考評反饋 的英文怎麼說

中文拼音 [kǎopíngfǎnkuì]
考評反饋 英文
a raisalfeedback
  • 考 : Ⅰ動詞1 （考試; 考問） examine; give [take] an examination test or quiz 2 （檢查） check; inspect3...
  • 評 : Ⅰ動詞1. （評論; 批評） comment; criticize; review 2. （評判） judge; appraise Ⅱ名詞（姓氏） a surname
  • 反 : Ⅰ名詞1 （方向相背） reverse side 2 （造反） rebellion 3 （指反革命、反動派） counterrevolutionari...
  • 饋 : 動詞（饋贈） make a present of
  • 考評 : assessment
  1. The second passage of the article is the essential section, composed with macrocosm design, organization implement and feedback collection, designing and outlining the systemic model of certificate of leadership qualification, the whole assessment system pays attention not only to the macrocosm structure, proper and scientific frame, extensive applicability, but also to concrete steps, exiguous and intuitionistic programming, simple and convenient operation. the macrocosm design exerts modern examination theory and systemic project method to describe thoroughly the basic principles, applicable range, certificate categories, the setting of organization system, assessment target of leadership qualification, the choice of content and technology ; organization implement gives exiguous and concrete designs on the period of qualification examination, choosing time, confirmation of the certificate scale and qualification censor, written examination, interview, pub

    總體設計中運用現代考試理論和系統工程的方法，適應形勢，結合實際，對認證制的基本原則、適用范圍（正副廳、正副處、正副科等三等六級） 、認證的分類、組織體系的設置、任職資格認證評價目標、內容和技術的選擇進行了宏觀全面地闡述;組織實施中對任職資格考試周期、時間的選擇、認證規模的確定以及資格審查、筆試、面試、考察、公示的操作等進行了微觀具體地設計;反饋迴流中對認證工作的檢驗和評估、任職資格的跟蹤動態管理和認證制保障機制的建立進行了詳細說明。
  2. To improve the accuracy of node trust evaluation in a distributed network, a trust model based on the experience of individuals is proposed, which establishes a new trust assessment system by introducing the experience factor and the comparative experience factor. the new evaluation system considers the differences between individuals and interactive histories between nodes, which solves the problem that nodes have inaccurate assessments due to the asymmetry of nodes to a certain extent. the algorithm analysis indicates that the new model uses different deviating values of tolerance evaluation for different individuals and uses different updating values embodying node individuation when updating feedback credibility of individuals, which evaluates the trust value more reasonably and more accurately. in addition, the proposed algorithm can be used in various trust models and has a good scalability

    為了提高分散式網路中各節點信任評價的準確度，提出了一種基於個體經驗的信任模型.該模型通過引入經驗因子和相對經驗因子的方法，建立了新的信任評價體系.這種新的信任評價體系考慮了個體節點的差異問題，在計算節點的信任值時考慮了節點間的交互歷史，這在一定程度上解決了由於節點的非對稱性而導致的信任評價不準確的問題.演算法分析表明:新模型能夠針對不同的個體節點，採用不同的最大容忍評價偏差，並且對個體節點的反饋可信度進行更新時，採用不同的更新值，體現了節點的個性化特徵，使信任評價更加準確合理.此外，所提出的新演算法能夠運用到多種信任模型中，具有很好的可擴展性
  3. Based on this, through sysmetic analysis about these performance appraisal factor, it is pointed out model afp and feedback and application about the performance appraisal outcome. performance appraisal design bassis on the goal of survival, development and profit, performance appraisal system matching with marketing economy is established to make systentic, standardization

    在此基礎上論文通過對影響績效因素的系統分析，提出了afp模型及考評結果的反饋與應用，考評設計圍繞企業生存、發展、獲利的目標要求建立與市場經濟相適應的考評制度體系，使人力資源考評工作制度化、系統化、規范化。
  4. This paper discuss that we analysis and deal with examine data by means of computer assist, estimate the difficulty, degree of differentiate, believe degree of examination paper, efficiency degree so on, deal with examine data. it give statistical distributing about examine result person percentage, standard fraction plenty give play to strong point of assess and diagnosis, feed back and inspirit function

    利用計算機輔助手段，對考試成績進行處理和分析，在試題難度、區分度、試卷信度、效度等方面給出定量的估計，並對考試原始分數進行加工，在此基礎上，得到班級成績的統計分佈，個人的百分等級和標準分數，以充分發揮考試的評定與診斷，反饋與激勵功能。
  5. Abstract : this paper discuss that we analysis and deal with examine data by means of computer assist, estimate the difficulty, degree of differentiate, believe degree of examination paper, efficiency degree so on, deal with examine data. it give statistical distributing about examine result person percentage, standard fraction plenty give play to strong point of assess and diagnosis, feed back and inspirit function

    文摘:利用計算機輔助手段，對考試成績進行處理和分析，在試題難度、區分度、試卷信度、效度等方面給出定量的估計，並對考試原始分數進行加工，在此基礎上，得到班級成績的統計分佈，個人的百分等級和標準分數，以充分發揮考試的評定與診斷，反饋與激勵功能。
  6. Principal examiners monitor for quality of both test conduct and rating, and feedback is returned to each test centre

