Human Resources Department of internal training: career planning PPT download

Human Resources Department of internal training: career planning PPT download;
PPT Author: commoner son;
PPT Description:
01, why should the career plan;
02, an overview of career planning;
03, how to carry out career planning;
04, the implementation of career planning steps;

Why Career Planning:
Why do employees do career planning?
Why do businesses do their career planning?
Everyone has two of the most important decisions in life, they may create you, and may destroy you, will change your life deeply. What are these two major decisions?
First: how would you make a living
Second: you will choose who is your child's father or mother?
- Carnegie
Choosing a career is a matter of life, because the profession determines the future of a person. The blacksmith hammered the anvil and the anvil hammered the blacksmith; the shell of the sea clams had become dark in the darkness of the sea, and the human mind was stained with the course of life, but the influence of the mystery was complex and difficult to perceive. So, choose career, is to choose the future of their own.
- Russell
"Why do not you always find a job that works for me?"
Many can not find a job or frequent job-hopping who have such a confusion. We believe that career planning is our first plan to enter the community, but also the core planning of life planning.
Career occupies a very important place in the life of a person, the success of a career or not directly affect the value of life can be fully reflected, indirectly determine the life content of the wonderful or plain. Therefore, the planning of a career is very important for everyone, it is about the future and fate of the individual.
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Overview of Career Planning:
The history and current situation of career planning
Career planning
Career planning originated in the West. After the Western industrial revolution, the traditional university education and training of college students in the employment of a series of problems, Western universities began to vocational counseling for college students. F. Parsons, a professor at Boston University in the United States, suggested that "choosing a career" was more important than "finding a job" and raised the steps of career counseling.
In 1908, Professor Parsons established the Employment Guidance Board in Boston, taking the first step in systematic counseling activities. China's career planning education started late, primary and secondary schools are basically not aware of the importance of this work, which caused students to lack the basic knowledge of career planning and awareness.
Western countries are not only the personnel department of large companies focus on staff career planning training, many countries in education to open a career counseling class, and even from the kindergarten to accept career education.
At present, China's vocational planning education is mainly concentrated in the higher education stage, but because of the limitations of university institutions, the lack of professionals, making this work to carry out many difficulties. College students did not cause attention to career planning.
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How to Care for Career Planning:
The conditions for the implementation of career planning
Six principles of career planning
Career planning design orientation
Occupational career planning division of responsibilities
The first step in the career management process is to help employees establish career goals based on the employee's current status and strategic requirements.
Therefore, small and medium enterprises to employees career management, first of all with the development of their own business expectations, from the perspective of enterprise development to provide strategic objectives for the diversification of the career development of staff to provide a clear direction. Because only the individual employees and the development of business groups combined with the interests of the pursuit of individual and business development, to achieve "win-win" in order to make this work effectively and continuously carry out and achieve results.
Often, career management is carried out jointly by the human resources department and the enterprise manager. The human resources department mainly carries out relevant knowledge training, system construction and implementation guidance, and the concrete implementation mainly depends on the managers at all levels of the enterprise.
Because managers at all levels of the organization know very well about their affiliates, they are well aware of the organization's business and development prospects. They should be the mentor of the employee's career, help the staff develop viable career goals, conduct career planning and dynamically adjust the action plan ,provide help. Moreover, employee career management compared to other human resources management work is a long-term incentive work, can not achieve significant results in the short term. Therefore, if the successful career management, must be the enterprise's high-level leadership in place, and strong support Caixing.
To do a good job of employee career management, you need to do a good job division of the job system. Clear the high, middle and grass-roots job title and salary system, for career planning to provide real job information.
At the same time, with the development of enterprises, should develop a dual channel career development path. One is to take the management channel, through the management of the post to take more responsibility to achieve job promotion; Second, take the expert technical channel, through the staff in the professional and technical positions on the experience and skills to enhance the assessment to higher support or rank, Thus gaining high pay.
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Career planning steps:
Career diagnosis
Identify career orientation (occupational anchor)
Choose career development channel
Identify development goals (far, medium and near)
Develop implementation plans and measures
Feedback correction, tracking management
"Self since me, victorious" is the best principle of career exploration and planning, if we have their own and the environment have full understanding and understanding, will be able to make more suitable for their own decisions.
Self-analysis (goal orientation and ability orientation), to understand self-interest, expertise, personality, knowledge, skills, IQ, EQ, physical, values, way of thinking, and resources.
Environmental analysis (opportunity orientation), to understand the social needs of the profession, career reputation, social interpersonal environment, social system and socio-economic development.