評卷員 的英文怎麼說

中文拼音 [píngjuǎnyuán]
評卷員 英文
marker
  • 評 : Ⅰ動詞1. （評論; 批評） comment; criticize; review 2. （評判） judge; appraise Ⅱ名詞（姓氏） a surname
  • 卷 : 卷動詞[書面語] （捲袖子） roll up sleeves
  • 員 : 員名詞1. （指工作或學習的人） a person engaged in some field of activity 2. （指團體或組織中的成員） member Ⅱ量詞（用於武將）
  1. The poll surveyed related senior executives, fund managers and analysts from nearly a hundred fund - management companies and brokerages in the asia - pacific region, uk and usa. they were asked to rate 313 companies in asia ex - japan on disclosure and transparency, responsibilities of management and board of directors, shareholders rights and equitable treatment, and investor relations

    是次評選由亞洲貨幣以問卷形式訪問英美及亞太區近百間基金管理公司的相關行政人員，基金經理及分析員，就亞洲不包括日本313間企業進行評選，評分標準包括資料披露及公司透明度管理層及董事局承擔股東權益及公平待遇，以及投資者關系等四大基準。
  2. Working together with the hong kong examinations and assessment authority hkeaa, hku researchers analysed some 1, 500 " use of english " essay examinations

    香港大學的研究人員與香港考試及評核局（ hkeaa ）合作，對1500份" useofenglish "英文科考卷進行了深入的分析。
  3. Working together with the hong kong examinations and assessment authority ( hkeaa ), hku researchers analysed some 1, 500 " use of english " essay examinations

    香港大學的研究人員與香港考試及評核局（ hkeaa ）合作，對1500份" useofenglish "英文科考卷進行了深入的分析。
  4. The result shows that the middle - level managers have different views from the senior managers and the hr experts. the assessment scale is proved to have 14 components with good reliability and validity and the competency of the in - service middle - level managers cross - straits is satisfactory and also there are many factors have significant influences to the competency level. suggestions are provided to both enterprises and middle - level managers on the basis of the data analysis

    研究結果表明，在職中管人員與人力資源專家、高管人員在對勝任特徵的認同上有顯著差異;編制的自評問卷由執行力等14個構面組成，具有良好信度、效度和對優秀中管的鑒別力;兩地當前企業中管人員勝任力水平均較好，多項因素對勝任力水平有顯著影響。
  5. The study, by choosing 1200 cadets from air force radar academy as the objects of study, using epq personality questionnaires, social support evaluation chart and coping ways questionnaires as the measuring tools and conducting statistical analysis by means of spss 10. 0 and lisrel8. 3, discloses the interrelation among the military cadets personality tendency, social support and choices of coping ways and checks the hypothetical models by ways of sem

    本研究以空軍雷達學院的1220名學員為研究對象，以《 epq人格問卷》 、 《社會支持評定量表》 、 《應付方式問卷》為測量工具，運用spss10 . 0和lisrel8 . 3進行統計分析，揭示了軍校學員人格傾向、社會支持、應付方式選擇三者之間的關系，用結構方程模型（ sem ）的方法驗證了假設模型。
  6. Markers are re - tested every two years to ensure that their marking remains up to standard

    每隔兩年，須對評分員進行一次再考核，以確保他們評卷標準的一致性。
  7. All ielts marking takes place at the test centre by trained markers and examiners

    雅思考試的評卷地點設在各地的考試中心，評卷全部是由訓練有素的評分員和考官執行的。
  8. Markers are trained to understand the ielts marking policy and are required to demonstrate that they are marking to standard before they are allowed to mark listening and reading papers

    所有的評分員均經過了專業的培訓，他們深知雅思考試的評分政策，在其獲準為聽力和閱讀試卷評分之前，他們必須證明其評分水準完全合格后才可以達標。
  9. According to reviews on job - related efficacy, analysis of the questionnaires conducted among employees of enterprises, and retrospective interview with experts, this study puts forward its own theoretical hypothesis on job - related efficacy. based on the work done, two preliminary questionnaires on job - related efficacy are conducted

