Study On The Optimization Of Staff Performance Appraisal Of HG Property Company

Providing good quality services to the owners is the property company’s basic management purpose,but the reality is that the property management of residential quarters is often criticized by the proprietors,and the proprietors often complain Property company’s services,which seriously affects the quality of life of the residents.The reason is largely because the performance appraisal of the employees of the property management company fails to take an crucial part in effectively guiding the service behavior of workers.How to make full use of the guidance of performance assessment to farther enhance the quality of employee service to owners is an unavoidable issue for every property enterprise on the road to sustainable development.The issue studied in this article begins with analysing the performance assessment system of HG Property Company,first of all,through on-the-spot research and questionnaires to understand what problems the company currently has in performance appraisal that affect performance improvement,focusing on the key elements of performance appraisal,such as the composition of assessment indicators and the use of assessment methods are used to analyze problems and so on,it was finally found that the company not only lacked appraisal objectives,but also did not conform to the actual situation in the design of appraisal indicators and weights,and used unscientific performance appraisal methods.There are several problems such as insufficient feedback and single performance appraisal results.Because of lacking of a more scientific and more rational employee performance appraisal system,the enthusiasm of employees in actual work and the quality of work will be adversely affected to varying degrees,the company’s interests cannot be effectively guaranteed,and it is not conducive to the realization of the company’s strategic goals.The research results show that the employee performance appraisal system of HG Property Company is not suitable for achieving the whole strategic objectives of the company.Therefore,the author gives corresponding opinions and suggestions for the optimization of the employee performance appraisal plan,and the establishment of the appraisal target principle should be placed in the first place,and then targetedly propose to use BSC to determine the crucial index of performance assessment and devise again the proportions according to the actual situation,scientifically design the evaluation means on behalf of both sides involved in the implementation of the performance evaluation,the cycle,etc.,and at the same time,it is necessary to communicate with the employees about the problems found in the assessment and report the employees’ opinions and suggestions,put much value on application of assessment results,especially in the distribution of compensation and bonuses.After the optimization of the performance appraisal system,it becomes more closely linked than ever before between the personal growth and development target,which makes employees not only motivated,but also more efficient and more productive.By study of this article,the writer thinks that the company’s whole strategic objectives can be implemented to each employee through performance appraisal,so that employees can better understand their own work goals and job responsibilities,which is conducive to the standardized management of employees.More importantly,the optimized performance appraisal system is in line with the company’s development strategy and is conducive to enhancing the company’s industry competitiveness.