Determining options for building your career. Successful career building strategies. Bridging the gap between the present and the desired future

It is believed that for serious career growth need to be in the right time in the right place. In other words, a career jump is a great success, and nothing more. But professional business consultants have a different opinion and suggest business women and for men to plan their careers. The author of the following article will tell you how to plan and build a career so as to achieve success and prosperity.

Everything goes according to plan

Are only careerists building a career? This is an annoying delusion. It's just that for some, official and career growth is an end in itself, while for others it is a means for a calm and happy life... One way or another, everyone builds a career. A logical career plan makes it easier and faster. How to draw it up - career consultant Pavel Belenko will tell you.

"In order not to get lost in the dark ..."

“You need to run as fast just to stay in place, but to get somewhere, you need to run at least twice as fast!”.
(Lewis Carroll, "Alice Through the Looking Glass")

Unfortunately, this is no longer Through the Looking Glass, but our reality. A career plan is necessary both for careerists - for the fulfillment of ambitious plans, and for everyone else if they do not want to find themselves on the sidelines of life at some point.

The plan is designed to relieve the employee of uncertainty, to help in situations in which it is necessary to make difficult choices. For example, whether to stay in your place or agree to a new proposal.

In addition, recruiters often pay attention to the consistency of the applicant's career development. Even on a resume, a logical career looks beautiful. A "ragged" career can serve as an excuse for an employer to refuse.

To prevent this from happening, you cannot go with the flow. The plan is the paddles that will help you take personal control of your career development.

Coordinate system

What is "career growth", "career development"? How many people - so many answers to this question. These concepts seem to be shrouded in fog, and the conversation about career planning becomes pointless. But you cannot think over a plan without a clear understanding of what we want to achieve and what will help us in this. Therefore, no matter how boring it may seem, you need to agree on a coordinate system.

In what directions can a career develop? And what is professional growth?

1. Professional growth Is the improvement of skills and abilities, the accumulation of experience. Career consultants identify four stages in the development of professionalism:
1) student;
2) beginner;
3) developing specialist;
4) an established professional.
Professional development is usually accompanied by a rise in reputation. But so far there is no need to single it out as a separate item.

2. Official growth. “Work diligently for eight hours a day: you’ll be a boss and you’ll get the opportunity to work twelve hours a day,” the poet Robert Frost wrote about him. This is the very "climbing the career ladder."

3. Financial growth. A gradual increase in wages and wealth. Doesn't need any comments.

These are the three career axes. Ideally, an employee should develop in all three areas.

“What is the“ peak of a career ”: position or achievements?” - Pavel Belenko, business coach, career consultant, chairman of the board of directors of the IMICOR group, suggests thinking about this question. Most likely, everyone chooses their own career goal and, therefore, priority development.

It is worth remembering that no other is possible without professional growth. Striving for career or financial heights without improving your knowledge and skills is like climbing a mountain without insurance: falling will be very painful.

Because of this, professional growth can also be seen as a means for a career or financial.

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Introduction

In this work, I want to show how a person plans his future (career) based on his needs and socio-economic conditions. It is not surprising that he wants to know the prospects for career growth and the opportunities for further training in this organization, as well as the conditions that he must fulfill for this. Otherwise, the motivation for behavior becomes weak, the person does not work at full strength, does not seek to improve skills and considers the organization as a place where you can wait for a while before moving on to a new, more promising job.

In this work, such concepts as - "career" and "system of service and professional advancement" are considered in detail.

1 . Career: concepts and stages

1.1 Career types

Career- these are the subjectively conscious own judgments of the employee about his labor future, the expected ways of self-expression and satisfaction with work. This is moving forward along the once chosen path of activity. For example, getting more authority, higher status, prestige, power, more money.

Career is not only a promotion. You can talk about the careers of housewives, mothers, students, etc. The concept of a career does not mean an indispensable and constant movement up the organizational hierarchy. It should also be noted that a person's life outside of work has a significant impact on a career, is a part of it.

In other words, a career - it is an individually conscious position and behavior associated with work experience and activities throughout a person's working life.

There are several types of careers:

Rice. 1.1. Views business career

Intra-organizational career -- means that a specific employee in the process of his professional activity goes through all stages of development: training, employment, professional growth, support and development of individual professional abilities, retirement. A specific employee goes through these stages sequentially within the walls of one organization. This career can be specialized or non-specialized.

Interorganizational career - means that a specific employee in the process of his professional activity goes through all stages of development: training, employment, professional growth, support and development of individual professional abilities, retirement. A specific employee goes through these stages sequentially in different organizations. This career can be specialized or non-specialized.

Specialized career - characterized by the fact that a particular employee in the course of his professional activity goes through various stages of development: training, employment, professional growth, support of individual professional abilities, retirement. A specific employee can go through these stages sequentially both in one and in different organizations, but within the framework of the profession and field of activity in which he specializes. For example, the head of the sales department of one organization is the head of the sales department of another organization. Such a transition is associated either with an increase in the size of remuneration for work, or with a change in content, or the prospects for promotion. Another example, the head of the personnel department was appointed to the position of deputy. The HR director of the organization where he works.

Non-specialized career- This type of career is widely developed in Japan. The Japanese firmly believe that a leader should be a specialist capable of working in any part of the company, and not for any particular function. Climbing the career ladder, a person should be able to look at the company from different angles without staying in one position for more than 3 years. It is considered normal for the sales manager to change places with the purchasing manager. Many Japanese executives worked in trade unions early in their careers. As a result of this policy, the Japanese leader possesses a significantly smaller amount of specialized knowledge (which in any case will lose its value in 5 years) and at the same time has a holistic view of the organization, supported by the same personal experience... An employee can go through the stages of this career both in one and in different organizations.

