Research On Career Management Of Young Employees In A Water Company

Human resource is one of the most important sources of modern enterprise development.With the rapid development of the national economy,the competition among enterprises has become increasingly fierce.Enhancing the comprehensive quality of talents and strengthening the human resource management of enterprises is one of the important ways to enhance the competitiveness of enterprises.As the main force for the future development of enterprises,young employees are an important guarantee for the sustainable development of enterprises.This dissertation will take A Water Company as the object to explore the career management of young employees in small state-owned enterprises.Youth is the important formation stage of personal career,so doing a good job of management has important guiding significance for the career development of young employees.At the same time,career management of young employees will be conducive to optimize the structure of human resources and the construction of the young talents,and ultimately achieve a "win-win" between individuals and enterprises.This dissertation uses the theory of career management to analyze the career management of young employees in local state-owned enterprise.Firstly,it briefly introduces the research background,purpose and significance of this topic.On the basis of summarizing the research of career management at home and abroad,this dissertation expounds the related theories of career management,including Trait-Factor Theory,Personality Typology Theory,Career Anchor and career development stage theories.Secondly,literature review,questionnaire survey and interview were adopted to carry out the research.This dissertation discusses the current situation of career management of young employees in A Water Company,and finds that there are some problems in the company,such as inadequate construction of young staffs,outdated training management,poor performance at occupational information management and appraisal mechanism.Moreover,most of the young employees lack individual career plans.The reasons are as follows,the company has not established a career management-oriented human resource management system,the leaders pay little attention on the young’s career management and there are no professional personnel and supporting facilities.Besides,the young should also take responsibilities for it.Finally,it is suggested to make career management plan for young employees by improving the team construction and talents’ cultivation mode,establishing career information management platform,developing career development channels,providing career management consultation and guidance,and developing career-oriented staff training and performance appraisal mechanism.