匹配视角的组织职业生涯管理——X公司OCM服务  

Organizational Career Management from The Perspective of Matching: A Case of OCM Services of X Company

作　　者：陈松林[1] 赵勇[2] 连瑞瑞[3] Chcn Songlin Zhao Yong Lian Ruirui(Human Resources Research Center, Anhui JIANZHU Universit Department of Human Resources and Social Security, Anhui JIANZHU Universit Human Resources Laboratory, Anhui JIANZHU Universit)

机构地区：[1]安徽建筑大学人力资源研究中心 [2]安徽建筑大学人力资源与社会保障系 [3]安徽建筑大学人力资源实验室

出　　处：《中国人力资源开发》2017年第5期89-95,共7页Human Resources Development of China

基　　金：安徽省教育厅重点项目"核心能力导向的企业文化管理策略"(SK2017A0555)资助

摘　　要：在综述组织职业生涯管理研究文献的基础上,对X公司OCM服务项目进行了分析研究,发现其理论依据是人职匹配和人与组织匹配,管理工具是能力结构三核模型、能力管理四象限、企业要求矩阵、三叶草模型,服务内容是通过咨询和培训对员工进行职业指导和职业支持,服务目标是引导员工自主提升工作能力、积极调整工作态度,有效解决员工身份认同、不合理信念和能力不足的问题,并培养管理者掌握生涯咨询技术。本研究发展了组织职业生涯管理理论,对企业开展OCM活动具有指导意义。On the basis of summarizing the research literature of organizational career management, the OCM service project of X company is analyzed and researched. We find it based on the theory of P-J fit and P-O fit, management tools are the three core model of competency, the four quadrants of competence management, enterprises requirements matrix and clover model, services contain occupation guidance and support for staff through consulting and training, services goal is to guide the staff to enhance the work of independent ability, actively adjust the work attitude, improve employee identity, irrational beliefs and the problem of insufficient capacity, and training managers to master career counseling techniques. This research develops the theory of organizational career management, which is instructive to carry out OCM activities.

关 键 词：组织职业生涯管理 匹配 能力 需求 

分 类 号：F272.92[经济管理—企业管理]