Core Viewpoint - The article highlights the importance of providing support and opportunities for disabled individuals in the job market, emphasizing the role of vocational training and tailored job placements to enhance their employability and quality of life [1][4]. Group 1: Employment Support for Disabled Individuals - The story of a young disabled man, Lü Zhenbang, illustrates the challenges faced by disabled individuals in finding suitable employment after graduating from vocational school [2][3]. - The manager of the disabled entrepreneurship incubation park, Xu Qi, emphasizes the need to match the skills and soft skills of disabled graduates with appropriate job opportunities [2][4]. - The article discusses the various government policies aimed at promoting employment for disabled individuals, including tax incentives and social security subsidies for companies that hire them [4]. Group 2: Career Development Pathways - Xu Qi has developed a three-step career development plan for Lü Zhenbang, focusing on immediate employment, further education, and eventual career advancement within the e-commerce sector [5]. - The article notes that many disabled individuals lack clear long-term career plans due to limited educational backgrounds and financial constraints [3][4]. Group 3: Work Environment and Emotional Well-being - The article highlights the importance of a comfortable work environment for disabled individuals, as emotional well-being significantly impacts their job satisfaction and performance [6]. - Lü Zhenbang's experiences reflect the need for a supportive community among disabled employees to foster a sense of belonging and reduce feelings of isolation [6][7]. Group 4: Role of Incubation Centers - The disabled entrepreneurship incubation park serves as a bridge to connect disabled individuals with potential employers, helping them understand the job market and available benefits [7]. - Xu Qi has created dynamic profiles for 1,600 disabled individuals, documenting their needs and job preferences to facilitate better job placements [7].

Core Insights - The survey indicates that engineering (26.9%), economics (14.8%), and science (14.7%) are the most popular fields chosen by students for their college applications [1][3][6] - A significant 32.6% of families with students have a clear career plan when filling out college applications, which influences their choices [1][4][6] Group 1: Popular Fields of Study - Engineering is the most selected major category, followed by economics and science, with law also being a notable choice [3][4] - If given another chance, 30.9% of respondents would still choose engineering, indicating its strong appeal [3] Group 2: Decision-Making Factors - Families consider various factors when selecting majors, including job prospects, personal interests, and academic performance [2][5] - The majority of families (62.2%) refer to school admission websites or provincial examination guides, while 58.0% rely on advice from parents or friends [5] Group 3: Demographics of Respondents - The survey included a diverse demographic, with 36.9% male and 63.1% female respondents, and 25.5% being current high school students [6]

Group 1 - Career management requires clear goals and proactive control over one's career path [3][9] - Reflecting on personal values is essential for job satisfaction and performance [4][5] - Continuous learning and skill development are crucial for professional growth [5][7] Group 2 - Establishing and nurturing relationships is fundamental for achieving career objectives [9] - Small, consistent actions can lead to significant career advancements over time [7][8] - A long-term vision helps in making informed decisions about new opportunities [5][6]

Group 1 - The article discusses the phenomenon of career stagnation, particularly focusing on the "middle-aged crisis" in the workplace, where individuals in mid-level management positions face challenges in career advancement despite years of experience [1][12][34] - It highlights that many professionals, especially those in their 30s, feel threatened by younger, more ambitious colleagues and are often unable to break through career bottlenecks [1][3][34] - The text emphasizes the importance of proactive career planning and the need for individuals to adapt their skills and mindset to avoid being left behind in a rapidly changing job market [1][10][34] Group 2 - The article identifies three types of workers who struggle with career advancement: middle management, those in basic administrative roles, and individuals in physically demanding jobs [3][6][9] - It points out that many employees focus on tenure rather than achievements, which can hinder their chances of promotion [14][15] - The need for continuous learning and adaptation is stressed, as many workers become complacent and fail to recognize the evolving demands of their industries [21][30][31] Group 3 - The article provides strategies for career advancement, including early positioning for career transitions, effective risk management through planning, and the importance of upward management and multi-dimensional development [25][27][29] - It encourages individuals to take on greater responsibilities and challenges to align their experience with market demands [29][30] - The conclusion emphasizes the necessity of embracing uncertainty and continuous learning to navigate the complexities of modern career paths [33][34]

