【摘要】：隨著房地產(chǎn)行業(yè)競(jìng)爭(zhēng)格局的日趨激烈，中小房地產(chǎn)企業(yè)要想取得長(zhǎng)足發(fā)展必須重視對(duì)人才的激勵(lì)。本文以激勵(lì)理論為基礎(chǔ)，結(jié)合員工勝任力模型及企業(yè)現(xiàn)狀對(duì)TS房地產(chǎn)公司的激勵(lì)機(jī)制進(jìn)行了優(yōu)化和重建，具有一定的現(xiàn)實(shí)意義。 本文首先對(duì)激勵(lì)和勝任力領(lǐng)域的國(guó)內(nèi)外相關(guān)理論及研究現(xiàn)狀進(jìn)行了簡(jiǎn)要回顧，闡述了激勵(lì)與勝任力的內(nèi)在聯(lián)系，為下一步研究工作的展開(kāi)奠定了堅(jiān)實(shí)的理論基礎(chǔ)。其次，文章對(duì)TS公司概況、公司所處的內(nèi)外部環(huán)境與激勵(lì)機(jī)制的現(xiàn)狀進(jìn)行了簡(jiǎn)要介紹，并以詳細(xì)數(shù)據(jù)為支撐，描述了公司由于激勵(lì)機(jī)制失效所導(dǎo)致的人才流失率高、員工工作倦怠等嚴(yán)重問(wèn)題。接著，本文運(yùn)用問(wèn)卷調(diào)查法、定性分析法對(duì)TS公司員工流失原因、工作投入度及員工滿意度的相關(guān)情況進(jìn)行了調(diào)研，并在此基礎(chǔ)上對(duì)TS公司激勵(lì)機(jī)制失效的內(nèi)外部原因進(jìn)行了分析總結(jié)，文章認(rèn)為，TS公司激勵(lì)機(jī)制失效的根本原因在于公司薪酬體系、績(jī)效考核、員工培訓(xùn)制度的不合理及企業(yè)文化建設(shè)的缺失；最后，，本文論證了在優(yōu)化公司激勵(lì)機(jī)制的過(guò)程中引入員工勝任力模型的必要性，同時(shí)結(jié)合通用勝任力素質(zhì)詞典對(duì)TS公司員工勝任力模型進(jìn)行了構(gòu)建，并以解決TS公司實(shí)際問(wèn)題為出發(fā)，基于勝任力模型對(duì)公司激勵(lì)機(jī)制的優(yōu)化提出了意見(jiàn)及建議。本文對(duì)TS公司激勵(lì)機(jī)制的改進(jìn)主要從績(jī)效管理、薪酬體系及培訓(xùn)開(kāi)發(fā)三個(gè)方面進(jìn)行，對(duì)降低公司核心人才流失率、提升員工滿意度及工作效率、改善公司人力資源管理現(xiàn)狀、最終實(shí)現(xiàn)組織目標(biāo)提供了必要的參考。
[Abstract]:With the increasingly fierce competition in the real estate industry, small and medium-sized real estate enterprises must pay attention to the incentive of talents if they want to make great progress. Based on the incentive theory, combined with the employee competency model and the current situation of the enterprise, this paper optimizes and reconstructs the incentive mechanism of TS real estate company, which has certain practical significance. In this paper, the related theories and research status at home and abroad in the field of incentive and competence are briefly reviewed, and the internal relationship between incentive and competence is expounded, which lays a solid theoretical foundation for the development of the next research work. Secondly, this paper briefly introduces the general situation of TS Company, the internal and external environment and the present situation of incentive mechanism, and describes the high wastage rate of talents caused by the failure of incentive mechanism, supported by detailed data. Serious problems such as job burnout of employees. Then, this paper uses questionnaire survey method and qualitative analysis method to investigate the causes of employee turnover, job investment and employee satisfaction in TS company. On this basis, this paper analyzes and summarizes the internal and external causes of the failure of the incentive mechanism of TS Company, and holds that the root cause of the failure of the incentive mechanism of TS Company lies in the salary system and performance appraisal of the company. The unreasonable staff training system and the lack of corporate culture construction; Finally, this paper demonstrates the necessity of introducing employee competency model in the process of optimizing the incentive mechanism of the company, and constructs the employee competency model of TS company in combination with the general competency quality dictionary. In order to solve the practical problems of TS company, some suggestions and suggestions are put forward to optimize the incentive mechanism of the company based on the competency model. This paper mainly improves the incentive mechanism of TS company from three aspects: performance management, compensation system and training and development, in order to reduce the wastage rate of core talents, improve employee satisfaction and work efficiency, and improve the current situation of human resources management in the company. Finally, the achievement of organizational goals provides the necessary reference.
【學(xué)位授予單位】：華中科技大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.9

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