How to create a career plan for HR personnel

I am also in human affairs. From the time I graduated from college until now, I have worked in business management and sales. Basically, I have been doing HR-related work most of my career. Gradually, I felt that my future career direction was also HR, because my personality is outgoing, cheerful, optimistic, lively, eloquent, and I also like this career.

How to make a good career plan starts with your career interests. It is very common to do grassroots personnel work, which is quite hard and cumbersome, and sometimes you will be wronged, or you may have put in a lot of effort but your boss or colleagues do not recognize it. The job content of HR also determines that it is a thankless profession. Usually HR managers are the people among middle managers who receive the most criticism from the general manager.

If you have read the above analysis and still feel that you are suitable for this line of work, then your career planning path is simply as follows: HR specialist (entry level, usually as The modules are divided into: compensation specialist, welfare specialist, training specialist, recruitment specialist, labor relations specialist, strategic planning specialist, etc.) - HR director (one to two years, foreign companies or large enterprises require three years of experience, elites in a certain module, Key employees of the company, such as compensation director, training director, recruitment director) - HR manager (after at least three years, usually five years, each module will be familiar, able to operate independently, have unique insights, and have a good understanding of the company's current situation and shortcomings) More clearly) - HR Director (more than ten years of experience in HR, with authority to carry out large-scale personnel policies and HR strategic planning) - Vice President, General Manager