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Career Development
The goal of this project is to create a comprehensive career development program for lower and middle class high school students. These students are more at risk than others because of their already suspect socioeconomic status. In general, this group does not have the same advantages as upper class individuals who can many times rely on better educational opportunities and networking possibilities as a whole. The program also seeks to assist this contingent of the population because this an area which has not been focused on for lower and middle class students. Therefore it is imperative to present career training to assist these individuals when they are making choices that may have significant impact on their futures.
Theoretical Model Used
This particular model will be based on Holland's Theory for career development. The gist of the theory is that people are happier if they work in an environment…
References
Career Key. (2012). Holland's theory of career choice and you. Retrieved from http://www.careerkey.org/asp/your_personality/hollands-theory-of-career- choice.html
MCEECDYA. (2010). Australian blueprint for career development. Ministerial Council for Education, Early Childhood Development and Youth Affairs. Retrieved from http://www.blueprint.edu.au/Portals/0/resources/Blueprint_v1.2_.pdf
Career Development
There are a number of factors and individual characteristics that impact career development and vocational choices. These factors can be external or internal or a combination of the two. Some individuals are influenced by others close to them or by those role models who may represent the area of interest but there is no direct personal connection. Career choice for some can be determined by the path taken by others; the proven path that guarantees a certain level of income and a certain kind of lifestyle. hile others make career choices based on what they are most passionate about. Influences in childhood can impact the choices an individual makes in adulthood regarding their vocation; as can how an individual progresses in academic settings. Moreover, the marketplace, can also be a deciding factor in what career choices a person makes; what jobs are in high demand, which career paths…
Works Cited
Costa, P., & McCrae, R. (1992). Revised NEO personality inventory (NEO-PI-R) and NEO-five Factor Inventory (NEO-FFI) manual. Odessa, FL: Psychological
Assessment Resources.
Hogan, R., & Blake, R.. (1999). John Holland's vocational typology and personality theory. Journal of Vocational Behavior, 55, 41-56.
Holland, J. (1973). Making vocational choices: a theory of careers. Prentice Hall.
Career Development Plan- Job Analysis Selection
Explain your Job analysis info
Job analysis is fundamental for creating a better work atmosphere. Job analysis information is important for creating a human resource for any organization. Properly defined, 'Job analysis' is a purposeful and systematic description of the jobs, and its related information in such a way that the job and roles are distinguished and unique roles and requirements can be found. The job is thus broken down to components such that each work activity can be understood and measured and it can point to the necessary qualities and the attributes of the personnel required for performing that work. (Condrey, 2010) The components of a job analysis are job description, evaluation, system organization and responsibilities. It also includes the cost and payment schedules.
Describe Workforce Planning System
The workforce planning system can also be called the staffing strategy. This is a long-term…
References
Bechet, Thomas P. (2008) "Strategic staffing: a comprehensive system for effective workforce planning" AMACOM Div American Mgmt Assn.
Condrey, Stephen E. (2010) "Handbook of Human Resource Management in Government"
John Wiley and Sons.
Gendron, Michael P. (2004) "Integrating Newly Merged Organizations."
Career Development
Five-year career development plan
The unstable economy might cause a recent college graduate to throw up his or her hands in despair at the idea of planning for the next five months in today's economic environment, much less his or her professional development over the course of the next five years. However, the very instability that causes such negative and self-defeating thinking makes it all the more necessary that one has a clear career development plan in mind, upon graduation, rather than simply leaving one's life up to economic whims. hen the current job creation and retention statistics were released to the media, the main 'buzz' was how such figures would affect the upcoming election, from the candidates' points-of-view. But what of the job seeker's point-of-view, one might ask? Furthermore, the fact that a presidential election is coming up very soon again makes it critical to have an…
Works Cited
Boone, van Olffen, and Roijakkers (2004) "Selection on the Road to a Career: Evidence of Personality Sorting in Educational Choice." Journal of Career Development
31 (1): 61-78, Fall 2004.
Debra S. Osborn. "School Counselors' Perceptions of Career Counseling and Career Testing: Preferences, Priorities, and Predictors." Journal of Career Development
31 (1): 45-59, Fall 2004.
So negotiation requires to acknowledge emotions and understand their source. The parties involved in the negotiation must acknowledge each other's emotions and try to resolve them (Witkin & Goodenough, 46-51). This can only happen when one is trained to be good at interpersonal relationships. Only by empathizing with others' feelings, one can think of resolving interpersonal conflict. This requires active listening and paying close attention to others' views.
eferences
Hirschhorn, L. Beyond Mechanization: Work and Technology in a Post- ndustrial Age, MIT Press, Cambridge Mass, 1984.
McCullagh, P. & Caird, J.K. Correct and learning models and the use of model knowledge of results in the acquisition and retention of a motor skill. Journal of Human Movement Studies, 1990, 18, pp. 107-116.
McGrath, J.E., & Arrow, H. Groups, Tasks, and Technology. Small Group esearch, 1993, 24(3), pp. 406-420.
Watson, W, Kumar, K, & Michaelsen, L. Cultural Diversity's Impact on Interaction Process…
References
Hirschhorn, L. Beyond Mechanization: Work and Technology in a Post- ndustrial Age, MIT Press, Cambridge Mass, 1984.
