employee evaluation 中文意思是什麼
employee evaluation
解釋
員工評估- employee : n. 雇員，僱工，受雇者。 office employees 職員。
- evaluation : n. 1. 估價，評價。2. 【數學】賦值，值的計算。
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Human resource management system include organization structure, welfare structure, employee management, performance evaluation, check on work attendance management, invitation management, daily affairs management, synthesis analysis and system management
人力資源管理子系統包括組織結構、福利結構、員工管理、績效考核、考勤管理、招聘管理、日常管理、綜合分析、系統管理。 -
Taking the research, project design and implementation of the performance assessment system of the dt company as main thread, aiming at the problem which exists in the employee management and performance evaluation, on base of pay system which is founded on the job analysis and evaluation of the current enterprise ' s, this paper designed the performance assessment system according to the department, manager and employee, investigating the implementation of the performance assessment system and builds the basic stimulating framework of the enterprise
本論文是以對dt公司績效考核體系的研究、方案設計與實施為主線，針對dt公司在人力資源管理和績效考核中的問題，在對企業現有的職位進行職位分析和職位評估並據此建立薪酬體系的基礎上，分為部門、幹部和員工三個不同的層面分別進行績效考核體系的設計，並對績效考核體系的實施進行研究，構建了企業的基礎激勵框架。 -
This dissertation applies balanced scorecard ( bsc ) to the performance evaluation system of our country and according to the facts of our country, the paper make some modification such as revising some financial evaluation index, adding employee evaluation block and so on. the dissertation brings forward a new evaluation system of company performance based on bsc to ensure the scientific decision for company and enhance the company ' s performance
本論文將balancedscorecard （簡稱bsc ）引進我國的企業效績評價系統，並根據我國的實際情況加以改進，修改了部分非財務評價指標，增加了員工評價指標模塊，提出了適於我國國情的基於bsc的企業效績評價系統，以保證企業決策的科學性，提高企業的經營效績。 -
The company sets - up strict quality management system, “ individual employee, individual job description / responsibility / target “, executes : job responsibility, monthly performance appraisal, quarterly rewards and punishments, annually target evaluation
公司內部實行嚴格的質量管理制度， 「一人一崗一責一標」 ，建立了：崗位責任制、月度考核制、季度獎懲制、年度目標考評制。 -
In addition, three principles of implementation of competencies model are emphasized in this paper : the alignment, employee engagement & dedication and consistent evaluation
本文還強調了企業實施能力模型的三個原則：與企業戰略相結合的一致性原則、員工的參與與敬業度原則及考核原則。 -
Performance of employee is emphasized in traditional performance evaluation system, but performance of organization in enterprise is usually neglected
摘要傳統的績效評價體系往往側重於對企業員工個人的績效進行評價，而忽略了對企業中組織績效的整體評價。 -
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。 -
All - round hr service : we provide enterprises with the full - scale, national first - class hr service in employee dispatching, agency service on personnel affairs, foreign enterprise service, employee placement, hr evaluation, hr consulting, employee training etc
多方位的人力資源服務：在人才派遣、人事代理、外企服務、人才配置、中專中技安置、人才評估、人才咨詢、人才培訓等方面為企業提供項目最全、國內一流的人力資源服務。 -
The aspect is to the employee and stuff behavior changing and inflection reached, that is called the fourth class model of train evaluation of performance kokobotlie " s feedbacking, learning behaviting, resulting for employee and stuff mainly, it is called the train evaluation of the determine nature
第一個方面針對員工行為變化、影響進行研究的，主要是用柯克帕特里的反應、學習、行為和結果四級培訓評估模型，一般稱為定性評估。 -
Based on the basis of research carried out by forerunner, the thesis establish a model for analysis the process of employee losing, given the three factors deciding whether emerge employee losing : ( 1 ) the opportunity and probability of external provide for employee selected, as well as the evaluation and expectation employee for this ; ( 2 ) personal valuation and mental outlook ; ( 3 ) the evaluation for present work and expectation for future work
本論文在借鑒前人研究成果的基礎上建立了分析雇員流失過程模型，提出決定雇員是否流出企業的三要素：外界提供的可供雇員選擇的機會及其可能性以及雇員對機會的評價與預期。雇員個人價值觀及視野。雇員對目前工作的評價與未來工作預期。 -
