企业人力资源配置与员工职业生涯关系研究
摘要
人力资源管理与企业的战略有着紧密的联系。战略、人力资源与组织是企业制度设计的三个组成部分。企业的人力资源配置是否合理,直接影响到企业的战略能不能实现,企业人力的合理配置是企业战略的重要组成部分。
本文在理论分析的基础上,对一家大型商业集团的实际情况进行实证研究,针对这家集团公司人力资源配置工作中的具有代表意义的具体问题,以理论为指导,以有效提高企业用人效率为目标,通过对工作流程以及工作观念和方法上的调整,来达到解决实际问题的目的。最终希望通过将职业生涯理论与人力资源配置理论的结合研究,为企业人力资源配置工作带来方法与观念上的创新。
本文一共分为六章,前言为第一章,正文分为五章,各章的内容如下:
第一章:前言
本章分为两节。第一节直接提出本文所论问题。第二节指出对于该问题进行论述的目的和意义,为文章的进一步展开提供了立论的基础和研究的方向。
第二章:文献综述
本章分为三节。概要的介绍了人力配置的相关理论;职业生涯的相关理论以及二者之间的关系。通过对两种理论的概要介绍,为下文针对具体的问题进行实证研究做了必要的探讨和理论上的准备。
第三章:某商业集团公司人力资源配置工作的现状及问题
本章分为两节。第一节从该公司人力配置的决策流程、人员招聘、人力调配以及员工培训几个方面介绍了公司人力资源配置工作的大体情况。第二节分别对人员的外部招聘、内部调配以及培训工作中表现出来的一些问题做了描述。
第四章:对集团公司人力资源配置工作中相关问题的思考
本章分为两节。针对上一章描述的企业家的具体问题提出具体的建议和解决的方法。
第五章:将职业生涯理论引入企业的人力资源配置工作中要注意的几个问题
本章也分为两节。在上一章对于具体企业分析的基础上,从个性到共性,从个别到一般,指出企业在人力配置工作中普遍要注意的几个问题。
第六章:结果与讨论
本章分节论述了本文的结论、本文的贡献,并对本文的局限性做了总结,也为后续研究提出了建议。
Human resource management has been closely connected with enterprises strategy. Strategy, human resource and instruction compose together the enterprise system design. If the allocation of human resource is rational, it might affect directly if the enterprise strategy can realize. The rational allocation of the human resource is one of the most important parts of enterprise strategy.
This paper makes an empirical research on one of the large state-operated commercial companies on the base of theoretical analysis. In allusion to the detailed problems arouse during the human resource allocation wring, the paper tries to adjust the working methods, ideas and procedure to solve the practical problems with instruction of theories and aims to introduces some methodical and ideal creation into human resource allocation practice through connecting the career theories with human resource theory allocation.
This paper is composed by six chapters: forward as the first chapter, the other five chapters are main content, details as following:
Chapter 1:Forward There are two parts in this chapter. The first part addresses the questions discussed. The second one points out the purpose and significance of discussing these questions.
Charpter2: Literature review There are three parts in this chapter. It introduces briefly the relevant human resource theories, career theories as well as the relation between them, which prepares the essencial statement ans theories for empirical research.
Chapter 3: The current status and problems in human resource allocation work in a commercial company. It is composed by two parts. The first one introduces the general instances of human resource allocation work in this company, such as decision procedure, personal recruitment, human resource allocation as well as stuffs training. The second part argues about some problems, such as outer recruitment, inner allocation and the training works.
Chapter 4: Thinking about the relevant problems of the human resource work in this company. There are two parts in this chapter. First of all, according to the detailed problems mentioned in last chapter, it gives practical solutions and suggests.
Chapter 5: Some points should be paid attention on inducting career theories into enterprise human resource allocation works. This chapter is also composed by two parts. On basic of the analysis in last chapter, some problems on enterprise human resource allocation works are pointed out.
Chapter 6: Conclusion and discuss.
