[Career Management and Enterprise Staff Training] Staff training is the ladder of employees' career.

Career management refers to a series of activities such as the core value orientation of career, the expectation of development goals, the planning of strategic stages, the design of realization paths and the adjustment of specific strategies. Although theoretically speaking, career management takes individuals as the primary subject, practice has proved that enterprises, schools, governments and other organizations and their human resources development, allocation and management systems are playing an increasingly important role in it. Therefore, in-depth study of career management, especially career development and employee training, is an important topic of modern enterprise management. According to the opinions and research results of experts such as Li Baoyuan and Master Yan, the following aspects should not be ignored in career management and employee training.

First, firmly establish the training concept of "lifelong learning"

Career management is accompanied by the whole process of personal life cycle. Enterprises and employees should firmly establish the modern training concept of "lifelong learning" in order to better formulate, improve and realize career planning.

1, scientific career strategic planning.

There are different opinions about when to start career planning. Some say from childhood, some say from work, and most think from college. Judging from the current situation and corporate responsibility in China, we should consider and plan our career to a certain extent during primary and secondary schools, and formulate a relatively shaped career plan at the latest during college or after work. At the same time, we should realize that career planning is not a static "technical design" and "scientific decision" in essence, but a dynamic life exploration based on comprehensive analysis and judgment of ideals and responsibilities, accompanied by lifelong learning.

2. Staff training runs through all stages of career.

According to China's traditional culture and professional habits, it can be generally divided into four stages: early life design, young people getting married, middle-aged people settling down, and professional ethics in their later years.

Early years (before the age of 25) basically belong to the learning stage of modern people, and it is also an important stage of life design. Parents and teachers should patiently educate and guide them correctly, so that they can gradually establish a sound outlook on life, values and initial professional awareness, make exploratory career choices and make good preparations before work. In particular, it is necessary to strengthen job-hunting quality training, spend a lot of time, energy and feelings, experience a series of pains and tempering that have never been experienced before, initially determine a more suitable career field, and make tentative choices.

Youth (about 25-40 years old) is a critical stage of career decision, and it is also a typical period for most people to achieve career success. At this stage, we should focus on guiding them to integrate theory with practice, improve their post adaptability and social adaptability, give up unrealistic career expectations, pursue career dreams, find a suitable position in the social structure, assume their social responsibilities in the adult world, and gradually realize their career development goals.

Middle-aged people (about 4 1-55 years old) have basically entered a trend of "normal and stable development" and often "have a successful career". Many people have entered key departments and positions of enterprises, become business backbones and middle and senior leaders, and played an important role. They often belong to the most authoritative and prestigious people in the enterprise, and they are also the backbone of the most successful work and constantly creating brilliant achievements for the enterprise. At this stage, we should focus on strengthening management innovation education, leadership art education, strategic management education and diligent and honest education, further establish public servant consciousness, resist all kinds of temptations, give play to leadership and innovation ability, and create a new situation in our cause.

3. Pay attention to the education and training of employees in their later years.

Due to different jobs and retirement policies, the age at this stage is probably 56-65 or longer. This period of time belongs to the later period of professional maintenance, and it faces two major tasks: First, maintaining the later period and improving professional ethics. Older practitioners should have the consciousness and responsibility to give back their accumulated professional wealth to the society, be more strict in professionalism, stick to their posts, set an example, and remain indifferent to fame and fortune as always, leaving a good professional impression and wealth for young people. The second is to exert the residual heat as much as possible. Generally speaking, elderly employees are experienced, have excellent business skills, are familiar with the enterprise situation and traditional culture, and have extensive contacts and social resources, which can give full play to the waste heat for the enterprise. The training content at this stage is mainly to correctly understand the law of career development, maintain a positive philosophical attitude and resolve the age crisis and confusion. According to the change of work, continue to "charge" and refuel, supplement new knowledge, master new skills, enter new roles and make new contributions. At the same time, we should learn health care knowledge and stay optimistic and healthy.

Second, strive to improve the job matching of all kinds of employees.

Improving the job matching of employees is an important task of human resource management and training, which needs to be managed from the aspects of training demand investigation, training object selection and classification, training course design, training method innovation, training teacher allocation, training effect evaluation and so on. However, from the early stage of training, we should focus on the analysis of what employees have done, what they will do, what they want to do and what they can do, and pay attention to the following work.

