本文選題：唐鋼集團(tuán)公司 + 職業(yè)發(fā)展通道��； 參考：《河北工業(yè)大學(xué)》2013年碩士論文

【摘要】：21世紀(jì)是我國社會主義市場經(jīng)濟(jì)發(fā)展完善的重要戰(zhàn)略機(jī)遇期。如何盡快實現(xiàn)傳統(tǒng)產(chǎn)業(yè)的結(jié)構(gòu)調(diào)整和升級換代已經(jīng)成為影響國計民生的重大課題。在解決這一課題的過程中，只有重視科技與人才，強(qiáng)調(diào)人力資本的作用，突出人力資源管理的重要性，才能夠順利實現(xiàn)既定目標(biāo)。職業(yè)生涯管理作為人力資源管理的一個重要環(huán)節(jié)，能夠?qū)θ瞬女a(chǎn)生持續(xù)激勵，，有利于企業(yè)建立良性的人才培養(yǎng)機(jī)制，從而使企業(yè)在產(chǎn)業(yè)結(jié)構(gòu)調(diào)整和激勵的市場競爭中立于不敗之地。 唐山鋼鐵集團(tuán)有限責(zé)任公司（以下簡稱唐鋼）作為國內(nèi)最大的鋼鐵企業(yè)河北鋼鐵集團(tuán)的骨干企業(yè)，在貫徹“做精主業(yè)、做大非鋼、適度多元、持續(xù)創(chuàng)新”的發(fā)展方針和向著“建設(shè)最具競爭力鋼鐵企業(yè)”的發(fā)展目標(biāo)邁進(jìn)的過程中，如何最大限度的發(fā)揮人力資源優(yōu)勢，強(qiáng)化人才興企的作用已經(jīng)成為亟待破解的重大課題。而對職業(yè)生涯管理實施優(yōu)化必將會進(jìn)一步激活現(xiàn)有人力資源，充分挖掘出員工的工作潛能，在推動員工個人職業(yè)生涯順利發(fā)展的過程中成功實現(xiàn)企業(yè)戰(zhàn)略目標(biāo)，從而實現(xiàn)員工與企業(yè)的共贏。 本文首先簡要闡述了實施員工職業(yè)生涯管理優(yōu)化對于唐鋼和唐鋼員工的重要意義,綜述了國內(nèi)外關(guān)于職業(yè)生涯管理的理論演進(jìn)及成果,接著對作者所在單位唐鋼的職業(yè)生涯管理演化軌跡和現(xiàn)狀進(jìn)行了簡述,通過職業(yè)生涯問卷調(diào)查,分析出了唐鋼目前職業(yè)生涯管理中存在的問題及主要原因,然后制定出職業(yè)生涯管理優(yōu)化的總體方案,并在職業(yè)發(fā)展通道、任職資格與晉升機(jī)制、內(nèi)部人力資源市場及實施保障措施等方面進(jìn)行了具體詳細(xì)的研究探討。
[Abstract]:The 21 st century is an important strategic opportunity period for the development and perfection of our socialist market economy. How to realize the structural adjustment and upgrading of traditional industries as soon as possible has become a major issue affecting the national economy and people's livelihood. In the process of solving this problem, only by attaching importance to science and technology and talents, emphasizing the role of human capital and highlighting the importance of human resource management, can we successfully achieve the established goal. As an important part of human resource management, career management can provide continuous encouragement to talents, which is conducive to the establishment of a sound talent training mechanism in enterprises. So that enterprises in the industrial structure adjustment and incentive market competition in an invincible position. Tangshan Iron and Steel Group Co., Ltd. (hereinafter referred to as Tangshan Iron and Steel Co., Ltd.), as the backbone enterprise of Hebei Iron and Steel Group, the largest iron and steel enterprise in China, is carrying out the principle of "improving the main business, making it bigger than steel, being moderately diversified," In the process of sustainable innovation and the development goal of "building the most competitive iron and steel enterprises", how to give full play to the advantages of human resources and strengthen the role of talents to rejuvenate enterprises has become an urgent problem to be solved. The optimization of career management will further activate the existing human resources, fully tap the working potential of employees, and successfully realize the strategic goals of enterprises in the process of promoting the smooth development of individual career of employees. In order to achieve a win-win situation between employees and enterprises. In this paper, the significance of implementing career management optimization for the employees of Tangshan Iron and Steel Company is briefly expounded, and the theoretical evolution and results of career management both at home and abroad are summarized. Secondly, the evolution and current situation of career management in Tangshan Iron and Steel Co., Ltd are briefly described. The problems and main reasons of career management in Tangshan Iron and Steel Company are analyzed through career questionnaire survey. Then the overall scheme of career management optimization is worked out, and a detailed study is carried out in the aspects of career development channel, post qualification and promotion mechanism, internal human resource market and the implementation of security measures.
【學(xué)位授予單位】：河北工業(yè)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F426.31

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