Career planning and development management of excellent courseware notes

Chapter 8
Career Planning and Development Management
Section 1
Career planning and development overview
I
.
Basic Concepts
1.
Career (
Career
)
Work-related experience or experience in a person's life,
Or the career development path of an employee.
2.
Career Planning and Development (
Career Planning and
Development
)
Providing continuous growth and development opportunities for individual employees
Yes, it is to maximize employees' career goals and
Steps and means of self-worth. Thus establishing employees and Groups
Woven
"
Soul contract
"
To achieve mutual loyalty and ultimately achieve
The overall goal of the Organization.
II
.
Factors Affecting employees' career
(1) Personal Factors
1.
Occupational or occupational tendency (
Occupational
Orientation
)
Famous American professional consulting expert John
·
Holland
(
John Holland
Proposed six basic career trends
:
(
1
) Actual direction ;(
2
) Research orientation;
(
3
) Artistic Orientation ;(
4
) Social orientation;
(
5
) Enterprise orientation ;(
6
) Regular direction.
Career interests expressed in hexagonal form
Actual Orientation
R
Research Orientation
I
Social Orientation
S
Artistic Orientation
A
General Orientation
C
Enterprise Orientation
E
Have a strong physique
Or manual operation capability
Willing to play with objects,
Machines,
Tools, plants
Or an animal, or may
Intended outdoor person
Like observation, learning,
Research analysis, evaluation, or
Solved
Like to collect data and have
Office work and digital work ability
Force, work carefully or obey others
Directive
Title
Industry
Possess art, innovation, or direct
Sensory ability, like being pointed by no one
Use its imagination and
Creative Workers
Like dealing with people, influential,
Can persuade others or target the company
Or the economic interest is brave enough to act or carry out
Leaders and management personnel
Like to deal with people, and
So that they can get information,
Incentive, help, training,
Develop and soothe them, or
People who are good at language expression
2.
Capability (
Ability/competence
)
(
1
)
Physical Fitness: physical fitness
(
2
Psychological Quality: psychological maturity
(
3
) Smart quality: Intelligence, knowledge, and skills
3.
Career anchor (
Career anchor
)
Career anchor: people choose and develop their own jobs.
Center positioning around the business, that is, the main line of career or
Dominant value orientation.
Five types of jobs summarized by American professional expert Shi en
Business anchor:
(
1
) Technical Staff
(
2
) Secure and stable business anchor
(
3
) Manage trusted business anchors
(
4
) Reform and Innovation
(
5
) Independent and autonomous career anchor
4.
The career development stages that individuals usually experience
(
1
) Preparation stage
(
2
) Enters the organization stage
(
3
) Early stages of career
(
4
) Mid-career stage
(
5
) Late career stage
Phase
1
: Preparation stage
Typical age range:
0
-
25
Main Tasks: Develop the self-design of the occupation, evaluate the available occupation, and develop the initial career choice,
Pursue necessary education.
Phase
2
: Enter the organization stage
Typical age range:
18
-
25
Main Tasks: obtain work suggestions from desired organizations and select appropriate jobs based on accurate information
.
Phase
3:
Early stages of career
Typical age range:
25
-
40
Main Tasks: Learn to work, learn the rules and regulations of the Organization, adapt to the selected occupation and organization, and enhance
And strive for the goal.
Phase
4
: Mid-term career
Typical age range:
40
-
55
Major tasks: reevaluate early career and early adult stages, reaffirm or modify goals,
Make a decision suitable for the middle stage and maintain high production efficiency at work.
Phase
5
: Late career stage
Typical age range:
55
-
Retired
Main Tasks: maintain high productivity at work, maintain self-esteem, and prepare for effective retirement.
(2) Environmental Factors
1.
Social and environmental factors
(
1
) Organization development level;
(
2
) Social and cultural environment;
(
3
) Political system and atmosphere;
(
4
) Value Concept
2.
Organizational environment factors
(
1
) Organizational culture;
(
2
) Management system;
(
3
) Leader qualities and values
Section 2
Fit of employees' career needs and organizations
Employee career development and management, individual employees,
All organizations are responsible. The ideal career plan should be
Employees must be in line with organizational needs to achieve personal
And achieve organizational goals.
"
Hi, me.
"
I
.
Individual needs and organizational needs
Career planning is a dynamic process that requires coordination
Managers, employees, and organizations. Individuals and
Organizations need to find links between them,
As shown in:
Organization needs
In the next
2-3
Organization within the year
Personal occupation needs
What are the main strategic issues?
In an organization, how do I send
· Next
2
-
3
Within the year, the Organization will
Current career opportunities
The most critical needs and challenges
· Exert my strength
What is it?
· Propose my development needs
· What is needed to meet these challenges
· Provide challenges
What are Jian's skills, knowledge, and experiences?
· Satisfy my interests
· What level of staffing will be required?
· Satisfy my values
· It is necessary for the Organization to meet these criteria
· Matching my personal style
Key challenges to provide work
Dancing?
?
