| Since 2018,under the guidance of the central government's real estate policy of "no speculation in housing" and "implementation of policies due to the city",the regulation of the real estate industry has continued to deepen,and the whole real estate market has also experienced a transformation from hot to cold.Affected by this,since the second half of 2018,the growth rate of sales of most real estate enterprises has gradually slowed down,and the performance in terms of revenue and profit is not ideal.After entering 2019,this trend is more obvious.In view of this,some real estate enterprises began to adjust their strategic objectives in time to seek more diversified business layout in the fierce competition,and at the same time,they also paid more attention to the improvement and improvement of the internal organization and management level of enterprises.Human resource management is the core part of enterprise management,and performance management is one of the most important hands of human resource management.Therefore,the establishment,improvement and optimization of performance management system and performance evaluation program has become the primary consideration and solution for many enterprises.YW company,as a Henan regional branch affiliated to the real estate group,implements the group's unified performance appraisal system.Under the pressure of the rapidly changing external market environment,it also faces the urgent situation of strengthening the company's internal management,improving the performance appraisal quality and efficiency,and improving human resource management.Taking YW company as an example,this paper analyzes the current situation of human resources and performance appraisal of the company,supplemented by literature research,questionnaire survey and other research methods,and deeply investigates the problems existing in the performance appraisal of the company,and finds that the performance appraisal system of the company is not scientific enough,the publicity and implementation are not thorough enough,the index setting is not reasonable enough,and the effective communication is not thorough enough Results a series of problems such as insufficient application.After a deeper analysis of the root causes of the problems,it is found that the company lacks a scientific,reasonable and complete performance appraisal system,a good performance management culture foundation,and a good loose competition environment in the early market,which also causes the company to ignore the re research,re strengthening and re upgrading of the performance appraisal work.In view of this situation,research and integrate several modern main performance appraisal tools,such as goal management,key performance indicators,balanced scorecard,360 appraisal,etc.,and divide the appraisal objects into three levels: company leaders,department leaders,and ordinary employees for classification and hierarchical appraisal,respectively establish the appraisal index system,determine the appraisal cycle,appraisal weight and appraisal method,and improve the The procedure of supervision and appeal in the process of assessment,the feedback and communication mechanism in the process of assessment are clarified,the provisions of the reward system for the application of performance results are improved,and the complete closed-loop operation mechanism for the improvement scheme of performance assessment is ensured.On this basis,further in-depth consideration is given to the obstacles and resistance that may be encountered in the later implementation of the improvement plan.It is suggested that specific safeguard measures such as strengthening organizational leadership,strengthening publicity and education,and strengthening system guarantee should be taken to eliminate the obstacles.At the same time,the "four modernizations" of normalization of opinion collection,dynamic optimization of indicators,real-time process supervision and institutionalization of effect evaluation are put forward ”The feedback improvement plan aims to establish a dynamic mechanism for continuous improvement and self-improvement of the performance appraisal system and lay a solid foundation for the continuous optimization of the performance appraisal system in the later stage.In the current environment of China's economic growth slowing down,real estate regulation and control policies tightening,and the real estate market going down steadily,combined with the current situation of the real estate market in ZZ City,Henan Province,this paper deeply studies the real estate enterprises represented by YW company,with the help of the effective application and practice of modern and scientific performance appraisal theory and tools,and in combination with the actual situation of the company,to formulate a consistent Specific and practical performance management assessment system,constantly optimize and improve the company's performance assessment system,complement the shortcomings,and effectively solve the problems and deficiencies in the company's performance management,so as to help the company strengthen internal management,improve the quality and efficiency of employees,and ultimately serve the company and the realization of the group's strategic objectives.At the same time,the study of YW company based on the unified management of the group company,has strong operability and practical significance,not only for YW company and its affiliated group,but also for other similar group real estate enterprises in China,to optimize and improve their performance appraisal system to provide some useful help and reference. |
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