企业员工职业发展通道研究
摘要
知识经济时代,人力资源成为企业生存和发展的主导性因素。企业持续有效地利用和开发高质量的人力资源有助于其在日益激烈的市场竞争中获得长远发展。随着人力资源重要性的日益提高,员工流失现象越来越受到企业乃至整个学术界的重视。因此,如何结合我国企业自身的特点,借鉴西方的人力资源管理经验,建立和完善适合我国国情的企业人力资源管理理论和方法,设计符合员工个人职业发展需求的职业发展通道,减少员工流失,有效激发员工的工作效能,进而实现企业长久发展,成为我们亟待研究的课题。
本文在对现阶段我国企业员工流失的现状及其原因、国内外研究现状的分析基础上,首先介绍包括职业选择理论、职业发展通道模式和职业发展通道等级评价理论在内的企业员工职业发展通道研究相关的理论基础;其次,对企业员工职业发展通道进行分析,包括企业员工职业发展通道的岗位基点、层次结构,运用模糊综合评价法结合MATLAB软件进行的岗位等级评价以及基于胜任素质的职业发展通道等级能力标准等内容;再次在企业员工职业发展通道设计的基本原则和思想的指导下,介绍员工职业发展通道的设计步骤,利用数据库技术,建立企业员工职业发展通道信息管理系统,并设计员工个人职业发展通道;然后,提出企业员工职业发展通道的实施保障。最后,运用以上研究成果,结合T公司的具体情况进行实证分析,设计T公司员工职业发展通道,验证本文研究成果的合理性和可行性。
本文站在企业的层面,综合考虑影响员工流失的因素,通过员工职业发展通道设计,一方面关注员工职业发展,满足员工个人成长的需求;另一方面,保持企业员工的稳定性,实现企业的长久发展,从而构建员工和企业双赢的人力资源管理模式。
In the age of intellectual economy, human resource has become a vital factor to the subsistence and development of the enterprise. Utilizing and exploiting high quality human resources continually and effectively of the enterprise is helpful for it to get a long-term development in the increasingly fierce market competition. By gradual heightening of the importance of human resource, the lost of the staff gains more attention in the enterprise and even in the academia. Therefore, how to form an appropriate theory and method that can adapt to the situation of our country and design the career development path according with the personal career development demand of the staff combining with the characters of Chinese enterprises and learning from the western experience of human resource management, which can reduce the lost of staff and inspire the work efficiency, has become an urgent subject to research.
Based on the research of the status quo and causations of the lost of staff in our country, and the domestic and foreign research status quo, this article firstly introduces the basic theory related enterprise staff career development path including occupation choice theory, career development path pattern and the career development path rank appraisal theory; Secondly, carries on the analysis to the enterprise staff career development path, which include its basic point and the hierarchical structure, the utilization fuzzy comprehensive evaluation(FCE) and the MATLAB software carry on the post rank appraisal as well as career development path rank ability standard based on competent quality contents; Thirdly, under the direction of the basic principle and thought, introduces design procedure of the staff career development path, builds the enterprise staff career development path information management system and designs the individual staff career development path; Fourthly, proposes the implementation safeguard of the enterprise staff career development path. Finally, by the research results, does demonstration analysis combining the special details of enterprise T, design the career development path of enterprise T to verify the feasibility and rationality.
Holding the position of the enterprise, the article analyzes the causes of lost of staff. Through the design of the career development path, on the one hand, it pay attention to the career development of the staff to full of the staff demand of the personal growth; On the other hand, it will maintain stability of staff, gain long-time development of the enterprise, so as to set up an win-win management mode to the staff and the enterprise.
本文在对现阶段我国企业员工流失的现状及其原因、国内外研究现状的分析基础上,首先介绍包括职业选择理论、职业发展通道模式和职业发展通道等级评价理论在内的企业员工职业发展通道研究相关的理论基础;其次,对企业员工职业发展通道进行分析,包括企业员工职业发展通道的岗位基点、层次结构,运用模糊综合评价法结合MATLAB软件进行的岗位等级评价以及基于胜任素质的职业发展通道等级能力标准等内容;再次在企业员工职业发展通道设计的基本原则和思想的指导下,介绍员工职业发展通道的设计步骤,利用数据库技术,建立企业员工职业发展通道信息管理系统,并设计员工个人职业发展通道;然后,提出企业员工职业发展通道的实施保障。最后,运用以上研究成果,结合T公司的具体情况进行实证分析,设计T公司员工职业发展通道,验证本文研究成果的合理性和可行性。
本文站在企业的层面,综合考虑影响员工流失的因素,通过员工职业发展通道设计,一方面关注员工职业发展,满足员工个人成长的需求;另一方面,保持企业员工的稳定性,实现企业的长久发展,从而构建员工和企业双赢的人力资源管理模式。
In the age of intellectual economy, human resource has become a vital factor to the subsistence and development of the enterprise. Utilizing and exploiting high quality human resources continually and effectively of the enterprise is helpful for it to get a long-term development in the increasingly fierce market competition. By gradual heightening of the importance of human resource, the lost of the staff gains more attention in the enterprise and even in the academia. Therefore, how to form an appropriate theory and method that can adapt to the situation of our country and design the career development path according with the personal career development demand of the staff combining with the characters of Chinese enterprises and learning from the western experience of human resource management, which can reduce the lost of staff and inspire the work efficiency, has become an urgent subject to research.
