某公司职业生涯管理(英文版)
职业生涯规划英文_职业生涯规划
职业生涯规划英文1, to determine aspirations.ambition is the basic prerequisite for success, there is no ambition, no talk about the success of the cause. as the saying goes: chi non li, and the world into the matter can not be. are determined to start life, reflects a person's ideals, vision, temperament and values, affect a person's goals and achievements of the size. therefore, in the development of career planning, we should first establish the ambition, which is to develop critical career planning, career planning is the most important point.2, self-assessment.the purpose of self-assessment is the understanding of themselves, understand their own. because only know themselves, their career can make the right choice can be selected to suit their own career development routes, to their own goal to make the best career choice. self-assessment, including their interests, strengths, character, knowledge, skills, iq, eq, ways of thinking, ways of thinking, moral and social standards of self and so on.3, the assessment of career opportunities.assessment of career opportunities, mainly to assess the various environmental factors on their own career development of everyone in a certain environment, leaving the environment, will not be able to survive and grow. therefore, in the development of individual career planning, to analyze the characteristics of environmental conditions, the development and changes in the environment, their relationship to the environment, their status in this environment, the environmentof their own request, as well as a favorable environment for their conditions and adverse conditions. only fully aware of these environmental factors in order to do so in a complex environment, so that planning your career with practical significance.assessment of environmental factors include:(1) organizational environment.(2) political environment.(3) the social environment.(4) economic environment.4, the choice of career.the right career choice or not, is directly related to their career success or failure. according to statistics, people who have chosen the wrong career, the 80% of the people are losers in their careers. as has been said, afraid of marrying the wrong woman lang, male fear of the wrong line. this shows that the career options in their career development of how important it is.how to choose the right career? at least should consider the following points: (1) personality and career matching. (2) interest in the match and vocational. (3) and career matching expertise.(4) internal and external environment and adapt to occupational.5, the choice of career routes.established in the career to which route development at this time to make a choice. that is, the administration route to development or road to professional and technical development; is ahead technology roadmap, and then turn to the administration of the road ... ... as a result of the development of the road is different from the requirements of career development is not the same. as a result, career planning, the need to make a choice in order to make its own study, work anda variety of action along your route or intended career direction.。
《联合利华的职业生涯管理》英文 47页
Path to Growth identifies what we will do to deliver on our promises to shareholders:
Increase revenue growth to 5% per annum
Increase operating margin from 10% to 15% by 2004 Deliver an incremental €2.7billion in operating profit by 2004
Provide Unilever with the platform to deliver sustainable growth
What do Supply Chain people in Unilever do?
• Roles in different parts of the organisation
– – – – factories regional supply chains business groups corporate centre
Supply Chain - the Heart of Operations
• Plan/Source • Plan/Make • Plan/Deliver Planning links the processes together
Driving Value Creation in the Supply Chain
• „Beating the Fade‟:
• continuous innovation and cost savings
• Growth through:
• • •
联合利华的职业生涯管理(英文版)(ppt 47页)
Resulting in (approximately): 100 fewer manufacturing sites €€1.6 billion buying savings by end 2002 €€0.5 billion manufacturing savings per annum
Central to this is an Enterprise Culture, which fosters
l passion for winning l connected creativity l liberating rigour
World Class Supply Chain
We aim to: Close the gap to world class in supply chain within three years
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Plan
DDeevveeloloppmmeenntt CCoonnssuummeerrss &&
CCuussttoommeerrss
Source
Make
Deliver
Information Management Human Resource Management Quality & Business Excellence
l a sharply focused brand portfolio
l new, alternative channels
《联合利华的职业生涯管理》英文 47页
Increase revenue growth to 5% per annum
Increase operating margin from 10% to 15% by 2004
l a sharply focused brand portfolio
l new, alternative channels
allowing us to focus our investment on advertising and development
áIncrease operating margin by
l simplifying our processes and structure
l driving synergies and efficiencies across the supply chain
allowing us to reduce costs and increase investments
Central to this is an Enterprise Culture, which fosters
l passion for winning l connected creativity l liberating rigour
World Class Supply Chain
We aim to: Close the gap to world class in supply chain within three years
Finance Management Safety, Health & Environment
联合利华的职业生涯管理(英文版)
联合利华的职业生涯管理(英文版)Unilever Career ManagementIntroductionUnilever is a multinational consumer goods company with a diverse portfolio of brands. As a company committed to sustainable living and improving the quality of life, Unilever offers exciting career opportunities and a comprehensive career management program for its employees. This article will explore the various aspects of Unilever's career management, including recruitment, training and development, performance management, and career advancement opportunities.RecruitmentUnilever adopts a strategic approach to recruitment, aiming to attract and select individuals who embody the company's values and principles. The recruitment process includes various assessments and interviews to ensure candidates possess the necessary skills, competencies, and cultural fit. Unilever values diversity and strives to create an inclusive workforce, which is reflected in its recruitment practices.Training and DevelopmentUnilever believes in investing in its employees' growth and development. The company offers a range of training programs and development opportunities to enhance skills and knowledge. New employees undergo an induction program to familiarize themselves with the company's culture, values, and strategies. Regular