First, the environmental changes of career management
The environmental changes of career management are mainly reflected in two aspects. On the one hand, it is the change of the internal environment of career management, which mainly refers to the latest development of career management theory, reflecting the changes of employers and employees' professional concepts; On the other hand, it is the change of the external environment of career management, mainly including the change of organization, the globalization of economy, the rapid development of information technology, the change of political and legal environment and the change of population working environment.
(A) changes in the internal environment of career management? Latest theoretical development
The change of career concept between employers and employees has an essential impact on career management, which is mainly reflected in the latest development of career management theory. A changeable career? Theory? Work-family balance plan? Theory and? Career development management reform is placed in the total living space of individuals? Wait a minute.
1。 ? A changeable career? theory
Variable occupation refers to the change of personal interests, abilities, values and working environment, which makes employees change their occupations. In the traditional era of career management, employers arranged employees' career development, but now the changeable career view holds that employees are mainly responsible for their own career management.
The difference between variable occupation and traditional occupation is mainly reflected in the following aspects.
First of all, the goal of varied occupations is psychological accomplishment, which is largely controlled by employees themselves. It is a subjective feeling of self, not just the company's recognition of employees. The goal of traditional occupation is to get a raise and promotion, which is not only influenced by the employees themselves, but also by the positions provided by the company.
Secondly, the variable career theory holds that employees must have dynamic learning ability.
Finally, what are the main characteristics of changeable occupations? Sex? Interdisciplinary and short-lived occupations will become a common phenomenon. The traditional professional style is a linear hierarchical structure, which is the occupation of many big companies? Towering? Sex, in the bureaucratic work structure, a higher level often means greater power, responsibility and higher salary. In addition, the traditional profession also includes the professional style of experts, which will persist in a certain professional field (such as law, medical care and management) for life.
2。 ? Work-family balance plan? theory
From the perspective of management, the work-family balance plan is a plan and activity organized to help employees understand and correctly treat the relationship between family and work, reconcile the contradiction between career and family, and relieve the pressure caused by the imbalance between work and family. The purpose of work-family balance plan is to help employees find a balance between work and family needs. To achieve this goal, the organization must understand the characteristics of employees at different stages of their careers, the needs of families at different stages, and the influence of work scenes on family life, and then give appropriate help to employees. From the personal point of view, it is also necessary to make a work-family balance plan and take appropriate measures to coordinate the relationship between individuals, family members and professional work.
3。 ? Career development management is placed in the total living space of individuals? theory
The basic meaning of employees' total living space means that a person lives and goes through three life space cycles: biological social life cycle, family life cycle and professional life cycle. The life cycle of biological society includes two aspects. On the one hand, it is biological force, that is, biological changes that have taken place in the human body, such as the birth and death of a person. On the other hand, it is the social and cultural norms related to age. Family life cycle refers to the family form that a person experiences from birth to death. For example, the origin family (the period from birth to the formal re-establishment of the family) and the instant family (starting one's own family and starting one's own family cycle). In the instant family cycle, the origin family did not disappear, that is, the origin family and the instant family coexisted. At this stage, you need to undertake multiple family cycle tasks. Career life cycle refers to the process of life activities in which a person engages in professional work for the survival and development of individuals and their families until he quits professional work. It begins with the early career intention, the job expectation determined by education and training, and goes through job hunting, employment, familiarity with work, establishment of professional shops, development of internal occupations in the operation of foreign occupations, and finally retirement. Each of the above-mentioned life space cycles has its corresponding tasks, and at the same time, each life space cycle is interdependent, interrelated, influential and interactive. These three life spaces are organically linked and constitute a person's total life space.
(B) changes in the external environment of career management
1。 economic globalization
The primary problem faced by economic globalization and the development of multinational corporations is that the working environment and interpersonal relationship faced by employees have changed greatly. The personnel of the organization are no longer composed of people from one country, but from different countries. Citizens of different countries have different cultures and values, so they can't adopt exactly the same management methods. Another problem faced by the organization's career management due to economic globalization is that employees are tempted by the new environment (generous salary, high development opportunities, good working environment, etc.). ) personal career adjustment again, which makes the organization's various training expenses unrecoverable and the staff drain.
2。 The rapid development of information technology
The impact of the development of information technology on personal career management is mainly reflected in the following aspects. First of all, with the development of information technology, the information-related service industry has developed rapidly, and the professional scope has turned to the information industry as the leading factor to a certain extent, and has been expanding on this basis. In this case, the requirements of professional skills have changed greatly. Whether the organization can adjust the professional behavior of employees in time according to the needs of customers, so as to maintain the full flexibility and competitiveness of the organization is the key to future career planning and management. Secondly, another change brought by the development of information technology to career management is that the demand for manual labor is decreasing in both service industry and manufacturing industry. Accordingly, the demand for mental workers and knowledge workers is also increasing. Even non-office operators, with only physical strength and no knowledge, can no longer meet the needs of work. In this way, in career management, managers should always pay attention to what are the key vocational skills and technologies, whether employees already have the necessary vocational skills, and how to develop and manage vocational skills.
