Vocational Planning For today's Chinese people, it is no longer a strange word, but most people are still simply concluding career planning and career development. These include a large number of people engaged in corporate human resources management. However, is the truth really? We must clarify what career planning - career plan can be divided into two layers of individuals and enterprises: 1. Most employees in the enterprise have grown, develop and meet from their current and future work. Strong wishes and needs. In order to achieve this aspiration and demand, they constantly pursue ideal careers, according to personal characteristics, the needs of enterprises, develop their professional planning, which is personal career planning. It is the purpose of achieving the achievement of personal development, and achieves personal development wishes through effective management of individual interest, ability, and personal development goals. 2 They can coordinate with the development and demand of the company, formulate plans for individual growth and development and development of employees, which is the employee career management of the company. It enhances the company's human resources quality, and play the efficiency of human resource management, and achieves enterprise development through the combination of personal development wishes and organizational development needs. How to establish a perfect career development system - First, the establishment of the corporate career development system: refers to the establishment of a number of employee career development channels (即 duty) according to the company's business, personnel, and can include management, technology or marketing, etc. Wait. Enable employees with different capabilities and different occupational interests, they can find a rising path for their own, avoiding everyone crowded on the management runway. The company should clarify the promotion assessment, management measures of different grants, and the correspondence between different levels and income in the grant, and give employees' opportunities to rise. Second, employee career design: For each employee, the company can set up a career development counseling system, and the direct supervisor or senior employee of the upper layer can become a professional counselor of employees. After the new employees enter the company's trial period, the professional counselor shall talk to the employee to talk about the employee to use the assessment tool to conduct personal specialty, skill assessment and career tendency investigation. Help new employees according to their own circumstances, such as professional development intentions such as occupational interests, qualifications, skills, personal backgrounds, set up future career goals, poor, poor, poor, Poor, is the third, employee career development training: Companies should combine employees The career development goals provide the conditions for employee development. Measures for capacity development can include training, work practices and business guidance systems. Companies can provide targeted training including in-service, off-production, and encourage employees to train them according to actual conditions. Fourth, work practices can be to expand existing work content or work rotation. Expand the existing work content refers to adding more challenging or more responsibilities in the existing work of employees. That is, arrange the special project, in a team internal transform role, explore new ways to provide customers with services. Working Renary refers to the opportunity to make a series of work arrangements for employees in several different functional areas of the group, or in a single functional area or department provides employees. Opportunities. Fifth, the business guidance system is a tutor that supports the company's experience and high productivity, providing business guidance for less experienced employees. Business guidance relationships are not only beneficial to be instructed, but also enhance the ability of the instructor and make them progress together. Sixth, the inspection assessment: The company should regularly inspect the implementation of the career management system, while the employee is capable of capacity, performance evaluation, determining ability development results, whether employees reach or exceed the current position qualification requirements, distance A gap between a professional goal, provides a basis for the next development.
