The ZH Real Estate Company’s Optimization Of Key Positions Reserve Personnel Training Programs Design

With the real estate industry turning into the mature stage and entering the state of continually adjusting. The real estate industry shift from capital-intensive to knowledge-intensive, the core competitiveness ability of real estate enterprise turn into emerging resource access and training capacity from traditional resources obtaining. This transform makes the Chinese real estate industry personnel structure and personnel composition has changed dramatically. The real estate enterprise stand-by key person in management and professional staff quantity demand increasing. In this context, ZH estate company entered the rapid development of the "12th Five-Year period" of rapid. expansion strategy, the size of the company plan to expand exponentially. In such a situation, ZH real estate companies suddenly facing a huge talent gap in the next few years.After inspecting the requirements of company circumstances, determined to deal with the future talent crisis method is internal development, especially in key positions, such as senior management and professional staffs etc. However, there are some defects in training of reserve personnel in key positions area, such as from scientific, systematic, methodological. In exsiting training program, just blindly conduct all kinds of high-end management training, real estate business professional training and so on, lack of targets and strategies, and also lack of pertinency and systematic for different backup groups. Eventually cause the entire talent supply system is seriously out of line in the "select","create","use","test" etc.various parts, and lead to adverse effects on the future development of the real estate of ZH. Therefore, the ZH real estate company’s optimization and improvement of key positions reserve personnel training programs have to proceed without delay.Hereby as a starting point of this thesis, with a combination of theory and practice, to support its strategic development training program for ZH real estate company, and perfect the mechanism in personnel training. This essay under the guidance of scientific theories, by detailed analysis of the company’s strategic as well as the shortcomings of the existing training programs, loopholes targeted, to focus on the key post reserve officer training program redesign, including key positions reserve personnel training group optimization, based on the quality of the key positions in the model design curriculum library, combine quality model-based multi-training tools, training the early personal planning as well as the later stage assessment and so on. Aim to provide future talent solutions, prevent crises before they happen, fully prepared for the next great talent gap.The materials information in this article all come from the survey results of the the ZH real estate company’s human resources status, including the department of HR and Strategy staff interviews, leadership interviews records. By detailed statistics and in-depth analysis, summed up ZH Real Estate Company significant training requirements. As a basis to find out the key point, and suit the remedy to the case, design a specific key positions reserve staffs training program. The end of this article, through the implementation of the program, continue to assess, adjust and perfect.The thesis is divided into seven parts:The first part of the sequence theory elaborated topics, background, purpose, meaning and research scope and method of application; The second part of the theory of the human resources involved in the combing for the finaldesign program, provides theoretical support; The third part, carpet scanning ZH real estate company human resources in the current status, as well as the problems and loopholes of the existing the key positions reserve staff training programs, summarize the areas of improvement; The fourth part, the original key positions estate reserve staff training programs contuct optimized. The methods used comply with the the ZH real estate company can withstand the range of the men, material and development situation. The fifth part, optimize the implementation of safeguards. The last part, make a conclusion.Reserve personnel training for key positions is ZH real estate company to make up the core of the talent gap, the value of this paper is to provide systematical and targeted solutions. In addition, driven by the adjustment of the industry environment, the problems faced by the ZH real estate company, especially small and medium sized real estate enterprises is not individual case or specific case. Thesis meticulous research and provide advanced ideas to the supply of talent gap for medium and small size real estate enterprises which in the expansion and development period.