A Research On Career Orientation And Development Of Human Resources Practitioners

With the continuous improvement of the market economy system and the social development, university students have more options when graduating. Human resources, as one of the options, play a greater role in today's organizations, so more and more students are willing to engage in this area. This paper focuses on the career orientation and development of novices engaged in HR. Two case studies of novices engaged in HR will be explored to describe their career development and identify those important influencing factors of their career orientation, thus trying to reveal the learning and development path of novices engaged in HR.The qualitative interview method has been adopted in this research. And the paper can be divided into five chapters:Chapter One introduces the origin, purpose, significance, basic concepts and research methods of this study.In Chapter Two, the relevant literature review on the orientation and development of novices engaged in HR is explored from four aspects, namely:adult development theory, career development theory, professional orientation of novices as well as workplace learning research.Chapter Three and Chapter Four are the main parts of the thesis. The career development of novices engaged in HR in two cases is explored, focusing on their career orientation as well as learning and development path.Chapter Five serves as conclusions and recommendations. Here, a summary of the research is provided, the influencing factors of novices engaged in HR career orientation are listed and suggestions are given.Through this study, the following conclusions can be made:the career orientation and development of novices engaged in HR is a process of gradual change, and the result of interaction of various factors.Among them, the career orientation is mainly affected by four factors, namely:occupational personality, researching area, social needs and family environment. To be more specific, professional personality is the internal driving force; researching area serves as a kind of enlightenment; social demand is a very important external condition; and family circumstances often play the role of reinforcement or impairment. Besides, another three factors:the organizational culture and climate, leaders'guidance and support as well as guidance of the colleagues are of great importance in terms of novices engaged in HR professional identity, professional capacity development, and interpersonal adaptation.