【正文】 1 單位 代 碼 10475 學(xué)號 分類號 碩士學(xué)位論文 （專業(yè)學(xué)位） SMGF 公司員工職業(yè)生涯規(guī)劃設(shè)計探析 專業(yè)學(xué)位領(lǐng)域 ： 專業(yè)學(xué)位類 別 ： 工商管理碩士 （ MBA） 申請人 ： 指導(dǎo)教師 ： 二〇一一年十一 月 2 3 Analysis of SMGF staff career planning design A Dissertation Submitted to the Graduate School of Henan University in Partial Fulfillment of the Requirements for the Degree of Master of Master of Management Science By LiuXingHua Supervisor: LiXinGong. Date Nov,20xx I 關(guān)于學(xué)位論文獨創(chuàng)聲明和學(xué)術(shù)誠信承諾 本人向河南大學(xué)提出碩士學(xué)位申請。本人鄭重聲明：所呈交的學(xué)位論文是本人在 導(dǎo)師的指導(dǎo)下獨立完成的，對所研究的課題有新的見解。據(jù)我所知，除文中特別加以說明、標(biāo)注和致謝的地方外，論文中不包括其他人已經(jīng)發(fā)表或撰寫過的研究成果，也不包括其他人為獲得任何教育、科研機構(gòu)的學(xué)位或證書而使用過的材料。與我一同工作的同事對本研究所做的任何貢獻均已在論文中作了明確的說明并表示了謝意。 在此本人鄭重承諾：所呈交的學(xué)位論文不存在舞弊作偽行為，文責(zé)自負(fù)。 學(xué)位申請人（學(xué)位論文作者）簽名： 201 年 月 日 關(guān)于學(xué)位論文著作權(quán)使用授權(quán)書 本人經(jīng)河南大學(xué)審核批準(zhǔn)授予碩士學(xué)位。作為學(xué)位論文的作者，本人完全了解并同意河南大學(xué)有關(guān)保留、使用學(xué)位論文的要求，即河南大學(xué)有權(quán)向國家圖書館、科研信息機構(gòu)、數(shù)據(jù)收集機構(gòu)和本校圖書館等提供學(xué)位論文（紙質(zhì)文本和電子文本）以供公眾檢索、查閱。本人授權(quán)河南大學(xué)出于宣揚、展覽學(xué)校學(xué)術(shù)發(fā)展和進行學(xué)術(shù)交流等目的，可以采取影印、縮印、掃描和拷貝等復(fù)制手段保存、匯編學(xué)位論文（紙質(zhì)文本和電子文本）。 （涉及保密內(nèi)容的學(xué)位論文在解密后適用本授權(quán)書） 學(xué)位 獲得者（學(xué)位論文作者）簽名： 201 年 月 日 學(xué)位論文指導(dǎo)教師簽名： 201 年 月 日 I 摘 要 在知識經(jīng)濟的浪潮下，企業(yè)競爭日趨白熾化，傳統(tǒng)的資本、技術(shù)競爭已讓位于人才的競爭，人才成為企業(yè)發(fā)展戰(zhàn)略的核心因素，企業(yè)的發(fā)展壯大要以高素質(zhì)的人才隊伍為保障。目前，中國企業(yè)人力資源管理工作面臨 著諸多問題，其中最突出的是企業(yè)對員工系統(tǒng)的職業(yè)生涯規(guī)劃管理缺失。企業(yè)開展有效的員工職業(yè)生涯規(guī)劃，可以發(fā)掘員工潛能、提高人力資源質(zhì)量，滿足員工的不同職業(yè)發(fā)展需求，增強其穩(wěn)定性、積極性、歸屬感，從而實現(xiàn)企業(yè)與員工共同發(fā)展的局面。 作為大型國有企業(yè)，由于受到傳統(tǒng)的人事管理體制的限制， SMGF 公司人力資源管理工作相對滯后。筆者認(rèn)為， SMGF 公司應(yīng)把員工職業(yè)生涯規(guī)劃管理放到公司發(fā)展戰(zhàn)略平臺。本文通過對國內(nèi)外職業(yè)生涯規(guī)劃管理研究現(xiàn)狀的把握，結(jié)合相關(guān)的理論知識，系統(tǒng)闡述了企業(yè)員工職業(yè)生涯規(guī)劃管理的過程，并結(jié)合 SMGF 公 司的案例分析，針對該公司人力資源工作中存在的問題，探索出一套適合本公司員工發(fā)展的職業(yè)生涯規(guī)劃管理體系。 職業(yè)生涯規(guī)劃管理不僅涉及職工本人，還包括公司的整體規(guī)劃與戰(zhàn)略管理。員工方面，主要包括：自我評估即員工對其整個職業(yè)生涯發(fā)展過程中機會的分析判斷，確定和明確自我職業(yè)發(fā)展目標(biāo)，并且制定出具體的發(fā)展規(guī)劃，實施發(fā)展規(guī)劃，反饋評估等一系列過程。企業(yè)方面，主要是為員工提供相應(yīng)發(fā)展的機會，幫助其提高自身職業(yè)技能和職業(yè)素養(yǎng)，讓員工明確其職業(yè)發(fā)展方向，并使之與企業(yè)發(fā)展目標(biāo)相一致，實現(xiàn)二者的和諧發(fā)展。 SMGF 公司職業(yè)生涯管理 方面存在著一些問題，譬如公司領(lǐng)導(dǎo)對員工職業(yè)生涯規(guī)劃管理的重要性認(rèn)識不足，員工職業(yè)晉升通道狹窄，以及員工崗位配置僵硬化和員工職業(yè)生涯培訓(xùn)管理的真空等，這些問題都彰顯出企業(yè)要實施員工職業(yè)生涯規(guī)劃管理的必要性。開展和實施職業(yè)生涯規(guī)劃管理的工作中， SMGF 公司秉持以下基本原則：企業(yè)發(fā)展與員工成長結(jié)合、全員參與、差異性等原則。同時，根據(jù)不同崗位， SMGF 公司職業(yè)生涯規(guī)劃管理過程中設(shè)立了管理、技術(shù)、技能和輔助服務(wù)四個職系，并針對各職系的特點設(shè)置了相應(yīng)的職業(yè)發(fā)展路徑。良好的職業(yè)生涯規(guī)劃體系還需要優(yōu)秀的企業(yè)文化，完善培訓(xùn)開 發(fā)體系，有效的薪酬激勵機制，信息化管理平臺做支撐。 II 總之，如何有效地實施員工職業(yè)生涯規(guī)劃管理成為企業(yè)發(fā)展戰(zhàn)略的題中之義。 SMGF公司立足實際、與時俱進、開拓進取，積極探索構(gòu)建適合本企業(yè)的員工職業(yè)生涯規(guī)劃體系的可行之路，最終取得了一定的成效，提高了公司人力資源管理水平，為公司可持續(xù)發(fā)展做出應(yīng)有的貢獻。 