1. Establish and improve career development channels and competency models.

Career channel enterprises are strategy-oriented, based on organizational resources, and combine the needs of employees' personal career development to set the development direction and realization path for employees. The design concept of modern career path is diversification, networking and openness, which provides employees with diversified development paths, fully stimulates employees' potential, forms a career path system of "multiple choices, all-round extension, transparency and openness", and unifies employees' personal development goals and enterprise development vision. Generally speaking, the career channel of enterprise employees can be established from three dimensions: first, the deep channel develops to the core position of similar positions, paying attention to the promotion of post connotation and specialty; The second is the width channel, which transforms and develops between different types of positions, paying attention to the expansion of ability extension and the enrichment of professional resume; The third is the high-level channel, which develops to a higher management level in similar positions, paying attention to the expansion of management responsibilities and the promotion of administrative level.

After the establishment of career paths, competency models should be established according to the career requirements of each path and stage, the gap between employees' existing abilities, new job requirements and post requirements to be promoted should be analyzed, corresponding courses should be designed, and training should be organized in a planned way by post and level.

Carefully organize employee measurement. The purpose of employee measurement is to master the foundation and potential of employees to adapt to their posts. If they can't adapt to a certain business and work through measurement, they should make corresponding adjustments so that they can engage in positions and work that play a better role. Employee measurement is mainly carried out from three dimensions. The first is personality measurement, which refers to the characteristics of stable mentality, such as quality, temperament, mood, interest and so on. The representative tool in personality measurement is "Cattell 16 personality measurement". According to the measurement results and their professional matching, the Human Resources Department arranges corresponding training items and contents. The second is the measurement of occupational adaptability, which mainly examines whether it is suitable for a certain job and post from the aspects of personal needs, motives and interests. The most famous one is Holland's "Career Preference Test" which was put forward in 1953 and widely used. According to the "six-dimensional interest classification", he divided most people into six kinds of hobbies, such as practical skill operation, scientific investigation and research, cultural and artistic creation, social interpersonal communication, management leadership and traditional habits. The third is ability measurement, including intelligence test and aptitude test or specific cognitive ability test. According to the "factor analysis method" proposed by guildford, the combination of measurable capabilities is 150.

2. Stick to your "career orientation"

To improve job matching, enterprises and human resources management departments should not only establish career development channels and competency models, but also organize employee measurement. Employees should also have a correct understanding of career development and a good attitude, and stick to their own "career anchor", that is, the main career line or leading value orientation. When a person has to make a career choice, it is a career choice principle that he never gives up, and it is the center around which people's career choice and development revolve. Employees should focus on their personal experiences to explore their possible future development routes, realize their internal professional interests, abilities and fit with the external social environment and needs, and should not have unrealistic illusions. We should pay attention to avoid two extreme phenomena: first, when looking for a job or doing a job, we always expect "one step at a time" and "one paper for life", and we are unwilling to improvise when external conditions change; Second, regardless of their actual situation, blindly follow the trend and chase hot spots.

Third, continuously improve the four systems of employee training.

According to the theory of modern "four-education system", career management and training are carried out according to the requirements of "learning to recognize, learn to do things, learn to live and learn to be a man" to ensure the healthy development of career.

1, scientific and cultural training system

The purpose of this kind of training is not only to let employees master basic scientific and cultural knowledge, but more importantly, to let employees "learn to recognize" and learn to use attention, memory and thinking ability to learn, so that they can benefit from various education and training opportunities for life. For example, learning ancient Chinese is convenient for learning and carrying forward the rich cultural heritage in China's historical treasure house, while learning advanced mathematics is more about training scientific thinking mode and improving rational thinking ability and logical judgment ability.

Scientific and cultural training should pay special attention to the development of the right brain. Scientific experiments show that the human brain consists of two hemispheres. The left brain is good at logical thinking, while the right brain is good at image thinking and reverse thinking, but the information storage capacity of the left brain is only one million times that of the right brain. Modern scientific achievements, including computers and intelligent robots, mostly simulate and replace the functions of the left brain, while the "natural selection" and evolutionary functions of the right brain, such as emotion and perception, are rarely simulated and replaced by artificial intelligence. Regrettably, most of the training and education in ancient and modern China and foreign countries are aimed at the acquired education and training of the left brain. Therefore, it is necessary to break through the traditional training content and mode and strengthen the development of the right brain, such as fingertip stimulation exercise, entertainment and physical exercise, multi-language learning, mental arithmetic exercise, Go skill training, left-handed painting and calligraphy, etc. These are all good training methods.

