外文翻譯-- 提升置業(yè)顧問的從業(yè)者素質(zhì)的對策分析

1、<p>　　袈肈蚇薁膆肈莆螇肂肇葿薀羈肆薁螅襖膅芁薈螀膄莃螃聿膃薅薆肅膂蚈袂羈膂莇蚅袇膁蒀袀螃膀薂蚃肁腿節(jié)袈羇羋莄蟻袃芇蒆袇蝿芆蠆蠆膈芆莈薂肄芅蒀螈羀芄薃薁袆芃節(jié)螆螂莂蒞蕿肁莁蕆螄羇莀蕿薇袃莀荿螃衿荿蒁蚅膇莈薄袁肅莇蚆蚄罿莆莆衿裊羃蒈螞螁肂薀袇肀肁芀蝕羆肀蒂袆羂聿薄蝿袈肈蚇薁膆肈莆螇肂肇葿薀羈肆薁螅襖膅芁薈螀膄莃螃聿膃薅薆肅膂蚈袂羈膂莇蚅袇膁蒀袀螃膀薂蚃肁腿節(jié)袈羇羋莄蟻袃芇蒆袇蝿芆蠆蠆膈芆莈薂肄芅蒀螈羀芄薃薁袆芃節(jié)螆螂莂蒞蕿肁

2、莁蕆螄羇莀蕿薇袃莀荿螃衿荿蒁蚅膇莈薄袁肅莇蚆蚄罿莆莆衿裊羃蒈螞螁肂薀袇肀肁芀蝕羆肀蒂袆羂聿薄蝿袈肈蚇薁膆肈莆螇肂肇葿薀羈肆薁螅襖膅芁薈螀膄莃螃聿膃薅薆肅膂蚈袂羈膂莇蚅袇膁蒀袀螃膀薂蚃肁腿節(jié)袈羇羋莄蟻袃芇蒆袇蝿芆蠆蠆膈芆莈薂肄芅蒀螈羀芄薃薁袆芃節(jié)螆螂莂蒞蕿肁莁蕆螄羇莀蕿薇袃莀荿螃衿荿蒁蚅膇莈薄袁肅莇蚆蚄罿莆莆衿裊羃蒈螞螁肂薀袇肀肁芀蝕羆肀蒂袆羂聿薄蝿袈肈蚇薁膆肈莆螇肂肇葿薀羈肆薁螅襖膅芁薈螀膄莃螃聿膃薅薆肅膂蚈袂羈膂莇蚅袇膁蒀袀螃膀薂蚃肁

3、腿節(jié)袈羇羋莄蟻袃芇蒆袇蝿芆蠆蠆膈芆莈薂肄芅蒀螈羀芄薃薁袆芃節(jié)螆螂莂蒞蕿肁莁蕆螄羇莀蕿薇袃莀荿螃衿荿蒁蚅膇莈薄袁肅莇蚆蚄罿莆莆衿裊羃蒈螞螁肂薀袇</p><p>　　畢業(yè)設(shè)計(jì)(論文)外文資料翻譯</p><p>　　系： 管理 </p><p>　　專 業(yè)： 市場營銷

4、 </p><p>　　姓 名： </p><p>　　學(xué) 號： </p><p>　　外文出處：separately ascending home buyers </p><p>　　C

5、onsultant practitioners quality analyse</p><p>　　Countermeasures 【journal of higher </p><p>　　Vocational jounals】 .2008-02-20 in liaoning</p><p>　　附 件： 1.外文資料翻譯譯文；2.外文原文。 </p>

6、;<p>　　附件1：外文資料翻譯譯文 </p><p>　　提升置業(yè)顧問的從業(yè)者素質(zhì)的對策分析</p><p>　　摘要: 闡述了隨著分工的細(xì)化,許多房地產(chǎn)行業(yè)方面的管理咨詢顧問公司相繼誕生,這些公司為開發(fā)商提供專業(yè)的資訊管理、物業(yè)管理、銷售推廣等服務(wù),并主要從薪酬水平、從業(yè)者基本特征、從業(yè)者的培訓(xùn)、職業(yè)發(fā)展、及激勵(lì)機(jī)制方面對置業(yè)顧問作以分析,提出提升置

