【正文】 oad assessment. Members of the relationship between the there is a petitive, and other factors will affect the oute of the examination colleagues credibility.The relationship between of the Members, there is a petitive, and other factors will affect the oute of the examination colleagues credibility. Under examination Subordinate appraisal of the other examination as a supplement to provide a bottomup evaluation of the performance angle. Under examination should normally be limited to the right of management, under the appropriate evaluation will include leadership, munication, and authorization teambuilding, right under the care, and to plan, organize, budget, creativity, content analysis capability shall not apply to subordinate appraisal.Subordinate appraisal of subordinates and supervisors to discuss and resolve issues of mon concern for the opportunity managers can change the style of work and improve its working methods, thus facilitating efficient team building.But under examination in enterprise performance evaluation using less. From the boss39。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。 From the perspective of subordinates, They will think that this assessment of the threat they exist, worry about making unpopular but honest appraisal by the boss dilemma. Therefore, in order to increase the credibility of subordinate appraisal, anonymous is very important, but, if the number of subordinates too little, we must avoid the use of this assessment, let subordinates was in the number of security. Selfexamination Let the staff evaluation of their work, and selfmanagement and authorization concept is the same. When hope to increase staff in the performance management participation, selfexamination is very useful. Selfexamination can usually be weled by the staff, employees contribute to the elimination of the assessment process are inconsistent to supervisors and staff on performance issues to municate.Clearly, as most people have too much ability to evaluate the tendency to selfassessment of the performance results easily be exaggerated. and inevitable selfservice prejudice. Therefore, the need for selfexamination and other usually bine examination, the examination of other supplementary and reference but only for the general staff39。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 demonstrated. The shortings of this approach is that each one of the staff to write an accurate description of the characteristics of the report is a lot of time, Usually, this is not the business of each of petent managers. In addition, Description Act with the performance appraisal of the results depends to a great extent on the evaluation were assessment of subjective impressions, and assessment of writing and the method of writing skills. Critical incident ActCritical incident Performance Assessment Act will focus attention on those who have been particularly active in the work and in particular the negative impact of key actors on. One pair of work has been particularly active in the example, a garment factory security guards working in factories and found a hot bucket without electricity, hot bucket power outages, avoid the possibility of a fire. One pair of work is a particularly negative impact on the example, is responsible for the TX Express clerk, will be a forgotten emergency documents issued in a timely manner, and work to create a greater impact. France demands key events will focus on specific acts, for the provision of a wealth of role models. let employees know what conduct is to promote the kind of conduc