| The real estate industry has always been an important industry that boosts China's economic growth.Since the 18th National Congress of the People's Republic of China,China's economic development has entered a new normal,real estate companies have been changing the mode of operation and management to realize industrial transformation and upgrading in the new era.In the market competition under this new situation,the competition for talents among real estate companies is becoming increasingly fierce,and human resources have become the company's core competitiveness.As an important part of human resource management,compensation management has a great influence on the introduction of talents and retention of talents.Therefore,more and more real estate companies began to pay attention to the rationality of their own compensation system,and to optimize the compensation system.Due to its unique natural advantages,Hainan Province has become a hot spot for real estate companies in the province and even in the whole country to invest and develop in recent years.The competition in the real estate market in Hainan is fiercer and the phenomenon of employees' turnover is becoming also more seriously.In such a case,Hainan's local real estate companies have to optimize their compensation system,which is necessary to enhance the competitiveness of enterprises.This article takes Hainan GS Real Estate Company as the research object and analyzes the current status of its human resource management.A questionnaire survey was conducted to investigate the reasons for leaving among the 40 key staff leaving the company since 2016.34 valid questionnaires were recovered which accounted 85%of the total number of key staff left since 2016.Meanwhile,another questionnaire survey was conducted to investigate the salary satisfaction among the company's 120 employees,110 valid questionnaires were recovered which accounted 92%of the total number.In this way,this article analyzes the causes of employee loss and staff's satisfaction for salary,then finds problems in the pay system,and analyzes them in depth.Based on the existing problems,this article uses Heinz post evaluation method,exerts the relevant salary theory,combined with the salary status of the industry in the region,to help the GS Real Estate Company to optimize its compensation system.The article puts forward the support factors needed for the implementation of the new design plan in the end.The purpose of this article is to optimize the compensation system of Hainan GS Real Estate Company.and establish.a compensation management system that is suitable for the strategic development of GS,so that GS has a well-qualified and competitive workforce to achieve the long-term development of the company.At the same time,it is hoped that local real estate companies in Hainan that are similar to Hainan GS Real Estate Company can take this article as a reference for their optimization of compensation system. |
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