You Need To Plan This Career.

Many people who are working or living in the workplace or in the workplace are puzzled about career development: there are people who are worried about job hunting; others are entangled in job hunting; others are shaking off job hopping.

No matter what kind of confusion it is, it is simply the question of choice and choice.

People need to be responsible for themselves. If they want to have freedom of choice, they must have the right choice.

Job seekers who are "black" are often present.

From school days, you should be careful to start preparing for your career.

One HR complained.

Planning career starts with three major considerations

Experts believe that character, interest and ability are the three most important considerations in career planning.

Character is the most important factor. People with different personalities are suited to different industries and positions. A free, independent and creative person must be uncomfortable when he is a grass roots civil servant. If a quiet, introverted and sensitive person is placed in a sales position, he will easily collapse.

If you want to know the match between your personality and your job, you can get some professional advice through professional organizations to help you find the right job.

Interest and personality are related.

Facing your interests, you will put more energy into your job and make it easier to do well.

The problem is that graduates often lack working experience and have no clear understanding of what industry or job they are suited for.

When I communicate with some new people in the workplace, I often hear such words, such as "I chose this job because I liked it, but I didn't realize that it was completely different from what I imagined."

We must first understand the market and understand the industry, so we can not just make choices based on imagination.

Job seekers are not interested in this job, but they gradually develop interest in their work.

It should be reminded that interest can be cultivated and that ability can be cultivated and exercised.

Different career stages are different.

Career planning should be done in stages and should be divided into three stages:

Those who have been working for less than 5 years should be concerned about their ability in the early stage of their career.

At this stage, the more work we do, the better the work.

Work for more than 6 years, has entered the "mid-term" career, the more money to do the job is good work.

At this stage, if you want to make more money, you must exercise more in the early stage.

For those who are very senior or even close to retirement, the job they like is good work.

This "three stages" for "exercise - to earn money - for hobbies" has a certain reference function for graduates seeking employment or senior staff job hopping.

When moving from a job hopping idea, it is better to think clearly about what you are jumping for, for improving your ability, earning more money, or for hobbies.

It is suggested that young people should change jobs for the sake of physical training. Only in the early stage of their career can they grow and improve.

Principles of career planning

If your career planning goal is to become a general manager who controls hundreds of millions of asset companies, you have to divide the plan into several intermediate plans, such as when to become a department head and when to become a manager of a department, and then further subdivide these plans, making it a direct operational plan.

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.

4. the principle of dynamic objectives.

Generally speaking, the organization is changing and the organizational position is dynamic, so the organization's career planning 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 pformation or increase of work content, the expansion of the scope of responsibility, and the enhancement of creativity.