Performance Evaluation Of Human Resource Management Of Real Estate Enterprises Based On

Human Resource performance evaluation is the center of human resource management, it is the focus of modern enterprises to assess human resources within the organization scientifically,effectively and reasonably in the context of the knowledge economy need to be addressed. As an important business in the country economy development, the real estate industry influence many industries development,for example:Construction, cement,food and finance, insurance, transportation and so on, to promote the development of the city also quicken the pace of economic development. Therefore,it is particularly important for real estate business to enhance the company’s internal force through human resource performance management in reality of the industry downturn.In this paper, the author worked in the Y’s case, used AHP to evaluate Human Resource Performance Evaluation System, through evaluating by an expert appraisal and professional software analysis, and thus provided reference and recommendations to the Company to adjust the current Human Resources performance evaluation system. Specifically, the paper worked out the following three questions:First, analysis the structure of design based on the actual level of enterprise Human Resources Performance Evaluation; second, to identify and resolve the problems of Human Resource Performance Evaluation System exist in the enterprise; third, through analysis, put forward constructive proposals related to company Y HR performance Evaluation Reform.Utilize study, The papaer draw three conclusions:(1) The performance appraisal system should focus on the moral level of professional staff. It is the highest level for Human Resources Performance Evaluation to pursue the moral level of professional staff. Any development of companies, especially the estate industry related to the society economy. While in reality the evaluation of HR, compared to the performance, the centrality is less on the ethical dimension. Therefore, the human resources performance evaluation should focus on professional ethics in the future.(2) The performance appraisal system should strengthen the level of work skills of employees.The HR performance evaluation of real estate business should raise the learning and innovation of staff professional knowledge, not only concerned about whether employees get vocational qualification certificates, but also examined whether employees have the ability to really do the job, so that make the performance appraisal system not only be a measure of the contribution of staff ruler, but also drive employees to work hard and to enhance self positive force.(3)The performance appraisal system should weaken concern for job performance. In the past, too much attention to the performance evaluation of HR is the contribution to the enterprise of staff.however, it will bring consequences of unfairness that too much concern over the level of job performance.Therefore, the enterprise should set reasonable weights of the degree of job performance, in case the partial behavior that pay attention to the performance not the process, thus fall into a vicious spiral overwhelmingly.In addition, the main innovations of the study are the following three aspects:(1) The paper in the process of studies is much more scientific and reasonable than pure qualitative analysis or quantitative evaluation, it is systematic evaluation to the performance of HR of the real estate company by the way of integrating theory and practice, qualitative analysis and digitizing thinking mode of human beings.(2) The paper designs a scientific and rational analytic hierarchy structure to assess the level of performance of human resource management.To set up the quota hierarchy is based on the extensive consideration of its nature and characteristics. Therefore,the index system can reflect actual situation of the enterprise accurately so that the results of the performance evaluation are more objective and fair.(3) The paper selects the real estate industry in author place as a typical case to empirical analysis and puts forward to corresponding constructive comments and countermeasures for the current issues in the performance evaluation of the human resources based on the results of evaluation. It provides reliable data support for the practices of HRM.