How to Conduct Career Planning

When you design a career plan for yourself, you are using a disciplined mind to prescribe a timetable for what you want to achieve, i.e., setting milestones for your life.

Once a career plan is set, it will be a constant reminder of what you have achieved and how far you have come. A life without a plan is like a soccer game without goals: boring for both players and spectators.

Step One: Analyze Your Needs

You may ask: How do I do this step? Try one of two approaches. One is to open your mind and write down 10 things you think you should do in the next 5 years, be exact, but don't have limitations or concerns about what you can't do, give your mind plenty of space. The second is more direct, complete this sentence, "I will be satisfied when I die, if ......" Imagine what kind of accomplishments, status, money, family, and social responsibility situation would satisfy you, assuming that you will soon be no longer alive.

Step 2: SWOT (Strengths/Weaknesses/Opportunities/Challenges) Analysis

After analyzing your needs, try to analyze the strengths and weaknesses of your own personality, the environment you are in. And what are the opportunities that may come in your life; what are the threats that may come in your career? This is asking you to try to understand and answer yourself this question: where am I?

Step 3: Long-term and short-term goals

Outline your long-term and short-term goals based on your identified needs, your strengths, weaknesses, and possible opportunities. For example, if you analyze your needs as wanting to teach, make a lot of money, and have a good social status, the career paths available to you will become clear. You may choose to become a management lecturer - this requires that your strengths include extensive management knowledge and experience, excellent presentation skills and communication skills. Based on this long-term goal, you can set your own short-term goals to achieve step by step.

Step 4: Obstacles

Precisely, write down your own shortcomings, disadvantages in your environment that prevent you from reaching your goal. These disadvantages must be linked to your goal, not analyzing all your own disadvantages. They could be deficiencies in your qualitative aspects, knowledge, abilities, creativity, financial resources or behavioral habits. The moment you realize that you are deficient, resolve to correct it, which will enable you to progress.

Step 5: Enhancement Plan

Now write down the action plan you need to overcome these deficiencies. Be clear and have a deadline. You may need to acquire certain new skills, improve certain current skills, or learn something new.

Step 6: Seek Help

It's not hard to be able to analyze the shortcomings in your behavioral habits, but it is hard to change them. I believe your parents, teachers, friends, supervisors, and career counselors can help you. Having outside assistance and supervision will help you accomplish this step more effectively.

Step 7: Analyze Your Role

Develop a Clear Implementation Plan: Be sure to define what you are going to do according to the plan. So now you have a preliminary career planning program. If you are currently already working in a unit where further advancement is important to you, what you need to do instead is to conduct a role analysis. Reflect on what is required and expected of you in this organization. What kind of contribution will make you stand out in the organization? Most people tend to get numb over a long period of time and are not clear about their role. However, just as any product has to have a distinctive niche and selling point in the marketplace, you have to do something, something relevant, meaningful and impactful but not clichéd, that makes the unit aware of your presence and recognizes your value and accomplishments. Successful people continually evaluate the value of their output against the unit's inputs and keep their contribution above the unit's requirements. How to Effectively Conduct Career Planning (posted on 2004-11-4 17:50:37)

When you design a career plan for yourself, you are prescribing a timetable for what you want to achieve with an ordained mind, i.e., setting milestones for your life.

Once a career plan is set, it will be a constant reminder of what you have achieved and how far you have come. A life without a plan is like a soccer game without goals: boring for both players and spectators.

Step One: Analyze Your Needs

You may ask: How do I do this step? Try one of two approaches. One is to open your mind and write down 10 things you think you should do in the next 5 years, be exact, but don't have limitations or concerns about what you can't do, give your mind plenty of space. The second is more direct, complete this sentence, "I will be satisfied when I die, if ......" Imagine what kind of accomplishments, status, money, family, and social responsibility situation would satisfy you, assuming that you will soon be no longer alive.

Step 2: SWOT (Strengths/Weaknesses/Opportunities/Challenges) Analysis

After analyzing your needs, try to analyze the strengths and weaknesses of your own personality, the environment you are in. And what are the opportunities that may come in your life; what are the threats that may come in your career? This is asking you to try to understand and answer this question for yourself: where am I?

