A Study Of The Staff Career Management Of S Group

A business’s successful study career management should be based on its strategic development goals and careful selection of appropriate staff members for training. It can be achieved by integrating employees’ individual career development planning with the business’ strategic development scheme. Successful employee career management can not only help the staff to improve quickly, but can also help the business with accumulation of key staff members essential for its own development and can enable the business to realize better strategic goals.This study takes S group, a typical family business, as a case to investigate. Using the related theories on employee career management and learning from practical experience home and abroad, the writer analyses the business’ situation and lists the problems in its staff career management by employing such instruments as interviews and questionnaires. In addition, the writer puts forth schemes that can be carried out to work out the problems and proposes corresponding measures that can be taken to guarantee the implementation of the schemes. The purpose of this study is to practically apply some management methods to S group on the basis of the investigation into its staff career management. The study is also expected to help improve S group’s current situation in which career management is not fully understood but somewhat ignored. It put forwards schemes for the improvement of its staff career management practice. It is also hoped that the thesis could provide other relevant businesses with guidance and reference to improve their staff career management.The thesis consists of 6 chapters. The first chapter is the introduction which introduces the content, the implication and purpose of the study, and the research methods employed. The second chapter mainly reviews the basic theories on stuff career management in family businesses. The third chapter analyzes the present situation of S group’s staff career management. The fourth chapter proposes schemes for S group to improve its career management. The fifth chapter puts forward measures for S group to guarantee the improvement of its career management. Based on the analysis in the previous parts, chapter sixth makes the conclusion of this paper.It is concluded that S group’s problems in its staff career management scheme mainly lie in four aspects:poor understanding of employees’ individual career development needs, lack of clear job description and of guidance on career development goals, incomprehensiveness of staff promotion policies and of the feedback evaluation mechanism, deficiency in pertinence on the part of the training programs themselves and the methods used. A practical scheme can be made effectively to improve the business’ staff career management by adopting such strategies as getting full understanding of employees’ career development needs, guiding staff members to set clear and specific career goals, constructing and perfecting staff career development channels, and making targeted staff training plans.