员工职业生涯管理是从理论上的探讨到实践模型的设计,不管是企业管理者、人力资源管理部门还是员工自身都从思想上越来越意识到此项工作的重要性。而在实践过程中还是会受到企业管理体制、管理习惯和传统观念的束缚,往往使职业生涯管理停留在管理的战略和人资部门的计划中,员工却仍是模糊期盼的状态。 Employee career management is from theory to practice model design, whether it is business managers, human resources management departments or employees themselves increasingly aware of the importance of this work ideologically. In the process of practice, however, it will still be constrained by the enterprise management system, management practices and traditional concepts, which often leave career management in the management strategy and the plans of the human resources department. However, the employees are still vaguely looking forward to the situation.