personnel appraisal 中文意思是什麼
personnel appraisal
解釋
人事考核-
This system includes nine modules : personnel information, attendance management, training, employ service, performance appraisal, payroll benefit, recruitment, system maintenance, report forms service
系統包括九個模塊：人事信息管理、考勤管理、培訓管理、休假管理、績效考核管理、薪資福利管理、招聘管理、系統維護、報表服務。 -
The middle include analyzing subsystem, activity improving subsystem, and cost calculating and performance appraisal subsystem. and the later include information subsystem and personnel training subsystem. from reviewing performing effectiveness of the new system since it was gone into operation half a year ago, part five estimates its advantage over the former system and its existent shortcoming in brief
最後，作者就紅外公司新成本控制系統實施半年以來的運行效果作了考察和分析，並以此為依據，對新系統與原有系統相比獲得的改善，及其尚存的問題進行了簡要的評估。 -
It is respectively : production, facility for transporting operates personnel : jockey of lathe work, milling, grinding work, boring labour, solderer, modular machine tool, machining center jockey, casting matchs benchwork, besmear to install ship - fitter of ship - fitter of equipment of benchwork of labour, tool, boiler, electric machinery, discretion to control ship - fitter of appearance of ship - fitter of appearance of instrument of electric equipment ship - fitter, electron, electrical engineering instrument, machine ; irrigation works of aricultural herd fishing produces personnel : inspector of quarantine of the member that animal epidemic disease prevents and cure, animal, firedamp produces work ; personnel of line of business of commerce, service : the member that assistant, bagman, publication is issued, chinese traditional medicine purchase and sale, clerk of the member that the division of division of appraisal appraisal division, chinese style noodle, chinese style noodle, western - style cook division, western - style noodle division, division that move wine, nutrition distributes food, dining - room, antechamber clerk, client clerk, health care ; handle affairs personnel and concerned personnel : secretary, public relations member, the member that terminal of communication of computer operator, cartographer, operator, user is maintained
分別是：生產、運輸設備操作人員：車工、銑工、磨工、鏜工、焊工、組合機床操作工、加工中心操作工、鑄配鉗工、塗裝工、工具鉗工、鍋爐設備裝配工、電機裝配工、高低壓電器裝配工、電子儀器儀表裝配工、電工儀器儀表裝配工、機修鉗工、汽車修理工、摩托車維修工、精密儀器儀表修理工、鍋爐設備安裝工、變電設備安裝工、維修電工、計算機維修工、手工木工、精細木工、音響調音員、貴金屬首飾手工製作工、土石方機械操作工、砌築工、混凝土工、鋼筋工、架子工、防水工、裝飾裝修工、電氣設備安裝工、管工、汽車駕駛員、起重裝卸機械操作工、化學檢驗工、食品檢驗工、紡織纖維檢驗工、貴金屬首飾鉆石檢驗員、防腐蝕工；農林牧漁水利生產人員：動物疫病防治員、動物檢疫檢驗員、沼氣生產工；商業、服務業人員：營業員、推銷員、出版物發行員、中藥購銷員、鑒定估價師、中式面點師、中式面點師、西式烹調師、西式面點師、調酒師、營養配菜員、餐廳服務員、前廳服務員、客戶服務員、保健按摩師、職業指導員、物業指導員、物業治理員、鍋爐操作工、美容師、美發師、攝影師、眼鏡驗光員、眼鏡定配工、家用電子產品維修工、家用電器產品維修工、照相器材維修工、鐘表維修工、辦公設備維修工、保育員、家政服務員、養老護理員；辦事人員和有關人員：秘書、公關員、計算機操作員、制圖員、話務員、用戶通信終端維修員。 -
As to the scientific and technological personnel of institutions of agricultural scientific research and relevant schools or colleges who are engaged in the work of agro - technical popularization, the practical achievements they have made in the work of agro - technical popularization shall be taken as major indicators for performance appraisal in determining and conferring academic and technical titles
農業科研單位和有關學校的科技人員從事農業技術推廣工作的，在評定職稱時，應當將他們從事農業技術推廣工作的實績作為考核的重要內容。 -
In determining and conferring academic and technical titles of professional scientific and technical personnel engaged in the work of agro - technical popularization in townships or villages, their professional technical levels and achievements in the work of popularization shall be considered as major indicators for performance appraisal
對在鄉、村從事農業技術推廣工程的專業科技人員的職稱評定應當以考核其推廣工作的業務技術水平和實績為主。 -
Thirdly, actual conditions of personnel performance appraisal and mis for officials at organs hi china maritime system are analyzed
