企业核心员工自适应职业发展管理系统研究
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摘要
在经济快速发展、信息和人才流动全球化的当今,人才竞争已成为企业竞争的核心和焦点。企业可持续的发展需要匹配的员工队伍支撑,员工的成长发展需要企业管理平台的支持,关于促进企业与员工发展匹配的职业发展管理论题具有重要意义。目前,相关理论研究主要集中于职业生涯影响因素分析以及员工个体发展独立视角,缺少对员工个体发展与企业发展需求的适应平衡过程的关注,及如何通过引导、调节、反馈、优化等过程控制来促进企业员工发展匹配的研究。
本文立足企业管理实际,围绕当前企业职业发展管理问题和面临的挑战,从核心员工职业发展诉求出发,提出了自适应职业发展管理理念,构建企业核心员工自适应职业发展管理系统,以期为我国企业员工职业发展管理实践提供参考。
首先,基于我国企业所处环境和自身发展特点,界定核心员工范围,分析核心员工队伍特征和职业发展需求,提出自适应职业发展管理系统设计框架。
其次,构建了自适应职业发展目标引导子体系。设计履责基本目标引导体系,引导员工在现有职位工作过程中通过自我管理提升履责能力,适应企业业务承载需求；设计成长发展目标引导网络,帮助员工明确职业发展空间、发展标准以及发展激励,引导员工职业发展目标选择适应企业未来发展需求；在发展目标网络引导‘下,基于灰色聚类函数构建员工发展定位分析模型,帮助员工识别个体发展优势,为职业发展目标选择决策提供数据支持。
第三,构建了自适应学习成长管理子体系。分析核心员工学习特征,探索有效的学习成长路径。从组织支持角度,构建与成长标准对接的学习库,帮助员工实现个性化的学习课程定制；从工作过程学习需求角度,设计团队柔性沟通学习流程,在工作过程中为员工提供常态的知识分享、学习和改进提升机会,实现学习与工作实践相结合；从成长路径持续优化需求角度,设计学习与成长过程指导机制,为员工配备职业导师,为员工成长发展提供过程指导,促进员工学习行为适应职业发展目标标准要求。
第四,构建了成长状态监测反馈子体系。建立员工成长积分标准体系,一方面动态监测采集员工成长状态信息,应用语言信息集成算子,集成定量成长数据和定性评价信息,以“成长积分”形式定量反馈,与目标参考模型比较,获取成长误差,为职业发展决策提供数据支持；另一方面,定量分析目标岗位的发展群体成长状态,与系统培养目标比较,获取培养误差,为学习成长管理系统优化调整提供数据支持。
第五,构建了自适应决策支持子体系。根据员工职业发展目标,分析发展类型与发展条件,形成自适应决策规则,设计决策支持流程。基于系统监测反馈数据,应用决策集结模型,集成不同阶段的多维度的成长状态数据和决策者偏好信息,预测员工发展匹配潜力,为员工自适应发展决策和企业后备人才选拔提供决策支持；基于职业定制模式,设计自适应职业发展进程调节平台,从发展步伐、工作条件、工作负荷等维度调整,为员工职业发展进程调节提供支持。
第六,设计系统运行保障机制。为职业发展系统运行提供所需的人财物资源、公平的晋升环境、信息化平台支持等多方面保障机制,尽可能消除系统运行过程中可能产生的干扰因素,促进员工职业发展良性循环,为企业快速发展提供可持续的人才支撑。
In the rapid development of economy today, information and talents flow to globalization, the competition of talents has become the core and focus of competitiveness. Sustainable development of enterprises require sustainable staff support, simultaneously the growth and development of staff need support of the management platform from enterprises. Therefore, it has significance to study the career development management system which promotes the matching of enterprise and staff. The existing research mostly come from the influencing factors of career and the independent perspective of staff individual, however the balancing process which individual development meets the needs of enterprise is ignored. And how to promote the matching of enterprise and staff development by guidance, control, feedback, optimizing and other adaptive control process.
With a close relation to the practice of enterprise management, according to the problems and challenges of enterprise career development management, this paper makes analysis of the career development demand, proposes the concept of adaptive career development management idea, and constructs the adaptive career development management system for core staff in order to provide reference for the staff career development management in Chinese enterprises.
Firstly, based on the environment and development characteristics of Chinese enterprises, the scope of the core staff is defined. With the analysis of their characteristics and development demand, proposed the framework of the adaptive career development management system.
