What does target position mean?

What does satisfaction with the target position mean?

Madison Shoe Mall will answer for you:

Satisfaction with the target position refers to the job seeker’s expectations The degree of consistency with the actual situation.

In other words, when you are looking for a job, the benefits, career development space and other reference standards you want are similar to the relevant conditions and benefits provided by the company. At this time, you will be relatively satisfied with this position. Satisfied, otherwise dissatisfied!

Hope you adopt it!

What are job goals?

Job goals are short-term and long-term plans and goals that a person has for his or her position. For example, what kind of work do you do in a position? Work, what position should you achieve at each stage of life, what development will you have in this position, and what things will you learn? But the most important thing is to meet the requirements of your supervisor and win the love of your colleagues, then you will definitely succeed.

What does job search intention position mean?

Job search intention is generally used in job resumes. In your resume, you must clearly state your job intention after the personal profile on the homepage. Because when most companies are recruiting, they are recruiting for more than one position at the same time, and HR is very fast when reading resumes. If you do not clearly state your job search intention in a prominent position, it will generally be ignored by HR.

Job hunting intention is to plan your career based on your personal hobbies and abilities, clarify the career you want to pursue, and then find a suitable job in a targeted manner. The construction industry is an industry that has high professional requirements for its employees. Whether they are architectural designers, civil engineers, budgeters, safety officers, etc., employees are generally required to have professional qualities and certain work experience.

●The application resume must state the intention to apply for a job. Your job search intentions should be as clear and focused as possible, and consistent with your expertise, interests, etc. Such as: computer software development engineer, network system engineer; sales engineer or market researcher; administrative supervisor or office clerk, etc.

●Don’t fill in the job application intention in a vague way (for example: I hope to engage in a challenging job that can unleash my potential and expertise to realize my life value) or too complicated.

●For your intended job search goals, you should consult with several people with work experience (preferably experts, employment counselors or HR managers) in advance, and reflect on how to make your job search intentions and the goals you want to achieve. Combine learning expertise.

●The content focus and experience material of the entire resume should be written with the job intention as the center. Try to omit materials that are irrelevant to your job search intention (knowledge, skills, hobbies, training content, etc.).

Note

(1) Briefly describe your main job qualifications, work experience, relevant social activities you have participated in, and personal interests and hobbies.

(2) Narrate in a mature and pragmatic tone.

①Do not exaggerate or boast;

②Provide important achievements you have made in school and work to prove your claimed qualifications and abilities;

③Talk about the relevant situation of the target unit to show that you already understand it and are willing to serve it.

(3) State your educational qualifications, work experience and personal qualities.

① Talk about what educational preparation you have made for this target job, that is, what education you have received is related to the qualifications for the target job;

② Talk about what you have done in the past The professional training and work experience you have received and the relevance to the target job;

③ Use facts to prove that you have the personal qualities required by the target job; ④ Give examples of other favorable conditions that you have for doing the target job well.

(4) Reiterate your motivation for job search and briefly explain your vision for the future.

(5) Please indicate the relevant appendices or attachments after your cover letter.

(6) Some people’s job search intentions in their resumes span five industries, and the target functions cover more than a dozen positions. This will not give people the feeling that you are a "complex talent", but will only make you HR feels that your career direction is unclear and you can't do anything. Your job application intention must be relevant and make HR feel that you have plans for your career and are stable. Otherwise, HR will feel afraid that if you come in, you will leave soon.

Job search intention is an essential part of the resume. A clear and clear job application intention will make the employer feel good. Below is a list of seven major problems that may arise in the job application intention section, and relevant solutions and suggestions are given. You can think about this "jigsaw puzzle" and paint a better picture for your resume.

No intention

Seeking a clear position is the ultimate goal of submitting a resume. Therefore, the job search intention is the soul of the resume. The other contents of the resume are actually centered around the job search intention. of. Moreover, having a clear intention to apply for a job can make recruiters feel your sincerity in applying for a job. Under the same conditions, it can increase your chances of success in applying for a job. When writing your resume, it is recommended that you set your target position as your job search intention, and make subsequent configurations around your job search intention.

The job intention is placed at the back of the resume

The job application intention is placed in the middle and rear of the resume. Do you want to hide and seek with the recruiter? It is best to place it in a more prominent place at the top of your resume, usually immediately after your basic personal information, so that recruiters can quickly determine whether your job application intentions are consistent with the position you are applying for.

