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万华投资有限公司是一家位于成都主要从事投资和开发高级别墅住宅区的房地产公司，它致力于房地产的长期投资和开发，2001年投资开发的麓山国际社区取得重要的成功，目前此项目二期工程仍在开发建设中，时遇房地产发展的重要机会，万华获得一个需要几十年完成的新项目，占地十几平方千米的高智能化住宅区，至此，万华投资公司进入了快速的发展和扩张中，从2007年开始，公司开始大量的招聘新员工，建立新的部门和设置新的岗位，在2009年和2010年，公司进入了更为快速的发展。然而，这期间，很多员工身兼数职，需要完成越来越多的临时任务，新任务，工作压力增大，而绩效考评体系和薪酬体系没有改变，同时，越来越多的空降管理者和老员工产生冲突，更为严重的是，越来越多的员工主动辞职离开，包括一些职级较高的管理者。
本文通过访谈已经申请离职的员工和问卷调查在岗员工发现，主要的原因是他们觉得没得得到应有的公平报酬，通过评估公司经济能力和人力资源等情况，SWOT分析，结合专家的分析和建议，我们认为应该完善公司薪酬体系来降低员工流失率，通过对本地房地产行业薪酬水平的调查和快速发展期公司好的薪酬体系相关信息的收集，我们从薪酬结构，薪酬形式和薪酬的政策和管理三方面进行了改进。
经过一年时间的具体实施，2010年的员工流失率得到明显的降低，从项目实施后的再次调查结果可以看到员工对于薪酬分配的满意度得到增加，不公平感降低，薪酬制度的完善得到了有效的留住员工的作用。不过，公司处于发展中，它的情况还会变化，新的问题可能又会出现，薪酬制度的完善需要与时俱进。

关键词：房地产企业；人才流失；薪酬制度

Abstract

This BA thesis presents a detailed report of a project implemented to reduce the staff turnover rate. Wide Horizon Limited Liability Company principally engaged in the investment and development of high-end and complex property, its project of Luxhills International Community has achieved great success, in 2007, Wide Horizon Company began to conduct the big project of “Luxhills new city” which is to build a 17 kilometer square “city” with intelligent infrastructure, couple with the project” Luxhills International Community”, in 2006, the company is begin to recruit many new employees to meet the its talents needs . While, the data shows that, the staff turnover rate increased year by years, and many core technical employees and middle level employees has resigned.
After the interview with employees has applied for resignation and surveying on-duty employees, their dissatisfactory for current compensation distribution system was found as the key reason. It is hypothesized that improving the compensation system is the effective way to reduce the talent turnover rate. A one- year project was conducted launched to improve the compensation system. SWOT analysis was used to identify and analyze the problems, organizing survey of local real estate industry pay level, as well as collecting relevant information of how to build good compensation system at company’s’ fast developing stage before make improvement, and couple with consulting experts in human resource management, we improve the pay structure, pay forms and pay polices and administrative to improve the compensation system and adopted this improved system.
With our hard work, this project achieved the expected goal finally, it greatly reduced the talent turnover rate and inequity feeling, enhance the satisfactory of employees. While the situation of the company is changing, thus, the compensation is also should be improved correspondingly in the future.

Key words: staff turnover; real estate industry; compensation system

Table of Contents
Pages
1. Project Introduction 1
2. Project Problem Identification and Analysis 2
2.1 Project Problem 2
2.2 Problem Analysis 3
2.2.1 Company’s current situation 3
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