What is the purpose of career planning?

Currently, there are more than 30,000 occupations listed in the American Occupational Classification Dictionary (The Dictionary of Occupational Tifles). In today's world where information is so complex and there are so many occupations and job positions with complex occupational connotations, it is difficult for young people to understand the content and classification of various occupations based solely on their own experience and experience. The following is the purpose of career planning that I have compiled. You are welcome to share it.

What is the purpose of career planning?

Faced with this complex workplace information, it is difficult for parents, relatives, friends or teachers to have expertise in this area. knowledge to help students choose appropriate careers. In reality, it is easy to make blind choices, resulting in passive career development in the later period.

How to make an overall plan for your entire career is something that must be considered from the perspective of life planning. Only by achieving the greatest satisfaction and sense of accomplishment in our careers can we have a high-quality life, which is also the meaning of career planning.

The meaning of life often needs to be demonstrated through the realization of a certain purpose. So what are the specific goals to be achieved in career planning? How do these goals in turn confirm the meaning of self-existence?

We believe that career planning has the following four specific purposes:

1. Help us develop a sound personality

mentioned in Wikipedia , personality is also called personality. This concept comes from the Greek word Persona. It originally mainly refers to the mask worn by actors on the stage, similar to the facial makeup in Chinese Peking Opera. Later, psychology borrowed this term to explain: on the big stage of life , people will also change masks according to different social roles, and these masks are the external expression of personality. There is a real self behind the mask, that is, a real personality, which may be completely different from the external mask.

From a professional perspective, personality characteristics often have an innate competitive potential of their own, and they have a comparative competitive advantage compared with others in a certain professional skill suitable for personality development. If we assume that a person can freely reflect this advantage in his future career choices and combine it with his own interests and hobbies, in the foreseeable future, his chances of success will be much greater than others. Moreover, this kind of success will come relatively easily. In this process, you can fully feel the joy of personal growth that career development brings to you.

When a person is in this working state, his or her own value is fully brought into play, which in turn promotes the perfection and development of personality. At the same time, in this process, a positive feedback mechanism between personality development and career development is realized, and a healthy and happy career and life are fully enjoyed.

2. Self-realization of career ideals

American social psychologist Maslow has the famous five human needs theory: from the lowest to the highest, they are physiological needs, safety needs, Social needs (love and belonging needs), esteem needs and self-actualization needs.

The latter two self-needs belong to higher-level inner needs, and the meaning of life also lies in how deeply these two needs are realized. How people respect themselves and be respected by others, and how to realize their life ideals are the common life goals of all outstanding figures throughout the ages.

The great German philosopher Immanuel Kant once said a famous saying: People are ends, not means. This means that only in the process of seeking to establish one's own highest value can a person achieve a fully complete development. If a person only regards himself as a means of survival, it is a kind of disrespect for his own personality and loses the meaning and value of his existence as a person.

Through long-term follow-up and investigation by psychologists, we have found that those who have achieved success have higher self-requirements and realm of life, and have potential psychological needs for self-respect and self-realization. It is these two need motivations that continuously drive them to continue working hard towards the established goals, thus generating a higher sense of career satisfaction.

3. Development of human potential

There is a famous "iceberg theory" in psychology, which mentions that there is a huge iceberg on the sea, and only the highest part of the iceberg is exposed to the sea level. A very small part of the mountain is hidden below sea level. The part exposed above the sea level is called human's "consciousness", which can also be said to be human's "external ability". It belongs to the category of visible knowledge and skills and can be easily improved through learning.

The part hidden below the sea level is called people's "subconscious", which can also be said to be people's "psychological potential". It belongs to the category of personality traits, self-values ??and beliefs. This part of Ability is the part that is hidden deep in the heart and is not easy to be aware of and feel.

From a psychological perspective, potential is a potential human ability that has not yet been effectively utilized. Some psychologists have proved through experiments that people only account for 5% of their abilities in reality, while 95% of their abilities are still under development. If this huge ability is effectively developed, everyone can achieve achievements that they cannot even imagine.

How to allow oneself to develop simultaneously with society and the world depends on how individuals fully tap their potential, constantly accept new challenges, and allow themselves to engage in more meaningful careers.

In a sense, career and life are a process of harmonious development. Work will no longer be a means of survival for a person, but a career opportunity for a person and a person who is willing to devote a lifetime of efforts to it. lifelong career. In a higher sense, career can become an effective means for individuals to achieve their own life goals, and we will become the masters of the career we choose.