Problem
The employee is using this
The effect of personal
Same rate and satisfaction
Strategic Objectives of the Organization
Achievements are linked in
Together
Develop yourself?
Connections between organizations and individuals
Therefore, personal career needs and organizational needs should be
Contact. Put personal efficiency, employee satisfaction and
The career development plan that combines the strategic objectives of the Organization is
Ideally, organizations (enterprises) can enhance their career towards employees.
Management capability, achieving good performance between organizations and employees
"
Spiritual contract
"
To achieve two-way loyalty and ensure the backbone staff
The team is relatively stable to better achieve organizational goals.
Ii. Employee Life Cycle Analysis
American career management expert Shi en believes: a person's
Life development cycle is biological
-
Social life cycle, marriage
Bytes
-
Family Life Cycle, work
-
Career cycle, etc.
The result of the three phases. Each cycle can be
Consistent coordination, or overlapping conflicting choices
Point, milestone, and stage goal and end point.
Schön's three-cycle model is shown in:
Legend: A1
--
Adolescent crisis
B1
--
Enter a career Organization
C1
--
Get married and have children
A2
--
Youth crisis
B2
--
Obtain important positions
C2
--
Child Care
A3
--
Mid-year crisis
B3
--
Facing retirement pressure
A4
--
Old Age Crisis
0
30
40
50
60
Life Stage
Person
Raw
Pick
Battle
Marriage
-
Family Life Cycle
Creature
-
Social Life Cycle
Work
-
Career cycle
A1
C2
C1
B2
B3
B1
A2
A3
A4
Three-cycle model of life
1.
Creature
--
Social Life Cycle
This cycle has gone through several major stages of life:
(
1
) From juvenile
30
About Age
(
2
)
30
Age
--
40
Before Age
(
3
)
40
Age
--
50
Before Age
(
4
)
50
Age
--
60
Before Age
(
5
)
60
After age
2.
Marriage
--
Family Life Cycle
(
1
) Adolescence
(
2
) Single adult
(
3
) Get married
(
4
) Giving birth to children and raising future generations
(
5
) Elderly parents
(
6
)
Become elderly grandparents
3.
Work
--
Career cycle
(
1
) Growth exploration stage (
0
-
24
Years old)
• 0
-
14
Age
Learning and growth
• 15
-
24
Age
Exploration and Practice
(
2
) Career establishment stage (
25
-
44
Years old)
• 25
-
30
Age
Sensitive age
• 35
-
40
Age
Sensitive age of promotion
(
3
) Maintain the descent phase (
45
-
65
Years old)
• 45
-
55
Age
Respected
• 56
-
60
After age
Decline in health and retirement
3.
.
Career anchor (career development path) and organization of employees
Internal career development
(1) help employees analyze their own basic career anchors
Use special technical methods to determine the career anchor of employees,
It helps employees see themselves effectively.
(2) Career development stage in the organization
From the perspective of integrated organization (enterprise) management
There are three stages of development in your career:
1.
Enter the organization and start your career
2.
Achieve organizational socialization (full integration of employees into the Organization)
3.
Mutual Acceptance and fulfillment
"
Psychological Contract
"
Mutual loyalty
Cheng.
(3) three-dimensional career orientation in the organization
Employees' career development direction and Path in an organization
There are usually three dimensions (direction ).
1.
Hierarchical dimension: vertical movement from bottom up
--
Promotion
2.
Professional function dimension: horizontal movement across professional regions
3.
Close to core dimension: From
"
Edge
"
Move to Organization core
3D model of career in an organization:
Close to core dimension
Level dimension
Professional Functions
Section 3
Employee Career Management System
I
.
Employee Career Planning
1.
Career planning is based on personal evaluation
2.
Establish career plans for mutual cooperation and coordination among participants
And Development Organization architecture.
3.
Develop action plans for each employee's career
(
1
) Target Position
(
2
) Skill requirements
(
3
) Work Schedule
(
4
) Development task
(
5
) Implementation conditions and measures
II
.
Basic tasks of career management
Logical process from employee entry to organization exit
Process, the specific occupation management content can be divided into three links
Line description:
1.
Early stages of career development in the organization
2.
Mid-term career development in the organization
3.
Post-career development in the organization
Visible as table:
Content of enterprise career Integrated Management
Organize career development planning, career management tasks, personal career issues
Recruitment planning:
Organizational Strategy Planning
Organizational Structure Design
Work Analysis
Supply and Demand Prediction
Personnel policy and decision-making
Initial career management:
Recruitment Introduction
Pre-job guidance
Assignment and placement
Organizational Socialization
Reach a psychological contract
Early career problems:
Career or job selection
Real Shock
Learn to get along with others
Understand and adapt to organizational conditions
Define the movement direction
Preliminary plan development path
Career integration plan:
Promotion Plan
Education and Training Development Project
Staffing plan
Compensation Plan
Incentive Mechanism
Mid-term career management:
Career consulting and Supervision
Career performance and potential evaluation
Promotion
Work rotation and allocation
Design and regionalization
Enhance the sense of belonging of the Organization
Mid-term career problems:
Query your career anchor
Determine the career direction
Seize development opportunities
Both professional and All-round Development
Strong professional confidence
Update adjustment plan:
Organizational Change and re-creation
Inspire innovation
Mobility, dismissal and buyout
Retirement Plan
Post-occupation management:
Re-analysis and re-design
Clear human resource inventory
Continuing education and back-to-furnace Training
Open Position Information System
Retirement Consulting
Major problems in the future:
Become a mentor to young people
Leverage empirical advantages
Waste heat
Prepare for exit
3.
