| Professional managers play more and more vital roles in the modern enterprises. After joining the WTO, the environment from domestic and international market that enterprises facing are becoming more and more competitive, however, the deficiency of outstanding managers seriously restricts the development of enterprises and the enhancement of competitive ability. As a result, speeding up the steps of the manager professionalization and enhancing the quality of the whole team of professional managers are in urgent needs. But there are some problems which come from 3 aspects. First, there are some problems in the macroscopical environment that go against the development of professional managers: the absent places in the configuration systems, undeveloped markets, the absent of equitable and scientific marketing evaluation mechanism, etc. Second, there are some problems within enterprises which hobble the exertion of professional managers: distempered intramural systems, ambiguity among the professional managers' responsibilities, rights and benefits, distempered promoting mechanism, the absent of restricting mechanism, the owners of the enterprises don't trust professional managers, some enterprises don't keep their words and so on. Third, professional managers themselves also have some problems: difference on professional ability, some professional managers are short of basic occupational integrity, some professional managers are not in the right position and so on. And there are also a lot of unpleasant cases between the cooperation of professional managers and entrepreneurs in managerial practices. It becomes issue of common concern that the contradiction between how to resolve the needs of professional managers for the present and future development of the market economy. This article is under such background and proposed the research of the evaluation of professional managers.Using normative researching method, this article reviewed with those relative theories and researches such as competency evaluation, performance evaluation and credit evaluation that related with the construction of the comprehensive evaluation model for professional manager. Through document research the following points are found out that: (1)From the view of the competency evaluation research, there are more researches on related general competency evaluation content and method, the competency evaluation researches based on the quality model are very few, and researches of the professional managers' competency evaluation that based on competency model are in particular lack. (2)The general trend of Performance Evaluation System is changing from evaluation of financial indicators to evaluation of the combination of financial and non-financial indicators, but there're problems in researches that related with professional manager appraisal, such as: taking the evaluation of the enterprise achievements equates to the operator performance appraisal, lacks of individual ability and quality appraisal in the performance evaluation content, the localization of main bodies and the purpose of performance evaluation are not clear about. (3)The importance of professional managers' existing credit records has drawn increasing attention to the theoreticians and practitioners, but there're few studies on the professional managers' credit appraisal. As for the professional managers' credit evaluation system, it is limited to the establishment of the credit files. Thus it can be seen that it has not formed a comprehensive evaluation system for professional managers. Therefore this article's research may not only develop the research of the existing professional managers' appraisal, but the establishment of the evaluation system also have vital significances for providing an effective evaluation tool for the enterprises to choose the professional managers, establishing and accumulating the trusts between the entrepreneurs and the professional managers, promoting for the process of the professionalization for managers, restricting professional manager's behavior, promoting professional manager team's overall quality and so on.This article worked in a way of systematic, studied for the professional managers' seven kinds of roles in social division of labor and in enterprise's interior role division, and then proposed the system frame of professional managers' evaluation, which constructed according to " the Stakeholders' Evaluation Model", that formed by three parts: the competency evaluation, the performance evaluation and the credit evaluation. The significance for constructing of professional managers' appraising system, lie in the establishment of a new logical thinking of professional managers' appraisal: Enterprises must make the formulation of strategic objectives to meet the needs of stakeholders, stakeholders determine the levels of their contribution to the enterprise on the basis of how much of their needs are meted by the enterprise and the professional managers, and the stakeholders' contributions determine the achievement of the enterprises' goals.Based on the system frame of professional managers' evaluation which were constructed according to "the Stakeholders' Evaluation Model", this article first discussed for professional managers' competency evaluation, performance evaluation and credit evaluation: First, this article established a general competency model which includes 15 competencies for professional managers through the empirical study, and established the competency models' for General Manager, Vice-president of Marketing and Vice-president of Administration and Human Resources Management according to the empirical study results. This article constructed the professional managers' competency evaluation model which in foundation of the studies of professional managers' evaluation content, evaluation method and main bodies of evaluation that including the professional competency evaluation, the psychal competency evaluation, the behavioral competency evaluation and the professional integrity evaluation. Second, on the basis of empirical studies on the actuality of professional managers' performance management, this article designed six kinds of professional managers' performance evaluation index systems, studied the main bodies and method of professional managers' performance evaluation and then designed the professional managers' performance evaluation model. Third, this article studied the present situation of the professional managers' credit evaluation of our country, analyzed the problems that existed, constructed the plan of Chinese Credit Evaluation System of Professional Manager, constructed the Professional Managers' credit evaluation model. Subsequently, this article constructed the comprehensive professional managers' evaluation model which were based on the three professional managers' evaluation sub-models established above. The four models that established above not only provide a complete theoretical frame work, but also provide a practical evaluating system for professional