training sessions, workshops, and seminars are conducted to keep employees updated on the latest industry trends andpractices.Unilever also encourages its employees to pursue further education and provides support through various sponsorship and scholarship programs. These initiatives not only benefit the individuals but also contribute to the growth and success of the company. Performance ManagementUnilever values performance and sets high standards for its employees. The company uses a performance management system that enables individuals to set clear goals, receive feedback, and track their progress. Regular performance reviews are conducted to evaluate employees' performance against these goals and provide constructive feedback for improvement.Unilever acknowledges and rewards exceptional performance through incentives, bonuses, and recognition programs. This not only motivates employees but also creates a culture of excellence and encourages continuous learning and improvement.Career Advancement OpportunitiesUnilever provides numerous opportunities for career advancement and progression. The company believes in promoting from within and offers various internal mobility programs that allow employees to grow and explore different roles and functions. Unilever also ensures transparency in the promotion process, with clear criteria and guidelines for career advancement.Additionally, Unilever supports employees in identifying their long-term career goals and provides guidance and resources to helpthem achieve these goals. Through mentorship programs, job rotations, and international assignments, employees are exposed to different experiences and perspectives, enabling them to develop a well-rounded skill set.ConclusionUnilever's career management program offers employees a comprehensive and structured approach to career growth. From strategic recruitment to continuous training and development, the company invests in its employees' professional growth. Performance management and career advancement opportunities further foster a culture of excellence and provide individuals with the tools and resources needed to succeed. By prioritizing career management, Unilever ensures that its employees are engaged, motivated, and capable of driving the company's success in the long run.Sure, here is the continuation of the article on Unilever's career management, expanding on additional aspects such as employee engagement, work-life balance, and diversity and inclusion.Employee EngagementUnilever recognizes that engaged employees are more productive, committed, and likely to contribute to the organization's success. The company places a strong emphasis on fostering a positive work environment where employees feel valued and supported. One way Unilever achieves this is through regular communication and feedback channels such as team meetings, town halls, and employee surveys.Unilever also encourages employees to participate in decision-making processes through initiatives like employee resource groups and cross-functional teams. These opportunities allow employees to have a voice in shaping the company's direction and contribute their unique perspectives.Work-Life BalanceUnilever understands the importance of work-life balance in promoting overall well-being and job satisfaction. The company recognizes that employees have personal commitments and strives to create a flexible work environment. Unilever offers flexible working arrangements, including remote work options, flexible hours, and part-time employment.Additionally, Unilever promotes employee health and wellness through various programs and benefits. The company provides access to fitness facilities, wellness programs, and employee assistance programs to support physical and mental well-being. By promoting work-life balance, Unilever helps employees maintain a healthy and fulfilling lifestyle.Diversity and InclusionUnilever is committed to creating an inclusive workplace that celebrates diversity and promotes equal opportunities. The company believes that diversity fosters creativity, innovation, and a broader range of perspectives, which are essential for business success.Unilever actively implements diversity and inclusion initiatives, including training programs, mentorship opportunities, and employee resource groups. These programs aim to raise awareness,educate employees on unconscious biases, and foster a culture of respect and inclusion.Furthermore, Unilever follows a comprehensive diversity and inclusion policy that ensures fair and unbiased recruitment, promotions, and evaluations. The company also partners with external organizations and initiatives that promote diversity and inclusion to further advance these principles.Employees' Social and Environmental ImpactUnilever's commitment to sustainable living extends beyond its products and production processes. The company encourages its employees to make a positive impact on society and the environment through various initiatives and volunteering opportunities.Unilever supports employees who are passionate about social and environmental causes by providing resources, networks, and platforms to initiate and participate in projects aligned with the company's sustainability goals. This not only contributes to the greater good but also helps employees develop leadership skills and a sense of purpose.ConclusionUnilever's career management program encompasses various elements that promote employee engagement, work-life balance, diversity and inclusion, and social and environmental impact. By prioritizing these factors, Unilever creates a supportive and inclusive work environment where employees can thrive and contribute to the company's success.Through strategic recruitment, extensive training and development opportunities, and performance management practices, Unilever invests in its employees' growth and empowers them to reach their full potential. The company's commitment to diversity and inclusion ensures that all employees feel valued, respected, and included, regardless of their backgrounds or differences. Ultimately, Unilever's career management program not only benefits individual employees but also contributes to the company's overall success and its mission of creating a brighter future for all.。
某公司职业生涯管理(英文版)
Increase revenue growth to 5% per annum Increase operating margin from 10% to 15% by 2004 Deliver an incremental €2.7billion in operating profit by 2004
Provide Unilever with the platform to deliver sustainable growth
U n ilev er
Why do we need the Path to Growth?