Career planning reference

As the saying goes: "Men are afraid of entering the wrong profession, and women are afraid of marrying the wrong man." The correctness of career choice is directly related to the success or failure of life and career. According to statistics, 80% of people who choose the wrong career suffer setbacks in their careers. This shows how important career choice is to career development. So, how can you choose the right career? Career planning is very important.

What is career planning?

Career planning refers to the combination of personal development and organizational development. Based on the analysis of personal and internal and external environmental factors, one determines a person's career development goals and chooses a career to achieve this career goal. Or position, prepare corresponding work, education and training action plans, and make reasonable arrangements for the time, projects and measures of each step.

How to plan your career?

Career planning is a collective term for a series of services aimed at career confusion and career development. Compared with the two-way high cost and real-time requirements of expert consultation, customer self-service is a more feasible path. Facts have proven that passive acceptance rarely leads to obvious action results. The law of "fish and fishing" must be introduced into career planning.

Methods include "mirror and ruler", "method and perspective", "information support" and "certainty".

1. The first step in career planning is "career direction orientation". Please remember that it is the most important and is the "mirror and ruler" of your career, used to clearly see your career characteristics. Guide you in your career accumulation and development over 5-10 years. In fact, career direction brings together your efforts and limited resources, revealing differences in the degree of key traits. In short, a firm grasp of career direction and career characteristics is a strategic grasp of career success, and it is the most effective way to grasp it.

2. Another ruler is the “professional core competency assessment”. For most highly educated people it is not that necessary.

The core competency training in formal university academic education can fully support your basic career development goals. If you think your college studies are not going smoothly or successfully, or you have high career development expectations, it is necessary to conduct a competency assessment through the "Career Core Competency Assessment" to support your career goals and establish an ability The direction and standards of improvement. Its data serves as a competency norm for business managers.

3. The organizational environment has a huge impact on people’s career development process, making “career maturity assessment” the second most important service link. If you don't have the resources and power, don't try to transform the organizational environment, because individuals don't have such power, and this idea is too idealistic. Actively adapting to the environment is a smart choice. You can grasp it with your own efforts without relying on others.

Organizational principles, workplace rules, interpersonal strategies, methodological perspectives, self-management, etc. all mark your "career maturity" level and determine your return speed. For those who have made great efforts but still not received recognition, often blame the bad environment, keep swallowing their anger or get angry at every turn, the "Career Maturity Assessment" is your good teacher and friend.

4. Decisions that lack information support are terrible decisions. As the saying goes, "A person with countless ideas in his heart will be confused and determined." Career planning focuses on methodology because methodology, like values, is the "metaphysical" "Tao" and a necessary prerequisite. But if it is not combined with the "physical" "tool", "Tao" will become empty talk floating in mid-air.

Therefore, career planning must ultimately be embodied as "career decision-making", and the "career information database" is precisely its information support. Even the huge cost and extremely high risk of piracy cannot cover up the strong voice of career counselors and clients. Professional counselors and analysts will all contribute to this, and its structure and content have been repeatedly designed and adjusted, and will continue to do so.

5. What is unavoidable is that after you have thought and learned, you still need "certainty" support. Especially when encountering complex situations, the planning of choices, strategies, sequences, priorities, and priorities all require the in-depth participation of experts.

Introduction to career orientation types

1. Technical/functional competence:

Technical/functional people pursue careers in technical/functional fields Growth and continuous improvement of skills, as well as opportunities to apply this technology/function. Their recognition of themselves comes from their professional level, and they like to face challenges from the professional field. They generally don't like taking general management jobs because it would mean giving up their achievements in technical/functional areas.

2. General Managerial Competence:

Managerial people pursue and are committed to job promotion, are devoted to overall management, are responsible for one department alone, and can integrate other departments across departments. They want to take responsibility for the entire part and regard the success of the company as their own job. Specific technical/functional work is viewed simply as a pathway to higher, more comprehensive management.

3. Autonomy Independence:

Autonomy/independence people hope to arrange their own working methods, working habits and lifestyle as they wish. Pursue a working environment that allows you to display your personal abilities and get rid of organizational restrictions and constraints to the greatest extent. They are willing to give up opportunities for advancement or job expansion, as well as freedom and independence.

4. Security Stability:

People with the security/stability type pursue stability and a sense of security at work. They can predict future success and feel relaxed. They care about financial security, such as pensions and retirement plans. A sense of stability includes integrity, loyalty, and completing the work assigned by the boss.

Although sometimes they can reach a high position, they do not care about the specific position and specific work content.

