已成立十余年的东方今典房地产公司在关乎企业核心竞争力的绩效管理方面存
在一些问题，因此对此公司现行的绩效管理系统所做深入研究对于实现企业可持
续发展的长远目标具有重要意义。

本文以发展中的东方今典房地产公司为研究对象，针对其经营现状和战略
发展需要，结合绩效管理相关理论和知识，深入挖掘此公司目前绩效管理各个环
节中存在的诸多问题，并分析其根本原因，针对不同的问题提出相应的解决方法，
并将最影响绩效管理有效实施的激励策略重点进行阐述，提出相应的见解。改进
后的绩效管理体系深刻领会绩效管理的精髓，运用绩效管理理论和知识并综合运
用平衡计分法(BSC)、关键绩效指标(KPI)及目标管理等绩效评价方法，使得此系
统相对于公司之前的绩效管理有很大改进，在管理体系的系统上更加完备，注重
绩效管理中管理意识的上下统一，在绩效计划设定时更加科学，在绩效实施中强
调科学的过程控制，在绩效考核与评价时更具有可操作性，通过表格等一些辅助
管理手段可真正落实绩效反馈和面谈，在绩效结果的应用上注重与其他管理系统
相结合，譬如绩效激励系统，通过以上环节针对性的改进，相信新的绩效管理系
统及绩效激励体系对于提升发展中的房地产企业管理水平和改善企业运营效果
大有裨益。

关键词: 绩效评价 绩效管理 绩效激励华 中 科 技 大 学 硕 士 学 位 论 文
II
Abstract
With the context of the worsening competition in the real estate market and more
strict control policies, small and medium enterprises in real estate development, which
want to achieve sustainable development and will not be eliminated by the market,
must make great efforts on internal management. Oriental Classic Group was built for
more than 10 years, and there are several problems related to the enterprise's core
competitiveness of performance management. Therefore, in-depth study needed to be
carried on the company's existing performance management system to achieve
long-term goals for sustainable development is of great significance.
In this thesis, we choose the developing Oriental Classic Group as research
object, and focus on the current situation for its business and needs for strategy
development, combine with the theory and knowledge of performance management,
dig into all aspects of performance management, and analyze the fundamental reasons
and then propose corresponding solutions for different issues. We will elaborate on
the most influential incentive strategies, and put forward corresponding insights. The
improved performance management system has the essence of performance
management. The improved one combined with the theory and knowledge of
performance management and the performance evaluation method including the
Balanced Scorecard(BSC), Key Performance Indicator (KPI) and objective
management and there are several improvements compared with the previous
performance management system. The improved one is more complete on the
management system. It focuses on unified management awareness in performance
management and it is more scientific in the performance plan set. In the improved
system, we emphasize scientific control of process in the implementation. It is much
more operational when performance are assessed and evaluated. We can really put
performance feedbacks and interviews into practice by forms and other assisted
management tools. We focus to combine with other management systems such as
performance incentive system in the application of performance results. By the
targeted improvement listed above, we believe the new performance management