State-owned Enterprises Organizational & Individual Career Management Research Based On Labor Relations Change

Since carrying out economy reform in our country, both external managing environment and internal managing mechanism of state-owned enterprises have taken place deep and basic changes. On external environment, a great deal of foreign capital flow into our country. Many overseas multinational companies make domestic investment to set up their plant or subsidiary company in our country. Their advantages put forward the rigorous challenge to state-owned enterprises. In internal mechanisms, with the deep reform of state-owned enterprises, labor relations have undergone tremendous and profound changes. To individuals of state-owned enterprises, on the one hand, enterprises' merger, reorganization, downsizing, and diversion have made part of them laid off and lose their jobs; on the other hand, their own choices of job, hire competitions, occupational mobility etc. have developed the job vitality of people, as well as increased the professional pressure to them. It compels individuals to take responsibility for their own career. To state-owned enterprises, on the one hand, "downsizing synergies" has caused a large number of laid-off workers, and made a huge burden to the community; the other hand, in the market economy, to attract and retain quality staff, it must meet the needs of employees for their own career development, and integrate the goals of organizational development and individual professional development. Especially, in the era of the loss of lifelong employment opportunity, whether enterprises can upgrade the staff employability become an important indicator of whether it's attractive. If the state-owned enterprise and its staff have no positive and effective reply, they will be placed in a passive position in the market competition. As an important integrant of the modern human resources management, career management sticks the needs or demands of the organizations' and that of its staff's together, accomplishes the mutualism and harmonious developments among persons, organizations and the entire societies, and then becomes one of the most efficient ways for persons and organizations to help them get on well with the speeding changing in the social and economical environments.This paper first started with theory, explained the concepts and meaning of career and career management, expounded the important value to individuals and organizations, and sum up the development of career management theory and the new concept of career. According to the new concept of career inspiration and status of state-owned enterprises, from the perspective of changes in labor relations, this paper proposed that under the new situation, the state-owned enterprises organizations and the employees should redevelop Psychological Contract, then carry out together the organizational & the individual career management based on employability.The uniqueness of this paper is that it focused on the new career ideas, and excavated it deeply, then discussed what state-owned enterprises and their staff can learn from it for career management. Undoubtedly, it has practical meaning to the state-owned enterprises and their employees under the new situation. However, because of my lack of work and social experience, as well as lack of a profound understanding of the impact of Chinese traditional culture in state-owned enterprises organizational & individual relative career values, the study has serious limitations and can just discuss the career management of state-owned enterprises on a general sense.