【文章內(nèi)容簡介】 ults of the method or process of performance appraisal should be concerned. Work behaviorIn many cases, it is difficult to determine directly attributed to the work of the staff of concrete results, posts for staff functions and work groups belonging to a part of the staff is particularly true. In the latter case, the groups may be easier to evaluate performance. But every group member39。s contribution would be difficult or even impossible to clearly separate areas. In such circumstances, the work of the staff conduct examination is a very natural thing.Output is not good results e knocking on the door, but staff of the results of the action taken. Work conduct examinations to staff clear which actions are effective, which is not acceptable. specify the duties of the staff. Sometimes the work conduct evaluation of outputs than the results of a more prehensive examination, but also more accurate. It is not only the examination can be controlled by the staff, but also the employees should clarify what measures to take to achieve a good result outputs. Personal qualities Personal qualities refers to a person in different contexts displayed some of the lasting stability characteristics, such as honesty, loyalty, reliability, obedient and good attitude, initiative and sense of responsibility, hard work, cooperation, courage, ambition, experience and shy, shrinking, the lazy, and so on. Personal characteristics is the three assessed the weakest one, but the application is very extensive. The reason why it than work performance and acts weak, because it is the farthest away from the performance, as loyal, reliable, good attitude, The hardworking, experienced such characteristics is not necessarily a good performance with a high degree of correlation. But we can not ignore the fact that the personal qualities are often used to staff performance appraisal standards. In many cases, personal qualities even in performance appraisal plays a key role due to their own staff with the personal qualities of leadership and the 1980, performance evaluation is to find grounds for such recognition. Personal characteristics and performance in the relationship between an intermediate variables job requirements should pay attention to the individual characteristics and requirements of the work coordinated. The staff of the satisfaction and mobility depends on their personal inclinations and occupational characteristics of the match, When personal and professional qualities to match, they would bring a higher degree of satisfaction and lower liquidity preference, turn higher performance. of the source of the informationWho will be on staff performance appraisal? Certainly it seems that the staff should be superior. The reason is managers is an important work of evaluating the work of subordinates, because of their subordinate managers responsible for the performance, Only by them on staff performance evaluation will be meaningful. But this logic may be wrong, in fact only by superiors to do this work is not enough, in conjunction with other people39。s evaluations, the results of the exam to make it more prehensive and accurate. Supervisor evaluationAlthough only by the supervisors to assess performance is not adequate, but still superior performance appraisal is the most important person. Under normal circumstances, the supervisors have to work under evaluation and the right incentives, Then, the decision to reward people for performance evaluation is reasonable and can lead adequate attention. Evaluation of subordinates by their superiors is the embodiment of power, if not superior evaluation of the work of the staff, but what their also superiors for?But supervisors for performance evaluation has also exist flaws that can not be ignored. The examination supervisor will usually be biased adversely affected, resulting in lower credibility. Superior to a large extent depend on the assessment that the work of the staff what to do rather than actually doing what. Usually considered superior to the staff in evaluating the consequences, which led to the examination supervisor is an emotional process. thus weaken the assessment of objectivity and accuracy. Employees have always felt that the supervisors for their work with the evaluation is subjective and biased. Members assessment Colleagues said here including the assessment team who lie or other members of the department, or organizations with the assessment, who were not in the same department, but at the same level and with the examination were often working relationship with the staff, This latter sometimes referred to as the assessment by the internal customers. Members often than other examination conducted by the higher assessment credibility.Members can access other than examination were more jobrelated information, They were right assessment of performance can have a prehensive view. Supervisors often see staff is fully displayed their merits, and colleagues were able to see the actual situation. Assessment of colleagues who make substantial independent evaluation possible, Several assessment than the average individual assessment is usually more reliable. More use of the assessment will help eliminate error, the assessment will provide a more stable results relative to the examination of a single evaluation, its prejudices and less inclined special.Members assessment should be used anonymous manner, so that examination would not have to worry about those with damage assessment of the relations, to be frank appraisal done. And the examination supervisor at the desire to avoid the assessment by the conflict they are often too br