    本研究根據文獻綜述、開放式問卷調查以及對企業員工、心理學專家的訪談結果，提出了關于工作效能感的理論假設和評價模型，並在此基礎上編制了自我工作效能感初測問卷和個人感知的集體工作效能感初測問卷，經過初測並修訂最後形成正式問卷。
  10. Moreover, recent literature in management accounting strongly argues the performance measures must be linked to the strategies and actions of a firm. the survey finds there is no difference between the two strategic types ( prospector, defender ) of firms with respect their ratings of the relative importance of financial versus nonfinancial measures for the purposes of decision making. more than half firms rated financial and nonfinancial measures as equally important for short and / or long - term decision making

    然而，從我們對中國電子行業的38家企業的問卷調查結果來看，企業規模（包括員工人數、銷售收入和層級個數）大小與非財務指標的使用沒有顯著的相關關系;對于企業的長、短期決策而言，財務或非財務指標的相對重要性有略微的差異，不同的戰略類型與財務和非財務業績評價指標的相對重要性之間沒有相關關系，半數以上的問卷認為在長期目標和短期目標的實現上，財務和非財務業績評價指標同等重要;戰略類型與非財務業績評價指標的使用沒有明顯的相關關系。
  11. They also have the characteristics of elegant shape, safety, stable function, low operating noise, long lifespan, convenient installment and reparation. our factory has won puatity verification certificate, fireproof products manufacturing permision certificate and nation patent of relevant nation technology supervision departments, and it has been verified as " fixed quality supervision unit " and " famous and excellent product " by the committee of quality authorities travel under " quality ten - thousand - mile travel "

    公司始終堅持「品質、效率、務實、開拓」的企業精神。擁有一批精幹的科技人才和管理人員以及操作熟練的生產工人。公司是「中國消防協會」單位會員，防火卷簾電機系列在2000年"昆明消防產品行業商會"公開審定大會上，綜合評定一致推薦為「首選產品」 ，公司先後榮獲各種榮譽和品質優異的表彰。
  12. In line with the actual english teaching states the research mainly employs the questionnaire method and the auxiliary random interview with the teachers and students to discuss the followings. 1. the division of the groups ; 2. the division of the students " individual tasks in the co - learning and how to control the process ; 3. the detail contents in the classroom teaching ; 4. the order of the teaching process ; s. the appraisal of the co - teaching ; 6. the effect on the polarization " s changing ; 7. the level of learning strategies in english employed by the students ; s. the management of the classroom teaching ; 9. how to enhance the teachers " enthusiasm by improving the level of the administration

    為了這也有本研究本著從實際出發的原則，結合高中教育教學現狀，以問卷調查為主，輔之以隨機訪談，就「合作教學」中的如下問題: 1 、關于/ j 、組戊叮分問題; 2 、組員間的分工與小組控制問題; 3 、師生「合作」的具體內容; 4 、關于課堂教學各組成部分的順序問題; 5 、 「合作教學」的評價問題; 6 、 「合作教學」對改變兩極分化的效果問題; 7 、關于學生在「合作學習」中對學習策略的使用問題; 8 、課堂教學管理問題，又長致師和學生分別進行了調查、訪談。
  13. Four parts are included in this research : firstly, based on the theories and research findings of the competency, the integrated structure of this research is proposed. secondly, questionnaire method is employed to select the competences feasible to the middle - level managers in chinese enterprises and build up a general competency model. thirdly, based on the competences, a competency assessment scale is constructed to explore the structures of the competency. last, test the level of the middle - level managers and study the differences caused by the influencing factors

