If your career goal is to become a master planning a billion dollars of assets the company's general manager, you want this plan into several medium-planning, such as when a department head, when a department manager, and then further subdivided these programs, making it a direct operational specific plans.
Five Career Design premise
1. The right career aspirations, a clear career goals. Professional ideals in people's careers in the design process plays a role in regulation and guidelines. A person to choose what kind of job, and why choosing a career, usually in their career aspirations as a starting point. Career aspirations of any person is bound to be social environment, the constraints of social reality. Social development is the objective basis of career aspirations, all of the community development needs and career aspirations interests of the people are noble, right, and practical feasibility. Students should be the ideal career aspirations and national interests of the individual and social needs of organically combined.
2. The right to self-analysis and occupational analysis. First of all, through scientific understanding of the ways and means of their own career interests, temperament, personality, ability to conduct a comprehensive understanding of the strengths and know their strengths, weaknesses and shortcomings. To avoid the blindness of the design, to design highly desirable. Secondly, the modern professional with its own regional, industrial, job and other characteristics. To which the occupational status and development prospects of the industry have more in-depth understanding, such as personnel supply, average wages condition, an informal group of industry norms; but also understand the special needs of professional ability.
3. To construct a reasonable knowledge structure. Accumulation of knowledge is the basis of talent and the necessary conditions, but the amount of knowledge alone is not sufficient to show that the true level of knowledge a person, who not only has a considerable amount of knowledge, but also to form a reasonable knowledge structure, there is no reasonable knowledge structure, can not utilize their creative function. Reasonable knowledge structure generally refers to the pagoda and the network type two.
4. Training of professional practice needed skills. Comprehensive ability and knowledge is the basis for employers choose talent. In general, access to new posts should focus on training to meet the needs of the community decision-making ability, creativity, social skills, practical ability, organization and management skills and self-development of the life-long learning, psychological adjustment, and flexible capability.
5. To participate in useful vocational training. Vocational training including vocational skills training, self-adaptability of vocational assessment, career intentions and other scientific determination. By "officials" activities, students "young volunteers" activities, graduation practice, the campus engaged in social entrepreneurship and part-time simulation of professional practice, professional and other vocational training intended evaluation.
Eight principles of career planning
1. Interests of the integration principle. Interest is the integration of the interests of employee benefits and organizational integration. This integration not sacrifice the interests of employees, but rather deal with personal development and organizational development of the relationship, personal development and organizational development to find the point of integration. Each individual is in a certain organizational and social environment in the learning and development, and therefore, the individual must be recognized purpose of the organization and values, and to his values, knowledge and efforts to focus on organizational needs and opportunities.
2. Fair and open principles. Career planning, career development companies to provide various information, education and training opportunities, employment opportunities, should disclose their condition standards, maintain a high degree of transparency. This is to be respected members of the expression of personality, is to maintain the overall active management of the guarantee.
3. Collaboration principles. The principles of collaboration, namely the career planning activities, they should jointly by the organization and staff development, joint implementation, joint participation to complete. Career planning this is a good thing, should help both organizations and employees. However, if the lack of communication, it may cause the two sides do not understand, do not fit as well as pose a risk, so must management strategies in career development and ongoing before the establishment of superior-subordinate relationship of mutual trust. Establish relations of mutual trust that is always the most effective way to participate, jointly developed and jointly implement career planning.
4. Dynamic target principle. In general, the organization change, organizational position is dynamic, so the organization's career planning for employees should also be dynamic. In the "future job" supply side, the organization in addition to use their own good to ensure the growth, but also pay attention to staff development and growth can create jobs.
5. Time gradient principle. As with the development of life cycle stages and career development tasks, career planning and managing the content to be broken down into several stages, and divided into different time periods to complete. Each time period there are "starting point" and "end", or "begin" and "to achieve targets," the two time coordinates. If there is no clear time-bound, will talk about career planning and failure caught.