7、業(yè)顧問的從業(yè)者素質(zhì)的對策。</p><p>　　關(guān)鍵詞: 房地產(chǎn);置業(yè)顧問;激勵(lì)機(jī)制;從業(yè)者</p><p>　　一、人力資源與置業(yè)顧問的概念</p><p><b>　　1、人力資源的含義</b></p><p>　　人力資源是一種以人為載體的資源, 存在于人體中,并以體能、知識、技能、能力、個(gè)性行為特征傾向等表現(xiàn)的經(jīng)

8、濟(jì)資源。它具有雙重性、能動性、持續(xù)性和時(shí)效性的特點(diǎn)。人力資源開發(fā)具有很強(qiáng)的正外部性, 作為一種投資, 又具有高收益、低風(fēng)險(xiǎn)的特征。</p><p>　　2、置業(yè)顧問的職業(yè)界定</p><p>　　置業(yè)顧問是從傳統(tǒng)售樓員衍生和發(fā)展而來的。與傳統(tǒng)的售樓員相比, 置業(yè)顧問不再是單方面從房地產(chǎn)開發(fā)商角度出發(fā)的樓盤銷售人員, 而更加注重“人文關(guān)懷”, 強(qiáng)調(diào)以“實(shí)現(xiàn)客戶價(jià)值“為目標(biāo)的服務(wù)理念。其主要工

9、作職責(zé)包括兩方面: 一是負(fù)責(zé)為開發(fā)商進(jìn)行樓盤的銷售, 二是為消費(fèi)者提供符合客戶要求的樓盤和地產(chǎn)購置方面的專業(yè)知識, 并根據(jù)客戶的要求( 包括的地理位置、園區(qū)自然環(huán)境和人文環(huán)境、面積、材質(zhì)、采光、隔音等) 提供給客戶選</p><p>　　擇的樓盤和自身從專業(yè)角度分析的置業(yè)意見。因此, 置業(yè)顧問已不是單純意義上的“售樓員”而是具有更深層次要</p><p><b>　　求的新興職業(yè)

10、。</b></p><p>　　3、置業(yè)顧問的從業(yè)要求</p><p>　　鑒于置業(yè)顧問工作的自身特點(diǎn), 首先, 要求從業(yè)者除了要有豐富的房地產(chǎn)銷售經(jīng)驗(yàn)外, 還要具備房地產(chǎn)建筑方面的專業(yè)知識, 這樣才能為客戶提供咨詢指導(dǎo)服務(wù)。因此, 對置業(yè)顧問的從業(yè)要求比“售樓員”要高, 從業(yè)者要有相關(guān)的銷售經(jīng)驗(yàn)和一定的銷售技巧。其次, 要求從業(yè)者有房屋建筑方面的專業(yè)知識, 能夠?qū)ㄖ牧稀⒔?/p>

11、筑架構(gòu)的優(yōu)缺點(diǎn)進(jìn)行解析。最后, 要求從業(yè)者有獨(dú)立思考的能力, 善于表達(dá)自己的見解, 這樣才能在客戶置業(yè)過程中為客戶提供建設(shè)性的置業(yè)指導(dǎo)意見</p><p>　　二、置業(yè)顧問的現(xiàn)狀分析</p><p>　　1、從業(yè)者的基本特征及要求</p><p>　　學(xué)歷特征: 從業(yè)者多為大專以上學(xué)歷, 專業(yè)以經(jīng)濟(jì)管理、市場營銷為主, 少數(shù)經(jīng)驗(yàn)豐富者學(xué)歷偏低, 但接受過相關(guān)的營銷培

12、訓(xùn)。年齡特征: 從業(yè)者年齡結(jié)構(gòu)較低, 多為20～32 歲,平均年齡26 歲, 性別結(jié)構(gòu)大致均衡。形象特征: 從業(yè)者一般形象健康、儀表大方、口齒伶俐語言表達(dá)能力強(qiáng), 普通話較好, 個(gè)別從業(yè)者甚至有流利的英語表達(dá)能力, 能夠自如的用外語與客戶溝通。</p><p>　　2、從業(yè)者的工資水平</p><p>　　置業(yè)顧問的薪酬機(jī)制與多數(shù)銷售行業(yè)相似, 由三部分構(gòu)成, 即基本工資+ 績效獎(jiǎng)金+ 福