Career vertical -- the type of career with which the very concept of a business career is most often associated, since in this case the promotion is most visible. A vertical career is understood as an ascent to a higher level of the structural hierarchy (promotion in a position, which is accompanied by a higher level of remuneration).

Career horizontal- a type of career that involves either moving to another functional area of activity, or performing a certain service role at a stage that does not have a rigid formal fixation in the organizational structure (for example, performing the role of the head of a temporary target group, program, etc.); a horizontal career can also include the expansion or complication of tasks at the previous level (as a rule, with an adequate change in remuneration). The concept of a horizontal career does not mean an indispensable and constant movement up the organizational hierarchy.

Career hidden - the type of career that is least obvious to others. This type of career is available to a limited number of employees, as a rule, with extensive business connections outside the organization. A centripetal career is understood as a movement towards the core, the leadership of the organization. For example, inviting an employee to meetings inaccessible to other employees, meetings of both formal and informal nature, getting an employee access to informal sources of information, confidential appeals, certain important instructions from the management. Such an employee can occupy an ordinary position in one of the divisions of the organization. However, the level of remuneration for his work significantly exceeds the remuneration for work in the position held.

Stepped career -- a type of career that combines elements of horizontal and vertical types of careers. The advancement of an employee can be carried out by alternating vertical growth with horizontal growth, which has a significant effect. This type of career is quite common and can take both intra-organizational and inter-organizational forms.

The main task career planning and implementation is to ensure the interaction of all types of careers. This interaction involves the implementation of a number of specific tasks. , namely:

Link the goals of the organization and the individual employee;

Plan the career of a specific employee, taking into account his specific needs and situations;

Ensure openness of the career management process;

Eliminate "career dead ends" in which there are practically no opportunities for employee development;

Improve the quality of the career planning process;

to form visual and perceived criteria for career growth used in specific career decisions;

Study the career potential of employees;

Use reasonable estimates of the career potential of employees in order to reduce unrealistic expectations;

Define career paths that will help meet the quantitative and qualitative need for staff at the right time and in the right place.

Practice shows that often employees do not know their prospects in a given team. This indicates a poor organization of work with personnel, a lack of planning and control of a career in the organization.

Planning and control business careers consist in the fact that from the moment the employee is accepted into the organization and until the alleged dismissal from work, it is necessary to organize the systematic horizontal and vertical advancement of the employee through the system of positions or jobs. The employee must know not only his prospects for the short and long term, but also what indicators he must achieve in order to count on promotion.

For example:

There are two models of career building in the world.

The characteristics of the American and Japanese HRM models show different career patterns. Career planning in Japanese firms focused on life-long hiring of workers assumes that all movements of the employee (change of fields of activity, horizontal and vertical movements) occur within the framework of one firm.

American firms regard the transfer of an employee to another firm as a natural option for the development of his career. This approach is called diversified. On the one hand, American firms pride themselves on the success of their departing employees elsewhere. On the other hand, long-term work in a well-known company is the best recommendation and a guarantee of obtaining new job.

1.2 Career stages

Table 1 Manager career stages

Career stages	Age, years	Needs to achieve the goal	Moral needs	Physiological and material needs
Preliminary		Study, tests at different jobs	The beginning of self-affirmation	Security of existence
Becoming		Mastering work, developing skills, forming a qualified specialist	Self-affirmation, the beginning of achieving independence	Safety of existence, health, salary level
Promotion		Career advancement, professional development	Growing self-affirmation, achieving greater independence, beginning of self-expression	Health, high level wages
Preservation		Preparing for retirement. Preparing to change the type of activity.	Stabilization of independence, self-expression, growth of respect.	Maintaining salary levels and interest in other sources of income.
Pension		Engaging in other activities	Self-expression in new sphere activities, stabilization of respect	Pension size, other sources of income, health

Table 1 shows the links between career stages and needs. But in order to manage a career, you need a more complete description of what happens to people at different stages of their careers. For this, organizations conduct special research.

Preliminary stage includes studying at school, getting secondary and higher education and lasts up to 25 years. During this period, a person can change several different jobs in search of an activity that meets his needs and meets his capabilities. If he immediately finds such a type of activity, the process of self-assertion of him as a person begins, he takes care of the safety of existence.

Formation stage lasts approximately five years from the ages of 25 to 30. During this period, the employee masters the chosen profession, acquires the necessary skills, his qualifications are formed, self-affirmation occurs and there is a need to establish independence. He continues to be concerned about the safety of existence, concern for health. Usually at this age families are created and formed, so there is a desire to receive wages, the level of which is higher than the subsistence level.

Promotion stage usually occurs between the ages of 30 and 45. During this period, there is a process of qualification growth, promotion. Accumulation occurs practical experience, skills, the need for self-affirmation, achievement of a higher status and even greater independence grows, self-expression as a person begins. During this period, much less attention is paid to meeting the need for safety, the employee's efforts are focused on increasing wages and caring for health.

Conservation phase characterized by actions to consolidate the results achieved and takes an age period from 45 to 60 years. There is a peak in the improvement of qualifications and its improvement occurs as a result of vigorous activity and special training, the employee is interested in transferring his knowledge to young people. This period is characterized by creativity, there can be an ascent to new service levels.

