本文關(guān)鍵詞：A房地產(chǎn)公司培訓(xùn)方案設(shè)計(jì)　出處：《吉林大學(xué)》2013年碩士論文　論文類(lèi)型：學(xué)位論文

  更多相關(guān)文章： 房地產(chǎn)公司 民營(yíng)企業(yè) 人力資源培訓(xùn)體系

【摘要】：近幾年來(lái)，我國(guó)房地產(chǎn)行業(yè)發(fā)展非常迅速，同行業(yè)的競(jìng)爭(zhēng)也日益激烈，而這種競(jìng)爭(zhēng)中歸根到底是人才的競(jìng)爭(zhēng)。近三四年來(lái)國(guó)家對(duì)房地產(chǎn)行業(yè)的宏觀調(diào)控步步緊縮，加之國(guó)際金融危機(jī)一波未平一波又起的經(jīng)濟(jì)形勢(shì)變化，房地產(chǎn)行業(yè)在環(huán)境的大變革中面臨著生存和發(fā)展的嚴(yán)峻考驗(yàn)。面對(duì)著房地產(chǎn)行業(yè)不容樂(lè)觀的經(jīng)濟(jì)形勢(shì)與人才緊缺的現(xiàn)狀，怎樣擁有一支專(zhuān)業(yè)化的人才隊(duì)伍成為企業(yè)在這個(gè)時(shí)代背景下生存與發(fā)展成敗的關(guān)鍵[1]。另一方面，我國(guó)民營(yíng)企業(yè)員工培訓(xùn)工作一直比較薄弱，在民營(yíng)企業(yè)中員工培訓(xùn)存在很多方面的問(wèn)題，例如企業(yè)對(duì)培訓(xùn)的重視不夠、投資嚴(yán)重不足[5]；民營(yíng)企業(yè)人力資源管理者自身素質(zhì)低下；民營(yíng)企業(yè)的培訓(xùn)缺乏科學(xué)性與規(guī)范性；培訓(xùn)缺乏科學(xué)的事后評(píng)估體系。在人才吸引方面沒(méi)有優(yōu)勢(shì)的民營(yíng)企業(yè)，通過(guò)內(nèi)部培訓(xùn)的方式提高企業(yè)員工的素質(zhì)，使人盡其才，，物盡其用，是當(dāng)前民營(yíng)企業(yè)需要著重解決的一個(gè)問(wèn)題[5]。因此，怎樣運(yùn)用培訓(xùn)這個(gè)重要手段來(lái)提升公司核心競(jìng)爭(zhēng)力，對(duì)房地產(chǎn)公司的未來(lái)發(fā)展具有重要的現(xiàn)實(shí)意義。 本文是在查閱了大量文獻(xiàn)和資料的基礎(chǔ)上進(jìn)行的，為論文的研究提供了充實(shí)的理論基礎(chǔ)。本文采用的研究方法有文獻(xiàn)法、分析法和訪談法，采用文獻(xiàn)研究和實(shí)際調(diào)研相結(jié)合的方式。結(jié)合相關(guān)理論分析A房地產(chǎn)公司目前人力資源方面的現(xiàn)狀和問(wèn)題的本質(zhì)和根源所在，結(jié)合國(guó)內(nèi)先進(jìn)企業(yè)的培訓(xùn)方案等經(jīng)驗(yàn)，為A公司分別制定高層、中層、基層和新入職員工培訓(xùn)方案，并提出這些方案實(shí)施的保障措施。該方案對(duì)A公司的培訓(xùn)體系改革具有相當(dāng)?shù)闹笇?dǎo)意義，同時(shí)對(duì)于類(lèi)似性質(zhì)的公司有相當(dāng)?shù)膮⒖純r(jià)值。 本文主要從以下幾個(gè)章節(jié)進(jìn)行的論述：第一章作為研究背景，主要介紹目前民營(yíng)企業(yè)和房地產(chǎn)企業(yè)在員工培訓(xùn)方面存在的問(wèn)題，提出問(wèn)題。第二章以A房地產(chǎn)公司為例，分析A房地產(chǎn)公司目前的人力資源現(xiàn)狀，及其存在的問(wèn)題，分別在培訓(xùn)認(rèn)識(shí)上、培訓(xùn)內(nèi)容上、培訓(xùn)方式上、培訓(xùn)對(duì)象上不同程度地存在著一些問(wèn)題。第三章分別為A房地產(chǎn)公司各層級(jí)的員工量身定制相應(yīng)的培訓(xùn)方案，對(duì)于高層來(lái)講，需要深化他們對(duì)企業(yè)戰(zhàn)略及宏觀調(diào)控的認(rèn)識(shí)，加強(qiáng)對(duì)社會(huì)及市場(chǎng)的宏觀預(yù)測(cè)能力，激勵(lì)高層管理者不斷進(jìn)行自我完善。對(duì)于中層員工，則要增強(qiáng)他們對(duì)企業(yè)經(jīng)營(yíng)宗旨與組織文化的認(rèn)同，提高對(duì)市場(chǎng)、競(jìng)爭(zhēng)和企業(yè)自身特點(diǎn)的判斷、分析、歸納與決策的能力，提高對(duì)辦事處或分公司的人員與資源的綜合管理能力。對(duì)于基礎(chǔ)員工而言，要充分了解員工的需要，尊重員工個(gè)性與發(fā)展要求，采用多樣化的培訓(xùn)方式不斷提高員工的工作技能與個(gè)人素質(zhì)。第四章闡述這套培訓(xùn)方案實(shí)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(guān)的培訓(xùn)激勵(lì)機(jī)制，加強(qiáng)培訓(xùn)監(jiān)管工作，聘請(qǐng)高質(zhì)量的優(yōu)秀培訓(xùn)師，準(zhǔn)備充足的培訓(xùn)教材、場(chǎng)所和設(shè)備，通過(guò)各方配合和領(lǐng)導(dǎo)的高度重視才能真正將培訓(xùn)體系落實(shí)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(xué)位授予單位】：吉林大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類(lèi)號(hào)】：F272.92;F299.233.4

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