查询词典 performance

Three kinds of BCRC No.51534, 10322 and 10675 would be selected and acted as an experimental sample of Escherichia coli. Results shows that Escherichia coli of No.51534 will appear better performance because the maximum of open circuit voltage, closed current and power density are 1.01V, 22mA and 1342mW/m2, respectively. Concerning the effect of culture time with respect to different phase type on the electricity performance of MFCs, the time points on the intersection between lag phase and logarithmic phase, the middle of point of stationary phase for growth curve of Escherichia coli would appear a good performance of MFCs. In addition, the BCRC No. 51534 Escherichia coli possessing a better performance of MFCs than others would be suggested and applied to further studying. Comparison with the performance of MFCs with respect to electron mediator under different mole number, result shows that electron mediator of methylene blue with 4.63mM would appear a better electricity performance of MFCs than others. Concerning the different material of proton exchange membrane with PTFE-Nafion, Nafion 211, 212 and 117 with respect to the performance of MFCs, result shows that the Nafion 117 applied in MFCs will have a better performance of MFCs than other cases. Finally, the effect of molar concentration on the performance of MFCs would be expected at the studied cases of 0.4M, 0.2M, 0.1M and 0.05M respectively for cathode oxidant, result shows that a good performance of MFCs will happen at the condition of 0.2M. Those observations will be useful to improvement of MFCs in the further study.

於上述电池系统条件下，进行大肠杆菌生长曲线、电子传递介质、质子交换膜、电极与阴极氧化剂对电池电性效能分析；选择编号10322、10675与51534之大肠杆菌为实验菌株，依定量培养之生长曲线取出代表不同时生长特性时期的培养时间，利用亚甲基蓝作为电子传递介质进行实验分析从所测得的电量进行分析，以编号51534之大肠杆菌的微生物燃料电池有最大的开路电压为1.01V及最大闭路电流为22mA；当极化曲线中电压为0.47V、电流为11.4 mA时有最大的功率密度为1342 mW/m2；加以负载有平均工作功率密度294 mW/m2；从生长曲线与电性效能来分析，得知生长曲线的迟滞期与对数期的转变点与静止期的中间点有最佳电性效能表现；对於加入不同莫耳数之电子传递介质methylene blue、neutral red与thionine之电池效能表现，则以加入4.63mM methylene blue电子传递介质的电池有较佳平均功率密度230 mW/m2；另对於质子交换膜PTFE-Nafion、Nafion 211、Nafion 212与Nafion 117之电池效能表现，以Nafion 117质子交换膜的电池有较佳平均功率密度340 mW/m2；对於分析加入不同莫耳数浓度0.4M、0.2M、0.1M与0.05M的阴极氧化剂之电池效能，则以0.2M的阴极氧化剂的电池可得到较佳平均功率密度429 mW/m2。

This text proceeds with intension of government performance management of government and performance evaluation, has explained meaning of performance management of government, standard and value orientation of performance evaluation; has summered history and current situation of performance management of government in the West, and has analyzed the characteristic of performance management of government in the West; has analyzed predicament of performance management of government, and expounded improvement tactics pointedly; On the basis of discussing the necessity, research and existing problems of implementing performance management of our government, has explained how to structure the performance administrative system of our government , think that it should include structure principle , system platform and evaluation system, put forward implementing tactics of the performance management of our government finally.

本文从政府绩效管理及绩效评估的内涵入手，阐述了政府绩效管理的意义、绩效评估的标准及价值取向；对政府绩效管理在西方的历史和现状进行了概述，并分析了西方政府绩效管理的特点；就政府绩效管理的困境进行了分析，并有针对性地提出了改进策略；在论述了我国政府绩效管理的必要性、探索及存在的问题的基础上，阐述了如何构建我国的政府绩效管理体系的设想，认为应该包括确立构建原则、制度平台及评估体系，最后提出了我国政府绩效管理的推行策略。

Tackling the problems in bank C's credit approver performance management, considering the daily work practice, this thesis reconstruct employees'KPI index system on the basis of Balanced Scorecard model, and work out a new performance management project which should be more suitable for credit approvers: the"360 degree matrix"project. Processed-based performance management is introduced; therefore the whole implementation process, including Performance Planning, Performance Communication and Guidance, Performance Appraisal and Performance Feedbacks, is described as a complete performance solution.

本文针对C银行信贷审批人员绩效管理中存在的问题，结合日常工作的实际情况，运用平衡计分卡的模式重新构建了员工的KPI指标体系，设计出更适合信贷审批人员的&360度矩阵&绩效管理方案，通过引入过程化的绩效管理，描述了绩效计划、绩效沟通和辅导、绩效考核、绩效结果反馈和运用的整个实施过程，从而提供了一整套较为完整的绩效管理解决方案。

For solving the Y2K problem, many large-scale overseas or home enterprises used ERP system to replace the old system in their enterprise. Many enterprises even used it as the foundation of electronic enterprise ,and integrated other information systems into it. However the organizational performance is not necessarily good. Some scholars think the performance of ERP will be influenced by the time length after ERP go-live and the different performance targets. Ross even thought the performance of ERP will assume a "V" path when improvementing an ERP,and get continuate improvement. Therefore this research is for discussing whether the ERP system can improve organizational performance. It used the different performance targets to evaluate the long-term organizational performance that ERP system brought.

