A公司基于职位分类的员工职业生涯发展通道体系研究

发布时间：2018-11-08 18:24

【摘要】：摘要：人力资源作为企业竞争的第一资源已形成共识,如何吸引、培养、保留和激励核心人才已成为摆在企业面前的一道难题。A公司作为国内轨道交通行业的龙头企业,因缺乏完善的员工职业生涯发展管理机制,致使员工满意度不高、员工敬业度降低、骨干员工流失等人力资源问题逐步凸显。为此,A公司拟通过构建职业生涯发展通道体系,以有效满足员工日益增长的多元化职业发展需求,快速促进公司员工成长成才,持续提高核心人才对公司核心竞争力的贡献度。本文以A公司职位分类为基础系统搭建了覆盖全员的、量化的职业生涯发展通道体系,具体思路是：在全面研究职业生涯发展管理文献和系统诊断分析A公司职位管理以及职业生涯发展管理现状的基础上,合理划分职位类别和职位层级,并基于此系统设计包含行政管理通道和专业技能通道的职业生涯发展双通道模型、职业生涯发展通道框架和职业生涯发展通道等级,然后根据A公司战略运营对组织核心关键能力的需求,全面设计了各类职业生涯发展通道的评价要素、要素权重、评价标准、评价结果计算以及职业生涯横向路径的发展原则、条件等,最后设计了A公司职业生涯发展通道实施的保障机制。通过运用文献研究、调研访谈、经验总结等多种方法,职位类别以“职类-职群-职种”为框架,划分为6个职类、25个职群和104个职种,职位层级以“层-级”为框架划分为4层11级,然后以此为基础,设计形成行政管理通道和专业技能通道的职业生涯发展双通道模型,其中,行政管理通道特指经营管理通道,专业技能通道进一步细分为专业管理通道、市场营销通道、研发技术通道、工艺技术通道、支持技术通道和技能操作通道6大通道。
[Abstract]:Abstract: as the first resource of enterprise competition, human resources have formed a consensus, how to attract, train, retain and motivate core talents has become a difficult problem in front of enterprises. Due to the lack of perfect management mechanism of staff career development, human resource problems such as low employee satisfaction, lower employee engagement and loss of backbone staff are gradually highlighted. Therefore, Company A intends to build a career development channel system to effectively meet the increasing needs of diversified career development of employees, and promote the growth of employees to become talents. Continuously improve the contribution of core talents to the core competitiveness of the company. Based on the position classification system of company A, this paper sets up a quantitative career development channel system covering the whole staff. The specific ideas are: on the basis of a comprehensive study of career development management literature and systematic diagnosis and analysis of the status quo of position management and career development management in Company A, it is reasonable to divide the job types and job levels. Based on this system, a dual career development model including administration channel and professional skill channel, career development channel framework and career development channel level are designed. Then according to the demand of strategic operation of company A to the key competence of the organization, the evaluation elements, the weight of the factors, the evaluation criteria, the calculation of the evaluation results and the development principles of the horizontal path of the career are designed comprehensively. Finally, the guarantee mechanism of A company's career development channel is designed. By means of literature research, investigation and interview, experience summary and so on, the post category is divided into 6 categories, 25 job groups and 104 job types, with the framework of "job category, job group and job category". The position level is divided into 4 levels and 11 levels according to the frame of "layer-level", and then, on the basis of this, a two-channel model of career development is designed for administrative management channel and professional skill channel, in which the administrative management channel refers to the management channel. The professional skill channel is further subdivided into six channels: professional management channel, marketing channel, R & D channel, technological channel, supporting technical channel and skill operating channel.
【学位授予单位】：中南大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.472

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