13、利補(bǔ)助, 績效獎(jiǎng)金即俗稱的提成?；竟べY一般為500～600 元, 各項(xiàng)福利補(bǔ)助( 包括午餐補(bǔ)貼、交通補(bǔ)貼、通訊補(bǔ)助等) 累計(jì)約200 元。由于置業(yè)顧問市場人才流動性較大, 因此, 多數(shù)公司不給員工辦理保險(xiǎn)。從業(yè)者工作之初一般工資可達(dá)到1200～1500 元, 隨著業(yè)績的不斷攀升工資可達(dá)2000～2500 元,業(yè)績突出者可達(dá)5000～8000 元。此外, 置業(yè)顧問的工資水平還受季節(jié)和樓盤的影響, 在銷售旺季工資水平較高,銷售淡季工資水平

14、較低, 差距可達(dá)1000 元。如果樓盤熱銷, 置業(yè)顧問的工資水平也會隨之提高。</p><p>　　3、從業(yè)者的激勵(lì)機(jī)制分析</p><p>　　目前, 房地產(chǎn)行業(yè)的人才流動性很大, 特別是置業(yè)顧問的流動性更大。由于激勵(lì)機(jī)制不完善, 置業(yè)顧問的個(gè)人努力與實(shí)際收入脫節(jié), 個(gè)人價(jià)值目標(biāo)無法實(shí)現(xiàn), 導(dǎo)致置業(yè)</p><p>　　顧問經(jīng)常跳槽, 這既不利于企業(yè)的發(fā)展, 也不

15、利于置業(yè)顧問個(gè)人的職業(yè)生涯發(fā)展。置業(yè)顧問流動的主要原因是薪酬體系不合理, 基本工資偏低, 績效工資彈性過大。</p><p>　　三、社會發(fā)展對置業(yè)顧問素質(zhì)的要求</p><p>　　任何事物的發(fā)展規(guī)律都是適者生存, 在當(dāng)今這個(gè)瞬息萬變的社會更是如此。社會經(jīng)濟(jì)環(huán)境和行業(yè)整體環(huán)境的變化對從業(yè)者又提出了新的要求。首先, 信息技術(shù)的發(fā)展, 改變了人們傳統(tǒng)的學(xué)習(xí)和工作方式, 也加快了人們的生活節(jié)奏

16、。置業(yè)顧問的從業(yè)者必須清楚的認(rèn)識到這一點(diǎn), 知識的更新, 社會觀念的改變,要求從業(yè)者具有持續(xù)學(xué)習(xí)的能力, 不斷的充實(shí)完善自己的知識體系, 這樣才能和客戶進(jìn)行更好的溝通。其次, 市場競爭的加劇, 使得從業(yè)者面臨更大的工作壓力, 加之職業(yè)本身的彈性薪酬機(jī)制的特點(diǎn), 要求從業(yè)者除了具有更優(yōu)秀的個(gè)人能力外, 還要具備良好的心態(tài)和較高的抗壓和自我調(diào)節(jié)能力, 能在職業(yè)生涯陷入低谷時(shí)調(diào)整好心態(tài), 重新投入競爭之中。再次, 社會環(huán)保意識的提高, 使得消

17、費(fèi)者越來越重視自身所處的生存環(huán)境。從業(yè)者在給消費(fèi)者做置業(yè)咨詢時(shí)應(yīng)注意強(qiáng)調(diào)環(huán)保的重要性, 掌握一定的環(huán)保知識有助于從業(yè)者更好的分析不同樓盤的優(yōu)缺點(diǎn), 給客戶提供更好的咨詢、指導(dǎo)和服務(wù)。此外, 在提倡個(gè)性化的當(dāng)今社會, 為消費(fèi)者提供個(gè)性化的服務(wù), 也是從業(yè)者在競爭中脫穎而出的關(guān)鍵。這就要求從業(yè)者除了具備營銷和房產(chǎn)建筑知識外,還要注重分析消費(fèi)者心理, 為消</p><p>　　四、提升置業(yè)顧問從業(yè)者素質(zhì)的對策</

18、p><p>　　1、優(yōu)化企業(yè)內(nèi)部的激勵(lì)機(jī)制分析</p><p>　　在市場經(jīng)濟(jì)條件下, 人才的流動是客觀法則。影響人才流動的因素很多, 相關(guān)統(tǒng)計(jì)數(shù)據(jù)表明, 物質(zhì)待遇的比值為14.4%; 晉升機(jī)會公平的比值是21.2%; 領(lǐng)導(dǎo)重視的比值是20.5%; 人際關(guān)系和諧的比值為18.6%; 工作對身體健康的影響德比值是11.7%; 專業(yè)對口的比值是8.4%。由此可見, 激勵(lì)機(jī)制是影響人才流動的主要因素

