A Research On The Career Planning Of New Generation Employees Who Work On The Production Line In K Tobacco Factory

Labor-intensive and capital-intensive enterprises,talking K Tobacco Factory as an example,consider employees who work in the production line as an essential part of the human resource.These kind of employees are all to a great extent determining the economic efficiencies of the whole enterprise.As the new generation employees flood into production-line positions of these enterprises,the way enterprises give free rein to employees’ enthusiasm and initiative has become the requirement for deepen reform of enterprises.However,enterprises are not taking career planning management on new generation workers seriously enough,coupled with inherent negative factors of production-line positions which cause a great conflict between the enterprise and diversified value demand from the new generation group.Those inherent negative factors include,but are not limited to hard sledding,high repeatability,and single path for talent development.The Contradiction leads to a hard situation on career planning of the new generation employees who work on the production line.Those employees will eventually be negative,feel confused and be less willing to improve themselves.By taking K Tobacco Factory as an example,this thesis is based on the career planning status of the new generation employees who work on the production line.To prepare for a further discussion,the introduction will cover the related concepts such as organizational identity,professional identity and new generation group.Then,according to the related theories,we design and conduct questionnaires to find out the problems.Furthermore,this thesis will analyse of all those problems in depth and put forward countermeasures based on the current situation of K Tobacco Factory.The conclusions are as follows:1.Through the literature research,we conclude four dimensions which will take effects on career planning,namely self-cognition,environment-cognition,emotion-cognition and career planning management.By using these four dimensions we designed a career planning questionnaire on employees of K Tobacco Factory.Totally 72 Questionnaires were sent out and 63 were effectively received.After analyse all of them,the main problems are as shown below: 1)The initiative and motivation of the new generation employees to plan their career have been restrained in the factory.2)The new generation employees of production line show a status of low organizational identity and professional identity.2.Based on the analysis of all questionnaires,we can conclude the reasons why those employees are under the status of being suppressed.Reasons may involve the following aspects: 1)Employees average a score of 3.18（on a 5 point scale）on a career planning questionnaires,which show that employees are generally lacking of specific behavior and management ability on their career planning.2)The K Tobacco Factory hasn’t realized the importance of career planning.3)The characteristics of production-line positions in K Tobacco Factory conflict with the characteristics of the new generation employees.Data shows that 30.8% of the new generation employees who work on the production line are not willing to pursue a further development in their professional field and will probably remain this status throughout their whole career.As for the reasons result in low professional identity and organizational identity of this group of people are as followings: 1)They do not recognize the employee appraisal mechanism which is being used in K Tobacco Factory.2)Career route are narrow and short.There are 33.3 percent of new generation employees who took the survey believe that there are no options that work best for their career development.3.In view of the above reasons,the following countermeasures are proposed: 1)To carry out effective career planning management measures.2)To set up a efficient,comprehensive and information-based performance evaluation system to improve the organizational identity to drive their initiatives.3)To build a new career development mode with full-fledged platform which can meet the new generation employees’ diversified demand,improve their professional identity and tap the new generation group’s potential deeply.The theoretical contribution of this thesis is that it gives a reference for further study on the career planning of employees under the background that the new generation employees gradually become the new emerging forces of labor-intensive enterprises.As for the practical significance is that the thesis propose coping strategies through analyzing the problems in career planning of the new generation employees who work on the production line in K Tobacco Factory,so as to provide suggestions for stimulating the vitality and establishing the growth path for this kind of employees.All of this can give references for human resource management for enterprises with the similar situation in China.