基于能力素质模型的FL房地产集团薪酬体系研究

发布时间：2018-01-07 13:39

本文关键词：基于能力素质模型的FL房地产集团薪酬体系研究　出处：《福州大学》2013年硕士论文　论文类型：学位论文

【摘要】：近年来,随着房地产行业宏观调控的加剧,房地产市场形势和竞争格局发生了很大的变化。从当前形势来看,房地产的市场份额越来越集中,优势品牌的房地产企业更加受到市场的亲睐,各地产公司越来越进入了品牌竞争阶段,而政府宏观调控的来势汹汹无疑加速了房产地企业的“洗牌”进程。在这样的形势下,越来越多的房地产企业意识到当前的竞争形势,正在积极寻求战略转型和“练内功”来提高市场竞争力,以寻求发展。拥有优秀的团队是房地产企业致胜的法宝,打造优秀的团队一直是房地产企业发展的核心课题。在团队成员的激励与建设中,合理与具有竞争力的薪酬管理体系正是吸引团队成员积极为企业创造价值的重要因素,同时能力素质模型能够为团队建设提供很好的支撑,帮助提升团队的综合能力,因此建立基于能力素质模型的薪酬体系对于打造优秀的团队不失为一种好的解决方案。本研究应用资料文献调查法、定量分析法、描述性研究法、案例分析法,从基于能力素质模型的薪酬管理思路出发,梳理相关理论,以FL房地产集团为研究对象设计薪酬体系,以期深化薪酬体系设计的内涵,提升薪酬管理在房地产人力资源管理中的激励作用。论文分六个部分。第一部分,分析了我国房地产的主要特点,并说明了建立基于能力素质模型的薪酬管理体系的的研究背景、意义、国内外研究综述、方法、研究思路与结构安排。第二部分,进一步阐述能力素质模型与薪酬管理体系理论概念、范围、优势、内容。明确能力素质模型理念与构建薪酬体系的理论支持。第三部分,通过以FL房地产公司的薪酬体系为例,介绍FL房地产集团薪酬体系的现状与存在问题,通过问题分析实施基于能力素质模型的薪酬体系的重要性。第四部分,着重说明FL房地产集团建立能力素质模型与建立基于能力素质模型的薪酬体系的具体方法与应用。第五部分,分析FL公司实施基于能力素质模型的薪酬体系的保障,提出了基于能力素质模型的薪酬体系在实施中应注意的问题。第六部分,对全文进行了总结,指出本文的创新点、局限性及对同行业其他企业的借鉴意义。
[Abstract]:In recent years, with the aggravation of the macro-control of the real estate industry, the real estate market situation and competition pattern have changed greatly. From the current situation, the market share of the real estate is more and more concentrated. The dominant brand of real estate enterprises are more favored by the market, the real estate companies are increasingly entering the stage of brand competition. However, the menacing of government macro-control has undoubtedly accelerated the "reshuffle" process of real estate enterprises. Under such circumstances, more and more real estate enterprises are aware of the current competitive situation. Is actively seeking strategic transformation and "internal skills" to improve market competitiveness, in order to seek development. Having an excellent team is the magic weapon for real estate enterprises to win. Building an excellent team has always been the core issue of the development of real estate enterprises. In the incentive and construction of team members. Reasonable and competitive salary management system is an important factor to attract team members to actively create value for the enterprise, while the competency model can provide a good support for team building. Help to improve the team's comprehensive ability, so the establishment of a competency model based on the compensation system for building an excellent team is a good solution. This study applies the literature survey method, quantitative analysis method. Descriptive research method, case analysis method, from the competency model based on the salary management ideas, combing the relevant theory, the FL real estate group as the research object of the design of compensation system. In order to deepen the connotation of salary system design, enhance the incentive role of compensation management in real estate human resource management. The paper is divided into six parts. The first part, the main characteristics of real estate in China are analyzed. And explained the research background, significance, domestic and foreign research review, methods, research ideas and structure arrangements of the salary management system based on competency model. Part two. Further elaborated the competence quality model and the salary management system theory concept, the scope, the superiority, the content, the clear ability quality model idea and the construction salary system theory support. The third part. By taking the compensation system of FL real estate company as an example, this paper introduces the present situation and existing problems of FL real estate group compensation system. The importance of implementing the salary system based on competency model is analyzed through the problem analysis. Part 4th. This paper mainly explains the methods and application of FL real estate group to establish competency model and salary system based on competency model. Part 5th. This paper analyzes the guarantee of the compensation system based on competency model in FL Company, and puts forward the problems that should be paid attention to in the implementation of the compensation system based on competency quality Model. Part 6th summarizes the full text. This paper points out the innovation, limitation and reference significance to other enterprises in the same industry.
【学位授予单位】：福州大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F299.233.4

【共引文献】