Switch to "four" and "four not"

Switch, though no longer what a terrible thing, but not change jobs so simple after all. Switch to bear the economic loss and mental stress, so before changing careers, we must "think twice."

Switch to "four wants"

First, we should think about their own worth. Can not accurately position ourselves the ability to own what is not clear what the weak strong, just blindly follow the trend or follow the feeling is absolutely impossible to change jobs. Core competencies, customer base, personal interests, expertise, temperament, character must take into account everything, of course, well enough prepared.

Second, we must understand the full range of "target industries." First understand the prospects of the industry, after all, more promising sunrise industry will also give newcomers more opportunities. As the saying goes, "闅旇濡傞殧灞? the ideal situation is to have a few in the industry "insider" for providing reliable information, which includes promotion system, pay status, in a word the more the better.

3 to depend on your matches with the new industry. After the comparison is necessary to understand, to seek common ground, general knowledge and skills, to face customers, there are three aspects of work patterns are common on the one hand, more improved line, such as sales are made, the original sale of commodities is done if the change Coke sales, although industry changes, but no change in the face of the customer base, they better get started.

Fourth, we must act decisively. Farther in the original field of people who switch to other industries more difficult it is. But as long as that does not change in the right direction again hesitated, because to wait and see the longer, the greater the cost, if these are seen as investments, the whole thing becomes relatively simple: you and not-for-work, but in the field of a new investment.

Switch to the "four not to"

One should not blindly follow the trend. What "hot" where to turn, whether suitable or not. Developed in the workplace, like climbing trees, when found himself climbing the branches not thick or has been corrupt, they often think of is stepping down, for a tree to climb. But did not carefully consider whether you can climb the tree, whether there are too many people in the climb, it has been "overloaded" the.

2 Do not force yourself to change jobs. 20 45 years old has been transferred to the peak, because this period the person is self-independent, energetic, bright young stage, and began to examine the suitability of their work, their learning ability and recycling of the transfer level, have a certain advantage. But also switch to a 30-year-old peak, in addition to the normal reasons to change jobs, the volunteer work affected many people's mentality, often with a certain blindness, felt no chance in this business, and hope that a change of scenery from another industry, with impulsivity, this is the peak age to switch failure. Therefore, age should not be used if they are forced to change jobs, age is not measured, but depends on whether you have this line in the core competitiveness.

3 Do not hurry. Absolutely different from the switch to switch, switch to the new company can create value in a short time, but often need to switch to a period of adaptation, and lack of patience, do not make many of them calmly turn Departed halfway. When the conversion industry, as elect the trunk, there is a step down process, in the process, reduced earnings and lower positions is difficult to avoid, but as long as the chosen direction is correct, this phenomenon is only temporary beyond the old job and pay only a matter of time. Conversely, if unfinished, the cost is also painful, because you want to switch back again if there are vacancies in the original trade or acquire the status of the original pay and difficult to talk about it.

4 Do not addictive. Although you can make a career switch, "vista", but the frequent switch is a misunderstanding, which is like digging a well, always dig a while to exchange child never dug up any water.







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Why engage in career planning?

For every modern enterprise employees, whether older employees, or newly graduated students; both have advanced degrees, or just middle school, everyone looks to a successful career. As the saying goes, "motivated the heart in everyone", which is human nature. However, career success, not everyone can be fulfilled
The problem? How to do to make the success of the cause of it? Career Planning provides us with a path to success.

To talk about career planning, first of all we have to understand what is meant by life and professional career. In short, broadly speaking, career entails a person's life from beginning to end the whole experience. We said in the occupational career is more narrowly defined career (career) concept. At home, his career (career) is usually used to specifically refer to his career. United States, career management experts Super.DE (Sapper) that life is an individual's role in their lives the whole process of career development is people-centered.

So what is career planning? Career planning is the personal development and organizational development by combining objective and subjective career through factor analysis, summary and determination, to determine a person's goals and career objectives to achieve this cause, and arranged in advance career system process of career planning is also called career design, sub-personal career planning (design) and organizational career planning (design) aspects. In any society, any system, career design is more important, it is the people's career development, real power and accelerator. The essence is to pursue the best career path of development process.

The role of career planning is to help you set clear objectives and management, the use of scientific methods, practical measures, to develop personal expertise to develop their potential and career development to overcome the ride to avoid the trap of life, constantly modify the way forward Finally, access to career success.

