適當的績效 的英文怎麼說

中文拼音 [shìdāngdejīxiào]
適當的績效 英文
optional performance
  • 適 : 形容詞1 （適合） fit; suitable; proper 2 （恰好） right; opportune 3 （舒服） comfortable; well Ⅱ...
  • 當 : 當Ⅰ形容詞（相稱） equal Ⅱ動詞1 （擔任; 充當） work as; serve as; be 2 （承當; 承受） bear; accept...
  • 的 : 4次方是 The fourth power of 2 is direction
  • 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 ...
  • 適當 : suitable; proper; appropriate
  • 績效 : performance appraisal
  1. In most private enterprises, there is no scientific and reasonable human resources management systems, which is really adapt to the chinese situations. consequently, many problems occurs, making it difficult to maintain and develop. part three : analyzing of the current situations of human resources in private enterprises currently, more than ninety percent the chinese private enterprise are family enterprises, and most of them are managed in a family way

    本文首先明確了人力資源在經濟發展及民營企業中的重要性，分析了當前民營企業的用人狀況及人才流失的原因，重點提出了民營企業加強人力資源管理、留住人才的四種對策:建立適合本企業的人才發展戰略;塑造良好的企業文化;建立卓越的績效管理體系和薪酬制度;加大投資力度，強化企業員工的培訓。
  2. The efficiency of making use of economic resources in china is low, and one of the most important reasons about economic performance is that the national industry exists many defects, such as the low economic level of scale, the whole character of business enterprise not getting to increase with product construction over a long period of time, the small business enterprise increasing blindly, which causes the bargain of times increase and the trade expenses rise unduly, the lower degree of profession and cooperation, many more types of business enterprises, but lack of cooperation with the related and large business enterprises in the production, operation etc, so being difficult to take advantage of and share economy scale with big business enterprise ; the bad market performance and so on

    中國經濟發展中資源利用效率低，而經濟效益低下的一個重要原因是國有工業發展中存在許多缺陷:規模經濟水平不高，企業整體素質和產品結構長期得不到提高，小企業盲目增加，導致交易次數不適當地增多，交易費用上升;生產專業化協作程度較低， 「大而全」 、 「小而全」的全能型企業大量存在，但缺乏與相關大型骨幹企業在生產、經營等方面的協作，難以分享大企業規模經濟的好處;市場運作績效差等。
  3. Further more, shanghai is confronted with fervent competition in absorbing foreign investment, so shanghai must take appropriate measures to promote competition force and to establish advantage in competition

    為此，上海必須採取適當措施，提高開發區的競爭能力，建立競爭優勢。本文從提高開發區經濟績效的視角，吸收國外先進管理經驗，提高開發區的運行水平。
  4. Firstly, in chapter one, the author divides the whole evolving process of financial performance measurement into four phases : cost - oriented performance measurement period, profit - oriented performance < wp = 7 > measurement period, comprehensive - investment - effectiveness - oriented performance measurement period and value - oriented performance measurement period. through the review of the evolving process, we can come to the conclusion that, whatever period an enterprise is in, it needs proper core financial index which is suitable to its management characteristics ; as its operation circumstances change, core financial index should be properly changed. and how to correctly select the core financial index which is suitable to management needs in the 21st century ' s new economy period

    首先，在本文的第一章，筆者按照不同時期企業經營業績評價的核心和重點的不同將財務業績評價方式的發展的過程劃分為的四個階段：成本業績評價時期、利潤業績評價時期、講求投資綜合效益的評價時期以及追求企業價值最大化的評價時期，通過對財務業績評價方式的歷史演進進行簡要回顧，說明任何時期的企業經營業績評價都有相適宜的核心財務指標，並且隨著經營環境的轉變，核心財務指標應當有所革新。
  5. The principal agency model is established so that trustors ( including government ) can be understand the work of agents ( managers of state enterprise ) timely and validly, establish the agent pay system and the selecting system based on achievements, in cluding salary, bonus, right of stocks, supervise strictly the organization and management of state enterprise, as well as protect the interests of trustors ( government ). now, most state enterprises are characterized by inflexible managing mechanism, weak capacity of technological innovation, heavy debt and social burdens, difficult problems properly is to how to establish a desirable principal ( government ) ? gency ( managers of enterprises ) mechanism so that agents persistently work hard for trustors gain of the greatest benefits

