performance appraisal system 中文意思是什麼
performance appraisal system
解釋
工作表現評核制度- 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。
- appraisal : n. 評價，估價，估計，鑒定。 make [give] an objective appraisal of 對…作出客觀的評價。
- system : n 1 體系，系統；分類法；組織；設備，裝置。2 方式；方法；作業方法。3 制度；主義。4 次序，規律。5 ...
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A research on job analysis based performance appraisal system
經營管理模式中的員工績效評價 -
Based on this, through sysmetic analysis about these performance appraisal factor, it is pointed out model afp and feedback and application about the performance appraisal outcome. performance appraisal design bassis on the goal of survival, development and profit, performance appraisal system matching with marketing economy is established to make systentic, standardization
在此基礎上論文通過對影響績效因素的系統分析，提出了afp模型及考評結果的反饋與應用，考評設計圍繞企業生存、發展、獲利的目標要求建立與市場經濟相適應的考評制度體系，使人力資源考評工作制度化、系統化、規范化。 -
But the realizement of compensation plan bases on the operation of performance appraisal system. only appraises performance fairly, top executive can get the right pay
然而報酬計劃的真正實現依賴于績效評價系統的運行，只有科學公正地評價管理者績效，才有可靠的依據執行各種報酬計劃。 -
A copy of the performance appraisal system job content form should be given to the new employee with the accountabilities checked which generally represent the new job
一份績效考核制度工作內容表格應事前給予新進員工，說明要考核的項目，通常這些項目與新工作相關的。 -
Stimulation system is the core segment of the commercial regulation system, control system and distribution system and performance appraisal system is the crucial segment of the whole stimulation system
其中，激勵機制是銀行監督、控制和分配製度的核心，而建立科學的績效指標考評體系是完善激勵機制的關鍵。 -
This thesis pays key attention to the achievements the reform of position - pay has attained, such as pay factor became more competitive ; carrying out of a series of distributing system and matched management system standardizes the pay system, promotes the openness of distribution system ; the formation of position - based pay system strengthens the all basic works, pushes forward the development of human resources ; forms the adjustable system of pay and inner competitive, flexible system, etc. however, there are a lot of inadequacy existing in the position - pay system of bayi corporation, the basic work of position - pay system is still not solid ; performance appraisal system is not sound ; performance wages go only with decrease but no increase, which became the new egalitarianism and hard to motivate the zeal of employee
本文重點分析了崗薪制改革取得的成效，如薪酬競爭力有了很大的提高；一系列相關分配製度和配套管理制度的實施，規范了薪酬的管理，提高了分配製度的透明度；形成了以崗位為根本的薪酬體系，加強了各項基礎工作，推動了人力資源的開發；形成了薪酬的可調節機制和內部競爭、流動機制等。但是，八鋼公司的崗薪制體系也存在很多不足，如崗薪工資的基礎工作仍不扎實；績效考核體系不健全；績效工資只減不加，成為新的「大鍋飯」 ，難以調動職工的積極性等。 -
Then, the road of improving corporate governance structure is found out, and at last, the goal of increasing the efficiency of the board is realized. after analyzing the board ' s characteristics, functions and background, with the performance management theory, the performance management process model is originally established. moreover, it is first that establishing the board ' s performance appraisal system with multipolar inspection and analysis
本文在全面分析了董事會的職能、特點和現實背景的基礎上，結合績效管理理論，提出了董事會績效管理過程模型；在對董事會進行多角度的考察、分析的基礎上，構建了董事會績效考評體系；並在此基礎上，提出運用模糊評價的方法對董事會進行綜合考評。 -
Is there a formal performance appraisal system
是否有一個正式的承辦商表現評核制度？ -
As part of our initiatives to develop human resources management, we plan to extend the performance appraisal system to model scale i staff. forms and guidelines are under preparation for implementation in mid - 2003
在發展人力資源管理方面，我們計劃將第一標準薪級的人員納入工作表現評核制度內，現正擬備評核表格及有關指引，新措施可望於二三年年中落實。 -