6. The development of innovative principles. Play to their "creativity" that, in determining career goals should be reflected. Career planning and management, does not refer to a set of regulatory procedures, the staff behave, step by step to complete, but employees must play to their ability and potential to achieve self-realization, to create organizational benefits. Should also be noted that a person's career success, not only to enhance his position, but also the content of work or increase the conversion, the expansion of the scope of responsibility and creative changes in the intrinsic quality enhancement.
7. To promote the principle of the whole. In the implementation of all aspects of career planning, the staff observed the whole process, design, implementation and adjustment to ensure that career planning and management activities, persistence, its effectiveness is guaranteed.
8. A comprehensive evaluation of principles. In order to staff career development and organizational career planning and management have the correct understanding of the situation, up to the organization, individual employees, the higher managers, family members and community interested parties on a comprehensive evaluation of his career. In the evaluation, paying particular attention to the evaluation of lower to higher levels.
Six-step career planning
1. Self-assessment. Mainly on the individual needs, abilities, interests, personality, temperament, and so the analysis to determine what career more suitable for themselves and what they have the ability.
2. Organization and Social Environment. Pay more attention to the planning of short-term analysis of environmental organizations, long-term planning should focus more on analysis of the social environment.
3. Career opportunities for assessment. Assessment of career opportunities, including opportunities for long-term opportunities and short-term assessment. Through the analysis of the social environment, combined with my specific situation, assess what long-term development opportunities; the environment through the analysis of the organization to assess what the organization short-term opportunities for development.
4. Career Goals. Identify career goals, including goals in life, long-term goals, medium-term goals and short-term goals identified, they were with life planning, long-term planning, medium-term planning and short-term planning correspond. First, according to their professional, personality, temperament and values, and social trends to determine their own life goals and long-term goals, and then refine their goals in life and long-term goals, based on individual experience and organizational environment in which to develop appropriate medium-term goals and short-term goals.
5. To develop action plans. The objectives into specific programs and measures. More important in the process of action have the choice of a career development path, career choice, appropriate education and training program development.
6. Evaluation and feedback. Career planning is a personal assessment and feedback process for their continued understanding of the process, but also on the continuous process of understanding, is to make more effective career planning a powerful tool.
Five Career Design premise
1. The right career aspirations, a clear career goals. Professional ideals in people's careers in the design process plays a role in regulation and guidelines. A person to choose what kind of job, and why choosing a career, usually in their career aspirations as a starting point. Career aspirations of any person is bound to be social environment, the constraints of social reality. Social development is the objective basis of career aspirations, all of the community development needs and career aspirations interests of the people are noble, right, and practical feasibility. Students should be the ideal career aspirations and national interests of the individual and social needs of organically combined.
2. The right to self-analysis and occupational analysis. First of all, through scientific understanding of the ways and means of their own career interests, temperament, personality, ability to conduct a comprehensive understanding of the strengths and know their strengths, weaknesses and shortcomings. To avoid the blindness of the design, to design highly desirable. Secondly, the modern professional with its own regional, industrial, job and other characteristics. To which the occupational status and development prospects of the industry have more in-depth understanding, such as personnel supply, average wages condition, an informal group of industry norms; but also understand the special needs of professional ability.
3. To construct a reasonable knowledge structure. Accumulation of knowledge is the basis of talent and the necessary conditions, but the amount of knowledge alone is not sufficient to show that the true level of knowledge a person, who not only has a considerable amount of knowledge, but also to form a reasonable knowledge structure, there is no reasonable knowledge structure, can not utilize their creative function. Reasonable knowledge structure generally refers to the pagoda and the network type two.
4. Training of professional practice needed skills. Comprehensive ability and knowledge is the basis for employers choose talent. In general, access to new posts should focus on training to meet the needs of the community decision-making ability, creativity, social skills, practical ability, organization and management skills and self-development of the life-long learning, psychological adjustment, and flexible capability.
5. To participate in useful vocational training. Vocational training including vocational skills training, self-adaptability of vocational assessment, career intentions and other scientific determination. By "officials" activities, students "young volunteers" activities, graduation practice, the campus engaged in social entrepreneurship and part-time simulation of professional practice, professional and other vocational training intended evaluation.
