本文關鍵詞：基于能力素質(zhì)模型的FL房地產(chǎn)集團薪酬體系研究　出處：《福州大學》2013年碩士論文　論文類型：學位論文

  更多相關文章： 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,隨著房地產(chǎn)行業(yè)宏觀調(diào)控的加劇,房地產(chǎn)市場形勢和競爭格局發(fā)生了很大的變化。從當前形勢來看,房地產(chǎn)的市場份額越來越集中,優(yōu)勢品牌的房地產(chǎn)企業(yè)更加受到市場的親睞,各地產(chǎn)公司越來越進入了品牌競爭階段,而政府宏觀調(diào)控的來勢洶洶無疑加速了房產(chǎn)地企業(yè)的“洗牌”進程。在這樣的形勢下,越來越多的房地產(chǎn)企業(yè)意識到當前的競爭形勢,正在積極尋求戰(zhàn)略轉型和“練內(nèi)功”來提高市場競爭力,以尋求發(fā)展。擁有優(yōu)秀的團隊是房地產(chǎn)企業(yè)致勝的法寶,打造優(yōu)秀的團隊一直是房地產(chǎn)企業(yè)發(fā)展的核心課題。在團隊成員的激勵與建設中,合理與具有競爭力的薪酬管理體系正是吸引團隊成員積極為企業(yè)創(chuàng)造價值的重要因素,同時能力素質(zhì)模型能夠為團隊建設提供很好的支撐,幫助提升團隊的綜合能力,因此建立基于能力素質(zhì)模型的薪酬體系對于打造優(yōu)秀的團隊不失為一種好的解決方案。本研究應用資料文獻調(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),梳理相關理論,以FL房地產(chǎn)集團為研究對象設計薪酬體系,以期深化薪酬體系設計的內(nèi)涵,提升薪酬管理在房地產(chǎn)人力資源管理中的激勵作用。論文分六個部分。第一部分,分析了我國房地產(chǎn)的主要特點,并說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、國內(nèi)外研究綜述、方法、研究思路與結構安排。第二部分,進一步闡述能力素質(zhì)模型與薪酬管理體系理論概念、范圍、優(yōu)勢、內(nèi)容。明確能力素質(zhì)模型理念與構建薪酬體系的理論支持。第三部分,通過以FL房地產(chǎn)公司的薪酬體系為例,介紹FL房地產(chǎn)集團薪酬體系的現(xiàn)狀與存在問題,通過問題分析實施基于能力素質(zhì)模型的薪酬體系的重要性。第四部分,著重說明FL房地產(chǎn)集團建立能力素質(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用。第五部分,分析FL公司實施基于能力素質(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施中應注意的問題。第六部分,對全文進行了總結,指出本文的創(chuàng)新點、局限性及對同行業(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.
【學位授予單位】：福州大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：F272.92;F299.233.4

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