摘 要
随着世界经济一体化的发展，人力资源可流动性加强，尤其是跨国企业进入中国市场后，深远的影响中国企业的人力资源管理理念。员工职业生涯管理是现代人力资源管理的重要内容，其对实现组织战略目标有重要影响，是企业留住人才、提高员工满意度和忠诚度、提高企业整体绩效的重要手段，职业生涯管理已经受到更多的企业和学者重视，目前国内外针对职业生涯管理的研究和应用也很广泛。
本文以 JZ 地产公司为研究对象，通过研究 JZ 地产公司的员工职业生涯，发现其职业生涯管理存在的问题，并寻找 JZ 地产公司职业生涯管理的优化建议和措施。能够减少企业人员流失、提高员工忠诚度、提高企业整体效率、保证企业员工后备供应、保持企业核心竞争力。
本文通过对研究国内外职业生涯管理的相关理论，以及对此方面的专家进行访谈，结合 JZ 地产公司现行的运营模式、组织结构、人力资源部相应职责等，并通过问卷调查对于现在实行的职业生涯管理措施进行了解和分析，找出 JZ 地产公司职业生涯管理存在的问题，为 JZ 地产公司职业生涯管理优化做铺垫；并在此基础上提出了 JZ 地产公司职业生涯管理体系优化建议和措施。
关键词 职业生涯管理 JZ 地产公司 管理优化
Abstract
With the developm ent of world econom ic integration and the strengthen of hum anresource, especially after multinational companies entering the Chin ese market, Humanresources of China is af fected. Staff career management is an im portant content of m odernhuman resources management, it has important influence to achieve organizational strategicobjectives. It is th e means of keeping talen ts, improving employee sati sfaction and loyalty,increasing enterprise important overall performance. Career management has received m oreand more attention of e nterprises and scholars. Study of career management and are widelyapplied at home and abroad.
In this pap er, JZ real estate com pany as the research ob ject, through the study ofemployee career, JZ real estate co mpany can find the the problem s of career m anagement,combining the predecessors' research, and find optimization Suggestions and measures of JZreal estate company's career m anagement. Based on these JZ real estate com pany canreduce the enterprise personnel loss, im prove staff loyalty, improve the overall ef ficiency ofenterprises, ensure enterprise staff backup supply, keep the enterprise core competitive ability,find the problems existing in the career managemen.
This paper studies the relevant theories of career management at home and abroad, andexpert interview, combining with JZ the operation mode of the real es tate company currentcorresponding responsibilities, organizational structure, human resources, etc., and throughthe questionnaire survey for the career management measures taken by now, understandingand analysis to find problem in JZ real estate company's career m anagement, careermanagement optimization groundwork for JZ r eal estate com pany; And based on this,advances the JZ property com pany career management system optimization Suggestions andmeasures.
Keywords: Occupation career management Real estate company of JZManagement optimization
目 录
第 1 章 绪论···························································································································1
1.1 研究背景及意义··········································································································1
1.1.1 研究背景···············································································································1
1.1.2 研究意义···············································································································2
1.2 国内外研究现状··········································································································2
1.2.1 国外研究现状······································································································· 2
1.2.2 国内研究现状······································································································· 5
1.3 研究内容与方法···········································································································7
1.3.1 研究内容···············································································································7
1.3.2 研究方法···············································································································7
第 2 章 职业生涯管理的理论综述 ·······················································································9
2.1 职业生涯管理概念······································································································ 9
2.1.1 职业·······················································································································9
2.1.2 职业生涯···············································································································9
2.1.3 职业生涯管理····································································································· 10
2.2 职业生涯发展理论···································································································· 11
第 3 章 JZ 地产公司员工职业生涯管理现状及问题分析················································· 12
3.1 公司概述···················································································································· 12
3.1.1 ZJ 地产公司基本情况介绍·················································································· 12
3.1.2 组织结构············································································································· 13
3.1.3 人员状况············································································································· 14
3.1.4 人力资源部门的职责 ·························································································· 15
3.2 员工职业生涯管理现状 ···························································································· 16
3.2.1 问卷设计与回收································································································· 17
3.2.2 数据分析············································································································· 18
3.3 JZ 地产公司职业生涯管理存在问题········································································· 21
3.3.1 缺乏系统的员工职业生涯规划管理·································································· 21
3.3.2 招聘阶段缺少人岗匹配分析·············································································· 22
3.3.3 培训体系不足以支撑员工职业发展需求·························································· 22
3.3.4 缺乏职业生涯规划的对员工的激励·································································· 23
3.3.5 职业发展通道有限 ····························································································· 23
3.3.6 缺乏有效的员工职业信息管理系统·································································· 24
第 4 章 JZ 地产公司员工职业生涯管理对策··································································· 26
4.1 优化原则···················································································································· 26
4.1.1 差异化的原则······································································································ 26
4.1.2 发展性的原则······································································································ 26
4.1. 3 可行性的原则······································································································ 26
4.1. 4 双赢的原则·········································································································· 26
4.2 优化内容···················································································································· 27
4.2.1 科学的评估员工的职业性向·············································································· 27
4.2.2 完善和优化人员储备计划·················································································· 27
4.2.3 拓展员工职业发展渠道 ····················································································· 28
4.3 配套措施····················································································································· 29
4.3.1 完善职业生涯管理效果的评估和反馈制度······················································ 29
4.3.2 引进功能完善的人力资源的信息系统······························································ 31
4.3.3 建立完善的培训体系 ························································································· 32
4.3.4 制定动态的职业生涯管理规划·········································································· 32
第 5 章 结论与展望············································································································· 34
5.1 研究结论···················································································································· 34
5.2 不足与展望················································································································ 34
参考文献······························································································································· 35
致 谢································································································································· 41
