Measuring and evaluating employee performance is one of a manager’s toughest but most important responsibilities.
考核评估员工绩效是经理最为艰巨但又至关重要的职责之一。
Two important measurement tools are: Job Descriptions and Job Specifications
两个重要的考核工具是: 岗位描述和职责明细
A job description lists all tasks, working conditions and necessary equipment that are required of a work position.
岗位描述列出工作岗位的所有任务、工作条件以及必要的设备。
Well-written job descriptions can be used in evaluating job performance, in training of new or existing employees, ensuring that each job task is performed.
岗位描述被详尽地书面化可用于评估工作绩效、培训新老员工, 确保每条工作任务都得到执行。

Job specification is a summary of the personal qualities, skills and traits an employee needs to successfully perform the task outlined in the job description.
职责明细则列出员工为完成岗位描述的任务而所需的个人素质、技能和性格特征。
Factors considered for job specifications are formal education, work experience, physical requirements and communication ability.
职责明细考虑因素有正规教育、工作经验、身体要求和沟通能力。
Most companies use some form of performance evaluations to measure how well employees are meeting their goals and to help employees develop in their careers.
大多数公司使用某种形式的绩效考核来衡量考核员工达到目标的程度, 并帮助员工发展其职业生涯。
Many companies use sophisticated software that measures employee performance in real time.
许多公司使用成熟的软件来实时衡量考核员工的绩效。

During performance evaluation, usually three principal types of ratings are used:
绩效评估期通常使用三种主要类型的评级：

These ratings are processed on a graphic rating scale, ranging employees from 1 to 5, with 1 being exceptional and 5 being poor.
评级会以数字的形式进行, 把员工分为1-5个等级, 1 代表突出优秀, 5代表差强人意。
Ratings on each item are added together and averaged to arrive at a score for each employee.
把每条项目的评级加在一起，然后算出每位员工的平均分。

We will discuss the guests and the front desk in the next section.
下一节我们将讨论宾客与前台。