职业经理人职业生涯中期危机及应对策略研究--以T城市人力资源行业为例复旦大学东方贱人中文摘要职业生涯中期阶段在整个职业生涯管理理论当中一直属于重要的一个研究阶段。由于该阶段时间跨度长，压力多，极易引发职业生涯中期危机。特别是近年来，随着中国经济的高速发展和国际经济一体化建设的不断加快，这一现象日益引起了中国地区各级企业领导者的高度重视。进入21世纪，中国市场经济的持续高速发展使得中国逐步成为拉动世界经济增长的重要引擎之一，持续的经济高增长和良好的内部投资环境为国外企业和人才的进驻提供了重大的发展机遇。伴随着中国改革开放事业的不断深入和教育行业的不断发展，中国劳动力市场供求结构也随之急剧变化。员工面临的各种来自职场、家庭和自身的压力日益增多，尤其是处于职业生涯发展中期阶段的职业经理人们的体会的尤其深刻。这也是目前国内人力资源发展领域亟待改善的重要难题之一。本文以T城市从事人力资源行业的职业经理人为例，从职业生涯中期危机现象调查问卷入手，详细介绍了如何在系统分析劳动力市场供求关系的基础上，结合运用胜任力模型分析和抽样访谈等改善方法，寻求出引发职业生涯中期危机的真正原因——职业生涯管理体系的缺失。并且在综合了考虑员工职业发展愿景和行业人力资源结构发展现状的因素的基础上，运用危机管理原理，通过对危机的识别、预防、干预和转化等过程探讨职业生涯中期危机的应对策略。关键词：职业生涯管理中期危机胜任力模型危机管理ABSTRACTMid-careerstagethroughoutthecareermanagementtheoryhasbeenaimportantresearchstage.Becausethestagelongtimespan,morepressure,easytocausemid-careercrisis.Especiallyinrecentyears,withtherapiddevelopmentofChina'seconomyandinternationaleconomicintegrationaccelerating,thisphenomenonisincreasinglyhasdrawngreatattentionoftheleadersatalllevelsinChina.Enteringthe21stcentury,thesustainedandrapiddevelopmentofChina'smarketeconomyhasmadeChinagraduallybecomeoneoftheimportantenginedrivingworldeconomicgrowth,sustainedeconomicgrowthandgoodinternalinvestmentenvironmentforforeignenterprisesandtalentstoprovidesignificantopportunitiesfordevelopment.AlongwiththedeepeningofChina'sreformandopeningupcauseandthecontinuousdevelopmentofeducationindustry,China'slabormarketsupplyanddemandstructurehasbeenchangeddramatically.Employeesfacingallkindsofpressurefromwork,familyandtheirownmounting,especiallyinthemid-termstageofcareerdevelopmentexperienceoftheprofessionalmanagersofparticularlyprofound.Thisisthecurrentdomesticoneoftheimportantproblemsofhumanresourcedevelopmentareasforimprovement.InTcityisengagedintheprofessionalmanagersofhumanresourceindustryforexample,frommid-careercrisisphenomenonquestionnaire,thispaperintroducesindetailhowtoonthebasisofsystematicanalysisoftheLabourmarketsupplyanddemand,combinedwiththeuseofcompetencymodelanalysisandimprovementmethodsofsamplinginterview,seekouttherealreasonofmid-careercrisis-thelackofcareermanagementsystem.Andinthecomprehensiveconsiderationofemployeecareerdevelopmentvisionandindustrydevelopmentpresentsituationofhumanresourcestructurefactors,onthebasisofapplyingtheprinciplesofcrisismanagement,throughtheidentification,preventionandinterventionofthecrisisandtransformationprocess,suchasmid-careercrisiscopingstrategiesarediscussedKeywords：Midcareermanagement;Mid-termcompetency;competencymodel;crisismanagement;目录目录............................................................I第一章绪论............................................................................................................11.1研究背景......................................................................
