考評期 的英文怎麼說
中文拼音 [kǎopíngqī]
考評期
英文
performance appraisal period-
Based on past researches on interpersonal perception and d. c funder ' s realistic accuracy model, this research examined the characteristics of interpersonal perception in internet chatting, including accuracy of interpersonal perception ( self - other agreement ), meta - accuracy, moderators of accuracy and meta - accuracy, the differences among self - ratings, other - ratings and metaperception, and moderators of likability. 84 undergraduate and graduate students interacted in internet by oicq one to one for thirty minutes, then completed a self - edit internet chatting questionaire including ratings on cattell ' s 16 personality traits and so on. the results showed that : ( 1 ) in internet chatting, perceivers were able to judge targets ' s some personality traits with some extent accuracy
本研究在過去人際知覺研究的基礎上，以funder的現實的精確性模型為主要的理論依據，以84位在校大學生和研究生為被試，以卡特爾的16種人格特質為人格評價特質，採用自編的網上聊天的調查問卷以及人格特質特徵的評價量表，考察了網際網路網上聊天中的人際知覺的特點，其中主要包括網上聊天的人際知覺的精確性、元精確性、影響精確性和元精確性的因素（性別、與性別相關的刻板印象、知覺者和知覺對象的人格特點、網上聊天內容的真實程度、特質的可觀察性、社會期望值以及只憑言語內容來推斷某種特質的難易程度） 、自評和他評以及元知覺間的相互差異、影響聊天者受喜歡程度的因素。The second passage of the article is the essential section, composed with macrocosm design, organization implement and feedback collection, designing and outlining the systemic model of certificate of leadership qualification, the whole assessment system pays attention not only to the macrocosm structure, proper and scientific frame, extensive applicability, but also to concrete steps, exiguous and intuitionistic programming, simple and convenient operation. the macrocosm design exerts modern examination theory and systemic project method to describe thoroughly the basic principles, applicable range, certificate categories, the setting of organization system, assessment target of leadership qualification, the choice of content and technology ; organization implement gives exiguous and concrete designs on the period of qualification examination, choosing time, confirmation of the certificate scale and qualification censor, written examination, interview, pub
總體設計中運用現代考試理論和系統工程的方法，適應形勢，結合實際，對認證制的基本原則、適用范圍（正副廳、正副處、正副科等三等六級） 、認證的分類、組織體系的設置、任職資格認證評價目標、內容和技術的選擇進行了宏觀全面地闡述;組織實施中對任職資格考試周期、時間的選擇、認證規模的確定以及資格審查、筆試、面試、考察、公示的操作等進行了微觀具體地設計;反饋迴流中對認證工作的檢驗和評估、任職資格的跟蹤動態管理和認證制保障機制的建立進行了詳細說明。It is not a review article or a complete guide to all the recent literature. instead, it comprises a pedagogical package of select theoretical and observational scenaries.
它既不是評述文章，也未涉及全部近期文獻，而更象一篇教學參考材料，精選了一批理論和觀測結果。Final course grades, including summer session grades and makeup exam grades, are calculated based on routine assessments including regular quizzes, midterm exams, final exams, etc
三、學期成績及暑期班成績，系依據日常考查、平時考試、期中考試、期末考試，或其他方式等加以評定。Review on progress of planting tools of warring states period
戰國時期農業生產工具進步之考評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。In the individual comparing, fund xinghe performs best by the index of sp ; fund jingyang performs best by the index of factor score. name : yu ling ( finance ) directed by - hu yan - jing
在運用該評價體系對我國證券投資基金進行實證分析中，我們發現：在2000年1月初至2002年12月底的三年的考察期里，我國基金的總體表現不理想，甚至低於市場總體表現。The company has drawn up the technical personnel technology stock reward stipulate, creating nice living condition and wonderful working conditions. the technology center gives prompt evaluates to the technical development achievement and reports the reward to the company. the achievement evaluates are on the basis of technical level, economic efficiency level and quality synthetic evaluation
技術中心對技術開發成果給予及時評定並向公司申報獎勵，成果的評定依據技術水平和經濟效益水平和綜合評價，新成果給予一年投產期的經濟效益考核，按照考察期的實際生產效益決定成果水平。This kind of method which appraises and evaluates in accordance with comparable level achievements and affects after trial subsequent, drove development personnel s research and development work closely related to the production reality, closely related to the market, thought much of technical productive forces function which used of innovation, and impelled technical personnel positively to engage in the technical achievement the productive forces transforming productivity and new products promoted application
並在考察期內取得的新增利潤中提取10 %撥入中心獎勵基金，以作中心內部的獎勵開支的來源，這種以可比水平的成果評定和以觀後效的評獎辦法，激勵開發人員的研發工作密切聯系生產實際，密切聯系市場，重視創新技術的生產力作用，並促使技術人員積極從事技術成果的生產力轉化和新產品的推廣應用。Needless to say, corporation culture and concerned knowledge will be known clearly by all the staffs through the strict assessment, the leader also regulated recent objectives of company and responsibilites division of staffs, which made a solid step for the future development
