【摘要】：隨著知識(shí)經(jīng)濟(jì)時(shí)代的來(lái)臨，人才的巨大價(jià)值得到充分體現(xiàn)。人力資源是第一資源的理念，已被當(dāng)今社會(huì)高度認(rèn)可。對(duì)于現(xiàn)代組織來(lái)講，人力資源的優(yōu)劣多寡已成為關(guān)系其生存和發(fā)展的最終決定性因素。 員工職業(yè)生涯規(guī)劃作為人力資源開(kāi)發(fā)培養(yǎng)的有效形式已被愈來(lái)愈多的企業(yè)關(guān)注和應(yīng)用。通過(guò)實(shí)施員工職業(yè)生涯規(guī)劃，企業(yè)在開(kāi)發(fā)人培養(yǎng)人滿(mǎn)足自身人力資源需求的同時(shí)，還能夠創(chuàng)造出一種高效的工作環(huán)境和引人、育人、留人的工作氛圍，真正使企業(yè)和員工雙方同步發(fā)展、相互促進(jìn)、共贏(yíng)互利，進(jìn)一步提升企業(yè)市場(chǎng)競(jìng)爭(zhēng)力和員工職業(yè)發(fā)展?jié)摿�。在西方發(fā)達(dá)國(guó)家，企業(yè)已普遍導(dǎo)入員工職業(yè)生涯規(guī)劃。但在我國(guó)，尤其是在國(guó)有煤炭企業(yè)，職業(yè)生涯規(guī)劃意識(shí)還比較淡薄，對(duì)于人才的培養(yǎng)開(kāi)發(fā)還缺乏系統(tǒng)長(zhǎng)遠(yuǎn)的規(guī)劃。 作為傳統(tǒng)能源板塊的煤炭產(chǎn)業(yè)，隨著科學(xué)技術(shù)的進(jìn)步，已經(jīng)脫掉了“原始、粗放、落后”的帽子，建立起了一套“現(xiàn)代化、精細(xì)化、先進(jìn)化”的管理生產(chǎn)模式，實(shí)現(xiàn)了機(jī)械化作業(yè)、集約化管理和精細(xì)化操作，對(duì)員工綜合素質(zhì)的要求有了大幅度的提高。國(guó)內(nèi)雖有一些先進(jìn)煤企開(kāi)始導(dǎo)入員工職業(yè)生涯規(guī)劃，但至今沒(méi)有形成系統(tǒng)成熟的管理方案。鑒于此，本文以臨沂礦業(yè)集團(tuán)有限責(zé)任公司員工職業(yè)生涯規(guī)劃與管理作為研究課題，通過(guò)借鑒吸收國(guó)內(nèi)外相關(guān)領(lǐng)域的研究成果，結(jié)合對(duì)該集團(tuán)人力資源工作現(xiàn)狀及員工職業(yè)發(fā)展過(guò)程中存在的問(wèn)題進(jìn)行分析，從該集團(tuán)人力資源管理工作實(shí)際出發(fā)，設(shè)計(jì)了可供操作的員工職業(yè)生涯規(guī)劃實(shí)施方案，將員工的發(fā)展規(guī)劃與企業(yè)的職業(yè)需求進(jìn)一步匹配，幫助員工在職業(yè)發(fā)展上獲得成功，幫助企業(yè)在人才需求上獲得保障，，員工與企業(yè)獲得同步成長(zhǎng)，潛能得到充分發(fā)揮，從人力資本增值的角度達(dá)成企業(yè)價(jià)值最大化，最終實(shí)現(xiàn)企業(yè)目標(biāo)。同時(shí)，通過(guò)臨沂礦業(yè)集團(tuán)有限責(zé)任公司對(duì)方案的實(shí)施及進(jìn)一步修訂完善，為我國(guó)企業(yè)，尤其是國(guó)有煤炭企業(yè)實(shí)施員工職業(yè)生涯規(guī)劃提供有益的借鑒和參考。
[Abstract]:With the advent of the era of knowledge economy, the great value of talent has been fully reflected. Human resources is the concept of the first resource, has been highly recognized by the society today. For modern organizations, the quality of human resources has become the ultimate determinant of their survival and development. As an effective form of human resource development, employee career planning has been concerned and applied by more and more enterprises. Through the implementation of staff career planning, enterprises can develop people to meet their human resource needs, but also create an efficient working environment and attract, educate and retain people. The enterprises and employees can develop synchronously, promote each other and benefit each other, and further enhance the market competitiveness of enterprises and the career development potential of employees. In western developed countries, enterprises have generally introduced employee career planning. But in our country, especially in the state-owned coal enterprises, the consciousness of career planning is relatively weak, and there is no systematic and long-term planning for the cultivation and development of talents. With the progress of science and technology, the coal industry, as a traditional energy sector, has taken off the hat of "primitive, extensive and backward" and has established a "modern, refined, advanced" management and production model. The mechanized operation, intensive management and fine operation have been realized, and the requirements for the comprehensive quality of the staff have been greatly improved. Although some domestic advanced coal enterprises begin to introduce their employees' career planning, there is no systematic and mature management plan. In view of this, this paper takes the staff career planning and management of Linyi Mining Group Co., Ltd. as the research subject, and draws on the research results of related fields at home and abroad. Based on the analysis of the current situation of human resources work and the problems existing in the process of staff career development in the Group, and from the actual situation of human resource management in the Group, the author designs an operational implementation scheme for employee career planning. Further match the employee's development plan with the enterprise's professional demand, help the employee to obtain the success in the career development, help the enterprise to obtain the safeguard in the talent demand, the employee and the enterprise obtain the synchronous growth, the potential is fully realized, From the point of view of human capital appreciation, we can maximize the value of the enterprise and finally achieve the goal of the enterprise. At the same time, through the implementation and further revision of Linyi Mining Group Co., Ltd, it provides useful reference and reference for Chinese enterprises, especially state-owned coal enterprises, to carry out employee career planning.
【學(xué)位授予單位】：石家莊鐵道大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類(lèi)號(hào)】：F272.92;F426.1

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