集體績效系統 的英文怎麼說

中文拼音 [jítǐjīxiàoxìtǒng]
集體績效系統 英文
grouconsequence system
  • 集 : gatherassemblecollect
  • 體 : 體構詞成分。
  • 績 : Ⅰ動詞（把麻搓捻成線） twist hempen thread Ⅱ名詞（功業; 成果） achievement; accomplishment; merit
  • 效 : Ⅰ名詞（效果; 功用） effect; efficiency; result Ⅱ動詞1 （仿效） imitate; follow the example of 2 ...
  • 系 : 系動詞（打結; 扣） tie; fasten; do up; button up
  • 統 : Ⅰ名詞1 （事物間連續的關系） interconnected system 2 （衣服等的筒狀部分） any tube shaped part of ...
  • 集體 : collective; community; group; team
  • 績效 : performance appraisal
  • 系統 : 1. （按一定關系組成的同類事物） system 2. （有條理的;有系統的） systematic
  1. Aspect the evaluation in the now available expressway construction project management is chiefly concentrated at economy with the technology, and to manages the twist hempen thread imitates that the research which appraised chiefly includes in effect which inspected and control evaluation and the construction course the evaluation of some one quotas, the unified evaluation system of not formation ; the twist hempen thread effect assessment method is managed to the now available project item, and stopping certain tier face in the item construction mostly, assessment method adaptability is wrong, and lacks the synthetical evaluation to the scattered assessment method of selection submitted a tender such as beckoning and so on

    現有高速公路建設項目管理中的評價主要集中在經濟和技術方面，而對管理績效評價的研究主要包括監理的效果評價和施工過程中的一些單指標的評價，沒有形成統一的評價體系;現有的工程項目管理績效評價方法，諸如招投標的選擇之類的零散評價方法，大多停留在項目施工的某一層面，評價方法適應性差，缺少綜合評價。本文通過對現有高速公路建設項目管理評價體系存在問題的分析，結合高速公路建設項目管理的特點，構建了高速公路建設項目管理績效評價內容、指標體系，運用模糊評價法、專家評價法、熵評價法等對高速公路建設工程項目管理績效做出了綜合評價。
  2. Based on a general overview of firm performance assessment theories, this study makes a comparison between traditional performance measures and strategy - oriented performance measures, analyzes the existing performance measurement system of the national aviation oil companies. the thesis has a literature review of the balanced scorecard researches and applications, expounds the advantages of the balanced scorecard over traditional measurement systems in revealing the intension of firm performance, analyzing the critical factors behind firm performance and providing information support for firm strategy, documents the relationship between the balanced scorecard and firm strategy, and puts forward the idea of strategic performance. by using the data and background information from one of those national monopoly oil companies, this study a ppraises the limits of this sort of companies " performance measurement system, applies balanced scorecard method to this kind of national monopoly oil company, designs questionnaires to collect experts " opinions, colligates the opinions, selects kpis, builds experimentally the first strategy performance assessment indicator system in this kind of company, determines the indicators " parameters, uses the real corresponding data to measure the 6 business lines of this company, through comparing the assessment result with the strategic standard, a conclusion is drawn and suggestions are put forward about how to exploit the performance potential under present conditions

    在對績效測評理論進行回顧的基礎上，本文研究了傳統測評指標體系與戰略導向的測評指標體系的區別，總結了中國航空油品經營企業的績效測評現狀，對平衡計分卡理論研究和應用進行了綜述，分析了平衡計分卡在揭示績效內涵和影響績效的因素、發揮績效測評的信息作用等方面的優勢，論述了平衡計分卡與企業戰略的關系，提出了戰略績效的概念，並結合某壟斷性油品經營國有企業的實際，評述了此類企業傳統績效測評指標的局限性，借鑒平衡計分卡思路，通過設計調查問卷、收集專家意見並加以綜合分析等工作，選取關鍵績效指標，探索性地建立了中國壟斷性航油經營國企的首個企業戰略績效測評指標體系，並確定了指標有關參數，對應指標的統計口徑採用經調查獲得的測評所需數據，對該企業6個業務板塊的績效進行測評，通過對比分析得出在現有條件下如何挖掘潛力的結論和建議。
  3. Thirdly, the working time depends on season change and there is a different focus in the evaluation of merit & benefit. lastly, there are many scattered manufactured sites for one unit, so the employers work not in a single site. in order to adapt to the requirement of management information and the modernization, it is urgently to develop a hrmd to supply information integration and share of human resources management in those institutes

    我國市級科研所正處于科研體制改革時期，在人力資源管理上具有「專業技術人員多，知識群體密集；多種分配模式並存，實際工資和檔案工資分離；工作時間季節性強，績效考核各有側重；生產基地多，人員分散」等特點，為適應管理信息化、現代化的發展要求，迫切需要開發一個符合行業管理特點，能為人力資源管理活動提供信息集成和共享的人力資源管理與決策支持系統。
  4. 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。
  5. In the last section, this paper analyses two cases : the new product selection of hbhc ( hubei hongcheng general purpose machine ltd. ) and the new product performance of wisco ( wuhan iron and steel ( group ) corp. ). we apply fuzzy evaluation which based on ahp to select new product in hbhc. and we adopt the evaluation index system of new product performance to analyze new product performance in wisco

