"People are in the workplace", and career planning and management are problems that everyone has to face. With the increasingly fierce competition for talents, the human resource management of enterprises has been gradually improved, and career management has gradually become one of the important contents of human resource management of modern enterprises. Career management under the background of knowledge economy should be a dynamic process to meet the needs of employees, managers and enterprises, and an important tool to achieve a win-win situation for individuals and enterprises. In modern enterprises, individuals are ultimately responsible for their own career development planning, which requires employees to accurately understand their own personality characteristics, advantages and disadvantages, establish their own life direction, find their own career orientation, and evaluate the gap between personal goals and the status quo in order to increase their professional competitiveness. Managers must encourage employees to be responsible for their career, provide help in personal work feedback, and provide information about organizational work and career development opportunities that employees are interested in; For enterprises, with the help of career management, we can deeply understand the development aspirations and career interests of employees, plan talents for designing an organizational structure suitable for enterprises, and make employees feel valued by enterprises, thus improving employee satisfaction and loyalty, reducing the use cost of human resources and stabilizing the workforce. According to the specific situation, we should take various ways to guide the career management of employees' personal development goals and corporate strategic goals, so as to balance the needs of enterprise growth and employee development and form a close interest relationship between enterprises and employees.

So how can enterprises successfully implement career management? First of all, we must understand the general law of success. Anthony robbins, an American success master, once put forward a universal formula of success: success = clear goal+detailed plan+immediate action+inspection and correction+persistence to the end. It can be seen from this formula that if you want to succeed, you must first understand your goals and detailed plans, and so does career management.

1, first of all, we should take the strategic objectives of the enterprise as the guide and improve the career planning of employees. At present, many enterprises lack the process of integrating "individual struggle" into "* * * common vision", and an enterprise lacking strategic goals will inevitably be distracted and constrained, making it difficult to develop. At the same time, enterprise development is based on "individual struggle" and the integration of "individual struggle". Guided by the strategic objectives of the enterprise, through the systematic design of the organization, the personal career planning objectives of employees are integrated with the development objectives of the enterprise to realize the interaction between enterprises and individuals and the common development of * * * *. At the same time, we are constantly moving closer to the strategic objectives of the enterprise, which not only encourages employees to make continuous efforts and dedication, creates an efficient working environment, but also makes the organization develop in the established direction, which embodies the guiding ideology of modern enterprise management and realizes the "win-win" management model between organizations and individuals.

Secondly, the overall development of enterprises can also promote personal development, and the two promote each other. Employees often choose enterprise development in order to pursue good career development. If an excellent employee is not developed, his choice will only be to find another job, especially in a market-oriented economy and society. The maintenance of a good "* * * vision" lies in the respect of employees' rights by enterprises. For employees, the quality of career planning will definitely affect the whole life course. Employees' life goals are diverse: quality of life goals, career development goals, social goals such as the impact on the outside world, interpersonal environment, etc ... I think in this respect, enterprises can change the way employees designed their own careers independently in the past, and organizations can introduce scientific evaluation systems, such as personal personality tests, quality tests, skill evaluations, etc. To help employees rationally understand and evaluate their interests and abilities. Combined with the development strategy of the organization, the present situation of human resources, human demand, etc. To provide scientific reference for employees' career development and career planning, and work with employees to formulate personal career plans that meet the needs of the organization. At the same time, set up career development channels within the organization, mobilize post resources within the organization, promote the implementation of employee career planning, avoid the influence of employee career design on organizational development goals due to information asymmetry, and avoid the risk of brain drain after enterprise training on organizational strategic development.

2. Fully understand and grasp the characteristics of employees at different stages of career development. As a long-term and dynamic management process of an organization, career management runs through the whole process of employee career development and organizational development. For each member of an organization, because they are in different stages of personal development and organizational development, each stage has its own development characteristics, development goals and development priorities. Therefore, enterprises must grasp different priorities and implement different career management at each development stage. For example, in the stage of career selection, the focus of career management is to help employees choose a satisfactory career. Therefore, we must fully understand the knowledge, attitude, hobbies, professional values and other characteristics of new employees, and guide them to correctly choose the occupations provided, so that the occupations can match people's abilities and specialties, and also meet the career aspirations of job seekers. In the stage of career stability, employees' career aspirations have basically stayed in a fixed career, and personal career management has a fixed goal. At this time, the focus of enterprise career management is often based on the characteristics of employee career anchor, guiding employees' self-development and attracting employees to "decompose" steadily according to the specific needs of each employee.