A person reaches the heights of independence and self-expression. There is a well-deserved respect for oneself and others who have achieved their position by honest labor. Although many needs of the employee during this period are satisfied, he continues to be interested in the level of remuneration, but there is an increasing interest in other sources of income (for example, participation in the profits and capital of other organizations).

Completion stage falls on the age of 60 to 65 years. Here a person begins to seriously think about retirement, prepares to leave. During this period, there is an active search for a worthy replacement and training of a candidate for the vacant position. Although this period is characterized by a career crisis and such people receive less and less job satisfaction and experience a state of psychological and physiological discomfort, self-expression and respect for themselves and others like them reaches their highest point in their entire career. They are interested in maintaining the level of wages, but they want to increase other sources of income that would replace their salaries in this organization at retirement and would be a good addition to the retirement benefit.

Pension stage career in this organization (type of activity) ends. There is an opportunity for self-expression in other activities that were impossible during the period of work in the organization or acted as a hobby (painting, gardening, work in public organizations and etc.). Self-respect is stabilized - and the same fellow pensioners. But financial position and the state of health during these years can make constant concern for other sources of income and health.

2 . Business career management

2.1 Promotion of employees in the firm

Career planning an employee is the organization of his advancement through the stages of job and qualification growth, helping him to develop and implement professional knowledge and skills in the interests of the company.

In the activities of the personnel management service for planning the career of employees, there is the most harmonious combination of the interests and goals of the company (guaranteeing investments in the training of employees, ensuring their loyalty to the interests of the company, reducing turnover, effective use) with the individual interests and goals of the employees themselves (meeting the needs for self-esteem and recognition , in achieving independence). This allows for the formation of a productive and sustainable relationship between them. Therefore, career planning work is based on an individual approach to opportunities for professional advancement and growth.

One of the hypotheses for personnel career management was put forward by Ostwald.

In 1909, the German scientist G.V.F. Ostwald (1853-1932), based on a study of the creative biographies of great scientists, found that people with different and even opposite types of character achieved high results. At the same time, some of them, by the manifestations of their character, were perceived by others as ordinary people. In his book Great Men, Ostwald formulated the hypothesis that you need to identify the wrong; what character traits are best for high results, and what conditions contribute the most to the achievement of these results.

Today, Ostwald's hypothesis has received broad theoretical and practical confirmation.

For personnel management, the conclusion is as follows. With the growth of creativity in work, management should avoid unified ways of organizing and motivating work and take more care of an individual approach to stimulating employees, thereby creating the most favorable conditions for each of them.

Career management of employees is, to a certain extent, a natural continuation and result of all activities of the personnel management service. This process begins already at the recruitment stage, during which the applicant must be presented with a complete and reliable information about the possibilities and prospects of work in the firm. A well-thought-out and organized program of training and advanced training of employees determines the implementation of plans for building a career: promotion, relocation, etc.

Organization of work on planning and implementing the career of employees includes:

* familiarization of employees with the opportunities available in the company for promotion in the form of training programs and consultations on individual plans for professional development;

* regular informing and consulting on new training opportunities and vacancies in the company;

* development of programs of support and psychological counseling, countering career crises;

* movement of workers in three directions:

advancement up the steps of qualification or career development

2) horizontal movement (rotation)

3) lowering.

2.2 Career management of personnel in the intra-firm labor market

Good organized work in all areas of personnel management, which allows the company not only to provide itself with qualified workers, but also to build on this basis a holistic policy of training and promotion of employees within the company, was called the intra-company labor market.

The creation of an intra-firm labor market allows the firm to be to a certain extent independent of fluctuations in the external market labor resources... However, the formation of such a market in full, as a rule, can only be allowed by large corporations that have the ability to focus on the preservation and development of the potential of each employee and create conditions for this. The main task that the organization of the intra-firm labor market solves is the preservation of the experience and qualifications accumulated in the firm, the prevention of their leakage and the insurance of investments in the training of employees.

The condition for the efficiency of the intrafirm labor market is continuous training and advanced training of employees, which allow them to plan and build their promotion in the company. In the training centers created for this, ramified and carefully organized work is carried out in a number of areas:

* improvement of the horizontal movement of personnel, the creation of target working groups and committees in order to exchange experience and information;

* Expansion of brigade forms of work ("quality circles", etc.) in order to implement rationalization proposals and create new products;

* revision labor functions an employee with increased responsibility for results, enrichment of labor, etc.

The disadvantages of the intra-firm labor market can be attributed to the weakening of competition among workers, since when solving issues of their promotion, the main criterion is not individual characteristics, but the length of service in the company.

To effectively manage your business career, you need to make personal plans. In fig. 2 shows an example structure personal plan leadership career.

Consider the content of a personal life plan for a manager's career, which consists of three main sections:

Assessment of the life situation

Setting personal ultimate career goals

Private goals and action plans.

Rice. 2 Sample structure personal life plan of a manager's career

In organizations, within the framework of the personnel management system, subsystems of business career management and personnel reserve are formed, the functions of which are performed by: directorate, personnel department, heads of functional departments of the organization's management apparatus, trade union committees, and advisory centers.

3. Service and professional promotion

3.1 Stages of service and professional advancement

The concepts of "service and professional advancement" and "career" are close, but not the same. The term "service and professional advancement" is the most familiar to us, since the term "career" has not actually been used in our special literature and in practice.
Under service and professional promotion is understood the sequence of various stages proposed by the organization (positions, jobs, positions in the team) that an employee can potentially go through.
Under career the actual sequence of the steps taken (positions, jobs, positions in the team) is understood.

