Career management is a blend of structured planning and active management of one career choice. Postsecondary credentials and work-based learning are important aspects of youth career development. As an educator working both in the high school and middle school setting, one point should be made clear. It is never too early to start thinking about a career. Of course, this is preached by most educators on a daily basis, but for the high school student looking for a college, it is still hard to comprehend.
What exactly is the criterion for a college or community college and which direction should the high school senior go? When choosing a college to attend, there are certain factors that the counselor should advise the student on.
First, look for a college that has a program compatible to your interest. Second, check out the location of the college you are interested in looking at the community in which it is located in.
Third, …show more content… Financial aid should be thoroughly discussed in reference to funding available for in state college, out of state college, and community college. If the student is interested in community college, as counselor advocate for the possibility especially if the student knows what exactly that he wishes to study after graduation.
Community colleges are tailored for specific training in certain careers that can be achieved with a shorter curriculum. Mangan in her study with community college trustee, reports that trustees are constantly involved in higher expectations for the community colleges and are aware that these schools need to be comparable to the traditional four year school even though the community colleges have less money to work with.
Also, with community colleges, many courses will transfer to a four year college if so desired to attend after acceptance in to a program. You know your personality type, interests, career values, skills, abilities and work style. By assessing these, you will be able to realize what occupations will match your skills and your interests and preferences.
This is where you start looking for job opportunities and learning more about career paths. The individual will study or gain knowledge about the jobs. What are the skills required? What qualifications must the jobholder have?
What are the opportunities for growth of that job in this organization? What about in another organization? As the phrase implies, career awareness means you have to be knowledgeable about the career or job you are going to aim for. In goal setting, you will take these two into consideration:. Combining the two will help you identify possible career directions that you will take. By setting career goals, you are giving your career development some direction.
You are setting a target, or a point that you must arrive at in the future. So you are already employed in the company. You are doing your work, and you are doing it well. However, good performance is not the only factor that is considered when you are up for a promotion. The company will want to hire someone who will continue to add value to the organization. This means that you, the employee, should continuously develop yourself.
You could try broadening your knowledge, or honing and improving your skill sets. Employers are more appreciative to employees who take the initiative to improve themselves, because this means that they are dedicated to their own career development.
UC Berkeley suggested the rule when it comes to developing your skills:. Career development is one of the integral aspects of overall human development. Many people will not be able to find fulfillment and consider to have good human development if their careers are not given the attention they deserve.
In fact, for them, their personal lives and careers go hand in hand. They cannot move forward with the one unless they also work on the other.
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Have you ever taken the time to think about where you want your career to be one year from now? Five …. Do you have ideas about the direction your industry should be heading? If so, you could be on your …. Not yet a member? Sign Up. Find your dream job. Get on promotion fasstrack and increase tour lifetime salary. Explore A structured search through millions of jobs. Job Interview Training Skyrocket your resume, interview performance, and salary negotiation skills.
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Add a quote. References Herr, Edwin the future of career counseling as an instrument of public policy. Kileen, J. The economic value of career guidance. My notable contributions in this capacity include obtaining investment funding and sponsorships, securing a co-production partnership with Storm , a leading West African entertainment company, and forging media partnerships with HiTV, Silverbird TV, NN24, and BusinessDay among others.
In addition, I established and implemented overall business objectives of becoming a world-class production and broadcast company offering international broadcast content to strengthen the spirit of enterprise and human development throughout Africa and across the globe.
Furthermore, I played an integral role in representing company in key business negotiations. Introduction The identification, development, and retention of high-potential employees is one of the most important areas of research in industrial-organizational I-O psychology. Whereas the vast majority of the workforce will perform in ways that do promote organizational goals, the top performers in any organization are those that provide the firm with its competitive advantage.
On the contrary, organizations that do not actively seek to identify, develop, and retain high-potential employees stand to lose a lot as top talent may seek opportunities to maximize potential elsewhere—often a competitor. Moreover, the high potential employees are those with the greatest potential to lead the firm in the future, paving the way for effective succession training and management.
Research on the identification, development, and retention of high-potential employees is burgeoning, but there are significant gaps in the literature. Filling those gaps would help organizations create and implement evidence-based practices to ensure the success of…. Career counseling is not limited to a particular trade or skill or type of people but includes a wide range of individuals who possess all kinds of skills, passions, and values as well as career motivations. In this paper, we investigate the practical applicability of Super's Developmental Self-Concept Theory-based model for career counseling.
