本文關(guān)鍵詞：基于能力素質(zhì)模型的FL房地產(chǎn)集團(tuán)薪酬體系研究　出處：《福州大學(xué)》2013年碩士論文　論文類(lèi)型：學(xué)位論文

  更多相關(guān)文章： 房地產(chǎn)業(yè) 能力素質(zhì) 能力素質(zhì)模型 薪酬體系 人力資源管理

【摘要】：近年來(lái),隨著房地產(chǎn)行業(yè)宏觀調(diào)控的加劇,房地產(chǎn)市場(chǎng)形勢(shì)和競(jìng)爭(zhēng)格局發(fā)生了很大的變化。從當(dāng)前形勢(shì)來(lái)看,房地產(chǎn)的市場(chǎng)份額越來(lái)越集中,優(yōu)勢(shì)品牌的房地產(chǎn)企業(yè)更加受到市場(chǎng)的親睞,各地產(chǎn)公司越來(lái)越進(jìn)入了品牌競(jìng)爭(zhēng)階段,而政府宏觀調(diào)控的來(lái)勢(shì)洶洶無(wú)疑加速了房產(chǎn)地企業(yè)的“洗牌”進(jìn)程。在這樣的形勢(shì)下,越來(lái)越多的房地產(chǎn)企業(yè)意識(shí)到當(dāng)前的競(jìng)爭(zhēng)形勢(shì),正在積極尋求戰(zhàn)略轉(zhuǎn)型和“練內(nèi)功”來(lái)提高市場(chǎng)競(jìng)爭(zhēng)力,以尋求發(fā)展。擁有優(yōu)秀的團(tuán)隊(duì)是房地產(chǎn)企業(yè)致勝的法寶,打造優(yōu)秀的團(tuán)隊(duì)一直是房地產(chǎn)企業(yè)發(fā)展的核心課題。在團(tuán)隊(duì)成員的激勵(lì)與建設(shè)中,合理與具有競(jìng)爭(zhēng)力的薪酬管理體系正是吸引團(tuán)隊(duì)成員積極為企業(yè)創(chuàng)造價(jià)值的重要因素,同時(shí)能力素質(zhì)模型能夠?yàn)閳F(tuán)隊(duì)建設(shè)提供很好的支撐,幫助提升團(tuán)隊(duì)的綜合能力,因此建立基于能力素質(zhì)模型的薪酬體系對(duì)于打造優(yōu)秀的團(tuán)隊(duì)不失為一種好的解決方案。本研究應(yīng)用資料文獻(xiàn)調(diào)查法、定量分析法、描述性研究法、案例分析法,從基于能力素質(zhì)模型的薪酬管理思路出發(fā),梳理相關(guān)理論,以FL房地產(chǎn)集團(tuán)為研究對(duì)象設(shè)計(jì)薪酬體系,以期深化薪酬體系設(shè)計(jì)的內(nèi)涵,提升薪酬管理在房地產(chǎn)人力資源管理中的激勵(lì)作用。論文分六個(gè)部分。第一部分,分析了我國(guó)房地產(chǎn)的主要特點(diǎn),并說(shuō)明了建立基于能力素質(zhì)模型的薪酬管理體系的的研究背景、意義、國(guó)內(nèi)外研究綜述、方法、研究思路與結(jié)構(gòu)安排。第二部分,進(jìn)一步闡述能力素質(zhì)模型與薪酬管理體系理論概念、范圍、優(yōu)勢(shì)、內(nèi)容。明確能力素質(zhì)模型理念與構(gòu)建薪酬體系的理論支持。第三部分,通過(guò)以FL房地產(chǎn)公司的薪酬體系為例,介紹FL房地產(chǎn)集團(tuán)薪酬體系的現(xiàn)狀與存在問(wèn)題,通過(guò)問(wèn)題分析實(shí)施基于能力素質(zhì)模型的薪酬體系的重要性。第四部分,著重說(shuō)明FL房地產(chǎn)集團(tuán)建立能力素質(zhì)模型與建立基于能力素質(zhì)模型的薪酬體系的具體方法與應(yīng)用。第五部分,分析FL公司實(shí)施基于能力素質(zhì)模型的薪酬體系的保障,提出了基于能力素質(zhì)模型的薪酬體系在實(shí)施中應(yīng)注意的問(wèn)題。第六部分,對(duì)全文進(jìn)行了總結(jié),指出本文的創(chuàng)新點(diǎn)、局限性及對(duì)同行業(yè)其他企業(yè)的借鑒意義。
[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.
【學(xué)位授予單位】：福州大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類(lèi)號(hào)】：F272.92;F299.233.4

【共引文獻(xiàn)】

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