Unclear intention

Use accurate and clear language to write your job intention so that people can know your job intention at a glance. It is better not to write a vague intention at all. Job search goals are also a place to show off your efforts, but too many resumes contain such general language...

What does the goal mean?

The goal is what you want To achieve a state of life through hard work

It can be a specific thing or a pursuit

The difference between the target position and the target industry should be as detailed as possible. Urgent request! ! ! ! !

Industry refers to the industry your work unit belongs to, such as manufacturing, finance, construction, etc.;

Position refers to the position you are engaged in, such as general employee, team leader , section chief, etc.;

What do the functions and positions in the resume mean?

Simply put

Function: It is the work performed by this position

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Position: The level of this position

Accounting is a position that is mainly responsible for the company's financial work. This is Chang Neng. Accountant, Accounting Supervisor, Financial Manager, Financial Director, Vice President of Finance, these are the positions.

For fresh graduates, you can only basically write down the work that your major can undertake. The position is generally a junior position under this function.

Good luck.

What is a job goal description

First of all, you first understand what your job responsibilities are, that is, what you do; then plan your work goals according to your job responsibilities, such as a certain job To what extent should I achieve it and when will it be completed?

What is work goal setting?

Work goal setting is a process that measures some relatively long-term aspects within the scope of the work of the person being assessed. An assessment method for key tasks whose auxiliary and auxiliary properties are difficult to quantify. The so-called work goal setting is a method in which the supervisor and the employee discuss and determine together during the performance plan, the main work that the employee should complete during the assessment period and its results. At the end of the assessment period, the supervisor will give points based on the set goals. . It is an assessment method for the completion of some relatively long-term, processual, auxiliary, and difficult-to-quantify key tasks within the scope of work responsibilities. The value of work goal setting For personnel in some functional departments, their work plays a vital role in the overall success of the company, but it cannot be measured by quantitative performance indicators. In this case, the value of work goal setting lies in: 1. It provides an objective basis and comprehensive measurement standard for performance management to make up for aspects that cannot be reflected by only fully quantified key performance indicators and reflect employees' work performance more comprehensively. 2. The combination of key performance indicators and work goals allows superior leaders to have a clearer and more comprehensive understanding of the company's key value-driving activities. 3． Personnel at all levels and types can have a clearer understanding of the responsibilities and work priorities of their positions. Every grassroots employee in the organization plays a solid foundation for completing the overall performance indicators. However, since each employee is responsible for more of a part of the overall process, this process effort is difficult to measure with quantitative indicators.

In this case, the value of work goal setting is: 1. Ensure that these lower-level employees can also establish performance plans for the next performance year to clarify the organization's performance expectations for themselves and their efforts for the next year. 2. Establishing measures to differentiate performance differences for work processes that cannot be measured with quantitative results. 3． Align the efforts of all employees with the organization's overall performance goals. Design of work goals Principles of design of work goals 1. Clear and specific: There are clear and specific results or achievements. 2. Measurable: Measurement can include quality, quantity, timing, or cost, or can be transformed through qualitative grading. 3． Mutual recognition: Superiors and subordinates recognize the goals set. 4. Achievability: Both challenging and achievable. 5. Closely related to business objectives: The goals set must be closely related to the business. Skills and background knowledge required for work goal design 1. Job analysis ability: Job analysis is the ability to analyze the activities, main purposes and correlations between the target position and other positions. 2. Background knowledge: The result of job analysis is an understanding of the main activities performed by the position. This understanding becomes a kind of background knowledge for work goal setting. At the same time, since the position analysis also includes the correlation analysis between the target position and other positions, the result is to understand the next process of the target position or the customer's expectations of the output of the position. This kind of customer expectations Understanding becomes the background knowledge for setting work goals. 3． Job description capabilities: The result of job analysis is to understand the various work activities performed by the target position. The ability to summarize and describe these work activities into key job responsibilities is required for setting work goals. 4. The ability to set effective measures: Developing measures that can differentiate performance differences for each key job responsibility is a key ability for the entire goal setting. Issues to consider when setting work goals 1. The design of key performance indicators should follow the same principles, but focus on areas that are not easily measured quantitatively. 2. Functional personnel's work objectives are complementary to key performance indicators. The work target of junior employees is the performance plan for the whole year. 3． Select only key areas of work that contribute to company value, not all work content.

What is your target position for joining next year

Director