Pearl River Delta Region Of Career Planning And The Preparation Of The Organizational Career Management Questionnaire And Its Associated Relations

Peter Drucker once said, an organization should reach 3 triple productivity by 1/3 peoplein order to keep its competitiveness, and this means an organization will have fewer workerswho are paid more and do more than before. That is to say, with the development of economycompetition, the advantage of organization competition has become the competition of talents.Who owns a talent, who wins. The change of society, science, organization and work finallyresult in the change of people and this means the change of psychological contract betweenindividuals and organizations. In the past, organizations provided a long-term and stable job toworkers and workers correspondingly have a higher level of commitment and trust toorganization. However, things are different now. Today's organizations provide a short-termand unstable job to workers and workers frequently flip-flop to find an organization in whichthey can develop their advantages and are paid in terms of their ability. In such situation, howto keep and develop talents has become one of the important tasks in human resourcemanagement. With regard to individuals, how to plan their career effectively and keep themwith hirable ability has become one of important problems individuals should consider.Under such background, it is suitable and necessary to describe the content and constructof organization career management and individual career planning. This article develops thequestionnaires of organization career management and individual career planning and tries toreflect the full view of career management theories and practices under the basis of studieshome and abroad. Meanwhile, this article researches and tests the effects of organization careermanagement and individual career planning to organization commitment, performance, worksecurity and work satisfactory.This article shows the conclusion after tests: individual career planning has 5 factorswhich are goals set-up & assessment, self assessment, situation assessment, continued learningand interrelationship & self-present; organization career management also has 5 factors whichare performance & Promotion, providing information, training & learning, development andsupervisor support; and the two questionnaires have a good reliability and validity.This article shows: organization career management has great significant effect toorganization commitment, performance, work security and work satisfactory; organizationcareer management hasn't great significant effect to individual career planning; organizationcareer management has a great significant media effect between the positive effect fromindividual career planning to organization commitment, performance, work security(part of)and work satisfactory, and this means the positive effect of individual career planning toorganization commitment, performance, work security and work satisfactory is raised with thestrengthen of organization career management.This article also shows the differences of organization career management and individualcareer planning on geographic statistics and the conclusions are as follows: in individual careerplanning, goals set-up & assessment has difference on gender, interrelationship & self-presenthas difference on work age, situation assessment and continued learning have difference ondegree, and goals set-up & assessment and interrelationship & self-present have difference onorganization character.; in organization career management, training & learning has differenceon gender, development and supervisor support has difference on age, martial and work age,performance & promotion and training & learning has difference on degree, and performance & promotion, providing information, training & learning and supervisor support havedifference on the factor of organization character...