CAJ | 학술논문

企业经营管理人才的职业化是中国经济体制改革的迫切要求，也是国家人才强国战略的重要内容以及经营管理人才聚集机制的重要探索方向。但多年来，中国企业经营管理人才的职业化实践却一直面临企业和职业经营管理人才之间互信匮乏的“瓶颈”。通过人才职业化政策建设，建立企业和职业经营管理人才之间的制度信任是中国企业经营管理人才职业化制度成熟发展的关键。本研究提出了内外部制度供给协同的企业经营管理人才职业化制度“五化”框架，即人才素质职业化、内部环境规范化、外部环境法制化、人才信用体系化、人才配置市场化。政府在职业经营管理人才相关的法律制度、职业经营管理人才信用体系、职业经营管理人才市场运行机制等方面的制度供给能够更加有效地拓展信任的规模，在企业和职业经营管理人才之间形成稳定的制度信任。
기업경영관리인재적직업화시중국경제체제개혁적박절요구，야시국가인재강국전략적중요내용이급경영관리인재취집궤제적중요탐색방향。단다년래，중국기업경영관리인재적직업화실천각일직면림기업화직업경영관리인재지간호신궤핍적“병경”。통과인재직업화정책건설，건립기업화직업경영관리인재지간적제도신임시중국기업경영관리인재직업화제도성숙발전적관건。본연구제출료내외부제도공급협동적기업경영관리인재직업화제도“오화”광가，즉인재소질직업화、내부배경규범화、외부배경법제화、인재신용체계화、인재배치시장화。정부재직업경영관리인재상관적법률제도、직업경영관리인재신용체계、직업경영관리인재시장운행궤제등방면적제도공급능구경가유효지탁전신임적규모，재기업화직업경영관리인재지간형성은정적제도신임。
The development of Chinese economic system reform requires professionalization of company operational management talents, and it is one of the key points of National Talent Strategy. The Professional practice of company operational ＆ management talents is facing tough problem in lack of mutual trust between company and professional manager. Building an institutional trust through talent policy is an important direction in the future. The study proposes a mechanism of internal and external institutional collaboration system, which include talent competence professionalization, internal governance circumstance standardization, external circumstance legalization, manager credit systematization, and talent flow marketization The government institutional supplies based on relative law, credit system and professional manager market system will support the extension of trust scale, and build a stable institutional trust between company and professional managers.