Study On Career Management,job Satisfaction And Organizational Commitment Of Employees In Shuyang Wood Processing Enterprise

China's wood processing enterprises are facing transformation and upgrading,and the key factor of transformation and upgrading is talents.The management level of domestic wood processing enterprises is low,the employees are mainly migrant workers,the overall quality is low,and there is a serious lack of technical and innovative talents,which restricts the transformation,upgrading and long-term development of wood processing enterprises.Therefore,this study explores the talent management of wood processing enterprises through employee career management,analyzes the current situation of wood processing enterprises in employee career management,and explores the mechanism between employee career management and job satisfaction,employee organizational commitment,It provides theoretical support and relevant suggestions for wood processing enterprises to establish a perfect career management mechanism,cultivate core talents,enhance the competitiveness of enterprises,and realize the sustainable development of enterprises.Through the in-depth interview and questionnaire survey of 10 standardized wood processing enterprises in Shuyang County,it is found that wood processing enterprises can be divided into different types according to the number of employees,business income and whether there are three conditions of human resource post,and there are significant differences in career management of employees in different types of wood processing enterprises.Based on 59 in-depth interviews,it is found that the first type of wood processing enterprises attach great importance to personnel training,providing a relatively complete set of career management system for employees,helping employees to improve their own career management.Employees have strong initiative in individual career management,high job satisfaction and organizational commitment;the second kind of wood processing enterprises are in the transition stage,with a large demand for talents.Enterprises provide employees with relatively basic management measures,lack of perfect career management system to train enterprise talents,and can not meet the needs of human capital and employee career growth;most of the third kind of wood processing enterprises are in the early stage of enterprise development.The management mode is simple and economic.They lack the concept of employee career management and ignore the cultivation of employees.However,their management measures are suitable for the development stage of the enterprise,and their job satisfaction is high.Based on 556 valid questionnaires,it is found that there are significant differences in the dimensions of information transparency and professional self-awareness of organizational career management in Shuyang wood processing enterprises in terms of employees' age and their departments,and significant differences in their gender,marriage,education background and departments.There are differences in job satisfaction in terms of working years and departments;when employees are in different age stages and marital status,there are differences in organizational commitment.In addition,when the wood processing enterprisesimplement organizational career management measures,it will affect the individual career management of employees,and then affect the job satisfaction of employees;the direct impact of organizational career management and organizational commitment is not significant.However,when the implementation of organizational career management affects employees' individual career management,it will affect employees' job satisfaction,and then affect employees' organizational commitment.According to the current situation of career management of wood processing enterprises and the results of data analysis,this study puts forward the following suggestions for the three types of wood processing enterprises.In order to avoid the problems of disconnection between human resource management and business demand and high management cost caused by the scale expansion of enterprises,it is suggested that the first type of wood processing enterprises should change to "HR three pillar model" in human resource management.It is suggested that the second kind of wood processing enterprises,based on the overall strategy of the organization,adjust the organizational structure,establish an independent human resources department,strengthen the function of human resources,formulate career management measures for employees according to their individual characteristics,and link their career growth needs with the talent needs of organizational development.It is suggested that the third type of wood processing enterprises should pay attention to the professional development needs of the highly educated and senior managers,and take the situation of the second type of wood processing enterprises into consideration to prepare for the transformation in human resource management and personnel training.