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论文编号：	2808
作者编号：	2120082269
上传时间：	2010/12/3 21:31:29
中文题目：	ZHL公司核心人才留用管理研究
英文题目：	The Study on Core Staff Retaining Management of
指导老师：	崔勋
中文关键字：	核心人才 留用管理 激励 预防
英文关键字：	core staff, retention management, encourage, preventive
中文摘要：	摘 要 近两年国家不断出台的地产新政对住宅地产行业的调控作用明显，导致大量资本倾向于进入商业地产行业避险。市场环境的持续向好，也吸引了更多的大型住宅地产企业，在未来的几年将加入到转型商业地产开发的大军中。中国的城市化率即将达到50%，标志着城市建设进入了一个新的阶段，商业与公共配套设施的完善与升级改造是这一阶段的重点，也印证了中国将迎来商业地产开发与运营的黄金期。预计在国家极力扩大内需、宏观经济高速发展的大背景下，商业地产作为第三产业发展的重要载体，大规模的开发建设还会持续30-50年。 但是商业地产核心人才的市场供应远远不能满足行业发展的需求，成为了制约企业长远稳定发展的关键因素。首先，商业地产行业发展起步晚，原有储备人才有限。其次，商业地产需要复合型人才，相近行业人才转型困难。再次，学校培养人才不对口。最后，现有人员流动意愿虽然较高但是跳槽要求更高，致使企业即便聘用猎头采取高薪策略，也很难找到合适的核心人才，还必须辅以个人价值增值、工作环境和职业发展平台等多种吸引要素。 综合考虑行业快速发展导致的核心人才需求激增，以及行业供给短期内难有提升两方面因素，为了降低核心人才流失率，保证企业发展对核心人才的需求，制度化、规范化、全方面的留用管理体系的出现也就成为一种必然。 本文选取了一家国有商业地产公司——ZHL公司，通过对其核心人才流失原因、需要和留任影响因素的分析，尝试着构建起由吸引机制、预防机制、约束机制和回流机制构成的留用管理体系。并对留用管理体系有效运行的保障措施提出了建议，最后通过试运行方案的设计不断完善和调整留用管理体系。 希望通过本文的研究，为企业核心人才留用管理的理论研究提供案例，也为企业构建留用管理体系，不断提高留用效率提供参考。 关键词：核心人才 留用管理 激励 预防
英文摘要：	Abstract Cause the obvious affection from the lasted adjustment that released by state on the real estate market, capital goes into commercial property for getting more profits, the environment of property market keep going up, the commercial property also shows a goof future which will become the hot point what capital chased, and also become the great moment for some real estate corp. doing innovation. Chinese urban progress is coming to 50%, and that will be a big million stone for city construction will going to next step, the critical task in this stage will be how to upgrade and prefect the facility and related. The golden period will be coming for commercial property developing and operation, at the background of government encouraged domestic consuming, macroscopically economy is going on the high way , as the third important role, the commercial property will keep developing in next 30 to 50 years. But coz this field started a bit late, the limited of the human resources, and at the mean time, the commercial property need complicated human resources, and the transferring from other related field also have a little difficult, no suitable major can let students have enough skill, and also current human resources willing to transfer and more higher for be offered to a suitable corp. based on above 4 reason, the market of human resources have far away to meet current requirement, even though the job hunter take the high salary strategy, coz they also need consider the grow up of the corp., the environmental developing and also the platform of developing. Considering the speeding up developing together, that results in the increasing of retention of the critical staff, and also offering in short term to meet current requirement, that will be difficult to upgrading in short term, aim at to ensure the retention of critical staff, it’s necessary to developing the retention critical staff procedure and qualification. This article talked about a state-run commercial property—ZHL Corp. thru analysis reason of lost the critical staff, requirement and retention, try to construct a management procedure that will include the attractive, preventive, limited and re-offer procedure. And this corp also gives some suggestion of how to ensure the retention procedure implement well. At the end of story, thru the pilot run to prefect and adjust the retention procedure. Thru the investigating of this case, hope that can give better suggestion for some Corp how to do well on retention procedure. Based on studying, Hope that can give some Corp to help more on how to structure and implement the retention procedure, upgrading the retention efficiency continuously, also hope that can give a good sample to some Corp how to do this kind of human resources job. Key word: Core Staff, Retention Management, Encourage, Preventive
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