"Face To Face" In Career Planning

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Mr. Tan Xiaofang suggests that every career person can start thinking at the following six points when he makes career planning.

1, my

2. Several stages of achieving my goal.

3. The ability to achieve goals.

4, I have the ability and lack of ability at present.

5, how to raise the deficiency?

6, improve the formulation and implementation of the plan.

Direction of career planning:

1, vertical development: that is, the promotion of employee positions from low to high level, such as the promotion from manager position to deputy general manager, promoted from assistant engineer to engineer.

Vertical career development mainly emphasizes that the responsibilities of employees are small to large, and the challenges of employees' positions are small and large, and their skills or abilities are low to high.

2, horizontal development: refers to the mobilization of different positions at the same level, for example, the Department Manager pferred to the office director, the R & D engineer engaged in technical work is pferred to the production management engineer post.

This horizontal development can find out the best play point of employees, and at the same time enable employees to accumulate experience in all aspects, so as to create more favorable conditions for future development.

Horizontal career development emphasizes the need for employees to familiarise themselves with different functional areas within the organization. Nowadays, more "T" talents are needed. Therefore, rotation among different functional departments is one of the important means of organizing cadres training.

3, the core direction of development: Although the position has not been promoted, but has assumed more responsibilities, and has more opportunities to participate in various decision-making activities of the unit.

If the personnel manager in the organization is usually responsible for the recruitment, training, remuneration, performance and other human resources management work, if the leadership of the administrative and general affairs are also managed by personnel managers, the scope of personnel administration will be wider, and the personnel management ability will be higher. We all know that managing 10 employees is different from managing 100 employees. The core direction of career development is to emphasize the position unchanged, but the scope of management is wider and the scope of management is greater. Therefore, the comprehensive ability of the incumbent should be further enhanced.

Contents of career planning:

1. External career: external career refers to the career starting from the beginning of education, from work to retirement, including all stages of career and the ladder of status shown therein.

An external career is usually shown as a variety of jobs in the business or other organizations, as well as the jobs that the labor market can provide.

2. Internal career: internal career refers to the subjective level of career. It is a subjective desire of a person to pursue his career, the type and content of his job, and his expected career development plan.

The determinants of internal career include personal abilities, interests, temperament, values, family obligations, leisure needs and so on.

If a person does not have a clear career orientation, he will not have a clear career development goal. Once he has lost his career development direction, he will easily get himself into a career development dilemma.

To become a charming workplace woman, it is necessary to clarify the professional role in the workplace, create a professional image, set up a workplace style, scientifically and systematically do a good job in career positioning, and then make systematic career planning.

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The principles of career planning are as follows:

Clarity principle: is it clear and clear about goals and measures? Is it straightforward to achieve goals?

Challenging principles: are goals or measures challenging, or do they remain the same?

The principle of mobility: is the objective or measure flexible or buffering? Can it be adjusted according to the environmental changes?

Principle of consistency: are the main objectives consistent with the sub goals? Are the objectives and measures consistent? Are individual goals consistent with organizational development goals?

Motivational principles: are goals compatible with their character, interests and expertise? Can they generate intrinsic motivation for themselves?

Principle of cooperation: is individual goal compatible with others' goals?

The whole course principle: when drawing up career planning, we must take into account the whole process of career development and consider the whole process.

Specific principles: the division and arrangement of career planning stages must be specific and feasible.

Practical principles: there are many ways to achieve career goals. When planning, we must take into account its own characteristics, social environment, organizational environment and other related factors, and choose a feasible way.

The principle of evaluation: the design of a plan should have definite time limits or standards so that it can be evaluated and checked so that it can grasp the execution status at any time and provide reference for revising the plan.

Below, I share with you eight elements of career planning, referred to as career planning, "dragon eight":

First, no matter what your career is now or in the future, you must never forget your job.

Two, remember that harmonious interpersonal relationships are very important.

Three, optimize your communication skills.

Four, be good at finding change and adapting to change.

Five, we should be good at learning and using new technologies.

Six, discard all kinds of misconceptions.

Seven, the choice of employment units before the current affairs should do more thorough research.

Eight, we must continue to forge ahead and develop new skills.

Since career is a long-term process, career planning should be based on its own current situation, making short, medium and long-term goals.

In fact, the formulation of career planning is not difficult. Many people fail to achieve their goals after having a definite career plan. Most of them are because there is no continuous execution. Therefore, we must first implement the short-term goals thoroughly and develop a habit to achieve the ultimate goal.

In short, career planning is a predictive behavior, and there are many changes in the implementation process, such as family factors, environmental factors and role changes. Therefore, there must be some room for planning.