1, with a strategic target-oriented design. Performance evaluation do not adhere to the strategic direction, it is difficult to ensure that performance appraisal can effectively support corporate strategy. The performance evaluation is guided through performance indicators to achieve the performance evaluation can be achieved-oriented strategy, is actually through the strategic orientation of performance indicators are designed to achieve. This means, first and foremost, as a measure of the job performance indicators, key performance indicators, as embodied in the measure ultimately depends on the company's strategic goals. When the key performance indicators of the company's strategic goals for the effective components or support system, It will measure the positions the company to achieve the strategic goal of their own as part of the main functions; If KPI targets and strategies from the company. it is the job of measuring direction and the company will also be on achieving the strategic goal of differences arise. KPI comes from the company's strategic goals for the decomposition, their meaning is the second layer, KPI is to the company's strategic goals for the further refinement and development. The company is a long-term strategic goals, guiding the broad, and the positions of key performance indicators rich in content, set up against the posts, focus on the assessment year performance is measurable. Therefore, the key performance indicators for real-driven companies to achieve strategic objectives of the specific factors to explore, is the corporate strategy of each post performance requirements of the specific expression. Finally implication is that the key performance indicators with the company's strategic goals for the development and evolution adjusted. When a company has a strategic focus transfer, the key performance indicators must be amended to reflect the new corporate strategy of content. Two, to work based on an analysis of the index design. Analysis of all the work of human resources management on the basis that the design performance evaluation based on the basis of indicators. Under the purpose of examination, evaluation subjects on the status of the contents of the work, nature of the work completed all of the conditions for research and analysis, thus understand the assessment in the post by the objectives to be achieved, the work mode, etc. Preliminary performance evaluation of the various elements. 3, integrated business process for design performance evaluation indicators. Strategy-oriented, work based on an analysis of indicators design methods, and perhaps many enterprises are in the application. However, in designing their targets, but they ignore a very important process, namely : integrated workflow design evaluation criteria. Performance indicators from the process must grasp. According to the evaluation subjects were the process to play the role, the responsibility and with the upstream and downstream of the relationship between to determine the measurement of the performance indicators. Moreover, if the flow problems, it should also optimize the process or reorganization. KPI in the design process, if a good grasp of the above three points, Our performance indicators would not have too much of a problem. In a word : not for the best, just right.