This theory or model of counseling encompasses the entire lifespan of an individual and divides it into a number of segments. This paper tries to understand how each of the stages identifies the needs and aspirations of individual clients and sets a benchmark that best suits the needs in every stage. This theory is based on self-concept and hence is applicable at an individual level.
The paper also looks into the possible assessment tests for career counseling. Such tests are based on personality or psychology of a client, the interest of that individual and the aptitude of….
References Coogan, P. Career development and counseling for women: Connecting theories to practice. Counselling Psychology Quarterly, 20 2 , Psychotherapy Networker, 29 3 , Kelley, K. You want to help someone find a career?
Psyccritiques, 60 Journal Of Career Development, 42 3 , Career Information Finding the most appropriate and up-to-date information about a specific career could be a tedious process. Luckily though, there are numerous sources of career information an individual could rely. In this text, I analyze three occupational information sources. As the organization further points out on its Website, its database comprises of hundreds of descriptors that are both standardized and occupation-specific.
One key advantage of this particular source of occupational info is the fact that its database is continually updated so as to keep up with trends and changes in the job market. Yet another key benefit of this source of occupational info is its huge database of occupational definitions. It should, however,…. References Career One Stop. Home: America's Career InfoNet. Department of Labor. Occupational Outlook Handbook: Those who have a more professional work, like a doctor or a lawyer tend to have a higher position in the society as compared with a carpenter or a waiter.
A 5 occupational class scheme was discussed: 1st class is the upper level managers and professionals, 2nd class would be the medium level managers and professionals, 3rd class are the lower level office and service workers, 4th class are the skilled manual workers, and lastly, the 5th class is the unskilled manual workers. Another factor that may affect a person's work life is disabilities acquired, for example, physical disabilities.
A person may have one kind of disability or another. These unfortunate events also…. Johnson, PhD. Work Stressors and Social Class. Maryland, Job Stress Network, BSA Publications Ltd. WorkGender Gap 'Narrows'. BBC News 24, October 8, The "Dutch Test for Conflict-Handling," indentified my personality to have medium 'yielding' conflict style.
This is consistent with my articulated belief that agreeability when handling conflicts is required, but not to the point that ethics are ignored. My test results on the "Big Five Personality" test thus support the notion that when handling ethical conflicts solving problems on a personal level and achieving a mutually beneficial solution is ideal. The need to do this in the financial industry today is evident in how many banks must renegotiate mortgages -- no one wants a foreclosure, as this benefits neither the home owner or the bank.
Rather, resetting an interest rate so the home owner can stay in the homes but still make payments is the best solution, and this requires a compromise on both sides, ideally without a settlement in court. A think, given what I have learned about the financial…. For this reason, contract specialists do not need as rigid a background as, say, a neurologist does.
A contract specialist usually develops his or her skills for the job while working for a large organization that engages suppliers in major contractual agreements. Devotion to an organization may precede the decision to become a contract specialist. Another person might find that while standard legal careers were disappointing, a career in contract specialization helps bridge the gap between the law, business, and the public sector in ways other occupations cannot possibly do.
Where I Am Now In relation to the goal of becoming a contract specialist, I am well on my way towards achieving this core career objective. Currently, I am an Army Service member who is becoming familiar with various government-related contractual agreements. Contract specialist -- Entry level. Career Planner.
What does a contract specialist do? Contract specialist. Career esearch eport esearching companies is very important when anyone is considering a future career.
The two companies researched here will be Wal-Mart and Target, in order to determine which one if any would be the best choice for me to work at based on all the factors that are important. The purpose of the report is to discuss both Wal-Mart and Target, in order to show that the companies have many similarities and differences to be addressed when I am looking for employment. The scope of the research addresses a SWOT analysis, along with other information about the company.
The majority of the data will come from Marketline documents that provide company and SWOT analysis information. Other data comes from the companies' websites and an article written about Wal-Mart's expansion to other countries. Target is the preferred company to work for, for a variety of reasons.
Those reasons will…. References Hayden, P. Wal-Mart: Staying on top of the Fortune Corporate Strategy and Public Affairs Lecture. Target Stores, Inc.