Based on the research of the status quo and causations of the lost of staff in our country, and the domestic and foreign research status quo, this article firstly introduces the basic theory related enterprise staff career development path including occupation choice theory, career development path pattern and the career development path rank appraisal theory; Secondly, carries on the analysis to the enterprise staff career development path, which include its basic point and the hierarchical structure, the utilization fuzzy comprehensive evaluation(FCE) and the MATLAB software carry on the post rank appraisal as well as career development path rank ability standard based on competent quality contents; Thirdly, under the direction of the basic principle and thought, introduces design procedure of the staff career development path, builds the enterprise staff career development path information management system and designs the individual staff career development path; Fourthly, proposes the implementation safeguard of the enterprise staff career development path. Finally, by the research results, does demonstration analysis combining the special details of enterprise T, design the career development path of enterprise T to verify the feasibility and rationality.
Holding the position of the enterprise, the article analyzes the causes of lost of staff. Through the design of the career development path, on the one hand, it pay attention to the career development of the staff to full of the staff demand of the personal growth; On the other hand, it will maintain stability of staff, gain long-time development of the enterprise, so as to set up an win-win management mode to the staff and the enterprise.
引文
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[15]Kim,Y.and Cha,J.2000 "Career orientations of R&D professionals in Korea".R&D Management 30,p121-137.
[16]杨永康.双阶梯制度[J].中国人力资源开发.2000.10.
[17]方名山等.新世纪上海现代化国际大都市人才资源开发新路研究[R].http://www.stcsm.gov.cn/research/ref_report/20020812-07.asp.
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[19]陈劲,徐笑君.研究开发人员职业发展轨道与职称评定研究[J].科研管理.1999.3.
[20]柏阳.为技术人员搭建双阶梯[J].市场报.2002.9.
[21]师至洁.潜能大发掘重新“雇用”你的优秀员工.http://edu.sina.com.cn/1/2003-05-22/43536.html.
[22]肖茜,武振业.关于高科技企业人才战略的思考[J].重庆工学院学报.2000.4:P40-41.
[23]Herriot,P.,Gibbons,P.,and Pemberton,C.etal.An Empirical Model of Managerial Careers in Organizations.British Journal Of Management,1994,5:P 113-121.
[24]刘晶.职业发展研究--构筑个人和组织双赢模式[J].中国优秀博硕士学位论文数据库.
[25]张文贤.人力资源总监--人力资源管理创新[M].上海:复旦大学出版社.2005.4:P283-284.
[26]刘冰,张欣平.职业生涯管理[M].山东:山东人民出版社.2004.6.
[27]张再生.职业生涯开发与管理[M].天津:南开大学出版社.2003.6:P41.
[28]顾琴轩,黄培清.研发人员职业倾向与职业成功发展[J].科学学与科学技术管理.2004.12:P106-107.
[29]白利刚.Holland职业兴趣理论的简介及评述[J].心理学动态.1996.2:P311.
[30]职业生涯管理.广州市翰英管理顾问有限公司网站.
[31]吴贵明.职业生涯发展的路径与运动形式[J].福建商业高等专科学校学报.2004.6:P7-8.
[32]许树柏.层次分析法原理[M].天津:天津大学出版社.1988:P1-6.
[33]于秀林,任雪松.多元统计分析[M].北京:中国统计出版社.P61-62,P154-155.
[34]胡顺华.岗位设计创新--由刚性岗位设计到柔性岗位设计[J].企业研究.2003(01):P33.
[35]J.R.Galbraith and R.K.Kazanjian,Strategy Implementation:Structure,Systems and Process (St.Paul MN:West Publishing,1986);T.C.Powell,"Organizational Alignment as Competitive Advantage," Strategic Management Journal 13(1992):P119-134.
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[37]申琼.以功能为导向的高新技术企业组织结构设计研究[J].价值工程.2005(12):P65.
[38]彭剑锋,朱兴东,张成露.职业分析面临的问题及应对策略[J].中国人才.2003.
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