Company Limited was a combination of strategy system, professional team building, corporate culture, business activities and other aspects of the progress and improvement of enterprises also completed by optimization and compensation allocation control mode, however, how to build a can improve the organization efficiency, work enthusiasm and lead the staff human resources management environment, how to reflect the value of the company in today's society, science and technology change rapidly, how human resources will be converted into the company's competitive advantage of chips, and ensure the company in the field of the value chain, is an important topic in the next period of time Huatai Construction Engineering Co. facing the company, one of the company's obligations is huatai. And realize the vision, should pay attention to the development and management of staff, the establishment of staff development system.
Key words: Huatai; company staff; career development management; research
目录
1.导言 ............................................................................................................. 11
1.1选题背景 ............................................................................................. 11 1.2研究意义 ............................................................................................. 11
1.2.1学术价值.................................................................................... 11 1.2.2实践意义.................................................................................... 11 1.3研究思路 ............................................................................................. 12 1.4研究方法 ............................................................................................. 12 2.文献综述与相关理论基础 ............................................................................... 14
2.1概念界定 ............................................................................................. 14 2.2理论基础 ............................................................................................. 16
2.2.1企业员工管理理论 ...................................................................... 16 2.2.2职业发展规划理论 ...................................................................... 16 2.3国内外研究现状 .................................................................................... 16
2.3.1国外研究述评 ............................................................................. 16 2.3.2国内研究述评 ............................................................................. 18
3. 华泰公司员工职业发展问题及原因分析 .......................................................... 20
3.1公司概况 ............................................................................................. 20 3.2华泰公司员工职业发展存在的问题 ......................................................... 20
3.2.1 人才队伍素质不高，岗位设置人职不匹配 ..................................... 20 3.2.2 职业发展通道狭窄，反馈评估机制欠佳 ........................................ 21 3.2.3 管理制度缺乏规划，培训机制缺乏针对性 ..................................... 22
3.2.4薪酬福利政策缺乏竞争力，员工流动率较高 .................................. 23 3.3存在问题的原因分析 ............................................................................. 24
3.3.1 员工自身方面的影响 ............................................................... 24 3.3.2 管理体制方面的影响 .................................................................. 25 3.3.3 企业文化方面的影响 .................................................................. 25 3.3.3 外部环境方面的影响 .................................................................. 25
4. 华泰公司员工职业发展管理策略 .................................................................... 27
4.1总体思路 ............................................................................................. 27 4.2基本原则 ............................................................................................. 27 4.3华泰公司员工职业发展管理对策 ............................................................. 28
4.3.1树立＂以人为本＂管理理念
................................................... 28
......................................... 28
4.3.2建立基于职业发展的绩效评估机制4.3.3建设畅通的信息沟通机制
...................................................... 28
4.3.4实施员工职业发展动态管理机制................................................ 29 4.3.4拓宽员工职业发展通道 ................................................................ 30
5. 结论与展望 ................................................................................................. 32
5.1结论 .................................................................................................... 32 5.2本文的创新点 ....................................................................................... 32 5.3 研究不足 ............................................................................................. 32 参考文献 .......................................................................................................... 33 致谢 ................................................................................................................ 36
1 Introduction 4
1.1 background of the selected topic 4 1.2 research significance 4 1.2.1 academic value 4 Practical significance of 1.2.2 4 1.3 research ideas 4 1.4 research methods 4
2 literature review and related theoretical basis 4 2.1 concept definition 4 2.2 theoretical basis 4
2.2.1 enterprise employee management theory 4 2.2.2 career development planning theory 4 2.3 research status at home and abroad 4 2.3.1 foreign research review 4 Review of domestic research on 2.3.2 4
3 employee career development problems and reasons in China and Thailand 4 3.1 company profile 5
3.2 the problem of employee career development of Huatai company 5
3.2.1 talent team quality is not high, the position of the person does not match the position of 5
3.2.2 career development channel stenosis, poor feedback assessment mechanism 5
3.2.3 management system lack of planning, lack of training mechanisms for the 5 3.2.4 pay and benefits policy lack of competitiveness, staff turnover rate of 5 3.3 cause analysis of the existing problems 5
Effect of pressure 3.3.1 its people 5 The impact of 3.3.2 management system 5 3.3.3 corporate culture 5
3.3.3 impact on the external environment 5
4 Huatai company staff career development management strategy 5 4.1 general ideas 5 4.2 basic principles 5
4.3 employee career development management strategy of Huatai company 5 4.3.1 establish a \4.3.2 based on the occupation development of the performance evaluation mechanism of pressure 5
4.3.3 construction of a smooth communication mechanism pressure 6
4.3.4 implementation of employee occupation development dynamic management mechanism of pressure 6
4.3.4 broaden employee career development channel 6 5 conclusions and outlook 6 5.1 conclusion 6
5.2 innovation point of this paper 6 5.3 less than 6 studies Reference 6 Thanks 6
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