    主監考員監控兩者的質量進行測試和評級，並反饋回各測試中心。
  7. In this thesis, the author utilize the theoretical research, and also the practical analysis is combined, to compare the manhattan commercial bank with a commercial bank in china, and point out that they are of great difference in the appraisal orientation, appraisal method, the appraisal frequency, the feedback and the communication during the appraisal process. aiming at present condition of the commercial banks in china, the author put forward a new appraisal method : the systematic performance appraisal system of commercial banks

    然後運用理論與實踐相結合的研究方法，對比分析了美國大通曼哈頓銀行與中國某國有商業銀行在員工績效考評的方法與程序及考評結果的反饋與兌現上存在的差異，指出國內商業銀行在對考評的定位、考評方法、考評頻度與考評周期的設定、考評過程的溝通與考評結果的反饋及考評結果與人力資源管理其他內容掛鉤等方面與外資銀行仍然存在著差距。
  8. It is divided into four parts to illustrate the environmental tests management system, including organization structure & labor source management system, tests process management & controlling system, tests information management system and quality guarantee system. firstly, it begins from organization structure of environmental tests, to look into the suitable organization structure, which applies to the environmental tests development, this thesis suggests the changing from original beeline organization structure to combinative organization structure of beeline function & matrix organization structure. it also investigates the labor source management and discusses under this new structure, presenting the system which meets the demand of existent military equipment development ; then, using relative concepts of queuing theory to solving the tests orders reasonably makes the minimum time for products in lab

    首先從環境試驗的組織結構入手，研究適合環境試驗發展的組織結構，提出將原來的直線制組織結構轉變為直線職能制和矩陣制相結合的組織結構，並探討在這種結構下的人力資源管理和績效考評、提出適應目前軍用裝備發展要求的環境試驗組織機構與人力資源管理體系；然後從環境試驗過程管理的角度出發，運用排隊論的有關概念，合理解決試驗排序，使產品在實驗室的停留時間最短，並建立試驗過程管理與控制體系；從試驗信息的重要性角度出發，探討試驗信息收集與反饋的一般方法及建立環境試驗數據信息庫的重要性；最後從質量管理的角度出發，研究環境試驗內部質量保證部門的作用與職能，運用服務質量環的原理構建了環境試驗的質量保證體系。
  9. In the part of design of overall budget management organization system, the author emphasis the overall budget management organization system should be in according wi th the integrated corporation management organization system. in the part of design of overall budget management decision - making, the author demonstrate that the overall budget management subjects should be in accordance with integrated corporation management strategic subjects, and the chose of methods in plan - making and carrying - out process should be based on integrated corporation ' s characteristics, then the author take the beijing firm of fuerda integrated corporation an example to illustrate the whole process of overall budget management application

    論文在對富爾達集團公司全面預算組織體系的設計中，強調公司組織結構與預算組織機構的協調；在全面預算編制的設計中闡明了公司預算目標必須與戰略目標相一致，預算編制方法和程序應根據富爾達集團公司自身特點進行選擇，並以北京子公司為例說明預算編制的過程；對全面預算的實施與監控應以完善的預算信息反饋系統為支持，進行以資金預算和業務預算為重點的預算管理；對全面預算考評體系提出將預算考評和績效考評相結合。
  10. Therefore, this study seeks to give hf company some recommendations on how to establish a performance management system. based on hf company ’ s overall strategy and the theories of performance management, this study has generated a suitable method to establish the company ’ s performance management system, which is combined by different performance management instruments, such as balance scorecard and kpi. this report has been divided into five chapters in order to provide

    第四章重點探討hf公司新績效管理體系的設計過程，包括設計績效管理體系時應考慮的五個關鍵點（設計前的準備工作、評價指標體系的建立、考核周期的設計、評價主體的選擇，以及評價方法的選擇） ，新績效管理體系的四個重要環節（績效計劃、績效監控、績效考核、績效反饋） ，以及績效結果的運用。
  11. In further research, the following issues must be considered : 1 ) the standardize of corpus ; 2 ) improve the accuracy of chinese words divided syncopation system, handle the different meanings of one word and recognize the words that do not appear in the dictionary ; 3 ) process semantic analysis ; 4 ) dynamically update the training sets fed back by the user ; 5 ) quantitatively analyze the system performance influenced by different factors, use an appropriate model to compare and evaluate the web text classification system ; 6 ) natural language process ; 7 ) distinguish the disguise of sensitive words

    在以後的工作中考慮如下問題: 1 ）數據集的標準化; 2 ）分詞系統精度的提高，對歧義處理以及未登錄詞識別的能力的提高: 3 ）進行合理的語義分析: 4 ）利用用戶反饋信息動態更新訓練集; 5 ）定t分析分類器不同要素對分類系統性能的影響，使用合適的模型來比較和評價分類系統; 6 ）自然語言理解問題，如「引用」問題; 7 ）對于敏感詞匯偽裝的識別問題。
  12. Second, prediction, exploratory factor analysis was conducted on the 296 recalled valid questionnaires, from which 7 dimensionalities of performance management were extracted : definition of the job objectives ; participation of the individuals on the objective items ; feedback on the employee performance ; support on the employee work ; evaluation on the employee performance ; performance related pay ; performance praise

