本文選題：房地產(chǎn)企業(yè)　切入點(diǎn)：流失　出處：《中國(guó)石油大學(xué)（華東）》2013年碩士論文

【摘要】：隨著房地產(chǎn)行業(yè)的發(fā)展，尤其是國(guó)家限購(gòu)政策的持續(xù)推動(dòng)，房產(chǎn)存量的日益增加，房地產(chǎn)行業(yè)的競(jìng)爭(zhēng)日益激烈，房地產(chǎn)行業(yè)對(duì)優(yōu)秀核心人才的依賴越來(lái)越重，而核心人才的流失問(wèn)題則日益困擾著行業(yè)的發(fā)展，成為該行業(yè)管理者亟需解決的一個(gè)難題。 本文在闡述房地產(chǎn)企業(yè)核心人才流失的現(xiàn)狀基礎(chǔ)上，分析了Q公司人才流失給該公司帶來(lái)的成本上升、無(wú)形資產(chǎn)流失、人心浮動(dòng)等各種現(xiàn)實(shí)問(wèn)題和潛在問(wèn)題的危害。作者采用問(wèn)卷調(diào)查與訪談相結(jié)合的方法，綜合分析了Q公司的核心人才流失的原因，同時(shí)針對(duì)Q公司核心人才已經(jīng)產(chǎn)生離職的原因及即將離職的動(dòng)向進(jìn)行深度訪談，對(duì)Q公司核心人才采用問(wèn)卷調(diào)查方法進(jìn)行調(diào)查，綜合分析核心人才離職的原因。在調(diào)查的基礎(chǔ)上，從企業(yè)管理者的角度提出了一些解決核心人才流失問(wèn)題的對(duì)策：在外部政策方面，加強(qiáng)房地產(chǎn)核心高端人才儲(chǔ)備，引導(dǎo)行業(yè)組織做好房地產(chǎn)核心人才服務(wù)工作，內(nèi)部組織要明確界定核心人才，，改善組織文化，建立和完善相關(guān)的人力資源管理制度，比如建立科學(xué)的薪酬制度、績(jī)效考評(píng)制度、培訓(xùn)制度等，加強(qiáng)勞動(dòng)合同管理，加大核心人才離職成本。本論文結(jié)合實(shí)證分析結(jié)果提出了上述適合于房地產(chǎn)企業(yè)降低核心人才流失率的方法和建議，有助于房地產(chǎn)企業(yè)提高員工工作滿意度，降低核心人才流失率。
[Abstract]:With the development of the real estate industry, especially the continuous promotion of the national purchase restriction policy, the real estate stock is increasing day by day, the competition in the real estate industry is becoming increasingly fierce, and the real estate industry relies more and more on the outstanding core talents. However, the loss of core talents is increasingly perplexing the development of the industry and becomes a difficult problem for the industry managers to solve. On the basis of expounding the current situation of the core brain drain in real estate enterprises, this paper analyzes the cost rise and intangible assets loss brought by Q Company's brain drain. The author uses the method of questionnaire and interview to analyze the reasons for the loss of core talents in Q Company. At the same time, in view of the reasons why Q company core talents have already left their jobs and the trend of leaving their jobs, the author carries out a survey on Q company core talents by questionnaire survey. On the basis of investigation, this paper puts forward some countermeasures to solve the problem of core brain drain from the angle of enterprise managers: in terms of external policies, strengthening the reserve of core and high-end real estate talents, Guiding industry organizations to do a good job of real estate core talent services, internal organizations should clearly define core talents, improve organizational culture, establish and improve the relevant human resources management system, such as the establishment of a scientific compensation system, performance appraisal system, Training system, strengthening labor contract management, increasing the cost of core talent turnover. This paper combined with the empirical analysis of the results of the above suitable for real estate enterprises to reduce the wastage rate of core talent methods and suggestions, It helps real estate enterprises to improve their job satisfaction and reduce the wastage rate of core talents.
【學(xué)位授予單位】：中國(guó)石油大學(xué)（華東）
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F299.233.41

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本文編號(hào)：1680518