Research On The Optimization Of Career Planning Management Of Young Employees In Z Rural Commercial Bank

Young employees as the main force of the enterprise gradually appear.On the one hand,for the local rural commercial banks,the human resource structure presents a dumbbell structure,that is,the proportion of young employees and elderly employees is relatively high,and the middle age group has obvious faults.This group is becoming more and more important for the construction of enterprise talent team.On the other hand,the forging and growth of young staff will affect the sustainable development of banking business,and even the corporate culture and business development.How to do a good job in the career planning of young employees,realize the internal growth of talent kinetic energy,enhance the vitality of human resources of the bank,and constantly enhance the sense of belonging and dedication of employees to the enterprise has become one of the more important topics of local rural commercial banks.Talent resource is the first resource.The emphasis on talent has always been the foundation of survival and the way to make money for all enterprises.However,with the continuous development of Internet finance,cross industry competition has become increasingly hot,the professional barriers of traditional talents have been broken,and cross industry talent flow has gradually become the mainstream.The definition,supply and training mode of talents for banks have changed significantly,and human resources are undergoing an unprecedented change.In addition,young employees,especially the post-80 s and post-90 s,have gradually entered the core stage of the workplace.The thinking characteristics,ways of thinking and ways of behavior of these groups have changed greatly with the past under the influence of the culture of the new era.Talent competition and talent planning for young employees has become a new thinking of human resource work.In this paper,the domestic and foreign career management theory and results of a more comprehensive comb,clarify the connotation and extension of career,career planning,career planning management and other key words,career choice theory,career development stage theory are more focused on,and select several different industries career planning cases as a reference for this study.After in-depth analysis of the group characteristics of young employees,this paper selects the career planning of young employees in Z rural commercial bank as the object,through questionnaires and interviews with key personnel,and summarizes the career planning of young employees in Z rural commercial bank and integrates relevant documents.This paper analyzes the problems existing in Z rural commercial bank’s career planning,further studies the path management of career planning,and puts forward optimization suggestions for the path management of Z rural commercial bank’s career planning from three aspects: determining organizational goals,analyzing different development directions of career planning objects,and career planning process management.In order to implement the career planning process management of young employees,and do a good job in organizational security,further optimize the organizational system of Z rural commercial bank from three aspects of strategic guidance,development channel and learning platform,and give relevant suggestions and solutions.The research shows that the career planning system of Z rural commercial bank has begun to take shape,but due to the short establishment time and less experience,there is a lack of path and theory in the process of career planning.Specifically in the career development channel,staff training path,person post matching and so on.In this paper,the feasibility and operability of the improvement are further discussed from two aspects of internal and external career development.As a listed rural commercial bank,Z rural commercial bank has a good sample significance in this kind of banks.This paper puts forward optimization suggestions and strategies for the career planning path management of Z rural commercial bank,finds the atlas and paradigm for the career planning and staff team construction of the rural commercial bank system,constructs a relatively complete career planning path design,finds a clear path map for the smooth development of the career planning of the young employees of Z rural commercial bank,realizes the personal growth of the young employees,and provides reference for the local development Fangnong commercial bank can cultivate,use and retain young staff,solve the contradiction and dilemma between talent development and rural commercial bank development,and further improve the core competitiveness of rural commercial bank through talent development.