績效考核原則 的英文怎麼說

中文拼音 [jīxiàokǎohéyuánzé]
績效考核原則 英文
the principle of performance management
  • 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 ...
  • 考 : Ⅰ動詞1 （考試; 考問） examine; give [take] an examination test or quiz 2 （檢查） check; inspect3...
  • 核 : 核構詞成分。
  • 原 : Ⅰ形容詞1 （最初的; 原來的） primary; original; former 2 （沒有加工的） unprocessed; raw Ⅱ動詞（原...
  • 則 : Ⅰ名詞1 （規范） standard; norm; criterion 2 （規則） regulation; rule; law 3 （姓氏） a surname Ⅱ...
  • 績效 : performance appraisal
  • 考核 : examine; check; appraise; assess （sb. 's proficiency）
  1. We put a high premium on equitableness, fairness and strictness, and firmly believe that no pains no gains. we also promote professionalism and sense of responsibility, and encourage development through innovation. the performance of our staff is evaluated against his contribution and customer satisfaction

    提倡公平公正嚴格的工作氛圍，信奉付出與收獲對等的工作原則提倡敬業和責任心，以創新為動力，以績效為考核標準，以客戶滿意為工作準則。
  2. Firstly, the paper retrospects the development of eso and tries to probe into the theoretical field : the explanation of it ' s definition, the conclusion of it ' s characters, the comparison of eso and other stock inspiration system, followed by the analysis of it ' s theoretical basis and incentive effect ; meanwhile, the paper probes into the realistic situations of eso in usa and china in order to seek the regulation and draw the advantages and disadvantages ; to this part, the paper takes the following four items as the main barriers to eso ' s implementation in china : the over restriction of current law system, the low efficiency of the market, the poor corporate governance structure and a lack of a reasonable performance index system, and elaborately analyze the impacts of the obstacles on eso ; after the analysis made above, the paper gets down to taking some methods to solve the problems in accordance with the characteristic of the barriers. as far as the internal defects of the mechanism are concerned, the paper begins with the scientifically design of the key components, studying the aspects of bestowal, change, loss, the executive method and the executive time. then the paper focuses on designing a performance index system which is an essential part of eso, introducing the bsc to improve the present performance index system, under the reasonable guidelines resigning it at both the levels of company ' s and employee ' s levels. finally, as regards how to perfect the outside surrounding of eso, the thesis makes some suggestion

    本文首先回顧了股票期權制在國內外的發展及較為詳盡的分析了股票期權制度的相關理論：闡述了其涵義，特徵，理論基礎，激勵效應並於其他幾個較易混淆的股權激勵機製作逐一的比較，以進一步澄清人們對其的錯誤認識；同時，對股票期權制在美國和我國的現狀進行深入的實證研究，探求其內在規律，在肯定其成果時指出其不足；至此，筆者認為，我國上市公司要推行股票期權制度將主要面臨以下四類障礙：公司治理結構不完善、市場有效性差、現行法規體系不完善及缺乏客觀的業績考評指標體系，並詳細分析了各類障礙的現狀及對股票期權制的負面影響；在此基礎上，針對各類障礙的不同性質，著手探討消除這些障礙的措施：對于股票期權制內部的缺陷，本文先對各個關鍵要素進行科學設計，系統的剖析了贈與、變更、喪失、執行方式、股票來源等技術性問題，再以大量篇幅研究了如何構建出一套與實施股票期權制相配套的業績考核指標體系，引進平衡計分卡的思想對國內現有的指標體系加以改進，以一組合理的評價原則為指導，從公司及員工個人業績考評兩個層面上來設計該指標體系。
  3. According to the writer " s working process, this paper introduces the provision working of the company ' s performance evaluation system design which including to reform the company " s organization chart, to make jjob analysis and to establish jjob description

    按照筆者在jj公司的工作流程，本文先介紹了jj公司績效考核體系設計前的準備工作，具體包括：完善企業組織結構、建立健全部門和崗位責任制度、建立完善職位說明書、進行績效考核戰略規劃、確定績效考核原則、相關技術準備。
  4. 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。
  5. According to the relative knowledge of encouraging theory that i have learnt, by practical investigation and study and multiple analysis, 1 think that the problem of encouraging and restraint mechanism for enterprise lower managers are : no1. as for achievement examination, the goal setting is not reasonable, distort the function of encouraging mechanism ; no2. egalitarianism is universal and it damage the principle of distribution system that according to working result ; no3

    本文運用相關激勵理論知識，通過實際調研，進行綜合分析，認為企業在基層管理者激勵與約束機制上存在的問題是：第一，在績效考核上，目標設定不合理，扭曲激勵機制的作用；第二，平均主義現象普遍存在，破壞了按勞分配原則；第三，短期激勵明顯，缺乏長期激勵；第四，重物質激勵，輕精神激勵；第五，約束上屬內部約束，很難形成有效的監督與制衡。
  6. The main content the research involve as following : fist of all, described the ua ’ s m & s management status and organize structure, diagnosed for some symptom, decide the goal of m & s business process and optimizing principle, then, defined the key activity and main business process with the method of value chain. at last, designed a organize structure and a teamwork policy to support the m & s business process running, at the same time, also point out some venture among the m & s business process management

    本研究首先對ua公司目前所面臨的營銷問題做出診斷分析，然後根據ua公司的業務目標結合流程優化的原則，確立軟體營銷流程的目標;接著運用價值鏈分析方法重新構建軟體營銷的關鍵活動並確立主幹流程;最後，設計營銷組織團隊和職能、績效考核方法以及流程管理策略等營銷流程的支持保障體系。
  7. They are as follows : job analyse and post manual ; location, organization, implement procedures ; assess criteria, result exertion of performance appraisal ; principles, mode and structure of the compensation system ; relative standard of wages and salaries ; concrete scheme of the wages and salaries for all position series ; and the long - term incentive payment plan for senior executives and key backbones

    設計方案涉及了工作分析與崗位說明書的編制；績效考核的定位、管理組織、實施程序、考核標準及考核結果的處置；薪酬體系的指導思想與原則、模式與結構；薪資的相對標準；各系列崗位薪酬的具體方案；高管人員與核心骨幹的長期激勵計劃。
  8. 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。
  9. This thesis first analyzed development trend of performance assessment in our country and overseas and relative theories of performance management, and confirmed principles and methods of work assessment for managers based on work - analyzing. according to performance management ' s loop running flow, it is possible to extract several elements : performance plan, performance assessment, performance feedback and performance management monitor to build performance management system

    論文首先分析了國內外員工績效考核的發展趨勢、績效管理相關理論，以工作分析為基礎，確定了對管理人員進行工作分析的原則和方法。根據績效管理系統的循環運作流程，抽取出績效計劃、績效考評、績效反饋、績效管理監控幾個要素來構建績效管理系統。
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