Classify monitoring as ex - project monitoring , monitoring in execution and post - project monitoring . classify evaluation as ex - project evaluation , middle project evaluation , accomplished project evaluation , post - project evaluation ; content of every kind of m & e is analyzed and index system for m & e is laid out 把农业项目的监测分为项目前监测、项目实施监测和项目后监测；把农业项目的评价分为项目前工作评价、项目中期评价、项目完工评价和项目后评价。
The human resources management transforms the current management into the strategic management . how to design the scientific and reasonable salary and welfare , how to attract and stay the talents are the key work of the development strategic long - term . after china joined the wto , the companies are faced to the more acute talent compelition is the talent system competition in the final analysis 本文首先对薪酬方面的理论进行了综合阐述,包括薪酬理论、与薪酬相关的激励理论、工作评价方法和薪酬管理的相关理论,从众多学者关于薪酬管理的精辟见解中,获得指导企业薪酬实践的理论依据。
On the basis of studying the correlative remuneration theories and human resources theories , firstly the thesis structure the reasonable the quota system for managers ’ job evaluation , and evaluate the main positions of middle - level managers . secondly , this thesis designs the remuneration system for middle - level managers from inside and outside according to the procedure of remuneration design , which is broad meaning and suitable for middle - level managers in international enterprises 本论文在对从国内外有关薪酬理论及国际企业人力资源管理理论研究的基础上,首先,对国际企业和中层管理人员进行了界定;然后,通过实证分析,借助数理统计软件,构建了较为合理的管理人员的工作评价指标体系,并依据构建的指标体系,对中层管理人员的主要岗位进行了评价。
According to the contemporary moral education theories , policies , rules and the reality of present schools , and in the iight of method of average experts " op i n i ons , the evaluation weight coefficient and standard of moral educat i on we have established i n contemporary secondary school are shown from page 13 to page 16 in the main body 指标化之后所构成的评价指标体系如正文第11页所示。依据当代德育理念、德育政策法规和当前学校德育的实际，依据专家意见平均法，我们确立的当代中学德育工作评价权系数及评价标准如正文第13 ? 16页所示。
But in recent years along with enterprise interior personnel structure change , postal service enterprise in salary system aspect contradiction day by day prominent , the wage level and the market price position come apart , the position wages cannot reflect the position value , the achievements system of examining and assessment lacked may operational , the assignment way still quite sole , different had the contradiction as a result of the staff status which the same labor different reward phenomenon initiated to be very prominent , neglects the different post to undertake the difference which the different work responsibility produced , still continued to use the tradition in the achievements inspection , take experiences judges as the main body achievements inspection method , the staff individual income and the contribution size is not close , the varying degree has the egalitarianism , 薪酬设计中既兼顾影响薪酬的各种因素,又突出重点。优化后的薪酬体系,以工作评价和工作分析为基础,通过对每一个岗位的职责、任职资格、工作成果进行清晰地界定,并确定与该职位相匹配的价值和报酬体系,为从事不同类属工作的员工设计相应的职业发展通道,同时根据员工业绩评估周期,将员工的薪酬与个人绩效和企业的持续发展紧密地联系在一起,体现了多劳多得的分配原则,实现同工同酬;建立一个能够激励员工不断奋发向上的心理环境;使员工能够与组织同分享因组织成长所带来收益。
Among the talent system , the salary system is the plan which makes the strategic goal into the practical action and guides and inspires them to implement the action . so , for our companies and managths , how to establish the salary system which fits in with the needs of development and how to follow the salary management , it is an important problem . so , to one companies , how to set up the practicable salary system has become the most important and urgent and arduous task . enterprise ’ s achievement has a direct relationship with reasonable salary system and management mechanism 论文结合sw集团的内外部环境,提出其可能选择的薪酬政策,并给出一套较为切合企业实际的岗位薪点工资制薪酬方案,阐述了点数法的工作评价方法的选择,进行了岗位薪点工资制的设计,及绩效考评体系、福利薪酬体系和内在薪酬管理等对岗位薪点工资制的支持,并对该方案以后实施过程中可能遇到的问题提出相关建议。
Part 3 : it points out the main bases and principles on the evaluation of head teacher ' s work . the main bases include policies and laws , the demands of the social development , the characteristics and regularities of the head teacher ' s works , student ' s physical and psychological rule of development and the request of the outline of moral education in middle schools 第三、指出班主任工作评价的主要依据和原则，主要依据包括政策法规依据、社会发展的要求、班主任工作的特点和规律、学生身心发展规律和中学德育大纲的要求；原则主要有发展性原则、以自我评价为主的原则和科学性原则。
In order to do well to it , in our opinion , we should abide by the following principles : the pr incipie of combing universal leading with distinctive superiority , the principle of combining scientific design with feasible work , the principle of combining evaluating processes with evaluation with quantitative evaluation with self - evaluation 要搞好中学德育工作评价，我们认为应当遵循如下原则：普遍导向与特色优势相结合的原则，科学设计与切实可行相结合的原则，过程评价与效果评价相结合的原则，质的评价与量的评价相结合的原则，外部评价与自我评价相结合的原则。
The thesis is about the problems of the evaluation of head teacher ' s work at present . in order to get some new methods in evaluation of head teacher ' s work , it investigates and discusses the evaluation of head teacher ' s work with a combination of thoery and practice and attempts to solve some problems in the evaluation 本文针对当前班主任工作评价中存在的问题，采用理论和实践相结合的方法，对班主任工作评价进行研究和探讨，试图解决班主任工作评价中的一些问题，为班主任工作评价探索出一条新路。
With " quality education " as the general purpose , the essay provides an overview of evaluation in mathematics teaching , following principia of development , actuation , and multi - dimensions , pointing out the spirit of the teacher ' s job lies not only in " teaching students to know to learn " but in " teaching students to know how to learn " 认真做好数学教学工作评价，是重视教师可持续发展目标的需要。本文以实施素质教育为目标，遵照发展性原则、激励性原则，多维度、全方位给予数学教师评价，力求达到使教师不但能“教学生学” ，而且能“教学生会学” 。
