The Design Of Organizational Career Management System For Young Employees In W Branch Of Postal Savings Bank Of China

With the deepening of economic development and the social situation of increasingly complex,all walks of life are seeking efficient way of how to breakthrough development bottleneck successful transformation,financial industry sustainable development difference refining segment,types of financial institutions is increasing,the mobility is increasing,how to obtain human resources advantage,is crucial for the smooth transition of financial institutions can upgrade.As A listed joint-stock bank with A+H shares,it is of great significance for the future development of PSBC to further improve the comprehensive strength of its employees and give full play to its advantages in human resources based on its own positioning in the context of increasingly fierce financial competition.Due to historical reasons,the bank’s current backbone and middle-level personnel are basically people from the original system.Most new employees work in the front line,and few of them can be promoted to the middle-level.So the bank faces talent of fault structure,insufficient management level,system optimization,promotion of space,the expectations of young employees pursuing new and change of contradictory problems all sorts of problems,such as the root of these problems is not the employees effective career planning and management,lead to young employees lack of motivation and enthusiasm,clerkstarts This is bad for the bank’s long-term growth.This paper based on the research of the theory of career management at home and abroad,in the relevant career management on the basis of practice,through field investigation and research on the bank of post office,W analysis of the current human resource situation of data analysis and questionnaire survey,individual interviews of young employees,to know the bank young employees have certain knowledge of career management,I also attach great importance to my own career development,but my understanding of career development remains on the promotion of administrative positions.If I can’t make a breakthrough in administrative positions,I will choose to find another job.However,the bank does not pay enough attention to organizational career management and lacks a systematic and effective career management system.The current post rotation,career development channel and rank promotion mechanism can not fully meet the needs of employees’ career development,which restricts the development needs of employees and enterprises to a certain extent.Therefore,on the basis of relevant researches on career management and according to Schein’s conical three-dimensional career channel model,this paper proposes a three-dimensional and four-channel promotion system for organizational career management,including vertical rank promotion,horizontal job rotation and level transfer,horizontal centripetal flow,etc.By increasing the attention to employee career management,Further improve and establish the salary system based on ability,the hierarchical and classified training system based on career development and the organizational guarantee,so as to establish the feasible employee career development and talent echelon training mechanism,and promote the organizational career management to achieve some practical results.Through further exploration of the organizational career management system,this paper provides more independent choices,sufficient development space and correct incentive methods for the young employees of W Branch of PSBC to further obtain the possibility of career development and promotion,so as to mobilize the enthusiasm and creativity of young employees and retain the most critical inter-disciplinary talents in the industry.It provides a strong backup force for the whole bank to break through the bottleneck of transformation and achieve steady development,and improves the competitiveness of mixed operation in the financial industry in the future.