The significance of employees' professional ability development and career development planning are very important, which can help us to define our work goals. Career development is to build a career development ladder by integrating various positions within the enterprise and setting up multiple career development series. Let's share the significance of employees' professional ability development.
The significance of employee's career development 1 What is career development ability?
Professional development ability refers to the professional ability that is built on the basis of professional quality, can adapt to the requirements of economic and professional development, and constantly strengthen and develop. Specifically, it is the ability to continuously acquire new knowledge, update professional theories in time and master new technologies; Operational ability to adapt to post changes;
The ability to handle and solve problems in different positions by using the knowledge learned; Good interpersonal skills and psychological easygoing ability; Good moral character, helpful thoughts and sentiments, positive and optimistic value orientation, etc.
Core elements of career development ability
1. Integrity quality
Specifically, what employees do should be in line with the interests of enterprises (on the premise of meeting social interests), but they should not harm the interests of enterprises and seek personal interests without taking advantage of their positions. How does the employer examine the integrity of college students in recruitment? Usually pay attention to whether students pay attention to honesty when dealing with things in their study and life.
For example, ask students to tell a story about their own honesty, and ask them about their psychological activities and behaviors in the process. In fact, a person's integrity can be reflected from bit by bit, such as punctuality in dating, keeping promises and objectively evaluating others. On the contrary, there are some things that violate integrity, such as false resume, breaking the contract casually after signing a contract with the company and so on.
2. Professionalization
Employees must be responsible for their own work, seeking truth from facts and completing the work with good quality and quantity; When there is a conflict between collective interests and individual interests, can appropriate actions be taken, such as dealing with overtime? Employers will pay attention to whether students do their own things well or not, and whether they can take the initiative to do some extra things, that is, things beyond their ability.
For example, when you are a student cadre, can you recognize your role and serve everyone with your heart? Can you take the initiative to do something for everyone in the dormitory (such as cleaning, turning on water, etc.) )? Can you be considerate of your family and shoulder your due responsibilities? For example, some students with financial difficulties will take part-time jobs to make a living.
; There are also volunteer organizations and activities. , assume the responsibility to society. Of course, there are some negative examples. A student participated in the rehearsal of the party program, but temporarily quit because of his bad mood on the day of the performance, which brought great inconvenience to the group. Some students are eager to fill in the questionnaire themselves when doing the questionnaire survey, which makes the content lose its authenticity ... These are all manifestations of lack of responsibility.
3. Awareness of communication and cooperation
At work, many things need to be done through teamwork. Every employee should position himself reasonably, play his due role and give support to others. When there are problems or contradictions, we should respect others, communicate frankly, accept different views, and properly handle contradictions in order to promote the completion of work objectives.
Employers usually take the form of leaderless group discussion to examine students' awareness of communication and cooperation, let a group of students discuss a topic freely, and then observe the performance of everyone in the group.
Some students are active. While fully demonstrating yourself, I can listen to other people's opinions, absorb useful opinions, make necessary adjustments to my own views, and finally synthesize a better solution. In addition, in the process of discussion, we can better affirm, echo, connect and stop other team members and grasp the rhythm of discussion.
On the contrary, some students are too eager to express themselves and interrupt and deny others at will. Too long personal speech affects the completion of team tasks, and shows strong subjective likes and dislikes when dealing with contradictions. These are all manifestations of lack of communication and cooperation awareness.
4. Customer-oriented consciousness
Employees of any enterprise should keep customer orientation and pay attention to the outside. For functional departments, business departments and internal employees are customers; For business departments, consumers and suppliers are customers. Customer satisfaction is the goal of professionals, so we should have the spirit of active service and cooperation, always keep our enthusiasm for work and pursue the perfection of details.
Provide convenient service to customers at any time, reflect the good image of the company everywhere, and make your words and deeds become a mirror of the company. In the process of campus recruitment, employers should always convey the customer-oriented consciousness to students.
For example, erect obvious signboards on the way to the venue, stand up to answer students' questions during the speech, start the written interview on time, solicit opinions on the recruitment process and improve it in time. Of course, employers will also observe whether students are customer-oriented, such as arriving on time, dressing appropriately, closing the door quietly, having all the information, waiting quietly, and greeting politely.
During the internship or work in the company, the employer will remind students to pay attention to some details. For example, when receiving customers, you should take the initiative to pour water for customers in time and personally send them out.
5. Adaptation to the environment and awareness of continuous appreciation.
As employees, enterprises should not be required to adapt to individuals, but should actively adapt to the environment; At the same time, dare to admit their own shortcomings, constantly surpass and refresh themselves, improve their post competence, and provide value to enterprises through creative work.
In the recruitment process, sometimes some students find that some knowledge points have not been mastered after the written test, and they will find relevant information to make up for it in time when they come back, which well reflects the awareness of learning and improvement;
Some students didn't realize their problems after being reminded by others because of the lack of communication methods in group discussion, which reflected their shortcomings in self-reflection and self-improvement.