Step 3: Long-term and short-term goals

Outline your long-term and short-term goals based on your identified needs, your strengths, weaknesses, and possible opportunities. For example, if you analyze your needs as wanting to teach, make a lot of money, and have a good social status, the career paths available to you will become clear. You may choose to become a management lecturer - this requires that your strengths include extensive management knowledge and experience, excellent presentation skills and communication skills. Based on this long-term goal, you can set your own short-term goals to achieve step by step.

Step 4: Obstacles

Precisely, write down your own shortcomings, disadvantages in your environment that prevent you from reaching your goal. These disadvantages must be linked to your goal, not analyzing all your own disadvantages. They could be deficiencies in your qualitative aspects, knowledge, abilities, creativity, financial resources or behavioral habits. The moment you realize that you are deficient, resolve to correct it, which will enable you to progress.

Step 5: Enhancement Plan

Now write down the action plan you need to overcome these deficiencies. Be clear and have a deadline. You may need to acquire certain new skills, improve certain current skills, or learn something new.

Step 6: Seek Help

It's not hard to be able to analyze the shortcomings in your behavioral habits, but it is hard to change them. I believe your parents, teachers, friends, supervisors, and career counselors can help you. Having outside assistance and supervision will help you accomplish this step more effectively.

Step 7: Analyze Your Role

Develop a Clear Implementation Plan: Be sure to define what you are going to do according to the plan. So now you have a preliminary career planning program. If you are currently already working in a unit where further advancement is important to you, what you need to do instead is to conduct a role analysis. Reflect on what is required and expected of you in this organization. What kind of contribution will make you stand out in the organization? Most people tend to get numb over a long period of time and are not clear about their role. However, just as any product has to have a distinctive niche and selling point in the marketplace, you have to do something, something relevant, meaningful and impactful but not clichéd, that makes the unit aware of your presence and recognizes your value and accomplishments. Successful people continually assess the value of their output against the unit's inputs and keep their contributions above the unit's requirements.

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More detailed career planning reference:

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I. The significance of career planning

1, based on the established achievements, to establish the direction of life, provide the strategy of struggle.

2, break through the life of the grid line, shaping a fresh and full of self.

3. Accurately evaluate personal characteristics and strengths.

4. Evaluate the gap between personal goals and the current situation.

5. Accurately position the career direction.

6. Re-recognize your own value and add value to it.

7. Discover new career opportunities.

8. Enhance career competitiveness.

9, linking personal, career and family.

The correct psychological cognition

1, recognize the value of life

Social value is not accepted by all people equally

"People are not equal to the value of the life of the self

The value of life includes: economic value, the value of power, the value of feedback, the value of aesthetics, theoretical value, the value of the life of a person, the value of a person's life. value, aesthetic value, theoretical value.

2, beyond the existing gains and losses

Everyone works hard, but the achievements are not equal.

Regret and complaint will not help in the future, and self-absorption is like the hare in the "tortoise and the hare race".

Life is like a competition on the sports field, it is difficult to determine the winners and losers in the present.

3, to all changes should be all changes

Any obsession is a "block" future behavior

Think of "running water" revelation

"Learning is not for the use of "

Three, analyze the current situation of the self

1, personal part

Health situation: Is there any disease in the body? Are there any bad habits? Are there any activities that affect your health? Is your life normal? Do you have a health regimen?

Self-enrichment: Do you have a specialty? Do you read and gather information regularly? Are other skills being developed?

Leisure management: Is there a regular leisure activity? Does it help the mind, body and work? Is there a leisure program?

2. Division Share

Wealth Acquisition: What is the salary? Do you have savings? Do you have movable assets and securities? Do you have real estate? How much is it worth? Have extra money?

Social class: what is your current position? Is there any chance of promotion? Is there any preparation for promotion? How are internal and external relationships?

Self-actualization: do you like your current job? What are the reasons? Are there preparations for accomplishing life's ambitions?

3. Family

Quality of life: How is your home environment? Is there any plan to change the house? How is the home furnishings and equipment? Do you have a spiritual or cultural life? Do children, couples, and parents have study programs?

