本文選題：長航油運(yùn) + 航運(yùn)企業(yè)�。� 參考：《西安建筑科技大學(xué)》2012年碩士論文

【摘要】：職業(yè)生涯管理是人力資源管理領(lǐng)域的一項(xiàng)重要內(nèi)容。本文以長航油運(yùn)為研究對象，旨在為該企業(yè)乃至全行業(yè)提供可操作的員工職業(yè)生涯管理方案，實(shí)現(xiàn)企業(yè)與員工雙贏的目標(biāo)。 本研究主要采用分析法、歸納法和調(diào)研法。通過對長航油運(yùn)職業(yè)生涯管理狀況分析，找出存在的問題，運(yùn)用薩柏的職業(yè)生涯發(fā)展、施恩的職業(yè)錨、霍蘭德的職業(yè)個性等經(jīng)典理論，結(jié)合企業(yè)實(shí)際，提出完善職業(yè)生涯管理的方案。 本文研究表明，長航油運(yùn)應(yīng)該立足自身特點(diǎn)，首先加強(qiáng)員工職業(yè)發(fā)展通道建設(shè)。對船員，，開辟技術(shù)和操作兩條通道，分別作為技術(shù)船干和普通船員職業(yè)發(fā)展之路。對岸員，按照“長家并舉”的管理思路，增設(shè)專業(yè)職務(wù)發(fā)展通道，為所有有志發(fā)展的員工搭建成長的舞臺。 本文對長航油運(yùn)員工職業(yè)生涯管理方案進(jìn)行系統(tǒng)研究。首先，研究員工個人職業(yè)生涯管理方案，明確員工應(yīng)從自我分析評估、判斷職業(yè)發(fā)展機(jī)會、確定職業(yè)發(fā)展目標(biāo)、制定行動計(jì)劃和評估、修正職業(yè)生涯規(guī)劃等五個方面加強(qiáng)個人職業(yè)生涯管理。其次，研究企業(yè)對員工職業(yè)生涯管理方案，明確了企業(yè)內(nèi)各種角色應(yīng)在職業(yè)生涯管理活動中承擔(dān)的職責(zé)，提出企業(yè)應(yīng)以人力資源管理活動系統(tǒng)化為原則，從人力資源規(guī)劃、職務(wù)分析、素質(zhì)測評、培訓(xùn)開發(fā)、選拔任用、績效考核、薪酬政策及職業(yè)生涯階段管理等方面開展員工職業(yè)生涯管理工作。最后，借鑒平衡計(jì)分卡的管理思想，從財(cái)務(wù)、客戶、運(yùn)作、發(fā)展等四個緯度建立評價員工職業(yè)生涯管理有效性的指標(biāo)體系。 通過建立并實(shí)施長航油運(yùn)經(jīng)營人員職業(yè)發(fā)展和激勵制度的實(shí)例表明，運(yùn)用本研究成果，長航油運(yùn)開展員工職業(yè)生涯管理是完全可行的，效果也很明顯。拓寬的專業(yè)發(fā)展通道設(shè)置和人力資源活動系統(tǒng)化的職業(yè)生涯管理方案能夠得到企業(yè)和員工認(rèn)可，可以實(shí)現(xiàn)企業(yè)和員工雙贏的目標(biāo)。
[Abstract]:Career management is an important content in the field of human resource management. The purpose of this paper is to provide an operable career management scheme for the enterprise and the whole industry in order to achieve the goal of win-win situation between the enterprise and the employee. This research mainly adopts analytical method, inductive method and investigation method. Based on the analysis of the status quo of the long haul oil transportation career management, the existing problems are found, and the classical theories of Saber's career development, Sheen's career anchor, Holland's professional personality and so on are applied to the enterprise practice. Put forward the plan of perfecting career management. The research shows that long voyage oil transportation should be based on its own characteristics, first of all, strengthen the construction of staff career development channel. For the crew, technical and operational channels are opened, respectively, as the technical ship trunk and rating crew career development road. On the other hand, according to the management idea of "growing up at home", we should add professional position development channel to set up the stage of growth for all the staff who want to develop. This paper makes a systematic study on the career management scheme of the oil carrier staff. First of all, we should study the individual career management program of employees, make it clear that employees should analyze and evaluate themselves, judge career development opportunities, determine career development goals, formulate action plans and assessments. Revision of career planning and other five aspects to strengthen personal career management. Secondly, the thesis studies the enterprise's career management scheme, clarifies the responsibilities of various roles in the enterprise, and points out that the enterprise should take the systematization of the human resource management activities as the principle and plan from the human resources. Job analysis, quality evaluation, training and development, selection and appointment, performance appraisal, salary policy and career stage management. Finally, using the management idea of balanced Scorecard for reference, this paper establishes an index system to evaluate the effectiveness of staff career management from four aspects: finance, customer, operation and development. The example of establishing and implementing the system of professional development and incentive for the operators of Changhang Oil Transportation shows that it is feasible and effective to carry out the management of the employees' career by the application of the research results. The widening of professional development channels and the systematic career management scheme of human resource activities can be recognized by enterprises and employees, and can realize the win-win goal of enterprises and employees.
【學(xué)位授予單位】：西安建筑科技大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：F272.92;F552.6

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本文編號：2031333