【摘要】：摘要：人力資源作為企業(yè)競爭的第一資源已形成共識,如何吸引、培養(yǎng)、保留和激勵核心人才已成為擺在企業(yè)面前的一道難題。A公司作為國內軌道交通行業(yè)的龍頭企業(yè),因缺乏完善的員工職業(yè)生涯發(fā)展管理機制,致使員工滿意度不高、員工敬業(yè)度降低、骨干員工流失等人力資源問題逐步凸顯。為此,A公司擬通過構建職業(yè)生涯發(fā)展通道體系,以有效滿足員工日益增長的多元化職業(yè)發(fā)展需求,快速促進公司員工成長成才,持續(xù)提高核心人才對公司核心競爭力的貢獻度。 本文以A公司職位分類為基礎系統(tǒng)搭建了覆蓋全員的、量化的職業(yè)生涯發(fā)展通道體系,具體思路是：在全面研究職業(yè)生涯發(fā)展管理文獻和系統(tǒng)診斷分析A公司職位管理以及職業(yè)生涯發(fā)展管理現(xiàn)狀的基礎上,合理劃分職位類別和職位層級,并基于此系統(tǒng)設計包含行政管理通道和專業(yè)技能通道的職業(yè)生涯發(fā)展雙通道模型、職業(yè)生涯發(fā)展通道框架和職業(yè)生涯發(fā)展通道等級,然后根據A公司戰(zhàn)略運營對組織核心關鍵能力的需求,全面設計了各類職業(yè)生涯發(fā)展通道的評價要素、要素權重、評價標準、評價結果計算以及職業(yè)生涯橫向路徑的發(fā)展原則、條件等,最后設計了A公司職業(yè)生涯發(fā)展通道實施的保障機制。通過運用文獻研究、調研訪談、經驗總結等多種方法,職位類別以“職類-職群-職種”為框架,劃分為6個職類、25個職群和104個職種,職位層級以“層-級”為框架劃分為4層11級,然后以此為基礎,設計形成行政管理通道和專業(yè)技能通道的職業(yè)生涯發(fā)展雙通道模型,其中,行政管理通道特指經營管理通道,專業(yè)技能通道進一步細分為專業(yè)管理通道、市場營銷通道、研發(fā)技術通道、工藝技術通道、支持技術通道和技能操作通道6大通道。
[Abstract]:Abstract: as the first resource of enterprise competition, human resources have formed a consensus, how to attract, train, retain and motivate core talents has become a difficult problem in front of enterprises. Due to the lack of perfect management mechanism of staff career development, human resource problems such as low employee satisfaction, lower employee engagement and loss of backbone staff are gradually highlighted. Therefore, Company A intends to build a career development channel system to effectively meet the increasing needs of diversified career development of employees, and promote the growth of employees to become talents. Continuously improve the contribution of core talents to the core competitiveness of the company. Based on the position classification system of company A, this paper sets up a quantitative career development channel system covering the whole staff. The specific ideas are: on the basis of a comprehensive study of career development management literature and systematic diagnosis and analysis of the status quo of position management and career development management in Company A, it is reasonable to divide the job types and job levels. Based on this system, a dual career development model including administration channel and professional skill channel, career development channel framework and career development channel level are designed. Then according to the demand of strategic operation of company A to the key competence of the organization, the evaluation elements, the weight of the factors, the evaluation criteria, the calculation of the evaluation results and the development principles of the horizontal path of the career are designed comprehensively. Finally, the guarantee mechanism of A company's career development channel is designed. By means of literature research, investigation and interview, experience summary and so on, the post category is divided into 6 categories, 25 job groups and 104 job types, with the framework of "job category, job group and job category". The position level is divided into 4 levels and 11 levels according to the frame of "layer-level", and then, on the basis of this, a two-channel model of career development is designed for administrative management channel and professional skill channel, in which the administrative management channel refers to the management channel. The professional skill channel is further subdivided into six channels: professional management channel, marketing channel, R & D channel, technological channel, supporting technical channel and skill operating channel.
【學位授予單位】：中南大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F272.92;F426.472

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本文編號：2319299