基于人與組織匹配的高速公路員工職業(yè)生涯管理

1、基于人與組織匹配的高速公路員工職業(yè)生涯管理the rapid development of china's economic and social development has triggered an upheaval in the organization，s environment, and the knowledge economy has triggered fierce competition for talents after nearly 30 years development, at the encl of 2010 national highway, 74100

2、 kilometers, ranking second in the world, trunk highway has been completed, the highway into the key stage of network development, highway organization in response to the law of development objective need, frequent occurrence of internal change and frequent personnel f1ow, human resources management

3、 is facing severe challenges, organizational level employee career management of the decoration. seek person-organization fit theory results, this paper explore the highway organization guiding significance of employee career management, put forward the principles of building the system and effectiv

4、e career management system and the main strategy, in order to make the highway group is full of vitality, realize the coordinated development of organization and staff, between human and organizational win-win resultsthe challenges and problems facing the career management of highway employeeslack o

5、f a set of values, goals, missions and strategies that meet the requirements of the times highway is essentially a public product, is a natural monopoly network basic industries, due to its huge role to the national economy and the needs of the development of cross-cutting, government do charge and

6、exclusive from the policy and tech no logy, make it has the dual attributes, commonweal and commercial government restrictions on highway organization and related laws and regulations with the development of the social situation and continuously explore and gradually perfect with the diversification

7、 of investment and financing system, the national highway type organization form to the compa.ny，s state-owned highway group and career-driven highway administration as the leading, non-state companies and listed companies for the complementary pattern of diversification. in reality, career-oriented

8、 highway organizations lack effective incentive mechanisms and lack incentive in cost control; the company，s highway organization seeks high returns, often ignoring social benefits compared with the huge investment, the government public funds in the account for less than the highway and approved wi

9、th fixed number of year of the charge and standards such as unreasonable reason, aggravate the burden of public toll. in highway group is not yet the social benefit and economic benefit as a whole, failed to establish can satisfy the public service function and requirement of market exchange double

10、values, goals, mission and business development strategy and organizational culture system, employee behavior nature cannot with the government policy of building a harmonious society and improve the livelihood of the people to keep highly consistent, public complaints organization in the forefront

11、of freeway.there are many kinds of talents, big demand, fierce competition and serious loss highway organization built custody one size unit at the provincial level is most typical, the largest number, it covers the highway planning, design, financing, construction, construction to operation, toll c

12、ollection, highways, maintenance and management of each link, often with multiple highway project company and construction, collect fees, maintenance, communication monitoring, the tertiary industry, such as the lower company or organization, involved in engineering, economics, accounting, statistic

13、s, law, business management, computer, automation technology, communications engineering, electrical engineering, landscaping and other professional groups, including management, professional and technical skills and those logistics and so on many categories of jobs the rapid development of expressw

14、ay makes talent demand is increasing rapidly, talent gap is big, can acquire the senior technical and management talent shortage, especially the whole industry talents cultivation, the speed of the supply is far not match growth needs. with the industry to foreign investment and open to the non-stat

15、e enterprises, non-state companies with competitive salary and other measures to attract talents, aggravated the intensity in the war for talent, state-owned and career-driven highway the organization's human resources loss is serious, most of erosion was high content of human capital management

16、 and technical personnel and skilled operatorstechnical progress, management changes, social needs and service connotation are improved, and the quality of employees， ability to match is badly needed with the expansion of highway construction, there are more and more technical problems,the governmen

17、t has also been improving the quality of the project, and the science and technology in the construction has increased highway from one to more, and gradually form a network, computer network and communication technology to infiltrate charges, maintenance, daily management, financial mdnagement, etc

18、，profound changes have taken place in the business process networked toll mode, no parking charge for electronic technology and intelligent monitoring and control system have been put into operation, the management system and organization setup needs to adapt to changes in the characteristics a proj

19、ect company all the way and linear unity form supplemented, horizontal coordination group of the pyramid structure, overlapping organizations and functions of cross, huge, low efficiency, lack of vitality and competition mechanism, is difficult to meet the needs of reality, need to flat network stru

