房地产经纪人胜任力模型研究
摘要
自1994年,房地产行业进行商品化改革以来,房地产行业的变化便成为了人们生活中不得不关注的问题之一。伴随着房地产行业扩张,房地产中介快速发展,房地产经纪人应运而生,这些人员以向人们提供买卖房屋这种特殊商品所需的信息、服务,促成房屋买卖双方达成交易为目的,并从中获取佣金为回报,他们所从事的是非常具有特色的职业。从趋势来看,房地产中介行业越来越复杂,对经纪人的要求越来越高,但从目前研究来看,对于能反映房地产经纪人业绩要求的胜任力模型的研究并不多见。
由于房地产经纪人销售工作的特殊性,一般行业的销售胜任力模型并不适合指导房地产企业对经纪人的评价,因此本文可以看作是在房地产行业中应用胜任力理论、模型的积极探索,对胜任力理论在房地产中介这一行业、经纪人职位系列能力素质研究的充实。
本篇论文通过文献整理法、观察法、行为事件访谈法、胜任力素质词条频数调查方法对房地产经纪人胜任力素质进行研究,探索了房地产中介的经纪人胜任力模型架构。
本文的主要研究过程：前期对胜任力相关文献、资料进行大量阅读、研究,充分掌握理论依据；与此同时,本人在房地产中介企业实习三个月获得大量一手资料,总结出房地产经纪人胜任力素质词条,设计了《房地产经纪人胜任力模型调查问卷》；将通过问卷搜集到的数据进行整理,使用SPSS统计软件分析,构建出了房地产经纪人胜任力模型；在构建模型的同时,对影响房地产经纪人胜任力水平的五大因素——年龄、性别、学历、婚姻状况及本行业工作年限进行分析并将模型初步应用于职位说明书、招聘、培训开发、绩效考核及薪酬管理。
本文重在从理论高度去分析问题,从实践中获取与主题相关的真实信息。构建的房地产经纪人胜任力模型,在一定程度上补充了这一研究在理论上的不足和实践上的空白。
Since 1994, real estate has become the one of concerns of people with the reform of real estate industry. With the development of real estate industry, realtors came into being. They obtain commission by providing information and services about real estate. With the development of real estate industry, there is little competency model research on realtors. This thesis is the exploration and enrichment of competency model research in real estate industry.
As the special nature of realtor, general sales competency model is not suitable for it. So this thesis can be seen as the application and exploration in the real estate industry.
Through literature review, observation, behavioral event interviews and so on, I constructed realtor competency model.
The main research process:on the basis of literature review I practiced in a real estate company and obtained a large number of first-hand materials and designed the realtor competency model questionnaire. And then I analyzed the date through using SPSS statistical software and constructed realtor competency model. Meanwhile I analyzed effects of five factors to competency level and applied the model to job description, recruitment, training and development, performance appraisal and compensation management.
This thesis focuses on analysis of issue from theoretical aspects and getting real information in practice. The construction of realtor competency model remedies the lack of research in theory and practice.
由于房地产经纪人销售工作的特殊性,一般行业的销售胜任力模型并不适合指导房地产企业对经纪人的评价,因此本文可以看作是在房地产行业中应用胜任力理论、模型的积极探索,对胜任力理论在房地产中介这一行业、经纪人职位系列能力素质研究的充实。
本篇论文通过文献整理法、观察法、行为事件访谈法、胜任力素质词条频数调查方法对房地产经纪人胜任力素质进行研究,探索了房地产中介的经纪人胜任力模型架构。
本文的主要研究过程：前期对胜任力相关文献、资料进行大量阅读、研究,充分掌握理论依据；与此同时,本人在房地产中介企业实习三个月获得大量一手资料,总结出房地产经纪人胜任力素质词条,设计了《房地产经纪人胜任力模型调查问卷》；将通过问卷搜集到的数据进行整理,使用SPSS统计软件分析,构建出了房地产经纪人胜任力模型；在构建模型的同时,对影响房地产经纪人胜任力水平的五大因素——年龄、性别、学历、婚姻状况及本行业工作年限进行分析并将模型初步应用于职位说明书、招聘、培训开发、绩效考核及薪酬管理。
本文重在从理论高度去分析问题,从实践中获取与主题相关的真实信息。构建的房地产经纪人胜任力模型,在一定程度上补充了这一研究在理论上的不足和实践上的空白。
Since 1994, real estate has become the one of concerns of people with the reform of real estate industry. With the development of real estate industry, realtors came into being. They obtain commission by providing information and services about real estate. With the development of real estate industry, there is little competency model research on realtors. This thesis is the exploration and enrichment of competency model research in real estate industry.
