Research On The Career Management Of High-tech Enterprises

In today’s society, science and technology change rapidly, and high-techenterprises based on high and new technology has become a key factor in the era ofknowledge economy. To enhance the innovation capacity of high-tech enterprises andthe promotion of high-tech industry, is an important strategy of national economy.High-tech enterprises are special enterprises, taking innovation as its developing power,taking the knowledge staff as the carrier, and taking talent person as its corecompetitiveness. How can the effective management of knowledge workers that makesthem to be a major problem in the enterprise management.Career management is the focus and hotspot of the theory and practice of humanresource management in recent years. As a new kind of exploration for humanresource management, by introducing career into high-tech enterprises, it is not onlybeneficial to the achievement of knowledgeable staff’s personal goal, but alsoconducive to the development of high-tech enterprises. To improve thecompetitiveness of enterprises by inspiring employees to innovation, this is an newexploration of the human resources management.This research adopts empirical research method, and, through questionnairesurvey, statistical analysis, and exploring the relationship between the organization ofoccupation career management and job satisfaction, organizational commitment, drawsthe following conclusion. There is a positive correlation between the organization ofoccupation career management and job satisfaction, organization of the occupationcareer management in four dimensions. Among the four dimensions of theorganization of occupation career management, fair promotion and development oftraining get higher scores, which illustrates that the influence degree of the jobsatisfaction is greater. There is a positive correlation between organizationaloccupation career management and organizational commitment. Fair promotion anddevelopment of training score higher than other two dimensions, which illustrates that fair promotion and development of training have larger impact on organizationalcommitment. As the demographic variables different, the dimensions of organizationaloccupation career management has significant difference.Finally, based on summarizing and analyzing, this research builds the system ofhigh-tech enterprise career management and improves its supporting system.Career management of high-tech enterprises can reference and learn from thisstudy.