Research On Employee Relationship Management In Rh Property Company

Property management has come out in China since the early of1980s, while Property management in Qingdao has started since Year1993.During the process of rapid development of this industry for20years, some companies chase the large scale of enterprise too much, which causes problems and contradiction in employee relationship management. How to improve the employee relationship management and make every effort to build the harmonious employee relationship will become the issue that property management company has to meet.The employee relationship management is the particular study object in my papers.The papers first expound the international study theory and situations, the fundamental conception and theory, also introduce the development of property management industry in Qingdao.Then my papers take Qingdao Ruihai property management Co., LTD(called RH shortly in the following words) for example to study the employee relationship management.The situation of employee relationship management in RH is following: Several labor relationship existing, internal communication not being in time, unbalanced employee relationship management(paying special attention to labor relationship management), the big gap of staff’s satisfaction among the different projects, enterprise culture put into practice slowly. Employee’s emotion demand cannot be met.Based on the above mentioned situation, the papers apply the relative theory of employee relationship management, analyze and research the reason for problems of employee relationship management. There are three main reasons as following:1) The basic management person has the low quality, with little sense of internal communication, who pay more attention to labor usage, less to training.2) The company lacks the talented project management person.3) The staff incentive policy is unbalanced.My papers give the following solutions:The company finalize the company’s rules and regulation are finalized and found the healthy communication channels. An exit talk with the leaving staff face to face is in process. The enterprise culture of respecting everyone and devotion to work is strengthened. The company supply more staff training, establish a people-oriented management concept, helping staff to make good interpersonal relationship. Meantime the company improve the labor relationship management and carry out the human resource outsourcing, then make the employee relationship more harmonious.