Career management is one of the important contents of human resource management in modern enterprises, and it is a series of activities for enterprises to help employees make career plans and help their career development.
Career management mainly includes two types:
One is organizational career management, which refers to a series of management methods implemented by organizations to develop employees' potential, retain employees and enable employees to realize themselves.
The second is self-career management, that is, social actors are composed of a series of variables such as career development planning, career strategy, career entry, career change and career orientation in the whole career life cycle (from entering the labor market to exiting the labor market).
Vocational management content
Career path
Career path refers to the management scheme of self-cognition, growth and promotion designed by an organization for its internal employees. Career path helps employees to understand themselves, and at the same time enables organizations to grasp the professional needs of employees, thus eliminating obstacles and helping employees meet their needs. In addition, career path helps employees to be competent, establishes different promotion conditions and procedures within the organization, makes employees' career goals and plans meet the needs of the organization, and thus affects employees' career development. Career path design points out the possible development direction and opportunities of employees in the organization, and every employee in the organization may jump ship along the development path of the organization. On the one hand, a good career path design is conducive to the organization to absorb and retain the best employees, on the other hand, it can stimulate employees' interest in work and tap their work potential. Therefore, the design of career path is very important for organizations. The following mainly introduces four career path design methods: traditional career path, behavioral career path, horizontal technology path and dual career path.
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The so-called traditional career path is a development model based on the actual development path of employees in the organization in the past.
2. Behavioral career path
Behavioral career path is a kind of career development path design based on behavioral demand analysis of each job.
3. Horizontal career path
Organizations often use lateral transfer to diversify their work, make employees glow with new vitality and meet new challenges. Although there is no salary increase or promotion, employees can increase their value to the organization and give themselves a new life.
4. Dual career path
The dual career path is mainly used to solve the problem that you have professional skills in a certain field, but you don't expect to engage in professional work in your own business field for a long time, and you don't want to leave your professional field with the development of your career.
vocational selection
Practical orientation, people with this orientation will be attracted to engage in occupations that involve physical activities and require certain skills, strength and coordination. Examples of these occupations are: forestry workers, cultivators and farmers.
Research orientation, people with this orientation will be attracted to engage in careers that involve more cognitive activities (thinking, organizing, understanding, etc.). ), rather than those who mainly focus on perceptual activities (feeling, reaction or interpersonal communication and emotion, etc.). Examples of this profession are biologists, chemists and university professors.
Social orientation, people with this orientation will be attracted by occupations that involve a lot of interpersonal communication, rather than those that involve a lot of intellectual or physical activities. Examples of this profession are: psychologists, diplomats and social workers in clinics.
Conventional orientation, people with this orientation will be attracted to engage in occupations that involve a lot of structural and regular activities. In these occupations, the needs of employees are often subordinate to the needs of the organization. Examples of this occupation are: accounting and bank clerk.
Entrepreneurial orientation, people with this orientation will be attracted to engage in a career that contains a lot of language activities aimed at influencing others. Examples of this profession are: manager, lawyer, public relations manager.
Artistic orientation, people with this orientation will be attracted to engage in careers involving a lot of self-expression, artistic creation, emotional expression and personalized activities. Examples of such occupations are artists, advertisers and musicians.
Work-family contact
1. The employees of this organization are experiencing family life in addition to their professional life.
Family is of great significance to employees themselves, and it will also bring a lot of influence to professional life. Work-family balance plan is to organize and help employees understand and correctly treat the relationship between family and work, reconcile the contradiction between career and family, and alleviate the problems caused by the imbalance of work-family relationship. > & gt
Question 2: Occupation: What does management mean? 10 specifically refers to the five tools of ISO/TS 16949:2002 "Quality Management System for Parts and Related Services in Automobile Industry". They are:
APQP- Advanced Quality Plan
PPAP- Approval Procedure for Production Parts
statistical process control
Measurement system analysis
FMEA- Potential Failure Mode Analysis
Among them, APQP is a running link, and the other four tools play a role in an important link of the overall process.
What is said upstairs is the common methods of quality control, that is, the old and new seven tools, which are also classic quality management methods, but they are not what the landlord wants to ask.
Question 3: What are the three management systems of the construction unit? ?quality management system standard, ISO140000 environmental management system standard and OHSAS 18O0 1 occupational health and safety management system.
Quality management system (QMS) refers to determining quality policies, objectives and responsibilities, and realizing all their activities through quality planning, control, assurance and improvement in the quality system. Quality management and its implementation methods have been introduced into mainstream business education such as EMBA and MBA.
