Contents
Career Planning Programme
Rationale
Career management is defined by Ball (1997) [1] as:
1. Making career choices and decisions – the traditional focus
of careers interventions. The changed nature of work means that
individuals may now have to revisit this process more frequently
than in the past.
2. Managing the organizational career – concerns the career
management tasks of individuals within the workplace, such as decision-making,
life-stage transitions, dealing with stress etc.
3. Managing 'boundaryless' careers – refers to skills needed
by workers whose employment is beyond the boundaries of a single
organisation, a workstyle common among, for example, artists and
designers.
4. Taking control of one's personal development – as employers
take less responsibility, employees need to take control of their
own development in order to maintain and enhance their employability.
Now that the job-for-life covenant between employer and employee has been superseded by an insecure and uncertain job market, career management has become a necessary survival skill rather than being an activity pursued by Ivy League alumni or people born with a silver spoon in the mouth. Job security is now based on knowledge, skills and added-value rather than length of service or loyalty to an employer. Career management is nothing more than a small investment of time, money and energy to protect the major source of revenue—one's job.
See also
Today's Videos
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Career Path
Thinking of changing your career or getting your first job. |
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Workplace
Presentation: Why do people hate performance evaluations?
Presentation: Myth of Fact ... Personality Tests can Improve Workplaces
Presentation: Performance Technology Workshop: Performance Coaching |
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Career Portfolio
Self-Help
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Personal Development
Career Options
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Career Planning
Career Planning. Career planning is a subset of career management. Career planning applies the concepts of Strategic planning and Marketing to taking charge of one's professional future.
- Career X Roads Career management deficiency
- RecruitIreland.com Overview on career management
- StudentIndia.com Career options analysis
- jobpodge.com a searchable collection of real life job experiences and career advice
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Job refers to a piece of work or a task. Specifically, it may refer to
See also
External links |
Job Analysis refers to various methodologies for analysing the requirements of a job.
The general purpose of job analysis is always to understand the requirements of a job. However, there is generally a specific purpose that has a profound effect on the job analysis.
In the fields of Human Resources (HR) and Industrial Psychology, job analysis is often used to gather information for use in personnel selection, training, classification, and/or compensation.
The field of vocational rehabilitation uses job analysis to determine the physical requirements of a job to determine whether an individual who has suffered some diminished capacity is capable of performing the job with, or without, some accommodation.
Professionals developing certification exams use job analysis (often called something slightly different, such as "task analysis") to determine the elements of the domain which must be sampled in order to create a content valid exam. When a job analysis is conducted for the purpose of valuing the job (i.e., determining the appropriate compensation for incumbents) this is called "job evaluation."
The Oxford English Dictionary says one's Career is one's "course or progress through life (or a distinct portion of life)". Today, the word is often construed as pertaining mainly or even only to one's remunerative work. A career is traditionally seen as a course of successive situations that make up a person's work life. One can have a sporting career or a musical career, but most frequently "career" in the 20th century referenced the series of jobs or positions by which one earned one's money. It tended to look only at the past. As the idea of personal choice and self direction picks up in the 21st century, aided by the power of the Internet and the increased acceptance of people having multiple kinds of work, the idea of a career is shifting from a closed set of achievements, like a chronological résumé of past jobs, to a defined set of pursuits looking forward. In its broadest sense, career refers to an individual’s work and life roles over their life span. In the relatively static societies before modernism, many workers would often inherit or take up a single lifelong position (a place or role) in the workforce, and the concept of an unfolding career had little or no meaning. With the spread during the Enlightenment of the idea of progress and of the habits of individualist self-betterment, careers became possible, if not expected. Career Counseling advisors assess people's interests, personality, values and skills, and also help them explore career options and research graduate and professional schools. Career counseling provides one-on-one or group professional assistance in exploration and decision making tasks related to choosing a major/occupation, transitioning into the world of work or further professional training. The field is vast and includes career placement, career planning, learning strategies and student development. By the late 20th century a plethora of choices (especially in the range of potential professions) and more widespread education had allowed it to become fashionable to plan (or design) a career: in this respect the careers of the career counselor and of the career advisor have grown up. It is also not uncommon for adults in the late 20th/early 21st centuries to have dual or Multiple Careers, either sequentially or concurrently. Thus, professional identities have become hyphenated or hybridised to reflect this shift in work ethic. Economist Richard Florida notes this trend generally and more specifically among the "creative class."
