Optimization Research On Lanzhou New District Urban Investment Real Estate Company’s Engineering Managers’ Performance Appraisal System

Considering the current macroeconomic situation of China’s real estate market,China’s real estate industry has entered a new height,the scale of state-owned enterprises is also expanding rapidly,and the demand for talents is increasing,so at present,how to effectively manage human resources for Chinese state-owned real estate enterprises to obtain long-term development has become a key issue.Most real estate enterprises in China have long neglected human resource development and talent cultivation,and as a result,the current engineering management personnel have significant dissatisfaction with their work and high turnover rates.As the core personnel of an enterprise’s engineering management personnel,they are usually subject to competition among property enterprises,so it is important for Lanzhou New District City Investment Real Estate Company to establish a scientific and effective performance evaluation system for engineering management personnel.Taking the engineering management personnel of Lanzhou New District City Investment Real Estate Company as the research object,this paper investigates the implementation of the current performance appraisal system of the engineering management personnel of Lanzhou New District City Investment Real Estate Company.through interview method and survey method,according to the characteristics of the industry and its own reality from the perspective of the enterprise,and analyzes the research results to find out some problems in the current performance appraisal system.The factors caused by them are explored.We make use of the relevant theories of performance appraisal and use performance appraisal tools such as goal management method,key performance indicators,360-degree performance appraisal method and work plan appraisal method to effectively combine the company’s strategic goals,organisational performance,departmental performance and individual performance;optimise and design the content of performance appraisal post-indicators and weights for engineering managers;and optimise feedback mechanisms and channels to enable engineering managers to challenge their appraisal results in a more effective and efficient way,while attaching great importance to the application of performance appraisal results and linking them to salary promotion and training development.Finally,we designed three dimensions of safeguards:institutional,organisational and cultural to ensure the smooth implementation of the optimised system.Through the research in this paper,the performance appraisal scheme for engineering managers of Lanzhou New District City Investment Real Estate Company was optimised.It is a useful reference for the discussion of similar topics,which can not only improve the performance appraisal status of engineering management staff of Lanzhou New District City Investment Real Estate Company,but also help improve the company’s management efficiency.At the same time,the conclusions of this paper will also provide reference for other property enterprises in terms of human resource management and performance evaluation.