Research On Employee Performance Management Of Harbin H Real Estate Company

Employee performance management is one of the important contents of modern enterprise's comprehensive competitiveness.Especially for the real estate industry with increasing demand for talents,employee performance management plays an increasingly important role.In recent years,the state has adopted a variety of regulatory measures on the real estate market,intensifying the competition in the same industry.Under the current national policy,how to adopt advanced performance management to deal with market competition is particularly urgent and of great significance.H company in Harbin is a real estate company based on real estate development and oriented by strategic diversification.In recent years,the operation and business scope of H company have been expanding,but the relevant system of performance management has not been adjusted accordingly,which restricts the development of H company.Therefore,according to the actual situation of H company,improving the current situation of its employee performance management is an important issue that H company needs to solve urgently.This paper takes the employee performance management of H real estate company in Harbin as the research object.Based on relevant theories of performance management,this paper studies the current situation,existing problems and causes of H real estate company's employee performance management,as well as corresponding improvement measures,by using literature method,questionnaire survey and interview method,case study method and other research methods.According to the actual situation of H company's employee performance management,the following problems are found in the analysis from five aspects of performance plan,performance communication,performance appraisal,performance feedback and application of performance appraisal results.First,H company's performance plan is not fully integrated with the company's development strategy.Second,H company's performance management lacks effective performance communication.Third,H company has a wrong understanding of performance appraisal,and the relevant system of performance appraisal is not perfect.Fourth,the performance feedback link only exists formally.Fifth,application of performance appraisal results is insufficient.In view of the above problems,the corresponding improvement measures are put forward.First,H company should develop a performance management plan based on corporate strategy.Second,H company shouldimplement the performance communication link,and carry out various forms of performance communication in order to ensure regular communication;Third,H company should define the orientation of performance appraisal and improve the performance appraisal system.Fourth,H company should strengthen the performance feedback link work,and smooth the performance appeal channel.Finally,H company should make full use of the results of performance appraisal,and constantly improve the performance plan,and improve the means of motivating employees.