公共部门绩效管理是近年来中国公共管理学界所关注的热点问题之一。
The public administration academia of China has paid close attention to the performance management of public sectors in recent years.
这四个环节相互作用、相互影响，共同构成了集团公司部门绩效管理体系。
These four links interaction and mutual influence, constitutes a common Corporation sector performance management system.
部门绩效管理是绩效管理的一个层次，是人力资源管理工作中的一项重要工作。
Sector performance management is a level of performance management, human resources management is an important task in.
本人将多年在企业管理实践的经验进行总结、提升而形成了这篇关于部门绩效管理的文章。
I will be many years in business management, summed up the practical experience, which formed this upgrade on the sector performance management articles.
期望通过对企业集团总部部门绩效管理体系的研究，以达到改善总部绩效，强化总部功能，进而提升集团整体绩效，增强企业竞争力的目的。
The further one is to improve performance of headquarters, reinforce its function, then promote performance of whole group and enhance competing ability of enterprise.
第四，退货管理的度量与绩效预期必须在跨职能部门和整个供应链战略中协调一致。
Fourth, metrics and performance expectations for returns management must be aligned across functional areas and with overall supply chain strategy.
具备管理大型部门运营的能力，能主动积极进行资源优化配置，规划组织，分配和评估工作绩效。
Ability in managing the operation of a large department, particularly proactive resource optimization, planning, organizing, allocating and evaluating work performance.
发布催收部门员工绩效报告—鉴定（分类）并记录关键问题分布情况，并与管理层讨论员工工作质量；
Reporting Collection Operations' Quality performance – Identify and document key problem areas and discuss quality issues with management team.
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.
监督管理员工绩效评定计划，并以顾问的身份为物业各部门领导就计划的过程提供建议。
Monitors the administration of the Performance Appraisal Program and ACTS in an advisory capacity to property department heads on the process.
人力资源部门在企业中不再是扮演单纯的行政管理角色，而是要担当起为企业创造绩效的战略角色。
HR department is not only an administrative management role, but also be a strategic role to create performance for the cooperation.
经理们关注于管理员工的绩效，并协调各系的贡献用于改善部门的绩效。
Managers are focused on managing individual performance and coordinating individual contributions into effective unit performance.
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.
本文构建了一个跨部门知识管理与相关多元化企业绩效关系的理论模型。
In this paper, we build a model of relation between knowledge management and related diversification company performance.
从目的上讲，绩效管理追求的是有效绩效最大化和无效绩效最少化，最终实现企业绩效的最大化和部门与个人绩效的最优化。
The purpose of performance management is to maximum the performance of enterprises, and to optimize the performance of the department and the individual.
绩效管理作为现代公共管理学的重要内容之一，对国税部门实现科学管理具有重要的借鉴价值。
Performance management as an important part of modern public management has the reference value for the realization of a scientific management of state tax departments.
绩效管理源自私人部门，将其全盘引入公共部门存在着动机、技术、观念和制度障碍。
There are obstacles from motivations, technologies, concepts and systems, if we introduce performance management, which comes from private sectors, into public sectors completely.
然后着手分析生产部门的员工绩效特点，在此基础上分析生产部门员工绩效管理的特点。
Then set about analysing the performance characteristic of staff of the production division, analyse the characteristic of staffs performance management of production division on this basis.
最后，针对实证研究结果，提出提高我国基金绩效评价的策略，并从监管部门、基金管理公司、基金经理人和投资者角度提出建议。
At last, based on the empirical research result, labels the strategy about how to advance the fund performance appraisal in China, and makes the Suggestions for fund supervisor, manager and investor.
企业绩效管理(BPM)是一个流程，帮助企业发现他们的业务部门，财务，人力和物质资源的有效利用集。
Business performance management (BPM) is a set of processes that help businesses discover efficient use of their business units, financial, human and material resources.
在一个成熟度等级2的组织中，管理者更关注于那些影响部门绩效达成的问题。
In a Maturity Level 2 organization, managers are vigilant for any problems that hinder performance in their units.
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.
公有部门与私有部门相比具有更高的平均缺勤率，这一点说明了关部门在激励和绩效管理上的状况。
The higher average absence rates in the public sector compared with those in the private sector say much about the comparable motivation and performance management in respective sectors.
一开始关注于部门级的实践也建立了一个绩效管理的基础，这个基础能被更高等级的复杂的实践增强。
Focusing at the unit level first also establishes a foundation in managing performance that can be enhanced with more sophisticated practices at higher levels.
结合公共和私营部门的员工活动安排，通过绩效管理可以洞察一个人的业绩，以及开发平常部门的效率。
Linking activities of public and private sector employees through performance-based arrangements can give in insight into the performance of a person, as well as develop general sector efficiency.
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.
90年代以来，国内的学者和专家已开始重视企业绩效管理与绩效评价问题，一些管理部门和研究机构也进行了许多非常有益的探索。
In 1990s, domestic scholars and specialists began to pay attention to this problem, some administer departments and research institutes had probed a lot about it.
90年代以来，国内的学者和专家已开始重视企业绩效管理与绩效评价问题，一些管理部门和研究机构也进行了许多非常有益的探索。
In 1990s, domestic scholars and specialists began to pay attention to this problem, some administer departments and research institutes had probed a lot about it.
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