job performance evaluation 中文意思是什麼

job performance evaluation 解釋
工作表現評鑒
  • job : n 1 喬布〈男子名〉。2 約伯〈《聖經》中的人物，以忍艱耐勞著稱〉。3 《舊約聖經》中的《約伯記》（＝t...
  • 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. The implementation stage includes role play, field exercise, monitoring the trainee on job by teacher, and teacher gives evaluation to trainee performance and various teaching methods

    根據不同英語教學內容，通過角色扮演、實地訓練、講師與員工進行實地演練，講師給予評估等方式實施教學計劃。
  2. Company should establish a job evaluation system, and increase the portion of variable merit pay. performance management system should also be set up

    將薪酬與人才市場價格接軌；建立崗位評估體系；加大與業績掛鉤的浮動工資比例，同時建立有效的業績管理體系。
  3. 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。
  4. In order to study the direct relation between oil - base drilling fluid performance and cement job quality, a new developed evaluation method ( artificial core method ) was adopted ; the effects of the oil - base drilling fluid system and its main components on the shear cementing strengths of the first and second interfaces in cementing operation were investigated ; and those of the different mix slurry ratios on the gel strength, initial set time, final set time of slurry and the compressive strength of bond cement were examined too

    摘要為了研究油基鉆井液性能和固井質量之間的直接關系，採用新建立的評價方法人工巖心法，考察了油基鉆井液體系及其主要組分對固井作業中第一、第二界面剪切膠結強度的影響規律，以及不同混漿比例下對水泥漿膠凝強度、初凝時間、終凝時間和水泥石抗壓強度的影響規律。
  5. Be responsible for all purchasing activities related to material planning and ordering, order confirmation following up, on time delivery scheduling / statistics, quality and quantity issue coordination, payment following up, lead the annual performance of suppliers, review new supplier ' s evaluation and purchasing system data maintenance, smooth purchasing job, so to fulfill production requirements

    負責所有采購相關事務，包括物料計劃及訂購，訂單確認跟蹤，按時交貨計劃及統計，供應商交貨之品質及數量異常問題協調，付款跟蹤，主導對供應商進行年度評估，參與新供應商評估以及采購系統數據的維護，確保采購作業順利進行，滿足生產需求
  6. 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。
  7. The main results were showed as follows : ( 1 ) compensation program ' s strategic characteristics included pay level positioning, job - evaluation - based pay, pay - for - performance and pay mix

    企業薪酬制度戰略特徵包括以下幾個方面：報酬水平定位、基於崗位評價、基於業績和報酬結構。
  8. For example, schools must invite applications for a job in person from human market, and the performance evaluation will be a big problem after the engagement system put into practice, and the flow of teacher will be a rife phenomenon ( include human resources forfeiture ), and the administrative methods will not bring the absolutly author as it used to do along with the strengthening of people ' s right consciousness, and so on

    如：學校所需的人員往往需要自行去人力資源市場招聘、實行聘任制以後教師的工作績效評價成為大問題、學校人員的流動成為普遍現象（包含流失） 、隨著人們權利意識的增強行政命令式的管理方法已經很難做到象過去那樣的令行禁止等等。
  9. 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。
  10. 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。
  11. And job analysis is not only the head of fundamental management ut also the basis of human resource management, which is the gist of recruitment and choice, training and development, job evaluation, performance appraisal, salary design and job design, etc. being a big enterprise that produces many kinds of special steel, cssc is ready to carry out the reform of human resource management according to his strategy and development plan

    Cssc公司是一家大型鋼鐵企業，根據戰略需要、業務發展對組織機構進行了調整，並著手對其現行人力資源系統進行變革。由於該公司從未有過真正的工作分析，人力資源管理工作缺乏堅實的基礎，其後續工作如績效考評、薪酬設計、教育培訓、工作設計等成了無源之水，因此， cssc公司決定在2003年初開始著手進行工作分析，旨在以工作分析為「龍頭」 ，帶動其他各項基礎管理。
  12. Annex 5 : evaluation form of trainees on - the - job performance

    附錄五：學員在職表現評核問卷
  13. Job evaluation and performance management

    工作評價-績效考核
  14. Job evaluation performance appraisal

    工作評價-績效考核
  15. As to the construction of the r & d staffs ’ incentive mechanism, we believe that it must be based on the practical situation of the company and the employees ’ urgent needs. in the process of organizational innovation, the company should, firstly, come up with some ways to encourage the employees through team - based working unit and job enrichment. secondly, in order to stimulate the stuffs, the company should set up an achievement - oriented welfare system, a training program for cultivating stuff ’ s life careers as well as a scientific evaluation system of stuff ’ s performance

    在構建中國人壽保險公司技術與研發人員的新激勵機制時，認為公司應該在組織變革的過程中就能體現對員工的激勵，這可以通過工作團隊化和工作豐富化和工作分析來激勵員工;另外，通過建立以績效為導向的薪酬福利體系、構建以培訓為基礎的職業生涯開發系統和科學的評估系統來激勵員工。
  16. Including actuarial, salary survey, job evaluation and pay scale assessment, performance management and training

    人力資源管理：包括意外評估、薪酬調查、工作評核、評估薪級表、管理員工表現和培訓。
  17. 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。
  18. In response to “ neusoft ” invitation, hewitt provide in this material our suggested project approach to help neusoft build up the world - wide standard human resource management system, which will be especially focused on the job design / evaluation, compensation design and performance management

    我們接受了東大軟體集團有限公司（東大）的委託，為貴公司提供一份關于翰威特公司將如何幫助制定一個世界標準的人力資源管理系統，尤其是東大特別關注的工作設計/評估，薪酬激勵及績效管理系統的設計方案。
  19. First, this thesis analyzes the economic effects of tourism industry, and selects the indexes, which reflect the effects of tourism industry in earning foreign exchange, increasing regional revenue, providing job opportunities and improving government tax, to establish a relatively comprehensive evaluation indexes of the performance of the regional tourism industry

    本文首先分析了旅遊業的經濟效應，選取了反映旅遊業創匯、促進旅遊目的地經濟收入增加、吸納就業、增加政府稅收等四個方面的評價指標，構建了一套相對完整的區域旅遊業績效評價指標體系。
  20. In recent years, the foreign researchers proposed that selfesteem, general self - efficacy, locus of control and neuroticism construct a more global, more fundamental factor, named core self - evaluation. this factor was found to be related to job satisfaction and job performance

    國外的學者認為自尊一般自我效能心理控制源和情緒穩定性構成了一個更加廣泛更加基本的因素，即核心自我評價，同時發現該因素與工作滿意度和工作績效有較強的相關。
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