Career Advising
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Transcript of Career Advising
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Career advising
The general goal of career advising is to assist people so that they,
Can better identify their skills, interest, personality preferences andvalues.
Make informed career choices
Be valued, satisfied and competent in the work place.
Career advisors help in
Setting career goal and action plans
Career decision making
Assessment of skills, values, interests and personality preferences
Job interview skills
Job search strategies
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A career advisor tends to be result oriented, working with you in a
collaborative and confidential relationship.
The assist throughout the career planning and development process.
A career advisor is also able to guide you, through career
transitions, challenges and events.
Career advising process
1) Introduction
2) Self assessment
3) Researching and setting career goals
4) Action plan
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Introduction
In the first meeting with a career advisor you will be introduced to the process
and give the career advisor a bit more information about what you hope to
achieve from the career planning process.
You may be asked to give some background about your work and educational
history as well as share you thoughts for the future.
At this point, you should feel free to ask any questions you may have about the
process.
Self assessment
This step involves exploring and evaluating your competencies, values,
personality, preference and interests.
Self assessment is an invaluable tool for you to discover your preferred working
style, what your values are, how you make decisions, what transferable skills
you process and what careers you might enjoy, you may take a series of
questionnaires or inventories to assist in the self assessment process.
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Researching and setting career goals
Self knowledge provides you with the information to begin decision making
concerning career choices.
This is the jumping off point to begin analyzing what careers and which
companies best fit your needs.
You can work with the career advisor to find resources to begin your research as
well as set specific goals to accomplish your career needs.
Action plan
Once your career goals have been established, an action plan lists the steps
necessary to fulfill your goals.
These steps can take the form of additional course work, internship, additional
responsibilities at works, feedback meetings with your supervisor or informal
interviews.
The process allows you to convert your research, self assessment and
discussions with your career advisor into action.
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When is it necessary to visit the office of a Career Advisor
You do not know where to begin your career planning.
You like your course work, but you are unsure how to make a career outof it.
You are thinking of changing your academic programme and you are
wondering how this will impact your career.
Your career situation is complicated or unique.
You have an idea about where you want to go and how to attain the
goal you are not aware of.
You are interested in developing a career plan and need skills and
strategies to accomplish it.
You would like help with cover letter or resume writing, job interviews
or job searching.
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Modern challenges in careers
As we entered 21st century, we have already started feeling significant
changes in the environment due to the outstanding technological
developments in the fields of communication and computerization.
It has resulted into new concepts like global market, global village,
global family, global trading and formation of the World Trade
Organization (WTA).
This has given rise to tough and neck break competition with the price
war for all types of commodities, products and services.
Conventional and traditional concepts of production, marketing, sellingand servicing are no longer valid today and have given rise to new
concepts and precepts such as outsourcing, total package, stock market.
Ass a result, entire work conduct, culture, style, practices, processes,
approaches are undergoing drastic and continuous changes.
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Job security is switching to your own skills and attributes.
Chain of command and control changed over to self managed teams.
Punctuality is no more criteria as you can how operate from your
home too and in your own time with no fixed hours of working.
Flexible working hours instead of rigid fixed working schedule.
Initiative rests entirely with you to make company competitive.
Continuous and constant learning is required for improving and
updating your professional and administrative skills in order tomatch with competition.
Stock market shares option offered as remuneration and incentive in
lieu of conventional promotions and pay rise.
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Emphasis is no downsizing the manpower and effecting
structural changes continuously in order to make an organization
more responsive to global demand, supply and pricing.
Conventional concept of in-house promotions no longer valid,
sonority in service is replaced by merit, competence, high
standard a professionalism.
As a result, it is observed that the focus is now shifting to you and
on you in all respects.
You will mainly and largely control your career and not an
organization, you belong to.
You will be the boss and CEO of yourself and your career.