19、。激勵(lì)機(jī)制的彈性要在一個(gè)合理的范圍內(nèi),超過或低于這個(gè)范圍, 激勵(lì)效果可能不明顯, 甚至起到適得其反的效果。為了避免</p><p>　　過度人才流動給企業(yè)帶來的損失, 應(yīng)該建立一種橫向和縱向相互交叉的網(wǎng)絡(luò)狀階梯式的薪酬激勵(lì)機(jī)制。除此之外,還要在精神層面上建立一種家的歸屬感, 適時(shí)的給優(yōu)秀員工進(jìn)行職位提升, 建立起員工對企業(yè)的信任感, 使員工感受到在本企業(yè)工作更有利于自身職業(yè)目標(biāo)的實(shí)現(xiàn)。所謂橫向激勵(lì), 就是根據(jù)行業(yè)

20、的平均水平和員工以往的工作業(yè)績來確定基本工資, 基礎(chǔ)工資的水平隨行業(yè)的興衰變化而變化, 隨員工的累計(jì)業(yè)績變化而變化。這樣就使得跳槽到新公司的員工面臨從頭做起的局面, 使得想要跳槽的員工放棄離職的打算, 繼續(xù)為企業(yè)服務(wù)。所謂縱向激勵(lì), 就是績效獎(jiǎng)金的比例隨著行業(yè)整體水平的變化而反響變化, 行業(yè)旺季, 績效獎(jiǎng)金比例較小, 行業(yè)淡季績效獎(jiǎng)金比例較大。因?yàn)樾袠I(yè)處于旺季時(shí), 員工的努力程度對業(yè)績</p><p>　　的影響

21、較小, 績效獎(jiǎng)金的比例基本不會影響公司總的銷售業(yè)績。反而在淡季時(shí), 較高的績效獎(jiǎng)金比例能夠?qū)T工的工作積極性起到很大的刺激作用, 員工的業(yè)績也能夠真實(shí)的表現(xiàn)員工的努力程度和個(gè)人能力, 這樣績效獎(jiǎng)金才能夠真正達(dá)到激勵(lì)的預(yù)期效果, 也有利于企業(yè)人才的挖掘和駐留。此外, 良好的培訓(xùn)深造機(jī)會和職位升遷機(jī)會, 也能夠建立員工的企業(yè)忠誠度, 調(diào)動員工的工作積極性。在激勵(lì)過程中, 要實(shí)施胡蘿卜加大棒的原則, 對消極怠工, 濫于</p>

22、<p>　　充數(shù)的員工要及時(shí)地舉起大棒, 以免影響整個(gè)團(tuán)隊(duì)的競爭力。而對于那些工作勤懇、業(yè)績優(yōu)良的員工更要適時(shí)的給予胡蘿卜, 使其感受到企業(yè)對他們的關(guān)心, 體會到激勵(lì)機(jī)制的公平性。好的激勵(lì)機(jī)制, 是企業(yè)可持續(xù)發(fā)展的關(guān)鍵,是企業(yè)吸引優(yōu)秀員工的法寶。</p><p>　　2、加大企業(yè)培訓(xùn)的力度</p><p>　　由于大多數(shù)從業(yè)者是經(jīng)濟(jì)管理方面的科班出身, 只有少數(shù)從業(yè)者接受過正規(guī)的

23、建筑房產(chǎn)工程方面的教育, 而這一職業(yè)又要求從業(yè)者有相關(guān)的建筑常識, 因此對從業(yè)者進(jìn)行崗前培訓(xùn)是十分必要的。多數(shù)企業(yè)在對置業(yè)顧問的人力資源管理方面都包括崗前培訓(xùn)的程序。崗前培訓(xùn)的方式主要有基礎(chǔ)知識學(xué)習(xí)和實(shí)踐學(xué)習(xí)兩種?；A(chǔ)知識學(xué)習(xí)的內(nèi)容包括營銷管理、消費(fèi)者心理學(xué)、營銷技巧、金融投資、建筑設(shè)計(jì)、園區(qū)規(guī)劃、室內(nèi)裝飾、美學(xué)、環(huán)保等。基礎(chǔ)知識</p><p>　　學(xué)習(xí)主要通過培訓(xùn)師在課堂上的講授、及案例分析來強(qiáng)化從業(yè)者對這方

