1) Absolute Performance Evaluation
绝对绩效评价
2) 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
3) achievement evaluation
绩效评价
1.
Experience of the Achievement Evaluation System About Clinician;
临床医师绩效评价系统应用体会
2.
Application of AHP to the achievement evaluation of salesmen under the environment of coordinated commercial affairs;
AHP在协同商务环境下销售商绩效评价中的应用
3.
The paper proposes a method of achievement evaluation-intensifying target management.
文章提出了"纵深化目标管理"的绩效评价方法,设计了团队目标管理考核与个人目标管理考核相结合的绩效考核体系,使团队考核与个人考核有机地结合起来,为选煤企业科学合理地搞好内部薪酬分配打下了基础。
4) performance appraisal
绩效评价
1.
Construction of overall performance appraisal model for green supply chain;
绿色供应链整体绩效评价模型的构建
2.
The performance appraisal indicator system of public general hospitals based on balanced scorecard;
基于平衡计分卡的公立医院绩效评价指标体系
3.
Discussion on training of head nurses from results of their performance appraisal;
从护士长工作绩效评价谈对护士长的培养
5) Performance assessment
绩效评价
1.
Performance assessment of hospital contrast to the model nurse election;
开展明星护士评选前后医院绩效评价
2.
Performance Assessment of Controlling Tuberculosis at Bao an District in Shenzhen;
深圳市宝安区全人口肺结核病控制绩效评价
3.
Study on Performance Assessment Indicator System of Community Health Service;
社区卫生服务绩效评价指标体系研究
6) Performance measurement
绩效评价
1.
Study on performance measurement system for supply chain based on coordination;
基于协调的供应链绩效评价指标体系研究
2.
Web-based integrated dynamic performance measurement system;
基于Web的集成化动态企业绩效评价系统框架
3.
A study of enterprise performance measurement system based on BSC under the condition of ERP;
ERP环境下基于BSC的企业绩效评价体系的研究
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