摘要
大多数企业仅仅将注意力放在员工外生涯规划的管理上,通过单一职位发展通道的设置对员工职业生涯进行静态管理,却对员工内生涯规划管理重视不足。本文从需求理论出发,挖掘员工职业生涯动态管理的心理基础和理论根源,并将员工各个职业发展阶段的特点与其阶段性主导需求相适应,有针对性的提出对员工职业生涯规划进行动态管理的相关建议。
Most companies only focus on management of employees′ external career planning,and make static management on employees′ career through the setup of single channel of position development,but ignore the management of employees′ internal career planning.In this paper,psychological foundation and theoretical roots of dynamic management of employees′ career were excavated from demand theory,the staff characteristics in various stages and its periodic dominant demand were adapted,relevant recommendations of conducting dynamic management to employees′ career planning were put forward.
出处
《价值工程》
2012年第1期118-119,共2页
Value Engineering