The coincidence of the intended path of service and professional advancement and the actual career in practice occurs quite rarely and is more the exception than the rule.

Let us consider the system of service and professional promotion using the example of line managers of an organization that has developed in our country. The system provides for five main stages of training line managers:

First ethyl - work with senior students of basic institutes or those directed to practice from other universities. The specialists of the personnel management departments, together with the heads of the relevant departments, where the students undergo practical training, conduct the selection of students who are most capable and inclined to leadership work, and prepare them for specific activities in the departments of the organization.

Students who have successfully completed training and practice are given a recommendation characteristic for assignment to work in the relevant departments of this organization. Young specialists who have not had an internship in this organization are tested when hiring and they are provided with consulting assistance.

Second phase - work with young specialists admitted to the organization. Young specialists are assigned probation(from one to two years), during which they are required to complete an initial training course (detailed acquaintance with the organization). In addition to training for young specialists, an internship is provided in the divisions of the organization during the year.

Based on the analysis of the work of young specialists for the year, their participation in the events, the characteristics given by the head of the internship, the results of the internship are summed up and the first selection of specialists is made to be enrolled in the reserve for promotion to managerial positions. All information about the participation of a specialist in the system of official and professional promotion is recorded in his personal file and is entered into the organization's personnel information database.

Stage three - work with line managers of the lowest management level. At this stage, some of the employees who graduated from evening and correspondence universities, who successfully work in their teams and who have passed the test, also join the selected line managers of the lowest level (foremen, chiefs of sections).

During the entire period (2-3 years), specific purposeful work is carried out with this group. They replace the absent leaders, are their stand-ins, are trained in refresher courses. After the completion of the preparation phase based on the analysis production activities secondary selection and testing is carried out for each specific leader.

The managers who have successfully passed the second selection are offered for promotion to the vacant positions of the heads of larger divisions, their deputies, having previously completed an internship in these positions, or are enrolled in the reserve and, when vacancies appear, are appointed to positions. The rest of the trained workers continue to work in their positions; their horizontal movements are possible.

Fourth stage - work with line managers of the middle management level. At this stage, the existing promising shop managers and their deputies join the already formed group of young managers. The work is built according to individual plans. A mentor-leader is assigned to each person appointed to the position of a middle manager. top echelon for individual work with him.

Leader-mentor specialists of personnel management departments, based on the analysis of personal qualities and professional knowledge, skills of the applicant, jointly draw up an individual training plan for him. As a rule, these are training programs in the basics commercial activities, business relationships, best practices in management work, economics and jurisprudence. At this stage of preparation, an internship is provided for line managers of the middle management level in advanced organizations with the preparation of programs of measures to improve the activities of their organization (unit).

The testing of middle managers is carried out annually, which reveals their professional skills, ability to manage a team, professionally solve complex production problems. Based on the analysis of the test results of a particular manager, proposals are made for his further promotion in the service.

Fifth stage - work with line managers of the highest management level. Appointing leaders to senior positions is a complex process. One of the main difficulties is the selection of a candidate who meets many requirements. A senior executive must have a good knowledge of the industry as well as the organization. He must have experience in the main functional subsystems in order to navigate production, financial, personnel issues and skillfully act in extreme socio-economic and political situations.

Rotation, that is, the transfer from one department of the organization to another should begin in advance, when managers are in positions of lower and middle management. Selection for nomination and replacement vacancies top echelon must be carried out in a competitive manner. It should be carried out by a special commission consisting of senior managers (directors of production, branches, chief specialists, etc.) and.) with the participation of specialists from the relevant departments of personnel management and the involvement of independent experts, if necessary.

Conclusion

Career planning for an employee is the organization of his advancement through the stages of job and qualification growth, helping him to develop and implement professional knowledge and skills in the interests of the company.
When applying for a job, a person sets certain goals for himself. But the organization, when hiring him, also pursues certain goals. Therefore, the employer needs to realistically assess his business qualities, correlate them with the requirements that the organization and his work put before him. The success of a person's entire career depends on this.
Suppose that a person knows the labor market well, looks for promising areas of application of his abilities and learns that it is difficult to find a job for his knowledge and skills, since there are so many people willing to work in this area. The result is intense competition. Having the opportunity for self-assessment and knowing the labor market, he can select the industry and region where he would like to live and work. The correct self-assessment of your skills and business traits involves knowing yourself, your strengths, weaknesses and shortcomings. Only under this condition can you set your career goals correctly.
A career goal cannot be called an area of activity, a certain job, position, place on the career ladder. It has deeper content. Career goals are manifested in the reason why a person would like to have this particular job, to occupy a certain step on the hierarchical ladder of positions.

Literature

Dyatlov V.A., Kibanov A.Ya., Pikhalo V.T. "Human Resource Management": M .: "PRIOR Publishing House", 1998

Dessler G. "Human Resource Management": M .: "BINOM", 1997

Polyakov V.A. Career technology. Practical Guide ": M .:" Science ", 1989

Tsvetaev V.M. "Personnel management": SP: "PETER", 2000

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The level of career goals, the speed of their achievement and the level of satisfaction in this case largely depends on the resources that determine career development and building a successful career.

Career resources- the individual potential of the individual (abilities, knowledge, experience, activity in solving professional problems, health, etc.), as well as the external conditions for career growth (off-duty - the family and the closest social environment, social norms, culture; intra-service - organizational structure, industrial relations, legal norms of activity, etc.).

