考評者 的英文怎麼說

中文拼音 [kǎopíngzhě]
考評者 英文
evaluator
  • 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
  • 者 : Ⅰ助詞1 （用在形容詞或動詞後面 或帶有形容詞或動詞的詞組後面 表示有此屬性或做此動作的人或事物） 2 ...
  • 考評 : assessment
  1. For this practice parameter the authors reviewed available evidence relevant to evaluating adults presenting with an apparent unprovoked first seizure

    為了這份臨床參考，作者回顧了關于評估明確的成人首次無誘因抽搐的證據。
  2. It is an important method for appraisal to motivate positivity of managers and employee. only through appraising performance of employees scientifically and fairly, can we know across - the - aboard employees impersonality. only through correctly appraising results, can pertinence and felicitous incentives be adopted to increase positiviry of managers and employees

    在人力資源開發與管理中，績效考評是一項重要的基礎性工作，是調動管理者和員工積極性、創造性的重要手段，只有通過科學、公正、公平地考評員工的工作績效，才能全面地了解員工；只有準確的考評結果，才能有計劃的針對性地採取恰當的激勵措施以調動員工的主動性和積極性。
  3. The target is wrong, for in attacking the tests, critics divert attention from the fault that lies with ill - informed or incompetent users

    把這種標準化測試作為抨擊的目標是不對的，因為，在抨擊這類測試時，批評者沒有考慮其弊病來自人們對測試不甚了解或使用不當。
  4. Development and evaluation of quality of life scale for patients with type 2 diabetes mellitus

    2型糖尿病患者生活質量量表的研製與考評
  5. For students that have served on the dormitory services committee and have received an evaluation score of 80 or higher, please apply at the life guidance section for your one - year extension

    曾任宿舍自治幹部經考評達80分以上且已屆滿住宿年限者，若欲申請續住，請逕向生活輔導組提出延長住宿一年之申請。
  6. Firstly, the paper retrospects the development of eso and tries to probe into the theoretical field : the explanation of it ' s definition, the conclusion of it ' s characters, the comparison of eso and other stock inspiration system, followed by the analysis of it ' s theoretical basis and incentive effect ; meanwhile, the paper probes into the realistic situations of eso in usa and china in order to seek the regulation and draw the advantages and disadvantages ; to this part, the paper takes the following four items as the main barriers to eso ' s implementation in china : the over restriction of current law system, the low efficiency of the market, the poor corporate governance structure and a lack of a reasonable performance index system, and elaborately analyze the impacts of the obstacles on eso ; after the analysis made above, the paper gets down to taking some methods to solve the problems in accordance with the characteristic of the barriers. as far as the internal defects of the mechanism are concerned, the paper begins with the scientifically design of the key components, studying the aspects of bestowal, change, loss, the executive method and the executive time. then the paper focuses on designing a performance index system which is an essential part of eso, introducing the bsc to improve the present performance index system, under the reasonable guidelines resigning it at both the levels of company ' s and employee ' s levels. finally, as regards how to perfect the outside surrounding of eso, the thesis makes some suggestion

    本文首先回顧了股票期權制在國內外的發展及較為詳盡的分析了股票期權制度的相關理論：闡述了其涵義，特徵，理論基礎，激勵效應並於其他幾個較易混淆的股權激勵機製作逐一的比較，以進一步澄清人們對其的錯誤認識；同時，對股票期權制在美國和我國的現狀進行深入的實證研究，探求其內在規律，在肯定其成果時指出其不足；至此，筆者認為，我國上市公司要推行股票期權制度將主要面臨以下四類障礙：公司治理結構不完善、市場有效性差、現行法規體系不完善及缺乏客觀的業績考評指標體系，並詳細分析了各類障礙的現狀及對股票期權制的負面影響；在此基礎上，針對各類障礙的不同性質，著手探討消除這些障礙的措施：對于股票期權制內部的缺陷，本文先對各個關鍵要素進行科學設計，系統的剖析了贈與、變更、喪失、執行方式、股票來源等技術性問題，再以大量篇幅研究了如何構建出一套與實施股票期權制相配套的業績考核指標體系，引進平衡計分卡的思想對國內現有的指標體系加以改進，以一組合理的評價原則為指導，從公司及員工個人業績考評兩個層面上來設計該指標體系。
  7. In this dissertation, the author drew lessons from many schools of thought, then defines performance and performance appraisal, approaches the characters of effective appraisal, explains the general methods and principle of performance appraisal and points out that single appraisal persons ca n ' t avoid many partial conclusions, we should pay great attention to the dialectical relations between two appraisal sides, strengthen training appraisal persons. and choose multilevel appraisal persons

    文中，筆者博取多家所長，借他山之石，再次定義了績效與績效考評，初步探討了有效考評的特徵要素，簡單闡述了評估的一般原則和主要方法，認為無論採取哪種方法，要堅持客觀公正的原則，僅選取單一考評主體是無法迴避近因效應、暈輪效應… …等諸多缺憾的。
  8. In general, the tests work most effectively when the qualities to be measured can be most precisely defined and least effectively when what is to be measured or predicted can not be well defined