Company Profile Retrieved from www. Wal-Mart Stores, Inc. Company Profile. I am particularly interested in the students who have challenges, either educationally or behaviorally. I feel that by working to develop new assessment tools it will be possible to further evaluate the skills and abilities for these students which may previously have been unavailable to us. I look forward to working with teachers, parents and students in order to formulate tools which will help students get the most out school.
Educational psychology is an excellent career move for me. I have experience working with children who have autism, high school students, and my personality seemed to be a good fit in what can be a challenging and rewarding environment. I think my current education and work experience melds nicely into my hopes to work in a research capacity, designing evaluations, analyzing and interpreting data and presenting coherent results.
While I do not consider myself a linear thinking, I believe that…. Competency Development Plan First, a little bit about myself. I have been in this capacity for the past eight years.
I have come to the conclusion that it is time to take the next step in my career development. For me, that includes seeking out progressive positions, but it also entails upgrading my education.
I am seeking a Certificate IV in Instrumentation in order to facilitate my personal growth. I began my career in Germany, where I apprenticed at a large commercial and industrial services company called Elektro Technik Niesky GmbH, in the town of Niesky in the far East of the country.
I stayed there for seven years, finally leaving in to pursue more advanced opportunities in Australia. I first began work with Stevan Advanced Electrical…. Ultimately though, the research finds that size is a major driver of how training strategies are designed.
This supports the notion that training must largely be constructed with the specific characteristics of the hiring organization as the foremost determinant. A good training process will not only offer education and instruction on performing in one's responsibilities and working within company procedural norms, but it should also help to demonstrate the value system of the company, to convey its ethical priorities, to induce a sense of belonging within its culture and to reinforce a consistency of company identity.
This means that certain company characteristics must be captured through the training process in addition to…. Works Cited: eCornell. Best Practices in Employee Development. Journal of Small Business Management, 45 2 , Employee Performance Evaluation: Procedures Guide. East Tennessee State University. Gushue, Clarke, Pantzer, et al. In particular, these authors report that: Career decision making self-efficacy refers to the degree to which individuals feel confident in their ability to successfully engage in tasks associated with making a career choice and with commitment to a career.
It has also been observed that career-related self-efficacy in general may prove to be an important element in formulating a model of career development Gushue and coworkers go on to argue that when career self-efficacy is high, individuals are more assertive in the career counseling process.
Thus, by developing career self-efficacy, career counselors can effectively improve interactions with clients and facilitate a greater understanding of client needs with respect to career decision making. Applying this to the larger context of social learning theory, it….
References Arbona, C. Practice and research in career counseling and development -- " Career Development Quarterly, 49 2 , Flores, L.
Annual review: Practice and research in career counseling and development -- " Career Development Quarterly, 52, Germeijs, V. Indecisiveness and high school students' career decision making process: Longitudinal associations and the mediational role of anxiety.
Journal of Counseling Psychology, 53 4 , Giannantonio, G. Applying image norms across Super's career development stages. Career Development Quarterly, 54 4 , The significance of career training programs i. Conclusion: The hospitality and hotel management industry provides numerous opportunities for individual development and success. Notably, success in this industry depends on the formal and informal career training and educational programs that an individual receives.
These programs help in career development and management in relation to current and future career goals. Therefore, career development plan is based on the knowledge, skills, and abilities obtained from these training programs.
Success through People. International Journal of Contemporary Hospitality Management, 12 2 , Vujic, V. Trends and…. References: "Career Development Plan. Tourism and Hospitality Management, 14 1 , Vokic, N.
Acta Turistica, 20 1 , HM Training can play an important role in organizational development. Organizational development is understood to be a "planned, organization wide effort to increase organizational effectiveness" ODN, Training naturally plays a critical role in this process. De Silva defines training as "transferring information and knowledge" and equipping employees to put this knowledge into practice.
Training therefore is a means of increasing the organization's total knowledge in order to increase its capabilities. For a training program to be effective in improving organizational development, it needs to be focused on specific objectives that pertain to the organization's overall mission.
By creating an alignment between the needs of the organization, through a skills assessment for example, a training program can be developed to increase the organization's capabilities in areas that are the most important. Knowledge and capability are of course only part of the equation -- by increasing organizational knowledge the potential….
