degree feedback造句

• Review their 360 - degree feedback with an internal or external consultant
  能回顾并思考顾问的全部建议。
• Study - application of 360 degree feedback evaluation in enterpriese management
  360度反馈评价在企业管理中的应用
• 360 degree feedback system design
  360考核体系设计
• The way of performance management fit for retailing buyers : the comibination of 360 - degree feedback and conversation
  360度反馈评价与教导对谈相结合
• One idea he is toying with is for the emba students to conduct 360 - degree feedback both at the beginning and end of the course
  他正在试验的一个想法是在开学和学期结束时，对emba班学生进行360度的反馈调查。
• Appraisal methods appraisal items appraisal periods performance index design appraisal sequence 360 degree feedback system design performance appraisal results analysis methods analysis process analysis results checking and adjustment
  考核方式考核内容考核周期考核指标设计考核次序360考核体系设计
• If lacking of cognition about 360 - degree feedback ' s management idea and characteristic , the negative effect may appear during the implementation , so it is very important to study 360 - degree feedback ' s adaptability , specially the situation of our country
  360度反馈评估有其固有的优越性，同时也存在一些局限，在实施过程中如果对360度反馈的管理思想与特点认识不足，会给绩效管理带来负面影响。因此，进行360度反馈的适应性研究，尤其是国情化研究显得十分重要。
• One of subsidiary banks in certain province of china bank implemented 360 - degree feedback appraisal as the case , the dissertation makes a systematic study about the whole implementing process and detailed describes and analyzes from industry condition , internal human affairs system of implementing program and the results in the bank . the dissertation uses contrastive method to abstract the desirability or shortage and analyzes the reason of problems thereby putting forward nationalized commercial bank ' s reform measure and finding breach from human affairs system and ideology
  本文以中国银行的某省分行实施360度反馈评估为案例，系统地研究了实施的全过程，从行业状况、银行内部的人事机制、企业文化到实施方案和结果，都一一作了详尽的描述与分析，用对比研究的方法，从中提炼出实施中的可取之处与不足，并分析发生问题的原因，提出了国有商业银行为提高绩效管理水平所应采取的改革措施，从人事体制与思想观念上寻找突破口。
• Chapter three introduces how to use mbm to evaluate benchmark competency , and how to build a manufacture manager ’ s competency model as a specimen for the coming research ; chapter four introduces the process of competency - based structured interview and competency - based 360 degree feedback , and explained how to use those tools to evaluate the competency degree of exterior and interior candidate
  适合于评价外部候选人的甄选工具是结构化面试,评价内部候选人可使用360度反馈评价法。本章介绍了基于胜任力的结构化面试、 360度反馈评价法的实施流程,并详细论述了如何使用上述工具评价候选人的胜任力水平;第五章,探讨基于胜任力的培训与开发。
• The dissertation makes a thorough study thorough that the nationalized commercial bank implements 360 - degree feedback method and application through theory combined practice . it would be of certain theory and immediate significance toward our corporation ' s implement 360 - degree feedback and reform performance management
  本文运用理论与实践相结合的方法对国有商业银行实施360度反馈方法及其应用作了较为深入的研究，对我国企业实施360度反馈以及进行绩效管理的改革具有一定的理论与实践意义。
• The status of the performance appraisal of the middle management in hunan huang sha ping lead & zinc mine ( hsp ) is analyzed . and the problems existed are also pointed out . a quantitative appraisal and qualitative evaluation performance appraisal system of middle management have been established on the base of work analysis combining with key performance index , 360 - degree feedback , etc . some methods to insure a successful proceeding of the new performance appraisal system are also described , and puts forward the direction of the research in the future
  论文以湖南黄沙坪铅锌矿(以下简称坪矿或hsp )中层管理人员的绩效考评为重点研究对象,论述了绩效考评的一般原理,分析了坪矿中层管理人员绩效考评的现状,指出了存在的问题;以工作分析为基础,综合关键绩效指标法( kpi ) 、 360度方法等,构建了中层管理人员定量与定性评价相结合的绩效考评实施框架。
• Our corporation had met all kinds of problems during implementing the 360 - degree feedback appraisal . it is closely related whether the intention is proper and corporative culture is adaptable , furthermore , whether the propagate and training are sufficient before implementation and the performance communication & feedback is serious after implementation and performance ameliorative plan is corresponding
  我国企业在实施360度反馈评估中遇到了种种问题，这与企业的使用目的是否恰当，企业文化是否适应，以及实施前是否作好了充分的宣传与培训，以及在实施后是否认真进行了绩效沟通与反馈，并拟定了相应的绩效改进计划等都存在密切的关系。
• 360 - degree feedback is a new - style performance appraisal method , which came from developed country in west . it characterizes multi - resource appraisal information and takes personnel development as main intention . it encourages personnel to take part into performance management , pays more attention to personnel performance communication and feedback , and takes drafting performance ameliorative plan and bringing forward corresponding personnel training & exploitation as important content in appraisal
  360度反馈是产生于西方发达国家的一种新型的绩效评估方法，它以评估信息的多源性为特点，主要以员工发展为目的，鼓励员工参与绩效管理，重视与员工的绩效沟通与反馈，并把制定绩效改进计划、提出相应的员工培训与开发作为评估工作的重要内容。