【正文】 企業(yè)和單位自身有清晰的 認識，才能根據(jù)自身的實際情況，制定出符合自己的績效考核體系，為企業(yè)營造出更為積極向上的內(nèi)部環(huán)境，從而在發(fā)展過程中順應時代潮流，朝著更寬更廣的道路邁進。t know your assessment will be through, the shortings of their own needs to be improved, what place. It is possible that enterprise managers if the assessment released information is likely to cause dissatisfaction with the subordinates or employees, in the later work of nonviolent cooperation attitude or make some events to violence. 2 a is assessed itself low professional qualities or skills. Unable to plete the appraisal information by paring the accounts to be assessed. 三、績效考核的策略 3, the performance evaluation of the strategy 。t need no technology good, also do not need to have the technology of bad people. So, the evaluation of human resources is both to the person39。s working enthusiasm, make the enterprises and institutions with good cohesion and creativity, then there would be effective to enhance the core petitiveness of enterprises in market petition, so that the growing development of enterprise. 一、人力資源管理的深度和在企業(yè)中重要地位 A, the depth of the human resource management and the important position in the enterprise 企事業(yè)單位在人力資源的選聘以及工作勞動所得分配上需要一套公平合理的考核標準，績效考核就是應這一要求逐漸發(fā)展完善的，在人力資源管理中把每個員工的績效考核標準根據(jù)公司的發(fā)展狀況進行明確的規(guī)劃，把員工的工作任務，工作能力，工作態(tài)度作為考核的基本內(nèi)容，把單位的發(fā)展目標和發(fā)展中的需要當做考核的標準，通過對目標進行有效分解，落實到工作崗位中的每個人，讓每個人都能在發(fā)展中明白自己的工作目標，并按照整體目標實現(xiàn)所需的時間完成自己份內(nèi)的工作，這就是我們所說的績效考核體系，績效考核管理對于企業(yè)的發(fā)展具有非常實際的作用，每個 人的目標完成情況直接關系著企事業(yè)單位的發(fā)展狀況，反過來單位根據(jù)每個人完成的工作狀況對每個人進行合理的獎酬分配，不僅對員工的付出是一種肯定，更能體現(xiàn)出多勞多得，按勞分配的市場原則。 Enterprises and institutions work in hiring human resources and labor ine distribution need a fair and reasonable assessment standards, performance appraisal is demanded by the development gradually perfect, in the human resources management each employee performance appraisal standard according to clear the situation of the development planning of the staff work tasks, work ability, work attitude, as the basic content of assessment, the unit of the goal of development and the need for the inspection standards, through the target deposition, effectively implement to everyone in the work, let everybody can understand their work goals in development, and in accordance with the overall goal of the time required to plete her work, this is what we call system of performance appraisal, performance appraisal management is very practical role in the development of the enterprise, the goal of everyone plete situation directly related to the development of enterprises and institutions, which in turn unit according to each person to plete work situation for everyone to carry on