Personal career development planning of employees

Employee's personal career development plan (5 general articles)

As time goes by, a wisp of clear spring and a burst of fragrance flow out, and our work will achieve new achievements with our efforts. Write your career plan now. Presumably, many people are worried about how to write a good career plan. The following is my personal career development plan (5 general remarks). Welcome to read the collection.

Employee's personal career development plan 1 As a newcomer to the company, I am full of curiosity about the strange environment. Say hello to my colleagues and introduce myself. I really want to lay a stable friendship foundation for future work and open up a harmonious humanistic environment. Luckier people can meet bosom friends and become life partners.

With this vision, I made a short-term development plan for myself.

First, understand my work and try my best to do it well.

My duties are as follows:

1, responsible for the daily update of the website; The website updates 30 articles every day; Try to bring the above keywords to every article; The article is as original as possible, pseudo original;

2. Responsible for the planning, production and maintenance of related topics of the website;

3. Responsible for the planning and promotion of website related activities; Create more than 10 original articles every month;

4. Responsible for the planning and content improvement of new channels or columns;

5. Be responsible for the planning and construction of columns according to the general direction of website development;

6. Make a development plan every month; Make a summary.

These responsibilities not only make use of my previous work experience, but also make efforts in new learning directions, such as planning and creation. I will study hard and try my best to manage the website well.

Second, establish friendly interpersonal relationships.

Make new friends, but don't forget old ones. On the road of life, with more friends, it is easier to walk. To be cheerful, open, optimistic and sunny, we need to know people, understand each other and have a harmonious and good interpersonal environment. This is very conducive to work. On this basis, more care, more understanding and more communication can make friends and establish friendship. In business, we can help each other at work; In private, amateur life can be better and more fulfilling.

Third, realize your wishes.

The purpose of work, the low level is for rice bowl, the high level is spiritual belief. What do you live on without a job? Without financial resources, you will have no food, no clothes, no money to treat you when you are sick, no food when you are hungry, and you can't support yourself at all! Not to mention the filial piety to parents and relatives. Only when you work can you talk about independence, self-reliance and autonomy. But you can't just work for money. The facilities in high-rise buildings are your spiritual food. I need a stable, stable job and a stable life. I hate having too much free time, which will gradually kill people's fighting spirit and become depressed. Work is a good medicine, which can not only enrich your life, but also give you the opportunity to exercise, meet people, get in touch with things, see the world and learn more. I believe, but anyone with a little ambition wants to do well, even if it is the only thing. No matter any purpose, any attempt, any motive, no matter whether the ambition is long or short, big or small, it is commendable, encouraging and developing. I want to be a professional editor, with rich editing experience, familiar with the workflow and work content of online editing, and able to master the development direction of the website. Just to master more experience, constantly enrich themselves, constantly add up, constantly pursue, and move towards responsible editors and chief editors.

Fourth, the arrangement of spare time.

Does your spare time have nothing to do with work? No! Spare time is the charging time for work. When the fist retracts, it can fight back more forcefully. I have a good rest in my spare time, which not only relaxes my body and mind, buffers my pressure, but also makes me feel happy. Effectively use your biological clock, balance play and work, and combine work and rest. I always think that you should devote yourself to everything and think about what you are doing. I don't want to have fun at work, but try to relax and enjoy the fun during rest.

In short, this month's work plan is a one-month probation period. I hope that I can plan a more specific work plan and development direction after I become a full member. Please witness and cheer for yourself!

Since the 20th century, in the operation and development of enterprises, the word "competition" has been closely related to it. After experiencing price competition, quality competition and service competition, society has entered a brand-new stage, which is talent competition. Especially for the hotel industry, with the accelerated pace of opening up and rapid economic development, the competition in the hotel industry is becoming increasingly fierce. To develop a hotel, it is necessary to retain talents and have a strong talent echelon, and the career planning of employees will play a very important role in building the talent echelon.

First, the status quo of the hotel industry:

With the increasingly fierce market competition, the hotel industry has entered the era of low profit, which puts forward higher requirements for the management level of hotel enterprises. Whoever can continuously improve management methods, improve service level and reduce operating costs will be in an invincible position in the competition; At the same time, the contradiction between the labor-intensive characteristics of hotel enterprises and the strong sensitivity of tourism in human resource allocation is more prominent. Faced with this situation, many hotel enterprises show some weaknesses, such as lack of professional talents, low enthusiasm of employees, backward human resource allocation, lack of flexibility and poor adaptability of management mode.

