作者将深入分析领导力理论并且就员工积极性和效率性而言，评估它们如何影响员工的工作绩效的。
I will be looking into the theories of leadership and assessing how they affect the work performance of employees, in terms of motivation and efficiency.
第四部分，对员工绩效管理系统设计的基础工作，即目标管理与工作分析，进行论述。
The fourth part discusses the element tasks of staff performance management system, including management by objectives and job analysis.
基于工作分析的绩效考核体系研究。
Research on Job Analysis-based Performance Appraisal System.
即培训管理系统必须要与企业的工作分析、员工考核、绩效评估、薪酬与岗位异动等系统紧密联系起来。
That means the system of enterprise training and management is closely connected with the systems of job analysis, employees assess, performance evaluation, salary and job change.
分析和评价雇员的工作绩效是人力资源理论和实践的一个关键问题。
To analyze and evaluate the employee job performance is a key issue in both the academic and the practice fields.
得出以客户经理岗位工作分析为基础的以关键指标体系，以目标管理为核心的绩效评价指标体系。
The system after research is with Sales Manager working analysis as the key index, and with the target management as the core.
进而重点分析态度与工作绩效的关系。
Then I concentrated on analyzing the relationship between attitudes and work achievements and efficiency.
通过路径分析发现，职业高原会导致离职倾向的增加，对工作绩效的影响却没有达到显著性水平。
Career plateau has significant positive relationship with turnover intention, while the relationship with work performance is not significant.
传统的供给链绩效评价指标体系方法需要具体分析整个指标体系的所有指标，涉及工作量大、过程复杂、实用性差。
The traditional supply chain performance indicator system method must analysis all the indicators, which has a huge workload, a complex process, and a little practicability.
并分析了控制点对于工作压力和工作绩效相关性的调节作用。
The adjustment of locus of control to the correlation between work stress and work performance is analyzed too.
它分别为人力资源管理活动的工作分析，人员招聘，员工培训，绩效管理以及员工职业生涯规划等各个板块提供了强有力的依据。
It was human resources management activities of the analysis, staff recruitment, staff training, performance management, career planning, as well as staff in various segment provides a strong basis.
最后以相关分析和回归分析来探讨工作满足与工作绩效之间的关系。
At last the correlate analysis and regression analysis are use to examine the relations of job satisfaction and job efficiency.
绩效管理模式的设计中，有效的运用了工作分析法。
In the design of performance management manners, job analysis methods are applied effectively.
用相关分析来判断工作满意度及各因子是否与工作绩效和离职倾向存在相关关系；
Using correlation analysis to test the existence of correlation between job satisfaction and its'factors and job performance and turnover intention.
就组织公平、组织承诺和工作绩效之间的关系进行理论分析，并提出研究假设和实证模型。
Through studying the relationship between organizational justice, organizational commitment and job performance, put forward the hypothesis and empirical model.
用层次分析法确定了指标体系中各因素的权重，建立了装备管理工作绩效综合评价模型；旨在探索对装备管理工作的绩效进行量化分析的方法。
Then the fuzzy synthetic evaluating model of equipment management is established in order to explore a quantitive method to analyze efficiency of equipment management.
并从岗位工作分析，进行绩效辅导与沟通，实施绩效评估等方面提出了改进高校绩效管理的对策。
And job analysis, coaching and communication, performance evaluation, put forward the improvement Countermeasures of performance management in colleges and universities.
本文将以企业销售人员为代表，采用实证研究方法来分析企业销售人员的工作家庭冲突对工作满意度、工作绩效的影响。
This study takes sales employees as sample, takes empirical research methods to analyze the effect of work family conflict on job satisfaction and job performance.
本文将以企业销售人员为代表，采用实证研究方法来分析企业销售人员的工作家庭冲突对工作满意度、工作绩效的影响。
This study takes sales employees as sample, takes empirical research methods to analyze the effect of work family conflict on job satisfaction and job performance.
应用推荐