First career resource- human abilities. The easiest and most reliable way to identify your abilities is to analyze your experience, find out what and in connection with what you are most successful. It is advisable to start this analysis by identifying the activities that give you the most pleasure. However, activity is always associated with the solution of a set of tasks, many of which do not correspond to the sphere of personal interests. An internal resource can be activated in two ways. The first one is mastering what is not interesting: in the process of accumulating knowledge about the subject of activity, skills in handling it, it becomes “our own” and therefore interesting. The second way is the connection of will, that is, the ability to mobilize one's efforts in undesirable but necessary activities. It is essential that the systematic purposeful repetition of such actions (training) awakens interest in the very process of overcoming difficulties, which leads to saving volitional efforts.

Second career resource- the ability to awaken, maintain and develop activity in solving professional problems and advancement in professional skills... This ability is closely related to the hereditarily determined feature of the neuropsychic activity of the body, manifested by the strength, speed and stability of the occurrence and course of the corresponding processes (temperament). When planning a career, a differentiated orientation to the type of temperament is required. If a person is characterized by a quick, strong and relatively short-term reaction to events, then a career will be more successful in dealing with problem solving in the face of high-speed and difficult-to-predict changes in the professional environment. If a person reacts slowly to events, but, gradually accumulating interest, retains and actualizes it for a long time, it is advisable for him to focus on a planned career in a matter that requires methodology, dedication and perseverance in overcoming obstacles. Cooperation in the professional activities of people with different types temperament gives a systemic effect: the former give the work dynamism, the latter stabilize it.

Third career resource- self-confidence, striving for leadership, a sense of duty and responsibility. The first two characteristics must be controlled by the latter, otherwise they can deform the career process in terms of its predominant orientation towards individual (egoistic) goals. Confidence can transform into self-confidence, the desire for leadership is reborn into lust for power and vanity. At the same time, the dominance of a sense of duty and responsibility in the structure of the personality fetters initiative, creativity, gives rise to uncertainty and fear for the consequences of decisions. In the first case, a career turns into careerism, in the second, it will be significantly restrained.

Fourth career resource- professional knowledge and experience.

In each area of professional activity, the set of these components is specific. But they are all determined qualification requirements according to the position held and the specialty received. Even more for a successful career, it is necessary to focus on the demands that professional life makes today and will demand tomorrow. However, in addition to professional knowledge, knowledge of human life in all the complexity of its processes, developing on the individual and social levels... Knowledge in the field of culture, ethics, history of the native country and the world is urgently needed. Today it is impossible to manage without knowledge of the laws of self-organization and general theory management, critical technologies social management and service work.

Fifth career resource- interest and ability to learn and gain experience. Technologies for the development of the most important principles of abilities - intelligence, memory, attention are described in various socio-psychological literature. Abilities develop in activity, therefore, self-development of abilities lies in the constant achievement of new frontiers. This affects the most direct way to build a career. Interest has an amazing ability - not to disappear after successful achievement of the goal, but, on the contrary, to increase. A person who has learned something and has advanced in this regard in his skill falls into a kind of trap - he has a need to preserve and reinforce the level reached, which prompts him to learn something again. The result is the ability to develop "on the march."

Sixth career resource- health. The relationship between health and career is complex. Any progress of a person is associated with stress on the body. His response to stress is the tension of protective forces, the mobilization of resources (physical and neuropsychic) to adapt to changes and solve life problems.

The practical implementation of internal career resources is ultimately determined by getting a job in a certain field of activity (getting a profession). Many experts recommend representing the choice of profession in the form of an isosceles triangle, the sides of which are such concepts as “I want”, “I can” and “I must”.

I want these interests and inclinations of the individual, which can be manifested already at a very early age (attention, parents!), For example, a tendency to work with people, technology, nature, etc.

I can mean a person's ability to master and perform a certain professional activity. Moreover, the execution is fast and of high quality.

It is necessary - this is, so to speak, a social order, that is, the need of society for people of certain specialties, demand.

A person will be satisfied with the implementation of his internal career resources only if he manages to combine all these sides into a harmonious geometric structure. Moreover, it is desirable that the parties are really equal to each other. So try to do some life geometry and draw a triangle like this. If the sides turn out to be too unequal, then you are clearly brought in the wrong place. To correct your professional choice, you can use such methods of psychodiagnostics as various tests, questionnaires, questionnaires. They will allow you to determine what type of personality you belong to, what qualities are decisive for a particular field of activity (there is a lot of special literature about this).

It is no secret that not only young people, but also those who for some reason have lost their jobs, have a heightened sense of uselessness and incomprehensibility. This feeling is a sure sign that you should reconsider your professional guidelines and mobilize your internal career resources. Ideally, even before entering an educational institution, it is desirable to determine at least the type of future profession.

Here are some of these types, the formation of which is significantly influenced by the internal career resources of a person:

A person is a technician: a builder, a technologist, a pilot, a driver, a designer.

Man - nature: chemist, geologist, veterinarian, biologist, farmer.

Human - human: secretary, HR manager, doctor, salesman, policeman.

A person is an artistic image: artist, writer, artist, musician, journalist.

Human - sign system: programmer, economist, operator, translator.

The indicated division is quite clear and harmonious. To choose this or that type of employment for yourself, you need to remember what you were especially attracted to from childhood, who was your idol, which of your parents' acquaintances did you inundate with questions about their profession.

