员工职业发展规划在欧美等发达国家中一直都在企业人力资源管理中占据重要地 位。由于当前我国现代企业管理制度尚未形成，因而在员工职业发展规划方面仍需不断 向海外较为成熟的企业借鉴经验，随着我国企业员工收入水平不断提高，其个人的职业 发展管理已经成为我国企业人力资源管理中亟待解决的问题。以建筑化工行业为例，随 着行业科技水平不断提升，技术和研发人员的比例逐年增加，但由于缺乏相应的职业规 划指导，导致企业人才流失严重，甚至已经成为建筑化工行业人力资源管理方面的巨大 挑战。 CL企业是一家专业从事水泥工程材料研发的公司，在行业内具有一定的知名度， 其技术能力和研发能力也得到了市场的一致认可。在2016年后，企业内部人才流失率 开始居高不下，并有持续发展的趋势，企业对薪酬结构、激励制度和人事安排做出了一 系列调整，但仍无法阻止员工流失，其中很多员工反映是由于在企业的职业发展受限， 这也是本文选择员工职业生涯发展规划管理这一课题的原因。 本文以CL企业为案例进行研究，首先，结合目前建筑化工行业的人力资源管理现 状，运用员工职业发展管理理论，对CL企业员工人力资源情况进行了阐述；其次，为 了考证CL企业员工对于当前员工职业发展的规划满意度设置了相关的调查问卷，并对 企业技术型员工以及中高层员工进行了访谈，并以此为基础来总结当前CL企业的人力 资源部门对于员工职业发展管理过程中存在的不足之处，主要存在于以下三个方面：一 是由于员工所掌握的技能同其职业发展方向有所差异而导致的员工倦怠；二是员工职业 发展定位模糊导致的人才流失；三是员工职业发展指导措施匮乏而导致的企业认同感降 低；再次，本文提出从职业匹配管理、职业发展具体规划管理、职业发展辅助管理三个 方面设计并构建了员工职业生涯发展规划管理模型，来解决当前CL企业员在工职业发 展中存在的一系列问题；最后，本文以企业其中一位普通员工甲为例进行了实证分析， 通过结果可以看出，以员工甲为案例的研究能够科学合理的指导和帮助员工对其职业生 涯进行规划，为企业提供了新的人力资源管理思路，由此证明本文研究的必要性。 关键词：职业匹配管理；职业规划管理；职业发展；CL企业；人力资源管理 II Abstract Staff career development planning has always occupied an important position in enterprise human resource management in developed countries such as Europe and America. Because the modern enterprise management system has not yet been formed in our country, we still need to learn from the experience of the more mature enterprises overseas in the aspect of employee career development planning. With the continuous improvement of the income level of the employees in our country, the personal career development management has become an urgent problem in the human resource management of our enterprises. Taking the cement industry as an example, with the continuous improvement of the level of science and technology in the industry, the proportion of technology and R & D personnel increases year by year, but due to the lack of corresponding career planning guidance, the enterprise brain drain is strict heavy, and has even become a huge challenge in human resource management in the cement industry. CL enterprise is a company specializing in the research and development of cement engineering materials, which has a certain popularity in the industry, and its technical ability and R & D ability have also been unanimously recognized by the market. After 2016, the brain drain rate within the enterprise began to remain high, and there is a trend of continuous development. The enterprise has made a series of adjustments to the salary structure, incentive system and personnel arrangement, but still can not stop the staff turnover, many of which are reflected by the limited career development in the enterprise. Based on the case study of CL enterprises, this paper firstly expounds the human resource situation of employees in CL enterprises by applying the theory of employee career development management and combining with the present situation of human resource management in cement industry. Secondly, in order to verify the CL employees' satisfaction with the current enterprise's career development planning set up a relevant questionnaire, and the technical staff and middle and senior staff interviews,one is the employee burnout caused by the difference between the skill and career development direction. the questionnaire reflects the main problems At the same time, this paper proposes to design and construct an employee career development planning management model from three aspects: job matching management, specific career development planning management, career development assistance management, to solve a series of problems in the career development of CL enterprises. Finally, this article takes an enterprise employee A as an example to carry on the empirical analysis, through the result may see, takes the member The case study can guide and help employees to plan their career scientifically and reasonably, and provide a new idea III of human resource management for enterprises, which proves the necessity of this Keywords: career matching management; career planning management; career development; CL enterprise; human resource management IV 目 录 摘要 ............................................................................................................................................. I 目录 .......................................................................................................................................... IV 图清单 ................................................................................................................................... VIII 表清单 ...................................................................................................................................... IX 1 绪论 ........................................................................................................................................ 1 1.1 研究背景与意义 ................................................................................................................. 1 1.2 研究内容及研究方法 ......................................................................................................... 2 1.3 研究技术路线 ..................................................................................................................... 3 1.4 创新点 ................................................................................................................................. 4 2 国内外研究现状 .................................................................................................................... 5 2.1 相关理论 ............................................................................................................................. 5 2.2 文献综述 ............................................................................................................................. 8 2.3 本章小结 ........................................................................................................................... 10 3 CL企业人力资源现状分析 ................................................................................................ 11 3.1 企业基本情况概述 ........................................................................................................... 11 3.2 企业组织管理分析 ........................................................................................................... 14 3.3 CL企业员工职业生涯发展存在的主要问题 .................................................................. 24 3.4 本章小结 ........................................................................................................................... 32 4 CL企业员工职业发展规划方案设计 ................................................................................ 33 4.1 设计原则 ........................................................................................................................... 33 4.2 方案流程 ........................................................................................................................... 34 4.3 员工职业发展通道的规划体系构建 ............................................................................... 36 4.4 CL企业员工的职业规划案例分析 ..............................................................................