performance criterion

简明释义

性能标准

英英释义

例句

1.In the hiring process, applicants are evaluated against a strict performance criterion 绩效标准.

在招聘过程中，申请者是根据严格的绩效标准进行评估的。

2.Each employee's salary is partly based on their ability to meet the performance criterion 绩效标准 set by management.

每位员工的薪水部分基于他们满足管理层设定的绩效标准的能力。

3.The project manager defined a clear performance criterion 绩效标准 to evaluate the team's success.

项目经理定义了一个明确的绩效标准来评估团队的成功。

4.To ensure quality, the company established a performance criterion 绩效标准 for all its products.

为了确保质量，公司为所有产品建立了一个绩效标准。

5.The performance criterion 绩效标准 for this quarter includes customer satisfaction ratings.

本季度的绩效标准包括客户满意度评分。

作文

In today's competitive world, organizations and individuals alike are constantly striving for excellence. One of the key concepts that help in achieving this excellence is the establishment of a clear performance criterion（绩效标准）. A performance criterion is essentially a standard or benchmark against which performance can be measured. It serves as a guideline to evaluate the effectiveness and efficiency of various processes, projects, or individuals within an organization.When setting a performance criterion（绩效标准）, it is crucial to ensure that it is specific, measurable, achievable, relevant, and time-bound (SMART). This framework not only provides clarity but also helps in aligning individual goals with the overall objectives of the organization. For instance, if a company aims to enhance its customer service, a performance criterion（绩效标准）could be to reduce customer response time to under 24 hours. This specific target allows employees to understand exactly what is expected of them and enables management to assess progress effectively.Moreover, the role of a performance criterion（绩效标准）extends beyond mere measurement; it also plays a vital part in motivation and accountability. When employees know that their performance will be evaluated against established criteria, they are more likely to stay focused and committed to their tasks. This sense of accountability fosters a culture of high performance and continuous improvement within the organization. For example, sales teams often have performance criteria（绩效标准）related to sales targets, which motivate them to exceed expectations and contribute to the company's bottom line.However, it is important to recognize that performance criteria（绩效标准）should not be static. As organizations evolve and market conditions change, these criteria must be reviewed and adjusted accordingly. Regular feedback and performance reviews are essential in this process. By engaging in open discussions about performance criteria（绩效标准）, organizations can ensure that they remain relevant and effective in driving desired outcomes.Furthermore, the implementation of performance criteria（绩效标准）can also facilitate better communication within teams. When everyone understands the benchmarks that are being used to evaluate success, it creates a shared understanding and fosters collaboration. Team members can work together towards common goals, leveraging each other's strengths to meet or exceed the performance criteria（绩效标准）set forth.In conclusion, a well-defined performance criterion（绩效标准）is essential for any organization aiming for success. It provides a clear framework for evaluation, enhances motivation, ensures accountability, and promotes teamwork. By continually assessing and refining these criteria, organizations can adapt to changing environments and maintain a competitive edge. Ultimately, the establishment of effective performance criteria（绩效标准）is a foundational step towards achieving excellence and realizing the full potential of both individuals and the organization as a whole.

在当今竞争激烈的世界中，组织和个人都在不断追求卓越。帮助实现这一卓越的关键概念之一是建立明确的绩效标准。绩效标准本质上是一个可以用来衡量绩效的标准或基准。它作为评估组织内各种流程、项目或个人的有效性和效率的指南。在设定绩效标准时，确保其具体、可衡量、可实现、相关且有时间限制（SMART）至关重要。这一框架不仅提供了清晰度，还帮助将个人目标与组织的整体目标对齐。例如，如果一家公司旨在提升客户服务，那么一个绩效标准可能是将客户响应时间缩短到24小时以内。这个具体的目标使员工能够清楚地理解他们的期望，并使管理层能够有效地评估进展。此外，绩效标准的作用不仅限于简单的测量；它还在激励和问责制方面发挥着重要作用。当员工知道他们的绩效将根据既定标准进行评估时，他们更有可能保持专注并致力于自己的任务。这种问责感在组织内部培养了高绩效和持续改进的文化。例如，销售团队通常会有与销售目标相关的绩效标准，这激励他们超越预期，为公司的利润贡献力量。然而，重要的是要认识到，绩效标准不应是静态的。随着组织的发展和市场条件的变化，这些标准必须进行审查和相应调整。定期的反馈和绩效评估在这个过程中至关重要。通过就绩效标准进行开放讨论，组织可以确保这些标准在推动期望结果方面保持相关性和有效性。此外，实施绩效标准还可以促进团队内部更好的沟通。当每个人都了解用于评估成功的基准时，就会形成共同的理解，促进协作。团队成员可以共同朝着共同的目标努力，利用彼此的优势来满足或超越设定的绩效标准。总之，明确定义的绩效标准对于任何追求成功的组织都是必不可少的。它提供了评估的清晰框架，增强了激励，确保了问责制，并促进了团队合作。通过不断评估和完善这些标准，组织可以适应变化的环境，保持竞争优势。最终，建立有效的绩效标准是实现卓越和充分发挥个人及整个组织潜力的基础步骤。