Key points of employee training for property management companies

Key points of employee training for property management companies

1. Foreword

Robert Owen once said: Spending money on improving the quality of the workforce is the most important thing for corporate managers. Good investment. The property management industry, known as a sunrise industry, has shown increasing vitality after more than 20 years of development. In order to adapt to the needs of market economic development, employee training for property management companies has become very important.

2. Purpose and significance

(1) Employee training is the need for property management companies to participate in market competition

In the final analysis, the competition of property management companies is based on talents In the face of competition, in addition to recruiting suitable talents from the market, a more effective way for property management companies is to improve the quality of existing employees through training so that they can become talents that meet the needs of the company.

(2) Employee training is a method for property management enterprise managers to motivate employees

In today's society, learning and training have become an important means for many people to change their lives and environment. Almost everyone Everyone has a need and desire for learning. A strong learning atmosphere and effective learning policies in property management companies will have strong enough attraction for employees and be conducive to the stability of the workforce. Forward-looking managers even use learning and training as an employee benefit to give or reward employees.

(3) Employee training is the basis for the modernization of operation and management of property management enterprises

After more than 20 years of development, the property management industry has shifted from the traditional cooperative management of houses to entrusted management. Market-oriented operation and management. This socialized and market-oriented management method puts forward higher requirements for the quality of property management practitioners. Property management is not only a labor-intensive industry, but also requires a large number of outstanding talents who are proficient in management to promote its development. Therefore, employee training is the basic link and guarantee for realizing the modernization of operation and management of property management enterprises.

3. Formulate training regulations for property management companies

Training is a long-term task for property management companies. Property management companies should formulate training regulations based on their own conditions to implement training work systems. ization and standardization. Training regulations mainly include the purpose and significance of training, the basic content of training, training methods, training classification, training organization and implementation, training supervision and management, training effect evaluation, etc.

4. Contents of training for property management companies

Property management involves a lot of content and the training is relatively complex, but in general, training can include three aspects.

(1) Training on enterprise-related knowledge

This type of training is to enable every employee to understand the enterprise’s history, current situation, future plans, management service concepts, business scope, and internal regulations Have a comprehensive understanding of systems, human resource management, etc.

(2) Training on basic knowledge of property management work

This type of training is mainly to familiarize managers and operators with basic knowledge related to enterprise management and property management.

(3) Special skills training for property management practitioners

This type of training is to improve the practical work skills of grassroots managers and operators.

5. Property management enterprise training plan

(1) Training needs analysis

1. Contents of training needs analysis

In preparation Before making a training plan, we must first conduct a comprehensive analysis of the company's training needs. The training needs analysis mainly includes three aspects.

⑴Organizational analysis

Combined with the company's annual operation and management development plan, analyze what training the company and each department needs to ensure the implementation of the plan.

⑵Task analysis

Based on the work content of the company, analyze what training individuals need to complete to ensure the completion of the task.

⑶Personal analysis

Based on the current human resources situation of the company, analyze who needs training and what is the specific content of the training.

2. Needs analysis method

⑴Questionnaire method

Issue a training needs questionnaire to company employees, so that employees can analyze how the company should organize it based on the company's development strategy. Make recommendations for training. Let employees put forward training requirements based on their work tasks; let employees put forward training needs based on their own personal development. The questionnaire method is a very common and effective method. This method can cultivate employees' enthusiasm for learning, love learning, and participation in learning. It is both a training needs analysis method and an important part of corporate culture construction, and is relatively effective.

⑵ Appointment interview method

Select managers at different management levels, different work departments, and operators of different types of work for interviews, and determine the company's overall training based on the information learned during the interviews. need.

⑶Meeting survey method

Convene a training needs analysis meeting and let the participants in the meeting put forward training needs.

⑷Work performance evaluation method

Based on the employees' daily work performance, it is determined in which areas the employees are deficient, so that targeted training can be carried out to improve their work abilities in these areas.

