Study On Career Path Design In GD Company

In recent years,as newly entered employees bring new ideas,the demand for their own career development becomes more clear and strong.As a state-owned military enterprise,GD company still retains the nature of public institution.The individual identity,professional title and corresponding basic salary of employees are implemented according to the standard of public institution,which is seriously inconsistent with the status quo of actual enterprise operation.It has become a necessary measure for GD to build its talent team and realize the leapfrog development by taking the job position and job attribute as the main body,establishing the career channel for different personnel and guiding employees to choose the right career path according to their personal characteristics.First of all,this paper briefly describes the company's profile and organizational structure,and introduces the company's human resources from different perspectives: job distribution,education background,employee gender,age and title.The current situation and characteristics of the company's employee career channel are analyzed according to the career development channel,promotion rules of each channel and the personnel structure of each rank in each channel.Secondly,based on the current situation of human resource management of GD company,this paper analyzes the problems and sticking points in career channel of GD company through interview survey and questionnaire survey.The following conclusions are drawn from the research: there is a problem of single channel in the career channel of three categories of employees in GD company.Problems with too short ranks lead to few targets for employees;The unreasonable design of promotion rules between ranks(some rank promotion is too easy while some rank promotion is too difficult)results in "barrier lake" phenomenon;there is only the rank promotion system,and no rank relegation rules;The problem that "patriarch" and "family" are not separated limits the professional and technical personnel to seek the senior executives positions of the company.Middle level cadres who take the position development path also want senior titles,which not only crowd out the resources of ordinary employees,but also waste the talent resources of the company.Finally,according to the existing problems in the employee career channel,this paper puts forward the optimized design scheme of the employee career channel in GD company.The first is the design of employee career path categories,types of job level,each job grade proportion limit and transformation rules between job category,and then build a GD company complete career path optimization system;the second is to put forward three kinds of personnel qualification of elements;the third is employee career path optimization system of the implementation of the scheme,including job evaluation scheme,position selecting rules and dismissal system,etc.This paper optimizes the design of career channels for GD employees from the perspectives of professional technology,operation management and work attendance skills,guiding significance for GD to solve the problem of career channels for employees,and of reference significance for military research institutes to solve the problem of career channels for employees.