人类绩效技术，一种适用于提高个人能力的工程学方法。
Human performance technology, an engineering approach applied to improving the competence of individuals.
项目实施期间，项目受益人将分两次（第二年和第四年）对国家艾滋病事务协调局和该局所聘技术顾问的绩效进行评估。
Performance of NACA assessed by their beneficiaries and of the technical advisors within NACA twice during the project (year 2 and 4).
任何技术的目的“都应该是深化和丰富社会关系”。 Rypple公司主要生产绩效管理软件。
Any technology "should facilitate deeper, richer relationships."
鉴于诸多原因，包括上面这个，最近新的绩效评估技术得到了实验研究，这些新技术往往更加公平，在法院更站得住脚。
And this is one reason for the recent experimentation with new performance appraisal techniques which presumably will seem fairer to all involved and will be more likely to stand up in court.
对绩效技术解决问题的基本方法进行研究。
Study the basic method of solving the problem of performance technology.
推出信息系统保证的概念，并认为，信息技术在企业绩效改进的作用。
Introduces information systems assurance concepts, and considers the role of information technology in the improvement of business performance.
对于企业技术联盟而言，其绩效的测度一直引起人们的关注，但是不论是在理论上还是实践中都存在着诸多的分歧和争论。
The performance measurement field of enterprises technology alliance has been noticed for a long time. But there are many bifurcations and controversies in the theory and the practice.
当代公共行政管理，不仅关注专业技术和绩效，也重视管理服务的道德追求。
Public administration at present pays attention to. not only the professional technique and performance but also the moral pursuit.
工作嵌入可以通过对专业技术人才组织支持感受的作用去影响其工作绩效。
Professional and technical personnel's job embeddedness will affect job performance through the effect of perceived organizational support.
企业技术创新能否取得良好的绩效，在很大程度上取决于其技术创新战略的合理性和有效性。
Whether the technology innovation of enterprise can gain excellent performance or not, most lies on the rationality and effectiveness of technology innovation strategy.
进行绩效评价体系的研究对于中国的技术服务型组织有着十分重要的意义。
It is very important to study the performance evaluate in the organization of technological service in China.
能够评估企业绩效与行为的经验技术。
What techniques can be used to evaluate company performance.
学习以较高绩效运营客户联络中心的技术和知识。
Learn techniques and knowledge to manager customer contact center for higher performance.
制度连同所采用的技术通过决定交易(生产)费用去影响经济绩效。
Institutions, together with the technology employed, affect economic performance by determining transaction (production) costs.
以上这三个企业要素通过影响知识管理行为，导致知识管理的产出，并最终影响技术创新绩效。
All the three enterprise factors can affect Knowledge Behavior, then Knowledge Output and finally Technology Innovation Performance. This is a proven path.
基于这样的背景，本研究从组织角度出发，探讨企业与员工关系模式对专业技术人才工作绩效的影响过程。
On the basis of such a background, this study discusses the influence of employee-organization relationship on professional and technical personnel's job performance.
本文主要研究企业专业技术人员绩效考评体系的构建。
This thesis mainly research on performance appraisal system establish for professional technical personnel of enterprises.
实现价值管理技术的方法还是根据过去的实施结果预测未来绩效的一种手段。
The earned value management methodology also provides a means to forecast future performance based upon past performance.
IT要素除了直接影响知识管理行为外，通过直接路径的方式影响技术创新绩效。
Besides direct effect on Knowledge Behavior, IT factor has direct effect on Technology Innovation Performance.
教育绩效是绩效技术和教育技术融合的产物，正被广泛地应用于教育技术的各个领域。
Educational performance which is the offspring of performance and education technology is being broadly used in the all-fields of education technology.
企业只有依赖产品技术创新、营销渠道畅通、竞争绩效强劲，才能获得成功。
A successful enterprise depends on product innovation, better marketing channels and effective competitive performance.
本论文针对技术服务型组织的绩效评价问题进行了研究。
This paper concentrates on the performance evaluate in the organization of technological service.
研究的重点是设计一套适用的高校教师教育技术培训绩效的评价指标体系。
The key point of this research is to design the systematic evaluation index of performance.
在设计过程中采用系统的绩效考核技术——关键绩效指标法(KPI)，建立考核指标体系。
During the design, the paper USES Key performance indicators (KPI), a systematic performance appraisal skill, to set up appraisal indicators system.
绩效技术致力于寻找低成本、高效益和高效率的行为方式。
Performance-oriented technique dedicates to pursuing the behavioral mode of low cost with high benefit and high efficiency.
首先根据高新技术企业绩效的灰色特征，分析灰色关联分析在高新技术企业的适用性。
Firstly, according to the characteristics of gray performance in high-tech enterprise, analyze the applicability of gray relational in high-tech enterprise.
首先根据高新技术企业绩效的灰色特征，分析灰色关联分析在高新技术企业的适用性。
Firstly, according to the characteristics of gray performance in high-tech enterprise, analyze the applicability of gray relational in high-tech enterprise.
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