Research On The Construction Of Middle And Senior Management Talent Echelon Of ZK Real Estate Company

Go forward 10 years,with the rapid development of the urbanization,the release of land resources,real estate as a capital-intensive comprehensive industry ushered in a rapid development of the golden period.In 2021,China’s urbanization process slows down,the consumer market shrinks,and market confidence is constantly pulled to the freezing point.High debt and low revenue become the main performance of real estate enterprises in 2022.Nowadays,how to survive has become the primary question for the whole industry.It is a general trend for real estate to shift from market capital dividend to management dividend,and the shaping and realization of management dividend depends on the efficient management of the enterprise itself,among which the most critical is the acquisition and optimization of middle and senior management talents.middle and senior management talents have more decision-making and control rights,and have great influence,which determines the development of enterprises.Small and medium-sized real estate enterprises are not as attractive to talents as large real estate enterprises,and the concentration of high-end management talents is not high.In the period of rapid development of the industry more than 10 years ago,the low management efficiency of small and medium-sized real estate enterprises is not enough to make enterprises face the crisis of survival,but now it is different.At present,small and medium-sized real estate enterprises are generally faced with the problems of management talent shortage and talent fault,and the construction of talent echelon is representative to a certain extent.Especially for the special group of middle and senior management talents,the existing research is slightly insufficient.Although ZK real Estate Company has taken some necessary measures on the construction of talent echelon in recent years,and certain achievements have been made,there are still insufficient talent resource pool reserve,low talent differentiation,imperfect talent training plan,unscientific talent selection mechanism,poor talent incentive and development effect.The phenomenon of talent fault in middle and senior management talent of the company may become a fact.This paper has an in-depth understanding of domestic and foreign research literature,combined with the relevant theoretical,and company development overview,this paper starts from the current situation of ZK Real Estate company’s middle and senior management talent echelon construction,carries out a survey through questionnaires and employee interviews,and according to the survey results,puts forward the main problems existing in ZK real Estate Company’s middle and senior management talent echelon construction: Middle and senior management talent echelon fault;The differentiation of echelon talents is low;Uneven growth of echelon members;Person-post matching is not reasonable;Echelon talent incentive channel is not smooth,competitive vitality is insufficient in five aspects.Combined with the current situation and problems,the reasons for these problems are analyzed one by one: Lacks of awareness of the company’s talents;Lacks of management mechanism for executive talents entering and leaving the pool;The personnel training plan is not sound;The talent selection mechanism is not sound;Talent incentive system is not perfect.At present,ZK real estate company urgently needs to effectively break through the reality dilemma of talent gap in middle and senior management talent.In combination with the development strategy of ZK Real Estate Company in the next 3-5 years and related theories of talent echelon construction,mainly using the pyramid theorem,competency model,80/20 law and other theories,design the middle and senior management talent echelon construction scheme suitable for the company:clear the concept of talent resource is the first strategic resource,reach a consensus,accelerate the establishment of the company’s internal talent resource pool;Establishment of high-level management personnel classification mechanism;Improve the echelon talent training mechanism;Establishment of echelon talent selection mechanism;To establish an incentive mechanism for the development of echelon talents,establish a talent channel for middle and senior managers through internal training,implement the talent echelon construction strategy,solve the practical problems in the construction of ZK company’smiddle and senior management talent echelon,establish a talent echelon that can support the company’s development strategy and realize the company’s management policy,and ensure the company’s stable and healthy development in the future.At the same time,theory combined with practice,for small and medium-sized real estate enterprises middle and senior management talent echelon construction to provide some reference.