第三，對海事系統機關人員績效評估及信息化的現狀進行了分析，介紹和分析了海事系統機關人員績效評估的基本現狀和績效評估信息化的現狀。 -
Fourthly, the new method of personnel performance appraisal for officials at organs in china maritime system is studied, including frame, index, and weight of index and compositive appraisal method of it
第四，研究了海事系統機關人員績效評估的方法，包括海事系統機關人員績效評估方法的框架、指標體系、指標權重的確定和綜合評價方法。 -
At last, mis " demanding and designing of personnel performance appraisal for officials at organs in china maritime system is studied, including analyzing of demanding, designing, and some of problems about founding and realization
最後，對海事系統機關人員績效評估信息系統的需求和設計進行了分析和研究，包括海事系統機關人員績效評估信息系統的需求分析、海事系統機關人員績效評估信息系統的設計以及開發和實現過程中應注意的一些問題。 -
To meet the market demands, the company provides such services as offering human resources of all levels for star hotels, standardized training of all kinds for tourism, tour guide service and pre - exam training for the national tour guide certificate, appraisal of vocational skills of tourism personnel, offering human resources for exhibitions, exchange and sharing of tourism information of all kinds, etc
根據市場需求，本公司目前開展的主要服務項目有：為星級酒店提供各層次的人力資源配置；旅遊業各類服務人員標準化培訓；導游從業人員全程服務及《全國導遊人員資格證》考前培訓；旅遊業相關服務人員職業技能鑒定；提供會展人力資源支持；各類旅遊信息的交流與共享，等等。 -
Administrative personnel ' s performance appraisal in higher vocational colleges
略談高職院校行政管理人員績效考核 -
With the development of personnel system reform in chinese public institution, the teachers - engagement system in university come to reality. as well known, the foundation of teachers - engagement system bases on scientific teacher assessment. unfourtunately, the current assessment theory of university teachers is obviously unable to explain or solve those problems occurred in university teacher assessment. thus reforming on current university teacher assessment system and raising human resources management skills of university become more and more urgent. there are two popular teacher assessment theories at present, one is teacher assessment aiming at reward and punishment, another, another is developmental assessment of teacher, the two kinds of assessment theories both have their own drawbacks : teacher assessment aiming at reward and punishment pays over attention to the function of choice and appraisal, this can be found easily in lately universities of china, such as " survival of the fittest ", " reward best and punish worst ", " eliminate the lasf ' and so on ; although developmental assessment of teacher declares to promote teachers - efficiency under no pressure of reward or punishment, it lacks of operation ability and needs to spend lots of time and resources, thus it is very hard use in real situation
目前在教育領域流行的教師評價主流是獎懲性教師評價（總結性教師評價）和發展性教師評價，但這兩種教師評價體系都或多或少的有各自的弊端：獎懲性教師評價過于偏重鑒定選擇功能，近幾年在我國高校教師評價中經常用到的「優勝劣汰」 ， 「獎優罰劣」 ， 「末位淘汰」 ， 「能者上、庸者下」等等，都充分反映出我國教師評價中以獎懲為目的的鑒定選擇功能發揮到了極致；而近年引入國內的發展性教師評價理論雖然標榜是一種不以獎懲為目的而是在沒有獎懲的條件下促進教師的專業發展，從而實現學校的發展目標的評價體系，但由於其可操作性不強，在發源地英國和美國的實施情況卻並不如意? ?需要耗費大量的資源和時間而難以真正貫徹落實。 -
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。 -
Secondly, depending on the basic theory, the relative concepts, principal and method of mis, the personnel performance appraisal theory are introduced
其次，從理論基礎著手進行研究，對人員績效評估理論、管理信息系統的基本理論和方法以及相關概念進行了概述。 -
Thirdly, applying ahp it identifies appraisal indicators weight. eventually selects the latest evaluation methods such as fuzzy ahp, 360 degree appraisal and so on, it examines the performance of civil servants of xigu branch, resolves the main problems such as appraisal indicators unclear, appraisal personnel single, appraisal accuracy and stability poor, and proposes the measures to carry out performance appraisal. the researching outcome of this thesis improves performance appraisal of civil servant more effective and normal
