Research On Optimization Of Comprehensive Training System For Employees Of A Real Estate Company

With the steady development of the national economy,the real estate industry has gradually become stable since the theoretical pilot in 1973.A large number of talents and funds have been integrated into the real estate market.Under the national tone of "no speculation in housing",the competition of enterprises is becoming increasingly fierce.In such a competitive market,how to improve the basic quality and ability of enterprise talents and enhance the core competitiveness of enterprises,It has become a necessary means for the steady development of the enterprise.In the daily operation process of the enterprise,the training work of exchanging low cost for long-term return has become an important means to improve the basic quality of employees and strengthen the core competitiveness of the team.Through the optimization of the comprehensive training system for employees of a real estate company,this study hopes to help a real estate company find the deficiencies and practical problems in its own training work and training system,and optimize and improve its training actions such as training demand investigation,training implementation and training evaluation,so as to help a real estate company fully mobilize employees’ enthusiasm and improve business efficiency indicators through the improvement of employees’ ability,So as to enhance the core competitiveness of enterprises,effectively realize the common growth of enterprises and employees,achieve the achievement of employees and organizations,and achieve better survival in the strong market competition.Taking the employee training system of a real estate company as the research object,this paper studies the problems existing in the employee training level of a real estate company.Firstly,after studying the literature and theories,systematically explaining the training system,introduce the training knowledge and theory,understand the problems existing in the company’s training system and training work through comprehensive interviews with the company’s senior management,sampling interviews with the middle and grassroots level,and through questionnaire survey,analyze from the multidimensional aspects of training demand survey,training implementation and training evaluation,find out the corresponding problems and put forward solutions,And put forward corresponding guarantee.The final conclusions are as follows: first,the current competency model of the enterprise,that is,the competency requirements are relatively old and still the traditional competency indicators,which can not be implemented into specific actions.It is necessary to change the corresponding competency requirements in combination with the financial profit indicators,and clarify the competency elements,behavior patterns and evaluation criteria that are positively and negatively related to the company’s profits,so as to better provide better evaluation elements for the research of training needs,At the same time,the training demand analysis and personnel determination process should be carried out from top to bottom according to the strategy,and also collect the needs of employees from bottom to top according to individuals,so as to ensure the effectiveness and continuity of training;Second,in the process of training implementation,we should fully understand the needs of employees and implement the training,so as to ensure that employees have a sense of purpose and enthusiasm for training;Third,there should be specific standards and methods for training evaluation,so that the evaluation can be carried out in all stages of training,and finally realize the effective improvement of individual performance and organization;Fourth,the training system should be fully interspersed in the daily training work,so as to ensure the effectiveness of training archives and training tracking review,and more effectively promote the construction of training system.