员工个人立业期职业生涯管理策略探讨

摘　要

职业生涯管理的概念是近十几年来美国从人力资源管理理论与实践中发展起来的，管理者的思想经历了从单纯的“以利益为中心”扩展到“以人为本、高度满意”的双重管理目的过程。组织通过对员工的职业生涯管理，能达到自身人力资源需求与员工职业生涯需求之间的平衡，创造一个高效率的工作环境和有效的选拔人才、培养人才和留住人才的良好机制。因此，职业生涯管理的最终目的是通过帮助员工的职业发展，实现企业的发展目标。因此，良好的职业生涯管理对一个人的成功具有重要意义。因为它可以让一个人最有效率地发掘他的潜能。最大化地开发员工个人职业潜能被看作一种战略步骤，是企业取得全面成功的途径之一。
而我们发现员工的立业期对开发员工的个人潜能有着至关重要的作用。所以本文运用员工职业生涯管理理论并借鉴国内外实践经验，在参阅大量文献资料的基础上分析了我国现阶段企业员工职业生涯管理的现状及其存在的问题，对公司员工立业期的职业生涯管理进行了较为全面的研究。从而对国内企业员工立业期职业生涯管理策略的制定，提出了自己的看法。

关键词：员工职业生涯管理；立业期；组织目标 
Abstract

The United States put forward the concept of the occupation career management in the last more than ten years by develop something to get up from the human resourse management theories and practice. And the value of managers has changed from“circle interests”to“based on the people and get high prize”. The organization passes the occupation career management to employees, can attain the balance between the human resourse need and the employees occupation career need, create a high-efficiency work environment and select talent, develop the talented person and keep the talented person effectively. Therefore, the end purpose of the occupation career management is an occupation development that passes to help the employee, carrying out the development target of the enterprise.
Therefore，a good career management can make good to people’s achievement, as it can dig one’s potential efficiently. Making best use of employees is considered a way to make company get its success. And we have found that: the period of starting careers is making big influence to digging one’s potential. So based on the study of career development theory and practices，this paper attempts to find out some main causes of the retarded HRM in enterprises for solving those problems.

Key Words: Employee Career Management; Organizational Goals;
 Period of Starting Careers

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