With the development of market economy, people have fully realized that the key to enterprise competition lies in talent competition, and whether human resources can be effectively allocated, used and developed is a major issue related to the survival and development of enterprises. Today's society has entered the era of service economy. As the vanguard of service economy, the tourist hotel industry is facing many new problems under the new situation. In order to gain a firm foothold in the increasingly fierce market competition, hotel enterprises must seek new breakthroughs and innovations in human resource management and development.

Second, the reason analysis of hotel staff turnover:

The hotel industry has a large turnover of personnel and a serious brain drain. Many managers often complain that talents can't stay. So what is the main reason why talents can't stay? The author believes that there are mainly the following points:

First, the competition in the hotel market is fierce and the profit rate is declining. Managers often use the method of controlling employees' wages to save costs. The increase of employment opportunities and the strong desire of employees to pursue personal development mentality have prompted some high-quality talents to flow to more promising enterprises.

Second, the hotel has an outdated concept of employing people and lacks a strategic vision for long-term development. It can't combine employing people with educating people. It only regards employees as a cost, not a resource. The employment mechanism is inactive, and employees can't see the hope of promotion and salary increase. The waiter has almost become a "youth meal" position, lacking a sense of accomplishment and belonging.

Third, the incentive mechanism is unreasonable and the management system is imperfect. The employment system of seniority and cronyism in state-owned or industrial hotels has dampened the enthusiasm of some front-line employees with heavy labor intensity, heavy tasks, heavy responsibilities and high quality requirements. Once they have employment opportunities with better salary and greater development opportunities, they often choose to quit.

Fourth, the ideological communication channels between employees and senior managers are not smooth and there is a gap. Employees don't get enough attention and respect.

Fifth, employees' sense of belonging is generally poor. The hotel's cultural construction and people-oriented concept often stay in words, but have not really been put into place. The welfare benefits, working conditions and cultural life of employees can't be improved in time, and some employees can't enjoy the pension insurance and medical insurance.

Sixth, the hotel does not attach importance to the career planning of employees, which is an important reason. Lack of employee career planning will make employees fall into trivial service work and fail to see the future of development, leading to change of heart and frequent job hopping, which will cause great losses to employees' own development and hotel competitiveness.

Third, the hotel staff career planning status and problems:

(1) Many hotels pay little attention to employees' career planning, and even some managers of small and medium-sized hotels simply don't know how to plan employees' career. Their business thinking also exists in driving employees to maximize the interests of the enterprise and compressing the interests that employees deserve, or that customers are more important than employees. In this kind of hotel, excellent employees usually jump ship.

(2) Employee career planning is just a slogan. In fact, many hotel employees' career planning is only a planning idea at most, and it is not rooted in the specific management work and employee incentive system of the hotel. When recruiting new employees, many hotels are used to exaggerating their so-called employee career planning and commitment, but there is no substantive content and method for its implementation, which leads many employees to feel hopeless after working for a period of time and finally choose to find another job. These hotels are in such a dilemma.

(C), employee career planning does not realize the organic combination of employee needs and enterprise needs. Many hotel employees' career plans are made by the enterprises themselves, and there is no good communication with employees, which can't really reflect the career development requirements of employees as individuals. Because everyone has different career plans for each position. In this way, a state similar to two skins is formed, which fails to achieve the expected purpose. And after hiring new employees, the hotel also lacks guidance and education for employees' personal career planning.

Fourth, how should the hotel do a good job in employee career planning?

(a) according to the different temperament of employees, specialties, hobbies to determine their career planning.

When people enter the early stage of society, their career choices are greatly influenced by the surrounding environment and their majors, and they lack the ability to control the surrounding environment. Therefore, during this period, employees' job choices cannot be regarded as part of their career planning. Because career planning should be decided by employees themselves, or by their own temperament. This period of time should be the stage of accumulating materials for the design of career planning, that is, the stage of discovering your professional temperament. During this period, career planning has not really started, and there is no way to start. Because employees' own hobbies and specialties play a decisive role in career planning, employees at this time cannot determine or simply know their hobbies and specialties. Career planning really begins when employees discover their hobbies and specialties. Career planning should give full play to employees' self-advantages and take their own temperament advantages as the guarantee, otherwise career planning will lose its meaning.

