職工考績 的英文怎麼說

中文拼音 [zhígōngkǎojī]
職工考績 英文
personnel evaluation
  • 職 : Ⅰ名詞1 （職務; 職責） duty; job; 盡職 do [fulfil] one s duty; 失職 neglect one s duty; derelictio...
  • 工 : Ⅰ名詞1 （工人和工人階級） worker; workman; the working class 2 （工作; 生產勞動） work; labour 3 ...
  • 考 : Ⅰ動詞1 （考試; 考問） examine; give [take] an examination test or quiz 2 （檢查） check; inspect3...
  • 績 : Ⅰ動詞（把麻搓捻成線） twist hempen thread Ⅱ名詞（功業; 成果） achievement; accomplishment; merit
  • 職工 : 1 （職員和工人） staff and workers; workers and staff members2 （舊時指工人） workers; labour職工...
  • 考績 : merit of professional performance
  1. Performance evaluation, on which many other functions are based, is the most important part of hr management, and its basic purpose is to make its employees continuingly develop, providing the fundamental force to push the enterprise forward

    績效考評作為企業人力資源管理中關注的重點，為實施人力資源的其他職能提供依據，但它最深層的目的是促進員工的發展，因為企業持續發展的根本動力就是員工的發展。
  2. And these measure are : first stringing then management of work - effect, reducing the rate of fixed salary, combining prize distribution with the work - effect ; second system of standard work - hour that carried out on workers who work in product ion, technical staff setting up technical key task subject, enlarging risk mortgage on managers, year salary for managers ; third floating salary for worker, establishing special training prize fund, flexible management of work - hour, establishing such encouraging system as worker ' s holiday with salary

    在分配機制上降低固定工資的比重，獎金分配與效益直接掛鉤；第二，在考核制度上，在加大對各部門總體經濟指標的考核力度的同時，對職工個人的績效考核力度也逐步加大；第三，在激勵手段上，一線職工實行標準工時考核制度，技術人員設立技術攻關課題，加大管理人員風險抵押，經營者試行年薪制，職工崗位工資浮動管理，設立專項培訓獎勵基金，作息時間彈性管理，建立職工帶薪休假制度等具體激勵措施。
  3. As to the scientific and technological personnel of institutions of agricultural scientific research and relevant schools or colleges who are engaged in the work of agro - technical popularization, the practical achievements they have made in the work of agro - technical popularization shall be taken as major indicators for performance appraisal in determining and conferring academic and technical titles

    農業科研單位和有關學校的科技人員從事農業技術推廣工作的，在評定職稱時，應當將他們從事農業技術推廣工作的實績作為考核的重要內容。
  4. The interior risk control mechanism in commercial bank is the basis of banking supervision and stability of financial system. we should introduce modern instrument measuring financial risks : var ; take advantage of accurate and overall index measuring achievement : raroc ; form multilayer risk control mechanism with the nature of incentive compatibility constraint ; and boost each branch, each level of institution and each staff to concern bank ' s revenue and risk simultaneously

    銀行內部風險控制機制是銀行監管和金融體系穩定的基礎，通過引入現代金融風險計量工具： var （在險價值） ，利用準確、全面的績效考核指標： raroc （風險調整資本收益率） ，在銀行內部構建起具有激勵相容約束性質的多層次風險控制機制，調動各類部門、各級機構、各個職員的既關心收益又關心風險的積極性。
  5. All of these have hindered the match between civil servant and its position and match dynamically. on the basis of analyzing the question and reason, to use the tool of correspondence principle of ability and rank to propose the optimization route of civil servant ' s position management, which is to set up and amplify the position classification mechanism with clear ability

    最後，在剖析問題和分析原因的基礎上，運用能級對應原理這一工具提出了公務員職位管理的優化路徑，即建立健全能級明確的公務員職位分類制度、建立健全選賢任能的公務員考錄制度、建立健全能績評價的公務員職務升降調轉制度和建立健全補能育能的公務員能力培訓開發制度等。
  6. Please note : big management titles are not the basis of admissions, as the admissions committee will look at job responsibilities and actual achievements

