中文摘要：

传统绩效考评系统设计拘泥于管控视角，缺乏对绩效改善和员工开发的系统思考，从而削弱了绩效考评应有的战略导向作用。企业应该系统地把绩效考评同员工绩效改善和个人发展计划整合一体，在滤除影响考评有效性的系统性因素后，从能力、行为和结果3个方面逐次展开绩效分析，探悉偏差根源，并分别从能力、激励、环境3种因素出发，有针对性地制定了绩效改进和员工发展计划。

英文摘要：

Traditional performance appraisal system design rigidly emphasizes structural design, lacks probing into the improvement of performance and development of the staff, and weakens the strategic-oriented function which the performance appraisal system owned. This article holds that companies should systematically integrate performance appraisal with improvement and development of the staff. By Filtering out the impact of systemic factors district performance, it should carry out performance analysis from three viewpoints of ability, behavior and outcome to find out the root causes of deviations, and from the ability, incentives, and environment to map out the development of performance improvement and staff development plan.