What are the requirements?
What's the mission?
How do HR personnel do a good job in employee career management? It is better to ask for Baidu than to ask for help. Look online and synthesize it. On the basis of synthesis, I have some thoughts of my own. Copying is also a kind of productivity.
How to do a good job in employee career management and a successful career requires the joint efforts and cooperation of both employees and enterprises. It is an important means to realize the cultivation and use of human resources in enterprises, mobilize the enthusiasm of employees and fully stimulate their potential, which is related to the personal development of employees and the future development of enterprises. In the pace of social change, whether an enterprise can retain talents can not only rely on the improvement of salary, but also whether an enterprise can provide a platform for employees to develop has become an important factor for employees to choose enterprises. Therefore, both individuals and enterprises need to plan and manage their careers. It is an effective way for modern enterprises to win competitive advantage to effectively integrate personal vision with corporate vision and realize the organic combination of enterprise management and employee career planning and management. I. Significance of Career Planning Career planning refers to the activities that organizations and employees set personal development goals and development paths according to the needs of employees and enterprises. Career management is a management activity to establish or improve employees' career design by providing targeted career information and promotion opportunities. In the past, the relationship between employees and enterprises was based on mutual trust and invariability, but in modern times, the relationship between employees and enterprises tends to be elastic and flexible, and the employee turnover rate increases. It replaces the previous mutual presupposition between people with fixed contracts or agreements. Although the traditional long-term fixed relationship has changed, enterprises still need the loyalty and stability of employees, which requires enterprises to actively intervene in the career planning and management of employees, cultivate employees' sense of belonging and identity with the enterprise, and realize the common development of employees and enterprises. When personal career development and enterprise career needs are balanced and coordinated, the development needs of enterprises and their employees can be met at the same time, and the goal of continuous growth of employees and continuous development of enterprises can be achieved. At the same time, enterprises should create personal career development space for employees and establish career development plans to help employees develop to a higher level. For example, provide them with challenging jobs, strengthen the training of employees' career planning, announce the vacant positions within the enterprise in time, make the career channels within the enterprise smooth, help employees realize themselves, and finally achieve the interactive and win-win effect of employees' personal development and long-term development of the enterprise. Second, the current enterprise career management status analysis 1. There is no perfect talent flow mechanism. Many enterprises do not have a perfect dynamic management mechanism to create conditions for employees' career planning goals. Within the enterprise, employees can choose their own positions through competition, but the promotion channels and methods are single. The company rarely clearly points out the promotion conditions, promotion years and selection procedures of all kinds of personnel, and has not established a sound incentive and restraint mechanism to effectively open up career development channels for employees. Talents have not received due attention, and unqualified employees have not been eliminated in time. 2. The human resource management system is backward. In the human resources system, many enterprises pay more attention to the role of salary and assessment, while ignoring the in-depth exploration of the sustainable utilization of talents. In personnel training, we failed to pay enough attention to strengthening the construction of professional talents in key positions through the talent selection and training mechanism, and cultivated and stabilized outstanding talents by maximizing the potential of existing talents. Often in the talent structure, there are only one or two core personnel in key positions, and the accumulation of human resources is not paid attention to, and there is a fault phenomenon in the construction of talent echelon. Once the key talents are lost, the core resources and technology are also taken away, and the losses of enterprises are bound to be no small. 1. Career design mode. In the process of employee career planning, it is particularly important to design alternative multi-channel career development routes. The career path of general enterprises is often single line, professional channel, technical channel or management channel. In terms of development channels, the first-line career path will make professional and technical personnel inferior to managers in status, salary, development opportunities and many other aspects. This requires designing a career development system with multiple specialties, technologies and management channels in parallel according to the enterprise scale and the long-term development plan of the enterprise, so as to broaden the career development direction of employees. By providing vertical work sequence and a series of horizontal opportunities, we will establish vertical and horizontal career development channels for employees. The multi-channel career development system is based on the substitutability of some experience levels. Employees can change between different vertical career development channels through the promotion of company needs or personal interests, professional experience, academic qualifications, professional titles and qualifications to realize their own career development. This represents the equal development opportunities of employees in the enterprise more truly than the single-track career path. 2. Plan employee career paths. Enterprises should provide corresponding support and help for employees, and internal managers at all levels should assume the responsibility of assisting their subordinates in career design and give specific guidance to employees' career development. First of all, enterprises should educate employees to establish a correct career concept, and at the same time provide professional ability assessment to help employees understand themselves correctly, guide employees to master the correct career planning methods, and make their career design conform to personal characteristics. The second is to do professional work and training. The company should establish a perfect vocational training system, including training to improve basic quality and job skills and training related to career design, so that employees can get professional development in their daily work and study. The third is to establish a reserve team talent pool, scientifically formulate training and exercise plans according to the status quo and trends of key positions, and cultivate reserve talents in stages and batches. Fourth, do a good job in career planning adjustment. In the specific implementation process, pay attention to timely feedback of relevant information and make corresponding adjustments. It is necessary to make the career planning plan have a long-term and effective incentive effect on employees, and also to meet the needs of the future development of enterprises.
