performance improvement appraisal 中文意思是什麼

performance improvement appraisal 解釋
績效改進考核
  • 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。
  • improvement : n. 1. 改良，改進，增進；進步。2. 利用，活用。3. 〈美國〉（增高房屋、土地等價值的）裝修，改良措施。4. 更優秀的人，更進步的人。
  • appraisal : n. 評價，估價，估計，鑒定。 make [give] an objective appraisal of 對…作出客觀的評價。
  1. Performance appraisal improvement and optimization analysis

    考核改進與優化分析
  2. The main work of this paper is establishing the 3d model of the whole bus body and implementing the strength analysis, stiffness analysis, modal analysis and road surface spectrum analysis, synthesized considering the geometric properties, physical properties, material properties. the appraisal to the mechanics performance is produced. the suggestion of the structure improvement is put forward based on the analysis result and is adopted by nanjing iveco company

    本文主要工作是綜合考慮對象的幾何特性、物理特性、材料特性，進行了整車三維數模的建立;實現了nj6826tmf車的車身強度分析、剛度分析、固有頻率振型分析和路譜分析，在結構的力學性能上給出了相應的評價;根據分析結果，提出結構改進建議，並得到南汽的采納;對該車的超重問題，以輕量化為目標，提出使nj6826tmf輕量化的設計方案，供南汽參考。
  3. Performance management exploits performance result into enterprise ’ s daily management activities through the establishment of enterprise strategies, goal decomposition and performance appraisal, so as to inspire the continuous improvement of employees ’ performances and finally realize the organization strategies and goals

    績效管理通過對企業戰略的建立、目標分解、業績評價，將績效成績用於企業日常管理活動中，以激勵員工業績持續改進並最終實現組織戰略及目標。
  4. Putting zhejiang university personnel management system as an example and using the above models, the thesis analyses the principles and limitations of the establishment of the human resource management system in zhejiang university which is based on the position appointment system, and put forward improvement measures to build more scientific and sound selection mechanism : establishing clear post duties with different emphasis on discipline team performance and the faculties " individual performance ; implementing flexible tenure system ; undertaking scientific and strict appraisal system which puts team appraisal together with individual appraisal, appraisal during the tenure together with appraisal by the tenure

    本文以浙江大學人事管理體制為實例，運用所建模型，分析了浙江大學以崗位聘任制為核心的人力資源管理體制建立的原理和存在的缺陷，並提出構建更加科學合理的篩選機制的一些改進措施：制定清晰明確的、在學科團隊和教師個人業績之間具有不同側重點的崗位職責；實行「彈性任期」制；實行科學的嚴格合理的、團隊考核與個人考核相結合的、任期中考核與任期滿考核相結合的考核制度。
  5. 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。
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