performance n. 1.執(zhí)行,實(shí)行,履行;完成;實(shí)現(xiàn);償還。 2.行為,動(dòng)作,行動(dòng);工作。 3.性能;特性。 4.功績(jī);成績(jī)。 5.演奏;彈奏;演出;(馴獸等的)表演;把戲。 6.【物理學(xué)】演績(jī)。 a performance test 【機(jī)械工程】性能試驗(yàn)。 high performance 高度準(zhǔn)確,性能優(yōu)良。 an afternoon performance 午后的演出,日戲。 two performances a day 一天演兩場(chǎng)。 a fine [wretched] performance 成績(jī)好[壞]。 put a monkey through its performances 使猴子玩種種把戲。 performance in [of] horse-manship 馬戲;馬術(shù)表演。
Performance orientation of structure adjustment in public expenditure 公共支出結(jié)構(gòu)調(diào)整的績(jī)效取向
Facts have proved that performance orientation of public servant can be implememented indeed under the condition of establishing systerm 實(shí)踐證明,只有建立科學(xué)的考核機(jī)制和有效的激勵(lì)機(jī)制,才能真正實(shí)施績(jī)效導(dǎo)向型公務(wù)員制度。
The dissertation based on the theoretical and practice , refering to the public servant law of china , introduced performance orientation testing system , established the scientific testing system 本文在這樣一個(gè)社會(huì)實(shí)踐和理論背景下,結(jié)合我國(guó)公務(wù)員制度法規(guī)政策規(guī)定,對(duì)工商臨潼分局人員考核引入績(jī)效考核,提出了科學(xué)的考評(píng)體系,建立了有效的激勵(lì)機(jī)制。
The trend of the public servant systerm reform has a new change in the new century , that is the reform of the performance orientation of the public servant systerm . the substance is to enhance the administration ablity and efficiencyof the government . six systerms are needed to implement the performance orientation of the public servant systerm 進(jìn)入新世紀(jì),公務(wù)員制度改革的趨勢(shì)發(fā)生了新的變化,這就是績(jī)效導(dǎo)向型公務(wù)員制度的改革。其宗旨在于提高政府的行政效率和行政能力???jī)效導(dǎo)向型公務(wù)員制度的實(shí)施需要六大機(jī)制來(lái)保證。
However , the history of this research field is only ten years or so , existing many issuses which need explore deeply , such as what the relation between motivation climate and goal orientation is , whether performance orientation leads to passive learning effect , whether more and more students use performance orientation with age old , whether the performance of the students who hold multi - goals is better than that of the students who hold only one goals , and so on 但這一領(lǐng)域的縱深研究90年代以后才鋪開(kāi),歷時(shí)并不長(zhǎng),因此尚有不少問(wèn)題有待深入,比如環(huán)境氛圍與個(gè)體的目標(biāo)定向存在怎樣的關(guān)系?成績(jī)定向是否導(dǎo)致消極的學(xué)習(xí)結(jié)果?隨著年級(jí)增長(zhǎng),學(xué)生是否越來(lái)越多地采取成績(jī)定向
At the same time , the most important competence and the key performance index were investigated the other stage was questionnaire survey of 212 administrators from 11 departments both qualitative and quantitative analysis revealed that : ( 1 ) all administrators had the same management competence model , which was made up of 5 dimensions and 13 sub dimensions , such as political quality , relation management , goal innovation , organization monitoring and performance orientation and so on 第一階段是訪談與初步問(wèn)卷研究,通過(guò)訪談,了解影響省級(jí)行政處級(jí)干部工作成效的關(guān)鍵能力以及最需要提高的能力,同時(shí)以問(wèn)卷方式調(diào)查了行政處級(jí)干部的關(guān)鍵能力和最重要的業(yè)績(jī)考核指標(biāo)。第二階段是對(duì)來(lái)自省級(jí)機(jī)關(guān)11個(gè)部門(mén)的212名干部進(jìn)行了問(wèn)卷調(diào)查。