There Are Two Key Points To Be Grasped In Workplace Charging.

Work is not occupation.

Work is only a special position that a person owns in an organization. Perhaps people are proud of it and do it with great care. But work does not necessarily provide a broad view of things, nor does it necessarily mean that someone has made progress because of this work.

Occupation refers to the aggregation of work done by a person in his life and his attitude towards his work. Occupation includes a person's whole life in the working environment, which means psychological integration. Therefore, people who have jobs will expand themselves beyond the requirements of a job.

Most career paths go through four stages, and each stage faces different problems and tasks.

The first stage: Exploration and try.

This stage usually occurs between 15-25 years old. For most people, after a period of concentrated learning, the problem of finding a job and becoming an employee has begun to be taken seriously. The first stage of occupation has begun.

This is a learning stage, which includes many "first": the first interview, the first part time job, the first full-time job and so on.

This stage will also make people feel the challenges of work.

The second stage: the progress stage.

This stage occurs at the age of 25-35, and people start their first real job, experiencing success, failure, promotion or pfer.

At this stage, many people begin to measure and develop their career planning. They begin to identify a specific field and expect long-term success.

At this stage, there will also be opportunities from other fields or other organizations.

The third stage: the middle of a career.

At the age of 35-50, most people begin to face a turning point.

There are three developing directions at this stage: upward, downward and horizontal development.

If you are developing upward, individuals will be appreciated by organizations, promoted and take greater responsibilities. This is the result of your skills and continuous learning.

If the level is developing, individuals will be removed rather than promoted. It may still be safe, but there is no hope of improvement. At this time, individuals should consider changing careers.

If it is to go downhill, then the individual is redundant in the organization, without a sense of security or even frustration. Individuals should try another company.

Obviously, this stage is very important.

In today's business environment, it is hard for companies to tolerate the lack of personal skills and career development. Therefore, continuous improvement is crucial.

The fourth stage: late career.

At the age of 50 - retirement, this is the peak of career development for those who are in the upward direction of the previous stage.

His value lies in his judgement, his experience and his ability to share his knowledge with others.

They are the coaches of the next generation of managers.

The impact of changes in occupational environment on career

In recent years, great changes have taken place in the occupational environment. The relationship between the company and its employees has changed. The era of lifetime employment has ended and replaced by "the ability to employ for life".

Companies and employees share responsibilities. Employers have an obligation to provide employees with opportunities to improve themselves, and employees must also grasp their own jobs.

Economic and industrial development is so fast that no company can know what it will be in a year or a few years.

In order to win competitiveness, such measures as layoffs, restructuring, outsourcing, team formation and decentralization are all changing the work and the appearance of the workshop. This change has also brought great harm to employees' career.

Process reengineering has made the original career path disappear, and middle managers have lost the promotion channel.

The company contracted out its own business scope and outsourced its non core businesses. The result is that work has become a contracting sub contracting mode and is no longer vertically integrated.

For professional managers, the information has been very clear, the rules have changed, looking for opportunities rather than security, planning their own career achievements rather than jobs.

Careers will be less and less defined by companies (such as "I work for IBM") and more and more professionally defined (such as "I am a professional manager").

Here are 7 Rules on how to succeed in a changing environment, which also reflects changes in the economic environment:

Don't rely on convention. In the past, the road to success is not always the same.

Always pay attention to the tremendous impact of globalization, full of competition and opportunities, and success comes from quick determination and flexibility.

Turning to small scale or Private Companies, away from those big companies and government departments.

Not only management, but leadership. Managers only deal with change, and leaders can make changes.

Never stop making progress. Lifelong learning is indispensable to success.

Boost your motivation and motivate your employees to work hard to get the highest reward.

Bargaining power, taking risks and looking for opportunities.

The new rules arising from these new environments make career planning and control particularly important.

Career planning process

It is not enough for you to work hard and do well in your work.

Only those who plan their careers can have long-term success.

Career planning is a process from defining the career that one wishes to develop to planning and implementing. It connects individual needs and skills with career goals. This is also a systematic and gradual process.

The steps of the career plan are as follows:

Self assessment.

