摘 要
随着房地产行业竞争格局的日趋激烈，中小房地产企业要想取得长足发展必须
重视对人才的激励。本文以激励理论为基础，结合员工胜任力模型及企业现状对 TS
房地产公司的激励机制进行了优化和重建，具有一定的现实意义。
本文首先对激励和胜任力领域的国内外相关理论及研究现状进行了简要回顾，
阐述了激励与胜任力的内在联系，为下一步研究工作的展开奠定了坚实的理论基础。
其次，文章对 TS 公司概况、公司所处的内外部环境与激励机制的现状进行了简要介
绍，并以详细数据为支撑，描述了公司由于激励机制失效所导致的人才流失率高、
员工工作倦怠等严重问题。接着，本文运用问卷调查法、定性分析法对 TS 公司员工
流失原因、工作投入度及员工满意度的相关情况进行了调研，并在此基础上对 TS 公
司激励机制失效的内外部原因进行了分析总结，文章认为，TS 公司激励机制失效的
根本原因在于公司薪酬体系、绩效考核、员工培训制度的不合理及企业文化建设的
缺失；最后，本文论证了在优化公司激励机制的过程中引入员工胜任力模型的必要
性，同时结合通用胜任力素质词典对 TS 公司员工胜任力模型进行了构建，并以解决
TS 公司实际问题为出发，基于胜任力模型对公司激励机制的优化提出了意见及建议。
本文对 TS 公司激励机制的改进主要从绩效管理、薪酬体系及培训开发三个方面进
行，对降低公司核心人才流失率、提升员工满意度及工作效率、改善公司人力资源
管理现状、最终实现组织目标提供了必要的参考。
关键词：激励机制 胜任力 人力资源
Abstract
The small-and-medium-sized enterprises in Chinese real estate sector now are facing
more and more intensified competition. They have to pay more attention on employee
incentive in order to gain substantial development. This thesis, based on incentive theories
and competency model, is a significant research about how to optimize TS real estate’s
incentive mechanism.
The first part of the thesis is theoretical basis which reviews the main theories on
motivation and competency, and then explains the connections between them. Secondly,
the thesis gives a brief introduction about the research object, including company profile,
internal and external environment. Another main purpose of this sector is to introduce TS’s
current situation about employee’s motivation by giving detail data. Thirdly, the thesis
carries on some surveys about staff turnover, job involvement, employee satisfaction in TS,
and then analyses the reasons for incentive invalidation, which can be concluded as
improvement on payment system, performance evaluation, training system and enterprise
culture. In the end, the study states that it is necessary to establish an employee
competency model to improve the situation in TS. It combines simplified BEI and
competency dictionary to create competency model in TS, then gives some advices on
how to mobilize employees to achieve business goals.
Keywords: Incentive mechanism, Competency model, Human resource