    請注意：申請人的管理職務不會成為決定錄取的基礎，招生委員會還將考慮其具體工作職責和過往業績。
  7. Findings of the research provide new insights to improve the present understanding of tb and their relationships to degree of teacher job involving, of teacher intrapersonal intelligence, of teacher critical thinking, and of teacher ' s job satisfaction

    顯示教師效能感、職業認同、教師反思智力、批判思考傾向、工作滿意度及工作業績等變量對教師信念的影響均顯著，證實了本研究的基本假設。
  8. Second, the thesis dicuss the discrepancy of the factor structure of the different sample attribute including identity 、 age 、 degree 、 working years 、 position years 、 department with t test and one - way anova, moreover the staff job satisfaction model is builded with confirmatory factor analysis according to the different identity, and it is obviously different of the factor structure, which loyalty is the most influential to the fomal employee and the less is perfomance examination, salary is the most influential to the informal employee and the less is working press

    第二，本文使用t檢驗和方差分析，分別考察員工工作滿意度在身份以及年齡、學歷、工齡、崗齡、部門等統計特徵上的差異，並在此基礎上進一步採用驗證性因素分析方法建立不同的員工身份的工作滿意度模型。在模型中樣本的因素結構存在顯著差異:對正式職工的工作滿意度影響最大的因素是忠誠度，影響程度最小的是績效考核;對招聘職工工作滿意度影響最大的是薪酬，影響程度最小的是工作壓力。
  9. This thesis pays key attention to the achievements the reform of position - pay has attained, such as pay factor became more competitive ; carrying out of a series of distributing system and matched management system standardizes the pay system, promotes the openness of distribution system ; the formation of position - based pay system strengthens the all basic works, pushes forward the development of human resources ; forms the adjustable system of pay and inner competitive, flexible system, etc. however, there are a lot of inadequacy existing in the position - pay system of bayi corporation, the basic work of position - pay system is still not solid ; performance appraisal system is not sound ; performance wages go only with decrease but no increase, which became the new egalitarianism and hard to motivate the zeal of employee

    本文重點分析了崗薪制改革取得的成效，如薪酬競爭力有了很大的提高；一系列相關分配製度和配套管理制度的實施，規范了薪酬的管理，提高了分配製度的透明度；形成了以崗位為根本的薪酬體系，加強了各項基礎工作，推動了人力資源的開發；形成了薪酬的可調節機制和內部競爭、流動機制等。但是，八鋼公司的崗薪制體系也存在很多不足，如崗薪工資的基礎工作仍不扎實；績效考核體系不健全；績效工資只減不加，成為新的「大鍋飯」 ，難以調動職工的積極性等。
  10. Taking the research, project design and implementation of the performance assessment system of the dt company as main thread, aiming at the problem which exists in the employee management and performance evaluation, on base of pay system which is founded on the job analysis and evaluation of the current enterprise ' s, this paper designed the performance assessment system according to the department, manager and employee, investigating the implementation of the performance assessment system and builds the basic stimulating framework of the enterprise

    本論文是以對dt公司績效考核體系的研究、方案設計與實施為主線，針對dt公司在人力資源管理和績效考核中的問題，在對企業現有的職位進行職位分析和職位評估並據此建立薪酬體系的基礎上，分為部門、幹部和員工三個不同的層面分別進行績效考核體系的設計，並對績效考核體系的實施進行研究，構建了企業的基礎激勵框架。
  11. In the field of enterprise management, human being has become a very crucial factor in the achievement of enterprise ’ s strategic objective. will of the people that likes or dislikes, and investment degree of staff ’ s work determine the enterprises ’ prosperity and success in very great degree

    績效考核是對員工的工作行為及結果運用各種科學的方法進行考核和評價的過程，即根據員工的職務說明，應用制定的一定標準來比較和評價員工一段確定期限內對組織的貢獻的一個過程。
  12. Recommendation for release or transfer may be submitted on form to be attached to the orientation checklist and three - month progress review