McCullagh, P. & Caird, J.K. Correct and learning models and the use of model knowledge of results in the acquisition and retention of a motor skill. Journal of Human Movement Studies, 1990, 18, pp. 107-116.
McGrath, J.E., & Arrow, H. Groups, Tasks, and Technology. Small Group Research, 1993, 24(3), pp. 406-420.
Watson, W, Kumar, K, & Michaelsen, L. Cultural Diversity's Impact on Interaction Process and Performance: Comparing Homogeneous and DiverseTask Groups. Academy of Management Journal, 1993, 36(3), pp. 590-602.
Career Development Plan Summary
Telenex's call center in Tacoma, WA is taking over all of the business customer service for the company due to the closure of the Phoenix, AZ office and realigning of other call centers into business or consumer-based customer service units. The anticipated increase in calls will require an additional team to cover the west coast customers from 8 am to 5 pm PST. This proposal will address the need to create 5 new positions, 4 customer service representatives and a 1 team supervisor position. It is anticipated that the team supervisor will be an internal hire and the other 4 positions will be outside hires.
Job Description for Customer Service epresentatives (Four Positions)
The Customer Service epresentative will talk on the telephone to customers while simultaneously entering and retrieving information from customers regarding their wireless service with Telenex. epresentatives will answer customer questions, perform basic troubleshooting…
References
Daniel, Teresa (2009). Managing Employee Performance. SHRM Online. Retrieved from http://www.shrm.org/Research/Articles/Articles/Pages/ManagingEmployeePerformance.aspx
Lollis, Helene (2009). Be a Stepping Stone. SHRM Online. Retrieved from http://www.shrm.org/TemplatesTools/Samples/SupervisoryNewsletter/Pages/0209article1.aspx
Prochaska, Shelly T (July 2002). Designing Organizational Programs for Employees Career Development [White paper]. Retrieved from http://www.shrm.org/Research/Articles/Articles/Pages/CMS_000430.aspx
Salvo, Thomas (2004). Practical Tips for Successful Progressive Discipline. SHRM Online. Retrieved from http://www.shrm.org/Research/Articles/Articles/Pages/CMS_009030.aspx
Career Development
Jeff, going by what you have shared with me and the number of years I have known you, your 25 years of service to the Army, I am persuaded that you are an excellent leader. Now that the Site Manager has not considered you for a leadership position because all leadership positions are filled, what career development stage do you think you are in?
Jeff: I believe that I am in the exploration stage because I am still in the process of identifying the type of work that interests me after spending a quarter of a century working as an officer in the army. Considering that assuming leadership position in this my new job would require knowledge in specific academic realms I'll be obliged to pursue the needed education and training (Noe, 2010). I consider myself an apprentice because I'll be under supervision of more experienced managers going…
References List
Noe, R.A. (2010). Employee Training and Development. (5th ed.). New York, NY: McGraw-
Hill/Irwin
Career Development
Career development is one of the major areas of focus for counsellors. Professional counsellors offer guidance to their clients on a variety of vocational issues, including self-awareness, personal development, and career decision making (Zunker, 2012). To effectively support her unborn child in the future, Maria ought to have the required financial ability. The career world presents numerous avenues for achieving financial ability. With reference to career development theory, especially John Holland’s theory, this paper provides guidance that would be helpful for Maria as she explores the career options available to her.
John Holland’s theory is one of the theoretical models career counsellors can rely on to guide their clients on vocational matters. The theory essentially emphasizes the notion of self-concept (Kottler & Shepard, 2015). In other words, career decisions should be informed by personality type. Choosing a career path that reflects one’s personality is important for achieving career…
References
Kottler, J., & Shepard, D. (2015). Introduction to counselling. Voices from the field. 8th ed. Boston: Cengage Learning.
Zunker, V. (2012). Career counselling: A holistic approach. 8th ed. Boston: Cengage Learning.
Career Development
THEOIES OF CAIE DEVELOPMENT
Major Theories of Career Development
Minnesota Theory of Work Adjustment (TWA)
Theory of Work Adjustment was developed in 1964 by ene Dawis, George England and Lloyd Lofquist from the university of Minnesota. This theory of work adjustment (TWA) is a comprehensive model of work/job adjustment based on the concept of correspondence between an individual and his environment. Dawis and Lofquist (1964) defined work adjustment as the process of achieving and maintaining the correspondence. The work environment needs some who can perform the task and the individual brings his knowledge and skills to perform the task. In return, the individual expects compensation for his performance and safe place to work.
The main focus of this model is the idea that the environment and the individual both mist meet each other's requirement in order to maintain the relationship. The degree at which the requirement of both…
References
Brown, S and Lent, R. (2013). Career Development and Counseling. Putting Theory and Research to work. Second edition. John Willey and Sons Inc.
Brown, S., & Lent, R. (Eds.). (2004). Career development and counseling: Putting Theory and Research to work. New Jersey: Wiley.
