【正文】 ents of the conduct also has an important impact. Performance Assessment to be assessed what? The three most mon are : performance, behavior and personal qualities. Performance Most enterprises more concerned about the staff39。s objectives.When performance can be quantified or measured, such as sales and the development of new clients, output, production efficiency, adverse goods rates, the performance will undoubtedly be the focus assessed. However, the performance will be a onesided understanding of the output results will be a bit of a problem. First, beyond the personal control of the factors that may affect his performance. For example, assessment of the performance of production workers, should not be overlooked some machines other than the fact that the new machines。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 point of view, they are worried that their subordinates assessment will undermine their credibility, together with subordinate supervisors to deal with the risks they were reluctant to establish such a performance appraisal system。s selfdevelopment program, but not to pay, promotion and other management purposes. Comprehensive assessment As mentioned above, the examination has its own advantages and limitations, it might bring them together. provide a full range of integrated assessment. Comprehensive assessment Apart from the abovementioned examination supervisors, colleagues examination, and selfassessment under the assessment, customers may also include assessment, the supplier evaluation, external evaluation, and other professionals. According to need, with the examination are working relationship on the examination have contacts in all aspects as personnel were involved in the evaluation of the examination work, a prehensive assessment of the assessment was of achievement. Sometimes this assessment referred to as 360degree assessment. Although the 360degree assessment can be used for the development and management purposes. However, the recently introduced evaluation of the enterprise can start with the only purpose of the development concerns began. Staff may be because all unite to evaluate themselves feel uneasy. If only for the development of assessment and counseling, and pay and promotions has nothing to do, the staff will gradually bee accustomed to this process. may also be from different sources to obtain information. Assessment ToolsBelow on the performance appraisal of some monly used tools, businesses can choose according to the need to adopt. Description ActThe most mon and simplest method of performance appraisal is to write a short article describing the work of the staff performance, behavior merits. shortings, and the potential to improve the proposals. This method can be identified by examination of the unique characteristics of those who, when asked the supervisors on staff strengths and weaknesses, special talents, the possibility of promotion for the note, the advantages of this approach had been demonstrat