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Path to Growth -- 6 primary strategic thrusts
What is our strategy for the Path to Growth?
áIncrease revenue growth by
l using consumer insight to deliver superior consumer benefits
100 Q4 97 Q1 98 Q2 98 Q3 98 Q4 98 Q1 99 Q2 99 Q3 99 Q4 99 Q1 00 Q2 00 Q3 00
(Based on Quarterly Average Share prices)
The Market is concerned about our ability to execute our strategy
联合利华的职业生涯管理(英文PPT47页)
– with strategic focus – in a more operational environment,
• Roles in various parts of the supply chain: Plan–Source– Make–Deliver
• Roles which focus on
• Increased margins through:
• cost savings along the supply chain • overhead cost reduction • reducing complexity
• Capital efficiency improvements:
• minimising investment in plant & equipment and inventories
• A tool for development and assessment of performance
– By helping our leaders grow, we will grow our business
Deliver an incremental €2.7billion in operating profit by 2004
Provide Unilever with the platform to deliver sustainable growth
Note: Figures do not include Bestfoods
• Emergence of Supply Chain process roles • A career in the Supply Chain requires development of
职业生涯规划英文版资料.ppt
;.;
44
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45
注意力﹑观察力﹑记忆力﹑理解能 力﹑适应能力﹑沟通能力﹑数字能 力﹑领导能力﹑计划能力﹑….
• 如何了解这些能力呢?
１.自我分析：自已最了解自已. ２.他人分析：周围的人较了解自己. ３.能力测试：如画划测艺术能力.
读文章测试理解能力等等.
;.;
6
这里共有九个人，你可找到他们吗？人 兒.jpeg
这里共有九个人，你可找到他们吗？ 找到六个，观察力－一般； 找到七个，观察力－好； 找到八个，恭喜你！观察力－强！ 找到九个，你非常有创意和想象力。
请问：张明对自己的生涯规划进行分析？应如何 修正？
;.;
34
参考答案： 分析：张明有较扎实的基础，但初期进行生涯
规划时由于经验不足，容易产生好高鹜远，不切实 际的挫折感。
修正：在人生理想指引下，宜采取“积小成功 为大成功”作法，先采用结合现实的生涯规划模式， 将个人理想与组织远景相配合并使双方受益，逐步 实现可行性目标，累积足够的自信和能力，再渐渐 采取自我实现的生涯规划模式，在中、长期致力于 实现自我目标，最终达成理想。
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目标达成的必要条件
;.;
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1. 要有积极的心态
积极认知 培养积极情感 树立极积的意向
(新员工入职工作现状,秀才赶考,老太太的犹愁）
;.;
37
1. 不要轻易改变目标
有志者立常志,無志者常立志 选定了目标就等于你选定了梦中情人
＜老李的职业目标追求＞
;.;
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２．坚决执行不要給自己找借口
;.;
某公司新员工培训管理手册英文版
Practical operation training
By simulating actual work scenarios, conducting practical operations and team collaboration training, we aim to cultivate the practical skills and teamwork spirit of new employees.
03
Training methods and approaches
Use of online learning management systems (LMS) to provide courses, videos, and materials for self-study
E-learning Platforms
Job related training
The training should be closely aligned with the job requirements and responsibilities of the new employees
Flexibility
The training program should be flexible, allowing for individong new employees
The company lies in a continuous learning approach, providing opportunities for employees to develop their skills and knowledge through their employment
Blending different methods resources active participation and enhancement retention of information
职业生涯规划英文版
认为沉闷的日常例行工作
角色平静一场风暴的最佳人选,别人
弱点：过于敏感、缺乏主见
和平型特点
需要什么样的能力？
一位律师需要什么样的性格呢?
