Briefly describe what are the theories of career planning

1. The principle of clarity: consider whether the target measures are clear and clear. Whether the steps to achieve the goal are straightforward.

2. The principle of variability: whether the goal or measure is flexible or buffering. Whether it can be adjusted according to changes in the environment.

3. The principle of consistency: whether the main goal is consistent with the sub-objectives. Whether the goals are aligned with the measures. Whether personal goals are aligned with organizational development goals.

4. Challenging principle: whether the objectives and measures are challenging, or just maintain their original status.

At present, there are three main theories of career planning that are more mature and widely used in the world: Holland's career interest theory, which emphasizes the matching of interests and careers, Myers-Briggs's personality theory, which emphasizes the consistency of career and personality, and Edgar Schein's career anchor theory, which emphasizes the integration of values, abilities and interests, and even personality.

Career planning is derived from career guidance, and as such, some of its supporting theories are the same as career guidance, and some are unique to it. It can be roughly divided into six categories: rational decision-making, career development, psychological development, job matching, career anchor, and others.

1. Rational decision-making theory.

Decision theory has formed a school of decision theory, represented by Nobel laureate Herbert Simon.

2. Career development theory.

1.Sapper's Theory of Career Development Stages (Theory of Occupational Psychology and Occupational Behavior Maturity Process) 2Ginzberg's Theory of Career Development (Theory of Career Choice Psychology and Behavioral Developmental Change) 3

S&N's Theory of Career Development (Theory of Problem and Job Task Development) 3. Theory of Psychological Development.

1.Galton and Hall's theory of innate heredity.

2.Watson's view of psychological development.

3.Skinner and the Theory of Reinforcement Control of Children's Behavior.

4.Piaget's Constructivist View of Child Development.

5.Vygotsky's theory of socio-historical development.

6.Zhu Zhixian's theory of holistic child development.

Fourth, the theory of job matching.

1.Holland's Personality – Career Type Matching Theory.

2.Trait – Factor Matching Theory.

5. Career anchor (vocational retention point) theory.

6. Miscellaneous. 1.Career Frustration Theory.

2.Structure Theory of Human Needs.

3.Multiple Intelligences Theory.

For a brief introduction to the above theories, please refer to the Career Planning Teaching Reference Book published by Higher Education Press in 2009.

The more classic ones are:

1. Parsons' theory of idiosyncratic factors;

2. Holland's type theory;

3. Dawis, England & Lofquist's Minnesota Work Adaptation Theory;

4. Schuber's theory of the stages of career development;

5. Krumboltz's social learning theory;

6. Cognitive information processing theory.

It's hard to say. Career planning is nothing more than determining your goals, dividing them into several steps, what you have to give for these goals, and what you want to get. Knowing what you want is the most important thing.

According to the definition of the China Career Planner Association, career is a person's professional experience, which refers to the process of continuous experience of all behaviors and activities related to the profession in a person's life, as well as related attitudes, values, aspirations, etc., as well as the process of changing careers and positions and realizing work and ideals in a person's life.

Individual life goals are diverse: quality of life goals.

Social goals such as career development goals, external influence goals, and interpersonal environment are ......The factors in the whole goal system are intertwined with each other, and the career development goal occupies the center position in the whole goal system, and the realization of this goal directly causes different feelings of achievement and frustration, happiness and unhappiness, and affects the quality of life regret.

Individual Planning: Individual career planning.

It is not a simple concept, it has a close relationship with the family, organization and society in which the individual lives. With the change of individual values, family environment, work environment and social environment, everyone's career expectations have changed to a greater or lesser extent, so it is again a dynamic process.

For individuals, the quality of career planning will inevitably affect the entire life course. The success and failure we often refer to are nothing more than the achievement of the goals set, and the goals are the key to success or failure.

1. Sabo's career development theory. 2、Parkinson'sThe Theory of Career Matching Person. 3. Greenhouse's career development theory.

4. Grace's Career Anchor Theory.

1. Saber is another representative professional scientist in the United States. He divided people's career development into five major stages. Growth, Exploration, Construction, Sustainment, and Decline.

2. Parkinson's professional matching theory is a classic theory used for career selection and career guidance. 3. Greenhouse's career development theory studies the main tasks of career development at different ages. 4. S&N's career anchor theory in career planning.

The concept that a domain has paternal status.

Content. Career planning is the process of continuous and systematic planning of career and even life. A complete career plan is composed of three elements: career orientation, goal setting and channel design. The specific content is divided into the following parts:

1. Self-assessment stage: It mainly includes the analysis of personal needs, abilities, interests, personality, temperament, etc., to determine what kind of career is more suitable for you and what abilities you have.

2. Organizational and social environment analysis stage:

The evaluation of career opportunities includes an assessment of both long-term and short-term opportunities. Through the analysis of the social environment, combined with the specific situation of the person, evaluate what are the long-term development opportunities; Through the analysis of the organizational environment, assess what short-term development opportunities are available within the organization. 4. Career goal determination stage:

The determination of career goals includes the determination of long-term goals, medium-term goals and short-term goals, which correspond to long-term planning, medium-term planning and short-term planning respectively.

First of all, it is necessary to determine one's life goals and long-term goals according to one's specialty, personality, temperament and values, as well as the development trend of society, and then refine one's life goals and long-term goals, and formulate corresponding medium-term and short-term goals according to one's personal experience and organizational environment.

Career management is one of the important contents of human resource management in modern enterprises, and it is a series of activities for enterprises to help employees formulate career plans and help them develop their careers. Career management mainly includes two types: 1. Organizational career management, which refers to a series of management methods implemented by organizations to develop the potential of employees, retain employees, and enable employees to self-realize; 2. Self-career management refers to a series of variables composed of career development plans, career strategies, career entry, career changes and career positions in the career life cycle of social actors, that is, from entering the labor market to exiting the labor market.