Study On The Career Management Of Core Employee In Knowledge Economy Era

In knowledge economy era, the competition between enterprises has transferred from product and market competition to knowledge and technique competition, which, in the end, is the competition of person. Under the background of knowledge economy, enterprises have gradually realized the importance of human resource to their survival and development. However, not all employees are equally important to enterprise. The core employees, who command the core techniques, core operation and core resources, are the main carrier of enterprise's core competitive ability, who can be called the critical employees. They take a small proportion in enterprise but create most enterprise's achievement, thus are extremely important to the development of enterprises. Therefore, whether the core employees are well managed can largely determine the success of enterprises.Facing these core employees with high value, high expectation, and self-realization pursuit, traditional motivation methods, such as promotion and salary, can't be the trump in person competition. According to the Need Hierarchy Theory of Abraham H. Maslow and the Two Factor Theory of Fredrick Herzberg, such factors as good working conditions and competitive salary can't satisfy the need of core employees who pursue self-realization. The real factors which can motivate the core employees are the ones concerned with the work itself, which can provide unlimited and no-ceiling career developing space where the core employees can exert their potential. Enterprise should manage the core employees'career, combine the personal developing need of core employee with the development goal of enterprise, build a stage of the core employee career development and finally realize the personal development of core employee while creating values for enterprises.The traditional career management develops from the industry economy times. In knowledge economy era, as the change of organizational environment and the thoughts of people, core employees'career management is confronted with many new problems. The old career management theory can adapt to the new environment and lack pertinence to core employee. So, in order to attract, retain and motivate core employees and thus retain the competitive advantage, enterprise must, combining the times features, design a new career management system which can suit core employees'characters and needs.This paper studies the core employees'career management. On the theoretical basis of core employee-correlated content and the career management theories, this paper analyzes the internal and external environmental change of career management, puts forward the facing challenge of core employees'career management and concludes the new ideas about career management in knowledge economy. Based on these, this paper constructs a career management model grounding on"position and ability". Then, based on this model, this paper designs the career ladder for core employees from the point of view of system and also designs the corresponding human resource systems. In the end, this paper studies the realization of core employees'career management in enterprise from the point of view of operation.First, this paper introduces the related content about core employees and the related theories about career management, which builds the theoretical basis for the study. This part defines the core employee grounding on the former studies, classifies the core employee based on the Value Chain Theory, introduces the characters of core employee from the point of psychology, ability, position, behavior and human capital characters, and solves the problem of distinguishing core employees in practice by using the factor point method. In the part of career management theory, this paper introduces such career management related definition as occupation, career, career planning, career management and introduces orderly the traditional career management theory(occupation selection theory, occupation developing theory-the age stage theory and the career anchor theory) and its new development(boundless career theory, changeful career theory and work-family balance theory), and in the end introduces the need hierarchy theory of Abraham H. Maslow and the two factors theory of Fredrick Herzberg. These introductions build the theoretical basis of the study.On the basis of theoretical study, this paper then studies the new problems core employees'career management is facing in knowledge economy, which educes the reconstruction of core employees'career management system. In this part, this paper firstly introduces the environmental change of career management in knowledge economy, including the external change-organizational environment change (organization'globalization, decentralization, virtualization, flattening, miniaturization, diversification and informatization) and the internal change- people's views(the change of the standard of career success, the psychological contract between enterprise and employee, the main body and content of career management and the flow pattern of career). Then, this paper introduces the status of core employee career management, including the introduction of traditional career management environment, career developing view and the career ladder, and at the same time indicates the problems of core employee career management in knowledge economy era. Based on the introduction of environment change and the challenge of core employee career management, this paper concludes the career management new views in knowledge economy era, which provides an guide for the construction of core employee career management system.The construction of core employee career management in knowledge economy era is the core part of this paper. In this part, based on the introduction of career management related theories and the problems of core employee career management in knowledge economy era, this paper constructs a career management model grounding on"position and ability". Based on this model, this paper studies the issue of core employee career management in knowledge economy era both from the system level and operational level.From the system level, this paper constructs a career management model grounding on"position and ability", establishes core employee career developing ladders, which comprise the reconstruction of enterprise internal position system, the design of core employee career ladders and the analysis of core employee developing path (direction), among which the design of core employee career ladder is the highlight. After that, this paper analyzes the career developing pattern of core management employees and core functional and technical employees. As one field of human resource management, core employee career management system needs the cooperation of the other modules of human resource management to operate effectively. Therefore, this paper also constructs the corresponding systems for the core employee career management from the aspects of enterprise culture, performance appraisal, salary management and the person evaluation and promotion system.From the operational level, this paper studies the operation of core employee career management, including the core employee career planning, career development, career management items and the feedback of core employee career management.In the end of the paper is the conclusion and innovation of the paper.