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论文编号：	8214
作者编号：	2120142903
上传时间：	2016/6/3 9:44:15
中文题目：	基于BSC-KPI的A房地产公司绩效考核管理体系的优化研究
英文题目：	Reseach on the Optimization of Performance Appraisal Management System of Real Estete Company A Based on BSC-KPI
指导老师：	崔勋
中文关键字：	绩效考核；战略目标；平衡计分卡；关键绩效指标
英文关键字：	performance appraisal;strategic target;balance score card;key performance indicators
中文摘要：	由于国家“限购、限价、限贷”宏观调控政策的提出，房地产行业跨越了快速发展的黄金十年，发展逐渐进入缓慢期。面对调控所带来的压力，不同的企业采用了不同的措施：万科继续保持自己快速增长的运营模式，但同时也严格控制购买土地所带来的风险；恒大、雅居乐在不影响交付的前提下调整自己的开发计划，减缓库存充足的项目的工程进度；另外还有很多的企业则转型进入旅游、工业地产等领域，寻找新的发展契机。在寻求解决方案的过程中，企业已经认识到：练好内功、改善管理是基础，也是关键。人力资源管理是企业竞争的核心内容，面临越来越大的竞争压力，企业要想立于不败之地，就必须要做好对人才的管理。而绩效考核又是人力资源管理的重要内容，落后的绩效考核体系已经不能跟上企业发展的步伐了。以平衡计分卡、关键绩效指标的原理为基础的绩效考核体系主要是从财务、客户、内部运营、学习成长四个维度来进行企业绩效指标的选取，将企业的战略发展目标与企业的绩效考核体系进行有机的结合，使企业的战略目标层层的分解，为战略目标的实现奠定了基础。本文以A房地产公司为研究对象，对A房地产公司的组织绩效考核体系从对象及层次、考核周期、考核方法、改进反馈的过程、绩效结果的应用几个方面进行了优化。本文首先对有关绩效、绩效考核、绩效管理、平衡计分卡及关键绩效指标的相关理论做了综述，为A房地产公司组织绩效考核体系的优化提供了理论支持。其次对A房地产公司现有的组织绩效考核体系进行了分析，发现A房地产公司目前的组织绩效考核体系中存在着很多的问题，并对该问题做了相应的研究并依据平衡计分卡及关键绩效指标的相关理论对A房地产公司的组织绩效考核体系提出了新的优化设计方案，把A房地产公司的战略目标与企业的绩效考核体系进行有机的结合。并对新的绩效考核体系的实施做了相关保障性措施方面的阐述。 A房地产公司的新的组织绩效考核体系在具体的实施过程当中还会进行不断的完善和改进，希望本文的写作能对其它房地产公司的绩效考核体系的改进有一定的参考价值。
英文摘要：	According to the policy of The Purchase Limit, The Price Limit and The Credit Limit is put forward. After the real estate industry across the rapid development of the golden ten years, development has entered a period of slow growth. Facing the stress of the regulation, different enterprises have adopted different measures. For example Company CHINA.Vanke CO.,LTD has continued to maintain its rapid growth, but also control the risks of getting the land strictly.AGILE PROPERTY and Evergrande have adjusted their development plan and slowed inventory sufficient project construction schedule when It doesn’t impact the premise of the delivery. In addition, there are a lot of enterprises enter the transformation of tourism, industrial real estate and other fields, looking for new opportunities for development. In the process of seeking solutions, enterprises have realized that improve management is the foundation and the key point. Human resource management is the core content of enterprise competition, facing more and more competitive pressure, if the enterprise wants to be an impregnable position, so it is necessary to do a good job in the management of talent. And performance appraisal is an important content of human resource management; backward performance appraisal system can't keep up with the pace of enterprise development. The performance appraisal system what it is based on the balanced scorecard key performance indicators has four dimensions. For example the financial dimension, the customer dimension, the internal operational dimension and the learning and growth dimension. It will be the strategic development of the enterprise target combined with enterprise's performance evaluation system. Its strategic target of the enterprise is decomposed to department and staff level; which laid a foundation for the realization of the strategic objectives. In this paper, the author take company A as a research object. The organization performance appraisal system of Company A is optimized in several aspects, such as the object and the level, the evaluation period, the method of evaluation, the process of improving the feedback, and the application of the performance results. Firstly, this article introduced performance, the performance appraisal, performance management, the balanced score card and the key performance indicators, the optimization of organization performance appraisal system for company A which provides the theoretical support. Secondly , the existing organization performance appraisal system of company A is studied, and we find a lot of questions and we study them according to relevant theories of the balanced score card and key performance indicators for company A organization performance appraisal system puts forward a new optimization design. Company A’s strategic goal and enterprise performance evaluation system is combined. In the end the new performance appraisal system of protection measures are expounded. Company A in the new organization performance appraisal system in the specific implementation process will and improved, hope can the writing of this paper improved the performance assessment system of other real estate companies have a certain reference value.
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