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Different aspects for managing career
Due to fast changes, which are taking places dynamically in almost all fields
and areas, the scope of your career will not be limited to a single job, single
organization, single place or single employer.
Nor, you will have regular promotions and conventional security of a job.
Challenges in managing career in an organization
The functional role, organizational structure, manpower and control
modalities are undergoing drastic changes.
They are becoming more flexible, personal centric and decentralized than
before this is done regularly in order to face challenging situation and
global competition.
Downsizing is normally adopted to cut down the cost on manpower and
office expenses.
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It has resulted in outsourcing and demands for multi-dimensional
skills.
Emphasis on merit and competency is the new theme to emerge for
executing, recruitment and promotions.
Career decision making
Decision making for selection of a proper career in the 21st century
would be a complex function because of,
Stringent requirement for the working environment, job
qualifications, operating skills.
Employment and service potential, scope, absorption, expansion,
merging, risks and challenges.
Accuracy of self assessment, self appraisal for knowing
competency, limits, potential, talents, efficiency, capability.
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Career counseling competencies
Individual and group counseling skills
1. Establish and maintain productive personal relationship with
individuals.
2. Establish and maintain productive group climate.
3. Collaborate with clients in identifying personal goals.
4. Identify and understand clients personal characteristics related
to career.
5. Identify and understand social contextual conditions affecting
clients careers.
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6. Identify and understand family, sub-cultural and cultural
structures and functions as they are related to clients careers.
7. Identify and understand clients attitudes toward work and
workers.
8. Identify and understand clients biases toward work and workers
based on gender, race and cultural sterotypes.
9. Assist the client to acquire to set of employability and job search
skills.
10. Support and challenge clients to examine life work roles,
including the balance of work, leisure, family and community in
their career.
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Individual / Group assessment
Assess personal characteristics such as aptitude, achievement interests,
values and personal traits.
Assess leisure interests, learning style, life roles, self concept, career
maturity, career indecision, work environment preference and other
related life style / development issues.
Assess conditions of the work environment (such as tasks, expectations,
norms and qualities of the physical and social settings).
Evaluate and select valid and reliable instruments appropriate to the
clients gender, race, ethnicity, physical and mental capabilities.
Administer, score and report findings from career assessment
instruments appropriately.
Write an accurate report of assessment results.
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Information / Resources
1. Education, training and employment trend, labour market
information and resources that provide information about job tasks,functions, salaries, requirement and future outlooks, related to
broad occupation fields and individual occupations.
2. Community / Professional resources available to assist the clients incareer planning and job search.
3. Changes roles of women and men and the implications that this has
for education, family leisure.
4. Methods of good use of computer based career informaiton delivery
system (CIDS) and computer assisted career guidance systems
(CACGS) to assist with career planning.
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Diverse population
1. Define career development programmes to accommodate unique to
various diverse population.
2. Find appropriate methods or resources to communicate with limited
English proficient individual.
3. Identify alternative approaches to meet career planning needs for
individual of various diverse populations.
4. Assist other staff members, professional and community members in
understanding the unique needs / characteristics of diverse
populations with regard to career explorations employment
expectations, social issues etc.
5. Advocate for the career development and employment of diverse
populations.
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Supervisor
1. Ability to recognize own limitations as a career counselor and to seek
supervision or refer clients when appropriate.
2. Ability to utilize supervision on a regular basis to maintain and improve
counselor skills.
3. Ability to provide effective supervision to career counselors and career
development facilities at different levels of experience.
Ethical / Legal Issues
1. Adherence to ethical codes and standards relevant to the profession of
career counseling.
2. Current ethical and legal issues which affect the practice of career
counseling.
3. State and federal statutes relating to client confidentially.
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Research / Evaluations
1. Write a research proposal
2. Use types of research and research designs appropriate to career counselingand development research.
3. Convey research findings related to the effectiveness of career counseling
programmes.
4. Apply appropriate statistical procedures to career development research.
Technology
1. Various computer based guidance and information system as well as
services available on the internet.
