Performance management is between the upper and lower levels of achievement on goal setting and the achievement of the continuous two-way communication of a process , in the process, administrators and managers are from the set performance goals, which began last performance appraisal must maintain continuous communication, and any unilateral decision will affect the achievement of effective management, performance management system to reduce the effectiveness of the play. (1) through communication can be authorized common set of performance goals. Enterprise organizations as a member of the staff to define which enterprises in the role, the role of the staff decided to play What is the function of his ability to ask what, to be committed to what kind of work responsibilities. Through effective performance interactive communication and be able to plan for these negotiations, can expect a clear understanding of what employees do, in what kind of environment and fulfill those responsibilities, Let managers and managers have been done by the right performance goals for the excellent results Ho Ho for bad "idea." While the "idea" of the staff to achieve the target with the direction and momentum. manager of quantitative examination staff will have both recognized standards. Set performance goals in the process, make the goals set by the exchange of information in this area, If managers ignore the role of communication, two-way interactive communication in this missing link. create performance objectives information issued without Upload a single flow, which will affect not only the staff of the performance goals of understanding and recognition, also very likely to cause deviation from the targets set by the objective reality, empty, and one-sided or even major mistakes. Because no upload the information flow performance goals, managers or setting performance goals, it is impossible to fully understand the specific, under the control of a staff position where the performance goals set optimized. Use of a basketball court, saying : away from the hoop recently, from the overall champion recently. Well, the latest from the grassroots, from the truth of it recently. For example, in a sale of departments, departmental managers to staff issued a sales mission. we must understand where the staff from its past sales of products : market share, sales distribution, of the competitors, staff understanding of the future market analysis, the value of the analysis, and the most trusted. If department managers behind closed doors, assumptions rates, a vacuum sales goals, may occur enterprise products market share decline, then re-enterprise products in the market would have been wiped out. Therefore, the communication through performance, can set the optimization of performance goals, performance goals can be reached unanimously, to be recognized and shared. (2), through communication can we fulfill the objectives of the course of his duties constantly corrigendum improve efficiency managers and employees on the staff work objectives and tasks to complete, work and the problems of communication, it is the performance of staff and managers feedback to guide the performance stage, staff feedback to the scheduled completion of the goal, where managers from the support and help Managers and staff need to know the progress of the work, the staff understand the obstacles encountered, through understanding, staff can help remove the barriers to provide staff training needs and provide the leadership necessary to help support and intelligence, to the performance feedback to employees, including positive and negative. From the performance management process, the communication is the achievement of performance objectives Tandem management an important part of the process, It runs through the whole process from start to finish. When performance goals in the implementation process of the development of Sino-Korean benign direction, and through continuous communication and dialogue, master staff managers in the target implementation process continue to enhance the performance of the space much, in the latter part of the staff had any kind of expectations and demands; through communication, the staff will be timely feedback from the completion of work, from supervisors where necessary and help from victory to victory. When performance goals in the implementation process of development of China-North Korea vicious deviate from the correct path, this time to communicate the performance of utmost importance to enterprises, it helps to reduce the negative impact in a timely manner to prevent the losses continued to spread, or even timely communication of the business will be adversely affected and the loss of full clearance, re-To upgrade the overall performance of enterprises play a positive role; right staff, timely communication, help employees improve methods, measures and return to the correct path and help to change the worst performance, To avoid becoming enterprises to upgrade the overall performance of "sinners." In this process, managers assume that employees know instead of appeasement and blindly tolerated, The ultimate result can only be detrimental to the staff, to improve the performance of staff and career development unhelpful. (3), through communication can we make objective assessment of achievement thinking deep examination results convincing. Through performance communication, make the staff (including staff and examination of the assessment as supervisors at all levels) Recognition of the right of examination performance goals will be enhanced overall performance and long-term development and career development of staff, and the removal and performance appraisal to clarify the erroneous and vague understanding. Performance Management is not the assessment of those who have been abused assessment terms of the "trump card", but not as unprincipled mere formality. pro forma. Through communication, performance assessment and evaluation who has been recognized that the performance appraisal, is not to create the gap between workers, instead of 369 staff into the measuring stick, but realistically Mining staff's strengths, weaknesses found to exceed and learn from history, doing some things but not others, has improved to some extent. Through communication, assessment who work pointers, and the goal of the work was to convey values assessment, appraisals to understand what evaluation, assessment whom, how assessment, evaluation understand that their own what to do, how dry, doing what is good and what is doing well, the two sides eventually reached a consensus and commitment, avoid in the performance appraisal process of implementing a different impact on the results of the exam's approval. Performance through communication can we make performance appraisal thinking of the public, performance evaluation of the use of this tool and the results of the exam can be recognized, performance evaluation results can be widely recognized.