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L for core technology talent organizational career management system

Author: GengYanNi
Tutor: MaShiBin
School: Nanjing University of Technology and Engineering
Course: Business management
Keywords: the core technical personnel career channel career cycle
CLC: F272.92
Type: Master's thesis
Year: 2010
Downloads: 41
Quote: 0
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Abstract


Aerospace industry as high-tech strategic industry needs a large number of skilled and proficient in R&D high-quality personnel. Advantages of human resources are inexhaustible motive force for space technology innovation and enterprise development. L company is the space industry enterprise. There is a succession gap of core technical personnel in the enterprise currently. It also has the brain drain of a large number of core technology personnel. To hold the company’s core technical personnel, and form a long-term incentive, this paper study on the career management system for the core technical personnel. The enterprise provides a clear career personnel system for the core technical personnel, in order to maintain the core technical personnel.This paper first summarized career theories, and reviewed the research results of the scholars at home and abroad. It analyzed L company characteristics and the status of human resource management. Based on the status and problems of career management for the core technical personnel, this paper constructed career planning system for the L Company’s core technical personnel. This system includes the qualification management system, the settings of career channel for the core technical personnel and employee Life Cycle Management System. Owning to the simplicity of the traditional two-channel and multi-professional career path, they are still used by large enterprises. However, in view of their defects in the practice, this paper brings about the four development-oriented career path for the core technical personnel. In the practical application of L company, this paper divided the core technical personnel into three levels:basic, middle, high. There are different career channel settings for the three levels. Meanwhile, based on the age status of the company’s core technical personnel, applying Career Cycle Management, this paper makes different career planning and design for the core technical personnel at different career stages. While the company do good organizational career management, individual employees should also make individual career management. Matching the individual career planning and organizational career planning well, it makes the formation of the positive interaction between the organizations and individuals.

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CLC: > Economic > Economic planning and management > Enterprise economy > Enterprise planning and management decision - making > Corporate Administration > Personnel Management
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