中译英（权威）

The earliest 360-degree performance evaluation method is proposed for the first time by Intel and implement, from his staff oneself, boss, direct subordinates and colleagues or clients omnidirectional Angle to understand the individual employees. Our enterprise in the process of implementing this tool to appear in a lot of problems. Including training and publicity work does not reach the designated position, use before diagnosis or make skin test ";" Communication is inadequate, the staff of 360 degree evaluation don't understand, Appraisal target is not clear, index system and evaluation method is not science, flexible improper assessment information confidential work not thoroughly, etc. Based on the part of the company from practical experience, the combination of cases, and puts forward countermeasures and Suggestions include strengthening publicity and communication, and follow the principle of gradual, Establish the evaluation standard, clear tailor-made assessm