Analysis of this information will help you choose the right specialty, your business, and most effectively manage your internal career resources. The boring term "career guidance" is actually a very exciting and rewarding activity. How many people suffer because they once made the wrong choice! You should not choose a profession, focusing on the advice of friends, on possible high earnings or prestige. Listen to the voice of your heart, test yourself alone or together with professionals, and then you will have nothing to regret. You will make the unmistakable choice. Be confident in yourself.

To get the job you want and build a career, you need to not only please the employer, but also bypass other applicants for the position. The most important internal career resource required to achieve these goals is self-confidence and self-confidence. This confidence should be manifested in our appearance, manners, words and actions, and especially in dignified behavior in critical life situations... There is no doubt that almost all of us would like to have this quality much more than we have.

We suggest checking how confident you are to build a successful professional career.

Are you confident if:

realize your unique personality, advantages and disadvantages;
feel worthy of the love and respect of other people;
try not to humiliate yourself and not curry favor under any circumstances;
know the tricks rational behavior in various life situations;
express your thoughts and feelings sincerely, avoiding lies and hypocrisy;
always think and analyze what is happening, not relying only on past experience, the opinion of the majority, authoritative personalities and traditions;
easily express your own opinion in any team;
perform successfully in front of an audience;
you know how to convince you are right and insist on your own;
choose the best strategy and tactics of behavior in conflict situations;
know how to adequately respond to criticism, remarks, insults;
are friendly to people, accept them as they are.

You are unsure of yourself if:

you are shy and embarrassed in the simplest everyday situations;
constantly need help, support or approval of other people;
do not show initiative, but wait for instructions and orders from others;
avoid clarification of relationships, disputes and conflict situations;
silently endure insults and humiliations, or even make excuses;
you allow yourself to be manipulated, used in other people's interests;
do not express your opinion, do not ask questions, being afraid to seem stupid;
you have a quiet, trembling voice with hoarseness and coughing;
you are silent and closed in yourself, avoid unnecessary contact with people;
you find it difficult to refuse other people, to say no.

Overconfidence and extreme self-doubt are different sides one medal of the same quality. Often people consider overconfident those who hide their insecurity under bravado, aggressiveness, arrogance, ostentatious courage and equanimity.

You are very insecure (and think that you are overconfident) if:

try to be among the first and best in everything;
strive for power over people and nationwide glory;
resort to psychological or physical violence against people;
argue about any reason and constantly provoke conflict situations;
have "painful" self-esteem and are too touchy;
tend to perceive any task and problem as a challenge to your personality;
make numerous love affairs, like Don Juan.

Self-confidence, as well as uncertainty, is a fairly stable personality trait, formed in childhood under the influence of certain factors in the external and internal life of a person.

All of your internal career resources are not just the skills required to get a job “one-time” - they are the ingredients of your successful career, what you need every day to achieve what you want.

P.G. Break. The art of self-marketing. Employment without problems. - H. 2009. See also:

Instructions

Thirty years ago, the word "careerist" had a negative connotation, like the words "wealth", "fortune", etc., moreover, real careerists of that and a little later period often felt guilty for their success. Since then, the world has changed a lot, but, unfortunately, our consciousness has not changed so much. This also applies to those who did not even exist thirty years ago: consciousness was transferred to them. To build a career, you must first of all get rid of the understanding of career as something negative or unnecessary inside yourself. Quite often we fail to do something well just because we don’t like to do it. Therefore, building a career should be positive and fun for you. Try to think in this way: a career is self-realization and self-development, if I am ambitious, then I will make a good career and be wealthy enough to embody my own goals and help loved ones. The main thing will be that, firstly, a career is necessary for your personal development, and secondly, by becoming a more financially successful person, you will be able to bring more benefits to others. Besides, setting goals and achieving them is fun.

We often hear that it is difficult for a graduate of a higher, and even more so of a secondary specialized educational institution, to get a job: work experience is required everywhere, but it is not ... Well, try to get a job at least somewhere in order to gain this experience! And don't delay until graduation or college: the sooner you start your career, the faster you will learn and be able to do the important interesting work and also have good income... Do not listen to those who believe that during your student years it is best only to have fun: such reasoning is conducive to simply "drifting with the flow of life", which should not be characteristic of a real careerist. At first, you are unlikely to be offered a decent salary, but your primary goal is to gain experience and learn something. In a sense, this is the first, low-paid, on which you are still forgiven for your mistakes due to inexperience, will teach you much more than 5-6 years in a university. You will understand the algorithms of the simplest, but important actions, learn how a business is built in your area.

It may be difficult, but at first you will have to put aside thoughts in the style of "let them try to find someone for my salary, I am already doing a good job." Firstly, they will find - now there are quite a few people who absolutely sincerely agree to work for very little money, just to work in Moscow, because somewhere you cannot find a job at all. Second, you can benefit from everything. Your job may be low-paying, but if you can learn a lot from it, then it will be useful to you. If you are just sitting out your time for little money, then, of course, you should try to change it. It is not at all necessary to work at the same place for a year or more if there is no benefit from such work.

Just being a good performer is not enough to build a career. Improve your knowledge - read professional literature (at least 20-30 minutes a day!). Communicate with colleagues, follow interesting articles in your specialty on the Internet. After all, this way you can become one of the most knowledgeable people in the company, and this will not go unnoticed.

