Research On The Career Development Of Professional And Technical Personnel Access

In the knowledge-based economy era, as the spread of technology pioneer and the main force of technological innovation, professional and technical personnel increasingly become the strategic resources in technical progress and innovation. They are the expansion of scale enterprises and the key to the development of optimization. However, the traditional "single-ladder system" restricts the development of technical staff and strikes technical staff′s enthusiasm. Therefore, the enterprises must build professional and technical personnel development access to improve the enterprise's core competitiveness and innovative capability.This article aims at analyzing the disadvantages of traditional "single-ladder system", then through three parts, which are post appraisal,performance management and compensation management to analyze the application of the professional and technical personnel development access, that result in establish management and technology parallel promotion channel, give managers and technical personnel the same status, development and compensation, remain professional and technical personnel, and motivate their enthusiasm and innovation.The contents are as follows:Chapter one introduces the background of this research and the meaning for selecting this title. Then briefly introduces the theory and practice of internal and external technical personnel development access, and then proposed the research contents of this text on this basis.Chapter two introduces the basic theories of encourage the professional and technical personnel, and discusses the necessary and applicability of opening the development access in analyzing the technical personnel's characters and cultural background such as official abuses. Then explains relational concept and theory of the professional and technical personnel development access.Chapter three designs the application in three parts. Post appraisal aims at evaluating the importance and relative value of each job to determine technical post in the development access. Performance management designs on raises the evaluation indicator structure of technical personnel. Compensation management mainly designs the pay structure and salary scales of technical access.Chapter four analyzes the real example of the designers'levels management system in Anshan Iron and Steel Corporation, and raises the problems existed in it, then propose improving the measure.