An Research On Ralationship Between Organizational Career Management And Adaptive Performance Of HR Workers

Notions of standardized corporation management, people-oriented behaviors, and human capital management are well known by people with the development of knowledge economy. Human resources are still difficult to obtain and retain, feather more, their demands are extremely divers. But the returns from them are pretty high. As the main implementation of human resources management practitioners, HR department and HR practitioners are responsible for implementing human resource management strategy. However, what the reality is we can not do a good job in our own career planning and management, while we talking about career management for staffs and their development everyday, said by the HR manager of SHI WA CI Corporation when talked about HR'S own organizational career management. HR focuses on career planning for others, but often neglects their own. OCM is a management tool affect employee's behavior through a series of management behavior implemented by organizations, such as job rotation, job information communication, fair promotion, training and other management practices. Empirical studies have proved that effective organizational career management for employee has a positive impact to their psychological and behavior. But in fact, organizations prefer to making OCM to be a wantonly spreader propaganda to attract staff or organizational culture advocacy tool, but rarely carried out, reduced to a mere scrap of paper. Lacking technical support, personnel appointments could not stratified, functions and positions of employee unknown make OCM in serious difficult situation. Meanwhile, such as E-Human Resources Management and epiboly, many kinds of new forms of management situation appear with the development of human resources management disciplines and practices, then higher performance requires. In fact, the situation of HR'S performance is not easy to quantify or effectively measured by traditional sense of task performance and Contextual Performance at the assessment of individual HR practitioners, as well as hard to research on delaminating management performance make adaptive performance available.Based on previous studies, we carried out an empirical research on OCM and adaptive performance, as well as their correlation for HR through data analysis from survey and face-to-face interviews, such kinks of research methods. There come the following findings: OCM is divided into four areas which are fair promotion opportunities, communication of career development information, attention to training and activities of self-knowledge; Adaptive performance can be divided into four dimensions which are innovative work methods, interpersonal environment adaptability, study adaptability and stress or emergency treatment adaptability. We find there is a significant difference among different levels of HR positions in OCM'S different dimensions except the factor of communication of career development information through one way ANOVA analysis. Those kinds of difference also exist in adaptive performance but one of the dimension is excluded which is interpersonal environment adaptability. We also find the significant positive correlation between OCM and adaptive performance overall. However, that positive correlation does not exist in middle HR workers through correlation analysis. Concerned about junior and senior HR workers, parts of OCM and adaptive performance factors have a significant positive correlation.Finally, according to conclution of the empirical analysis, the thesis put forward specific recommendations: we should enhance career development information communication, layered appoint HR and guide them differently, put all levels of HR into an accurate functional position, implement job rotation, open up multi-channel of career development to radiate the vitality of organization. We should focus on HR'S ability of innovation and learning, as well as dealing with stress and emergency abilities, in order to enhance satisfaction of OCM for them and HR service levels.