Have you noticed that most people (for example, your employees) seem to just go to work because they have nowhere else to go in the morning? And at exactly 6 pm they hurry home, complaining of fatigue and expressing their joy that the working day is finally over. You should not do the same as they do: on the contrary, be proactive and active, show that you love work and want to do it. Feel free to ask, ask for clarification in order to better accomplish the task assigned to you, as well as make your own suggestions. Against the background of your employees, you will be very noticeable, and your management will certainly appreciate you. Besides, don't you like your job? If so, then it's okay to want to work harder rather than rush home.

For those looking to build a career, do not give up additional education or skill opportunities (such as courses of English language). First, this is also a development that will certainly be appreciated. Secondly, there are things that will be useful in any job - for example, many people need English now.

note

How to build a career as a CEO? Where to begin? You will find the answers in our Land of Advice! But deep down, would you like to compete for this wonderful opportunity? Then go ahead! Your career growth and the implementation of your professional skills and knowledge depend, first of all, on your approach to business!

Helpful advice

How to build a career? Do you feel like being the CEO of a thriving company in these challenging times is fantastic? But deep down, would you like to compete for this wonderful opportunity? Then go ahead! Your career growth and the implementation of your professional skills and knowledge depend, first of all, on your approach to business!

Sources:

Your own business or work for your uncle? Own business or work

Starting a professional career, young people think about how to build a successful career. It can be noted that not all ambitious specialists succeed in this. Desire is not enough, but you can achieve your goal by setting clear goals.

Instructions

Building a successful career means realizing creative ambition. But no matter how ambitious you are, it should be clear that training after graduation does not end. To achieve your goal, you must be ready to constantly learn new things, keep abreast of achievements in your field, get acquainted with best practices and improve your qualifications, mastering, among other things, related areas. This is necessary even after you achieve success, because then you need to gain a foothold in order to keep it.

If you feel like you don't know the subject well enough or are not very lucky, you are unlikely to succeed. Tune in to a positive attitude and take calmly the difficulties that will face you. Think over everything that will be required to achieve the goal and decide on the methods that you will use. Always imagine the future in a rosy light and act to make your dreams come true.

Try not to be limited to completing work assignments. Study the questions more broadly than necessary, take the initiative. Work on yourself, learn to predict situations and phenomena, take into account factors that can affect work processes. The knowledge you continually gain will help you become a self-motivated and self-reliant employee who performs flawlessly. This will not go unnoticed and you will surely get career opportunities.

Neither ability nor education gives you the unconditional right to a successful career. This can be hoped for only by achieving a goal, and not waiting to be promoted up the career ladder. Be an active and highly professional specialist, then you will quickly achieve your goal.

Career is not an empty phrase for every working person, despite the fact that not everyone strives for the boss's chair. Managing your career growth presupposes purposeful movement towards the set goal.

You need to hone your communication skills as you work for a large company. And you need to strive so that most of the team does not "put a spoke in your wheels" because you do not want to communicate with them. I do not urge you to be the life of the company, as at parties. But the ability to maintain a conversation, listen to the interlocutor, and praise does not require a lot of your mental strength, but will significantly increase the chances that you will be loved in the team and your opinion will be listened to.

At the stage when you are just at the beginning of your career, you should pay attention to your immediate supervisor. It is necessary to soberly assess whether you will be able to advance under his command. Try to be trusted with responsible tasks. And beware of stagnation! If you see that your boss thinks that you are doing more or less well in this area of work and is not going to change anything, then change your place of work. Because later you can get stuck in this position for many years, and you will be addicted to the company. Since you will not learn anything new during all this time, and nobody canceled competition in the labor market. And work with the same level wages will be hard to find.

Helpful advice

Communication is still important, even though the age has come information technologies... By communicating with colleagues, you can learn a lot useful information: to whom and how it works (if you are from different departments), you will learn more about the activities of your company (after all, everyone looks from their point of view, and when communicating, you can find out some points that you did not think about before, since you did not encounter working with it) and much more.

Career occupies an important place in the structure of the needs of a modern person, thereby influencing his satisfaction with work and life in general. A successful career provides a person with material well-being, satisfaction of his highest psychological needs, such as the need for self-realization, respect and self-respect, success and power, the need to develop and expand the space of fate.

Career (from the French "carriere" - running, profession, field) - fast and successful advancement in official or other activities; achievement of fame, fame or material gain. Career in a broad sense is a sequence of professional roles, statuses, activities in a person's life. This is an active comprehensive achievement by a person of previously designated posts and positions in professional activity; successful promotion or career development; a set of types of conscious productive activities that a person is engaged in throughout his life (including study, work, leisure). Career in the narrow sense is the actual sequence of positions held, jobs or positions in the team by a specific employee.

Career is an individually conscious position and behavior associated with work experience and activities throughout a person's working life. It should be emphasized that the understanding of a particular career is always subjective, that a career does not mean any other success or failure, except in the individual's own judgment. That is, only the individual who makes it can judge his career. It can be successful for him, even if from the outside it looks like a chain of failures and life collisions. In order to realize your life career consciously, it is necessary to master the methods of building a career strategy, that is, to master modern methods and techniques of self-marketing.

Career strategy is a way to build a career in such a way that the very method of promoting and organizing activities ensures the optimal use of driving mechanisms and weakens the effect of any factors of deterrence and resistance. With this understanding of career strategy strategic goal is to ensure the sustainability of the career process. Career strategy includes the goals that a person pursues in his career, their combination with life values and the basic principles and rules for the implementation of career goals.

