Abstract:Developing a performance appraisal system which aims continuous development supports adequate feedback and direct to career plans will provide a company with more fugitive work. In this study, some basic information about human resource management is given and the history of performance evaluation, the process of performance evaluation, the error reasons in performance evaluation and the technical point of view are examined literally. KDS and other systems to be worked on computer systems, define the problems more rationale and in a shorter time than people do, and solve these problems. For this reason, in this study a KDS was built up for performance appraisal facilities. The built-up KDS makes it possible to degree the predetermined criteria for present employers, in a way that comprises the factors affective to do a work it can be decreased or increased in desirable amounts. This feature provides the system with flexibility. That performance appraisal which will in the future be used for promotion and payment policies is not in the sphere of this study; it is not considered and is not added to this built-up system. According to built-up system application results, in the company, it has been discovered that bureau officers were adequate with 78 percent, factory workers are normal with 57 percent and people in the management are very adequate with 88, 67 percent. As a result of these findings, feedback came to occur, and employers were able to see their strengths and weaknesses in their performance and tend to show appropriate behaviors to these findings.