Sustainable Employee Development

Sustainable development of society is the common ideal of humanity. Sustainable development of the firm is the long-term target of the company. Sustainable development of individuals is a need of the growth and advancement of an employee. Among these interdependent and interactional three aspects, the individual's sustainable development is the most fundamental one, which is the dynamic of the development of society and enterprises. Confronted with globalization and intellectualization, how to maintain core competencies, how to survive and how to develop sustainably are crucial tasks for all enterprises. It is, therefore, necessary and significant to study sustainable employee development practically, theoretically and systematically.People are the first resource in the high-tech enterprise. It is the talents with rich scientific technology and rich knowledge that create wealth for the company, add value to the products and control the level of wealth creation. Thedevelopment of intellectual laborers is closely associated with the development of the high-tech firms.The personnel structure and psychological characteristics of employees in high-tech enterprises is different from that in traditional firms. Taking the famous public high-tech company---Shenzhen ZTE Corporation as a research object, the character and the situation of the employee development is studied, the problems in practice are analyzed, and suggestions are put forward in this thesis.There are four chapters in this article. The first chapter is an introduction of the concept of sustainable development of society, firms and people, and it also deals with the analysis of the dialectic relationship among the three factors.The second chapter is an analysis of the significance of sustainable employee development in high-tech enterprises from different viewpoints, such as maintaining the core competencies, keeping employee loyalty and holding employee stability.The third chapter is a presentation of the current situation of sustainable employee development in high-tech enterprises. The personnel structure and the psychological character are analyzed briefly. On the basis of the author's own work experience in Shenzhen ZTE Corporation, the problems experienced in employee capability development are discussed and countermeasures are brought forward.The fourth chapter is a discussion and summary on employee training and career management, which is considered to be the most important strategic practice in sustainable employee development. Several hotspot problems and phenomenon of the employee development in high-tech enterprises are the focus of this chapter.