How do property companies manage communities well?

Personally, I think the first thing to do is to let employees know the company's business philosophy ... employee training plan ... employee management system ... property management company employee training plan 1. Foreword robert owen once said that spending money to improve the quality of labor force is the best investment for enterprise managers. The property management industry, known as sunrise industry, has shown more and more vitality after more than 20 years of development. In order to meet the needs of market economy development, the staff training of property management enterprises has become very important. Two. Purpose and Significance (1) Staff training is the need for property management enterprises to participate in market competition. In the final analysis, the competition of property management enterprises is the competition of talents. In addition to recruiting suitable talents from the market, a more effective way for property management enterprises is to improve the quality of existing employees through training and make them become talents to meet the needs of enterprises. (B) Staff training is a way for managers of property management enterprises 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 has the need and desire to learn. The rich learning atmosphere and effective learning policies in property management enterprises will be attractive enough for employees and conducive to the stability of the workforce. Far-sighted managers even regard learning and training as employee benefits, giving or rewarding employees. (C) Staff training is the foundation of the modernization of property management enterprises. After more than 20 years of development, the property management industry has changed from the traditional cooperative management of houses to the market-oriented management based on entrusted management. This socialized and market-oriented management mode puts forward higher requirements for the quality of property management practitioners. Property management is not only a labor-intensive industry, but also needs a large number of excellent talents who are proficient in management to promote its development. Therefore, staff training is the basic link and reliable guarantee to realize the modernization of property management enterprises. Three. It is a long-term task for property management enterprises to formulate the training system. Property management enterprises should formulate the training system according to their own conditions to institutionalize and standardize the training work. 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. Four. Content of property management enterprise training Property management involves a lot of content, and the training work is relatively complicated, but generally speaking, training can include three aspects. (1) Training of enterprise-related knowledge This kind of training is to let every employee fully understand the history, present situation, future planning, management service concept, business scope, internal rules and regulations, human resource management, etc. (2) Basic knowledge training of property management This kind of training is mainly to make managers and operators familiar with and master the basic knowledge related to enterprise management and property management. (III) Special Skills Training for Property Management Practitioners This kind of training is to improve the practical work skills of grass-roots managers and operators. V. Training Plan for Property Management Enterprises (I) Training Demand Analysis 1. The content of training demand analysis Before making a training plan, we should first conduct a comprehensive analysis of the training needs of enterprises, mainly including three aspects. (1) Organize and analyze the annual business management development plan of the enterprise, and analyze what training enterprises and departments need to ensure the implementation of the plan. (2) Task analysis According to the work content of the enterprise, analyze what training individuals need to carry out to ensure the completion of the task. ⑶ Personal analysis According to the current situation of enterprise human resources, analyze who needs training and what the specific content of training is. 2. The method of demand analysis (1) Questionnaires are used to send out training demand questionnaires to employees of enterprises, so that employees can make suggestions on what training enterprises should organize in combination with the development strategy of enterprises. Let employees put forward training needs according to their own work tasks; Let employees put forward training needs according to their personal development. Questionnaire survey is a very common and effective method. This method can cultivate the enthusiasm of employees who care about learning, love learning and participate in learning. It is not only a training demand analysis method, but also an important content of corporate culture construction, which is more effective. ⑵ Appointment interview method selects managers of different management levels, operators of different departments and types of jobs for interviews, and determines the overall training needs of the company according to the information learned from the interviews. ⑶ Meeting survey method held a training demand analysis meeting, so that participants could put forward training needs. (4) According to the daily performance of employees, the performance evaluation method determines which aspects of employees have defects, so as to carry out targeted training and improve employees' working ability in these aspects. 5] Report review method conducts comprehensive review according to the training demand reports provided by various departments to determine the required training content. (2) Make a training plan. The purpose of the training plan is to define the objectives of the training work and make an overall plan for achieving these objectives; The training plan will be formulated layer by layer to coordinate and integrate various activities. 1. Formulating Procedures According to the contents of training demand analysis, combined with its training objectives and annual development plans, all departments of the enterprise formulate their annual training plans and report them to the human resources management department of the enterprise, which will formulate the training plans of the whole enterprise in combination with its annual development plans and overall training objectives. 