Secondly, the adaptive career development target guidance system is constructed. With the design of responsibility basic goal guidance system, guide staff improve the ability of responsibility by self-management to meet business requirements; With the design of growth and development goal guiding network, help employees to be clear about the career development space, standards and incentive, which guide the target selection meet the future requirements of enterprises development; In the guidance of the network, an orientation analysis model of staff development based on grey clustering function is set to help the staff to identify individual development advantages and provide support for the decision making of career development goals.
Thirdly, the adaptive learning and growth management system is constructed. The effective growth path cf learning is proposed based on analyses on the learning characteristics of core staff. From the perspective of organizational support, the learning library docking with the growth standard is built to provide personalized learning course; From the perspective of learning needs which work relates, the flexible team communication learning process is designed to provide normal knowledge sharing, learning and improvement opportunities for staff, which could combine learning with working practice; As for meeting the demand of continually optimizing growth path, guidance mechanism like "equipped employees with occupation tutors" is designed to provide assistance for employees during their career development process, also promote the match between learning behavior and career goal requirements continuously.
Fourthly, the growth state feedback monitoring system is constructed. The growth integral standard system is set up. On the one hand, by applying language information operators, integrated data quantitative growth and qualitative assessment information, the growth stage information is dynamically acquired quantitatively in the form of "growth points". With a comparison with the development goal, errors could be found, which can provide decision support for the staffs' occupation development; on the other hand, target groups' growth state information is dynamically acquired by comparing staffs'"growth points" with the training objective, errors is acquired to provide data support for the optimization of the career development management system.
Fifthly, adaptive decision supporting system is constructed. According to the goal of career development, the development conditions and types are analyzed to form adaptive decision rules, and design decision support process. Based on the error data which the monitoring system feedbacks, and the "development and matching integrated model", the growth information of different stages and preference can be integrated, which can be used by decision-makers to predict the potentiality of staff, also provide decision support for the staff adaptive development and enterprise reserve personnel selection; Based on the career customization model, the adaptive adjustable platform of occupation development process is designed to help staff adjust development steps, working conditions, workload, etc. In order to provide decision support for the staff career development process adjustment.
Sixthly, the system safeguard mechanism is designed. It provides financial and human resources, fair promotion environment, and information platform to eliminate the interference factors which may exist during the operation process. A positive development cycle in employee occupation development could be build, which helps to provide sustainable talent support for the rapid development of enterprises.
本文立足企业管理实际,围绕当前企业职业发展管理问题和面临的挑战,从核心员工职业发展诉求出发,提出了自适应职业发展管理理念,构建企业核心员工自适应职业发展管理系统,以期为我国企业员工职业发展管理实践提供参考。
首先,基于我国企业所处环境和自身发展特点,界定核心员工范围,分析核心员工队伍特征和职业发展需求,提出自适应职业发展管理系统设计框架。
其次,构建了自适应职业发展目标引导子体系。设计履责基本目标引导体系,引导员工在现有职位工作过程中通过自我管理提升履责能力,适应企业业务承载需求；设计成长发展目标引导网络,帮助员工明确职业发展空间、发展标准以及发展激励,引导员工职业发展目标选择适应企业未来发展需求；在发展目标网络引导‘下,基于灰色聚类函数构建员工发展定位分析模型,帮助员工识别个体发展优势,为职业发展目标选择决策提供数据支持。
第三,构建了自适应学习成长管理子体系。分析核心员工学习特征,探索有效的学习成长路径。从组织支持角度,构建与成长标准对接的学习库,帮助员工实现个性化的学习课程定制；从工作过程学习需求角度,设计团队柔性沟通学习流程,在工作过程中为员工提供常态的知识分享、学习和改进提升机会,实现学习与工作实践相结合；从成长路径持续优化需求角度,设计学习与成长过程指导机制,为员工配备职业导师,为员工成长发展提供过程指导,促进员工学习行为适应职业发展目标标准要求。
第四,构建了成长状态监测反馈子体系。建立员工成长积分标准体系,一方面动态监测采集员工成长状态信息,应用语言信息集成算子,集成定量成长数据和定性评价信息,以“成长积分”形式定量反馈,与目标参考模型比较,获取成长误差,为职业发展决策提供数据支持；另一方面,定量分析目标岗位的发展群体成长状态,与系统培养目标比较,获取培养误差,为学习成长管理系统优化调整提供数据支持。
第五,构建了自适应决策支持子体系。根据员工职业发展目标,分析发展类型与发展条件,形成自适应决策规则,设计决策支持流程。基于系统监测反馈数据,应用决策集结模型,集成不同阶段的多维度的成长状态数据和决策者偏好信息,预测员工发展匹配潜力,为员工自适应发展决策和企业后备人才选拔提供决策支持；基于职业定制模式,设计自适应职业发展进程调节平台,从发展步伐、工作条件、工作负荷等维度调整,为员工职业发展进程调节提供支持。
第六,设计系统运行保障机制。为职业发展系统运行提供所需的人财物资源、公平的晋升环境、信息化平台支持等多方面保障机制,尽可能消除系统运行过程中可能产生的干扰因素,促进员工职业发展良性循环,为企业快速发展提供可持续的人才支撑。
