I 摘要 当前，新生代知识型员工已经逐渐成为企业的核心竞争力。在人才竞争加剧 的背景下，部分企业对新生代知识型员工的生涯规划管理重视不够，导致其看不 到个人未来和职业机会，大大削弱了工作的积极性，甚至产生离职现象，也会给 企业的可持续发展带来一系列问题。职业生涯规划管理是人力资源管理体系中的 一项重要内容，其目的是增强员工的归属感，通过提高员工的积极性、主动性来 强化企业的核心竞争力。如何做好组织职业生涯规划管理，帮助新生代知识型员 工实现个人价值，已经成为企业尤其是科技类企业亟待解决的问题。 本文以 CG 科技公司为研究对象，基于国内外职业生涯管理理论设计问卷，用 以获取新生代知识型员工职业生涯规划方面的基本数据。在此基础上，本文梳理 归纳了 CG 科技公司新生代知识型员工职业生涯规划的管理现状，提炼了影响新生 代知识型员工职业生涯规划的主要因素，从个人和组织两个角度深入分析存在的 问题及原因，找出症结。最后，在个人层面从提高意识、更新观念、提升自我认 知能力三个方面提出了对策建议；在组织层面从新生代知识型员工职业生涯规划 管理理念科学化、指导专业化、制度规范化以及管理环境人性化四个角度提出合 理化建议，进一步优化 CG 科技公司职业生涯规划管理体系。这些建议也将为其他 同类企业对新生代知识型员工职业生涯规划管理提供参考和借鉴。 关键词：CG 科技公司；新生代知识型员工；职业生涯规划管理河北工程大学硕士论文 II Abstract Nowadays, knowledge worker of new generation have gradually been main force of society and core competence of company. In the background of intensified competition for talent, some company did’t pay enough attention to management of career planning for new generation of knowledge worker, lead to that they can’t except their prospect for development and career opporities, which greatly weaken working enthusiasm of staff, even to retire from companies. It caused serious problems to sustainable development of companies. Management of career planning is a impotant part of human resource management system, and its purpose is enhancing the sence of belonging of staff, strengthening the competitiveness of companies by improve enthusiasm and initiative of staff. How to make career plans for the new generation of knowledge workers, help them fulfill their social responsibilities, and realize personal value, has been a urgent problems to be solved for companies, especially high-tech enterprises. In this paper, I designed the questionnaire based on the career management theory of domestic and foreign, which to obtain basic data on career planning for the new generation of knowledge workers. This article summarized the management status of career planning for the new generation of knowledge staff of CG technology companies, refined the main factors affecting the career planning of the new generation of knowledge workers, and find out the crux. At last, we suggested countermeasures from raising awareness, updating ideas and improving self-awareness on a personal level. We suggested countermeasures from scientific management concept, guidance specialization, institutional normalization, humane management environment of career planning for the new generation of knowledge staff on the organizational level, which will further optimize the career planning management system of CG technology companies. These suggestions will also provide reference and reference for other similar companies to the career planning and management of the new generation of knowledge workers. Keywords: .newgenerationofknowledgeworkers;careermanagement;cscienceand technologycompany目 录 III 目 录 摘要.............................................................................................................................I Abstract..........................................................................................................................II 第 1 章 绪论..................................................................................................................1 1.1 选题背景及研究意义.......................................................................................1 1.1.1 选题背景....................................................................................................1 1.1.2 研究意义....................................................................................................1 1.2 国内外研究现状...............................................................................................2 1.2.1 关于新生代知识型员工的研究................................................................2 1.2.2 关于职业生涯管理的研究........................................................................2 1.2.3 关于对新生代知识型员工职业生涯规划管理的研究............................3 1.2.4 文献综述....................................................................................................4 1.3 本文研究内容、方法及技术路线...................................................................5 1.3.1 研究内容....................................................................................................5 1.3.2 研究方法....................................................................................................5 1.3.3 技术路线....................................................................................................6 第 2 章 新生代知识型员工职业生涯规划管理相关理论..........................................7 2.1 职业生涯规划管理的相关概念.......................................................................7 2.1.1 职业生涯....................................................................................................7 2.1.2 职业生涯规划............................................................................................7 2.1.3 职业生涯管理............................................................................................7 2.2 新生代知识型员工的界定和特征...................................................................7 2.2.1 新生代知识型员工的界定........................................................................8 2.2.2 新生代知识型员工的特征........................................................................8 2.3 职业生涯规划相关的理论基础.......................................................................9 2.3.1 马斯洛的“需求层次理论”....................................................................9 2.3.2 霍兰德人格和工作适配理论....................................................................9 2.3.3 萨柏的职业生涯理论...............................................................................10 2.3.4 麦克里兰的成就需求理论......................................................................10 2.4 本章小结.........................................................................................................11 第 3 章 CG 科技公司新生代知识型员工职业生涯规划管理现状......................... 12 3.1 CG 科技公司简介........................................................................................... 12 3.1.1 CG 科技公司基本情况............................................................................ 12河北工程大学硕士论文 IV 3.1.2 CG 科技公司的人才现状........................................................................ 12 3.1.3 CG 科技公司新生代知识型员工的特点................................................ 13 3.2 问卷设计与回收.............................................................................................13 3.2.1 问卷设计..................................................................................................13 3.2.2 问卷回收..................................................................................................13 3.3 CG 科技公司新生代知识型员工职业生涯规划管理现状........................... 14 3.3.1 基本信息统计结果..................................................................................14 3.3.2 对员工职业生涯规划有影响的相关信息统计分析..............................15 3.4 本章小结.........................................................................................................20 第 4 章 CG 科技公司职业生涯规划管理存在问题及原因分析............................. 21 4.1 新生代知识型员工自身存在问题及原因分析.............................................21 4