本文選題：職業(yè)生涯　切入點：行為風(fēng)格　出處：《沈陽大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：煙草市場競爭日趨激烈,對煙草企業(yè)人才隊伍建設(shè)提出更高要求。如何貫徹“以人為本”的員工職業(yè)生涯管理原則,建立與市場相匹配的人才管理體系,成為當(dāng)前一個階段煙草企業(yè)亟需解決的重要課題。TL煙草公司(又稱“TL煙草專賣局”)作為典型“政企合一型”煙草企業(yè),在員工職業(yè)生涯管理方面存在諸多急需解決的問題和矛盾。暴露的問題主要在于:從公司宏觀層面尚未建立起員工職業(yè)生涯規(guī)劃管理體系,相應(yīng)的組織管理目標(biāo)、管理流程、方法和組織保障措施尚待詳細(xì)論證。其次,在員工招聘和崗位調(diào)整過程中尚未引入比較科學(xué)的測試和決策方法,三是還存在大量的員工成長與崗位動態(tài)需求不匹配的問題,導(dǎo)致員工職業(yè)成就感不高。另外,公司還沒有充分利用公司現(xiàn)有資源為員工搭建成長和職業(yè)生涯發(fā)展平臺,使得員工的職業(yè)生涯選擇性受到嚴(yán)重局限。員工職業(yè)生涯管理是企業(yè)人力資源開發(fā)和持續(xù)發(fā)展的原動力,通過員工職業(yè)生涯體系的構(gòu)建,通過實施一系列職業(yè)生涯管理舉措,可以提高公司員工的職業(yè)道德意識、職業(yè)從業(yè)素養(yǎng)和能力,進而通過提高員工的職業(yè)滿意度的方式提升員工工作熱情,提升工作績效,為公司經(jīng)濟效益和社會效益的提升做出貢獻,實現(xiàn)員工個人與公司組織的雙贏。為有針對性地解決TL煙草公司在員工職業(yè)生涯規(guī)劃和管理中的實際問題,本文以公司員工職業(yè)生涯管理中的典型案例分析為基礎(chǔ),貫穿問題提出、分析和解決的整體邏輯思路,采用訪談、圖表分析、文獻研究等方法,通過提煉TL煙草公司員工職業(yè)生涯管理的典型案例,分析員工職業(yè)生涯規(guī)劃和管理過程中出現(xiàn)的主要問題,分析產(chǎn)生問題的根本原因,進而制定出針對性的解決方案。作者希望通過本文的研究,可以為企業(yè)的員工職業(yè)生涯規(guī)劃及管理提供建設(shè)性意見和建議,同時也為本企業(yè)以及相關(guān)經(jīng)濟組織的任職測評、人-崗匹配、職業(yè)生涯通道建設(shè)提供可靠的方法、工具和流程。
[Abstract]:The tobacco market competition is becoming increasingly fierce, higher demands on the talents construction of tobacco enterprises. How to implement the "employee occupation career management principle, establish people-oriented" matching with the market of talent management system, become an important issue to solve the current tobacco companies.TL a stage of tobacco enterprise needs (also known as the "TL Tobacco Monopoly Bureau) as a typical" Zhengqigeyi type "tobacco enterprise, there are many problems and contradictions in the urgent need to solve employee occupation career management. The exposed problem lies mainly in: from the macro level has not yet established a company employee occupation career planning management system, the organization management objectives, management processes, methods and organizational security measures has yet to be demonstrated in detail secondly, yet the introduction of testing and decision-making more scientific method in the process of staff recruitment and job adjustment, there is three employee growth and a large number of Posts A dynamic demand does not match the problem, causes the staff occupation sense of achievement is not high. In addition, the company also did not make full use of existing resources to build growth and occupation career development platform for employees, the employee occupation career is severely limited. Selective employee occupation career management is the motive power of enterprise human resources development and sustainable development, through the construction of employee occupation career system, through the implementation of a series of occupation career management measures can improve the occupation moral consciousness of employees, employees occupation quality and ability, and improving employee job satisfaction to enhance the enthusiasm of the staff, improve work performance, to make a contribution to enhance the economic and social benefits, to achieve a win-win situation of employees individual and organization. In order to solve the TL tobacco companies in the occupation career planning and management staff in the actual. 棰，

本文編號：1605745