I. Six stages of career development
Personal career development is closely related to life planning. These variables include schooling, marriage, having children and retirement. Personal career goals can be set as two years, 2-5 years, 5- 10 years, respectively, as short, medium and long-term goals, and different roles undertake different tasks. Personal career and main goals can be divided into the following six stages:
First, the exploration stage: students. The main goal of this stage is to discover interests, learn knowledge, develop skills needed for work, and also develop values, motivations and ambitions.
Second, enter the stage: candidates. The main goal of this stage is to enter the workplace, get a job and become a new employee of the unit.
Third, the novice stage: interns, junior staff. Learn to do things by yourself, learn to be accepted by colleagues, learn to face failure, learn to deal with chaos, competition and conflict, and learn to be independent. The main goal of this stage is to understand the unit, be familiar with the operation process, accept the organizational culture, learn to get along with people, take responsibility, develop and display skills and expertise, meet the challenges of work, form skills in a certain field, and develop creativity and innovative spirit.
Fourth, the continuous stage: incumbents and supervisors. Personal performance may improve, or it may remain the same or decline. At this stage, the main goal is to choose a major or enter the management department, maintain competitiveness, continue learning, and strive to become an expert or professional manager; Or the ability to update, train and guide technology, transfer to new jobs that need new skills, and open up broader work horizons.
Verb (abbreviation for verb) bottleneck stage: senior manager. At this stage, it has reached the top. The main goal at this time is to re-evaluate one's talents, motivations and values, further clarify one's career aspirations and personal future, accept the status quo or strive for higher development, establish interpersonal relationships with others, become mentors, learn to exert influence and guidance, expand, develop or deepen skills, and select and train successors.
The intransitive verb leaves the stage of work in a hurry: those who continue to develop can cope with it safely, and those whose career development is stagnant or declining will face difficulties. The main goal of this stage is to learn to accept the decline of power, responsibility and status, accept the new role changed by it, cultivate interests outside work, find new sources of satisfaction, evaluate one's career and plan to retire. They can change from a power role to a consulting role and find self-unity in activities outside the company.
Strategy is choice and trade-off, and the path chosen by everyone is not necessarily the same as others. Therefore, analyzing your needs, long-term and short-term goals, finding the obstacles encountered in the meeting, such as your knowledge base, ideas, ways of thinking, skills and psychological quality, making your own promotion plan and seeking outside help are all conducive to personal career planning.
Second, the three steps of career choice
If you don't know yourself and analyze your needs first, it will be difficult to plan your career development. Self-analysis and orientation are the prerequisites for determining your strategic choice in life. According to the key, we should proceed from the following three orders in order to choose the right direction and go the right way.
Personal talent is the first consideration. Talent is an innate characteristic of human beings, which is different from the interest in development that can be cultivated the day after tomorrow, but we often don't know where our talent is, so that we can't stand out. The advantage theory developed by Gallup Company appropriately confirms this view. Different occupations have different talent requirements, which also determines the performance of each employee, which can be clearly seen from the performance of athletes and musicians. If you are a rigorous person, you pay more attention to the accuracy of every link and detail in the work process, are willing to follow a set of plans and steps, and tend to work strictly and diligently to see the effect of your excellent work. This personality is suitable for accountants, auditors, archivists, etc.
Secondly, it is the interest factor. The main reason why most people change jobs is that they can't find pleasure in their work. Some people like to engage in certain jobs, hoping to see the fruits of their labor soon and get satisfaction from the finished products, so they are very suitable for indoor decoration, gardening, beauty, hairdressing, manual production, mechanical maintenance, cooking and so on. On the other hand, if they only participate in the process of homework and can't get the evaluation work in a short time, they will gradually lose motivation in the absence of motivation.