    參考譯文：把標準化測試作為批判目標是錯誤的，因為在抨擊這類測試時，批評者沒有注意到其弊病來自（測試）使用者對不甚了解或者使用不當（沒有能力使用） 。
  9. Development and evaluation on measurement instrument of quality of life for patients with breast cancer : chinese version of eortc qlq - br

    乳腺癌患者生命質量測定量表中文版的制定與考評
  10. Critics say performance - based pay should recognize all that happens in the classroom not just student ' s performance on tests

    批評者認為與成績掛鉤的薪金制度應該考慮學生的所有方面，而不能僅僅看重考試成績。
  11. Cognitive process strategies have been a component of construct. moreover, task characteristic would moderate the relationship between cognitive process strategies and in - basket testing. specifically, assessess who used integrative analysis cognitive process strategy would get best score in the problem - solving task ; according to different task characteristic, there was different relationship between cognitive process strategies and in - basket validity

    考察任務特徵對認知加工策略與公文筐測驗效度的影響關系時，發現問題解決型任務對認知加工策略與公文筐測驗成績之間的關系影響更大，被測評者在公文筐測驗過程中所採用的內在認知加工策略受任務特徵的影響。
  12. From 2005, our country start to put into practice macroscopical adjust, price of crude oil and fibre raw material keep rising, the international trade situation is very grimness, add it turned the productivity of fibre to developped to the 2004 quick in 2001, a current excess, the profession competition turns worse, rate of exchange the influence that change the industry chain at the same time is over and above benefit in fraud that variety ability that a year, turn the fibre profession from here the 2005 the movement difficulty, realize the profits compares to descend 20. 3 % together, is four in the last yearses descend significantly for the very first time, also ising every kind of self - contradict ising convex with problem now, face such disadvantageous exterior environment, how to promote the fast orientation in company oneself new surrounding with the anti - risk ability, exist to the business enterprise with develop to the pass importance

    本論文首先對吉林化纖長絲車間生產管理進行系統現狀分析，其主要目的是查找生產管理系統存在的問題，並進行系統原因分析，從而確定系統優化方向。文章從生產計劃管理、生產組織管理、生產控制管理三個方面作了系統現狀分析，逐一闡述車間生產管理各個子系統存在問題有原因分析，在此基礎上運用生產管理系統優化理論，對車間生產管理各個子系統進行了優化研究，提出了系統優化方案。為保證車間生產管理系統優化方案能夠順利實施，筆者提出通過車間自身生產管理制度建設、績效考評系統建立、員工培訓體系建立、生產現場5s管理推行及車間班組建設，為車間生產管理系統優化提供更有力的保障。
  13. Based on which, the author puts much words on establishing performance standards, interprets that performance index, elements and criterion form performance standards, and eight characters of performance standards, pouits out that we ca n ' t list all performance indexes as well as we should n ' t do that, we should choose kpi as the core of performance appraisal according to smart

    以此為立足點，筆者塗大量筆墨于績效標準的構建上，解釋了績效標準由績效指標、考評要素與考評標度組成。詳細列舉了績效標準的八個特徵，明確指出針對具體崗位的績效指標不可能窮盡，更不可能面面俱到，要想對所有績效指標都進行量化是不現實的，也是不可能的。
  14. They are hard core in the corporation. how to exert positivity go - aheadism creativity of person ability, the key lies in equitable and science performance appraisal and proper incentive measure

    其積極性、主動性、創造性作用的發揮程度如何，關鍵取決于企業對中高層管理者科學公正的績效考評及恰當的激勵措施。
  15. Sleeplessness produces a variety of health consequences that were not measured in the study, critics said

    批評者們說這項研究未能考慮失眠對人們健康所造成的種種後果。
  16. Theory model building on the top manager ' s performance appraisal of statte - owned enterprises

    構建科學的國有企業經營者績效考評理論模型
  17. Rule # 39 : reviews are for the reviewed and not the reviewer. the review is a failure if the reviewed learn nothing from it

    考評是被考評者的考評而不是考評者的考評。如果被考評者不能從中學到任何東西那考評就是失敗的考評。
  18. Rule # 36 : hide nothing from the reviewers. their reputation and yours is on the line. expose all the warts and pimples. donot offer excuses - just state facts

    不要在考評者面前隱藏什麼。他們的名譽和你的名譽息息相關。暴露所有的缺點和不足。不要找借口，陳述事實就可以了。
  19. As for the state own enterprise a rather complicated social economic entity, it is imperative to erect a complete and health evaluation system, that is the performance appraisal system, and through this system, we can reach the following goals : a ) to which extent the employees give the enterprise ; b ) with the incentive system, a considerable high performance of the enterprise can be maintained

    通過建立系統化的考評制度，不僅全面、客觀、科學地評價企業中被考評者對實現國有企業整體目標的貢獻程度，而且配以合理的激勵機製作牽引，以有效地調動個體與組織的積極性和創造潛能，持續提高其績效水平，促進國有企業工作效率的提高和多元化目標的完成。
  20. 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。
分享友人
分享到 Line

分享到臉書