How to establish employee career management Career management is an important human resource management tool to achieve a win-win situation between employees and enterprises: from the employee level, it is a process in which employees accurately understand themselves, determine their career goals and take actions to achieve them with the help of career planning; From the enterprise level, enterprises use career management to help employees determine their personal career development goals in their own enterprises, and provide corresponding training opportunities for employees, so as to combine enterprise development goals with employee career development goals, establish a win-win relationship between enterprises and employees, and realize faster and better development of enterprises. So how to do a good job in career management? First, the top management should pay attention to it. Top managers of enterprises are the strong backing of career management. In an enterprise, the will of top managers has a decisive influence on the cultural atmosphere and human resources strategy of the enterprise. If enterprises want to retain outstanding key talents for a long time, they must be given enough development space. Enterprises should set up a career management committee (or group), which is an organization established by enterprises to formulate and implement career management strategies. Its main responsibility is to formulate the annual career management strategy of the enterprise, locate the potential employees, guide and supervise their development path. Its personnel composition should generally include the top leaders of enterprises, heads of human resources management departments, career consultants, some senior managers, external experts of enterprises and some senior personnel with successful career development within enterprises. At the same time, the top management of the enterprise should also ask all functional managers to pay attention to this work, and should not be too busy to take care of it. Second, the system is the guarantee. Career management is not independent, it is closely related to other modules of human resource management. For example, enterprises should take it into account when formulating human resources planning. When implementing the personnel recruitment plan, the post rotation plan, training plan and promotion plan should be taken into account. For example, when recruiting, enterprises must clearly tell job seekers the characteristics, job requirements and development direction of the post, fully understand job seekers' knowledge, attitudes, interests and professional values, guide them to make correct choices and achieve job matching. When considering the promotion of personnel, it is emphasized that those who have not trained successors cannot be promoted, and managers at all levels should strengthen their awareness of career management when doing performance appraisal. Select indicators such as employee career development for assessment, and urge line managers to implement career management based on indicators. Third, training is the key. The implementation of career management system can not be separated from systematic training. Strictly speaking, there is no career management without training. In the process of training implementation, we should pay attention to the following two points: 1. We should have a correct understanding of training. In the practice of enterprise training, some employees improve their ability after training, or jump ship to find another job, or ask for a raise and promotion. Therefore, enterprises think it is better not to engage in training. It is not advisable to give up eating because of choking! Schuster, an American human resource management expert, conducted a special survey of 1284 companies. It shows that the average rate of return of enterprises that receive internal training and strengthen human resource development is at least about 1 1% higher than those that do not receive internal training. 2. In order to make talents more stable after training, the key is to combine training with enterprise development and employees' personal career development, and find the best combination of employees' needs and enterprises' needs. The development of employees should be synchronized with training, or training should be slightly ahead of employees' career development. Before doing all kinds of training, enterprises should carefully understand the strengths, weaknesses and values of employees, especially core employees, help employees do a good job in self-evaluation and accurately grasp the professional focus of employees. At the same time, they should have a perfect training system and design training courses based on qualification system or competency model. In the implementation of training, line managers and human resources departments should perform their respective duties. Fourth, development is fundamental. Evaluating the effect of enterprise career management system is to look at its adaptability and development. Its adaptability to enterprises depends on whether it is accepted and supported by senior leaders of enterprises; How are employees' understanding, practical application and personal development of career management? Does it have a negative impact on the management of enterprises in the implementation process? The development of an enterprise depends on whether it can attract, cultivate and retain the outstanding talents it needs. Does it satisfy employees, especially core employees, and can it effectively improve employees' ability and quality? Can enterprises get better benefits and sustainable development?