The purpose of career design, not only help individuals in accordance with their terms of capital strength to find a job, meet and achieve personal goals, more importantly, help individuals to truly understand themselves, set their own career plans, planning the future, further detailed estimate Lord, customer requirements and internal and external environmental advantages and limitations of the "foreign intelligence value, quantity has power," the case, the design features that meet their reasonable and feasible career development.

Staff career development planning, business development strategy should be based on the full understanding of organizational vision, the personal development needs and organizational development planning combined with staff to determine realistic career goals.

Personal development is the enterprise development and social development, and that only people's initiative into full play, in the company to establish a people-oriented career development and management of target system, to help each employee achieve self-worth, through good staff development and career management and human resources to maximize business into human capital, enterprises can finally realize the vision of the future. Employee career planning and management of human resources strategy is the core of the company, to develop staff career planning as the company's strategic management of the enterprise should be an important part of the important tasks.

For the individual, its meaning can be summarized as follows:

First, the implementation of strategic initiatives, operating a bright future

Career design or planning, in a nutshell is to match talents with professional and re-planning process. Career itself is a dynamic process of change to continuous development. Career planning is not a policy response, but the future operation. Effective career planning, help to define future goals in life. What should a person's career direction which can be through the development of career planning clear up. "Objective reason for useful only because it helps us now and into the future." Only when we have clear objectives, to motivate people to fight and to actively create conditions to reach their goals, so as not to float around aimlessly, just follow the crowd.

Second, take yourself to succeed

Career planning is based on human knowledge, but also solve the target problem, to solve these problems, and also grasp themselves. How a student into a smart employees, for us, there is still a long way to go. The brutal reality of competition and does not allow you to grow slowly, which requires each person not only to see themselves, but also see the front, quickly grow up. For young people, can be confusing, can be confused, but never allow myself to give up.

3, first give a high, after efforts will jump higher

Career planning, that is, each of us according to their working ability and professional knowledge, a general design is good to be fighting for their own goals, that is their own way to go after. The road ahead, first give your set a suitable height, and then step by step through their own efforts towards that direction, until it reaches the set height and then set a new high, drifting high, the height of front is our future.

Fourth, there is no plan in life is doomed to failure

Aristotle once said: "Man is an animal looking for goals, he simply is whether the meaning of life is to find and pursue their goals." Not planning a career is doomed to failure.

From the business point of view,

Career management is human resources management is now the core of

Career planning is to meet the manpower needs, a means of retaining talent. Improve staff career planning can maximize the talent and potential employees, and improving economic efficiency. Handle employee career planning and business development relationships, employee personal goals and their overall objectives, help long-term development.

Career planning is to meet the manpower needs, a means to retain talent

We know that the brain drain there are three main reasons: First, compensation issues, low pay and harder to retain talent, which is an important brain drain because of one of the clouds; second to play to the problem, one person at a post If can not play, expertise can not use, do not worry about their work will sooner or later Liu Hao; Third, social roles, for a talent, despite higher treatment can also be a play, but If no appropriate position, psychology is uneven. Therefore, the size of people's ability to have a concept of identity is often considered titles, and ability level of a person the size of contributions reflect how much. If you can not measure the talents of any of its staff as a role, is difficult to retain talents.

Career planning can maximize the work to mobilize the enthusiasm of employees, give full play to their talent and potential

We know the employees an important part of career planning is one of the individual analysis. By analyzing know themselves, understand themselves and their ability to estimate, evaluate their own intelligence; confirm their character, to judge their own emotions; make their own characteristics, have found their answer; clear understanding of their strengths, assess their own gaps. In order to develop themselves, change themselves, create their own design, beyond their own obstacles. Take themselves as their own success. So that their talents into full play, to have to adapt their development, so career planning can solve the "full potential" problem.

Through career planning, career development can choose for themselves to determine their interest and expertise to meet the career route. The right to set their own goals in life, the use of scientific methods, to take effective action to resolve the crisis of development in life and traps, so that career success in life, take on certain social role, to realize their ideals. Therefore, career planning can solve the "social role" of stability.

When a person can receive the appropriate play, and as a certain social role, and duties of his position has been enhanced, its treatment and compensation will surely increase. For example, as the department heads, production managers, project managers, department managers, engineers or senior engineers. Position to improve their treatment and compensation will surely increase. Therefore, the compensation problems will be solved, that is, "remuneration" has also been stable.

Thus, individuals have been fully mobilize the potential and ability into full play. Work actively, and talent retention, and more importantly, the same one, the role of different.

To sum up, career planning and personal development company employees retain talent is one important method and means. Of course, career development and organizational development goals only consistent, consistent, can play its role, resulting in its effectiveness.






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