| With the progress of society and the improvement of people’s living standards,property management has developed into a sunrise industry closely related to economic and social development and people’s lives and work,and the competition is becoming increasingly fierce.The main property service company of property management presents itself in a high-intensity,high-density,all-weather service model,which puts forward higher requirements for property service practitioners.The vast majority of property companies are grass-roots employees serving in the front line,accounting for more than 80%,and the service level of grass-roots employees directly reflects the overall level of property companies.How to manage grass-roots employees and improve work performance,ability and output is the key point.As an effective means of human resources control,once it is used rationally,performance management can greatly improve the work performance of grass-roots employees and increase work output,thereby improving the operation and management level of property companies serving owners,and thus enhancing the comprehensive competitiveness of property companies in the market.In this paper,the grass-roots employees of CR property companies are used as the research object,and the current performance status of the company is investigated and analyzed,and the problems faced by the company in performance management are found.Through the lean improvement tool PDCA,it is applied to all aspects of performance management in a circular manner,and the content that needs to be optimized for performance management of CR property companies is sorted out,including specifically : In the planning link,the company’s strategy,department performance indicators analysis,clear personal performance indicators and the company,department indicators of the relationship,by the superior and subordinate joint confirmation of personal performance plan;in the performance appraisal link,combined with the work characteristics of grass-roots employees in different positions to set different performance appraisal indicators,so that the assessment is more targeted and feasible,the assessment results need to be strongly arranged,clear assessment levels,to achieve incentive effect;in the performance counseling and feedback link,elaborate the steps,methods,channels of performance communication and counseling,Design the performance interview form to track the communication process,clarify the feedback method after the performance appraisal,so that employees know where their gaps are;in the application and improvement links,clarify the application scenarios corresponding to the different assessment results of employees,clarify the steps of performance improvement,and supplement the performance declaration system to improve the entire process of performance management.It is hoped that through the optimization of the performance management of CR property companies,the performance management level of grass-roots employees can be improved,the company’s operating efficiency can be improved,and the management level of the property company can be further improved. |