24、面知識的領(lǐng)悟和認(rèn)識, 并逐漸建立起完整的知識體系和嚴(yán)密的邏輯思維。培訓(xùn)師可以是企業(yè)內(nèi)的資深</p><p>　　從業(yè)者, 也可以是外聘的相關(guān)學(xué)科的教師。實(shí)踐學(xué)習(xí)的方式主要是參觀和實(shí)習(xí), 其目的使從業(yè)者深刻體會置業(yè)顧問這一職業(yè)所要面對的問題, 通過自己前期的知識積累設(shè)法</p><p>　　解決問題。通過崗前培訓(xùn), 可使從業(yè)者在最短的時(shí)間里迅速掌握相關(guān)知識, 很快融入工作角色之中。</

25、p><p>　　3、加強(qiáng)企業(yè)文化建設(shè)</p><p>　　企業(yè)文化作為企業(yè)競爭力的一部分, 是提高企業(yè)凝聚力的有力武器。加強(qiáng)企業(yè)文化建設(shè), 使企業(yè)逐步向?qū)W習(xí)型組織轉(zhuǎn)變, 在企業(yè)內(nèi)部建立一種學(xué)習(xí)的氛圍有助于企業(yè)和員工自身的長遠(yuǎn)發(fā)展。在企業(yè)內(nèi)部建立定期的學(xué)習(xí)交流制度, 在交流中使從業(yè)者認(rèn)清社會發(fā)展形勢和客戶需求變化及自身的不足, 以明確進(jìn)一步學(xué)習(xí)的目標(biāo)。</p><p>　

26、　4、政府需要制定相關(guān)的政策</p><p>　　首先, 從政府角度出臺相關(guān)的政策, 對置業(yè)顧問的從業(yè)者提出從業(yè)要求。例如, 明確規(guī)定從業(yè)者需要獲得相關(guān)的職業(yè)資格證書、學(xué)歷證書等; 。其次, 進(jìn)一步完善行業(yè)規(guī)范, 制定置業(yè)顧問從業(yè)者守則, 建立健全誠信機(jī)制, 對從業(yè)者實(shí)行制度約束, 明確從業(yè)者的服務(wù)“雷區(qū)”。再者, 政府應(yīng)加強(qiáng)對從業(yè)者的職業(yè)道德教育, 使置業(yè)顧問真正做到從客戶角度出發(fā), 為客戶提供最合理、最實(shí)惠的

27、專業(yè)性建議。</p><p><b>　　參考文獻(xiàn):</b></p><p>　　[1]查爾斯·沃爾多.市場或政府[M].北京:中國發(fā)展出版社,</p><p><b>　　1997.</b></p><p>　　[2]易開剛.基于生命周期的企業(yè)文化演化及其啟示[J].科技</p&g

28、t;<p>　　進(jìn)步與對策,2006,(12).</p><p>　　[3]張一馳.人力資源管理教程[M].北京:北京大學(xué)出版社,</p><p><b>　　1999.</b></p><p>　　[4]邁爾斯.房地產(chǎn)營銷[M].仝曉秋,等,譯.北京:中國對外翻譯</p><p>　　出版社,2002.

29、</p><p>　　附件2：外文原文（復(fù)印件或?qū)W校圖書館電子文件打印版）</p><p>　　Ascension home buyers consultant's practitioners quality analyse countermeasures </p><p>　　Abstract: this paper describes as the di

30、vision of labor, many real estate industry refinement of management consultants company successively birth, these companies for developers to provide professional information management, property management, sales promot

31、ion, and service, and mainly from salary level, practitioners basic features, practitioners training, career development, and incentive mechanism with of real adviser analysis, proposed the quality of ascension home buye

32、rs consultant counte</p><p>　　Keywords: real estate; Real adviser; Incentive mechanism; practitioners </p><p>　　A, human resources and the concept of real adviser </p><p>　　1, human

33、 resources of meaning </p><p>　　Human resource is a kind of human resources, exist in the carrier of human body, and with fitness, skills, knowledge, ability, personality behavior characteristics trend of ec

34、onomic resources performance. It has the dualism, dynamic, sustainable and timeliness characteristic. Human resources development has a strong positive externality, as an investment, but also has high yield, low risk cha

35、racteristics. </p><p>　　2, real adviser career define </p><p>　　Home buyers consultant from traditional sales member of derivative and development. Compared with the traditional sales member, re