According to the definition of 3.5 in ISO 1400 1, an environmental management system (EMS) is an integral part of an organization's overall management system, including the organization, planning activities, institutional responsibilities, practices, procedures, processes and resources needed to formulate, implement, realize, review and maintain the environmental policy. It also includes the management aspects of the organization's environmental policies, objectives and indicators.
Occupational health and safety management system is a modern safety production management mode that rose internationally in the late 1980s. Together with ISO9000 and ISO 14000, it is called "management method in post-industrial era". The main reason for the occupational health and safety management system is the need of the enterprise's own development. With the expansion of enterprise scale and the improvement of intensive production, higher requirements are put forward for quality management and business model of enterprises. Enterprises must adopt modern management mode to make all production and business activities, including safety production management, scientific, standardized and legal.
Question 4: What does the occupational health and safety management system mean? Occupational health and safety management system is a modern safety production management mode that rose internationally in the late 1980s. Together with ISO9000 and ISO 14000, it is called "management method in post-industrial era". The main reason for the occupational health and safety management system is the need of the enterprise's own development. With the expansion of enterprise scale and the improvement of intensive production, higher requirements are put forward for quality management and business model of enterprises. Enterprises must adopt modern management mode to make all production and business activities, including safety production management, scientific, standardized and legal.
Question 5: What is HES management system? H- health care; S-Safety safety; Electronic environment
HSE management system refers to occupational health and safety management system and environmental management system.
Question 6: What should be included in the construction of an organizational career management system? The construction of organizational career management system should include the following contents:
First, the security system.
In the whole career management system, the security system is the most important part. Only when the system is perfect can the process system run smoothly. The security system involves three important aspects:
(A) ideological construction
The ideological construction mentioned here has two meanings:
First of all, managers of enterprises should establish a people-oriented development concept. Taking the development of human resources as one of the development strategies of enterprises will make the concept of all-round development of people deeply rooted in people's hearts, combine the organization's demand for human resources with the individual's desire for training and development, follow the principle of full participation and tapping potential in daily work, understand the significance of career management in a broader sense, constantly discover the problems existing in the organization's career management, broaden the thinking, and put forward countermeasures and suggestions to make it constantly improve and develop.
Secondly, employees should update their concept of career development. Career development refers to the process that individuals gradually realize their career goals and constantly formulate and implement new goals. The essence of career development is the improvement of employees' comprehensive ability, and the external performance is the improvement of personal salary or influence, which can bear more responsibilities for the organization. There are various forms of career development, including promotion, parallel transfer, rich work content, innovative working methods, etc. But at present, many employees still tend to equate upward mobility with career development, and think that promotion failure is career failure or frustration and should be corrected.
(2) Organizational construction
Strengthen the construction of human resources management institutions, establish clear objectives, define functions and powers, coordinate all links in the management process, and maintain smooth information communication channels. Man is the carrier of thought and the executor and receiver of the system, so he must be equipped with high-quality human resource managers. Strengthen the training of human resource managers to familiarize them with the concepts, methods and management tools of modern vocational management.
(3) System construction
The development of modern enterprise system in China is not long, and the construction of various enterprise systems is gradually advancing, which needs to adapt to the specific environment of our country. Compared with other systems, the human resource management system is more influenced by social and cultural factors, coupled with the imperfect external social system and the backward concept of system implementers, the implementation effect of the system is not ideal. If we want to make a breakthrough, we should pay attention to the system innovation based on practice and add new elements to the original system. Also pay attention to the enforceability of the system.
Second, the information exchange platform.
The information asymmetry between enterprise managers and employees affects employees' sense of identity with the enterprise; Not knowing the information of the internal labor market will easily lead to the confusion of employees' career development; The loss of employees is often due to the lack of effective communication with managers. Therefore, a professional information communication mechanism should be established to promote the exchange of professional information within the organization.
(A) the establishment of an open organization career (bit) information system
The establishment of organizational professional information system can bring many benefits to enterprise organizations: it is conducive to the objective selection of talents by organizational managers; Conducive to employees' self-career management; It is beneficial for direct managers to make career development plans that conform to the actual situation of employees.
Some organizations' development strategic planning information should be published in the organization's career information system. Corresponding to this strategic plan, the organization will formulate the corresponding human resources implementation strategy, which is related to employees' judgment on enterprise development and personal career development prospects. The main content of the organization's career information system is the job vacancy information of the organization. Job vacancy information is very important for employee development. However, due to the expansion of enterprise scale, the speed of information flow and dissemination is relatively slow in many cases, resulting in many employees not knowing that there are job vacancies and not having the opportunity to participate in the competition.
