IntroductionWiththeimprovementofChina'smarket-orientedandcompetitionintensifies,theperformancemanagementsystemisbeingmoreandmoreChineseenterprisestolearnanduse,performancemanagementasanimportantfunctionofhumanresourcemanagementhasbecomeacorporatehumanresourcesmanagementworkanimportantmeansanddevelopmenttools,fulluseofresourcesenterprisesenhancetheircorecompetitiveness,gaincompetitiveadvantageinanimportantwayforsustainabledevelopmentofenterprisesplaysabigrole(MartinBartol1998).However,inpracticehumanresourceperformanceappraisal,whydoChineseenterprisesgetgoodresults?Whydidnotonlyplaytheroleofperformanceappraisal,eventoitsopposite?LiteraturereviewPerformanceevaluationasanimportanttooltoimprovebusinessandemployeeperformanceisbecomingincreasinglyimportant.Inreality,manyChineseenterprisesareonlyintheformofperformanceappraisal,therearemanyproblemsintheperformanceappraisalprocess,whichdidnotplaytheroleofperformanceappraisal.ThispaperistotheChineseenterpriseemployeeperformancemanagementproblemsandsolvingSuggestionstodosomeresearch:Suchasperformanceappraisalatmosphereisnotstrong,scientificperformanceevaluationstandards,evaluation,subjectselectionmistakes,improperevaluationmethodselection,andperformanceappraisalfeedbackinadequateExplainPerformanceappraisalandPerformancemanagementTherearemanydefinitionsofperformance,generallyreferstotheworkoftheresultsachievedthroughtheeffortsofthestaff,includingefficiency,impactbehavior,andthebehavioroftheorganizationtoachievestrategicobjectives.Performancemanagementisaseriesofemployee-centeredinterventions,thegoalistofullydevelopandutilizethevalueofeachemployeetoachieveimprovedorganizationalperformanceandachieveorganizationalstrategicobjectivesofmanagementactivities.Performanceappraisaliscarriedoutbytheexaminationwerenormaldutiesbehaviorwasexaminedinthosewhoobserve,record,andinfact,basedontheevaluationinaccordancewithacertainpurpose,inordertotrain,developandutilizethecapacityofmembersoftheorganization.Performanceappraisal,alsoknownasperformanceevaluation,istotheworkingperformanceoftheemployee'scurrentpositioncondition,andthepotentialofahigherposition,organi---本文来源于网络，仅供参考，勿照抄，如有侵权请联系删除---zed,asmuchaspossibleonaregularbasisandobjectiveevaluation,isanimportantpartoforganizationperformancemanagementcycle.Theultimategoalofperformanceappraisalisthroughtheintegrateduseoftheresultoftheperformanceevaluation,stafftocreategreatervaluefortheenterprise.Performancemanagementisthemanagementofemployeebehaviorandoutputitintheframeworkoftheexistinghumanresourcemanagement,strengthenpeople-orientedthinkingandoperabilitybasedontheenterprise'sstrategicdevelopmentobjectivesasthebasis,throughregularperformanceassessmentoftheemployee'sbehaviorandoutputofanobjective,fairandcomprehensiveevaluation.Performanceplanspecificallyreferstoalllevelsofmanagementandemployeestoachieveorganizationalgoalstoparticipateinthedevelopment,performancecoachingcommunication,performanceappraisal,applicationperformanceresults,performancegoalstoenhancethecontinuedcycle,thepurposeofperformancemanagementistocontinuetoenhanceindividuals,departmentsandorganizationalperformance(Cederblom1982).Performanceappraisalisonlyalinkinperformancemanagement,isthesummaryoftheantecedentworkofperformancemanagementandevaluation,andisfarfromthewholeperformancemanagem...