【作者】 赵静；

【导师】 郑兴山；

【作者基本信息】 上海交通大学 ， 工商管理（MBA）（专业学位）， 2017， 硕士

【副题名】以信息技术研发人员为例

【摘要】 当前我国社会正处于科技飞速发展时期,高科技企业是推动社会发展的巨大力量,但高科技企业中技术人员的流失问题却越来越显著。信息技术产业作为典型的高科技产业,信息技术研发人员的职业满意度普遍较低,职业倦怠日益严重,很大程度影响了他们的工作表现,同时也给企业的良性发展造成了可能的隐患。如何把这些问题和现象全面整合起来看待、如何得出背后可能的原因、有哪些较为有效的解决方案,这些是我们需要研究的问题。国内现有的技术人员职业生涯管理研究较多地集中在企业侧,即更多地以企业的视角来看待员工的职业生涯管理问题,本研究试图站在技术人员的立场,从员工的角度去分析问题、解决问题,进行自身的职业生涯规划和管理。本文以信息技术研发人员职业生涯管理为例,首先,回顾职业生涯管理相关理论;其次,分析信息技术产业企业在研发人员职业生涯管理上存在的问题;然后,通过问卷和访谈的形式对信息技术研发人员职业状况进行调研,进一步分析研发人员的职业目标、职业发展需求和面临的压力;最后,基于企业在研发人员职业生涯管理上存在的问题以及研发人员现有职业状况,提出了职业转型的解决方案,并对职业转型的方向给出了建议,对转型的可行性做了初步论证。本课题对于信息技术产业的研发人员和企业都具有现实意义,对研发人员而言,本文的研究结果可以给他们自身的职业生涯管理提供参考,包括职业的选择、职业生涯路径的调整、客观评估自身的能力素质进行职业转型等,积极主动地进行个人职业生涯的管理,取得更大的职业发展空间;对于信息技术产业企业而言,也可以从本文的研究中获取一些深层次的信息,比如研发岗位员工对自身职业发展的真正期望、对企业的关键诉求、离职的原因等,思考企业应如何制定相应政策,来吸引和保留研发员工、调动他们的积极性,从而改善整个企业的经营状况。同时,对于有职业转型需求的研发员工,企业也可以考虑大力支持其在内部转岗,以降低外部招聘的成本,减少人力资源浪费。更多还原

【Abstract】 At present,our society is in the period of rapid development of science and technology that high-tech enterprises are the great power to promote social development,but the loss of technical personnel in high-tech enterprises is becoming a more and more obvious issue.As a typical high-tech industry,information technology(IT)industry is facing the problem that the low professional satisfaction of the research and development(R&D)personnel,as well as the increasingly serious career burnout,is largely affecting their performance,which will also cause potential risks to the enterprises.To take an overview of these problems and phenomena as integration,research and efforts should be taken on getting the possible reasons behind and finding out the effective solutions.The current research regarding occupation career management of technical personnel in China is mainly concentrated on the enterprise side that is intending to investigate the occupation career management of staff from the enterprises’ perspective,while research in this thesis is standing in the position of the technologists from whose point of view to analyze,resolve the problem and carry out their own occupation career management and career planning.Taking the occupation career management of R&D personnel of IT industry for instance,a review is taken regarding the relevant theories of occupation career management;Afterwards,existing problems of the IT industry enterprises in the career management of R&D personnel are analyzed.Then,questionnaires and one-on-one interviews are conducted to investigate the status of occupation career management of R&D personnel in the IT industries,which is a further digging into the career expectations,career development needs and the pressure from the career of R&D personnel in the IT industries;Finally,career transition as an solution is given with suggestions and feasibility evaluation based on the problems of the IT industry enterprises in the career management of R&D personnel and the current status of their career.Practical significance can be obtained from this topic for both R&D personnel and enterprises in the IT industries.For R&D personnel,the result of this thesis can provide reference for their own career management,including occupation career choice judging,career path adjustment and career transition according to their own competence,leading to initiative actions on their own occupation career management for the further occupational achievement.For the IT industry enterprises,this thesis also provides some underlying information such as the real career needs of R&D personnel,their critical appeal to the enterprises and deep-seated causes for the demission,which enlighten the enterprises to consider the corresponding solutions to attract,retain and motivate their R&D staff to improve the operation of the whole organization.Moreover,IT industry enterprises should take considerations on supporting the internal transfer needs of their R&D staff,so as to reduce the cost of external recruitment and lower the waste of human resources.更多还原