本文選題：青年員工 + 職業(yè)生涯管理　； 參考：《大連海事大學》2012年碩士論文

【摘要】：改革開放以來,我國各大企業(yè)呈現(xiàn)出了跨越式的發(fā)展趨勢,而員工特別是青年員工作為一種戰(zhàn)略資源在企業(yè)發(fā)展中的作用顯得越來越重要,青年員工作為企業(yè)生產(chǎn)建設的生力軍,是企業(yè)發(fā)展的未來,是企業(yè)中最具有創(chuàng)造力和接受新事物最快的人,只有發(fā)揮好企業(yè)青年員工的積極性、創(chuàng)造性和主動性才能促使企業(yè)更好、更快、更強的發(fā)展。然而我們卻發(fā)現(xiàn)青年員工的流動率與日俱增,企業(yè)為這些離職員工付出的替代成本給企業(yè)生存發(fā)展帶來了前所未有的壓力。在這種大背景下,有必要對青年員工的職業(yè)生涯管理進行研究。本文以TJGW公司青年員工為研究對象,旨在為TJGW公司提出相對完善的職業(yè)生涯管理方案,希望對該企業(yè)乃至整個港口行業(yè)開展職業(yè)生涯管理提供參考價值。 本文主要包括七個部分,分別為：緒論；職業(yè)生涯管理理論綜述；TJGW公司人力資源概況；TJGW公司職業(yè)生涯管理現(xiàn)狀調查分析；TJGW公司員工職業(yè)生涯管理設計方案；TJGW公司青年員工職業(yè)生涯管理的保障措施以及結論。 本文主要采用文獻索引法、實例研究法、分析歸納法等方法進行研究,擬通過研究國內外專家關于職業(yè)生涯管理方面的理論和對TJGW公司青年員工職業(yè)生涯現(xiàn)狀進行調研分析,找到TJGW公司青年員工在職業(yè)生涯發(fā)展中存在的問題以及TJGW公司在職業(yè)生涯管理中存在的難題。通過進行設計科學有效的職業(yè)發(fā)展通道,建立切實可行的職業(yè)生涯管理系統(tǒng),并在此基礎上提出相應的保障措施,確保青年員工職業(yè)生涯管理工作的順利實施。從而,全面提高TJGW公司青年員工的業(yè)務水平和管理能力,更好地激發(fā)TJGW公司青年員工工作熱情,改善其工作績效,從而打造一流的青年員工隊伍,有效提升企業(yè)的綜合競爭力。 本文研究表明：由于青年員工其所處的職業(yè)生涯階段基本在中早期,有著較為強烈的成長成才需要,而由于TJGW公司在青年員工培養(yǎng)的各個環(huán)節(jié)中忽略了部分員工需求以及本身職業(yè)生涯通道的不明晰,給青年員工在職業(yè)生涯發(fā)展的過程中造成了困惑,建立以科學的職業(yè)生涯管理可以有效解決這一問題,而且職業(yè)生涯管理是一個完整的有機系統(tǒng)工程,要求人力資源管理各個環(huán)節(jié)的有機配合,同時也需要高層領導的重視和團委、人資部、組織部等職能部門的大力推行和公司各個部室(單位)和全體青年員工的大力配合。 本研究成果希望對TJGW公司及其他港口類似企業(yè)開展職業(yè)生涯管理工作有著實際性的借鑒作用。
[Abstract]:Since the reform and opening up, the major enterprises in our country have shown a leapfrog trend of development, and the role of employees, especially young employees, as a kind of strategic resources, has become more and more important in the development of enterprises. As a new force in the production and construction of an enterprise, young employees are the future of the development of an enterprise, the most creative and accepting of new things in an enterprise, and only give full play to the enthusiasm of the young employees of the enterprise. Creativity and initiative can promote better, faster and stronger development of enterprises. However, we find that the turnover rate of young employees is increasing, and the substitution cost for these employees has brought unprecedented pressure to the survival and development of enterprises. Under this background, it is necessary to study the career management of young employees. This paper takes the young employees of TJGW Company as the research object, aiming to put forward a relatively perfect career management scheme for TJGW Company, hoping to provide reference value for the enterprise and the whole port industry to carry out career management. This paper mainly includes seven parts: introduction, summary of career management theory, survey and analysis of the current situation of TJGW company's career management and the design scheme of TJGW company's career management. TJGW company young staff career management security measures and conclusions. This paper mainly adopts the methods of literature index, case study, analysis and induction, and through studying the theory of professional career management of domestic and foreign experts and investigating and analyzing the status quo of the career of young employees in TJGW Company. To find out the problems existing in the career development of young employees of TJGW Company and the problems in career management of TJGW Company. By designing a scientific and effective career development channel, a feasible career management system is established, and the corresponding safeguard measures are put forward to ensure the smooth implementation of the career management of young employees. Thus, the business level and management ability of young employees of TJGW Company can be improved in an all-round way, and the enthusiasm of young employees in TJGW will be better stimulated, and their work performance will be improved, thus creating a first-class team of young employees and effectively enhancing the comprehensive competitiveness of enterprises. The research shows that the young employees are in the middle and early stage of their career, so they have a strong need to grow up and become talented. TJGW neglects the needs of some employees and the lack of clarity of their own career path in all aspects of the training of young employees, which causes confusion to the young employees in the process of career development. The establishment of scientific career management can effectively solve this problem, and career management is a complete organic system engineering, which requires the organic cooperation of all aspects of human resource management. At the same time, it also needs the attention of the senior leaders and the vigorous implementation of the functional departments such as the Youth League Committee, the HR Department, the Organization Department, and the cooperation of all the departments (units) and all the young employees of the company. The results of this study are expected to be useful for TJGW and other similar port enterprises to carry out career management.
【學位授予單位】：大連海事大學
【學位級別】：碩士
【學位授予年份】：2012
【分類號】：F272.92;F550.6

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