The Career Development Plan Design For Professional Staff In ALV Company

ALV Company is a Swedish company which manufactures the vehicle safety systems. ALV Company includes 12 business units and 1 technical center in cities of Changchun, Beijing, Shanghai, Nanjing, Taicang and Guangzhou, among which the head office of China is based in Shanghai and established at the end of 2005. The products cover airbags, seatbelts, ECU and steering wheels, etc. It has been of leading company of the market share. As an advanced technology enterprise, the requirement for professional talents is higher and the training time will be longer than other companies. But there are some limitations in the career development for professional staff.According to the findings of 2009 Employee Satisfaction Survey: there is higher potential resignation risk for professional staff, and the"Career Development"is one of the major factors. To motivate and retain the professional staff and keep the company continuous development, establish a reasonable career development plan for ALV profession staff is a practical issue in front of Human Resource Management.There are four issues for the career development of professional staff in ALV Company: Firstly, the current career path for professional staff is single, there is only one"Management Position Path". Secondly, lacking of job rotation chances, as the area limitation and lack of related company policies, it is difficult to arrange the job rotation for professional staff in cross-function or cross-product areas. Thirdly, lacking of training system support, the training plan is lack of pertinence, training course not tightly link to employee career development. Employees also not pay much attention to training. Fourthly, it is lacking of coaching in career development.There are many factors which cause the above issues, such as: the career path for professional staff is not scientific; training is separate with employee career development; lack of related policies supporting; misunderstanding of the roles in career development.Base on motivation theories and career development management theories in human resource management, combine company practice, the author design a career development plan for the professional staff in ALV Company:Firstly, set up"Dual Career Path"for professional staff. Add a"Technical Position Path"which parallel to existed"Management Position Path"to enrich the career development space and provide career development chance for professional staff, according to the job responsibilities of different function departments, setting up detailed career development matrix for professional staff in each department, it will make employees clear about the target, and choose suitable career development orientation according to their strong points and advantages.Secondly, set up job rotation policy. By arranging job rotation for professional staff can realize the reasonable human resource collocation, better improve employees'working enthusiasm, develop their multi-skills, enrich their working experience, and make good preparation for further career development in future.Thirdly, improve current training system. Provide training for special professional individuals, combine with the competency module and 10 competences requirement of professional staff, making related training projects and establishing a training roadmap to advance employee competency.Fourthly, enhance professional staff career planning management. Establish ALV Company Career Development Management Committee, and timely organize career development discussion and management. Line Manager will help and coach their people to make"Development Planning"and follow up the implementation.In addition, establish Employee Career Management Handbook, enhance communication. The Handbook will help profession staff and other employees understand the related knowledge and company policies on career development, it will promote the development for both employees and company.Finally, Enhance"Human Management"and advocate"Work-Family Balance". According to the characteristics and family requirement of employees in different career and family phases, provide proper help to them, e.g. organize some activities to relax the pressure caused by work and family unbalance, and help employees to find the balance between work and family.In the end, the author makes the evaluation and analyzes the safeguard measures for the plan, the author introduces some evaluation methods, analyzes the advantage and disadvantage of the plan. The detailed safeguard measures include three items: concept safeguard, organization safeguard and policy safeguard.As the author's study ability is limited, there are many shortcomings in the plan which needs further discussion and revision. The author expects the plan can provide some idea and inspiration to ALV company professional staff, hopes by implementing this plan, will really meet professional staff's career development expectation, motivate their passion and improve their working enthusiasm, improve employee satisfaction, keep the company continuous and healthy development and realize the aim"win-win".