Family relations: Is the couple harmonious? Are there ****same developmental goals? Is there a ****same or individual business plan? How is the relationship between parents and children and parents, with in-laws, with aunts and uncles, with in-laws? Do they spend a lot of time, communicate, do activities, and travel with their family?

Family health: Are there any children in the family? How old are they? How healthy are they? Do you need someone to take care of them? How is your spouse's health? Is there an elderly person at home? Do you have family members who need your care?

Fourth, the environmental conditions of life development

1, the conditions of friends: friends should be more quantitative, diversified, and capable.

2. Survival conditions: to have savings, development funds, real estate.

3, spouse conditions: personality to be similar, social attitudes to be the same, to have *** the same family goals. 4, industry conditions: pay attention to society's current and future needs of the industry, pay attention to the market share.

5, business conditions: to be stable, then in large and medium-sized enterprises; to start a business, then in small businesses. Does the company have a reform plan? What talents does the company need?

6, regional conditions: depending on the industry and business.

7, the country (society) conditions: pay attention to political, legal, economic (resources, quality), social and cultural, educational and other conditions, the characteristics of that society and potential market conditions.

8, the world conditions: pay attention to the global development of the industry, with a "world view" of the development of business.

Fifth, the three major resources of life achievement

1, network: family relations, in-laws, colleagues (classmates), social relations.

[Solution] Communication and self-promotion

2. Golden connections: salary income, securities, funds, foreign currency, fixed deposits, property (movable and immovable), credit (related to people and positions).

[Solution] Savings, good financial management, cooperation between husband and wife, hard work to improve their ability conditions and positions.

3. Knowledge: knowledge, technology, consultation, planning, prediction (insight), sensitivity.

[Solution] Do a good job of time management, scheduling study plans, attending classes, listening to lectures, further training, rotation within the organization, do more work, repeated practice, often take notes, do simulation plans.

V. Pathways to developing a career within an organization

1. Career Sweetener Orientation

1) Inwardly oriented

2) Vertical

3) Horizontal

[Diagram 1] Career Sweetener:

Three-Direction Patterns in an Organization

2. Career Role Orientation

1) Professional roles that an individual may assume in his or her career

2) Seven stages of career development

Chart II

Roles Major Tasks Significant Psychological Issues

3. Development of Major Functions

1) Development of Managers' Competencies

(1) Qualities Necessary for Managers at All Levels of the Management Organization

Chart III Various Levels of the Management Organization Important Qualifications Required for Managers

(2) Structure and Learning of Managerial Competencies

Figure 4 Structure of Managerial Competencies (Model)

2) Development of Specialized (Technical Expertise) Functions

(a) Specialized Knowledge and Wide-ranging Knowledge

Figure 5 Structure of Knowledge of Research Technicians

b) Effective Specialized Competency Development Methods

Figure 6 Effective Development Methods for Specialized Competencies

4. How to Promote to Higher Ranks

Always Follow the Winner

Be loyal to the company, but if excessive loyalty jeopardizes your future, you may want to consider "riding on the donkey and looking for the horse," and looking for a new master.

How to reconcile the interests of the company as a whole with the needs of individual employees; know how to make decisions that may not be popular with your coworkers.

If such decisions hurt someone, communicate your reasons to the victim.

Solicit good people to fill in the gaps in your expertise and skills. Learn the strengths and weaknesses of other senior executives.

Strive to utilize your strengths to benefit the company.

5, the timing of changing jobs

If you have been promoted too early in a company to a higher level, you will have to wait a long time when .......

When your value has increased significantly due to your recent successful performance .......

If you feel that you are not being adequately valued in your current position .......

If your company is lagging behind the competition and you are powerless to push it to catch up .......

If a company reorganization or change puts a damper on your forward plans .......

If you have higher horizons and new ideals .......

★Changing jobs needs to be done on the spot, don't be hesitant, rather take some risks and make a change early, it's better than being hesitant so as not to miss out on a good opportunity.

6. How to manage your position and future

1) Have a realistic understanding of your ambitions, strengths and weaknesses.

2) Don't be ambitious.

3) Plan your future development program as early as possible.

4) Be careful what you say and don't just push your luck with others.

5) Maintain your reputation carefully.

6) Learn more about how political tactics work in your organization.

7) Build a personal intelligence network and be well informed.

