摘要
随着国际国内形势的发展和电力体制改革的推进，供电企业的经营环境发生了
深刻地变化，使供电企业由以往通过技术和资金获得竞争优势，转向由获取或开拓
创建在企业整体发展战略基础上的人力资源的发展。员工的职业生涯成长已成为电
力企业进步与员工个人能力实现的重要指标，开始成为供电企业内部人资开发与规
划中及其关键的一项工作。一方面供电企业要最大可能地去挖掘和利用每位员工的
职业潜能，另一方面也要为每一位身处在企业中的员工去提供持续发展的良好的企
业环境，最终得到职业成功的目标。企业着手对员工的职业生涯管理工作进行合理
的规划，就能够到达企业与员工双重受益的目的，这种情况下企业在进一步提高竞
争力的同时也能够深层次地发掘员工职业成长潜力。因此，建立并实施起一套与供
电企业发展与企业人力资源现状相匹配的职业生涯规划体系具有重要的理论和现实
意义

本文本着理论联系实际、定性和定量相结合的原则，将供电企业营销基层员工
作为研究对象，通过抽样访谈和问卷调查等方式，对该群体的职业生涯现状进行了
调研，从该群体的职业特点出发，结合国内外学者在相关问题上的研究成果，对供
电企业一线员工的职业生涯规划的问题开展了探讨。认识并综合了现阶段公司在营
销一线员工的职业生涯规划上面所存在的问题：企业对一线员工的职业生涯规划通
道建设的重要性领会不够；企业职业基础信息管理工作不到位，人力资源不能得到
有效开发；培训制度不能匹配员工对自身成长的需求；薪酬分配制度不合理，激励
形式单一，对员工发展的反馈不足，不能起到挖掘员工潜能的作用，更重要的是员
工职业生涯发展通道不顺畅，晋升机制不完善，从而不能够起到稳定员工队伍，构
建人才梯队的需要。这些问题严重影响了一线员工的职业生涯规划，不能让员工挖
掘自身潜力，而企业的生产效益也无法到达最佳。在这种情况下，本文提出当下职
业生涯规划工作的开展的重要性和及时性毋庸置疑

针对这些问题，本文从供电企业实际出发，探索构建了一套适应供电企业营销
员工职业生涯发展的规划体系设计方案。从构建企业职业生涯发展通道入手，通过
岗位分析、流程分析和员工分析设计了管理通道、技术/技能通道、辅助通道三大通
道。这三个通道在各自纵向发展的同时，技术/技能通道、辅助通道与管理通道之间
也有相应的桥梁，员工可以通过岗位轮换、竞聘上岗等方式，通过横向通道，调整
向另一条职业发展路线，进行进一步的个人发展。并且通过构建以职业生涯为导向华北电力大学硕士学位论文
II
的培训体系、构造建立以职业生涯为目标的薪酬绩效体系等措施来保障该三大通道
的顺利实施。通过该办法的实施，营销员工可以在企业人力资源部门的帮助下按照
自己的性格能力特征为自己规划出一条除了晋升以外的发展道路，为公司营销人才
的储备打下坚实的基础

本文将职业生涯规划的理念引入越州供电公司营销部门的人力资源开发与研究，
从而将该公司职业生涯管理的水平进一步提高。若是本文设计的职业生涯通道管理
方式行之有效的话，也希望通过本文能够为同类型企业提高人力资源管理水平提供
有益的借鉴

关键词：人力资源；职业生涯管理；营销员工；职业生涯规划设计华北电力大学硕士学位论文
III
Abstract
With the development of society and the advance of electricity industry body reform,
electric power companies are facing a totally different business environment, where they
used to get competitive advantage from technics and capital now turning to human
resource development based on company’s overall development strategy. Employees’
career development has become the key point of realizing companies’ development and
employees’ personal capabilities.On one hand, power supply company should excavate
and use employees’ career potential, onthe other hand, it should provide a good
environment for their career development. If a company helps his employees to plan their
career, it will reach a win-win situation with them too, for it enhanced company’s
competitiveness and employees’ development potential. Therefore, building and
implementing a career system, which matches the company’s human resource situation,
has a theoretical and practical significance.
Based on the theory and reality, this paper put employees in marketing departments
as research object, investigated their career situation with sample interview and
questionnaire survey, combined their professional characteristic with research
achievement from the scholars both domestic and overseas, and researched the
management of junior employees’ career. As a result, this paper came to the conclusion
such as: ignoring the importance of career planning, imperfect management of career
basic information, poor development of human resource, ill-designed training system
that doesn’t meet employees’ career development, unreasonable salary system, simple
stimulating measures, bad career development, imperfect promotion mechanism, etc. All
these problems influenced employees’ career planning; stop them from releasing their
capacity, as well as company’s performance. Under this circumstance, the author put
forward the importance and promptness of career planning.华北电力大学硕士学位论文
IV
In order to solve these problems, this paper tried to build an employee career
development scheme that goes with employees’ situation in electric power company’s
marketing department. Starting with building career development channel, this paper
designed management channel, technique channel and auxiliary channel by analyzing
position, procedure and employee. When employees’careers develop in three channels,
they also have chance to shift from this channel to another by ways of position shifting
and position competition so as to modify their career development. Specifically, this
paper built training system oriented by career development, as well as designed salary
and performance evaluating system. By the implementation of the scheme, employees in
marketing department are able to plan their own personal development based on their
own character and ability except getting promoted, and lay a solid foundation for
company’s reservation of marketing talents.
This essay introduced the idea of career planning into Yuezhou Power Supply
Company’s HR development and research in marketing department, enhanced its career
planning management. If this scheme works, we hope this essay can be a good example
for enhancing HR management in companies of the same kind.
Keywords:Human Resource, Career Planning, Marketing Staff, Planning and Designing
of Career华北电力大学硕士学位论文
V
目录
摘要...I
Abstract ..... III
第 1 章绪论..1
1.1 研究背景及意义 ........... 1
1.1.1 论文背景1
1.1.2 研究意义2
1.2 国内外研究现状3
1.2.1 国外研究现状 .... 3
1.2.2 国内研究现状 .... 4
1.3 研究内容研究方法与框架 ........ 5
1.3.1 研究内容5
1.3.2 研究方法 .
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