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Human resources management in the career planning staff to explore the role of

article was published in vPro management online | [link widoczny dla zalogowanych] com/darticle3/list.asp? id = 148112 | 57
U.S. Professor Edgar Schein • a autonomous and independent, safe in five different career anchors. Use of every difference between a career anchor, we can work out more than the actual promotion channels.

promotion paths in addition to planning, the matching system of salary management, performance management systems are very important. Other supporting systems, such as staff promotions management system, corporate instructor system, training system, the internal lecturers system, rotation system, mentoring help and education system to be so deep into the realities of human resource management practitioners to research, planning and construction. people Rui Bo Resources Management Technology management professional door staff in career planning, exploring the role of plan lines.

a good career mentor and guide staff

good career planning career planning, we use We should be comprehensive, in-depth measurement of the ability of individual conditions, will status, personality traits and job description of the situation, objective understanding of and adjustment to achieve a high degree of four uniform areas. As human resources practitioners, we have to guide the staff's own career planning, on the other hand use of human resources management expertise to guide their line managers to effectively carry out its career planning.

mentioned before the One's own personality, interests, hobbies, and your abilities, motivations, attitudes and values have a clear understanding before we can realize their career anchor in the end is. Human resources practitioners for professional staff, comprehensive quantitative or qualitative assessment to determine the employee's career anchor, do the career planning, help employees in the shortest time period find their own best position and direction of development This is not only conducive to their own staff development and career potential of the play, but also helps to reduce the waste of resources.

good training management, and improve career planning

establish personal development plans. Personal development plan with their superiors primarily by employees working with personal development needs based on the formulation. Access to staff development program, the Human Resources Department is responsible for organizing training programs for the overall planning, organization and coordination, the specific implementation, other department managers and related personnel to provide assistance, and is responsible for organizing special training within the department. Human resources practitioners on the one hand to improve their overall business performance and competitiveness as the goal, the other employees to achieve personal growth.

choice of flexible training methods,[link widoczny dla zalogowanych], eclectic, different levels of staff have a different choice. In terms of junior officers, the master help and education system is a good education and training approach. Each is the career planning of employees designated special master, the way to train an apprentice chef training. This training is targeted, practical and effective. In practical work, in charge of the job site to teach, work enlargement, job rotation, training of cadres and other reserves that are very effective training tools.

good organization and coordination to ensure that employees achieve the goal of human resources practitioners

career planning project is the direct agents of change. Career planning are areas of human resources development, involves a wide span of time, human resources, organization and coordination of workers but also to do all the work, from public opinion and propaganda to project planning, implementation and improvement, a number of human resources needed workers to play a bridge function, human resource managers need to pay the wisdom and hard work can only receive the results.