Assessment is not only the main means to mobilize the enthusiasm of employees, but also the main means to prevent unprofessional behavior in business activities of enterprises, as well as in procurement management. It can be said that performance appraisal is the most powerful weapon to prevent procurement corruption. A good performance appraisal can achieve such an effect: the purchaser must consider the interests of the company subjectively and serve the interests of the company objectively, and there is no room for personal profit. ? Multinational companies have a lot of mature experience to learn from, and its essence is to quantify business objectives and grade evaluation. Multinational companies will focus on employee performance appraisal and career planning and design every six months. For the personnel in the procurement department, it is to review and evaluate the performance of procurement management and set future goals. In the assessment, two sets of index systems are used alternately, namely, the business index system and the personal quality index system. The business indicator system mainly includes: (1) whether the procurement cost is reduced and whether the original cost level is maintained under the seller's market conditions; (2) Whether the purchasing quality is improved; Whether the losses caused by quality accidents are effectively controlled; (3) Whether the supplier's service is value-added; (4) Whether the procurement effectively supports other departments, especially the operation department; (5) Whether the purchasing management level and skills have been improved. Of course, these indicators can be further refined. For example, procurement cost can be subdivided into: procurement cost, transportation cost, abandonment cost, order cost, term cost, storage cost, etc. Quantify these indicators one by one and compare them with the same indicators in the first half of the year, and the comprehensive evaluation is the operating performance. It should be said that these indicators are hard and difficult to disguise, so this kind of evaluation sometimes seems "cruel". Those who only engage in interpersonal relationships but not performance will "show their true colors" at this time. After the evaluation is completed, employees will be divided into several grades, or given promotion and reward, or maintained the status quo, or given a warning or dismissal. It can be said that this semi-annual performance appraisal is closely related to the vital interests of employees. The evaluation of personal quality will be relatively flexible, because it includes not only the existing ability evaluation, but also the degree and potential of progress. The main contents include: negotiation ability, communication ability, cooperation ability, innovation ability, decision-making ability and so on. These competency evaluations are all linked with performance evaluation, mainly aiming at the unsatisfactory aspects of performance and how to further enhance personal abilities. In response to these improvements, these multinational companies have arranged many internal or external training courses for their employees. After the performance evaluation, the arrangement is career planning and design. Career planning and design include the main business indicators for the next six months and the action plan needed to complete these indicators. There are two principles: the first is the quantification principle, which is quantified as much as possible, such as the quantity, cost and supply of quality accidents. The second is to improve the principle. In most cases, maintaining the status quo is not enough. It must be improved on the basis of previous performance, but the degree of improvement depends on the specific situation. In the next performance appraisal, if there is no force majeure, it must be based on the business indicators in career planning and design.