(B) the establishment of employee electronic file system
Establishing employee electronic file system is the basic work of career management. Without a good employee electronic file system, it is impossible to have a complete career management system. The employee personal information system can include: a personal demographic information part; Personal professional attributes and willingness to work, including professional interests, professional values, temperament, personality, general ability and special ability, willingness to work is a personal ideal based on the quality of work; The work status in the organization is mainly work performance, work attitude, especially recent work performance and training prospects.
Third, the implementation process system.
Career-oriented human resource management not only adds a new management content, but more importantly, it penetrates almost all the traditional contents of human resource management through the "red line" of career management, in other words ... >>
Question 7: What is the basis of the occupational health management system? Occupational health and safety management system is a modern safety production management mode that rose internationally in the late 1980s. English Name: Occupational Health and Safety Management System. The English abbreviation is "OHSMS".
1 provides scientific and effective management means for enterprises to improve their occupational health and safety performance;
2, help to promote the implementation of occupational health and safety laws and regulations;
3. Make the organization's occupational health and safety management change from passive compulsory behavior to active voluntary behavior, and improve the level of occupational health and safety management;
4, help to eliminate trade barriers;
5. Produce direct and indirect economic benefits for enterprises;
6, will establish a good enterprise quality and image in the society.
Question 8: What are the 17 elements of the occupational health and safety management system (*** 17 elements)?
1, occupational health and safety policy
Must be approved by the top management, and must include the top management's commitment to "compliance with regulations" and "continuous improvement".
2. Hazard source identification, risk assessment and risk control planning
When identifying hazards, we must consider: ① routine and unconventional activities; ② Activities of all personnel entering the workplace (including contractors' personnel and visitors); ③ Facilities in the workplace (whether provided by the organization or by the outside world). In addition, hazard identification is a dynamic process. Whenever the workplace changes (such as office relocation, etc.). ), equipment and facilities (such as buying a new mixer) and process (such as changing from the original synthetic production to processing with imported materials) are changed, and hazard identification should be carried out again.
3, regulations and other requirements
At least comply with the existing occupational health and safety laws, regulations and other requirements, collect the texts of laws and regulations, and determine the provisions that need to be observed or applied.
4. Objectives
Objectives and occupational health and safety management plans are usually used to control unacceptable risks, and objectives must be achievable. If conditions permit, the target should be quantified to facilitate evaluation. (For example, 1 0,000 days without safety accidents, 1 0,000% drivers with certificates, zero major accidents, etc. )
5. Occupational Health and Safety Management Plan
The occupational health and safety management plan should be adapted to the actual situation of the organization, and must have such elements as responsibility, authority and completion progress, otherwise it will not be a complete and standardized management plan.
6. Structure and responsibilities
The top management should designate a management member as a management representative to undertake specific responsibilities, and the responsibility of the management representative is to be responsible for the establishment and implementation of the system. In addition to the management representative, the occupational health and safety management system should also have one or several employee representatives to participate in consultation and communication. The management representative of the occupational health and safety management system of Shenyang Tobacco Monopoly Bureau (company) is Li Jianhua, and the top manager is Qiu Chongbao.
7. Training, awareness and capacity
The purpose of training is to improve employees' safety awareness and make them have the ability to complete their work under the premise of safety. This element focuses on employees' qualifications and safety awareness and ability. Such as driver's license and work permit, inspector's inspection certificate and law enforcement certificate, chef's health certificate, etc.
8. Consultation and communication
The main contents of consultation and communication include: participating in the formulation and review of risk management, policies and procedures; Participate in discussing any changes affecting occupational health and safety in the workplace; Participate in occupational health and safety affairs; Understand who are the employee representatives and management representatives of occupational health and safety; Opinions and suggestions on occupational health and safety.
9. Documentation
The main purpose of this element is to establish and maintain enough documents and update them in time, so as to play the role of conveying intentions and unifying actions and ensure that the occupational health and safety management system is fully understood and fully and effectively operated.
10, file and data control
The main purpose of controlling documents and materials is to facilitate retrieval. When the document is changed, it should be communicated to the staff in time to ensure that the operation manual of the personnel in important positions is the latest version.
1 1, operation control
After the implementation of Articles 2 to 5 (Planning), it shall be implemented according to the results of the planning. This element is the core content of the occupational health and safety management system, and it is also the object that does not meet the focus of the report.