⑸Report review method

Conduct a comprehensive review based on the training needs reports provided by each department to determine the required training content.

(2) Develop a training plan. The training plan is to stipulate the goals of the training work, formulate an overall plan to achieve these goals, and develop the training plan layer by layer to coordinate and integrate various activities.

1. Formulate procedures

Each department of the enterprise formulates its annual training plan based on the content of the training needs analysis, combined with the department's training objectives and the department's annual development plan, and reports it to the company's human resources Resource management department, and then the enterprise human resources management department formulates the training plan for the entire enterprise based on the enterprise's annual development plan and the overall corporate training objectives.

2. Plan content

In order to ensure that training work is implemented on time and according to quality, the training plan should include five aspects: training objectives, curriculum settings, training methods, training control, and training evaluation. content.

⑴Training objectives

Training objectives refer to the results expected to be achieved through training. These results include the training results required by individuals, departments, and the entire enterprise. Training objectives are the basis for formulating training plans. Training objectives determine a series of content such as training courses and training methods. At the same time, training objectives are the basis for training assessment and training evaluation. Therefore, the formulation of training objectives should be accurate, detailed and measurable.

⑵Course Settings

The training course includes the name of the training course, the training time, the training location, the introduction of the training instructor, the training requirements for the training course, etc. Clear training requirements will help employees prepare and focus on the training content in advance, which will help improve the training effect.

⑶Training methods

Different training methods can be used depending on the training content and training objects. Commonly used training methods include lecture method, apprenticeship system, island discussion method, role-playing method, management game method, and observation of example method.

① Lecture method: Lecture method is the most commonly used teaching method, which usually involves a teacher directly imparting certain aspects of knowledge to students. The advantage of this method is that it saves money, can teach many students, and can face multiple students at the same time. One teaching session can benefit many students at the same time.

②Apprenticeship: Apprenticeship is the oldest teaching method, but it is still the most commonly used method for companies to train new people. It is characterized by an experienced master who is responsible for helping one or several new employees and improving their work skills through a series of processes such as teaching, demonstration, practice, and inspection and feedback. The apprenticeship system is more suitable for technical jobs such as security, greening, cleaning, and maintenance in property management work

③Island discussion method: Employees gather in groups of 5-7 people around a round table (also known as "Island"), a discussion on a specific topic or theme. The instructor controls the time and progress of the training.

Every employee is free to express his or her own opinions, but is not allowed to refute the opinions of others. The instructor writes everyone's comments on the board and encourages employees to come up with newer or weirder ideas. After everyone has finished speaking out their ideas, under the guidance of the instructor, the employees evaluate each opinion and finally select an answer that satisfies everyone. This small island discussion style is an effective way to guide employees to solve management problems on their own.

④Role-playing method: The role-playing method is to let the training subjects imagine that they are a certain role in the company, and solve problems as this role. This method allows training subjects to analyze and solve problems immersively, which is very helpful for employees to improve their work skills and transform their work habits. For example, let employees act as owners and ask for corresponding services to improve employees' service awareness; let employees with bad working habits switch roles with their bosses to achieve the purpose of changing working habits.

⑤Management game method: This method incorporates education into the game. By completing the exquisite games designed in advance, the training subjects can understand the management ideas. For example: organize employees to debate controversial property management incidents and raise awareness during the debate.

⑥Observation and example method: By organizing on-site visits and inspections, using equipment such as televisions, video recorders, slide projectors, projectors, cassette players, projectors, etc. to present relevant materials and information to students, allowing employees to learn from experience and discover problems , Improve work.

3. Training control

The purpose of training control is to monitor training activities to ensure that training activities are carried out as planned and to correct deviations in the training process. Methods such as training sign-in system and teacher comment system can be adopted. Employees can also be assessed at the end of each training, and the assessment results can be incorporated into performance appraisals and linked to employees' remuneration.

