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一是针对不同年龄阶段职工开展职业发展心理疏导。对30岁之前初入职场的年轻职工群体,加强职业生涯规划指导,解答其初入职场所面临的困惑;对中年职工群体,帮助他们重新审视自身价值,调整职业目标;对45岁以上的职工群体,帮助他们调整心态,平稳实现从职业生活向退休生活的过渡。建立多领域交流平台,组织跨企业甚至跨行业社会公益活动,提升职工发展能力。二是为技术工人提供新的发展平台和晋升通道。大力开展职工职业技能竞赛,对技能竞
First, for different age groups to carry out career development of psychological counseling. For those young workers who entered the workforce before the age of 30, they should guide career planning and answer the confusion they face when entering the workplaces. For middle-aged working groups, help them to reexamine their own values and adjust their career goals. For workers over the age of 45 Groups, to help them adjust their mentality, smooth transition from professional life to retirement. Establish a multi-area exchange platform and organize social welfare activities across enterprises and even across industries to enhance staff development capabilities. The second is to provide skilled workers with new development platforms and promotion channels. Vigorously carry out occupational skills competitions, competing skills