A Research On Boundaryless Career Management From The View Of Organization

Since1990’s, along with economical globalization,organizational changes,indust-rial restructuring and changes in psychological contracts,the employment relationshipbetween organizations and employees show short-term trend.More and more employe-es change their jobs frequently.Researchers named this career management “boundary-less career”.With the appearance of boundaryless career,organization can not managethe boundaryless career in the traditional way.So it is very meaningful for organizationto research how organization manage employee’s boundaryless career successfully.Based on having research result,the relevance concept of boundaryless career isintroduced simply firstly.Then,the paper explores why some employee’s career becomeboundaryless and the feature of boundaryless career.The paper analyse how the factorson employee’s boundaryless career development change. Firstly,the standard of careersuccess becomes objective;Secondly,the career phase is changed into a few periods;Thirdly,the psychological contract between employees and organizations change.Orga-nization should adjust employee’s career management mode.Based on above analysis,firstly,the paper explores preliminarily how organization manage employee’s boundar-yless career in search of solutions.Then,some suggestions are put forward.Including:establishing a multi-professional access;design of the targeted salary system;impleme-nting different career management for different stuff;job rotation management;restruct-uring the psychological contract between organization and employee;developing corp-oration culture to support employee’s career development;building a learning organiza-tion;emotional management;opening consultation and training activities related to em-ployee’s career development;implementing the balance of work-family management.