發(fā)布時間：2018-06-06 13:49

  本文選題：人崗匹配 + 任職資格��； 參考：《江西財經(jīng)大學(xué)》2017年碩士論文

【摘要】：人力資源作為企業(yè)發(fā)展戰(zhàn)略的重要資源之一,對企業(yè)的發(fā)展戰(zhàn)略和市場競爭中起著重要的作用。隨著社會與經(jīng)濟的不斷發(fā)展,企業(yè)員工更加關(guān)注個人職業(yè)生涯的發(fā)展。因此,為了留著和吸引優(yōu)秀的人才,需要更加關(guān)注員工的職業(yè)發(fā)展。對于企業(yè)而言,企業(yè)之間的競爭實質(zhì)為人才的競爭,人才競爭成為企業(yè)市場競爭力的核心要素。本文研究以華泰建工員工職業(yè)發(fā)展管理為研究對象。通過全面的分析,發(fā)現(xiàn)華泰建工現(xiàn)階段員工職業(yè)生涯管理存在以下幾個問題:第一,員工缺乏職業(yè)發(fā)展雙通道,員工職業(yè)發(fā)展路徑狹窄;第二,缺乏員工職業(yè)發(fā)展規(guī)劃管理,員工職業(yè)發(fā)展缺乏保障;第三,缺乏有效的人才盤點,績效管理效用不足;第四,培訓(xùn)機制缺乏針對性,員工職業(yè)發(fā)展缺乏保障。為了進一步提升華泰建工員工職業(yè)管理能力,本文分別公司層面和員工層面出發(fā)。首先從公司層面出發(fā),華泰建工需從以下幾點出發(fā):第一,實現(xiàn)崗位分級分類管理,構(gòu)建員工職業(yè)發(fā)展雙通道;第二,構(gòu)建員工職業(yè)發(fā)展任職資格體系,規(guī)范任職資格認(rèn)證管理;第三,加強員工職業(yè)培訓(xùn),提升員工工作能力;第四,構(gòu)建人才盤點體系,動態(tài)跟蹤人才發(fā)展?fàn)顩r。從員工層面出發(fā),員工需要加強對職業(yè)規(guī)劃的認(rèn)識,主動規(guī)劃個人職業(yè)生涯、保持持續(xù)學(xué)習(xí)的動力,提升自我的綜合能力與素質(zhì)。為了保障華泰建工員工職業(yè)發(fā)展管理能夠順利實現(xiàn),本文提出了相對保障措施,具體如提高高層領(lǐng)導(dǎo)對員工職業(yè)發(fā)展的重視、建立市場化和能力為導(dǎo)向的薪酬激勵體系和優(yōu)化績效管理體系,保障人才盤點的效果等。本文研究在一定程度上有助于進一步優(yōu)化華泰建工人力資源管理體系,通過完善員工職業(yè)生涯管理體系提升員工的工作能力和滿意度,實現(xiàn)人力資源管理支撐公司發(fā)展戰(zhàn)略的管理目標(biāo)。同時本文研究也為同行業(yè)相關(guān)企業(yè)員工職業(yè)發(fā)展規(guī)劃管理提供借鑒意義。
[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.
【學(xué)位授予單位】：江西財經(jīng)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F426.92

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本文編號：1986781