Performance Management System Design For City C House Property Right Center

When it comes to the development of an organization, staff always plays the key role. The success of any organization mainly lies in the existence of a highly talented group and its cooperation as well as privities. Therefore, recently human resource management has become a very heated research subject of organization management theory. And performance management is the core of HR management. How to improve an organization' s performance and how to maximize every staff member' s potential, these have become the major concern of many organizations. In order to achieve the two goals, the writer of this thesis designed a performance management system for city C house property right center.The house property right center of city C, which is subordinate to the local house property bureau, was founded in 1973. It is the first ever specialized and self-reliant institution of house property management in China. Its major operations include: the inspection, affirmation, transfer, alteration and issue of all kinds of house property within the five city zones (including the high-tech zone); the sale (pre-sale) management of commodity house within the five city zones (including the high-tech zone); the management of local house property record archives and counseling for the judiciary, house owners and other relative departments; the register of newly-built buildings within the city and on collectivity-owned lands; the guidance and supervision of house property management in 14 counties. The center' s staff members provide their customers with professional services. With the development of market economy and the prosperity of the local real-estate market, the center' s business blooms, namely, it needs advanced company managing mode which offers high-quality, efficient and standardized services to the clients.On the basis of expatiating on the performance management theories, this thesis introduces relevant information about city C house property center, and analyzes its present supervision work. Then the writer will further analyze the work of each position in the center, with the aid of which the writer is able to make a blueprint and detailed measures for every employee, section chief and administrative office. Evaluation is followed by a performance feedback and a summary. In the end the thesis puts the result into the daily management of the center and makes room for modification and improvement. The writer of the thesis made great efforts to analyze each and every position in the center, present their responsibilities respectively and design key performance assess indicators according to their features. What is innovative about this thesis is that it uses KPI (Key Performance Indicator) and Management by Objectives to evaluate the work of ordinary employees and administrative offices respectively, and it completes as well as standardizes the center' s performance management system.