The significance of career planning lies in establishing the direction of life and providing strategies for struggle based on existing achievements. Break through the boundaries of life and create a fresh and full self. Accurately evaluate personal characteristics and advantages. Assess the gap between personal goals and the status quo. Accurately locate the career direction. Re-recognize your own value and add value to it. Discover new career opportunities. Enhance professional competitiveness. Connect individuals, careers and families.
Principles of career planning
1. Clarity principle: Are the objectives and measures clear and definite? Are the steps to achieve the goal simple and clear?
3. Challenging principle: Is the goal or measure challenging or keeping the status quo?
3. The principle of variability: Is the goal or measure flexible or buffered? Can it be adjusted according to the change of environment?
4. Consistency principle: Are the main objectives consistent with the sub-objectives? Are the objectives consistent with the measures? Are personal goals consistent with organizational development goals?
5. Incentive principle: Does the goal conform to your own personality, interests and specialties? Can you generate internal motivation for yourself?
6. Cooperation principle: Is there cooperation and coordination between personal goals and others' goals?
Whole process principle: The whole process of career development must be considered when making career plans.
⒏ Specific principle: The route division and arrangement in each stage of career planning must be concrete and feasible.
Practical principle: There are many ways to achieve your career goals. When planning, we must consider our own characteristics, social environment, organizational environment and other related factors and choose feasible ways.
⒑ Measurable principle: Planning and design should have a clear time limit or standard for evaluation and inspection, so as to know the implementation status in time and provide reference for planning modification.
Duration of career planning
The duration of career planning is divided into short-term planning, medium-term planning and long-term planning.
Short-term planning refers to planning within three years, mainly to determine short-term goals and plan tasks completed in the near future.
Medium-term planning, usually three to five years, plans the goals and tasks within three to five years.
Long-term planning, the planning time is five to ten years, mainly to set longer-term goals.
Career planning is a general term for a series of services aimed at career confusion and career development.
After nearly 10 years of service practice and market education, its purpose and significance have long been known to professionals. Just like the development of consulting industry represented by "management consulting", doubts about technical tools and uncertain expectations of service effects are challenges for its development.
Compared with the two-way high cost and real-time requirements of expert consultation, customer self-service is a more feasible way.
Mobilizing your active learning ability, establishing your professional thinking structure and implementing guidance and support in key links are the starting points of workplace network design and providing products and services.
Facts have proved that passive acceptance rarely brings obvious action effects. The law of "fish and fishing" must be introduced into career planning.
Compared with training professional consultants, developing "customer self-help" products and providing pre-sales and after-sales technical services, it requires higher technical ability, professional skills and practical experience, which can not be done simply by introduction and patchwork. Fortunately, today's workplace network has accumulated 12 years of experience in the development and application of evaluation tools, and more than 8 years of experience in organizational management consulting and personal consulting services.
Then look at the results we have prepared for you, including mirrors and rulers, methods and perspectives, information support and certainty.
1. The primary link of career planning is "career orientation". Please remember that it is "the most important", it is the "mirror and ruler" of your career, which is used to see clearly your professional characteristics and guide your career accumulation and development in 5- 10 years.
Some people will say that it has the lighting and guiding functions of lighthouse, navigation mark and other facilities, which is not excessive at all. In fact, the career direction gathers your efforts and limited resources, revealing the degree difference of key characteristics. In short, firmly grasping the career direction and characteristics is the most effective way to grasp career success from a strategic perspective.
2. Another ruler is "professional core competence assessment". For most people with higher education, it is not necessary. The cultivation of core competence in regular university education can fully support your basic career development goals.
If you feel that your college study is not so smooth or successful, or you have high expectations for your career development, it is necessary to evaluate your ability through "professional core competence assessment" to support your career goals and set a direction and standard for your ability improvement. Its data is the ability standard of enterprise managers.
3. Organizational environment has a great influence on people's career development process, which makes "career maturity assessment" a "second important" service link.
If you don't have resources and power, don't try to transform the organizational environment, because individuals don't have such power. This idea is too idealistic. Actively adapting to the environment is a smart choice and can be grasped by your own efforts.
Organizational principles, workplace rules, interpersonal strategies, methods and perspectives, and self-management all mark your "career maturity" level and determine your rate of return. For those who have made great efforts but still won't be recognized, and are often blamed on the harsh environment, who are constantly swallowing their anger or getting angry easily, "career maturity assessment" is your experienced and wily mentor.
