房地产营销人员绩效考核指标及评价研究.doc
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房地产营销人员绩效考核指标及评价研究,11900字摘要随着经济全球化和我国加入wto以来，市场经济运行机制不断完善,企业面临着越来越激烈的国内和国际市场竞争，特别是人才的竞争，这对我国企业的人力资源管理提出了巨大的挑战。改善企业经营管理对企业发展具有重要的意义。销售人员做为企业生存发展的命脉,把握着企业的一条条生命线,企...
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房地产营销人员绩效考核指标及评价研究
11900字
摘 要
随着经济全球化和我国加入WTO以来，市场经济运行机制不断完善,企业面临着越来越激烈的国内和国际市场竞争，特别是人才的竞争，这对我国企业的人力资源管理提出了巨大的挑战。改善企业经营管理对企业发展具有重要的意义。销售人员做为企业生存发展的命脉,把握着企业的一条条生命线,企业常常为真正做到公平、客观地评价销售人员的工作业绩,而陷入两难的境地。一方面，仅仅通过销售收入作为考核标准，对于市场占有率的扩大很有帮助，但很容易带来负面效应：只冲销量而不计成本的；另一方面，如果销售人员被要求对利润负责，则又很难达到在销量上标准。建立正确有效的绩效管理体系,能够约束和激励销售人员的行为,提高其主动性和积极性,促进实现企业经营目标。
文章以人力资源管理-绩效考核相关理论为知识背景，结合景瑞地产营销人员绩效考核的现状：绩效考核方法不足、指标设计不合理、员工疲于应付。通过调查，分析该公司绩效考核系统存在的误区：单纯看考核，忽略后期的绩效反馈。并针对误区提出建议对策：从管理观念入手，设计标准化工作方式，做好考核前的基础工作，建立可行的绩效考核体系。
关键词 人力资源管理 绩效管理 房地产 KPI 建议对策
Abstract
With economic globalization and since China's accession to WTO, and constantly improve the mechanism of market economy, enterprises are facing increasingly fierce competition in the domestic and international markets, especially in the talent competition, which is our company's human resources management made a huge challenge. More and more companies recognize that improving the management of the importance of the development of the enterprise. The sale is considered the lifeblood of business survival, corporate sales staff to grasp the lifeline of a company, how truly objective and impartial eva luation of the results of each salesperson, so many companies are often caught in a dilemma. On the one hand, if only from the sales revenue to assess, for the expansion of the market share is helpful, but it is easy to bring only the negative effects of impulse sales at all costs; another easy profits if the request is responsible for the sales staff, in terms of volume and very difficult to meet the standards. Through the establishment of an effective performance management system, to conduct sales incentives and constraints, improve their enthusiasm and initiative to promote the realization of business objectives.InChina,with the continuousimprovement of the market economy mechanisms, increasingly fiercecompetition among enterprises, more and morecompanies recognize thatimproving themanagementofenterprise developmentis important.Thesaleis consideredthe lifeblood ofbusiness survival, corporatesales staffto grasp thelifelineof acompany,howtrulyobjective and impartialeva luation ofthe resultsof eachsalesperson,somany companiesare oftencaught ina dilemma.Through the establishment ofan effectiveperformance managementsystem, toconductsalesincentives and constraints, improvetheirenthusiasm and initiative,promote the realization ofbusiness objectives.
Articles in Human Resource Management - performance appraisal theory of knowledge background, combined with the status quo Jingrui estate marketing staff performance appraisal: the lack of performance eva luation methods, indicators unreasonable design, staff struggling to cope. Through investigation and analysis of the company's performance appraisal system Misunderstanding: Just looking at assessment, ignoring the late performance feedback. Countermeasures and suggestions for errors: Starting from the management concept, design standardization work, prepare the ground before the assessment, the establishment of a viable performance appraisal system.
