Careful planning of Career Design: five prerequisites + eight principles + six steps

If your career planning goal is to become a general manager of a company with hundreds of millions of assets, you need to divide the planning into several medium plans, such as when to become a department director, when can I become a department manager and further segment these plans into concrete plans that can be operated directly.

　　Five prerequisites for Career Design

1. Correct career ideals and clear career goals. Career ideals play a role in regulating and guiding people's career design. What kind of career a person chooses and why he chooses a career is usually based on his career ideal. Any person's career ideals must be restricted by the social environment and social reality. The need for social development is the objective basis of career ideals. All career ideals that meet the needs of social development and the interests of the people are noble, correct, and realistic. College Students' Career ideals should combine their personal aspirations with national interests and social needs.

2. perform self-analysis and career analysis correctly. First, we need to use scientific methods and means to fully understand our professional interests, temperament, character, and ability, and understand our strengths, strengths, weaknesses, and weaknesses. Avoid blindness in the design and make the design highly appropriate. Secondly, modern occupations have their own regional, industrial, and post characteristics. Have a deep understanding of the status quo and development prospects of the profession, such as Talent Supply, average salary, and informal group specifications of the industry; we also need to understand the special abilities required by the profession.

3. Build a reasonable knowledge structure. The accumulation of knowledge is the foundation and necessary condition for success. However, the amount of knowledge alone is not enough to indicate a person's real knowledge level. A person must not only possess a considerable amount of knowledge, A reasonable knowledge structure must also be formed. Without a reasonable knowledge structure, the functions created by it cannot be used. A reasonable knowledge structure generally refers to two types of knowledge structures: the pagoda type and the network type.

4. Cultivate practical skills required by the profession. Comprehensive competence and knowledge are the basis for employers to select talents. Generally, new users who enter their positions, we should focus on cultivating decision-making, creative, social, practical operation, organizational management, and self-developed lifelong learning, psychological adjustment, and adaptability to meet social needs.

5. participate in useful vocational training. Vocational training includes vocational skills training, adaptive assessment of self-occupation, and scientific determination of career intention. You can perform vocational training through "three rural areas", "Young Volunteers" for college students, graduation internships, campus entrepreneurship, social part-time jobs, simulated vocational practices, and career intention evaluation.

　　Eight Principles of career planning

1. Principle of Interest Integration. Interest Integration refers to the integration of employees' interests and organizational interests. This kind of integration is not at the expense of employees, but to deal with the relationship between personal development and organizational development, and to find a combination of personal development and organizational development. Each individual learns and develops in a certain organizational and social environment. Therefore, an individual must recognize the purpose and values of an organization, and focus his values, knowledge, and efforts on the needs and opportunities of the Organization.

2. principles of fairness and openness. In terms of career planning, enterprises should disclose their criteria when providing various information about career development, educational and training opportunities, and employment opportunities to maintain a high degree of transparency. This is an embodiment of respect for the personality of organizational unit members and a guarantee for maintaining the overall enthusiasm of management personnel.

3. Principles of collaboration. The principle of collaboration is that all activities planned for a career must be jointly developed, implemented, and participated by the Organization and employees. Career planning is a good thing and should be beneficial to both the Organization and employees. However, a lack of communication may result in both sides not understanding, not cooperating, and even causing risks. Therefore, we must establish a mutually trusted superior-subordinate relationship before and during the Development and Management Strategy of our career. The most effective way to establish a mutual trust relationship is to always participate in, jointly develop, and jointly implement career planning.

4. dynamic goal principle. Generally, organizations are changed, and their positions are dynamic. Therefore, the organization's career plans for employees should also be dynamic. In terms of the supply of "Future Jobs", the Organization should not only ensure its own good growth, but also pay attention to the positions that employees can develop and create in their growth.

5. Time gradient principle. Because life has a development stage and a career cycle development task, the content of career planning and management must be divided into several stages and completed in different time periods. Each time stage has two time coordinates: "Start" and "end", namely "start execution" and "completion target. Without clear time regulations, your career plans will be left blank and fail.