2. Standards by which such systems and services are evaluated.
3. Ways in which to use computer based system and internal services to assist
individuals with career planning that are consistent with ethical standards.
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Plateau employees or career plateau
Employees, especially those who continue to work for the same organization for
a long time and those who belong to the core of an organization, often reach
career plateau.
To people working in human resources jobs, they present a special class of
challenge that is hard to tackle without active co-operation from the affected
person.
Definition of career plateau
A career plateauis a point in the career of an employee where the possibility of
vertical promotion within the official hierarchy becomes a very low or absent
altogether.
When faced with someone on a career plateau, the human resource profession
must determine the opportunities for lateral growth that exist for the concerned
employee. And select and present acceptable options to keep the trapped
employee engaged and on the move.
The HR have to perform 3 principal tasks, while dealing with employees stuck
in career plateau.
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1. Preventing the stagnating employee from becoming ineffective
This involves convincing the employee that stagnation does not
necessarily mean failure, and then directing him toward any avenue for
personal development and growth that exists.
2. Integrating all relevant career related information so that problems
can be anticipated and treated as early as possible
To carry out this function, a thorough and effective performance
appraisal system is necessary.
3. Managing frustrated employees and others who have become
ineffective through stagnation
Open communication between the stagnating employee and people in
human resources jobs is essential to this function.
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Effective strategies for dealing with employees stagnating on
career plateau
1. Provide alternative means of recognition
The stagnating employee can be given special assignments and
tasks of special importance like training new employees,representing the organization to other, participating in brain
storming sessions.
2. Develop ways to make current jobs more satisfying
This can be attained by creating competition on the job and
personal rewards.
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3. Revitalize through re-assignment
Systematically switch the stagnating employee to different
positions at the same level that can be handled given his or her
core skill set.
4. Use self development programmes
Instead of preparing employees who have reached career
plateaus for future jobs, prepare them to perform their present
jobs better.
5. Change managerial attitudes
Managers and human resources professionals should never give
up and start neglecting the stagnating employee.
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Strategies for breaking free of stagnation
Create your own personal mission statement and decide where you
would like to be.
Start talking responsibility for your own direction and growth and
avoid placing your hopes in an organization provided solution.
Talk with people who are already in the job roles you desire and ask for
suggestions on how to proceed to their level.
Set realistic short term goals that will move you toward your ultimate
goal.
People in human resources jobs should always be aware of career
plateaus and levels where good employees can get caught and start to
stagnate.
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Career coaching
Career coaching helps individuals discover what they really want to do
with their lives and then develop a strategy to achieve it.
A career coach helps
Discover and understand who you really are.
Identify and clarify what you most want.
Create and develop strategies for how you will achieve your goals.
How can a career coach help
A career coach can help you identify what you really want out of lif
what would really give you satisfaction, make you feel fulfilled.
A career coach can help you to appreciate the skills and experience that
you have accumulated.
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A career coach can help you identify opportunities and a network of
contacts who can help you.
Together with your coach, you can analyse what you have found, setgoals and then develop a strategy to achieve the career you really
want.
It may be progress in your existing organization. It might require a
complete change of direction, you may need to develop or improve
some skills.
With a plan and someone to support you along the way you will be
well on the way to success.
Career coaching is particularly relevant when you are faced with
change, promotion, change in job, redundancy or even retirement or
you may just want to review where you are now.
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Career movement
It used to be that once you trained in your profession you could look
forward to a stress free climb up the corporate ladder to seniority and a
company handshake
Not any more
So, how can you effectively plan a career that currently is either stuck in
go nowhere rut, or is so unpredictable. You dont even think you will
manage 2 years in one place let alone sticking around for the mythial
golden handshake.
Do you research?
Are your goals realistic?
Will you need to change careers or companies to earn the salary you
have in mind?
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Can you find or create the corporate environment that you want?