3。 organizational reform
The trend of organizational change and its influence on career management mainly include the following aspects.
First of all, the flattening of the organization makes the linear management organization that emphasized the individual and clearly defined the rights and responsibilities gradually develop into an intertwined network organization. Therefore, what determines the organization's career management? Expert? Or? Linetype? Where to? Type? Change.
Secondly, the decentralization and virtualization of the organization. In the past, the organization was centralized and every employee had to sign in. However, the concept of future organization is decentralized and even virtual. Employees can work from home or in offices far away from headquarters, and only need to report to headquarters occasionally. What are the boundaries of multi-departments and multi-groups in the future organization? Permeable? Or? Semi-transparent? , instead of closing. Virtual organization is different from traditional entity organization. Members no longer rely on a tangible office to operate, but work in their own homes or an independent office, and mainly rely on modern communication and information technology to achieve remote communication and coordination, forming a virtual space organization. Therefore, organizations must consider this trend and pay attention to it when making career plans.
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Third, the miniaturization and diversification of organizations. The miniaturization of organizations refers to the flexible development of small and medium-sized departments within larger organizations, that is, dividing large organizations into several small and relatively independent departments or units or setting up temporary project institutions to meet the needs of organizations, employees, customers and other important stakeholders. Diversification means that employees, communication channels, career paths, incentive systems, values and other aspects of the future organization are in a diversified state, which will have an important impact on the operation of the organization and its career management.
4。 Changes in the political and legal environment
The national laws and regulations on labor and employment have great influence on the human resource management and even career management of organizations. At present, the state has explicitly prohibited employment discrimination such as age, sex and nationality, creating a good political and legal environment for career development. In addition, the state's labor contract, minimum wage, health and safety, welfare and other legal provisions in labor and employment also provide conditions for career management norms.
5。 With the change of population and labor environment, the supply of enterprise labor force is realized in a large population environment. Now the population and working environment faced by the organization have undergone important changes. These changes mainly include changes in the age structure of the labor force and changes in the gender, race and cultural structure of the labor force. With the change of the age structure of the labor force, young people entering the labor market are crowded, and career planning and guidance have become an important part of organizational career management. With the decrease of gender difference in labor force, career management will pay more and more attention to the influence of role conflict on career management. With the increasingly complex national structure and cultural composition of the labor force, the diversification of the labor force has become an irresistible trend, and the career management of the labor force is also facing more and more problems and difficulties.
Second, career management practice innovation
Career management includes two aspects: the first aspect is the career self-management of employees, who are their own masters, and self-management is the key to career success; The second aspect is to organize and assist employees to plan their career development, provide them with necessary development opportunities such as teaching, training and job rotation, and promote the realization of their career goals.
(A) employee self-career management
1。 Establish a correct concept of career development and be responsible for your career.
From the changes of internal and external environment of career management, it can be seen that changeable career will become the main trend of career management in the future. In this context, higher requirements are put forward for employees. It is the main task of employees to be responsible for their own career planning and increase the possibility of lifelong employment. No matter what kind of enterprise employees are in, they must take the following career management actions to plan their careers: actively get feedback on their strengths and weaknesses from their immediate superiors and colleagues, and evaluate themselves; Clear their own career development stage and professional ability development needs; Take the initiative to obtain job opportunities and information such as internal job vacancies: understand internal and external learning opportunities related to careers.
2。 Enhance occupational sensitivity
With the amazing changes in the organizational structure, business environment and information system of enterprises, employees in the workplace should enhance their occupational sensitivity and awareness of occupational crisis, so as to effectively improve the possibility of their lifelong employment. Enhancing career sensitivity mainly includes two aspects: increasing your career flexibility and improving your career insight. Job flexibility refers to the ability of employees to deal with some problems that affect their work. Employees with high occupational flexibility have strong adaptability to organizational change and job uncertainty. The more skills an employee has and the more job rotation, the more flexible his career will be. Career insight includes employees' self-knowledge of their own interests, strengths and weaknesses; Including the ability to perceive the impact of changes in organizational structure, business environment and the adoption of new technologies on their work and career. Employees with strong professional insight can collect all kinds of information of the company in time and prepare for professional response in time.
3。 Improve learning ability and prevent skills from aging
Establish the concept of lifelong learning and regard learning as the first need of work and life. We should constantly accept new ideas and new things, implement new ideas and work strategies, and maintain our learning ability. Establish your own information system, expand information sources, find opportunities to discuss problems with colleagues and managers, put forward your own ideas, and share other people's experiences; Keep in touch with experts in their fields of interest and establish their own knowledge management system. Expand the content of existing jobs and look for more challenging job opportunities. Such as striving for job rotation, joining a new work team or a new work project team, etc. Only in this way can we constantly enrich our experience in different positions, enhance our professional adaptability and improve our comprehensive ability.
