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

【摘要】：煙草市場(chǎng)競(jìng)爭(zhēng)日趨激烈,對(duì)煙草企業(yè)人才隊(duì)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(chǎng)相匹配的人才管理體系,成為當(dāng)前一個(gè)階段煙草企業(yè)亟需解決的重要課題。TL煙草公司(又稱(chēng)“TL煙草專(zhuān)賣(mài)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(wèn)題和矛盾。暴露的問(wèn)題主要在于:從公司宏觀(guān)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(guò)程中尚未引入比較科學(xué)的測(cè)試和決策方法,三是還存在大量的員工成長(zhǎng)與崗位動(dòng)態(tài)需求不匹配的問(wèn)題,導(dǎo)致員工職業(yè)成就感不高。另外,公司還沒(méi)有充分利用公司現(xiàn)有資源為員工搭建成長(zhǎng)和職業(yè)生涯發(fā)展平臺(tái),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(kāi)發(fā)和持續(xù)發(fā)展的原動(dòng)力,通過(guò)員工職業(yè)生涯體系的構(gòu)建,通過(guò)實(shí)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(shí)、職業(yè)從業(yè)素養(yǎng)和能力,進(jìn)而通過(guò)提高員工的職業(yè)滿(mǎn)意度的方式提升員工工作熱情,提升工作績(jī)效,為公司經(jīng)濟(jì)效益和社會(huì)效益的提升做出貢獻(xiàn),實(shí)現(xiàn)員工個(gè)人與公司組織的雙贏(yíng)。為有針對(duì)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(shí)際問(wèn)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(wèn)題提出、分析和解決的整體邏輯思路,采用訪(fǎng)談、圖表分析、文獻(xiàn)研究等方法,通過(guò)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(guò)程中出現(xiàn)的主要問(wèn)題,分析產(chǎn)生問(wèn)題的根本原因,進(jìn)而制定出針對(duì)性的解決方案。作者希望通過(guò)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(jiàn)和建議,同時(shí)也為本企業(yè)以及相關(guān)經(jīng)濟(jì)組織的任職測(cè)評(píng)、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(hào)：1605745