最後，綜合運用模糊層次綜合評價法、 360度考核法、量表評價法、強迫分佈法等前沿考核評價方法對西固分局公務員績效進行考核，解決了績效考核指標模糊、考核主體單一，考核方法簡單，考核的效度和信度不高等核心問題，並提出了實施績效考核的保障措施。本文的研究成果對促進公務員績效考核的科學化、規范化具有一定的借鑒意義。 -
Employment - related records on serving and former staff : personnel records for all staff including personal and family particulars, employment history, remuneration packages, terms and conditions of service, performance appraisal, as well as conduct and discipline
包括受雇於本局每一位職員的個人資料和家庭成員資料職員的就業紀錄薪津服務條款工作表現評估，以及紀律事宜等資料。 -
The author puts the management though of “ human - centeredness ” and the theory of performance appraisal into the study on the leader achievement appraisal, and elaborates how to improve the system of the leader achievement appraisal in china, in order to make efforts for personnel administration reform and performance appraisal. achievement is the work performance which the leaders acquire when they use the authority correctly which the people entrusts with and fulfill the work responsibility in the tenure, and is synthetical reflection on the leaders ’ diathesis in the leading practice
本文將「以人為本」的管理思想和績效管理的理論有機的融入到對領導幹部政績考核制度的研究中，在借鑒和吸收已有研究成果的基礎上，對如何完善我國領導幹部政績考核制度做了比較全面的闡述，旨在為我國幹部人事制度改革及政府績效評估做一些努力。 -
Based on the virtual reference service power - system general pattern analysis, we can realize that the human and the library behavior effectiveness maximization is the virtual reference service power supply, the technical support is its development power foundation, managing the safeguard is its power mechanism, the personnel safeguard is its power vigor, the user appraisal is its achievement performance
摘要本文基於對虛擬參考咨詢服務動力系統一般模式的分析，認識到人與圖書館行為效用最大化是虛擬參考咨詢動力源、技術保障是其發展的動力基礎、管理保障是其動力機制、人員保障是其動力活力、用戶評價是其業績的表現。 -
The appraisal work of personnel archives
議人事檔案的鑒別工作 -
Putting zhejiang university personnel management system as an example and using the above models, the thesis analyses the principles and limitations of the establishment of the human resource management system in zhejiang university which is based on the position appointment system, and put forward improvement measures to build more scientific and sound selection mechanism : establishing clear post duties with different emphasis on discipline team performance and the faculties " individual performance ; implementing flexible tenure system ; undertaking scientific and strict appraisal system which puts team appraisal together with individual appraisal, appraisal during the tenure together with appraisal by the tenure
本文以浙江大學人事管理體制為實例，運用所建模型，分析了浙江大學以崗位聘任制為核心的人力資源管理體制建立的原理和存在的缺陷，並提出構建更加科學合理的篩選機制的一些改進措施：制定清晰明確的、在學科團隊和教師個人業績之間具有不同側重點的崗位職責；實行「彈性任期」制；實行科學的嚴格合理的、團隊考核與個人考核相結合的、任期中考核與任期滿考核相結合的考核制度。 -
In this paper, based on my understanding to theories of performance appraisal and motivation, shenlu medicine corporation was set as the research object, and questionnaire was used and analyzed by analytic hierarchy process ( ahp ) and fuzzy mathematical method to investigate the overall appraise of the personnel towards status quo of performance appraisal in shenlu. on the basis of above investigation, the performance appraisal project of shenlu medicine corporation was re - designed aiming at different demands of superior manager, common manager, technical persons, salesman and workers, in which quantitative indexes were specially emphasized. in the end, the operating points in project practicing were clarified through the cost - income theory
本文首先闡明了對績效考核、激勵等基本理論的理解，以神鹿公司績效考核體系為研究對象，通過問卷調查的方式對其現狀進行調查，並採用層次分析法和模糊數學模型對調查問卷進行分析，得出員工對目前考核現狀的總體評價；然後採用量化指標，根據管理人員、一般行政人員、銷售人員和生產人員的不同需求，重新設計了神鹿公司人員績效考核方案，最後由成本?收益模型，闡明了方案實施中的要點。
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