8) Maintain a good relationship with the people who now hold the position you want to seek.

9) Join relevant professional societies or fellowship organizations.

10) Develop an appropriate image.

Sixth, set the implementation of the program

1, the principle of setting goals: first have a big goal, and then add small goals; can also have a small goal, and then set a big goal.

2, the implementation of the plan: life plan - five-year plan - annual plan - monthly plan - weekly plan - daily plan.

3, pay attention to the "priority" principle.

4, the implementation of "time management", and constantly struggle.

5, with the annual environmental changes and existing achievements, revised at any time.

VII. Career portrayal

1. Self-evaluation

1) What is the value of my life?

2) What are my personality traits?

3) What interests me most in this life?

4) What are my existing skills and conditions?

2. Self-exploration

Allow yourself to identify your feasible career direction from the above self-evaluation. Do not be influenced by others.

3. Target a specific goal

Set a goal designed to allow yourself to set a goal that is worthwhile and that you are willing to spend the most time on.

4, Career Strategic Plan (Feasibility)

1) Why is this goal the most likely goal for me?

2) How will I reach this particular goal?

3) When will I do each of these action plans?

4) Who will/should be included in this action plan?

5) What are the problems that cannot be solved for me?

VIII. Summary: Career Orientation

1. Orient yourself

2. Formulate a career development strategy

3. Plan a short-term feasible program

4. Review and Revise

April, 2004, Beisen Evaluation Network, the Labor Research Institute of the Ministry of Labor and Social Security, and Sina.com conducted the "Survey on the Status of First Jobs of Contemporary College Students". A survey on the current situation of college students' first jobs. The results show that: First, after finding their first job, 50% of college students choose to change their jobs within one year; within two years, the turnover rate of college students is close to 75%, which is shockingly high. Second, 33% of college students? "The first job is just a springboard from the school to the society; 16.3% of them chose their first job "without much consideration" and "followed their feelings". Third, the correct career choice should be both Thirdly, a correct career choice should take into account both interests/hobbies and future development space, but the fact is that only 17.5% of the people considered these two factors when choosing a career. Therefore, on the one hand, there are increasing calls from the society that it is difficult for college graduates to find jobs, and on the other hand, the high turnover rate of college students brings enterprises hesitation in hiring college students; in addition, according to the theory of career development, choosing a career that matches one's talents and interests can not only bring happiness in life, but also make individuals more competitive in the workplace, but the results of the survey mentioned above reveal a clear contradiction with that. These findings urge us to think y: what are the underlying causes of this state of affairs and what can we do to address it? What can we do to solve this problem? Based on these concerns, Beisen Assessment, Sina.com and China College Student Employment Magazine*** have designed a questionnaire on "The Status of College Students' Career Planning" in the hope of understanding the current status of college students' career planning, and analyzing the reasons for the status quo of college students' career planning on an exploratory basis in the hope of triggering the public to think about and effectively explore the methods and meanings of college students' career planning. We hope that the results of the survey can help colleges and universities to better establish a career planning system for students! According to the purpose of the survey, the investigator designed the questionnaire "2004 Survey on the Status of Career Planning for College Students". The questionnaire consists of 25 questions and is divided into three parts: the first part is "satisfaction with college students' career planning", which has 8 questions; it is used to assess their satisfaction with their own career planning and satisfaction factors. The second part is "Satisfaction with Career Development Services of the Career Center", which consists of 7 questions to assess their satisfaction with their career planning and satisfaction factors. The second part is "Satisfaction with Career Development Services of the Career Center", which consists of 7 questions to assess students' satisfaction with the career counseling services provided by the Career Center and the elements of satisfaction. The third section is the "Survey on Students' Intentions on Career Planning", ****10 questions. It is used to assess students' intention to invest in career planning. The survey was conducted in the form of a "web-based online questionnaire" and participants answered anonymously. For each question, the program required respondents to select one answer (or more) in order to submit.... The survey began on June 28, 2004 and ended on July 07, 2004. 