    應送交相關表格，連同新進員工簡介訓練檢查表及三個月績效考核表，註明對該員工處置的建議或許是辭退或要求調職。
  13. The system adopt " goal management " and " spirit inspiring " principle, and translate employee ' s post responsibility into plan and goal, and also adopt the style " from bottom to upper ", " from upper to bottom ". formulating appraisal context and index in advance, combining the employee ' s self - prove and appraisal of supervisor, combining performance appraisal and self - inspiring, it make up a newly performance appraisal system

    它主要採用「目標管理法」和「精神激勵」的原則，將員工的崗位職責轉化為計劃和工作目標，採取「自下而上」和「自上而下」相結合的方式，事先制訂考評內容、考評指標，把員工自己證明其履行職責和部門主管領導員工履行職責相結合，把員工工作績效考評和不斷提高員工自身能力的激勵相結合，從而形成了較為新穎的績效考評激勵體系。
  14. Reflection on establishing a system of performance of evaluation and inspiring mechanism - among college teachers and staff members

    建立高校教職工績效考核體系和激勵機制的思考
  15. Finally, this paper illustrates design method of incentive mechanism by taking w company as a real case, especially in such respects as individual capacity selection, rated management, performance rating, motivation pattern and so on, emphasizes on combination theory with practice, and then presents realistic and operational reform pattern on the basis of research on traditional incentive pattern. fengwenhua ( mba ) directed by zhangxiaoming

    本文以w地方電力公司為例，考察了該公司的具體情況，提出了職工激勵機制的設計思路，尤其是在對職工的能力選拔、分級管理、績效考評、激勵方式等方面，注重了理論與實踐的結合，提出了較為現實與易操作的改革模式，並在研究傳統激勵方式的基礎上，提出了適合企業長期發展的激勵模式。
  16. Application of fuzzy theory on evaluation of employee ' s performance

    模糊理論在職工績效考核中的應用研究
  17. During his employment in jiayang company, based on customer back - fed problems exist in current system, especially how should the evaluation module adapt to the dynamic development of enterprises, contraposing elements of performance evaluation and status quo of hrmis and problems exist in evaluation module, and on basis of thorhough analysis of usual enterprise evaluation methods, the author ' s abstracted f i ve el ements of evaluation, summed up the general procedure of evaluation and put forward a general model for enterprise evaluation

    作者在嘉揚公司任職的實際工作中，根據用戶反映現有系統存在的問題，特別是考核模塊如何適應企業動態發展的要求，針對績效考核的構成要素以及現有人力資源管理信息系統的現狀及其在考核模塊中存在的問題，在深入分析現行常見的企業考核方法的基礎上，抽象出構成考核的五個基本要素，總結了考核的一般過程，提出了目前企業員工考核的一般模型。
  18. Guided by aim management, based on the circulation of working and analyzing, takes performance assessing as the tool, supported by encouragement system, performance tutorship, and realize the pms to pursue higher performance aim

    明確了對員工的績效管理應是整合人力資源管理各項職能的績效管理體系，它以目標管理為導向，以工作分析、工作再設計為基礎，以績效考核為工具，以激勵機制、績效輔導為支持，實現績效管理體系以追求更高績效為目的的宗旨。
  19. The essence of competition is the competition of core capacity of companies which is knowledge and creativity skills depending. knowledge is not only the process and fruit of human beings exploiting the world, but also the rudder, tool and method for practical utility

    本文重點研究了如何應用權值因子法建立東方測控公司知識型員工的績效考核指標體系，以及針對東方測控公司三類知識型員工? ?市場營銷類、技術研發類、職能管理類，採用什麼樣的績效考核方法。
  20. Incentive to employee is a systematic engineering. during the course, every theory of motivation is related to each other. that is to say, motivation factors must be completely considered in the course of individual capability evaluation, object design, performance appraisal, reasonable physical and mental incentive method to meet with individual demands, all of which are correlated and mutually complementary

    本文提出了對職工的激勵應該是一個綜合的系統工程，在這個過程中所有的激勵理論都不是孤立的，從一名職工進入企業開始，企業在對其個人能力的評估、目標的設置、對個人績效的評價、運用合理的物質及精神激勵手段以滿足個人的主導需求等方面都必須考慮到激勵的存在，並且是互有聯系、互相補充的。
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