基于人-职匹配的知识型员工管理对策探讨——以A汽车研究院为例  

Management to Knowledge Employees' Career Development Based on Person-vocation Theory——A Case of Automotive Institute A

作　　者：苏文平[1] 郭慧茹[1] 张哲[1] 李希[1] 

机构地区：[1]北京航空航天大学经济管理学院

出　　处：《中国人力资源开发》2015年第8期65-71,共7页Human Resources Development of China

摘　　要：随着社会进步、科技发展,以知识型员工为主导的企业越来越多。文章通过分析A汽车研究院发生的多项由于"人职不匹配"造成的知识型员工管理难题,分别展示了由于知识型员工的人格类型、职业兴趣、工作价值观与其工作岗位不匹配以及企业职业发展通道单一造成的处于不同生涯发展阶段的员工职业发展问题,进而基于"人-职匹配"理论提出有效管理知识型员工、充分调动其能动性的思路及方法,为企业发展提供借鉴。More and more enterprises have hired knowledge staff with development of society and technology. To manage knowledge staff effectively, Person-vocation Theory may help a lot. According to the theory, not only the candidates＇ capability and skills should match the position, but also their personality, career interest and career anchor should do. Meanwhile, to satisfying the knowledge staff＇ self-actualization need, the enterprises should design more career development channels rather than one promotion channel for them. To analyze several career management problems knowledge staff facing in Automobile Institute A, this paper shows thek career rr^smatching problem on personafity （MBTI）, career interest end career anchor with their positions and dilemma of the staff in different career development stage. The solution will offer examples for the knowledge-staff enterorise solvin~ their similar rreoblems.

关 键 词：知识型员工 人职匹配 职业生涯发展 

分 类 号：F272.92[经济管理—企业管理]