"Superior arrangements assessment, we must assessment" and "the results of the exam only useful right leadership," "The appraisal is a formality, Or the final say "... According to the survey, 30% ~ 50% of the staff that the firm's performance appraisal is invalid. Tracing the source, often because of enterprises in the design, implementation of human resources performance management arise due to various problems. 1. Why do not know examination assessment purposes is not clear, sometimes even for assessment and evaluation, Enterprises and the examination assessment side was not fully clear understanding of performance evaluation is a management tool Management itself is not the purpose. Meanwhile, performance appraisal system of non-scientific assessment is also reflected in the principles of confusion and contradiction, in the content of examinations, item sets and weight settings has shown no correlation, randomness prominent, often merely reflect the will and personal preferences, and performance appraisal system lack of seriousness, arbitrary changes. difficult to ensure the continuous policy consistency. 2. The lack of standard assessment of most enterprises performance evaluation standards are too vague, lack of standards for performance, standards aliasing, difficult to accurately quantify the form. A lack of standards or the standards are not related to the examination conducted by the appraisal, it can easily lead to a comprehensive, non-objective and impartial judgment, fuzzy assessment of the performance standards was difficult to make assessment of the results of the exam were convinced about. 3. Assessment methods in a single human resources performance appraisal practice, is often superior to subordinate review-examination, as a staff assessment were the direct supervisors, and employees of private friendships or conflicts, personal prejudices or preferences, and other non-objective factors will significantly affect the results of performance evaluation, an examination of the words sometimes, due to the lack of relevant information is difficult convincing examination, even trigger a superior-subordinate relationship tensions. To comprehensive scientific evaluation of a staff that often require a multi-angle observation and judgment, generally examination should include assessment of their superiors, colleagues and subordinates, and the examination himself clients, implementation of the integrated 360 ° assessment, so as to come up with a relatively objective, comprehensive accurate assessment, single assessment, often due to lack of adequate assessment of the long-time and more opportunity to learn about the work of the staff, Meanwhile assessment themselves also may lack sufficient momentum and the ability to make a detailed evaluation, the necessary assessment of the lack of evaluation findings often lead to the distortion. 4. Staff performance appraisal system to a lack of understanding on some enterprises in the development and implementation of a new set of system performance, and staff not to conduct prompt, thorough, effective communication, staff performance appraisal system for the management-oriented thinking and behavior is not clear, often misinterpreted and all their hostility, as well as by the performance of the system science, practicality, effectiveness and fairness of the performance objective strong challenge the system's understanding psychological and operational distortion. 5. Formal appraisal process many enterprises have developed and implemented a comprehensive performance evaluation, But deep down inside each employee performance appraisal that is only a formality, the so-called "leadership that you OK, you OK, is not OK; leadership that you can not do it, you will not, firms ", the negative judgment, Nobody really the result of the evaluation of the performance for serious and objective manner. no real use of the performance appraisal process and the results of the exam to help staff performance, behavior, ability, various responsibilities effectively improved. 6. No feedback results of the exam results of the exam without the feedback form will generally be divided into two types : An evaluation is subjective and who do not want to be an objective assessment of the results of the examination results were explained to the evaluation feedback, assessment acts as a black-box operation, evaluation was no way to know who on their own examination which they feel satisfied, what areas need improvement. This assessment is likely to be worried subordinates feedback will cause discontent, in the future work to take uncooperative or hostile work attitude, it could also be the result of their own performance appraisal no convincing relying on the fact that, alone Executive will come to the conclusion, If the feedback is bound to arouse enormous controversy; The second performance appraisal form is no feedback means assessment were unconscious or unable to feedback to the results of the exam was assessment, This situation is often due to examination himself, do not really understand human resources performance evaluation of the significance and purpose Coupled with the lack of good communication skills and democratic enterprise culture, who makes no evaluation feedback results of the performance evaluation capability and courage. 7. Assessment is a waste of resources in the implementation of enterprise performance evaluation, passed to a wide range of information, information related to the collection, analysis, judgment and evaluation will produce intermediate and final assessment resources assessment information resources, These information resources that can be fully used to personnel decisions, the staff's career development, training, Management and staff salaries and many other research work, However, many enterprises to performance evaluation of the use of information resources There are two extremes, one is not fundamental, simply create valuable performance information resources are wasted. The other is management abuse assessment resources, With the results of the exam staff to introduce tougher penalties, performance evaluation information as a deterrent staff accomplice, instead of using assessment information resources to inspire, guide, help and encourage employees to improve performance, attitudes and capacity enhancement. 8. Wrong use of resources assessment carrying out assessment of the performance appraisal time, especially on the examination conducted subjective evaluation, the assessment criteria of instability due to such factors examination can easily be consciously or unconsciously, the existence of two bad tendencies : excessive tolerance and excessively harsh. Some examination were pursuing the "mediator and the" principle of the staff performance appraisal results of concentration, makes performance evaluation results similar to each other, can not truly identify staff performance, behavior and abilities of our differences; Another is a tendency to over-pursue staff mistakes and shortcomings in the ability of the staff, on the behavior and attitude of the shortcomings exaggerate, simple rudely reprimanded, penalties and threats poor performance evaluation, makes employees feel insecure. 9. Assessment methods for evaluating the performance of improper methods, where there are many more staff evaluation, behavioral control table, key events, grading identification, management by objective evaluation, behavioral evaluation anchor, and so on. These methods each has its advantages, some method can be applied to the performance evaluation results will be used for the distribution of staff bonuses, However, it may be difficult to guide assessment was recognition of the lack of capacity; However, some methods may be very suitable for the use of performance evaluation results to guide enterprises in the development of training programs, it is not appropriate to balance the interests of all parties involved. 10. Psychological evaluation, behavioral evaluation of the errors in the performance of the staff assessment, not consciously emergence of various psychological and behavioral the wrong moves, such errors usually include : a halo effect, When the assessment is a staff person for the overall impression of a staff of the specific characteristics, such as appearance, clever or incident as a basis of judgment, came to the conclusion often let one leaf cover our eyes; Personality implicit assumption When the assessment is carrying out performance evaluation, assessment was right on the personality types of classification (such as a professional, a man stole Lai) conducting performance appraisal, will "look at wearing sunglasses." Proximate cause errors because of the emergence of a normal human memory, There is a pair of recent happenings and the acts memory of the long-term behavior gradually faded from memory. After a long time after the performance appraisal, was the assessment on the results of the exam to be more recent performance.