Careerdevelopmentsystemandemployeecareerplan_5922

1、Career development system and employee career planSummary of career development, talent for resolving the crisis facing enterprises of great significance. In this paper, a clear career development and career planning implications based on the analysis of career development for enterprises to reduce

2、the role of the cost of staff turnover, forming a SWOT analysis-based career development system. Then, set the allocation of responsibility for career development system programs, and describes how to set up through the system and staff career plans.Key words career development career plan SWOT anal

3、ysisFocus on career development is based on the needs of both employees and organizations to develop and enrich the corporate human resources. And career development corresponds to the concept of a career plan, it refers to the individuals career goals and develop plans to achieve those goals proces

4、s. Career development from an organizational perspective of the individual employee career, while the career planning from the perspective of the individual employee career.From a business point of view, the significant role of career development is to be able to reduce the cost of staff mobility. A

5、ccording to ManagementHuman Resource Management Association, a recent survey, 85% of respondents believe the possible dissatisfaction with the staff on professional development to remain the biggest threat in the enterprise.If the business to help employees develop a career plan, then the plan is cl

6、osely linked with the organization, so that employees are less likely to leave the company. Career development can stimulate employee enthusiasm in work, improve work efficiency, to achieve their overall operationalefficiency.From the Chinese enterprises are facing a crisis of human resources point

7、of view, the implementation of employee career development system, the fundamental purpose is to reduce the cost due to the mobility of talents, the achievement of organizational stability, so as to achieve: (1) timely meet the near-term and future human resources were being rapidly expanded demand;

8、 (2) to better enable organizations and employees are aware of the potential career paths within the enterprise; (3) through the selection, arrangement, development, and manage an individuals professional activities combined with the organization plans to achieve full use of existing manpower resour

9、ce objectives of the program.1, based on SWOT analysis of the career development systemSWOT marketing management technology is commonly used in an analytical tool, mainly for the analysis of enterprises in the market strengths and weaknesses, opportunities and threats that may exist, so as to provid

10、e a basis for corporate decision-making. S on behalf of Strengths (edge), W on behalf of Weaknesses (weak), O on behalf of Opportunities (the opportunity), T on behalf of Threats (threats). Where, S and W are internal factors, O and T belongs to external factors. Employee career development process,

11、 that is, the successful individual selfunderstanding, self-planning and management of self-process. Therefore, SWOT technology to staff career development, staff found that their advantages can be achieved, identify weaknesses, develop career planning purposes.SWOT use of technology, can create bus

12、iness career development system model, shown in Figure 1.In order to clarify sources of information and targeting, using the above model of career development system, the formation of career development issues SWOT menu, shown in Figure 2.Second, career development system in the allocation of respon

13、sibilities to implement the programIn the career development planning process, the organization, employees immediate supervisor and employee I have a responsibility. A successful career development plan formation, depends on the concerted efforts of all three.1. Organizations responsibilityOrganizat

14、ions for professional development to stimulate and ensure the implementation of important responsibilities, which focus in accordance with the needs of both employees and businesses to develop and enrich the organizations human resources. Specifically, the organization should be based on employee ca

15、reer goals to achieve the professional experience to guide and recommended that staff develop their career plans and their implementation. In the new post, and the old posts were eliminated, the human resource management department shall be responsible for the information immediately passed to the e

16、mployee. As the human resources management personnel and employees and their managers work in close contact with, so they know whether to pass accurate information, and whether the relationship between the different occupational history been properly understood. Can be seen, the organizations main r

17、esponsibility is for employees to develop and implement a career plan to improve the environment and the creation of favorable conditions.2. Managers responsibility toThe managers here mainly refers to the employees immediate supervisor. Though their immediate supervisor in career development is not

18、 necessarily an expert, but he can and should promote the career development in helping subordinates to play an important role in the planning process. It should be clear that the staffs immediate supervisor should play a catalytic role and feedback to guide subordinates begin to develop career deve

19、lopment programs, and help them evaluate the results.The staff of career development process, their direct supervisors, including the possible role of consultants, evaluators, coaches and guidance to persons. In fact, from the current status of implementation of view, a lot of managers did not help

20、employees to develop career development plan as part of their management responsibilities. The emergence of this phenomenon, not that they oppose such a role, but they did not realize that this is part of its work. In order to solve this problem, companies can through appropriate training programs t

21、o help managers change their concepts, to improve the necessary skills.Reposted elsewhere in the paper for free download http:/3. The responsibility of the staffEmployee career plans must be done by themselves, because only employees know what career I truly want what is, and these aspirations are u

22、nique and individual. Therefore, the primary responsibility for development of career plans of the staff I.From the above analysis we can see that a successful career development plan is to organize employees of the immediate supervisor and staff and individuals concerted efforts. One: plan develope

23、d by the employees, their direct supervisors provide guidance and incentives, andorganizations to provide the necessary resources and enabling environment. Figure 3 shows an enterprise system for the allocation of responsibilities for career development programs.Third, career development system for

24、the implementation of theIn order to effectively achieve the goal of career development system to enable employees to establish an effective career plan can be implemented through four basic steps.1. Self-evaluation. Self-evaluation is that employees have of their abilities, interests and career goa

25、ls for understanding and evaluation processes, it is the beginning of the formation of individual career plans.2. Organizational evaluation. Performance evaluation is a traditional organizational methods of evaluation, is currently the most used in professional development enterprises the main sourc

26、e of information. In addition, staff qualifications, work experience is also a source of information. In general, organizational evaluation rely solely on a source of information is often not enough.3. On job position within the organization to communicate. Staff in order to establish realistic care

27、er goals, we must communicate with the organization to understand the job opportunities available, as well as possible options.4. In order to establish realistic career plan the necessary professional advice. Career counseling is the process of running through all aspects of career development activ

28、ities, its advisory staff of the main body can be the direct manager, human resource specialists, or both together make up.According to career development system for the implementation of the results, you can develop employee career plans, including career goals, the implementation of systems and implementation steps, shown in Figure 4.Should pay attention to several issues: First, the time limit should be the long-term career goals and personal current j