X公司物业管理前期介入阶段人员编制设计与应用
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摘要
物业管理前期介入阶段人员的编制设计问题是物业管理行业的老大难问题,它的产生根源在于物业管理行业经营环境不健全和物业管理企业重视程度不够。本文试图从企业人力资源管理和项目管理的角度提出相关解决方案,尝试在共同利益一致的合作氛围中创造一个小环境,科学地解决项目运作中遇到的这一人力资源管理难题。
本文首先对涉及编制设计的理论进行了介绍,提出了物业管理前期介入属于项目管理,并适用于项目管理和人力资源管理的各种理论。本文认为,人员编制必须服从于企业战略的大局:企业战略决定组织结构,组织结构确定后才能根据具体的工作量来设计人员编制。本文还针对性地对X公司面临的物业管理前期介入的编制设计问题进行了具体的分析,提出了需要解决的主要问题。
提出问题、分析问题是为了解决问题。为此,本文提出了应对物业管理前期介入编制设计问题的一系列对策。首先,通过对X公司组织架构的检讨,提出了建立事业部式架构的建议;其次,要求改进工作分析管理,加强工作分析管理的制度建设和标准化管理;最后,通过制定人员编制的基本方法按照项目管理的阶段性计划和工作量合理定员。同时,本文还认为:在整个前期介入阶段,应该有计划、有成效地建立与物业开发商的沟通,以营造和谐的项目管理环境。
本文通过导入项目管理的技术,指导物业管理前期介入阶段的人员编制设计,面对编制设计可能出现的种种问题,强调沟通和团队意识对物业管理前期介入阶段的重要作用。本文还提出,在物业管理前期介入阶段的人员编制应用时,应该考虑资源节约的因素,充分发挥人的主观能动性。主张重视情商、提倡讲求实效的培训和利用平衡计分法考核。
在本文的研究成果,对于类似的物业管理公司,也有借鉴意义。
How to design and organize the manning quota in the pre-management stage of property management has been an old and complicated problem in the industry of property management. This problem always comes from the distempered business environment of property management industry and lacking importance from the property management enterprises. This thesis attempts to propose some relevant solutions from the standpoints of human resource management and project management of the enterprise, trying to create a small environment in a benefit and cooperation atmosphere. so as to solve scientifically the human resource management problems encountered in the course of project operation.
At fist, this thesis is involved in discussing the theories of organization design, proposing that the pre-management of property management is within the scope of project management, applicable to the various theories of project management and human resource management. Manning quota must obey the enterprise strategy . The manning quota can be adjusted accord to actual work volume only after the organization structure is confirmed. Specifically, this thesis also analyses the actual problems faced by the X Company in organizational design during its stage, suggesting some essential problems that need to be solved.
The purpose of raising some issues and analyzing them is to solve problems. This thesis proposes a series of methods to solve the problems of organization design in the pre-management stage. At first, with analyzing X company's organization structure, this thesis suggested to set up a project management team. Secondly, the improvement in the manning position analysis is requested, reinforcing the construction of system and standardization in position analysis management. Finally, through the basic method of establishing manning organization according to the project management stage plan and work volume, the manning quota should be fixed reasonably.At the same time, This thesis proposes to set up a scheduled and efficient communication with property developer in the pre-management stage of the whole project in order to create a harmonious project management environment.
Through the introduction of project management technique to guide the manning quota design in the pre-management . Faced with various of problems which maybe occur in organization design, this thesis emphasized the importance of communication and teamwork spirit in the pre-management. Moreover, this thesis proposes to consider saving resources seriously and exert all staffs' human subjectivity adequately during the staff organization designing in the pre-management stage of property management. This thesis think it should take more importance to Emotion Qualification and call for high efficient training and using "balanced Scorecard" evaluation .
The research outcome of this thesis should be referenced for other similar property management enterprises.