This chapter addresses the conclusion and achievement of this paper, while summarizing the limits of this paper as well as the suggestions for the future research. From above-mentioned, we can conclude that enterprise human resource allocation is directly related with employee’s career plan. The relation between human resource allocation and career development is required by the enterprise management practice research. Through analysing the relation from both theoretical and practical sides, we might give practical suggestions on human resource allocation works, while find out a better way to connect individual development with enterprise demand.
本文在理论分析的基础上,对一家大型商业集团的实际情况进行实证研究,针对这家集团公司人力资源配置工作中的具有代表意义的具体问题,以理论为指导,以有效提高企业用人效率为目标,通过对工作流程以及工作观念和方法上的调整,来达到解决实际问题的目的。最终希望通过将职业生涯理论与人力资源配置理论的结合研究,为企业人力资源配置工作带来方法与观念上的创新。
本文一共分为六章,前言为第一章,正文分为五章,各章的内容如下:
第一章:前言
本章分为两节。第一节直接提出本文所论问题。第二节指出对于该问题进行论述的目的和意义,为文章的进一步展开提供了立论的基础和研究的方向。
第二章:文献综述
本章分为三节。概要的介绍了人力配置的相关理论;职业生涯的相关理论以及二者之间的关系。通过对两种理论的概要介绍,为下文针对具体的问题进行实证研究做了必要的探讨和理论上的准备。
第三章:某商业集团公司人力资源配置工作的现状及问题
本章分为两节。第一节从该公司人力配置的决策流程、人员招聘、人力调配以及员工培训几个方面介绍了公司人力资源配置工作的大体情况。第二节分别对人员的外部招聘、内部调配以及培训工作中表现出来的一些问题做了描述。
第四章:对集团公司人力资源配置工作中相关问题的思考
本章分为两节。针对上一章描述的企业家的具体问题提出具体的建议和解决的方法。
第五章:将职业生涯理论引入企业的人力资源配置工作中要注意的几个问题
本章也分为两节。在上一章对于具体企业分析的基础上,从个性到共性,从个别到一般,指出企业在人力配置工作中普遍要注意的几个问题。
第六章:结果与讨论
本章分节论述了本文的结论、本文的贡献,并对本文的局限性做了总结,也为后续研究提出了建议。
Human resource management has been closely connected with enterprises strategy. Strategy, human resource and instruction compose together the enterprise system design. If the allocation of human resource is rational, it might affect directly if the enterprise strategy can realize. The rational allocation of the human resource is one of the most important parts of enterprise strategy.
This paper makes an empirical research on one of the large state-operated commercial companies on the base of theoretical analysis. In allusion to the detailed problems arouse during the human resource allocation wring, the paper tries to adjust the working methods, ideas and procedure to solve the practical problems with instruction of theories and aims to introduces some methodical and ideal creation into human resource allocation practice through connecting the career theories with human resource theory allocation.
This paper is composed by six chapters: forward as the first chapter, the other five chapters are main content, details as following:
Chapter 1:Forward There are two parts in this chapter. The first part addresses the questions discussed. The second one points out the purpose and significance of discussing these questions.
Charpter2: Literature review There are three parts in this chapter. It introduces briefly the relevant human resource theories, career theories as well as the relation between them, which prepares the essencial statement ans theories for empirical research.
Chapter 3: The current status and problems in human resource allocation work in a commercial company. It is composed by two parts. The first one introduces the general instances of human resource allocation work in this company, such as decision procedure, personal recruitment, human resource allocation as well as stuffs training. The second part argues about some problems, such as outer recruitment, inner allocation and the training works.
Chapter 4: Thinking about the relevant problems of the human resource work in this company. There are two parts in this chapter. First of all, according to the detailed problems mentioned in last chapter, it gives practical solutions and suggests.
Chapter 5: Some points should be paid attention on inducting career theories into enterprise human resource allocation works. This chapter is also composed by two parts. On basic of the analysis in last chapter, some problems on enterprise human resource allocation works are pointed out.
Chapter 6: Conclusion and discuss.
