Where is my future?

Where is my future? Character background: Lizy Gender: Female Age: 32 years old Education: Bachelor's degree in economics Occupation: HR Personality characteristics: gentle, calm, good at communication, slightly lacking in initiative and decisiveness, with a phlegmatic personality Career crux: Facing the "ceiling of career development" ”, lack of potential and space for advancement, and unclear direction for the next step. Lizy: Suffering the blow of failed promotion. After graduating from college, Lizy entered the current large joint-stock company to work. After working as a manager's secretary for a short period of time, he was transferred to work in the human resources department, where he worked for more than 7 years. Over the past 7 years, Lizy's development has been going smoothly. When she first arrived in the Human Resources Department, Lizy was working as a salary and benefits specialist. She dealt with numbers and various reports almost every day. Although she didn’t like it very much, because of the good benefits, Lizy stayed in this position for two years. many. Subsequently, Lizy was transferred to the position of recruitment specialist. Two years later, she was successfully promoted to training manager, responsible for the internal training of the company's employees. Up to now, Lizy has been working as a training manager for almost four years. She originally thought that if she could work for another two years at most, she would be promoted to the human resources director. Unexpectedly, a small "personnel earthquake" occurred in the human resources department recently - the original human resources director quit, and the company quickly introduced an "airborne soldier" from outside to serve as the human resources director. Lizy felt like she had lost her direction. Lizy felt chilled when she thought that she had worked hard for the company for many years and finally got a chance to be promoted, but the company didn't seem to realize her existence at all. At this time, the former human resources director who quit told Lizy privately that the reason why he quit was because he could not get further development in the company. Most of the people who were promoted to high-level positions were directors of the marketing department or the finance department. Even if one day in the future, If Lily can become director, "it's basically the end." Lizy was a little confused. What she had earned through years of hard work seemed to be a bright future. Expert analysis: The "ceiling" phenomenon in human resources positions. Hong Xiangyang, chief career planner of Xiangyang Career Consulting Agency, believes that on the surface, Lizy's problem is caused by the "Airborne Troops" incident that caused her disappointment in the company and her lack of confidence in the next step. Development has lost confidence and direction. Upon further analysis, Lizy’s experience actually reflects the common career development confusion in human resources positions. A survey by a research institute found that in most Chinese companies, the human resources department is still regarded as an internal support department, even separate from the administrative department, and is far from being mentioned as a "strategic partner". Therefore, fewer managers in the human resources department can be promoted to the top of the company. In contrast, managers in other departments such as marketing and finance have a much greater chance of entering the company's core management. Under this situation, many human resources professionals with many years of experience feel that they have encountered a "ceiling" in their careers and feel "boring". HR personnel often arrange the future of others, but many times, HR itself has to face the problem of where to go and where is its own future? Take Lizy for example. On the one hand, she is dissatisfied with her current development in the company, and on the other hand, she has doubts about the future of the HR position. Experts believe that for HR professionals like Lizy, if they have made up their mind not to continue to sit on the bench in the company, they might as well actively seek breakthroughs and find a new starting point for their careers as early as possible. Expert advice: Based on core professional capital, explore a new starting point. For 32-year-old Lizy, her career development path has been relatively smooth so far. In the past 7 years, she has worked in salary and benefits, recruitment and training, and has been trained in various professional fields of human resources. She has reached a certain professional level in the reserve and accumulation of HR professional knowledge and skills. The development is relatively comprehensive. Hong Xiangyang believes that Lizy can base on her core professional capital and explore new development channels in addition to the promotion channels within the company. Direction 1: Analysis of consultancy work such as headhunting and HR consulting: This is one of the transformation channels most chosen by corporate human resources practitioners.

HR professionals like Lizy who are very familiar with the company's internal human resources system and have a good understanding of the domestic talent market, salary market, development direction, etc. have certain advantages in joining a headhunting company as a headhunting consultant. You can also consider joining a related management consulting company. Engage in consulting work. According to the rules of the headhunting industry, the income of headhunting consultants is usually directly related to the "value" of the person being "hunted". The return for a senior headhunter to complete a business may reach tens of thousands, dozens or even millions of yuan in commission returns. Advantages: Because she is familiar with the company's personnel recruitment process and system, and also knows what kind of people the company wants, compared to those who have no HR experience, Lizy can have a deeper understanding and grasp of the company's employment needs, and understand the company's personnel aspects. management details. Disadvantages: Although they are in the same professional field, the working methods of human resources managers and headhunters are still quite different. For example, recruiting from the position of HR is completely different from the position of headhunting for "poaching people". HR mostly "sits facing south" and only "waits and waits"; but headhunting is different. He has to take the initiative and start from the talent market. Search for suitable talents and attract them through negotiation and other means. In the early stages of transformation, these issues need to be properly addressed. Direction 2: Career guidance, career planning and other expert jobs Analysis: The domestic career guidance, consulting and planning market is developing rapidly, and new professions such as "career counselor" and "career planner" are increasingly becoming popular in big cities such as Beijing and Shanghai. Mature. Some senior HR professionals have already entered related fields. With the further development of the market and the expansion of demand, universities, enterprises, employment agencies, etc. all need a large number of professionally qualified career guidance and planners. Such experts have optimistic employment and development space and are one of the ideal ways out for HR practitioners. . Advantages: Familiar with human resources related theories and corporate employment needs, and understand the general trend of the talent market. Shortcomings: Although the relevant theories that need to be mastered in HR work provide a certain amount of intellectual reserve for career guidance and career planning, to be competent in this area of ??work, you need to improve your knowledge and skills, such as career selection and development theories. , occupational psychology, psychological counseling technology, etc. It is best to participate in vocational training, carry out knowledge supplement and ability training, obtain relevant professional qualification certificates or employment certificates, and provide more hardware support for transformation. Direction 3: Self-employment analysis: Judging from Lizy's expectations for personal development, she is very interested in working in management positions. Therefore, if you have certain financial strength or have good opportunities, starting your own business and becoming your own boss is also one of the ways out. Because she has a good understanding of the talent market and the field of human resources, Lizy can look for projects that she is interested in, has development prospects and has relatively reasonable investment, such as management consulting companies, career consulting and planning agencies, employment agencies, talent agencies and training institutions, etc. These are all directions that can be considered. Advantages: Lizy's understanding of the talent market and profession is still Lizy's biggest advantage. In addition, the contacts accumulated through long-term work in the industry will also help her start a business. Disadvantages: Lizy lacks entrepreneurial experience and is a complete novice in "being a boss", so before starting a business, she needs to seriously supplement her knowledge in management, operation, finance and other aspects. Full preparations must be made before opening, including market research, project feasibility analysis, etc. Attending entrepreneurship training classes or asking for advice from people who have already started a business is a good way to gain experience. ;