Career management is one of the important contents of human resource management in modern enterprises, and it is a series of activities for enterprises to help employees make career plans and help their career development. Let's take a look at the current situation and evaluation of career management of employees in domestic enterprises with me, hoping to help!
First, the concept of career management:
Career management is divided into personal career management and organizational career management. Personal career management aims to maximize personal development achievements and realize personal development aspirations through effective management of personal interests, abilities and personal development goals. The career management of an organization is one of the main contents of human resource management in a company. It is a process that the company combines personal development with enterprise goals, analyzes, measures and summarizes the subjective and objective factors that determine employees' career, and makes each employee's career goals consistent with the strategic goals of the company's development through design, planning, implementation, evaluation and feedback.
Second, the career management theory:
Some famous management experts at home and abroad have conducted long-term research on the process of career development, and found and summarized many theories and laws about career development. Among these theories and laws, the following are the most influential:
1, Saber's career development theory.
Saber is another representative professional scientist in America. He divided people's career development into five stages.
(1) growth stage. From 0 to 14 years old. Experience the gradual growth process of career from curiosity, fantasy to interest, and consciously cultivate professional ability.
(2) the exploration stage. From 15 to 24 years old. Choosing a job and getting a job for the first time. Comprehensive understanding and consideration of their own interests, abilities and professional social value, employment opportunities, began to try to choose a job. Entering the labor market for the first time, or professional vocational training. Choose a field of work and start your career.
(3) the establishment stage. The age of 25 to 44 is the stage of establishing a stable career. If you are not satisfied with your chosen career, then choose to change your career. The number of changes varies from person to person. It is also possible to be satisfied with the primary occupation without changing. Finally, I decided on my career and started a stable job.
(4) Maintenance stage. During the long period from the age of 45 to 64, workers have generally reached the "successful" scene as the saying goes, no longer considering changing professional jobs, but only trying to maintain their achievements and social status.
(5) recession stage. When a person is over 65 years old, his health and working ability will gradually decline, and he will soon start working and end his career.
2. Parkinson's career-personal matching theory.
This is the classic theory of career choice and career guidance. It was first put forward by Professor Parkinson of Boston University. The theoretical connotation of Parkinson's disease is to match subjective and objective conditions with social and professional posts (which is possible for you) on the basis of clearly understanding and understanding personal subjective conditions and social and professional post requirements, and finally choose a career that matches the individual. Occupation-person matching can be divided into two types:
(1) factor matching, for example, the occupation that needs special skills and professional knowledge matches the job seeker who has mastered this special skill and professional knowledge; Or jobs with dirty, tired and bitter working conditions need hard-working and strong workers to match.
(2) (Characteristics) Matching, such as sensitive, perceptual, unconventional, strong personality, idealism and other personality characteristics, is suitable for artistic creation of aesthetic and self-emotional expression. Parkinson's classic theory of professional matching is still correct and effective, and it affects the development of professional management and professional psychology.
3. The career development theory of greenhouse.
Greenhouse studies the main tasks of career development in different age stages of life, and divides career into five stages.
(1) career establishment. Typical age range is 0~ 18 years old. Main tasks: develop professional imagination, evaluate and choose occupations, and receive necessary vocational education.
(2) enter the organization. 18~25 years old is the stage of organization. The main task is to get a job in an ideal organization, and try to choose a suitable and satisfactory career on the basis of obtaining enough information.
(3) Early career. The typical age group in this period is 25~40 years old. Learn vocational skills and improve work ability; Understand and learn organizational discipline and norms, gradually adapt to professional work, adapt to and integrate into the organization; Preparing for future career success is the main task of this issue.
(4) Mid-career. 40~55 years old is the middle stage of career. Main tasks: need to re-evaluate the early career, strengthen or change their career ideals; Choose a career, work hard and achieve something.
(5) Late career. From the age of 55 to the end of his career. It is the main task at this stage to continue to maintain the existing professional achievements, maintain dignity and prepare for retirement.
4.Mercy's career anchor theory:
"Career anchor" is a concept with the status of "godfather" in the field of career planning, which was put forward by Professor Shien of the United States. The so-called career anchor is an acquired part of self-intention. When an individual enters the early work situation, it is determined by the actual work experience, which is consistent with the introspective motivation, needs, values and talents in the experience, and achieves a stable career orientation of self-satisfaction and compensation. This so-called "career anchor" refers to the kind of vital things or values that a person will never give up in his career when he has to make a choice, that is, the center of people's choice and development of their own career.
