The Research Of Building Staff Career Management In Y Construction Group Company

The transformation of international competition and economic environment cause the reorganization of many companies, more and more companies realize the key to improve performance is developing human resource. With the change of company, employees also change, no matter managers or staff should have their own career development. Company promote employees'possible development through providing attractive position and the opportunity of promoting and challenged job. Nowadays many companies gradually pay more attention to the management of company's career, which shows a new model of managing human resource. As a technical person in building enterprise, it have its own features. These people are the main objects in career management research, its goal is to explore how to help building enterprise to manage technical employee's career management.Because construction industry have its own characters, the talents lapse largely. Y Construction Group Company, as a middle construction company, its management of human resource still remain in traditional model. The traditional model doesn't adapt to company's development, what's more, it will prevent the development in some dimensions. Y CGC have realize the importance of managing staff career management for company's development, but it hasn't set a series of standardization and systematic career management yet, and it can not connect it with the management of human resource.This essay take the Y CGC staff especially technical employees for example, through empirical investigation, in the form of questionnaire to investigate Y CGC current situation of career management and practical situation that from popularity, the factors affect practice, management and staffs realization of career management, the connection of human resource's other model to collect data and analyze, and then come to a conclusion that Y CGC solve problems it face and the reason for problems when they put it into practice, and then analyze the relevant model of career management, from four dimensions to research, that is the basic condition of implementing career management, the factors affect results, the collection of implementing strategies, the system of index evaluation, and thus provide basis for Y CGC's career management. Last on the basis of analyzing the current situations of career management through questionnaire to build the system of staff's career management. Through taking the Y CGC process of building the system of career management for example, it contribute to the research how to conduct career management, moreover it have practical significance for other construction industry's career management in our country.