Research On Career Management Problems And Countermeasures Of Flight Attendants Of Company C

In recent years,the repeated outbreaks of the pandemic have had a huge impact on China’s civil aviation industry,with a sharp decline in demand for air passenger transportation,a reverse in investment and production,a significant decrease in the level of route investment and the overall revenue scale of airlines.Although China has completely lifted its control over the pandemic in the past six months,the number of air passengers has not yet returned to pre-pandemic levels.The research subject of this article,Company C,is one of the four major airlines in China.Under the global strategic expansion in recent years,the scope of its international and domestic routes has gradually expanded,leading to an increase in demand for flight attendants.However,through the author’s observation in the industry,Company C’s work in various aspects such as recruitment,training,career development,and employee care for flight attendants has been unsatisfactory.A large number of flight attendants have shaken their confidence in long-term career development based on their current job status.In addition,the impact of the pandemic on the industry as a whole and the sharp decline in job income levels have intensified the phenomenon of flight attendant career fatigue and even personnel loss.To provide flight attendants with more advantageous career development space to meet the demands of Company C’s medium-and long-term development plans for flight attendants,and to increase the job satisfaction and loyalty of flight attendants in the company,as well as reduce the impact of flight attendant career development dilemmas on Company C’s long-term development,it is urgent to strengthen Company C’s career management capabilities for flight attendants.This article,based on a clear understanding of the relevant concepts of career management,combines in-depth understanding of the Schein Career Anchors Theory,the Parson Trait-Factor Theory,the Schein Career Development Theory,and the Super Career Development Stage Theory.Through literature research,questionnaire survey,and field research methods,the article conducts in-depth analysis and research on the career management of flight attendants in Company C.The study found that there are common occupational cognitive biases among new employees in the career management process of Company C’s flight attendants,the development path for cross-functional employees is not clear enough,the content of cross-functional training courses is missing,and there is a mid-career crisis for older employees in terms of career development.The author believes that the above problems are caused by the lack of clear implicit competence factors for flight attendant positions,the lack of awareness of career development channel planning by responsible parties,the lack of research on training needs,and the ineffective regulation of the current career development management mechanism.To address these issues,the author proposes countermeasures and suggestions in four areas: strengthening pre-job quality assessment,clarifying multiple career development paths,building a training system that adapts to career development stages,and implementing work-family balance plans.The organizational system,system processes,and corporate culture are used as safeguard measures for implementing the countermeasures.Through this research,the author hopes to provide reference for the practical application of Company C.