哪位高手帮忙翻译一下，急！！

Question

1. What is Performance Management?
There are a wide range of definitions for performance objective, performance goal, performance measure, performance measurement, and performance management. To frame the dialog and to move forward with a common baseline, certain key concepts need to be clearly defined and understood, such as:
Performance objective. This is a critical success factor in achieving the organization’s mission, vision, and strategy, which if not achieved would likely result in a significant decrease in customer satisfaction, system performance, employee satisfaction or retention, or effective financial management.
Performance goal. A target level of activity expressed as a tangible measure, against which actual achievement can be compared.
Performance measure. A quantitative or qualitative characterization of performance.
Performance measurement. A process of assessing progress toward achieving predetermined goals, including information on the efficiency with which resources are transformed into goods and services (outputs), the quality of those outputs (how well they are delivered to clients and the extent to which clients are satisfied) and outcomes (the results of a program activity compared to its intended purpose), and the effectiveness of government operations in terms of their specific contributions to program objectives.
Performance management. The use of performance measurement information to effect positive change in organizational culture, systems and processes, by helping to set agreed-upon performance goals, allocating and prioritizing resources, informing managers to either confirm or change current policy or program directions to meet those goals, and sharing results of performance in pursuing those goals.
Output measure. A calculation or recording of activity or effort that can be expressed in a quantitative or qualitative manner.
Outcome measure. An assessment of the results of a program compared to its intended purpose.
2. Performance Management System Goals
A leading-edge organization seeks to create an efficient and effective performance management system to:
n Translate agency vision into clear measurable outcomes that define success, and that
are shared throughout the agency and with customers and stakeholders;
n Provide a tool for assessing, managing, and improving the overall health and success of business systems;
n Continue to shift from prescriptive, audit- and compliance-based oversight to an
ongoing, forward-looking strategic partnership involving agency headquarters and field components;
n Include measures of quality, cost, speed, customer service, and employee alignment,
motivation, and skills to provide an in-depth, predictive performance management
system;
n Replace existing assessment models with a consistent approach to performance
management.
不要在网上直接翻译的

Answer 1

1 。什么是绩效管理？
有广泛的定义，性能目标，性能目标，绩效指标，衡量表现，和绩效管理。框架对话和向前迈进的一个共同的基线，某些关键概念需要加以明确界定和理解，例如：
表现的目标。这是一个成功的关键因素在实现该组织的使命，远景，策略，如果没有达到很可能会导致出现一个显着减少，客户满意度，系统性能，员工的满意度或保留，或有效的财务管理。
表现的目标。一个目标的活动水平表示，作为一种有形的措施，对实际的成就可以加以比较。
性能的措施。一种质或量的表征表现。
性能测试。一评估过程的进展为实现预定的目标，包括对信息的效率与资源转化为商品和服务（产出） ，质量，这些产出（如何，以及他们是交付给客户，以及在何种程度上的客户满意）和结果（结果的一个程序的活动相比，其预定的目的） ，和成效，政府的运作而言，他们的具体贡献的计划目标。
绩效管理。使用性能测量资料的效果积极的变化，在组织文化，制度和过程，帮助设置商定后的业绩目标，分配和资源的优先次序，通知经理要么证实或改变现行的政策或计划的方向，以满足这些目标，和分享的结果，表现在追求这些目标。
输出的措施。计算或录音的活动或努力，可以表达的是一种质或量的方式。
结果的措施。结果进行评估的一个程序相比，其预定的目的。
2 。绩效管理系统的目标
领先的组织，旨在建立一个有效的和有效的业绩管理制度：
n翻译机构纳入视野清晰可衡量的成果，界定成功，并
共享整个机构与客户和利益相关者;
n提供一个工具，以评估，管理和改善整体的健康和成功的业务系统;
n继续转变，从指令性的，审计和遵守为基础的监督，以一
正在进行的，具有前瞻性的战略伙伴关系，涉及机构总部和外地的组成部分;
n措施包括质量，成本，速度，客户服务，以及雇员的路线，
动机和技能，提供一个在深入，预测绩效管理
系统;
n取代现有的评估模式与一致的方式以表现
管理。