a房地產(chǎn)公司人力資源管理存在的問題及對(duì)策研究(已修改)
2025-02-22 09:00 本頁面
【正文】 A 房地產(chǎn)公司人力資源管理存在的問題及對(duì)策研究 摘 要 房地產(chǎn)企業(yè)是中國(guó)房地產(chǎn)行業(yè)的重要組成部分 ,房地產(chǎn)企業(yè)的生存與發(fā)展問題直 接關(guān)系著國(guó)計(jì)民生 ,直接關(guān)系到本行業(yè)發(fā)展的穩(wěn)定和提高。改革開放至今 ,中國(guó)房地 產(chǎn)業(yè)經(jīng)過近 30 多年的發(fā)展 ,已經(jīng)具備了一定的規(guī)模和基礎(chǔ) ,房地產(chǎn)企業(yè)也不斷發(fā)展 壯大 ,涌現(xiàn)出了不少國(guó)際知名企業(yè) ,在促進(jìn)我國(guó)經(jīng)濟(jì)社會(huì)發(fā)展、擴(kuò)大勞動(dòng)就業(yè)和提高 人們生活水平等方面起著越來越重要的作用 ,但大多數(shù)房地產(chǎn)企業(yè)特別是一些中小型 企業(yè)競(jìng)爭(zhēng)力不強(qiáng) ,或 者競(jìng)爭(zhēng)力非常薄弱是一個(gè)不可回避的事實(shí)。從目前我國(guó)房地產(chǎn)企 業(yè)的整體情況來看 ,人力資源匱乏、管理水平不高、經(jīng)營(yíng)能力薄弱、資產(chǎn)負(fù)債率較高 等問題普遍存在 ,嚴(yán)重影響和削弱了中國(guó)房地產(chǎn)企業(yè)的競(jìng)爭(zhēng)力。 本文以研究目前房地產(chǎn)企業(yè)在人力資源管理方面存在的問題及其解決方案為中 心。文章結(jié)合人力資源相關(guān)理論 ,以 A 房產(chǎn)公司為例 ,在分析研究的基礎(chǔ)上 ,針對(duì) A 房地產(chǎn)公司在人力資源管理方面存在的主要問題 ,提出了相關(guān)的對(duì)策及解決方案 ,對(duì) 房地產(chǎn)企業(yè)的人力資源管理有一定的指導(dǎo)作用。 文章首先在對(duì)房地產(chǎn)行業(yè)背景及房地產(chǎn)企業(yè)人力資源管理 現(xiàn)狀進(jìn)行分析后 ,對(duì)房 地產(chǎn)企業(yè)適用的人力資源管理理論進(jìn)行了歸納 ,著重闡述了適用于房地產(chǎn)企業(yè)的組織 結(jié)構(gòu)設(shè)計(jì)、薪酬設(shè)計(jì)及績(jī)效考核方式設(shè)置的相關(guān)理論。 接著 ,在理論研究的基礎(chǔ)上進(jìn)一步分析了 A 房地產(chǎn)公司人力資源管理的現(xiàn)狀 ,并 提出該公司在人力資源管理方面存在的三個(gè)問題。首先 ,缺乏適應(yīng)房地產(chǎn)企業(yè)的組織 構(gòu)架。其次 ,考核與薪酬體系不完善。第三 ,缺乏良好的企業(yè)文化建設(shè)。 最后 ,基于房地產(chǎn)企業(yè)在人力資源管理方面存在的問題提出了如下的對(duì)策。首先 , 根據(jù)房地產(chǎn)企業(yè)的行業(yè)特點(diǎn) ,構(gòu)建匹配的組織結(jié)構(gòu)。其次 ,建立完善的績(jī)效考核及 薪 酬設(shè)計(jì)體系。再次 ,注重企業(yè)文化制度建設(shè)。限于客觀因素 ,本文的研究還有一定的 主觀意識(shí)和局限性。 關(guān)鍵詞 :房地產(chǎn) ,人力資源管理 ,組織結(jié)構(gòu)設(shè)計(jì) ,薪酬設(shè)計(jì) ,績(jī)效考核 Abstract Real estate enterprises is an important part of the estate enterprise industry in China, Real estate enterprise39。s survival and development problems are directly related to the national economy and people39。s lives, directly related to the development of the industry to stabilize and improve. Since reform and opening up, after more than 30 years development, Chinese real estate industry already have a certain scale and foundation, Real estate enterprise development and growth constantly, emerged many international wellknown enterprises, in promoting China39。s economic and social development and expand employment and improve people life level plays a more and more important role, but most of the real estate enterprises, especially some of the small and mediumsized enterprises is less petitive, or petitive power is very weak, which is an unavoidable fact. From the overall situation of the current real estate enterprises in our country, the problems of the lack of human resources, management level low, operation ability weak, high assetliability ratio, etc are very mon, which seriously affect and weaken the petition ability of Chinese real estate enterprisesThe thesis mainly focuses on the study of the problems and their solutions to the real estate enterprises in the management of human resources. Combining the theory of human resources and based on study and case analysis, the thesis sorts out the problems existing in human resource management in the real estate enterprises, quoted real estate pany A for example, and put forward solutions on the basis of research and analysis, which plays a certain guiding role to the human resource management in real estate enterprises Firstly, Analyzing China real estate industry background and the present situation of human resource management, the applicable human resources management theory were summarized, and emphatically elaborated some theories applicable to anization structure design for real estate enterprise, salary design and performance evaluation mode setSecondly, on the basis of theory research, the present situation of human resource management of real estate pany A was analyzed. The thesis also put forward three problems of the real estate pany A in the human resource management. First of all, lack of anizational structure applicable to the real estate enterprises. Second, assessment and pensation system is not perfected. Third, lack of good enterprise culture construction Finally, based on the existing problems of human resource management in China real estate enterprises, the thesis put forward the following countermeasures. First of all, according to the characteristics of real estate enterprise industry, construction suitable anizational structure. Second, establish and improve the performance evaluation and salary design system. Third, pay attention to the enterprise culture system construction. But limited to objective factors, this
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