本文關鍵詞：A房地產公司培訓方案設計　出處：《吉林大學》2013年碩士論文　論文類型：學位論文

  更多相關文章： 房地產公司 民營企業(yè) 人力資源培訓體系

【摘要】：近幾年來，我國房地產行業(yè)發(fā)展非常迅速，同行業(yè)的競爭也日益激烈，而這種競爭中歸根到底是人才的競爭。近三四年來國家對房地產行業(yè)的宏觀調控步步緊縮，加之國際金融危機一波未平一波又起的經濟形勢變化，房地產行業(yè)在環(huán)境的大變革中面臨著生存和發(fā)展的嚴峻考驗。面對著房地產行業(yè)不容樂觀的經濟形勢與人才緊缺的現(xiàn)狀，怎樣擁有一支專業(yè)化的人才隊伍成為企業(yè)在這個時代背景下生存與發(fā)展成敗的關鍵[1]。另一方面，我國民營企業(yè)員工培訓工作一直比較薄弱，在民營企業(yè)中員工培訓存在很多方面的問題，例如企業(yè)對培訓的重視不夠、投資嚴重不足[5]；民營企業(yè)人力資源管理者自身素質低下；民營企業(yè)的培訓缺乏科學性與規(guī)范性；培訓缺乏科學的事后評估體系。在人才吸引方面沒有優(yōu)勢的民營企業(yè)，通過內部培訓的方式提高企業(yè)員工的素質，使人盡其才，，物盡其用，是當前民營企業(yè)需要著重解決的一個問題[5]。因此，怎樣運用培訓這個重要手段來提升公司核心競爭力，對房地產公司的未來發(fā)展具有重要的現(xiàn)實意義。 本文是在查閱了大量文獻和資料的基礎上進行的，為論文的研究提供了充實的理論基礎。本文采用的研究方法有文獻法、分析法和訪談法，采用文獻研究和實際調研相結合的方式。結合相關理論分析A房地產公司目前人力資源方面的現(xiàn)狀和問題的本質和根源所在，結合國內先進企業(yè)的培訓方案等經驗，為A公司分別制定高層、中層、基層和新入職員工培訓方案，并提出這些方案實施的保障措施。該方案對A公司的培訓體系改革具有相當?shù)闹笇б饬x，同時對于類似性質的公司有相當?shù)膮⒖純r值。 本文主要從以下幾個章節(jié)進行的論述：第一章作為研究背景，主要介紹目前民營企業(yè)和房地產企業(yè)在員工培訓方面存在的問題，提出問題。第二章以A房地產公司為例，分析A房地產公司目前的人力資源現(xiàn)狀，及其存在的問題，分別在培訓認識上、培訓內容上、培訓方式上、培訓對象上不同程度地存在著一些問題。第三章分別為A房地產公司各層級的員工量身定制相應的培訓方案，對于高層來講，需要深化他們對企業(yè)戰(zhàn)略及宏觀調控的認識，加強對社會及市場的宏觀預測能力，激勵高層管理者不斷進行自我完善。對于中層員工，則要增強他們對企業(yè)經營宗旨與組織文化的認同，提高對市場、競爭和企業(yè)自身特點的判斷、分析、歸納與決策的能力，提高對辦事處或分公司的人員與資源的綜合管理能力。對于基礎員工而言，要充分了解員工的需要，尊重員工個性與發(fā)展要求，采用多樣化的培訓方式不斷提高員工的工作技能與個人素質。第四章闡述這套培訓方案實施所需要的制度保障、組織保障和后勤保障。需要企業(yè)建立和完善企業(yè)相關的培訓激勵機制，加強培訓監(jiān)管工作，聘請高質量的優(yōu)秀培訓師，準備充足的培訓教材、場所和設備，通過各方配合和領導的高度重視才能真正將培訓體系落實到位。
[Abstract]:In recent years, the development of China's real estate industry is very rapid, the industry is also increasingly fierce competition, and this competition is the competition of talents after all. In the past three or four years, the national macro-control of the real estate industry step by step tightening, the economic situation changes and the wave of international financial crisis after another, real estate the industry is facing a severe test of the survival and development of the big changes in the environment. Facing the shortage of the real estate industry is not optimistic about the economic situation and talent, how to have a professional talent to become the key to the success of [1]. survival and development of enterprises in the era background, on the other hand, the work of staff training I China's private enterprises have been relatively weak, in the private enterprise staff training has many problems, such as the importance of corporate training is not enough, a serious shortage of investment [5]; private enterprise human capital The low quality of their own source management; private enterprises lack of training of scientific and normative training; the lack of scientific evaluation system. After attracting no advantage of private enterprises in personnel, through internal training to improve the quality of employees, make the best use, the best use of them, [5]. is a problem to be solved at present private enterprises therefore, how the use of training an important means to enhance the core competitiveness of the company, has important practical significance for the future development of the Real Estate Company.
This paper is based on consulting a lot of documents and data on, provide a substantial theoretical foundation for the study. The study uses literature method, analysis method and interview method, the literature research and practical research combination. Combined with the theory of the A Real Estate Company the essence and origin of the status quo and problems of human resource management, combined with the domestic advanced enterprise training programs for the A company experience, respectively formulate high-level, middle-level, grass-roots and new recruits training programs, and puts forward the measures to ensure the implementation of these programs has considerable guiding significance. The training system reform scheme of A company, at the same time a the reference value for the similar nature of the company.
This paper mainly from the following chapter discusses: the first chapter is the research background, introduces the existing in the training of employees in the private enterprises and real estate enterprises, put forward the problems. The second chapter takes A Real Estate Company as an example, analysis of A Real Estate Company at present situation of human resources and the existing problems in training cognition. The training content, training methods, training objects exist some problems. The third chapter is the training scheme of each level of A Real Estate Company employees tailored accordingly, for high-rise buildings, the need to deepen their understanding of corporate strategy and macro-control, strengthen the macro forecast ability to the market and society, top management incentive people constantly improve themselves. For mid-level employees, to enhance their recognition of business objectives and organizational culture, improve the market, Analysis of the competition and the characteristics of their own judgment, inductive ability and decision-making, improve the personnel and resources of the office or branch of the comprehensive management ability. For the foundation staff, to fully understand the needs of employees, respect their personality and development requirements, with a variety of training and constantly improve their job skills and personal qualities the fourth chapter. This set of training programs for the implementation of system security needs, organizational security and logistical support. Enterprises need to establish and perfect the enterprise related training incentive mechanism, strengthen the training and supervision of work, please hire excellent training of high quality teachers, to prepare adequate training materials, facilities and equipment, and by the parties to cooperate with the leadership of the attaches great importance to the real training system in place.

【學位授予單位】：吉林大學
【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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本文編號：1432220