第三部分，提出IEC公司人员绩效管理设计方案。
The third part of this paper presents the state-owned logistics company, IEC staff performance evaluation design.
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.
为现代高校行政管理人员绩效管理提供一些看法和见解。
For the modern university administrative staff performance management to provide some ideas and opinions.
本文主要就效能型销售人员绩效管理体系构建问题进行研究。
This thesis mainly studies about the constructing problem of performance management system of effectiveness-type salesmen.
目的 本文旨在探索护理人员绩效考评管理的有效模式和方法。
Objective To explore nursing personnel's performance assessment with the most valid mode.
本文主要研究航空企业专业技术人员绩效考评体系的构建与运作。
This thesis mainly studies how to establish and operate the performance appraisal system for the professional technical personnel of the aviation enterprises.
人力资源考核，或者说是人员绩效评估，是管理学理论中一个热门话题。
Human resource assessment, as well as human performance appraisal, has been a hot topic in management theory.
负责店铺人员招聘，入职，培训和考评，培养店铺人员绩效管理的氛围。
Be responsible for the recruitment, on-boarding, training and evaluation of the store team to drive a performance culture in the store.
第三部分分析专业技术人员绩效考评的现状，找出原有绩效考评存在的问题。
The third part analyzes performance appraisal present status for professional technicists in order to identify existing problems in the original performance appraisal system.
结论将现代信息技术引入护理人员绩效考评管理中，是新时期一个科学高效的管理模式。
Conclusion It's a highly efficient and scientific management model to bring the modern information technology into nursing personnel's performance assessment management.
论文还就管理人员绩效管理中存在的误区和主要问题进行了剖析，提出了相应的对策与建议。
Some problems and misunderstandings in the performance management are also discussed and the corresponding suggestions are proposed.
为了保证绩效管理效果的实现，论文最后还就中层管理人员绩效考评实施要点和配套措施进行了探讨。
In order to insure the realization of the purpose of the performance management, the performance evaluation implementing point and supporting measures were explored.
研发人员绩效的高低直接决定了企业的成败，但研发工作的特殊性决定了研发人员的特点与一般员工不同。
The level of R&D personnel performance directly determines the destiny of enterprises, but the specificity of R&D job lead.
本文正是针对工程设计人员绩效评估这一议题，在分析国内外员工绩效评估现有方法和模式的基础上展开研究的。
Based on the analysis of employees' performance evaluation of existing methods and models home and abroad, this paper study for the project designers' performance evaluation.
第一部分介绍了对财务人员的绩效管理必要性，以及酒店财务人员的绩效管理工作与其他行业人员绩效管理的不同。
In the first part, the article pointed out the necessity of performance management to financial staff and its difference from performance management to other departments.
原因是专案通常具独一性、复杂性、有其假设与限制，并牵涉许多不同程度的利益关系人，且专案成败取决于人员绩效。
This is because they are usually unique and complex, based on assumptions and constraints, with a range of stakeholders, and dependent on the performance of people.
负责下属日常工作安排、人员管理和对下属进行工作指导，监督和评价下属的工作表现及负责本组人员绩效评估及奖金考核。
Arrange subordinates daily work, staff management and guide subordinate, supervise and assess their performance, responsible for the performance appraisal and bonus review.
这种一对一的方式侧重的是人员的培养，教他们学会怎样提升绩效，并帮助他们把个人目标与组织目标结合起来。
This one-on-one style focuses on developing individuals, showing them how to improve their performance, and helping to connect their goals to the goals of the organization.
例如，预先设计的指示板和多维数据集帮助医疗人员跟踪手术结果和分析实践管理和临床绩效的基准。
For example, predesigned dashboards and data cubes help staff track surgical outcomes and analyze benchmarks for practice management and clinical performance.
在上面的例子中，公司总裁应该有保密的绩效和薪酬政策，并直接告诉管理人员他的薪酬将与其他员工的薪酬一起评估。
In the example above, the CEO should have had an airtight performance and compensation policy and simply told the executive that his compensation would be evaluated with everyone else's.
为了回答这些问题，大学绩效中心的研究人员从不同的来源收集了大量数据。
To answer these questions, the staff at CCAP gathers data from a variety of sources.
Mustra说：“世行本次有关物流绩效的网络调查问卷是由大型国际物流公司分发到从事贸易业务的一线人员手中的”。
The Bank’s web-based logistics survey was distributed by large international logistics companies to operational staff in the field “handling trade first hand,” says Mustra.
根对目标测量项目和组合的绩效，允许管理人员回答以下问题。
Measuring project and portfolio performance against goals (metrics) allows managers to answer questions, such as.
世卫组织的绩效取决于其工作人员。
如果放贷人员的报酬与贷款绩效挂钩的话，这种论据才可能有道理。
This argument would make sense if compensation to loan officers were tied to the performance of the loans they made.
要认识到，嫉妒是一种强有力的推动力量，许多公司通过绩效奖励来促进销售人员彼此竞争。
Understanding that envy is a powerful motivator, many organizations pit their salespeople against one another for performance rewards.
阿什·肯纳斯表示，有可能的话，可以将这些价值纳入管理人员的绩效评估。如果管理人员完成了业绩目标，却未能实现企业文化预期，那么你需要对其进行公开地批评。
When possible, build these values into managers' performance assessments and don't be afraid to make public firings when people hit their Numbers but fail to meet cultural expectations, Ashkenas says.
阿什·肯纳斯表示，有可能的话，可以将这些价值纳入管理人员的绩效评估。如果管理人员完成了业绩目标，却未能实现企业文化预期，那么你需要对其进行公开地批评。
When possible, build these values into managers' performance assessments and don't be afraid to make public firings when people hit their Numbers but fail to meet cultural expectations, Ashkenas says.
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