中文摘要
摘要:随着改革开放的不断深入,中国的民营企业也日渐发展强大,企业对于人
才的素质和人力资源的管理水平要求也随之提高。高级助理作为企业中承上启下
的中高层管理人才,因为缺少有效的职业生涯规划,相当多的民营企业高级助理
人才找不到职业发展方向。而由于当前计对高级助理的理论研究还普遍停留在较
低的层面之上,更多的偏重于秘书等职位的研究,不足以为现今髙级助理人才的
成长提供切实可行的指导
由于笔者自身具备多年的助理从业经验,依托中国总裁助理联盟这一特殊平
台,对于高级助理人才的职业生涯规划的缺失感同身受,因此特别选取高级助理
人才这一特殊群体为研究对象,尝试探讨民营企业以及高级助理人才自身的职业
生涯管理。论文根据笔者亲身的经历,在理论分析的基础上,釆用理论与实践相
结合的方法,从民营企业与高级助理人才两个角度进行了分析,引用了大量的实
证分析案例和当前最先进的职业生涯管理工具,为民营企业高级助理人才的职业
生涯管理提供了切实可行的解决方案和实施策略
论文首先介绍研究背景和研究意义,对论文中用到的相关职业发展规划理论和
方法进行综述。然后从概念上对于高级助理人才进行了界定,并且指出了人才培
养中存在的问题,接着分析民营企业高级助理人才职业发展现状,分别从民营企
业髙级助理人才的类别划分和职业发展路径规划两个角度提出可操作性的职业标
准设计。最后通过对职业素质模型及管理工具的运用,帮助民营企业明确适用的
高级助理人才职业生涯管理的策略及实施
本文拟在论证民营企业高级助理人才职业生涯管理理论的基础上,结合企业及
人才在职业生涯规划和培训中遇到的问题,力求理论与实践的高度结合,为民营
企业及高级助理人才职业生涯管理实践提供借鉴思路和一些具体操作的方法。希
望能够为提升民营企业的人才管理水平起到一定促进作用,同时能够对于高级助
理人才的职业生涯规划起到一定的参考价值
关键词:民营企业;高级助理;职业生涯管理;职业标准
ABSTRACT
ABSTRACT: With the deepening of reform and opening up,China、private enterprises
are growing strong,the need of talent and human resources management lever in private
enterprise also increased. In private enterprises, senior assistant was belonged to the
high-level management, because of the lack of effective career planning; a considerable
number of senior assistant in private enterprises cannot find career development
direction. Owing to the study of the theory of the senior assistant still stay in lower level,
most researches focus on positions as secretary, insufficient providing practical
guidance to the senior assistant in the growth of talents.
Because the author has years of experience on assistant, relying on this particular
platform China President Assistant union, for the senior assistant personnel occupation
career planning of the lack of empathy, selects this special group of senior assistant as
the research object, try to occupant career management of private enterprises as well as
the senior assistant personnel's career management. Paper according to the author
personally experience, on the basis of theoretical analysis, using the method of
combining theory with practice, from the perspective of private enterprise and the talent
of senior assistant two was analyzed, and quotes a large number of empirical analysis of
cases and the current the most advanced career management tool,senior associate for
the private enterprise career management provides a feasible solution and
implementation strategy.
Paper first introduced the research background and research significance, the paper used
in related to career development planning theory and methods were summarized. Then
assistant for senior talent is defined from the concept, and points out Ihe problems
existing in the cultivation of talents, and then analyzed current senior assistant personnel
career development of private enterprises, respectively from the classification of the
private enterprises senior assistant personnel and professional development path
planning two angles proposed operational design professional standards. Finally based
on the model and the use of management tools, professional quality to help private
enterprises clear applicable senior assistant personnel career management strategy and
implementation
Based on private enterprise senior assistant in argument talents, on the basis of career
management theory, combined with the enterprise and talent in the problems in the
career planning and training, aimed at the height of the theory and practice combination,
and senior assistant personnel for the private enterprise career management practices to
provide reference idea and some specific operation methods. Hope to raise the level of
talent management in private enterprises, while for Senior Assistant talents career
planning has played a certain reference value.
KEYWORDS: Private enterprises; senior assistant; Career management; Professional
standards
1绪论
1.1选题背景
过去,在很多人眼中,助理可能是不起眼的职务,端茶送水、接接电话、打
打文字、发发通知,工作流程简单重复不说,还被人们普遍认为是靠“青春吃饭”
的,助理更像是为那些青春貌美却身无长物的女孩儿而设的职务。在商学院迅速
崛起的今天,助理已经不再是单纯的执行者,新时代的助理直接面对企业高层管
理者,在企业中发挥着日益重要的作用,髙级助理的地位甚至会比部门经理还要
高,相应所需的学历也更高、薪酬随之提升
虽然目前我国助理人才的整体背景是供大于求,但处于金子塔尖的高级助理
人才仍然缺口很大,竞争显得尤为激烈,知识结构全面的助理人才已悄然成为一
个企业“软实力”的重要组成部分。高级助理人才是企业决策者视觉、触觉和噴
觉的延伸,是常规行政秘书的升级,部分助理人才甚至能够为企业决策者分担
20%-30%日常工作,属于企业高管之列。然而当前高级助理却一直没有明确的职
责范围,岗位标准缺失。无论企业在人才引进还是助理人才在应聘求职中,对于
岗位匹配都存在着困扰。助理人才走上工作岗位之后的职业发展也日渐出现分化,
有些人在助理岗位上选择与强者为伍,自身能力素质得以快速提升并实现自我价
值最终成为企业高管;而更多的人却始终在助理岗位上徘徊,深陷于重复繁琐的
日常事务中,因职业规划的缺失而难以找到正确的职业定位并导致丧失晋升机遇,
这也成为企业助理人才流失率高的重要原因
当前,我国民营企业助理人才市场在供需匹配上存在着矛盾,一方面髙级助
理人才对于自身的职业生涯缺乏合理规划;另一方面企业很难招聘到合适的助理
人才。在此背景之下,本文将通过对企业高级助理人才职业发展现状的研究,分
析由助理岗位走向企业高管的职业发展模式,为更多助理从业人员的职业生涯规
划提供切实可行的参考和借鉴作用;同时也将对高级助理人才的培养模式进行一
些理论研究和实践探索
1.2研究的意义
随着中国经济的快速发展,高级助理这个特殊的群体越来越受到众多企业的
重视。对于一个企业的发展来讲,助理作为企业家的左膀右臂,其责任重于泰山
部分高级助理人才正影响着企业的未来,他们中的不少人即将成为企业未来的领