5. Entrepreneurial Creativity:

Entrepreneurial people hope to use their abilities to create their own companies or create products (or services) that are entirely their own, and Willingness to take risks and overcome obstacles faced. They want to prove to the world that they built the company on their own. They may be working at someone else's company, but at the same time they are learning and evaluating future opportunities. Once they feel the time is right, they go out on their own and create their own business.

6. Service Dedication to a Cause:

Service-oriented people refer to those who always pursue core values ??that they recognize, such as: helping others, improving people's safety, Eliminate disease through new products. They pursue this opportunity, even if it means changing companies, and they will not accept a job change or job promotion that does not allow them to realize this value.

7. Pure Challenge:

Challenging people like to solve seemingly unsolvable problems, defeat tough opponents, and overcome insurmountable difficulties and obstacles. For them, the reason for joining a job or career is that it allows them to overcome the impossible. Novelty, variety and difficulty are their ultimate goals. If something is very easy, it quickly becomes very boring.

8. Lifestyle:

Lifestyle people like a work environment that allows them to balance and combine their personal needs, family needs and professional needs. They want to integrate all the major aspects of life into a whole. Because of this, they need a professional environment that provides enough flexibility to allow them to achieve this goal. Even sacrificing aspects of their career, such as career changes that come with advancement, they define success more broadly than career success. They think they are different in how they live, where they live, how they deal with family matters, and how they develop in the organization.

Career planning issues

Among these four types of questions, after systematic analysis, we have selected the ten most common and challenging questions in career planning and career counseling to share with everyone. ***Discuss together.

1. Career choice and career direction positioning

1. Career positioning

Simply put, career positioning is to determine a person's position in a specific region at a specific time. What can you do, what can't you do, what kind of career/job should you pursue in what industry and field. Compared with dynamic long-term career planning, it is static, positioning at a certain point in time. From a long-term development perspective, career positioning is dynamic and constantly evolving. Career positioning solves the problem of person-job matching and person-post matching, which is the key to career success.

Career orientation is directly related to two aspects: major choice and career choice. That is, what to learn and what to do.

Due to the lack of career education, many college students or high school students do not know what to do after graduation. Of course, they do not know what they should learn during school. In this case, there is no way to talk about it. There is no need to apply what you have learned. Even professionals who have been working for several years often don’t know what they are suitable for. According to a survey conducted by the Xiangyang Career Consulting Agency on a sample of 280 professionals with a college degree or above, among those who have worked for 3-5 years, only 8 have a clear career positioning, and 21 have a relatively clear position. , and more than 69% of them do not know their career positioning. In other words, among people who have worked for three to five years, 70% of them are not sure what they should do, and they are working in a hazy and unclear manner.

Career positioning is a complicated process that requires comprehensive consideration of a person’s personality, interests, career interests, values, temperament, physique, abilities, education, experience and other factors. It is very complicated, but it is It is extremely important, so for a person who wants to have a successful career, no matter how much time, energy, and financial resources are spent on career positioning, it is never too much. We will introduce the specific methods and cases of career positioning in a series of articles in the future.

For those with certain work experience, we can use career anchor tools to help determine our career positioning. Career anchor refers to the crucial thing or value in the career that a person will not give up no matter what when he faces a career choice. It is the inner view of oneself. It is the process of one's own talents, values, and motivations. Formed after introspection. So it can explain how and why people and companies influence and interact with each other. This means that people will not leave their current job and switch to another job that does not meet their career anchor needs. ***It is divided into eight types of career anchors as follows: technical/functional, managerial, autonomous/independent, safe/stable, entrepreneurial, service, challenging, and life. Career anchor theory was proposed by Professor Shi En of MIT Sloan School of Management.

2. Frequent job-hopping

Job-hopping usually occurs in two situations: first, seeking better development space, including income, position, higher-level work content, etc.; One is that they cannot adapt to the existing working environment and are forced to change jobs. No matter what the situation is, frequent job-hopping usually means that the career positioning of the parties is unclear. Specifically, the parties involved in these job-hopping are often unclear about what they want to gain through job-hopping and what kind of person they want to develop into.

2. Career planning and development issues

3. Career planning

It should be said that career planning is basically the core of all career issues. Career planning is a kind of precautionary measure, a kind of foresight, and a kind of wisdom. Ideally, everyone should have a practical career plan before entering the workforce. But the actual situation is very regrettable. In fact, most people do not do it even if they know the importance of career planning. It may be because they do not know how to do it, or they may be unwilling to do it or too lazy to do it. Usually only those professionals with high achievement motivation will carry out career planning, or directly choose to go to professional institutions for career planning consultation. Xiangyang Career career planning experts believe that for efficient career development and career success, career planning should become a way of life for us.