(2) Keep the training of employees' career development consistent with the training of work development direction.

The first purpose of enterprise training is to meet the needs of healthy operation and development of enterprises. Therefore, an enterprise should not conduct training for employees' career development needs in isolation, but should conduct targeted training for the differences between employees' existing ability level and future work requirements, so that the employees he chooses can take up higher or more important jobs in the near future, that is, train employees in the direction of work development. If the orientation of employees' career development implemented by enterprises is consistent with the training required by employees' career planning, it will objectively play a training role in realizing employees' career planning.

To carry out the training of employees' job development direction, the premise is to establish an objective and scientific evaluation system of employees' skills, and at the same time formulate more detailed and scientific job requirements for different positions in enterprises, find out the gap between employees' current skill level and the requirements of a certain job through comparison, and implement targeted skills upgrading training.

(3) Pay attention to the career planning of high-quality employees.

Although the hotel is a personnel-intensive enterprise, many people think that anyone can do it, but because the quality and taste of guests are getting higher and higher, a hotel must have a group of high-quality talents if it wants to achieve service innovation and breakthrough. This requires us to pay special attention to the discovery, education and training of high-quality talents such as college students, and establish a clear plan for their career development, so that they can see the future development direction and goals. When recruiting, hotels should actively select more college students who have potential and love hotel work, assign them to a certain department according to their personality characteristics and hobbies, and give them a period of grassroots work exercise. If they reach a certain index and pass the examination, they can be promoted to a certain position. In this way, through constant tempering and training, excellent management talents will be trained for the hotel.

Good career planning for employees will not only help hotel employees to continuously explore their own potential and enhance their personal strength, but also enhance their overall competitiveness while enhancing their personal success. When the hotel can create opportunities for employees to participate in hotel management and meet their high-level spiritual needs, when employees can cooperate with others to solve problems and realize their importance to the hotel, their respected needs will be met, they will play more initiative and creativity, enhance their sense of responsibility and mission, and greatly improve the overall service quality of the whole hotel.

Mr. Kemon Wilson, the founder of International Holiday Group, once said: Without satisfied employees, there will be no satisfied customers; Without a satisfactory working environment for employees, there will be no satisfactory environment for customers. In the final analysis, the competition in the hotel industry is the competition of talents, and human resources are the driving force for the sustainable development of the hotel industry. In order to occupy a favorable position in the fierce hotel market competition, hotel managers at all levels must actively study the hotel market and introduce modern and advanced talent management concepts into the hotel industry. The career theory of employees is considered as the key to win the 2 1 century market. We must closely combine this advanced concept with the hotel's own development reality. Only by establishing a high-quality hotel talent echelon can we be in an invincible position in the fierce competition in the future.

Employee's personal career development planning 3 In order to give full play to employees' intelligence, continuously improve their comprehensive quality, meet their professional development, realize their own value, organically combine their personal career with enterprise growth, and make enterprises and employees develop synchronously, it is necessary to formulate employee's career development planning.

First, the stage of employee career development

The career development of employees can be divided into four stages, namely, four age groups.

The first age group: 20 to 30 years old, taking the first step in his career. The main feature of this stage is from school to work, which is the starting point of career development. How to start is directly related to the success or failure in the future. One of the main tasks at this stage is to choose a career. On the basis of self-analysis and internal and external environment analysis, choose a career that suits you, set life goals and make a good life plan. Another task is to establish a good image of yourself. How young people behave after entering the professional world has a great influence on their future development.

The second age group: 30 to 40 years old, the revised target can not be ignored. This period is a person's prime, a period when he can fully display his talents, get promoted and develop his career rapidly. At this time, many people not only work hard, show their talents and expand their careers, but also have the task of adjusting their careers and correcting their goals. People in their thirties should have a clearer understanding of themselves and their environment. See if your chosen career, career path and life goals are in line with reality. If it is not the same, it should be adjusted as soon as possible.