Entrepreneurial and SME Management Thesis suggests that you search Baidu Library.
How do enterprises plan their employees' career? A perfect career planning consists of four links: self-examination, goal setting, career strategy and career evaluation.
First of all, an effective career design must be based on a full and correct understanding of its own conditions and related environment. The more thoroughly you know yourself and your environment, the better you can design your career.
Secondly, effective career design needs practical goals, so as to eliminate unnecessary hesitation and interference and commit to the realization of the goals. Without practical goals as the driving force, people can easily compromise with the status quo.
Third, an effective career design needs an implementable career strategy. These concrete and feasible action plans will help you to succeed step by step and achieve your goals.
Finally, effective career design should constantly reflect on whether the revision of career goals and strategic planning are appropriate, so as to adapt to the changes in the environment and can be used as a reference for the next round of career design.
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How to plan employees' personal career?
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If you live in the future today, you will live in the past tomorrow. Flowers still bloom every year, but they are different from year to year. Life is a chess piece crossing the river, you can only enter and not retreat. Being in the information world, as a contemporary college student, I can't help thinking about my future. In today's era where opportunities and challenges coexist, how can I play my role? Where is my future and where should I go?
Without hard work, there is no sweet and pleasant success.
Without diligent study, there will be no impressive results.
After careful consideration, I decided to design my college life. Only when I have a goal can I have motivation.
Chapter 1 Self-analysis
In order to further understand that I belong to the river type of social people, and initially determine what is a suitable job position for individuals in the future, I searched various testing tools and conducted a talent assessment through China Vocational Consulting Network. Know yourself more objectively, and clearly know your personal characteristics, abilities, potential and career suitable for development. Suitable for my professional characteristics: I am engaged in activities that require innovation and responsibility, and I like to engage in occupations with leadership and enterprise characteristics. Occupation suitable for me: management social occupation.
Through the evaluation, I know that my management ability, speech ability, sports coordination ability and social skills are all good, which has a great relationship with my daily organization and management work. So basically suitable for my career and have my own interests: secretarial, public relations, salesman, personnel manager and so on.
To sum up, I can confirm that my career tends to be management. This is consistent with my secretarial major and career choice. In the future, I will always learn this knowledge, accumulate experience, overcome difficulties with perseverance and endurance, set goals, and consciously approach this direction step by step, and finally I will be able to realize my dream.
Answer the second chapter feasibility analysis.
With the rapid development of China's market economy, party and government organs, enterprises and institutions, and business systems are in great need of well-trained and competent secretaries. Now secretaries are all over the society, and there are many secretarial occupations, which are widely distributed. Located in the center, close service; Comprehensive, leading assistant; Four characteristics of young people and talented people. The employment prospects are good.
The general requirements of the secretary's ability structure: one expert with many functions and all-round development. Therefore, in the first stage, we should cultivate our language ability, coordination ability, management ability and information processing ability, and improve our work style and professional ethics.
Three-year college life planning
Adaptation period of college life
complete the task
(a) through the secretary qualification examination level 4
(2) Through the computer level
(3) Pass the English level.
(four) to obtain a first-class certificate of Putonghua.
Implementation plan: Take time to read in the morning, enlarge English vocabulary and practice Mandarin.
Ask teachers and classmates for advice.
Do English and computer tests. Read biographies half an hour before going to bed.
Second, the development period of university life
Completion of the task: (1) passed Level 4.
(b) Improve their knowledge.
(3) Get more certificates and develop yourself in an all-round way.
Implementation plan: stick to the habit of English half an hour before class, put some books at the bedside every day and read some before going to bed. First of all, keep yourself in the good habit of lifelong learning. Take an active part in cultural and sports activities, adjust your mentality and make yourself full of vitality.
Third, the preparation period for college graduation.
Complete the task: (1) Find a job through various channels and complete the graduation internship.
(2) Developing contacts
(3) Continue to learn the knowledge of secretarial work.
Implementation plan: go back to the dormitory to submit your resume online and read an e-book on job hunting skills. Fully develop one's own abilities. Make friends and maintain a broad interpersonal space.
Postscript Challenge yourself, never give up, the future is in your own hands.
What management subjects are involved in employee career management? There are only two aspects, one is skill and the other is management.
How to make them quickly upgrade from level one to a higher level?
The management level is nothing more than the change from assistant to boss.
As long as employees can see the hope and direction of development, such career planning is scientific.