论文部分内容阅读
“四通道”人才战略,就是立足于员工职业生涯设计,通过实施管理、专业、技术及技能人员各自不同的发展通道的管理体系的战略构想,对员工的职业生涯发展进行有目的、有计划地设计、架构和管理,从而充分调动员工的工作积极性和创造性,为企业效益最大化提供各类人才支持。破除“官本位”和“千军万马挤独木桥”的员工职业发展怪圈,最终使员工与企业的利益合二为一,使二者的发展方向同向并实现共同发展的目标。本文试图通过对“四通道”人才战略的探索,以期为海外油气业务跨国企业的员工职业生涯设计提供借鉴。
“Four-channel ” talent strategy is based on staff career design, through the implementation of management, professional, technical and technical personnel of the different development channels of the strategic concept of management system, career development of staff purposely, there Plan design, architecture and management, so as to fully mobilize the enthusiasm and creativity of staff and provide all kinds of personnel support for maximizing the efficiency of the enterprise. Breaking the “career standard” of “official standard” and “the all-powerful development of the staff and the business interests of the staff and the enterprise finally make the development directions of the two come together and achieve the goal of common development . This paper attempts to explore the ”four channels" talent strategy, with a view to providing reference for the career design of multinationals overseas oil and gas business.