Research On Employee Performance Appraisal Of Marketing Department Of China Construction Engineering No.2 Northeast Branch

With the continuous development of the country and the continuous reform of the economic system,the country has put forward higher requirements for the software and hardware standards of real estate construction enterprises.In order to cope with the increasingly complex and changeable market competition environment,real estate construction enterprises need to absorb and cultivate more professionals under the premise of continuous development of their own technology.The first-line marketing of marketing staff is the premise and driving force of enterprises.The level of marketing staff is the direct reflection of economic benefits of enterprises.Therefore,real estate construction enterprises have higher requirements for the professionalism and comprehensive quality of marketing staff.The Northeast Branch of China Construction Bureau Ⅱ is a typical real estate construction enterprise.Since 2012,the company has formulated a performance appraisal system covering the whole staff.However,through investigation and research,it is found that there are still many unreasonable aspects in the system.Based on this,the author combines the actual situation of the company with the theoretical knowledge of human resources management,strategic management and organizational behavior learned during MBA,and makes a special study on the performance appraisal of the employees in the marketing department of the enterprise,with a view to providing ideas for the improvement of the performance appraisal scheme of the enterprise,as well as providing reference for the enterprises in the same industry.This paper uses literature reading method,interview method and questionnaire method to study the performance appraisal of the employees in the marketing department of the Northeast Branch of China Construction Second Engineering Bureau.Through reading a large number of literature,this paper summarizes the research results of the performance management system at home and abroad.On this basis,combined with the in-depth study of the development status of the performance management system of the whole employees in the Northeast Branch of China Construction Second Engineering Bureau.It is found that the performance appraisal of marketing department employees is not closely combined with corporate strategy,there are fewer quantitative indicators,too general mutual evaluation criteria,lack of employee participation in the design process of performance appraisal indicators,too many performance appraisal leaders’ evaluation indicators,and the basis of performance appraisal as promotion and reward is not accurate.Based on this,this paper improves the existing performance appraisal scheme through five aspects:quantifying the appraisal indicators,determining the appraisal cycle,improving the mutual evaluation standards,re combing the performance appraisal process,and establishing the performance feedback and improvement mechanism.This paper also evaluates the use of the improved performance appraisal scheme.Compared with the original scheme,the new scheme is significantly improved,and the satisfaction of the respondents is greatly improved.This study has a positive practical significance,which can enhance the enthusiasm of employees,stabilize the staff team of the marketing department,improve the performance management level of the employees of the marketing department,and provide a useful reference for the performance appraisal management of similar enterprises.