Tool selection of career planning

? In recent years, this concept has gradually? Fire? In recent years, not only high school students and college students, but also people who have worked for more than ten years have begun to consider reasonable career planning and design for themselves, and turned to some career consulting companies to apply some professional tools for assistance. However, they are faced with two problems: first, the level of professional psychological counselors in China is uneven, and many people have no psychological knowledge at all and use various evaluation tools. For example, some companies even use Cattell 16PF, California Youth Personality Questionnaire, and even IQ, practical ability and other evaluation tools to assist career planning. Secondly, the cost of hiring professional career consultants is relatively high, which is beyond the scope that many college students can follow. Many people, especially college students, should consider their own career planning, but in this way, they need to make in-depth analysis of themselves with the help of some psychological measurement tools.

In this case, how should we choose relevant tools to assist ourselves in career design?

In fact, different psychometric tools have different application purposes, such as Cattell 16PF, California Youth Personality Questionnaire, and Raven reasoning, which is a tool to test logical reasoning ability. There are few psychological measurements really compiled for career development. At present, there are only three theories of fame abroad:

. Holland's Theory of Occupational Interest ―― Emphasizing the Matching of Interest and Occupation

. Myers-Briggs' Personality Theory ―― Emphasizing the consistency between occupation and personality

. Edgar Shane's career anchor theory emphasizes the integration of values, abilities and interests, and even personality.

A, career interest (also known as career orientation) test

Holland is a famous American career guidance expert. He emphasized that only by combining the same type of people with the same type of occupations can we achieve an adaptive state. And then what? People? In life, we are faced with many career choices, job choices, position choices and even specific project choices. Whether these choices can match their types is naturally an important factor affecting their success.

Like tendencies and? People? People who are good at this can have fun in other people's communication and like to lead, persuade, teach or consult in interpersonal communication; Right? Data? People who are interested in the kingdom and have certain talents tend to deal with numbers and abstract concepts expressed through words and symbols; Individuals who like practical machines, tools and instruments have a soft spot for them? Things? People who like to solve problems in the actual physical environment. People who like creativity can engage in abstract and imaginative work.

According to Holland's theory, vocational interests are divided into six types, and everyone belongs to one or several types of vocational interests. As follows:

Social type: (s)

. * * * The same characteristics: like to associate with people, constantly make new friends, be good at talking, and be willing to teach others. Concerned about social problems, eager to play their social role. Seek extensive interpersonal relationships and pay more attention to social obligations and social ethics.

. Typical occupation: I like the work of dealing with people, I can make new friends constantly, and I am engaged in providing information, enlightenment, help, training, development or treatment, and I have the corresponding ability. Such as: educators (teachers, educational administrators), social workers (consultants, public relations personnel).

Enterprise type: (e)

. * * * Same characteristics: pursuing power, authority and material wealth, and having leadership skills. Like competition, dare to take risks, have ambition/ambition. Pragmatic, I am used to measuring the value of doing things with gains and losses, rights, status and money. And I have a strong sense of purpose.

. Typical occupation: I like jobs that require management, persuasion, supervision and leadership skills to achieve institutional, political/social and economic goals, and I have the corresponding ability. Such as: project managers, salespeople, marketing managers, government officials, business leaders, judges and lawyers.

General type: (c)

. * * * The same characteristics: respect authority and rules and regulations, like to do things as planned, careful and organized, accustomed to accepting the command and leadership of others, and not seeking leadership positions by themselves. I like to pay attention to reality and details. I am usually cautious and conservative, lacking creativity, not liking adventure and competition, and full of self-sacrifice.

. Typical occupation: I like to pay attention to details, be accurate, systematic and organized, and have the ability to record, file and sort out data and written materials according to specific requirements or procedures. Such as: secretary, office worker, recorder, accountant, administrative assistant, librarian, cashier, typist, investment analyst.

