【摘要】：近年來(lái),中國(guó)經(jīng)濟(jì)快速發(fā)展,國(guó)內(nèi)土地價(jià)格和房地產(chǎn)價(jià)格雙雙持續(xù)走高,房地產(chǎn)行業(yè)充斥著泡沫。在此背景下,快速促成的價(jià)格投機(jī),可以實(shí)現(xiàn)投資者和經(jīng)理人的共贏,從而成為房地產(chǎn)行業(yè)“最佳的選擇”。但是,這種行為方式是粗獷的,抗風(fēng)險(xiǎn)能力較差,一旦遇到行業(yè)的結(jié)構(gòu)性調(diào)整或者市場(chǎng)環(huán)境的根本性變化,原有的盈利模式可能會(huì)發(fā)生突變,導(dǎo)致最初設(shè)計(jì)的激勵(lì)機(jī)制失效。2014年以來(lái),中國(guó)經(jīng)濟(jì)發(fā)展步入了“新常態(tài)”,房地產(chǎn)公司的銷(xiāo)售業(yè)績(jī)迅速下滑,利潤(rùn)大幅度降低,導(dǎo)致很多民營(yíng)房地產(chǎn)公司的員工在原有的績(jī)效考核機(jī)制下,得不到應(yīng)有的績(jī)效考核獎(jiǎng)勵(lì)。因此,我們迫切需要改變?cè)锌己朔桨钢械膬r(jià)值引導(dǎo)方向,通過(guò)新的績(jī)效考核機(jī)制來(lái)強(qiáng)化房地產(chǎn)公司的內(nèi)部管理,提高企業(yè)自身的適應(yīng)能力和核心競(jìng)爭(zhēng)力。本文選取CX房地產(chǎn)開(kāi)發(fā)公司為研究對(duì)象,通過(guò)梳理人力資源管理中績(jī)效考核的相關(guān)理論,并整理國(guó)內(nèi)外關(guān)于績(jī)效考核的研究文獻(xiàn),闡述了CX房地產(chǎn)開(kāi)發(fā)公司績(jī)效考核體系的現(xiàn)狀,采用理論研究與實(shí)證研究相結(jié)合的研究方法,分析了CX房地產(chǎn)公司現(xiàn)有績(jī)效考核體系中存在的問(wèn)題及其成因。研究發(fā)現(xiàn),CX房地產(chǎn)開(kāi)發(fā)公司現(xiàn)存的績(jī)效考核體系存在以下問(wèn)題：對(duì)考核的認(rèn)識(shí)不到位、考核體系設(shè)置不夠合理、考核指標(biāo)不夠科學(xué)、考核結(jié)果的即時(shí)性不強(qiáng)、考核結(jié)果的運(yùn)用不足等,而導(dǎo)致存在以上問(wèn)題的原因主要體現(xiàn)在績(jī)效管理人員缺乏經(jīng)驗(yàn)、公司員工缺乏對(duì)績(jī)效考核的正確認(rèn)識(shí)、缺乏完善的績(jī)效考核制度,反饋機(jī)制不明確等方面。在分析CX房地產(chǎn)開(kāi)發(fā)公司績(jī)效考核體系存在的問(wèn)題及其成因的基礎(chǔ)上,本文為其設(shè)計(jì)了績(jī)效考核體系的優(yōu)化方案,并提出了相應(yīng)的配套制度保障,包括薪酬管理制度建設(shè)、培訓(xùn)制度建設(shè)和企業(yè)文化制度建設(shè)等,這對(duì)提高CX房地產(chǎn)開(kāi)發(fā)公司的績(jī)效考核水平具有至關(guān)重要的意義。CX房地產(chǎn)開(kāi)發(fā)公司存在的不足和缺陷也普遍存在于其它房地產(chǎn)公司中,本文設(shè)計(jì)的績(jī)效考核優(yōu)化方案也同樣適用于其他房地產(chǎn)公司。因此本文的研究對(duì)其它房地產(chǎn)開(kāi)發(fā)公司優(yōu)化績(jī)效考核體系有一定的借鑒意義。
[Abstract]:In recent years, China's rapid economic development, domestic land prices and real estate prices both continue to rise, the real estate industry is full of bubbles. In this context, the rapid promotion of price speculation, investors and managers can achieve win-win, thus becoming the real estate industry "the best choice." However, this kind of behavior is rugged, and its ability to resist risks is poor. Once it encounters a structural adjustment in the industry or a fundamental change in the market environment, the original profit model may mutate. Since 2014, China's economy has entered a "new normal", with sales and profits of real estate companies falling sharply. As a result, many private real estate employees in the original performance appraisal mechanism, can not get due performance appraisal reward. Therefore, we urgently need to change the direction of value guidance in the original appraisal scheme, strengthen the internal management of real estate companies through the new performance appraisal mechanism, and improve the adaptability and core competitiveness of the enterprises themselves. This article selects CX Real Estate Development Company as the research object, through combing the related theory of the performance appraisal in the human resources management, and collates the domestic and foreign research literature about the performance appraisal. This paper expounds the present situation of the performance appraisal system of CX real estate development company, and analyzes the existing problems and causes of the performance appraisal system of CX real estate company by combining theoretical research with empirical research. The study found that the existing performance appraisal system of CX Real Estate Development Company has the following problems: the understanding of the assessment is not in place, the evaluation system is not reasonable, the assessment index is not scientific enough, and the real-time assessment results are not strong. The reasons for these problems lie in the lack of experience of performance managers, the lack of correct understanding of performance appraisal, and the lack of perfect performance appraisal system. Feedback mechanism is unclear and so on. On the basis of analyzing the problems existing in the performance appraisal system of CX Real Estate Development Company and its causes, this paper designs the optimization scheme of the performance appraisal system for CX Real Estate Development Company, and puts forward the corresponding supporting system guarantee, including the construction of salary management system. Training system construction and corporate culture system construction, which is of vital significance to improve the performance appraisal level of CX Real Estate Development Company. The shortcomings and defects of CX Real Estate Development Company also generally exist in other real estate companies. The performance appraisal optimization scheme designed in this paper is also suitable for other real estate companies. Therefore, the research of this paper has certain reference significance for other real estate development companies to optimize the performance appraisal system.
【學(xué)位授予單位】：西北大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類(lèi)號(hào)】：F272.92;F299.233.4

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