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论文编号：	15787
作者编号：	2320234029
上传时间：	2025/12/10 9:25:35
中文题目：	LD公司人力资源管理改善研究
英文题目：	Research on the Improvement of Human Resource Management in LD Company
指导老师：	吕峰
中文关键字：	人力资源管理；企业战略；员工激励；绩效管理；员工职业发展
英文关键字：	Human Resource Management;Employee Incentive;Performance Management; Employee Career Development
中文摘要：	随着2020年“三道红线”等调控政策的出台，中国房地产行业告别“高杠杆、高周转”的增量扩张时代，进入以“精细化运营、高质量发展”为核心特征的存量博弈期。LD公司作为LD控股集团华北区域的核心房地产业务板块，成立以来累计开发项目超40个、总开发面积超1200万平方米，2025年销售目标40亿元，如何通过系统的人力资源管理，提高人力资源管理的战略匹配度，优化人力资源管理体系，解决当前人力资源管理的问题和挑战，并激发员工工作积极性，提升人力资源的核心竞争力，将成为影响LD公司战略转型的关键因素。 本文以LD公司为研究对象，综合运用文献研究法、访谈法与统计分析法，从公司战略对人力资源管理的需求出发，系统剖析LD公司当前人力资源管理面临的问题和挑战，包括薪资结构不合理、绩效考核失灵、员工缺少晋升空间及职业发展机会等，并由此导致公司关键人才流失、员工工作态度消极等问题，不利于企业战略目标的实现。针对上述问题，本文提出了基于公司战略的系统性的人力资源优化方案：建立全面的激励体系，从物质激励、精神激励等多个方面全面提高员工工作积极性；优化绩效管理机制，确保考核结果能够客观反映员工实际工作表现，对绩效优先员工及时激励，保留核心关键人才；建立满足企业战略发展和员工职业发展的多重职业发展路径体系。同时，从组织保障、文化保障、提升人力资源人员专业能力三方面提供实施保障。 本文通过研究，对解决LD公司当前人力资源管理难题和挑战具有实践指导意义，也为同处于转型期的房地产企业提供一定的参考与借鉴意义。同时，丰富了战略人力资源管理在房地产行业的“场景化研究”，为理论研究提供实证支撑。
英文摘要：	With the introduction of regulatory policies such as the "Three Red Lines" in 2020, China's real estate industry has bid farewell to the era of incremental expansion characterized by "high leverage and high turnover" and entered a stock competition period centered on "refined operation and high-quality development". As the core real estate business segment of LD Holding Group in North China, LD Company has developed over 40 projects with a total development area of more than 12 million square meters since its establishment, and has set a sales target of 4 billion yuan for 2025. How to improve the strategic alignment of human resource management, optimize the human resource management system, address the current problems and challenges in human resource management, stimulate employees' work enthusiasm, and enhance the core competitiveness of human resources through systematic human resource management will become a key factor affecting LD Company's strategic transformation. Taking LD Company as the research object, this thesis comprehensively adopts the methods of literature research, interview and statistical analysis. Starting from the demand of the company's strategy for human resource management, it systematically analyzes the current problems and challenges faced by LD Company in human resource management, including unreasonable salary structure, ineffective performance appraisal, lack of promotion space and career development opportunities for employees, etc. These problems have led to the loss of key talents and negative work attitudes of employees, which are not conducive to the achievement of the company's strategic goals. In response to the above problems, this thesis proposes a systematic human resource optimization plan based on the company's strategy: establishing a comprehensive incentive system to comprehensively improve employees' work enthusiasm from multiple aspects such as material incentives and spiritual incentives; optimizing the performance management mechanism to ensure that the appraisal results can objectively reflect employees' actual work performance, and timely incentivize employees with excellent performance to retain core key talents; establishing a multiple career development path system that meets both the company's strategic development and employees' career development needs. At the same time, it provides implementation guarantees from three aspects: organizational guarantee, cultural guarantee, and improvement of the professional capabilities of human resource personnel. Through research, this thesis has practical guiding significance for solving the current problems and challenges in human resource management of LD Company, and also provides certain reference for real estate enterprises in the same transformation period. Meanwhile, it enriches the "scenario-based research" of strategic human resource management in the real estate industry and provides empirical support for theoretical research.
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