The 8 Principles Of Career Planning Must Be Kept In Mind.

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1. correct career ideals and clear career goals.

Career ideals in people

2. proper self analysis and career analysis.

First of all, we need to have a comprehensive understanding of our vocational interests, temperament, character and ability through scientific cognition methods and means, and be clear about our strengths, strengths, weaknesses and shortcomings.

Avoid blindness in design and achieve high degree of design.

Secondly, modern occupation has its own characteristics of regionally, industry and post.

We should have a deeper understanding of the industry's current situation and development prospects, such as the supply of talents, the average wage status, the informal group norms of the industry, and so on.

3., construct a reasonable knowledge structure.

The accumulation of knowledge is the foundation and necessary condition for becoming a talented person, but the quantity of simple knowledge is not enough to show a person's true knowledge level.

Reasonable knowledge structure generally refers to two types: pagoda type and network type.

4., cultivate the practical ability of vocational needs.

Comprehensive ability and knowledge is the basis for employing units to select talents.

Generally speaking, new recruits should focus on training decision-making ability, creativity, social skills, practical ability, organization and management ability, self-development lifelong learning ability, psychological adjustment ability and adaptability to meet the needs of the society.

5. participate in useful vocational training.

Vocational training includes vocational skills training, adaptive assessment of self occupation, and scientific determination of occupational intentions.

Vocational training can be carried out through the activities of "going to the countryside three", college students' youth volunteer activities, graduation practice, campus entrepreneurship and social part-time jobs, simulated occupational practice, and career intentions assessment.

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. 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 criteria and maintain a high degree of pparency 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.

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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 posts", organizations should not only ensure their own good growth, but also attach importance to 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 pformation 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.

In the implementation of all aspects of career planning, we should observe, design, implement and adjust the whole process of employees in order to ensure the continuity of career planning and management activities and ensure their effectiveness.

8. the principle of comprehensive evaluation.

In order to have a correct understanding of the employee's career development and the organization's career planning and management, it is necessary to conduct 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.

Six steps in career planning

1. self assessment.

It mainly includes the analysis of personal needs, abilities, interests, character, temperament, and so on, to determine what kind of occupation is suitable for oneself and what abilities oneself possess.

2. organization and social environment analysis.

Short term planning pays more attention to the analysis of organizational environment, and long-term planning should pay more attention to the analysis of social environment.

3. career opportunity assessment.

Assessment of career opportunities includes assessment of long-term opportunities and short-term opportunities.

Through the analysis of the social environment, combined with my specific situation, assess what long-term development opportunities exist; through the analysis of the organizational environment, assess the short-term development opportunities in the organization.

4. determine 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, we should set our goals and long-term goals according to our professional, personality, temperament, values and social development trends. Then we will refine our life goals and long-term goals, and formulate corresponding medium-term goals and short-term goals according to personal experience and organizational environment.

5. develop action plans.

Turn targets into specific plans and measures.

The more important action plan in this process is career path choice, career choice, and corresponding education and training plan.

6. assessment and feedback.

The evaluation and feedback process of career planning is a process of continuous cognition of individuals and a process of continuous understanding of society. It is also a powerful means to make career planning more effective.