这篇论文主要介绍了陕西本土的一家JXT房地产公司,该公司在2016年度的
员工离职率居然达到了 30%以上,已经遇到了严重的人员流失问题,作者进驻到
企业进行调查分析寻找员工离职率高的原因,并根据先进的人力资源理论制订出
了科学可行的解决方案,从而来帮助JXT公司解决人员流失率高的问题,不但对
其他遇到此类问题的企业提供了参考,在理论研究上也会有一定意义
本篇论文整体分为三方面内容,第一方面包括了绪论、理论基础及企业现状
介绍,主要介绍相关的理论基础及JXT公司目前所遇到的困境及现状;第二方面
主要是进行原因剖析,运用离职人员离职原因调查问卷法、在职人员在职满意度
调查问卷法、在职人员访谈法三种调查方法寻找JXT公司员工流失率高的原因,
总结得出薪酬竞争力低、晋升通道设计不合理、绩效管理制度不完善、企业文化
建设不足三个主要原因。第三方面介绍了解决方法及展望,首先,提出通过建立
具有内外部竞争力的薪酬福利制度,其次是建立职务晋升和职级晋升双通道员工
晋升体系友改善公司绩效管理制度,再次就是为企业员工提供更多的培训机会并
通过相关措施提升企业人员凝聚力,重视企业文化建设,这三个方面的措施能有
效控制员工流失率,从而提高企业的经营效率,最后得出了本文的结论及展望
作者在进驻JXT公司期间,对各项调査问卷进行了详实的统计分析,并以相
关的人力资源理论为参考,为JXT公司管理者提供了详细的建议方法,这些建议
及理论也可供其他公司借鉴
关键词:薪酬福利制度;职级晋升;企业文化建设;员工流失
I Abstract
Chinafs real estate industry has developed rapidly and played an increasingly
important role in the national economy in recent years. However, the government has
introduced a series of strict and controlled control policies, which have made the real
estate industry a huge risk. With the intensification of competition in the real estate
market, with high-quality talent and maintain the stability of the real estate business has
become the core of sustainable development. The real estate industry, the increasingly
fierce competition for human resources which makes some management problems in
the real estate business staff turnover rate is generally increased. The large area of staff
loss will inevitably threaten the survival and development of enterprises, how to avoid
the loss of staff and maintain the stability of the company&39;s many companies must face
and solve the problem now.
In this paper, JXT real estate companies in the actual problem of the loss of
personnel as the background, the use of scientific research methods and analysis of the
reasons for the high rate of corporate turnover. And in accordance with the advanced
human resources theory to solve the problem of high turnover rate,with strong research
significance and value.
The paper mainly adopts the writing form of case paper, which is divided into
introduction, introduction of enterprise status, reason analysis, countermeasure and
conclusion. The first part introduces the research purpose, the research method and the
thought of writing this article, introduces the author&39;s original intention of writing and
hopes to achieve the purpose; The second part introduces the organizational structure
and the current situation of personnel turnover; The third part of the analysis of the
reasons for the loss of staff, the use of the reasons for the departure of personnel leaving
the questionnaire, the on-the-job job satisfaction survey questionnaire, on-the-job
interview three kinds of survey methods to find JXT employees high turnover rate,
through the collation and analysis As a result,the reasons for the high turnover rate of
employees are described in terms of individual aspects of employees, corporate level
and external environmental factors; The fourth part is to solve the countermeasures,
mainly from the JXT company to pay performance system re-design, put forward three
III solutions to control the enterprise staff turnover rate, tiiereby improving The company&39;s
operating efficiency; The fiffli part introduces the conclusions of the paper.
The author has accumulated sufficient theoretical basis by studying the content of a
large number of human resources management, obtained complete data support through
JXT company case study, and explained the impact of brain drain on the enterprise.
