The Contradictive Management In The Enterprise Performance Appraisal

With the whole World marching into the era of Knowledge Economy, the strategic status of human resources in enterprise is increasing; it becomes the leading role in deciding the competitive ability in organization. Performance Appraisal - the effective tool of the management and exploitation of human resources, received much unprecedented attention in the enterprise fields; many enterprises devote much human, finance and material resources at all costs to carry out Performance Appraisal. But the practical operationdisappointed the supervisors. What the enterprise obtain is not the performance improvements as expected, but the all kinds of contradictions and conflicts, they are often overlapped and intensified , which eventually results in the disorder and confusion of the enterprisesThis paper is on the basis of one of the new-model theories of human nature - the theory of "subjective reasoning person", using the theory and methods of contradictive management, and from the three levels of organization, the appraisers and the appraised, makes a deep analysis on the existing kinds of phenomena of confusion and contradiction in the enterprise Performance Appraisal, illustrating the presentation, causes and essence of the contradiction. According to the key factors of generating contradiction, defining the four cutting perspectives to prevent and solve the contradiction. 1.