Research On Career Management Of The Employers Of Sichuan D City State Administration Of Taxation

Career management is one of the four efficient encouraging functions of human recourse management. With the development of human resource theories going constantly to subtleness, more department and institutions including enterprises and public sectors attach importance to career management. Unlike other encouraging methods, career management is more of the strategic and long-term angle. It coordinates the objectives of both employees and organization itself, while enhancing mutual interaction of organizational strategy and employees’ career development. Career management is beneficial in the following ways:improving employees’ abilities,stimulating organization’s creativity and energy, coordinating position-responsibility-ability, and maximizing the effectiveness of resource allocation. Furthermore, an active career management will provide better facilities for the realization of employees’ career value, thus making it crucial for individual’s career development.The author tries to start with the association of theories, as career management is the product of human resource management theories at a certain level, and human resource originates from the differentiation of management functions. Career management has close connection with human resource management, but it also has major difference. In the thesis the author clarifies applicable definitions, features and range of career and career management, and introduces current theories regarding career management both domestically and internationally. As well, the thesis discusses the significance and future developing trends of career management.Based on the theory research, the author analyzes the situation of career management of the national taxation bureau in D city, Sichuan province. Categorizing the bureau’s human resources into "stock human resources" and "add-in human resources", the author explains the current situation and sorts out existing problems and the reasons from case studies, trying to defy the feature of the employees’career demands within the theory structure. From these, targeted suggestions on its career management can be made, and career management system of the above mentioned bureau can be created-including mode setting-up, realization ways, principles and execution steps. It is the author’s pursuit to show a full structure of a national taxation bureau’s career management for D city, in order to fulfill the requirements of the taxation works in a new era. The ultimate goal is a career management mode which can work efficiently according to different career positions.Career management has opened a new angle of view for the development of human resource management. In my discussion, I focus on career management in an organization’s establishment. This is because a number of organizations have traditional career management measures which have very limited encouragement and effectiveness. Instead, we should introduce updated and innovative measures which will largely solve problems such as "invisible unemployment" and "career plateau phenomenon" caused by lack of high-quality career management in organizations. The author suggests career management will needs more active participation of organization and this point of view can be applied on the case of D city’s national tax bureau. The thesis emphasizes on a foundation of career management based on all employees’ethical quality, professional conduct and basic ability, while on the other hand it also emphasizes variation of career management measures for different types of staff. Finally, enrichment and enlargement of works for different positions are needed, too.