论文部分内容阅读
随着经济全球化、信息化的到来,组织结构的变革、员工素质观念的改变,传统的职业生涯管理已经不能适应发展的要求,必须进行应变性的职业生涯管理(proteancareermanaqement)。为什么这样说呢?职业生涯管理是一种相对长久的包括物质和精神利益的激励措施。过去,人们把职业作为一种谋生的手段,把职务提升、高薪、福利看作主要的职业目标。这就是传统的职业生涯管理的基础,侧重于物质利益的激励。而如今人们已不满足于此,他们更希望从工作中获得发展机会,视工作的乐趣、自身价值和工作带来的满足
With the economic globalization, the arrival of information, the change of the organizational structure and the change of the concept of staff quality, the traditional career management can no longer meet the requirements of development. Therefore, it is necessary to carry out contingent career management (proteancareermanaqement). Why do you say that? Career management is a relatively long-term incentives that include material and spiritual benefits. In the past, people regarded the occupation as a means of earning their living, and saw their positions promoted, their salaries and benefits as their major career goals. This is the basis of traditional career management, focusing on material incentives. Nowadays, people are not satisfied with this. They also hope that they can obtain development opportunities from their work, depending on the pleasure of work, their own value and the satisfaction of their work