Dawis, R.V., & Lofquist, L.H. (1984). A psychological theory of work adjustment. Minneapolis,
MN: University of Minnesota Press
Career development in organizations [...] importance of a career development plan in organizations and what benefit could be derived to various functions within H and the organization as a whole. Career development is not only a growing trend in 21st century organizations, it is a necessity for organizations that hope to retain and expand a competent and contented workforce. The successful organization will create a harmonious balance between the individual's needs and the organizational needs, and career development can help create this balance.
Career Development in Organizations
What is career development? Many college students have experience with the counseling department, and the career development questionnaires that assess their strengths, weaknesses, and interests then analyze the best careers for their personalities and talents. Career development in the workplace uses similar tools to assess employee strengths and talents, but it also encourages the employee to strive for more, work to their best…
References
Author Unknown. (2003). Career Development Facilitator Competencies. Retrived from the NCDA Web Site: http://www.ncda.org/pdf/CDFCOMPETENCY.pdf26 Jan. 2004.
Gilley, J.W., & Maycunich, A. (2000). Beyond the Learning Organization: Creating a Culture of Continuous Growth and Development through State-Of-The-Art Human Resource Practices. Cambridge, MA: Perseus Publishing.
Gutteridge, T.G., Leibowitz, Z.B., & Shore, J.E. (1993). A new look at organizational career development. Human Resource Planning, 16(2), 71+.
Morrison, R.F., & Adams, J. (Eds.). (1991). Contemporary Career Development Issues. Hillsdale, NJ: Lawrence Erlbaum Associates.
career development plan for a marketing director.
Having worked for 4 years as admission counselor for American Intercontinental University the next logical step for me is to develop a five-year plan that would allow me to foresee the future objectively and in a realistic manner. This August I am being promoted to Marketing Director and hence the need for planning is even more acute. The following will outline some of the attributes, goals and aspirations that I need to develop in the next five years to complement my position as a director as well as to the next level of my career, Chief Executive.
Current Position: Marketing Director
Long-Term Goals: Chief Executive Officer
Short-Term Goals: To fulfill my duties as well as develop skills for my next position
Year one
Personal Development is at the top of my criteria. As a marketing director I need to be dynamic and have…
Society has experienced much progress when considering the concept of the workplace and this is reflected by how modern people comprehend this respective idea. From my perspective, careers have evolved significantly as a consequence of technology pervading most domains and making it virtually impossible for individuals to avoid being influenced. hat was considered an IT-specialist just a few years ago is a perfectly normal worker today -- the world reached a point where the majority of individuals need to be experienced in using a series of devices in order to integrate the social order effectively.
Question b.
The current labor market is often misunderstood and considered unwelcoming. This is largely due to the fact that many entry-level workers are inclined to be particularly selective with regard to their workplace and thus have trouble gathering the experience they need in order to actually be able to progress. As they consider the…
Works cited:
Greeno, N.J. "Corporate Learning Strategies," (American Society for Training and Development, 2006)
Hennenberg, S. "Internship Smarts," (The Rosen Publishing Group, 15 Dec 2012)
Knight, "Assessment, Learning and Employability," (McGraw-Hill International, 2003)
"ABOUT THE WORLDWIDE NEWS NETWORK -- SHOUT OUT UK," Retrieved November 10, 2014, from http://www.shoutoutuk.org/worldwide-news-network/
It is an observational learning technique. It is used to diversify training and helps in change of attitude. It also helps in interpersonal skills.
Outdoor training involves challenges which teach employees to work together as a team. It usually involves some major physical and emotional challenge and employees are observed on how they react to these difficulties. This type of training is beneficial as it shows the importance of working together with one another and building relationships and teams.
elationship between employee development and organizational development
Organizations are dynamic. This makes jobs in these companies complex. This calls for continuous employee education. Employee training is a learning experience. It assists an employee to develop in his field. This brings about organization development. Organizational development increases the effectiveness and efficiency of the organization. Employee training can achieve this is as it increases knowledge, productivity, contribution as well as loyalty of the…
References
Elwood F. Holton. (2001). New Employee Development Tactics: Perceived Availability, Helpfulness, and Relationship with Job Attitudes. Journal of Business and Psychology, 16(1), 73-85.
Johansen, K., Kusy, M., Jr., & Rouda, R.,. (1996). The Business Focus of HRD Leaders: a picture of current practice. Paper presented at the Academy of Human Resource Development Conference, Minneapolis.
Lewis Z. Schlosser, H.Z.L., Regine M. Talleyrand, Bryan S.K. Kim, and W. Brad Johnson,. (2011). Advisor-Advisee Relationships in Graduate Training Programs. Journal of Career Development 38(1), 3-18.
5-Year Career Development Plan:
In the modern working environment, the definition of a career path has extended to include options of several paths, working on various positions, and development of new competencies. Consequently, an individual needs to remain committed to an ongoing, proactive personal career development and management in today's economy. The process of ongoing career management incorporates two major steps i.e. self-assessment and the development of an individualized and thoughtful plan or design. The use of these two processes enables a person to be proactive in the management of his/her career path. In relation to the development of a career plan, an individual should make several considerations such as a realistic evaluation of accomplishments, strengths, and weaknesses (Wagner, 2010, p.17). This paper presents a 5-year career development plan for becoming a human resource manager in one of the leading companies across the globe. I am currently a sophomore undertaking…
References:
"Careers in Human Resource Management." (n.d.). Society for Human Resource Management.