In this thesis, the author utilize the theoretical research, and also the practical analysis is combined, to compare the manhattan commercial bank with a commercial bank in china, and point out that they are of great difference in the appraisal orientation, appraisal method, the appraisal frequency, the feedback and the communication during the appraisal process. aiming at present condition of the commercial banks in china, the author put forward a new appraisal method : the systematic performance appraisal system of commercial banks
然後運用理論與實踐相結合的研究方法，對比分析了美國大通曼哈頓銀行與中國某國有商業銀行在員工績效考評的方法與程序及考評結果的反饋與兌現上存在的差異，指出國內商業銀行在對考評的定位、考評方法、考評頻度與考評周期的設定、考評過程的溝通與考評結果的反饋及考評結果與人力資源管理其他內容掛鉤等方面與外資銀行仍然存在著差距。 -
After that, this article discusses the selection of performance appraisal method. according to the practicality, this article designs the performance appraisal system with the method that “ kpi ” is the core for hunan sanhongzhongke co., ltd
根據湖南三弘重科公司的實際情況，採用了以kpi為核心的績效考核方法;然後對如何進行績效考核指標的設計進行了闡述。 -
Through a delegation - agent module, the paper expatiate the relationship between the compensation structure and performance appraisal system. 3. discussing the compensation amount estimating formulary of the aircraft r & d project, create a more basic one to instead it
2 、對飛機設計項目中薪酬總額的估算方法和經驗公式進行了探討和推算，出了一個簡便、實用的替代方法。 -
It is difficult to confirm the compensation amount of a project, creating a employee performance appraisal system or compensation structure is also a hard work. practice indicates that if we want to increase the efficiency of the compensation management system, reduce the manpower cost, heighten the employee " s satisfaction, we must adopt a new scientific compensation management theory and methods. this article describs the main problems in this subject basing on the compensation management practices of the 603 institution, a famous aviation r & d unit, analysis the inter and exterior management circumstance
因此，選擇合理的薪酬體系設計、管理方法，確定合理的項目薪酬總額、對知識型員工的工作價值進行科學、準確地計量、構建高信度與高效度的員工績效考評體系與薪酬結構，從而最大限度地發揮薪酬的保健和激勵作用，降低人工成本，提高知識型員工滿意度，是航空科研單位薪酬管理所關注的焦點問題。 -
The system adopt " goal management " and " spirit inspiring " principle, and translate employee ' s post responsibility into plan and goal, and also adopt the style " from bottom to upper ", " from upper to bottom ". formulating appraisal context and index in advance, combining the employee ' s self - prove and appraisal of supervisor, combining performance appraisal and self - inspiring, it make up a newly performance appraisal system
它主要採用「目標管理法」和「精神激勵」的原則，將員工的崗位職責轉化為計劃和工作目標，採取「自下而上」和「自上而下」相結合的方式，事先制訂考評內容、考評指標，把員工自己證明其履行職責和部門主管領導員工履行職責相結合，把員工工作績效考評和不斷提高員工自身能力的激勵相結合，從而形成了較為新穎的績效考評激勵體系。 -
Currently, the business boundary attaches importance to personnel performance appraisal system, however, due to performance appraisal has many peculiarity such as : many - cause, many - dimension, trends and appraisal man ' s sensibility factor, and so on, the appraisal difficult to acquire satisfaction effect
當前企業界對人員績效考核制度越來越重視。然而，由於績效考核多因、多維、動態等特點及考核者的情感等因素，考核難以取得令人滿意的效果。 -
Research on executive ' s behavior performance appraisal system
經營者行為業績評價體系研究 -
Only by establishing and perfecting scientific performance appraisal system and carrying out the staff incentive policies thorough can attract and retain talents, making good use of talents
企業只有建立和完善科學的績效考核體系，全面實行員工激勵政策，才能吸引人才，留住人才，用好人才。 -
Researching on normal performance appraisal, introducing and comparing set ' s performance appraisal system, the essay explains a newly management and controlling method in firms. it is a reference of which wish to set up a performance appraisal system
本文通過對常用的績效考評體系的理論研究，通過ste公司績效考評體系的介紹和體系間比較，來闡述一種企業內部管理、控制的新方法，以作為企業建立績效考評體系的參考。 -
Strategic team - based performance appraisal system : some key issues
對團隊績效考核體系的戰略性思考 -
Design and realization of performance appraisal system based on b s mode
模式的績效考核系統的設計與實現
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