Are you on track for these aspirations or are you stuck in a
position, which is adequately paid and fulfilling now but will
not be in a year or two?
Asking such questions will help assess facts such as : how
much career leverage do we have in our current position?
Another way to think of this is: how do you move to where
you want to be?
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Strategies for moving towards your ideal career
1) Lateral movement
The first type of change to consider can be described as lateralmovement. This involves a change in job, but not necessarily in
responsibility, status or pay.
When organizations grow slowly or are cutting back, lateral
movement are an important career option.
For Ex. : You know as a QA Tester that you are excellent at your job
but you want to get to Brand Manager or Game Designer. One way
to broaden those skills would be to bone up on marketing and
technical skills.
Ask around, talk to your boss about ways to move around the
company.
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Changing departments can give you breath of experience that will be
critical for success later on. Lateral moves increase the portfolio of
marketable skills and widen your network of personal contacts.
If you want to learn new skills, seek the stimulation of new
colleagues, relocate to a different location, or transfer into a faster
growing area of your organization.
You could benefit from repositioning yourself by seeking a lateral
move.
2. Enrichment
Another way to kick start your career is to grow in place.
Enrichment is a process in which you expand or change the
responsibilities of your current job in order to acquire more relevant
competencies.
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Although, your position / title may stay the same, the content of
your work changes.
The key to a successful transition is discussion with yourimmediate supervisor to plan how your current position might
evolve to incorporate tasks you would like to perform.
Enrichment products can also provide greater exposure to keyindividuals in the organization.
While making your current job more meaningful they deliver
more value to your organization.
In todays fast changing world, no individual can afford to sit
still. Enrichment is critical for staying current and staying current
is critical to todays organizations.
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3. Advancement
There is the traditional route in which you climb the career ladder.
The traditional benefits of advancement in an organization money,
prestige and power are well known. These rewards for excellent were
common in the past.
In todays flatter organizational structures, however, rewards are in
short supply. Advancement is most likely to occur when individualabilities coincide with the organizations needs.
Learning the direction in which organization is going and seek out
assignments that will prepare you for the impending change.
Finding a mentor among the key decision makers in the organization is
a good way to gain strategic insight and access to high visibility
projects.
Expect to put in a lot of hours and work hard.
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4. Exploratory option
Never forget to ask the people in your network where they see your
position headed. It may be well known to everyone except you thatproducer positions are in short supply.
The exploratory option requires seeking the answers to such
questions as What else can I do and where else can I go?
The goal of the research is to collect the information necessary to
elucidate how best to build your career.
Through exploration you can identify other jobs that require your
skill interests and values.
You are less likely to feel trapped or disempowered in your current
job situation when actively exploring other options.
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5. Realignment
Realignment involves a downward move in either your present
organization or another organization.
For Ex. : You may be a technical expert promoted in a management
position but dissatisfied with new assignment.
You may opt. to return to your previous position and develop yourskills in the direction you really want to go.
If you like your company and dont want to leave, refocusing in this
way can be an effective response if your unit is disbanded.
Taking this path could provide a way of staying with the company
while beginning a new career direction.
People move down by choice for a variety of reasons.
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Realignment or downshifting can be strategy for reconciling the demands of
your work with other priorities such as return to study, family or health
commitments, or a career change.
Sometimes, less demanding working faster growing part of the organizationcan put you in line with new career opportunities.
6. Relocation
Moving on requires leaving your organization.
There are situation when your current work just doesnt match your skills,
interest and values.
If you have a career goal that is not realistic in your current organization, if
your technical specialty is under valued, or on its way our, or if you want todevelop your entrepreneurial skills, relocation may be the best option for
you to consider.
You may choose to move away from a city with no potential for you to
retrain in what you really want to do.
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Suggestion for effective career development
1. Challenging initial job assignments
There is evidence indicating that employees who take up initial
challenging jobs perform better in the later stages.
