Employee career planning management: 

1. The human resources department is responsible for system design, organization and coordination. Its responsibility is to formulate the implementation measures of the company's employees' career planning and management, clarify the job classification, job requirements, development direction and promotion conditions, organize the implementation, establish an employee quality evaluation system, provide a basis for evaluating employees' career development ability, and establish an employee training system matching career planning and management, And organize and implement training, supervise and guide the career planning and management of employees in each unit.

2. Each employing department specifically implements career management. Its main responsibilities are to clarify the human resource needs of the unit, provide feasible development direction for employees, prepare employee responsibility requirements for each position of the unit, comprehensively evaluate the knowledge, ability and performance of employees, fill in employee training plan, apply for training and education opportunities for employees, and supervise the career development of employees Guidance and adjustment.

Career development direction:

1. Vertical career development direction: within the company, posts are divided into different levels according to job requirements, wages and other factors, and a position sequence from low to high is formed. Employees are promoted gradually along this position sequence. The vertical career development direction follows the principle of promotion step by step, and skip promotion is not allowed.

2. Horizontal career development direction: that is, career transformation, which refers to the transformation of employees between different career categories on the condition that they meet the job requirements and have relevant professional knowledge.