通過此次考評活動，相信所有員工進一步了解了公司的企業文化和相關的業務知識，使所有員工受益匪淺，公司領導明確了公司近期的工作目標和員工職責的劃分，為公司的未來發展邁出了堅實的一步。In this thesis, the author utilize the theoretical research, and also the practical analysis is combined, to compare the manhattan commercial bank with a commercial bank in china, and point out that they are of great difference in the appraisal orientation, appraisal method, the appraisal frequency, the feedback and the communication during the appraisal process. aiming at present condition of the commercial banks in china, the author put forward a new appraisal method : the systematic performance appraisal system of commercial banks
然後運用理論與實踐相結合的研究方法，對比分析了美國大通曼哈頓銀行與中國某國有商業銀行在員工績效考評的方法與程序及考評結果的反饋與兌現上存在的差異，指出國內商業銀行在對考評的定位、考評方法、考評頻度與考評周期的設定、考評過程的溝通與考評結果的反饋及考評結果與人力資源管理其他內容掛鉤等方面與外資銀行仍然存在著差距。Nowadays especially, when great change in the army ’ s talents evaluation has taken place in terms of times and environment, interests and motivations, objective measurements, how to find an institution of talents ’ selection and the evaluation which is adapted to and embodied the characters and laws of the army in peace time, has become one of the crucial and basic problems in the army ’ s talents construction in new century
特別是在軍隊人才評價的時代環境、利益動因、客觀尺度都發生著深刻變化的今天，如何尋求能夠順應、體現和平時期軍隊建設特點和規律的人才選拔考評制度，已經成為新世紀軍隊人才建設帶有關鍵性和根本性的重大問題之一。Post - assessment for highway project is the final task in the management of highway construction project and its major content includes mainly the assessment of operation condition and benefit of the project during the check period. this paper develops a relation model between velocity and oil - consumption both for expressway and ordinary using the method of example comparison between ji - qing expressway and the corresponding section of 102 state - owned highway, which offers the basic data for transportation cost and further financial analysis
高速公路后評價是高速公路建設項目管理的最後一個環節，主要內容以項目考核期運營情況及評價和項目效益評價為主.針對這個環節，本文應用實證對比分析的方法，以濟青高速公路和國道102線的實際交通情況為範例，應用統計方法建立了高速公路與普通公路的車速-油耗模型，為運輸成本及財務分析提供了基礎數據The new plan include the following parts, differentiate the layer and category of the position clearly, set appropriate performance goals, determine suitable rating cycle, choose right appraisal form, arrange the exact raters and session, confirm performance ratings and rationally apply the ratings
該考評方案的具體內容包括：明確劃分員工的職層、職類；確定合理的考評內容；確定適宜的考評周期；選擇恰當的考評形式；合理安排考評的組織機構及考評程序；有效確定考評成績；合理運用考評結果。Finally, this paper illustrates design method of incentive mechanism by taking w company as a real case, especially in such respects as individual capacity selection, rated management, performance rating, motivation pattern and so on, emphasizes on combination theory with practice, and then presents realistic and operational reform pattern on the basis of research on traditional incentive pattern. fengwenhua ( mba ) directed by zhangxiaoming
本文以w地方電力公司為例，考察了該公司的具體情況，提出了職工激勵機制的設計思路，尤其是在對職工的能力選拔、分級管理、績效考評、激勵方式等方面，注重了理論與實踐的結合，提出了較為現實與易操作的改革模式，並在研究傳統激勵方式的基礎上，提出了適合企業長期發展的激勵模式。The original utilizes organization action and relevant theory and means such as human resource administration and so on. by means of extracts oil by heat the chemical industry mill invariably to lan zhou ( below abbreviation lan lian ) technical personnel inspires the present situation analysis, and uniting asks the data statistics that the paper was looked into to technical personnel ' s satisfactory degree of work, and discover that the business is living technical personnel excitation respect what is the problem
本文運用組織行為學和人力資源管理學等有關理論和方法，通過對蘭州煉油化工總廠（以下簡稱蘭煉）技術人員激勵現狀分析，結合對技術人員工作滿意度問卷調查的數據統計，發現企業在技術人員激勵方面存在的問題，並針對這些問題，在嚴格績效考評制度基礎上，提出了以薪酬激勵和長期激勵為主的激勵機制模型。Meanwhile, appraiser, appraised cycle and performance feedback is argued sufficiently. in order to assure implementing the system effectively, the paper presents some advices about management application and actualizing process of the system, applying the appraised results to middle - level manager and project manager, and so on
同時，對考評主體、考評周期、績效反饋進行了充分的論述。為保證績效考評體系的良好運行，論文最後提出了配套措施。In this chapter, we table several proposal to improve institutional efficiency from the standpoint of government, including defining policy tendency, reinforcing legal system, mending market environment and perfecting enterprise system
股票期權制的在我國的推行還將遇到企業內部制度的影響，這些因素包括公司治理結構、經理人員選擇機制、績效考評機制、企業內部激勵機制和企業文化。This thesis analyzes inside and outside environment and the performance examination and critique mechanism which carrying out in data company, and get a result that ignore the performance of administers, ambiguous performance target, irrational performance circle in human resource performance examination and critique is main reason caused middle and higher administers brain drain
本文分析了德達公司內外部環境及現行的績效考評體制，認為中高層管理人員流失的主要原因是人力資源管理中存在著忽視管理人員的績效考評，業績目標不明確，考評周期不合理等。An associate degree student, charged by the icac, was today monday sentenced at tuen mun magistracy for impersonating another candidate in the hong kong certificate of education examination hkcee
一名副學士女生，冒充友人作槍手參加香港中學會考，串謀詐騙香港考試及評核局考評局，被廉政公署拘控。被告今日星期一在屯門裁判法院被判刑。分享友人