4. Training evaluation

After each training, the effectiveness of the training can be evaluated through employee training reports, employee work performance, etc., so that in future training Take better training measures.

6. Training organization and implementation

Training organization and implementation is the core of property management training work. It includes what the training work is done, how the training work is done, and who does the training work. question.

(1) Functions and tasks of the human resources management department

Employee training is one of the main tasks of the human resources management department. Its main functions include planning, organization, coordination, and supervision. etc. content. Specific functions and tasks include:

1. Determine the training requirements for personnel at all levels, listen to the training needs of various departments, and formulate training plans based on the training needs;

2. Organize and implement property management Manage corporate training plans;

3. Regularly report training expenses to superiors;

4. Organize and implement various training courses and activities;

5. Do a good job in employee training file management;

6. Do a good job in collecting training materials and compile basic teaching materials that meet the characteristics of enterprise management;

7. Maintain training facilities and venues, and fully Develop and utilize various training resources.

(2) Training classification and implementation points

Classification is to establish a three-dimensional training model in order to organize and implement training work in a targeted manner. Training classification can be based on the training objects, Divide according to different stages, contents and types.

1. Classification by different levels of training objects

⑴Senior managers

①Purpose of training

To be proficient in business management related knowledge, Master the basic knowledge of property management, be familiar with work-related legal knowledge, and understand financial management-related knowledge.

②Training content

A. Enterprise management category

Basic management functions, organizational culture construction, decision-making, strategic management, organizational structure and organizational design, human resources Management, change and innovation management, organizational behavior, employee motivation, communication and interpersonal interactions, control systems, brand planning, public relations.

B. Property Management Category

Real estate management theory knowledge, property management knowledge, construction knowledge, basic knowledge of mechanical and electrical equipment maintenance, basic knowledge of property environmental protection and management, basic knowledge of public security management Knowledge, basic knowledge of green management.

C. Legal knowledge

Company law and related regulations, consumer rights law and related regulations, price law and related regulations, property management related regulations, building related regulations, housing Renovation-related regulations, house decoration-related regulations, price laws and related regulations, public security management-related regulations, fire management-related regulations, water and electricity-related regulations, environmental sanitation-related regulations, greening management-related regulations, accounting laws and related regulations.

D. Financial knowledge

Learn to read accounting statements, understand basic accounting subjects, and understand basic indicators of financial management.

④Training methods

Special lectures, visits and inspections, short-term off-the-job study, and on-the-job academic education.

⑤Organization and implementation

Directly organized and implemented by the company's human resources management department.

⑥Training evaluation

After each training, the effectiveness of the training can be evaluated through interviews so that better training measures can be taken in future trainings.

⑵Middle-level managers

①. Training purpose

Master knowledge related to business management, be proficient in basic knowledge of property management, be familiar with work-related legal knowledge, and understand finance Management related knowledge.

②. Training content

A. Business management

Basic knowledge of management, writing of official documents related to property management, decision-making, organizational behavior, employee motivation Skills, communication and interpersonal skills, control methods, public relations.

B. Property Management Category

Real estate management theory knowledge, property management knowledge, construction knowledge, basic knowledge of mechanical and electrical equipment maintenance, basic knowledge of property environmental protection and management, basic knowledge of public security management Knowledge, basic knowledge of green management.

C. Legal knowledge

Property management related regulations, consumer rights law and related regulations, price law and related regulations, building related regulations, house repair related regulations, house decoration Decoration-related regulations, price laws and related regulations, public security management-related regulations, fire-fighting management-related regulations, water and electricity-related regulations, environmental sanitation-related regulations, and greening management-related regulations.

③Training methods

Special lectures, observation teaching method, island discussion method, role-playing method, and management game method.

④Organization and Implementation

Basic courses are directly organized and implemented by the company’s human resources management department, while professional courses are implemented by the human resources management department with assistance and guidance to each functional department.

⑤Training evaluation

After each training, the effectiveness of the training can be evaluated based on the employee's training report, so that better training measures can be taken in the future.

