In performance appraisal, fairness is also a topic that people often argue endlessly and discuss hard. The most obvious argument is: Is the target value fair? Is it fair to evaluate the difficulty between different positions? Is its evaluation result fair? Are the incentives for the evaluation results fair? Wait a minute. In fact, once this argument falls into absoluteness and extremes, or hopes to completely eliminate people's subjective prejudice only through the design of institutional rules, it has deviated from the original intention of performance appraisal. What is the purpose of setting up performance appraisal? That is to say, under the same or even less resource input, the operating efficiency of resource elements can be improved through management control, so as to obtain more ideal results or output benefits. In short, it is a series of management activities to achieve and improve goals (performance). Its existence value must be reflected: the output of performance appraisal must be greater than the input of performance appraisal. If it does not deviate from the value of performance appraisal, what conditions should be paid attention to in the fairness factor of performance appraisal? First, clarify the attributes of fairness "fairness" has two attributes: objective fairness and subjective fairness. Objective justice comes from a series of evidence chains that everyone can observe, test and analyze. Subjective fairness comes from people's experience judgment, which is more manifested as internal and individual experience. People pursue objective fairness, but in most cases, the fairness that people talk about and decide is the product of subjectivity, and we seldom reflect on what we take for granted. Second, the choice of management measures There are two kinds of logic for management measures: technical logic and practical logic. The choice of these two logics is an extremely complicated matter and also a matter full of wisdom. Technical logic is scientific, with the aim of seeking truth. Practical logic is artistic and its purpose is to seek "goodness". "scientificity" and "practicality" are a pair of contradictory and unified combinations. Enterprise management in enterprises is a kind of business activity at first, and "benefit" is the eternal theme of business organizations. So always weigh and choose between input and output, short-term interests and long-term interests. So is the choice of two logics! Third, what kind of "fairness" should be used? "Fairness" in enterprise management is essentially aimed at enterprises. Of course, we attach great importance to the "fairness" that employees feel, which will be beneficial to enterprises in this humanistic era. Therefore, although it often seems to serve employees, it is also part of the larger and farther goal of the enterprise. Enterprises have sought a series of evidences for such "fairness", but in essence, this fairness is still a "feeling" and a psychological feeling. As mentioned above: "Everyone pursues objective fairness, but in most cases, the fairness that people talk about and decide is the product of" subjectivity ". Or we can simply say, "Fairness is a feeling". Enterprises are trying to find a series of objective evidence for this "feeling" and try to prove everything through technical logic. But unfortunately, this kind of objective evidence is often a limited way of proof, which will consume resources that many enterprises should not consume, and to some extent, it will also harm the interests of employees. In fact, from the point of view of practical operation, it will definitely compromise the practical logic to a certain extent. Therefore, many enterprises spare no effort to build their own performance culture when building the technical level of performance appraisal. Under this psychological background, you can have an efficient, simple, smooth, low-cost performance appraisal scheme that is generally accepted by employees and does not doubt fairness. Therefore, the fairness construction of performance appraisal should be solved not only from the technical level, but also from the psychological and cognitive level. The construction of fairness should always focus on the realization of organizational goals and demand perfection (even if it is moderate from the perspective of cost). However, it is necessary to avoid being entangled in seeking personal interests protection as far as possible, which is a task that must be vigilant to ensure that the whole work enters the normal track.