This chapter addresses the conclusion and achievement of this paper, while summarizing the limits of this paper as well as the suggestions for the future research. From above-mentioned, we can conclude that enterprise human resource allocation is directly related with employee’s career plan. The relation between human resource allocation and career development is required by the enterprise management practice research. Through analysing the relation from both theoretical and practical sides, we might give practical suggestions on human resource allocation works, while find out a better way to connect individual development with enterprise demand.
引文
① 彭剑锋:人力资源管理概论,复旦大学出版社,2003,第 301 页
② 屠建新:《如何合理配置人力资源》,上海企业,2004 年第 12 期,44~46
③ 程东全:《人力资源优化配置的程序与原则》,领导科学,2005 年 20,20~21
④ 张晨,陈娟娟:《内部劳动力市场中的企业人力资源配置》,华东经济管理,2006 年 5 月,106~109
⑤ 陈璧辉:《职业生涯理论述评》,《应用心理学》,2003 年第 9 卷第 2 期,60-63
⑥ Holland J L. Making vocational choices : a theory of vocational personalities and work environments. 2nd ed. Englewood Cliff s ,NJ:Prentice2Hall ,1985
⑦ Hannah J S ,Kahn S E. The relationship of socioeconomic status and gender to the occupational choices of grade 12 students. Journal of Vocational Behavior ,1989 ,34(2) :161～178
⑧ Krau E. Turnover Analysis and Prediction from a Career Developmental Point of View.Personnel Psychology ,1981 , (34) :771～787
⑨ 文峰,凌文辁:从人职匹配理论到人组织匹配理论——职业生涯理论发展浅探,商场现代化,2005 年 30期
⑩ Vondravek F W. Career development : a lifespan perspective. International Journal of Behavioral Development ,1998 ,22 (1) :1～6
11 左红梅:重视职业生涯规划 实现企业与员工双赢,经济师,2007 年第 2 期,第 166 页
12 张培德:职业生涯设计五步走,成才与就业,2007 年 05 期,第 45 页
13 龙立荣等:组织职业生涯管理与员工心理与行为的关系,心理学报,2002,34(1):97-105
14 Hall D T. Career development in organizations. San Francisco :Jossey - Bass Publishers ,1986
15 Pazy A. Joint responsibility : the relationships between organizational and individual career management and the effectiveness of careers. Group and Organization Studies , 1988 ,13 :311～331
16 Herriot P , Gibbons P , Pemberton C , Jackson PR. An empirical model of managerial careers in organizations. British Journal of Management , 1994 ,5 :113～121
17 刘新:加强人力资源职业管理,发挥员工职业潜能,陕西师范大学学报(哲学社会科学版),2006 年 7 月,362~363
18 周文霞:员工的职业生涯发展阶段与组织的管理任务,人才资源开发,2004 年 Z1 期,12~13
19 黎文清等:岗位轮换在生涯管理中应用研究,华东经济管理,2006 年 4 月,103~105
20 周文霞:员工的职业生涯发展阶段与组织的管理任务,人才资源开发,2004 年 Z1 期,12~13
[1] 彭剑锋:《人力资源管理概论》,复旦大学出版社,2003,第 301 页
[2] 屠建新:《如何合理配置人力资源》,上海企业,2004 年第 12 期,44-46
[3] 程东全:《人力资源优化配置的程序与原则》,领导科学,2005 年 20,20-21
[4] 张晨,陈娟娟:《内部劳动力市场中的企业人力资源配置》,华东经济管理,2006 年 5 月,106-109
[5] 陈璧辉:《职业生涯理论述评》,《应用心理学》,2003 年第 9 卷第 2 期,60-63
[6] 文峰,凌文辁:从人职匹配理论到人组织匹配理论——职业生涯理论发展浅探,商场现代化,2005 年 30 期
[7] 龙立荣等:组织职业生涯管理与员工心理与行为的关系,心理学报,2002,34(1):97-105
[8] 刘新:加强人力资源职业管理,发挥员工职业潜能,陕西师范大学学报(哲学社会科学版),2006 年 7 月,362-363
[9] 黎文清等:岗位轮换在生涯管理中应用研究,华东经济管理,2006 年 4 月,103-105
[10] 左红梅:重视职业生涯规划 实现企业与员工双赢,经济师,2007 年第 2 期,第 166 页
[11] 张培德:职业生涯设计五步走,成才与就业,2007 年 05 期,第 45 页
[12] 周文霞:员工的职业生涯发展阶段与组织的管理任务,人才资源开发,2004年 Z1 期,12-13
[13] 周文霞. 职业生涯管理. 上海:复旦大学出版社, 2002.
