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Helping Employees Plan Their Careers And Achieving Their Strategic Goals

2010/12/8 14:07:00 73

The experience of many advanced enterprises shows help.

staff

To design the future career planning, it is undoubtedly an important means for the enterprise to realize the strategic goal of talents.

More and more enterprises begin to attach importance to career management.

As a consultant, we can feel this directly from our customers.

Recently, the consulting contract awarded by Peking University has included an upward trend in career design.

How to manage employees' career planning

Employee career management generally includes career path management, employee career design, capability development, inspection evaluation and feedback correction.

Occupation passage management refers to the actual situation of the company's business and personnel.

establish

A number of staff career development channels (grades) can include management, technology or marketing.

Employees who have different abilities and interests and different occupations can find their own rising path to avoid all crowds on the management runway.

The company should clarify the different grades of promotion assessment, management methods, and the corresponding relationship between different grades in the grade and income, giving employees the opportunity to rise.

Employee career design is for every employee.

A company can set up a career

Development

The direct supervisor or senior employee at the upper level can become a career counselor for employees.

After the end of the probationary period, the counselor should talk with the employee. He can use the assessment tools to evaluate his personal skills, skills and career orientation.

To help new employees clarify their career development intentions, set up future career goals and formulate development plans according to their own situations, such as career interests, qualifications, skills and personal backgrounds.

Capability development: the company should provide the staff with the ability to develop conditions according to their career development goals.

Capacity development measures can include training, work practices and business guidance systems.

According to the actual situation, the company can provide training in various forms including on-the-job and off production, and encourage employees to train themselves.

Work practice can expand existing work content or job rotation.

Expanding existing work means adding more challenges or responsibilities to employees' existing work.

That is, arranging special projects, changing roles within a team, and exploring new ways of providing services to customers.

Job rotation refers to making a series of work arrangements for employees in several different functional areas of the group, or providing employees with opportunities to move between different jobs in a single functional area or department.

The business guidance system is to provide experienced instructors with highly experienced and productive staff as mentors to provide business guidance for less experienced employees.

Business guidance relationship is not only beneficial to the instructors, but also improves the abilities of the instructors and enables them to make progress together.

Inspection and evaluation: the company should regularly organize the inspection of the implementation of the career management system, at the same time, evaluate the ability and performance of the employees, determine the ability development results, analyze whether the employees meet or exceed the current job qualification requirements, and the distance from the next career goal, so as to provide the basis for the next development.

Feedback correction refers to feedback assessment results to employees after the end of the phased inspection and evaluation. According to the evaluation results, it helps employees analyze the problems and gaps in the way forward, and puts forward improvement measures or suggests adjusting future development goals and directions.

Principles of career management for employees

Long term principle: employees' career development plan should run through group employees' career and should persist for a long time to achieve good results and avoid being "bottle" in enterprise management.

Dynamic principles: according to the company's development strategy, organizational structure changes and staff development needs in different periods to adjust accordingly.