A State-owned Property Manpower Shortage Problem In The Process Of Rapid Development

As a new thriving industry, Chinese property management has achieved a great deal of development during the past twenty years. And being a member in this field, Company Z has also gone through a rapid growing phase. However, with the continuous expansion of the company's business, its shortage of HR has become more and more evident. The ability and knowledge of its staff can not keep up with the enterprise's development and the turnover rate is surprisingly high. Although the company has a large number of employees, it still greatly suffers from lack of excellent people who can take full responsibility of tasks in the fields of marketing, operational management and R&D.In order to solve the problems that the company is now facing, the author as a middle manager in Company Z try to find out the causes of problems by making full use of the knowledge and theories learned from the MBA courses in UIBE, by having interviews with employees and by conducting questionnaire survey, the Q12, employees' satisfaction survey, Two-factor Model Theory and the Needs Theory.From the results of the investigation, we find out that the key point which leads to the lack of human resources is the obvious "top mountain disease" in the HRM. This phenomenon implies that the mind-set of HRM lags far behind; fundamental management is weak; all HR functions lack a whole systematic planning. And at the same time, the author proposes that company Z must transform the model from traditional personnel management into modern HR management and development. The company should set up the model based on human nature, consider the emotion and need of employees, provide them with the challenging tasks, incentive salary and welfare, better career designing, educational training and adopt humanistic performance management, etc.All of these measures aim at improving the employees' satisfaction and conscientious spirit, improving the employees' capability to achieve the enterprise's strategic goals, and then getting a win-win situation. That will be able to settle the problem from the foundation.Besides the preface and epilogue, this article consists of three parts:Part one: the purpose of the research and the plan of actions.Part two: the analysis of the collected information and data in order to find out the causes of the issue.Part three: using the mature theories of modern HRM to diagnose the formative reasons of the human resources shortage, and then coming up with the solution program.