You need to collect information on your values, interests, skills, experiences, etc., such as: what do you think is the most important, what makes you happy at work and what you most want to get paid for, so as to identify your existing abilities and strengths.

Today, the requirements for a manager are: independence, flexibility, leadership ability, learning, self-confidence and courage to change. Do you have these abilities?

Throughout the career, this self-assessment should be carried out frequently to ascertain whether it is suitable for the development of organizational goals and whether new skills need to be supplemented.

In this process, it is important to avoid "outdated" ability. "Obsolescence" means that he is unable to complete his work and fail to achieve his goal.

In the process of organization reengineering, the way of team management instead of vertical management makes managers only rely on personal performance. If outsourcing is involved, managers can only be eliminated if they do not learn new skills.

Explore opportunities and choices.

At the beginning of your career, you need to identify a few questions: what are the future prospects of the industry?

What are the career opportunities that exist?

What kind of work can you get?

What is work related to career?

In the middle of the career, we should focus on measuring the opportunities inside and outside the organization: what are the prospects of the company?

What positions can be open to competition?

What is the technology that the company depends on?

What training and development can I get?

When will it be promoted?

How about the external labor market?

This step is especially important in organizations with flat and team management.

The answers to these questions are changing almost every day, so we must learn to analyze comprehensively and flexibly, and find various signs that may cause trouble in their careers.

For example, if you can't say what you've learned in the past six months or what you will learn next, you need to be vigilant; if you can't learn anything from the field you are engaged in, you should choose to leave.

If your job is advertised openly, can you win the job?

You have to constantly adjust your skill structure.

What will you do if your present job is gone tomorrow?

So you have to have marketing skills to sell yourself.

Set goals.

Once opportunities are clear, short-term and long-term goals should be formulated.

Here are two important questions to consider: what level do you want to meet before you retire?

What field do you want to get involved in?

For the latter question, because each person's abilities and interests are more or less adapted to certain industries, and in the future development, the prospects of each industry are different.

As for the previous question, it is better to put it another way: that is, you should consider the products or services that you want to produce like the operators, which involves whether you specialize in one field or choose generalists.

The traditional view is that generalists are wise choices. Choosing professionals is the best way to put all eggs in the same basket. On the other hand, it is also risky to choose generalists, because some companies are better at treating professionals than scarce ones.

After analyzing these problems, it is necessary to make clear what knowledge and skills to learn and what jobs or experiences to acquire to achieve their career goals.

What people and resources do we need to achieve our goals?

What is the way to organize the authorized allocation work?

The above three steps involve the process of socialization: all organizations are unique and have their own unique methods, values and reward systems. You have to be clear: what abilities, actions and motivating employees can be recognized by the organization.

You must accept the organization and accept it.

This process is socialization: when new employees acquire information about organization values, policies, habits, procedures, and so on, they also know who owns power and behavior restrictions and how to survive and develop.

The organizational psychologist divides the process into three stages: the candidate creates a preliminary impression and expectation on the organization; the new employee matches his needs with the needs of the organization; the organization and the employees recognize each other.

Not all employees can go through the latter two stages. When faced with too many contradictions and compromises, they may not be able to adapt, they will choose to leave or be eliminated.

After these three phases are completed, the organization and employees enter a psychological contract stage: that is, the invisible agreement between employees' psychology and experience, commitment and observation on the operation of the organization.

This arrangement is the result of interaction between employees and bosses, between colleagues and employees, and the experience of organizations strengthening certain behaviors of employees.

Fairness, equality and mutual trust between employees and employers.

Therefore, socialization provides opportunities for individuals to recognize organizations, and to identify what is highly respected by organizations.

For example, what ability is related to development?

What actions are valuable?

Develop action plans.

A timetable is established through formal learning or in the form of training courses.

Implementation and evaluation plan.

In the process of execution, plans should be revised at any time with changes in the internal and external conditions of the organization.

Ask yourself at any time: do you have the ability to match the ability of organizational recognition?

Do I have these abilities?

Do you need other (Education) preparation work?

Everyone has their own career plan. This is not a process of once and for all. It is necessary to analyze the development of the industry and the characteristics of the organization in the economic environment, combine with the comprehensive quality of oneself, and constantly improve their career plans, so as to go on the competitive job market.