安合房地产公司培训体系设计

发布时间：2018-08-20 20:23

【摘要】：房地产行业的竞争最终是人才的竞争,建设一支专业化的人才队伍是公司生存和发展的关键,加强对员工的培训是有效提升公司核心竞争力的重要手段,通过针对性强、实操性高的系统培训,将有力提升员工销售业绩,强化员工工作能力,继而将团队力量打造为企业综合实力的坚实后盾,使企业在高素质、强执行、同心德的员工队伍努力下,高质量完成既定指标,让企业获利的同时厚报内部员工,实现双方共赢的良好局面。本文系统分析了安合房地产公司培训情况,结合人才培养计划,力图通过量身订造的系统培训强化人员效能,使员工最大限度服务企业。通过对培训相关资料的查阅和对比,笔者发现了企业在培训方面存在的一些阻碍因素,并为构建培训体系提出了自己的设想,具有一定的实践意义。本文的基本架构是:第一章是交代了选题背景和意义,第二章是安合房地产公司培训体系的问题及成因分析,第三章是具体构建安合房地产公司的培训体系,第四章是阐述了安合房地产公司培训体系的保障措施。本文在研究中发现了安合房地产公司在培训方面存在培训需求分析缺乏系统性、培训计划与工作实际相脱节、培训内容和方法比较的单一、培训效果评估流于形式等问题,针对这些问题,详细分析了这些问题是由家族式企业的发展阶段、领导的组织意识淡薄和培训体系不健全造成的。为此,本文按照ISO10015的培训理论的基本思路,构建了安合房地产公司的培训体系,主要包括四个方面,一是培训需求分析,二是培训计划制定,三是培训计划实施,四是培训效果评估。首先,本文把安合房地产公司按照组织、岗位、人员进行区分,通过访谈和问卷来分析培训需求。其次,本文拟将培训计划按照新入职员工、基层员工、中层管理者和高层领导者四类职别属性划分,制定符合员工现阶段工作业务的培训计划。再次,分析不同职务员工工作业务需要,利用多样化的培训课程,多维度提升员工综合素质。最后,依托柯氏四层评估模型为安合房地产公司培训工作设计评估方式,实现企业员工培训的有效评估。本文从组织、制度、资源和环境四个层面对培训的实施进行了保障措施设计。组织层面要成立培训部、争取高层领导的支持和争取基层员工的支持;制度层面要制定培训计划制度、考核制度、奖惩制度、档案管理制度、经费制度和合同制度;资源层面要增加培训预算、加强师资队伍建设、完善培训设施建设;环境层面要建立学习型组织,培养学习型企业文化。
[Abstract]:The competition in the real estate industry is ultimately the competition of talents. Building a professional talent team is the key to the survival and development of the company. Strengthening the training of employees is an important means to effectively enhance the core competitiveness of the company. The system training with high practical ability will have the ability to improve the sales performance, strengthen the working ability of the staff, and then build the team strength as the solid backing of the comprehensive strength of the enterprise, so that the enterprise can work hard in the high quality, strong execution and concentric employee team. High-quality achievement of established targets, while allowing the company to profit and report to the internal staff to achieve a win-win situation. This paper systematically analyzes the training situation of Anhe Real Estate Company, and tries hard to strengthen the staff efficiency and make the staff serve the enterprise to the maximum extent by combining with the talent training plan. By consulting and comparing the relevant training materials, the author finds some obstacles in the training of enterprises, and puts forward his own ideas for the construction of the training system, which has a certain practical significance. The basic structure of this paper is as follows: the first chapter explains the background and significance of the topic, the second chapter is the analysis of the problems and causes of the training system of Anhe Real Estate Company, the third chapter is the concrete construction of the training system of Anhe Real Estate Company. The fourth chapter expounds the safeguard measures of the training system of Anhe Real Estate Company. In this paper, we find that there are some problems in training demand analysis of Anhe Real Estate Company, such as lack of systematic analysis of training needs, disconnection between training plan and work practice, single training contents and methods, formality of training effect evaluation, etc. Aiming at these problems, this paper analyzes in detail that these problems are caused by the development stage of family enterprises, the weak organizational consciousness of leaders and the imperfection of training system. Therefore, according to the basic train of thought of ISO10015's training theory, this paper constructs the training system of Anhe Real Estate Company, which mainly includes four aspects, one is the analysis of training needs, the other is the formulation of training plan, and the third is the implementation of training plan. Fourth, training effect evaluation. First of all, this paper classifies the real estate company according to organization, position and personnel, and analyzes the training demand through interviews and questionnaires. Secondly, this paper divides the training plan into four categories: new employee, grass-roots employee, middle manager and senior leader, and makes the training plan which accords with the present work business of the staff. Thirdly, it analyzes the work needs of different position employees, and improves the comprehensive quality of employees in many dimensions by using diversified training courses. Finally, the evaluation method is designed for the training work of Anhe Real Estate Company based on the four layers evaluation model, and the effective evaluation of employee training is realized. In this paper, the implementation of the training from the organizational, institutional, resource and environmental aspects of the implementation of the security measures are designed. At the organizational level, the training department should be set up to win the support of the senior leaders and the grass-roots staff, and the training plan system, the assessment system, the reward and punishment system, the file management system, the funding system and the contract system should be formulated at the system level. At the resource level, we should increase the training budget, strengthen the construction of the teaching staff and perfect the construction of the training facilities, and in the environmental level, we should establish the learning organization and cultivate the learning enterprise culture.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F299.233.4;F272.92

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