Career strategy principles:

The principle of continuity. None of the achieved career goals can be final or serve as a reason for stopping. Progress may be slowed down or interrupted due to emerging difficulties. In this case, it is necessary to create a resource reserve (additional knowledge, strengthening social connections, health, etc.).
The principle of meaningfulness... Any career action must be appropriate. Knowledge of the general goals and characteristics of the movement ensures the optimal choice of the route. The activities carried out should be socially productive, only then the promotion will be supported by the environment.
The principle of proportionality. The speed of individual advancement should be commensurate with the general movement in the group of leaders. Team promotion is usually safer.
The principle of agility. Straight-line movement is possible only on a polygon or a "clean" track. Such conditions do not exist in a career. Attempts to move at "high speed" and "straight ahead" are always fraught with destructive collisions. Strategically, a career maneuver involves: mitigating a collision through compromise; "Skipping ahead" in a dangerous area of a risk-averse opponent and expectant follow-through; Obstacle avoidance without significant route change.
The principle of economy. On a particular field, the method of activity always wins, which gives the greatest result with the least expenditure of resources. Productivity is enhanced by elevation in skill, by joining forces, by increasing motivation. The career path is long. For many, this is practically the whole life. To build a successful career, it is important to skillfully distribute forces along the way. Match career aspirations with real opportunities.
Visibility principle... It is better if the person making a career will be noticed earlier. Often, talented people are unsuccessful in their careers due to being invisible. If the result can be proud, it must be presented and used for this at any convenient opportunity.

Career strategy rules:

Set yourself only realistic goals.
Believe in your capabilities.
Not to waste time working with an unpromising boss, but to become necessary for the proactive leader.
Prepare to take a higher-paying job that will soon become vacant.
Get to know and appreciate others who can contribute to their careers.
Expand your knowledge, acquire new skills.
Make a plan for the day and for the whole week, in which to reserve a place for your favorite activities.
Remember that everything in life changes: we, our knowledge, skills, market, organization, environment and so on. We must be able to assess these changes.
You cannot live by one past.
You must quit as soon as you are convinced that it is necessary.
When looking for a new job, you need to rely primarily on yourself.
The organization should declare itself.

Building a professional career is inextricably linked with career goals, the image of the desired result, which at different periods of life can with different speed change each other, have a different level and priority, or be absent altogether.

As a direct motive, the goal directs and regulates the conscious human activity, giving it consistency and consistency. In a self-marketing system, a goal is a specially revised dream prepared for fulfillment. Like a dream, a quality goal should be attractive, inspiring, but unlike a dream, it is more specific, detailed, somehow measurable, defined in time, and obligatory for achievement.

The process of setting a goal for building a career includes three main phases:

Phase number 1 - finding goals: "what do I want?" (goals should be clear).

Phase # 2 - Situational Analysis: What Can I Do? (registration of personal resources).

Phase 3 - formulating goals: "what am I getting started with?" (specific practical goals with clear results and timelines).

There are certain principles for setting a career goal, which almost every employee or job seeker person and the level and significance of which can be completely different. We invite the reader to choose one of his personal or professional goals, correlate it with the principles of setting a career goal below and answer the proposed questions:

1. Attractiveness. The choice of a career goal is often associated with the prestige of a position in public opinion... This condition must be taken into account, but it is important that this position is attractive to the individual. In this respect, it must correspond to personal interests, values, ideas. This choice of goal helps to get carried away with it and therefore it is easier to overcome the difficulties of "rough" work when moving towards it.

Security Question: Do you really like what you have chosen as your career goal?

2. Reality. A novice worker does not aim at the position of industry minister or department head (although a soldier who does not dream of becoming a general is bad). More realistic is the goal of professional advancement and development of the ability to perform the closest position in the organizational hierarchy.

Security question: do you know what position you can take as a young professional, having received professional education? Do you like her? See what the next professional step might be?

3. Consistent closeness. The range of targets disperses aspirations. Breakdown of movement into stages concentrates efforts. Sequential goal setting brings the final goal closer.

Security question: do you see the milestones in achieving your professional goal? Do you know what needs to be done today to advance along the chosen path in order to build a career?

4. Progressiveness and consistency. Each of the subsequent subgoals should involve building up abilities and capabilities. If the goal is achieved in a jerk, without ensuring readiness to master a new position, the career process loses its stability.

Security question: do you understand what knowledge, experience and abilities will be required from you in obtaining professional education?

5. Possibility of target adjustment. In the process of promotion, his motives may change. To move towards the goal, rigidly focusing on the initial motives - violence against oneself and inhibition of the career process.

Security question: is it easy enough for you to abandon what you have planned when, halfway to achieving the goal, you are disappointed with the result? If so, how to build a career in this case?

6. Possibility of performance evaluation. The goal should be formalized and include criteria for assessing its achievement. Correlation of the results obtained with the previously set goal is the basis for assessing the effectiveness and further planning of career development.

Security question: do your professional goals in building a career have qualitative and quantitative indicators? Can they be measured?

If all questions are answered positively, it is worth considering whether you really objectively assess the current situation. Is it too perfect?
If all questions are answered in the negative, think about whether you really want to achieve the stated goal. How will you build your career? Maybe this is not your goal?
If positive and negative answers alternate, you can rejoice: you are a living person and nothing human is alien to you, there is something to scold and praise yourself for. You have some career strategies, and then everything depends on you. There is a chance to get even better. Good luck on the way to setting goals!

P.G. Break. The art of self-marketing. Employment without problems. - H. 2009. See also: