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 ...

以下文章来源于南风窗 ，作者任早羽 南风窗 . 冷静地思考，热情地生活。 重启不了一点。 作者 | 任早羽 编辑 | 张来 来源 | 南风窗 （ID：SouthReviews） 去年4月，一个普通工作日，战略咨询师罗尔在工位上打开了保存已久的辞职信模板，一 字一字地敲下了自己的姓名。这一刻，她期待了很久，连身心都格外舒畅。 她 受 够 了 做 " 漂 浮 的 市 场 分 析 " ， 自 觉 薪 资 不 高 、 毫 无 前 途 。 工 作 两 年 以 来 ， " 换 个 赛 道"的念头越来越强烈。罗尔曾试图跳槽，但在一次终面时，却被另一个更有经验的候选 人比了下去。 于是，罗尔决定重启曾被疫情搁置的留学计划。这一次终于成功，她拿到了心仪已久的 英国硕士项目o ff e r，并且选择了与本科时完全不同的专业。她想重回校园，积累更多靠 近市场的项目经验，给自己一个重新选择人生道路的机会。 递交辞职信这天，罗尔在办公室广而告之了这则消息，所有人都祝福她，甚至羡慕她。 一个月后，她终于交接好所有工作，得以离开这个工作了两年多的大厦。离开时，她在 社交平台发布了一条动态，图片里有离职当天收到的花，有离开大厦时自己的背影， ...