    最後本文以湖北洪城通用機械有限公司的新產品方案選擇和武漢鋼鐵集團新產品績效實證研究為案例，運用基於層次分析法的模糊綜合評價法對新產品方案進行選擇；運用新產品績效評價指標體系對武鋼產品創新績效進行了分析，發現理論與實際基本統一，方法的可操作性強。
  6. Based on koch & laurent ' s viewpoint on three requirements for explaining the behavior of complexity system, this thesis focuses on the theoretical and empirical study of the following four research questions by comparison, integration and development of different disciplines and methods such as organization theory, innovation theory, the theory of the firm, complexity science, system theory, organizational learning and knowledge management, and psychics : ( 1 ) critical success factors ( csfs ) of organizational innovation of manufacturing enterprises in the it - based networked environment ; ( 2 ) the systematic behavior of organizational innovation and its complexity ; ( 3 ) the correlation among environmental turbulence, organizational innovation elements ( organizational culture innovation, it innovation, processes innovation and organizational structure innovation ), organizational innovation competence and organizational performance ; ( 4 ) the pattern of integrated organizational innovation ( ioi ) of manufacturing enter prises in the it - based networked environment

    因此，本研究以問題為導向，從跨學科角度藉助組織理論、創新理論、企業理論、復雜性科學、系統論、組織學習、知識管理和心理學等不同學科理論與方法的比較、融合與發展，遵循koch & laurent （ 1999 ）所指出的解釋系統行為的三點要求，緊緊圍繞網路環境下製造企業集成組織創新機理與模式所包含的四個具體研究問題，從以下四個方面對網路環境下製造企業的集成組織創新進行了理論和實證研究： （ 1 ）網路環境下製造企業組織創新的關鍵成功因素； （ 2 ）網路環境下製造企業組織創新的系統行為及其復雜性； （ 3 ）網路環境下製造企業組織創新要素（信息技術創新、組織文化創新、流程創新和組織結構創新）和組織創新能力之間的互動關系及其對組織績效的作用機理； （ 4 ）網路環境下製造企業的集成組織創新模式。
  7. In the third chapter, it took the difficult problems into account such as owner ' s absence, high deputy cost, high systematic cost, corporation governance inefficiency, a great lot bad assets, severe circumstance, capital lack and excessive employee, etc. in the fourth chapter, it summarized many experiences and lessens on coming into the market, choosing mode of corporation governance, disposing bad assets, permanent financing and so on. in the last chapter, it went into thought on how to fully use present advantage, reasonably design the structure of organization and of ownership and of governance. it also give some advice on the reformation of management mechanism such as rewarding system, stuff structure, management of venture and of assets and of enterprise culture, finance product innovation and the like

    本文由六部分組成：導言，介紹了我國銀行業概況和建行改革的必然性；第一章，回顧了建行的發展歷史和經營業績；第二章，詳細分析了建行的組織結構、治理結構、產權結構、經營狀況和所面臨的環境形勢，提出了建行改革的必要性；第三章，深入論述了建行面臨的產權主體虛設、代理成本和制度成本高、治理結構低效等核心弊端的成因，剖析了建行改革面臨的不良資產、資本金不足、政企難分等主要難題；第四章，總結了國際上其他銀行在改組上市、治理結構和治理模式選擇、處置不良資產、募集資本等方面的經驗教訓；第五章，針對建行如何改革進行了理智思考，提出了具體系統的改革建議。
  8. Then the useful ways are analyzed by which they can obtain technology, management and decision support in the process of operating the new model. its main content includes : ( 1 ) to achieve the finance integration based on the information standardization and reorganization of information systems on numerical campus with " all - in - one card " ; ( 2 ) to make overall budget management and control and establish a centralized system around finance within intranet systems ; ( 3 ) to get a dynamic capital control with an intensive financial center in order to improve their efficiencies and avoid possible risks ; ( 4 ) to build a performance evaluation and decision support system and help managers make better decisions by assessing and comparing their operational process

    然後從四個方面較為深入地探索了使高校財務管理迎接挑戰，實現新模式運作的技術支持、管理與決策支持的實施途徑，具體包括：實現財務業務一體化，即通過數字化校園及校園「一卡通」的建設實現校園信息的標準化和高校管理信息系統的整合；實現高校全面預算管理和控制，通過網路財務系統的建設，實現以預算管理為核心的財務集中管理；實現高校資金動態集中控制，即通過集約型資金管理結算中心的建設，達到對資金動態集中管理、提高資金使用效益、有效防範資金風險的目的；建立績效評價和決策支持系統，即通過績效測評、比較和分析，把脈高校運營和管理，支持領導決策。
  9. The second chapter reviews relevant literatures of leadership, team dynamics, collective entrepreneurship and innovation, based on which the relation models in fifth chapter are set up. first, i point out that it is essential to integrate both leadership influences and team dynamics, regard collective entrepreneurship as the focal collective performance variable. second, i think that it is essential to integrate both collective entrepreneurship influences and the innovation, regard businesses performance as the focal variable

    根據理論的思路，本章分別從（ 1 ）集體創新； （ 2 ）領導； （ 3 ）員工的動態； （ 4 ）革新這些問題入手，對前人的研究進行回顧和討論，指出有必要形成系統的集體創新理論；並指出有必要把領導行為、團隊動態、集體創新能力整合起來，去探討如何形成集體創新能力；指出有必要將集體創新能力、革新率、企業績效整合起來，去探討集體創新能力是形成小企業持續競爭優勢的一個源泉。
  10. In response to “ neusoft ” invitation, hewitt provide in this material our suggested project approach to help neusoft build up the world - wide standard human resource management system, which will be especially focused on the job design / evaluation, compensation design and performance management

    我們接受了東大軟體集團有限公司（東大）的委託，為貴公司提供一份關于翰威特公司將如何幫助制定一個世界標準的人力資源管理系統，尤其是東大特別關注的工作設計/評估，薪酬激勵及績效管理系統的設計方案。
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