摘要 在千禧年Y2K的推波助澜下，国内外许多大型企业纷纷使用企业资源规划(Enterprise Resource Planning，ERP)系统来取代企业内部的旧系统，甚至许多企业将ERP系统当作企业电子化的基础，进一步整合其他的资讯系统，但是不一定都能有好的绩效结果，因此有学者认为ERP绩效会受到系统上线后的时间长短或效益衡量标的的影响而改变，ROSS学者甚至认为ERP系统的绩效甚至会在上线后呈现V字型的改善路径，并且会呈现持续改善的状况。

Including the inclusion of performance, the relation between corporate strategy and performance management,the position of performance management in human resource management, the relation between performance management and other taches of human resource management,the key essentials of performance management,any matter popular in performance management.

理论部分包含绩效管理的概念、绩效管理的内容、绩效管理与组织战略的关系、绩效管理在人力资源管理中的定位、绩效管理与人力资源管理中其他环节的关系、绩效管理的关键要素和普遍存在的问题。

Based on these and absorption of the foreign company performance results, the thesis combines the theory and the method to analyze the performance of electronic component manufacturing industry enterprises. Based on the analyzing system enterprise performance system in and abroad, the paper raises innovational achievement indexes and evolutional indexes of company performance as to the default of the electronic component manufacturing industry. The paper builds the hierachical clusteing method and bivariate correlations to choose the best evolutional indexes of company performance in order to avoid multicolinearity. The paper proposes the synthetic evaluating method principal component analysis with weighted variable by analytical process. Then, the paper applies the method to analyze the performance of 28 companies of electronic component manufacturing industry.

基于此，在消化吸收国外有关企业绩效评价方面的成果的基础上，针对企业绩效评价的缺陷，本文提出了企业绩效评价的成长性指标和价值性指标；针对改进的AHP与PCA，本文提出了改进的AHP加权主成分分析方法；由于指标之间可能存在着多重共线性，本文运用系统聚类分析与相关分析对企业绩效的成长性指标与价值性指标进行选取；运用改进的AHP加权主成分分析方法与因子分析对电子元器件制造业的28家上市公司进行实证分析，并验证本文提出的综合评价方法的优越性；本文运用灰色模糊评价方法对28家上市公司绩效的非财务指标进行评价；最后，给出相关的结论与建议。

In the research of the performance feedbacks, thesis disassembles the result of the performance appraisal of the professional technical personnel of enterprises to major index, and builds proper coordinate to orientate personnel "s performance appraisal result on different positions of the of the coordinate, which intuitionally reflects the reason why professional technical personnel"s performance forms and put forward the relevant thinking of management, Thus offered scientific reference information for the feedback of performance, finally, thesis does certain research and discussion in the choose of feedback mode of performance.

在绩效反馈的研究中，论文将企业专业技术人员的绩效考评结果分解至主要指标上，采用坐标系法将员工绩效考评结果定位在坐标系的不同位置，直观地反映了专业技术人员绩效形成的原因，并提出相应的管理思路，从而为绩效反馈提供了科学的参考信息。最后，论文在绩效反馈的方式选择方面进行了研究与探讨。

Based on how various national and international performance evaluation systems be used in cooperation, and after introducing of various performance evaluation systems, analyzing the advantage and disadvantage of each system, especially introducing the advantage and disadvantage of balance scoring card, economic added value, performance evaluation guide inside cooperation and other evaluation system, meanwhile, reviewing the performance evaluation systems used by Yingkou Port in the past, introducing the performance evaluation system used by Yingkou Port at present, this article is to design a new performance evaluation system for Yingkou Port after disusing and referencing above systems.

本文围绕当前国内和国外的各种业绩评价方法如何用于企业集团的绩效评价，通过对各种评价方法予以介绍，并对其特征和优缺点进行分析，尤其是介绍平衡计分卡、经济增加值、企业集团内部效绩评价指导意见等评价方式的优缺点，并对营口港沿用的业绩评价方法进行回顾，介绍营口港现有的业绩评价方法，来探讨借鉴各评价方法来重新改进营口港业绩评价体系。

The dimensions used to measure business performance are: strategic business performance, service process improvement, service capacity, and employee satisfaction. The results indicate that CRM climate has significantly impact both on relationship quality and business performance. Among the CRM climate components, the organization management mechanism/HRM and the application domain of IT/IS play the main role in influencing the relationship quality and business performance. The link between organization management mechanism/HRM and trust is particularly strong. There also exists a prediction model between trust and business performance. It implies that trust is a very likely intermediating factor between CRM climate and business performance.

本研究除探讨CRM气候对关系品质、组织绩效之影响关系外，更以关系品质为组织绩效之预测变数；而研究结果发现：（1）CRM气候会正向影响关系品质、组织绩效，而关系品质亦会正向影响组织绩效，表示落实CRM气候确实能协助企业改善关系品质、提升组织绩效；（2）主要影响关系品质与组织绩效的CRM气候构面为「组织制度与人事」以及「资讯应用」（3）CRM气候会正向影响「信任」，且以「组织制度与人事」的解释能力最大；同时，「信任」亦正向影响整体组织绩效，显示「信任」为重要之关系品质因素。

Performance management contains: objective set, performance's evaluate, performance's diagnose, performance continuers improvement, performance's communication tutorship and performance's inspirit etc, in that case it's a whole process of management.

绩效管理包括绩效目标设定、绩效考核、绩效评估、绩效诊断、绩效改进、绩效沟通辅导、绩效激励等在内的一个完整的系统性管理循环过程。

"Please accept this talisman as a token of our thanks."

请收下这个护身符以表达我们的感谢。

If I have that magic, I will be more acceptable in the society.

如果我拥有那种魔法，我将更加被这个社会所容纳。