Employee Career Development Management Optimization Suggestions Of SPP Regional Office

SPP is a family owned private Brazil company with core business of forestry management, pulp and paper production and selling. "Sustainability" is the most important company value influencing the organization. SPPA sets up a regional office in Shanghai covering the pulp sales in mainland and other countries in Asia Pacific. The sales volume in past 10 years is over 5 million tonnages. "People is most important assets to the company" is greatly supported and promoted in the regional office as well as back in Brazil headquarter. It’s believed the development of organization will be closely relative. Based on this facts, this dissertation is analyzing the people status in the regional office, especially the career development facts and find out the improvement possibility.Starting with the theory of the career, career management etc, this dissertation briefs about SPP in the aspect of its management, strategic facts and career survey results, With such information, it is analyzed and concluded following defects:1. The management of regional office can’t commit enough to perceive the employee personal situation and deep needs; 2. There is no clear information to allow employee understand the career development path and assessment system in SPPA; 3. Lack of contrapuntal training programs designed and with limited training results; 4. The leading ideology of talents is a one-way ticket, not comprehensive enough.; 5. The remuneration system can’t fully support and enhance the career management implementation.To cope with the above issues, following feasible management improvements are suggested:The minds reset of management, attending more on the employee career development; Encouraging employee to increase the consciousness of self-development; Better coordinating with headquarter to build up reliable platform for the knowledge of career development itself and applicable growth system. With such actions, the efforts will aim to make real of the career development in the reginal office daily operations. And ultimately, this can greatly help management and employee share the risk and grasp the real opportunity to deep explore the talent base for the next ten or twenty years’ competition and development in China in the value pursue of "Sustainability".