    通過建立委託? ?代理模型，使委託人（政府）能及時、有效地了解代理人（國企經營者）的工作情況，建立以績效為標準，包括薪金、獎金、股票期權、債券等在內的代理人報酬制度和選任制度，並對國有企業的組織和運營進行嚴格監督，保護委託人（政府）的利益，現今，相當一部分國有企業雖有適應市場經濟的要求，但經營機制不靈活，技術創新能力不強，債務和社會負擔沉重，生產經營困難，經濟效益低下，一些職工生活困難，如何妥善地解決這些問題關鍵是如何建立一個有效的委託（政府） ? ?代理（企業經營者）理論及其機制使代理人為委託人獲取最大利益而不懈地努力工作。
  6. A group of 4082 high school students from 63 high schools were selected as the subjects for the testing of scale reliability and validity

    （ 2 ）中學生自我調整學習量表對三個效標測驗的同時效度相當理想，對受試者學業成績與教師評定的學習適應分數也有不錯的預測效度。
  7. There is a process to ensure that the university is meeting the administrative and operational needs of its students, staff and external constituencies - this includes mechanisms whereby service users can comment on the level of service, priorities and related performance improvement plans and mechanisms to ensure that the plans are acted upon

    設立適當程序以確保各院校符合其學生、教職員工及外界利益團體的管理及業務需求，包括設立機制以便用戶可就服務水平、重點服務及與此有關的績效改進方案提出意見，以及設立機制以確保有關方案得以落實
  8. At last the paper uses fully learning data according celts, constructs theory and methord of implementing system. the theory has two aspects : gives imprecise learning methords using rules when sequencing initially, such as introducing, narrating emphases and so on ; during the process of learning, we construct a fuzzy evaluating model using the data of scores, learning time and browsing times, and adjust scores with learning objects. then we can inference more precice learning strategy based on the result of evaluation, such as searching previous knowledge units, learning current knowledge units repeatly

    該原理主要體現在兩個方面：一是在初始編列時，根據規則的匹配與調用可以實現較為粗略的教學方法指導，如一般性介紹、重點講述等；二是在過程導學當中，針對最具代表性的測驗成績、學習時間、瀏覽次數的學習效果和行為，結合學習者的預期學習目標等因素進行適當的成績調整、時間改進等處理，並運用模糊綜合評判的方法對學習者實施有效評價，以推理出在學習過程中較為細化的教學建議，如搜索前驅知識單元、重新學習當前知識單元等。
  9. Administrative department performance is closely linked with improvement of the administrative performance of the school to present an assessment on the whole system. to study and set up good performance checks and rate the system and to look for the proper performance to check and rate the index method, administrative department can raise office efficiency and quality is essential to any school

    學校行政部門在提高學校整體績效方面具有重要的作用，行政部門績效考評制度與學校行政績效的提高息息相關，所以研究建立良好的績效考評制度和尋找適當的績效考評指標的方法，對學校行政部門提高辦公效率和質量具有重要的意義。
  10. The difference is that domestic mbo is the result of institutional transition, but the overseas mbo is the competitive choice, and in china the price difference in share transactions makes managers have the goal to acquire the profits. this article analyzes the game relationship of mbo in china, and proves that the root caucus of china mbo non - prohibiting for the different behalves between local government and national assets management department, and between the representatives of state stockholders and managers. this paper makes an empirical analysis of the mbo performance of 26 listed companies in china and proves that mbo are beneficial to improve company ’ s performance, and further we analyze the problems, which exist in china mbo, and gives some suggestions, we think that the rational action to mbo is to give proper guides, instead of prohibiting it simply

    本文應用委託代理理論、人力資本理論和產權理論等對中西mbo動因進行系統的比較分析，得出結論認為中外mbo具有相同的激勵動因，都是知識經濟時代智能資本獲取企業所有權的企業權力安排形式，不同的是國內mbo是制度轉型的結果，而國外mbo是競爭選擇的結果，同時由於我國mbo存在股權交易價差，管理層具有獲取價差的直接動機;本文運用博弈論的方法對我國mbo 「禁而不止」問題進行分析，分析結論認為國資監管部門與地方政府和國有股東代表與管理層之間的利益差異是導致當前我國mbo 「禁而不止」的根本原因;文章通過對我國26家上市公司mbo並購績效的實證分析，得出結論認為mbo有利於公司績效的改善，進而文章對當前我國mbo存在問題展開分析，並提出幾點建議，我們認為當前對我國mbo的理性做法是適當引導，而非簡單禁止。
  11. Survey on the main evaluation techniques and evaluation methods at the present time, they are either limited to the human resources micro - performance evaluation, or limited to the human resource static evaluation, or lose the application in practice because of the complex system of indicators and the lack of measurable methods. so, all of these problems make it necessary to find a new theory to evaluate human resource and its management