⑶ Grassroots managers

① Training purpose

Understand the basic knowledge of enterprise management, master the basic knowledge of property management, and be familiar with work-related legal knowledge.

②Training content

A. Enterprise management category

Basic functions of management, writing of official documents related to property management, employee motivation, communication and interpersonal interactions, public affairs** *relation.

B. Property Management Category

Property management knowledge, construction knowledge, basic knowledge of mechanical and electrical equipment maintenance, basic knowledge of property environmental protection and management, basic knowledge of public security management, basic knowledge of greening management Knowledge.

C. Legal knowledge

Property management related regulations, building related regulations, house repair related regulations, house decoration related regulations, price law and related regulations, public security management related regulations , fire management related regulations, water and electricity related regulations, environmental sanitation management related regulations, greening management related regulations.

③Training methods

Special lectures, observation teaching method, island discussion method, role-playing method, and management game method.

④Organization and implementation

Basic courses are directly organized and implemented by the company's human resources management department, while professional courses are assisted and guided by the human resources management department in the specific implementation of each functional department.

⑤Training evaluation

After each training, the effectiveness of the training can be evaluated based on employees’ training reports, employees’ work performance, etc., so that better measures can be taken in the future. training measures.

⑷Training for grassroots operators

The purpose of this type of training is to enable grassroots operators to master basic operating procedures proficiently, and can be organized and implemented by various departments.

2. Divide into different stages of training

⑴Pre-job training

①Training purpose

Provide basic training for newly hired employees Training on job knowledge and skills, and their qualifications for the job are determined through training.

②Training content

The company’s history, the company’s organizational structure, the job responsibilities and authorities of each department, the management philosophy of treating customers and employees, the company’s products and services, and the attitude towards employees expectations and the company’s human resources policies.

③Organization and implementation

Organized and implemented by the company's human resources department.

④Training evaluation

Jobs will be started after passing the assessment.

⑵On-the-job training

Provide training for on-the-job personnel to learn the knowledge and skills necessary to perform their duties.

⑶Job transfer training

This training is conducted before the job rotation of in-service personnel, with the purpose of making the rotation personnel familiar with the knowledge and skills required for the new position.

3. Divided by different types of training

⑴Academic education

It is a way of adult continuing education, and the company should actively provide support during working hours , if conditions permit, we can also provide certain financial support. The main methods of academic education include night classes, correspondence courses, etc.

⑵ Vocational skills training

According to the relevant regulations of the Ministry of Labor and Social Security, technical jobs such as property management and electricians must hold technical qualification certificates before they can work. Anyone engaged in these jobs Personnel should participate in corresponding training and obtain certificates after passing the appraisal. This type of training is generally carried out by entrusting training institutions approved by the labor department.

⑶Special training

Training conducted to improve employees’ professional skills in certain aspects. This type of training is usually conducted through special lectures. For example: writing training to improve employees’ official document writing skills; etiquette and etiquette training to improve employees’ service levels, etc.

7. Misunderstandings about training work

(1) Employee training is not important

Many managers think that training work is not important. This view is very wrong. Employee training is very important. Only through training can the manager's intentions be implemented; only through training can the company's system be implemented; only through training can the quality of employees be improved; only through training can an enterprise remain invincible in the market.

(2) Employee training is risky

Some managers are worried that employees they have trained will change jobs, so they do not pay much attention to training. In fact, this is a very short-sighted behavior. The result will only keep the quality of the company's employees at a low level. Good employees will leave the company because they cannot get training. In the end, the company will only leave some mediocre employees.

(3) Employee training is a matter of the personnel department

Employee training is a long-term and lasting strategic work of the enterprise. It is a systematic project that involves every employee of the enterprise and requires the enterprise to Cooperation from all aspects and guarantee of human, financial, material and information resources. Therefore, it is not a matter of any department, but something that the entire enterprise should pay attention to, and should attract the great attention of enterprise managers.