In the book "Choosing the Right Pond to Catch Big Fish", the author Ryan? Gilson compared "fishing" and "career planning". He gave an example: you just graduated from college and have two jobs in front of you. One has a high salary, but it doesn't match your interests. The other has a low salary, but you like it. How do you choose? Most people's answer is: "I will choose my favorite job." However, once we face the reality, when the income gap exceeds our psychological endurance, most people will be psychologically unbalanced. On the contrary, most people really think: "It's not too late to accept a well-paid job and not be interested in it, and then pursue your hobbies after accumulating a certain amount of wealth." In my opinion, it is really stupid to let us give up the opportunity to choose the right direction just for a little gap. In fact, low salary itself is a test of personal mentality. In order to get a well-paid job, many people often habitually blur their pursuit and interest, forcing themselves and others to believe that this is the best choice.
The last factor is a person's major. However, for a fresh person who has just stepped into the workplace, it is useless to learn professional knowledge in school for several years. At best, it is only basic knowledge, and more tacit knowledge should be gradually accumulated in his work. In order to accommodate majors, sometimes more opportunity costs will be lost. After all, the professional categories in the actual work are much richer than some majors in the school, but seeing the trees without the forest will miss many opportunities. When entering a new job, IQ is really important, and it is the only indicator to accept you when the other person is not familiar with you. EQ is the key to decide the promotion, which has nothing to do with the major and is related to the working environment, proving that psychological quality and personality are more worthy of attention than professional performance.
Third, make good use of the law of target path
Through some career orientation tests, we can initially understand the subjective factors affecting career choice. To achieve career goals, it is necessary to assess the gap between personal goals and the status quo in order to make an effective action plan. The following is a simple target path method for readers' reference:
First, put your resume aside, prepare a blank sheet of paper, draw a form on it, and fill in the time, company name, job title, job responsibilities, required knowledge and skills, and your current job content, and then fill in the content carefully. This is your present situation. In addition, draw a form on another piece of white paper, fill in the time, company name, job name, required ability, knowledge and skills, work content, fill in the time column according to your own life planning time, collect the work information you are interested in from recruitment websites or newspaper advertisements, and fill in other columns. This is your planning goal.
Now these three pieces of paper in your hand are regarded as three points, the origin is your resume, and now your position is the status quo table, and the target points of each stage are on your plan target table. We began to write about how much time you have spent since the beginning and what abilities, knowledge and skills you have added. Similarly, we wrote down how long it will take you to get from the current situation to the planned goal, and what abilities, knowledge and skills you need to supplement. We wrote down an analysis table of the gap between the past and the future. From this gap table, review whether there is a big gap in time, work, ability, knowledge and skills, or there is deviation or lag, and re-examine the contents of the plan target table. Fill the gaps in job-hopping, including the qualifications and abilities that need to be strengthened in the status table, and adjust the expected time limit.
Only by completing this gap list through the target path method can we make a reliable action plan after feedback and correction. Mentality, basic ability (basic knowledge, professional knowledge, practical knowledge and skills), business ability (understanding, judgment, planning, development, expression, negotiation, coordination, guidance, supervision, command, execution, etc. ), quality ability (intellectual quality, physical quality, personality, attitude, self-values, etc. ) provide some warm tips to friends who have already gone to work, so as to strive for organizational resources and make use of the training system of the enterprise; Look for mentors or people close to the core of power, participate in organizational learning, and update skills and attitudes; Or take advantage of the company's internal job rotation system, strive for opportunities for horizontal mobility and job rotation, and carry out cross-industry learning, effectively reducing the investment cost of individuals in learning.
How to do a good job in personal career planning, the author does not suggest completely denying yourself and the past, but should really evaluate personal characteristics and advantages based on existing achievements, and evaluate the gap between personal goals and the status quo, accurately locate the career direction, re-recognize your own value and increase value to find new career opportunities, and remember to link your personal career with your family so as not to become an unfavorable variable for career development.
Fourth, the most important career planning has two main purposes.
