查询词典 performance evaluation

As the uncertainty of business operating performance evaluation, we should try to assess and analyze the operating performance on Chinese real estate business with the gray clustering evaluation methods in 2008. The results show that the key indicators affecting the results of the real estate business performance evaluation is current asset turnover, debt to assets ratio and sales growth.

由于企业经营业绩的评价具有不确定性，运用灰色聚类评估方法对我国房地产企业2008年的经营业绩进行评价，并进行比较分析，结果显示：影响房地产企业经营业绩评价的主要指标是流动资产周转率、资产负债率和营业增长率。

This dissertation applies Balanced Scorecard to the performance evaluation system of our country and according to the facts of our country, the paper make some modification such as revising some financial evaluation index, adding employee evaluation block and so on. The dissertation brings forward a new evaluation system of company performance based on BSC to ensure the scientific decision for company and enhance the companys performance.

本论文将Balanced Scorecard引进我国的企业效绩评价系统，并根据我国的实际情况加以改进，修改了部分非财务评价指标，增加了员工评价指标模块，提出了适于我国国情的基于BSC的企业效绩评价系统，以保证企业决策的科学性，提高企业的经营效绩。

Of course it is very discommodious. Based on previous studies of the application software to calculation on properties of smoke flow in fire Network Modeling and the time forecast software of personal evacuate travel in high-rise building, according to the quality and energy conservation principle, the paper proposes fire flue gas temperature when the fire reaching a dangerous state in the network model, then evacuation time can be calculated. Simultaneity, the paper proposes a new method that combining VB with MATLAB program technology to analyze and evaluate safety egress in Multi-layer and Multi-room building fire, besides the BF-SPES(the Building Fire Safety Performance Evaluation System)is worked out.

本文在重庆大学开发成功的火灾网络模型烟气流动预测软件和高层建筑人员疏散行动时间预测软件的基础上，根据质量和能量守恒原理，提出了火灾网络模型下火灾达到危险状态的烟气温度值，这样便能计算出可用安全疏散时间；同时提出了一种基于VB与MATLAB混合语言编程技术开发的多层多室建筑火灾安全疏散评估方法，并开发出建筑物火灾安全性能评价系统BF-SPES(the Building Fire Safety Performance Evaluation System)。

First, we research and discover the problems of employee's performance evaluation: the contents and standard of results evaluation, principal and period, the appliance of evaluation performance. The standard of performance evaluation isn't unification, overmany evaluation principal and overmuch evaluation period make more difficulties in the process of the evaluation, and the appliance of evaluation result isn't perfect. Then we analysis these problems and give our suggestion,confirm the Key Performance Indicators as the foundation of the evaluation.

首先通过实地调查和研究，发现吉林市烟草公司员工绩效考评的问题，分别从绩效考评的内容和标准、考评主体、绩效考评周期和考评结果应用等几个方面进行分析，发现存在以下一些问题：没有统一的考评标准，考评主体多不便于考核实施，考评周期过于频繁，考评结果应用上力度不够等；在分析的基础上形成咨询建议：确定关键业绩指标考评基础，逐渐形成基于KPI的员工绩效考评方案。

This paper, through analyzing the influence factors of performance evaluation of human resource management in performance evaluation of human resource management in project, ascertains the index system of performance evaluation, designs the procedures of appraisal, and evaluates the performance of human resource management in project completely.

通过对项目中人力资源管理绩效评价的影响因素的分析，确定绩效评价指标体系，设计考评步骤，对项目实施中人力资源管理的绩效进行完整评价。

Based on how various national and international performance evaluation systems be used in cooperation, and after introducing of various performance evaluation systems, analyzing the advantage and disadvantage of each system, especially introducing the advantage and disadvantage of balance scoring card, economic added value, performance evaluation guide inside cooperation and other evaluation system, meanwhile, reviewing the performance evaluation systems used by Yingkou Port in the past, introducing the performance evaluation system used by Yingkou Port at present, this article is to design a new performance evaluation system for Yingkou Port after disusing and referencing above systems.

本文围绕当前国内和国外的各种业绩评价方法如何用于企业集团的绩效评价，通过对各种评价方法予以介绍，并对其特征和优缺点进行分析，尤其是介绍平衡计分卡、经济增加值、企业集团内部效绩评价指导意见等评价方式的优缺点，并对营口港沿用的业绩评价方法进行回顾，介绍营口港现有的业绩评价方法，来探讨借鉴各评价方法来重新改进营口港业绩评价体系。

In the paper, a comparatively scientific, systematic and rationale performance evaluation system in service-oriented government is put forward, which would provide academic reference for government reform and construction of service-oriented government, present new views and new angle for the research on government performance evaluation theories. It is benefit for richening the theories to perfect the practice of performance evaluation, and supporting the constructing of harmonious society of socialism, and put the conception of scientific development into effect all round.

本文的研究提出了较为科学、系统、合理的服务型政府绩效评估体系，为推进我国政府管理体制改革和服务型政府建设提供理论参考，为推进我国政府体制改革与政府绩效评估的理论研究提供新的视角和观点，有利于为我国政府绩效评估实践的完善及其推进提供必要的理论储备，从而为建设社会主义和谐社会、全面贯彻和落实科学发展观与正确的政绩观，提供必要的政府配套改革支持。

This text proceeds with intension of government performance management of government and performance evaluation, has explained meaning of performance management of government, standard and value orientation of performance evaluation; has summered history and current situation of performance management of government in the West, and has analyzed the characteristic of performance management of government in the West; has analyzed predicament of performance management of government, and expounded improvement tactics pointedly; On the basis of discussing the necessity, research and existing problems of implementing performance management of our government, has explained how to structure the performance administrative system of our government , think that it should include structure principle , system platform and evaluation system, put forward implementing tactics of the performance management of our government finally.

本文从政府绩效管理及绩效评估的内涵入手，阐述了政府绩效管理的意义、绩效评估的标准及价值取向；对政府绩效管理在西方的历史和现状进行了概述，并分析了西方政府绩效管理的特点；就政府绩效管理的困境进行了分析，并有针对性地提出了改进策略；在论述了我国政府绩效管理的必要性、探索及存在的问题的基础上，阐述了如何构建我国的政府绩效管理体系的设想，认为应该包括确立构建原则、制度平台及评估体系，最后提出了我国政府绩效管理的推行策略。

In fact, the process of performance evaluation is also important, as it directly decides the competitive developments and the future performance of the enterprise level, so this paper increases some parts of process performance evaluation whiling constructing the performance evaluation system.

其实，对绩效的形成过程进行评价也很重要，因为它直接决定企业将来的竞争势态和绩效水平，所以，本文在构建绩效评价指标体系时增加了大量过程绩效评价的内容。

The majority of the literatures about the measurement of knowledge management favors to the performance evaluation, however there are many disadvantages about the performance evaluation of knowledge management. Therefore this paper choses the level evaluation of knowledge management instead of the performance evaluation as the research direction.

但是分析已有的知识管理测度方面的文献，发现大部分研究偏重于知识管理的绩效测度，然而绩效测度并不是知识管理的全部直接成果，具有滞后性，不利于企业的日常管理，所以本文在绩效测度和水平测度之间选择了知识管理的水平测度作为研究的方向。

It goes back to what I told you...

现在回到我告诉过你的。。。

With a supporter in Mr Charest and an admirer in Mr Dumont, Mr Harper may be encouraged to call an election himself.

由于在沙雷那边有个支持者，杜蒙那边有个崇拜者，鼓励哈珀为自己举行一次选举。