In fact, career planners mainly solve two problems. One is to solve the problem of choice and help people facing career choices make better choices. The other is to solve development problems and help people who encounter confusion and bottlenecks in their career development develop more smoothly.
Specific forms of work mainly include two categories:
Mainly refers to the service of 1v 1, including consultation (giving advice directly), counseling (giving no advice at all) and centrism.
Mainly refers to the services of 1vN, including online and offline sharing, workshops, internal trainers, freelance trainers, etc.
Please note that consultation and training are not mutually exclusive, and they can have both, with different emphasis according to different situations of different groups of people. Trainers of student source planning generally have a deeper insight into customer needs because of their strong consulting ability.
Career planners are usually active in three main scenarios:
School is the starting point of career planning, and it is also a fertile ground for many teachers who are committed to the career of teenagers. Mainly including middle school career and college career.
Middle school career includes academic planning and guidance, and volunteering for college entrance examination. The key point is to help students define their goals, abundant motivation and conversion methods. Academic planning involves more development issues, while college entrance examination volunteers involve more choices.
University life includes two parts: "better schooling" and "better employment". Freshmen and sophomores pay more attention to how to adapt to and live the college life they want, involving more self-awareness and interest exploration, while juniors and seniors pay more attention to how to find their favorite jobs and get offers, involving more about getting offers and choosing jobs.
The C end mainly aims at all kinds of people in the workplace, from "adaptation period" to "development period" and then to "transition period", looking for the most suitable path for personal development one by one, and getting results through hard work.
For the "adaptation period" novices, who generally work for 1~3 years, they are at the grass-roots level and linger on the survival line, but they are always frustrated when they want to develop. They don't know where the problem lies and need to find a "breakthrough point" to adapt to development.
I am familiar with the "development period", generally working for 3~ 10 years, and I have passed the novice period. I need to think about taking the expert route or the management route, when to get married and have children, how to deal with complicated interpersonal relationships and then get promoted and raised.
For the veterans in the "transition period", they generally work for more than 10 years, resulting in job burnout, not knowing where to go in the next stage, and at the same time bearing great social pressure, hoping to find their "admission ticket" for the rest of their lives.
At the same time, solve the identity coordination problems behind the problems of "adaptation", "development" and "transformation", such as work-life balance, family relationship handling, emotional support system and so on.
It is mainly the demand of enterprises for human resources training, including induction training for new employees, internal drive management of core employees and leadership development of management.