20、cture change, organization reengineering is bound to cause increased mobility as people，s consciousness awakening, the highways agency service more and more high request, to provide high-speed, safe, smooth and comfortable, clean and beautiful driving environment and high quality, civilization and c

21、heap travel service become the organizational goals there is a need for improved capacity and quality in all of these areasemployee needs are not met with effective satisfaction. the highway organization currently lacks a targeted approach to career management different levels, categories, and age p

22、eople have different needs, the knowledge of professional and technical backbone, have a strong consciousness to control their own career, like in a work boot and self-management, eager to show ego wit, realize their own value, so involved in many projects, many technology breakthrough often become

23、the pursuit of the goal, with career advancement opportunities become critical producers and tollers tend to expect income, job stability, internal fairness, and promotion to management young people pay attention to training opportunities, middle age is more considerate of the family, expect more hu

24、mane care long highway beginning, some more, the characteristics of the area wide, also needs to organize properly solve employee and family far away from the town construction and management of the work brought about by the life and family conflictsthe career management system lacks the effective s

25、upport of other human resource management. career management and organizational strategy and human resource requirements forecast lack of effective connection; in terms of recruitment and retort, only the ability to match, not the value, the personality and the organization culture match, even the h

26、uman condition, the relationship interference; in terms of employee training, not paying attention to career planning, lack of unified personal development goals and organizational strategy goals; pay only pays attention to the professional level, not the ability to link to the ability, not to be ab

27、le to lead the staff to improve the function although some units have provided job descriptions, they have done very little in employee career path planning, internal information disclosure and employee communication performance evaluation and the competition mechanism is imperfect, evaluation just

28、routine, lack of fair competition, promotion ability and post match each other there is a big gap due to the enterprise culture construction lag, professional channels of a single, do not take the opportunity for employees to create value of empowerment, in helping staff to identify the type of work

29、 in terms of risk and opportunity of career development into too little, the decoration of the career management become dispensable in addition, the restriction of the charges, time limit, and constantly improve the management techniques and methods, there will be a significant number of operating p

30、ersonnel, passive or active exit from the industry, need to be in an organization as early as possible and establish a good and stable psychological contract between employees, promoting the person-organization fit, enhance the sense of belonging and motivation, in order to improve performancetwo, t

31、he person and the organization match the theory and the guidance meaning that the organization develops employee career managementman and organization match theory. person-organization fit theory have caught the attention of academia and practice circle in recent years, because they believe that per

32、son-organization fit for organization to solve many problems attract, select, and retain high quality talents, flexible and enable employees to face the competition, has the high organizational commitmentmany researchers put the person-organization fit loosely defined as and the compatibility betwee

33、n organizations, to reflect the subjective and objective of organization the consistency between the two entities characteristics, complementary, and the degree of fusion. kristof puts forward the integration of human and organizational matching, matching and complementary matching, need-to-supply p

34、erspectives and requirements - capability perspectives he believes that (1) people and organizations have similar characteristics on certain basic characteristics; (2) when a person or organization has at least one person who can provide the resources required by the other party; (3) when both exist

35、, the match between the person and the organization exists to a certain extentguide meaning organization career management is to point to by organizing the implementation, to develop the potential of staff, retain staff, a series of management method, make the employees self-fulfillment is the need

36、for professional groups according to their own development, to help and promote certain occupational activities within the organization is engaged in the behavior of the employee，s career development process, its essence is to employees as development, value-added rather than fixed capital, by helpi

37、ng employees to success in career goals to achieve organizational performance, for the organization's sustainable development, the purpose of this and person-organization fit theory research so person-organization fit theory to become the main guiding theory of organization career management, an

38、d the theory about consistency, requirements - ability and demand - supply match to organizations such as the employee，s job engagement, organizational citizenship behavior, organizational commitment, job performance, such as obvious effect of empirical results, naturally become organizations build

39、the system highly effective guidance of career management systemthe principle of building a career management systemorganizational competition is ultimately competition for talent. organization career management is real embodiment of humanistic management thought, is one of the important measures, t

40、he implementation of strategic human resource management is a new height of human resource management the highway construction organization's career management system should follow the following principles:a psychological contract that creates dynamic matching between organizations and employees