36、al adviser is no longer from real estate developers unilaterally Angle building sales personnel, and pay more attention to "humanistic care", emphasize "realize customer value" as the goal service con

37、cept. Its main job responsibilities include two aspects: one is responsible for developers are building dish sales, 2 it is to provide consumers meets customer requiremen</p><p>　　Choose from the building an

38、d its own professional Angle analysis of opinion. Buyers Therefore, real adviser is not simple sense of "sales member" but a deeper </p><p>　　For emerging professional. </p><p>　　3, ho

39、me buyers consultant working requirements </p><p>　　In view of the characteristics of working real adviser, first of all, request practitioners in addition to should have rich real estate sales experience, b

40、ut also possess real estate construction outside expertise, such ability to provide consulting guidance services. Therefore, the requirements for real adviser employees than "sales member" to high, practitioner

41、s should have relevant sales experience and sales skills. Secondly, it requires practitioners who have housing construction of professi</p><p>　　Second, analyzing the status quo of the real adviser </p>

42、;<p>　　1, practitioners the basic characteristic and requirements </p><p>　　Degree features: practitioners more for college degree or above, major in economic management, marketing is given priority t

43、o, a few veterans degree is low, but received related marketing training. Age characteristics: practitioners age structure, low for 20 ~ 32, average age 26, gender structure roughly balanced. Image features: practitioner

44、s general image health, instrument and generous, the blarney stone language ability is strong, mandarin is better, individual practitioners are even fluent </p><p>　　2, practitioners salary level </p>

45、<p>　　Real adviser with the compensation mechanism by most sales industry similar, which is composed of three parts, namely basic wage + performance bonus + welfare assistance, performance bonus namely, commonly kn

46、own as the commission. Basic wage generally for 500 ~ 600 yuan, the various welfare allowance (including lunch subsidies, traffic subsidy, communication allowance, etc) accumulative total about 200 yuan. Because real adv

47、iser, so bigger fluidity market talents, most companies do not give empl</p><p>　　3, practitioners incentive mechanism analysis </p><p>　　At present, the real estate industry professionals mobil

48、ity, especially real adviser liquidity is bigger. Due to imperfect incentive, home buyers consultant's personal efforts and real income disjointed, personal value the target unable to realization, causing homes </

49、p><p>　　Advisers often job-hopping, this already go against the development of the enterprise, also go against real adviser personal career development. Real adviser is the main reason of the flow and compensat

50、ion system is not reasonable, basic low wages, performance-based pay excessive elasticity. </p><p>　　Third, social development of real adviser quality requirements </p><p>　　Anything law of deve

51、lopment is the survival of the fittest, in today's rapidly changing social is even more so. The social economy environment and the industry overall environmental changes on the practitioners and puts forward new requ

52、irements. First, the development of information technology, changed people's traditional learning and work methods and also accelerate people life rhythm. Home buyers consultant's practitioners must clearly reali

53、ze this, knowledge update, social changes in the con</p><p>　　Four, ascend home buyers consultant practitioners quality countermeasures </p><p>　　1, optimizing enterprise internal incentive mech

54、anism analysis </p><p>　　Under the market economy condition, the flow of the talents is the objective laws. Many factors influence the flow of talent, related statistical data show that the ratio of the mate

55、rial treatment for 14.4 percent; Promotion opportunity fair ratio is 21.2%; Leadership is the ratio of the 20.5% attention; The ratio of the interpersonal relation harmony for 18.6%; The influence of work to the body'

56、;s health; the ratio is 11.7% Professing ratio is 8.4 percent. Thus, incentive mechanism is the main f</p><p>　　Excessive mobility brings to the enterprise's losses, should establish a cross-sectional an

57、d longitudinal overlapping step-wise salary incentive mechanism finely. In addition, but also in the spirit level to establish a kind of home of belonging, timely give excellent employees' job to establish staff prom

58、otion, enterprise of credit, staff feel in this enterprise work more beneficial to its own career goals. The so-called horizontal incentive, is according to the industry average level and staff</p><p>　　Less

59、 affected the proportion of performance-based bonus basic will not affect the company overall sales performance. During the off-season, instead of high performance bonuses to employees proportion of enthusiasm has played

60、 a significant stimulation, the employee's performance can also true expression employee effort degree and individual ability, such performance bonuses only can achieve true motivation, but also beneficial to the exp

61、ected effect of mining and resident enterprise talented peop</p><p>　　Sucks staff would promptly lifted, lest affect the whole team big stick the competitiveness. And for those who work hard, good achievemen

62、t employees to timely give more carrot, make its feel enterprise to their care, and realize the incentive mechanism of fairness. Good incentive mechanism, is the key to the sustainable development of enterprise, is the e

63、nterprise attract excellent employee magic weapon. </p><p>　　2, increase the strength of enterprise training </p><p>　　Since most practitioners of is economical management background, only a few

64、 practitioners stream of any formal education building housing engineering, and this requires practitioners who have a career and related building common sense, so for practitioners to pre-job training is very necessary.

