岗位绩效

XT公司教育培训处的岗位绩效考核方案设计

Design of Performance Evaluation for Trainning Department of XT Company

论文最后指出，纵然有高素质的考评人员和刻度精良的尺子&主要由KPI和岗位绩效指标构成的绩效标准，取得公正客观的考评结果还不是最终目的。

The author thinks that impartial and objective appraisal results are not the final goal with impartial appraisal persons and advanced performance standards .

医院岗位绩效考核平衡计分卡指标的设计

The Design of Balanced Scorecard Indicators in Hospital Job Performance Evaluation

确立护理人员岗位绩效评价指标初探论评价

Discussion on building up the evaluation indexes of nursing position performance

职业院校岗位绩效考核指标体系的设计研究

On the Index System of Performance Evaluation for Positions in Vocational Colleges

构建激励型的高校岗位绩效工资制研究

The Study on Construction of Incentive Position and Performance-based System

事业单位岗位绩效工资制度改革的思考

A Consideration on Reform of Post-Performance-Wage System of Institutions

关于岗位绩效工资的探索与思考

The Exploration and Thinking about Efficiency-related Wages of Post

武威供电公司岗位绩效考评体系方案设计研究

Study on Project Design of Post Performance Appraisal System for Wuwei Electric Power Company

厦门航空有限公司旅客服务部服务岗位绩效管理体系的再设计

System Redesign of Service Station 's Performance Management in Passenger Service Office in XiaMen Airlines

但由于各方面因素的制约，现行的岗位绩效工资制度并未真正达到这一目的。

But the working performance wages cannot take real effect because of some restricting factors .

图书馆岗位绩效的多维度评估

Multi-dimensionality Appraisal of Performance at Library Posts

军队专业技术干部岗位绩效考评个案分析与评估系统开发研究

Case Analysis of Performance Evaluation of Military Technical Personnel and Study on Its Evaluation System

提出岗位绩效薪点工资实施的要点，并对薪酬水平进行了调查对比。

Post performance salary proposed the key . The salary level of contrast was investigated .

完善基层医疗卫生机构补偿机制，落实岗位绩效工资。

We will improve the mechanism for subsidizing community medical institutions and link salaries to performance .

目的探讨建立科学高效的护理岗位绩效考核动态管理体系。

Objectives To discuss the establishing of a dynamic management system for nursing posts performance evaluation .

制订合理岗位绩效方案深化医院分配制度改革

Working out Reasonable Plans for Posit Performance and Deepening the Reform of Distribution System in Hospitals

但在具体操作过程中，必须解决岗位绩效显现时滞对绩效评估结果的影响问题。

A major problem to solve here is the time delay which affects the result of assessment .

本章为A电力公司进行薪酬制度改革作出了具体设计方案，阐述了岗位绩效工资的构成、分配流程和岗位绩效工资的计算方法。

This chapter works out the detailed scheme design for the salary system reformation of A Electric Power Company .

基于岗位绩效的哈煤集团露采公司薪酬管理研究

The Research on Compensation Management Based on Post-Performance of the Strip Mining Company of Hami Coal Group Co. Ltd

强化激励建立岗位绩效工资模式&浅谈深化地勘单位分配制度改革

Establishing Post Performance Wages Pattern for Strengthening Incentives System & Brief Discussion on Deepening the Reform of Distribution System in Geological Prospecting Institutions

本文第三章重点研究了以战略为导向的岗位绩效指标体系的构建过程。

The third chapter of this article emphasis studied on the process of construction of t strategic oriented of post performance index system .

从二级包干看高校岗位绩效工资分配制度改革

On the Reform in the Post Performance Salary System in Universities from the Perspective of " Wages Total Dynamic Payment in Second College "

绩效工资制度的发展经历了职务等级工资制、结构工资制、技术等级工资制和岗位绩效工资制。

The development of performance pay system has experienced the post-rank salary system , structural wage system , technical grade wage system and job performance wage .

岗位绩效工资制是国有企业工资制度改革的方向青岛工行人力资源岗位评价、绩效管理及薪酬激励机制改革研究

Post performance salary mechanism is the direction of salary system reform at state-owned enterprise ; Research on Job Description Responsibility , Market Incentive and Performance Assessment in ICBC

薪酬规划的合理性与有效性是直接影响企业人才管理与岗位绩效成功与否的关键因素，它将直接对企业整体业绩产生巨大影响。

The reasonable and effective emolument is the key factor to the succeed of human resource management and post performance , and will affect the corporation performance profoundly .

作为实际执行的岗位绩效工资系统，是建立在绩效系数和基数的基础之上的，反映职工岗位和能力的差异的薪酬体系。

As the actual execution pay system based on post and performance , which are founded on performance coefficient and base , the salary system reflect differences between jobs and personal ability .

实行岗位绩效薪点工资就是实行以岗定薪和绩效考核相结合，体现按劳分配的原则，提高薪酬分配的公平性和激励性。

Implementing post wage is implemented the performance pay to post combination of pay and performance reviews , implement the principle of distribution according to work , improve the fairness of distribution and incentive .

具体体现为，评价中心在预测员工的职位晋升方面比预测工作绩效水平更为有效，对管理类岗位绩效水平的预测有效性要高于技术类岗位。

To be more concrete , the assessment center is more efficient in assessing personnel promotion than in assessing work achievement , more efficient in assessing work achievement of administration job than that of technical job . 5 .

最后提出了A电力公司薪酬制度改革的基本思路，即实施全面薪酬制度和将基本工资制度改革为岗位绩效工资制。

At last , this chapter brings forward the basic thought of A Electric Power Company in reformation of salary system , i.e. adopting Overall Salary Management System and replacing Basic Salary System with Position Achievement Salary System .