激发职业发展内生动力同样重要。余胜提出，可通过加强职业技能培训、拓宽职业发展通道、强化正面 宣传引导等措施系统推进。此外，还应优化服务设施与配套支持，在增加服务站点的同时，更加注重选 址的便利性与服务的实用性，推动服务供给从"重数量"向"提质量"转变。让关怀落到实处，还需深化跨 部门协同服务。余胜建议整合各方资源，为外卖骑手及其家庭提供法律咨询、爱心义诊、技能培训、联 谊疗养等暖心服务，丰富外卖骑手精神文化生活，增强他们对城市的归属感。 本报记者陈蕾 韩沛 随着新业态经济的快速发展，南宁市外卖骑手队伍日益壮大。他们构建的即时配送网络，已成为便利市 民生活、促进消费增长、稳定社会就业的重要支撑。如何提升外卖骑手的获得感、幸福感，增强融入 感，让他们在奔波忙碌中也能体会到城市的温度与治理的人文关怀？ 余胜建议，着力构建覆盖权益保障、职业发展和人文关怀的综合支持体系。在权益保障方面，需结合新 就业形态特点，创新社保缴存方式，探索适合无固定劳动场所、时间、收入人群的参保路径，提升灵活 就业人员社会保障水平。同时应加强行业监管，督促平台及代理商规范用工，畅通投诉渠道，并推动建 立针对出餐慢、恶劣天气等客观因素的容错与申 ...

（来源：工人日报） 读者来问 您好，最近，我们公司一年一度的优秀员工又要开始评选，我感觉自己过去一年表现不错，想参评。可 是又怕竞争不过别人，没评上反而很丢脸，不知道要不要去主动争取，很纠结。 湖北 程莹 专家心解 无论结果如何，保持一个积极的心态非常重要。如果你没有得到这个奖项，也不要把它当作是一种失 败，而是将其视为一个学习和成长的机会。 综上所述，是否应该争取年度优秀员工并没有一个固定的答案，这取决于你的个人情况和目标。重要的 是要认真考虑自己的需求和能力，并做出最适宜的决定。 要记住，无论结果如何，你的价值不仅仅由一个奖项来定义。在职场，面对任何事情，保持乐观阳光的 心态是最重要的。新的一年，继续努力！ 蓉娟 很理解你的心情，新年伊始，在单位评先评优中，是否要主动争取，需要结合个人情况、企业文化和评 优机制来综合判断。 从个人职业发展来看，年度优秀员工通常是对员工工作表现的一种肯定，这可能会对你的职业发展产生 积极影响，比如晋升、加薪或者更多的培训机会。如果个人工作表现突出或多年未获荣誉，主动表达意 愿可能会增加机会。管理者也需通过评优激励员工，主动争取能展现自身积极性，避免因低调错失资 源。 从企业 ...

1月31日，中文水平考试HSK3.0版本正式在全球多个考点开考。提起HSK考试，不少网友都称它为"外 国人的四六级"。此次升级到3.0版本的中文水平考试究竟考什么？难度比起以往有没有提升？为什么有 越来越多的老外热衷于参加这门考试？一起来看。 负责HSK在全球运营推广的汉考国际总经理李佩泽介绍，此次把中文等级从原来的6个等级升级为9个等 级。 李佩泽：新旧HSK1-6全卷难度差异也并不大。新增的有一个大家可能会感觉难的，就是HSK的7-9级。 这三个级别主要面向来华留学的硕、博学段的学生，以及运用中文开展学术研究等这样的高水平的中文 学习者设计的，所以对于普通的外国中文学习者，HSK的高等也就是7-9级这三个级别确实有一定的难 度。 在全球，像陶海晨这样学习中文和使用的人累计超2亿人，近年来，中文水平考试规模持续快速增长， HSK全球合作考点已达1477个，覆盖168个国家，每年参加考试的人数已经接近85万人。 作为中国教育部推出的评测海外学习者中文水平的工具，30多年来，HSK已成为广受国际社会认可的国 际性权威中文水平考试。李佩泽介绍，中文的实用价值也让越来越多的外国人愿意学习中文，并参加考 试。 李佩泽 ...