The first purpose is to find a job that suits you. The most important thing to find a job is to match people with posts and suit yourself. Every job has advantages and disadvantages, and everyone has advantages and disadvantages. Analysis and orientation is the first link of career planning, which determines the direction of personal career and the success or failure of career planning. Career planning should be carried out before job hunting, and accurate self-positioning should be carried out before career planning. First of all, we must find out what we want to do, what we can do, and what our interests, talents and knowledge are suitable for. Career orientation, ability orientation and career values can be measured by reliable scale tools, which is the basis of career planning. Career planning is to understand a person's internal and external advantages and integrate these advantages into the core competitiveness in the workplace according to the indicators of evaluation results, as well as their own education, experience and ability. Then, according to the 10,000 jobs in Qian Qian, the consultant will analyze and find the matching point of this job, which is the so-called work entry point.
The second purpose is to seek career development through planning, work out development platforms in each stage in the future, and come up with plans and measures to capture each platform. Then, the consultant will give detailed guidance on the operation of the entry point, such as market conditions, industry prospects, job requirements, entry conditions, training and research, work business, salary promotion, industrial English, etc., such as: how long each platform will last, what knowledge needs to be supplemented, what contacts need to be supplemented, etc.
principle
1. Clarity principle: Are the objectives and measures clear? Are the steps to achieve the goal simple and clear?
2. The principle of variability: Is the goal or measure flexible or buffered? Can it be adjusted according to the change of environment?
3. Consistency principle: Are the main objectives consistent with the sub-objectives? Are the objectives consistent with the measures? Are personal goals consistent with organizational development goals?
4. Challenging principle: Are the objectives and measures challenging or keep the status quo?
5. Incentive principle: Does the goal conform to your own personality, interests and specialties? Can you generate internal motivation for yourself?
6. Cooperation principle: Is there cooperation and coordination between personal goals and others' goals?
7. Whole process principle: The whole process of career development must be considered when making career plans.
8. Specific principles: The route division and arrangement at each stage of career planning must be concrete and feasible.
9. Practical principle: There are many ways to achieve career goals. When planning, we must consider our own characteristics, social environment, organizational environment and other related factors and choose feasible ways.
10. Testability principle: planning and design should have clear time limit or standard, so that you can know the implementation status at any time and provide reference for planning.
Basic classification
1, the duration of career planning is generally divided into short-term planning, medium-term planning and long-term planning.
2, short-term planning within three years, mainly to determine the goal, planning to complete the task.
3. The medium-term goal is usually three to five years, and the medium-term goal is designed on the basis of the short-term goal.
4. Long-term goal planning takes five to ten years, mainly to set long-term goals.
5. What are the stages of career development?
The first level: the "green and yellow" stage
When I first joined the work, I was at a loss, holding a diploma and having no work experience. Working for two or three years is the most "green and yellow" stage in your career: you are neither as "pure" as a graduate nor as "independent" as someone with four or five years' experience, and you are in a state of "one bottle is dissatisfied and half a bottle is wandering", so you can imagine how difficult it will be if you jump ship to find a job at this time.
The second level: the stage of "career shaping"
Many people are treated as screws in a company, where they need to be nailed. After working for 3 years, you will gradually step into the stage of "career shaping", get familiar with organizational culture, understand the inside story of the organization and establish a preliminary interpersonal network. After a period of time, your "occupational character characteristics" will be exposed: what are your strengths and weaknesses, so you begin to enter the stage of "career shaping" and make reasonable adjustments and corrections to your career direction.
The third level: the stage of "career lock-in"
The work at this stage is basically stable. After working for about 5 years, as your understanding of your own advantages and disadvantages and personality characteristics becomes clearer, you gradually move from "career shaping stage" to "career locking stage" and begin to clarify "what do you do?"
The fourth level: the stage of "career development"
At this stage, everyone has to face many choices. After working for about 10 years, your career will become a lifelong career, which means that you will accumulate skills, experience and funds from the previous career stage and move towards the pioneering process of your life career. Maybe at this stage, you are still in the original "career" state, and you are still running for the "boss's career" every day, but your age and experience have pushed you to the starting line of career development. If you run, you must run. If you don't run, you have to run by yourself. Your family began to force you to think of them. Your dedication and sense of accomplishment determine that you should start thinking about yourself.
