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In the enterprise management of countries with high level of economic and social development,employee career management is placed in the main position.As the management system of employees has not formed a system in our country for the time being,employees still need to continue to learn from more successful foreign companies in terms of career development planning.In China,the salary level of enterprise staff are rising day by day.The human resources departments of different enterprises list the career management of employees as the first problem to be solved.Tourism industry is a part of enterprises.In today’s world,the most common form of recreation people choose is travel.So more and more relevant staff are involved in the tourism industry.However,in the process of the development of tourism in China industry,due to the lack of corresponding career planning,a large number of professionals have left,which has posed a great challenge to the human resource management of the tourism industry.FY travel agency is a travel agency specializing in tourism reception,tourism guidance,professional tour guides and other services.It enjoys a high reputation in the industry,and its professional quality and service quality have been recognized by the industry.In recent years,the internal personnel mobility of travel agencies is high and large and showed a trend of continuous growth.Travel agencies have made a series of adjustments to the salary structure,incentive mechanism and jobs,but it still failed to curb the loss of personnel.Many people reflect that this is because the development of the tourism industry is limited.This is also the reason for choosing the research topic of employee career management.This paper takes FY travel agency as a case study.Firstly,according to the current situation of human resource management in tourism industry,this paper discusses the career management of employees in FY travel agency from the perspective of employee career management.Secondly,through the research on the current situation of career management of the staff of FY travel agency,and semi-structured interviews with the staff and middle and senior personnel of FY travel agency.On this basis,it summarizes the parts that FY travel agency needs to improve in the process of employee career management.It mainly exists in the following five aspects.First,the position development orientation of travel agency is vague,and there is a lack of smooth communication channels within the organization.Second,the employee career planning system is not formed.Third,the management system of travel agencies is imperfect and the work efficiency is reduced.Fourth,the career development path of employees is too long.Fifth,the auxiliary means of employees’ career planning are not perfect.Aiming at the above five aspects,this paper puts forward the following suggestions for FY travel agency.Strengthen the positioning of career management,strengthen the construction of career management system of travel agency staff,strengthen the travel agency career management organization and system,perfect the travel agency staff career management process,and optimized the travel agency career planning management supporting measures.