摘 要
随着市场竞争加剧和人才流动加速，企业面临严峻的人才保留挑战，员工职业路径规划成为提升人才留存率的关键因素。本研究旨在探讨员工职业路径规划对企业人才保留的影响机制，通过问卷调查与案例分析相结合的方法，选取不同规模和行业的12家企业进行实证研究，共收集有效问卷856份。研究发现，系统化的职业路径规划能显著提高员工满意度和忠诚度，特别是个性化发展通道设计对关键岗位人才的保留效果尤为明显。创新之处在于构建了“职业路径-员工能力发展-企业人才保留”的三维模型，揭示了职业路径规划在员工成长与企业战略之间的桥梁作用。研究结果表明，企业应重视员工个体差异，制定灵活多样的职业发展规划方案，以增强组织吸引力和凝聚力，为人力资源管理实践提供了理论依据和操作指南。
关键词：人才保留；职业路径规划；员工满意度
Abstract
As market competition intensifies and talent mobility accelerates, enterprises face significant challenges in talent retention, making employee career path planning a crucial factor in enhancing talent retention rates. This study aims to explore the impact mechanism of employee career path planning on corporate talent retention by combining questionnaire surveys with case analysis. A total of 12 enterprises from different scales and industries were selected for empirical research, collecting 856 valid questionnaires. The findings indicate that systematic career path planning can significantly improve employee satisfaction and loyalty, particularly the design of personalized development channels, which has a notably positive effect on retaining key position talents. An innovation of this research lies in constructing a three-dimensional model of "career path-employee capability development-corporate talent retention," revealing the bridging role of career path planning between employee growth and corporate strategy. The results suggest that enterprises should pay attention to individual differences among employees and develop flexible and diverse career development plans to enhance organizational attractiveness and cohesion, providing theoretical foundations and operational guidelines for human resource management practices.
Keywords: Talent Retention；Career Path Planning；Employee Satisfaction
目 录
引言 1
一、员工职业路径规划的理论基础 1
（一）职业路径规划的概念界定 1
（二）相关理论综述 2
（三）理论对人才保留的意义 2
二、企业内部职业路径设计 2
（一）职业路径的层次结构 2
（二）关键岗位路径规划 3
（三）晋升与发展机制构建 4
三、人才保留策略的实施路径 4
（一）个性化职业发展方案 4
（二）内部流动与轮岗机制 4
（三）人才激励与留任措施 5
四、职业路径与人才保留的效果评估 5
（一）评估指标体系构建 5
（二）实施效果跟踪分析 6
（三）持续改进机制建立 6
结 论 7
致 谢 8
参考文献 9
随着市场竞争加剧和人才流动加速，企业面临严峻的人才保留挑战，员工职业路径规划成为提升人才留存率的关键因素。本研究旨在探讨员工职业路径规划对企业人才保留的影响机制，通过问卷调查与案例分析相结合的方法，选取不同规模和行业的12家企业进行实证研究，共收集有效问卷856份。研究发现，系统化的职业路径规划能显著提高员工满意度和忠诚度，特别是个性化发展通道设计对关键岗位人才的保留效果尤为明显。创新之处在于构建了“职业路径-员工能力发展-企业人才保留”的三维模型，揭示了职业路径规划在员工成长与企业战略之间的桥梁作用。研究结果表明，企业应重视员工个体差异，制定灵活多样的职业发展规划方案，以增强组织吸引力和凝聚力，为人力资源管理实践提供了理论依据和操作指南。
关键词：人才保留；职业路径规划；员工满意度
Abstract
As market competition intensifies and talent mobility accelerates, enterprises face significant challenges in talent retention, making employee career path planning a crucial factor in enhancing talent retention rates. This study aims to explore the impact mechanism of employee career path planning on corporate talent retention by combining questionnaire surveys with case analysis. A total of 12 enterprises from different scales and industries were selected for empirical research, collecting 856 valid questionnaires. The findings indicate that systematic career path planning can significantly improve employee satisfaction and loyalty, particularly the design of personalized development channels, which has a notably positive effect on retaining key position talents. An innovation of this research lies in constructing a three-dimensional model of "career path-employee capability development-corporate talent retention," revealing the bridging role of career path planning between employee growth and corporate strategy. The results suggest that enterprises should pay attention to individual differences among employees and develop flexible and diverse career development plans to enhance organizational attractiveness and cohesion, providing theoretical foundations and operational guidelines for human resource management practices.
Keywords: Talent Retention；Career Path Planning；Employee Satisfaction
目 录
引言 1
一、员工职业路径规划的理论基础 1
（一）职业路径规划的概念界定 1
（二）相关理论综述 2
（三）理论对人才保留的意义 2
二、企业内部职业路径设计 2
（一）职业路径的层次结构 2
（二）关键岗位路径规划 3
（三）晋升与发展机制构建 4
三、人才保留策略的实施路径 4
（一）个性化职业发展方案 4
（二）内部流动与轮岗机制 4
（三）人才激励与留任措施 5
四、职业路径与人才保留的效果评估 5
（一）评估指标体系构建 5
（二）实施效果跟踪分析 6
（三）持续改进机制建立 6
结 论 7
致 谢 8
参考文献 9
