The360Degree Evaluation Method In Performance Appraisal Of ZHL Company

Market competition becomes more intense and deepening as economic globalization and the pace of knowledge economy accelerating. If one enterprise wants to occupy a strong market position, it must devote sufficient attention to the performance appraisal. However, performance appraisal of various industries and enterprises in China is very low overall, especially in the high-tech IT companies, due to the characteristics of the IT itself, the movement of persons, the improvement of the performance appraisal process has been very slow. Many IT organizations are still stuck to the understanding of the performance appraisal at the basic level of daily work performance evaluation, performance appraisal system is not clear or can not be implemented, not from the nature of performance management to implement the performance assessment of high-quality, it is difficult to dig out promote a powerful force for sustained and healthy development, of course, will not be able to achieve real development. The ZHL Company of this study was originally A Computer Software and Technology Service Corporation Digital Content Division,2003independent to be mainly engaged in the product distribution network company, specializing in the Corporation’s A Internet field of software development, system integration, agents, the technical services of specialized companies. The ZHL Company is in the efforts to shape the competitive advantage of the special stage, how to achieve the greatest success in human resources development and management in the fierce market competition is an important goal of the current human resource management department.This article draws on the research of human resource management, performance appraisal, and uses methodology of systems theory, interviews and other research methods. It describes several common performance appraisal methods on basis of concept of performance, performance appraisal, and analyzes the characteristics and performance appraisal of staff and the IT industry. Then the paper introduces the status of performance assessment of employee in the ZHL Company, and points out its problems and the reasons, which lay the foundation for formulating scientific and rational core staff at last. Then it explores the feasibility of designing performance appraisal system with360-degree for the ZHL Company, and analyses principles and processes, also builds360degree performance appraisal system. Finally, the paper proposes implementation process of360-degree performance appraisal system for the ZHL Company, and analyzes the obstacles that may arise during the implementation process, and then proposes the implementation of safeguards of360-degree performance appraisal system for the ZHL Company.