手机制造业研发人员职业生涯管理研究

发布时间：2018-08-12 09:31

【摘要】：随着中国经济的高速发展和手机产品的普及,我国正逐渐进入全民手机的时代,中国手机市场正在取代美国成为最有潜力的市场。在这样的背景下国内外手机制造企业加强了对中国市场的重视,拉动了对中国手机研发人员的需求。手机制造需要稳定的系统环境和创新的产品,研发实力是成就这一切的关键,对研发人员的职业生涯管理就显得的尤为重要。职业生涯管理是现代人力资源管理领域的热点之一,逐渐得到企业、社会和学者的重视,但针对手机制造业研发人员职业生涯管理问题的研究相对较少。本文以手机制造业研发人员作为主要研究对象,以职业生涯管理理论为理论依托,探究手机制造业研发人员的职业生涯管理现状和改进方向。首先,回顾了国内外学者关于职业生涯管理的研究和实践,对前人理论进行梳理和整合,并在此基础上设计了手机制造业研发人员职业生涯管理系统,该系统包括人力资源管理实施模块、职业生涯管理策略模块和重要影响因素模块三部分。其次,设计了手机制造业研发人员职业生涯管理调查问卷。通过预发放后的项目分析和题目修改得到正式问卷。正式问卷共包括基本信息分问卷、职业生涯管理策略分问卷和人力资源管理效能分问卷三部分。通过对手机制造业中的398名研发人员进行问卷调查,验证了该问卷具有良好的信度和效度水平,并使用主成因子分析法提取了手机制造业职业生涯管理策略集合的五个维度：“招聘与录用中的匹配维度”、“职业定位、能力评估及职业周期界定维度”、“职业发展通道设计维度”、“教育与培训维度”和“灵活工作与情感关怀维度”。在此基础上运用模糊综合评价法对手机制造业研发人员职业生涯管理水平进行了综合评价,研究发现手机制造业职业生涯管理整体水平为良好,但仍存在改进空间。再次,借助方差分析方法探究了职业锚、员工职业发展阶段、性别、从业年龄、职位和学历等重要因素对手机制造企业职业生涯管理策略实施差异的影响,结果表明除职业锚、性别以外其它影响因素对职业生涯管理策略实施差异影响显著。使用结构方程模型研究了职业生涯管理策略与自我职业生涯管理、保留员工、提高员工能力、降低员工倦怠水平之间的因果关系：第一,得出手机制造业研发人员职业生涯管理策略对自我职业生涯管理、保留员工、提高员工能力和降低员工倦怠水平具有正向影响关系；第二,发展员工能力有助于提高员工自我职业生涯管理水平；第三,员工自我职业生涯管理水平的提高有助于保留高级人才和降低员工倦怠水平。最后,根据实证分析结果和行业现状为手机制造企业对研发人员的职业生涯管理提出了部分启示,包括系统化的职业生涯管理、强化招聘与录用中的匹配、注重职业生涯管理实施反馈和定期评估、提供多通道职业发展模式、组织合理有效的职业生涯管理培训、注重工作与家庭的和谐和差异化的职业生涯管理等措施。
[Abstract]:With the rapid development of China's economy and the popularity of mobile phone products, China is gradually entering the era of mobile phone for all, and the Chinese mobile phone market is replacing the United States as the most promising market. Manufacturing requires a stable system environment and innovative products, R&D strength is the key to achieve all this, and it is particularly important for the career management of R&D personnel. The research on career management of mobile phone manufacturers is relatively few. This paper takes R&D personnel in mobile phone manufacturing industry as the main research object, and based on the theory of career management, explores the current situation and improvement direction of career management of mobile phone manufacturers.
Firstly, this paper reviews the research and practice of domestic and foreign scholars on career management, combs and integrates the predecessors'theories, and designs a career management system for R&D personnel in mobile phone manufacturing industry. The system includes three modules: human resource management implementation module, career management strategy module and important influencing factors module. Points.
Secondly, the paper designs a questionnaire on career management of R&D personnel in mobile phone manufacturing industry, which is composed of three parts: basic information questionnaire, career management strategy questionnaire and human resource management effectiveness questionnaire. A questionnaire survey was conducted to verify the reliability and validity of the questionnaire. Five dimensions of career management strategy set in mobile phone manufacturing industry were extracted by principal component analysis: matching dimension in recruitment and employment, career orientation, ability evaluation and career cycle definition, career development. On the basis of the exhibition corridor design dimension, education and training dimension and flexible work and emotional care dimension, this paper evaluates the career management level of R&D personnel in mobile phone manufacturing industry by using fuzzy comprehensive evaluation method, and finds that the overall level of career management in mobile phone manufacturing industry is good, but there are still some improvements. Space.
Thirdly, by means of variance analysis, this paper explores the influence of career anchor, career development stage, gender, age, position and education on the implementation of career management strategies in mobile phone manufacturing enterprises. The results show that other factors besides career anchor and gender have significant influence on the implementation of career management strategies. Using structural equation model, the causal relationship between career management strategy and self-career management is studied. The results show that career management strategy of R&D personnel in mobile phone manufacturing industry can manage their own career, retain employees, improve employee ability and reduce employee burnout. The level of employee burnout has a positive impact; secondly, the development of employee competence helps to improve the level of employee self-career management; thirdly, the improvement of employee self-career management helps to retain senior personnel and reduce the level of employee burnout.
Finally, according to the results of the empirical analysis and the current situation of the mobile phone industry, some enlightenments are put forward for the mobile phone manufacturer to the career management of R&D personnel, including systematic career management, strengthening the matching between recruitment and employment, paying attention to the feedback and periodic evaluation of career management, providing multi-channel career development model and reasonable organization. Effective career management training, pay attention to work and family harmony and differential career management measures.
【学位授予单位】：石家庄铁道大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.6

【参考文献】