12, emergency preparedness and response
Including two aspects, one is preparation, and the other is response. If possible, these emergency procedures should be tested regularly, which is commonly called emergency planning exercise. The purpose of the exercise is to test the feasibility of the plan.
13, performance measurement and monitoring
This element is mainly the process of monitoring and checking the results of "operation control".
14, accidents, incidents, nonconformities, corrective and preventive measures
This element refers to the corrective and rectification measures taken in the process of supervision or inspection in case of non-compliance with laws, regulations, systems and processes.
15, Records and Records Management
The function of all kinds of records in the system operation lies in their traceability, which is often referred to as "well documented". Records must specify the storage period and storage place, and the management of records must be convenient for retrieval, that is, when records need to be retrieved, records must be found in a short time. & gt
Question 9: What is the occupation of administration? Public administration [1] is the management activity of social affairs by using state power. It can also refer to the administrative affairs management of all enterprises and institutions. The administrative management system is an organizational system. It is an important subsystem of social system.
The broadest definition of administrative management refers to the social activities of all social organizations and groups in the governance, management and implementation of related affairs. At the same time, it also refers to the realization of national political goals, including legislation, administration and justice. The narrow definition refers to the management of public affairs by state administrative organs, also known as public administration.
With the development of society, the objects of administrative management are increasingly extensive, including economic construction, cultural education, municipal construction, social order, public health and environmental protection. Modern administrative management uses the ideas and methods of system engineering to reduce the expenditure and waste of manpower, material resources, financial resources and time, and improve the effect and efficiency of administrative management.
1. Skilled in operating various common office software, such as Word2000. Excel.Outlook.ERP system and personnel attendance and salary system software, and have some experience in maintaining personnel attendance and salary system; 2. According to the recruitment channels of all kinds of personnel and the operation process of recruitment and employment, I have some experience in interviewing and screening grassroots and civilian personnel; 3. Make a manpower demand plan according to the company's development plan, make staffing and deployment according to the actual situation of the company, grasp the manpower demand of various departments in time, and make reasonable arrangements and assignments for new employees; 4. Familiar with a series of basic personnel processes such as filing, classification, promotion, transfer, leave, resignation, rewards and punishments; 5. Improve and perfect the company's performance appraisal system, and conduct quarterly performance appraisal according to the system; 6. Have good practical experience in pre-job training for new employees, formulate annual on-the-job employee training plan according to the company's needs, organize and supervise the implementation according to the plan, complete all training materials required by ISO900 1 and ISO 14000, and participate in the company's annual ISO audit and customer audit; 7. Be familiar with national labor laws and regulations, have rich experience in human rights factory inspection of European and American customers, participate in the whole factory inspection process and answer questions accompanied by factory inspectors, supervise and assist in completing all relevant materials of factory inspection; 8. Investigate the salary level and welfare benefits of technicians in the same industry and ordinary workers in surrounding factories, analyze the survey data, formulate the salary positioning table for each position within the enterprise, and put forward benign suggestions and improvement plans; 9. Be familiar with the personnel quality requirements of various non-technical posts, and formulate job descriptions for each post as required; 10. Familiar with social security, labor contract, temporary residence permit and other related processes; 1 1. Have some practical experience in dispatching and controlling official vehicles and drivers; 12. Be familiar with the control of debridement, disinfection and dressing change of commonly used medical drugs, and immediately give effective hemostasis and dressing change for minor industrial injuries; 13. Improve the company's factory rules and regulations according to the actual situation to ensure the feasibility and effectiveness of the system; 14. Arrange the daily work of the deployment personnel, taking into account the daily management of the front desk, logistics and dormitory administrators; 15. Cooperate with all units to handle all daily affairs related to personnel, coordinate daily administrative relations, successfully complete tasks assigned by superiors, and organize, plan and participate in various activities organized by the company. Work attitude: initiative, sincerity and diligence; Work style: decisive and gentle, hard-working and thoughtful; Personality adaptation: optimistic, good at getting along with others, patient and principled, able to work under great pressure; Good at analysis, good at summarizing and clear-cut.
Question 10: What is the difference between company management and system? A score of 5 usually means that only system construction safety, environment, quality system management and occupational health and safety management pay attention to employees' occupational health and safety management. The main aspects of the environmental management system are the company's environmental management, environmental management and control affected by various factors, quality factory management, products involved, quality service and whole process control. And all company management should be more extensive, including financial management, internal supervision and management, clerical work, office meetings, workflow and system construction. The company management is not good, and the scope and content of the company management system are greater than.