4。 Maintain a personal balance between work and family.
Work and family are an indispensable unity of a person's complete life. Dealing with the balance between work and family plays an important role in promoting the development of personal career. How to handle the balance between work and family, there are mainly the following suggestions. First of all, renew the concept and solve the contradiction brought by the conflict of traditional family roles. Secondly, determine the priorities of work and family, do a good job in work and family planning, and find the center of development. Third, in the working relationship, let your boss or colleagues know about your family background, so as to solve family problems and organize practical career plans for you without worries about work. Fourth, solve problems that have an impact on work through internal family consultation.
(B) the organization's career management innovation
1。 Make use of various effective ways to create a healthy and upward career development concept within the organization.
The concept of career development is a new viewpoint and concept of career development and management in modern organizations, which is of great significance and role to the development of organizations and individuals. First, it is conducive to the successful career planning and management of the organization, helping the organization to understand and analyze various occupations and career paths in the organization, and creating career paths for further development on the basis of analyzing the professional characteristics and career experience of each employee. Second, it is conducive to the all-round development of employees. Third, it is conducive to the development and innovation of the organization. Fourth, it helps to analyze, understand and shape corporate culture.
The main measures to create a healthy and progressive career development concept within the organization are as follows.
First of all, provide a challenging working environment for new employees and a more realistic future work prospect. A challenging working environment can help employees find their career goals quickly, provide realistic future work prospects, minimize the realistic impact and improve the long-term work performance of new employees.
Secondly, make use of public opinion propaganda within the organization to create a good atmosphere for the introduction of career development management. Actively promote the concept of healthy career development through newspapers, radio and television, seminars and other forms.
Finally, using education and training, implement the concept of career management with comprehensive guidance.
2。 Establish an effective career management system
Career management system can help employees, managers and companies better understand the development requirements of employee career growth. An effective career management system includes employees' self-assessment, actual inspection, goal setting and action plan. Self-assessment is that employees determine their professional interests, values and behavioral tendencies through various information, so that employees can find positions and professional fields that suit their temperament in the organization. Actual investigation means that employees get their professional performance from the company and understand how the company evaluates their technical evidence and knowledge. This requires managers to conduct special performance evaluation and career development interviews for employees. Goal setting means that employees and managers discuss and design their own career goals. Action plan refers to the measures that employees should take to achieve long-term and short-term career goals.
3。 Establish multi-dimensional career channels
The planning and management of employees' career is the necessary condition and power source for the existence and development of an organization, which promotes the development of the organization. Therefore, it is the responsibility and obligation of the organization to provide conditions, set up career paths and help employees' career development, which is an important work. There are many forms and types of career paths, including traditional career paths, network career paths, horizontal career paths and dual career paths. Traditional career path refers to a way for employees to develop vertically from one occupation to another in an organization. Its advantage is to go straight ahead and clearly show it to employees, so that employees can clearly understand the specific work sequence they must move forward. Netted career path is a comprehensive intersection of vertical development work sequence and horizontal development opportunities, which more truly represents employees' development opportunities in the organization and reduces the possibility of career path blockage. Horizontal career path refers to the transfer of horizontal jobs within the organization, which makes employees rejuvenate, improve their skills and meet new challenges. Dual career paths were originally used to solve the problem of employees who had received technical training but did not expect to be promoted to management. Finally, this channel has been extended to employees in other fields.
With the development of high technology and the changes of modern organizations, besides the above career paths, other specific career paths should be developed. For example, job changes, job updates, career broadening, entrusting important tasks, and undertaking challenging work.
4。 Use organizational resources to fully understand the family and physiological background of employees and create a benign environment for career development.
The organization's management of employees' career is inseparable from employees' family, personal affairs and physiological factors. Employees are more than just? Working people? , or? Almighty man? They have not only work life, but also self-life and family life. How employees work depends not only on the direct working environment, organizational strategies and management methods, but also on their own and family factors. Using organizational resources to fully understand the family and physiological factors of employees is a necessary condition to create a benign environment for career management. The main measures are as follows. First, provide family problems and decompression counseling services for employees, help employees relieve mental stress, and find countermeasures and solutions to solve problems.
Second, create opportunities for family members to visit the company or get in touch with each other, so as to promote mutual understanding between family members or members within the scope of work and clarify the responsibilities of employees or family members in another scope.
Thirdly, part of the benefits of the organization will be extended to employees' families to reduce or share the family pressure of employees, and the family factors of employees will be included in the constraints of considering promotion or job-hopping, so as to make reasonable career arrangements.
Fourth, with the popularity of genderless occupations, women are employed in more and more extensive occupations. Because women have unique tasks such as childbirth and breastfeeding, organizations can design flexible working systems according to the specific conditions of employees to meet the needs of families.
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