Research On The Optimization Of Project Manager Training System Of Y Property Group Based On Competency Model

In recent years,the domestic property management industry has entered a golden period of rapid development.In China’s 14 th Five-Year Plan released in 2021,senior care,housekeeping,intelligent community,digital economy and urban governance were mentioned again.The importance attached to the property service industry on a national scale has reached unprecedented heights.The property management industry as a whole is growing at an ever-increasing rate and on an ever-increasing size,with the“Matthew effect” becoming apparent.The top companies are getting increasingly strong,whose area under management and reserve area have increased dramatically.The property management industry’s property service areas are being extended and the demands on the industry’s core practitioners are becoming higher.The property project manager,as the backbone of the property management industry,is intimately related to the future development of the companies and even the industry,and is a key component of the property company’s human resources.The overall ability of the project manager influences and even determines the company’s market competitiveness and development potential.With the rapid development of the industry,it is difficult for the external market to provide sufficient project managers for the development of property companies,and thus the training empowerment and personnel reserve of project managers is crucial.For instance,in the case of the Y Property Group,the area of projects in need of occupancy management is close to the area under management,and the core management staff of the company,i.e.project managers,are severely under-stocked.Like other leading companies in the industry,the Y Property Group is continuing to enhance its efforts to train and reserve project managers internally.Since it is challenging for Y Property Group’s current project manager training system to effectively empower project managers as a whole,the rate of improvement of project managers’ competency after training is not as fast as expected,which seriously affects the achievement of the Group’s strategic objectives.Currently,the Y Property Group urgently needs to optimize and improve the project manager training system in order to implement the systematic empowerment of project managers’ competencies,assist them in acquiring the competencies necessary for their positions under the new situation,and serve as a talent pool in the meantime to ensure the achievement of the Group’s strategic objectives.Based on theories related to staff training and job competency,this thesis uses a variety of research methods to optimize the training system for project managers of Y Property Group and proposes corresponding strategies from the standpoint of the competency model.Firstly,this thesis explains the background,significance and research methods of the study.Secondly,this thesis reviews the relevant theories and analyses the current situation and problems of the project manager training system of Y Property Group by striking root in Y Property Group,participating in project manager training as well as making a questionnaire survey.It is found that there are problems such as insufficient research on training needs,lack of systematization of training plans,lack of implementation of training,and lack of in-depth evaluation of training effects.The main reasons behind these problems were the lack of job competency analysis of training needs,the lack of systematic design of training plans for job competencies,the lack of training implementation based on competencies,and the lack of in-depth evaluation and feedback of training results.Thirdly,this thesis uses research methods such as expert group discussion,questionnaires and interviews to construct a competency model for Y Property Group’s project managers in four dimensions: knowledge base,general competence,advanced ability and professional quality,focusing on the strategic development requirements and job responsibilities of Y Property Group’s project managers.Fourthly,this thesis identifies training needs by comparing the differences between the actual job competencies of project managers and their job competencies,and develops a systematic training plan and feasible training implementation methods in line with the competency model based on the needs.Finally,this thesis optimizes the evaluation of training effectiveness to ensure effective feedback on training results,which contributes to the continuous optimization of training and the support for the training empowerment of Y Property Group’s project managers.The findings of this thesis can be applied to the training practices of Y Property Group’s project managers.What’s more,it can also provide a reference for the optimization of project manager training systems in the property management industry.