本文選題：房地中介行業(yè)　切入點(diǎn)：員工關(guān)系　出處：《河北大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

【摘要】：我國(guó)正處于城鎮(zhèn)化快速發(fā)展的時(shí)期，短期內(nèi)熱點(diǎn)城市和中心城市住房供求緊張格局難以根本改變，支持自住需求、抑制投機(jī)投資性購(gòu)房是房地產(chǎn)市場(chǎng)調(diào)控必須堅(jiān)持的一項(xiàng)基本政策。伴隨各種調(diào)控政策的實(shí)施，房地中介行業(yè)受到很大的影響，行業(yè)競(jìng)爭(zhēng)也從以房源、客源為主的市場(chǎng)競(jìng)爭(zhēng)，轉(zhuǎn)向了人才的競(jìng)爭(zhēng)。構(gòu)建和諧的員工關(guān)系，實(shí)現(xiàn)科學(xué)有效的員工關(guān)系管理，已經(jīng)成為企業(yè)留住人才的法寶。 雖然目前有很多房地產(chǎn)中介企業(yè)已經(jīng)引入員工關(guān)系管理，但多數(shù)都流于形式，沒(méi)有形成完整的體系，也沒(méi)有貼近企業(yè)自身特色做到進(jìn)一步落實(shí)。因此，把國(guó)內(nèi)外員工關(guān)系管理理論與相關(guān)實(shí)踐同我國(guó)房地產(chǎn)中介企業(yè)所面臨的實(shí)際問(wèn)題相結(jié)合，建立和完善和諧高效的員工關(guān)系管理體系，不僅關(guān)系到提高房地產(chǎn)中介企業(yè)的運(yùn)營(yíng)管理水平，還關(guān)系到企業(yè)核心競(jìng)爭(zhēng)力的提升和戰(zhàn)略目標(biāo)的實(shí)現(xiàn)。本文從三個(gè)方面對(duì)改進(jìn)A不動(dòng)產(chǎn)集團(tuán)員工關(guān)系管理的相關(guān)問(wèn)題進(jìn)行了分析和論證。 首先，通過(guò)歸納國(guó)內(nèi)外學(xué)者對(duì)員工關(guān)系管理研究的成果，介紹了員工關(guān)系和員工關(guān)系管理理論，介紹并分析了國(guó)內(nèi)外企業(yè)在員工關(guān)系管理方面的實(shí)踐。 其次，總結(jié)了國(guó)內(nèi)房地產(chǎn)中介行業(yè)的經(jīng)營(yíng)特征及其從業(yè)人員的特點(diǎn)，分析了A不動(dòng)產(chǎn)集團(tuán)員工關(guān)系管理的背景與現(xiàn)狀。 最后，，結(jié)合員工關(guān)系管理的理論與實(shí)踐成果，針對(duì)A不動(dòng)產(chǎn)集團(tuán)員工關(guān)系管理的不足進(jìn)行了分析，提出了改善該集團(tuán)員工關(guān)系管理的幾點(diǎn)建議：規(guī)范勞動(dòng)關(guān)系管理；改善溝通管理；開展員工情況管理；提高激勵(lì)考核管理水平。 結(jié)合理論支持，提出了拓展和改善員工關(guān)系管理的新舉措：建立心理契約管理模式；完善有公司特色的企業(yè)文化。
[Abstract]:Our country is in the period of rapid development of urbanization. In the short term, it is difficult to fundamentally change the tense pattern of housing supply and demand in hot cities and central cities, so as to support the demand for self-housing. Restraining speculative investment purchase is a basic policy that must be adhered to in the regulation and control of real estate market. With the implementation of various regulation policies, the real estate intermediary industry is greatly affected, and the competition in the industry is also based on the market competition of housing source and guest source. The construction of harmonious employee relationship and the realization of scientific and effective employee relationship management have become the magic weapon for enterprises to retain talents. Although there are many real estate agencies that have introduced employee relationship management, most of them are mere formality, do not form a complete system, nor are they close to the enterprise's own characteristics for further implementation. Combining the theory and practice of employee relationship management at home and abroad with the practical problems faced by the real estate intermediary enterprises in China, a harmonious and efficient employee relationship management system is established and perfected. It is not only related to improving the management level of real estate intermediary enterprises, It is also related to the promotion of the core competence and the realization of the strategic goal. This paper analyzes and demonstrates the related problems of improving the employee relationship management of A Real Estate Group from three aspects. First of all, by summarizing the achievements of domestic and foreign scholars on employee relationship management, this paper introduces the theory of employee relations and employee relationship management, and introduces and analyzes the practice of domestic and foreign enterprises in employee relationship management. Secondly, it summarizes the management characteristics of real estate intermediary industry and the characteristics of its employees, and analyzes the background and present situation of employee relationship management in A real estate group. Finally, combined with the theory and practice of employee relationship management, this paper analyzes the deficiency of employee relationship management in A real estate group, and puts forward some suggestions to improve the management of employee relationship in this group: standardizing labor relations management; Improve communication management; develop employee situation management; improve the management level of incentive assessment. Based on the theoretical support, this paper puts forward some new measures to expand and improve the employee relationship management: establishing the psychological contract management model, perfecting the corporate culture with the characteristics of the company.
【學(xué)位授予單位】：河北大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F299.233.4

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 李建設(shè);孫望;沈閱;;基于網(wǎng)絡(luò)環(huán)境下的企業(yè)員工關(guān)系管理[J];財(cái)經(jīng)科學(xué);2006年08期

2 吳貴明;;員工滿意的形成機(jī)理與提升策略[J];福建農(nóng)林大學(xué)學(xué)報(bào)(哲學(xué)社會(huì)科學(xué)版);2006年02期

3 張麗梅;;基于員工關(guān)系管理的薪酬結(jié)構(gòu)設(shè)計(jì)[J];國(guó)際商務(wù)研究;2006年06期

4 席酉民,肖宏文,王洪濤;和諧管理理論的提出及其原理的新發(fā)展[J];管理學(xué)報(bào);2005年01期

5 曹惠飄;周偉文;;美日人力資源管理模式比較分析[J];合作經(jīng)濟(jì)與科技;2009年07期

6 鄭鵬為;王寧;;基于心理場(chǎng)理論的人力資源流動(dòng)問(wèn)題初探[J];商場(chǎng)現(xiàn)代化;2007年20期

7 張啟航;;新經(jīng)濟(jì)環(huán)境下基于心理契約的人力資源管理[J];山東社會(huì)科學(xué);2007年10期

8 王娟霞;;論中國(guó)傳統(tǒng)文化的現(xiàn)代管理指導(dǎo)作用[J];大眾商務(wù);2009年24期

9 李英,劉海寧;企業(yè)與員工關(guān)系的比較研究與探討[J];現(xiàn)代管理科學(xué);2005年10期

10 王偉琴;中小企業(yè)銷售人員薪酬設(shè)計(jì)[J];中國(guó)人力資源開發(fā);2004年05期

本文編號(hào)：1574297