g. Myer's-Briggs) to quick and informal overviews (Career Builder) to more summative and comprehensive like MyPath (Stenger, 2008)
However, the abundance and depth of some of the software programs are particularly appropriate for College counselors to use when talking with students; particularly those that have a basic career path already outlined, but also quite suitable for those who are finding themselves indecisive about their medium and long-term goals (Zunker, xxiii, 545-50). Works Cited About 6 FigureJobs. (2011, January)
Career guidance must meet, and be able to explain, the various stages of career development and understanding the relationships between career choice and educational requirements is absolutely essential. This is true in two ways; the minimum requirements for some jobs -- but also that getting a "degree in management" will not necessarily put them on the path to be the next CEO of a Fortune 100 company (Zunker, 2006,450-6)
I view banking as a service industry, not a job that is merely about facts and figures. One of the aspects of working at a bank that I love the most is that I do not feel as if I need to choose between working "with people, data, things or ideas" as my job combines all of these facets (Farren 2009)
Human resource specialist will be vital in supporting these growing wind power companies. (Hamilton, & Liming, 2010) Steps to Toward Career Goals: Step One: Complete my degree: I am less than 6 months away from completing a MBA in Sustainable Enterprise at Dominican University of California Step Two: I am registered to begin the internship program at Dominican University, for the spring semester, with a renewable energy company
These sources of information are greatly effective in promoting career self-efficacy beliefs. Nature of Career Planning: There are various key aspects about the nature of contemporary career planning process including: Achieving Personal Goals: Today's career planning is about obtaining personal life's goals as well as attaining clarity regarding an individual's knowledge, skills, abilities, and values (Blair, 2000, p
Maintaining Employability: Unlike in traditional career planning processes, the preparation of today's career plans require an emphasis on maintaining employability. This is because a person's job security is not anchored in a specific organization but in his/her portable skills and employability (Clarke, 2008, p
As the second major step in this process, exploration of career possibilities involve activities like analyzing career opportunities and alternatives, prioritizing the selected career possibilities, and determining the career plan. Experimentation is the final step in this model and involves finding the employment, obtaining small successes, evaluating and learning from achievements and failures as well as updating goals (Coetzee, 2006, p
The process involves thinking about the kind of job and work environment that permits individuals to accomplish their goals. Therefore, career goals are related to the career planning process since they have a motivating impact and results in the development of a career strategy (De Vos, Clippeleer & Dewilde, 2009, p
It also equips employees by providing information regarding job requirements, compensation opportunities, development resources, and alternative career paths. Career Management: Career planning is for the purpose of career management which is considered as the process with which individuals make informed decisions and choices regarding their work lives (Greenhaus, Callanan & Kaplan, 2010)
The capability of self-learning is based on the fact that people learn better when they are in control of the learning condition. Career Preparation: Career preparation has largely been considered as a significant developmental task whose successful performance improves personal growth, social adjustment, and future welfare (Koivisto, Vinokur & Vuori, 2011, p
According to the findings of previous research, people with the most effective careers are involved in extensive career planning. The establishment and development of these effective careers is largely attributed to the significance of career planning in managing a person's career path (Lee, 2002, p
However, in today's protean careers, employees assume greater responsibilities for their personal development while experiencing job rotation and sharing as well as developmental assignments. This has resulted in the decline of expectations for upward, linear career development throughout the planning process (Lyon & Kirby, 2000, p
Based on the new career patterns, employee development necessitates the provision of opportunities that promote the identification of an employee's interests and the strengths and weaknesses of their skills. Additionally, the new career patterns require suitable development programs and experiences, which involve job relationships, experiences, and formal courses (Noe et
This is because employers, particularly graduate employers, seek for a series of transferable skills and qualities that individuals should demonstrate in the selection processes. Since transferable skills and qualities are pertinent to both employers and other stakeholders, they play an important role in career management (Stewart & Knowles, 2001)
As a result, there is need to develop strategies that are geared toward integration with the increasingly changing work environment. The changing nature of working environment has resulted in challenges on international careers that require relevant career planning, career guidance and support practices (Suutari, 2003, p
Equipping Employees: Career planning, particularly through programs organized by an organization, is for the purpose of equipping employees to take advantage of the available career development systems. Such programs provide opportunities that demonstrate the link between personal plans and performance reviews, incentives, compensation and training and development (Walker, n
Need for Self-assessment: In order to have a meaningful career, individuals are now faced with the need for self-assessment and personal career planning. Without this self-assessment and personal career planning, individuals will largely be used as means for organizational ends (Yeager & Leider, p
However, this process should enable workers and managers to be aware of personal and organizational needs. They also need to consider the increasingly changing work environment and any necessary personal changes when establishing their career goals (Zajas & Zajas, 1994, p
My academic goal is to enroll for a degree course in accounting and financial management because of the importance of accounting and strategic financial management in the accomplishment of organizational goals. The course involves working with cost measurements and performance and risk in attempts to identify an organization's strategic challenges and develop the most suitable course of action and beneficial structures for responding to the challenges ("Accounting, Strategy, and Control," 2013)