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论文编号：	2824
作者编号：	2120082446
上传时间：	2010/12/6 22:14:19
中文题目：	S 公司员工职业生涯管理体系构建研究
英文题目：	The research and construction of staff career management
指导老师：	崔勋
中文关键字：	员工职业生涯管理 职业生涯规划体系 人力资源 管理体系
英文关键字：	staff career management，career plan system,human resource,management system
中文摘要：	伴随着中国物流行业市场化改革进程的推进，S 公司在集团整体战略部署 下经历着由垄断经营到市场开放的经营背景，进入了一个现代物流的新时代。 随着经济体制的转变及国家政策的调整，一时间，外资企业、合资企业以及国 内私营企业等各种形式的组织纷至沓来，与此同时，S 公司也失去了它在物流 行业的垄断地位，开始经历着来自各个方面的竞争压力，诸如市场份额竞争、 客户群竞争、同样也包括人才的竞争，员工的吸引和保留已成为公司在员工管 理方面的首要问题。 本文在阅读大量文献和国内外著名的职业生涯管理理论的基础上，借鉴总 结其它组织实施员工职业生涯管理的具体过程及实施中出现的困难，为S 公司 职业生涯管理体系的建立奠定了理论与实践的基础。文章以S 公司为案例讨论 对象，结合S 公司企业性质，发展背景以及管理现状现，建立一套适用于S 公 司业务特性的员工职业生涯体系，同时提出了体系有效运行的保障条件，在现 有人力资源各个模块的支持下，甄选、安排、开发以及引导个人的人力资源规 划与组织规划的协调，既要满足员工自我发展的需要又要满足公司对人力资源 的需求，最终实现S 公司人力资源发展的战略目标。
英文摘要：	To promote market-oriented reform process of China's logistics industry, S is going through to the open market from the monopoly business background according to the overall strategic plan of S group, and has entered a new era of modern logistics with the change of economic structure and the adjustment of national policies. There are various forms of organizations for a time, such as foreign-funded enterprises, joint enterprises and private enterprises. At the same time, S company lost its monopoly position in logistics field , and began experiencing competitive pressure from various aspects, for example, market share, customer base, as well as competition for talent .It is a priority problem that attracting and retaining employees about staff management issues. In this paper, S company career management system was established base on the career management theory and practice through learning from the implementation of staff career management process and the implementation of the specific difficulties arising. To establish S company staff career system that fits business features the article combines S company Corporation ownership, development and management status of the background, and the effective protect conditions was proposed that to coordinate and guide the individual's human resource plan and organization plan including selection, arrangement and development supported by the existing each human resource module. It is necessary to meet the needs of not only employees’ self-development but also the human resources needs of the company, and ultimately HR S development of strategic objectives.
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