Enterprise body's overall operating performance, solid strategy and the company's strategic planning, goal setting can not be separated But more specific performance is with the staff person's work performance is closely related. Therefore, the staff of the realm of performance evaluation, the staff and maintain an effective feedback Enterprises will be able to stimulate the work of each employee enthusiasm and the spirit of innovation, promote staff development and the ability of potential development, formation of a high efficiency of the team. Performance Assessment (Performance Appraisal) should become a modern enterprise management efficiency Jimmy tools. In some enterprises, performance evaluation in certain areas have made some preliminary results. But there are still many outstanding issues to be further from our understanding, for example : how to correctly understand and grasp the work of evaluating the guiding principle of assessment, performance appraisal operation in place; on scientific research and development engineering and technical personnel as well as marketing and sales staff on how to conduct scientific evaluation. How should the scientific assessment criteria, effectiveness and gender; how to prevent a mere formality examination or ineffective, and so on. These issues highlight the established performance appraisal system is very necessary, but it is also not quick. But if we do not have sound scientific breakthrough, the performance evaluation will lose its original meaning. Performance evaluation of how to let the letter, enterprises should become the work of the performance evaluation basis points. 1. Let performance appraisal thinking staff (both here examination, there was examination) hearts, and the elimination of performance evaluation to clarify the erroneous and vague understanding. Performance appraisal is not in charge of staff waved the "big stick", but not as unprincipled "half-hearted" approach of everyone good. Evaluation is not to create the gap between staff, but realistically found that the strengths, weaknesses, in order to avoid weaknesses, improved improve. Performance Assessment to respecting the value creation as the theme, Although it is based on the administrative functions of the structure formation of a vertical extension of the examination system, but it also should be a two-way interactive process, This process includes an examination with the assessment was the work of communication. Through communication, assessment used to be work, work goals and values are transmitted to the evaluation, the two sides reached a consensus and commitment. Evaluation is not to assessment and evaluation, assessment if not motivated staff development and integration of the company's growth. then we evaluate the results can be well imagined. And the vertical extension through the evaluation system, in a company formed to create the value of the transmission and amplification mechanism. Therefore, in particular, to enhance assessment of the modern manager's awareness and capabilities. They truly make the management of the company at all levels of play traction. Strengthening corporate manager's ability to manage the development of enterprises that can not be neglected in an important theme. 2. Work, set realistic appraisal standards. Many enterprises, in particular some high-tech enterprises, engineering design, research and development, marketing and after-sales service personnel and management staff has been working for the work of our difficulties, Their work with the production workers, compared with the operator complexity, and creativity the assessment on the implementation of a certain degree of difficulty. But they really need to be a scientific and rational and fair evaluation and certification. Otherwise, their enthusiasm is difficult to be maintained and improved, the survival of the fittest competition can also formed. In order to ensure a scientific and effective appraisal standards, and effective work, recognizing that each person's performance evaluation indicators, These will become established staff appraisal standards necessary links. Therefore, enterprises should use questionnaires, interviews, etc., with the managers and staff of the communication and understanding, the company design systems and the development of the market system for individual employees to jobs brochures, Let the staff for their work and duties of the process has a very clear understanding, but also enabled the staff from entering the sense of psychological state, accepted appraisal. Different positions, different duties and different jobs brochures, evaluation criteria is, of course, vary. 3. Let value assessment system as creating value and value of the intermediary distribution system. Enterprise management, the key is to create in the management of the management loop, the formation of the company's growth positive feedback mechanisms, • This is Bill Gates (Bill Gates) we describe the growth of an enterprise mechanism. Evaluation of effectiveness, or to really evaluate the value of the company can create value play traction and excited, must solve distribution leverage the value of play, this is a fundamental problem. Value distribution not only include the distribution of substances, including challenging the distribution of jobs, job promotions and so on. From the current distribution of material, mainly wages, bonuses and benefits. In regard to wages, to fully enable their working ability, performance in the wage structure occupies a reasonable position, and personal wages as the main factors. Of course, even more importantly, is the main work is to strengthen the incentives, To continue to create a challenging jobs will be created's assigned, and the enterprising staff of the high performance, to create more space for career development. Meanwhile, the managers and research personnel can give stock options, become their "golden handcuffs." Let appraisal truly become members of the internal organization of the distribution of value objective and reasonable basis. 4. Forming an effective human resources management mechanism. Performance appraisal work as a corporate human resources development and management of a connection, it is inseparable from the smooth progress of the overall human resources development and management structure to establish and improve the mechanism, Meanwhile performance appraisal must become corporate culture of value. Companies from the perspective of the overall strategy to build the entire human resources management of the buildings, Let performance appraisal and management of human resources to other areas (such as training development, management communication, Job rotation promotion, etc.) to link each other and promote each other. Companies can establish human resources management benign mechanism, in today's era of the knowledge-based economy will only be ruthlessly eliminated. In short, should truly performance assessment letter, and enterprises in the system design and implementation process, It is important to have the vision and thinking, and have the courage to take the pace in the implementation of the performance appraisal process timely promote organizational changes ahead for the company to promote an awareness of modern concepts, Behavior patterns and the ability of growth-oriented enterprises.