员工绩效管理是现代企业综合竞争力的重要内容之一，特别是对人才需求与日俱增 的房地产业来说，员工绩效管理发挥着日益重要的作用。近些年来国家对房地产市场采 取了多种调控手段，加剧了房地产同欧亿·体育（中国）有限公司的竞争。在当前的国家政策下，如何采用先进 的绩效管理应对市场竞争，尤显迫切和具有重要意义。哈尔滨 H 公司作为一家以房地产 开发为基础、以战略多元化为发展方向的房地产公司，在近几年的发展中，经营和业务 范围不断扩大，然而绩效管理的相关制度却没有进行相应的调整，制约了 H 公司的发展。 因此，根据 H 公司实际情况，改善其员工绩效管理现状是 H 公司亟待解决的重要问题。 本文以哈尔滨 H 房地产公司的员工绩效管理为研究对象。基于绩效管理相关理论， 利用文献法、问卷调查和访谈法、案例研究法等研究方法，对 H 房地产公司员工绩效管 理的现状、存在的问题和原因，以及相应的改善对策等内容进行了研究。根据 H 公司员 工绩效管理的实际情况，从绩效计划、绩效沟通、绩效考核、绩效反馈和绩效考核结果 应用五个方面进行分析，发现存在以下问题：第一，H 公司的绩效计划未充分结合公司 发展战略；第二，H 公司绩效管理中缺乏有效的绩效沟通；第三，H 公司对绩效考核认 识偏差，且相关制度不完善；第四，绩效反馈环节有形无实；第五，绩效考核结果应用 不足。针对以上问题，提出相应的改善对策，第一，制定基于公司战略的绩效管理方案； 第二，落实绩效沟通环节，开展多种形式的绩效沟通，保证定期沟通；第三，明确绩效 考核的定位，完善绩效考核体系；第四，加强绩效反馈环节工作，畅通绩效申诉渠道； 最后，充分合理利用绩效考核结果，不断改进绩效计划，提高激励员工的手段。 关键词：H 房地产公司；员工绩效管理；绩效沟通；绩效考核东北石油大学 MBA 学位论文 III Research on Employee Performance Management of Harbin H Real Estate Company ABSTRACT Employee performance management is one of the important contents of modern enterprise's comprehensive competitiveness. Especially for the real estate industry with increasing demand for talents, employee performance management plays an increasingly important role. In recent years, the state has adopted a variety of regulatory measures on the real estate market, intensifying the competition in the same industry. Under the current national policy, how to adopt advanced performance management to deal with market competition is particularly urgent and of great significance. H company in Harbin is a real estate company based on real estate development and oriented by strategic diversification. In recent years, the operation and business scope of H company have been expanding, but the relevant system of performance management has not been adjusted accordingly, which restricts the development of H company. Therefore, according to the actual situation of H company, improving the current situation of its employee performance management is an important issue that H company needs to solve urgently. This paper takes the employee performance management of H real estate company in Harbin as the research object. Based on relevant theories of performance management, this paper studies the current situation, existing problems and causes of H real estate company's employee performance management, as well as corresponding improvement measures, by using literature method, questionnaire survey and interview method, case study method and other research methods. According to the actual situation of H company's employee performance management, the following problems are found in the analysis from five aspects of performance plan, performance communication, performance appraisal, performance feedback and application of performance appraisal results. First, H company's performance plan is not fully integrated with the company's development strategy. Second, H company's performance management lacks effective performance communication. Third, H company has a wrong understanding of performance appraisal, and the relevant system of performance appraisal is not perfect. Fourth, the performance feedback link only exists formally. Fifth, application of performance appraisal results is insufficient. In view of the above problems, the corresponding improvement measures are put forward. First, H company should develop a performance management plan based on corporate strategy. Second, H company should东北石油大学 MBA 学位论文 IV implement the performance communication link, and carry out various forms of performance communication in order to ensure regular communication; Third, H company should define the orientation of performance appraisal and improve the performance appraisal system. Fourth, H company should strengthen the performance feedback link work, and smooth the performance appeal channel. Finally, H company should make full use of the results of performance appraisal, and constantly improve the performance plan, and improve the means of motivating employees. Key words: H real estate company, employee performance management, performance communication, performance appraisal目 录 V 目 录 摘要.......................................................................................................................................III ABSTRACT.............................................................................................................................IV 第 1 章 绪 论...........................................................................................................................1 1.1 研究背景、目的及意义.............................................................................................1 1.1.1 研究背景...........................................................................................................1 1.1.2 研究目的及意义...............................................................................................1 1.2 国内外研究述评.........................................................................................................2 1.2.1 国外研究现状...................................................................................................2 1.2.2 国内研究现状...................................................................................................2 1.2.3 国内外研究评价...............................................................................................3 1.3 主要内容及方法.........................................................................................................4 1.3.1 主要内容...........................................................................................................4 1.3.2 研究方法...........................................................................................................4 1.4 研究技术路线.............................................................................................................5 第 2 章 绩效管理的内容与相关理论.......................................................................................6 2.1 绩效管理的基本内容.................................................................................................6 2.1.1 绩效管理的概念及特点...................................................................................6 2.1.2 绩效管理的影响因素.......................................................................................6 2.1.3 绩效管理的基本流程.......................................................................................6 2.2 绩效管理相关理论.....................................................................................................7 2.2.1 目标管理...........................................................................................................7 2.2.2 关键绩效指标...................................................................................................7 2.2.3 人本管理...........................................................................................................8 2.3 房地产公司绩效管理特点.........................................................................................8 第 3 章 H 公司员工绩效管理现状分析...................................................................................9 3.1 H 房地产公司简介......................................................................................................9 3.2 房地产业特点及现状..