绩效反馈的英文

• performance feedback

• "反馈"英文翻译    feedback; couple back; retro ...
• "员工绩效反馈与绩效辅导" 英文翻译 :    employees’ performance feedback and performance tutorship
• "绩效" 英文翻译 :    performance appraisal; staff regulations performance
• "反馈" 英文翻译 :    [电学] feedback; couple back; retroaction; tickling; back feed; recuperation; back-tracking; back coupling; return coupling 负反馈 negative feedback; 正反馈 positive feedback; 信息反馈给政府有关部门。 the information is fed back to the government department concerned
• "等效反射区" 英文翻译 :    equivalent echoing area
• "有效反射" 英文翻译 :    usable reflection
• "有效反射率" 英文翻译 :    effective reflectivity
• "有效反射面" 英文翻译 :    effective reflecting surface
• "有效反射器" 英文翻译 :    active reflector
• "有效反应" 英文翻译 :    active reaction
• "绩效；功能" 英文翻译 :    performance
• "等效反射面积" 英文翻译 :    equivalent radar area
• "等效反射系数" 英文翻译 :    equivalent reflectance
• "频率仿效反应" 英文翻译 :    frequency following response; frequency-following response
• "有效反射面积" 英文翻译 :    effective echoing area; effective reflection area
• "有效反射系数" 英文翻译 :    effective reflectance
• "有效反应时间" 英文翻译 :    effective reaction time
• "有效反作用力" 英文翻译 :    effective reaction
• "高效反式氯氰菊酯" 英文翻译 :    theta-cypermethrin
• "高效反相色谱法" 英文翻译 :    high performance reversed phase chromatography
• "汉特多效反射计" 英文翻译 :    hunter multipurpose reflectometer
• "目标等效反射面" 英文翻译 :    radar cross-section; target equivalent reflective area
• "目标有效反射面积" 英文翻译 :    effective echoing area of target; effective target area
• "缺陷有效反射面" 英文翻译 :    effective reflection surface of flaw; effectivereflectio urfaceofflaw
• "有效反射横剖面" 英文翻译 :    effective reflection cross section

• Effect of performance feedback on motivating the subordinates
  论绩效反馈在激励下属中的影响
• The review of performance feedback research
  绩效反馈研究的回顾与展望
• Release all project resources and provide performance feedback
  让与所有的项目资源，提供绩效反馈。
• The effect of the performance feedback on self - efficacy to the college student cadres
  绩效反馈对高校学生干部自我功效的影响
• One is on the steps to apply this theory into practice ; the other is about the measures to cope with the psychological problems ensued in evaluation , including the feedback and the skills to handle it
  第五部分主要论述两方面内容：绩效考核方案的实施步骤；在考核中出现的消极心理效应及其调控以及绩效反馈及其技巧。
• Meanwhile , appraiser , appraised cycle and performance feedback is argued sufficiently . in order to assure implementing the system effectively , the paper presents some advices about management application and actualizing process of the system , applying the appraised results to middle - level manager and project manager , and so on
  同时，对考评主体、考评周期、绩效反馈进行了充分的论述。为保证绩效考评体系的良好运行，论文最后提出了配套措施。
• Having studied and investigating , we point out that the root cause existing in the spe comes from the inaccurate of positioning , for the spe is only being used for a sort of facility to allocate the benefits , it causes some deficiencies of performance feedback , performance improvement and some other important procedures , likewise , the spe outcome have not been applied adequately and rationally , thus all the spe can not be systemized and united well either
  本文通过深入分析，揭示了a公司在绩效考评上存在的根本问题是对绩效考评定位的不准，仅仅把绩效考评作为一种利益分配的工具，因此造成整个绩效考评缺乏绩效反馈、绩效改进等重要流程与关键环节，绩效考评的结果也没有得到充分、合理的应用，整个绩效考评不成体系。
• The application of performance management in colleges ' and universities ' hrm must be under the guidance of scientific outlook on development , stick to the principles of being human - oriented , realistic and innovative , and put emphasis on the following 5 aspects : performance planning , performance coaching , performance assessment , performance feedback , and application of performance assessment result
  摘要高校人力资源管理中应用绩效管理，必须以科学发展观为指导，坚持以人为本，求实创新，着重抓好绩效计划、绩效辅导、绩效考核、绩效反馈和绩效考核结果的应用等五个环节。
• The author analyzed the effect of stimulation with mathematics , studied the relations in performance estimate with game theory , and built up the estimate model by using multiple decision - making . according to the process of performance management , the author divided the performance management system into several subsystems , analyzed the subsystems respectively together with the fact in state - owned construction corporations and built up several models and standards
  根据绩效管理的流程，作者将企业员工绩效管理系统的构建分解为绩效计划、绩效考评、绩效反馈及监督控制几个子系统的构建，对各子系统分别进行理论分析，并结合国有建筑企业的实际，得出了构建各子系统的准则、方法及模型。
• On the basis of this , according to the content , trader and net , the classification of the e - business has been made . then the paper analyzes the e - business " function and benefit . secondly , in order to open out the titanic function of e - business " in enterprise development and acquiring competitive capability , the paper analyzes the e - business " actuality and current both here and abroad
  ( 4 )以一汽大柴为背景，研究了以战略为导向的绩效模型实现方法，包括：绩效目标设定、个人发展计划制定、绩效实施与监控、绩效评估、绩效反馈、绩效奖励、绩效障碍分析等，为以战略为导向的绩效管理模型的应用提供了方法指导。