近年来，商业综合体发展方兴未艾，成为推现代化建设与发展的新引擎，创 造了明显的社会经济效益。然而，商业综合体人才流失严重、人才晋升缺乏合理 的考评支撑使得留用人员工作积极性不高等矛盾突出，商业综合体人力资源管理 问题尤其是绩效考核体系不完善成为制约其快速发展的瓶颈，建立科学、合理的 员工绩效考核体系，对于商业综合体吸引人才、留住人才，促进企业可持续发展 具有十分重要的意义。 论文以HY商业综合体员工绩效考核体系为研究对象，运用文献资料法、层 次分析法等研究方法，首先在对商业综合体核心概念界定和员工绩效考核理论研 究的基础上，分析各绩效考核工具的优劣势与适用性；其次，结合商业综合体这 一研究主体的特殊性，分析HY商业综合体的发展状况及人力资源管理的现状及 存在问题；再次，运用“KPI+360度”绩效考核法，从工作业绩、工作态度、工作 能力、职业道德四个方面对高、中、基层员工来进行绩效考核体系设计；最后， 提出组织保障、制度保障、管理保障等保障措施。 论文研究发现，HY商业综合体绩效考核体系存在对企业战略目标理解度有 限、企业工作目标设定不具体、绩效考核标准不明确、企业绩效指标评价标准不 一致、企业绩效结果的应用不足等五大问题。基于“KPI+360度”构建的HY商业 综合体员工绩效考核体系及保障措施，对促进HY商业综合体企业员工绩效考核 制度创新具有重要的现实意义，对同类商业地产服务企业内部人力资源管理提供 一定程度的借鉴。 关键词：KPI；360度；商业综合体；员工绩效考核 西安建筑科技大学硕士学位论文 ResearchonEmployeePerformanceEvaluationSystemofHY CommercialComplexBasedonKPI+360Degree Specialty:BusinessManagement Name:ZhaoGuijia Instructor:ProfessorLiCongrong ABSTRACT Inrecentyears,thedevelopmentofcommercialcomplexesisintheascendantandhas becomeanewengineofmodernizationanddevelopment,creatingsignificant socioeconomicbenefits.However,theseriousbraindrainofthecommercialcomplex andthelackofreasonableevaluationsupportfortalentpromotionhavemadethe contradictionssuchasthelackofenthusiasmoftheretainedstaffenthusiastic.The humanresourcemanagementissuesofthecommercialcomplex,especiallythe incompleteperformanceappraisalsystem,havebecomeabottleneckrestrictingitsrapid development.Areasonableemployeeperformanceevaluationsystemisofgreat significancetoattractingandretainingtalentsinacommercialcomplex,andpromoting sustainabledevelopmentoftheenterprise. ThispapertakestheHYbusinesscomplexemployeeperformanceassessmentsystemas theresearchobject,andusesresearchmethodssuchasliteraturedatamethodand analytichierarchyprocess.Firstofall,basedonthedefinitionofthecoreconceptsof thebusinesscomplexandthestaffperformanceassessmenttheory,itanalyzesvarious performanceassessmenttools.Advantagesanddisadvantagesandapplicability; secondly,combinedwiththeparticularityoftheresearchsubjectofcommercial complexes,analyzethedevelopmentstatusofHYcommercialcomplexesandthe currentstatusandproblemsofhumanresourcemanagement;andagain,use"KPI+360 degree"performanceassessmentLaw,fromthefouraspectsofworkperformance,work attitude,workability,professionalethicstodesignperformanceevaluationsystemfor high-,middle-,andbasic-levelemployees;Finally,putforwardorganizationalsecurity, systemsecurity,managementsecurityandothersafeguards. 西安建筑科技大学硕士学位论文 Thethesisresearchfoundthattherearefivemajorproblemsintheperformance evaluationsystemoftheHYbusinesscomplex:limitedunderstandingofthecompany's strategicgoals,inadequatesettingofthecompany'sworkgoals,unclearperformance evaluationstandards,inconsistentevaluationstandardsofenterpriseperformance indicators,andinsufficientapplicationofenterpriseperformanceresults..The performanceappraisalsystemandguaranteemeasuresofHYcommercialcomplex employeesbasedon"KPI+360degrees"areofgreatpracticalsignificancetopromote theinnovationofHYcommercialcomplexenterpriseemployeeperformanceappraisal system,andprovideinternalhumanresourcemanagementforsimilarcommercialreal estateservicecompaniesToacertainextent. Keywords:KPI;360degrees;businesscomplex;employeeperformanceassessment 西安建筑科技大学硕士学位论文 I 目录 1绪论...............................................................................................................................1 1.1研究背景和意义................................................................................................1 1.1.1研究背景.................................................................................................1 1.1.2研究意义.................................................................................................2 1.2研究综述............................................................................................................3 1.2.1商业综合体研究综述.............................................................................3 1.2.2员工绩效考核研究综述.........................................................................4 1.2.3商业综合体员工绩效考核研究综述.....................................................6 1.3研究内容及方法................................................................................................7 1.3.1研究内容.................................................................................................7 1.3.2研究方法.................................................................................................8 1.3.3研究框架.................................................................................................9 2核心概念界定及绩效考核方法.................................................................................10 2.1核心概念界定..................................................................................................10 2.1.1商业综合体涵义特征...........................................................................10 2.1.2员工绩效考核的概念...........................................................................11 2.2基础理论方法..................................................................................................12 2.2.1员工绩效考核主要方法.......................................................................12 2.2.2员工绩效考核方法比较.......................................................................13 2.3本章小结........................................................................................................15 3HY商业综合体员工绩效考核现状与问题...............................................................16 3.1HY商业综合体人力资源管理现状................................................................16 3.1.1HY商业综合体组织架构.....................................................................16 3.1.2HY商业综合体人员结构.....................................................................17 3.1.3HY商业综合体员工绩效考核现状.....................................................19 3.2HY商业综合体员工绩效考核调查................................................................21 3.2.1问卷设计...............................................................................................21 3.2.2数据收集...............................................................................................21 3.2.3结果统计...............................................................................................22 3.3HY商业综合体员工绩效考核问题及原因....................................................24 3.3.1企业战略目标理解度有限...................................................................24 3.3.2企业工作目标设定不具体...................................................................24 3.3.3员工绩效考核标准不明确...................................................................24 3.3.4绩效指标评价标准不一致...................................................................25 西安建筑科技大学硕士学位论文 II 3.3.5企业绩效结果的应用不足...................................................................25 3.3本章小结..........................................................................................................25 4基于KPI+360度的HY商业综合体员工绩效考核体系设计.................................26 4.1指导思想和原则..............................................................................................26 4.1.1指导思想...............................................................................................26 4.1.2设