Core Insights - The article discusses the common misconceptions IT professionals have regarding job changes, emphasizing the need for careful consideration of new opportunities and the potential risks involved. Group 1: Misconceptions About Job Change Motivations - Many IT professionals mistakenly believe that changing jobs will resolve their career bottlenecks, often viewing a new environment as a "safe haven" without analyzing the root causes of their dissatisfaction [1][4] - Impulsive job changes driven by dissatisfaction can lead to repeating the same issues in a new role, as seen in the example of an IT manager who moved from a traditional company to a tech firm only to face similar challenges [1][4] Group 2: Misconceptions About Self-Assessment - IT professionals often fall into the trap of "technical omnipotence," overestimating their technical skills while neglecting the importance of soft skills such as business understanding and communication [3] - A common sentiment among IT professionals is the feeling of being undervalued in their current roles, leading to a strong desire to prove their worth in a new position without adequate research [4] Group 3: Misconceptions About Evaluating New Opportunities - Many IT professionals are easily swayed by superficial promises from potential employers regarding their commitment to digital transformation, failing to investigate the company's actual digital strategy and culture [5] - New hires often overlook the "legacy issues" they may inherit, such as disorganized technical frameworks and low team morale, which can hinder their ability to implement strategic initiatives [6] Group 4: Misconceptions About Survival Strategies After Job Change - New employees often misunderstand the concept of "slow is fast," mistakenly believing that technical skills alone will secure their position without building trust and understanding organizational dynamics [8] - Some IT professionals continue to operate independently after joining a new company, neglecting to build alliances with key stakeholders, which can lead to challenges in executing digital projects [9] Group 5: Misconceptions About Long-Term Career Development - Frequent job changes can damage an IT professional's reputation, making it difficult to secure higher-level positions due to perceived lack of stability and loyalty [11] - Many IT professionals mistakenly believe that changing jobs will solve all their problems, overlooking the importance of internal solutions and continuous skill development [12][14]

Core Viewpoint - The article emphasizes the importance of understanding oneself and adapting to the changing environment, highlighting the need for individuals to find their unique paths and values in a time of uncertainty and transition [5][40][41]. Group 1: Industry Challenges - The current economic environment is characterized by a transition phase where old models are failing, and new orders have yet to be established, leading to increased difficulty in achieving results compared to previous years [62][65]. - Many individuals are experiencing heightened anxiety and confusion regarding their career paths, with over 70% of respondents in a survey expressing negative emotions such as anxiety and confusion about their professional development [90][141]. - The traditional methods of achieving success are becoming less effective, as individuals find that tasks that once required minimal effort now demand significantly more time and energy without guaranteed results [65][70]. Group 2: Personal Growth and Adaptation - The article presents a case study of an individual, Liu Guang, who faced career challenges but ultimately discovered his true interests and strengths through self-exploration, leading to a successful career transition [130][236]. - The narrative illustrates that personal fulfillment and understanding one's passions can lead to a more meaningful career, even if it involves stepping back from conventional success metrics like salary or position [237][300]. - The importance of self-discovery and aligning one's career with personal values is emphasized, suggesting that individuals should focus on what they truly enjoy and excel at, rather than conforming to societal expectations of success [146][304].

#职业 #可能性今天晚上测试了一堆接口、跑了几个开源程序 docker 玩、卸载了 iterm2，拥抱 warp（不登录版）。虽然此刻我仍然一行代码也看不懂，但完全不影响我通过 cc 写代码实现需求。我有一种强烈的即视感：说不定过几年，真正的写代码也会成为我的日常。---这份即视感的源头，来自两个场景。1. 在 2014 年毕业的时候，我们班上有一位“大神”。在别人忙着找工作的时候，他已经独自交易实现盈利，炒现货期货。跳过了传统的应届生流程，过上了规律在家盯盘交易的日子。那时我对自己的认知，是一个垃圾学校的应届生，懂翻墙会搜索是我唯一的优势。（在当年，大家都太弱了，你懂得上外网下载一份漂亮的简历模版，就可以碾压同届。）我和“大神”在南昌合租过一段时间，我对这种生活状态非常羡慕，但是从未想过自己可能成为一个“交易员”。因为“独立交易”这种能力太过遥远，太不可思议了。完全突破了我当时对未来可能性的想象。2. 第二个场景，大约在 2020 年，我线下向一位网友请教职业发展。说来惭愧，彼时已经工作 6 年了，那还是我社交圈子里第一位能 one-on-one 请教的金融行业大佬。而且是来自播客听友群，不是工作领域。我问 ...

