The Relation Between Human Resource Allocation And Career Development

Human resource management has been closely connected with enterprises strategy. Strategy, human resource and instruction compose together the enterprise system design. If the allocation of human resource is rational, it might affect directly if the enterprise strategy can realize. The rational allocation of the human resource is one of the most important parts of enterprise strategy.This paper makes an empirical research on one of the large state-operated commercial companies on the base of theoretical analysis. In allusion to the detailed problems arouse during the human resource allocation wring, the paper tries to adjust the working methods, ideas and procedure to solve the practical problems with instruction of theories and aims to introduces some methodical and ideal creation into human resource allocation practice through connecting the career theories with human resource theory allocation.This paper is composed by six chapters: forward as the first chapter, the other five chapters are main content, details as following:Chapter 1:Forward There are two parts in this chapter. The first part addresses the questions discussed. The second one points out the purpose and significance of discussing these questions.Charpter2: Literature review There are three parts in this chapter. It introduces briefly the relevant human resource theories, career theories as well as the relation between them, which prepares the essencial statement ans theories for empirical research.Chapter 3: The current status and problems in human resource allocation work in a commercial company. It is composed by two parts. The first one introduces the general instances of human resource allocation work in this company, such as decision procedure, personal recruitment, human resource allocation as well as stuffs training. The second part argues about some problems, such as outer recruitment, inner allocation and the training works.Chapter 4: Thinking about the relevant problems of the human resource work in this company. There are two parts in this chapter. First of all, according to the detailed problems mentioned in last chapter, it gives practical solutions and suggests.Chapter 5: Some points should be paid attention on inducting career theories into enterprise human resource allocation works. This chapter is also composed by two parts. On basic of the analysis in last chapter, some problems on enterprise human resource allocation works are pointed out.Chapter 6: Conclusion and discuss.This chapter addresses the conclusion and achievement of this paper, while summarizing the limits of this paper as well as the suggestions for the future research. From above-mentioned, we can conclude that enterprise human resource allocation is directly related with employee's career plan. The relation between human resource allocation and career development is required by the enterprise management practice research. Through analysing the relation from both theoretical and practical sides, we might give practical suggestions on human resource allocation works, while find out a better way to connect individual development with enterprise demand.