The Research On Employee Performance Management Of West Wisdom Valley Project

With the deepening constantly of China’s urbanization, the number engineeringprojects of the greats scale and diversified investment is more and more, and theirmarket competition is fiercer and fiercer, so the expecting to management level ofengineering project is higher and higher. As the executors of projects, the managers ofprojects not only participate in the whole process of project implementation, but alsomanage all aspects of the project in all directions, such as time, cost, quality, risk,human resource and so on. Therefore, project management can help firms both solveall kinds of complex problems and operate efficiently. In other words, on the premiseof meeting customer requirements, project management make efficient use of allresources to meet the goals of firms’ projects. And staff performance management isvery important in human resource management for the project. With the rapiddevelopment of China’s urbanization, there is strong practical significance to Chinesecity project construction for studying performance management problems of projecthuman resource management deeply based on the well relative theories at home andabroad.Based on the staff performance management for human resource management ofthe West wisdom Valley project, this paper firstly introduces the relative theories aboutstaff performance and incentive management, and screen out the relative theoriesapplying to this study. Secondly, combining with the actual situation of staffperformance management for the West wisdom Valley project, we analyze the existingproblems and reasons of staff performance management for engineering projects indetail. Based on this, we redesign special performance management system for thisproject combining the relative theories at home and abroad with the actual situation ofthe West wisdom Valley project. After making sure of the goal, principles and structure,especially we design the performance assessment as the core of performancemanagement system, meanwhile we set up commonly whole performance managementsystem and discuss the important conditions which we should pay attention to. Finally,we actually measure the new performance management system and summarize itsoperational result and important guarantee of smooth operation. We hope it can solvethe actual problems of staff performance management in engineering projects to maximize the initiative of human resources, to realize the effective management ofproject staff performance, and to meet project goals of engineering better. Meanwhile, itcan provide certain reference value for staff performance management of other similarengineering projects.At the end of the paper, we make a summary of this study and point out thedirection of future studies to hope providing reference for other similar studies.