How do employees and enterprises grow together?
First, the relationship between company development and employee career planning
First of all, the company provides a good planning platform for employees' career in its own development.
Career planning of employees has always been one of the important functions of enterprise human resource management, which means how to effectively combine employees' personal development plans with the development of enterprises and realize them in the organization. If employees frequently change jobs in an enterprise, from the perspective of career, on the one hand, it may be that employees have problems in their personal career orientation and can't find a job that suits them. On the other hand, it may be that enterprises cannot provide personal career development opportunities, and employees are constantly looking for suitable development soil. Since the establishment of Donglun Group for several years, the rapid growth every year has undoubtedly provided a good career planning and development platform for employees, and expanded the breadth and depth of their careers. At the same time, it also provides opportunities for promotion and appointment for a large number of front-line technicians and grassroots management cadres. For employees of enterprises, only in this way can employees have a bright future.
Secondly, the requirements of the group's development urge employees to constantly challenge higher career goals.
A career consists of a series of rising goals. The requirements of enterprise development urge employees to constantly challenge higher career goals, otherwise they will "retreat if they don't advance". Therefore, as an individual employee, we must: (1) constantly improve our business ability. The only certainty in the future is the uncertainty of the external environment. In this way, both individuals and employers should strive to "invest" in establishing a learning organization to ensure their competitive position in the market. (2) Maintain a healthy and positive psychological quality. The growth process of life is a process of continuous improvement of one's personality. Open the biographies of celebrities, and you will understand an eternal truth of life: mentality determines everything. A positive and healthy attitude will lead you to Excellence; Negative and depressed attitudes will make you depressed. (3) The future world belongs to people who are constantly innovating. The most terrible thing in life is to "do the wrong thing right". Just because you did the right thing under certain environmental conditions doesn't mean you can always follow this practice. Please remember: change makes sense, and so does the principle. (4) Recognize organizational culture and value pursuit, and be highly loyal to organizational development goals. Of course, there are also many people who have not adjusted their goals in time, and their career preparation is not positive enough to keep up with the development of the company. Their career can only stand still, and eventually they are eliminated because they can't keep up with the development of the company.
Second, how does the company help employees plan their careers?
Career planning is a highly technical job. Without the guidance and help of professionals, employees often can't clearly know how to plan. Without the support of the organization, employees will also lack the tools and information needed for planning. Therefore, whether an enterprise realizes its role in employee career planning and gives corresponding help is the key to employee career success.
1. Determine the company's development plan.
There are two basic conditions for career development and management, one is the long-term development plan of the enterprise, and the other is the personal desire for career development. Enterprises must first make clear their own development plans in order to help employees design their careers. The relationship between enterprise planning and employee career planning is not reflected in the future sales and profits of the enterprise, but in the future organizational structure, new posts, corporate culture construction and the company's employment system. For example, good enterprise development display, transparent internal appointment and competition for posts are all the spaces and directions for employees to create personal development.
2. Provide career planning tools and guidance.
The first step of career planning is to solve the problem of "who am I", which requires analyzing the current stage of employees, personal career orientation, personality characteristics, knowledge and skills, and the matching between personality and occupation. "People are expensive and have self-knowledge", which is valuable, because it is not easy to have self-knowledge. Objectively analyze "Who am I"? It is the premise of career planning. The purpose of self-analysis is: 1) to find out your interests and specialties; 2) determine the career orientation; 3) define the career orientation; 4) Analyze your professional anchor; 5) Find the focus of your work and life. Self-analysis and understanding need to use a variety of analytical means and methods in order to have a preliminary analysis and judgment and career planning for employees, rather than just relying on feelings and taking it for granted. Therefore, as a manager, when evaluating and appointing subordinates, we should not only pay attention to the results, but also give comprehensive suggestions and guidance on the development of employees according to their behavior and ideological trends, so as to help employees evaluate themselves truly and objectively and clarify their development direction and orientation.
3. Establish a multi-step career model and post standards for each step.
At any time, opportunities are definitely limited, and those who don't get opportunities are not necessarily unqualified or competent. Therefore, the possible movement direction of employees in the organizational career development path can be divided into horizontal and vertical. Lateral movement refers to the transfer across functional boundaries, that is, job rotation or adjustment. Vertical mobility is upward, that is, it crosses the grade boundary along the organizational hierarchy and obtains the promotion of the position. When it is difficult for employees to continue to span vertically due to knowledge, ability and other reasons, organizations can arrange horizontal career opportunities. This is what we usually call "rotation". Similarly, the career development track of professional technicians can be further subdivided into technicians, junior technicians, senior technicians and engineers. At the same time, combined with the development requirements of enterprises, we can provide relevant training and consultation to help employees obtain qualification certification and form a multi-level career model. Based on this three-dimensional career planning, it not only expands the space and conditions for employees' career promotion, but also ensures more employees to get growth opportunities.