[14] 龙君伟. 论易变性职业生涯. 中国人才, 2002, (8)
[15] 马士斌. 生涯管理. 北京: 人民日报出版社,2001.
[16] [美] E. H. 施恩, 仇清海, 译. 职业的有效管理. 北京: 生活读书新知三联书店, 1992.
[17] 戴良铁, 刘 颖. 职业生涯管理简析.中国劳动, 2001 , (8) : 28 - 30.
[18] 王亚璞: 新编人力资源管理咨询实务, 中信出版社,2005, 2.
[19] 林新奇: 国际人力资源管理, 复旦大学出版社, 2004, 7.
[20] 刘昕: 薪酬管理, 中国人民大学出版社, 2003, 6.
[21] http://www.rensb.com/showarticle.php?articleID=1237
[22] http://www.china-qg.com/viewArticle.asp?ID=5265
[23] Holland J L. Making vocational choices : a theory of vocational personalities and work environments. 2nd ed. Englewood Cliff s ,NJ:Prentice2Hall ,1985
[24] Hannah J S ,Kahn S E. The relationship of socioeconomic status and gender to the occupational choices of grade 12 students. Journal of Vocational Behavior ,1989 ,34(2) :161-178
[25] Krau E. Turnover Analysis and Prediction from a Career Developmental Point of View.Personnel Psychology ,1981 , (34) :771-787
[26] Hall D T. Career development in organizations. San Francisco :Jossey - Bass Publishers ,1986
[27] Pazy A.Joint responsibility: the relationships between organizational and individual career management and the effectiveness of careers. Group and Organization Studies , 1988 ,13 :311-331
[28] Herriot P , Gibbons P , Pemberton C , Jackson PR. An empirical model of managerial careers in organizations. British Journal of Management , 1994 ,5 :113-121
[29] Vondravek F W. Career development: a lifespan perspective. International Journal of Behavioral Development ,1998 ,22 (1) :1-6
[30] Hall D T. Career development in organizations. San Francisco :Jossey - Bass Publishers ,1986
[31] Crabtree MJ . Employees’perceptions of career management practices : The development of a new measure. Journal of Career As2
[32] Kanungo R N. Measurement of job and work involvement . Journal of Applied Psychology ,1982 ,67 :341-349
[33] Campion Michael A , Cheraskin Lisa , Stevens Michael J . Career - related Antecedents and Outcomes of Job Rotation
[34] Campion Michael A , Cheraskin Lisa , Stevens Michael
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[40] Sonnenfeld ,J . A. & Peiperl ,M. A. Staffing policy as a strategic response :a typology of career systems. Academy of Management Review , 1988 ,13 :588-600
[41] Zella King. Career self2management : Its nature , causes andconsequences. Journal of Vocationnal Behavior ,2004 :65
[42] Seibert ,S. E. ,Kraimer ,M. L. , & Liden ,R. C. A social capital theory of career success. Academy of Management Journal ,2001 ,44 (2) :219 -237
② 屠建新:《如何合理配置人力资源》,上海企业,2004 年第 12 期,44~46
③ 程东全:《人力资源优化配置的程序与原则》,领导科学,2005 年 20,20~21
