The Study On Intellectual Staff Career Planning Of State-owned IT Enterprises

Compared with traditional industrial enterprise, one remarkable characteristic of IT enterprise is that in place of finance asset and practical asset knowledge becomes the first devoted element of an enterprise and is the principal resource and fortune of it. But as an immaterial resource, there is no possibility that knowledge can exist and operate independently. In more cases it represents as capability of the staff and only in this way it can be transformed into worth of the enterprise. Administration of knowledge, virtually the administration of manpower resource, is the core of administration of modern enterprises. Among all of the new profitable resources, knowledge has become the most important one. Increasingly, economies of the developed countries are dependent on knowledge and information, which is particularly prominent in IT enterprise. Knowledge is thought of as the engine for boost productivity and realize economy increase. Accordingly, intellectual staff, carrier of knowledge, play an increasingly important role today. The characteristics possessed by these intellectual staff of IT enterprises, such as innovability, didigence, independency, self-confidence, candour and so on, make exploitation of person with ability a double-edge sword. If properly managed, it can buildup the core competitiveness, ensure successful implementation of enterprise stratagem, and promote development of enterprise and create more worthiness. Contrarily, improper management will lead to lack of coherence among staff, loss of person with ability, lose of enterprise competitiveness, and even wash out of the market. The loss rate of IT staff is generally high, averagely about 15%. This instability may bring negative impact on work enthusiasm and ascription feel, also is disadvantage to the stable growth of enterprise. As loss of the chief intellectual staff often get enterprise into management plight. Therefore, how to sufficiently bring abilities of IT intellectual staff into play and transform more knowledge into worthiness is an important role of IT enterprise manpower exploitation and management. Aim of this paper is to research the intellectual staff of our state-owned enterprises and bring forward mode of manpower exploitation based on career of intellectual staff in point of ability exploitation. With efficient and persistent career designing for state IT enterprise, we make them create value for the enterprise on the run so as to exert their subjectivity.In this paper, we define the relative conception: firstly, we clarify the definition and characteristics of state-owned enterprise, investigate discrimination of the intellectual staff and related inspiration theories, lastly compared related career development theories in China and foreign countries, and established inspirit mode for intellectual staff based on"career development three, three, three". According to the previous studies, we also summarize changes of mental and need of the intellectual staff in different stage of career, and carry through persistent and systemic spirit inspiration in accordance with these changes. By this way, malpractice of single and discontinuous inspiration means in previous studies can be conquered, and a system of spirit inspiration suitable for different stage of intellectual staff occupation career. Lastly, through case analysis, we came to feasible advice suitable for intellectual staff of IT enterprise in our countries.