高績效管理 的英文怎麼說

中文拼音 [gāojīxiàoguǎnlǐ]
高績效管理 英文
hpm
  • 高 : Ⅰ形容詞1 （從下向上距離大; 離地面遠） tall; high 2 （在一般標準或平均程度之上; 等級在上的） above...
  • 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 ...
  • 管 : Ⅰ名詞1 （管子） pipe; tube 2 （吹奏的樂器） wind musical instrument 3 （形狀似管的電器件） valve;...
  • 理 : Ⅰ名詞1 （物質組織的條紋） texture; grain （in wood skin etc ） 2 （道理;事理） reason; logic; tru...
  • 績效 : performance appraisal
  • 管理 : manage; run; administer; supervise; rule; administration; management; regulation
  1. It includes plan on human resources, employment, development and training, achievement and assessment, reward and encouragement, building - up enterprise culture, and so on. this passage is divided into four sections : first, it analyses human resources management theory in order to maintain close ties with reality. second, through perspective of present human resources management status in huaxia bank, shenyang branch and comparison with that of foreign capital banks, in the end we get human resources management methods to huaxia bank, shenyang branch, we resist impulsion of foreign capital banks and catch hold of some points like organization design, position management, application and lection, training and development, performance management, compesation management

    全文共分四個部分：首先分析人力資源管理理論，目的是為了更好地聯系實際，其次通過透視華夏銀行沈陽分行人力資源管理現狀，以及與外資銀行的人力資源管理進行比較，最後得出華夏銀行沈陽分行人力資源管理對策，對策的提出是為了對抗外資銀行帶來的沖擊，本著與國際慣例接軌的原則，抓住組織設計、職位管理、招聘選拔、培訓發展、績效管理、薪酬管理幾個環節，提出全新人力資源管理理念，完成人力資源管理實踐活動，形成人力資源管理戰略，達到員工期望和需要，最終構建出以實現企業戰略和企業文化及價值觀為根本目的的人力資源問題解決方案，以應對入世后國內外銀行的激烈競爭，使華夏銀行能在未來的幾年內，建立起以「用真誠凝聚人才，用培訓提高人才，用利益驅動人才」的人力資源管理機制，構築人才高地，積極引進潛力，滿足華夏銀行入世后轉型再造和創新發展對人才的需要。
  2. Zibo new & hi - tech industrial park is a new type organization to improve local economy development during the period to turn from planned economy to market one. its main characteristic is small organization, big service, quick rhythm, high efficiency, and its management system and operation system are quite different with traditional government ' s, and it has some improvement on management style comparing with traditional performance examine system

    高新區作為計劃經濟向市場經濟體制轉型期間形成的一種推動區域經濟快速發展的新型組織機構，其主要特點是「小機構、大服務、快節奏、高效率」 ，其管理體制和運行機制與傳統的政府機關存在較大差異，與之相對應的績效管理模式也應該比傳統的機關政績考核有所改進。
  3. The paper is one part of national science fund project study on the theory and method of performance management presided by professor of harbin institute of technology yingjun - feng and management and scientific research project of the first group of china aviation study on corporate top and middle - level executives performance evaluation and motivation model presided by my supervisor professor lujie - wang, comprehensive introduce the condition of domestic and oversee research and analyze the relationship between executives holding corporate stock and executives " performance under corporate governance. and also discuss corporate stakeholder governance and advancement of corporate executives performance and probe into influence of corporate executives behavior model on executives performance and set up corresponding performance evaluation index to appraise corporate advance and middle - level executives performance from the balanced scorecard

    本論文作為哈爾濱工業大學馮英浚教授主持的國家自然科學基金項目「績效管理的評價理論與方法研究」和導師王魯捷教授主持的中國航空工業一集團公司管理科研基金項目「企業中高級管理者績效評價與激勵模式研究」課題的一部分，綜合國內外對此問題研究的現狀，從公司治理的角度，分析公司治理下管理者持股與管理者績效之間的關系，探討企業利益相關者治理與企業管理者績效之間的規律，以及探討企業管理者的行為模式對企業管理者績效的影響，並且從綜合記分卡體現的維度建立相應的績效評價指標。
  4. The three of them are tightly connected. in a long term, the viewpoints of public management field talk about government framework reform and system reform so much, but few of them talk about government management system and the function of it, local governments focus on weighing achievements of government management, ignoring weighing the result of achievements of government management. obviously, the core of achievements of government management ’ s problem is the factors which have effects on achievements of government management and the result caused by government manages society

    長期以來，國內公共管理領域的著作和觀點中，談政府機構改革、政府體制改革等方面的很多，談政府管理制度及其運行分析方面的問題較少，談政府績效管理的制度、戰略和方法的較多，談政府定位及其職能的結構及其運行方面的問題較少，各地政府在探索提高政府管理績效的路徑上往往只關注政府公共管理行為的過程（政府績效管理衡量） ，忽視政府管理績效的結果衡量，在衡量體系的設計上突出經濟指標，實踐性與實際存在的問題嚴重脫節。
  5. In the report of the sixteenth national congress, the purpose of our country administration system reform is to form an administrative system featuring standardized behaviors, coordinated operation, fairness and transparency, honesty and high efficiency. “ whether of not the government is efficient, it will restrict and influence the failure and success in reform and opening policy and all kinds of building causes, will restrict and influence the realization of the magnificent aim of socialism modernization. ” in

