There are three directions for career development, which direction do you want to go forward?

Three development directions of career planning.

1. Vertical development: that is, the promotion of employee positions from low to high, such as from the position of manager to the position of deputy general manager, and from the position of assistant engineer to the position of engineer. Vertical career development mainly emphasizes that the responsibility of the employee's position is from small to large, the challenge of the employee's position is from small to large, and the skills or abilities mastered by the employee are from low to high.

2. Horizontal development: refers to the transfer between different positions at the same level, such as the transfer of the department manager to the office director, and the rotation of the R&D engineer engaged in technical work to the position of production management engineer. This kind of horizontal development can discover the best performance point of employees, and at the same time, it can enable employees to accumulate experience in all aspects, and create more favorable conditions for future development.

Horizontal career development emphasizes that employees need to be familiar with different functional areas within the organization, and today's organizations need more "T" shaped talents, so the rotation between different functional departments is one of the important means for the organization to train cadres.

3. Core direction development: Although the position has not been promoted, it has undertaken more responsibilities and has more opportunities to participate in various decision-making activities of the unit. For example, the personnel manager in the organization is usually only responsible for the company's recruitment, training, salary, performance and other human resource management, if the leader will be administrative, general affairs and other work are also managed by the personnel manager, then the scope of personnel jurisdiction is wider, so the requirements for the ability of the personnel manager are also higher, we all know that managing 10 employees is not the same as managing 100 employees!

The core direction of career development emphasizes that the position remains the same, but the scope of management is broader and the scope of management is larger, so it is necessary to further improve the comprehensive ability of the incumbent.

There are three development directions for career development (job success, promotion management, and self-improvement and entrepreneurship). The most suitable is to become a talent in the post, and the technical class will always be popular.

Career development direction is the direction of lifelong professional activities dedicated to the exploration, establishment, success and achievement of an individual's career path.

Career development channel is one of the basic conditions for career management, which is through the integration of various positions within the enterprise, setting up a number of career development series and building a career development ladder; Then, through the job level mapping, the correlation between positions is detected, and a broad career development platform is provided for employees, such as administrative sequence, technical sequence, sales sequence, management development sequence, etc.

From an organization's point of view, career development reduces the cost of employee turnover. If a company helps employees develop career plans, those plans may be closely tied to the organization, and as a result, employees are less likely to leave. Enthusiasm for employee career development can also boost morale, increase productivity, and help organizations become more efficient.

Planning: Career development planning is the unity of the long-term interests of enterprises and employees, and every enterprise with a high sense of responsibility has the obligation to point out the direction of career development for its employees, design career development channels, so that employees can see the hope of personal development and realize the long-term stability of talents.

The company is clarifying the corporate development strategy.

On the basis of clarifying the qualifications of different sequences of positions.

Integrate the company's long-term development vision and personal career goals.

Design a clear, unambiguous and fair career development path for employees and train them with them.

The combination of performance management forms a talent echelon construction plan for the enterprise, improves the sense of belonging of employees, reduces the turnover rate of employees, and realizes the sustainable development of human resources.