绩效考核在绩效管理中发挥着重要的作用，绩效考核体系的有效性对组织人力资

Performance appraisal plays an important role in performance management. The effectiveness of the performance appraisal system is of great significance for organizing human resources and coordinating and controlling employee relations. Inaccurate or inconsistent performance appraisal may not have a real and positive motivational effect. On the contrary, it will bring many obstacles to the organization's human resource management. The following principles should be followed when choosing a performance evaluation method: It can best reflect the organization's goals And the purpose of evaluation; it plays a positive role in guiding and motivating employees; it can evaluate the work of employees more accurately and objectively; the evaluation method is relatively cost-saving; the evaluation method is practical and easy to implement. Common errors and overcomings in <BR>performance appraisal : ①The performance appraisal standard is ambiguous. This is one of the reasons for the failure of performance appraisal methods. <BR>②Halo effect. The halo effect refers to the fact that the examiner has a higher evaluation of a certain performance element of the examinee, which will lead to a higher evaluation of other performance elements of this object. Especially for those employees who have a better impression of examiners, this kind of problem is more likely to happen. <BR>③ Centering trend. The so-called centering trend means that the assessment grades of the assessees all move closer to the middle. This kind of over-concentrated assessment results will make the performance assessment lose its effect and have little effect on the company's performance improvement.

Performance appraisal plays an important role in performance management, and the effectiveness of the performance appraisal system is of great significance to the organization of human resources and the coordination and control of employee relations. Inaccurate or non-realistic performance appraisal may not have a real, positive incentive effect, but will bring many obstacles to the organization's human resources management, in the selection of performance evaluation methods to follow the following principles: the best embodiment of organizational objectives and evaluation purposes; Common errors and overcomes in performance appraisal:<BR>(1) The performance evaluation criteria are vague. This is one of the reasons why the performance appraisal method fails.<BR>(2) Halo effect. Halo effect means that the appraiser has a highevaluation of one of the performance elements of the subject, which will lead to a higher evaluation of other performance elements of the subject. Especially those who have a better impression of the evaluator, this problem is more likely to occur.<BR>(3) Center trend. The so-called center trend, that is, the assessment of the assessment of the assessment of the rating is close to the middle, this too concentrated evaluation results will make the performance evaluation lost its role, for enterprises to improve performance is very small.

Performance appraisal plays an important role in performance management. The effectiveness of performance appraisal system is of great significance to the organization of human resources and the coordination and control of employee relations. Inaccurate or not in line with the actual performance appraisal may not play a real and positive incentive effect, but will bring many obstacles to the organization's human resource management. When selecting the performance evaluation method, we should follow the following principles: the most can reflect the organization's objectives and evaluation purposes; play a positive role in guiding and encouraging the staff; can evaluate the staff's work more correctly and objectively; and evaluate the staff's work The evaluation method is practical and easy to implement. Common errors in performance appraisal and their solutions:<BR>① Performance evaluation standards are vague. This is one of the reasons for the failure of performance appraisal methods.<BR>② Halo effect. Halo effect means that the examiners have a higher evaluation on a certain performance element of the examinee, which will lead to the higher evaluation of other performance elements of the object. This kind of problem is more likely to happen especially for those employees who have a good impression on the assessors.<BR>③ In the middle of the trend. The so-called "middle trend" is that the appraisal grades of the examinees are all close to the middle. This kind of excessively centralized evaluation results will make the performance appraisal lose its function, and it has little effect on improving the performance of enterprises.<BR>