④ 张晨,陈娟娟:《内部劳动力市场中的企业人力资源配置》,华东经济管理,2006 年 5 月,106~109
⑤ 陈璧辉:《职业生涯理论述评》,《应用心理学》,2003 年第 9 卷第 2 期,60-63
⑥ Holland J L. Making vocational choices : a theory of vocational personalities and work environments. 2nd ed. Englewood Cliff s ,NJ:Prentice2Hall ,1985
⑦ Hannah J S ,Kahn S E. The relationship of socioeconomic status and gender to the occupational choices of grade 12 students. Journal of Vocational Behavior ,1989 ,34(2) :161～178
⑧ Krau E. Turnover Analysis and Prediction from a Career Developmental Point of View.Personnel Psychology ,1981 , (34) :771～787
⑨ 文峰,凌文辁:从人职匹配理论到人组织匹配理论——职业生涯理论发展浅探,商场现代化,2005 年 30期
⑩ Vondravek F W. Career development : a lifespan perspective. International Journal of Behavioral Development ,1998 ,22 (1) :1～6
11 左红梅:重视职业生涯规划 实现企业与员工双赢,经济师,2007 年第 2 期,第 166 页
12 张培德:职业生涯设计五步走,成才与就业,2007 年 05 期,第 45 页
13 龙立荣等:组织职业生涯管理与员工心理与行为的关系,心理学报,2002,34(1):97-105
14 Hall D T. Career development in organizations. San Francisco :Jossey - Bass Publishers ,1986
15 Pazy A. Joint responsibility : the relationships between organizational and individual career management and the effectiveness of careers. Group and Organization Studies , 1988 ,13 :311～331
16 Herriot P , Gibbons P , Pemberton C , Jackson PR. An empirical model of managerial careers in organizations. British Journal of Management , 1994 ,5 :113～121
17 刘新:加强人力资源职业管理,发挥员工职业潜能,陕西师范大学学报(哲学社会科学版),2006 年 7 月,362~363
18 周文霞:员工的职业生涯发展阶段与组织的管理任务,人才资源开发,2004 年 Z1 期,12~13
19 黎文清等:岗位轮换在生涯管理中应用研究,华东经济管理,2006 年 4 月,103~105
20 周文霞:员工的职业生涯发展阶段与组织的管理任务,人才资源开发,2004 年 Z1 期,12~13
[1] 彭剑锋:《人力资源管理概论》,复旦大学出版社,2003,第 301 页
[2] 屠建新:《如何合理配置人力资源》,上海企业,2004 年第 12 期,44-46
[3] 程东全:《人力资源优化配置的程序与原则》,领导科学,2005 年 20,20-21
[4] 张晨,陈娟娟:《内部劳动力市场中的企业人力资源配置》,华东经济管理,2006 年 5 月,106-109
[5] 陈璧辉:《职业生涯理论述评》,《应用心理学》,2003 年第 9 卷第 2 期,60-63
[6] 文峰,凌文辁:从人职匹配理论到人组织匹配理论——职业生涯理论发展浅探,商场现代化,2005 年 30 期
[7] 龙立荣等:组织职业生涯管理与员工心理与行为的关系,心理学报,2002,34(1):97-105
[8] 刘新:加强人力资源职业管理,发挥员工职业潜能,陕西师范大学学报(哲学社会科学版),2006 年 7 月,362-363
[9] 黎文清等:岗位轮换在生涯管理中应用研究,华东经济管理,2006 年 4 月,103-105
[10] 左红梅:重视职业生涯规划 实现企业与员工双赢,经济师,2007 年第 2 期,第 166 页
[11] 张培德:职业生涯设计五步走,成才与就业,2007 年 05 期,第 45 页
[12] 周文霞:员工的职业生涯发展阶段与组织的管理任务,人才资源开发,2004年 Z1 期,12-13
[13] 周文霞. 职业生涯管理. 上海:复旦大学出版社, 2002.
[14] 龙君伟. 论易变性职业生涯. 中国人才, 2002, (8)
[15] 马士斌. 生涯管理. 北京: 人民日报出版社,2001.
[16] [美] E. H. 施恩, 仇清海, 译. 职业的有效管理. 北京: 生活读书新知三联书店, 1992.
[17] 戴良铁, 刘 颖. 职业生涯管理简析.中国劳动, 2001 , (8) : 28 - 30.
[18] 王亚璞: 新编人力资源管理咨询实务, 中信出版社,2005, 2.
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[20] 刘昕: 薪酬管理, 中国人民大学出版社, 2003, 6.
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