Retrieved January 29, 2014, from http://www.shrm.org/Communities/StudentPrograms/Pages/careersinHRM.aspx
Duggan, T. (n.d.). Career Management Methods for HR. Retrieved January 29, 2014, from http://work.chron.com/career-management-methods-hr-26437.html
"Human Resources Managers." (2014, January 8). Occupational Outlook Handbook. Retrieved from Bureau of Labor Statistics -- United States Department of Labor website: http://www.bls.gov/ooh/management/human-resources-managers.htm
Employee Training and Career Development
The role of training in an organization's development
For organizations to ensure their employees are equipped with the right knowledge, abilities and skills to perform their assigned tasks, training and development assumes a critical role towards the success and growth of the business. When providing appropriate training, organizations ensure that their employees own the right skills for the business and these skills must be continually updated based on the best and new H practices. To meet future and current business demands, training and development plays a strategic role in organizations. Employees are valuable resources capable of development to achieve organizational goals. There is a compelling need to develop employees because it contributes towards quality work and increased productivity (Koerner, 2013).
Training approaches adopted by any organization enhances employee turnover, reduces absenteeism and improves motivation. For organizations to stay ahead of competition employee training and development…
References
Koerner, D. (2013). Success from the Start: Business Principles for Massage Therapists. Philadelphia F.A. Davis Company.
Rothwell, W.J. & Soper, J.G. (2008). ASTD models for workplace learning and performance: Roles, competencies, and outputs. Alexandria, VA: American Society for Training & Development.
United States. (2013). Human Capital: A guide for assessing strategic training and development efforts in the federal government: exposure draft. Washington, D.C: United States General Accounting Office.
Induction or Orientation Training:
These employee development methods are specifically for new employees and are important in enabling them to become more productive as soon as possible. The duration of induction or orientation development methods vary depending on various factors including size of the organization, complexity of the job and the position of the new employees in the firm. Basically, these kinds of trainings include areas like learning about the specific responsibilities of the job, organizational objectives, internal workings and meeting new colleagues. The main benefit of these methods is that they enable the new employees to avoid costly mistakes and understand the responsibilities of their new jobs.
Employee Development and Organizational Development:
Organizational development is basically considered as the process with which an organization develops the internal ability to enable it to carry out its mission effectively and efficiently. This process also involves the development of internal capacities that…
References:
"Employee Development Series." (n.d.). Federal Classification and Job Grading Systems.
Retrieved from United States Office of Personnel Management website: http://www.opm.gov/fedclass/gs0235.pdf
"Employee Training and Development." (n.d). ZeroMillion.com: The Top Entrepreneurship
Resource Online. Retrieved June 18, 2011, from http://www.zeromillion.com/business/personnel/employee-training.html
Ginzberg's Career Development Theory (Ginzberg, 1951) hypothesizes that career choice is a process which extends from about age ten to age twenty-one, and that the most important factor determining career choice is a series of interlocked decisions the adolescent makes in stages over time (Your teen in the working world). Ginzberg also believed that the process of career choice is largely irreversible. The stages and sub-stages of the developmental process identified by Ginzberg are:
Fantasy
Tentative - Subdivided into 4 stages
Interest
Capacity
Value
Transition
Realistic - Subdivided into stages
Exploration
Crystallization
Specification
According to Ginzberg, children are in fantasy stage with unrealistic visions of their career until about the age of eleven. ut, between the ages of eleven and seventeen, young people are in the tentative stage where they begin to identify what they like to do (interest), what they are capable of doing (capacity), what's important to them…
Bibliography
Ginzberg, E., Ginsberg, S.W., Axelrad, S., & Herma, J. (1951) Occupational Choice: An approach to a general theory. New York: Columbia University Press.
This is also the case for the mentally disabled. A mentally disabled person might have a more limited sense of self knowledge or awareness of the resources that are available to them, however it is still critical that career development focus on building self-knowledge and establishing a career goal. Like any member of the population the mentally disabled must be made aware of the resources available to them for development.
Super also asserts that the development of ones abilities and interests is intimately related to ones sense of self-concept, and that a stable career identity often is not established until later in life (Carey, 2004). For the mentally disabled self-concept will grow slowly but will grow nonetheless.
Super recognized that people go through changes as they mature, whether mentally disabled or otherwise. He suggests that socio-economic factors, mental abilities, personal characteristics and opportunities are all factors to which a person…
References
Brown, D. (1990). "Summary, comparison and critique of the major theories." In d.