Core Viewpoint - The "National Employment Action" event aims to promote high-quality employment for female college graduates by providing quality job opportunities and career guidance [1][7]. Group 1: Event Overview - The event was co-hosted by multiple national organizations, including the All-China Women's Federation and the Ministry of Education, and attracted a wide participation from female graduates [1]. - The event featured female role models from various fields sharing their career experiences, emphasizing the unique strengths women bring to the workforce [2]. Group 2: Employment Support Initiatives - The "Youth Knowledge and Action" employment guidance area was set up to provide customized services such as resume diagnosis and interview simulations for female graduates [3]. - Various regions, including Hunan and Guangdong, have introduced financial incentives and support policies to attract talent, such as free housing and living subsidies for eligible female graduates [4][5][6]. Group 3: Achievements and Impact - The "National Employment Action" has successfully facilitated over 200,000 female graduates in achieving employment and has provided 460,000 job opportunities this year alone [7]. - The platform has seen significant engagement, with 12,000 companies registered and over 8.22 million job postings, making it a crucial channel for college graduates seeking employment [7].

Group 1 - The article discusses the importance of the first job for graduates and how it shapes their initial understanding of the workplace [2][3] - A survey by Liepin.com revealed that only 25.09% of recent graduates have successfully signed job offers, while 74.91% remain unplaced, indicating a significant gap between job supply and demand [3] - The article emphasizes the need for graduates to approach their job search with caution and preparation, as the first job can influence future career advancement [3] Group 2 - The article outlines three key areas for new employees to focus on in order to excel in their first job [4] - Personal positioning is highlighted as crucial for career planning, allowing individuals to identify their strengths and interests to find suitable job roles [6][10] - The article suggests that having a clear personal positioning can prevent wasted time and effort in career choices, emphasizing that misalignment can lead to ineffective career paths [7][9] Group 3 - The article advises on how to effectively establish personal positioning by identifying what one wants to do and what one is capable of doing [10][11] - It stresses the importance of matching personal capabilities with job requirements to ensure a successful career trajectory [11] - The article encourages new employees to develop a systematic understanding of workplace dynamics to enhance their professional growth [13][16] Group 4 - The article discusses the significance of workplace socialization and networking as a means to enhance personal value and career opportunities [24][28] - It categorizes social assets into three types: consumption-based, career-based, and resource-based, each contributing to an individual's professional growth [25][26][27] - The article concludes that early engagement in workplace socialization can significantly expand one's professional network and opportunities for advancement [28][30]

Core Insights - The article discusses the paradox faced by individuals with high scores in traits like "responsibility," "focus," and "achievement," who often feel trapped despite external recognition of their capabilities [4][5][6] - It emphasizes the importance of internal motivation and personal fulfillment over external validation in career satisfaction [18][20][22] Group 1: The Paradox of High Achievers - Many individuals with high scores in traits such as "responsibility" and "achievement" experience a sense of burnout and confusion despite being seen as reliable and capable by others [4][5][6] - These individuals often feel trapped in their roles, completing tasks efficiently but lacking passion and fulfillment in their work [8][9] Group 2: External Expectations vs. Internal Desires - The pressure of external expectations can overshadow personal desires, leading individuals to question whether they are pursuing what truly makes them happy [6][12] - The reliance on external validation for self-worth can result in a sense of emptiness and burnout, as work becomes a mere task rather than a source of value creation [11][12] Group 3: The Need for Self-Exploration - The article suggests that tools like Gallup assessments are useful but should not be seen as definitive answers to career fulfillment [16][22] - It encourages individuals to explore their core motivations and values, which are essential for long-term career satisfaction and personal growth [18][20][21]

