| 试论职业生涯管理 |
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| 引用本文： | 隗玉梁,陈渝.试论职业生涯管理[J].韶关学院学报,2005,26(4):87-89. |
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| 作者姓名： | 隗玉梁 陈渝 |
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| 作者单位： | 四川大学,工商管理学院,四川,成都,610064 |
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| 摘 要： | 组织为了更好地实现目标，就应本着“以人为本”的思想，从尊重员工职业发展需要、帮助员工发展的角度出发。实施人性化与理性化相结合的职业生涯管理。通过职业生涯管理的实施，可以对员工的发展提供强有力的支持，并增加员工的认同感，可以以组织的目标为出发点确立、修正员工的目标，最终使双方都能够实现自身的目标与利益。
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| 关 键 词： | 以人为本 职业生涯管理 认同感 |
| 文章编号： | 1007-5348(2005)04-0087-03 |
| 修稿时间： | 2005年1月21日 |
Discussions on occupation career Management |
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| KUI Yu-liang,CHEN Yu.Discussions on occupation career Management[J].Journal of Shaoguan University(Social Science Edition),2005,26(4):87-89. |
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| Authors: | KUI Yu-liang CHEN Yu |
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| Abstract: | The organization carries out a occupational career management which combines with humanity and intellect ualistic in order to attain the objective better. Stick to the human-oriented and in the view of respecting staff's demand of career development and helping the staff improve themselves . By carrying out occupational career management, it can provide staff with strong support and improve their sense of acknowledgement, and make both the organization and staff obtain their own objective and benefits. |
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| Keywords: | human oriented occupational career management identification |
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