What Does a Career Development Facilitator Do?

According to the definition of China Career Planners Association: Career development is a plan used by an organization to help employees acquire the skills and knowledge needed for their current and future work. In fact, professional development is the organization of developmental training, education, etc. on the human resources of enterprises.

Career Development

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One is the development of natural homeopathy. That is, when the profession meets his own personal wishes, practice makes perfect in the completion of the requirements of the profession, and naturally reaches a higher level. For example, a person who likes writing should apply to a newspaper as a journalist. As time goes on, the more he writes, the more logically he becomes a writer, or even a more influential writer.

The other is the development of human effort. That is, when the profession does not meet his personal wishes, but he cannot change his career, in the process of performing his duties, he gradually cultivates a love for the current profession, thus accumulating experience, and unexpectedly succeeds. For example, a person who loves writing was hired to engage in marketing in a company. At first, he was very uncomfortable, but he couldn't change his career. He had to slowly adapt and get used to it. He gradually developed a strong interest in marketing and finally became a generation.

Career development planning is the unification of the long-term interests of enterprises and employees. Every company with a high sense of responsibility is obliged to indicate the career development direction for its employees, design career development channels, so that employees see the hope of personal development, and achieve long-term stability of talents.

On the basis of clarifying the company's development strategy, the company clarifies the qualifications of different positions, integrates the company's long-term development vision and personal career goals, and designs clear, clear and fair career development channels for employees, and cooperates with employee training and performance management. Combined to form an enterprise talent echelon construction plan, improve employees' sense of belonging to the company, reduce employee turnover, and achieve sustainable development of human resources.

The process of the organization and employees combining their own needs and jointly determining career goals is actually the value setting of the company by absorbing qualified personnel; employees' self-career exploration and organization are tailored for employees

1. Seize the opportunity

2.Master the criteria for success

3. Make use of your own advantages

4.Learn to get along with your boss

5.Understand corporate culture

From an organizational perspective, career development can reduce the costs of employee turnover. If companies help employees develop

1. Early career (challenge work, establishing early career goals or career aspirations for employees).

2. Mid-career (decreased promotion opportunities, awareness of death, physical changes, and clarification of the degree of achievement of their professional goals, so as to find new life goals, family relationships may change; work coaches, do not want to be displaced, feel at work Outdated, seeking safety).

3. Late career (bias: such as production efficiency, training cost, high absenteeism rate, accident rate).

Explain to employees the relationship of each job, the hierarchy of positions, that is, the career ladder and the corresponding qualifications;

Provide employees with necessary training or long-term education programs and other

Although the worker is the main body of job selection, he cannot choose arbitrarily because the main body of the job selection is limited by the professional ability of the worker. Professional working ability is the ability of workers to engage in social production. It includes the two major aspects of physical fitness and intelligence, which are specifically subdivided into five major capabilities: physical strength, intelligence, knowledge, skills, and interpersonal communication.

Once workers have formed professional working ability, they are not static, they will change over time and internal and external conditions change. There are generally three situations in which changes in professional work ability:

Career development enhancement

Accumulate rich experience through long-term vocational work; greatly improve through continuous learning, training, education, intelligence, knowledge, skills, and interpersonal skills.

Weak professional development

There are absolute weakening and relative weakening. Absolutely weakened, often due to changes in their own conditions leading to a decline in professional work ability. Relative weakening refers to the situation where workers' occupational ability remains unchanged. The development of modern science and technology, changes in external objective conditions such as equipment renewal, and complicated process technology have led to a relative decline in workers' professional working ability. Aging knowledge and outdated skills also belong to this weakening.

Career Development Transformation

That is, the direction of professional work ability has shifted. Most of these transformations are based on the original occupational ability and transfer related, similar or intersecting occupations. After the completion of the transformation, there may be three situations in the vocational work ability: the original vocational work ability declines; the original ability is maintained; the original ability is strengthened, and the new vocational work ability is increased to form a "multi-purpose" and "multi-purpose" Higher-level professional work ability.