Brown, L. Brooks & Associates., Career choice and development: Applying contemporary theories to practice, 2nd ed." San Francisco: Jossey-Bass, pp. 339-360
Carey, J. "Career Development Theories: Theory Types." 12, November, 2004: http://www-unix.oit.umass.edu/~educ607/Career%20Development%20Theories%201.ppt
Johnson, S. (2003). "Career Development Theory." Career Net. 12, November 2004:
Microsoft Case
Microsoft Career Development Case Study
The case presented in the brief concerning Microsoft provides an overview both of Microsoft's hiring and managerial advancement processes and of the career development path of a specific employee named Matt MacLellan. MacLellan is identified as a standout young rising star in a corporation built almost exclusively of young rising stars. The brief provides a narrative which traces MacLellan's evolution as a managerial figure under the tutelage of Jim Kaplan and in the scope of a project designing an interactive computing device for young girls and young children in general. The project itself would provide a context within which MacLellan was expected to excel and simultaneously develop new leadership skills while being challenged.
The brief describes MacLellan's experiences and simultaneously demonstrates several of the HR principles in action at Microsoft. Most particularly, the imperative within to push the best and brightest technical specialists…
interview with a high school guidance counselor concerning student testing and performance. The school has three different testing methods: Plan for sophomores, PAST Preliminary for SAT exams, and End of Instructions after English II and U.S. History. The types of school career development programs are mentioned.
CAREER DEVELOPMENT
How does the school testing methods affect the students in preparation for college or careers? The local school has three different testing methods: PLAN for sophomores, PASS Preliminary for SAT exams, and End of Instructions after English II and U.S. History. The types of school career development programs are limited because it is a small rural school.
The counselor states that testing in Oklahoma is not everything he wishes it were. He states that the school does not have specific school programs. However, he meets one on one with every senior. He states that the school takes serious its role in helping…
Works Cited
Adult and Career Development" Oklahoma Department of Career and Technology Education. http://www.okcareertech.org/acd/acd.htm
Strategic Action Plan for Building Oklahoma's Future" National Commission for Teaching and America's Future (NCTAF) Revised, July 13, 2001 Oklahoma at a Glance Handbook
Testing Our Children: Oklahoma" http://www.fairtest.org/states/ok.htm
What Are Promising Ways to Assess Student Learning?" Improving America's School: A Newsletter on Issues in School Reform - Spring 1996 Available Online at http://www.ed.gov/pubs/IASA/newsletters/assess/pt3.html
HP's Technology Training Systems
Employee training is one of the most fundamental operations in HP. This paper aims at describing the outcomes of the technology requirements of HP's training systems, career development systems, staffing systems, and employee productivity deployed by top management. The policies are used in managing and increasing productivity and competency of indifferent employees. The essay also concluded with suggestions for the improvement of technology requirements relating to employee productivity, career development systems, training systems, and staffing systems at HP to increase and manage productivity and competency of workers.
Training refers to the planned activities of transferring or modifying knowledge, attitudes, and skills through various experiences. Personnel could require training based on different reasons such as the needs of maintaining high levels of competence and respond to demands of new technologies and changing circumstances and approaches. Training technologies at HP solve organizationally, policy, and structural problems within the…
References
Durlach, P.J., & Lesgold, A.M. (2012). Adaptive Technologies for Training and Education. New York: Cambridge University Press.
Healy, P., Palepu, K. (2012). Business Analysis Valuation: Using Financial Statements. New York: Cengage Learning.
Jargosch, R.E., & Jurich, J. (2014). Hewlett-Packard Company (HP) Patent Landscape Analysis. New York: IPGenix LLC.
Pride, W., & Ferrell, O.C. (2014). Foundations of Marketing. New York: Cengage Learning.
This model seeks to increase the high school retention, graduation, and transition to postsecondary education of American Indian students." (University of Minnesota, 2009)
The project is a partnership including the following:
Fond du Lac Tribal and Community College (FDLTCC),
National Youth Leadership Council (NYLC),
Cloquet Public Schools,
the Fond du Lac Ojibwe School,
St. Paul Public Schools,
the Minnesota Department of Children, Families & Learning,
Indian Education Division (CFL),
American Indian Parent Committees,
American Indian businesses and organizations, the Ando-Giikendaasowin Native American Math and Science Program at the General College at the University of Minnesota, and the American Indian Science & Engineering Society (AISES). (University of Minnesota, 2009)
As well the Parkways model is stated to be an evidence-based and strategically developed specifically for Native American Indian students in high school. A collaborative effort, this model was replicated on "eleven American Indian reservations and communities in Minnesota. As a result…
Bibliography
Belgarde, Mary Jiron and Lore, Richard K. (2004) the Retention/Intervention Study of Native American Undergraduates at the University of New Mexico. Journal of College Student Retention: Research, Theory and Practice. Vol. 5, No. 2, 2004. Online available at: http://baywood.metapress.com/app/home/contribution.asp?referrer=parent&backto=issue,5,7;journal,23,40;linkingpublicationresults,1:300319,1
Shafer, Michael S. And Rangasamy, R. (1995) Transition and Native American Youth: A follow-up Study of Schools Leavers on the Fort Apache Indian Reservation. Journal of Rehabilitation. Jan-Mar 1995. Online available at: http://findarticles.com/p/articles/mi_m0825/is_n1_v61/ai_16955923/
Pathways to Possibilities: Supporting the Transition of American Indian High School Youth. University of Minnesota. Transition Projects for American Indian Youth. Online available at: http://ici1.umn.edu/etc./projects/pathways.htm
Native Pathway to Adulthood: Training for Tribal and Non-Tribal Child Welfare Workers. Author: National Resource Center for Youth Services, University of Oklahoma. 2004. Available at www.nrcys.ou.edu.
