企业发展需要可持续的人才梯队，员工发展需要企业的组织平台支撑。针对实践中发展路径的不完备性及发展判别标准的模糊性，首先，从基于"组织-员工发展共赢"理念的"人-岗匹配"基础管理行为分析出发，通过分析对比职业发展路径现有理论成果，提出"职业发展倒圆锥三维模型"并构建具有一定代表性的职业发展岗位脉络。其次，在冰山理论的框架下，基于扎根理论分析构建了组织-员工发展影响因素模型，形成组织-员工发展管理的定量研究基础。最后，将影响因素转化为可供员工通过参与不同培训方式而获取的积分项目，并据此构建组织-员工发展积分模型，将员工在组织中的发展量化为"确立发展目标—明确积分项目—开展积分学修—获得发展积分—进入岗位后备"的周期性循环过程。本文的研究弥补了组织-员工发展管理定量研究的空白，并且已经在实践中证明了其应用价值。
The sustainable development of talents is necessary for the development of enterprises, and the employees' development is supported by the organization platform. To solve the imperfection of development paths and fuzziness of development criterion, first, by analyzing and comparing the existing theoretical results of career development paths, an "inverted cone career development model" is proposed from the Person-Post Matching perspective based on win-win concept of the organization's employee development. On its basis, a career development venation with representativeness is put forward. Second, a factor model which influences the organization's employee development is built based on the Grounded Theory, forming a quantitative study basis of organization's employee development management. Last, by converting the factors into development points' items, an organization's employee development points' model is constructed, which can quantify the staffs' career development as a periodic cycle from establishing developing goals, confirming development points' items, carrying the corresponding study through, passing the development points' evaluation to becoming a reserve talent. Above all, the results of this article provide a new research insight to the organization's employee development management,fill the gap of its quantitative study and has been practiced, demonstrated its validity.
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