目标设定的英文

• goal setting

• 目标    target; objective
• 设    x
• 定    galipidine
• 目标设定理论    goal setting theory
• 目标设定训练    goal setting training
• 目标设备    notification services; target device
• 目标设计    object design
• 目标设置    goal setting
• 成本目标设计    design to cost goal
• 目标设置理论    goal-setting theory
• 目标设置训练    goal setting training
• 探测目标设备    acquisition equipment
• 设定目标    target setting
• 没有找到目标设备    the specified destination is not reachable
• 目标设备上下文    destination device context
• 各大传送师 所传送的 座标设定    teleport
• 设定明确目标    develodefiniteness of purpose
• 设定指定目标    point at
• 最后的目标 将目标设为最后一次的目标。    lasttarget
• 各大商人 防具 武器 道具店 的座标设定    shop
• 手动设定目标系统    manual targeting system
• 为自己设定目标    set goals for oneself
• 目标收益率价格设定    target-rate-of-return pricing
• 设定并达成区域销售目标    sets and achieves regional sales targets
• 压力来临时设定目标    set goals when the heat

• Chinese want to support ourselves , depending on agricultural sustainable development , protecting and utilizing agricultural resource reasonable . according to the sustainable agriculture stratagem , china must establish a feasible financial support system , which is the guarantee to sustainable agriculture . according to the target and demand of agricultural sustainable development , devoting funds , recouping and conducting institution should be the key to carry out it successfully , which will make up funding system of agricultural sustainable development in china
  基于对中国农业短期收益与长期发展的思考，本研究将中国农业置于可持续发展的逻辑框架之中进行发展路径的分析与选择；基于对中国农业发展关键约束因素的认知，在研究中将中国农业发展路径的基础确立为资金支持体系；最终将研究主题锁定为中国农业可持续发展的资金支持体系，研究目标设定为中国农业可持续发展资金支持体系的构建与对策性建议。
• 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。
• The operational method ( 1 ) set up new organization , let the model manager act as team leader of multi - functional innovative task force ; ( 2 ) do business process reconstruction by setting order information flow as a core , make sales order work as tracking tool for evaluating the performance of model manager , and other functional manager ; ( 3 ) change the traditional relationship between employee and their supervisor , prior operation and next operation to inner market relationship ; ( 4 ) set up and run sbu system of setting the target , performance measurement and incentive method ; ( 5 ) advocate the cultural atmosphere of creativity and innovation
  操作方法： ( 1 )建立新型矩阵组织结构，使型号经理成为横向跨职能产品创新团队的主体； ( 2 )实施以定单信息流为核心的业务流程再造，使定单成为追踪型号经理与主流程、支持流程职能经理之间市场支持关系的工具。 ( 3 )将典型组织中的上下级关系、前后工序关系改造为内部市场关系； ( 4 )建立和运行sbu目标设定、业绩衡量和激励体对海尔有效实施产品创新“市场链”机制的探索系; ( 5 )营造“创业” 、创新的企业文化氛围。
• 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。
• On the academic side , much valuable studies in executive compensation has focused mainly on exterior factors , pay - performance sensitivity . in my opinion , there leave some unexplored concerns : ( l ) executive compensation ' s interior characters ; ( 2 ) executive performance evaluation measures and standards ; ( 3 ) comprehensive research on our country ' s executive compensation payment . and the purpose of this dissertation is to do some work on those three issues
  已有的理论成果主要集中于企业经营者报酬支付的“外部”问题，作者认为以往的研究存在以下三个方面的不足： ( 1 )企业经营者报酬支付本身的性质特征； ( 2 )企业经营者绩效评价的目标设定； ( 3 )对我国企业经营者报酬支付的全面系统的研究。
• They may include : ( 1 ) because government disbursement on the economical development and the economical stability was not separated , the dynamics of financial policy was weighed with difficulty ; ( 2 ) because the goal of policy was decided on the growth of the economy it can not give effective impetus to the goal of society ; ( 3 ) because the policy goal is irrational , the effect of policy on endurance is bad , the economy growth has the intense dependence on the policy
  主要表现在：第一，由于未将实现经济发展和经济稳定的政府支出分开，结果造成财政政策力度难以衡量；第二，由于政策目标定为经济增长，结果造成政策未能有效地通过经济目标的实现，推动社会总目标的实现；第三，由于政策目标设定不合理，结果造成政策效应持续性差，经济增长对政策产生强烈的依赖性。