| This paper analyzes the incentive and career development system of a Nanjing-based firm(hereinafter referred to as ?Company G?).Attracted by favorable business policies and development space,several foreign-funded enterprises such as Company G have established operations in Nanjing.Simultaneously many of Company G?s professional and technical personnel have left the company causing major losses and damages to its business.Currently the primary career development path for technical employees remains limited to an administrative management promotional-mode.This results in limited positional and compensational promotions for the majority of the staff and thereby severely hurts staff motivation towards their work and may lead to a negative trend of being idle on the job.Given such a situation,Company G?s HR management must urgently the solve the issue of how to attract,incentivize and retain the company?s key technical staff by designing a more reasonable and attractive career development scheme.This paper analyzes the issue of technical staff management by synthesizing two research approaches and then uses the results to develop and implement a strategy for Company G.Firstly,using domestic and oversea library resources,periodicals and online resources from China and abroad,the author develops a theoretical basis for this study by reviewing the related literature?s research results including those on technical staff,career choice theory,career development modes,career planning,technical qualifications and career motivation theory.Secondly,the author conducts a case study analysis using field interviews and questionnaires targeted at the technical staff and managers of Company G in which they are asked to respond to and identify issues in the existing career development space.Through a review of these two research approaches,the author then proposes a strategy of creating a promotional and career development scheme based on the dual-channels of management and technical ability,including a set of specific supporting measures to help ensure this system is properly developed and implemented.The paper concludes with a review of the implementation of the system and its initial effects on the workforce.This paper’s research on the dual-channel career development system has reference value for enterprises in the machinery industry interested in improving their career development management systems.It also has significant practical application for Company G?s development of its technical personnel,stimulating their innovative vitality,and improving the overall organizational ability. |
