【摘要】：作為國(guó)民經(jīng)濟(jì)一個(gè)支柱型產(chǎn)業(yè)，近年來(lái)，房地產(chǎn)行業(yè)的作用日益顯現(xiàn)。隨著我國(guó)市場(chǎng)經(jīng)濟(jì)不斷完善和企業(yè)環(huán)境復(fù)雜性和不確定性的增大，房地產(chǎn)市場(chǎng)競(jìng)爭(zhēng)的日益激烈對(duì)房地產(chǎn)企業(yè)提出嚴(yán)峻的挑戰(zhàn)。人力資源管理作為企業(yè)核心競(jìng)爭(zhēng)力的關(guān)鍵必然引起了房地產(chǎn)企業(yè)的重視，但是現(xiàn)階段企業(yè)在人力資源管理制度建設(shè)中還存在一些問(wèn)題，尤其是績(jī)效考核制度的問(wèn)題更為突出�，F(xiàn)行績(jī)效考核存在過(guò)程過(guò)于繁瑣、考核對(duì)象不明確、面談反饋階段缺乏、表格過(guò)多、考勤分值過(guò)重、獎(jiǎng)罰占分值過(guò)重等問(wèn)題，很容易造成員工對(duì)現(xiàn)行績(jī)效考核制度的不滿，工作熱情下降，影響企業(yè)的市場(chǎng)競(jìng)爭(zhēng)優(yōu)勢(shì)的發(fā)揮。因此，房地產(chǎn)企業(yè)應(yīng)充分認(rèn)識(shí)到提升公司績(jī)效，建立并完善績(jī)效考核制度，提升企業(yè)管理能力的重要性。本文以泰華房地產(chǎn)公司為研究對(duì)象，通過(guò)采集和分析泰華人力資源績(jī)效考核狀況的信息，分析了該公司人力資源績(jī)效考核的現(xiàn)狀，發(fā)現(xiàn)目前其在人力資源績(jī)效考核方面存在的問(wèn)題，根據(jù)泰華房地產(chǎn)公司的自身的發(fā)展情況，為該公司人力資源績(jī)效考核制度的完善提出了相應(yīng)的對(duì)策建議，以期使公司的管理人員了解更加合理的人力資源績(jī)效考核方式，更科學(xué)有效地管理公司，，從而使泰華房地產(chǎn)公司在激烈的市場(chǎng)競(jìng)爭(zhēng)中站穩(wěn)腳跟，實(shí)現(xiàn)企業(yè)的可持續(xù)發(fā)展。 本文首先介紹了論文的研究背景、論文目的、國(guó)內(nèi)外研究現(xiàn)狀、研究方法及創(chuàng)新點(diǎn)以及內(nèi)容概述等問(wèn)題，然后介紹了泰華房地產(chǎn)公司人力績(jī)效考核的現(xiàn)狀，分析了該公司的基本情況及公司人力資源管理的總體狀況，進(jìn)而得出泰華房地產(chǎn)公司人力資源績(jī)效考核存在績(jī)效考核標(biāo)準(zhǔn)設(shè)計(jì)不科學(xué)、考核指標(biāo)過(guò)度重視定性化、績(jī)效考核方法單一、績(jī)效考核缺乏動(dòng)態(tài)性、考核結(jié)果難以被應(yīng)用等問(wèn)題，并分析了這些問(wèn)題存在的原因，主要包括績(jī)效管理及考核脫離了公司戰(zhàn)略、考核前對(duì)崗位分析不充分、績(jī)效考核專員不夠?qū)I(yè)、企業(yè)的激勵(lì)機(jī)制不完善、高層領(lǐng)導(dǎo)對(duì)考核不夠重視等方面，其中在績(jī)效考核過(guò)程中，管理者對(duì)考核的重視程度至關(guān)重要。最后針對(duì)泰華房地產(chǎn)公司人力資源績(jī)效考核出現(xiàn)的問(wèn)題及原因，從制定科學(xué)合理的績(jī)效考核標(biāo)準(zhǔn)、采用合理的考核方法、加強(qiáng)對(duì)考核人員的培訓(xùn)、注重考核溝通和反饋、將考核結(jié)果與激勵(lì)有機(jī)結(jié)合等方面對(duì)完善房地產(chǎn)公司的人力資源績(jī)效考核提出了自己的對(duì)策建議。
[Abstract]:As a pillar industry of the national economy, in recent years, the role of the real estate industry is increasingly apparent. With the continuous improvement of the market economy and the increasing complexity and uncertainty of the enterprise environment, the fierce competition in the real estate market poses a severe challenge to the real estate enterprises. Human resource management, as the key of the core competence of the enterprise, will inevitably arouse the attention of the real estate enterprise. However, there are still some problems in the construction of the human resource management system, especially the problem of the performance appraisal system. The current performance appraisal process is too complicated, the appraisal object is not clear, the interview feedback stage is lacking, the form is too many, the attendance score is too heavy, the reward and punishment occupies the value excessively, and so on, which easily causes the staff to be dissatisfied with the current performance appraisal system. Work enthusiasm drops, affect the market competition advantage of the enterprise play. Therefore, real estate enterprises should fully realize the importance of improving company performance, establishing and perfecting performance appraisal system, and enhancing enterprise management ability. This paper takes Taihua Real Estate Company as the research object, through collecting and analyzing the information of Taihua Human Resources performance Appraisal, analyzes the present situation of Taihua Human Resource performance Appraisal. This paper finds out the existing problems in the performance appraisal of human resources, and according to the development of Taihua Real Estate Company, puts forward corresponding countermeasures and suggestions for the perfection of the performance appraisal system of human resources of Taihua Real Estate Company. In order to make the managers of the company understand more reasonable human resource performance appraisal way, manage the company more scientifically and effectively, thus make Taihua real estate company stand firm in the fierce market competition, realize the sustainable development of the enterprise. This paper first introduces the research background, the purpose of the paper, the current research situation at home and abroad, research methods and innovation points, as well as an overview of the content, and then introduces the current situation of human performance evaluation of Taihua Real Estate Company. This paper analyzes the basic situation of the company and the overall situation of the human resource management of the company, and then draws the conclusion that the design of the performance appraisal standard is not scientific, and the appraisal index is too much emphasis on the qualitative nature of the performance appraisal of Taihua Real Estate Company. The performance appraisal method is single, the performance appraisal lacks the dynamic nature, the appraisal result is difficult to be applied and so on, and analyzes the reason which these problems exist, mainly includes the performance management and the appraisal deviates from the company strategy, before the appraisal does not have the sufficient analysis to the post. The performance appraisal specialist is not professional, the incentive mechanism of the enterprise is not perfect, and the senior leaders do not pay enough attention to the performance appraisal. Finally, in view of the problems and reasons of human resource performance appraisal in Taihua Real Estate Company, from formulating scientific and reasonable performance appraisal standard, adopting reasonable assessment method, strengthening the training of appraisal personnel, paying attention to assessment communication and feedback. This paper puts forward some suggestions on how to improve the performance appraisal of human resources in real estate companies.
【學(xué)位授予單位】：河北大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F299.233.4

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本文編號(hào)：2341064