After nearly 30 years of development, career anchor (career orientation) has become a necessary tool for career development and career design. Many large foreign companies regard career anchor as the main reference point for employees' career development and career planning. Since 1992, MIT School of Management has expanded career anchors into eight types: technical/functional, managerial, independent/independent, safe/stable, entrepreneurial, service-oriented, challenging and life-oriented.
Third, the current situation and problems of the development of career management of employees in domestic enterprises
1. The career management of enterprises in China is still in its infancy. Most enterprises have not established a scientific and standardized career management system, and a few enterprises have initially publicized the concept of career management.
2. The mentality of career development of employees in domestic enterprises is generally divided into the following three types:
First, have a strong personal development goal, do not value the company's development, regard the company as a training center, improve their own quality, and wait for opportunities, but opportunities are not necessarily opportunities for the company;
Second, I have personal development goals. I hope and believe that with the development of the company's business, I will also develop, improve my ability, and keep my personal development consistent with the company's development;
Third, I have no personal development ideas, and I am very stable and comfortable in the company. I hope I can continue to mix in the company. The ideal state of mind is the second state of mind.
3. There is a career development channel of "one leg is long and two legs are short". Employees of enterprises in China are generally divided into three categories: management, professional technology and operation service. Management posts form a management channel, and vertical development is realized through post promotion; Professional, technical and operational service practitioners achieve development by upgrading their level in the national title series, forming technical and skill channels respectively. However, no matter from the aspects of personal value realization, treatment promotion and development space, technology and skill channels can not be compared with management channels, and there is little room for salary and treatment improvement. Job promotion is the only way to realize the recognized value of employees, which has formed the phenomenon of "one leg is long and two legs are short". Can not meet the needs of everyone's promotion, can not stimulate the enthusiasm of employees.
4. People who know the major may not know the management. Not all people with excellent professional skills are suitable for management positions, which is not conducive to employees' personal career development.
Fourthly, suggestions on enterprise career management.
1, unify understanding and strengthen consciousness.
The discussion on employee career management in enterprises has aroused the attention of managers at all levels and all employees to career development, mobilized the enthusiasm of all parties, and guided and required all subjects to establish and strengthen the awareness of employee career planning and management.
2. The company has established a professional management committee as the highest institution of professional management. The Committee consists of senior leaders of the company, some senior managers, heads of human resources departments, career guidance consultants and external experts.
3. Design the career development channel according to the actual situation of the enterprise. Establish a variety of career development channels, encourage employees to specialize in their own channels and develop upward; At the same time, according to the development needs of the company, employees are allowed to switch between different channels according to their own specialties and interests; When excellent employees can't get promotion opportunities, provide them with opportunities for lateral transfer and let them take on greater responsibilities.
Generally, employees of domestic enterprises can design and provide three career development channels for employees: management channel, professional technology channel and worker technician channel. Every employee has the opportunity to become a grass-roots or senior manager, professional technical expert or worker technician according to his own wishes and efforts. In order to realize the success of employees and the win-win situation of enterprise development, the company gives necessary guidance to employees' career choice in combination with the actual needs of enterprise development. With the guidance and help of the company, employees can choose the development channel that suits their personality characteristics, hobbies and wishes.
4. Formulate different systems according to employees at different stages of career development.
In the stage of career exploration, we should provide more advice and help to help employees correctly understand the enterprise and themselves, and initially establish their career goals. Strengthen the work guidance for employees, help employees adapt to the new environment as soon as possible, find a correct position, and shorten the career exploration period.
Strengthen training to improve their skills in the stage of career establishment, improve their work performance through performance management, and encourage outstanding employees to be promoted and promoted in time.
For the career maintenance stage, employees have clear career goals, defined their long-term contribution areas to the enterprise, accumulated rich work experience in their own fields, gained a certain professional status, and gradually reached the peak of career development, belonging to the backbone of the company with great contributions. The company's top management, middle management and senior professional and technical personnel all belong to this stage. Ensure the smooth passage of career and provide employees with a variety of career promotion channels; Maintain the enthusiasm and interest of employees by enriching the work content and job rotation, and really play the role of backbone.
Make a reasonable retirement plan for employees in the stage of career decline to ensure the smooth transition of employees to retirement; At the same time, pay attention to training successors.
5. The line manager is the person in charge and mentor of the career management of employees in the departments under his jurisdiction. The company's career management system is the executor and promoter of this department. Through the distribution of different tasks, we can cultivate employees' ability, discover employees' potential and provide opportunities for employees' career development if conditions permit.
6. Employees themselves are the executors of career planning. Employees' own efforts are the key to achieving their career goals, ensuring the integration of personal career path and organizational needs and aspirations, and making various measures of career development and management play a role. With the help and guidance of the company, we will constantly improve our basic quality and business skills and promote the development of the company through our own development.
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