Practical: (r)

. * * * Same features: Willing to use tools for operation, strong hands-on ability, flexible hands and feet, and coordinated movements. Preference for specific tasks, inarticulate, conservative and modest. Lack of social skills, usually like to do things independently.

. Typical occupation: I like to use tools and machines and need basic operation skills. Require mechanical ability and physical strength, or be interested in and have the corresponding ability to engage in occupations related to objects, machines, tools, sports equipment, plants and animals. Such as: technical occupations (computer hardware personnel, photographers, cartographers, mechanical assemblers) and skilled occupations (carpenters, cooks, mechanics, repairmen, farmers, general workers).

Research type: (1)

. * * * The same characteristics: thinker rather than doer, strong abstract thinking ability, strong thirst for knowledge, willing to use their brains, good at thinking, unwilling to start work. I like independent and creative work. Knowledgeable, knowledgeable, talented, not good at leading others. Consider the rationality of the problem, like precision, like logical analysis and reasoning, and constantly explore unknown areas.

. Typical occupation: I like intelligent, abstract, analytical and independent directional tasks. I need to have intelligence or analytical ability, and apply it to observation, estimation, measurement, forming theory and finally solving problems, and have corresponding ability.

Such as: researchers, teachers, engineers, computer programmers, doctors and system analysts.

Art type: (1)

. * * * The same characteristics: creative, willing to create novel and distinctive results, eager to express their own personality and realize their own value. Doing things idealized, pursuing perfection, is not practical. Have a certain artistic talent and personality. Good at expression, nostalgia and complicated mentality.

. Typical occupation: A job you like requires artistic accomplishment, creativity, expressive ability and intuition, and the ability to apply it to the aesthetics, thinking and feeling of language, behavior, sound, color and form. Not good at transactional work.

Such as: art (actor, director, graphic designer, sculptor, architect, photographer, advertising producer), music (singer, composer, band conductor) and literature (novelist, poet, playwright).

According to Holland's theory, a person's professional interest will affect his professional fitness. When his career meets his interests, he may give full play to his ability and make achievements easily; On the contrary, it may lead to the waste of their original talents, or they must make greater efforts to succeed.

In the long career, professional interests? For example, a manager who has worked in a management position for 10 years, what is his professional interest? Enterprise? Tendency. In fact, many successful people do jobs that deviate from their professional interests. Sure, did we make it ourselves? Professional interests? A job with a high degree of overlap may make you happier and more likely to exert your abilities.

Du Ruo, a consultant from Beisen, suggested that the Dutch career interest test can be used as a tool to help students and people with less work experience design their careers and make it easier for them to show their abilities. However, for people with more work experience, their values and personality have been fully formed and they have certain industry experience, so when choosing a career, they should not only consider one aspect of their professional interests.

Second, MBTI personality theory

MBTI is a famous Swiss psychologist Carl jung. Jung's psychological type theory, and then two authors, mother Catherine Cook Briggs and daughter Isabel Briggs Myers, studied and developed the former theory, and put Carl. In short, Jung's theory became a tool. Widely used in career development, career counseling, team advice, marriage education and so on. It is the most widely used talent evaluation theory in the world.

It analyzes people from four angles by understanding their preferences in doing things, obtaining information and making decisions. , expressed in letters as follows:

. Energy domination: extroversion E- introversion I

. Understanding the world: feeling S- intuition n

. Judging things: thinking about emotions

. Attitude towards life: judging J- perception P

Several of them can be combined into 16 personality type. In fact, there are four types of 16. Here, we have screened four types and summarized them as follows:

SJ type: loyal guardian

SJ prefers people with strong sense of responsibility and dedication to work. They are loyal and finish their tasks on time. They respect safety, courtesy, rules and obedience. They are driven by a strong motivation to serve the needs of society. They are firm, respect authority and hierarchy, and hold conservative values. They act as protectors, managers, supervisors and guardians. About 50% of the people SJ likes are attracted by the positions in government departments and military departments, and their performances are outstanding. Among them, among the 4 1 presidents in power in the United States, 20 are favored by SJ.