3. Make enterprise training plan with employee career development as the core.

The purpose of establishing an enterprise training system centered on employees' career development is to combine the strategic objectives of the enterprise with the characteristics and training needs of employees at different stages of their career development, and then formulate targeted training development plans for employees, further discover their potential abilities and specialties through training, lay a good foundation for their career planning, and help them grow as soon as possible to meet the needs of their own jobs and future career development.

Let employees fully understand the corporate culture, business philosophy, management system, job content, job qualification, job promotion route, job vacancy, job rotation and training of each position in the enterprise; Help employees understand their interests, abilities and personality characteristics through basic quality assessment; Through dialogue and open vocational seminars, help employees understand their actual work experience and experience, analyze what they can do well at present, and what they can do well in the future if they are trained and trained in practical work, and arrange these jobs in a certain order. On this basis, help employees set their short-term, medium-term and long-term career goals. Enterprises should respect employees' personal wishes when helping them set their career goals. We should also proceed from the overall situation of enterprise development; It is necessary not only to make the selection and determination of employees' career goals have a long-term and effective incentive effect, but also to meet the needs of enterprise development and truly realize the win-win goal of employees and enterprises.

4. Establish an evaluation system for the implementation of career management and create an environment for the transformation of training results. The evaluation of the implementation effect of career management based on enterprise training is divided into two levels: one is the evaluation of personal career success. Career success is the realization of employees' personal career goals, which is highly targeted. Trainees have a unique standard to define their career success, including what success means, the scope of success, the recognized status and the recognized way. Due to the diversity of standards, enterprises should formulate personalized career design and management strategies according to the specific conditions of employees. The second is to evaluate the implementation effect of career management. For an enterprise, everything must be based on the strategic development goals of the enterprise. Under the guidance of this goal, we will carry out employee training and employee career management, and take two aspects of evaluation as the main goal: (1) the adaptability evaluation of career management system to enterprises. Evaluation indicators include whether it is accepted and supported by senior leaders of enterprises. Is it understood and supported by all employees? Is it in line with the current social concept and accepted by the social environment? (2) Evaluation of the implementation effect of career management system. The evaluation index includes whether the enterprise can attract, cultivate and retain the outstanding talents needed by the enterprise. Can it really improve the ability and quality of employees? Can you attract, cultivate and retain the outstanding talents that enterprises need? Can we improve the work efficiency of employees, continuously improve the quantity, quality and service of products, and enable enterprises to obtain maximum benefits and sustainable development?

To sum up, I think career management is the primary problem of rational allocation of enterprise resources, and human resources are incremental resources that can be continuously developed and added value, because the development of human resources can constantly update people's knowledge and skills and improve people's creativity, so as to make full use of inanimate "material" resources, especially with the advent of the knowledge economy era, knowledge has become the main body of society, and it is "people" who master and create these knowledge, so enterprises are more. Therefore, strengthening career management and making people make the best use of their talents is the primary problem of rational allocation of enterprise resources. If you leave the rational allocation of people, the rational allocation of enterprise resources is empty talk. Secondly, career management can fully mobilize people's internal enthusiasm and better achieve the organizational goals of enterprises. The purpose of career management is to help employees improve the satisfaction of needs at all levels, so that people's needs can transition from pyramid to trapezoid and finally approach rectangle, which not only gradually improves employees' low-level material needs, but also gradually improves the satisfaction of high-level spiritual needs such as self-realization. Therefore, career management should not only meet the needs of life development, but also be based on people's advanced needs, that is, based on the needs of friendship, respect and self-realization, truly understand what employees want in their personal development, coordinate their planning and help them achieve their career goals. This will inevitably inspire the strong spiritual strength of employees to serve the enterprise, and then form a great driving force for the development of the enterprise and better realize the organizational goals of the enterprise. Finally, career management is the organizational guarantee for the long-lasting enterprise. The fundamental reason for the success of any successful enterprise is to have high-quality entrepreneurs and high-quality employees. Only when people's talents and potentials can be brought into full play, can human resources not be wasted and wasted, and can the survival and growth of enterprises have an inexhaustible source. The main capital of developed countries is not tangible factories and equipment, but their accumulated experience, knowledge and well-trained human resources. Providing a stage for employees to display their talents through management efforts such as career and fully embodying their self-worth is the fundamental guarantee for retaining and condensing talents, and also the organizational guarantee for the long-term success of enterprises.