As the special nature of realtor, general sales competency model is not suitable for it. So this thesis can be seen as the application and exploration in the real estate industry.
Through literature review, observation, behavioral event interviews and so on, I constructed realtor competency model.
The main research process:on the basis of literature review I practiced in a real estate company and obtained a large number of first-hand materials and designed the realtor competency model questionnaire. And then I analyzed the date through using SPSS statistical software and constructed realtor competency model. Meanwhile I analyzed effects of five factors to competency level and applied the model to job description, recruitment, training and development, performance appraisal and compensation management.
This thesis focuses on analysis of issue from theoretical aspects and getting real information in practice. The construction of realtor competency model remedies the lack of research in theory and practice.
引文
①陈龙乾,黄贤金.房地产经营与管理——房地产企业的经济作为分析[M].徐州：中国矿业大学出版社,1996.333.
②宋玉玲.浅谈房地产经纪人的行业自律与社会规范。吉林省经济管理干部学院学报.2008,22(3)：43-45
③郝国强、孙惠民.浅谈对职位说明书的认识.中国石化,2008,10：21-22
④Boyatzis R E. The Competent Manager model for Effective Performance. Willey. New York. NY.1982,20:22-26
⑤McCelland D C. Testing for competence rather than for intelligence. American Psychologist,1973,28: 1-14.
⑥McLagan P A. Competency Model. Training & Development Journal,1980,34(12):22-26.
⑦Boyatzis R E. The Competent Manager model for Effective Performance. Willey. New York. NY.1982,20:22-26
⑧Spencer L M, Spencer S M. Competentce at work:Models for superior performance. New York:John Wiley&Sons.,1993.8:12-27
⑨Shippmann J S, Ash R D, etal, The practice of competency modeling. Personal Psychology,2000,53 (3):703-740.
⑩Sandberg J. Understanding human competence at work:an interpretative approach. Academy of Management Journal,2002,43(1):9-25.
11王重鸣.管理心理学.北京：人民教育出版社,2001.
12Woodruffe C. Competent by any other name. Personnel Management,1991,23:30-33
13McClonnell E A. Competence vs. competency. Nursing Management,2001,32(5):14.
14Training Agency. The definition of competences and performance criteria. Guidance Note 3 in Development of Assessable Standards for National Certification Series, Training Agency, Sheffield, 1988.21:11-19
15Woodruffe C. Competent by any other name. Personnel Management,1991,23:30-33
16Cockerill T, Hunt J, Schroder H. Managerial competencies:factor fiction? BusinessStrategy Review, 1995,6(3):1-12
17Green P C. Building robust competencies:Linking human resource systems to Organizational strategies. San Francisco:Jossey-Bass,1999. 12:14-18
18仲理峰,时勘.胜任特征研究的新进展.南开管理评论,2003,2：4-8
19Cheng M I, Dainty R I, Moore D R. The differing faces of managerial competency in Britain And America. Journal of Management Development,2002(6):257-537
20Ledford G E. Paying for the skill, knowledge, and competencies of knowledge workers. Compensation and Benefits Review,1995(4):55-64
21Byham W C, Moyer R P. Using competencies to build a successful organization. Development Dimensions International, Inc.,1996,4::21-26
22Hay J. Managerial competences or mangagerial characteristics, Management Education and Development,1970,2:13-19
