Research On New Staff Career Management Of Military Enterprises

Since 1999 , the Chinese government had taken the corporate restructuring onmore than 640 scientific research institutes of the military-industrial areas. In the pastdecade, major military research institutes has transformed into the military industrialenterprises one by one . In the restructuring process, various military enterprises hasclearly recognized that survival and development of the enterprise, after all, is thetalent competition of the human recourses. In order to create the own core personnel,it is necessary to carry out scientific human resources management, and make full useof career management to link the personal development of employees with thedevelopment of enterprises. Meanwhile, the development of new employees hasplayed a crucial role in the development of enterprises. New employees mentioned inthis article, now mostly "80", even "90", they have immense potential for innovation.How to use the characteristics of these new employees to develop the autonomy,personalization and a variety of career development planning, for the development ofthe new staff themselves and the competitive advantage of corporate human resources,is of great significance.The paper takes the early career as the theoretical basis, and takes the newemployees in military enterprises of the top ten military industrial corporations whohad worked within two years as the object of study. This article targeted careermanagement model of the new employees of the military enterprises in China. Afterdefining the concept of the military industrial enterprises and the new employees, thepaper takes a brief analysis of the special nature of military enterprises in China andthe need for career management, which is the basic bedding for the paper. Besides, forthis specificity, this paper describes the problems and the reasons for the new staffcareer management of military enterprises in China. On the basis of originality, theauthor proposed a new career management model, in which described China’s militaryenterprises in the main ideas of the new staff career management, basic principles,methods, and supporting auxiliary measures with the two mutually views of theEmployees and the dynamic point. Finally, the author takes the 601 of CASIC where the author worked as one example, and takes a brief analysis of the status of careermanagement work and causes, and applies the new model mentioned in this paper tothe instance above, that designed a proposal of the career management solutions for601 institutes.The article is mainly to the particularity of the military industrial enterprises, aswell as new employees a distinct personality characteristic as the center point ofdeparture, and then combines the two main factors in career management: individualsand organizations. Articles explore new employees in China’s military enterprisescareer management model, and presents the pattern of the main ideas and supportingsupplementary measures. This paper provides a workable reference for new staffcareer management work of the military enterprises in the conversion period.