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See also Labour and Employment Research
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Performance Coaching and Counseling
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Co-counseling (spelled co-counseling in US English) is a grass-roots, low-cost method of personal change based on reciprocal peer counseling. It uses simple methods that can be seen as a refinement of “you tell me your problems and I'll tell you mine”. In particular, time is shared equally and the essential requirement of the person taking their turn in the role of counselor is to do their best to listen and give their full attention to the other person. It is not a discussion, the aim is to support the person in the client role to work through their own issues in a mainly self directed way. Co-counseling was originally formulated in 1957 by the American Harvey Jack ins, by a combination of his personal experiences gained in counseling sessions and personal adaptations of earlier theories such as Dianetics. He founded the Re-evaluation Counseling (RC) Communities, with head quarters in Seattle, Washington USA. His son, Tim Jackins, is currently the international leader of Re-evaluation Counseling and its main affiliates. There have been a number of parallel developments of co-counseling or breakaways from RC, principal of which is Co-Counseling International (CCI).
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A Coach is a person who supports and directs another person via encouragement and asking questions. It differs from a mentor in that a coach rarely offers advice. Instead, they help the client to find their own solutions, by asking questions that give them insight into their problem. The major benefit of a personal coach is that they hold their client accountable. So if the client has agreed to a plan of action, their obligation to the coach will help motivate them to complete their plan. This use of the term "coaching" appears to have origins in English traditional university "cramming" in the mid-19th century. (The name allegedly recalls the multitasking skills associated with controlling the team of a horse-drawn stagecoach.) By the 1880s American college sports teams had -- in addition to managers - coaches. Some time in the 20th century, non-sporting coaches emerged: non-experts in the specific technical skills of their clients, but who nevertheless ventured to offer generalised motivational or inspirational advice. Current practice in performance coaching in non-sporting environments focuses on non-directive questioning and helping coachees to analyse and address their own challenges rather than offering advice or direction (see Tim Gallwey's The Inner Game of Tennis or Myles Downey's Effective Coaching).
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Employment, Jobs
Employment is a contract between two parties, one being the employer and the other being the employee. In a commercial setting, the employer conceives of a productive activity, generally with the intention of creating profits, and the employee contributes labour to the enterprise, usually in return for payment of wages. Employment also exists in the public, non-profit and household sectors. In the United States, the "standard" employment contract is considered to be at-will meaning that the employer and employee are both free to terminate the employment at any time and for any cause, or for no cause at all. To the extent that employment or the economic equivalent is not universal, unemployment exists. Employment is almost universal in capitalist societies. Opponents of capitalism such as Marxists oppose the capitalist employment system, considering it to be unfair that the people who contribute the majority of work to an organization do not receive a proportionate share of the profit. However, the surrealist and the situationist movements were among the few groups to actually oppose work, and during the partially surrealist-influenced events of May 1968 the walls of the Sorbonne were covered with anti-work graffiti. Labourers often talk of "getting a job", or "having a job". This conceptual metaphor of a "job" as a possession has led to its use in slogans such as "money for jobs, not bombs". Similar conceptions are that of "land" as a possession (real estate) or intellectual rights as a possession (intellectual property). The Online Etymology Dictionary explains that the origin of "job" is from the obsolete phrase "jobbe of work" in the sense of "piece of work", and most dictionaries list the Middle English "gobbe" meaning "lump" (gob) as the origin of "jobbe". Attempts to link the word to the biblical character Job seem to be folk etymology.
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An Employee Handbook (or Employee Manual) details guidelines, expectations and procedures of a business or company to its employees. Employee handbooks are given to employees on one of the first days of his/her job, in order to acquaint them with their new company and its policies.
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A Résumé (often spelled resumé or resume) is a document containing a summary or listing of relevant job experience and education, usually for the purpose of obtaining an interview when seeking employment. The word résumé is used especially in the United States and in English Canada; the Latin term curriculum vitae (often abbreviated CV) is instead used in the United Kingdom, Ireland, New Zealand and some Commonwealth countries, as well as in the academic fields in North America, and in many languages other than English. In some regions (such as Australia and India) CV and résumé are used interchangeably.
