performance assessment 中文意思是什麼
performance assessment
解釋
工作表現評核；成績評核- 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。
- assessment : n. 1. （價格的）評定，（稅額的）估定，（損害額的）查定。2. 稅額，攤派額。3. 【商業】應繳股款。4. （功過的）評價。
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They are in turn : standards, methods and technical parameters of network device performance assessment ; the architecture of snmp ; design and realization of the antitype assessment system ; the process and result of the test with the antitype system
論文依次闡述了網路設備性能測試的標準、方法和技術指標， snmp的協議體系，分散式測評系統的設計和實現，以及測評實驗的過程和結果分析。 -
This paper aims at deep research of network device performance assessment method based on simple network management protocol ( snmp ) and eetf ' s rfc2544. a distributed antitype assessment system with this function is provided, and a test is performed with this system. some items will be discussed here
本文以簡單網路管理協議（ snmp ）和ietf的rfc2544等為基礎，深入研究了網路設備性能測試的方法，給出了分散式測評軟體系統的體系結構和一個實現原型，並利用此原型系統進行了測評實驗。 -
Thus this thesis makes a detailed analysis on the above problems in order to solve them. through questionnaires and interviews, the paper analyses the recognition degree of the company ’ s stimulation measures and the degree of the employees ’ satisfaction as well as their incentive factors. we reach the conclusion that the staffs ’ urgent incentive factors are high income, the equability of performance assessment and allocation, and the opportunity of study as well
本文通過問卷調查、訪談等方式，對中國人壽技術與研發人員的激勵措施認知度、工作滿意度以及激勵因素等進行了調查與分析，並得出:收入高、績效考核和收入分配的公平性和更多的學習提高的機會是公司技術與研發人員需要迫切的激勵要素。 -
Road maintenance - grass cutters brush cutters, flail mowers and mechanical plant cutting machines - performance assessment
道路維護.割草機灌木鏟除機甩刀式割草機和機械設備切割機.性能評定 -
It is an amount excised from the total remuneration package of ceha, cces and hces, and the granting of the pia in each year is subject to an annual performance assessment
事實上，獎勵金是醫管局行政總監、聯網行政總監及醫院行政總監的整體薪酬福利的一部份，先扣起然後經每年工作表現評核才發放。 -
The annual performance assessment exercise has also improved the transparency of the assessment process and provided an effective mechanism for monitoring the performance of ceha, cces and hces. endswednesday, january 14, 2004
此外，每年的工作表現評核亦提高了評核程序的透明度，並為監察醫管局行政總裁、聯網行政總監和醫院行政總監的工作表現提供了有效的機制。 -
Applying generalizability theory to the performance assessment
概化理論在績效評估中的應用 -
Our equal opportunities policy applies to job advertisements, recruitment, terms and conditions of employment, performance assessment, promotion, transfer, training, dismissals, grievance procedures and general conduct
金管局的平等機會政策適用於招聘廣告招聘程序僱用條款及條件表現評核晉升調職培訓辭退處理不滿的程序及一般行為。 -
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。 -
Equipment for abatement of water pollution by oil. skimmers. test methods for performance assessment in ? controlled environment
減少油對水污染的設備.撇油器.受控環境下性能評估試驗方法 -
Research on system of the eliminated last one in performance assessment
績效考核中末位淘汰制的研究 -
Telecommuniciations - digital transport of video teleconferencing video telephony signals - video test scenes for subjective and objective performance assessment
電信.可視電話會議可視電話信號的數字傳輸.主觀和客觀性能評定的視頻試驗現場 -
Governmental performance assessment in china has already been unable to adapt social requirements and customer orientation administration demand, so performance assessment insistently demands guidance and enlightenment in the theories
中國政府績效考核現狀已經不能適應社會需要和以顧客（群眾）為導向行政的要求，亟待理論上的指導和啟發。 -
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。 -
This “ probabilistic performance assessment ” has revealed no deal breakers, prompting the agency to press for continued development
這種機率性的效能評估獲得了一致的共識，促使能源部更進一步。 -
Performance assessment is a value for measuring input and output of human resources, and a management rule for fair competition
摘要績效評估是高校衡量人力資本投入與產出比率的價值尺度及公平競爭的管理準則。 -
Based on the brevity discuss about the theory & practice development of performance measurement in internal and oversea commercial banks, and the brief analysis about the main financial performance assessment models, the author analyses the theoretical defects and practical bewilderment of our internal commercial banks " financial performance evaluation system. subsequently, the basic principium & the central thoughts of balanced scorecard ( which is a performance evaluation system grown up in america in 1990s ) are introduced, and after a profound analysis on the meaning of bsc ' s four performance assess factors ( financial, customer, the internal business process, the learning and growth. ), the profound enlightenment meanings, such as forming strategic operation thoughts, implementing bank ' s strategies practically, evaluating operation performance comprehensively and scientifically, are explicated
本文首先簡要論述了商業銀行績效測評概念的內涵與意義，並在對國內外商業銀行績效測評理論與實踐發展及商業銀行主要的財務績效評價模型作扼要評述的基礎上，分析了我國商業銀行當前財務業績評價系統的理論缺陷與實踐困惑；隨后，文章介紹了20世紀90年代在美國興起的平衡計分法績效測評系統的基本原理、核心思想，並在對平衡計分法的財務、顧客、內部業務流程和學習成長四個業績評價要素進行深入分析之後，闡述了平衡計分法對我國商業銀行塑造戰略性經營思維、切實實施銀行戰略、全面科學測評銀行經營績效的深刻啟示意義。 -
Suggestions include strengthening of the present self - regulation system, putting in place a licensing or registration system, drawing up rules and codes of practice to guide the operation, and grading the companies according to a performance assessment system
建議規管的形式包括加強現時的自我規管制度設立發牌或注冊制度訂定業務規則及守則作為這些公司的營運指引，以及根據表現評核制度為它們評級。 -
This thesis describes the three important methods for designing pid controller : imc - based method, frequency method and direct synthesis method. we respectively design the pid controllers for the first - order plus dead - time processes, second - order plus dead - time processes, non - minimum phase processes, integrating and unstable processes, then, performance assessment and robustness metrics are used to compare the pid controllers of the individual process
論文著重研究了pid控制器的三種重要設計方法：內模法、頻域法和直接綜合法，並從確定性性能指標和魯棒性性能指標的角度，比較這些設計方法在一階加純滯后、二階加純滯后、非最小相位、積分和不穩定過程pid控制器設計中的應用效果。 -
If the scientific nature, public nature and just programmer of performance assessment could n ' t be concretized, which shall lead personnel transference and promotion, the post appointment and remove of party and politics departments and special hierarchy of social human resource to have not institutions to be followed, even if have institutions be hard to be abided as well as
考核一直是我國黨政機關公共管理中的改革難點和癥結。績效考核的科學性、公開性和公正的程序設計如果不能具體化，將使黨政部門人事升遷、職務任免和社會人力資源的專業等級制度無章可循，甚至有章也難循
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