23Boyatzis R E. The Competent Manager model for Effective Performance. Willey. New York. NY.1982,20:22-26
24Spencer. L. M. and Spencer. S. M. Competence at Work:Models for Superior Performance:Wiley&Sons;1993.2:15-19
25Dulewiez, Herbert. General management Competency and Personality:7 years follow-up study[R]. Henley working PaPer,1996,5:21-28
26Oshiins. Michael Lewis. Identify ing a competency model for hotelmanagers. Boston University,2002,7:11-14
27Cristina Moro Bueno, Stewart L Tubbs. Identifying G lobalLeadershipCompetencies:An Exploratory Study. Journal of American Academy of Business, Cambridg e. Hollywood:2004,17:23-29
28Mike Morrison. HBR Case Study:The Very Model of a Modern Senior Manager.Harvard Business Review, Boston:Jan 2007,12:18-23
29王重鸣、陈民科.管理胜任力特征分析：结构方程模型检验[J].心理学科,2002,25：513515
30时勘、王继承.企业高层管理者胜任特征模型评价的研究[J].心理学报,2002,3：306-311
31仲理峰、时勘.家族企业高层管理者胜任特征模型[J].心理学报,2004,36(1)：110-115
32姚翔、陈建红、王垒.项目管理者胜任力模型[J].心理科学,2004，27(6)：1497-1499
33张德、魏钧.国内商业银行客户经理胜任力模型研究[J].南开管理评论,2005，8(6)：4-8
34刘学方和王重鸣.家族企业接班人胜任力建模——一个实证研究[J].管理世界,2006(5)：96-106
35赵曙明、杜娟.企业经营者胜任力及测评理论研究[J].外国经济与管理,2007,29(1),33-40
36李开新.电信企业服务人员3G胜任力模型的构建和应用[J].山东通信技术,2009，24,29-32
37 Spencer, L. M., Spencer, S.M. Competence at work:Models for superior performance. New York:John Wiley&Sons, Inc,1993.20:12-17
38Crosby, Lawrence A., Evans, Kenneth A., Cowles, Deborah. Relationship quality in services selling:an interpersonal influence perspective. Journal of Marketing,1990,54 (3):68-70
39Krishnan, Balaji C., Netemeyer, Rich and Cx, Boles, competitiveness, and effort asantecedents of salesperson Personal Selling & Sales Management,2002,22(4):20-27.
40李峰、朱燕.营销人员心理品质的研究及其测评[J].心理科学,1995，18(5)：291-298
41黄本新.基于胜任力模型的汽车营销课程体系探讨[J].广东农工商职业技术学院学报,2008,24(3)：48-50
42王娜.基于胜任力素质模型的人力资源现状分析—以安利(中国)公司营销人员为例[J].网络财富,2008，9：77-79
43胡艳曦.汽车4S店销售经理胜任力模型构建的实证研究[J]场现代化,2009,1：13-16
44黄本新.汽车营销人员胜任力模型研究[.T].企业经济,2009，12：15-18
45张晓妮.基于胜任力的人寿保险营销人员培训探讨[J].科学咨询,2009,4：20-24
46江荣华.基于营销人员胜任力模型的培训体系设计[J].南通纺织职业技术学院学报,2009,13：24-27
47Spencer, L. M., Spencer, S. M. Competence at work:Models for superior performance. New York:John Wiley&Sons, Inc,1993.20:12-17
48Boyatzis R. E. Rendering Unto Competence The Things That Are Competent [J].American Psychologist 1994,49:64-66.
[1]陈龙乾,黄贤金.房地产经营与管理——房地产企业的经济作为分析[M].徐州：中国矿业大学出版社,1996.333
[2]宋玉玲.浅谈房地产经纪人的行业自律与社会规范[J].吉林省经济管理干部学院学报.2008,22(3)：43-45
[3]郝国强、孙惠民.浅谈对职位说明书的认识[J].中国石化,2008,10：21-22
[4]Boyatzis R E. The competent manager:a model for effective performance. New York: John Wiley&Sons,1982,20:22-26
[5]McCelland D C.Testing for competence rather than for intelligence. American Psychologist,1973,28:1-14.
[6]McLagan P A. Competency Model. Training & Development Journal,1980,34(12):22-26.
[7]Spencer L M, Spencer S M. Competentce at work:Models for superior performance. New York:John Wiley&Sons,1993,8:12-27
[8]Shippmann J S, Ash R D, etal, The practice of competency modeling. Personal Psychology,2000,53 (3):703-740.
[9]Sandberg J. Understanding human competence at work:an interpretative approach. Academy of Management Journal,2002,43(1):9-25.
[10]王重鸣.管理心理学[M].北京：人民教育出版社,2001.
[11]Woodruffe C. Competent by any other name. Personnel Management,1991,23:30-33
[12]McClonnell E A. Competence vs. competency. Nursing Management,2001,32(5):14.