SP type-talented artist

People with SP preference are adventurous and quick-thinking, and are comfortable in any field that requires strong skills. They are usually considered as people who like to live on the edge of danger and seek excitement.

They live for action, impulse and enjoyment of the present: about 60% of sp lovers like art, entertainment, sports and literature, and they are known as talented artists.

We are familiar with singer Madonna, basketball magician Johnson and music master Mozart, all of which are examples with SP personality characteristics.

NT- the cradle of scientists and thinkers

You must be familiar with inventors and scientists such as Darwin, Newton, Edison and Watt!

People favored by NT have natural curiosity, like dreams, originality, creativity, insight, interest in acquiring new knowledge and strong ability to analyze and solve problems. They are independent, rational and capable people.

People call NT the cradle of thinkers and scientists. Most NT people like theoretical and technical work, such as physics, research, management, computer, law, finance and engineering.

Idealists and spiritual leaders

People favored by NF are extremely philosophical in spirit. They are eloquent, energetic and infectious, and can influence others' values and inspire their passion. They help others grow and progress, which is inflammatory and called disseminators and catalysts.

About half of them have made remarkable achievements in education, literature, religion, consultation, psychology, literature, art and music.

Most people will form a stable MBTI personality after the age of 20, and it will be difficult to change after that. MBTI's personality will gradually develop and improve with the growth of age and rich experience. According to MBTI's theory, for any type of MBTI people, there are corresponding advantages and disadvantages, which are suitable for their own working environment and their own post characteristics. The key to career development with MBTI lies in how to combine personal personality characteristics with professional characteristics.

MBTI theory focuses not on the work itself, but on the content of the work. For example, for an ENTJ type person, it cannot be said that he is suitable or not suitable to be an assistant to the general manager. The key lies in whether the position of assistant to the general manager can let ENTJ-type people lead, be responsible for, organize and improve the operating system of an organization, so that it can operate effectively and achieve the planning objectives, and whether ENTJ-type people can engage in long-term planning and design, creatively solve problems and solve various problems.

Zhu, a consultant of Beisen, suggested that it should be used instead of career interests to help universities and college graduates design their careers. It can not only provide suitable posts, suitable working characteristics and working environment, but also put forward advantages and disadvantages and give development suggestions.

Third, professional anchor.

The concept of career anchor was put forward by American professor Shien, and it has the status of "godfather" in the field of career planning. This concept originated from the special research group of Si Long School of Management of Massachusetts Institute of Technology, and was derived from the longitudinal study of graduates of Si Long School of Management.

Career. Anchor is another factor that must be considered in career planning. When a person has to make a career choice, the most important thing in his career, and he will never give up, is the career anchor. Career anchor is the center of people's career choice and development.

Professor Shien put forward five types of professional anchors in 1978, and then a large number of scholars conducted extensive research on professional anchors, which were identified as the following eight types in the 1990s:

Technology/function:

Technical/functional personnel pursue the growth and continuous improvement of skills in technical/functional areas, as well as the opportunity to apply the technology/function. Their recognition of themselves comes from their professional level, and they like to face the challenges in their professional fields. They usually don't like to work in general management, because it means they have to give up their achievements in technical/functional fields.

Management type:

Management-oriented people pursue and devote themselves to position promotion, devote themselves to overall management, take charge of some parts independently, and integrate the efforts of others across departments. They want to be fully responsible and take the success of the company as their job. Specific technical/functional work is only regarded as the only way to higher and more comprehensive management.

Autonomous/independent type:

Autonomous/independent people want to arrange their work style, work habits and lifestyle at will. Pursue a working environment that can show one's ability and get rid of the restrictions and constraints of the organization to the maximum extent. They would rather give up opportunities for promotion or job development than freedom and independence.

Safe/stable type:

Safe/stable people pursue a sense of security and stability at work. They feel relaxed because they can predict a stable future. They care about financial security, such as pensions and retirement plans. A sense of stability includes honesty, loyalty, and completing the work assigned by the boss. Although sometimes they can reach a very high position, they don't care about the specific position and the specific work content.