The meaning of employee's professional ability development. Career development refers to a person's life's work experience, especially the change of occupation and position and the realization process of work ideal. It is an activity of human resource management, which is closely related to job analysis, human resource planning, recruitment and selection, performance evaluation and training.
At present, bringing the career development of enterprise employees into the scope of enterprise human resource management has become an important part of enterprise development strategy, which has been widely valued and applied by many well-known companies and enterprises in the world, and is also widely welcomed by enterprise employees.
The definition of career development has two meanings:
First, for employees, they can accumulate experience and get exercise in the work of the enterprise, and they can achieve the wishes and requirements of growth, development and satisfaction. In order to realize this desire and requirement, they constantly pursue their ideal careers and design their own career goals and career plans;
Second, from the perspective of enterprise human resources management department, pay attention to and encourage employees to make personal career planning, give employees various suggestions and guidance in combination with the needs and development of enterprises, and create conditions: help employees achieve their personal career goals. Career development is conducive to developing the potential of employees, promoting the growth and development of employees, and also helping enterprises attract, use and retain talents.
Professional ability has three meanings:
First, if you want to be competent for a particular occupation, you must have the ability to show your qualifications;
The second refers to the professional quality after entering the workplace;
The third is the ability of career management after starting a career. Every profession needs certain abilities to be competent. For example, teachers should have professional teaching ability and general managers should have coordination and management ability, which can be understood in the qualifications of various occupations (posts).
Professional quality is the inherent quality of people's morality, attitude and will, including working thinking, methods, rules and common sense in the workplace, and it is the ability to deal with people.
The ability of career management is manifested in introspection, self-management, career choice and selection, obtaining and analyzing information, integrating and utilizing resources, understanding and analyzing the career environment, being in the conflict between personal life cycle and career development cycle, planning and changing careers, etc. This is a sign of being responsible for your career development.
It should be noted that not human ability is professional ability, but ability includes professional ability, and only the ability of workers who have an impact on career development can become professional ability. Therefore, when analyzing themselves, college students should think about their abilities and careers.
Because there will be things that your hard work ability can't be transformed into professional ability, such as your hard work in playing basketball, but if the work you are engaged in has little to do with your physical coordination ability, then this ability is not professional ability and will not help your personal career development in the future.
The significance of the development of employees' professional ability 3 1. What is career development?
According to the definition of China Association of Career Planners, career development is a plan used by organizations to help employees acquire the skills and knowledge needed for their current and future jobs.
Career development is actually the development training and education of knowledge, ability and technology for enterprise human resources.
Career development is a lifelong professional activity devoted to the exploration, establishment, success and achievement of personal career path. It is a way for an organization to effectively develop human resources and ensure that there are enough candidates for the positions needed by the organization.
Second, career development planning and methods
1, development plan
Career development planning is the unity of the long-term interests of enterprises and employees. Every enterprise with a high sense of responsibility has the obligation to point out the direction of career development for its employees and design career development channels, so that employees can see the hope of personal development and realize the long-term stability of talents.
On the basis of defining the enterprise development strategy, the company defines the qualifications of different positions, integrates the long-term development vision of the enterprise and personal career goals, and makes clear designs for employees.
Clear and fair career development channels, combined with employee training and performance management, form the talent echelon construction plan of enterprises, improve employees' sense of belonging to enterprises, reduce employee turnover rate and realize the sustainable development of human resources.
In fact, the process that organizations and employees determine their career goals according to their own needs is the value setting for enterprises to attract talents with appropriate quality; Self-career exploration and organizing employees to customize their career development strategies can also be regarded as value development activities carried out by enterprises based on their own and employees' needs:
The career evaluation and career goal revision of organizations and employees is the process of scientifically evaluating employees' contribution to the organization and distributing value. In the value chain of career development management, each link contains several human resource management modules to complete the corresponding functions. The value setting link includes organization research module, configuration module and responsibility goal decomposition module;
The value development link includes modules such as work design, training and career access; The value evaluation and distribution link includes performance management, overall salary design and other modules. Bert Consulting believes that these three links cooperate with each other to integrate and activate the human resources of the organization from different angles.
Enterprise management strategy drives the organization's career development planning and management. The value setting link in the value chain of career development management affects the professional quality characteristics of employees in different positions by attracting talents with appropriate quality who match different positions and levels to enter the enterprise.
The value development link aims to make employees' knowledge, skills and qualification requirements consistent, so as to have corresponding professional behavior ability; The link of value evaluation and distribution drives and strengthens the professional behavior of employees, and the standardized behavior of employees promotes the realization of enterprise operation process, thus improving the operation performance of enterprises, promoting the profitability of enterprises, and finally leading to the promotion of enterprise value.
2. Development method
Explain to employees the relationship between positions and the hierarchical relationship of positions, that is, the career ladder and the corresponding qualifications; Provide employees with necessary training or long-term education plans and other human resources development plans to help employees jump from one job or level to another;
Establish a career counseling system (system, personnel, etc.). ); The support of management and the improvement of the skills of corresponding personnel; Succession plan (succession system) and management guidance system for promotion, transfer and demotion; Job expansion and job rotation.