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In this issue, we will explain the sixth section of the overall solution of HR employee motivation-career development motivation-helping employees' career development. This book is published by China Legal Publishing House.

Career development incentive refers to the sum of a series of relationships in which enterprises use career development as a means to mobilize the enthusiasm of employees, make employees' goals as consistent as possible with enterprises, and make enterprises develop rapidly under the dual role of enterprises and employees. The application of career development incentives in enterprises can diversify the ways of enterprise incentives, which are no longer limited to a single way of material incentives, but also make material incentives and non-material incentives more flexible. This section introduces three common career development incentives for everyone. They are career-related incentives, training incentives and promotion incentives.

Career development incentive is the unity of long-term interests of enterprises and employees. Every enterprise with a high sense of responsibility has the obligation to point out the direction of career development for its employees and design career development channels, so that employees can see the hope of personal development and realize the long-term stability of talents. In this process, it should be combined with employee training and performance management to form the talent echelon construction plan of the enterprise. Through such employee career development, we can improve employees' sense of belonging, reduce employee turnover rate and realize the sustainable development of human resources.

There are generally three kinds of career development incentives in enterprises, namely career planning incentives, training incentives and promotion incentives.

Let's specifically understand their meaning and function.

Career planning is a kind of planning used by organizations to help employees acquire the skills and knowledge needed for their current and future jobs.

Enterprise managers can make career plans for different employees according to their different requirements to meet the needs of different employees; In addition, the incentive mode of career planning makes the incentive mechanism of enterprises more long-lasting, because career planning is related to the life of employees, which is a feature that other incentive modes do not have.

This kind of incentive method can link employees' work goals with the development goals of enterprises, so that employees and enterprises can win together.

Training incentive method refers to the method that enterprises stimulate the learning desire and enthusiasm of employees who participate in training by organizing employees to participate in training, and then extend this desire and enthusiasm to work.

Training incentive method plays an important role in establishing employees' awareness of lifelong learning, improving employees' knowledge and skills, and building a learning enterprise culture. In the face of complex training individuals and changeable training environment, enterprises need to follow the principles of fairness, people-oriented, timely anti-debt, transparency and the combination of spirit and material to ensure that training can motivate employees.

When enterprise managers use training incentive methods to motivate employees, they must first build a complete training incentive mechanism. Such a complete mechanism can make future training incentives rule-based and standardized. The establishment of training incentive mechanism mainly includes the following three aspects: first, the establishment of training information transmission channels, and the managers of enterprises evaluate the training effect and make incentive decisions according to the training information; The second is to establish a fair, just, open and transparent training assessment system; The third is to design and establish a set of human resource management system suitable for training incentives, and reward employees who have completed training through promotion, salary increase and assessment. Secondly, according to the existing training incentive mechanism, the corresponding incentive system should be established.

The most common explanation of promotion incentive method is the process that enterprise leaders promote employees from a lower-level position to a new higher position, and at the same time give them responsibilities, rights and benefits consistent with the new position. Promotion is an attractive incentive measure for most employees, which is manifested in the changes of employees' remuneration, salary, welfare and office environment. It encourages employees to work harder and put more enthusiasm into their work. We should make good use of this kind of incentive that other ordinary rewards can't match.

Enterprise managers should pay attention to the following two points when using the promotion incentive method to motivate employees:

The first point is that promotion incentives should standardize the way of promotion.

In other words, point out to each employee in which direction his position will be promoted. This promotion is not aimed at a person's promotion, but refers to the future promotion direction of this position. For example, the promotion of the company's technician position includes two directions: first, the technician is promoted to the technical director, then to the technical manager, and finally to the technical director to engage in technical-related administrative work; Second, the technician was promoted to super engineer, then to chief engineer of technical department, and finally to chief engineer of the company.

In short, standardizing the promotion path is to divide all posts into several post groups, and each post can rise step by step from bottom to top in its own post group. The promotion incentive problem of many enterprises is that there is no promotion channel. An employee has worked in every position for more than ten years, and nothing has changed except a slight increase in salary, which will greatly obliterate the enthusiasm of employees and waste human resources.

Secondly, promotion incentive is not simply to give it a higher position.

When a senior manager is promoted, he can first expand the scope of his subordinates' responsibilities, and then award the corresponding titles after his subordinates have been honed and proved their work strength. In this way, colleagues around him will not be dissatisfied with his promotion, because everyone can see that this title was bought by his own ability and hard work. If the boss increases the workload of the subordinate to be promoted and improves his title at the same time, it is a big problem whether the subordinate is competent for the new job. If he can't afford this burden, it means that the company has increased hidden dangers, which will bring great losses and make employees lose confidence, thus failing to achieve the effect of promotion.

This is the career development incentive. Career development incentives mainly include career planning incentives, training incentives and promotion incentives. This section mainly introduces what these three incentive methods are and the key points that need to be paid attention to in the implementation process. As an important part of the combination of material incentives and non-material incentives, career development incentives, if used reasonably, can not only improve the working ability of employees, but also have a deeper understanding of the development status and business strategy of enterprises.

The above is the sixth section of this book, career development incentives-helping employees' career development. Congratulations, you have taken another step on the road of career promotion.