I 摘要 青年，充满了朝气和梦想，是未来的领导者和建设者。在不断学习知识、接 触新生事物的同时，眼界也在不断开阔，舞台也更加丰富多彩。企业中，青年员 工是其可持续发展的中坚力量，他们的成长、培养直接影响企业的发展和未来。 职业生涯路径则是企业人才队伍建设必不可少的关键环节和重要手段，能有效地 激发青年员工的忠诚度和干事创业的积极主动性。研究企业青年员工职业生涯发 展路径则是非常重要的一个课题。 本文首先通过对国有企业发展、青年人才培养工作、职业生涯路径相关的文 献进行研究，了解国内外关于职业生涯路径的概念、内容，以及青年员工职业生 涯路径在部分现代企业中的运用情况。其次，KM公司是一家国有企业，笔者在 长期从事公司人力资源工作的过程中，分析发现KM公司员工平均年龄在28岁 左右，在员工年龄结构上，青年员工已经成为公司员工最主要的组成部分，因而， 探索一条相对固化、合理科学的青年员工职业生涯路径，对KM公司业务高效 运转、战略稳步实施、未来长远发展都是亟需的。再次，笔者通过问卷调查、统 计分析等方法，并结合省外其他同行业企业、市属平台公司的相关经验，深入分 析了KM公司青年员工职业生涯路径的现状和存在问题，发现KM公司目前缺 乏系统的职业生涯路径。最后，根据公司实际情况和量表结果，从KM公司角 度出发，初步探索出适合KM公司员工结构的青年员工多通道职业生涯发展路 径，并提出了与路径实施相匹配的保障措施。 本文的最终目的是希望通过对青年员工职业生涯路径的研究，为KM公司 人力资源管理工作提供借鉴，推动青年员工多通道职业生涯发展路径在KM公 司实施，以此增强KM公司青年员工人才梯队建设的质量，使其能成为指引KM 公司青年员工前行的灯塔，成就员工的同时，使得企业人才优势最大化发挥，助 力品质企业的打造。 关键词：青年员工；职业生涯；路径研究 Abstract II Abstract Youth, full of vigor and dreams, are future leaders and builders. At the same time of constantly learning knowledge and contacting new things, the vision is constantly expanding, and the stage is more colorful. In enterprises, young employees are the backbone of their sustainable development. Their growth and cultivation directly affect the development and future of enterprises. Career path is an indispensable key link and important means of enterprise talent team construction, which can effectively stimulate young employees' loyalty and entrepreneurial initiative. It is very important to study the career development path of young employees. Firstly, this paper studies the development of state-owned enterprises, youth talent training, career path related literature, to understand the concept and content of career path at home and abroad, as well as the application of young employees' career path in some modern enterprises. Secondly, KM company is a state-owned enterprise. In the process of long-term human resource work, the author found that the average age of employees in KM company is about 28 years old. In terms of the age structure of employees, young employees have become the most important part of the company's employees. Therefore, the author explored a relatively solid, reasonable and scientific career path for young employees, Km company's efficient operation of business, the steady implementation of the strategy, the future long-term development are urgently needed. Thirdly, through questionnaire survey, statistical analysis and other methods, combined with the relevant experience of other enterprises in the same industry and municipal platform companies outside the province, the author deeply analyzes the current situation and problems of the career path of young employees in KM company, and finds that KM company is lack of systematic career path. Finally, according to the actual situation of the company and the results of the scale, from the perspective of KM company, this paper preliminarily explores the multi-channel career development path of young employees suitable for KM company's employee Abstract III structure, and puts forward the corresponding safeguard measures. The ultimate purpose of this paper is to provide reference for KM company's human resource management work through the research on the career path of young employees, and promote the implementation of multi-channel career development path of young employees in KM company, so as to enhance the quality of talent echelon construction of young employees in KM company, so that it can become a beacon to guide young employees in KM company to move forward, achieve employees' success at the same time, To maximize the advantages of enterprise talents and help build quality enterprises. Key Words: Young employees; Career; Path research 目 录 IV 目 录 摘要 ........................................................................................................... I Abstract ...................................................................................................... II 第一章 绪论............................................................................................... 1 第一节 研究背景及意义.................................................................................... 1 一、研究背景 ................................................................................................................. 1 二、研究意义 ................................................................................. 错误!未定义书签。 第二节 国内外文献综述.................................................................................... 3 一、国外研究现状 ......................................................................................................... 3 二、国内研究现状 ......................................................................... 错误!未定义书签。 三、国内外研究现状综述 ............................................................. 错误!未定义书签。 第三节 研究内容及方法.................................................................................... 6 一、研究内容 ................................................................................................................. 6 二、研究方法 ................................................................................................................. 7 第二章 相关概念界定与理论基础 .......................................................... 8 第一节 相关概念界定........................................................................................ 8 一、职业生涯路径的定义 ............................................................................................. 8 二、青年员工的理论界定 ............................................................................................. 8 第二节 职业生涯路径相关基础理论................................................................ 9 一、多通道职业生涯理论 ............................................................................................. 9 二、职业锚理论 ............................................................................................................. 9 三、胜任力模型理论 ................................................................................................... 10 四、职业-人匹配理论 ................................................................................................. 10 第三节 国外典型职业生涯路径模式.............................................................. 11 一、无边界职业生涯 ................................................................................................... 12 二、易变性职业生涯 ................................................................................................... 12 目 录 V 第三章 KM公司青年员工职业生涯路径现状 ..................................... 14 第一节 KM公司基本情况 .............................................................................. 14 一、KM公司概况 ....................................................................................................... 14 二、KM公司人力资源状况 ....................................................................................... 14 三、KM公司组织架构 ............................................................................................... 16 第二节 KM公司青年员工现状 ...................................................................... 17 一、KM公司青年员工基本情况 ..........................