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三鹰公司作为一个中小民营企业，由于企业的人力资源管理系统的不健全，对
于员工的职业生涯的管理更是不系统，从来没有专门的针对员工的职业生涯管理活
动。在这篇论文中，以职业生涯规划与管理的基本概念及相关理论为切入点，表明
了企业职业生涯发展规划与企业发展的重要关系。其次，对三鹰公司的基本经营状
况进行了介绍，分析了三鹰公司员工职业生涯规划与管理的现状、存在的问题。在
第四章，又针对三鹰公司现有的职业生涯规划现状设计出了相应的职业生涯管理方
案，提出了相应的对策。在第五章，主要就其方案进一步提出完善的配套设施。包
括设计职业生涯规划方案和建立职业生涯规划配套设施，比如树立管理的系统化思
想、加强对人力资源部门的管理，建立有效的培训机制和职业信息交流平台、拓展
员工职业生涯发展的通道，并在公司内部创建学习型组织等。三鹰企业作为中小民
营企业的典型代表，希望其研究成果能对相关的中小民营企业的职业生涯规划与管
理具有一定的借鉴意义
通过对三鹰公司职业生涯管理的研究与分析，当前对公司来说，最主要，最迫
切的问题是建立与企业战略相配套的人力资源管理体系，并在此基础上进一步完善
相匹配的员工职业生涯发展规划，这样才能保证是三鹰公司稳定、可持续健康发展
关键词：职业生涯规划；培训体系；职业通道华北电力大学硕士学位论文
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Abstract
China&39;s small and medium enterprises are mostly private enterprises, in the early
stages of development, competitiveness is weak. The life cycle of small and
medium-sized enterprises in our country is short, the average life span is 2.9 years,
which is not corresponding to the status of SMEs in the national economic development.
There are many reasons for this phenomenon, among which some problems in the human
resources management system of small and medium-sized enterprises are one of the
important reasons leading to this situation. As a part of enterprise human resources
management, employees&39; career planning and management are closely related to all
aspects of human resource management. More and more enterprises are beginning to
realize the important role of employee career development planning and management in
enterprise development. .
Sendy company as a small and medium-sized private enterprises, because the
enterprise human resources management system is not perfect, for the employees of the
occupation career management is not system, never dedicated to the employee&39;s
occupation career management activities. In this paper, based on the basic concepts and
theories of career planning and management, this paper shows the important relationship
between career development planning and enterprise development. Secondly, the basic
operating conditions of the company factory were introduced, analyzed the current
situation and existing Sendy company employee occupation career planning and
management problems. In the fourth chapter, according to the company&39;s existing factory
occupation career planning status designed the occupation career management plan, put
forward the corresponding countermeasures 。In the fifth chapter, it puts forward the
perfect supporting facilities. Including the design of occupation career planning and the
establishment of occupation career planning facilities, strengthen the system of thought,
such as establishing the management of human resources management, the establishment华北电力大学硕士学位论文
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of an effective mechanism for training and occupation information exchange platform,
expand employee occupation career development channel, and in the company&39;s internal
learning organization. Sanying enterprise as a typical representative of small and
medium-sized private enterprises, hope the research can have certain reference meanings
to occupation career planning and management of small and medium private enterprises.
Through the research and analysis of the occupation career management company
Mitaka, the company, the most important, the most urgent problem is to establish the
supporting and the strategy of the enterprise human resources management system, and
on this basis, further improve the employee occupation career development planning, so
as to ensure that the company is stable, sustainable and healthy development of the
factory.
Keywords: Career planning; Training system; Career channel华北电力大学硕士学位论文
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目 录
摘要........I
Abstract........II
第 1 章 绪 论...........1
1.1 选题背景及意义... 1
1.1.1 选题背景..... 1
1.1.2 选题意义..... 2
1.2 理论研究综述........2
1.2.1 国外理论研究综述.2
1.2.2 国内理论研究综述.4
1.3 实证研究综述.........4
1.3.1 国外实证研究综述.4
1.3.2 国内实证研究综述.5
1.4 本文的框架结构及研究思路.......5
1.5 本文的特色与创新...........5
第 2 章 职业生涯规划及其相关概念界定........... 7
2.1 职业生涯的含义... 7
2.2 职业生涯规划的含义.......7
2.3 职业生涯规划的内容.......7
2.4 职业生涯规划的特点.......9
2.5 影响职业生涯规划的因素9
2.6 本章小结...10
第 3 章 三鹰公司员工职业生涯发展现状及问题分析.10
3.1 三鹰公司员工职业生涯规划现状分析...
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