performance appraisal

performance appraisal的基本解释

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[经] 业绩评价

与performance appraisal相关的网络例句 [注：此内容来源于网络，仅供参考]

By synthesizing theories of systems engineering, science of talent, talent assessment, performance appraisal and bibliometrics, the author analyzes the qualification structure and performance structure of theachers in military academies and sets up a basic structure and concrete appraisal indicator system of qualifications of technical specialty for teachers in colleges. The author puts forward new appraisal indicators such as "lecuring hours coefficient","republication coefficient","thesis of core journals coefficient" and "citation coefficient". Comparatively complete quantification approaches are invented by the author for working performance of teaching, researching and social service of teachers. Based on this, the author establishes an integrated method to generate the appraisal results. By the application of stadardized processing on the appraisal results and synthetization of weighted indexes, the author solves the addibility and comparability problems of differentiated appraisal results by category or dimensiok, and realizes the amalgamation and comprehensive appraisal of inflexible appraisalresults and flexible appraisal results, and probes into the testification methods of validity, consistency and sensitivity analysis for the indicators system.

综合运用系统工程理论、人才学理论、人才素质测评理论、工作绩效评估理论、文献计量学等原理与方法，分析研究了军校教师的素质结构和绩效结构；建立了高校教师专业技术资格评审条件基本结构和具体评价指标体系，提出了"完成主讲课程课时系数"、"著作重版系数"、"核心期刊论文系数"、"论文被检索引用系数"等若干新的评价指标；提出了比较完整的教师的教学、科研、社会服务等工作业绩的量化方法；以此为基础，建立了评价结果的综合方法，通过对评价结果的标准化处理，运用指标加权综合法，解决了不同类别、不同量纲指标的评价结果的可加性和可比较性问题，实现了硬评价结果和软评价结果的融合和综合评价；探讨了指标体系有效性、一致性、灵敏度分析的检验方法。

By synthesizing theories of systems engineering, science of talent, talent assessment, performance appraisal and bibliometrics, the author analyzes the qualification structure and performance structure of theachers in military academies and sets up a basic structure and concrete appraisal indicator system of qualifications of technical specialty for teachers in colleges. The author puts forward new appraisal indicators such as "lecuring hours coefficient","republication coefficient","thesis of core journals coefficient" and "citation coefficient". Comparatively complete quantification approaches are invented by the author for working performance of teaching, researching and social service of teachers. Based on this, the author establishes an integrated method to generate the appraisal results. By the application of stadardized processing on the appraisal results and synthetization of weighted indexes, the author solves the addibility and comparability problems of differentiated appraisal results by category or dimensiok, and realizes the amalgamation and comprehensive appraisal of inflexible appraisalresults and flexible appraisal results, and probes into the testification methods of validity, consistency and sensitivity analysis for the indicators system.

综合运用系统工程理论、人才学理论、人才素质测评理论、工作绩效评估理论、文献计量学等原理与方法，分析研究了军校教师的素质结构和绩效结构；建立了高校教师专业技术资格评审条件基本结构和具体评价指标体系，提出了&完成主讲课程课时系数&、&著作重版系数&、&核心期刊论文系数&、&论文被检索引用系数&等若干新的评价指标；提出了比较完整的教师的教学、科研、社会服务等工作业绩的量化方法；以此为基础，建立了评价结果的综合方法，通过对评价结果的标准化处理，运用指标加权综合法，解决了不同类别、不同量纲指标的评价结果的可加性和可比较性问题，实现了硬评价结果和软评价结果的融合和综合评价；探讨了指标体系有效性、一致性、灵敏度分析的检验方法。

Meanwhile, contrasting with the advanced principles and goals, the paper sets up the annual and quarter performance appraisal model and promotation and selection model, builds up a whole middle-rank cadres"performance appraisal system which concludes 21 items about working feats, 5 items about working attitude, 4 items about working behavior and 7 items about working ability, bring in the method of management by objective, 360o appraisal method, paired comparison method and factor comparison method, explicates the basic procedure of appraisal, builds up a healthy performance feedback and communicating system, widens the practice approach of the appraisal result, and fulfills the advancing design of the assessment of the middle-rank cadres"performance of Lanzhou Power Supply Company.

并对照改进原则和目标，分别构建了年度岗位工作考核模型、季度岗位工作考核模型和选拔任用考核模型，建立了包括21项工作业绩指标、5项工作态度指标、4项工作行为指标和7项工作能力指标构成的干部绩效考核指标体系，引入了目标管理法、360°考核法、配对比较法、因素评价法等考核方法和理念，进一步明确了考核工作基本程序，建立了良好的绩效反馈沟通机制，拓宽了考核结果运用渠道，实现了对兰州供电公司中层干部绩效考核方案的改进设计。

与performance appraisal相关的网络解释 [注：此内容来源于网络，仅供参考]

Performance appraisal：绩效评价

绩效管理(performance management)也称为绩效评价(Performance Appraisal)、绩效评估、业绩考核等,是根据一定的标准,对单位或个人在一定时间内产生的工作成绩进行客观评定的过程,其结果能为人力资源管理的 其他方面如薪酬、员工关系等提供依据.

Performance appraisal：表现评估

[太阳报专讯]很多打工仔对年终的工作表现评估(Performance Appraisal)有点抗拒,慨叹加薪及晋升前景操控在另一个人手上. 如果你认为上司对你有偏见,何不自行做一个业务回顾与展望?近年,我喜欢寓检讨於娱乐,为...

Performance appraisal：绩效评估

德鲁克: 我很高兴你用"绩效评估"(performance appraisal)的词语. 而我们现有的评估,大多属于"潜能评估"(potential appraisals). 这类评估不问"这个人努力要达成什么结果和贡献?而他又完成了多少?"而是问:"如何衡量这人的才智、热忱、动机和与人相处的能力?

Performance appraisal：绩效考核

3.3 绩效考核(performance appraisal) 工作绩效考核可以根据具体情况和实际需要进行月考核、季考核、半年考核和年度考核. 工作绩效考核是一个按照事先确定的工作目标和发展目标及其衡量标准,考查员工实际完成的绩效情况的过程.

performance appraisal system：工作表现评核制度

performance appraisal report 工作表现评核报告 | performance appraisal system 工作表现评核制度 | performance appraisal technique 工作表现评核方法