| With the globalization domestic market construction and the degree of informatization gradually moving towards the deep-water area,the real estate industry,as the most important economic pillar industry in the past 20 years,after rapid development is also facing a major cyclical turning point.China’s real estate industry is now in an ecological environment where the strength large enterprises have achieved scale expansion further consolidated,medium and small-scale real estate enterprises are gradually being merged or bankrupted,and two-level differentiation is increasing.Policy Regulation and control are gradually tightened,and industry norms are gradually refined,the smaller part of real estate enterprises are facing increasingly fierce market competition.After 2015,in the face of the turbulent market environment,competitors are through the product differentiation strategy,technology empowerment,improve construction efficiency,upgrade service standards and other competitive strategies gradually pull the gap;After the new crown epidemic in 2020,local listed real estate companies seized the opportunity of market recovery,and their revenue reached a new high.But,the phenomenon of “Increasing revenue but not increasing profits ” in the industry as a whole intensified,small and medium-sized real estate enterprises are faced with passive assets acquisition,selling projects and other circumstances.Company a is currently faced with internal and external factors,such as more stringent regulation policies,the accelerated transformation of competitors,and the need to improve its internal governance capability,in this context,company a recognizes that human resources are one of the most important factors affecting the development capability of real estate enterprises,and that the employee training system is closely integrated with the future development goals of the enterprises,a company has a great demand for the optimization of employee training system,which is conducive to the successful realization of enterprise development goals.This paper chooses such topics as the problems and the company formed a training system,adopts the methods of literature reference,Case Analysis and so on to study,through the investigation to understand that there are many problems in the current staff training of company A,such as training needs analysis without scientific system,training plan design content is weak,training organization implementation is not professional,training result and effect evaluation can not be feedback in time,training management system is not perfect,etc..The paper also analyzes the specific lack of staff training,such as lack of funds,unreasonable budget,etc attention to staff training by management,the weakness of human resource management,and so on.Therefore,according to company’s current operating environment and the company’s internal operating strategy,relying on the relevant theoretical knowledge of enterprise staff training,this thesis analyzes the problem of staff training and puts forward the optimization plan.This paper draws the following conclusions: first,starting from the reality of company A,based on the original training methods,a targeted and strong Operability training plan has been made,and the apprenticeship system,external vocational training and teaching system have been optimized,and improved the training implementation process;Second,strengthened the training evaluation from the four aspects of response,learning,behavior and effect according to the Kohl evaluation model,made the training evaluation more in-depth and formed a closed loop;Thirdly,the training support system should be further improved.Suggestions should be put forward from four aspects: strengthening the leadership’s attention to training,strengthening the basis of human resource management,increasing staff training budget funds and creating a learning organization environment to ensure the continuous and efficient operation of the training system;Fourth,this thesis sets up a unique staff training framework program for a company or other similar enterprises,which is more practical for small and medium-sized real estate private enterprises,for the same type of Enterprise has reference value. |