Key Words Human Resource Management Performance Management
Real estate KPI Measures recommended
目 录
摘 要 II
目 录 IV
第一章 绪论 1
1.1 研究背景 1
1.2 研究目的与意义 1
1.3 研究思路与方法 2
第二章 绩效考核指标的相关理论综述 4
2.1 绩效考核的定义 4
2.1.1 广义的绩效考核 4
2.1.2 狭义的绩效考核 4
2.2 绩效考核的目的 5
2.3 绩效考核的原则 5
2.3.1 基本原则 5
2.3.2 “三重一轻”原则 6
2.4 绩效考核的意义 7
第三章 景瑞地产营销人员绩效考核指标的现状及存在的问题 8
3.1 景瑞地产简介 8
3.2 景瑞地产营销人员绩效考核指标的现状 8
3.2.1业务能力 8
3.2.2工作态度 9
3.3 景瑞地产营销人员绩效考核指标存在的问题 10
3.3.1 考核指标和方法的不足 10
3.3.2指标设置引发员工思想上的抵触 11
3.3.3 绩效考核新指标引发的负面效果 11
3.3.4 指标设置不合理导致工资模式多样化 12
第四章 景瑞地产营销人员绩效考核指标研究对策 14
4.1改变管理观念，优化绩效考核环境 14
4.2完善绩效考核制度，提高管理水平 14
4.3建立科学的绩效考核指标体系 15
第五章 结论与展望 17
5.1 结论 17
5.2 展望 17
参考文献 18
致 谢 19
11900字
摘 要
随着经济全球化和我国加入WTO以来，市场经济运行机制不断完善,企业面临着越来越激烈的国内和国际市场竞争，特别是人才的竞争，这对我国企业的人力资源管理提出了巨大的挑战。改善企业经营管理对企业发展具有重要的意义。销售人员做为企业生存发展的命脉,把握着企业的一条条生命线,企业常常为真正做到公平、客观地评价销售人员的工作业绩,而陷入两难的境地。一方面，仅仅通过销售收入作为考核标准，对于市场占有率的扩大很有帮助，但很容易带来负面效应：只冲销量而不计成本的；另一方面，如果销售人员被要求对利润负责，则又很难达到在销量上标准。建立正确有效的绩效管理体系,能够约束和激励销售人员的行为,提高其主动性和积极性,促进实现企业经营目标。
文章以人力资源管理-绩效考核相关理论为知识背景，结合景瑞地产营销人员绩效考核的现状：绩效考核方法不足、指标设计不合理、员工疲于应付。通过调查，分析该公司绩效考核系统存在的误区：单纯看考核，忽略后期的绩效反馈。并针对误区提出建议对策：从管理观念入手，设计标准化工作方式，做好考核前的基础工作，建立可行的绩效考核体系。
关键词 人力资源管理 绩效管理 房地产 KPI 建议对策
Abstract
With economic globalization and since China's accession to WTO, and constantly improve the mechanism of market economy, enterprises are facing increasingly fierce competition in the domestic and international markets, especially in the talent competition, which is our company's human resources management made a huge challenge. More and more companies recognize that improving the management of the importance of the development of the enterprise. The sale is considered the lifeblood of business survival, corporate sales staff to grasp the lifeline of a company, how truly objective and impartial eva luation of the results of each salesperson, so many companies are often caught in a dilemma. On the one hand, if only from the sales revenue to assess, for the expansion of the market share is helpful, but it is easy to bring only the negative effects of impulse sales at all costs; another easy profits if the request is responsible for the sales staff, in terms of volume and very difficult to meet the standards. Through the establishment of an effective performance management system, to conduct sales incentives and constraints, improve their enthusiasm and initiative to promote the realization of business objectives.InChina,with the continuousimprovement of the market economy mechanisms, increasingly fiercecompetition among enterprises, more and morecompanies recognize thatimproving themanagementofenterprise developmentis important.Thesaleis consideredthe lifeblood ofbusiness survival, corporatesales staffto grasp thelifelineof acompany,howtrulyobjective and impartialeva luation ofthe resultsof eachsalesperson,somany companiesare oftencaught ina dilemma.Through the establishment ofan effectiveperformance managementsystem, toconductsalesincentives and constraints, improvetheirenthusiasm and initiative,promote the realization ofbusiness objectives.
Articles in Human Resource Management - performance appraisal theory of knowledge background, combined with the status quo Jingrui estate marketing staff performance appraisal: the lack of performance eva luation methods, indicators unreasonable design, staff struggling to cope. Through investigation and analysis of the company's performance appraisal system Misunderstanding: Just looking at assessment, ignoring the late performance feedback. Countermeasures and suggestions for errors: Starting from the management concept, design standardization work, prepare the ground before the assessment, the establishment of a viable performance appraisal system.
Key Words Human Resource Management Performance Management
Real estate KPI Measures recommended
目 录
摘 要 II
目 录 IV
第一章 绪论 1
1.1 研究背景 1
1.2 研究目的与意义 1
1.3 研究思路与方法 2
第二章 绩效考核指标的相关理论综述 4
2.1 绩效考核的定义 4
2.1.1 广义的绩效考核 4
2.1.2 狭义的绩效考核 4
2.2 绩效考核的目的 5
2.3 绩效考核的原则 5
2.3.1 基本原则 5
2.3.2 “三重一轻”原则 6
2.4 绩效考核的意义 7
第三章 景瑞地产营销人员绩效考核指标的现状及存在的问题 8
3.1 景瑞地产简介 8
3.2 景瑞地产营销人员绩效考核指标的现状 8
3.2.1业务能力 8
3.2.2工作态度 9
3.3 景瑞地产营销人员绩效考核指标存在的问题 10
3.3.1 考核指标和方法的不足 10
3.3.2指标设置引发员工思想上的抵触 11
3.3.3 绩效考核新指标引发的负面效果 11
3.3.4 指标设置不合理导致工资模式多样化 12
第四章 景瑞地产营销人员绩效考核指标研究对策 14
4.1改变管理观念，优化绩效考核环境 14
4.2完善绩效考核制度，提高管理水平 14
4.3建立科学的绩效考核指标体系 15
第五章 结论与展望 17
5.1 结论 17
5.2 展望 17
参考文献 18
致 谢 19
