Study On The Career Development Planning Of CL Employees

Staff career development planning has always occupied an important position in enterprise human resource management in developed countries such as Europe and America.Because the modern enterprise management system has not yet been formed in our country,we still need to learn from the experience of the more mature enterprises overseas in the aspect of employee career development planning.With the continuous improvement of the income level of the employees in our country,the personal career development management has become an urgent problem in the human resource management of our enterprises.Taking the cement industry as an example,with the continuous improvement of the level of science and technology in the industry,the proportion of technology and R & D personnel increases year by year,but due to the lack of corresponding career planning guidance,the enterprise brain drain is strict heavy,and has even become a huge challenge in human resource management in the cement industry.CL enterprise is a company specializing in the research and development of cement engineering materials,which has a certain popularity in the industry,and its technical ability and R & D ability have also been unanimously recognized by the market.After 2016,the brain drain rate within the enterprise began to remain high,and there is a trend of continuous development.The enterprise has made a series of adjustments to the salary structure,incentive system and personnel arrangement,but still can not stop the staff turnover,many of which are reflected by the limited career development in the enterprise.Based on the case study of CL enterprises,this paper firstly expounds the human resource situation of employees in CL enterprises by applying the theory of employee career development management and combining with the present situation of human resource management in cement industry.Secondly,in order to verify the CL employees' satisfaction with the current enterprise's career development planning set up a relevant questionnaire,and the technical staff and middle and senior staff interviews,one is the employee burnout caused by the difference between the skill and career development direction.the questionnaire reflects the main problems At the same time,this paper proposes to design and construct an employee career development planning management model from three aspects: job matching management,specific career development planning management,career development assistance management,to solve a series of problems in the career development of CL enterprises.Finally,this article takes an enterprise employee A as an example to carry on the empirical analysis,through the result may see,takes the member The case study can guide and help employees to plan their career scientifically and reasonably,and provide a new idea of human resource management for enterprises,which proves the necessity of this...