【摘要】：本文從WG公司實(shí)際情況出發(fā),綜合運(yùn)用企業(yè)人力資源管理中各模塊的知識(shí),采用多種數(shù)據(jù)收集及統(tǒng)計(jì)處理分析方法,結(jié)合當(dāng)前中國杭州房地產(chǎn)行業(yè)的市場(chǎng)行情及WG房產(chǎn)公司銷售經(jīng)理職位自身的特點(diǎn),建立了以能面向未來競(jìng)爭(zhēng)環(huán)境并適應(yīng)未來業(yè)務(wù)發(fā)展要求的較完整的房產(chǎn)銷售經(jīng)理勝任特征,從而為加強(qiáng)和改善人力資源管理系統(tǒng)奠定基礎(chǔ)。首先,本文簡(jiǎn)單介紹了選題的背景、研究的目的、研究的內(nèi)容及技術(shù)路線,以明確本研究意義所在。其次,本文介紹了勝任特征概念與理論分析,通過對(duì)相關(guān)文獻(xiàn)的查閱,初步掌握了建立崗位勝任特征所需了解的基本理論知識(shí)和方法。對(duì)于勝任特征的結(jié)構(gòu)分層,理論界以“冰山”模型中的動(dòng)機(jī)、特質(zhì)、自我概念、社會(huì)角色、技能和知識(shí)6個(gè)層次為主流。當(dāng)然在實(shí)際研究過程中,除通用性的勝任特征模型外,針對(duì)特定崗位的勝任特征研究還需結(jié)合行業(yè)背景以及企業(yè)中該特定崗位的工作職責(zé),開展個(gè)性化研究,包括勝任特征的結(jié)構(gòu)分層與具體指標(biāo)的設(shè)置選擇等�？傮w而言,勝任特征不僅是一種人力資源的管理方法,而且是一種管理應(yīng)用工具。再次,通過對(duì)WG房產(chǎn)公司具體情況的分析,采用問卷調(diào)查及深度訪談的實(shí)證研究方法,收集建立房產(chǎn)銷售經(jīng)理職位勝任特征所需的相關(guān)數(shù)據(jù)和信息。通過調(diào)查問卷采集到房產(chǎn)銷售經(jīng)理勝任特征的相關(guān)數(shù)據(jù),并對(duì)該數(shù)據(jù)進(jìn)行統(tǒng)計(jì)分析,將WG房產(chǎn)公司銷售經(jīng)理原有的35個(gè)勝任特征合并成為29個(gè)。通過對(duì)WG房產(chǎn)公司銷售經(jīng)理、相關(guān)上級(jí)、下屬銷售員及典型客戶的訪談,進(jìn)一步分析出影響房產(chǎn)銷售經(jīng)理勝任特征的相關(guān)因素。最后建立了由5個(gè)維度25個(gè)勝任特征組成的較完整的WG房產(chǎn)公司銷售經(jīng)理勝任特征。在本文的結(jié)尾部分,展開了對(duì)WG房產(chǎn)公司銷售經(jīng)理勝任特征的應(yīng)用研究,對(duì)基于勝任特征的員工甄選、績(jī)效評(píng)估、培訓(xùn)與開發(fā)、繼任計(jì)劃等方面進(jìn)行分析,并將其納入現(xiàn)有的人力資源管理系統(tǒng)中。但在應(yīng)用的過程中,還需結(jié)合WG公司的實(shí)際情況,以漸進(jìn)的方式把勝任特征引入到人力資源系統(tǒng)各模塊的工作中去。
[Abstract]:Based on the actual situation of WG, this paper comprehensively uses the knowledge of various modules in the human resource management of the enterprise, and adopts a variety of data collection and statistical processing and analysis methods, in combination with the current market situation of the real estate industry in Hangzhou and the characteristics of the position of the sales manager of the WG. The establishment of a more complete housing sales manager competency in a future-oriented competition environment and adapting to future business development requirements, thus laying the foundation for strengthening and improving the human resources management system. First of all, this paper briefly introduces the background, purpose, content and technical route of the topic, so as to make clear the significance of this research. Secondly, this paper introduces the concept of competence and the analysis of the theory. There are six levels of motivation, trait, self-concept, social character, skill and knowledge in the "an iceberg" model. Of course, in the course of actual research, in addition to the competency model of universality, the research on the competency of the specific post needs to be carried out in combination with the industry background and the job responsibilities of the specific post in the enterprise. Includes the structure layering of the competent feature and the setting selection of the specific index, and the like. In general, the competency is not only a human resource management method, but also a management application tool. Thirdly, through the analysis of the specific situation of the WG house, the relevant data and information needed to establish the position competence of the real estate sales manager are collected by using the empirical research method of the questionnaire and the depth interview. The relevant data of the competency of the real estate sales manager were collected through the questionnaire, and the data were analyzed and analyzed, and the original 35 competent features of the sales manager of the WG were combined into 29. Through interviews with the sales manager of the WG, the relevant superior, the subordinate sales person and the typical customer, the relevant factors that affect the competency of the real estate sales manager are further analyzed. Finally, the competency of the sales manager of the more complete WG property company, which is composed of five dimensions and 25 competency features, is established. At the end of this paper, the application research on the competency of the sales manager of the WG is carried out, and the selection, performance evaluation, training and development, succession plan and other aspects of the competency-based employee selection, performance evaluation, training and development, succession plan, etc. are analyzed and included in the existing human resource management system. However, in the course of application, it is also necessary to incorporate the competence characteristics into the work of the various modules of the human resource system in a gradual way, in combination with the actual situation of WG.
【學(xué)位授予單位】：浙江工業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.91;F299.233.4

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本文編號(hào)：2511558