Core Viewpoint - The article discusses the increasing reluctance of employees to pursue leadership positions due to heightened job market pressures and the desire for better work-life balance, while also highlighting the benefits and reasons for pursuing leadership roles. Group 1: Employee Reluctance to Pursue Leadership - A significant number of leaders (40%) have considered leaving their positions to improve work-life balance and happiness [3] - A survey by Rand Corporation found that 39% of adults do not seek career advancement, and 57% would reject jobs that negatively impact work-life balance [3] - The likelihood of "post-95" individuals considering leaving leadership roles is 1.7 times higher than other age groups due to their focus on personal happiness [3] Group 2: Benefits of Leadership - Leadership has a direct positive impact on organizations, influencing how people interact and hold each other accountable [4] - Becoming a leader is often the fastest way to increase salary and career development, enhancing personal brand and market competitiveness [5] - The current environment presents a good opportunity for pursuing leadership roles due to reduced competition [6] Group 3: Autonomy and Control - Leaders typically have more control over priorities and decision-making, leading to a greater sense of empowerment and reduced stress [7] - Studies indicate that individuals with high-pressure jobs but more decision-making autonomy experience better health outcomes [7] Group 4: Personal Growth - Leadership roles accelerate personal growth by challenging individuals to meet various demands, enhancing skills for future career development [9]

Group 1 - The core message emphasizes Goldman Sachs' commitment to attracting diverse talent for its various departments, particularly in technology and operations, regardless of academic background [1][2][4][6] - Goldman Sachs is hosting a series of virtual recruitment events in August 2025, targeting students graduating in 2026-2027, with specific focus on engineering and operations roles [2][4][6] - The events will provide insights into the roles and experiences of employees in the technology and operations departments, along with opportunities for direct interaction and networking [2][4][6] Group 2 - The APAC Engineering Insight Day will take place on August 5-6, 2025, from 4-6 PM Beijing time, allowing participants to learn about technology applications in finance [2] - The China Engineering Academy event is scheduled for August 28, 2025, from 10-11 AM Beijing time, offering insights into career development and application tips for internships and full-time positions [4] - The Operations Virtual Insight Day is set for August 26, 2025, from 2-3 PM Beijing time, focusing on the operations department's role in supporting business development and risk management [6] Group 3 - Participation in these events is by invitation only, and selected students will receive email notifications [3][5][6] - Registration for the events can be completed through the My GS Event Portal, with specific instructions provided for creating an account and signing up [7]

Group 1 - The article emphasizes the importance of taking initiative in career development rather than waiting for opportunities to arise, as many leaders are unable to provide tailored growth options due to their busy schedules [3][4] - A Gallup survey indicates that "seeking career development opportunities" has become the primary reason for job changes among individuals [3][5] - The article provides three practical suggestions for individuals to create their own growth opportunities [3][6] Group 2 - The first suggestion is to clearly define what an ideal growth opportunity looks like, which increases the likelihood of obtaining it [4][5] - The second suggestion involves articulating specific details when requesting support from leaders, making it easier for them to understand and assist [6][8] - The third suggestion encourages individuals to cast a wide net in seeking growth opportunities, utilizing resources beyond their immediate team and organization [9]

Core Viewpoint - Parisa Sadrzadeh, an executive at DoorDash, has played a significant role in the company's strategic initiatives, including a recent $1.2 billion acquisition aimed at enhancing services for restaurants and retailers [1][5]. Group 1: Career Progression - Sadrzadeh graduated from the University of Washington in 2010 and initially took a temporary position at Amazon, which was not aligned with her long-term career goals in storytelling [1][2]. - Her curiosity and proactive approach led to her being noticed by a director at Amazon, resulting in her collaboration with an engineering team to automate tasks, which eventually led to her promotion to a product manager position within a year [2][3]. - By the age of 32, Sadrzadeh became one of the youngest female vice presidents in Amazon's history, overseeing the global demand-side platform, a critical component of Amazon's last-mile delivery operations [3][4]. Group 2: Transition to DoorDash - At 35, Sadrzadeh made a significant career move by joining DoorDash as the Vice President of Strategy and Operations, tasked with expanding the DoorDash Commerce Platform to assist restaurants and retailers [4][5]. - She led the decision for DoorDash to acquire SevenRooms for $1.2 billion, a company that develops software to help restaurants and hotels manage bookings and customer relationships [5]. - Sadrzadeh emphasized the importance of increasing foot traffic to physical stores, as these customers represent the highest profit margins for businesses [5].