A Research On The Career Management Of The Newspaper Employees

Along with the increasing intensity of talent competition, more and more enterprises are taking staff career management as an important part of the human resource strategy nowadays, in order to coordinate staff career goals and enterprise vision. This not only helps to increase the stability and solidification of enterprise but also motivate the enthusiasm and creativity of staff more effectively. As one of important content of human resources management in modern enterprises, career management is a dynamic process to meet the needs of supervisor, staff and enterprise. Career management mainly consists of two parts. The first one is the individual career management, which means the whole course of career lifecycle (from entering labor market to quitting) of social actor, including career development plan, career strategy, career entering, career mobility, career position and etc. The second one is the organizational career management, which means a series of management methods implementing by organization aiming to develop staff's potency, keep staff and realize personal self-fulfillment. This article focuses on describing how origination performs career management to staff.The development of journalism adapts to the socio-economic status. Since the reform and opening, China's rapid economic development creates unprecedented consumer demand and market environment for journalism. In the course of changing from institution to enterprise unit, China's journalism should strengthen human resource management firstly, that is to say, a set of talent attracting system should be put into practice. Then a series of organizational and incentive activities should be carried out to the human resource within group to achieve optimally combination of group's manpower and material resources, fully exert individual initiative and promote the continuous development of the journalism. Along with the further recognition on media function and property, journalism are gradually paying attention to the development and strengthening of industrial function except to develop its mouthpiece function. The management thinking also proposes new requests to human resource of journalism, ie., the administration and sales department should be gradually improved at the same time of strengthening the editorial and publishing department.At present, most media groups in China adopt"institution corporation management"operating models, which cause the HRM of those media groups to following previous personal management methods, and it is difficult to adjusting the market competition. As a result, it loses the key point in talent competition. As the HRM is an important means to cultivate and mobilize talents, it is urgent to do career building and management for the pressman. Undoubtedly, carrying out reasonable career building for each employee is the key means to develop the core competitive ability of each press group and improve the employee satisfaction.Devise a practicable solution based on the development status and principal problems of press industry, which can promote the development of scientific and tool HRM. It is supposed to combine with those independent problems to perform career management for the employee: such as occupational assessment, development, transfer and promote etc.. However, it is necessary to confirm the possible career planning of the employee before providing occupational guidance and consultation for them. And estimate the career orientations of employee through analyzing their occupational status.In occupational psychology, it is said that character may affect one's adaptability to a job, different characters may be suitable for different occupations; at the same time, different occupations also have different character requirements. Therefore, the modern management concept based on human highlights that: devise employee'professional positions according to their occupational characters, and make sure they are assigned to different posts based on different characters, to ensure every employee with positive mental status and good occupational adaptability to take up his/her job. Make a study on the common feature of the employee, and it can be found that every pressman has a set of characters indicate that he/she may be suitable for certain occupation and can get effective achievements.As we know, certain competencies are required to take up a job. The study on daily life and occupational activities indicates that different people has different occupational competency, and different competencies are required to the employee by different occupations. We can assess the occupational competency of pressman using test table. And post every employee in accordance with his/her competencies to make the best possible use of men.After helping everyone find the right post, we also need to direct the employee to deep development in the post, to be the most professional in his/her own work area. In the press group, the goal of every editorial staff is to become an expert journalist or editor; for every operator is to become a professional executive; and for every administrative staff is to become a senior administrator.360-degree performance evaluation refers to evaluating individual performance from different aspects such as the employee, superior officers, direct subordinates, colleagues, clients etc. Though such fine performance evaluation, the assessee can not only get different evaluation from himself/herself, superior officers, subordinates, colleagues and even clients, also can find out his/her defects, advantages and development requirements from those evaluations, to make his/her career development run well in future.