被遗忘的新进知识型员工

The new knowledge employees,hard won but easily lost

在组织中,新进知识员工的吸收和培育是企业未来发展的保障,对新进知识员工进行轮岗和基层锻炼也是必须要走的程序,但是越来越多的企业开始关注"被遗忘的新进知识型员工"这一特殊的群体。这类员工自进入组织之后开始进行基层的锻炼,而后便一直停留在基层,缺少了必要的上升机会。本文认为这主要是由于人力资源战略部署部门与具体用人部门在用人目标上的差异所造成的。而且经过调查发现,在人力资源战略部署部门发生变革的情况下,新进员工被遗忘的可能性更大;获得晋升的新进员工更多地依靠非正式渠道;被遗忘的新进员工的离职是企业离职率居高不下的主要原因。在此基础上,本文认为应该从战略的高度来考虑部门的用人,同时努力畅通职业发展渠道。

To meet the request of the future development in organizations, the knowledge employee is necessary. And in practice, job rotation in the basic level for the knowledge employees is sanctified by usage. But, more and more organizations have locked into the dilemma of ＂The loss of knowledge employee＂, which means that they are always in the basic level having no chance of promotion. This paper has the idea that the goal conflict between the HR department and requested department makes the whole thing up. And in the study, we find that the new knowledge employee would like be lost much easier when the HR department is undergoing transformation. Meanwhile, the one who win the chance of promotion relies more on the informal channel. All these phenomenon results in employee turnover. Based on the above analysis, we think that we should employ people from the perspective of strategy and career design should be effective.