Application of fuzzy theory on evaluation of employee ' s performance
模糊理論在職工績效考核中的應用研究 -
Discussion on evaluation of performance of urban employee basic medical insurance system
城鎮職工基本醫療保險制度運行質量評價初論 -
The internal factors affecting the effectiveness of implementing quality management system include top manager, planning of system, employee involvement and quality consciousness, identification and control of process, innovation of system, coupling with other management systems, quality culture, etc. based on the analysis of effectiveness of quality management system certification, this thesis presents scoring method, fuzzy comprehensive evaluation method for evaluating the effectiveness of implementing quality management system
內部因素包括最高管理者、體系的策劃、員工的意識與參與、過程的識別和控制、體系的創新、與其他管理體系的耦合和質量文化等。在質量管理體系有效性分析的基礎上，給出了評分法、模糊綜合評價等質量管理體系有效性評價方法。 -
The fourth part inherits the advantages of the traditional performance evaluation system, it establishes pr system which contains three aspects : scope, deepness, potentiality. considering the balanced scorecard, this paper sets up non - financial measurement system including customer employee, organization inner - process, innovation, etc. the system that balances in financial and non - financial measurement perfectly adapts to modern company ' s development strategy focusing on customer satisfaction and market - oriented demand while breaking through the constraints of the traditional performance evaluation system, thus reflecting the effect of company strategy management entirely
第四部分對企業績效評價體系的重新構建進行了初步的探討，從評價的內容、指標權數的確定、指標體系的設置、評價體系的計分方法、評價得分的計算、評價結果的列示和評價得分的修正等幾個方面，詳細論述了本文所探討的以廣度維、深度維和遠度維為中心的三維立體模型。 -
As a technique of using software to automate the business tasks of sales, including order processing, contact management, information sharing, inventory monitoring and control, order tracking, customer management, sales forecast analysis and employee performance evaluation
作為一種使用軟體來自動化銷售任務的技術進行了介紹，這些任務包括訂單處理、聯系方式的管理、信息共享、庫存監視和控制、訂單跟蹤、客戶管理、銷售預期分析和員工績效評估。 -
The first one includes company ' s strategy and employee ' s career planning, and the latter includes human resource management and communicating mechanism management. the paper further stated bd company ' s incentive mechanism model from the following five aspects : organization re - design ( organization design and strategy re - form ), job re - design ( job analysis, job evaluation and management by objective ), the ability development of employee ( the training and career planning for employee ), value re - appraisal ( performance incentive and communicating management ) and value re - distribution ( compensation and stock option incentive ). it combines the systematic methods designed specifically for the existing incentive status in the company with detailed operation model as well as applicable cases, many of them have been exercised in the company and been proved to be effective after being summarized according to the actual circumstance
文章進一步從企業價值鏈激勵模型的五個方面，包括組織再設計（組織設計與戰略重組） 、工作再設計（工作分析、職位評估和目標管理） 、能力再開發（培訓和員工的職業生涯規劃） 、價值再評估（績效激勵和溝通管理） 、價值再分配（薪資激勵和期權激勵）等對bd公司激勵機制模型進行了詳盡的闡述，既有全面系統的針對公司激勵現狀設計的方式方法，又有詳盡具體的操作模式和應用案例，其中的很多方案已經在bd公司進行了初步的嘗試和不斷地總結，取得了良好的運行效果。 -
Incentive to employee is a systematic engineering. during the course, every theory of motivation is related to each other. that is to say, motivation factors must be completely considered in the course of individual capability evaluation, object design, performance appraisal, reasonable physical and mental incentive method to meet with individual demands, all of which are correlated and mutually complementary
本文提出了對職工的激勵應該是一個綜合的系統工程，在這個過程中所有的激勵理論都不是孤立的，從一名職工進入企業開始，企業在對其個人能力的評估、目標的設置、對個人績效的評價、運用合理的物質及精神激勵手段以滿足個人的主導需求等方面都必須考慮到激勵的存在，並且是互有聯系、互相補充的。
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