2. The content of the plan is to ensure that the training work is carried out on time and with good quality. The training plan should include five aspects: training objectives, curriculum, training methods, training control and training evaluation. (1) Training objectives Training objectives refer to the expected results achieved through training, including the training results required by individuals, departments and the whole enterprise. Training goal is the basis of making training plan, which determines a series of contents such as training courses and training methods. At the same time, training objectives are the basis of training evaluation and training evaluation. Therefore, the formulation of training objectives should be accurate, detailed and measurable. ⑵ Curriculum setting Training courses include training course name, training time, training place, introduction of trainers, training requirements of training courses, etc. Clear training requirements help employees to prepare and pay attention to the training content in advance, which is conducive to improving the training effect. (3) Training methods Different training methods can be adopted according to different training contents and training objects. Commonly used training methods include lectures, apprenticeships, island discussions, role-playing, management games, observation examples and so on. (1) Teaching method Teaching method is the most commonly used teaching method, which usually asks a teacher to teach students some knowledge directly. The advantages of this method are saving money, teaching many subjects, facing many students at the same time and benefiting many students at the same time. Apprenticeship is the oldest teaching method, but it is still the most commonly used method for enterprises to train new people. It is characterized by an experienced master who is responsible for helping one or several new employees to improve their work skills through a series of processes such as teaching, demonstration, practice, inspection and feedback. Apprenticeship system is more suitable for technical work such as security, greening, cleaning and maintenance in property management practice. 3 Small Island Discussion Method Employees gather around a round table (also called "small island") in groups of 5-7 people to discuss specific topics or themes. Instruct teachers to control the time and progress of training. Every employee is free to express his opinions, but he is not allowed to refute others' opinions. The tutor writes everyone's opinions on the blackboard and encourages employees to say newer or weirder ideas. When everyone has finished all their ideas, under the guidance of the instructor, the employees evaluate each opinion and finally choose the answer that everyone is satisfied with. This small island discussion is an effective way to guide employees to solve management problems themselves. (4) Role-playing method Role-playing method is to let trainees imagine that they are a role of the company, and to solve the problem. This method can make trainees analyze and solve problems in an immersive way, which is very helpful for employees to improve their work skills and change their work habits. For example, let employees play the role of owners to provide corresponding services and improve their service awareness; Only when employees with bad work habits change roles with their superiors can they change their work habits. ⑤ management games method is a teaching method in games. Trainees can understand management ideas by completing exquisite games designed in advance. For example, organize employees to debate controversial property management events and raise awareness in the debate. ⑥ Observation with Examples By organizing field trips, students are shown relevant materials and information by using TV sets, video recorders, slide projectors, tape recorders, projectors and other equipment, so that employees can learn experience, find problems and improve their work. 3. Training control The purpose of training control is to monitor the training activities to ensure that the training activities are carried out as planned and correct the deviation in the training process. Training attendance system and teacher evaluation system can be adopted. Employees can also be assessed at the end of each training, and the assessment results can be included in the performance appraisal and linked to the treatment of employees. 4. Training evaluation After each training, the training effect can be evaluated through the employee's training report and employee's work performance, so as to take better training measures in future training. The organization and implementation of intransitive verb training is the core of property management training, including what to do, how to do it and who will do it. (I) Functions and tasks of the human resource management department Staff training is one of the main work contents of the human resource management department, and its main functions include planning, organizing, coordinating and supervising. Specific functions and tasks include: 1, determining the training needs of personnel at all levels, listening to the training needs of various departments, and making training plans according to the training needs; 2, organize the implementation of property management enterprise training plan; 3. Regularly report the training expenses to the superior; 4. Organize and implement various training courses and activities; 5, do a good job of employee training file management; 6, do a good job in the collection of 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 all kinds of training resources. (2) Training classification and implementation points classification is to establish a three-dimensional training model, so as to organize and implement training work in a targeted manner. Training classification can be divided according to different training objects, stages, contents and types. 1, classified according to different levels of training objects (1) Senior management personnel (1) Training purpose: to be proficient in business management-related knowledge, master basic knowledge of property management, be familiar with work-related legal knowledge and understand financial management-related knowledge. ② Training content A. Basic functions of enterprise management, organizational culture construction, decision-making, strategic management, organizational structure and design, human resource management, reform and innovation management, organizational behavior, employee motivation, communication and interpersonal communication, control system, brand planning, and public-private relations. B, property management real estate management theory knowledge, property management knowledge, architectural knowledge, mechanical and electrical equipment maintenance basic knowledge, property environmental protection and management basic knowledge, public security management basic knowledge, greening management basic knowledge. 