I 摘要 习近平总书记在党的十九大报告中强调：“青年兴则国家兴，青年强则国家强。青 年一代有理想、有本领、有担当，国家就有前途，民族就有希望。”对于企业来说，青 年员工是其持续高质量发展的重要力量，是企业未来核心人才竞争力的重要因素，青年 员工队伍整体能力的提高关系企业发展的根本大计，可以说“青年强则企业强”。职业 生涯管理是现代企业人力资源管理的一项重要管理工具，是解决青年人才培养和使用问 题的重要手段之一。青年员工所处的职业发展阶段使得职业生涯管理对于他们的重要性 远远超过其他员工群体，且职业生涯管理的可实施性相对较高，对个人和企业产生的效 果也比较显著。对青年员工实施职业生涯管理不仅可以满足企业人才战略需求，也有利 于提高员工综合能力，促进企业高质量发展。 乐凯胶片股份有限公司作为国有控股的上市公司，在公司高速发展的同时，作为国 有制造型企业的种种管理上的不足越发涌现，尤其在青年员工职业生涯管理方面的欠缺 尤甚，导致出现青年员工流失、人才青黄不接、发展通道单一等诸多问题，在此背景下， 研究乐凯胶片青年员工职业生涯管理，对公司未来的发展有重要意义。 本文通过文献研究、调查问卷及案例分析等方法，依据相关理论知识及企业发展实 际，结合员工个人发展和企业发展指出加强青年员工职业生涯管理对企业的重大意义， 提出针对乐凯胶片青年员工职业生涯管理的具体建议，同时将企业共青团青年工作与青 年员工职业发展管理工作进行了融合探索，设计了具体的实施方案，从而对公司实现可 持续高质量发展起到一定的借鉴作用。 最终研究结果表明，青年员工职业生涯管理对于解决乐凯胶片当前面临的管理问题 具有重要的作用和意义，同时也为职业生涯管理在全体员工范围内的推广和公司整体人 才队伍建设的推进提供了参考依据和理论基础，对同类企业青年员工职业生涯管理具有 一定的借鉴意义。 关键词 青年员工 职业生涯管理 人才培养河北大学硕士学位论文 II Abstract General Secretary Xi Jinping emphasized in the nineteen major reports of the Communist Party of China: "youth prospers and the country prospers, while youth is stronger than the state. If the young generation has ideals, abilities and responsibilities, the country will have a future and the nation will have hope. " For an enterprise, young employees are an important force for its sustainable and high-quality development, and an important factor for the future competitiveness of its core talents. The improvement of the overall ability of young employees is related to the fundamental plan for the development of the enterprise. It can be said that "a strong young employee is a strong enterprise". Career management is an important management tool of human resource management in modern enterprises, and it is one of the important means to solve the problem of training and using young talents. The career development stage of young employees makes the importance of career management far more than other employee groups, and the implementation of career management is relatively high, and the effect on individuals and enterprises is more significant. The implementation of career management for young employees can not only meet the strategic needs of enterprise talents, but also help to improve the comprehensive ability of employees and promote the high-quality development of enterprises. As a state-owned listed company, Lucky Film Co., Ltd. is developing rapidly. At the same time, as a state-owned manufacturing enterprise, there are more and more management deficiencies, especially in the career management of young employees, which leads to many problems, such as the loss of young employees, the lack of talent, the single development channel and so on. In this context, study the career management of young employees of Lucky Film is of great significance to the future development of the company. Through literature research, questionnaire and case analysis, based on the relevant theoretical knowledge and the actual development of the enterprise, combined with the personal development and enterprise development of the employees, this paper points out the great significance of strengthening the career management of young employees in theAbstract III enterprise, and puts forward specific suggestions for the career management of young employees in Lucky Film, at the same time, the youth work of the Communist