ABSTRACT
Career management theory is put forward by western scholars took the lead sincethe 1930s; it has been brought to the attention of scholars at domestic and abroad.Especially in recent years, with the rapid development of international economicintegration, more and more China enterprise managers pay attention on it.Recently, with the deeply developing in China market, employee more care theircareer development. One of the most obvious points is the loyalty of the career higherthan the loyalty of enterprise. This is also one of the domestic enterprises to improvethe problem.
We present a sample as one of FORTUNE 500 Company, and start our study fromemployee satisfaction survey. To introduce how to draw the conclusion that base onthe human recourse baseline analyst, turnover rate analyst, employee interviewconclusion and so on. The root cause is Lack of employee career management system.To find out the improvement point and design the new management system.
The new system has showed its effect since implement in a short time and on asmall scale trial. Expecting it could improve employee satisfaction rate, effectivelyreduce the staff turnover rate, reduce human capital, and improve employer brandinfluence in the labor market. Finally, realize the win-win situation betweenemployees and enterprises.
KEY WORDS:Carrere Management,Employee Satisfaction,Turnover Rate, HumanCapital