Characteristics of Successful Job Placement Programs for Special Needs Adults
Introduction
Involvement in employment activities is deemed across the globe as one of the significant transition results for young adults with disabilities. The capability to partake in stable employment is considered a prosperous school to work environment transition outcome. Notably, persons with learning disabilities can make a significant contribution to the economy (Harun et al., 2019). Nonetheless, obtaining employment opportunities continues to be a major problem for disabled persons across the globe. Disabled persons constitute one of the biggest diversity groups within the workplace environment. However, regardless of the progressions in diversity and inclusion practices at work, the placement and career advancement for disabled persons continue to be problematic without a doubt. Numerous employers cling on to stereotypical philosophies lacking evidence and poorly perceive persons with disabilities (Bonaccio et al., 2019). There is a major disparity in job placements for…
References
Alias, A. (2014). Transition Program: The Challenges Faced by Special Needs Students in Gaining Work Experience. International Education Studies, 7(13), 192-196.
Aliza, A. (2013). The issues in implementing transition program for special needs students. Asian Social Science, 9(16), 9-14.
Anal, A., Ahmad, A. C., Razalli, A. R., & Min, L. H. (2018). Career Transition Practice from Student Development Aspect: Best Practices in the Implementation of Special Skills Certificate Program in Malaysian Community College. International Journal of Academic Research in Progressive Education and Development, 7(4), 122-133.
Bonaccio, S., Connelly, C. E., Gellatly, I. R., Jetha, A., & Ginis, K. A. M. (2019). The participation of people with disabilities in the workplace across the employment cycle: Employer concerns and research evidence. Journal of Business and Psychology, 1-24.
Butcher, S., & Wilton, R. (2008). Stuck in transition? Exploring the spaces of employment training for youth in intellectual disability. Geoforum, 38, 1079-1092.
Harun, D., Che\\' Din, N., Mohd Rasdi, H. F., & Shamsuddin, K. (2019). Employment Experiences among Young Malaysian Adults with Learning Disabilities. International Journal of Environmental Research and Public Health, 17(1), 115.
Lindstrom, L., Doren, B., & Miesch, J. (2011). Waging a living: Career development and long-term employment outcomes for young adults with disabilities. Exceptional Children, 77(4), 423-434.
Rozali, N., Abdullah, S., Ishak, S. I. D., Azmi, A. A., & Akhmar, N. H. (2017). Challenges faced by people with disability for getting jobs: Entrepreneurship solution for unemployment. International Journal of Academic Research in Business and Social Sciences, 7(3), 333-339.
Super's Life-Span Theory
Career development is a continuous process that can last for a lifetime since it incorporates the decisions and changes that individuals make from entry into a particular field until retirement. This view is supported by David Super's Life-Span Theory, which postulates that personal change is a continuous process because people are influenced by various factors in life as the develop from one stage to another and experience different life roles. The continuous nature of career development is also attributable to the fact that people have the capability to carry out different duties across several occupations. Therefore, career is not an isolated phenomenon, but a social phenomenon influenced by social factors and the organization where these factors are rooted (Baruch, 2004). In essence, career development should be viewed through the lenses of its changing nature because of individuals' potential to develop different skills and ability throughout their life…
References
Baruch, Y. (2004). Managing careers: theory and practice. Upper Saddle River, NJ: Pearson Education.
Schwimmer, L. (2013, October 15). The 10 Words You Won't Say . . . On Your Deathbed. The Huffington Post. Retrieved April 14, 2017, from http://www.huffingtonpost.com/larry-schwimmer/the-10-words-you-wont-say_b_4097452.html
Technology on Career Pursuit
Technology has significantly transformed how people interact in the modern society through enhancing communication and generating other changes. Technology has basically affected nearly facet of the society including learning or professional development. Given its impact on the society, technology is an external factor that has had significant impact on my career pursuits and professional development initiatives. In essence, technology has become a valuable tool or factor in my career pursuits because of its impact on learning. The value/impact of technology in career development is an important issue of investigation because of it has become prevalent in the educational field. Moreover, the significance of investigating this issue is attributable to the prevalence of technology in the modern society. Technology has impacted my career pursuits through providing numerous career development opportunities, generating tools to enhance my communication skills, and increasing my career prospects.
One of the ways technology…
In Eric Borden's case, his knowledge of the industry and of the developments that occur on this segment recommends him either for the research and development department or for marketing, since he would be able to ensure that the marketing strategy that the company has is in line with what occurs on the markets. From that perspective, his salary structure could be changed so as to ensure that he receive an increased base salary rather than the sales bonus program he receives now.
In the case of Ving Hsu, his financial package needs to be adjusted, because he currently works as a sales representative, but receives only the base salary, although he is eligible for the sales bonus. However, it seems that much of his activity is focused on training his customers on how to use the products rather than on increasing his volume of sales. A more relevant measure…
It is my desire to be one of these leaders, and the case method of instruction at Harvard Business School is instrumental in bringing my leadership capabilities to this level of potential.
