两个方面：一是将绩效考核详细情况告知被考核人，给其今后改进工作提供详细的方向和信息；二是从被考核人那里详细了解绩效考核制度及运行机制方面存在的问题，为下一步改进考核办法积累信息。为保证信息与沟通的充分有效性，面谈的效果显然要远远大于书面通知。
并设计了绩效计划、绩效实施与管理、绩效评估与绩效反馈面谈四个步骤完整的可循环的绩效管理流程。
Through the Functional department performance system redesigned, this article tried to offer some methods for solving the problems existed in Functional department appraisal.
反馈面谈是绩效考核中具有承上启下作用的重要环节。
Feedback interview is an important link that plays an important role in the performance evaluation.
进而，通过360度绩效考评、行为锚定法和反馈面谈法等综合考评方法构建绩效考评模型。
Then, through the 360-degree performance appraisal, behavior and feedback interviews anchor titration method comprehensive appraisal method of records Validity assessment model.
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