6. Development and Innovation principles. Giving Full Play to the "creativity" of employees should be reflected in the determination of career goals. Career planning and management do not refer to formulating a set of rules and procedures to allow employees to follow the rules and steps, but to enable employees to exert their abilities and potential to achieve self-realization, create organizational benefits. It should also be seen that the success of a person's career includes not only the improvement of his or her position, but also the changes in internal quality, such as the conversion or increase of work content, the expansion of the scope of responsibility, and the enhancement of creativity.

7. The principle of promoting the entire process. Observe, design, implement and adjust the entire process of implementing career planning for employees to ensure the continuity of career planning and management activities and ensure the effect.

8. Overall evaluation principles. In order to have a correct understanding of the employee's career development and the organization's career planning and management work conditions, it is necessary for organizations, individual employees, superiors, family members, and relevant social parties to fully evaluate their careers. In the evaluation, special attention should be paid to the Evaluation of superiors by lower levels.

　　Six Steps to career planning

1. Self-evaluation. It mainly includes the analysis of personal needs, abilities, interests, personalities, temperament, and so on, to determine what kind of career is more suitable for you and your own abilities.

2. Organization and social environment analysis. Short-term planning focuses more on the analysis of the organizational environment, and long-term planning focuses more on the analysis of the social environment.

3. career opportunity evaluation. Career opportunities include long-term and short-term opportunities. Through the analysis of the social environment and the specific circumstances of the person, evaluate the long-term development opportunities; through the analysis of the organizational environment, evaluate the short-term development opportunities in the Organization.

4. Determine your career goals. Career Goals include life goals, long-term goals, interim goals, and short-term goals, which correspond to life planning, long-term planning, interim planning, and short-term planning respectively. First, you must determine your own life goals and long-term goals based on your professional, personality, temperament, values, and social development trends, and then refine your life goals and long-term goals, set medium-term and short-term goals based on personal experience and organizational environment.

5. develop action plans. Translate the target into specific solutions and measures. The most important action plans in this process include the selection of career development routes, career choices, and the formulation of corresponding education and training plans.

6. evaluation and feedback. The evaluation and feedback process of career planning is a process of individuals constantly understanding themselves and society. It is also a powerful means to make career planning more effective.

　　Planning Method: ABCD

The planning of career goals should start with the development of life, and then work out the Ten-Year Plan, five-year, three-year plan, one-year plan, and one-day plan for January, one week, and one day. After the plan is set, the plan will be implemented from one day, one week, and one month until your one-year, three-year, five-year, and ten-year goals are achieved.

Future development goals: What do you want to do in this age? Who do you want to be? What achievements do you want to achieve? Which professional is the best? Ten-year Plan: the plan for the past two decades is too long, so it is easy to get discouraged. Ten years are suitable, and ten years are sufficient to achieve a major event. What do you want to be like in the next ten years? What kind of career is there? How much will be generated and how much fixed assets will be planned? What kind of life should we live? How is your family and health? Think carefully about them, plan them one by one, and record them.

Five-year Plan: the purpose of setting a five-year plan is to implement the ten-year scoring phase. The plan is also embodied to further break down the target.

Three-year Plan: As the saying goes, the five-year plan looks at the first three years. Therefore, your three-year plan is more specific and detailed than the five-year plan. Because plan is your rule of action.

Next year's plan: Determine the plan for next year and the steps, methods, and timetable for implementing the plan. Be specific and practical. If the goal is set from now on, the plan for this year should be formulated separately.

Next month's plan: the plan for the next month should include the work planned for the next month, the requirements for tasks, quality and quantity to be completed, the financial revenue and expenditure, and new knowledge and related information to be learned, new friends you plan to meet.

Next week's plan: the plan content is the same as the monthly plan. The focus is on the need to be specific, detailed, digital, and practical. And plans for the next week in advance every weekend.

Tomorrow's plan: Take the three most important events to five events, arrange the teams in order according to the priorities of the events, and do the plan as planned, so as to avoid "getting sesame seeds and losing watermelon ".