Eight principles of career planning
1. Interests of the integration principle. Interest is the integration of the interests of employee benefits and organizational integration. This integration not sacrifice the interests of employees, but rather deal with personal development and organizational development of the relationship, personal development and organizational development to find the point of integration. Each individual is in a certain organizational and social environment in the learning and development, and therefore, the individual must be recognized purpose of the organization and values, and to his values, knowledge and efforts to focus on organizational needs and opportunities.
2. Fair and open principles. Career planning, career development companies to provide various information, education and training opportunities, employment opportunities, should disclose their condition standards, maintain a high degree of transparency. This is to be respected members of the expression of personality, is to maintain the overall active management of the guarantee.
3. Collaboration principles. The principles of collaboration, namely the career planning activities, they should jointly by the organization and staff development, joint implementation, joint participation to complete. Career planning this is a good thing, should help both organizations and employees. However, if the lack of communication, it may cause the two sides do not understand, do not fit as well as pose a risk, so must management strategies in career development and ongoing before the establishment of superior-subordinate relationship of mutual trust. Establish relations of mutual trust that is always the most effective way to participate, jointly developed and jointly implement career planning.
4. Dynamic target principle. In general, the organization change, organizational position is dynamic, so the organization's career planning for employees should also be dynamic. In the "future job" supply side, the organization in addition to use their own good to ensure the growth, but also pay attention to staff development and growth can create jobs.
5. Time gradient principle. As with the development of life cycle stages and career development tasks, career planning and managing the content to be broken down into several stages, and divided into different time periods to complete. Each time period there are "starting point" and "end", or "begin" and "to achieve targets," the two time coordinates. If there is no clear time-bound, will talk about career planning and failure caught.
6. The development of innovative principles. Play to their "creativity" that, in determining career goals should be reflected. Career planning and management, does not refer to a set of regulatory procedures, the staff behave, step by step to complete, but employees must play to their ability and potential to achieve self-realization, to create organizational benefits. Should also be noted that a person's career success, not only to enhance his position, but also the content of work or increase the conversion, the expansion of the scope of responsibility and creative changes in the intrinsic quality enhancement.
7. To promote the principle of the whole. In the implementation of all aspects of career planning, the staff observed the whole process, design, implementation and adjustment to ensure that career planning and management activities, persistence, its effectiveness is guaranteed.
8. A comprehensive evaluation of principles. In order to staff career development and organizational career planning and management have the correct understanding of the situation, up to the organization, individual employees, the higher managers, family members and community interested parties on a comprehensive evaluation of his career. In the evaluation, paying particular attention to the evaluation of lower to higher levels.
Six-step career planning
1. Self-assessment. Mainly on the individual needs, abilities, interests, personality, temperament, and so the analysis to determine what career more suitable for themselves and what they have the ability.
2. Organization and Social Environment. Pay more attention to the planning of short-term analysis of environmental organizations, long-term planning should focus more on analysis of the social environment.
3. Career opportunities for assessment. Assessment of career opportunities, including opportunities for long-term opportunities and short-term assessment. Through the analysis of the social environment, combined with my specific situation, assess what long-term development opportunities; the environment through the analysis of the organization to assess what the organization short-term opportunities for development.
4. Career Goals. Identify career goals, including goals in life, long-term goals, medium-term goals and short-term goals identified, they were with life planning, long-term planning, medium-term planning and short-term planning correspond. First, according to their professional, personality, temperament and values, and social trends to determine their own life goals and long-term goals, and then refine their goals in life and long-term goals, based on individual experience and organizational environment in which to develop appropriate medium-term goals and short-term goals.
5. To develop action plans. The objectives into specific programs and measures. More important in the process of action have the choice of a career development path, career choice, appropriate education and training program development.
6. Evaluation and feedback. Career planning is a personal assessment and feedback process for their continued understanding of the process, but also on the continuous process of understanding, is to make more effective career planning a powerful tool.