A Studyof Career Planning Management Status And Improvement About Young Employees Of LS Group.

As a 62-year-old state-owned enterprise, Lanshi Group is(Lanzhou Petro-chemic Group,hereafter LS Group) in a situation where the industry growth is slowing, the equipment manufacturing industry area is more and more competitive, the internationalization level of equipment manufacturing industry is higher and higher, and the market demand is tending to be saturated. As a result, the cultivation and development of young talents for enterprise is and will be playing a vital role in the future. It is especially the case in response to the construction of the fifth national new district "Lanzhou New District", and to the call of Gansu provincial government where LS Group will undertake an overall relocation. Therefore, LS Group is implementing the "out of the city and into the industrial park" plan, to realize the overall relocation work since 2013. LS Group, with its amazing "LS velocity", has completed the relocation in just 16 months. With the ongoing new district construction in Lanzhou, a series of problems emerge, where one of the key issues is the management of talents. When an enterprise is enlarging or is striving for a long-term development, the support of talent becomes one of the key success factors. However, the new-arrived employees at LS Group are not stable, where with a high turn-over rate and various dissatisfactions with the work environment in Lanzhou new district and payments issue, which has become an important problem in the enterprise’s development. How to retain the new-arrived talents, how to cultivate their talents, and how to give these talents a full play are becoming priority issues for LS Group and those big enterprises which had already moved to Lanzhou new district as well. Therefore, we should be acutely aware that a good career planning is one of the most important ways in human resources development, which will help the young employees to analyze themselves correctly and to know themselves well in a confusing period, and to help them know their needs, by analyzing the subjective environment, establishing ambitious goals, choosing appropriate career plans, and these will help to avoid passive working situations, and to promote the mutual development of the enterprises and the individuals.The "out of the city into the industrial park" plan of LS group is a plan implemented under the particular environment and context of the country, the province and the city to promote the economic growth, where it is characterized by its periodicity and representativeness. This paper,by way of domestic and foreign human resource and career planning theories, tools, and benchmarking practice, conducts a systematic analysis of the current management situation andexisting problems of the young staff’s career planning at LS group, with a further focus on the anxiety and confusions of the young employees, and their needs. And through the combined usage of historical key person interview as well key management personnel’s’ career interviews,the paper tends to explore the career of the elder generation, to make share their development experiences, to analyze the advantages and disadvantages of LS Group in career planning management, and to study how to improve and perfect the current system.Meanwhile, combing the special geographical environment of the LS Group’s development in the Lanzhou New District, the paper conducts a thorough analysis of these problems that restrict the young employees’ development, as well as these issues concerning how to retain the young employees, how to cultivate them and how to offer them better development opportunities.And specific to the problems analyzed above, the paper establish some upgrading strategies for LS Group young staff career plan, which has integrated the relevant human resources department measures of LS group, to improve such guarantee mechanisms as the promotion system,appraisal method, catering accommodation, enterprise strategic planning mechanisms for the young employees, as well as the formation and implementation of LS Group’s Youth Technology Service Association, thus to give the young employees a higher development platform and a better place to demonstrate their quality skills. By the radiating and driving play of the outstanding young, more youth workers will have a concentric synthetic with LS Group, where more and more personnel will combine their personal development to that of the enterprise, and to make contributions to the long-term development of enterprise.The final research results shows that a reasonable career planning is beneficial to the development of the young employees, and that it is conducive to the long-term development of the enterprise, and to the promotion of the overall development of the Lanzhou New District as well. To carry out these research results will help to improve LS Group staff training, by inspiring different potentials of each employee, by making the employees to achieve self-realization in the enterprise development, to envisage their career planning, all of which will be of a reference value for all subsidiaries of the group in regard to cultivating their young talents.