The fifth level: the stage of "career stability"
Based on the previous few. /kloc-after working for 0/5 years, you have entered the "year of no doubt", and the previous "career stage" and "career development stage" have left you a lot of accumulation. At this stage, what you need is how to keep your career rising in a steady process. During this period, you should constantly observe and understand the market, and you can't relax at all, so you may feel very tired and hard, but if you watch more, your stress resistance will increase a lot, and you will be comfortable.
Six, the career development process is divided into five stages:
1, the growth stage (birth-14 years old) is a fantasy, focusing on interest, to choose and evaluate the career you understand;
2. In the exploration stage (15-24 years old), gradually consider your own interests, abilities, social value of your occupation and employment opportunities, and start to enter the labor market or engage in a certain occupation;
3. In the establishment stage (25-44 years old), try the chosen occupation and change jobs until it is gradually stable;
4. In the maintenance stage (45-64 years old), workers have made some achievements in their work, maintained the status quo and improved their social status;
5, the recession stage (after the age of 60), career is coming to an end or quit the field of work. Chinese experts have also put forward a similar division method, that is, germination period, inheritance period, creation period, maturity period and old age period.
Career design refers to the combination of individuals and organizations. On the basis of measuring, analyzing and summarizing the subjective and objective conditions of a person's career, it determines the best career goal and makes effective arrangements for achieving this goal. The purpose of career design is not only to help individuals find jobs according to their own economic conditions and achieve their personal goals, but more importantly, to help individuals truly understand themselves, make career plans for themselves, plan their future, draw up the direction of life, further evaluate the advantages and limitations of the internal and external environment in detail, and design their own reasonable and feasible career development direction under the condition of "weighing external conditions and measuring their own strength". Career design can be basically divided into five stages: setting goals, evaluating self and environment, choosing career, career strategy, evaluation and feedback.
Seven, the four links of career design:
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.
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, effective career design needs implementable career strategies. 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 to adapt to the changes in the environment, and can also be used as a reference for the next round of career design.
8. How to define your career orientation?
The gifted professor at MIT pointed out that career orientation can be divided into the following five categories:
Technology: People who hold this professional orientation are often unwilling to engage in management work because of their own personality and hobbies, but are willing to develop in their own professional and technical fields. In the past, when China didn't train professional managers, top-notch technicians were often promoted to leadership positions, but they often didn't like the job themselves, and they wanted to continue studying their major.
Management type: These people have a strong desire to be managers, and experience tells them that they have the ability to reach senior leadership positions, so they set their career goals as management positions with considerable responsibilities. The ability to become a senior manager includes three aspects:
1, analytical ability: the ability to judge, analyze and solve problems under the condition of insufficient information or uncertain situation;
2. Interpersonal communication ability: the ability to influence, supervise, lead, cope with and control people at all levels;
3. Emotional control: I have the ability not to be depressed or discouraged in the face of key events, and I have the ability to take on major responsibilities without being overwhelmed by them.
Creative: This kind of people need to build their own things, or products or processes named after themselves, or their own companies, or private property that can reflect their personal achievements. They think that only these tangible things can show their talents.
Freedom and independence: some people like to be alone, rather than relying on each other as they do in big companies. Many people with this career orientation also have a fairly high technical career orientation. But it is different from the pure technical orientation. They don't want to develop in the organization, but prefer to be consultants, or work independently, or partner with others. Other free and independent people often become freelance writers or open small retail stores.
Security type: Some people are most concerned about the long-term stability and security of their jobs, and strive for a stable job, considerable income, superior welfare and pension system. At present, most people in our country choose this career orientation. Many times, this is determined by the level of social development, not entirely by one's own will. I believe that with the progress of society, people will no longer be forced to choose this type.
