员工发展通道模型及其自适应性研究  

A Research on Employee Career Path Model Designing and its Adaptability

作　　者：余顺坤[1] 王巧莲[1] 张欧[1] 

机构地区：[1]华北电力大学经济与管理学院,北京102206

出　　处：《技术经济与管理研究》2012年第8期52-56,共5页Journal of Technical Economics & Management

摘　　要：本文以电力企业为研究对象,研究发现影响企业员工职业发展的诸多因素,通过内部工作分析、外部标杆法等方法构建纵向延展、横向打道、多通道的企业员工职业发展通道模型,并特别提出构建与职业发展通道模型各层级及岗位群相对应的层级标准模型的重要性。同时对员工职业发展通道模型的自适应性进行深入研究,发展通道对外与企业发展环境的自适应性,对内与企业业务发展需求、核心人才需求及员工个人发展需求的自适应性,以此为基础构建员工职业发展管理的自适应机制,为建立能够快速适应市场变化、企业战略发展的职业发展通道模型奠定基础,并通过此模型的管理应用,为企业在竞争日趋激烈的生存环境中,吸引、留住、培养亟需的核心人才队伍奠定了基础。The study found many factors that affect employee career development by studying some modern electric power companies.On the one hand,the thesis proposed the longitudinal extension,horizontal correlation employee career multi-path model designing through the internal job analysis,external benchmarking and some other methods.On the other hand,the thesis especially emphasized the importance of corresponding standard model designing.At the same time,this study constructed adaptive management mechanism of the employee career path model on the basis of the further research of career path model adaptability.Whether the career path model adapt to the development environment of foreign enterprise externally,or get used to enterprise business development needs,core personnel needs and personal development needs internally.This study could lay the foundations for the employee career path model designing which can for rapid response to the demand of strategy development and management in this new economic situation.This model could help attracting,retaining and cultivating good staff to build a talent team for the fast-developing company in today＇s fierce market competition.

关 键 词：核心人才 职业发展 电力企业 人力资源 

分 类 号：F241[经济管理—劳动经济]