團體績效理論 的英文怎麼說

中文拼音 [tuántǐjīxiàolǐlún]
團體績效理論 英文
group performance theory
  • 團 : Ⅰ名詞1 （團子） dumpling 2 （成球形的東西） sth shaped like a ball 3 （工作或活動的集體） group; ...
  • 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 ...
  • 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...
  • 論 : 論名詞（記錄孔子及其門徒的言行的「論語」） the analects of confucius
  • 績效 : performance appraisal
  • 理論 : theory
  1. 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。
  2. Among the talent system, the salary system is the plan which makes the strategic goal into the practical action and guides and inspires them to implement the action. so, for our companies and managths, how to establish the salary system which fits in with the needs of development and how to follow the salary management, it is an important problem. so, to one companies, how to set up the practicable salary system has become the most important and urgent and arduous task. enterprise ’ s achievement has a direct relationship with reasonable salary system and management mechanism

    論文結合sw集團的內外部環境，提出其可能選擇的薪酬政策，並給出一套較為切合企業實際的崗位薪點工資制薪酬方案，闡述了點數法的工作評價方法的選擇，進行了崗位薪點工資制的設計，及績效考評體系、福利薪酬體系和內在薪酬管理等對崗位薪點工資制的支持，並對該方案以後實施過程中可能遇到的問題提出相關建議。
  3. Following according as the actual thing of our enterprise group, the paper selects the most suitable pattern of financial control - - - - relative concentrated pattern. afterwards in the research of capital control pattern the paper put forward a new pattern that use the management of value chain as core thought to control the capital. lastly the paper establishes outstanding achievement evaluating index system and on the base of it, the paper designs the reward ways to inspirit the manager of subsidiary company to spur them to do something that is identical with the target of parent company

    該文從分析內部控制的理論基礎出發，指出財務控制是源於委託代理關系和出資者財務關系的存在；接著在分析了三種財務控制模式的基礎上，根據我國的現實情況選擇了適合我國企業集團的財務控制模式? ?相對集中的財務控制模式；論文的后兩部分是財務控制的具體研究內容，根據控制論的重點控制原理，該文選擇了資金控制和經營者的激勵作為財務控制最為有效的方式，並在資金控制部分提出了以價值鏈管理為核心思想的新型資金控制模式；最後該文針對企業集團的特殊情況建立了子公司經營者的業績評價指標體系，並以此作為依據設計了經營者的報酬結構來激勵子公司的經營者，促使其目標與母公司的利益目標保持一致
  4. Based on the group theory and the practice of the teambuilding in china, this thesis divides the team operation mechanisms into five parts : team role and team leader, team decision, team knowledge sharing and team performance management. this paper also discusses every part in detail and especially aims at the mistake area of team construction and management. the paper also gives some advices to improve the efficiency of team

    本文在國內外有關團隊和群體理論基礎上，結合我國企業的團隊建設和管理的實踐，分析了團隊運行機制，將團隊運行機制分為團隊角色和領導機制、團隊知識共享機制、團隊決策機制、團隊沖突管理和團隊績效管理機制等幾個部分，並分別展開了討論和分析，尤其針對我國企業在團隊建設和管理中的誤區，提出了若干改進團隊運行效率的建議，以期對企業的團隊建設和管理提供盡可能的參考。
  5. 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。
  6. 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。
  7. Their business covers the following : auditing for the listed and ultra - large state - owned enterprises group and enterprise account - checking ; taxation affairs surrogating, consultation and planning ; asset evaluation for listing of enterprises and its overall assets ; evaluation on the cleared assets of banks and asset management companies ; evaluation on immaterial assets and brands ; pperformanceevaluation for state - owned enterprises and land ; auditing on the budget and final accounts of large - scale projects and cost investment controlling of ultra - large projects, tendering invitation surrogating ; management consultation, financial consultation, tax planning, the flexibility analysis and argumentation of capital operation, share system reorganization and various investment projects ; consultation on and subrogation for the re - grouping, annexation, clearance, closure and canceling of enterprises consultation on enterprise information planning ( erp ) ; corporation image ( ci ) planning ; quality attestation consultation ; consultation and transference of scientific achievements, science consultation and service ; other training programs

    公司在上市公司審計、特大國有企業集團審計、企業查帳驗證；稅務代理、稅務咨詢、稅收籌劃；企業上市資產評估、企業整體資產評估、銀行和資產管理公司清理資產的評估、無形資產和商標評估、國有企業經營績效評估、土地評估；大型工程預決算的審計、特大型工程造價投資控制、工程招投標代理；企業管理咨詢、財務咨詢、資本運營、股份制改組及各類投資項目的可行性分析論證；企業的改制重組、兼并、清理、歇業、注銷的咨詢及代理服務；企業信息化咨詢（ erp ） ，企業形象策劃（ ci ） ；質量認證咨詢；科技成果的評估及轉讓、科技咨詢及服務；各種培訓服務等方面有強勁的服務能力。
  8. The theory of " circumstances lead model " have been testified an effective work model. the essay expounds how to apply the model to improve staff and team performance by specific examples

    「情境領導模式」理論已被實踐證明是一種有效的工作模式。本文通過具體的實例分析，闡明了如何運用該模式來提高員工和團隊的績效。
  9. By investigating the staff ' s requirements and taking into consideration the enterprises " requests, here has worked out four measures to resolve the motivation problem facing grandease group : ( 1 ) set up a reward system based on one ' s achievements ; ( 2 ) offer staffs enough rights to take part in the management of the business ; ( 3 ) construct a healthy organization culture and strengthen the cohesion of the enterprise ; ( 4 ) pay more attention to the staff - training and the self - realizing requirements of the staffs

    最後，在前幾章分析和論述的基礎上，綜合運用了激勵理論，指出了改進員工激勵機制的基本原則：制度化與人性化相結合；滿足需要與引導需要相結合；相對穩定與適度競爭相結合及體現激勵的公平性。針對員工的真實需要及企業的實際情況，提出解決廣意集團員工激勵問題的四項措施：建立基於績效的薪酬機制；充分授權，讓員工參與管理；建構健康的企業文化，增強企業的凝聚力；加強培訓，重視員工的自我實現需要。
  10. The thesis mainly includes five parts : firstly it presents the research background and realistic meaning, secondly it introduces the basic theories on performance rating, thirdly it discusses the present performance rating model of power industry, then it presents the concret performance rating model of power enterprise group, this is the key points of the thesis, finally it makes a demonstration analysis aimming at some power enterprise group. using the model presented

    首先說明了文章的選題背景和現實意義，然後介紹了效績評價的基本理論，接著對電力企業已有的效績評價模式進行了討論，接下來提出發電集團內部效績評價的具體構想，這是本文的重點所在，最後，以該評價模式對某發電集團下屬單位的效績狀況進行了實證分析。
  11. 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。
  12. 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。
  13. 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。
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