1) discuss result feedback face to face
绩效反馈面谈
1.
Only are straight manage clear about the purpose of discussing result feedback face to face, do well plan, choose adequate strategy, use positive connecting way, can they get out of the difficulties about discuss result feedback face to face.
绩效反馈面谈是直线经理感到较为头疼的一个环节,绩效反馈面谈的有效性制约着企业推行绩效管理的有效性。
2) performance feedback
绩效反馈
1.
How to do 360-degree performance feedback well;
如何做好360°绩效反馈
2.
The assessment mechanism of performance feedback in hospital
医院绩效反馈机制的评价研究
3.
The performance feedback is an important means of motivating.
绩效反馈是一种激励的重要手段 ,用得好 ,可以调动下属的积极性 ;反之 ,则成为障碍。
3) performance interview
绩效面谈
1.
Given the more and more important role played by performance interviews in human resource management and the success of the performance appr.
绩效面谈是绩效管理过程中双向沟通的关键环节,直接关系到员工乃至整个企业绩效的改进与提高。
4) performance responsive communicatien
绩效反馈沟通
5) 360-degree performance feedback
360度绩效反馈
1.
On the basis of literature analysis, applying the related theories on self-regulation model, self-efficacy and performance model, this paper studied the mechanism of 360-degree performance feedback by case study, questionnaire surveys and experiments.
本论文在文献分析的基础上,运用自我调整模型、自我功效和绩效等相关理论,通过案例分析、问卷测量和现场实验等方法,对360度绩效反馈的作用机制进行了研究。
2.
360-degree performance feedback has two basal ideas which are multiple-source and multiple- dimensionality.
通过对360度绩效反馈方法中两个最基本的理念多元和多源的具体分析,正本清源,得出360度绩效反馈方法正确应用的条件:(1)企业施行360度绩效反馈针对中高层,且其至少在初期的目的是为了训练与发展员工,通过360度绩效反馈与员工职业生涯规划相结合,提高员工的个人绩效。
6) 360-degree effect feedbacking
360度绩效反馈法
1.
Conclusion 360-degree effect feedbacking can improve nurses’ overall quality from multiple angles and enhance the effectiveness of nursing management.
目的分析360度绩效反馈法在护理管理中的效用情况。
补充资料：面谈
1.当面交话;当面商谈。
说明：补充资料仅用于学习参考，请勿用于其它任何用途。
参考词条