managers' evaluation.The professional managers' evaluation must serve for the management practice. Therefore, this article worked over the application question of professional managers' appraisal system later. In this part, this article conducted empirical research to the application of the current professional managers' performance appraisal results first, founded that the current performance evaluation results were mainly used for communication and feedback, performance improvement, salary assignment, rewards and punishment on the professional managers and so on, but were rarely used in professional managers' training and career development. Then this article mainly studied the application of professional managers' performance evaluation result in the following relevant fields of Human Resources Management. (l)According to the performance management idea in Human Resources Management field, advanced that the communication and feedback of performance evaluation information ran through the whole process of professional managers' performance evaluation, and designed the processing chart of the constitution and implement of performance improvement plan. The ultimate purpose is to reach the target of making improvement in individual and enterprise performance through the communication and feedback of performance evaluation result and performance improvement plan. (2)Combining the credit evaluation and the competency evaluation with the professional managers' recruitment and selection, this article proposed the viewpoint that recruitment was based on the competency model of professional managers, and designed the relative process chart. (3)Taking the professional managers' performance evaluation result as the basis of salary payment, proposed 5 incentive and restraint mechanisms: the reward mechanism, control mechanism, reputation mechanism, career mechanism, market mechanism, and designed the market-oriented model for motivation and constraint of professional managers.(4)Applying the performance evaluation to the professional managers' quality promotion and the occupation development, this article studied the function of the society, the enterprise and the professional manager personally that contributed in the promotion of ability and the quality aspect separately, proposed the viewpoint which the professional managers' quality promotion and the occupation development were based on the competency model. This article introduced Experiential Training methods which were effective for the change of professional managers' attitudes and ideas. According to the document research results, this paper proposed to introduce enterprise coach to train professional managers, and proposed that the development of professional managers is to become a 21st century "Coaching-style Leader". The significance of this part lies in connecting professional managers' evaluation with other subsystems and play the key role in human resources management.In this paper, the innovations mainly manifest in the following three aspects:1. It constructed the comprehensive professional manager evaluation model. By the way of systematic thinking for the professional managers' evaluation in the enterprise system ,this article proposed the system frame of professional managers' evaluation which constructed according to "the Stakeholders' Evaluation Model": Stakeholders have corresponding requirements for enterprises, enterprises meet their needs, they get satisfied and then they'll do contribution for enterprises. Therefore, the main bodies of professional managers' evaluation are the internal and external stakeholders. Therefore, from the perspective of their demands for professional managers, framework of professional managers' appraisal should include three parts: competency appraisal, performance appraisal and credit appraisal. The purpose of the appraisal is to meet the needs of stakeholders. On the basis of the empirical study, it established a professional managers' competency evaluation model in foundation of the professional managers' competency model. It designed six kinds of professional managers' performance evaluation index systems such as General Manager and Vice-president of production , and designed the professional managers' performance evaluation model , that were all based on the empirical research results and the requirements of managerial theory and practice. It constructed the professional managers' credit evaluation model, on the basis of the research on the present situation of the professional managers' credit evaluation of our country. The main bodies, the contents, the methods and the purposes of evaluation were contained in these models. Based on these three professional managers' evaluation sub-models established above, it constructed a comprehensive evaluation model of professional managers.2. It studied the application of the comprehensive professional managers' evaluation system, developed the research area of professional managers' appraisal. The ultimate objective of professional managers' evaluation is enable the internal and external stakeholders' satisfaction, achievement to the enterprise's goals, improvement the performance and personal satisfaction, promotion to personal career ability and so on, and for all these advantages , we must connect it with the other subsystems of human resources management. Therefore, this article studied the application of the comprehensive professional manager evaluation system in the following fields: performance improvement and promotion, professional managers' recruitment and selection, the motivation and restriction to professional managers, the quality promotion and competence development of professional managers and so on. The above research indicate that this paper introduced the concept of performance management of Human Resources Management into the research of professional managers' evaluation, and developed the research area of professional manager appraisal.3. It constructed a Human Resources Management System based on the the competency model of professional managers. Based on a questionnaire survey of professional managers Empirical Research Method, the writer did statistical analysis for the relationship between professional managers' basic capability and quality rank and the performance of enterprises. Distinction between the quality and characteristics of professional managers relates to high performance via the way of T-test, and proposed the competency model of professional managers. Then brought this model into usage such as recruitment and selection, competency evaluation of professional managers and so on. It proposed the view of implementing employment and selection, competency appraisal, performance evaluation, quality promotion and occupation development on the basis of the competency of professional managers. It built up the competency-based human resources management system, and enhanced the normative, scientific and practicality of professional managers' management.
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