At present, both domestic and foreign enterprises, in order to recruit and retain excellent employees, will declare how they consider and protect the vital interests of employees, with special emphasis on how they design career plans for employees and provide corresponding training. But the following two examples make people have to reflect on this.
Example 1: On the tenth anniversary of a large high-end shopping mall, the labor relationship with several employees was terminated. In order to eliminate the possible impact of their actions, in some media, the company vigorously publicizes how to provide vocational training for different employees, so that employees whose labor contracts are terminated can improve their job-hunting ability without being unemployed for a long time because of the termination of labor relations. However, from the analysis of the use of human capital, employees who have worked in this enterprise for ten years have relatively high experience capital value, and at the same time, there are fewer factors to reduce the value. Therefore, this behavior of this enterprise has caused great losses to the enterprise. Why don't so many employees in that enterprise renew their labor contracts? There is only one reason, that is, I am afraid that when I sign open-ended labor contracts with these employees and then dismiss them, I will give more compensation.
Example 2: A multinational company has extremely rich experience in enterprise management and human resource management, and is proud of being able to design career plans for employees and provide corresponding training. In the technology research and development department of this enterprise, there is an engineer with high technical level, who is the technical backbone of the company. As far as work is concerned, he is only keen on technology development and has no desire to engage in management. Therefore, the training organized by the company on improving management skills is meaningless to this engineer. He didn't ask for it himself, so the company didn't consider arranging such training for him Two years later, engineers began to feel unbalanced. Other engineers and technicians enjoy the training fees paid by the company to improve the management and technical level, and also occupy working hours. The engineer thought about it and put forward a training demand to the training department of the company. Because he likes painting, he asked the company to provide him with corresponding training opportunities in this respect. The training department of the company was in an awkward position after learning about the training needs of employees.
The above two examples make us think: What is the relationship between enterprises and employees' career planning?
The first example introduced earlier, why do enterprises no longer sign labor contracts with most employees? There is only one thing. I am afraid that employees will sign labor contracts with no fixed term. How can an enterprise that does not hesitate to give up its work experience capital design a career plan for each employee according to his different characteristics and implement training for him? From the second example, we can see that the training of employees is based on the needs of enterprises. When the needs of employees do not match those of enterprises, enterprises are unwilling to provide training opportunities for employees' personalized needs.
Then, how should the career planning of enterprise employees be carried out?
First, confirm the career planning.
When people enter the early stage of society, their career choices are greatly influenced by the surrounding environment and their majors, and they lack the ability to control the surrounding environment. Therefore, during this period, employees' job choices cannot be regarded as part of their career planning. Because, career planning should be decided by employees themselves, or by their own professional characteristics (career orientation assessment helps you understand your own characteristics). This period of time should be the stage of accumulating materials for the design of career planning, that is, the stage of discovering your own characteristics. During this period, career planning has not really started, and there is no way to start. Because the hobbies and specialties of employees who play a decisive role in career planning are their correct career direction, employees at this time can't determine or simply know their hobbies and specialties, and they haven't made their career direction clear.
When employees discover their hobbies and specialties and define their career direction, career planning really begins. Career planning should give full play to employees' own advantages and take employees' own characteristics as the guarantee, otherwise career planning will lose its meaning.
Career planning needs to be tested by practice and constantly improved. With the continuous maturity of people, their interests and hobbies are more precise, and at the same time, they may change, and their skills and specialties are more perfect and tend to be refined, so their career goals may also shift and change.
Second, the initiative of enterprises in employee career planning
The business purpose of an enterprise is to maximize profits, and the condition for its realization lies in the maximization of the work efficiency of each employee in the enterprise. The most important factors that affect the maximization of employees' work efficiency are employees' professional hobbies and physical characteristics, and these two factors are exactly the two factors that affect and determine employees' career.
Enterprises should actively assist employees and discover their hobbies and specialties together with employees, instead of simply using incentive theory to motivate employees materially and spiritually, because hobbies and physical characteristics play a decisive role in employees' work efficiency in many cases. A hotel in Beijing, in order to make employees work better, designed the career development direction for each employee, among which: the direction of employees is the foreman; The direction of the foreman is the supervisor; The direction of the supervisor is the department manager and so on. Hotel managers do not consider the feelings and needs of employees, but simply design their careers for employees by virtue of their own understanding of employees, ignoring the different characteristics of employees. Many enterprises adopt the practice of designing career plans for employees. As soon as the employee joined the company, the direct leader told him bluntly that his position was the development direction of the employee in this enterprise. Although isolated material and spiritual incentives can play a certain role, enterprises should also take discovering the characteristics of employees as the primary task to improve labor efficiency.
In discovering and determining the characteristics of employees, we can use formal and informal communication with employees to understand employees. At the same time, we can also pay attention to employees' attitudes and work results towards different work contents. The most important thing is to induce employees to actively discover their hobbies and physiological and psychological specialties.
Third, employee career development training and job development direction training.
We have fully realized that the first purpose of enterprise training is to meet the needs of enterprise management and development, so enterprises will not hold training for employees' career development in isolation. An enterprise will provide training according to the difference between the existing ability level of employees and the post requirements of future posts in order to make the employees he selects take higher or more important posts in the near future, that is, the post development direction training for employees in the enterprise, referred to as post development training. If the orientation of employees' career development implemented by enterprises is consistent with the training required by employees' career planning, then enterprises will objectively play a training role in realizing employees' career planning.
To carry out the training of employees' job development direction, the premise is to establish an objective and scientific evaluation system of employees' skills, and at the same time, to formulate more detailed and scientific job requirements for different positions in enterprises, and to find out the gap between employees' current skill level and the requirements of a certain job through comparison, so as to implement targeted skills upgrading training. However, small enterprises should not be too detailed, as long as they choose more important projects that meet the requirements of corporate culture and posts, and conduct evaluation, comparison and training.
How to make the implementation process of employee career planning serve the enterprise should fundamentally understand the internal essence and key elements of employee career, find out the working conditions and working environment that meet the needs of key elements of employee career in the enterprise, make the development needs of the enterprise consistent with the implementation process of employee career, and realize the common development of the enterprise and employees.