本文对职业生涯发展体系进行了理论分析，并采取实证研究的方
法，通过查阅国内外职业生涯发展理论的相关文献资料，为论文研
究提供了理论基础。然后通过对 IT 企业发展的基本特点分析，说明
建立员工职业生涯发展体系的重要性和紧迫性，并列举典型实践案
例，进一步完善构建 IT 企业员工职业生涯发展体系的基本分析。在
此基础上，以 A 公司作为研究对象，从公司的组织角度出发，分析
人员总体规划，梳理出 A 公司在工作职责、职业发展轨道、个人目
标、培训安排、考核激励机制等方面暴露的一些主要问题，为之后
员工职业生涯发展体系的建设进行了必要性分析。在此基础上，厘
清职业生涯发展体系的理论框架，把员工的生涯规划与企业的发展
轨道、人力资源相关职能结合进行系统规划和设计，具体实施过程
中强调职业发展的动态特性，并指出应从管理层支持、文化理念、
目标设定、员工参与等方面为职业生涯发展体系运行取得真正成效
提供保障
本论文是从 IT 企业人力资源管理所面临的问题和挑战出发，通
过文献阅读、理论探讨、实证研究，提出了基于员工和企业共同发II
展的职业生涯发展体系的理论框架，面对 A 公司现实存在的人力资
源管理中的一些突出问题，系统设计了职业生涯发展体系框架、基
本内容。当然，更希望能够借助于对员工职业生涯发展体系的探究，
为我国 IT 企业在人力资源管理特别是人才开发方面寻求一些启示
关键词：职业生涯，职业生涯发展体系，人力资源管理，IT 企
业
论文类型：应用研究III
RESEARCH ON THE IT ENTERPRISE STAFF’S
CAREER DEVELOPMENT SYSTEM
Abstract
With the rapid development of information technology and its industry, the
competition of enterprises in the high-tech field has gradually evolved into the
competition of human resources. Our current IT enterprise of professional and
technical personnel flow reached a hitherto unknown degree, but also widespread
lack of senior management personnel and high-level professional and technical
personnel of the phenomenon, which has become a factor in the development of IT
business enterprise the most key. How to attract and retain talent, give full play to the
role of talent, to create a truly people-oriented culture, establish a set of effective
occupation development system, is conducive to enterprise development, but also
conducive to the realization of personal value talents.
This thesis mainly adopts the method of combining theoretical research and empirical
research, extensive inspection and analysis of the domestic and overseas research on
occupation career development theory of literature and the experience of successful
enterprises, to provide theoretical basis for the thesis. Then through the analysis of
the basic characteristics of the development of IT enterprises, the importance of
occupation career development system construction staff and urgency, and lists the
typical case to further improve the basic construction of the employee occupation
career development system of IT enterprise. On this basis, taking A company as the
research object, starting from the company&39;s perspective of the organization,
personnel of the overall planning, to tease out the A company in the job duties,
occupation development, personal goals, training, assessment and incentive
mechanism and other aspects of the main problems, and analyzes the necessity of the
construction of employee occupation career development system. Finally, put forward
the theoretical framework of personnel occupation career development system, the
development track, career planning and employee&39;s human resources functions with
system planning and design, emphasizing the dynamic characteristics of occupation
development of the specific implementation process, and points out that the
management should support, culture idea, goal setting, staff participation and so on
provide operation the real guarantee for success.
In conclusion, this thesis is facing from the IT enterprise human resources
management problems and challenges of reading, theory analysis and empirical
research through literature, puts forward the theoretical framework of occupation
development system of enterprises and employees of common development based onIV
the A company facing the reality of human resources management in the process. The
problem, the system designed the framework of the career development system, the
basic content, to solve the main problems faced by the development of A company. At
the same time, also hope to establish an effective career development system for the
Chinese IT enterprises in human resources management, especially the development
of talent to seek some inspiration.
Key Words: career, career development system, human resource management, IT
enterprise
TYPE OF THESIS: Application Research浙江工业大学硕士学位论文 IT 企业员工职业生涯发展体系建设研究——以 A 公司为例
V
目 录
1 绪论 . 1
1.1 研究背景与意义 ........... 1
1.2 研究的目的与内容 ......... 2
1.3 论文框架 ..... 2
2 职业生涯发展理论及应用概述.... 5
2.1 相关基本概念 . 5
2.1.1 职业生涯 . 5
2.1.2 职业生涯发展 ......... 5
2.2 职业生涯发展经典理论 ..... 6
2.2.1 施恩的职业锚理论 ..... 6
2.2.2 职业生涯发展阶段理论 . 7
2.2.3 米尔克维奇等的研究 ... 7
2.2.4 谢尔曼等的研究 ....... 8
2.2.5 中国的研究 ........... 8
2.3 IT 企业建立员工职业生涯发展体系的必要性 .......... 8
2.3.1 IT 企业发展的基本特点. 8
2.3.2 IT 企业建立职业发展体系的意义..... 9
2.3.3 IT 企业建立职业生涯发展体系的重要性........... 9
2.4 典型 IT 企业员工职业生涯发展体系实践 . 10
2.4.1 微软的员工职业生涯发展体系 ...... 10
2.4.2 诺基亚的员工职业生涯发展体系 .... 11
3 职业生涯发展体系的理论框架... 13
3.1 职业生涯发展体系理论的总体框架 ...... 13
3.2 体系核心 .... 14
3.2.1 职业生涯发展轨道 .... 14
3.2.2 专业技术人员职业生涯发展轨道与职业定位 ...... 16
3.2.3 员工职业生涯规划 .... 18
3.3 人力资源相关职能 ........ 19
3.3.1 工作分析19
3.3.2 绩效评估20
3.3.3 薪酬 .... 20
3.3.4 职业生涯发展形式 .... 20浙江工业大学硕士学位论文 IT 企业员工职业生涯发展体系建设研究——以 A 公司为例
VI
3.3.5 信息 .... 21
3.3.6 培训 .... 22
3.4 职业生涯发展体系成功运行的条件 ...... 22
3.4.1 管理层支持 .......... 22
3.4.2 文化理念23
3.4.3 目标设定23
3.4.4 员工参与23
4 公司构建员工职业生涯发展体系的必要性分析 . 25
4.1 A 公司简介 .. 25
4.2 A 公司组织结构和发展战略25
4.2.1 A 公司的组织结构发展规划......... 25
4.2.2 A 公司人员总体规划... 26
4.3 A 公司发展面临的主要问题28
5 A 公司员工职业生涯发展体系设计 ...........
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