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摘要
现阶段，我国中小企业的发展突飞猛进，数据分析结果表明，目前我国的中小微
型企业具有“五六七八九”的普遍特征：贡献了税收的 50%以上，超过 60%的 GDP，
技术创新超过 70%，容纳的城镇就业劳动力超过 80%，企业数量超过 90%，已成为推
动国民经济和社会发展的新驱动力。但与此同时，也存在很多问题，大多数企业人员
流失率高，难以发展壮大，这与企业不重视员工的职业发展有较大的关系。
本文以 Y公司为例，对其员工职业生涯管理进行研究。 Y公司是一家主营医药卫
生类图书的小型民营企业，成立于 1999年。20多年来，得益于市场环境的良好与公司
人员的努力，公司取得了较好的经营业绩。但是随着市场发展环境的变化与公司业务
结构的调整，Y公司的员工队伍建设出现了一些问题，如员工工作积极性下降、工作
效率降低、重要岗位员工离职等，这些情况明显制约了 Y公司的长期发展。所以，提
高企业职业生涯管理水平，优化企业人力资源管理，以增强企业的综合竞争优势，推
动企业稳健发展，在现阶段，对 Y公司非常必要。本文主要利用问卷调查了 Y公司的
职业管理现状，分析获得的数据，研究分析了 Y公司职业规划管理中存在的问题；运
用相关理论，剖析了公司职业生涯管理不足之处的主要原因，然后针对 Y公司员工职
业生涯管理的不足，提出了一定的优化建议。文章的研究，能够有效的增强 Y公司的
综合竞争优势，推动企业发展，也可为同类中小企业的发展，提供一定的参考价值和
借鉴意义。
运用职业生涯相关理论，通过对 Y公司进行具体分析，所得结论如下：首先， Y
公司的员工职业生涯规划与管理存在许多不完善之处。一是职业生涯管理制度不完善；
二是培训机制不完善；三是职业发展晋升空间小；四是激励机制不完善。其次，为了
促进公司的健康发展， Y公司要不断的完善职业生涯管理制度。结合实际情况，针对
Y公司职业生涯管理的不足，提出了一定的优化建议：完善职业生涯制度建设；以职
业生涯管理为指导，建立建全培训体系；畅通员工职业晋升通道；以职业生涯管理为
指导，建立激励体系。
关键词：中小企业；职业生涯管理；激励
I

Abstract
At present, the development of small and medium-sized enterprises in China has made
rapid progress. Data analysis results show that Chinese small and micro enterprises have the
general characteristics of "56789" : They have contributed more than 50% of the tax revenue,
more than 60% of the GDP, technological innovation of more than 70%, more than 80% of
the urban employment labor force, and over 90% of the number of enterprises. These
enterprises have become a new driving force for national economic and social development.
However there are some related problems meanwhile. Most of those enterprises have a high
personnel turnover rate, which brings difficulties to their further developments . One major
cause is that the enterprises do not pay enough attention to the professional development of
their employees.
This thesis takes Y company as an example to study its employee career management.
Y company is a small private enterprise specializing in medical and health books, founded in
1999. Over the past 20 years, benefiting from the good market environment and the efforts of
the company's staff, the company has achieved good business performance. However, with
the change of the market development environment and the adjustment of the company's
business structure, there are some problems arising in the staff construction of Y Company,
such as decreased working enthusiasm, low working efficiency, employee resignation of
important positions, etc., which obviously restrict the long-term development of Y Company.
Therefore it is necessary for Y Company to improve the level of enterprise career
management and optimize its human resources management to enhance the strength
its
comprehensive competitive advantages and promote the steady development of the company.
In this thesis, a survey designed to mainly investigates the current status of the occupational
management of Y company. By analyzing the survey data , we identified the problems
existing in the career planning management of Y company. Adopting the relevant theories,
some optimization suggestions were made for the career management of Y employees. The
research of this thesis can effectively enhance the comprehensive competitive advantage of Y
company, promote the development of enterprises, and also provide certain reference value
for the development of similar small and medium-sized enterprises.
Applying the career-related theory to the specific analysis of Y Company, the
conclusions are obtained as follows: Firstly, there are many imperfections in the career
planning and management of Y Company employees. a) the career management system is not
II
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