本文以 BC 房地产公司为研究对象，通过对公司的绩效考核现状进行调研发
现公司并没有专门的设计人员无绩效考核体系，这就导致公司的设计人员干多干
少无所谓，平均分配大锅饭现象盛行。导致很多能力强的设计人员不能被公司所
认可，很多能力强的设计人员也不能接受这种无绩效考核的方式，从而导致公司
的设计人员流动性较大，这充分说明了公司目前的绩效方案对设计人员无任何的
激励作用，已经严重阻滞了公司的发展。而导致这种现象的原因是因为公司的管
理层与设计人员对绩效考核缺少足够的认识，加之设计岗位工作难以量化，上下
级缺少足够的沟通，并且公司长期缺少绩效考核方面的专业指导与培训，从而导
致目前公司的设计人员干多干少无所谓，平均分配大锅饭现象盛行。为此，笔者
对 BC 房地产公司设计人员的绩效考核体系进行了设计，首先从工作业绩、工作
能力、工作态度三个方面设置了设计人员绩效考核指标体系，包括 3 个一级指标，
16 个二级指标，然后利用层次分析法对考核指标体系进行了权重的设计，并且
按照绩效计划——绩效实施——绩效考核——绩效反馈——绩效结果运用制定
了新的绩效考核体系的实施流程，并提出了保障该公司设计人员绩效考核工作顺
利有序开展的保障措施和制度
关键词：房地产公司；设计人员；绩效考核II
Abstract
The human resources department has shifted from the traditional cost center to
profit center, which is changed with the talent as the primary strategic resource of
enterprise development. Thus it can be seen that it is an inexhaustible motive force for
the development of enterprises to retain high-quality professional talents. The position
of the designer in the enterprise is self-evident, the designer who has the spirit of
innovation under the knowledge economy is commendable. Therefore, how to retain
high-quality designers is the core of the development of modern companies. The
relationship between employees and performance appraisal system closely,
performance appraisal is also an important part of human resource management,
through optimizing the performance appraisal system to enhance employee loyalty
and reduce the turnover rate of employees, how to optimize the effective and
scientific appraisal system has become a hot issue in academic circles.
This paper takes BC Real Estate Company as the research object, through the
status of the performance evaluation on the company&39;s investigation found that the
company is not without the design of specialized personnel performance appraisal
system, which leads to the design, more or less does not matter, the average
distribution of mess phenomenon prevails. Cause a lot of strong ability of design staff
can not be recognized by the company, many designers ability can not accept the
performance appraisal, which led to the company&39;s designers greater liquidity, which
fully shows that the company&39;s current performance scheme without any incentive to
the designer, has seriously hindered the development of the company. Reasons for this
phenomenon is because the management and design, lack of adequate understanding
of the performance evaluation, and design work is difficult to quantify, on the lower
level of lack of communication, and the company&39;s long-term performance appraisal
the lack of professional guidance and training, which lead to the current design, more
or less does not matter the average distribution, mess phenomenon prevails. Therefore,
the performance appraisal system of BC Real Estate Company designers for the
design, three from the aspects of work performance, work ability, work attitude, set up
performance evaluation index system design, including 3 level indicators, 16 level
two indexes, and the evaluation index system of the design of the weight using AHP
according to the law, and performance planning implementing performanceIII
assessment, performance feedback, performance results application to develop the
implementation process of the new performance appraisal system of the performance,
and puts forward the design of security personnel performance appraisal of the
company carried out smoothly and orderly safeguard measures and systems.
Key words: Real Estate Company; designer; performance appraisalIV
目录
摘要........ I
Abstract II
第 1 章 绪论......1
1.1 选题背景、目的与意义 .1
1.1.1 选题背景.......1
1.1.2 研究目的与意义.......1
1.2 国内外研究现状 .2
1.2.1 国外研究现状...........2
1.2.2 国内研究现状...........4
1.3 研究主要内容 .....6
1.4 研究方法及技术线路 .....7
1.4.1 研究方法.......7
1.4.2 技术线路图...8
第 2 章 设计人员绩效考核相关理论..9
2.1 绩效与绩效考核 .9
2.1.1 绩效...9
2.1.2 绩效考核.......9
2.2 设计人员的内涵与特点 ...........11
2.2.1 设计人员的内涵.....11
2.2.2 设计人员的特点.....11
2.3 绩效考核的常用方法 ...12
2.3.1 平衡计分卡.12
2.3.2 关键绩效指标.........13
2.3.3 目标管理法.13
2.3.4 360 度考核法...........14
第 3 章 BC 房地产公司设计人员绩效考核现状与问题分析.........16
3.1 BC 房地产公司设计人员概况..16
3.2 BC 房地产公司设计人员绩效考核现状..........17
3.2.1 设计人员概况.........17
3.2.2 设计人员绩效考核现状.....17
3.3 BC 房地产公司设计人员绩效考核体系存在的问题..19
3.3.1 绩效考核缺乏战略导向.....19V
3.3.2 绩效考核认识不全面.........20
3.3.3 设计人员指标设置不合理...........
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