Finally, through tiie use of pay management, performance management, career
development planning theory for the JXT real estate company to develop a scientific
and operational solution. Not only to the problem of enterprise personnel to solve the
problem, but also for the real estate industry with similar problems with the company to
provide a reference to the method
Keywords: real estate company; employee turnover; salary; promotion; career
development planning
IV 目录
m m
..i
Abstract
Ill
1繼 1
1.1研究背景和意义1.1.1研宄背景1.1.2研宄意义1.2研宄内容和方法1.2.1研宄内容1.2.2研究方法
3 ,
1.2.3研宄思路2.论文研究的相关理论基础2.1国外的相关理论综述2.1.1 勒温(Kurt Lewlin)的场论2.1.2中松义郎的目标一致性理论2.1.3马奇和西蒙模型2.1.4普莱斯模型2.1.5 期望理论模型(Expectancy theory)2.2国内的相关理论综述3 JXT房地产公司简介及员工流失现状分析3.1房地产行业的现状及发展趋势3.2房地产企业的人员组成及基本素质3.3 JXT房地产公司的基本情况3.3.1 JXT房地产公司简介…3.3.2 JXT房地产公司组织构架3.3.3 JXT房地产公司的人力资源状况3.4 JXT房地产公司员工流失现状3.5员工流失对公司造成的损失V 4. JXT房地产公司员工流失原因分析
21
4.1离职员工的离职情况调查
21
4.U离职调查问卷设计
21
4.1.2离职调查样本结构
21
4.1.3离职员工离职原因调查结果分析
22
4.2在职员工满意度问卷调查
23
4.2.1设计在职员工满意度调查问卷
24
4.2.1样本结构
24
4.2.3在职员工满意度调查结果分析
25
4.3在职员工访谈
31
4.3.1访谈设计
31
4.3.2样本结构
31
4.3.3访谈结果分析
32
4.4JXT公司员工流失原因汇总
33
4.4.1企业外因
33
4.4.2企业内部因素
33
4.4.3员工自身因素
35
5.员工流失问题解决对策
37
5.1薪酬体系的重新设计
37
5.1.1市场薪酬调查
37
5.1.2工作分析与岗位评价
38
5.1.3薪酬结构的优化
38
5.2员工工作晋升阶梯的优化
39
5.2.1工作晋升阶梯的分类
40
5.2.2员工纵向发展阶梯的设计
41
5.2.3岗位横向发展阶梯的设计
41
5.3绩效考核体系的优化
42
5.3.1绩效管理的作用
42
5.3.2绩效考核优化方法
42
5.3.3绩效考核评价标准的确立
43
5.3.4绩效考核结果应用
44
5.4企业应提供更多的培训机会
44
VI 5.4.1培训需求分析及拟定项目
44
5.4.2制定好年度培训框架
45
5.4.3提供多渠道的培训方式
46
6.结论和展望
47
6.1结论 47
6.2 mm
47
参考文献
49
附录A 51
隨 B 53
m 55
攻读硕士学位期间科研成果
57
VII 1.绪论
1.绪论
1.1研究背景和意义
1.1.1研究背景
近些年来,房地产业发展速度迅猛并已发展成为我国的支柱产业,对我国GDP
的贡献越来越大。房地产开发一项系统工程,具有资金需求量大、管理难度大、
产品周期性长、生产环节多等一系列特点,这些特点决定了房地产公司的管理难
度会比普通公司的管理难度大,因此,在房地产公司中将人力资源管理的效率提
高十分重要,但是,我国房地产企业众多,发展水平参差不齐,加上整个行业人
员需求量大、从业人员多,导致整个行业人员流动性过大,各个企业基本都属于
缺人状态,各大企业人力资源部的工作都处于被动状态,人力资源管理效率低下
在这个经济全球化的时代,经济的快速发展意味着人员的流动加快,每一个
企业都希望能保证核心人员稳定,因为人才优势才能使房地产企业处于领先优势《
但是13年后,中国的GDP增速已经从10的年代进入6的年代,国家经济的下滑
及银行信贷政策收紧给一些房地产企业造成了一定困难,这些企业中的优秀人才
势必会流向更优质的企业,企业人员快速流失尤其是一些核心人员的流失意味着
企业失去了核心竞争力,员
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