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, house repair related regulations, house decoration related regulations, price law and related regulations, public security management related regulations, fire protection management related regulations, hydropower related regulations, environmental sanitation related regulations, greening management related regulations, accounting law and related regulations. D, financial knowledge learn to read accounting statements, understand the basic accounting subjects, and understand the basic indicators of financial management. ④ Training methods include special lectures, visits, short-term full-time study and on-the-job academic education. ⑤ Organization and implementation shall be directly organized and implemented by the human resources management department of the company. ⑥ Training evaluation After each training, the training effect can be evaluated through interviews, so as to take better training measures in future training. (2) Middle-level managers (1), the purpose of training is to master the relevant knowledge of enterprise management, the basic knowledge of property management, the legal knowledge related to work, and the relevant knowledge of financial management. ② Training content A. Basic knowledge of enterprise management, official document writing related to property management, decision-making, organizational behavior, employee motivation skills, communication and interpersonal skills, control methods and public relations. B, property management real estate management theory knowledge, property management knowledge, architectural knowledge, mechanical and electrical equipment maintenance basic knowledge, property environmental protection and management basic knowledge, public security management basic knowledge, greening management basic knowledge. C laws and knowledge-based property management related regulations, consumer rights law and related regulations, price law and related regulations, building related regulations, house renovation related regulations, house decoration related regulations, price law and related regulations, public security management related regulations, fire protection management related regulations, water and electricity related regulations, environmental sanitation related regulations and greening management related regulations. ③ Training methods: lecture, observation, island discussion, role-playing and management games. (4) Organize and implement the basic courses directly organized and implemented by the human resources management department of the company, and the professional courses are assisted and guided by the human resources management department. ⑤ Training evaluation After each training, the training effect can be evaluated according to the employee's training report, so as to take better training measures in the future. (3) Grass-roots managers ① The purpose of training is to understand the basic knowledge of enterprise management, master the basic knowledge of property management, and be familiar with the legal knowledge related to work. ② Training contents A. Basic functions of enterprise management, official document writing related to property management, employee motivation, communication and interpersonal communication, and public relations. B. Property management Property management knowledge, architectural knowledge, basic knowledge of mechanical and electrical equipment maintenance, basic knowledge of property environmental protection and management, basic knowledge of public security management and basic knowledge of greening management. C laws and regulations related to property management, construction, house decoration, house decoration, price law and related regulations, public security management, fire control management, water and electricity management, environmental sanitation management and greening management. ③ Training methods: lecture, observation, island discussion, role-playing and management games. (4) Organize and implement the basic courses directly organized and implemented by the human resources management department of the company, and the professional courses are assisted and guided by the human resources management department. ⑤ Training evaluation After each training, the training effect can be evaluated according to the employee's training report and employee's performance, so as to take better training measures in the future. (4) Training of grass-roots operators The purpose of this training is to enable grass-roots operators to master basic operating procedures, which can be organized and implemented by various departments. 2. According to the different stages of training, it is divided into (1) Pre-job training (1) The purpose of training is to provide basic job knowledge and skills training for new employees, and to clarify their job qualifications through training. (2) Training content: the company's history, the company's organizational structure, the responsibilities and authorities of various departments, the management concept of treating customers and employees, the company's products and services, employees' expectations, and the company's human resources policies. (3) Organization and implementation shall be organized and implemented by the human resources department of the company. (4) After passing the training examination. (2) On-the-job training provides on-the-job personnel with the necessary knowledge and skills to learn and perform their duties. (3) Job-transfer training is the training for on-the-job personnel before job rotation, with the purpose of familiarizing them with the knowledge and skills they should have in new positions. 3. According to the different types of training (1), academic education is a way of adult continuing education, and the company should actively support it during working hours, and if conditions permit, it can also give some financial support. The main ways of academic education are night school and correspondence. (2) 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 take up their posts, and personnel engaged in these jobs must participate in corresponding training and obtain evidence through identification. This kind of training is generally entrusted to a training institution recognized by the labor department. (3) Special training to improve employees' professional skills. This kind of training is generally conducted through special lectures. For example: writing training to improve employees' official document writing ability; Etiquette and etiquette training to improve the service level of employees. Seven. Misunderstanding of training (1) Managers who are not important in employee training think that training is not important. This view is very wrong. Staff training is very important. Only through training can managers' intentions be implemented; Only through training can the company's system be implemented concretely; Only through training can the quality of employees be improved; Only through training can enterprises be in an invincible position in the market. (2) Staff training is risky. Some managers are worried that the employees they train will quit, so they don't pay much attention to training. In fact, this is a very short-sighted behavior, and the result will only make the quality of the company's employees stay at a low level. Excellent employees will leave the company because they can't get training. In the end, the company will only leave some mediocre employees. (3) Staff training is a matter for the personnel department. Staff training is a long-term and lasting strategic work for enterprises, and it is a systematic project, involving every employee of the enterprise. It needs the cooperation of all aspects of enterprises and the guarantee of human, financial, material and information resources. Therefore, it is not a matter of any department, but something that the whole enterprise should pay attention to, which should arouse the great attention of enterprise managers.