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.
绩效管理是管理者用来确保员工的工作行为和工作成果与组织目标保持一致的过程。
Performance management is the manager to ensure that their staff work behavior and work outcomes consistent with the process of organizational goals.
定期进行绩效考核和目标设定，定期沟通和总结，致力于人员管理的持续改进。
Perform KPI and target setting regularly, keep communicating and summarizing regularly, focus on continuous improvement about staff management.
绩效管理的理论基础是系统管理理论、目标管理理论和员工激励理论。
The theoretical base of performance management is system management theory, target management theory, and employee actuation theory.
绩效： – 经由最具效率的渠道到达至目标客户群体–具备适用于客户购买流程以及业务问题的讯息和方案? ?信息及分析工具识别，开发和管理其中的最佳机遇。
With messages and approaches appropriate to the customer's buying process and business problems ? Information and analytical tools ? Identify, develop and manage their best opportunities.
具备制订岗位要求，设计工作流程，和优秀的目标管理、绩效管理能力。
With the development requirements of the posts, design work flow, and excellent management by objectives, performance management capacity.
企业的绩效管理包括：绩效考查、绩效控制、绩效反馈、绩效运用和目标管理五个维度。
The performance manage includes five dimensions: performance examination, performance control, performance feedback, performance application and objective management.
绩效管理是指各种活动，确保组织达到其目标有效(奥斯马尼和maliqi, 2012)。
Performance management refers to all kinds of activities that make sure that an organization reaches its objectives effectively (Osmani and Maliqi, 2012).
如何提高企业绩效水平，打造企业的核心竞争力成为摆在企业管理者面前的一个重要问题和目标。
How to improve enterprise performance level and create the core competitiveness of enterprises facing enterprise managers to become a major issue before and objectives.
绩效管理是人力资源管理的核心，在实现组织的愿景规划和战略目标中起着举足轻重的作用。
Performance management was core part of human resource management. It could help hospital to achieve its vision and strategy.
绩效考核是企业组织进行管理、决策和控制的重要手段，是提高管理效率，实现长远战略目标的重要保证。
Performance appraisal is an enterprise organization and management, decision-making and control in improving management efficiency, achieving an important guarantee for long-term strategic goals.
雇员和管理者共同确定具体的绩效目标。
Specific performance goals are jointly determined by employees and managers.
绩效管理的最终目标是充分开发和利用每个员工的资源来提高组织绩效，即通过提高员工的绩效达到改善组织绩效的目的。
The ultimate goal of the performance management is to fully utilize and make use of the resources of each staff to improve the organizational performance.
绩效管理作为人力资源管理的一个环节和功能，不仅是实现战略目标的有效控制工具，更是实现整个企业系统优化的工具。
As a key link for human resource management, performance management is not only a control tool to achieve strategy object but also a tool to systematize firms 'function.
在管理体制上，公司坚持以iso 9001： 2000和5s为主轴，目标管理和绩效管理为两翼，保护客户和员工的利益。
In management system, the company adhere to the ISO9001:2000 and 5s for spindle, target management and performance management for the wing and protect the interests of our customers and employees.
本文根据绩效管理体系架构，重点研究了绩效目标体系和绩效管理过程。
According to the Performance management system structure, the thesis pay more attention to Performance target system and the process of Performance management.
本文根据绩效管理体系架构，重点研究了绩效目标体系和绩效管理过程。
According to the Performance management system structure, the thesis pay more attention to Performance target system and the process of Performance management.
应用推荐