Both ESSEC, the graduate business school I attended most recently, and Dauphine University, at which I obtained my real estate Master's degree, are located in France; my employment, despite being for large international firms, has also kept me in my native country. Though I am fully aware of the benefits of a European perspective and position and have a definite appreciation for my cultural heritage and the diversity that France is home to, I am also aware of the limitations that such a singular perspective brings to business leadership potentials and capabilities in our time. Through my many travel experiences, including several to the United States and a month-long journey through some the most undeveloped parts of Mali,…
Career Advancement
"Why a company should hire you as a personnel, operations, deployment manager."
I believe that I would be an excellent candidate for a deployment manager because of my extraordinary combination of experience, education, and acumen. I have been exposed to a variety of high-pressure situations and have always handled myself in a diligent and professional manner. I have experience as a program integrator and deployment manager, a deployment readiness officer and logistical coordinator, a central issue manager, and a deployment mission manger. All of these positions have provided an environment in which I have been able to fine tune many of the skills that are needed to fulfill a personnel, operations, and deployment manager.
I attribute much of the success that I have so far achieved in my career to my self-motivation and military professionalism. The military taught me a lot about maintaining a professional composure through some…
Career Management: Wal-Mart Overview
Scope Wal-Mart
Wal-Mart falls into the realm of mega retailers. There is no product or service that Wal-Mart has not considered at one point or another. Besides selling traditional retail products including house-wear, groceries, clothing and furniture, the retailer has branched out and now provides eye-wear, photographic services and pharmacy services. In addition the company is currently expanding into the financial services industry. Wal-Mart is in fact the world's largest company, exceeding companies like General Motors and Exxon Mobile in size and scope.
Wal-Mart is known in the retail world for selling products at a fraction of the costs of other retailers. At Wal-Mart prices are cheap but the product quality is high. The company in fact prides itself on its reputation for selling the best quality products at the lowest product. A consumer can buy the nation's number one brand products for a fraction of…
References:
B. Marc, Personnel Manager. Electronic Mail Interview. 9, November 2004.
Ballard, M. & Langrehr, F.W. (1993). "What CPAs Can Learn from Wal-Mart." Journal
Of Accountancy, 176(5):101
Cocheo, S. (2003). "Always aggressive, always Wal-Mart: What makes Wal-Mart keep
A cursory glance at job market statistics offers a grim picture, leading many to pessimistic conclusions. The United States Department of Labor’s Bureau of Labor Statistics points out that increasing numbers of young people are graduating from college and entering the job market now, leading to increased competition in many job sectors (1). Likewise, rates of unemployment have been at near-record lows, especially for young men (United States Department of Labor Bureau of Labor Statistics 1). Baeurlein also points out the problem that many college students have with debt accumulation from student loans, making it difficult for them to get a foothold on their careers. Yet not all graduates are doomed to flounder in the labor market. I am pursuing a career in adult probation and parole. On reason why I am optimistic about my future prospects is that working in corrections is a public service sector job that does…
It is the role of the career counselor to work with the diverse populations and help guide them to success through building their confidence in their abilities.
Conclusion
Career counseling is a profession in which the counselors have an impact on the national workforce and its direction, though many professional counseling majors in college ignore career counseling as a potential career. As the world continues to diversify and globalize the impact career counselors have on society will continue to expand.
eferences
Herr, Edwin (2003)the future of career counseling as an instrument of public policy.(Career Counseling in the Next Decade) Career Development Quarterly
Bysshe, S., Hughes, D., & Bowes, L. (2002). The economic benefits of career guidance. A review of current evidence [Occasional paper]. Derby, England: The University of Derby, the Centre for Guidance Studies.
Herr, E.L. (2000, June). Working in America: The implications for theory and practice of the Fourth…
References
Herr, Edwin (2003)the future of career counseling as an instrument of public policy.(Career Counseling in the Next Decade) Career Development Quarterly
Bysshe, S., Hughes, D., & Bowes, L. (2002). The economic benefits of career guidance. A review of current evidence [Occasional paper]. Derby, England: The University of Derby, the Centre for Guidance Studies.
Herr, E.L. (2000, June). Working in America: The implications for theory and practice of the Fourth Gallup/NCDA Poll. Paper presented at the ninth National Career Development Conference, Pittsburgh, PA.
Kileen, J., White, M., & Watts, a.G. (1992). The economic value of career guidance. London: Policy Studies Institute, Department of Education and Employment.
My notable contributions in this capacity include obtaining investment funding and sponsorships, securing a co-production partnership with Storm 360, 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.
Further, I also played a pivotal leadership role in winning various team-based tasks, including developing and marketing a new fast-food chicken entree for Chicken Republic, planning and executing a hotel redecoration project at Eko Hotel & Suites, presenting a route to market's strategy for West Africa's largest cell phone provider, Celtel, and formulating a marketing strategy for a new energy drink for Nigeria's…
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. & Chen, C. (2007). Career development and counseling for women: Connecting theories to practice. Counselling Psychology Quarterly, 20(2), 191-204. http://dx.doi.org/10.1080/09515070701391171
James Chopra, K. (2005). Finding True North: How to Help Clients Find A Fulfilling Career Path. Psychotherapy Networker, 29(3), 2-14.
