績效輔導 的英文怎麼說

中文拼音 [jīxiàofǔdǎo]
績效輔導 英文
best performance tutorship
  • 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 ...
  • 輔 : Ⅰ動詞（輔助） assist; complement; help Ⅱ形容詞（輔助） subsidiary Ⅲ名詞1 （車輪外旁增縛夾轂的兩條...
  • 導 : 動詞1. （引導） lead; guide 2. （傳導） transmit; conduct 3. （開導） instruct; teach; give guidance to
  • 績效 : performance appraisal
  • 輔導 : give guidance in study or training; coach; tutor
  1. The main characteristics of problem - based learning are : ( 1 ) learning is student - centered ( 2 ) learning occurs in small student groups ( 3 ) teachers are facilitators or guiders ( 4 ) problems form the organizing focus and stimulus for learning ( 5 ) problems are authentic and ill - structured ( 6 ) problems are a vehicle for the development of real - world problem - solving skills ( 7 ) new information is acquired and skills are trained through problem - solving process ( 8 ) evaluation is authentic and performance - based. after describing the features of problem - based learning, this thesis compares problem - based learning with other instruction models - lecture, direct instruction, case methods, discover - based inquiry, problem - centered learning, simulation and gaming and mantle of the expert ( roles ) on three aspects : ro

    這種教學模式的基本特徵是： （ 1 ）是一種以學生為中心的教學方法； （ 2 ）學習形式是以一個學生小組為單位； （ 3 ）教師是輔助者、引導者； （ 4 ）以問題為中心組織教學並作為學習的驅動力； （ 5 ）問題是真實的、劣構的； （ 6 ）問題是發展學生實際解決問題能力的手段； （ 7 ）在問題解決的過程中獲得新的知識、培養能力； （ 8 ）真實的、基於績效的評價。
  2. Provide counseling to city and township library operations, strengthen inter - library cooperation and enhance

    輔導鄉鎮市圖書館業務，加強館際合作，提升營運績效。
  3. Planning department synthetically ： responsible for managing in department ' s administrative affairs, office supplies ; help leaders to set up rules and regulations ; help propagating staff ' s performance is examined, information, training ; work out the monthly magazine of 《 business activities analysis 》 ; offer aid decision information to develop and manage crm system ; manage the interface work of this department and it department, offer big customer service to plan

    三、綜合策劃室：負責部門行政事務、辦公用品管理；協助領導建立規章制度；協助進行員工績效考核、信息宣傳、培訓工作；編制《經營活動分析》月報；提供輔助決策信息開發和管理crm系統；管理本部門與it部門的介面工作，提供大客戶服務策劃。
  4. The research methodology included a literature review on the subject matter, a numbers of case studies, and interviews on field experts ; then, a set of evaluation indexes was operationalized, and the research hypotheses were developed ; finally, the data was collected through an email survey and analyzed

    研究方法首先透過文獻探討，再輔以實務界半結構式訪談與個案撰寫等等，以推導出研究假設，以及建立電子商務績效衡量指標，最後，以電子郵件郵寄問卷，收集並分析資料。
  5. Based on this communication the goals of performance development could be established in this process. through this continuous communication performance capabilities will be trained, which help staff achieve performance goals

    在這個過程中，經理與員工在溝通的基礎上，幫助員工定立績效發展目標，通過過程的持續溝通，對員工的績效能力進行輔導，幫助員工不斷實現績效目標。
  6. The application of performance management in colleges ' and universities ' hrm must be under the guidance of scientific outlook on development, stick to the principles of being human - oriented, realistic and innovative, and put emphasis on the following 5 aspects : performance planning, performance coaching, performance assessment, performance feedback, and application of performance assessment result

    摘要高校人力資源管理中應用績效管理，必須以科學發展觀為指導，堅持以人為本，求實創新，著重抓好績效計劃、績效輔導、績效考核、績效反饋和績效考核結果的應用等五個環節。
  7. Guided by aim management, based on the circulation of working and analyzing, takes performance assessing as the tool, supported by encouragement system, performance tutorship, and realize the pms to pursue higher performance aim

    明確了對員工的績效管理應是整合人力資源管理各項職能的績效管理體系，它以目標管理為導向，以工作分析、工作再設計為基礎，以績效考核為工具，以激勵機制、績效輔導為支持，實現績效管理體系以追求更高績效為目的的宗旨。
  8. This article suggests an initial valuation proposal on the consultants ' works and a systematic skeleton on their performance

    並據以創建農業經營管理顧問專家輔導績效評估指針，更進而提出該績效評估的制度架構。
  9. In the methods of firm knowledge sharing and communication, traditional methods such as group meetings and formal channels for information transfer, hold the leading positions, but untraditional ones, for examples, intranet and informal relations among employees take up subordinate places

    在企業內部知識交流和共享途徑中，團隊會議和正式轉移渠道等傳統的方式占據著主導位置，內浙江大學博士學位論文:動態環境條件下的組織學習與企業績效中文摘要部網路和非正式的員工聯系等非傳統的途徑則處于輔助地位。
分享友人
分享到 Line

分享到臉書