The author is not detailed (reprinted from Xinhuanet) December 21, 2004
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?
Career planning can be divided into two layers of individuals and enterprises:
1. Most employees in the enterprise have strong desires and needs from their current and future work. 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 sound career development system -
First, the establishment of a corporate career development system: refers to the establishment of a number of employee career development channels (ie-duty) according to the company's business and personnel, and can include management, technology or marketing. 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 to establish a future career goal to establish future career goals according to their own conditions, such as professional interests, qualifications, skills, personal backgrounds.
Third, the training of employee career development: The company should combine the conditions for the development of employees to provide capacity 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.
Seventh, feedback correction refers to the end of the stage of inspection evaluation, feedback to the employee feedback on the results of the assessment, helping employee analysis and gaps on the way forward, and proposes improvements or recommend adjustment of future development goals and directions. We believe that successful employee career management has the following meaning -
1. Career management is the basis of reasonable configuration of corporate resources: human resources is a sustainable development resource that can be continuously developed and increasing value, and the development of human resources can continue to update people's knowledge, skills, improve creativity, and further Make no life "things" fully taken. In particular, it is a person who is in our own, mastering and creating knowledge, so companies should pay more attention to the improvement and comprehensive development of people's wisdom, skills and abilities. If you leave the reasonable configuration of "people", the reasonable configuration of the enterprise resource is an empty talk.
2. Career management can fully mobilize the intrinsic enthusiasm of people, better realize corporate goals: the purpose of career management is to help employees have improved the satisfaction of each demand level, making people's demand satisfaction from the pyramid shape to trapezoidal transition Close to rectangular, not only gradually improve employee's low-level material demand, but also enhances the satisfaction of their self-realization and other mental advanced demand. Really understand what employees want what they want, coordinate their development plan, help them achieve their career goals. This will inevitably arise from the spiritual power of employee enterprises, and then form a huge driving force for enterprise development, and better realize the organization's goals.
3. Career management is the key to business to maintain evergreen: Any successful enterprise, its root cause is a high quality entrepreneur and high quality employee. People's talent and potential can be fully utilized, human resources will not be done, waste, and enterprises have an unhappy, exhausted source. The main capital of developed countries is not a tangible factory, equipment, but the experience, knowledge, and well-trained human resources they accumulated. Through career management efforts to provide employees to the stage, fully reflect the self-value of employees, is the fundamental guarantee of retaining talents, condense talents, and the organization of organizations.
