查询词典 performance appraisal

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。

With the progressing of Reform in China, state-owned enterprises, as the main part of economy, is developing its own Performance Appraisal System. However, we have to recognize that the present Performance Appraisal System is still imperfect, which contains dozens of defects and illogic.

近年来，作为我国经济主体的国有企业随着改革的深入进行，业绩考核体系也在不断地发展和进步，但现阶段的国有企业业绩考核体系仍不完善，在设计方面有很多的弊病和不合理的地方。

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。

In view of the management strategy of Publishing House A and its present human resource management situation, which is characterized by human resource department still functioning mostly in just giving advice, organization structure unadaptable to the companys development strategy, lack of systematic personnel training, short of viable performance appraisal system, unsound motivation of compensation system, the author, by using the theories and methods of the subjects such as human resource management, organization behavior, accounting, strategy management, investigation and data analysis and statistics, brings forward 6 human resource strategies: to establish human resources management type playing strategic guidance, to change the organization structure from a decentralized line-of-business organization structure to amatrix one, to establish a learning organization, a scientific performance appraisal system, an all-round motivation mechanism and a human resources precaution and alarm system.

本文根据A出版社的经营战略，针对A出版社人力资源部门的作用仍然停留在职能、参谋部门；组织结构不能适应组织的总体战略要求；培训体系尚不完善；缺乏一套切实可行的绩效考核体系；薪酬体系的激励作用不明显的实际情况，运用人力资源管理、组织行为学、会计学、战略管理学、调查与数据分析、统计学等其他边沿学科理论和方法，笔者提出了六条人力资源战略：建立战略导向型人力资源管理；直线职能制组织结构向矩阵式组织结构的转变；建立学习型组织；建立科学的绩效考核体系；建立全方位的激励机制；建立人力资源预警系统。

Finally, according to the analysis of the results of evaluation, 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 coordinate, which intuitionally reflects the reason why professional technical personnel's performance forms and put forward the relevant thinking of management.

最后对该公司专业技术人员绩效考评结果进行系统分析和运用，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，指出绩效考评体系存在的难点及解决对策。

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。

This paper has been selected three colleges include Anqing Teachers College, Fuyang Normal college and Huaibei Cole Coal Industry Teachers College in Anhui Province as a sample, on the basis of performance management and satisfaction research'results, according to the attitude of the worker with a professional appraisal practice and the performance management experts, scholars, designed the investigable questionnaire on the local colleges performance appraisal satisfaction , ins pected satisfaction conditions.

本文选取了安徽省安庆市、阜阳市、淮北市三个地方高等师范院校作为样本，在已有研究的基础上，根据绩效管理研究成果和工作满意度研究成果，结合了专业从事考核工作的人力资源管理从业者的意见，以及绩效管理方面专家、学者的意见，设计了地方高师院校绩效考核满意度调查问卷。

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。

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。

As to the domestic external risks: suggest that we should change government's way of performance appraisal, re-clarify the edge of government's economic function, and set the maintaining of financial stability and safety as one important appraisal criteria; change the National People\'s Congress-centered legislative committee into Constitution court, monitoring government's operation and unconstitutional acts, and maintain the constitutional order and dignity; set up financial court to handle financial cases, re-explain the priority of mortgage debt, and strengthen the protection of financial debt; make full use of the power of social organization and media, regulate and improve the information disclosure of financial institutions regularly.

在应对国内外部风险时：建议改变政府的绩效考核目标方式，重新界定政府经济职能的边界，将维护金融稳定与安全作为重要考核指标；适当时候成立宪法法院，监督政府施政行为和违宪行为，维护宪法秩序和尊严；设立金融法院，集中审理与金融有关的案件，重新解释抵押债权的优先顺序，强化金融债权保护；发挥社会组织、媒体的监督作用，明确规定和不断提高金融机构的信息透明度。

However, as the name（read－only memory）implies, CD disks cannot be written onorchanged in any way.

然而，正如其名字所指出的那样，CD盘不能写，也不能用任何方式改变其内容。

Galvanizes steel pallet is mainly export which suits standard packing of European Union, the North America. galvanizes steel pallet is suitable to heavy rack. Pallet surface can design plate type, corrugated and the gap form, satisfies the different requirements.

镀锌钢托盘多用于出口，替代木托盘，免薰蒸，符合欧盟、北美各国对出口货物包装材料的法令要求；喷涂钢托盘适用于重载上货架之用，托盘表面根据需要制作成平板状、波纹状及间隔形式，满足不同的使用要求。