Each of the above descriptions may have a specious feeling. In order to better define your career orientation, you can try the following methods: First, take out a piece of paper, think carefully about the following questions, and record the main points on the paper:
1. When you were in middle school or university, where did you devote the most energy?
2. What is your first job after graduation and what do you hope to get from it?
What is your long-term goal when you start working? Have you changed? Why?
4. Did you change your job later? Why?
5. What do you like and dislike most about your work?
6. Have you ever refused a transfer or promotion? Why? Then, according to the explanation of the above five types of career orientation, determine your dominant career orientation.
Like many classifications, there is no good or bad classification above. The reason why it is put forward is to help people better understand themselves, rethink their career, and set practical goals accordingly.
Nine, four career stages of life experience
A person's career runs through his life, which is a long process. Scientifically dividing it into different stages, making clear the characteristics and tasks of each stage and making a good plan are very important for better engaging in one's career and realizing the established life goals.
Experts and scholars in different countries have different theories and methods on how to divide the career stages, which can be roughly divided into three types: by age level, by professional level and by management level. Luo Shuangping, an associate researcher at the Institute of Personnel Science who is engaged in career planning research in China, believes that it is more appropriate to take age as a stage, that is, 20 to 30 years old as a stage, 30 to 40 years old as a stage, and so on. Each of us has to go through these stages, so what should you do now? Luo Shuangping talked about his own views for readers' reference.
20 to 30 years old: take the first step in life.
The main feature of this stage is from school to work, which is the starting point of career development. How to start is directly related to the success or failure in the future.
One of the main tasks at this stage is to choose a career. On the basis of self-analysis and internal and external environment analysis, choose a career that suits you, set life goals and make a good life plan. Another task is to establish a good image of yourself. How young people behave after entering the professional world has a great influence on their future development. Some young people, especially the newly graduated college students, always think that they have knowledge and culture. After working in the unit, they disdain to do trivial things and can't leave a good impression on their colleagues. It can be said that it is a crisis for the development of young people. Another important task is to continue studying. According to the research of Japanese scientists, 90% of the knowledge needed for a person's life's work is learned after work. This data is enough to illustrate the importance of studying after taking part in work.
30-40 years old: You can't ignore the revised goal.
This period is a person's prime, a period when he can give full play to his talents, get promoted and develop his career rapidly. The task at this time is not only to work hard, show their talents and expand their careers, but also to adjust their careers and modify their goals for many people. People in their thirties should have a clearer understanding of themselves and their environment. See if your chosen career, career path and life goals are in line with reality. If it is not the same, it should be adjusted as soon as possible. Forty to fifty years old: charge in time
This stage is the harvest season of life, and it is also a period when successful people in their careers show their talents. What makes people of this age accomplish nothing? Focus on finding reasons by yourself and objectively analyzing environmental factors. Don't blame all the reasons on external factors and other people's mistakes. Only by correctly understanding ourselves and finding out the objective reasons can we solve the obstacles to life development and grasp the direction of future efforts.
Another task at this stage is to continue to "charge". Many people will encounter the problem of knowledge updating at this stage, especially in recent years, with the rapid development of science and technology, the cycle of knowledge updating is shortening day by day. If you don't charge it in time, it will be difficult to meet the needs of your work and even affect your career development.
50-60 years old: plan your career for your later years.
This stage is a turning point in life. Whether you continue to develop your career or prepare for retirement, you will face a turning point. Due to the progress of medicine and the improvement of living standards, many people can still work healthily at this time or even in the next ten years, so it is very important to make a good career plan in their later years. Japanese workers generally begin to make career plans in their later years at the age of 45; The United States plans its old age at the age of 50. Chinese workers can make career plans in their later years according to their retirement age five years in advance.
The main contents should include the following aspects: first, determine what to do in the twenty or thirty years after your fall, and then make an action plan according to the goal; The second is to learn the job skills after retirement, and it is best to start learning three years before retirement; The third is to understand the relevant policies of re-employment after retirement; The fourth is to find job opportunities. At present, there are talent employment agencies for retirees in China, so you can contact these departments in advance to get their help.