Huaheng Zhixin's historical research has found that career planning for employees is purposeful. The first is to support the company's strategic realization, and the second is to achieve the personal growth of employees.
The company first decomposes the organization's strategy to the employees, which puts forward the requirements for the ability of the employees, which is the specification of the employee's career planning at the organizational level.
Secondly, the personal needs of employees and the development of the organization should be consistent, only the personal expectations and the development direction of the organization are consistent, the organization of the career planning and design of employees is meaningful.
It is these two basic tasks that determine whether the company's employees' career planning should be done. First, determine whether employees in specific positions (e.g., finance positions, front office positions) need to carry out career planning, which depends on the company's analysis and research of the highest positionsSecond, in the process of organization and management, employees have different preferences and Xi, and it is necessary to judge whether to carry out personnel career planning according to their personal characteristics.
To sum up, to judge whether an enterprise carries out employee career planning and design, it is necessary to do a good job in two aspects of research. The first is the study of the company's core competence, and the second is the study of personal development needs. The more the intersection of the two, the more meaningful the career planning becomes. If there is only the development needs of the enterprise, and there is no development needs of employees, then the career planning of employees is a castle in the air, and if only the personal development needs of employees are seen, and the development needs of the enterprise are ignored, then in the process of organizing employees to improve, the enterprise will lack lasting motivation. This is an important reason why the career planning of employees in most large enterprises is not done well. Huaheng Zhixin has made many models for employee career planning, which can be used for enterprises to evaluate their core capabilities and employee needs.
Combined with Huaheng Zhixin's long-term research on the characteristics of enterprises, we believe that, generally speaking, the career planning of most employees is problematic. Combined with experience, there are two types of employees suitable for employee career planning: one is that the number of employees on the job is more than 10 people, and there is a need for planning at this time;Second, when the improvement of the professional ability of the post personnel is particularly helpful to the performance of the organization, there is a need to do employee career planning.
The necessity and judgment method of the enterprise to carry out reasonable career planning for employees.
Different companies have their own strategic goals and corporate culturesWhile the organization's strategic plan and goals are different, the people within the organization also have different characteristics and personal development goals. Therefore, in order to ensure the common development and progress of enterprises and individuals, and to ensure the personal growth of employees in the process of supporting the maximum realization of the company's strategy, it has become a key issue for many enterprises to consider. This is also the purpose of the company's reasonable career planning and design for employees.
Based on the differences in personnel and mechanisms of the enterprise, the organization relies on the following two basic work considerations for whether employees should carry out career planning and what kind of career planning can be of great significance and value to the enterprise
Determine if an employee in a particular role needs to plan for a careerOn the one hand, it depends on the company's judgment and estimation of the position after analysis and research of the highest position in the organizationOn the other hand, it is also related to the norms of the ability of the employee in this position at the organizational level, that is, whether or to what extent the realization of the organization's strategic goals depends on the ability of the employee in the position and the amount of ability;In this way, we can identify and design appropriate career plans for employees. At the same time, it helps employees develop a clear sense of their role, which then helps them establish personal goals that align with the organization's strategic goals.
2. Judge whether to carry out personal career planning according to the characteristics of employeesThe way to make the results of the organization's career planning and design meaningful for employees is to combine the development direction of the organization with the expectations of individuals, that is, the personal needs of employees and the development of the organization should be aligned. Different employees within an organization must have different personal preferences, Xi habits, personalities, etc.;What works for one type of employee is not necessarily the right one for another, and the management approach that should be used for this is different. Just as the environment is changeable and complex, career planning and design for employees is also a dynamic process, and managers must know how to make different treatment methods according to the situation of different employees, and analyze specific problems on a case-by-case basis. Whether employees have a plan for their own career is a prerequisite for the organization to plan and design their careers, and only when the expectations of individuals and the direction of the organization's development direction can be agreed, the organization can make sense to plan and design the career of employees.
According to the norms of the career planning of employees at the organizational level and the characteristics of individual employees, the organization judges whether to carry out career planning for employees, which is to do a good job in the research of the company's core competence and the research of employees' personal development, and consider whether the organization has the need for career planning for employees in this position through the specific conditions of these two aspects. After understanding the needs of employees in their own work, life and other aspects and their own development ideas, if the personal development needs can be consistent with the company's core competencies or strategic goals, and can effectively ensure the long-term development of individuals in their careers while achieving the highest strategic goals of the enterprise, then the company can make career planning for employees. In this process, the more consistent the goals of the enterprise and the individual, that is, the more the same intersection between the development needs of the individual and the direction of the organization, the more meaningful the career planning will be.
It can be seen that taking into account the strategic goals of the organization and the personal development goals of the organization at the same time is an important part of the career planning of employees. Ignoring or emphasizing any of them will reduce the effectiveness of the organization's career planning for employees: if you only see the development needs of the enterprise, and ignore the personal development needs of employees, it will greatly reduce the initiative and enthusiasm of employees in the internal work of the organization, and increase the difficulty of long-term retention of outstanding talents in the later stageOn the other hand, if only the personal development needs of employees are considered, but the strategic goals of enterprise development are ignored, then it is likely to cause the consequences of the lack of lasting motivation in the process of organizing employee promotion. Therefore, enterprises should not only pay attention to the combination of personal development and organizational strategic goals, but also pay attention to the use of some professional management models and human resource allocation structures or methods to reasonably evaluate the core capabilities and employee needs of the enterprise, so as to clearly understand the intersection of the company and the individual, and balance and deal with the relationship between themIn order to help enterprises effectively evaluate employees' career planning and design, as well as formulate and implement specific planning and design plans.
For the unreasonable situation of employee career planning and design in many existing enterprises, special attention should be paid to evaluating the company's own conditions and judging whether it is necessary for the enterprise to carry out career planning for employeesAmong them, the personal needs of employees are an important reference indicator. Generally speaking, companies should carry out career planning and design for employees in the following two situations:
1. The number of employees on the job is more than 10;
2. The improvement of the professional ability of post personnel is particularly helpful to organizational performance;
In view of the characteristics of these two types of employees, the company may need to give due consideration to the appropriate career planning and design of employeesIf the number of employees in the company is not large, and the design of employees' career planning does not have an obvious effect on the improvement of organizational performance, the company should reposition and evaluate whether its own enterprise is suitable for employees' career planning and design and how to ensure the common development and progress of the organization and individuals.
Specifically, after the enterprise establishes its own enterprise to carry out career planning for employees, how to carry out specific career planning and design mainly lies in the company's help and education for employees to determine their career positions and advantages. For example, enterprise human resource managers can help employees care about their career aspirations on the basis of career positioningAccording to the different positions and stages of the positions, provide employees with necessary guidance so that employees understand their own needs, abilities and self-goals;At the same time, it transmits to them the strategic goals of the enterprise or educates them about the corporate culture. Through the continuous in-depth understanding of the goals of both parties and the interactive communication, and then the reasonable career planning and design of employees, it is more likely to make the development goals of individuals and organizations integrate with each other to achieve a win-win situation.