Organizational Career Management In Knowledge-Based Economy Era

Career Management (CM) is one of the most important parts of HRM. It's vital to the development of individual and organization. The 21st century will be dominated by the Knowledge-Based Economy. It's a totally new century due to the significant characters compare with other eras. And those will make tremendous influence on the organization's HRM and CM, also will bring some challenges and opportunities.Based on the review of the development of Knowledge-Based Economy & CM, and the discussion of the meaning & characters of Knowledge-Based Economy, this thesis mainly focus on: the influence and changes on the CM which is brought by Knowledge-Based Economy Era; discuss & design an Organizational Career Management system adapt to the Knowledge-Based Economy Era.This thesis proposes the influence on CM of Knowledge-Based Economy Era as following:1. The environment of Organizational Career Development (OCM) has changed.(1) Macro-environment: influence from global economy, the improvement of labor-relevant laws; the network-based communication; people's development becomes the core spirits of Knowledge-Based Economy Era. (2)Micro-environment: the organizations focus on the learning & continual development; the organization becomes more and more multiplex, dummy and flat; decision making transfer to a lower level; knowledge workers becomes the emphases of organization's HRM.2. The concept of the OCM has changed, including psychological contract, the employees' career success criteria, the career flow patterns, organization's roles, and the angle of the OCM, also the rise of concept of learning without boundaries.3. The model of OCM has changed from promotion and salary to base on competence.4. The system of OCM becomes more systemic and open.This thesis has researched the OCM system which based on the competence, and the system including these main parts:1. The premise of the system, such as change the concept, corporate culture design and definite the role of each participator.2. The principle permeates in the design of OCM system, such as integrate the employee and organization's benefits, invigorative, comprehensive evaluate & feedback, and so on.3. Discussion on the flow of the model.4. Design the supporting system of OCM; this is one of the most important parts of the thesis.(1) Establish the learning organization; (2) Career-oriented employee estimate system; (3) Career -oriented position management system; (4) Career-oriented performance management system; (5) Career-oriented training system; (6) Career-oriented reward system; (7) Carry out various methods to support employees' career development. Such as duty enrichment, job rotation, consultation & discussion on career development and work/family balance plan etc.