【作者】 陈娟；

【导师】 冯绍红；

【作者基本信息】 南京航空航天大学 ， 工商管理硕士（专业学位）， 2023， 硕士

【摘要】 近年来,在我国“走出去”战略的推动下,民营企业通过企业并购、品牌收购及自主建设的“出海”案例越来越多。Q控股公司在近十年中,基于公司战略发展规划,收购了两家德国公司及某海外产品品牌,并在越南建立了生产制造基地,连同早期在北美建立的前端销售运营公司,其组织及人员的地域管辖范围覆盖亚洲、欧洲及美洲。这些原本身处不同公司、拥有不同国籍和文化的员工,作为公司的人力资源,需要整合并重新构建与组织的心理契约,以实现共同的公司目标。职业生涯管理在员工心理契约的重构及多元文化冲突的调适中起到关键的作用,并且职业生涯管理发源于海外,具有全球适应性及理解基础,从而更容易被海外组织及员工接受。因此,如何基于职业生涯管理构建人力资源管理基础,是实现Q控股公司全球人力资源整合成功的关键课题。本文通过文献研究法,经过分析、归纳、整理,系统性的总结职业发展相关基础理论;通过问卷分析和访谈分析研究,对Q控股公司员工目前的职业发展现状进行研究分析,发现影响员工职业发展的三个问题:现有发展通道单一,缺乏科学设计的职业发展通道框架;内部岗位缺乏任职资格标准,现有晋升多为主观评价以及缺乏内部轮岗/横向领域发展机会。基于此,提出构建具备全球化视角的职业发展通道体系的解决方案,包括设计职业发展通道、开发任职资格标准以及规划职业发展路径三大部分,形成公司人力资源管理的基础,实现公司核心骨干员工的有效发展,并在全球范围内推广。最后,本文还提出匹配的保障机制,以支撑职业发展通道体系的顺利实施,激发全球各组织与员工的活力。本文通过对案例公司职业发展现状分析,利用科学理论和研究方法,构建适合其业务发展及管理需要的全球化职业发展通道体系,为Q控股公司自身发展及跨国整合提供了人力资源解决方案,具有实际应用意义。同时,实践过程为同类型企业并购后的人力资源整合提供了思路和借鉴,为民营企业并购成功提供了一种解决方案。更多还原

【Abstract】 In recent years,driven by China’s "going out" strategy,there are more and more cases of private enterprises mergers and acquisitions overseas.During the past ten years,Q Company has acquired two German companies,an overseas product brand and established a production manufacture base in Vietnam due to company’s strategic development plan.Together with the front-end sales operation company established in North America earlier,Q Company’s organizations and geographical jurisdiction of talent management covers Asia,Europe,and North America.These human resources from different companies,with different nationalities and cultural are working together to achieve same company goals,it is necessary to integrate these human resources and reconstruct the psychological contract with the organization.Career development plays a key role in the reconstruction of employees’ psychological contract and the adjustment of multicultural conflicts.At the same time,career development originated from overseas and has global adaptability and understanding basis,so it is accepted by overseas organizations and employees more easily.Therefore,how to build the foundation of human resource management based on career development is a key issue to realize the success of global human resource integration of Q Company.This paper uses the method of literature study to systematically summarizes the relevant basic theories of career development through analysis,induction,and sorting;the methods of questionnaire and interview to analyze the current situation of Q Company’s career development and identify three shortcomings.First,the existing development channel is single and lacks a scientifically designed career development framework;Second,internal jobs are lack of standard qualifications,most of the existing promotions are evaluated subjectively;and last the opportunities for internal rotation/horizontal development are lack of.Based on these shortcomings,the solution of building a career development roadmap system with a global perspective,including designing career development channels,developing qualification standards and planning career development paths,is put forward to form the foundation of the company’s human resource management,develop key employees,and promote it globally.At the end,this paper also puts forward the matching guaranteed mechanism to support the smooth implementation of career roadmap and stimulate the vitality of organizations and employees at different regions and all levels.Based on the analysis of the current situation of the case company’s career development,this paper constructs a global career development roadmap system suitable for its business development and management needs by using scientific theories and research methods,which provides a human resource solution for own development and transnational integration of Q Company.It has practical application significance.At the same time,the practice process provides ideas and reference for the integration of human resources after mergers and acquisitions of same type companies,and a solution to help private enterprises merger and acquisition successfully.更多还原