5. Career transition

In the context of the market economy, it is normal to undergo several career transitions throughout the entire career. It may be because of the demise of old professions, or it may be because of the emergence of new and better professions, but more often than not, it is due to personal incompatibility with the original profession. We can choose to actively transform - for career development, we need a better career; we can also choose to passively accept - but this is usually very miserable. Career transition is unavoidable for most people, especially in the current era of rapid development of information technology, where career replacement cycles are shorter. For example, most IT technicians have to consider transition issues before they are 35 years old. And most of what we see in career transitions is that people pay a heavy price. Therefore, how to ensure a smooth transition in one's career is a big challenge for some people.

In specific cases, we found that a considerable number of consultants will inquire about the need for career change, and the trend in this regard has become more and more obvious in the past year or two. Research has found that this is actually an effective preparation for consultants to ensure the sustainable development of their careers. Ensure efficient career development through scientific preparation before substantial transformation.

6. Career bottleneck

Career bottleneck is what we usually call the glass ceiling phenomenon. The commonly referred to career bottlenecks and glass ceiling phenomena refer more to the ceiling for job advancement.

Hong Xiangyang, chief career planner of Xiangyang Career, believes that career bottlenecks can be understood from three levels. The first is the bottleneck of rising positions, which is our most common understanding; the second is the bottleneck of rising salaries; the third is the bottleneck of improving abilities and quality. . The three are very different, and they are also handled differently.

As for the first type of career bottleneck, that is, the bottleneck of rising positions, it is usually the easiest to encounter. In a pyramid-shaped organizational structure, since almost everyone hopes to develop into a higher position, and the higher an organization develops, the number of higher-level positions it can provide becomes less and less, so within an organization It is said that bottlenecks are inevitable.

It should be noted that when majors and occupations are misaligned, especially in some highly technical positions, the glass ceiling phenomenon will occur faster.

3. Issues in professional psychology

7. Adaptation to the occupational environment

Adaptation to the occupational environment includes two aspects: adaptation to the environment itself and environmental changes. .

Usually new employees and newcomers to the workplace are more sensitive to adaptation issues in the general professional environment. In particular, newcomers to the workplace usually need some special training and training to successfully adapt to the living environment of the workplace. When faced with drastic environmental changes such as corporate layoffs, those professionals who are not prepared will be fearful, frightened, and at a loss as to what to do. This is when expert help and support is greatly needed.

Environmental adaptation is divided into two categories: psychological adaptation and physiological adaptation, and psychological adaptation is usually the main one. For example, if the interpersonal relationship is not good, the company is not recognized, the ability is not used, there is no passion or motivation at work, there is too much pressure, etc., then some people will choose to face it and solve it, while some people will choose to escape and escape. The extreme form is resignation. Resignation at this time is often irrational and usually ends with bad results.

8. Conflicts between personality, interest and career

In the employment situation with high employment pressure, many people will first choose to find a job before going to work - of course, this is one of the Most people themselves don't know which career is better for them. After working for a period of time, they will find that the career they engage in every day is not what they want, and they will feel that it conflicts with their nature. These conflicts are difficult to reconcile in a short period of time. Then the problem comes and it’s too late to regret.

4. Career information consultation

9. Job search skills

Among the survey results of Xiangyang Career on a large number of job seekers, one of them seems to be Funny result: Even among people who have been working for 5 years, there are still more than 45 job seekers who can’t write resumes, submit resumes, or interview. As a result, the job search cycle is long and they can’t even be found. The right job can only be achieved through compromise.

The inability to apply for a job is indeed a common problem in the workplace. Originally this should be a small problem, but people seem to prefer to believe in themselves. They are thinking: Can it be so difficult for me to find a job as simple as this? The result is that as the job search lasts longer, the number of denials and rejections increases, and people become less and less confident. In the end, it is just a matter of finding a job first. The result is a vicious cycle after another, changing jobs again and again. Let’s go back to the second challenge we talked about – frequent job-hopping.

10. Industry/Career Information Consulting

In the era of information explosion, it is basically impossible for one person to master all the information. But what we are seeing is that almost everyone is doing their best to find information on their own when it comes to job hunting and career planning. The information here includes not only position, industry and other information, but also social, economic, cultural, political and other information. This is very important if you want to survive and develop in the new environment. For example, people from Guangzhou move to Beijing for development, or returnees flock to Shanghai. At this time, it is very important to seek help from professional organizations.

At this point, the main challenge is actually whether we can form the habit of relying on professional strength. ;