A房地产公司培训方案设计

发布时间：2018-01-16 08:03

本文关键词：A房地产公司培训方案设计　出处：《吉林大学》2013年硕士论文　论文类型：学位论文

【摘要】：近几年来，我国房地产行业发展非常迅速，同行业的竞争也日益激烈，而这种竞争中归根到底是人才的竞争。近三四年来国家对房地产行业的宏观调控步步紧缩，加之国际金融危机一波未平一波又起的经济形势变化，房地产行业在环境的大变革中面临着生存和发展的严峻考验。面对着房地产行业不容乐观的经济形势与人才紧缺的现状，怎样拥有一支专业化的人才队伍成为企业在这个时代背景下生存与发展成败的关键[1]。另一方面，我国民营企业员工培训工作一直比较薄弱，在民营企业中员工培训存在很多方面的问题，例如企业对培训的重视不够、投资严重不足[5]；民营企业人力资源管理者自身素质低下；民营企业的培训缺乏科学性与规范性；培训缺乏科学的事后评估体系。在人才吸引方面没有优势的民营企业，通过内部培训的方式提高企业员工的素质，使人尽其才，，物尽其用，是当前民营企业需要着重解决的一个问题[5]。因此，怎样运用培训这个重要手段来提升公司核心竞争力，对房地产公司的未来发展具有重要的现实意义。本文是在查阅了大量文献和资料的基础上进行的，为论文的研究提供了充实的理论基础。本文采用的研究方法有文献法、分析法和访谈法，采用文献研究和实际调研相结合的方式。结合相关理论分析A房地产公司目前人力资源方面的现状和问题的本质和根源所在，结合国内先进企业的培训方案等经验，为A公司分别制定高层、中层、基层和新入职员工培训方案，并提出这些方案实施的保障措施。该方案对A公司的培训体系改革具有相当的指导意义，同时对于类似性质的公司有相当的参考价值。本文主要从以下几个章节进行的论述：第一章作为研究背景，主要介绍目前民营企业和房地产企业在员工培训方面存在的问题，提出问题。第二章以A房地产公司为例，分析A房地产公司目前的人力资源现状，及其存在的问题，分别在培训认识上、培训内容上、培训方式上、培训对象上不同程度地存在着一些问题。第三章分别为A房地产公司各层级的员工量身定制相应的培训方案，对于高层来讲，需要深化他们对企业战略及宏观调控的认识，加强对社会及市场的宏观预测能力，激励高层管理者不断进行自我完善。对于中层员工，则要增强他们对企业经营宗旨与组织文化的认同，提高对市场、竞争和企业自身特点的判断、分析、归纳与决策的能力，提高对办事处或分公司的人员与资源的综合管理能力。对于基础员工而言，要充分了解员工的需要，尊重员工个性与发展要求，采用多样化的培训方式不断提高员工的工作技能与个人素质。第四章阐述这套培训方案实施所需要的制度保障、组织保障和后勤保障。需要企业建立和完善企业相关的培训激励机制，加强培训监管工作，聘请高质量的优秀培训师，准备充足的培训教材、场所和设备，通过各方配合和领导的高度重视才能真正将培训体系落实到位。
[Abstract]:In recent years, the development of China's real estate industry is very rapid, the industry is also increasingly fierce competition, and this competition is the competition of talents after all. In the past three or four years, the national macro-control of the real estate industry step by step tightening, the economic situation changes and the wave of international financial crisis after another, real estate the industry is facing a severe test of the survival and development of the big changes in the environment. Facing the shortage of the real estate industry is not optimistic about the economic situation and talent, how to have a professional talent to become the key to the success of [1]. survival and development of enterprises in the era background, on the other hand, the work of staff training I China's private enterprises have been relatively weak, in the private enterprise staff training has many problems, such as the importance of corporate training is not enough, a serious shortage of investment [5]; private enterprise human capital The low quality of their own source management; private enterprises lack of training of scientific and normative training; the lack of scientific evaluation system. After attracting no advantage of private enterprises in personnel, through internal training to improve the quality of employees, make the best use, the best use of them, [5]. is a problem to be solved at present private enterprises therefore, how the use of training an important means to enhance the core competitiveness of the company, has important practical significance for the future development of the Real Estate Company.
This paper is based on consulting a lot of documents and data on, provide a substantial theoretical foundation for the study. The study uses literature method, analysis method and interview method, the literature research and practical research combination. Combined with the theory of the A Real Estate Company the essence and origin of the status quo and problems of human resource management, combined with the domestic advanced enterprise training programs for the A company experience, respectively formulate high-level, middle-level, grass-roots and new recruits training programs, and puts forward the measures to ensure the implementation of these programs has considerable guiding significance. The training system reform scheme of A company, at the same time a the reference value for the similar nature of the company.
This paper mainly from the following chapter discusses: the first chapter is the research background, introduces the existing in the training of employees in the private enterprises and real estate enterprises, put forward the problems. The second chapter takes A Real Estate Company as an example, analysis of A Real Estate Company at present situation of human resources and the existing problems in training cognition. The training content, training methods, training objects exist some problems. The third chapter is the training scheme of each level of A Real Estate Company employees tailored accordingly, for high-rise buildings, the need to deepen their understanding of corporate strategy and macro-control, strengthen the macro forecast ability to the market and society, top management incentive people constantly improve themselves. For mid-level employees, to enhance their recognition of business objectives and organizational culture, improve the market, Analysis of the competition and the characteristics of their own judgment, inductive ability and decision-making, improve the personnel and resources of the office or branch of the comprehensive management ability. For the foundation staff, to fully understand the needs of employees, respect their personality and development requirements, with a variety of training and constantly improve their job skills and personal qualities the fourth chapter. This set of training programs for the implementation of system security needs, organizational security and logistical support. Enterprises need to establish and perfect the enterprise related training incentive mechanism, strengthen the training and supervision of work, please hire excellent training of high quality teachers, to prepare adequate training materials, facilities and equipment, and by the parties to cooperate with the leadership of the attaches great importance to the real training system in place.

【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F299.233.4

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