    「政府…是否高效能，直接制約和影響著改革、開放和各項建設事業的成敗，直接制約和影響著社會主義現代化這一宏偉目標的實現。 」鑒于西方國家政府改革的成功經驗，實施績效管理對于改善政府形象、提升政府效能、促進十六大報告提出行政改革目標的實現以及為鞏固改革成果提供深層制度保障等方面具有十分重要的意義。
  6. One of subsidiary banks in certain province of china bank implemented 360 - degree feedback appraisal as the case, the dissertation makes a systematic study about the whole implementing process and detailed describes and analyzes from industry condition, internal human affairs system of implementing program and the results in the bank. the dissertation uses contrastive method to abstract the desirability or shortage and analyzes the reason of problems thereby putting forward nationalized commercial bank ' s reform measure and finding breach from human affairs system and ideology

    本文以中國銀行的某省分行實施360度反饋評估為案例，系統地研究了實施的全過程，從行業狀況、銀行內部的人事機制、企業文化到實施方案和結果，都一一作了詳盡的描述與分析，用對比研究的方法，從中提煉出實施中的可取之處與不足，並分析發生問題的原因，提出了國有商業銀行為提高績效管理水平所應採取的改革措施，從人事體制與思想觀念上尋找突破口。
  7. The aim of performance examination and critique is manoeuvre activity of administers, and promote company performance, only those companies which with high performance in an invincible place in cruelty competition

    管理人員績效考評的目的歸根到底是為了調動管理人員的積極性，從而提高公司的績效，只有高績效的公司才會在殘酷的競爭中立於不敗之地。
  8. The final part specifies on a series of factors influencing the implementation of performance management, including corporate culture, corporate structure, executive approach, staff approach, executive competitiveness and management style. it highlights the major pitfalls bcb and similar enterprises shall try to keep clear of in implementing performance management. telling from experience with hrm during the past few years, the author offers some constructive proposals on the successful implementation by bcb and similar enterprises

    文末，筆者特別對影響績效管理實施的一系列因素，如組織文化、組織結構、高層主管的態度、員工的態度、管理者能力和領導方式等進行了分析闡述，西南交通大學碩士研究生學位論文第n頁在此基礎上提出濱海商業銀行和類似企業在進行績效管理時應注意規避的幾大誤區，並結合筆者近幾年的人力資源管理實踐工作經驗，對濱海商業銀行及同類企業如何成功進行績效管理提出了幾點具有建設意義的意見。
  9. To enhance the competitiveness and adaptability, many companies are seeking the most effective way to better the performance. as a result, performance management ( pm ) has drawn attention of many experts in the field of management

    為了提高自身的競爭能力和適應能力，許多企業都在探索提高和改善其績效的有效途徑，因此，績效管理成為一個倍受管理學家關注的研究課題。
  10. Third, the scientific class work evaluation system should be established to regulate and lead the class management and improve its performance

    再次，要建立科學的班級工作評價體系。規范和引導班主任的班級管理工作，提高班級管理績效。
  11. It ’ s a kind of enterprise method that makes sure of continuous success and strategic significance and conformity in the enterprise. at the same time, with the adoption of performance examination, the enterprise can fulfill the continuous development of employees ’ performance ; the team spirit and performance can be strengthened and improved ; the employees can establish a harmonious, constructive and opening relationship with administrators ; furthermore, the employees can be provided a chance to get promoted

    通過績效管理，可以幫助企業實現其績效的持續發展;促進形成一個更加績效導向的企業文化;激勵員工，使他們的工作更加投入;促使員工開發自身的潛能，提高他們的工作滿意感;增強團隊凝聚力，改善團隊績效;通過不斷的工作溝通和交流，發展員工與管理者之間的建設性的、開放的關系;給員工提供表達自己的工作願望和期望的機會。
  12. ( 2 ) high correlation between performance and satisfaction is found in each of the three types of the enterprises ; no correlation or high negative correlation between performance management and reward is also found

    （ 2 ）三類企業中績效管理與組織氣氛的工作滿意度維度均存在較高相關；與回報維度均不相關或存在較高的負相關。
  13. However, there is still some problems to be solved due to the my limited level. i will keep on studying new theories and applying them in my future work to improve my ability in performance management

    雖然本文所設計的績效管理體系在實踐中取得了一定的效果，但其中也還存在諸多不足之處，許多方面的研究尚需進一步的深入，筆者將在今後的工作學習中不斷地總結提高。
  14. The traditional study for board is usually pay close attention to the board ' s structure, independence, and the relation with managers, etc. however, basing on performance management theory, with the means of demonstration, the impaction that performance management has to the efficiency of the board is analyzed

