“Career planning” has become a hot word nowadays. Appropriate and correct career planning can make people achieve their career achievements at the fastest speed, while failed career planning will aggravate all kinds of chaos and frustration in the workplace.
A good career plan is especially helpful for a job like accounting, which requires a step-by-step approach and a steady path forward.
Exactly how to do career planning?
Many accountants believe that there is nothing wrong with a person’s personality at the beginning of the job, and that after working for a long time, his or her personality will naturally adjust and become more suitable for the job.
In fact, however, personality, abilities, traits and so on are hard to change.
If you have a personality that doesn’t like working with people, you might want to choose a more “quiet” position in the accounting field over one that requires a lot of interaction and communication.
Otherwise, it is likely that your talents will not be brought into full play, and your confidence and morale will be eroded in your failed job.
Myth 2: Even if you don’t like your job now, you might like it in the future.
Although interest is not the key to choosing a job, if you want to like accounting work, you can at least get satisfaction, sense of accomplishment and realize your own value, so you can stick to it.
If you find that your skills, career fulfillment, and current growth opportunities aren’t creating a sense of job happiness for you, then it’s better to quit your current job and find something you can truly focus on instead of staying stuck.
Myth # 3: Career planning only works when you’re new to the company.
When many accountants in their 30s and 40s hear the word “career planning”, they tend to think that it is a young person’s business and has nothing to do with themselves.
However, the fact is that your career is so long and everyone has different things to accomplish at different stages. Maybe you missed planning in the early stage, so it is completely feasible to plan your future from now on.
Integrate their own resources, existing work experience and various certificates, qualifications, job characteristics, perfect their own career development plan, while working step-by-step, while solving various problems in the development, in order to get a better development.
Myth 4: You don’t have to limit yourself when you’re young. It never hurts to try.
Many young people accounting for “naked resignation” and “flash” indifferent attitude, encountered in the work some frustrated, want to give up, or work for half a year and found no chosen as thought or a promotion and pay increase, always doing something such as documents, record the data, they want to move to find new opportunities.
But I do not know the accounting industry is thick and thin, they have no clue blind job-hopping, changing positions, will only waste youth.
1. Career development goals should fit your personality, strengths and interests.
The core of successful career development is to be engaged in a job that requires you to be good at.
We work well at what we are good at;
We can work happily doing what we like.
If we are doing a job that we are both good at and enjoy, we will be able to excel quickly.
This is the core of successful career planning.
In order to provide better learning opportunities for employees, the enterprise can train various types of enterprise trainers or training lecturers to train the whole staff in a tracking manner.
Second, career planning should take into account the actual situation and be executable.
Some professionals is very ambitious, but marketing work has certain leap, but more often it is a process of accumulation, the accumulation of seniority, experience and the accumulation of knowledge, and career planning could not too wide-eyed, and according to own actual situation, one step at a time, the layers of promotion, finally can achievement dream.
Third, career planning and development goals must be sustainable.
Career development planning is not a phased goal, but a long-term outlook that can run through the whole career development, so the career development planning must be sustainable.
If your career goals are too short, it will not only dampen your enthusiasm for personal endeavors, but also hinder your long-term development.
Four, Eight essential principles 1.
The principle of interest integration.
Benefit integration refers to the integration of employee benefits and organizational benefits.
This KIND of integration is not to sacrifice the interests of employees, but to deal with the relationship between employee personal development and organizational development, to find the combination of personal development and organizational development.
Every individual learns and develops in a certain organizational and social environment. Therefore, the individual must recognize the purpose and values of the organization and focus his values, knowledge and efforts on the needs and opportunities of the organization.
2.
Principles of fairness and openness.
In terms of career planning, enterprises should disclose their conditions and standards and maintain a high degree of transparency when providing all kinds of information about career development, education and training opportunities, and employment opportunities.
This is the embodiment of the respected personality of the members of the organization and the guarantee of maintaining the overall enthusiasm of the management personnel.
3.
The principle of collaboration.
The principle of collaboration, that is, all the activities of career planning should be jointly formulated, implemented and participated in by the organization and employees.
Career planning is a good thing. It should benefit both the organization and the employee.
However, lack of communication may lead to incomprehension, uncooperation and even risk on both sides. Therefore, it is necessary to establish a trusting relationship between superiors and subordinates before and during the career development and management strategy.
The most effective way to build trust is to always participate in, develop and implement career plans together.
4.
The dynamic goal principle.
Generally speaking, organizations are changing and their positions are dynamic, so the organization’s career planning for employees should also be dynamic.
In terms of the supply of “future positions”, the organization should not only guarantee with its own good growth, but also pay attention to the jobs that employees can explore and create during their growth.
5.
Time gradient principle.
Because life has the task of development stage and career cycle development, the content of career planning and management must be broken down into several stages and divided into different time periods to complete.
Each time stage has “starting point” and “ending point”, namely “start execution” and “completion of the target” two time coordinates.
If you don’t have a clear time frame, your career plan will be empty and unsuccessful.
6.
Develop the principle of innovation.
This should be reflected in the setting of career goals.
Career planning and management does not mean to make a set of rules and procedures for employees to follow the rules and procedures, but to let employees play their own ability and potential, to achieve self-realization and create the purpose of organizational benefits.
It should also be noted that the success of a person’s career is not only the promotion of the position, but also the conversion or increase of the work content, the expansion of the scope of responsibility, the enhancement of creativity and other internal quality changes.
7.
Promote the principle all the way.
In the implementation of career planning in each link, the whole process of staff observation, design, implementation and adjustment, to ensure the sustainability of career planning and management activities, so that its effect is guaranteed.
8.
Principle of comprehensive evaluation.
In order to have a correct understanding of the employee’s career development and the organization’s career planning and management, it is necessary to make a comprehensive evaluation of the career by the organization, individual employees, superior managers, family members and relevant aspects of the society.
In the evaluation, special attention should be paid to the evaluation of the subordinate to the superior.
