1) performance measurement frame
绩效评价框架
2) performance
绩效
1.
Research on the performance of safety assessment in the coal enterprises;
煤矿企业实施安全评价的绩效分析
2.
Market Structure, Efficiency and Performance——An Empirical Analysis on Dairy Industry;
市场结构、效率与绩效——基于我国乳制品业的实证分析
3.
Research on the impact of inter-firm network against pharmaceutical firm performance;
基于网络的制药企业绩效研究
3) efficiency
绩效
1.
Evaluation of Institute Running Efficiency SPA;
院校办学绩效集对分析评定
2.
Target Weight and Economic Growth Efficiency;
目标加权与经济增长绩效
3.
An Efficiency Analysis on Household Production Responsibility System;
家庭承包经营责任制的绩效分析
4) Achievements
绩效
1.
Application of AHP to staff achievements evaluation;
层次分析法在员工绩效评价中的应用
2.
Investigation of present situation and achievements of grazing withdrawal project in source region of Yellow River;
黄河源区退牧还草工程实施现状及绩效的调查研究
3.
Research of Martial arts on the International Dissemination Achievements Appraisal frame System Construction;
武术国际传播绩效评估框架体系建构的相关研究
5) achievement
绩效
1.
Factors of the achievements in the sixty poor-aid counties of Gansu province;
甘肃六十个贫困县扶贫绩效因子分析
2.
Analysis Of the Policy and Achievement of Zhang Zhidong Governing the Li Nationality;
张之洞治黎方策与绩效论析
3.
Achievements,Problems and Countermeasures of the Small Credit System of Peasant Households in China;
我国农户小额信贷制度的绩效、问题及对策
6) Effect
绩效
1.
The Effect of Transportation Hub on the Functional Growth of Cen- tral Cities —With the Case of Jinhua in Zhejiang Province as an Example;
交通枢纽对中心城市功能成长的绩效——以浙江省金华市为例
2.
A Positive Analysis of Effect About Our Country the Banana Industry Organizes——Base on Random Coefficient Multilevel Statistical Mode of Multivariable Accumulated;
我国香蕉产业组织模式绩效的实证分析——基于多变量随机系数累加多层统计模型
3.
The Innovation and Effect of the Institution of Village Affair Supervising The Investigation of the System of Village Affair Supervising Committee of Houchen Village of Wuyi in Zhejiang;
村务监督的制度创新及其绩效——浙江省武义县后陈村村务监督委员会制度调查
参考词条
补充资料：绩效评价
绩效评价是企业管理和提高生产力的重要手段和工具，是一种监督手段，也是一种激励手段， 它本身是对计划、任务执行情况的检查监督，同时一般也会与各种利益挂钩，因此具有激励作用。
绩效评价具有很大的导向性
和行为的预期性，不是简单的%26#8220;秋后算账%26#8221;，它实际上评价的结果，将直接影响到下一轮的工作行为甚至行为的价值取向。如果绩效评价不当将产生严重的后果。如果缺乏公正，甚至打击了先进，保护了后进，奖励了错误，不仅可能立即引起矛盾，而且使以后的管理工作更加难以开展，甚至会形成直接的反对和间接的对抗，形成企业的不良习气。
总之，绩效评价是一种科学的过程， 因此要有科学的态度和科学全面的评价方法。
说明：补充资料仅用于学习参考，请勿用于其它任何用途。