    本研究主要由四個部分組成:一是對勝任力的相關理論及研究成果進行整理和分析，提出本研究的總體框架;二是採用問卷法，選擇適用於我國企業的中層管理者的勝任特徵，初步建立勝任力理論模型;三是根據確定的勝任特徵，編制中管人員勝任力自評問卷，對勝任力的內在結構進行探討;最後施測自評問卷，了解企業中層管理者勝任力水平現狀，對各種影響因素引起的勝任力水平的差異進行比較研究。
  14. Second, prediction, exploratory factor analysis was conducted on the 296 recalled valid questionnaires, from which 7 dimensionalities of performance management were extracted : definition of the job objectives ; participation of the individuals on the objective items ; feedback on the employee performance ; support on the employee work ; evaluation on the employee performance ; performance related pay ; performance praise

    二，進行預測，然後對回收到的296份有效問卷進行探索性因素分析，得到績效管理問卷的7個維度：工作目標的明確性；目標設置中員工的參與性；對員工工作的反饋；組織對員工的工作支持；對員工工作的考評；績效工資；績效獎勵。
  15. While detecting piracy activities on the internet about a month ago, customs officers suspected there were past papers of hong kong advanced level examination on sale on a local auction site. it was said that the photocopied papers could be sold along with marking schemes and suggested answers

    於一個月前，海關反網際網路盜版隊人員偵查網上盜版活動時，懷疑有人在一個本地拍賣網站拍賣多份香港高級程度會考試題；而賣家聲稱所售賣的試題是復印本及釘裝精美，部份科目更連帶評卷參考及標準答案一併售賣。
  16. Annex 5 : evaluation form of trainees on - the - job performance

    附錄五：學員在職表現評核問卷
  17. First, items for the measure were collected by open questionnaire, and categorized by the justice literature. after conception analysis and experts evaluation, 32 items was accepted as the measurement of organizational justice, together with the performance questionnaire, organizational commitment questionnaire, organizational citizenship behavior questionnaire, an instrument with 66 items and an open question item was finished. at stage 2, a study was implemented in 5 different companies, and 446 valid questionnaires were collected, by the analysis of this 446 subjects using the exploratory factor analysis ( i. e. efa ), a four - component construct of organizational justice was firmed. the four dimensions were named as procedural justice, distributive justice, leader justice and leader interpretation

    研究分四個階段，第一階段，通過文獻研究、訪談及不同形式和不同對象的開放式問卷調查，大量收集有關組織公平感的項目，通過對這些項目的整理並結合關于中國員工組織公平感的理論構想，形成組織公平感問卷的初稿，然後通過集體討論，對每一項目的語義和所屬的因素類別進行分析，初步確定組織公平感問卷的項目，接下來對這些項目進行概念評估，讓15名心理專業的研究生按照給定的操作性定義對項目進行歸類，最後確定32個項目作為公平感問卷的題目。
  18. 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。
  19. In this paper, based on my understanding to theories of performance appraisal and motivation, shenlu medicine corporation was set as the research object, and questionnaire was used and analyzed by analytic hierarchy process ( ahp ) and fuzzy mathematical method to investigate the overall appraise of the personnel towards status quo of performance appraisal in shenlu. on the basis of above investigation, the performance appraisal project of shenlu medicine corporation was re - designed aiming at different demands of superior manager, common manager, technical persons, salesman and workers, in which quantitative indexes were specially emphasized. in the end, the operating points in project practicing were clarified through the cost - income theory

    本文首先闡明了對績效考核、激勵等基本理論的理解，以神鹿公司績效考核體系為研究對象，通過問卷調查的方式對其現狀進行調查，並採用層次分析法和模糊數學模型對調查問卷進行分析，得出員工對目前考核現狀的總體評價；然後採用量化指標，根據管理人員、一般行政人員、銷售人員和生產人員的不同需求，重新設計了神鹿公司人員績效考核方案，最後由成本?收益模型，闡明了方案實施中的要點。
  20. The survey was sent to both corporate and individual customers asking them to rate responsiveness, knowledge, courtesy and helpfulness of manulife staff and agents, as well as customer communications via product materials and policy notices

    宏利分別向公司客戶及個別客戶發出意見調查問卷，旨在鼓勵客戶評價宏利員工及代理人的服務精神專業知識及待客態度，以及反映對宏利的客戶通訊，如宣傳品及客戶通知書等的意見。
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