Y建筑集团公司员工职业生涯管理体系构建研究

发布时间：2018-06-05 00:16

本文选题：建筑企业 + 技术型员工　；参考：《兰州交通大学》2015年硕士论文

【摘要】：全球竞争和经济环境的转变引起众多机构改组,越来越多的企业已经认识到提高业绩的关键是发展人力资源。随着组织的变化,员工也在变化,无论是管理者或是普通员工都应拥有自己的职业发展。组织通过提供有吸引力的职位、晋升和有挑战性的工作机会,促进员工获得各种可能性发展。因此,现代企业日益重视组织的职业生涯管理,它体现了一种新的人力资源管理模式。作为建筑企业技术型员工有自己的典型特点,在职业生涯管理研究中主要以这类员工为对象,探寻如何才能帮助建筑企业更好的对技术型员工进行职业生涯管理。建筑行业因为行业自有特点,人才流失严重。Y建筑集团公司作为一家中型建筑企业,人事管理依旧停留在传统模式上。传统的人事管理已经不适应企业当前的发展,并且在有些方面还存在阻碍。Y建筑集团公司当前已经认识到员工职业生涯管理对企业的发展有着重要的作用,但公司还未建立起规范系统的职业生涯管理体系,不能很好的与人力资源管理工作相结合。本文以Y建筑集团公司员工尤其是技术型员工为主要研究对象,通过实证调查,以调查问卷的形式对Y建筑集团公司职业生涯管理的现状及实践情况从普及程度、影响实践程度因素、企业管理层及员工层对职业生涯管理的认知度、与人力资源其他模块的联系程度等几个方面进行数据收集及整理,并以此分析得出Y建筑集团公司在实施职业生涯管理工作中目前所面临的问题及引起这些问题的原因。随后对相关职业生涯管理模型进行分析,分别从企业进行职业生涯规划的基本条件、实施效果的影响因素、实施策略集、指标评价体系四个方面进行研究,从而为构建Y建筑集团公司职业生涯管理体系提供依据。最后,通过调查问卷的形式对Y建筑集团公司当前职业生涯管理的近况进行分析的基础上,构建企业员工的职业生涯管理体系。通过研究构建Y建筑集团公司员工职业生涯管理体系为例,对研究当前建筑企业如何进行员工的职业生涯管理具有借鉴价值,同时也为我国其他建筑企业构建职业生涯管理体系有一定的实践意义。
[Abstract]:The changes in global competition and economic environment have led to the reorganization of many institutions. More and more enterprises have realized that the key to improving performance is the development of human resources. As the organization changes, so do the employees, both managers and ordinary employees should have their own career development. The organization promotes employee access by offering attractive positions, promotions, and challenging job opportunities. Therefore, modern enterprises pay more and more attention to organizational career management, which embodies a new mode of human resource management. As technical employees of construction enterprises have their own typical characteristics, in the research of career management, we mainly take this kind of employees as the object, explore how to help construction enterprises to better carry on the career management to the technical employees. Construction industry because of its own characteristics, serious brain drain .Y construction group company as a medium-sized construction enterprise, personnel management remains in the traditional mode. The traditional personnel management has been unable to adapt to the current development of enterprises, and in some aspects there are still some obstacles. Y. construction group company has recognized that the employee career management plays an important role in the development of the enterprise. However, the company has not established a standardized career management system, and can not be well combined with human resources management. This paper takes Y construction company employees, especially technical employees as the main research object, through the empirical investigation, through the questionnaire form to Y construction group company career management present situation and the practice situation from the popularizing degree. Factors affecting the degree of practice, the level of recognition of career management by management and staff, the degree of connection with other modules of human resources, and so on, are collected and collated. Based on this analysis, the problems faced by Y Architectural Group Company in the implementation of career management and the causes of these problems are obtained. Then the relevant career management model is analyzed, respectively from the basic conditions of enterprise career planning, implementation effect factors, implementation strategy set, index evaluation system four aspects are studied. Thus provides the basis for constructing the career management system of Y Construction Group Company. Finally, based on the analysis of the current situation of career management in Y Architectural Group Company, a career management system for employees is constructed. By studying and constructing the career management system of the employees of Y Construction Group Company, it has reference value to study how to carry out the career management of the employees in the current construction enterprises. At the same time, the construction of career management system for other construction enterprises in China has certain practical significance.
【学位授予单位】：兰州交通大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.92

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