因此，基于胜任特征的绩效管理研究有着深刻的现实意义。
Therefore, the research of performance management based on competency has a profound practical significance.
但目前在中国，很少公司能认真考虑它们的绩效管理是否有效。
But at present, few companies in China can take the effectiveness of their PM measures into serious consideration.
在新经济环境下，企业已开始远离只与财务挂钩的绩效管理系统。
In the New Business Environment, companies are moving away from Performance management system linked exclusively to financial framework.
最后，针对跨国经营企业实施跨文化的绩效管理提出了对策和意见。
Finally, the author proposes the implementation of cross-cultural transnational business enterprise performance management strategy and advice.
其次，根据相关理论对JX公司的绩效管理现状进行了诊断和分析。
Thirdly, the article has resigned performance evaluation system aimed to the employees of JX Company.
负责组织公司绩效考核办法的拟定和实施；改善公司的绩效管理系统。
Responsible to organise every department ro study out the performance appraisal method and implement them, Improving the effectiveness of the performance management system.
绩效管理在企业中得到了广泛的应用，而科研机构的绩效管理却比较落后。
Performance management is applied to enterprises widely, but the performance management of scientific research institution drops behind.
第四章KPI、BSC与ANP相结合的绩效管理实践——以中国银行为例。
Chapter Four is based on the practice of performance management with KPI, BSC and ANP.
文章阐述了绩效管理的基本涵义，并提出了有效的绩效管理系统的基本框架。
This paper explains what performance management means and proposes a framework of effective performance management system.
组织整体绩效管理成功设计和实施的关键支点之一是人力资源部门的绩效管理。
Human resource department "s performance management is one of the key fulcrums that affect the successful design and implementation of organization" s whole performance management.
传统的绩效管理观念、方法和技术难以满足这一时代知识团队绩效管理的需要。
It's difficult for traditional performance management views and methods to meet the necessities of knowledge team performance management in such a knowledge economic time.
论文基于上述分析，认为基于战略目标导向的绩效管理是保险企业的必然选择。
On the basis of the above-mentioned analysis, this dissertation concludes that the strategic-target-oriented performance management is the necessary option of the insurance companies.
如何提高组织中人力资源管理系统的各项功能，有效的绩效管理是关键的一环。
How to improve the functions of human resource management system in an enterprise? Effective performance management is a key link.
组织整体绩效管理成功设计和实施的关键支点之一是人力资源部门的绩效管理。
Human resource department's performance management is one of the key fulcrums that affect the successful design and implementation of organization's whole performance management.
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.
如果我们要解决这一问题，就必须要确保开展有效的绩效管理工作，增强医疗卫生工作者提供服务的动力。
If we are to address this issue, it is critical to ensure effective performance management and increased incentives for health workers to deliver.
在建立绩效管理系统时，不能想当然地认为适合其他组织的绩效管理系统也一定适合自己的组织。
When we establish performance management systems, we can not take for granted that the performance management systems of other organizations must have also be suited for our own organization.
本文首先简要阐释了传统的绩效管理理论与方法，尤其是探讨了其相对于知识团队绩效管理的理论缺口。
Firstly, this paper briefly reviews the traditional performance management theories and methods, especially the theories gap when it is used in knowledge team management.
第三部分对营口港实业公司的绩效管理情况进行了较为详细的介绍和分析，剖析了其存在的问题及原因。
In the third part the present situation of performance management in Yingkou Port Industry Company is introduced and analysis in details, the problems existed in it and its reasons are taken apart.
在掌握第一手资料的基础上对公司的绩效管理现状进行分析，使得绩效管理体系的设计方案具有针对性。
Analyze the current situation of company's performance management on the basis of mastering the first hand materials to make the design plan of performance management system have focalization.
设计平衡计分卡的目的就是要建立“实现战略制导”的绩效管理系统，从而保证企业战略得到有效的执行。
The purpose of designing a balanced scorecard is to establish a performance management system to achieve the strategic guidance, so as to ensure the effective implementation of corporate strategy.
作为管理理论的实践者，能否为企业找到适合于自身实际的绩效管理理论与方法，将决定企业的成败与存亡。
As the practicer of management theory, whether can the enterprises find management theory and the method which suits to their own actual practice, will decide the success or failure.
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.
营销资源管理功能通常包括市场营销规划和预算编制，优化营销预算，营销活动的绩效管理和工作流程和协作。
Marketing Resource management capabilities typically include marketing planning and budgeting, marketing budget optimization, marketing performance management and campaign workflow and collaboration.
但是，传统的绩效管理对象往往侧重于企业中层和部门，而对企业战略的最终执行者——一线员工却常常被忽略。
But traditional performance management objects are mainly includes middle-level and branches of enterprise. The employees, who are the final executors of enterprise stratagem, are always omitted.
本文力求理论结合实际，通过分析案例，深度挖掘基层电网企业的绩效管理普遍性问题，并做出相应的优化措施。
This article combines the practical theory with the cases, searches the universality problem of the grass-roots power grid enterprise in-depth, and makes the preferable measure.
本文力求理论结合实际，通过分析案例，深度挖掘基层电网企业的绩效管理普遍性问题，并做出相应的优化措施。
This article combines the practical theory with the cases, searches the universality problem of the grass-roots power grid enterprise in-depth, and makes the preferable measure.
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