本文選題：長沙凱通置業(yè) + 知識型員工　； 參考：《湖南大學》2014年碩士論文

【摘要】：隨著近年來房地產(chǎn)業(yè)在中國的蓬勃發(fā)展，越來越多的資金流入房地產(chǎn)行業(yè)，。但是隨著黨的十八大以來提出轉變地方財政土地財政收入方式和政府對房地產(chǎn)企業(yè)利潤的重視，以及更為嚴厲的房地產(chǎn)調(diào)控政策，房地產(chǎn)企業(yè)必然將在今后幾年進行行業(yè)內(nèi)的整合，大型企業(yè)將利用資金和資源優(yōu)勢獲得更大的市場份額。在知識資本和人力資本成為企業(yè)競爭優(yōu)勢的今天，知識型員工成為房地產(chǎn)企業(yè)突破發(fā)展瓶頸的關鍵，同時房地產(chǎn)企業(yè)也將越來越重視知識型人才對企業(yè)的貢獻，但在當前，房地產(chǎn)企業(yè)存在著對知識型員工激勵不足的的情況，因此，探討房地產(chǎn)企業(yè)如何加強對知識型員工的激勵機制建設具有重要的現(xiàn)實意義。 本文選取了長沙凱通置業(yè)公司作為研究對象，結合公司獨有的項目管理的特點，對公司知識型員工的激勵機制進行了綜合分析。首先，本文對凱通置業(yè)公司的基本架構和組織結構概況進行了描述，并通過實證調(diào)查對公司人力資源的情況進行了基本的分析。然后，在建立了知識型人才的評價指標體系后，初步統(tǒng)計了各部門的知識型員工分布，，并從物質(zhì)和精神層面兩個大方向著手，調(diào)查研究了這類型員工的需求狀況，最終確立了運用報酬激勵、精神激勵與個人成長激勵三大激勵方式對知識型員工進行激勵的方法。 通過以上分析，本文構建了知識性員工的激勵模型，并針對各個部門的知識性員工不同的特點，設計了各個部門知識型員工的激勵機制。通過研究建立了長沙凱通置業(yè)公司的知識型員工的激勵機制，滿足了知識型員工這一未來將在公司經(jīng)營發(fā)展中占據(jù)重要位置的員工的職業(yè)需求以及心理需求，對房地產(chǎn)行業(yè)的同類公司有較強的實際意義。
[Abstract]:With the booming development of real estate industry in China in recent years, more and more funds are flowing into the real estate industry. However, since the 18th National Congress of the Party, it has proposed to change the mode of local finance and land revenue and the government's emphasis on the profits of real estate enterprises, as well as more stringent real estate regulation and control policies. Real estate companies will inevitably integrate within the industry in the next few years, and large enterprises will take advantage of their capital and resources to gain a greater share of the market. Today, knowledge capital and human capital have become the competitive advantage of enterprises. Knowledge workers have become the key to breaking through the bottleneck of development of real estate enterprises. At the same time, real estate enterprises will pay more and more attention to the contribution of knowledge talents to enterprises, but at present, There is insufficient incentive for knowledge workers in real estate enterprises. Therefore, it is of great practical significance to explore how to strengthen the construction of incentive mechanism for knowledge workers in real estate enterprises. This paper selects Changsha Ketong Real Estate Company as the research object, combined with the unique characteristics of project management of the company, the incentive mechanism of the knowledge workers of the company is comprehensively analyzed. First of all, this paper describes the basic structure and organizational structure of Ketone Real Estate Company, and analyzes the situation of human resources through empirical investigation. Then, after establishing the evaluation index system of knowledge talents, the distribution of knowledge workers in various departments is preliminarily counted, and the demand of this type of staff is investigated and studied from the material and spiritual aspects. Finally, the methods of motivation for knowledge workers are established by using reward incentive, spiritual incentive and personal growth incentive. Through the above analysis, this paper constructs the incentive model of knowledge workers, and according to the different characteristics of knowledge workers in different departments, designs the incentive mechanism of knowledge workers in various departments. By studying and establishing the incentive mechanism of knowledge workers in Changsha Ketong Real Estate Company, it meets the professional and psychological needs of the knowledge workers, who will occupy an important position in the future development of the company. For the real estate industry of similar companies have a strong practical significance.
【學位授予單位】：湖南大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F272.92;F299.233.4

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