    本文從績效管理的角度出發，結合實證的方法，通過分析績效管理對董事會運行效率的影響，探討並發現有利於改善公司治理結構的有效途徑，最終實現提高董事會運行效率的目標。
  15. The application of performance management in colleges ' and universities ' hrm must be under the guidance of scientific outlook on development, stick to the principles of being human - oriented, realistic and innovative, and put emphasis on the following 5 aspects : performance planning, performance coaching, performance assessment, performance feedback, and application of performance assessment result

    摘要高校人力資源管理中應用績效管理，必須以科學發展觀為指導，堅持以人為本，求實創新，著重抓好績效計劃、績效輔導、績效考核、績效反饋和績效考核結果的應用等五個環節。
  16. 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。
  17. By discussing the method of encouraging, how to encourage the stuff having much knowledge and the characteristic and technology of encouraging group, the article points out the encouragement is not only a sub system of the pms, but a method implied throughout the whole system, form driving system of boosting performance, by analyzing the implement of the pms of pcg institute, the article brings forward the idea of constructing a pms including aim guidance, activity guidance, result guidance and materials operation

    通過對激勵理論、知識型員工激勵及團隊激勵特徵和技能的討論，提出了激勵不僅僅是企業績效管理體系的一個子系統，而且過程激勵的理念應貫穿于整個績效管理體系的構建之中，形成提高績效的動力機制。通過對pcg研究所績效管理現狀的實證分析診斷，提出了構建以目標導向、行為導向、結果導向相結合的績效管理體系的思路和具體操作方案。
  18. More and more organizations today face a dynamic and competitive environment that, in turn, requires these organizations to focus on business strategy and strategic human resource management the major purpose of this study is to emphasize performance management in its role as an effective mechanism for mentoring and controlling strategy implementation and as the core and basis of human resource management recognizing that performance management is essential to attaining a competitive advantage in today ' s environment, a strategy - oriented performance management model, including five essential parts, namely performance objective system, performance index system, performance management process, performance regulation design and implementation, is presented and discussed in detail on the basis of the latest performance evaluation performance evaluation performance evaluation performance evaluation performance evaluationperformance management theories and tools such as the bsc, mbo and the skills of csf, kpi, etc empirical research, besides theoretical analysis, is used in this thesis one hi - tech enterprise, as a sample, is just in a strategic reform period with many traditional management problems, which are mainly caused by the out - of - date performance management system this thesis then states the detailed applications of performance management in the enterprise associated with specific business strategies to construct a new basis of human resource system with the results coming out from implementation of the strategy - oriented performance management and other associated policies, the thesis addresses the outstanding function of effective performance management and the six key determinants in process with the above - mentioned statements the paper draws a conclusion that strategy - oriented performance management mechanism fully ensures the enterprise to raise efficiency and successfully implement strategy in the keen competition

    論文以一家高新技術企業為樣本，以對其人力資源管理現狀的診斷和分析為基礎，運用相關管理理念和研究工具，為其設計了戰略導向型的績效管理模式，以此來變革傳統的人力資源管理體系，推動和確保公司戰略的實施，從而使其戰略目標得以實現。論文運用了歸納、統計分析和實證研究相結合的研究方法，重點借鑒了國外績效測評最新研究成果? ?平衡計分卡，並結合經典管理理論? ?目標管理，以及目前新發展的關鍵績效指標和關鍵成功要素等技術，初步探討了我國企業建立戰略導向型績效管理系統的可行性和實用性。該公司戰略導向型績效管理體系設計從公司戰略入手，按組織績效、流程績效、部門或團隊績效和崗位績效四個層次有序展開。
  19. It stands out away from the traditional emphasis on appraisal and control, and current emphasis on participation and communication, emphasizing that the performance appraisal is only one part of the performance management process, and the performance improvement rather than the personnel issues decision such as salaries determination should result from the performance appraisal

    著重區別了以傳統管理思想為基礎的績效評估（強調評價與控制）與以現代管理思想為基礎的績效管理（強調參與和溝通）的區別所在，指出了績效評估只是績效管理的一個環節，突破了傳統績效評估結果主要用於薪酬等人事決策方面片面做法，將改進與提高績效作為績效評估結果的主要用途。
  20. Through credit management flow, the author designed the concept through introducing total quality management and total cost flow minimization. besides the function of analyzing the credit information system, the author also brought up the analysis of investing in credit information system through utilizing a balanced score card methodology of performance management and design a set of assessment indicators. the foundation is an efficient credit management system that relies upon the infrastructure framework

    在信用管理流程設計中引入全面質量管理與流程總成本最小化的理念;在分析了信用信息系統的功能之外，提出了信用信息系統投資決策分析;在績效管理中運用了平衡記分卡原理，設計了一套評價指標體系;還提出了高效的信用管理所依賴的組織結構。
分享友人
分享到 Line

分享到臉書