Research On Career Planning And Management Of Employees In Z Refined Oil Sales Company

The monopoly position of the state-owned refined oil sales companies in the energy supply market and their significant advantages in the human resources market have gradually disappeared under the background of the large-scale entry of foreign companies and the rapid rise of new energy.Z company has not yet established a sound employee career planning management mechanism,which leads to the failure of the company's development goals to be integrated with the employees' career goals.Problems such as unclear employee goals,growing confusion,lack of professional enthusiasm,and increasing number of staff turnover have arisen.How to integrate the formulation,implementation and regulation of employees' career planning into the organization's human resource planning system to achieve the goal of retaining employees,developing employees and fulfilling employees to achieve long-term healthy development of the company has become the inevitable problem that the company's human resource management has to face.Through the investigation,it is found that Z company has problems in career planning practice,such as single talent development channels,low quality of staff training,insufficient support from corporate culture for staff career planning and management,and weak communication and feedback mechanism.In view of the existing problems and in combination with the actual situation of Z company,this paper puts forward the following Suggestions in terms of unblocked career development channels: improve the hierarchical setting of growth channels,explore the post rotation system,and increase employee participation by utilizing the grassroots democratic system of state-owned enterprises.In terms of improving the training quality,the author puts forward the following Suggestions: enriching the training content,comprehensively applying the training method,improving the evaluation model and improving the training pertinence and effect.In terms of the deep exploration of the connotation of "culture",it is proposed to cultivate the enterprise culture of "career development home",establish the "sense of security" and "sense of achievement" of employees through EAP,and create a cultural atmosphere of loving,cherishing,educating and promoting talents.In terms of improving the communication and feedback mechanism,the author puts forward 12 specific measures,such as the systematic evaluation of employees' career interests,the establishment of dynamic management files ofemployees' career planning,and the improvement of the assessment information feedback mechanism,so as to ultimately achieve the management objectives of employees' career planning.This thesis studies how Z company is doing a good job in employee career planning management,enabling employees to achieve professional success,enabling the company to achievehigh performance,stimulating corporate vitality,and reflecting the practical signification of human resource management for cohesion of corporate culture,improvement of business performance and realization of corporate goals.At the same time,the discussion of the career planning management of employees also has reference significance for the refined oil sales companies under the same conditions.