2,987 responses were collected, of which 2,627 were valid. Although the survey did not specify the sample group, but from the number of participants and the structure of the background of the people analyzed, it is sufficiently representative and statistically significant. Third, analysis of the population participating in the survey: Figure 1: Gender ratio of the population participating in the survey Among the population participating in the survey, men accounted for about 65% and women 35%, considering that the ratio of male and female college students is close to 1:1 at present, and this ratio is basically consistent with the results of the thirteenth CNNIC survey: 61% of the male Internet users and 39% of the female Internet users. Figure 2, Classification of the Participating Crowd From the educational structure of the participating crowd, it includes typical groups such as current non-fresh college students, master students, doctoral students, fresh graduates and those who have graduated for more than one year. Through the score variability among the population, their career planning can be effectively analyzed. Analysis of survey results 1. Analysis of college students' satisfaction with career planning A. Overall analysis of satisfaction: From the analysis of survey statistics, the highest satisfaction of individual career planning of the participants did not exceed 3.6 points, and the lowest single score of satisfaction with their own career planning, which indicates that the overall level of satisfaction with individual career planning is not high. Among them, the satisfaction of "the current situation of career planning" and "job-seeking methods and skills" is the lowest, and the satisfaction of "a clear understanding of their own personality" is the highest, which indicates that students are more dissatisfied with the outside world than with their own perceptions, which means that students are more dissatisfied with the outside world than with their own perceptions. This shows that students are more dissatisfied with the outside world than with their own perceptions, which may be due to the fact that the current employment situation is severe, and students are more likely to attribute the reasons for unsuitable jobs and unsuccessful career development to the outside world. Analyzed from the chart, the top three factors are: "understanding of one's own personality", "grasping one's own strengths and weaknesses" and "understanding of one's own desired career", which are all part of one's internal understanding. All three of these are internal knowledge of the individual, and they are at a medium to high level, indicating that people's "grasp of self" is at a relatively high level. "Being clear about the specifics of the career you will be engaged in" ranks sixth, which is a factor of information understanding, indicating that college students are relatively uninformed about job information. The fourth, fifth and seventh ranked clear three to five years of career development plan, their own career choice satisfaction and their job search methods and skills, in career planning belongs to the aspect of specific methods and skills, indicating that the college students do not have a lot of knowledge of specific career planning methods. It can be compared that compared to the first three factors, one's job search methods and skills and being clear about the specifics of the career one will pursue are the two factors that point to the external world. Thus college students are more deficient in knowing information about the external world of work and specific coping skills. The satisfaction of knowing oneself is higher than the satisfaction of career planning, which indicates that the participants in the survey are deficient in combining their own characteristics and strengths, and rationally planning their careers. This is also a major factor leading to the lower satisfaction of the current situation of career planning. The analysis of the above data shows that college students have relatively better understanding of themselves internally on the basis of low satisfaction with their personal career planning, probably because it is easier to explore themselves by utilizing fewer external resources, and at the same time, it is also possible that college students pay more attention to understanding themselves; college students have relatively better understanding of information about the external world of work, specific coping skills, and specific career planning methods compared to the internal information lacks more, it may be that understanding the external world and learning specific methods need to utilize more external resources, which is more difficult, such as whether the relevant information channels are open, whether there are enough professional organizations that can help college students with career planning, and whether the college students have good ability (communicative and economic) to get professional help, on the other hand, it may be that the college students pay more attention to understanding external information and specific methods are less important. If guiding people to career planning is a social problem, it requires the ****same efforts of the job centers and professional organizations. Through the above exploration, career centers and professional organizations can start to improve the current situation of college students' career planning by increasing communication and information channels to strengthen the introduction and popularization of the concept of career planning. B. Analysis of Gender Differences: As seen in the above table, men are more satisfied than women at all levels of individual career planning. The reasons for these possibilities are as follows: In reality, women's career planning is not as good as men's. If this is the reason, it is worth thinking about. If this is the reason, it is worthwhile to think about why women's career planning is lower than men's in all aspects when they receive equal schooling from childhood to adulthood. Women expect too much from their career planning, which leads to a relatively low level of satisfaction. Based on personal judgment, such as society's requirements for women and the different expectations of males and females from childhood, this is less likely than the first one, but it is not ruled out. Whichever scenario holds true, it shows that women in career need more guidance, which needs to cause the general attention of society and career planning staff.