65、 Most firms to real adviser in the management of human resources include pre-job training program. The way the pre-job training mainly have basic knowledge and practice study two kinds. Basic knowledge con</p><

66、;p>　　Learning mainly through the trainers in classroom teaching, and case analysis to strengthen to this respect knowledge workers comprehension and understanding, and gradually establish a complete knowledge system a

67、nd the strict logical thinking. Trainers can within the enterprise is a senior </p><p>　　Practitioners, also can be the relevant subject concerning teachers. Practical way of learning is mainly visit and pra

68、ctice, its purpose makes practitioners deeply understand real adviser this profession to be faced with the problems, and by our own accumulation of knowledge manage </p><p>　　To solve the problem. Through th

69、e pre-job training, can make the practitioners in the shortest time quickly to master relevant knowledge, quickly integrate into work role in. </p><p>　　Three, to strengthen enterprise culture construction &

70、lt;/p><p>　　Enterprise culture, as part of the enterprise competitiveness, is to enhance enterprise cohesive powerful weapon. Strengthen the building of enterprise culture, make enterprise gradually to the lear

71、ning organization transformation, in the enterprise internal establish a learning atmosphere help enterprise and employee's long-term development. In the enterprise internal establish regular communication system, th

72、e study in exchange make practitioners recognizing social development situation and cu</p><p>　　4, the government needs to establish relevant policy </p><p>　　First of all, from a government per

73、spective to publish relevant policies, the real adviser proposed requirements. Employed workers For example, a clearly defined practitioners need access to relevant professional qualification certificate, diploma, etc.;

74、. Second, further perfect industry standards for home buyers consultant practitioners rules, establish and perfect the integrity mechanism, institution restraint, to practitioners implement the service "clearly prac

75、titioners minefield". Moreover</p><p>　　References:</p><p>　　[1] Charles Waldo. The market or government [M].beijing: China development press,1997.</p><p>　　[2] easy open just.

76、 Based on the lifecycle of the enterprise and the enlightenment of cultural evolution [J].journal of technologyThe progress and countermeasures, 2006, (12).</p><p>　　[3] ZhangYiChi. Human resource management

77、 course [M]. Beijing: Peking University press,1999.</p><p>　　[4] miers. Real estate marketing iium xiao [j], etc, translation of autumn. Beijing: China foreign translationPress, 2002.薁羀膇膀莄袆膇莂薀袂膆蒅蒂螈膅膄蚈蚄膄芇蒁羃膃荿

78、蚆袈節(jié)蒁葿螄芁膁蚄蝕芁芃蕆聿芀蒅蚃羅艿薈薆袁羋芇螁螇裊莀薄蚃襖蒂蝿羂袃膂薂袈羂芄螈螄羈莆薀蝕羀蕿莃肈罿羋蠆羄罿莁蒂袀羈蒃蚇螆羇膃蒀螞肆芅蚅羈肅莇蒈袇肄蒀蚄螃肅艿蒆蝿肅莁螂蚅肂蒄薅羃肁膃螀衿肀芆薃螅腿莈螈蟻膈蒀薁羀膇膀莄袆膇莂薀袂膆蒅蒂螈膅膄蚈蚄膄芇蒁羃膃荿蚆袈節(jié)蒁葿螄芁膁蚄蝕芁芃蕆聿芀蒅蚃羅艿薈薆袁羋芇螁螇裊莀薄蚃襖蒂蝿羂袃膂薂袈羂芄螈螄羈莆薀蝕羀蕿莃肈罿羋蠆羄罿莁蒂袀羈蒃蚇螆羇膃蒀螞肆芅蚅羈肅莇蒈袇肄蒀蚄螃肅艿蒆蝿肅莁螂蚅肂蒄薅羃肁膃