高德置地广场的绩效管理体系研究

发布时间：2018-12-12 06:12

【摘要】：2011年以来，中国房地产各项宏观调控政策包括新国十条、限购、限贷、房产税及限价等陆续出台，国家政府利用经济手段和行政手段双管齐下以抑制房价的过快增长。这些政策的出台恰恰为商业地产的发展创造了得天独厚的条件，国内众多地产开发商纷纷开始涉足商业房地产，甚至实施逐步向商业地产开发转型的战略。事实上，目前对于商业地产行业来说，真正熟悉商业地产开发、融资、招商及管理的复合型人才是稀缺的，这使得商业地产迅速发展的同时，人才问题成为了众多商业地产企业的发展瓶颈。面对商业地产人才需求量大、人才流失严重的局面，商业地产行业的人力资源管理工作显得尤为重要。如何招徕并留住核心人才，为企业赢得竞争优势，成为企业人力资源管理的核心工作。绩效管理是企业人力资源管理系统中的核心环节，目前企业普遍进行绩效考评的管理，但管理的有效性普遍不高，产生的效果也不好。因此针对企业的实际发展需要找到一种简易可行的简明高效的绩效管理方式，对企业的有效运作具有很高的实用价值。本文以人力资源管理和绩效管理的相关文献为研究基础，通过文献研究法、问卷调查法等方法对广州高德置地广场的绩效管理进行了研究，分析并指出其绩效管理存在与公司战略结合度不够、绩效指标设置不科学、缺乏有效反馈与沟通的现状。在此基础上，基于企业战略鱼骨图的分析，，结合关键绩效指标、平衡计分卡等理论和工具对高德置地广场部门关键绩效指标体系进行优化设计，完善沟通反馈机制，并建立相应的实施对策和保障措施。本文的研究成果，对高德置地广场完善绩效管理体系具有重要的参考和实践价值。
[Abstract]:Since 2011, China's real estate macro-control policies include ten new country, limit purchase, limit loan, property tax and price limit and so on, the national government use economic means and administrative means to restrain the rapid increase of house price. The introduction of these policies has created unique conditions for the development of commercial real estate. Many domestic real estate developers have begun to set foot in commercial real estate and even implemented the strategy of transforming to commercial real estate development step by step. As a matter of fact, at present, for the commercial real estate industry, the complex talents who are really familiar with the development, financing, investment and management of commercial real estate are scarce, which makes the commercial real estate develop rapidly at the same time. Talent problem has become the bottleneck of the development of many commercial real estate enterprises. In the face of large demand for commercial real estate talents and serious brain drain, human resource management in commercial real estate industry is particularly important. How to attract and retain the core talents to win the competitive advantage and become the core work of human resource management. The performance management is the core link in the enterprise human resources management system, at present, the enterprise generally carries on the performance appraisal management, but the management effectiveness is generally not high, the result is also not good. Therefore, it is of great practical value to find a simple and effective way of performance management for the actual development of enterprises. Based on the related documents of human resource management and performance management, this paper studies the performance management of Gaude Plaza in Guangzhou by the methods of literature research and questionnaire survey. This paper analyzes and points out that the performance management is not enough in combination with the company strategy, the performance index is not scientific, and it lacks effective feedback and communication. On this basis, based on the analysis of corporate strategic fish bone map, combining with the key performance indicators, balanced scorecard and other theories and tools to optimize the design of the key performance index system of Gaode Plaza, improve the communication and feedback mechanism. And set up the corresponding implementation countermeasure and safeguard measure. The research results of this paper have important reference and practical value for improving the performance management system of Gaode Land Plaza.
【学位授予单位】：华南理工大学
【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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