.
Critical career issues
(1) Employee occupation conversion or transition
1.
Temporary employees are converted to permanent (long-term) employees;
2.
Professionals turn to General talents;
3.
Technology
-
Function shift to Administration
-
Management functions;
4.
General team members are converted into elite stars;
5.
The function manager is transferred to the General Manager;
6.
From hard work to more family and self-care;
7.
From emergence to seeking for stability;
8.
From maximizing your own contribution to focusing more on
Be a mentor to others;
9.
Switch from employment to retirement
(2) career issues that require special attention
1.
New Employee induction guidance and integration into the organization;
2.
Centrifugal and
Flow Problems;
3.
Upper Limit of occupation (Glass Ceiling;
4.
Knowledge and skills aging issues;
5.
Conflicts between the three life cycles;
6.
Layoff, laid-off, and retired
Thu
.
Career development strategies
1.
Integrating career planning into groups at all levels
In the overall strategic planning of the Organization (enterprise;
2.
Strengthen career development and other human resources systems and
Communication and contact with other management links;
3.
Make the career development system more open;
4.
Strengthen Management personnel through skill training and accountability
Role in career development;
5.
Development and promotion of mutual learning methods and various groups
Method to link employee career development with business reality
System;
6.
Pay attention to the use of on-the-job training and development methods;
7.
Pay attention to regionalization and horizontal transfer;
8.
Pay attention to the development of employee rotation and response capabilities;
9.
Include values (persons
Views) and attitudes towards life;
10.
Use a variety of career development methods to adapt to a variety
Informatization
HR
Development needs
Section 4
Employee personal Career Design
Everyone's career design should be based on a full understanding
On the basis of me, determine the appropriate career direction and objectives
And develop corresponding career development plans to avoid blindness
To improve the success of career development.
Employees' personal career design can be divided
5
Steps:
I
.
Self-cognition, that is, self-evaluation
Self-evaluation can be carried out through expert assistance (Talent Testing
Evaluation Center, expert interview, etc)
(1) methods of self-evaluation
1.
Strengths and Weaknesses balance table
Advantages:
1.
2.
3.
.
.
.
Disadvantages:
1.
2.
3.
.
.
.
2.
Good and evil Questionnaire
Preference:
1.
2.
3.
.
.
.
Dislike:
1.
2.
3.
.
.
.
3.
Standardized pen and paper quizzes and expert interviews
Evaluation of career orientation, career anchor and personal ability,
It can be confirmed only through standardized tests and expert interview Assessment
Set
(2) questions that should be considered repeatedly
1.
What kind of jobs do I like?
2.
What is my expertise?
3.
What does my existing work mean to me?
4.
What is the impact of my family on my work?
5.
What job opportunities are available for me?
6.
What factors are related to work?
II
.
Professional Cognition
In a career design
You must fully understand the objectives of the organization or be prepared by yourself.
Join organizations have a full understanding. Positions for various occupations
Has a detailed understanding of the nature of the bit to prevent the occupation cognition
Blindness.
3.
.
Determine career goals
Based on your own characteristics
Determine your career goals with realistic conditions.
1.
Short-term objective:
1-2
Year
2.
Medium-term objective:
3-5
Year
3.
Long-term objective:
5-10
Year
Thu
.
Career strategy (select career development path)
(1) Career Development Path Selection
1.
Vertical career path (job promotion );
2.
Horizontal career path (work changes across functional boundaries
);
3.
Mesh career path (vertical and horizontal combination );
4.
Dual career path;
5.
Core to career path (similar to horizontal, no level,
Job changes)
(2) issues to be considered
1.
Which career path is selected?
(
1
) Which path do I want to develop?
(
2
) I have subjective and objective conditions for such development.
?
2.
How can I improve my work efficiency?
3.
In what ways will I learn to improve my business quality?
4.
What potential development should I pay attention?
V.
.
Career Evaluation
The world will never change. Internal and external causes
All are changing, so we should constantly focus on our career goals and plans
Evaluation and adjustment.
1.
Career Re-selection
2.
Re-selection of career path
3.
Correction of life goals
4.
Implementation measures
This chapter reviews questions
1.
What is career planning?
2.
How can we dialectically deal with conflicts in the three life cycles to achieve a successful life?
3.
How can we ensure the fit between personal career goals and organizational goals?
4.
How do individuals develop career plans?
5.
Use the theories you have learned to analyze your career plans and
Develop an action plan.
6.
Generally, the boss is looking for long-term work in the Organization.
Individuals who may be promoted. According to your opinion, such people should,
What are the characteristics of personality? One person can combine these features
To what extent?