4. Decision-making without information support is a terrible decision. As the saying goes, "There are countless ideas in your heart, but you are confused and firm."
Career planning pays attention to methodology, because methodology, like values, is a metaphysical way and a necessary prerequisite. But if it is not combined with "physical" devices, "Tao" will also become an empty talk floating in mid-air.
Therefore, career planning must ultimately be embodied as "career decision", and "career information base" is its information support. Even if the cost is huge and the risk of piracy is extremely high, it can't hide the strong voice of career counselors and customers. Career consultants and analysts will contribute to this, and its structure and content have been repeatedly designed and adjusted, and will continue.
Inevitably, after thinking and studying, you still need the support of certainty. Especially in complex situations, the planning of trade-offs, strategies, sequences and priorities requires the deep participation of experts.
Expensive and effective is the characteristic of expert consultation service. Strict technical audit standards and carefully polished process tools enable career consultants in the workplace network to provide first-class services, which is completely trustworthy.
"Rich accumulation, rich development" will continue, more comprehensive, more economical, more personalized, more effective, more convenient, and what is hidden behind it is more professional.
Five Premises of Career Design
1. Correct career ideals and clear career goals. Career ideal plays a regulating and guiding role in people's career design. What kind of occupation a person chooses and why he chooses a certain occupation are usually based on his career ideal. Anyone's career ideal is bound to be restricted by social environment and social reality. The needs of social development are the objective basis of professional ideals, and all professional ideals that meet the needs of social development and the interests of the people are noble, correct and realistic. The career ideal of college students should organically combine personal ambition with national interests and social needs.
2. Conduct self-analysis and career analysis correctly. First of all, through the methods and means of scientific cognition, we have a comprehensive understanding of our professional interests, temperament, personality and ability, and make clear our strengths and weaknesses. Avoid the blindness of design and realize a high degree of design adaptability. Secondly, modern occupations have their own regional, industrial and post characteristics. It is necessary to have a deeper understanding of the current situation and development prospects of the industry in which you work, such as talent supply, average salary, informal group norms in the industry, etc. You should also know the special abilities that your job requires.
3. Construct a reasonable knowledge structure. The accumulation of knowledge is the foundation and necessary condition for success, but just the amount of knowledge is not enough to show a person's true knowledge level. People should not only have a considerable amount of knowledge, but also form a reasonable knowledge structure. Without a reasonable knowledge structure, they can't play their creative function. Reasonable knowledge structure generally refers to pagoda type and network type.
4. Cultivate the practical ability required by the occupation. Comprehensive ability and knowledge are the basis for employers to choose talents. Generally speaking, newcomers should focus on cultivating their decision-making ability, creativity, social skills, practical operation ability, organizational management ability, self-development lifelong learning ability, psychological adjustment ability and improvisation ability.
5. Participate in beneficial vocational training. Vocational training includes vocational skills training, self-employment adaptability evaluation, and scientific determination of vocational intentions. Vocational training can be carried out through "going to the countryside" activities, college students' "young volunteers" activities, graduation practice, campus entrepreneurship and social part-time, simulated professional practice, and vocational intention evaluation.
Eight principles of career planning
1. Principle of interest integration. Interest integration refers to the integration of employee interests and organizational interests. This integration is not at the expense of employees' interests, but to handle the relationship between employees' personal development and organizational development and find the combination point of personal development and organizational development. Every individual learns and develops in a certain organizational and social environment. Therefore, individuals must recognize the purpose and values of the organization and focus their values, knowledge and efforts on the needs and opportunities of the organization.
2. The principle of fairness and openness. In terms of career planning, enterprises should disclose their qualifications and standards and maintain a high degree of transparency when providing all kinds of information, education and training opportunities and job opportunities related to career development. This is the embodiment of respecting the personality of the members of the organization and the guarantee of maintaining the overall enthusiasm of managers.
3. The principle of cooperation. The principle of cooperation, that is, all activities of career planning should be jointly formulated, implemented and completed by both organizations and employees. Career planning is a good thing and should be beneficial to both the organization and employees. But if there is no communication, it may lead to mutual incomprehension, non-cooperation and even risks. Therefore, before and during the career development management strategy, it is very necessary to establish a trust relationship between superiors and subordinates. The most effective way to establish a relationship of mutual trust is to always participate, make and implement career plans.
