【摘要】：人力資源很早就被西方企業(yè)視為資產(chǎn)負(fù)債表上看不到的、最重要的資產(chǎn)和最珍貴的資源。而人才不是隨意造就的,是需要培養(yǎng)的。因此,知識(shí)型員工的職業(yè)生涯規(guī)劃工作在人力資源管理中的作用就不言而喻了。據(jù)調(diào)查了解,近年來DQ天然氣分公司的知識(shí)型員工在工作中越來越多的出現(xiàn)工作積極性不高、職業(yè)生涯缺乏目標(biāo)、知識(shí)型員工潛能被埋沒、對(duì)自身工作崗位不滿意的情況,分公司缺乏對(duì)知識(shí)型員工的職業(yè)生涯的科學(xué)規(guī)劃已經(jīng)成為制約企業(yè)進(jìn)一步發(fā)展、影響企業(yè)人才利用效率的主要問題�；谝陨详U述,知識(shí)型員工職業(yè)生涯規(guī)劃問題已經(jīng)成為決定DQ天然氣分公司未來發(fā)展的重要因素,對(duì)公司日后的業(yè)務(wù)拓展及戰(zhàn)略目標(biāo)的實(shí)現(xiàn)有著至關(guān)重要的作用。本文以職業(yè)生涯規(guī)劃相關(guān)理論為基礎(chǔ)對(duì)DQ天然氣分公司知識(shí)性員工職業(yè)生涯規(guī)劃進(jìn)行了研究,采用了問卷調(diào)查的方式,以DQ天然氣分公司知識(shí)型員工為樣本,進(jìn)行滿意度調(diào)查,發(fā)現(xiàn)目前該公司知識(shí)型員工職業(yè)生涯規(guī)劃存在的問題主要包括缺乏對(duì)職業(yè)生涯規(guī)劃重要性的認(rèn)識(shí)、員工職業(yè)生涯發(fā)展目標(biāo)不明確、有效培訓(xùn)及評(píng)估的缺位、員工的職業(yè)晉升通道有限、職業(yè)生涯規(guī)劃缺乏相關(guān)部門支持。通過對(duì)問題和原因的深入分析思考,針對(duì)天然氣分公司知識(shí)型員工職業(yè)生涯規(guī)劃的現(xiàn)狀,提出了相應(yīng)的對(duì)策,包括培養(yǎng)知識(shí)型員工職業(yè)生涯規(guī)劃的企業(yè)文化、科學(xué)規(guī)劃知識(shí)型員工各階段職業(yè)生涯目標(biāo)、對(duì)員工進(jìn)行有效培訓(xùn)、建立科學(xué)的晉升和退出機(jī)制、建立和部門合作的知識(shí)型員工職業(yè)生涯規(guī)劃保障機(jī)制等,以期通過本文的研究為公司的知識(shí)型員工的職業(yè)生涯規(guī)劃提供一些借鑒。
[Abstract]:Human resources have long been regarded by Western companies as the most important assets and precious resources that are invisible on their balance sheets. But the talented person does not bring up at will, is needs to cultivate. Therefore, the knowledge-based staff career planning in the role of human resources management is self-evident. According to the investigation, in recent years, more and more knowledge workers in DQ Natural Gas Branch have not been highly motivated in their work, lack of goals in their careers, and their potential has been buried, and they are not satisfied with their own jobs. The lack of scientific planning for the career of knowledge workers has become a major problem that restricts the further development of enterprises and affects the utilization efficiency of talents. Based on the above exposition, the career planning of knowledge workers has become an important factor to determine the future development of DQ Natural Gas Branch, which plays an important role in the future business expansion and the realization of strategic goals of the company. Based on the relevant theories of career planning, this paper studies the career planning of knowledge workers in DQ Natural Gas Company. The questionnaire is used to investigate the satisfaction degree of knowledge workers in DQ Gas Branch. It is found that the main problems in the career planning of knowledge workers include lack of understanding of the importance of career planning, lack of clear career development goals, lack of effective training and evaluation. Staff career promotion channel is limited, career planning lack of relevant department support. Based on the deep analysis of the problems and reasons, this paper puts forward the corresponding countermeasures, including cultivating the enterprise culture of the knowledge workers' career planning, in view of the present situation of the knowledge workers' career planning in the natural gas branch. Scientific planning of knowledge workers' career goals in different stages, effective training of employees, establishment of scientific promotion and withdrawal mechanism, establishment of a career planning guarantee mechanism for knowledge workers in cooperation with departments, etc. In order to provide some reference for the knowledge-based staff career planning through the study of this paper.
【學(xué)位授予單位】：東北石油大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F426.22

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