2, professional skills training system

The purpose of this kind of training is to make employees "learn to do things", improve their professional proficiency and skills through professional and skill training, and improve their ability to communicate and cooperate with others. Studies by scholars at home and abroad show that there are three main types of enterprise managers' abilities: IQ (intelligence quotient), EQ (emotional quotient) and NQ (wisdom of relationship management). IQ refers to a person's intelligence and comprehension ability, and it is a measure of a person's own intelligence. Emotional intelligence is the ability to communicate with others, to strive for cooperation and support with others, and to influence others. The main content is the way of self-cultivation, aiming at hard work and not being discouraged when encountering setbacks. The wisdom of relationship management is a systematic way of thinking, which emphasizes our interaction with anyone, not only considering the individual, but also considering the network behind this person and making full use of the resources of this network. Numerous facts show that there is little difference in IQ between people, but there is a great difference in the wisdom of emotional intelligence and relationship management. In the process of professional skills training, it is necessary to strengthen the cultivation and development of emotional intelligence and relationship management wisdom, learn more about the various uses of interpersonal networks, and how to use the limited time to establish and use the relationship network most effectively.

3. Social and humanistic training system

The purpose of this kind of training is to let employees "learn to live", understand the diversity of human beings, put themselves in others' shoes, and avoid and solve conflicts and tensions between themselves and individuals and groups.

Now the market competition is fierce, the pace of life is fast, and the pressure of survival is great. Learn emotional management, psychological stress management, communication management, time management and other knowledge. It is a compulsory course to maintain optimism, mental health, work happily and face life with a smile. If we strengthen the training of personal emotional skills, learning to be confident is one of the important contents. Self-confidence is not a chic appearance, but it can make the appearance more chic; Self-confidence is not wealth, but it can bring more chances of success. With self-confidence, you will be brave enough to accept more challenges. We should be good at accumulating successful experience. Confidence is actually a psychological trick. Before you do something, you should think back on your previous successful experience, review others' praise and happy mood, which will help build up your confidence in winning. Don't always think about your own defects and shortcomings. Perfect people don't exist, and people won't care about your defects and deficiencies. They generally give themselves less points. Good at being an audience. Most people have a good impression on those who are willing to listen to him. When others are talking, don't rush to win others' favor with witty and humorous interruptions. Frankly admitting what you don't understand will not only damage your image, but will give people the feeling of honesty and trustworthiness; Be brave and willing to admit the charm and achievements of others, and express sincere admiration and appreciation; Make one or more friends around you who share weal and woe and share weal and woe, so that you will never feel lonely at any time.

4. Ideological and political training system

The purpose of this kind of training is to let employees "learn to be human" and let everyone develop in physical and mental, intellectual and aesthetic consciousness, sense of responsibility, mental outlook and other aspects. In the process of ideological and political training, we should strengthen the education of Marxism-Leninism, Mao Zedong Thought and Deng Xiaoping Theory, and establish a correct outlook on life, world outlook and patriotism; It is necessary to study corporate culture in depth, combine career planning with corporate strategy, and enhance employees' sense of identity, belonging and mission. For example, the corporate culture of China Chemical Industry is the perfect combination of excellent traditional culture and modern business philosophy. They vigorously publicize and carry forward corporate culture in practical work and staff training. Adhere to the combination of patriotism and pioneering spirit, the perseverance of self-improvement with global vision, the persistence of seeking truth and being pragmatic, the down-to-earth tenacity with the wisdom of innovation and change, the principle of cultural guidance with the concept of efficiency first, the determination to be strong and big with a rigorous and meticulous attitude, and the strategy of humanistic care with the spirit of scientific management. Combining the tradition of harmony with the distinct personality of love and hate, combining the people-oriented principle with measures to encourage competition, and combining the style of appointing people on their merits with the tolerance of letting all rivers run into the sea, it has formed a rich spiritual palace and unique core competitiveness, which has provided strong intellectual support and spiritual energy for building an excellent China chemical staff and the rapid and healthy development of China chemical industry.

Because of the long time span, career management is bound to be a continuous dynamic process, so career development and employee training should also be a continuous dynamic process. Only by focusing on enterprise development strategy and human resources development goals, keeping close to the pulse of the times and the reality of employees, and constantly innovating training mechanisms, training courses and training measures can we promote career development and career management and vigorously promote the rapid and healthy development of enterprises. □