hr performance evaluation 中文意思是什麼

hr performance evaluation 解釋
人力資源的績效評估
  • hr : 1. homogeneous reactor 均勻反應器。2. human resources人力資源。
  • performance : n. 1. 執行，實行，履行；完成；實現；償還。2. 行為，動作，行動；工作。3. 性能；特性。4. 功績；成績。5. 演奏；彈奏；演出；（馴獸等的）表演；把戲。6. 【物理學】演績。
  • evaluation : n. 1. 估價，評價。2. 【數學】賦值，值的計算。
  1. Performance evaluation, on which many other functions are based, is the most important part of hr management, and its basic purpose is to make its employees continuingly develop, providing the fundamental force to push the enterprise forward

    績效考評作為企業人力資源管理中關注的重點，為實施人力資源的其他職能提供依據，但它最深層的目的是促進員工的發展，因為企業持續發展的根本動力就是員工的發展。
  2. Maintain c & b, performance evaluation related information. conduct and participate hr planning and analysis, provide report as required on time with a high standard of quality

    參與公司年度薪酬預算的制定與調整，參與到年度薪酬福利調整計劃的制定；收集、整合、統計各分公司的薪酬福利數據，分析公司人力成本情況，向財務部和相關部門提供各種報表分析。
  3. The performance metrics, access latency, throughput, hr hit ratio and bhr byte hit ratio are analyzed and discussed. simulations show that compared with caching only model, iwpcm can further improve the throughput, hr and bhr efficiently and reduce the access latency. the performance evaluation based on the spn model can provide a basis for implementation of web prefetching and caching and the combination of web prefetching and caching holds the promise of improving the qos of web systems

    對于緩存命中率和位元組命中率等性能指標，使用基於一階ppm prediction by partial match預測演算法，通過四種典型的緩存替換策略gdsf greedy dual size frequency ， gdsize greedy dual size ， lfu least frequently used ， lru least recently used在僅緩存模型和一體化模型中的應用驗證了一體化模型比僅緩存技術具有更好的性能。
  4. Contents : human resource management for non - hr managers, train the trainers, recruitment and training, performance evaluation, salary planning etc

    內容：非hr人力資源管理，培訓師的培訓，人才招聘與篩選，績效評估，薪酬規劃等。
  5. The author further discusses some specific suggestions for the c company on how to reform its current hr management system, including empowering people, holding people accountable, providing training and development opportunities, a fair compensation system, an objective performance evaluation mechanism, a clear job design, and a harmonic organizational culture

    在本論文的第四章中，首先在前文論述的基礎上，對國有企業應對人才流失問題提出了三點對策；其次，針對c公司的具體情況，為c公司應對其人才流失問題提出了十項具體建議。
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