Study On The Young Employees’ Occupation Career Planning And Management Of State Owned Enterprises Based On Some Oilfield Company

The talent is the first resource of the enterprise. Talent development is animportant force to promote the enterprise of scientific development, accelerate talentdevelopment is the strategic choice for enterprises to win the competitive advantage.Young employees are the hope and future development of the enterprise, is the mostenergetic group of talents in the. Occupation career planning is an important basic workpersonnel, personnel occupation development goals, to clear path, measures, improvethe quality of talent training, accelerate the growth of young employees, has theprofound significance to promote enterprise sustainable and harmonious development.At present, the occupation career planning of talent has become a problem theenterprises all over the world are concerned, many foreign enterprises have alreadystarted the implementation of occupation career planning design and achieved certainresults, but in our country, especially in the state-owned enterprises, this consciousnessis still relatively weak, the traditional personnel management pattern is still not change.This paper analyses and studies the basic theory of occupation career planning andmanagement, to young people as the starting point, discusses the current situation ofemployee occupation career planning and management of the state-owned enterprisesand the existing problems, which raises the occupation career planning andmanagement of the necessity and urgency of enterprise development. Finally, the paperproposed the company how to do suggest that the seven aspects Countermeasures ofyoung staff planning: one is to strengthen the occupation career development guidance,development direction for young employees; the two is to build a occupation careerdevelopment step, help young employees understand the position requirements; three isto strengthen the training of occupation career development capacity, improve thecomprehensive the quality of young employees; the four is to build occupation careerdevelopment promotion platform, vigorously and selecting young employees; five is to optimize the occupation career development environment, create the atmosphere for thegrowth of young employees; six is around the enterprise development strategy,strengthen young employee occupation career planning guidance and training; seven isto enhance the understanding of young employee occupation career planning theimportance of knowledge, increase the intensity of training. How to do a good job inthree aspects Countermeasures of young employee occupation career management: oneis to follow the characteristics of young employees, targeted to occupation developmentat different stages of the work; two is the innovation measures of cultivation, theestablishment of long-term mechanism conducive to employee occupation careerdevelopment of the youth; three youth is to raise awareness of the importance of thework of employee occupation career planning, increase the intensity of training.Through analysis of typical cases, this paper aims to explore a practicaloperational way for the occupation career planning and management of the employeesof state-owned enterprises, in order to solve the part facing in the development processof state-owned enterprises at present problems.