摘要
摘要
本文以 XK航空发动机公司发展战略为引领，以青年技术人员成长通道的优化设
计为研究对象，以职业发展理论、职业选择理论、需求层次理论为支撑，通过使用文
献研究法、统计分析法、访谈法、问卷调查法等方法对 “十三五”期间 XK公司离职
的青年技术人员年龄结构、学历结构、职位结构特征以及离职原因进行了深入分析。
通过上述分析，发现了处于职业生涯确立阶段不同时期的青年技术人员在职业生
涯发展目标和需求方面所表现出的差异，并以此为切入点，从三个方面提出了适合航
空发动机行业青年技术人员能力快速提升的成长通道优化设计方案，一是 “扩通道”，
对航空发动机青年技术人员的职业生涯通道进行了横向扩展和纵向延伸，搭建了 “纵
向畅通、横向互连、有效衔接”的职位体系，按照人才性格特质与发展潜质，实现了“长
家分离”，打破了岗位晋升的天花板效应，充分发挥了个人专长，实现了人 -岗匹配，
增强了青年技术人员工作积极性。二是“定标准”，对青年技术人员的岗位晋升评价标
准进行了优化设计，设置了岗位晋升“优选通道”，突出了轻资历、重成果的评聘导向，
缩短了青年优秀技术人员成长成才年限，鼓励了青年技术人员努力培养 “安专迷”的
学术研究精神。三是“建平台”，通过建立显性知识平台、项目实践平台和岗位轮岗交
流平台，加快了青年技术人员成长。
通过本文研究，体系化、多维度的探索出了一条适合航空发动机行业发展需求的
青年技术人员快速成长通道，对如何创新行业青年技术人才队伍建设体制机制，加快
行业人才队伍建设具有一定的借鉴意义。
关键词：青年技术人员，成长通道，职业生涯
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ABSTRACT
ABSTRACT
The thesis takes the development strategy of XK Aero-engine Company as the guide, takes
the optimization design of the growth channel of young technical personnel as the research
object, and is supported by career development theory, career choice theory and hierarchy
of needs theory. Literature research, statistical analysis, interview, questionnaire survey and
other methods were used to conduct an in-depth analysis on the age structure, educational
background structure, job structure characteristics and dimission reasons of young
technical personnel who resigned from XK Company during the 13th Five-Year Plan
period.
Through the above analysis, it is found that in the stage of career established in different
periods of young technical personnel in terms of career development goals and
requirements of differences, as the breakthrough point, from three aspects is proposed for
aero-engine industry young technical personnel ability to rapidly promote the growth of the
path optimization design scheme, one is the "expansion channel", The career path of young
aero-engine technicians was expanded and extended horizontally, and the position system
of "vertical smooth, horizontal interconnection and effective connection" was set up.
According to the talent's character and development potential, the man-post match was
realized, and the work enthusiasm of young technicians was enhanced. Two is "making
standard", the young technical personnel's post promotion optimization design was carried
out on the evaluation standard, set up post promotion "optimizing channel", highlight the
light seniority, heavy achievement evaluation of the guidance, shortens the young excellent
technical personnel growth become fixed number of year, encourages the people to
technical personnel to develop "settle down, concentrate, and obsess" spirit of academic
research. Three is "building platform", through the establishment of explicit knowledge
platform, project practice platform and post rotation exchange platform, to accelerate the
growth of young technical personnel.
Through this study, the systematic and multidimensional exploration of a suitable for the
development of the aero-engine industry development needs of young technical personnel
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