2. It is an urgent need for modern enterprises to effectively use talents to develop personal vision and carry out personal career planning and design. The rapid development of modern science and technology and the increasingly competitive market economy, on the one hand, make enterprise organizations face severe challenges, on the other hand, provide opportunities for the development and reform of enterprise organizations. If an enterprise organization doesn't understand its employees' professional interests, it can't guide employees to develop their professional interests, nor can it train and mobilize employees to meet the needs of development and change. Practical experience has proved that personal vision and personal career planning not only provide opportunities for employees to grow and develop, but also are one of the most economical and effective ways for modern enterprises to train talents. 1. Improving employees' understanding of personal vision and career planning is the premise of formulating personal vision and career planning. Personal vision and personal career planning is a relatively new function in modern human resource management and development. Therefore, managers at all levels of enterprises should strengthen their understanding of personal vision and personal career planning, increase publicity, make employees fully realize the importance of formulation for personal growth, and urge employees to actively participate in formulation.
2. Creating a learning enterprise culture and enhancing enterprise cohesion are the guarantee for realizing personal vision and career planning. The construction of enterprise culture is an important content and inevitable requirement for establishing a modern enterprise system. If a company wants to retain talents, attract talents and make good use of talents effectively, it must create a learning corporate culture and enhance cohesion and centripetal force. This year, the company put forward the slogan that creating a learning enterprise culture is not a pilot but a bright spot, and successively issued nine supporting documents and put forward many advanced ideas, which shows that the company has a solid theoretical foundation in creating a learning enterprise culture and provides a strong guarantee for formulating personal vision and career planning.
Different occupations have different characteristics and adaptability, and the prerequisite for better career development is to engage in occupations that suit your interests, personality and ability. Career choice not only means job application, but also includes promotion of existing positions and job rotation.
According to the theory of career vision, there are many factors that affect career choice, including luck, hobbies, knowledge and skills and personal orientation. The following is a brief explanation of these four aspects.
Knowledge and skills
Knowledge and skills are always the primary factors affecting job selection.
Almost all standardized employers have established competency models and interview evaluation tools based on post competence and quality, combined with professional knowledge, skills, education and work experience in personnel recruitment and staffing, with the aim of measuring the matching degree between candidates and post competence and quality requirements. In the competency model, each position bears the brunt of the requirements for knowledge and skills. However, the degree of professional knowledge can not fully explain that it meets the requirements of competency model. What enterprises want is work output-that is, knowledge is transformed into productivity. It's hard to imagine that an introverted person with a high degree of education who can't communicate with others can operate freely in his post. In other words, professional knowledge (theoretical level) should be transformed into productive forces, which is reflected in job skills (operational level) based on professional knowledge, which is why academic qualifications are paid more and more attention in the workplace, but it is no longer the reason of "only academic qualifications", and even sometimes people pay more attention to training experience.
Hobbies and interests
Interest is the best teacher, which has magical power to human development. When people are interested in a certain profession, they will show a positive attitude towards this kind of professional activity, arouse the enthusiasm of the whole psychological activity at work, forge ahead and work hard, which will contribute to the success of their career. On the contrary, forcing yourself to do what you don't want to do is a waste of energy and talent. Different occupations need different interest characteristics. A person who is good at skill operation is handy in the skill field with his dexterous hands, but if he stubbornly shifts his interest to speculative theoretical research or marketing public relations with others, he will feel that he is useless.
A wide range of interests can make people pay attention to and get in touch with many things, and create more favorable conditions for their choice of career. In career choice and career planning, everyone should focus on their own interests as much as possible.
Personality (tendency)
In this paper, gender orientation generally refers to an individual's personality characteristics (personality tendency), temperament, interaction with the outside world, and ways and means of perception, thinking and judgment. Sexual orientation can be trained, but the change of sexual orientation varies from person to person.
Different occupations have specific adaptive requirements for sexual orientation characteristics. If you want to choose a career, your resistance to career development and even realization will be greater than your corresponding sexual orientation characteristics. There are many ways to classify and diagnose sexual orientation, some focus on psychoanalysis, some focus on personality adaptation in career choice, and some focus on interaction with the environment. MBTI scale analysis is a classified diagnostic method for occupational character adaptability assessment of people who are faced with career choice confusion. According to the analysis of MBTI, we classify and measure individual preferences in personality (introversion and extroversion), information collection (perception and intuition), decision-making (thinking and feeling) and lifestyle (judgment and cognition). For example, the personality style suitable for human resources workers should be "very creative; Strong passion, strong principle and good personal morality; Good at collecting facts and checking standards, independent creative thinking and analysis; Even in the face of doubt, they still firmly believe in their own views; Seeing problems is often more incisive.
