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论文编号：	8057
作者编号：	2120132726
上传时间：	2015/12/11 9:19:50
中文题目：	国信证券天津分公司新入职大学生职业生涯管理研究
英文题目：	Career Management Research of new recruit college students in Guosen Securities Tianjin Branch
指导老师：	崔勋
中文关键字：	新入职大学生；职业生涯管理；证券公司
英文关键字：	new recruit students; Career Management; security companies
中文摘要：	在中国国民经济水平快速提高、宏观经济增长的大背景下，证券行业不断迎来来自国家政策以及市场推动的改革创新。证券行业经营环境已不是过去“靠天吃饭”的局面，证券公司必须迅速找到自身的核心竞争力，才能够在未来的证券市场中占据一席之地。证券行业作为知识密集型行业，能否有效吸引和留住人才，决定了企业能否在行业竞争中立于不败之地。同时，企业是否具备“人才自主生产力”，更是决定了企业能否获得健康长远的发展。鉴于证券行业所面临的特殊市场机遇，以及证券公司普遍存在的人才紧缺问题，很多证券公司选择通过引进和培养应届大学生满足自身人才需求。 以国信证券天津分公司为例，公司自2009年起开展大学生的招聘工作，2014年将此项人才工程定义为“雏鹰工程”，成为企业人才战略中的重要组成部分，至今，“雏鹰工程”员工人数占比已达到天津分公司总人数的34.39%。未来，如何将新入职大学生个人发展与公司发展有效联接，如何帮助员工快速成长为公司需要的人才，如何使优秀人才与公司长期共同发展，如何通过人才竞争力帮助公司在市场竞争中脱颖而出，均是公司人才培养工作中所面对的重要课题。 职业生涯管理作为企业人力资源管理中的一个重要环节，是将员工发展、企业发展联系在一起的重要手段之一，有效的员工职业生涯管理，能够让员工清晰看到进入企业工作后的发展前景，帮助新员工适应环境，提升员工工作积极性和企业忠诚度，提高公司人才培养的速度和质量。 本文选择国信证券天津分公司“雏鹰工程”员工为研究对象，通过阅读大量文献、对企业员工及相关数据进行实地的调查和分析，找到公司当前在新入职大学生职业生涯管理方面存在的问题和原因，从而提出新入职大学生职业生涯管理方案。此研究不但对于作为研究对象的国信证券天津分公司在提升其人力资源管理水平、打造企业核心竞争力方面具有极高的现实意义，同时，对于我国同样面临改革创新的其它经营性证券机构，也具有积极的参考价值。
英文摘要：	Under the background of rapid increase of China’s national economic level and macroeconomic growth, security industry continuously usher in reform and innovation from national policy and market promotion. The business environment situation of security industry has not been “rely on destiny” and it is necessary for security companies to find out their core competitiveness if they want to find a place in the prospective securities market. As knowledge-intensive industry, the key for security companies to achieve unwavering success in industrial competition depends on whether they could effectively attract and retain talents. Meanwhile, the healthy and long-term development of the security companies further depends on whether they have “independent talent productivity”. In view of the special market opportunity faced by security industry and talent shortage problem generally exists in security companies, many of them prefer introducing and training graduating students to meet their talents requirement. Taking Guosen Securities Tianjin Branch as example, the graduating students recruitment project started in 2009 and defined as “Eyas Project” in 2014, which has been a significant constituent part of the company’s talent strategy. Up to now, the number of employees from “Eyas Project” has accounted for 34.39% of the headcount in Tianjin Branch. In the future, how to effectively connect new recruit students with company development requirement, how to help employees grow into talents required by the company, how to make excellent talents develop together with the company for a long term, how to achieve success in market competition through talent competitiveness, are all essential tasks during talent cultivation in the company. Career Management, as an important part of enterprise human resource management, is one of the significant means to connect development of employee and enterprise. Effective Career Management will make employees clearly know the development prospect after entering into enterprise, help new employee to adapt environment, promote employees’ working enthusiasm and corporate loyalty, increase the speed and quality of talent cultivation. This article took employees from “Eyas Project” in Guosen Securities Tianjin Branch as research object, finding out the problems and reasons existing in new recruit students’ Career Management at present, through reading amounts of literatures, practical investigation and analysis for employees and relevant data, to propose Career Management plan for new recruit college students. This research has not only excellent practical significance for Guosen Securities Tianjin Branch itself to promote HR Management level and make core competitiveness of enterprises, but also positive reference value for other commercial securities institutions who also face reform and innovation in China.
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