在互动交流环节上，同学们围绕企业管理、大学生创业、青年就业等问题踊跃发问，与杨勋展开了深 入而热烈的交流。面对"数字化的浪潮下，真维斯对第五次转型或未来发展方向"的提问，杨勋表示， 这5年来真维斯在网上销售取得很不错的增长，这其中的发展关键，是我们发现可持续发展的重要性。 为此，真维斯转向生产性服务业，并与多所院校共同搭建品牌生态圈，期望通过真维斯多年来积淀丰 富的管理经验，赋能中小企业发展，通过"标准化-流程化-信息化-智能化"逐步构建起可持续发展模 式，实现高质量发展。 随后，在媒体采访中，当被问及此次受邀担任"南开大学学生职业发展导师"并就当代青年的职业规划 征求其建议时，杨勋表示，引导年轻人认识个人肩负的社会责任，是职业规划的关键环节。他指出， 旭日集团多年来坚持捐资助学，持续向多所高校投入资源，希望通过校企协同培育有担当、有本领的 时代新人。"这么做并不是为了寻求回报，而是希望唤醒年轻人的社会责任感，这样对国家民族的发展 才会有帮助。" 随着掌声渐渐响起，这场思想与智慧交汇的讲座圆满落下帷幕。而杨勋，这位几经商海浮沉的企业 家，所激发的思考与启发，将持续影响着在座师生未来的道路选择与价值追求。 5月 ...

Group 1 - The current job market is challenging, with salary reductions not being the most concerning issue; finding suitable positions remains difficult [2] - The "Job Upgrade AI" community is addressing user concerns through live discussions, featuring experienced headhunters providing career advice and insights on lucrative companies and sectors [2] - The job market has shifted from "many jobs, few candidates" to "many candidates, few jobs," leading to a decline in salary levels and a decrease in voluntary resignations [4] Group 2 - Age discrimination is prevalent in the job market, with companies often prioritizing younger candidates if they can perform similar tasks at a lower cost [3] - Companies are increasingly focused on candidates' problem-solving abilities, especially in startup environments where quick results are essential [4] - The importance of networking and utilizing personal connections in job searching is emphasized, as leveraging relationships can help in finding opportunities [7] Group 3 - The concept of using a "scoring method" to evaluate job offers based on factors like salary, industry, and job content is introduced [8] - Candidates are encouraged to specialize in a single industry to enhance their market value, as frequent industry changes can lead to diminished worth [9] - The stability of outsourced positions at large companies is often higher than internal roles, but transitioning from small companies or outsourced roles to large firms can be challenging [17][18] Group 4 - The demand for versatile operational talents is increasing, particularly in early-stage startups that require multi-skilled individuals to drive business growth [16] - The agricultural sector, while stable, may limit career mobility compared to more dynamic industries like e-commerce [11] - The importance of aligning personal skills with market needs is highlighted, as candidates must understand how their experiences translate into value for potential employers [15]

周末里，传来微软和松下裁员的消息。 听到这两个消息，很多打工人的第一反应依然是外企裁员，外企衰落的话题。 但事实上这两家公司裁员的逻辑并不相同。 简单的说，松下裁员是业务原因，开始转型，所以需要裁员，这次松下裁员是全球性的，每个国家都裁，裁1万人，有5000在日本。 而微软不同，微软早在多年前就开始有计划的把中国团队缩减，给了不少中国的微软工程师搬到美国和欧洲工作的机会。 业务原因我能理解，毕竟作为打工人，如果公司业务出了问题，我们多多少少是有感触的，有感触就意味着我们能做一些准备。 但微软并不是业务原因。 微软的行为，事实上在告诉外企人，尤其是关键行业的美资企业打工人，即便你身处一个蓬勃发展的行业里，在一个发展良好福利可观的外资公 司，你可能以为自己可以在这家公司干到退休，但事实上，你的「安全垫」并没有那么保险。 我去年写过一篇关于外企在华遇到哪些困境的文章：《2024年的外企到底怎么了？》。 有不少外企在华业务发展多多少少遇到一些问题，一方面中国的经济增速放缓了，给外企们原先的预期也不得不随之降低；另一方面，竞争更加激烈，去年 伴随保时捷中国裁员的消息，小米仿保时捷风格的su7上市，交出了不错的成绩。 但 ...