performance appraisal principle 中文意思是什麼
performance appraisal principle
解釋
績效評估原則- performance : n. 1. 執行，實行，履行；完成；實現；償還。2. 行為，動作，行動；工作。3. 性能；特性。4. 功績；成績。5. 演奏；彈奏；演出；（馴獸等的）表演；把戲。6. 【物理學】演績。
- appraisal : n. 評價，估價，估計，鑒定。 make [give] an objective appraisal of 對…作出客觀的評價。
- principle : n. 1. 原理，原則。2. 主義；政策；〈常 pl. 〉道義；節操。3. 本質，本體，根源；本原，源泉。4. 本性，本能；天然的性能；天賦的才能；動因，素因。5. 【化學】素，要素；精。
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This article focuses on the analysis and systematic research of enterprise performance and outlines the flow chart of this project. all the studies are based on the history background and modern reality and are the results of combining the principle of performance appraisal and the requirements of the new economy, here i like to mention some tools adopted in this article : human resource management. organize behavior study, system engineering, finacial and management
本文基於這樣的背景和現實需要，從提高企業的經營效率出發，運用人力資源管理學、組織行為學、系統工程學、財務會計學、管理學等有關知識和理論，在系統化的學習和總結了前人對于績效考評與激勵機制研究理論知識的基礎上，根據新經濟時代企業績效考評和激勵機制的要求與特點，對企業績效與激勵的現狀進行了分析，結合企業的實際對企業的績效考評進行了系統化的全面研究。 -
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。 -
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。 -
With respect to the present problems of the paotcs and by learning from the appraisal expertise abroad, as well as the successful experiences of performance appraisal of employees in private sector, this dissertation sets up the principle, major criteria, devising methods of paotcs at the current stage in our country, and it also further details and quantifies the five conventional indicators : morality, capability, diligence, achievement, integrity. it explores the quantification methods of those five quality indicators and how to design the appropriate cycle length of appraisal
針對公務員考核指標及周期中的問題，借鑒國外公務員考核的成果和私營部門員工績效考核的成功經驗，提出在現階段我國公務員考核指標的設計要求和原則、主要指標和設計方法，進一步細化和設法量化傳統的德、能、勤、績、廉五個指標，為便於研究，將公務員考核指標分為素質考核指標和業績考核指標，研究了指標量化的方法，並研究了怎樣確定合理的公務員考核周期。 -
After analyzing the common defects in the performance appraisal methods of hospital employees in our country, this paper raises a kind of new method of performance appraisal which is called value analysis method by using the basic principle of value engineering and makes systematic description of the concrete procedures and the points which are needed to be paid attention to on this method
文章在分析我國醫院員工績效考核方法普遍存在的誤區的基礎上，借鑒價值工程基本原理，提出了一種績效考核的新方法:價值分析法，並對其具體實施過程進行了系統闡述。 -
On the introduce of the personnel performance appraisal ' s signification and performance index system ' s concept and principle, particularly analysis the problems exsit in designing index system, then analyse and research the index system ' s composing of index type and content, from among quest the thought and measure to resolve these problems
本文在介紹了績效考核基本含義和績效指標體系概念及其原則的基礎上，詳細地分析了企業在設計指標體系中存在的問題，接著深入分析和研究了常見指標體系的指標類型構成和內容構成，從中尋求解決問題的思路和辦法。
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