41、 put people in the center of the who1e career management system, attach importance to people, care for people, respect people and recognize the development needs of people according to maslow，s hierarchy of needs theory, the organization that is established in values, goals, culture, and specificati

42、on, on the basis of trying to make the members of the lower level material need to gradually improve, and to make their self-realization spiritual aspects, such as senior need satisfaction gradually increase, so as to form the dynamic matching of the psychological contract, the formation of the inte

43、rests of the community, lead to mutual expectation between organization and employee to get reasonable enoughpromote human and organizational matching, and both organizations and individuals achieve goals organization to organization and individual win-win goal to pursue, to promote and optimized ma

44、tching people and organizations, to improve the effectiveness of employee career management, and thus do men, play the potential of employees, improve staff efficiency, improve employee satisfaction and reduce staff turnover rate, staff and organizations need dual meetfocus on cost and benefit analy

45、sis, and use different matching strategies for different types, categories, ages, and levels of employees the differences between different types of human resources, also have different reflection on career, and the organization，s resources are always limited, so only attaches great importa nee to t

46、he cost dnd ben efit an alysis, on the basis of the rational allocation of people, reasonable allocation of resources to different people and measures, to efficiency and economy to achieve organizational goalscareer management should improve the overall quality of the organization. in accordanee wit

47、h the law of rock, the organization of target only is point to in the future, it is challenging, is the most effective, and the organization to maintain long-term competitive advantage, cannot be stuck in the past, must have a great aim this requires the organization to continuously raise the height

48、 of the cask wall and continuously improve the quality of the staff, according to its own development strategy.to form the overall quality of employees and ensure that the organization is enduring. when employees through learning degree level improving and enhancing the achievementmotivation, indivi

49、dual employees' knowledge, ability and other characteristics are significantly more than group assigned job requirements, strong personal accomplishment needs organizations cannot be met, this is where the organization of job enlargement and enrichment in order to satisfy staff's achievement

50、, or to adjust the position of the employee, the employee within the organization flow, or organization to change, carry out partial flat management structure in favour of potential employees for a relatively mature organization, person and organization's consistent matching level is higher, the

51、n also pay attention to strengthen innovation consciousness and innovation ability training and development, perfect training system and the establishment of encouraginginnovation mode of career management, make the innovative talent have unimpeded channel promotion. these measures enable dynamic ma

52、tching of people and organizations, and the matching is mutually reinforcing and overall.career management should be systematic person-organization fit embodies the integrity and the principle of optimal control, career management is a system engineering, the component part of the system must be in

53、accordance with the unified and the conditions of the premise, such as with the organization，s values, goals, mission and strategy are closely linked; keep in close contact with recruitment, socialization, training, transfer, pay distribution, performance review, incentive, organizational cultural c

54、onstruction and other human resource development activities; to be integrated with the specific production, operation, finance, etc combine external and internal conditions to create more room for organizations and employees4, people and organizations match the application strategy in building a car

55、eer management systemthere have been many studies pointed out that in individual and group showed a higher degree of consistent and similar, the individuat s work performance will be improved, the work pressure, job satisfaction is higher, low turnover rate wang, wang ping, through empirical study o

56、n person-organization fit for employees， job involvement, organizational citizenship behavior and organizational commitment has a signifiednt impact, the consistency of matching the employees in the work and organization has significant impact on attitudes and behavior, requires the ability to - and

57、 dema nd - supply matching related to employee，s work performance have strong predictive power. zhao huijuan and ron long have studied the effects of demand matching on job satisfaction the research by the changya equality people suggests that the personal - corporate culture matches influence job p

58、erformance to a great extent. how the highway organization applies these findings to the construction of a career system is one of four main strategies:1. the establishment conforms to the times of a set of organizational culture and values to guide career matching, and the recruitment and selection

59、 as the starting point of the organizational career management in new employee recruitment selection, not only to investigate whether it has the ability to work required, should also be from an organizational culture and individual values are consistent, organizational expectations in line with individual goals are two point of view, to ensure the matching of new employees and the organization.establish internal human resources market, and form dynamic demand matching mechanism for internal talent flow. one is for th