Often the résumé is the first item a potential employer encounters regarding the job seeker, and therefore a large amount of importance is often ascribed to it. Traditionally, résumés or CVs have been, like careers themselves, oriented towards what a person has accomplished thus far. In most contemporary career consulting the trend is to fashion the document towards what that person can accomplish in a particular job going forward. This is sometimes called a Targeted Resume.
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Six
Steps to a Blockbuster Resume The ResumeEdge© Process Step One: Targeting Your Career and Audience Step Two: Formatting for Maximum Impact Step Three: Skill Set and Qualifications Summary Step Four: Accomplishments and Special Skills Step Five: Professional Experience Step Six: Education and Training |
A Job Interview is a process in which a potential employee is evaluated by an employer for prospective employment in their company, organization, or firm.
- Role
- Process
- Controversies
- External
links
- Oz Free Online Job Search Articles, Tips and Advice
- Question Bank for Interviews
- Tips for On-Campus Interview
- Interview tips
- Australian Job Search Articles
- Interview practices listed by a specific company
- Ask The Headhunter: Beat the Stress Interview
- HOWTO:Apply for a library job article at LISWiki, a Library and information science wiki
- Job Interview Information and Advice
- Job Interview preparation, Sheffield Jobs
- Job Interview success
- Interview practices
- Interview common questions
Labour Market Intelligence
Employment Law
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Labour Law (American English: labour) or Employment Law is the body of laws, administrative rulings, and precedents which addresses the legal rights of, and restrictions on, workers and their organisations. As such, it mediates many aspects of the relationship between trade unions, employers and employees. In some countries (such as Canada), employment laws related to unionised workplaces are differentiated from those relating to particular individuals. In most countries however, no such distinction is made. The labour movement, heavily influenced by socialism, has been instrumental in the enacting of laws protecting labour rights in the 19th and 20th centuries. |
- The function and origins of labour law
- Important issues in labour law
- By
location
- International labour law and the International Labour Organisation
- Australian labour law
- British labour law
An Employment Contract is an agreement entered into between an employer and an employee at the commencement of the period of employment and stating the exact nature of their business relationship, specifically what compensation the employee will receive in exchange for specific work performed. Terms and conditions of employmentThe central focus of most employment contracts is money. The employee may be compensated through wages, a salary, or by commission. In addition to monetary compensation, the employment contract often specifies a fringe benefit package, including a retirement plan, employee stock options, the termination or resignation notice period, holiday entitlement, required hours of work, and (especially in the US) health insurance benefits. |
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Some employers also use non-disclosure and non-compete clauses to protect their trade secrets from being dispersed when employees leave. Depending on where you live, the laws regarding enforceability of these clauses vary widely.
See also
- Labour and Employment Law
- Labour Union
- Collective bargaining
- First Employment Contract and New Employment Contract in France
The National Union of Teachers (NUT) is a major trade union of school teachers in England and Wales. It was founded in 1870 and is the largest teaching union in the United Kingdom and a member of the Trades Union Congress. Their annual conference is held during schools' Easter holidays. See also |
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Salary
A Salary is a form of periodic payment from an employer to an employee, which is specified in an employment contract.
From the point of view of running a business, salary can also be viewed as the cost of acquiring human resources for running operations, and is then termed personnel expense or salary expense. In accounting, salaries are recorded in payroll accounts.
- Equilar.com, United States
- Salary.com, United States
- Distinguishing between notional salary and business profit
- U.S. Bureau of Lab or Statistics, United States
Psychological Contract
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A Psychological Contract represents the mutual beliefs, perceptions, and informal obligations between an employer and an employee. It sets the dynamics for the relationship and defines the detailed practicality of the work to be done. It is distinguishable from the formal written contract of employment which, for the most part, only identifies mutual duties and responsibilities in a generalised form.