The third age group: 40 to 50 years old, charging in time. This stage is the harvest season of life, and it is also the time for successful people to show their talents. At this age, people who have achieved nothing and have no career should deeply reflect on "why?" Another task at this stage is to continue to "charge". If you don't charge it in time, it will be difficult to meet the needs of your work and even affect your career development.

The fourth age group: 50 to 60 years old, do a good job in career planning in old age. This stage is a turning point in life. Whether you continue to develop your career or prepare for retirement, you will face a turning point.

Second, the career development direction of employees

Staff post development: On the basis of agreeing with the enterprise value concept and observing various rules and regulations, employees work hard in their posts, give full play to their intelligence and create the best performance.

Horizontal development of employees: According to the development of the enterprise and the wishes of employees themselves, the enterprise arranges employees to rotate and change jobs in a planned way. Employees can re-select jobs that are more suitable for their own development through job competition and employment competition after obtaining corresponding job qualifications within the scope of enterprise planning according to their own actual conditions. Through the horizontal development of employees in the company, the job requirements are better combined with employees' personal abilities, so as to optimize the allocation of human resources and improve work efficiency and employees' work enthusiasm.

Vertical development of employees: enterprises provide employees with promotion channels in a planned way according to the development of enterprises and their own wishes. Career promotion of employees includes professional and technical promotion and job promotion. Qualified employees can develop vertically within the enterprise through post competition and employment competition. Enterprises can directly select employees listed in the reserve talent pool according to the development needs, and can also promote employees with outstanding talents and achievements.

(1) professional and technical personnel development. All kinds of professional and technical personnel in enterprises should develop along their own professional direction, and every few years in by going up one flight of stairs. Those who meet the promotion conditions will strive for promotion to a higher level.

(2) Management development. Under normal circumstances, managers go to the grassroots level to show their talents and achievements, and then they are promoted. They first served as junior managers. After 3-5 years, you can be promoted to intermediate manager or even senior manager according to your personal ability and achievements. If the position requires, people with outstanding talents and achievements can be directly promoted to middle managers.

(3) General staff development. After working in a certain position for a certain period of time, the average employee has outstanding performance, and can compete for class (group) length, have certain management ability, and also compete for the corresponding management position.

Third, employee career development measures

1, improve the incentive mechanism. Encourage employees to create more achievements based on their posts, innovate and develop, and enhance their abilities. According to the actual situation of enterprise management and development, formulate and improve new incentive measures to encourage employees to develop and improve themselves.

2. Establish a reserve talent pool. According to the actual situation of business development, on the basis of comprehensive assessment of employees, combined with the development direction of employees, a reserve talent pool is established to cultivate, manage, assess and evaluate different types of reserve talents, maintain a moderate reserve of all kinds of talents, and ensure the smooth development of enterprise management.

3. Strengthen the training of employees. Training is the main way and measure of employee development. Through targeted training for employees, we can develop their potential, build personalized development space, improve their business skills, update their knowledge and concepts, help and promote their continuous development and improvement, and make their abilities meet the requirements of enterprise development.

(1) induction training: new employees should receive short-term personnel training after entering the enterprise, mainly to let employees know the overall situation of the enterprise, the entrepreneurial process, the overall development prospect of the enterprise, corporate culture construction, the medium and long-term development plan of the enterprise, basic personnel system, incentive mechanism, talent development direction, employee welfare treatment, enterprise management system and various rules and regulations, as well as post responsibilities and skills, so that new employees can communicate quickly.

(2) On-the-job training: according to job requirements and employees' shortcomings (ideas, knowledge, skills, wishes, etc.). While carrying out the existing work, formulate and implement the corresponding intensive training plan to improve the overall quality of employees.

(3) Job-transfer training: the enterprise combines training with job qualifications, and employees can compete for other positions within the scope of the enterprise plan. If the competition is successful, they must be trained in the business skills and safety operation procedures of the new post, and they can only take up their posts after passing the training.

(4) Academic training: According to the needs of work, enterprises recommend some enterprising management and production backbones to participate in higher education.

Education qualification training.

(5) Vocational qualification training: According to the national vocational qualification access system, vocational qualification training will be gradually implemented.

