Research On Organizational Career Management Of China Construction Bank Q Branch

At present,China has further deepened the reform of market economy,and human resources have been marketized.In the era of"boundless career",people's career is no longer limited to a certain post,a certain enterprise,or even a certain industry,but can flow freely without boundaries.Therefore,human resources have now become the goal of enterprise competition,but also the core force for enterprises to participate in competition.Large state-owned commercial banks have attracted a large number of talents for their strong state-owned background,high income level,perfect institutional settings and complete system construction.Faced with the increasingly fierce market competition,financial disintermediation,market-oriented interest rates,and stricter supervision,the traditional advantages of state-owned banks are impacted,the attraction of state-owned banks for talents is affected,and human resources management is facing new problems.Therefore,the key to cultivate core competitiveness and sustainable competitive advantage of state-owned banks is to manage employees efficiently,bring their maximum potential into full play and cultivate a highly stable staff team.Implementing organizational career management is an important tool to achieve this goal.As a part of human resource management,organizational career management is also the focus of enterprise management.This paper takes Q Branch,a subordinate branch of China Construction Bank,a large state-owned commercial bank,as the object of study.By means of literature review,career management questionnaire survey and in-depth interviews with employees representatives,it analyses the problems existing in the organizational career management of Q Branch of China Construction Bank.The main problems are:enterprises neglect the organizational career management of employees and employees.It neglects the application of career management and talent training projects to core or young employees,the training system can not meet the needs of employees,the incomplete rotation system,the lack of self-evaluation tools,and the failure of performance management system.In view of the problems found,the improvement measures are put forward as follows:to improve the organizational career management to the height of enterprise management;Improvement measures should be taken to create an enterprise culture atmosphere that attaches importance to employee career development,to further improve the organizational career management system,and to establish a promotion system that matches career management.Through this study,I hope to help the Q Branch of China Construction Bank get employees feedback on the effectiveness of career management,and provide management ideas and decision-making reference for the Q Branch manager of China Construction Bank in the practice of organizing career management.