有些绩效评估要求主管采取行动。
Some performance evaluations require supervisors to take action.
主管应该认可员工的高绩效，这样员工才能继续在未来有良好的表现。
Supervisors should acknowledge high performance so that the employee will continue to perform well in the future.
若公司主管能以团队成就而非个人绩效来奖励员工，那么这一动力就将更强。
And when managers reward employees for teamwork over individual performance, this motivation becomes that much stronger.
往往由于错误的第一印象造成新员工短期内离职或工作绩效不佳，公司认为单位主管应适当介绍新进员工认识他们的工作。
As early turnover and poor performance are frequently the result of wrong first impressions, the Company looks to its supervisory staff for a proper introduction of new employees to their jobs.
你将在实习初期与你的主管经理共同设定实习目标，并参加中期和终期的绩效考核。
You will set objectives with your manager at the start of the program and participate in a mid-term and final performance review.
进行绩效考核，考核者除了员工的主管外，法律或规章制度并没有禁止多源考核。
There are no prohibitions in law or regulation against using a variety of rating sources, in addition to the employee's supervisor, for assessing performance.
与你的直属主管一起进行年中绩效回顾。建议每季度一次，但至少每半年一次。
During the year to review your performance with your team leader. Aim to do this every quarter but at least once each half year.
中央部门和行业主管部门在评价绩效中的作用是什么？
What are the roles of central and line ministries in assessing performance?
人力资源部绩效考核调薪争议协调员将安排听证会的日期和时间，同时也会通知该员工和主管的代表有关听证会的日期和时间。
The Human Resources Performance Pay Dispute Coordinator will set the date and time of the hearing and the employee and management representative will be notified of the date and time of the hearing.
管理员工档案，包括紧急联系人、健康记录、绩效评估以及由部门主管和经理提供的个人表现记录。
Maintain personnel files including employee emergency contact and health information, performance evaluations, and documentation of all merits and demeanors as communicated by managers and directors.
因而，行政主管、经理以及组织的普通员工无不对提高企业绩效和盈利能力的办法进行探讨。
Therefore, executives, managers, and organization staff members universally explore ways to improve business results and profitability.
而主管人际能力是威权恐惧性沉默与工作绩效和离职意向之间的调节变数。
The supervisor's people skill posses modulating effect to "Worry-Recovery Silence" with job performance, but without job satisfaction.
高阶主管应确保已向员工沟通与HSF政策及执行相关之绩效与议题。
Top management shall ensure that the organization's personnel are informed of performance effectiveness and issues as relate to the HSF policies and execution plan.
主管承诺对工作绩效、工作满意度有显著的正向影响，对离职意向有显著的负向影响。
There is a positive correlation between supervisory commitment and them. 3. Supervisory commitment significantly influences job satisfaction, self-rating performance, turnover intention.
采用问卷调查法，检验主管认知信任与情感信任对员工行为及绩效影响的双路径模型。
The results indicated that ability to focus fully mediated the relation between cognition-based trust in supervisors and employee's task performance and OCB.
它是一种周期性检讨与评估员工工作表现的绩效管理系统，是指主管或相关人员对员工的工作做系统的评价。
It is a periodic review and evaluation of staff performance management system which is in charge of or related personnel to staff the systematic evaluation of the work done.
员工主管承诺与员工的工作满意度和工作绩效有显著的正相关，与离职意向有显著的负相关。
Supervisory commitment was positively related to job satisfaction, and job performance. It was negatively related to turnover intention.
我已经浏览，并与我的主管讨论过绩效评估的内容。
我已经浏览，并与我的主管讨论过绩效评估的内容。
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