The Research Of Key Position's Competency Model Of B Real Estate Company

With the development of society,the competition in real estate industry is more severe nowadays.If the enterprise want to have a stable status in the industry,gain competition advantages and realize long term development. the key point is that the employees can to maximize the strengths.Considering the spiritedly of real estate industry., it's becomes more important to pay attention to the construction of the employee's position competence. this has a intimate correction with whether the company's develop strategy can realize smoothly. Therefore the main task to the company is to establish employee's position competence model and have it's own elite competence mode.The subject of this thesis Real Estate Company B, belongs to median-and-small scale company. it's facing the problem that improve the core competition by improving human resources management ability.Given this situation under the guide of position competence model theory,take the key portion(Engineering Director and Marketing Director) as the research object. discuss what qualifications that necessary for these positions. thereby select cultivate stimulate the elites in this position and give them considerable salary and promotion space. to prompt the human resources management of the company develop in good direction, to mobilize the realization of company's strategic.At first,this paper state the background and significance of position competence.Meanwhile explain the theory of competence model, to set the foundation for the following.Secondly,study the basic situations of Real Estate Company B, including historic evaluation, organization structure. enterprise culture, strategic planning analytical,human resource management status. collect and organize the data information through these information, get the competence index and make the definition and description. then classify all these, filtrate the key position competence model by questionnaire survey and group discussion.Combining the physical status. strategicdevelopment target and enterprise culture of Company B. and study the competence model of Marketing Director and Engineering Director, and then keep the balance within the enterprise.position and employee.At last, make a calculation about the application and maintenance of the key position competence model in Company B, propose application suggestions about competence ability to recruitment, promotion, training and development, performance evaluation, compensation system.