Employee Performance Appraisal System Of Real Estate Company Based On Project Management

Business Performance Management (BPM) is an important means to achieve the strategic goals of the enterprise and a significant tool to cultivate enterprise's kernel capacity and to realize scientific management. The performance appraisal can transfer organizational goals and pressure, guide staff to improve performance, so as to train the staff and promote their ability.From the second half of 2011, the real estate industry is under the dual pressure faces from market and policy. On the one hand, the consumers'wait-and-see mood is increasing, and the investment demand is greatly decreasing influenced by property purchase restriction policy; on the other, the house regulation policy is strict, bank loans is constantly tightening, Indemnificatory housing is nearing completion, the whole housing market is stable. The real estate enterprise will face a huge "shuffle" process. In such circumstances, if the real estate industry want to survive, it is no longer simply asking for benefits from land resumption, but more to transit the enterprise operational strategy to "capital operation" and "human resources" Therefore, applying a scientific and practicable performance assessment scheme is core content for the real estate company to continuously attract high-quality personnel, train excellent employee and organize the staff career planning.MJ Real Estate Company was established in 2006, as a project subsidiary of a large Real Estate Development Company. It is in the high-speed development period, existing staff of 141 people, with developed land of 600000 square meters, under construction area totaled 700,000 square meters in the whole year, having land reserves of more than one million square meters. This company operates from a single project to multiple projects, with rapid developing business. Relying on adequate funding (support by group), forward-looking development strategy and enterprise culture of pursuit perfect quality, the company won high brand fame and fine product reputation. However, in the early, decision-maker was focus on the enterprise development speed and scale, ignoring carding and accumulating the business process and management system, as a result, the original process system already can't support enterprise high efficient operation. Especially on performance appraisal, the early evaluation system is only providing bonus service to employees at the end of the year. The system is not perfect, its purpose is get back on enterprise strategy; its scientificity is pending further discussion. This mainly depends on superior's qualitative evaluation. Most of the time, the performance of employees is directly up to the decision-maker's subjective judgment and behaviors of few months in the year-end. The performance evaluation results can't truly reflect the staffs achievements and ability, therefore, some employees is apt to engender resentment and dissatisfaction. Meanwhile, the decision-maker also realized that the existing management system especially evaluation system have already can't support the rapid development. If the company wants to occupy an important position in the future market, it must re-examine business process and system, set up a set of effective scientific evaluation scheme.This paper takes MJ Company as an example to study the cases, through designing the monthly performance evaluation scheme for middle managers, all business line managers and ordinary employees, trying to explore a scientific assessment way for this company. The scheme will encircle the company operational strategic target to accomplish the planned grading and classification management, really putting the plan into employee's monthly evaluation, changing static management to dynamic management, decomposing power and responsibility to every level and implementing at post and individual. By the combined way of quantitative and qualitative evaluation to truly reflect the staff achievement index and ability, eventually, the assessment mode of "one list for each one" is formed, making the performance appraisal result of employees become transparent, systematic, effective.