【作者】 徐玲；

【导师】 易凌峰；

【作者基本信息】 华东师范大学 ， 工商管理， 2010， 硕士

【摘要】 研发人员是我国高科技中小企业的核心人力资本,是企业进行知识创新和技术创新的主要力量。但是,近年来我国高科技中小企业研发人员的大量流失已成为影响和制约我国高科技中小企业持续发展的重要问题,而研发人员流失的其中一个主要原因是由于这些企业普遍对研发人员缺少科学的、系统的职业生涯管理体系。因此,了解目前我国高科技中小企业研发人员的职业生涯管理问题,并对此提出有价值的应对策略,成为了一个有价值的研究课题。本文首先回顾了职业生涯管理研究的成果,分析了职业生涯管理的概念、职业生涯管理的重要理论以及国内外企业职业生涯管理的实践等,并指出我国高科技中小企业职业生涯管理的缺失。其次本文在数据及实例分析基础上回顾了我国高科技中小企业研发人员职业生涯管理现状,分析了目前存在的几大主要问题：如“缺乏研发人员的职业生涯管理机制”、“职业生涯管理与人力资源职能尤其是培训脱钩”、“研发人员的职业发展通道设计不科学”和“忽视研发人员职业发展阶段的不同特点”等,以及问题背后的成因,和对企业的重要影响。同时本文以某高科技中小企业做为一个实例通过调查问卷和访谈等分析,验证了这些问题的存在和原因。最后基于理论、文献研究及国内外企业的成功实践,本文提出相应的对策,即帮助高科技中小企业建立研发人员职业生涯管理机制,整合职业生涯管理体系与人力资源的体系、设计研发人员职业发展多通道和导入研发人员发展四阶段模型等从而帮助企业形成系统的职业生涯管理体系,提高研发人员的满意度,降低研发人员的流失率。并且通过某公司研发人员职业生涯管理的实践验证该体系的可行性。希望本文能够为我国日益发展的高科技中小企业的人力资源管理实践提供一些有益的参考。更多还原

【Abstract】 R&D employees are the core human capital for Hi-tech small & medium size companies of China now, and they are also the key talents for knowledge and technology innovation for those companies. However, in recent years, the high turnover rate of R&D talents for those companies has resulted in influencing and limiting the consistent development of those companies. One of the critical reasons is the lack of scientific and systematic Career Management Scheme for R&D talents in those companies. Thus, it has been a valuable research topic to get to know the current status of career management problems for R&D talents in those companies and coming up with reliable solutions.Firstly, the thesis reviews the past research on the career management, analyzes the concept and the typical theories of the career management, meanwhile, the thesis points out the lack of the career management of those Hi-tech small & medium size companies in China.Secondly, the thesis analyzes the current status of career management of Hi-tech small & medium size companies, summarizes the core problems including the lack of career management scheme for R&D talents, not aligning with key HR functions especially not combining with training scheme for R&D talents, unscientific career ladder in those companies, and not paying attention to the different requirements of the career development phases for the R&D talent. Consequently, the thesis analyzes the core reasons for those problems as well as the impact to those companies. Additionally, the thesis introduces the investigation of a Hi-tech small & medium size company in Shanghai to verify those problems and key reasons.Finally, based on those theories and cases analysis, the thesis proposes the approach for those Hi-tech small & medium size companies, which is to develop the career management scheme and process for R&D talents, integrate the career management system with HR functions, design the multichannel career path for R&D talents, and set up four-phrases of career development for R&D talents to enhance the satisfactory of R&D talents and reduce the turnover rate. Meanwhile, the thesis verifies the feasibilities of the proposal by introducing the good practice of the career management of the R&D talents in Wanrui.Hope this article offers benefits for HR management and practice for our booming & developing Hi-tech small & medium size companies.更多还原