毕业生员工职业生涯规划问题研究-企业管理专业论文.docxVIP

摘 要 I 摘 要 毕业生员工跳槽率居高不下的现实情况，给企业带来了用人成本的不断上升， 不利于企业健康稳定的发展，给社会造成了教育资源的巨大浪费，同时也给高校人 才培养带来新的挑战，就业压力不断增大。对于毕业生员工来说，频繁的更换工作 岗位，不利于自身的职业发展。研究并做好毕业生员工的职业生涯规划，有利于企 业留住有用人才，为企业获得持久发展提供有力保证，有利于高校培养社会、企业 需求的人才，有利于人才资源的有效利用，促进社会和谐稳定，具有非常重大的意 义。 本文以毕业后三年内的毕业生员工为研究对象，就其职业生涯规划问题现状及 存在的问题展开研究，分析其存在问题的深层次原因，并提出了毕业生员工职业生 涯规划的对策，构建了以个人为主，学校先导，企业主导，社会引导的四位一体的 毕业生员工职业生涯规划体系，通过个人、学校、企业和社会的共同努力，全面促 进毕业生员工的职业生涯规划。首次将企业员工价值生命周期规律与企业培训相结 合，建立了基于员工价值生命周期的以生涯为导向的企业培训体系，实现了学校大 学生职业生涯规划和毕业生员工职业生涯规划的无缝连接，形成了个人、学校、企 业和社会共同参与毕业生员工职业生涯规划体系。 关键词：毕业生员工；职业生涯规划；四位一体规划体系。 Abstract II Abstract The reality that the rate of graduate employees turnover remains stubbornly high results in incremental operational costs to the enterprise,bringing negative effects on the appropriate and stable development of the enterprise also causing a huge waste of educational resources to society, bringing in new challenges in cultivating talents in universities and colleges, and boosting on employment market. For the graduate employees,frequent job changes have brought no good to self development on career.Studying and managing career development planning of graduate employees is a benefit to the enterprise for retaining the capable, an effective guarantee to a sustainable development, an adaptable way for colleges to train human resources to the society and enterprises also an effective utilization of human resources,a promotion in social harmony and stability and is of great importance. This paper ,which evaluates the graduate employees in three years graduation, studies on the status quo and problems of their career planning, analyzes the deep-seated reasons for the remaining problems also puts forward countermeasures for career development planning issues of graduate employees builds up an integrate mode of Individual-based mode ,School-piloted mode, Business-oriented mode and Social-guided mode, and fully promotes career planning of graduate employees through a joint effort of individuals,schools,enterprises and societ