本文首先对涉及编制设计的理论进行了介绍,提出了物业管理前期介入属于项目管理,并适用于项目管理和人力资源管理的各种理论。本文认为,人员编制必须服从于企业战略的大局:企业战略决定组织结构,组织结构确定后才能根据具体的工作量来设计人员编制。本文还针对性地对X公司面临的物业管理前期介入的编制设计问题进行了具体的分析,提出了需要解决的主要问题。
提出问题、分析问题是为了解决问题。为此,本文提出了应对物业管理前期介入编制设计问题的一系列对策。首先,通过对X公司组织架构的检讨,提出了建立事业部式架构的建议;其次,要求改进工作分析管理,加强工作分析管理的制度建设和标准化管理;最后,通过制定人员编制的基本方法按照项目管理的阶段性计划和工作量合理定员。同时,本文还认为:在整个前期介入阶段,应该有计划、有成效地建立与物业开发商的沟通,以营造和谐的项目管理环境。
本文通过导入项目管理的技术,指导物业管理前期介入阶段的人员编制设计,面对编制设计可能出现的种种问题,强调沟通和团队意识对物业管理前期介入阶段的重要作用。本文还提出,在物业管理前期介入阶段的人员编制应用时,应该考虑资源节约的因素,充分发挥人的主观能动性。主张重视情商、提倡讲求实效的培训和利用平衡计分法考核。
在本文的研究成果,对于类似的物业管理公司,也有借鉴意义。
How to design and organize the manning quota in the pre-management stage of property management has been an old and complicated problem in the industry of property management. This problem always comes from the distempered business environment of property management industry and lacking importance from the property management enterprises. This thesis attempts to propose some relevant solutions from the standpoints of human resource management and project management of the enterprise, trying to create a small environment in a benefit and cooperation atmosphere. so as to solve scientifically the human resource management problems encountered in the course of project operation.
At fist, this thesis is involved in discussing the theories of organization design, proposing that the pre-management of property management is within the scope of project management, applicable to the various theories of project management and human resource management. Manning quota must obey the enterprise strategy . The manning quota can be adjusted accord to actual work volume only after the organization structure is confirmed. Specifically, this thesis also analyses the actual problems faced by the X Company in organizational design during its stage, suggesting some essential problems that need to be solved.
The purpose of raising some issues and analyzing them is to solve problems. This thesis proposes a series of methods to solve the problems of organization design in the pre-management stage. At first, with analyzing X company's organization structure, this thesis suggested to set up a project management team. Secondly, the improvement in the manning position analysis is requested, reinforcing the construction of system and standardization in position analysis management. Finally, through the basic method of establishing manning organization according to the project management stage plan and work volume, the manning quota should be fixed reasonably.At the same time, This thesis proposes to set up a scheduled and efficient communication with property developer in the pre-management stage of the whole project in order to create a harmonious project management environment.
Through the introduction of project management technique to guide the manning quota design in the pre-management . Faced with various of problems which maybe occur in organization design, this thesis emphasized the importance of communication and teamwork spirit in the pre-management. Moreover, this thesis proposes to consider saving resources seriously and exert all staffs' human subjectivity adequately during the staff organization designing in the pre-management stage of property management. This thesis think it should take more importance to Emotion Qualification and call for high efficient training and using "balanced Scorecard" evaluation .
The research outcome of this thesis should be referenced for other similar property management enterprises.
引文
[1]陈德豪.《物业管理实务》.中山大学出版社.2003
[2]谌新民.《人力资源管理概论》.清华大学出版社.2005
[3]谌新民.《新人力资源管理》.中央编译出版社.2002
[4]丁荣贵.《项目组织与人力资源管理》.电子工业出版社.2009
[5]郭继伟.《管理实务问答》.广东经济出版社.2002
[6]关老键.《项目管理教程新编》.中山大学出版社.2003
[7]杨河清.《劳动经济学》.中国人民大学出版社.2006
[8]姜宾麟.《管理沟通》.哈尔滨工业大学出版社.2005
[9]建设部房地产业司.《中国物业管理从业人员岗位培训指定教材》.中国物价出版社.2002
[10]南昭旭.《客户管理》.广东经济出版社.2004
[11]戚安邦.《项目管理学》.南开大学出版社.2003
[12]Stephen P.Robbins.《组织行为学》.中国人民大学出版社.2005
[13]田方萌.《麦啃锡经理人方略》.民主与建设出版社.2002
[14]吴志明.《员工招聘与选拔事务手册》.机械工业出版社.2002
[15]萧鸣政.《人员测评与选拔》.复旦大学出版社.2005
[16]杨思卓.《六维领导力》.北京大学出版社.2008
[17]杨益.《高新科技企业员工招聘》.广东经济出版社.2003
[18]余凯成.《人力资源管理》.大连理工大学出版社.1999
[19]张进辅.《现代人才测评技术与应用策略》.重庆出版社.2006
[20]张洪吉.《人力资源管理系统》.改革出版社.1999
[21]赵曙明.《人力资源战略与规划》.北京大学出版社.2002
[22]中国就业培训技术指导中心.《企业人力资源管理师》.中国劳动社会保障出版社.2008
[23]邹昭希.《企业战略分析》.经济管理出版社.2001
[24]朱舟编.《人力资源管理教程》.上海财经大学出版社.2001
[25]朱庆芳.《国家公务员录用选拔棉试方略》.中国人事出版社.