4. Establish a training system based on career planning.
The vast majority of enterprises will focus on the training of corporate culture and education, and the training of job skills, all starting from the needs of enterprises. Training based on career planning is to combine the needs of enterprises and individuals, comprehensively improve the overall quality of employees, meet the long-term development needs of enterprises, and truly reflect the "people-oriented" concept of employing people. A person's needs are infinite. The highest level of talent management achieved by an enterprise is that every employee knows the requirements of the company and how to continuously improve and grow. The company should also understand the needs of every employee and provide corresponding help and guidance in time. When the company considers meeting the requirements of employees, employees are also considering how to meet the requirements of the company, thus forming a virtuous circle.
Third, how to realize the matching between employee career planning and group development.
1. Promote employees' ideas through recruitment.
The development of enterprises needs to set up departments and introduce necessary personnel. Through external recruitment and internal competition for new positions, the concept of employees has been further changed. Let some on-the-job employees see their own shortcomings and gaps, and let them realize that only by doing well in their posts and constantly innovating can they not be eliminated. At the same time, external recruitment also urges every manager to constantly strengthen his study, improve his comprehensive quality and moral cultivation, and realize the fundamental change from "governing by doing nothing" and "governing by doing nothing" to "governing by doing something" in his post. More importantly, working from home has also set up a stage full of opportunities for every employee and opened up a space for realizing self-worth.
2. Build a team of high-quality cadres who complement each other internally and externally.
The process of internal competition for posts is itself a process of discovering talents, and every recruitment is the best test of employees' wisdom, ability and personal development intention. In addition, the complementarity of members in personality, age and professional structure is fully considered in the construction of the new department management team, so that the new team not only has the characteristics of new knowledge, new ideas and new concepts brought from the outside; At the same time, it has rich on-site management experience and strong ability to deal with complex affairs of old employees, so as to achieve the purpose of forming a better team.
3. The future reserve mechanism will ensure the demand for talents.
As the saying goes, "use it the day before, and use it later". According to the development of the enterprise, it is necessary for the rapid and steady development of the enterprise to arrange the storage and work reasonably in a planned way. Widely discover outstanding talents, maintain the quantity, quality and vitality of reserve cadres, so that management cadres at all levels have sufficient reserve candidates. At the same time, it is necessary to introduce competition in the process of selecting reserve cadres, establish and improve an open, equal, competitive and merit-based selection mechanism, strive to create an environment and conditions for outstanding young cadres to stand out, and overcome the phenomenon of selecting a few candidates and finding and selecting reserve cadres in various ways. Only in this way can enterprises have appropriate deployment and appointment of management cadres at any time.
4. Provide motivation for the sustainable development of the team through training.
In the past, under the planned economy system, people used to treat people as candles, burning them bit by bit, and finally the wax torch turned to ash; Now, enterprises regard people as a battery, and in the process of continuous discharge, they constantly train to charge and develop their potential, so that people can constantly improve in a balance of giving and harvesting. This way of cultivating talents has enabled Donglun Group to realize its concept of employing people, that is, to retain people by career, feelings and treatment. With the guarantee of this system, the attraction of enterprises to social talents and the cohesion of internal employees can be strengthened. People feel that being in Donglun Group is not only a process of continuous efforts, but also a process of continuous reconstruction and training. "
5. Adhere to the combination of reserve and truly combine the construction of reserve cadres with the construction of management team.
To solve the problem of reserve combination of reserve cadres, we must first select high-quality candidates, strengthen training and management, and make them mature as soon as possible to meet the needs of management team construction; At the same time, it is necessary to establish and improve the reserve combination system of reserve cadres and use the system to ensure the improvement of the reserve combination rate. When there are vacancies in enterprise management positions, in principle, they should be selected from reserve cadres; All units submitted to the examination and approval of cadres, who do not belong to the reserve cadres at the same level, should be explained in the report submitted. These regulations have played a positive role in solving the problem of disjointed reserve cadres.
Today's market competition is the competition of human resources, and many far-sighted entrepreneurs have long recognized this. Zhang Ruimin, CEO of Haier Group, said: "In order to achieve the overall goal of the enterprise, Haier must realize the unification of employees' personal career planning and Haier's career planning." When talking about the development of Lenovo, Liu Chuanzhi also admitted: "One of the important reasons for Lenovo's development today is to integrate the personal pursuit of employees into the long-term development of the enterprise. "Therefore, the relationship between employees and the company is a process of homogeneous development. No matter which position employees' ability is improved, it will inevitably promote the development of enterprises. Enterprises should strive to make enterprises and employees mutually beneficial. When making enterprise goals, we should make enterprise goals include employees' personal goals, make employees understand enterprise goals through effective communication, and let employees truly understand and appreciate the benefits that will be brought to employees after realizing enterprise goals, so as to realize the common development of enterprises and employees.