An Inquiry Into The Career Management Of Young Engineering And Technical Staff In HengDa Coal Limited Company

Along with the continuous development of the career management design and the emerging reality issues of HengDa Coal Company,the followings have been important subjects to be solved for the company,including how to carry out the career management of young engeneering and technical staff scientifically and efficiently and how to improve work enthusiasm and the overall strength of them so as to succeed in the coal institutional reform.The paper focuses on how to stimulate the goal congruence between individuals and organizations of young engineering and technical staff and makes a systematic research on the career management of the young engineering and technical staff in HengDa Coal Limited Company,employing the theory of career management and combining the professional requirements of human resources management.In the paper,synthetically using of document analysis and investigation analysis,qualitative analysis and quantitative analysis,vertical comparison research and horizontal comparison research,it employs career anchor theory,career development theory,incentive theory,career choice theory,three three theory and so on.On the basis of sufficient research on the current situation of the career management of the young engineering and technical staff in Heng Da Coal Company,it is to make the issues clear,including absence of career management consciousness,narrow channel of career development,irrational salary management system,less incentive mechanism and individual career management deviating from that of organization.It makes an inquiry into the causes and put forward the feasible countermeasures from the two aspects including company organization and individual young engineering and technical employee.The countermeasures are as follows:it is necessary for company organization to set up the career management system,to expand the career development channels,to perfect the enterprise salary management and performance measurement institutions,and to build up the enterprise culture guided by core competence;as well as it is necessary for an individual young engineering and technical employee to strengthen the effective assessment on the basis of his own career anchor,the analysis of individual career development environment,self-management in different career stages,and target fit between individuals and organizations.