Youth League and the career development management of young employees are integrated and explored, and a specific implementation plan is designed, so as to play a certain role in the sustainable and high-quality development of the company. The final research results show that the career management of young employees plays an important role and significance in solving the management problems currently faced by Lucky Film, and also provides a reference basis and theoretical basis for the promotion of career management within the scope of all employees and the promotion of the overall talent team construction of the company, which has a certain reference for the career management of young employees in similar enterprises Reference. Key words Young employees Career management Talent development河北大学硕士学位论文 IV 目 录 第一章 绪 论.............................1 1.1 研究背景......................... 1 1.2 研究目的及意义............. 2 1.2.1 研究目的............... 2 1.2.2 研究意义............... 3 1.3 国内外研究综述............. 4 1.3.1 国外研究综述....... 4 1.3.2 国内研究综述....... 5 1.4 研究思路及方法............. 6 1.4.1 研究思路............... 6 1.4.2 研究方法............... 7 1.5 研究的创新点................. 8 第二章 相关概念及理论基础.....9 2.1 职业生涯管理相关概念. 9 2.1.1 职业生涯管理....... 9 2.1.2 组织职业生涯管理与个人职业生涯管理....................... 10 2.1.3 职业技能和能力素质........................ 11 2.1.4 职业通道............. 12 2.2 青年员工的相关概念... 13 2.2.1 青年员工............. 13 2.2.2 青年员工的基本特点........................ 13 2.3 职业生涯管理理论....... 14 2.3.1 职业生涯发展阶段理论.................... 14 2.3.2 职业选择理论..... 15 2.3.3 职业锚理论......... 17 2.4 青年员工职业生涯管理的特征.................. 18目 录 V 2.5 青年员工职业生涯管理的影响因素.......... 18 第三章 乐凯胶片青年员工职业生涯管理现状分析.............................20 3.1 乐凯胶片人力资源概况.............................. 20 3.1.1 乐凯胶片公司基本情况.................... 20 3.1.2 乐凯胶片公司组织架构.................... 21 3.1.3 乐凯胶片公司员工结构分析............ 21 3.2 乐凯胶片青年员工职业生涯管理现状调研分析..................... 24 3.2.1 问卷调查分析..... 24 3.2.2 访谈过程及结果分析........................ 32 3.3 乐凯胶片青年员工职业生涯管理存在的问题......................... 33 3.3.1 对青年的职业发展指导不够............ 33 3.3.2 职业发展通道单一............................ 34 3.3.3 职业生涯培训不够系统.................... 34 3.3.4 薪酬考核与激励机制有待完善........ 35 3.3.5 职业发展信息沟通不及时................ 35 3.4 乐凯胶片青年员工职业生涯管理问题的成因分析................. 35 第四章 乐凯胶片青年员工职业生涯管理方案设计.............................37 4.1 引导青年员工进行个人职业生涯管理...... 37 4.1.1 帮助青年员工进行自我分析............ 37 4.1.2 帮助青年员工制定职业发展目标.... 38 4.1.3 发挥青年组织作用促进职业引导.... 38 4.1.4 加强职业导师培训保障职业引导.... 38 4.2 优化青年员工职业发展通道...................... 39 4.2.1 开展系统的岗位分析........................ 39 4.2.2 设计职业发展通道............................ 40 4.3 创新青年员工培训机制.............................. 42 4.3.1 进行培训需求调研............................ 42 4.3.2 丰富培训内容..... 42河北大学硕士学位论文 VI 4.3.3 创新培训方式..... 43 4.3.4 加强培训结果的考核评估................ 43 4.4 完善考核反馈与激励机制.......................... 43 4.4.1 优化考核指标..... 43 4.4.2 建立工作反馈机制............................ 44 4.4.3 完善配套激励机制............................ 44 4.5 建立畅通的信息沟通平台.......................... 44 4.5.1 建立职位信息平台............................ 45 4.5.2 建立青年“云”系统........................ 45 第五章 乐凯胶片青年员工职业生涯管理的保障措施.........................46 5.1 组织保障....................... 46 5.2 制度保障....................... 46 5.3 经费保障....................... 47 5.4 宣传教育保障............... 48 第六章 结论与展望..............