Organisations face major disruptions and transformative change as a result of developments in the contexts in which they operate and the COVID-19 crisis. These dramatic changes highlight the need to reassess the emphasis on financial and economic outcomes at the national and organisational level. International organisations recognise the urgency of explicitly acknowledging a variety of performance outcomes as ends in themselves. Organisations need to be seen as meeting the needs of a number of stakeholders who have varying interests. There could be tensions between the desired outcomes in the financial, social and human, and ecological areas. These tensions need to be managed in a number of ways. Movement towards a broader range of performance outcomes also requires a long-term view, acknowledgement of the Sustainable Development Goals and International Labour Organisation Declarations and Initiatives, and International Trade Union Confederation recommendations. Processes of dialogue between stakeholders are essential. Human resource management (HRM) activities can contribute to these performance outcomes through a Sustainable HRM approach.

中文翻译：

---

工作场所绩效：可持续的方法

由于运营环境的发展和 COVID-19 危机，组织面临着重大中断和变革。这些巨大的变化凸显了在国家和组织层面重新评估对金融和经济成果的重视的必要性。国际组织认识到明确承认各种绩效结果本身就是目的的紧迫性。组织需要被视为满足具有不同利益的许多利益相关者的需求。在金融、社会和人类以及生态领域的预期结果之间可能存在紧张关系。需要通过多种方式管理这些紧张局势。朝着更广泛的绩效结果迈进还需要有长远的眼光，承认可持续发展目标和国际劳工组织的宣言和倡议，以及国际工会联合会的建议。利益相关者之间的对话过程至关重要。人力资源管理 (HRM) 活动可以通过可持续的 HRM 方法为这些绩效成果做出贡献。