Thursday, October 14, 2010

Career planning for employees



And corporate executives, human resources management and even contact with, they often can not understand why career planning for employees, in their view, the staff career planning, staff should be something personal and business related. This is actually caught in a misunderstanding, no clear understanding of the nature of career planning - planning for the career objectives of staff to help employees achieve personal goals in addition to, the more important is to make employees personal development goals and the development of enterprises play line in line to meet the employment needs of enterprises at different stages, employees and enterprises to achieve win-win situation, fully embodies the Confucian "For ourselves and others have, he seeks Dada" and thought, ... ...

First, the reason for staff career planning

Career (Career) is an employee in the enterprise responsible for the continuous development of jobs and work direction and line of duty. Its essence is the basis of enterprise value of the realization of personal value employees. Career planning, from the concept put forward, there is two points or the main, the idea is to define the business interests of enterprises as the main benefit for the employees to define the concept of career planning. There is also a principal of Career Planning, is the individual employees, as independent individuals, how to recognize their own strengths, weaknesses, continued to strengthen and improve themselves, Bawo right outside the numerous opportunities and challenges, through several phases, and milestone goals to achieve the ultimate goal of achieving personal process of the ultimate professional, to bring some business and social value, only as a byproduct of the process or peripheral target.

In fact, as managers must have the ability to set goals, stem of a particular work may be many benefits to be achieved, or are conducive to the initiation of the main goals is the main goal, to achieve this objective, and results and the results could bring around the other goal is to target! The goal of all the main responsibility should be 90% of the resources and experience of the main objectives for! Here to emphasize this point, let us see, is also a "career management", different starting points, but the process and lead to different results.

Enterprises should, even said to be active for staff career planning, to do so, at least the following two areas will bring benefits: will help the company attract and retain talent, low cost to meet the different stages of development employment needs, and staff to establish common goals to improve employee satisfaction!

First of all, to attract and retain talent

The ultimate goal of human resources is to attract and retain talented people, current workplace, employees in addition to remuneration, welfare, the more emphasis is the development of space, in order to achieve personal values, can give employees more room for development of enterprises, staff is willing to enter, willing to stay in business. The staff were a result of career planning is the formation of in-house performance-driven mechanism, through the career development of channel and enterprise integration, who will be the best change to a higher level, multi-direction rapidly.

Second, the cost to meet the employment needs of different stages of development

Clear business objectives, for what period and what kind of talent will have a plan. Such as the current size of a 50-person software company to achieve revenues in the second year of double, which requires more project team and project management - project managers, the demand growth from the current 5 to 8 , while the future needs of the three best sources of project managers, in fact, is now engaged in the development, testing, software engineer jobs. If there is no such medium-term business, a gap in human resources when an emergency through an external recruitment channels, the first will consume a large number of direct and indirect costs of recruitment, while good results can not be expected!

Third, the common goal of the staff, improve employee satisfaction

Similarly, the software company to the above example, the enterprise is to develop and increase revenue, the need for more project team, more project managers. Staff level, a project manager from the normal programmer would help to improve their pay and benefits, more importantly, a different kind of work experience, and challenges from all sides, to improve their comprehensive ability, has a very important role! Allowing employees to enter into another level of career development, to establish the basis for a higher level goal! Achieved through the process of career planning, business objectives are achieved, taking into account the interests of the individual! Truly a win-win situation, contribute to the improvement of employee satisfaction!

First, how to staff career planning

Said earlier, for staff career planning, should the interests of enterprises as the starting point, taking into account the interests of employees. "Crossroads" professional development model is a United States used to determine the professional development of management tools for employees, according to staff performance and capacity of the current position to decide the future direction and ways of promotion to promotion. For enterprise employees to provide a career planning ideas and methods.

"Crossroads" model of professional development

"Crossroads" model of professional development needs of businesses and employees first in-depth SWOT analysis of both sides to understand the employee's strengths, weaknesses, and threats facing the program! Then, the company set up for employees under a "crossroads" of the performance goals, and this process needs the staff, the staff where the departments, business departments, and human resources departments jointly set! Lastly, if employees meet performance goals, the first to honor its promise to upgrade downshift for the staff, and staff to make the next step in career planning!

As the process is going to take a large number of direct and indirect costs, so the premise of the implementation of this work is the performance of the current employees have a location, choose good, with good development potential of employees as the target! Meanwhile, the overall career management staff also need a method that is the company's career management "Nine grid map" method.

Career development company "Nine grid map"

Career development company "Nine grid map" Performance assessment results based on the company to employee performance compliance, as well as personal development potential of dimension, for each employee in the "nine grid map" to find their place.

If the company has established a relatively sound performance management system, employee performance will be more easily identifiable. However, the potential for staff to conduct serious analysis Zexu briefly, in particular the need for staff to reach performance goals concern process, which requires employee's department and the departments concerned to pay close attention to business, in particular, especially in the face of new employees .







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