Dual perspectives of career planning
The career planning we are talking about actually includes two levels, one is personal career planning based on organizational development, and the other is career planning based on personal career development. Any practical career planning must fully consider these two aspects. Only for different people, the proportion of consideration is different, and this difference is balanced by professional commitment and organizational commitment.
Career commitment can be defined as a person's attitude towards his chosen career or a person's work motivation in his chosen career. Usually, career commitment includes the establishment of personal career goals and the recognition and commitment to these goals. Individuals are willing to invest energy and pursue career goals, which can be regarded as a high-level career commitment. Its core is career commitment and obsession with the chosen career. Organizational commitment refers to the individual's commitment and recognition to the organization, which consists of three parts: 1. Strong belief and acceptance of organizational goals; Second, eager to play a role for the organization; Third, the strong desire to maintain the membership of the organization. The interaction between career commitment and organizational commitment can affect personal career planning as shown in figure 1.
People with higher organizational commitment will be more willing to develop their career in the same organization, while people with higher professional commitment will regard the enterprise as a springboard for a stage. Usually, from the point of view of easy operation in stages or from the point of view of enterprises, we prefer to talk about personal career planning with organizational development as the main content, but in any case, every professional individual should have a career planning based on personal career development. Talking about personal career planning based on organizational development is essentially based on the perspective of the common development of organizations and individuals. Here, the first one is mainly introduced from the perspective of methods.
The process and method of career planning
The process of personal career planning can be represented by the following figure:
Career planning is a continuous process, which includes seven basic steps: establishing correct career development beliefs, self-evaluation, career opportunity evaluation, career orientation, making development goals, making action plans and implementation plans, career evaluation and feedback. From a large number of career planning consulting practices in Xiangyang career consulting institutions, we believe that correct and positive career development beliefs are the basis of career success; Self-assessment and opportunity assessment are prerequisites; Career orientation is the key to success, and appropriate goal setting and action plan are the guarantee; Career evaluation and feedback will promote the sustainable development of our career!
1. Establish correct career development beliefs. Career development belief is the basic premise of career success. Without the belief of development, there is no way to succeed in your career. As the saying goes, nothing is difficult in the world. Determination is the starting point of life, which reflects a person's ideals, mind, interests and values, and affects a person's goals and achievements. Therefore, when making career planning, we must first establish our own life aspirations and expect greater development in life. This is the key to making a career plan, and it is also the most important point of your career plan.
2. Self-assessment. The purpose of self-assessment is to know yourself and know yourself. Because only by knowing yourself can you make the right choice for your career. Therefore, self-assessment is one of the most important steps in career planning. Generally speaking, self-assessment includes one's own interests, specialties, personality, knowledge, skills, IQ, organizational management, coordination and activity ability.
3. Career opportunity assessment. The evaluation of career opportunities is mainly to evaluate the influence of various environments on their career development. Everyone is in a certain environment. Without this environment, we can't survive and grow. Therefore, when making personal career planning, we should analyze the characteristics of environmental conditions, the development and changes of the environment, our relationship with the environment, our position in this environment, the requirements put forward by the environment, and the favorable and unfavorable conditions of the environment. Only by fully understanding these environmental factors can you seek advantages and avoid disadvantages in a complex environment and make your career planning feasible. For example, the evaluation of organizational environmental factors includes organizational development strategy, human resource demand, promotion and development opportunities, and so on.
4. Career orientation. Through self-evaluation and career opportunity assessment, combined with career development aspirations, we can initially establish the direction of personal career development, such as specific industries/fields, occupations, positions, and the height of hope for development.
5. Set development goals. We believe that setting career goals is the core of career planning. The success or failure of a person's career depends to a great extent on whether there are correct and appropriate goals. No goal is like a boat in the sea, with boundless fields; Without direction, I don't know where I should go Only by setting goals can we make clear the direction of struggle, just like a lighthouse in the ocean, guiding you to avoid dangerous beaches and lead you to success.
Goal setting is the choice of life goals after the choice of career path. Xiangyang career consulting agency believes that their choice is based on their best talents, best personality, greatest interest, most favorable environment and other information. Usually, the determination of career goals includes the determination of life goals, long-term goals, medium-term goals and short-term goals, which correspond to life planning, long-term planning, medium-term planning and short-term planning respectively. Generally speaking, one should first determine one's own life goals and long-term goals according to one's specialty, personality, temperament and values, as well as the development trend of society, and then divide life goals and long-term goals, and formulate corresponding medium-term goals and short-term goals according to one's personal experience and organizational environment.
6. Make action plans and implementation plans. After determining the career goals, action becomes the key link. Without action to achieve the goal, it is impossible to achieve the goal, and it is impossible to talk about the success of the cause. The actions mentioned here refer to specific measures to achieve the goal, mainly including measures in work, training, education, job rotation and so on. For example, what channels do you use to achieve your goals? What measures are you going to take to improve work efficiency at work? In terms of professional quality, how do you plan to improve your professional ability? In terms of potential development, what measures are taken to develop your potential and so on. There should be specific plans and specific measures, and these plans should be particularly specific to facilitate regular inspections.
7. Career evaluation and feedback. As the saying goes, plans can't keep up with changes. Yes, there are many factors that affect career planning. Some variables are predictable, while others are difficult to predict. In this case, in order to make career planning effective, it is necessary to constantly evaluate and revise career planning. The revised contents include: career re-selection, career route selection, life goal modification, implementation measures and plan changes, etc.
Principles of career planning
In order to implement career planning smoothly, we must abide by some basic principles.
First of all, we must seek truth from facts. Accurate self-knowledge and self-evaluation are the prerequisites for making personal career plans.
Secondly, the career planning scheme must be practical. Personal career goals must be consistent with their own abilities, personal characteristics and work adaptability. It is obviously unrealistic for an employee with low academic qualifications and no professional expertise to enter the management. Secondly, the determination of personal career goals and career paths should take into account objective environmental conditions. For example, in a seniority-based enterprise, it is not appropriate for newly graduated college students to take on important management work as their short-term career goal.
Third, personal career planning goals should be coordinated with enterprise goals.
Employees achieve their career goals with the help of enterprises, and career planning is bound to be realized in the process of striving for corporate goals. Without the goal of the enterprise, there will be no personal career development, and it is even difficult to gain a foothold in the enterprise. Therefore, when employees make their own plans, they should coordinate with the enterprise goals.
After understanding the above contents, we can make our own career plans accordingly. Of course, in practice, you may encounter many difficulties, such as what kind of person am I? I have too little professional information to make a decision! What action plan is more suitable for me? Wait a series of questions. In fact, this is normal, and few of these problems can be solved in reality. When we encounter difficulties in our own business, it is wise to seek the help of professional career consulting institutions. This is time-saving and efficient, and the most important thing is to greatly improve our chances of success.