2. Dissemination of career option information
Mostly employees lack information about career choices / options. The
managers identify career paths and succession paths.
This information should be made available to all employees concerned.
3. Job positioning
Management should provide job information to employees through job
positioning. For posting the jobs organizations can use bulletin board,
displays, company publications, electronic bill boards etc.
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4. Assessment centres
The assessment centres evaluate the people regarding their ability to
certain job. The technique helps to identify the available skills, abilities
and knowledge.
5. Career counseling
Career counseling helps employees in setting directions, reviewingperformance, identifying areas for professional growth.
The content of career counseling include,
1. Employees goals, aspirations and expectation with regard to futurecareer.
2. The managers view about the future opportunities.
3. Identification of employees attempts for self development.
d l
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6. Career development workshops
Managements should conduct career development workshops.
Entry workshops help for orientation and socialization activities.
Mid career workshops help the employees regarding the length of
service.
Late-career workshops are helpful for the employees preparing for
retirement, employees who are frustrated over unfulfilled career goals.
7. Continuing education and training
Continuous education and training help the employees to reduce
the possibilities of absolute skills.
Infact, continuous education and development are highly essential
for career planning and development. .
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8. Periodic job changes
The technique of job rotation helps the employees to
acquire the organizational knowledge and knowledge
about different jobs and departments.
Ultimately, the employee gains confidence of working
efficiently under any environment. So, this technique
prepares the employee for the future careres.
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Responsibilities of the organization and the employee in career
development
Organization
Communication mission, policies and procedures.
Provide training and development opportunities including workshops.
Provide career information and career paths.
Provide career oriented performance feedback.
Provide mentoring opportunities to support growth and self direction.
Provide employees with individual development plans.
Provide academic learning assistance programmes.
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Employee / Individual
Accept responsibility for your own career.
Assess your interests, skills and values.
Seek out career information and resources.
Establish goals and career plans.
Utilize development opportunities.
Talk with managers about your career.
Follow through on realistic career plans.
Li it ti f l i
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Limitations of career planning
1. It does not suit a very small organization. There should be
opportunities for vertical mobility if career planning has tobecome reality.
2. Career planning is not an effective management technique for a
large number of men who work on the shop-floor particularly for
those who are illiterates, less educated and perform job for which
labour supply is abundant.
3. Growth expectations of the members of the family in a family
concern produce adverse results. Since, the members of a family
expect to move faster than their professional colleagues in the
career ladder. This upsets the career planning.
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5. Career planning may not be so effective, if it is attempted for a
period exceeding a decade.
i.e., Every developing country, environmental factors like
political philosophy, new concepts of social justice, new fiscal
and monetary policy, mergers and acquisition etc. will affect the
growth of industrial enterprise.
Political intervention, favoritism in promotion may make it
difficult to have systematic career planning.
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Other constraints or obstacles are;
Practical problems of maintaining a balance between the
promotees and recruits.
Difficulties in identifying suitable persons for career
planning.
Lack of sufficient opportunities for vertical mobility.
Difficulties in forecasting replacement needs.
Assessment of long-term potentials and absence of clearly
matched system of performance reporting.
Difficulties in writing job descriptions.
i l
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Career appraisal
Whether or not one is making progress toward a goal, the
implementation of a career strategy can provide useful feedback tothe person.
This feedback in conjunction with feedback from other work and
non-work sources, can enable a person to appraise his or her career.
Career appraisal is the process by which people acquire and use
career related feedback to determine whether their goals and
strategies are appropriate.
The information derived from career appraisal becomes a vehicle
for career exploration that continues the process of individual
career management.
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The career appraisal process may lead to a re-examination of
career goals. More precisely the feedback one obtains from
work to non-work sources can reinforce or lead to the
modification of a goal.
Career appraisal can also affect strategic behaviour, since
feedback might indicate that one type of career strategy is
effective and should maintained while another strategy is
ineffective in achieving a career goal and should therefore not