000			04072nam a22002777a 4500
003			OSt
005			20231211175113.0
008			231211b |||||||| |||| 00| 0 eng d
040			_aTUPM _beng _c_ _erda
050			_aDIS HD 30.25 _bT53 2022
100			_aTian, Jintao
245			_aCareer management model of post-80s grassroots employees _c/ Jintao Tian
264			_aManila _bTUP _c2022
300			_a119p.: _bcolor illustration _c28 cm. _e+1 CD-ROM (4¾inches)
336			_2rdacontent
337			_2rdamedia
338			_2rdacarrier
500			_aDissertation
502			_aCollege of Liberal Arts (CLA) _bDoctor of Management Science (DMS) _cTechnological University of the Philippines _d2022
520	3		_a"With the further development of society, the industry competition is becoming more and more fierce. This competition is not only reflected in the product, but also in the talent competition. From the outbreak of the epidemic to the normalization of epidemic prevention management, China's advantages have gradually emerged. With the further development of China's economy, human resource management has become the core element of the development of companies and even cities. In China, with the double pressure of epidemic and family, the ""post-80s"" grass-roots employees are the most afraid to lose their jobs, and they are also the most stable part of social human resources with the highest demand for work. Strengthening the career management of the ""post- 80s"" employees is not only conducive to promoting the good development of enterprises, but also conducive to the progress of social economy. The number of ""post-80s"" employees has a very large proportion in the talent field, but the research on career management of ""post-80s"" grass-roots employees is lack. With the impact of the epidemic, a large number of ""post-80s"" grass-roots employees are facing the problem of being eliminated or directly laid off. They urgently need to choose a new job or seek employment. On the one hand, this problem is caused by the objective environment, on the other hand, because the society and the company lack or neglect the career management of ""post-80s"" grass-roots employees.This paper will take the ""post-80s"" grass-roots employees of Nanchang TYSW company as the analysis object, use the questionnaire survey method and literature analysis method to understand the current situation of career management of the ""post-80s"" grass-roots employees of Nanchang TYSW company, from the two aspects of career choice preference and factors affecting career choice, through the investigation and interview of the current situation of the ""post-80s"" grass-roots employees of Nanchang TYSW company, It is found that the main core problems faced by the ""post-80s"" grassroots employees of Nanchang TYSW company in facing the bottleneck of career planning are as follows: 1 The enterprise lacks post analysis and layer by layer analysis for the ""post-80s"" grass-roots employees, the reference standard of employee mobility mechanism is chaotic, and the employee promotion channel is rigid; 2. there is a lack of systematic education on career planning for the ""post-80s"" grass-roots employees, and the employees have a vague understanding of their own career planning, which leads to their psychological anxiety; 3. the objective status quo of the society leads to a long job search time, and the social recruitment process is cumbersome. In view of the above problems, this paper will provide solutions for the career planning of the ""post-80s"" employees through different career stages from the two aspects of improving career promotion channels and enriching employment opportunities, taking the different stages of the career cycle as the starting point, so as to help the ""post-80s"" grass-roots employees grow in life and work, and achieve social and personal win-win.-Auhtor's Abstract."
650			_aCareer development
650			_aVocational guidance
942			_2lcc _cDIS _n0
999			_c28380 _d28380