TB公司员工绩效考核研究

发布时间：2018-01-01 04:13

本文关键词：TB公司员工绩效考核研究　出处：《天津大学》2014年硕士论文　论文类型：学位论文

【摘要】：国家住房改革始于1990年代,作为国民经济的重要支柱产业,房地产业经过20多年的发展,已逐渐从最初的原始积累的成熟。从2004年开始，因为房价的不断升高，国家开始对房地产进行宏观调控，随着各种调控政策的相继出台，行业竞争不断加剧，房地产开发企业的利润空间逐渐缩小，一大批中小房地产企业被淘汰出局。粗犷的管理模式已经完全不能适应当前国家宏观经济政策不断紧缩，市场竞争愈发激烈的形势，管理问题已经成为制约房地产企业发展的瓶颈。绩效管理作为企业管理中重要的领域，得到了很多企业决策者的重视。提高绩效管理水平也成了房地产企业内部管理的首要工作。TB公司是一家专门从事高端地产开发的地产企业，主要在团泊湖地区进行房地产开发，得益于国家及天津市对团泊新城建设的重视，公司目前正处于快速发展期。随着企业规模的扩大，，原有传统的绩效考核措施，即以管理层的经验判断为主要绩效评估手段，缺乏客观的评判标准，已经不能适应企业快速发展的需要。绩效考核工作不能给决策层提供掌握企业状况和员工水平的真实数据，从而不能有效地调动员工的积极性。本文通过吸收和借鉴现有的科学绩效考核理论，并对常用的绩效管理方法进行了阐述和总结，运用相关研究方法指出了TB公司目前绩效管理中存在的问题与不足，分析了问题存在的原因，改进原有的绩效考核方案，构建适合企业发展的科学绩效考核模式，并付诸实践，以提高企业的管理水平。改进后的绩效考核方案改进了原有绩效考核体系的不足，对于处于快速发展期的其他同类型房地产企业也有很好的借鉴作用。
[Abstract]:The national housing reform began in the 1990s, as an important pillar industry of the national economy, the real estate industry, after more than 20 years of development, has gradually matured from the initial primitive accumulation. Since 2004. Because of the rising housing prices, the state began to macro-control the real estate. With the introduction of various regulatory policies, the industry competition has been intensified, and the profit space of the real estate development enterprises is gradually shrinking. A large number of small and medium-sized real estate enterprises have been eliminated. The rough management model has been completely unable to adapt to the current state macroeconomic policies continue to tighten, the market competition is becoming more and more fierce. Management has become a bottleneck restricting the development of real estate enterprises. Performance management as an important area of enterprise management. To improve the level of performance management has become the first job of the internal management of real estate enterprises. TB company is a real estate enterprise specializing in high-end real estate development. Mainly in the area of real estate development in Tuanbo Lake, thanks to the attention of the state and Tianjin to the construction of Tuanbo New City, the company is currently in a period of rapid development. With the expansion of the scale of the enterprise. The original traditional performance appraisal measures, that is, based on the management experience judgment as the main means of performance evaluation, lack of objective evaluation criteria. Performance appraisal can not provide real data to the decision makers to grasp the status of the enterprise and the level of employees, so it can not effectively mobilize the enthusiasm of employees. Through absorbing and drawing lessons from the existing scientific theory of performance appraisal, this paper expounds and summarizes the common methods of performance management. Using relevant research methods, this paper points out the existing problems and shortcomings in the current performance management of TB company, analyzes the causes of the problems, and improves the original performance appraisal scheme. Build a scientific performance appraisal model suitable for the development of enterprises and put it into practice in order to improve the management level of enterprises. The improved performance appraisal scheme improves the shortcomings of the original performance appraisal system. For the rapid development of other similar real estate enterprises also have a good reference.
【学位授予单位】：天津大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F299.233.4

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