1) Macroscopic Performance Evaluation
宏观绩效评价
3) objective performance appraisal
主观绩效评价
1.
This article adopts the classical Agent Model to analyze the optimal coefficient of incentive based on the objective performance appraisal and the subjective performance appraisal respectively, and then probes into the micro-mechanism of the performance appraisal system.
本文在分析经典代理模型基础上,分别基于客观绩效评价和主观绩效评价分析了企业最优激励及其组合, 并探讨了企业绩效评价系统设计的微观机理。
4) subjective performance appraisal
客观绩效评价
1.
This article adopts the classical Agent Model to analyze the optimal coefficient of incentive based on the objective performance appraisal and the subjective performance appraisal respectively, and then probes into the micro-mechanism of the performance appraisal system.
本文在分析经典代理模型基础上,分别基于客观绩效评价和主观绩效评价分析了企业最优激励及其组合, 并探讨了企业绩效评价系统设计的微观机理。
5) macroscopic evaluation
宏观评价
1.
According to the macroscopic evaluation on the operation of agricultural economy in Yanbian district from 1997 to 2001 ,the slow step of the adjustment of agricultural structure, unreasonable structure of farmers income,sustainable growth of rurally total cost and greatly different development of regional village were main obstacles of the agric.
根据对延边农业1997～2001年间的运行所做的宏观评价,本研究认为农业结构调整步伐迟缓、农业收入结构不合理、农村总费用持续增长、地区间农村发展差异大等是延边农业经济发展的主要障碍。
2.
Index system for Shanghai highway network safety macroscopic evaluation is established from the perspective of road safety system engineering.
从道路交通安全系统工程的角度,构建了上海市公路网安全宏观评价指标体系。
6) performance evaluation
绩效评价
1.
Considerations on the performance evaluation of tobacco industry;
关于烟草行业经营绩效评价的思考
2.
Comprehensive performance evaluation system for green building;
绿色建筑系统的综合绩效评价
3.
Research on manager performance evaluation model based on AHP and degree of gray incidence;
基于AHP和灰色关联度的管理人员绩效评价模型研究
补充资料：绩效评价
绩效评价是企业管理和提高生产力的重要手段和工具，是一种监督手段，也是一种激励手段， 它本身是对计划、任务执行情况的检查监督，同时一般也会与各种利益挂钩，因此具有激励作用。
绩效评价具有很大的导向性
和行为的预期性，不是简单的%26#8220;秋后算账%26#8221;，它实际上评价的结果，将直接影响到下一轮的工作行为甚至行为的价值取向。如果绩效评价不当将产生严重的后果。如果缺乏公正，甚至打击了先进，保护了后进，奖励了错误，不仅可能立即引起矛盾，而且使以后的管理工作更加难以开展，甚至会形成直接的反对和间接的对抗，形成企业的不良习气。
总之，绩效评价是一种科学的过程， 因此要有科学的态度和科学全面的评价方法。
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