Application Of Boundaryless Career Management On Knowledge-Based Enterprises From The View Of Organization

Human resource management is now confronting the challenges from severer talent competition and market struggling in the globalized and. knowledge-based economy. Career management, once as an effective tool to attract or keep the talents, is found ineffective now with the lower royalty and higher mobility especially in knowledge enterprises.This article examines the changes in staff's psychological contract, success criteria, learning content and growing path and finds out the depth reasons from the view of organization and staff to show that staffs are more dependent on themselves than organizations while in traditional career management they are more on organizations. This explains the ineffectiveness of the traditional career management and also contributes to the boundaryless career. Boundaryless career theory of Prof. Arthur and Prof. Rousseau is therefore introduced and its two dimensions model is presented to illustrate the degree of mobility reflected in a career along two continua: one psychological, one physical. It is researched that physical and psychological mobility is influenced by organization behavior to great extent like working environment, personnel relationship, policies/rules etc. Based on the model, we therefore suggest that organizations should make some improvement in such aspects in order to attract and keep talents. And knowledge enterprise should also add the features of its own and its staff to these improvements.