關(guān)鍵詞 ： 職業(yè)生涯，化工化纖，國有企業(yè)，職業(yè)通道 III ABSTRACT In the knowledge economy era, the petition among enterprises is being increasingly incandescent, traditional capital, technology petition has let in the petition of talents, talents has bee the core of enterprise development strategies, the development and expansion of enterprises to highquality personnel for the protection of. At present, Chinese enterprise human resource management work is faced with many problems, the most prominent of which is the enterprise employee occupation career planning management system lack. Enterprises to carry out effective employee occupation career planning, can exploit the potential of employees, improve the quality of human resources, to meet their different occupation development needs, enhance its stability, initiative, sense of belonging, thus realizing the mon development of enterprises and employees. As a large stateowned enterprises, due to the traditional personnel management system, the SMGF pany human resources management work relative lag. The author thinks, SMGF pany should make employee occupation career planning and management in the pany39。s development strategy platform. This article through to the domestic and foreign occupation career planning management research status of grasp, bined with the related theory of knowledge, the system elaborated the enterprise employee occupation career planning and management process, and bined with the SMGF 39。s case analysis, according to the pany39。s human resources work of the existing problems, to explore a set of suitable for the pany staff development of the occupation career planning management system. Occupation career planning management not only relates to the employee, but also includes the pany 39。s overall planning and strategic management. Employees, mainly including: self assessment is the staff over its entire occupation career development process analysis to determine opportunities, and IV explicit self occupation development goals, and work out the specific development plan, the implementation of development planning, feedback and a series of processes. Enterprise, primarily for the staff to provide development opportunities, help them to improve their skills and occupation acplishment occupation, allowing employees to clear its occupation development direction, make with enterprise development goals, to achieve two harmonious development. SMGF39。s occupation career management exist some problems, such as the leadership of the pany to employee occupation career planning management and lack of awareness of the importance of occupation, staff promotion channel is narrow, and staff post configuration rigidity and employee occupation career training in the management of vacuum, which shows the enterprise should carry out employee occupation career planning management the necessity. The development and implementation of occupation career planning management work, SMGF pany uphold the following basic principles : the bination of enterprise development and staff development, full participation, difference principle. At the same time, according to the different post, SMGF39。s occupation career planning and management process of setting up a management, technology, skills and auxiliary service in four grades, and for all grades of feature set corresponding to the occupation development path. Good occupation career plan