社会环境：政治﹑经济﹑文化．．．
行业环境：发展现状﹑优势如何﹑前景如何
企业环境：文化﹑制度﹑实力．．．
个人环境：社会关系﹑个人资质．．
二．环境分析
三﹑职业选择与目标确定
活泼型特点
理、善于分析思考深刻
记录、作图、制表分析
别人弄不清的问题
弱点：完美主义、过于苛刻
优点：留意细节，做事讲求条
完美型特点
力量型特点
优点：善于管理、主动积极需要迅 速作出抉择的工作,必须尽 快完成的事情,要求强烈的 控制力和权威的领域 弱点：缺乏耐心、感觉迟钝
优点：恪尽职守、善于倾听,调解和团结的
四．策略实施
单击此处添加文本具体内容，简明扼要地阐述你的观点
PART 01
采取适当的策略实现职业目标
练内功策略：对目标要求的能力进行努力 学好目标职业所需的专业知识 能过系统的培训学习成为准职业人 （培训是缩短摸索时间的最好方法）
五．反馈评估
单击此处添加文本具体内容，简明扼要地阐述你的观点
祝大家都有一个完美的人生!
小故事:<找钟的故事> 案例:广州一学生对设计划性职业的选择
价值
个人的资源及特殊的才能.
整 合
可能的职业生涯策略
职业选择
目标确定：选择最佳路线达成
三﹑目标确定
３．１职业目标按时间进行分解 短期目标：１－２年 中期目标：３－５年 长期目标：５年以上 人生目标：４０年左右 短期目标服务于中期目标； 中期目标服务于长期目标； 长期目标服务于人生目标． 短期目标要明确， 长期目标需勾画轮廓
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passion for winning connected creativity liberating rigour
World Class Supply Chain
We aim to: Close the gap to world class in supply chain within three
processes and their linkages • Business behaviours • Outstanding performance
The Supply Chain Process Model
Supply Chain Mission & Strategy
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160
140
120
Peer Group
Peer Group:
Beiersdorf,Avon, Cadbury, Clorox, Coca Cola, Colgate, Danone, Eridania, Gillette, Heinz, Kao, Lion, L’Oreal, Nestle, P&G, Philip Morris, Reckitt Benckiser, Sara Lee, Shiseido, Pepsico
Path to Growth identifies what we will do to deliver on our promises to shareholders: Increase revenue growth to 5% per annum
Increase operating margin from 10% to 15% by 2004
U nilever
Why do we need the Path to Growth?
UnUinleivleevreSrhSahraerPerPicreicPeePreforfromrmanacnecve PvePeereGr rGoruopup“S“hSahdaodwo”w”
200
180 Unilever
BBrraannddDDeevveeloloppmmeenntt CCuusstotommeerr
Plan
DDeevveeloloppmmeenntt CCoonnssuummeerrss &&
CCuussttoommeerrss
Source
Make
Deliver
Information Management Human Resource Management Quality & Business Excellence
Deliver an incremental €2.7billion in operating profit by 2004
Provide Unilever with the platform to deliver sustainable growth
Note: Figures do not include Bestfoods
simplifying our processes and structure
driving synergies and efficiencies across the supply chain
allowing us to reduce costs and increase investments
100 Q4 97 Q1 98 Q2 98 Q3 98 Q4 98 Q1 99 Q2 99 Q3 99 Q4 99 Q1 00 Q2 00 Q3 00
(Based on Quarterly Average Share prices)
The Market is concerned about our ability to execute our strategy
“The only way to safeguard our position is to perform, to deliver,
and to grow our business.”
Supply Chain - What does it take to succeed?
• Depth and breadth of the Supply Chain Professional Skills • An excellent overall understanding of the business, it’s
a sharply focused brand portfolio
new, alternative channels
allowing us to focus our investment on advertising and development
áIncrease operating margin by
Path to Growth -- 6 primary strategic thrusts
What is our strategy for the Path to Growth?
áIncrease revenue growth by
using consumer insight to deliver superior consumer benefits
Finance Management Safety, Health & Environment
years
By: Establishing a Global Buying programme Establishing a world class manufacturing programme Resulting in (approximately):
100 fewer manufacturing sites €€1.6 billion buying savings by end 2002 €€0.5 billion manufacturing savings per annum