4. The principle of dynamic goals. Generally speaking, the organization is changeable and the position of the organization is dynamic, so the organization's career planning for employees should also be dynamic. In the supply of "future jobs", organizations should not only ensure their own good growth, but also pay attention to the jobs that employees can develop and create in their growth.
5. Time gradient principle. Because life has the tasks of development stages and career cycle development, the content of career planning and management must be broken down into several stages and completed in different time periods. Each time stage has two time coordinates, namely "start point" and "end point", namely "start execution" and "finish goal". If there is no clear time limit, career planning will fall into empty talk and failure.
6. The principle of development and innovation. Give full play to the "creativity" of employees, which should be reflected in determining career goals. Career planning and management does not mean to formulate a set of rules and procedures, so that employees can follow the rules and complete them step by step, but to let employees play their own abilities and potentials, realize self-realization and create organizational benefits. It should also be noted that the success of a person's career is not only the promotion of his position, but also the change of internal quality such as the conversion or increase of work content, the expansion of responsibility scope and the enhancement of creativity.
7. The principle of comprehensive promotion. In all aspects of the implementation of career planning, employees are observed, designed, implemented and adjusted to ensure the continuity and effectiveness of career planning and management activities.
8. Comprehensive evaluation principle. In order to have a correct understanding of employees' career development and organization's career planning and management, it is necessary for organizations, employees, superior managers, family members and relevant social parties to conduct a comprehensive evaluation of their careers. In the evaluation, we should pay special attention to the evaluation of subordinates to superiors.
Six steps of career planning
1. Self-assessment. It mainly includes the analysis of personal needs, abilities, interests, personality and temperament. To determine what kind of career is more suitable for you and what ability you have.
2. Analysis of organizational and social environment. Short-term planning pays more attention to the analysis of organizational environment, while long-term planning pays more attention to the analysis of social environment.
3. Career opportunity assessment. The evaluation of career opportunities includes the evaluation of long-term and short-term opportunities. Through the analysis of the social environment, combined with my specific situation, evaluate what long-term development opportunities there are; Evaluate the short-term development opportunities in the organization through the analysis of the organizational environment.
4. Determination of career goals. The determination of career goals includes life goals, long-term goals, medium-term goals and short-term goals, which correspond to life planning, long-term planning, medium-term planning and short-term planning respectively. First of all, we should determine our own life goals and long-term goals according to the individual's specialty, personality, temperament and values and the development trend of society, and then refine them, and formulate corresponding medium-term goals and short-term goals according to personal experience and organizational environment.
5. Make an action plan. Turn goals into concrete plans and measures. In this process, the more important action plans include the choice of career development route, career choice and the formulation of corresponding education and training plans.
6. Assessment and feedback. The evaluation and feedback process of career planning is a process of constantly understanding individuals and society, and it is a powerful means to make career planning more effective.
Planning mode ABCD
Career goal planning should start with life development, and then make ten-year, five-year, three-year, one-year, one-month, one-week and one-day plans respectively. After the plan is made, it will be implemented from one day, one week and one month until your one-year, three-year, five-year and ten-year goals are achieved.
Future development goals: what do you want to do in this life? What kind of person do you want to be? What do you want to achieve? Which major do you want to be the best? Ten-year plan: A 20-year plan is too long and it is easy to get discouraged. Ten years is just right, and ten years of hard work is enough to achieve a great event. What do you want to do in the next ten years? What do you do? How much income will there be and how much investment in fixed assets will be planned? What kind of life do you want? What is your family and health level? Think carefully, plan one by one, and put it on record.
Five-year plan: The purpose of making a five-year plan is to implement the ten-year scoring stage. And make the plan concrete and further decompose the goals.
Three-year planning: As the saying goes, five-year planning depends on the first three years. Therefore, your three-year plan is more specific and detailed than your five-year plan. Because planning is your code of conduct.
Next year's plan: make next year's plan, as well as the steps, methods and timetable to achieve it. Concrete and practical. If you set goals from now on, you should make a separate plan for this year.
Plan for next month: the plan for next month should include the work planned for next month, tasks to be completed, quality and quantity requirements, financial revenue and expenditure, new knowledge and related information planned to learn, and new friends planned to make.
Next week's plan: the content of the plan is the same as the monthly plan. The key is to be specific, detailed, numerical and practical. And plan the plan for next week in advance every weekend.
Tomorrow's plan: put the three to five most important things in line according to their priorities and do them as planned to avoid "picking up sesame seeds and losing watermelon"