评估环节 meaning in English
links of evaluation
Examples
- Therefore , this thesis has done the research on the evaluation of human capital contribution , which is the most important step of this kind of contribution
因此,本文针对人力资本出资中最关键的评估环节,进行了一些法学思考。 - What ' s more , the fuzzy mathematical theory and grey system theory are used to the evaluate quantitative index and qualitative index in evaluating process , which aims at more reasonable , scientific and satisfactory results in practical application
在绩效评估环节，采用了模糊数学理论和灰色系统理论对定量指标和定性指标进行评估，使得考核结果更加科学合理，并在实践中取得了良好效果。 - This article includes five partspart one , introduction . it advances the realistic meaning to research the training . lt explains the training is important to develop the company . part two , the sustaining theory . for searching theory according , it clarity the nucleus content of the training theory . part three . the experience of the training . lt introduces the experience of the training in haier company and sony company . and gains a good deal of enlightenment from the experience . part four , the training management actuality in soda company . lt finds the main problems existing after analyzing the actuality of the training in soda company . part five , countermeasure . it uses the knowledge related to many subjects such as human resource management studies to analyze existent problem about the training . the new training system consists of need investment , target decision , planing , implement and results appraisement . lt starts with requirement analysis and futilizes appraisement , emphasizes the training requirements and the training results
第四部分阐述纯碱厂培训现状。分析该厂培训现状，总结了在培训过程中存在的主要问题。第五部分运用人力资源管理学、管理学等多个学科的知识，建立了由培训需求调查、目标确定、培训实施、效果评估环节组成的员工培训体系，从强化培训需求分析入手，引入了培训效果的评估，强调按照需求进行培训和注重培训效果的理念，提出了培训管理模式，这对该厂下一步开展培训具有十分重要的现实意义。 - The article thinks : in term of expecting the theory in the performance goal - setting link , put forward goal should concrete , degree of difficulty proper , what staff accept principle and view ; in performance manage implement link should go on constant performance link up ; in performance assess link disappearance and fairness issue of degree research to come assessing separately , comprehension and fairness that should guarantee to be assessed ; in encourage link understand staffs behavior from elimination of the last one , position adjustment and the salary adjustment
文章认为:绩效目标设定环节中从期望理论的角度，提出了目标应当是具体的、难度适当的、被员工所接受的等原则和观点;绩效管理实施环节中，应该进行持续不断地绩效沟通;绩效评估环节中分别从评估维度的缺失和公平性问题来展开研究，应保证评估的全面性和公平性;正负激励环节中从末位淘汰与职位调整以及薪酬调整的视角解读员工行为。 - In part , the section of analysis and evaluation of requirements puts forward the analytical method of requirements , the evaluating criterion of requirements weightiness and the evaluating method of the meeting degree of requirements . and the section of analysis and evaluation of implementing conditions , software - selecting and risks respectively designs corresponding evaluation index and its system . the section of analysis and evaluation of risks establishs model of inside and outside relations of implementing erp and of risk - evaluating
本文的创新体现在：在总体方面建立了一套较为系统、完整、独特的项目评估体系；在分项评估方面，管理需求的分析与评估环节提出了分析需求的方法、评估需求重要性的原则及评估需求满足程度的方法；实施条件、选型、风险的分析与评估环节，建立了相应的评估指标体系，提出了相应的评估指标；风险的分析与评估环节还建立了erp系统实施内外关系模型和风险评估模型。