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论文编号：	1763
作者编号：	041933
上传时间：	2010/5/24 17:08:59
中文题目：	企业雇用模式多元化下的职业生涯开发研究
英文题目：	A Research on Career Development in the Enterprise with Diversiform Employment Modes
指导老师：	张立富
中文关键字：	雇用模式多元化 职业生涯开发体系 核心员工 非核心员工
英文关键字：	diversiform employment modes career development system
中文摘要：	新经济环境下，为应对日益激烈的竞争压力，满足战略发展的要求，企业组织从多方面谋求变革，其中包括不断改变企业组织结构和雇佣模式：打破单一、针对全体员工的长期雇佣体制，在企业中综合多种雇佣模式。这种多元化的雇佣模式对职业生涯开发的影响是十分深远的：员工与企业之间的心理契约改变；相互忠诚度大大下降；清晰的专业化分工逐渐模糊。支持性要素的消失，导致传统的职业生涯开发模式无法适应多元化雇佣，因此需要建立新的职业生涯开发体系与之匹配。 根据职业生涯开发理论，特别是雇佣模式多元化下的职业生涯开发相关理论，本文概括出适应性的职业生涯开发体系建立需要遵循一些基本的原则和规律，同时适应多元化雇佣模式的职业生涯开发体系，实质上是在组织统一架构下建立起灵活的职业生涯开发体系：既保证公平性，又保证体系的效率，形成企业内既有统一又有区别的职业生涯开发体系。而这一体系的建构应该：（1）构建相关基础：学习型组织框架、兼容和开放的企业文化、动态组织结构、职业生涯开发信息系统与信息技术等。（2）构建与适应性职业生涯开发体系相配套的人力资源制度：人力资源规划、绩效评价体系、培训、多元职业发展通道等。（3）职业生涯开发的利益相关者都在这一体系中承担着责任和新的角色。 职业生涯开发体系中，企业对处于不同雇佣模式下的员工的职业生涯开发有不同的侧重和倾向。面对多元雇佣模式的影响，企业对内部雇佣模式下的员工即核心员工的职业生涯开发应注重适应的职业生涯心理契约的建立、多通道职业生涯发展阶梯、以及直接上级与员工之间开展富有成效的职业生涯开发讨论；对处于其他雇佣模式下的员工即非核心员工的职业生涯开发，从企业本身的利益以及现实考虑，虽然不可能与核心员工有相同的投入，但其本身有重要的意义而不能放弃，而是需要更多地与政府、社会中间力量展开合作。
英文摘要：	In this new economic environment, in order to deal with the intense competition, enterprise structure and the employment modes have changed hugely: have broken the single and long-term system, and comprehensively used various employment modes. The diversiform employment modes have influenced the career development profoundly: the employee and enterprise's psychological contract changed, mutually loyal dropped greatly, the clear specialized division of labor blurred and so on, which caused the essential factors of traditional career development system vanish. Therefore the traditional career development pattern cannot adapt to this development tendency, but should establish the new career development system to fit the changed employment modes. Base on the review of the correlation theory, especially the career development in the diversiform employment modes, this article concludes some correct supposition premise which adaptive career development system in the diversiform employment modes should hire. At the same time, the new adaptive career development system essentially is to establish a flexible system under the organization unify construction which both guarantees fairness and the efficiency, and forms the career development system in the enterprise not only have the unification but also have the different. This development system: (1) must form the related essential factor: the study organization frame, the compatible and open enterprise culture, dynamic organizational structure, career development information system and the information technology. (2) Must form the related human resource system: the human resources plan, the performance appraisal system, training, different development channels and so on. (3) All stakeholder of the career development should undertake the responsibility and the new roles. In this career development system, the enterprise has the different stress and the tendency regarding the employees under the different employment modes, so the enterprise will take the different policies and measures. According to the impact of the diversiform employment modes, to develop the employees under the internal employment modes namely the core employees, organization should pay great attention to career psychology contract establishment to the core employees' career development, the multi-channel development ladders, as well as the effective career development discussion between the immediate superior and the employee. But regarding the enterprise's profit and reality, the employees under the other employment modes namely the non-core employees’ career development is impossible to have the same investment as the core employees, but also has the vital significance not to be able to give up, which needs more cooperation among government, the social intermediator force and enterprises.
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