【作者】 张悦；

【导师】 赵彬；

【作者基本信息】 重庆大学 ， 工程硕士（建筑与土木工程领域）（专业学位）， 2016， 硕士

【摘要】 自2014年,我国经济进入新常态,经济增长速度逐渐变缓,房地产行业各项指标也呈增速下滑趋势,房地产市场面临着前所未有的多元化竞争和复杂多变的投资风险。在此背景下,做好投资分析,注重投资效益成为企业投资关注的重点。相应的,房地产开发企业对于投资岗员工的素质要求也随之提升。然而,目前大多数房地产开发企业人力资源管理理念落后,缺乏先进的管理手段,已难以适应新时期的发展要求。胜任力是近年来人力资源管理学、心理学和教育学等领域的研究热点之一,基于胜任力模型的人力资源管理可以帮助企业更好的实现岗位分析、招聘甄选、培训开发、绩效管理以及员工职业发展规划等功能。目前,房地产行业岗位胜任力模型的研究成果较为匮乏,且均没有涉及到大型房地产开发企业投资岗的胜任力模型研究。因此,有必要对大型房地产开发企业投资岗员工胜任力模型做初次探讨。本研究共分为两个阶段,第一阶段为投资岗员工胜任特征的提取。通过对大型房地产开发企业投资岗岗位分析,了解到投资岗员工基本素质要求。在此基础上,对投资岗员工进行行为事件访谈,提取投资岗员工初始胜任特征。基于专家小组讨论对初始胜任特征及行为描述的准确性评价,得到投资岗员工16项胜任特征及43项胜任特征行为描述。第二阶段为投资岗员工胜任力模型的构建及验证。以胜任特征行为描述作为问卷基础题项,小范围预发放,运用独立样本T检验方法筛掉3项不具有鉴别度的题项,剩余40项通过检验并作为正式调查问卷题项展开大范围问卷调查。运用SPSS19.0软件对样本数据进行探索性因子分析,得到投资岗员工胜任力模型结构,并对得到的模型结构运用AMOS17.0软件进行验证性因子分析,表明模型拟合度良好,由此确定大型房地产开发企业投资岗员工胜任力模型由6个维度16个胜任特征构成。在得到投资岗员工胜任力模型后运用层次分析法,通过专家咨询的方式,对胜任力模型各指标赋予权重,使模型得到量化。最后,结合研究结果,本研究提出大型房地产开发企业投资岗员工胜任力模型在企业人力资源管理的具体应用建议。通过对基于胜任力模型的人力资源管理与传统人力资源管理进行对比分析,指出胜任力模型的应用优势,并提出将本研究模型用于招聘甄选、培训开发和绩效管理三个方面的具体应用建议。更多还原

【Abstract】 Since 2014, China’s economy has entered new normal stage; the economic growth rate has gradually slowed down; indicators of real estate industry has also showed the trend of declining in terms of growth rate; the real estate market has confronted with an unprecedented diversified competition with the a complex and volatile risk in the development process being accompanied. In this context, we should do a good job in investment analysis. Investment efficiency has become the highlight for the enterprise investment. Accordingly, the requirements of the qualification for the investment staff are also increased by the enterprise. However, the concept of HR management in most of the real estate enterprises is lagging behind. They lack of advanced management tools.Therefore, it is difficult to adapt to the development of real estate enterprises in the new era. Competency has been one of the hot research subjects in the field of human resource management, psychology and education in recent years. Human resource management based on competency model can help enterprises to achieve better position analysis, recruitment, training and development, performance management and career development planning and other functions. At present, the research on the competency model of the real estate industry is scarce. What is more, the competency model research of the investment position of large-scale real estate development enterprise is not involved at all. Therefore, it is necessary to carry out initial exploration and research for the competency model of staff in the investment position in large-scale real estate development enterprises.This research is divided into two stages, the first is the extraction of the competency of investment staff. Through the large-scale real estate development enterprise investment position analysis, to understand the basic quality requirements of investment staff. On the basis of this, an interview was conducted on the investment staff to extract the initial competency.Then the paper adopts the experts group discussion method to evaluate the competency of investment staff and the accuracy of the description of their competency.Finally,16 competency and 43 behavior descriptions of competency are obtained. The second stage is the construction and validation of the competency model of investment staff competency model.On the basis of the competency of investment staff, the 43 behavior descriptions which represent competency are compiled into a questionnaire to carry out a small-scale pre-distribution of them. Then, it uses the T test method of independent sample to screen out the 3 items that do not have the discrimination index. The remaining 40 items have past the tests and they are used as formal items in the questionnaire to launch a large-scale survey. The exploratory factor analysis of sample data is carried out by using SPSS19.0 software to obtain the structure of competency model of investment staff. And exploratory factor analysis is carried out for the model structure obtained by using AMOS17.0 software. The results show that the fitting degree of the model is good. Therefore, it is determined that the competency model of staff in the investment position in large-scale real estate development enterprises is consisted of 6 dimensions and 16 competency. After the competency model of staff in investment position is obtained, the AHP method is used to give weight of each index in the competency model so as to make the model quantified in a way of expert consultation.Finally, it puts forward the suggestions on concrete application of the competency model of staff in the investment position in large-scale real estate development enterprises in the field of human resource management by combining the research results. After carrying out comparative analysis between human resource management based on the competency model and the traditional human resource management model, the paper points out its applicable advantages. In view of the competency model of staff in investment position, it puts forward the suggestions for the specific application in three aspects: recruitment and selection, training and development and performance management of staff in investment position.更多还原