Entrepreneurial type:

Entrepreneurial people want to use their abilities to create their own companies or products (or services), and are willing to take risks and overcome obstacles. They want to prove to the world that they founded the company by their own efforts. They may work in other people's companies, but they are also studying and looking for new opportunities. Once the time is right, they will go out and start their own businesses.

Service type:

Service-oriented people have been pursuing their recognized core values, such as helping others, improving people's safety and eliminating diseases through new products. They have been pursuing this opportunity, which means that even if they change companies, they will not accept changes or job promotions that do not allow them to realize this value.

Challenging:

Challenging people like to solve seemingly unsolvable problems, overcome tough opponents and overcome insurmountable obstacles. For them, the reason for joining a job or occupation is that work allows them to overcome all kinds of impossibilities. They need novelty, variety and difficulty. If things are very easy, they will soon become very boring.

Lifestyle:

Lifestyle People want to integrate all major aspects of life into a whole, and like to balance personal, family and professional needs. Therefore, lifestyle people need a working environment that can provide' enough flexibility' to achieve this goal. Lifestyle people can even sacrifice some aspects of their careers, such as giving up their job promotion, in exchange for a balance between the three. Their definition of success is broader than that of professional success. Compared with the specific working environment and work content, lifestyle people pay more attention to how to live, where to live, how to deal with family affairs and how to improve themselves.

Career anchor is actually the result of the interaction and gradual integration of personal ability, motivation, needs, values and attitudes. In practical work, constantly examine yourself, gradually clarify your personal needs and values, clarify your own advantages and future development priorities, and consciously improve, promote and develop your talents for jobs that suit your personal needs and values. Through this integration, the individual subconsciously found his long-term and stable career orientation.

Zhu Lun, a consultant from Beisen, suggested that professional anchor is the best choice for people with more than one year's work experience. For those who have no work experience, because they don't understand the connotation of each position, their career anchor point is not formed or clear. Therefore, college graduates do not recommend choosing career anchor as a career planning tool.

Fourth, other tools.

The author understands that a company chooses cartel 16PF or even hands-on ability to help employees develop their internal careers. Actually, Cattell 16PF and California Youth Personality Questionnaire are used to measure personality, and have nothing to do with career planning.

If you really want to use other measuring tools to assist your career development, you must have a professional career counselor to provide guidance, and the career counselor should have a very deep understanding of the measuring tools to be used, and be able to analyze a large number of personal characteristics and then combine them with personal characteristics.

It should be noted that psychometrics is a very rigorous discipline, and the application of psychometrics needs strict norm selection and interpretation system compilation. Therefore, even if the above three talent evaluation tools, we still need to consider the following factors when making specific choices:

First, the authority of evaluation.

The selection of a psychometric norm needs a lot of manpower and material resources, and professionals need to write an interpretation system. Many domestic companies do not have the development strength, and the final report is just a bunch of measured data. What's more, they put a lot of test questions together, which can't be called psychological measurement at all.

Therefore, when choosing tools, we should not only consider whether the tools can be applied to career development, but also consider whether the company has a professional and authoritative background and whether the evaluation report it provides is easy to understand.

Second, the professionalism of consultants.

A good career counselor can have a deep grasp of a person through career interests, MBTI or professional anchors, and extend a lot from it. This requires many years of consulting experience and a large number of consulting examples to sum up and summarize.

According to experience, a person should have a certain grasp of MBTI or career anchor theory, at least study for half a year, and have the guidance of experts, which most consultants can't do at present.

Third, the visibility of the evaluation report.

A specially designed career evaluation should provide a detailed evaluation report, which should include: basic data of the evaluation, explanations to people according to the data, and background knowledge to help read the report.

Before choosing a tool, ask for a sample of the other party's evaluation report to read, whether it is written in easy-to-understand language, whether it provides necessary career guidance, etc.

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