[13]Training Agency. The definition of competences and performance criteria. Guidance Note 3 in Development of Assessable Standards for National Certification Series, Training Agency, Sheffield,1988.21:11-19
[14]Cockerill T, Hunt J, Schroder H. Managerial competencies:factor fiction? BusinessStrategy Review,1995,6(3):1-12
[15]Green P C. Building robust competencies:Linking human resource systems to Organizational strategies. San Francisco:Jossey-Bass,1999.12:14-18
[16]仲理峰,时勘.胜任特征研究的新进展.南开管理评论,2003,2：4-8
[17]Cheng M I, Dainty R I, Moore D R. The differing faces of managerial competency in Britain And America. Journal of Management Development,2002(6):257-537
[18]Ledford G E. Paying for the skill, knowledge, and competencies of knowledge workers. Compensation and Benefits Review,1995(4):55-64
[19]Byham W C, Moyer R P. Using competencies to build a successful organization. Devel opment Dimensions International, Inc.,1996,4::21-26
[20]Hay J. Managerial competences or mangagerial characteristics, Management Education and Development,1970,2:13-19
[21]Boyatzis R E. The Competent Manager model for Effective Performance.Willey.New York.NY.1982,20:22-26
[22]Dulewiez,Herbert.General management competency and Personality:7 years follow-up study[R].Henley working Paper,1996,5:21-28
[23]Michael Lewis.Identifying a competency model for hotel managers. Boston University,2002,7:11-14
[24]Cristina MoroBueno,Stewart L Tubbs.Identifying Global Leadership Competencies: An Exploratory Study. Journal of American Academy of Business,Cambridge. Holly wood:2004,17:23-29
[25]Mike Morrison.HBR Case Study:The Very Model of a Modern Senior Manager. Harvard Business Review, Boston:Jan 2007,12:18-23
[26]王重鸣、陈民科.管理胜任力特征分析：结构方程模型检验[J].心理学科,2002，25：513-515
[27]时勘、王继承.企业高层管理者胜任特征模型评价的研究[J].心理学报,2002,3：306-311
[28]仲理峰、时勘.家族企业高层管理者胜任特征模型[J].心理学报,2004,36(1)：110-115
[29]姚翔、陈建红、王垒.项目管理者胜任力模型[J].心理科学,2004,27(6)：1497-1499
[30]张德、魏钧.国内商业银行客户经理胜任力模型研究[J].南开管理评论,2005,8(6)：4-8
[31]刘学方和王重鸣.家族企业接班人胜任力建模——一个实证研究[J].管理世界,2006(5)：96-106
[32]赵曙明、杜娟.企业经营者胜任力及测评理论研究[J].外国经济与管理,2007,29(1),33-40
[33]李开新.电信企业服务人员3G胜任力模型的构建和应用[J].山东通信技术,2009,24,29-32
[34]Spencer, L.M., Spencer, S.M. Competence at work:Models for superior performance. New York:John Wiley&Sons, Inc,1993.20:12-17
[35]Crosby,Lawrence A.,Evans,Kenneth A.,Cowles,Deborah. Relationship quality in services selling:an interpersonal influence perspective. Journal of Marketing,1990,54 (3):68-70
[36]Krishnan,Balaji C.,Netemeyer,Rich and Cx,Boles, competitiveness and effort asantecedents of salesperson Personal Selling & Sales Management,2002,22(4):20-27.
[37]李峰、朱燕.营销人员心理品质的研究及其测评[J].心理科学,1995,18(5)：291-298
[38]黄本新.基于胜任力模型的汽车营销课程体系探讨[J].广东农工商职业技术学院学报,2008,24(3)：48-50
[39]王娜.基于胜任力素质模型的人力资源现状分析—以安利(中国)公司营销人员为例[J].网络财富,2008,9：77-79
[40]胡艳曦.汽车4S店销售经理胜任力模型构建的实证研究[J]场现代化,2009，1：13-16
[41]黄本新.汽车营销人员胜任力模型研究[J].企业经济,2009,12：15-18
[42]张晓妮.基于胜任力的人寿保险营销人员培训探讨[J].科学咨询,2009,4：20-24
[43]江荣华.基于营销人员胜任力模型的培训体系设计[J].南通纺织职业技术学院学报,2009,13：24-27
②宋玉玲.浅谈房地产经纪人的行业自律与社会规范。吉林省经济管理干部学院学报.2008,22(3)：43-45
③郝国强、孙惠民.浅谈对职位说明书的认识.中国石化,2008,10：21-22
④Boyatzis R E. The Competent Manager model for Effective Performance. Willey. New York. NY.1982,20:22-26
⑤McCelland D C. Testing for competence rather than for intelligence. American Psychologist,1973,28: 1-14.
