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.
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.
绩效技术是解决人类绩效问题的一种程序和方法。
Performance technology is a procedure and method to solve performance problems.
第五部分：总结及对绩效技术应用于高校教师评价的展望。
The fifth part: conclusion and the expectation of performance technology applying to the teaching level evaluation of college teacher.
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.
切断-边缘大学生音乐技术和声频系统的课程设计和活的绩效技术。
Cutting-edge Undergraduate courses in Music Technology and Audio System Design and Live Performance Technology.
绩效技术是一种运用系统论思想来分析、解决人类绩效问题的方法。
Performance Technology is a methodology and theory focused on analyzing, solving and evaluating human performance problems with systemic thinking.
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.
教学设计师一般喜欢绩效技术方法，即根据要解决的问题或面对的机遇来设立教学目的。
Instructional designers favor the performance technology approach, where instructional goals are set in response to problems or opportunities.
接着分析总结了绩效技术的特点、绩效技术应用到图书馆人力资源管理的可行性和应用现状。
The author studied the successful application case in the modern business management, then proposed the library human resources management based on performance technology.
现在绩效技术已经从企业管理向教育领域扩展，逐渐与教育技术相融合，其发展前景非常广阔。
Recently, performance technology has been gradually used in education. Used in combination with educational technology, performance technology has promised very broad applications in the future.
然后结合绩效技术在现代企业管理中成功应用的案例，提出了基于绩效技术的高校图书馆人力资源管理。
Based on the model of performance technology and human resources management, this thesis constructed the model of university library human resources' management based on the performance technology.
运用绩效技术对培训过程进行了系统化分析并提出了解决方案，同时设计了一个配合解决方案的EPSS。
This paper gave a systematic analysis to the training process with performance technology and a solution plan was put forward, simultaneously an EPSS matched for the plan was designed.
文章论述了绩效技术中的项目管理和项目管理的生命周期，并对权威的绩效技术项目的过程模型进行了修正和重构。
This paper discusses the PM itself and Life Cycle of Project in HPT contexts, and attempts to makes a reasonable revision and reconstruction of the authoritative HPT Project Process Model.
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.
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.
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.
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.
应用推荐