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Performance Improvement
Performance Improvement is the concept of measuring the output of a particular process or procedure then modifying the process or procedure in order to increase the output, increase efficiency, or increase the effectiveness of the process or procedure. The concept of performance improvement can be applied to either individual performance such as an athlete or organizational performance such as a racing team or a commercial enterprise. In Organizational development, performance improvement is the concept of organizational change in which the managers and governing body of an organization put into place and manage a programme which measures the current level of performance of the organization and then generates ideas for modifying organizational behaviour and infrastructure which are put into place in order to achieve a better level of output. The primary goals of organizational improvement are to improve organizational effectiveness and organizational efficiency in order to improve the ability of the organization to deliver its goods and/or services and prosper in the marketplaces in which the organization competes. A third area of improvement which is sometimes targeted for improvement is organizational efficacy which involves the process of setting organizational goals and objectives. Performance improvement at the operational or individual employee level usually involves processes such as statistical quality control. At the organizational level, performance improvement usually involves softer forms of measurement such as customer satisfaction surveys which are used to obtain qualitative information about performance from the viewpoint of customers. |
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Performance/Needs Analysis
Performance Typology Map
Click on the subject area for more information.
Introduction The TDA is responsible to the UK Government for: ensuring that schools in England and Wales have an adequate supply of good quality newly qualified teachers; enabling schools to develop the effectiveness of their support staff; enabling schools to develop the effectiveness of their teachers and keeping their knowledge and skills up to date, and supporting schools to be effective in the management of training, development and remodeling of their workforce. Click on the logo above for further information. |
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Click on subjects listed on the diagram and the links below for further information of the TDA's services.
Activities
Internet Exercise 1: Career Exploration – Occupational Outlook Handbook
The objective of this exercise is to learn about the governmental Occupational Outlook Handbook (OOH) from the human resources manager perspective, and to complete part of a career exploration to help you determine your next job preference using the OOH.
- Before going to the Web site, think about the next job you want. State the occupational title as best you can. If you have no idea, you can select one at the Web site.
- Go to the US Department of Labour, Bureau of Labour Statistics (BLS) Web site at: http://www.bls.gov. Look over the home page to see how much the BLS has to offer.
- Click on Occupational Outlook Handbook. You should now be at the OOH home page. Click "OOH Search/A-Z Index." If you know the specific job, type it in the search box. If you don't have an exact title, use the A-Z index above.
- After selecting an occupation, read about it. (You may want to copy the occupational information.)
Questions: (1) What occupation did you search? (2) Why did you select this occupation? (3) What did you learn about this occupation? (4) How can you use this knowledge in your career?
Internet Exercise 2 (Self-Assessment): Résumé
The objective of this exercise is to write or improve your résumé. Use the information in the chapter that outlines the hiring process to adapt your résumé to fit. If you do not have a written résumé, write one during this exercise. If you have a résumé, improve it during this exercise.
- Go to the Proven Resumes home page at: http://www.provenresumes.com.
- Scroll to the bottom of the page and click “ENTER – 100’s of pages of Resume Samples, Free Examples & Templates!”
- Write, rewrite, or edit your résumé using a word processor. You may get offline and go back online for the next step of this exercise.
- Click "Quiz To Rate Your Resume," print the quiz, and complete it on your hard copy.
Questions: (1) What is your résumé
score? (2) What are your weakest areas (lowest scores)? (3) How
can you improve your résumé?
Edit your résumé and print copies.
Internet Exercise 3: Job Search
The objective of this exercise is to complete an online job search for a job you would like to have.
Before going to the Web site, think about the next job you want. If you have no idea, you can select one at the Web site.
- Go to the Monster.com home page at: http://www.monster.com.
- Click "Find Jobs." Enter keyword(s) and/or select a job category.
- Click on three of the jobs (one at a time) that sound interesting to you and read the job descriptions (your instructor may require a printout).
Questions: (1) What job were you searching for? (2) What did you learn about job searching? (3) How can you use this information to get a job?
Source: Management Fundamentals - Concepts, Applications, Skill Development
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Professional development, career planning, job workshops and training programs are all popular tools top organizations use to develop and support their diverse work forces. A high-profile career-development network is related directly to employee retention. It helps ensure that employees are given a voice in their own career planning.
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English for Careers: Business, Professional and Technical, 9th edition by Leila R. Smith Go to
Check the availability and buy your books from our Bookshop. |
Resources
- Career Management
- Career and Technical - Vocational Education Resources
- Educational and Vocational Guidance, Institute of Educational Sciences
- Learning Technology, IEEE Computer Society
- Online Library
Improving practice - what happens at the front line
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