⑥McLagan P A. Competency Model. Training & Development Journal,1980,34(12):22-26.
⑦Boyatzis R E. The Competent Manager model for Effective Performance. Willey. New York. NY.1982,20:22-26
⑧Spencer L M, Spencer S M. Competentce at work:Models for superior performance. New York:John Wiley&Sons.,1993.8:12-27
⑨Shippmann J S, Ash R D, etal, The practice of competency modeling. Personal Psychology,2000,53 (3):703-740.
⑩Sandberg J. Understanding human competence at work:an interpretative approach. Academy of Management Journal,2002,43(1):9-25.
11王重鸣.管理心理学.北京：人民教育出版社,2001.
12Woodruffe C. Competent by any other name. Personnel Management,1991,23:30-33
13McClonnell E A. Competence vs. competency. Nursing Management,2001,32(5):14.
14Training Agency. The definition of competences and performance criteria. Guidance Note 3 in Development of Assessable Standards for National Certification Series, Training Agency, Sheffield, 1988.21:11-19
15Woodruffe C. Competent by any other name. Personnel Management,1991,23:30-33
16Cockerill T, Hunt J, Schroder H. Managerial competencies:factor fiction? BusinessStrategy Review, 1995,6(3):1-12
17Green P C. Building robust competencies:Linking human resource systems to Organizational strategies. San Francisco:Jossey-Bass,1999. 12:14-18
18仲理峰,时勘.胜任特征研究的新进展.南开管理评论,2003,2：4-8
19Cheng M I, Dainty R I, Moore D R. The differing faces of managerial competency in Britain And America. Journal of Management Development,2002(6):257-537
20Ledford G E. Paying for the skill, knowledge, and competencies of knowledge workers. Compensation and Benefits Review,1995(4):55-64
21Byham W C, Moyer R P. Using competencies to build a successful organization. Development Dimensions International, Inc.,1996,4::21-26
22Hay J. Managerial competences or mangagerial characteristics, Management Education and Development,1970,2:13-19
23Boyatzis R E. The Competent Manager model for Effective Performance. Willey. New York. NY.1982,20:22-26
24Spencer. L. M. and Spencer. S. M. Competence at Work:Models for Superior Performance:Wiley&Sons;1993.2:15-19
25Dulewiez, Herbert. General management Competency and Personality:7 years follow-up study[R]. Henley working PaPer,1996,5:21-28
26Oshiins. Michael Lewis. Identify ing a competency model for hotelmanagers. Boston University,2002,7:11-14
27Cristina Moro Bueno, Stewart L Tubbs. Identifying G lobalLeadershipCompetencies:An Exploratory Study. Journal of American Academy of Business, Cambridg e. Hollywood:2004,17:23-29
28Mike Morrison. HBR Case Study:The Very Model of a Modern Senior Manager.Harvard Business Review, Boston:Jan 2007,12:18-23
29王重鸣、陈民科.管理胜任力特征分析：结构方程模型检验[J].心理学科,2002,25：513515
30时勘、王继承.企业高层管理者胜任特征模型评价的研究[J].心理学报,2002,3：306-311
31仲理峰、时勘.家族企业高层管理者胜任特征模型[J].心理学报,2004,36(1)：110-115
32姚翔、陈建红、王垒.项目管理者胜任力模型[J].心理科学,2004，27(6)：1497-1499
33张德、魏钧.国内商业银行客户经理胜任力模型研究[J].南开管理评论,2005，8(6)：4-8
34刘学方和王重鸣.家族企业接班人胜任力建模——一个实证研究[J].管理世界,2006(5)：96-106
35赵曙明、杜娟.企业经营者胜任力及测评理论研究[J].外国经济与管理,2007,29(1),33-40
36李开新.电信企业服务人员3G胜任力模型的构建和应用[J].山东通信技术,2009，24,29-32
37 Spencer, L. M., Spencer, S.M. Competence at work:Models for superior performance. New York:John Wiley&Sons, Inc,1993.20:12-17
38Crosby, Lawrence A., Evans, Kenneth A., Cowles, Deborah. Relationship quality in services selling:an interpersonal influence perspective. Journal of Marketing,1990,54 (3):68-70
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