论文部分内容阅读
员工职业生涯的中期阶段,是员工走向中年的时期,这一时期员工,一方面通过实践与锻炼,个人的学识和理论知识被广泛应用,业务闲熟,处理问题的能力较强,多数成为骨干或组织中坚力量。另一方面,在日复一日的工作中,工作新鲜感降低,一切渐渐趋向平淡。在日趋深化的改革中,有少部分员工出现困惑迷茫,甚至有的员工出现倦怠或消极情绪。同时,随着年龄的增加,受家庭和社会多重影响,员工情感呈现复杂化,个人精力、体力已不如从前,人生观和价值观出现潜移默化的调整。对企业和个人双方来说,这一阶段既是黄金期,也是危险期,因此,加强员工职业生涯中期危机管理,已成为当前农电企业人力资源管理的重要内容之一。
The middle stage of employee’s career is the period when employees go to middle age. During this period, employees are widely used on the one hand, through practice and exercise, personal knowledge and theoretical knowledge, Backbone or tissue backbone. On the other hand, in day-to-day work, the freshness of work is diminishing and everything gradually tends to be flat. In the deepening reform, a small number of employees confused confused, and even some employees appear fatigue or negative emotions. At the same time, with the increase of age, affected by the multiple influences of family and society, the employees’ emotions are complicated. Individual energy, physical strength are not as good as before, and life values and values are subtly adjusted. For both businesses and individuals, this phase is both a golden period and a dangerous period. Therefore, strengthening mid-term crisis management of employees’ careers has become an important part of human resource management in rural power enterprises at present.