(6) Personalized training; That is, development training, according to the needs of business development, enterprises will provide personalized training for employees listed in the reserve talent pool according to their proposed positions and positions.

(7) Comprehensive training: conduct comprehensive training on professional ethics, service, corporate culture and spiritual civilization for all employees from time to time.

Fourth, employee career development procedures

1, get to the bottom. Distribute employee career development questionnaires to employees to find out their interests, hobbies, views on current positions, career development direction, etc. , initially understand its development intention, establish employee development files, and implement dynamic management of employee development.

2. evaluation. Every year, the enterprise evaluates the knowledge and skills, concepts and ethics, personality potential and performance of employees as a whole, and draws up a personalized development plan for each employee in combination with the development intention of employees. In addition to the general evaluation, it should also be evaluated according to the requirements of higher-level posts to determine whether employees have development potential.

The evaluation of employees mainly includes six aspects:

(1) Basic information: including gender, age, education, work, health status, etc.

(2) Knowledge and experience: what knowledge is needed for the target position, what is already available, what is insufficient and what is not;

(3) Personality: See if his personality is suitable for the target position;

(4) Ability: including general ability and special ability. General ability is intelligence and special ability is the ability to engage in an activity. For example, language skills and interpersonal skills;

(5) Ideological and moral character: strong sense of responsibility, law-abiding, fair and honest, etc.

(6) Performance: What is the performance of the current position and whether it can be outstanding in the target position.

The focus of the above evaluation is ability, morality and performance.

3. Communication and feedback. According to the employees' development intention and plan, the enterprise will interview and communicate with employees step by step, and give appropriate evaluation. Affirm its achievements and point out its shortcomings and the direction that needs to be worked hard. Exchange views with them on the development plan and reach an understanding on the development plan.

4. Step-by-step implementation: According to the employee development plan, the personnel department of the enterprise makes a detailed implementation plan. According to the division of labor, it will be implemented step by step. Step by step means that the development of employees is generally the responsibility of their direct leaders; The personnel department is responsible for reserving talents and middle managers. Step by step refers to the specific measures of employee development, or encouragement, or training, or transfer, or competition for posts.

5. Summarize and improve. After each round of employee development plan, combined with the next round of plan, on the one hand, the person in charge of the personnel department or the employee's department communicates with the employee again to evaluate the implementation effect; On the other hand, the company summarized the previous development plan. On this basis, the next round of development plan will be made.

Employee's personal career development plan. Analysis of current situation

Since I have been engaged in education, I have been careful about my own affairs and can actively participate in school work. Now I feel that there is still room for improvement. From the implementation of the new round of textbooks to today, how to surpass ourselves and usher in greater development space? I think we must find our own shortcomings and prescribe the right medicine.

First of all, I am very relaxed in my professional study, and I use work instead of study, which leads me to lose my way. Secondly, due to lack of study, lack of thinking in work, unable to work creatively.

Second, the development goals

Establish the concept of lifelong learning, always pay attention to learning, and make learning one of your own needs. Through study, teachers' morality can be improved and knowledge can be enriched. Reflect on yesterday and develop strength in reflection; Examine today's-screening in the exam; Look forward to tomorrow and create the future. Always combine work with thinking, think while working, think while working and work creatively.

Third, be willing to write and improve education, teaching and scientific research.

1, carefully complete the weekly teaching diary and monthly education notes. Accumulate teaching and research materials in time.

2. Take reading notes, reflect on teaching and analyze teaching cases. Strive to raise their professional level to a new level. Complete high-quality teaching cases at the end of the term.

3. By writing papers, we can promote our special research from the practical level to the theoretical level.

The second year (the 20th-20th academic year)

First of all, we should pay more attention to the development of education, widely read business books and improve the level of educational theory. Secondly, carefully read the curriculum standards, teaching books and other related materials. Learn new textbooks, new curriculum standards and teaching methods. Understand the nature, value and theory of new curriculum standards, and improve their professional ability.

The third year (the 20th-20th academic year)

First of all, at work, we are not afraid of difficulties, bravely shoulder heavy burdens, prepare lessons carefully, and carefully correct every assignment. Don't be late, don't sit and give lectures, don't finish class early, don't delay class, and don't satirize students. Secondly, learn to think about educational problems and actively transform advanced educational ideas into teachers' behaviors. Improve the level of teaching and scientific research from reflection. Third, learn to think about educational problems and actively transform advanced educational ideas into teachers' behaviors. Improve the level of teaching and scientific research through reflection.