References De Silva, S. Developing the training role of an employers' organization. International Labour Organisation. Different employee development methods and their benefits. Mentoring alternatives: The role of peer relationships in career development. The Academy of Management Journal. What is organizational development? Organizational Development Network. Executive Overview Employee training and development is generally thought of in terms of employees learning or requiring new skills of some kind to serve more of a functional need.
Training and devolvement can be instituted in an ongoing formalized process or can also be in response to an organizational change. Although training and development has direct implications for an employee's skillset and role in the organization, it can also affect employees in a number of other ways.
For example, the literature indicates that training and development can also make beneficial contributions to factors such as job satisfaction, morale, and employee retention.
The interactions between such factors are not as clear and there are undoubtedly mediating factors that are inherent in this relationship. This analysis will attempt to provide insight as to the relationship between…. Works Cited Brown, K. Personnel Psychology, 55 4 , Fitz-enz, J. Is Costly to Lose Good Employees. Workforce, Lepak, D. The Academy of Management Review, 24 1 , Mattox, J. Using survival analysis to demonstrate the effects of training on employee retention.
Evaluation and Program Planning, Reintegrating job design and career theory: Creating not just good jobs but smart jobs explores the relationship between how a job is designed and its effect on a person's overall career development. This is accomplished by discussing Career Theory and its relationship to Job Design, but also by reversing the thought process and exploring the relationship between Job Design and Career Theory.
Finally the authors use their research and recommend a course of action: the creation of jobs that are both designed to provide personal fulfillment but also aid in the development of a long-term career. The authors begin the article with a review of the relevant research that has already been conducted on the subject with a view towards how the fields of Job Design and Career Theory came to be.
They also discuss the relationship between the terms "job" and "career;" how both relate to a person's work…. Works Cited Hall, Douglas T. In addition to supplying training so that workers can obtain and maintain entry-level jobs, training must be given that is based on national skills principles, assessments, and qualifications that will improve a participant's ability to compete successfully in the current global economy. This component will be the focus around which the other four HD training components will revolve.
Job Looking Skills Job etention Skills 1. Job Search 1. Personal esponsibilities 5. Job performance 2. Time Management 6. Interpersonal Skills 3. Interviewing 3. Economic Literacy 7. Learning Skills 4. Job Selection Process 4. Work Attitudes 8. Consumer Buying 3. Preventative Health Care 2. Change Management 2. Parenting Skills 4. Community esources Communication Skills 1.
Communication Styles 4. Because InterClean embarking a strategic direction, upper management asked suggest a compensation plan specifically team. We have performed a job analysis, a workforce plan, and selected employees for our new team. We have also implemented a training and development program, and a performance and career management program. The final stage of the career development plan is to implement a new compensation plan for our sales team. I am writing you to ask for approval of the following plan that I have developed.
Please don't hesitate to call or email me if you have any questions regarding the proposed compensation plan. I'd like to implement the plan within the next 30 days.
Double space and indent the second line of each reference. Staff Performance Development Reviews Performance reviews became necessary as soon as the first worker was employed. For good or bad, performance reviews are an absolutely essential part of the workplace; properly administered, such reviews have been shown time and again to be enormously positive and motivating forces in employees' lives by helping them identify their strengths and weaknesses and by encouraging them to achieve even greater successes -- and avoid comparable failures -- in the future.
Improperly administered though, performance reviews can be the source of an enormous amount of controversy and friction within an organization; improperly administered performance review programs can also result in legal action against the employer. Taken together, it quickly becomes clear that providing workers with timely and accurate feedback concerning their performance is a vitally important function within almost any organization, but many managers are either unable or unwilling to provide such reviews for a….
Bibliography Bommer, William H. Johnson, Scott B. Mackenzie, Philip M. Podsakoff and Gregory A. Westport, CT: Quorum Books. Five-Year Skills Development Plan: The modern working environment is characterized by limitless employment opportunities and minimal worker loyalty. As a result, today's workplace is an environment where organizations need employees more than employees' need for the business. The emergence of this difficult working environment has contributed to several challenges to both employers and businesses.
Some of the major challenges employers encounter includes difficulties in finding skilled workers and the need for more employee motivation in order to promote workers' loyalty. The need for increased motivation in the workplace is associated with the need for businesses to recruit and retain skilled workers.
Therefore, the major challenge in the modern workplace revolves around employee motivation due to its role in retaining good employees and managers.
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