Constructing The Management System Of Occupation For The Coal Enterprises In The Occupation Development Perspective

A coal mining company is a subsidiary of Orchid Group, the nature of state-owned enterprises. With the merger and reorganization of coal enterprises in Shanxi and Shanxi proposed to complete the "restructuring development, across development" goals made, Orchid Group formulated the "implementation of coal and coal chemical industry development strategies, advancing the national top500industrial enterprises". One coal mining as new coal mines of Orchid Group, coal development strategy of how to implement and.achieve their business, that is "restructuring development, across development", help Orchid Group to achieve strategic goals and make the necessary contribution, is all mine up and down the focus of concern. Any implementation of strategy must be a task that is implemented by the employee in the final analysis. After studying the mine, the paper found that restricting development and growth of the enterprise is an important issue of human resources has not been fully excavated, unable to inspire staff enthusiasm for production. So the paper proceed from the perspective of career development, integrated use of career anchor theory, theory of career development plan for the coal companies "plus diagnosis", and make the plan for implementation. At the same time, the paper also serve as the stated-owned coal enterprises in Shanxi career planning staff to provide a reference sample.In this study, questionnaires, interviews and literature study are the study methods. For exploratory research to the stat-owned coal mining enterprises, we conducted random survey to the coal mining in Orchid group. From the perspective of career development, we determined the career anchor of employee, cleared their potential values and combined their personal career planning with career planning evaluation that was provided by the organization to determined how to organized career planning to achieve the development potential of employee and a win-win business goal between employee and company.The results show that the corporate existence of the following questions:(1) The business mainly paid to retain employees, however, they can’t meet some staff needs to further development the operational capacity of, who are the technical competence and the position seniority in7-9years.(2) The company’s older employees with age, the decline in physical ability, their wages and benefits in the fall, but the enterprises concerned is not enough.(3) Because of lacking career planning to the highly educated workers, the business can’t meet their needs of self-realization.(4) The enterprise should strengthen the richness of the work, provide the challenging task to retain the staff by ample opportunities. To solve the above problems, the paper proposed building a dual career development channels, improving staff training system and building the flow channels of talent. By this, we could form a workable and practical system to support the strategic goal of coal.