华泰建设工程有限公司员工职业发展管理研究

发布时间：2018-06-06 13:49

本文选题：人岗匹配 + 任职资格　；参考：《江西财经大学》2017年硕士论文

【摘要】：人力资源作为企业发展战略的重要资源之一,对企业的发展战略和市场竞争中起着重要的作用。随着社会与经济的不断发展,企业员工更加关注个人职业生涯的发展。因此,为了留着和吸引优秀的人才,需要更加关注员工的职业发展。对于企业而言,企业之间的竞争实质为人才的竞争,人才竞争成为企业市场竞争力的核心要素。本文研究以华泰建工员工职业发展管理为研究对象。通过全面的分析,发现华泰建工现阶段员工职业生涯管理存在以下几个问题:第一,员工缺乏职业发展双通道,员工职业发展路径狭窄;第二,缺乏员工职业发展规划管理,员工职业发展缺乏保障;第三,缺乏有效的人才盘点,绩效管理效用不足;第四,培训机制缺乏针对性,员工职业发展缺乏保障。为了进一步提升华泰建工员工职业管理能力,本文分别公司层面和员工层面出发。首先从公司层面出发,华泰建工需从以下几点出发:第一,实现岗位分级分类管理,构建员工职业发展双通道;第二,构建员工职业发展任职资格体系,规范任职资格认证管理;第三,加强员工职业培训,提升员工工作能力;第四,构建人才盘点体系,动态跟踪人才发展状况。从员工层面出发,员工需要加强对职业规划的认识,主动规划个人职业生涯、保持持续学习的动力,提升自我的综合能力与素质。为了保障华泰建工员工职业发展管理能够顺利实现,本文提出了相对保障措施,具体如提高高层领导对员工职业发展的重视、建立市场化和能力为导向的薪酬激励体系和优化绩效管理体系,保障人才盘点的效果等。本文研究在一定程度上有助于进一步优化华泰建工人力资源管理体系,通过完善员工职业生涯管理体系提升员工的工作能力和满意度,实现人力资源管理支撑公司发展战略的管理目标。同时本文研究也为同行业相关企业员工职业发展规划管理提供借鉴意义。
[Abstract]:As one of the important resources of enterprise development strategy, human resource plays an important role in enterprise development strategy and market competition. With the development of society and economy, employees pay more attention to the development of personal career. Therefore, in order to retain and attract talented people, we need to pay more attention to the career development of employees. For enterprises, the essence of competition between enterprises is the competition of talents, talent competition has become the core element of the market competitiveness of enterprises. In this paper, Huatai construction workers career development management as the research object. Through a comprehensive analysis, it is found that there are several problems in the career management of Huatai Construction Engineering at the present stage: first, the staff lack of dual channels of career development, and the path of staff career development is narrow; second, the lack of staff career development planning management, Third, the lack of effective talent inventory, the effectiveness of performance management is insufficient; fourth, the lack of targeted training mechanism, staff career development lack of security. In order to further enhance the professional management ability of Huatai construction workers, this paper starts from the company level and employee level. First of all, from the company level, Huatai Construction Engineering should start from the following points: first, to achieve job classification management, to build dual channels of staff career development; second, to build the qualification system of employee career development. Standardize the management of qualification certification; third, strengthen the staff vocational training, improve the working ability of employees; fourth, build a talent inventory system, dynamic tracking of talent development. From the staff level, employees need to strengthen their understanding of career planning, actively plan their personal career, maintain the motivation of continuous learning, and improve their comprehensive ability and quality. In order to ensure that the management of the career development of Huatai construction workers can be realized smoothly, this paper puts forward the relative safeguard measures, such as enhancing the attention of the senior leaders to the employees' career development. Establish a market-oriented and capability-oriented salary incentive system and optimize the performance management system to ensure the effectiveness of talent inventory. To some extent, this study will help to optimize the human resource management system of Huatai Construction Engineering, and improve the work ability and satisfaction of employees through the improvement of career management system. Achieve human resource management to support the company's development strategy management objectives. At the same time, this study also provides reference for the planning and management of employee's career development in the same industry.
【学位授予单位】：江西财经大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.92

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