Eight Principles Of Career Planning

1. the principle of interest integration. Interest integration refers to the integration of employee interests and organizational interests. This integration is not to sacrifice the interests of employees, but to handle the relationship between personal development and organizational development, and to find the combination of personal development and organizational development. Each individual is learning and developing in a certain organizational environment and social environment. individual The purpose and values of an organization must be recognized and its values, knowledge and efforts focused on the needs and opportunities of the organization.

2. the principle of fairness and openness. In terms of career planning, enterprises should disclose their criteria and maintain a high degree of spanparency when providing information on career development, educational training opportunities and job opportunities. This is the embodiment of the dignity of the members of the organization and the guarantee of the overall enthusiasm of the management staff.

3. the principle of cooperation. The principle of cooperation, that is, the activities of career planning, should be jointly formulated by the organization and the staff, and jointly implemented and co participated. Career planning is a good thing and should be beneficial to both organizations and employees. However, if there is no communication, it may cause neither understanding nor coordination to cause risks. Therefore, it is necessary to establish a trust relationship between the top and lower levels before and during the development of career development strategy. The most effective way to establish mutual trust relationship is to always participate in, jointly formulate and jointly implement career planning.

4. the principle of dynamic objectives. Generally speaking, the organization is changeable and the organization's position is dynamic. Therefore, the organization's career planning for employees should also be dynamic. In terms of the supply of future positions, organizations should not only ensure their own good growth, but also focus on the positions that employees can develop and create in their growth.

5. time gradient principle. Because of the task of development and career cycle development, the content of career planning and management must be divided into several stages and divided into different time periods. At each time stage, there are "starting point" and "ending point", namely, the two time coordinates of "start execution" and "finish goal". Without clear time regulation, career planning will fall into empty talk and failure.

6. principles of development and innovation. Giving play to the "creativity" of employees should be reflected in the determination of career goals. Career planning and management is not to set up a set of rules and procedures, so that employees can follow the rules and step by step, but to enable employees to develop their capabilities and potential to achieve self realization and create organizational effectiveness. It should also be seen that the success of a person's career is not only a promotion of his job, but also an internal quality change such as the spanformation or increase of work content, the expansion of the scope of responsibility, and the enhancement of creativity.

7. the principle of promoting the whole process. Implementing careers career All aspects of planning are observed, designed, implemented and adjusted to ensure the continuity of career planning and management activities and ensure its effectiveness.

8. the principle of comprehensive evaluation. In order to develop the career status of employees, organization We should have a correct understanding of the status of career planning and management, and make a comprehensive evaluation of the career of the organization, employees, individuals, superiors, family members and other social sectors. In the evaluation, we should pay special attention to the evaluation of subordinates to their superiors.