摘要 在21世纪经济快速发展的今天，房地产业在飞速发展的同时也遇到了机会与威胁，要想在激烈的竞争中成功生存下来，拥有一套科学合理的绩效考核体系必不可少。因此，对M地产公司而言，优化现有的员工绩效考核体系势在必行，不仅能激励员工工作的积极性，也能助企业蓬勃发展。 论文在研究国内外有关绩效考核体系建立与优化的理论基础上，采用定性与定量相结合的方法，综合运用平衡计分法、目标管理法、关键绩效指标法与德尔菲法，对M公司员工绩效考核体系的优化进行了深入研究，具体内容如下： （1）结合M公司的发展目标、公司发展现状和绩效考核现状，运用问卷调查与访谈法，分析员工对M公司现有的绩效考核体系的看法与意见，分析公司绩效考核体系存在的问题。将员工评价中标准差最大的六项要素作为褒贬不一、需要改进的问题要素，最终归纳总结出四点问题。 （2）结合鱼骨图法、目标管理法思想和平衡计分法理论对战略目标进行从上而下一级一级分解，最终得到公司级、部门级和岗位级的关键绩效指标，并采用二轮德尔菲法确定关键绩效指标权重，构建了优化后的员工绩效考核模型。 （3）为了保证优化后的绩效考核体系的实施与运用，论文提出了在实施前进行沟通，具体实施过程和实施后的结果反馈，并提出：采取思想上上级对下级进行沟通，树立绩效考核理念，制度上设计各种推广措施，经费上提出保障实施措施，以保证优化后的绩效考核体系顺利实施。 论文从科学设置关键绩效指标和指标权重的角度优化了M公司员工绩效考核体系，对调动员工积极性及公司的良性发展均有较大的现实意义与参考价值。

ABSTRACT Today, with the rapid development of the economy in the 21st century, the real estate industry has encountered opportunities and threats while developing rapidly. To survive successfully in the fierce competition, it is essential to have a scientific and reasonable performance appraisal system. Therefore, for M Real Estate Company, it is imperative to optimize the existing employee performance appraisal system, which not only motivates employees to work, but also helps the company to flourish. Based on the theory of establishing and optimizing the performance appraisal system at home and abroad, the thesis uses the combination of qualitative and quantitative methods to comprehensively apply target management method, key performance indicator method and Delphi method to employees of M company. The optimization of the performance appraisal system has been thoroughly studied. The specific contents are as follows: (1) Combining the questionnaire survey and interview method, analyze the employees' opinions and opinions on M's existing performance appraisal system, and summarize the problems existing in M company performance appraisal. The six elements with the largest standard deviation in employee evaluation are regarded as the problem factors that need to be improved. Finally, they are summarized into four questions: one is the fairness of performance appraisal, the other is insufficient performance appraisal, and the third is performance appraisal and punishment system. Perfect, the fourth is the unreasonable design of the performance indicator system. Based on these four questions, the specific implementation of the performance appraisal indicators and performance appraisal and the design of safeguard measures are carried out. (2) Combining the fishbone diagram method, the goal management method idea and the balanced scoring method theory to decompose the strategic objectives from the top to the bottom, and finally obtain the key performance indicators at the company level, department level and post level, and adopt The second round of Delphi method determines the weight of key performance indicators and builds an optimized employee performance evaluation model. (3) In order to ensure the implementation and application of the optimized performance appraisal system, the paper puts forward the communication before the implementation, the specific implementation process and the feedback after the implementation. It is proposed to adopt the ideological superiority to communicate with the lower level, to establish the performance appraisal concept, to design various promotion measures in the system, and to propose implementation measures to ensure the smooth implementation of the optimized performance appraisal system. The paper optimizes the performance appraisal system of M company from the perspective of scientifically setting key performance indicators and index weights, and has great practical significance and reference value for mobilizing employee enthusiasm and the company's benign development.