【作者】 王树森；

【导师】 于桂兰；

【作者基本信息】 吉林大学 ， 工商管理硕士（专业学位）， 2021， 硕士

【摘要】 中车长客股份公司主营业务为轨道客车的研发试验、新造、检修和运维服务。中国高铁近十年进入跨越式发展时期,企业规模也在不断壮大,公司通过前期引进消化吸收阶段,现已进入自主研发的关键时期,如何激发研发系统人才积极性是该时期企业发展所面临的关键问题。经调研发现,研发人才缺乏目标性,对现有分配机制的合理性存在较多质疑,对未来职业发展不清晰等问题,为研发人员研究设计一套科学合理的员工职业生涯发展通道体系迫在眉睫。本文主要需要解决三个问题。首先,需要在公司原有员工职业生涯发展通道基础上,通过调研、访谈的方法,从不同层级了解公司现有制度存在的问题,从职业生涯发展通道设置和职业生涯发展通道体系两个方面,共归纳总结出职业生涯发展通道覆盖范围较小、职业生涯发展通道划分原则缺乏依据、职业生涯发展通道评价规则不科学、职业生涯发展通道各层级指标设置不合理、职业生涯发展通道评价标准导向不清晰以及职业生涯发展通道体系不健全等6项主要问题,为解决方案的制定明确目标。其次,通过文献研究方法,吸收整合构建研发人员职业生涯发展通道体系的方法论,以公司战略目标为核心,以培养公司发展需要的人才为依据,结合公司人才发展梯队需求,搭建研发人员职业生涯发展通道、构建通道模型、编制了导向明晰,具备较强牵引力的各层级评价标准,以定性评价与定量评价相结合的原则,制定了科学、全面、合理的通道评价方法和流程,并完善了研发人员职业生涯发展通道的考核机制。最后,通过搭建研发人员职业生涯发展通道体系实施组织构架,并建立了与之匹配的组织保障、制度保障以及人员保障,固化研发人员职业生涯发展通道体系成果,保障该体系的顺利实施。本文通过对公司研发人员职业生涯发展通道的设计研究,从发现问题,分析问题到解决问题的路径,搭建了一套较为完整了研发人员职业生涯发展通道体系,解决了企业研发人员积极性不高、职业发展方向不明晰等现实问题,同时也为制造类企业员工职业生涯发展通道体系的构建,提供了一个有效的范例,具有较好的现实意义。更多还原

【Abstract】 CRRC Changchun’s business is mainly composed of three parts: research and development test,new construction of rail cars,maintenance and operation and maintenance services China’s high-speed railway has entered a period of leap-forward development in the past decade,and the enterprise scale is also growing.The company has entered a critical period of independent research and development through the introduction,digestion and absorption stage in the early stage.How to stimulate the enthusiasm of talents in the research and development system is the key issue facing the development of the enterprise in this period.It is found that the research and development talents lack the objective,there are many doubts about the rationality of the existing allocation mechanism,and the future career development is not clear,so it is urgent to research and design a scientific and reasonable career development channel system for employees.This paper mainly needs to solve three problems.First of all,based on the career development channels of the original employees in the company,it is necessary to understand the problems existing in the company’s current system from different levels through the methods of investigation and interview,from the two aspects of career development channel setting and career development channel system.Total sum up a career development channel coverage is small,lack of career development channel division principle basis,career development channel evaluation rules are not scientific,career development at all levels index set is not reasonable,career development channel evaluation standard orientation is not clear,and career development channel system is not sound and so on six major problems,Set clear goals for the solution.Second,by the method of literature research,the absorption integration to build research and development personnel career development channel system methodology,to company strategic objectives as the core,to foster the company on the basis of the talent development needs,combined with the company echelon talent development needs,set up r&d staff career development channel,channel model,compiled the guide,Based on the principle of combining qualitative evaluation with quantitative evaluation,a scientific,comprehensive and reasonable channel evaluation method and process has been formulated,and the assessment mechanism of the career development channel of R & D personnel has been improved.Finally,through the establishment of the organizational framework for the implementation of the career development channel system of R&D personnel,and the establishment of a matching system guarantee,the achievements of the career development channel system of R&D personnel are solidified to ensure the smooth implementation of the system.In this paper,through the design and research of the career development path of the company’s R & D personnel,from finding problems,analyzing problems to solving the path of problems,we have built a relatively complete career development path system of R & D personnel,and solved the practical problems such as low enthusiasm and unclear career development direction of the enterprise’s R & D personnel.At the same time,it also provides an effective example for the construction of the career development channel system of employees in manufacturing enterprises,which has a better practical significance.更多还原