In the rapid development of economy today, information and talents flow to globalization, the competition of talents has become the core and focus of competitiveness. Sustainable development of enterprises require sustainable staff support, simultaneously the growth and development of staff need support of the management platform from enterprises. Therefore, it has significance to study the career development management system which promotes the matching of enterprise and staff. The existing research mostly come from the influencing factors of career and the independent perspective of staff individual, however the balancing process which individual development meets the needs of enterprise is ignored. And how to promote the matching of enterprise and staff development by guidance, control, feedback, optimizing and other adaptive control process.
With a close relation to the practice of enterprise management, according to the problems and challenges of enterprise career development management, this paper makes analysis of the career development demand, proposes the concept of adaptive career development management idea, and constructs the adaptive career development management system for core staff in order to provide reference for the staff career development management in Chinese enterprises.
Firstly, based on the environment and development characteristics of Chinese enterprises, the scope of the core staff is defined. With the analysis of their characteristics and development demand, proposed the framework of the adaptive career development management system.
Secondly, the adaptive career development target guidance system is constructed. With the design of responsibility basic goal guidance system, guide staff improve the ability of responsibility by self-management to meet business requirements; With the design of growth and development goal guiding network, help employees to be clear about the career development space, standards and incentive, which guide the target selection meet the future requirements of enterprises development; In the guidance of the network, an orientation analysis model of staff development based on grey clustering function is set to help the staff to identify individual development advantages and provide support for the decision making of career development goals.
Thirdly, the adaptive learning and growth management system is constructed. The effective growth path cf learning is proposed based on analyses on the learning characteristics of core staff. From the perspective of organizational support, the learning library docking with the growth standard is built to provide personalized learning course; From the perspective of learning needs which work relates, the flexible team communication learning process is designed to provide normal knowledge sharing, learning and improvement opportunities for staff, which could combine learning with working practice; As for meeting the demand of continually optimizing growth path, guidance mechanism like "equipped employees with occupation tutors" is designed to provide assistance for employees during their career development process, also promote the match between learning behavior and career goal requirements continuously.
Fourthly, the growth state feedback monitoring system is constructed. The growth integral standard system is set up. On the one hand, by applying language information operators, integrated data quantitative growth and qualitative assessment information, the growth stage information is dynamically acquired quantitatively in the form of "growth points". With a comparison with the development goal, errors could be found, which can provide decision support for the staffs' occupation development; on the other hand, target groups' growth state information is dynamically acquired by comparing staffs'"growth points" with the training objective, errors is acquired to provide data support for the optimization of the career development management system.
Fifthly, adaptive decision supporting system is constructed. According to the goal of career development, the development conditions and types are analyzed to form adaptive decision rules, and design decision support process. Based on the error data which the monitoring system feedbacks, and the "development and matching integrated model", the growth information of different stages and preference can be integrated, which can be used by decision-makers to predict the potentiality of staff, also provide decision support for the staff adaptive development and enterprise reserve personnel selection; Based on the career customization model, the adaptive adjustable platform of occupation development process is designed to help staff adjust development steps, working conditions, workload, etc. In order to provide decision support for the staff career development process adjustment.
Sixthly, the system safeguard mechanism is designed. It provides financial and human resources, fair promotion environment, and information platform to eliminate the interference factors which may exist during the operation process. A positive development cycle in employee occupation development could be build, which helps to provide sustainable talent support for the rapid development of enterprises.
引文
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