在进行行业经营风险分析时，标准普尔公司认为，评估的重点是在产业风险、多样化与规模和管理绩效这三方面。
To analyze the industry and management risk, Standard and Poor company think that the focal points assessed are in industry risk, diversification and scale, and management performance.
因此，如何建立一套完整的绩效评估模式，将是航空站追求营运成长与有效管理的重要基础。
Therefore, how to create a complete set of performance assessment model will be the pursuit of operating an important foundation for effective management.
绩效评估是高校衡量人力资本投入与产出比率的价值尺度及公平竞争的管理准则。
Performance assessment is a value for measuring input and output of human resources, and a management rule for fair competition.
知识团队的内部结构和工作特征造就了其在绩效管理的运行机理和评估机制上的特殊性与复杂性。
Knowledge teams' intrinsic structures and working features bring up the specialty and complexity on processing mechanism and assessing system of performance appraisal.
与传统的管理会计控制工具有所不同的是，BSC还可以用来阐明和传播企业战略，而并非仅仅用于控制行为和评估企业以往的绩效情况。
Compared with other management accounting control tools, BSC can not only control behaviors and evaluate previous performance, but also translate and communicate strategy.
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.
此外，还必须完善绩效评估机制、项目管理教育与培训机制、电子政务标准化等配套支持机制。
In addition, it's important to set up the performance evaluation mechanism, project management education and training mechanism, and standardization mechanism for E-government.
员工绩效评估是人力资源开发与管理的核心技术之一。
The staff performance appraisal is one of the key technologies in the development and management of human resources.
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.
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.
本研究结果可为证券营销人员的招募与选拔、培训与开发、绩效评估、薪酬管理、职业生涯规划等人力资源管理工作提供参考。
The result can provide a reference for human resource management such as recruiting, training and development, performance management, compensation management and career design.
并设计了绩效计划、绩效实施与管理、绩效评估与绩效反馈面谈四个步骤完整的可循环的绩效管理流程。
Through the Functional department performance system redesigned, this article tried to offer some methods for solving the problems existed in Functional department appraisal.
并设计了绩效计划、绩效实施与管理、绩效评估与绩效反馈面谈四个步骤完整的可循环的绩效管理流程。
Through the Functional department performance system redesigned, this article tried to offer some methods for solving the problems existed in Functional department appraisal.
应用推荐