    二，進行預測，然後對回收到的296份有效問卷進行探索性因素分析，得到績效管理問卷的7個維度：工作目標的明確性；目標設置中員工的參與性；對員工工作的反饋；組織對員工的工作支持；對員工工作的考評；績效工資；績效獎勵。
  13. Through analysis of transcript data of a 90 minutes - class from the five excellent teachers, the following features are derived : 1 ) the talking time is not fully dominated by teachers, so students also have their share of talking time ; 2 ) more referential questions occur than display questions ; 3 ) most exchange structures are complex while irf structure still exists ; 4 ) there are more discoursal feedbacks than evaluative feedback

    結果表明其特徵如下： 1 ）課堂話語時間並非全由教師支配，同時也有學生參與會話的時間； 2 ）參考性提問普遍多於展示性提問； 3 ）大部分會話結構較為復雜，但是irf結構仍佔一定比例； 4 ）話語性反饋比例略高於評價性反饋。
  14. Meanwhile, appraiser, appraised cycle and performance feedback is argued sufficiently. in order to assure implementing the system effectively, the paper presents some advices about management application and actualizing process of the system, applying the appraised results to middle - level manager and project manager, and so on

    同時，對考評主體、考評周期、績效反饋進行了充分的論述。為保證績效考評體系的良好運行，論文最後提出了配套措施。
  15. While the following issues should be paid much attention to, only partly included ratees, unpractical appraisal measures, irrational objectives, improper communication, rating errors, unsuitable feedback and inappropriate usage of ratings

    同時， sy公司在績效考評過程中存在以下問題：考評覆蓋面較窄、考評手段欠科學、績效目標制定不合理、溝通不當、考評中存在偏差以及考評結果的反饋和運用不當。
  16. Having studied and investigating, we point out that the root cause existing in the spe comes from the inaccurate of positioning, for the spe is only being used for a sort of facility to allocate the benefits, it causes some deficiencies of performance feedback, performance improvement and some other important procedures, likewise, the spe outcome have not been applied adequately and rationally, thus all the spe can not be systemized and united well either

    本文通過深入分析，揭示了a公司在績效考評上存在的根本問題是對績效考評定位的不準，僅僅把績效考評作為一種利益分配的工具，因此造成整個績效考評缺乏績效反饋、績效改進等重要流程與關鍵環節，績效考評的結果也沒有得到充分、合理的應用，整個績效考評不成體系。
  17. The author analyzed the effect of stimulation with mathematics, studied the relations in performance estimate with game theory, and built up the estimate model by using multiple decision - making. according to the process of performance management, the author divided the performance management system into several subsystems, analyzed the subsystems respectively together with the fact in state - owned construction corporations and built up several models and standards

    根據績效管理的流程，作者將企業員工績效管理系統的構建分解為績效計劃、績效考評、績效反饋及監督控制幾個子系統的構建，對各子系統分別進行理論分析，並結合國有建築企業的實際，得出了構建各子系統的準則、方法及模型。
  18. 3. based on it, a brand new spe that consists of evaluation preparation system, evaluation execution system, evaluation feedback system, performance amelioration system and as well as evaluation application system, has been reconstructed. this new spe fill up any blank about important tache

    根據績效考評新的定位和對問題的改進思路，本文重新構建了由考評準備系統、考評實施系統、考評反饋系統、績效改進系統和考評應用系統等組成的績效考評新體系，填補了該公司在績效考評體系中關鍵環節的一些空白。
  19. Firstly, the thesis analyzes the concept of performance, classifies the performance and sets up the evaluation index system according to manager ' s traits. secondly, in order to make evaluation credible and rational, the thesis established the model of fuzzy ahp based on evaluation theory and method. finally, consul ting the pm theory, this thesis analyzes the evaluation result by quartered - grid and put forward improving advice according as different evaluation results

    本文首先從績效的基本概念入手，對績效作了科學的解釋和分類，並根據管理人員的工作特點及以往對績效指標的研究，建立能夠準確反映其績效的評價指標體系；然後在考評理論及考評方法分析的基礎上，結合近來一些新的考評技術，建立了模糊ahp評價模型，使得考評工作更加可靠、合理；最後，借鑒pm理論，對考評結果採用四方圖法進行分析，根據績效結果將被考評者劃分類型，並針對每種類型制定相應的改進措施，體現有效反饋的原則。
  20. This thesis first analyzed development trend of performance assessment in our country and overseas and relative theories of performance management, and confirmed principles and methods of work assessment for managers based on work - analyzing. according to performance management ' s loop running flow, it is possible to extract several elements : performance plan, performance assessment, performance feedback and performance management monitor to build performance management system

    論文首先分析了國內外員工績效考核的發展趨勢、績效管理相關理論，以工作分析為基礎，確定了對管理人員進行工作分析的原則和方法。根據績效管理系統的循環運作流程，抽取出績效計劃、績效考評、績效反饋、績效管理監控幾個要素來構建績效管理系統。
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