1) performance system
绩效系统
2) performance measurement system
绩效评价系统
1.
Adapting the changing needs of the customers and linking with enterprise competitive strategy,a model of framework of performance measurement system for the networked manufacturing oriented agile enterprise was established based on the enterprise modeling architecture.
基于企业建模框架,运用系统的方法,建立了面向网络化制造的敏捷企业绩效评价系统模型框架,以指导敏捷企业建立面向顾客需求、与企业竞争战略相关联的绩效评价系统。
2.
The manufacturing performance measurement system and measurement of throughput were introduced for manufacturing enterprises.
面向制造业企业,引入制造绩效指标评价体系和生产能力测量,并在此基础上提出了制造绩效测量系统的概念设计及基于流程分析的制造绩效评价系统模型,在系统的 3 个层次上分别设计了绩效指标群、网络层及协议层的指标,分析了网络层中评价指标间的交互关系,并提出协议层中各个绩效指标的测量和报告规范。
3) performance evaluation system
绩效评价系统
1.
Thebalance scorecard and theEconomic Value Added (EVA) of economy are twokinds ofnew performance evaluation methods in 20 centuries, the text is in the foundation that analyzed the balance scorecard and economy to in- crease the value, establishing a kind of new performance evaluation system, building up the EVA Balance scorecard, and build the index of EVA Balance scorecard .
绩效评价是现代人力资源管理的核心,平衡计分卡及经济增加值(EVA,EconomicValueAdded)是20世纪诞生的两种新的业绩评价方法,本文在分析平衡计分卡与经济增加值的基础上,提出了一种新型的绩效评价系统——EVA综合计分卡绩效评价体系,并确定了EVA综合计分卡评价体系中的相关业绩评价指标。
2.
The key evaluation contents of the strategic performance evaluation system that pays attention to strategic management, dynamic real-time process reflection, non-financing indexes, knowledge and intelligence capitals and requests of the benefit-r.
探讨了传统绩效评价的局限性 ;构建了不确定性复杂动态竞争环境下 ,注重战略管理、动态实时过程反映、非财务指标、知识与智力资本以及利益相关者要求的战略性绩效评价系统的核心评价内
3.
Pointed out the flaws and shortcomings of traditional performance evaluation systems,proposed a basic thinking to construct a performance evaluation system based on strategic management,and summed up the advantages and disadvantages of this system after using it in K Company.
通过对传统的企业绩效评价系统进行分析,指出了传统的企业绩效评价系统的局限性和缺陷,提出了构建基于战略管理的绩效评价系统的基本思路,并对该系统在K公司的运用进行了总结。
4) the supervision system of achievement
绩效监管系统
5) performance appraisal system
绩效考核系统
1.
Considering the practical situation of performance management in power plants, a new performance appraisal system was developed to evaluate the all-around operators and the personnel in spot inspection and regular maintenance.
针对当前电力企业正在积极推进机组绩效管理的实际情况,开发了新型的电厂运行全能值班与设备点检定修绩效考核系统。
6) performance evaluation system
绩效考核系统
1.
Based on the practice and requirement of commercial bank, this paper develops the bank counter-employee performance evaluation system and designs a simple MVC framework.
结合商业银行信息化建设的实践和需求,采用J2EE中JSP,Servlet,EJB等技术,基于MVC的设计思想,系统设计了一套简单的MVC程序框架,开发了基于J2EE/MVC设计模式的银行柜员绩效考核系统。
补充资料：高绩效组织
高绩效组织：技术创新与冒险，重视学习，设计工作去要求许多技能，组织跨部门团队，以援助者与训练者的角色来代替管理者的角色，能够为员工的表现提供回馈，只有极少的管理阶层，让每一位成员都接近客户，能够提升应变力与平衡力，能夠支付与表现相称的酬劳，将企业有关的资讯与全体员工共享，规划资讯系统以支持团队工作，做到社会面与技术面的平衡。
说明：补充资料仅用于学习参考，请勿用于其它任何用途。
参考词条