| Since China’s land system reform,the real estate industry ushered in a rapid development of 20 years.According to the sales ranking data of real estate enterprises in China in 2019 compiled by c&r,there are 34 real estate enterprises with 100 billion RMB,4 more than in 2018.Compared with the previous high increment,in the context of the slowdown in the growth of real estate scale,the number of new 100 billion housing enterprises significantly reduced.Under the central government’s market regulation policy of "stabilizing land price,stabilizing housing price and stabilizing expectation",the real estate industry will tend to develop steadily in the long term.The limited market makes the selling amount threshold of various echelon housing enterprises further increase and competition intensify.The intensification of the market competition makes the talent competition in the real estate industry more and more fierce.More and more real estate enterprises focus on the recruitment of talents in the relatively flexible group of college graduates,and many real estate enterprises compete for outstanding talents on campus.However,a large number of management trainee recruited by real estate enterprises also highlighted many problems after entering the enterprise.For real estate enterprises,how to train these management trainee scientifically and make them play the maximum value of human resources in the enterprise has become a topic worth studying.T company began to carry out campus recruitment since 2006,and developed the relevant talent cultivation plan for management trainee.After more than 10 years of exploration and practice,a complete talent cultivation system with enterprise characteristics has been formed,but the problems in the cultivation system have gradually become prominent.Based on this,this paper takes the management trainee training system of T company as the research background,and resets and implements the management trainee training system according to the existing problems.Firstly,by consulting a large number of theoretical documents related to the talent cultivation system,the relevant theories are sorted out.Secondly,this paper USES the methods of literature analysis,questionnaire survey,interview survey and statistical analysis to dig into the cultivation system of management trainee in T company,and finds that there are mainly problems such as unreasonable establishment of post rotation system,post placement system and assessment system,and lack of elimination system.Aiming at the problems appeared in the questionnaire and interview,combining with the related theory of talent training carried out the optimization of Guan Pei Sheng training system,through the extension of the rotational cycle,clearly defined path and rotational partition rotating way to optimize the job rotation system,at the same time create positions on the system is optimized,avoid areas with group were uneven distribution of resources.In terms of the assessment system,the original assessment rules were not clear,and the strong management and control mode that the authority belongs to the group was changed to the way of delegation of authority and multi-dimensional evaluation.On this basis,an elimination mechanism was added.Finally,the optimized cultivation system was tried out,and the trial situation was followed up to verify the feasibility of the optimized cultivation system.In this paper,the management trainee training system of T company,which is located in the middle and upper reaches of real estate enterprises,is diagnosed and optimized,and the feasibility of the system is tested,so as to improve the existing problems in the management trainee system of similar enterprises,and provide reference for the future research on the management trainee training system of similar enterprises. |