LIFO system, founded by Stuart Atkins and Allan Katcher, two psychologists and management consultants in the United States, is based on the long-term experience of the development team of career vision model, and it is the easiest to give guidance and reference to professionals, especially those who need help in interpersonal communication. LIFO, also known as life orientation, is a humanistic management system based on interpersonal communication, management and organizational psychology. Through a group of specially designed questionnaires, the orientation and preference of personal behavior style in smooth and unsmooth situations are displayed. The basic idea of LIFO system is that advantages and disadvantages are two sides of a whole, and the so-called disadvantages are often the overuse of advantages. Therefore, through LIFO system learning, we can not only understand ourselves and others, but also give full play to our own advantages, think constructively and act more appropriately. In this process, we combine the needs of the external environment, constantly adjust our sexual orientation, and then get as much interpersonal interaction as possible in every career cycle to achieve career development.
chance
"Laozi" says: "Heaven and earth are ruthless, and everything is a grass dog; The saints are ruthless and regard the people as pigs. " It means that there is no love between heaven and earth, and opportunities and misfortunes are discarded at will.
According to a report released by a survey organization, "in the process of career choice, opportunities account for 70% of all influencing factors". There is no need to discuss the exact weight of opportunity factors in career choice. Undeniably, in the process of career development, the opportunity factor cannot be underestimated. And "opportunities tend to favor those who are ready at any time."
As for the factors that affect career choice, hobbies are innate and opportunities are often unpredictable. What individuals can improve in a short time through training is the improvement of skills and the training of sexual orientation and style. The career vision model mainly attempts to give some reference to professionals in terms of effectively improving personal skills and managing the characteristics of expansion by combining personal work performance. 1. Provide personal vision and career planning consultation. Managers at all levels of enterprises should improve all aspects of consultation, so that each employee's career planning goals are feasible and achievable.
2. Help employees design personal vision and career planning. On the basis of improving employees' understanding of career planning, personal vision and career design are of strategic and vital significance to life path. If the decision is correct, it will be smooth sailing and successful. On the contrary, there are many detours and great losses. Personal vision and career design 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. The steps to understand the personal skill list are as follows:
The first step is to record personal familiar skills.
The second step is to screen the skills needed by the target occupation (target position).
The third step is to count the skills that individuals don't need in the target occupation (target position).
The fourth step is to distinguish between professional skills and transferable skills in personal skills.
The fifth step is to seek to establish career goals and conduct "benchmarking management" on personal skills.
The sixth step is to cultivate individuals to further improve their vocational skills.
Secondly, effective personal vision and career design need practical goals, so as to eliminate unnecessary hesitation and interference and devote themselves to the realization of the goals.
Third, an effective personal vision and career design requires an implementable career strategy. These concrete and feasible action plans will help you to succeed step by step and achieve your goals.
Finally, effective personal vision and career design should constantly reflect on the revision of career goals and whether strategic planning is suitable to adapt to changes in the environment, which can also be used as a reference for the next round of career design.
Individuals should always pay attention to revising their personal vision and career planning goals, try their best to adapt their career planning to the needs of enterprises, keep up with the pace of development of the times, and adapt to the needs of society, so as not to be eliminated.
3. Help employees move towards personal vision and career planning goals. In the process of encouraging employees to move towards personal vision and career planning goals, we should pay attention to caring for employees at different stages of career development, treat employees equally, and actively advocate open and equal competition.
4. Strengthen employee training, purposefully and systematically improve the overall quality and work quality of employees, and increase their enthusiasm and centripetal force. Employees in enterprises should not only "bow their heads and pull carts" to concentrate on learning a certain kind of professional knowledge, but also "look up at the road" to see if this kind of professional knowledge will still be needed in the future society. Generally speaking, in the long run, mastering more skills is more promising than mastering only one narrow professional knowledge. People are always used to underestimating themselves, and the result is often false. In this regard, psychologist rollo may concluded: "Many people feel that their strength is insignificant in the face of fate, and it takes extraordinary courage to break the existing framework, so many people finally choose to settle for the status quo, which seems more comfortable. Therefore, in today's society, the antonym of' courage' is not' cowardice', but conformity. As an enterprise employee, we should avoid this situation. In a word, personal vision and personal career planning are one of the most effective ways for enterprises to cultivate talents, mobilize the enthusiasm and creativity of employees, attract talents and retain talents. Managers at all levels of enterprises should upgrade experience management to scientific management as soon as possible, so that personal vision and personal career planning can serve enterprises and employees.
Generally speaking, the realization of career vision is carried out in stages, and correspondingly, the promotion and promotion of personal values, personal orientation, knowledge and skills are also carried out in stages. At each stage, there are often one or several specific and symbolic behaviors or phenomena, such as job promotion, substantial salary increase, completion of major projects and even academic upgrading. Career vision theory calls each development stage a career breakthrough.
Corresponding to psychological preparation, knowledge and skills respectively, according to the different needs of posts for management and skills, the target posts are divided into different categories such as low management, low skills, high management, low skills, low management, high skills, high management and high skills, and combined with the opportunities faced by occupations and individuals.