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中原工学院
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2022年 5月 23日

中原工学院硕士学位论文
摘要
目前我国的房地产行业正处在一个转型升级的阶段，服务模式逐渐从传统向现代转
变，具体表现为服务类型从单一狭窄到多元丰富的转变，管理方式由粗放不周全向对标
精细化转变，随着行业的转型升级，物业服务企业快速拓宽服务链，职业技术人员的需
求量逐步增加。所以用客观、科学的员工绩效考核体系能够发掘并发挥其潜能，并提升
其工作动力，为企业发展注入人力资源活力，以人才的竞争力来推动公司的综合竞争力，
以达到公司的战略目的。
XY物业服务公司是1999年成立的物业管理服务供应商，总公司位于郑州市，由于
起步早、上市早，所以可以典型代表中原地区同类型企业。XY物业服务公司于2018 年
起引进和推行员工绩效考核制度，以实现对员工绩效考核的精细管理。但绩效考核体系
实施后，员工出现了“躺平”思想、工作态度持续下滑，员工流动日益频繁；客户满意
度、业主服务质量以及团队凝聚力都呈现不同程度下降。从企业现在的绩效考核现状来
看，无论是实施情况还是实施效果都不尽如人意。因此，通过分析员工绩效考核现状来
分析问题及原因是有章可循的，针对问题及原因的优化改革是具有实际意义的。
本文以“发现问题—剖析问题—解决问题”的思路，从实施现状和实施效果两个角
度全面了解绩效考核现状，梳理出绩效考核目的、内容、周期、沟通反馈、结果应用等
方面存在考虑不全面、设置不严谨、实施不到位的问题。针对当前的问题进行优化设计
和制定保障措施，从多层面、多角度的去健全绩效考核体系、更新绩效考核理念，以更
具目的性和操作性的方法来实现XY物业服务公司绩效考核优化。本文研究不仅对XY物
业服务公司的员工绩效考核优化提供参考借鉴作用，更有利于实现员工和企业相互促进
的目标。
关键字：XY物业服务公司；绩效考核；体系优化
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中原工学院硕士学位论文
Abstract
At present, the real estate industry of China is in the stage of transformation and
upgrading. And the service mode has gradually changed from traditional to modern,which
represent as the transformation of service type from singleness to pluralism and management
method from extensive to refined. With the transformation and upgrading of property service
industry, the property service enterprises swiftly extend the service chain thus the demand of
professional technicians gradually increased. Therefore,an objective and scientific staff
performance appraisal system enables us to explore the staff’s potential and give full play to
it,and we could also promote their motivation at work so that instill human resource vigor to
enterprise development. This is to stimulate the company’s comprehensive competitive power
with talent competitive power and to reach the strategic aim of a company.
XY Property Services Company is a property management service provider established
in 1999 which is located in Zhengzhou City. As it started and got listed early, it can typically
represent the same type of enterprises in Central Plains Region. The company introduced and
implemented employee performance appraisal systems in 2018 to achieve refined
management of staff performance assessment. Nevertheless, after the introduction and
implementation of the performance appraisal system, employees started to “supine” and their
work attitudes continued to slide downward, and employee turnover became increasingly
frequent;customer satisfaction, owner's service quality and team cohesion all declined in
different degrees. Viewing from the current performance assessment of the company, both the
implementation situation and the effect are not satisfactory. Therefore, analyzing the problem
and reason by analyzing the status of employee performance assessment has rules to follow,
and the optimize reform in the light of problems and causes has much practical significance.
This paper is bases on the idea of "discover problems - analyze problems - solve
problems", Comprehensively understand the current situation of performance appraisal from
the perspective of implementation status and implementation effect, and sort out the problems
of incomplete consideration, lax setting and inadequate implementation in terms of
performance appraisal purpose, content, cycle, communication and feedback, result
application and so on. Directing at the current problems, upgrade designs and formulate
safeguard measures, improve performance appraisal system and upgrade performance
appraisal philosophy from multiple levels and angles, realizing XY Property Services
Company performance assessment upgrading in more purposeful and operational methods.
The study of this paper not only provides reference to the optimization of employee
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