| China’s economy has changed from high-speed growth to high-quality development.The increasing complexity and uncertainty of the labor market have further highlighted the importance of talents.However,the imbalance,inadequacy and instability of the labor market have led to an increase in the cost of enterprise personnel,employment,education and retention.At the same time,the difficulty of employment,employment,adaptation and development of workers has also increased,Only on the basis of preserving core advantages can we stimulate the progress of enterprises.Company J believes that in order to solve the problem of brain drain.company J should establish a mechanism to achieve a win-win situation between the organization and employees and realize the steady development of the enterprise.Through literature review,the author understands the concept of career management and discusses the theory of career anchor.Through the analysis of the current situation of J company’s career management,J company was diagnosed for talents.In this process,the interview method was selected.The interviewees were divided into two categories,namely,customers and employees.The corresponding questions were obtained and the problems were classified.The main points are as follows:(1)lack of systematic career management system;(2)Lack of understanding of employees’ career development needs;(3)Lack of perfect training system;(4)There are defects in enterprise culture,including the lack of teamwork spirit and the lack of"Humanistic" ideological quality of managers.In view of the above problems,the study developed corresponding solutions by establishing the principles,processes and frameworks of the research path:(1)establishing and improving the design of the employee career management system,such as preparing corresponding manuals and improving the channels of career development;(2)Deeply understand the needs of employees from multiple perspectives;(3)To build a training system that matches the employee’s career management,including rebuilding the employee training mode,planning the training courses at various stages and ensuring the effectiveness of teaching;(4)Improving the company culture includes strengthening team building,effectively improving team cohesion and establishing the "people-oriented" concept of managers.At the same time,the study also discusses the guarantee mechanism,from five aspects:optimizing the organization,improving the system construction,improving the fund guarantee,doing a good job in talent reserve and building a knowledge management system.This paper hopes that the relevant research content can play a role in the development of J company,and also provide a certain degree of reference value for other knowledge-based organizations. |
