摘要
随着中国经济的发展，人力资源管理在当代已经凸显出越来越重要的作用，职业生涯管理作为人力资源管里的重要内容之一，也因此具有了重要的意义。当前新生代的95后员工出入职场，对其职业生涯管理问题进行探究对企业以及员工个人均有重要的作用，故而本文以重庆江渝建筑有限公司为例对95后员工职业生涯管理情况进行探究。本文应用文献分析法，在分析我国职业生涯规划与管理现状的基础上，重点揭示了职业生涯管理中存在的普遍问题并进行了相关分析，提出了改善职业生涯管理的对策，旨在为企业提供借鉴，帮助企业在职业生涯管理中上不断提高管理水平，达到企业和员工之间的双赢。
关键词：职业生涯管理；95后员工；个人发展；企业发展
Abstract
With the development of China's economy, human resource management has become more and more important in the contemporary era. As one of the important contents of human resources management, career management has important significance. At present, the post-95 employees of the new generation enter the workplace, and the exploration of their career management issues plays an important role for enterprises and individual employees. Therefore, this article take Chongqing Jiangyu Construction company as an example to explore the career management of post-95 employees. Based on the analysis of the current situation of career planning and management in China, this paper focuses on revealing the common problems in career management and analyzes them. It proposes countermeasures to improve career management and aims to provide enterprises with strategies. Learn from, help companies continuously improve their management level in career management, and achieve a win-win situation between enterprises and employees.
Key words:career management; post-95 employees; personal development; enterprise development
目录
1 绪论............................................................................................................................ 1
1.1 研究背景及意义............................................................................................. 1 1.2 国内外研究综述............................................................................................. 1
1.2.1 国外研究状况...................................................................................... 1 1.2.2 国内研究状况...................................................................................... 2 1.3 研究内容及方法............................................................................................. 2 2 概念界定及相关理论................................................................................................ 3
2.1 95后新生代员工............................................................................................. 3 2.2 职业生涯管理................................................................................................. 3 3 重庆江渝建筑有限公司95后新生代员工职业发展现状及问题.......................... 4
3.1 重庆江渝建筑有限公司基本情况及人力资源现状..................................... 4
3.1.1 重庆江渝建筑有限公司基本情况...................................................... 4 3.1.2 重庆江渝建筑有限公司人力资源情况.............................................. 4 3.2 重庆江渝建筑有限公司职业生涯管理中存在的问题................................. 5
3.2.1 企业在对95后员工职业生涯管理方面存在的问题........................ 5 3.2.2 95后员工自身职业生涯管理方面存在的问题.................................. 7
4 95后员工职业生涯管理问题的解决措施................................................................ 8
4.1 改进职业生涯管理应坚持的原则................................................................. 8
4.1.1 公平性原则.......................................................................................... 8 4.1.2 共同性原则.......................................................................................... 9 4.1.3 时间性原则.......................................................................................... 9 4.2 改善职业生涯管理的对策............................................................................. 9
4.2.1 企业改善职业生涯管理的对策.......................................................... 9 4.2.2 95后员工改善自我职业生涯管理的对策........................................ 12
总结.............................................................................................................................. 13 参考文献...................................................................................................................... 13 致谢.............................................................................................................................. 15
95后员工职业生涯管理研究——以重庆江渝建筑有限公司为例
