无边界职业生涯模式下的企业人才能力结构与应对策略  

The Talent Capability Structure and Coping Strategies of Enterprises under the Boundaryless Career Model

作　　者：许宪国 XU Xianguo(Hunan Automotive Engineering Vocational University,Zhuzhou 412001,China)

机构地区：[1]湖南汽车工程职业学院,湖南株洲412001

出　　处：《山西经济管理干部学院学报》2024年第2期1-6,共6页Journal of Shanxi Institute of Economic Management

基　　金：2023年度湖南省社会科学成果评审委员会课题“基于无边界职业生涯理论的高职学生职业适应能力融入式培养研究”(XSP2023JYC066)。

摘　　要：随着全球化进程的加速和技术的快速发展,职业生涯的传统边界逐渐消失,无边界职业生涯模式逐渐成为主流。为了深入探讨无边界职业生涯模式下企业所需人才的能力结构,通过文献综述和实证研究,发现企业人才应具备自我管理能力、人际关系能力、专业技能知识、创新能力、学习能力、跨文化沟通能力等多维能力结构。为应对这一挑战,企业需要重新审视其人才战略,建立灵活的人才管理机制,强化员工培训与支持员工发展,鼓励员工做好自我发展与职业规划,培养市场敏感度和深化行业认知,关注员工心理韧性和个人品质,建立良好的企业文化与价值观,建立广泛的人际关系网络,实施绩效管理与激励措施,利用技术手段进行人才管理,以适应不断变化的市场环境。With the acceleration of globalization and the rapid development of technology,the traditional boundaries of career have gradually disappeared,and the boundaryless career model has gradually become the mainstream.In order to deeply explore the capability structure of talents required by enterprises under the boundaryless career model,through literature review and empirical research,it was found that enterprise talents should possess multi-dimensional capability structures such as self-management ability,relationship-building ability,professional proficiency,innovative ability,learning ability and cross-cultural communication skills.To address this challenge,enterprises need to reexamine their talent strategies,establish flexible talent management mechanism,strengthen employee training and development,encourage their self-development and career planning,cultivate market sensitivity and deepen industry awareness,pay attention to employees′psychological resilience and personal qualities,establish good corporate culture and values,establish a broad network of interpersonal relationships,implement performance management and incentive measures,utilize technological means for talent management to adapt to the constantly changing market environment.

关 键 词：无边界职业生涯 人才能力结构 绩效管理 人才管理机制 

分 类 号：C961[经济管理—人力资源管理]