国内房地产行业兴起于 1998 年前后，其发展特性在我国经济腾飞进程中起 着重要作用，它自发展以来始终占据着国民经济发展的首要地位，与此同时，房 地产的发展也推动了经济的快速、可持续性发展。在房地产业迅速发展过程中， 产生了很多大型优秀的房地产企业，而优秀的绩效管理对房地产企业的经营业绩 和财务绩效起着重要的促进作用，但大多数企业并没有制定出适合自身发的绩效 考核体系，往往借鉴外来的考核经验。论文以首创置业公司现行的绩效考核体系 为研究对象，以关键绩效指标、激励理论、平衡记分卡等相关理论为指导，借鉴 国内外知名学者的研究理论成果和实践经验，为首创置业股份有限公司绩效考核 提供优化方案。 首先介绍了首创置业原有的绩效考核方案，并分析了其存在的问题。其主要 问题有员工绩效考核目标细化程度较低，员工绩效考核趋于形式化，考核指标风 险防范较弱，考核体系市场灵活度较低，考核结果应用单一。针对以上问题，本 文重新建立了符合首创置业自身经营发展特点，并能适应高速发展的市场环境的 优化方案，该方案具体包括重新给出绩效考核所遵循的原则，以及绩效考核的目 标。在优化方案的主要内容中，我们确定了员工绩效考核的对象，同时重点给出 了不同层次员工的绩效考核指标设计，相应的指标评价标准和绩效考核结果运用 体系，以期提高员工工作效率和主观能动性，提高公司经营绩效，促进企业战略 目标的实现。同时，为确保新方案能在公司内有效施行，本文提出方案施行保障 措施，具体包括完善公司管理制度、加强员工梯队建设、优化信息管理系统、提 高财务资金的保障和高层管理者的高度重视。 本文希望通过优化绩效考核方案，更好地实现实现企业的战略目标，促进首 创置业股份有限公司健康发展，同时也为其它房地产企业提供一定的指导和借鉴。 关键词: 房地产企业；绩效考核；关键绩效指标II Abstract Around 1998, the Chinese real estate industry began to be established, Its development plays an important role in the process of rapid economic growth in China, and occupies a decisive position in the national economy. At the same time, the development of real estate has also promoted the rapid and sustainable development of the economy. In the process, many large and excellent real estate companies have emerged. Excellent performance management plays an important role in promoting the real estate business operating results and financial performance. However, most companies have not developed a performance appraisal system that is suitable for their own development, and often draws on foreign experience. This paper takes the current performance appraisal system of Joint-stock Company as the research object. Basing on the theory of human capital, performance management theory, incentive theory, BSC theory and other related theories. Drawing on the research results and practical experience of well-known scholars at home and abroad, it provides an optimization plan for the performance appraisal of Joint-stock Company. This paper first introduces the original performance appraisal plan of Joint-stock Company, and analyzes its existing problems. The main problems are the low level of employee performance appraisal goals, the unclear performance appraisal goals, the formalization of staff performance appraisal, the weaker risk assessment of appraisal indicators, the low market flexibility of the appraisal system, and the single application of appraisal results. In view of the above problems, this paper re-establishes an optimization plan that is in line with the characteristics of Joint-stock Company’s own business development and can adapt to the rapid development of the market environment. The program specifically includes the principles for re-determining performance appraisal and the goals of performance appraisal. In the optimization plan, it mainly includes the following contents. We determine the target of staff performance appraisal, and also give the design of performance appraisal indicators for different types of staffs, as well as the corresponding index evaluation standards and performance appraisal results application system. It is hoped to improve staff productivity and subjective initiative and improve company's business performance. At the same time, in order to ensure that the new program can be effectively implemented within the company, this paper proposes the implementation of safeguards. It mainly includes improving the company's management system,III strengthening the staff echelon construction, optimizing the information management system, improving the financial fund protection and the high attention of senior management. This paper hopes to optimize the performance appraisal program, better realize the strategic goals of the company, promote the healthy development of Joint-stock Company, and provide some guidance and reference for other real estate companies. Key words: real estate industry; performance appraisal; Key performance indicator目 录 摘要 .................................................................................................................................................I Abstract ..........................................................................................................................................II 第 1 章 绪论 ...............................................................................................................1 1.1 研究背景.........................................................................................................1 1.2 文献综述.........................................................................................................2 1.2.1 国外研究文献综述..............................................................................2 1.2.2 国内研究文献综述..............................................................................3 1.3 论文研究思路、内容与方法.........................................................................4 1.3.1 研究思路..............................................................................................4 1.3.2 研究内容..............................................................................................4 1.3.3 研究方法..............................................................................................4 1.3.4 研究意义..............................................................................................5 第 2 章 绩效考核理论基础 .......................................................................................6 2.1 绩效考核相关概念.........................................................................................6 2.1.1 关键绩效指标......................................................................................6 2.1.2 绩效考核..............................................................................................7 2.1.3 精细化绩效考核..................................................................................7 2.2 基础理论.........................................................................................................7 2.2.1 激励的相关理论...................................................................................8 2.2.2 目标管理理论.......................................................................................8 2.2.3 平衡记分卡理论................................................................................. 11 第 3 章 首创置业股份有限公司绩效考核现状及问题分析...................................12 3.1 首创置业股份有限公司简介 .................................................................................12 3.2 首创置业股份有限公司员工绩效考核现状 ......................................................15 3.2.1 首创置业股份有限公司员工绩效考核原则与目标 ...........................15 3.2.2 进行员工绩效考核的组织 .........................................................................15 3.2.3 员工绩效考核的对象与主要内容 ...........................................................16 3.2.4 员工绩效考核周期 .......................................................................................16 3.2.5 员工绩效考核流程 .......................................................................................17 3.2.6 员工绩效考核的应用 ..................................................................................11 3.3 首创置业股份有限公司员工绩效考核方