External Supervision, Lowliest Place Elimination And Performance Appraisal Effect

"Survival of the fittest" is a basic argument of Darwin’s theory of evolution, is biologicalsurvival, universal law of evolution in nature, the application of the principle in humanresources management, has formed the so-called bottom of the knockout. Bottom knockout iswidely used in sports competitions, enterprise management, non-profit organizations, manyaspects, such as management and administrative management has become a kind of incentivesystem of human resource management. Towards the bottom knockout on the view of peopletalk about it. Some people think that the bottom disputable system can improve the staff’senthusiasm, to avoid the bloated, the disadvantages of low efficiency; Others think bottomdisputable system does not conform to the human-oriented management thinking, can resultin employees’ psychological burden is overweight, and only focus on short-term effects,regardless of the long-term effect. Actually, to take the applicability of the knockout, shouldsay a suitable is the best. Any management system is not a universal standard, have systemapplicable range and phase itself, is not practical to apply, the result often can backfire.Our country enterprise in the implementation of the bottom knockout applicabilityproblem, because when met with a lot of trouble. This is due to a lack of culture and form acomplete set of management system, matching bottom knockout after implementation oftencannot eliminate the real bottom staff, employee pressure big, poor team spirit, employeeshave to undermine or collusion, etc. In human resources management for enterprises using thebottom of any effect after knockout, a very important factor is the conspiracy. And the causeof conspiracy is "reciprocity". Reciprocity between agents in order to obtain high profit level,privately agreed in the contract, and the information asymmetry and incomplete contract andto the son agreed to provide the conditions of contract.Information, incentive theory is one of the basic and core problem. It is because of theexistence of asymmetric information, the enterprise client can’t direct observation to theagent’s effort level, only to give the benefit of the agent fully, can urge agent real feedback itsmaster’s private information or consistent with the principal interests of action. In the processof performance appraisal implementation evaluation, evaluation subject and evaluation ofstaff can be regarded as having information asymmetry of both sides. Consider the existenceof this kind of situation, the company in the establishment of evaluation main body, should befrom the perspective of master staff all relevant information, from different angles, different level staff information collection, will have connections with their employees as much aspossible all the related parties are the main category, to eliminate the evaluation subject andevaluation is asymmetric information between employees, also only in this way, theevaluation result is objective.This article is based on this, discusses the applicability of the bottom knockout, aims toillustrate the bottom elimination mechanism is not a panacea, its incentive effect hassignificant limitations, should not be used alone, must be based on fair performance appraisal,perfecting the supervision system for security, and other human resources management eachlink to cooperate, can smooth implementation, improve the effect of performance appraisal.