绩效考核是人力资源管理的核心问题之一,它保障并促进了企业内部管理机制的有效运转和企业各项经营管理目标的实现。绩效考核在理论与实践操作上极易出现偏差。本文通过揭示考核中容易产生标准不清晰、指标不科学、考核者主观因素、反馈沟通不及时、考核周期及方法等误差的原因,进一步提出了完善绩效考核的五方面具体措施,如考核标准、考核者、方法及程序等,使考核的管理制度产生最大效益。 Performance appraisal is one of the core issues of human resource management, which guarantees and promotes the effective operation of the internal management mechanism and the realization of various business management objectives of the enterprise. Performance appraisal in the theory and practice of operation prone to deviation. This article further proposes five specific measures to perfect the performance appraisal, such as appraisal standards, appraisal standards and other measures by revealing the reasons that the appraisal is easy to produce unclear standards, unscientific indicators, subjective factors of appraisers, improper feedback communication, appraisal cycle and method errors, Appraisers, methods and procedures, so that the assessment of the management system has the greatest benefits.