MBA学位论文作者：林俊燕
HY教育教学人员晋升体系优化研究
HY教育教学人员晋升体系优化研究
中文摘要
晋升体系不仅关系到每位员工个体的重大切身利益也关系到企业整体目标
价值的具体实现,是当前企业人力资源管理体系中的关键部分。企业能否制定和
设计一套有效激励员工的晋升体系，是大多数企业进一步发展急需解决的关键
问题。
本文从 HY教育的实际情况出发，通过对 HY教育晋升体系的现状描述、
满意度调查，揭示了 HY教育教学人员的晋升体系存在严重问题，表现为：晋
升通道狭窄、缺乏规划和科学依据等，接着，利用访谈法深刻揭示了晋升体系
存在问题的原因。通过文献分析梳理相关理论，结合 HY教育发展，对 HY教
育的晋升体系进行深入系统的思考，设计了 HY教育教学人员晋升体系的优化
方案。方案主要包括：开展职业锚测评、强化双职业晋升通道建设、确定晋升
标准、优化晋升流程、加强晋升辅导、优化晋升评价与反馈机制等方面。为确
保方案的顺利实施，从制度、文化、监督三个方面制定了相关保障措施。
期望通过对 HY教育晋升体系的优化研究，为 HY教育建立起双通道晋升
体系，促进公司晋升体系建设成熟，打通员工成长和晋升的通道，从而促进公
司人力资本的提升，同时给同行业的企业、教学人员密集单位等员工晋升体系
的构建以启迪。
关键词：教学人员，员工晋升，体系优化，职业通道
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MBA学位论文作者：林俊燕
HY教育教学人员晋升体系优化研究
RESEARCH ON THE OPTIMIZATION OF PROMOTION
SYSTEM FOR TEACHING PERSONNEL IN HY
EDUCATION
Abstract
Employee promotion system, which is related to the vital interests of employee
and the realization of the overall goal of the enterprise, is an essential part of human
resource management of the enterprise. Whether a set of promotion system can be
formulated and designed by the enterprise to effectively motivate employee is a
critical issue urgent for addressing for the further development of most enterprises.
Starting from the actual situation of HY Education and through the status quo
description and satisfaction investigation of its promotion system, this paper discovers
that the low satisfaction level of the employee which further leads to poor incentive
effectiveness results from the problems of the personnel promotion system, for
instance, narrow promotion channel and lack of planning and scientific basis. Then,
the operational interview method deeply revealed the reasons for the problems of the
promotion system.After literature review and in combination with relevant theories of
inventiveness, a set of optimization scheme of the promotion system for teaching
personnel is specially designed through in-depth and systematic thinking on the
promotion system of HY Education. The scheme mainly contains: concerning
conducting career anchor evaluation, intensifying the channel setting of dual career
promotion, determining promotion standard, optimizing the promotion process,
strengthening promotion guidance, optimizing promotion evaluation and feedback
mechanism. To ensure the smooth and actual implementation of the scheme, relevant
safeguard measures have been formulated from three aspects of system, culture and
supervision.
It is hoped that a multi-channel promotion system for HY Education will be
established through the optimization research of HY Education promotion system so
as to promote the maturity promotion system construction of the Company and open
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MBA学位论文作者：林俊燕
HY教育教学人员晋升体系优化研究
up the channels of employee growth and promotion, further promoting the promotion
of human capital of the Company. In addition, the inspiration can be given to the
construction of employee promotion system for enterprises in the same industry and
organizations with dense teaching personnel.
Keywords: Teaching personnel, employee promotion, system optimization, career
channel
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