    就當前採用的一些主要的評價方法和技術來看，要麼局限於人力資源的微觀績效評價，要麼是對人力資源的靜態評價，要麼由於指標體系復雜和缺乏度量方法而失去適用性等等問題，使得基於一種全新的理論進行人力資源及其管理評價成為必需。
  12. The article thinks : in term of expecting the theory in the performance goal - setting link, put forward goal should concrete, degree of difficulty proper, what staff accept principle and view ; in performance manage implement link should go on constant performance link up ; in performance assess link disappearance and fairness issue of degree research to come assessing separately, comprehension and fairness that should guarantee to be assessed ; in encourage link understand staffs behavior from elimination of the last one, position adjustment and the salary adjustment

    文章認為:績效目標設定環節中從期望理論的角度，提出了目標應當是具體的、難度適當的、被員工所接受的等原則和觀點;績效管理實施環節中，應該進行持續不斷地績效溝通;績效評估環節中分別從評估維度的缺失和公平性問題來展開研究，應保證評估的全面性和公平性;正負激勵環節中從末位淘汰與職位調整以及薪酬調整的視角解讀員工行為。
  13. Indexes are made up of economic, environmental and social indicators. while evaluating, firstly auditors choose proper indexes and criteria ; secondly ascertain weight ; then calculate combine score ; at last, confirm the performance level of the audited entity based on score

    在具體評價被審計對象時，根據被審計對象的目標和實際情況，選擇適當的指標和評價標準，賦予適當的權數，計算被審計對象的綜合得分，根據所得分數確定被審計單位的績效水平。
  14. While rule - based approaches have achieved great success in precision, but the shortcoming of this method is that the rules cost too much manpower and material resource. on the contrary, the statistic - based method can be effective in reducing human and material cost. meanwhile, the result achieved by this method is also very close to or even better than rule - based methods when the scale of the corpus is appropriate

    前者在精度上取得了比較大的成績，但是這種方法的缺點在於規則的提取耗費了大量的人力和物力;相反，後者可以有效地減少人力和物力的投入，同時在語料規模適當的時候，可以取得到的效果也非常接近於甚至超過基於規則的方法，另外基於統計的方法還具有的較強的泛化能力。
  15. 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。
  16. It is analyzed that abc method is not suitable for material purchasing of the company at present and outdated purchasing process exists some defect. meanwhile, it is demonstrated that taking corresponding different material strategies for different material under applying new purchasing strategy is important. in order to solve problems about lower purchasing efficiency of the company, new purchasing process is also designed

    其二、以物料采購策略和采購流程為研究內容，分析了abc分類法對公司當前物料采購的不適用性和舊的采購流程存在的問題，舉例論述了在運用新的采購策略的前提下針對不同物料採取不同物料策略的重要性，並且為公司設計了新的采購流程，以解決采購績效低下的問題。
  17. Much of the emphasis to date on performance - based rewards has been focused on senior civil servants partly because of the importance of motivating and rewarding this group, and partly because they generally have more discretion and control over their work

    高級公務員是績效獎勵制的重點推行對象。究其原因，一方面是表現優異的高級公務員有必要得到適當獎勵和激勵，另一方面是高級公務員的工作一般要求他們運用較大的酌情權和監控力度。
  18. Much of the emphasis on performance - based rewards has been focused on senior civil servants partly because of the importance of motivating and rewarding this group and partly because senior staff generally have more discretion and control over their work

    高級公務員一直是績效獎勵制的重點推行對象。究其原因，一方面是表現優異的高級公務員有必要得到適當獎勵和激勵，另一方面是高級公務員的工作一般要求他們運用較大的酌情權和監控力度。
  19. The effect from a well - formed leadership to employment and the entire organization is considered massive, hence becoming a topic for the managers to learn

    激勵與領導對員工所產生的影響，甚至對組體整體績效也具有重大影響力，因領導者提供適當的誘因，以激勵部屬努力，追求組織目標的達成。
  20. The innovations of this thesis lie in setting up middle managers " performance evaluation indexes system, introducing call option thought to evaluate human resource value, and confirming the proper stock option quantities that will be sent to employees

    本文的創新點在於建立中層管理人員績效評估指標體系，引入看漲期權思想，對人力資源價值進行計量，並確定適當的股票期權贈與數量。
分享友人
分享到 Line

分享到臉書