Fourth, the specific implementation plan

(1) Keep abreast of the examination trends, understand the investigation depth of various knowledge points, and improve students' performance.

(two) seriously learn from the old teachers, please teach the old teachers teaching experience, point out their own shortcomings, timely reflect and correct their own shortcomings.

(3) Learn Chinese reading knowledge every week to improve their professional skills.

(4) Read a book about teaching philosophy and write a teaching paper every semester.

Staff personal career development planning 5 Teachers are the eternal occupation of human beings, but the society's choice of teachers' conditions is not eternal, and the requirements of the times for teachers are getting higher and higher. The development of teachers is a process of realizing the value of teachers' life, and it is also a process of constantly improving teachers' spiritual pursuit, enhancing professional ethics, mastering the laws of education, expanding subject knowledge, strengthening professional skills and improving the level of education and teaching on the basis of fully understanding the significance of education. I believe that vision is the realm and idea is the way out. After carefully studying the school-based annual development plan, I made the following personal development plan according to my own characteristics:

I. Development goals

"Teachers must first be self-reliant, and educators must first be self-disciplined." First of all, we should improve our political and ideological quality. Teachers' political orientation, moral quality, educational outlook, world outlook and outlook on life have a direct impact on students. "Learning to be excellent is to be an official", guiding students to establish various correct concepts, educating students to learn to seek knowledge, be a man and innovate, and cultivating students to become new talents with the times.

Second, classroom teaching

Further deepen the implementation of life-oriented situational classroom teaching, give full play to its own advantages to attract students, make students like their own classes, develop in their own classes, meet the actual needs of students' growth and society, and have enough practical teaching links. According to their own teaching characteristics, learn from famous teachers to gradually improve their teaching level and enrich their teaching experience, so as to find their own development path and strive to gradually form their own skilled, agile, sensitive and witty teaching characteristics.

Third, ideological work.

Pay attention to the cultivation of personal quality, do not covet fame and fortune, improve their theoretical level and professional level, and strive to create the best education for students. From preparing for exams to providing convenience for students' future development. To be an excellent teacher with a sense of responsibility, you can be strict with yourself in observing the system and getting along with others, and improve your political and theoretical literacy.

Fourth, specific measures.

1, good at thinking and groping for feelings in practice. We should persist in working with our brains, strive to develop our advantages in reflection and innovate in foresight. Always combine work with thinking, think while working, think while working and work creatively.

2. Constantly improve the academic level, and improve the academic level through continuous learning, self-study or online education is to meet the needs of the industry and its own development. Modern society attaches great importance to diplomas, but knowledge is more important than diplomas.

3. Continue to update your professional knowledge. "To give students a drop of water, you must have a bucket of water." In today's world, science and technology are advancing by leaps and bounds, information is increasing day by day, and scientific knowledge in all fields of society is constantly changing from single to multiple and developing at a deeper and broader level. It is undoubtedly a challenging goal and task for contemporary teachers to pay attention to collecting new trends and information of professional development and constantly update their knowledge to meet the requirements of the development of the times and the learning needs of students.

4, pay attention to the cultivation of personal quality, not greedy for fame and fortune, improve their theoretical level and professional level, and strive to create the best education for students.

5, improve their own educational ability, teachers learning and improving teaching ability is an uninterrupted work. Learning professional knowledge, educational methods and teaching skills, learning from books, learning from the Internet, learning from others, learning from teaching practice … life-long learning is undoubtedly difficult and happy. Because learning makes people stand on their own feet, develop and innovate.

In our future work, we should be pragmatic and be a caring example.

"Teachers must first be self-reliant, and educators must first be self-disciplined." First of all, we should improve our political and ideological quality. Teachers' political orientation, moral quality, educational outlook, world outlook and outlook on life have a direct impact on students. "Learning to be excellent is to be an official", guiding students to establish various correct concepts, educating students to learn to seek knowledge, be a man and innovate, and cultivating students to become new talents with the times.

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