| With the globalization economic development,the domestic economy has come to a new stage.The company’s competition for talents is becoming more and more intense.Human resources,as the guarantee of the company’s core competitiveness,directly affect the realization of the company’s strategic objectives.Among them,the cultivation of young employees is an important support for the company’s sustainable development.Therefore,how to meet the demands of young employees has become the focus of the company’s management and even the whole company.As a traditional state-owned company,DX company has a single recruitment channel for talents.In addition,the management does not pay attention to the later training work.Excellent talent resources have always been the weakness company’s development,not to mention the construction of talent team.According to the actual situation of DX company’s existing young employees’ career management,this paper provides strategies for the company to optimize the existing young employees’ career management system,cultivate a large number of excellent young talents,and provide solid human resources support for the company’s operation and development.The survey was carried out by consulting a large number of documents and issuing questionnaires to internal personnel of the company.Firstly,by consulting the data and summarizing the research status and achievements of young employees’ career management in domestic and foreign companies,this paper designs a questionnaire,analyzes the current career management strategies of young employees of DX company,and finds out the existing problems or deficiencies.In order the existing problems of the company at this stage,the questionnaire designed in this study will take the company’s original competency model as a reference to help the company optimize the existing career management system for young employees.The main contents include improving the existing career development channel for young employees,building a set of career promotion standards for young employees,building a career training mechanism for young employees,and designing a complete set of career training for young employees,Based on this,DX company optimizes the existing career management system of young employees.By putting forward various optimization strategies to solve the problems in the talent team construction of DX company’s young employees,it can also provide some guidance and reference for other companies in the development of young employees. |