[26]Bouckaret G.《Measurement and meaningful management》.Public productivity and management Review,1993
[27]Brignall s,ballantinej.《performance measurement in service business revisited》.int j service Indus mngt,1996
[28]Eisenhard k m,kahwaiy j l,bourgeoislll l j.《how to turn crashes to strengths when managing a team》.2002
[29]Gary dessler.《human resource management》 the 7~(th) edition,tsinghua university press.1997
[30]Hdnalders.《trains managers to become partens in career management>》personal journal.1996
[31]Vincent R ceriello.《human resource management systems》Pfeiffer.1998
[2]谌新民.《人力资源管理概论》.清华大学出版社.2005
[3]谌新民.《新人力资源管理》.中央编译出版社.2002
[4]丁荣贵.《项目组织与人力资源管理》.电子工业出版社.2009
[5]郭继伟.《管理实务问答》.广东经济出版社.2002
[6]关老键.《项目管理教程新编》.中山大学出版社.2003
[7]杨河清.《劳动经济学》.中国人民大学出版社.2006
[8]姜宾麟.《管理沟通》.哈尔滨工业大学出版社.2005
[9]建设部房地产业司.《中国物业管理从业人员岗位培训指定教材》.中国物价出版社.2002
[10]南昭旭.《客户管理》.广东经济出版社.2004
[11]戚安邦.《项目管理学》.南开大学出版社.2003
[12]Stephen P.Robbins.《组织行为学》.中国人民大学出版社.2005
[13]田方萌.《麦啃锡经理人方略》.民主与建设出版社.2002
[14]吴志明.《员工招聘与选拔事务手册》.机械工业出版社.2002
[15]萧鸣政.《人员测评与选拔》.复旦大学出版社.2005
[16]杨思卓.《六维领导力》.北京大学出版社.2008
[17]杨益.《高新科技企业员工招聘》.广东经济出版社.2003
[18]余凯成.《人力资源管理》.大连理工大学出版社.1999
[19]张进辅.《现代人才测评技术与应用策略》.重庆出版社.2006
[20]张洪吉.《人力资源管理系统》.改革出版社.1999
[21]赵曙明.《人力资源战略与规划》.北京大学出版社.2002
[22]中国就业培训技术指导中心.《企业人力资源管理师》.中国劳动社会保障出版社.2008
[23]邹昭希.《企业战略分析》.经济管理出版社.2001
[24]朱舟编.《人力资源管理教程》.上海财经大学出版社.2001
[25]朱庆芳.《国家公务员录用选拔棉试方略》.中国人事出版社.
[26]Bouckaret G.《Measurement and meaningful management》.Public productivity and management Review,1993
[27]Brignall s,ballantinej.《performance measurement in service business revisited》.int j service Indus mngt,1996
[28]Eisenhard k m,kahwaiy j l,bourgeoislll l j.《how to turn crashes to strengths when managing a team》.2002
[29]Gary dessler.《human resource management》 the 7~(th) edition,tsinghua university press.1997
[30]Hdnalders.《trains managers to become partens in career management>》personal journal.1996
[31]Vincent R ceriello.《human resource management systems》Pfeiffer.1998