With the development of economy and the progress of science and technology, in the increasingly competitive market, companies are strive to seek the greatest competitive advantage, in order to obtain the development, the competition between enterprises is no longer limited to the product competition, the management of talent has become the key, the work of the staff enthusiasm and creativity is more and more important impact on the company's own, and performance appraisal management as an important part in human resource management, implement strategic objectives have a important promoting effect on the company. The competition between enterprises are characterized by the talent competition, the enterprise to be in an impregnable position in the industry competition, it is necessary to master some advanced ideas and methods of personnel management, scientific and effective performance appraisal methods can give full play to the potential of employees, creating value for the enterprise. The SHHJ company is a jewelry design and sales company. The operation center is an important department of the company, mainly responsible for the sales of the company's products. With the continuous development of SHHJ company, operations center staff are also growing, at the beginning of the establishment of the company's performance appraisal system has exposed many problems, affect the long-term development of the company as a whole, how the management of operations center and staff quality become company's problems to be solved. Through interviews and questionnaire survey was carried out on the operations center staff, found that the original assessment of performance appraisal system, such as subjective general, contents and index is not comprehensive, the inspection main body of a single, lack of communication with employees, the assessment results using a series of problems such as incomplete, and combined with the company's actual situation, analyzes the reasons of these problems, mainly include the company's management did not attach enough importance to the performance evaluation system and the appraisal target is not clear, performance V appraisal system, lack of theoretical guidance, evaluation of the overall work lack of the participation of employees, etc., in order to solve these problems, We must redesign the performance appraisal system of our company's operation center. According to the operation center department Settings, fully aware of the different content of jobs and the company's overall strategic target elements such as, using the balanced score card and key performance indicators (kpis) method, respectively, to determine the combination of the market development department and sales department staff assessment index, the weights are obtained by using analytic hierarchy process (ahp), and the evaluation standard of performance appraisal system, and make the assessment results are fully used, in order to optimize the performance appraisal system; Then put forward the implementation method, and strengthen the support of the company's management, strengthen the construction of corporate culture, perfect enterprise management system, to train employees on safeguard measures, such as to ensure that SHHJ jewelry company operations center optimized performance appraisal system run smoothly. Combining with the operation center staff work content and responsibility, and used the method of combining theory and practice of scientific, comprehensive and reasonable to redesign the performance appraisal system and index weight, the contents of the similar industry department and other departments to optimize the company performance evaluation system has a certain reference significance