Kelley, K. (2015). You want to help someone find a career? Psyccritiques, 60(21). http://dx.doi.org/10.1037/a0039062
Lytle, M., Foley, P., & Cotter, E. (2015). Career and Retirement Theories: Relevance for Older Workers Across Cultures. Journal Of Career Development, 42(3), 185-198. http://dx.doi.org/10.1177/0894845314547638
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.
O*NET esource Center (http://www.onetcenter.org)
In brief, O*NET describes itself as "the nation's primary source of occupational information" (O*NET, 2014). 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. The said update is done through "surveying a broad range of workers from each occupation" (O*NET, 2014). Yet another key benefit of this source of occupational info is its huge database of occupational definitions. It should, however,…
References
Career One Stop. (2014). Home: America's Career InfoNet. Retrieved from http://www.careerinfonet.org
O*NET. (2014). O*NET Resource Center. O*NET. Retrieved from http://www.onetcenter.org
U.S. Department of Labor. (2008). Occupational Outlook Handbook: 2009. New York, NY: Skyhorse Publishing Inc.
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. (ohnson, 2004) Therefore, social class can delineate a person's occupation and therefore characterize his/her experience of work.
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. he/she may have lost an arm or a leg, he/she may have loss the ability to see, hear or speak. These unfortunate events also…
Johnson JV, Hall EM. Towards an Understanding of the Interconnectedness of Class, Work and Health. Paper Prepared for Author's Working Conference on Society and Health, Harvard University, October 1992.
J.V. Johnson, PhD. Work Stressors and Social Class. Maryland, Job Stress Network, 2004.
L. Blackwell. Gender and Ethnicity at Work: Occupational Segregation and Disadvantage in the 1991 British Census. BSA Publications Ltd., Sociology, Vol. 37, No. 4, 713-731, 2003. http://www.workhealth.org/risk/johnson%20article.html. WorkGender Gap 'Narrows'. BBC News 24, October 8, 2003
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. or, a business student might decide that the communication-oriented nature of contract specialization suits his or her personality. 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.…
References
Central Intelligence Agency (CIA 2010). Contract specialist -- Entry level. Retrieved online: https://www.cia.gov/careers/opportunities/support-professional/contract-specialist-entry-level.html
"Contract Specialist," (n.d.). Career Planner. Retrieved online: http://www.careerplanner.com/DOT-Job-Descriptions/CONTRACT-SPECIALIST.cfm
Damewood, C.L. (n.d.). What does a contract specialist do? Wisegeek.com. Retrieved online: http://www.wisegeek.com/what-does-a-contract-specialist-do.htm
National Institutes of Health (NIH 2010). Contract specialist. Retrieved online: http://www.jobs.nih.gov/positions/admin/contractspec.htm
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., Lee, S., McMahon, K., & Pereira, M. (2002). Wal-Mart: Staying on top of the Fortune 500. Corporate Strategy and Public Affairs Lecture. George Washington University Graduate School of Political Management.
Target Stores, Inc. Company Profile (2014). Marketline.
Target. (2014). Target.com. Retrieved from www.target.com.
Wal-Mart Stores, Inc. Company Profile. (2014). Marketline.
Second, a major benefit for many computer programmers is the option of working on a variety of very interesting and challenging projects. Often the projects require months off planning, programming and continual work to get the applications to performing at their highest possible performance levels. Third, many companies now sponsor in-house training and development seminars, with a few even having local universities come in and teach the latest techniques on programming. This is a major time-saver for programmers as it gets them more knowledge to do their jobs, and also make them more valuable in their careers for the long-term. Fourth, programming is a profession that lends itself well to individual achievement and accomplishment. For those programmers who are exceptionally good at their work, they become well-known in their fields and often get promoted. Companies also provide many conveniences to programmers to alleviate time drains on them. Google for example…
References
Gul Agha (2008). COMPUTING in PERVASIVE CYBERSPACE. Association for Computing Machinery. Communications of the ACM, 51(1), 68-70. Retrieved May 14, 2008, from ABI/INFORM Global database. (Document ID: 1407575171).
Josh Bernoff, Charlene Li. 2008. Harnessing the Power of the Oh-So-Social Web. MIT Sloan Management Review 49, no. 3 (April 1): 36-42. http://www.proquest.com (Accessed May 16, 2008).
Ryan Blitstein (2 June 2007). Engineers wanted! Will pay very well: WEB 2.0 DEVELOPERS in GREAT DEMAND. Knight Ridder Tribune Business News,1. Retrieved May 16, 2008, from ABI/INFORM Dateline database. (Document ID: 1281144381).
Roxanne E. Christ, Jeanne S. Berges, Shannon C. Trevino. 2007. Social Networking Sites: To Monitor or Not to Monitor Users and Their Content? Intellectual Property & Technology Law Journal 19, no. 7 (July 1): 13-17.
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 am a qualified electrical mechanic and I am currently working as an Electrical Maintainer for J&P Richardson Industries in Wacol, Qld. 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 2001 to pursue more advanced opportunities in Australia. I first began work with Stevan Advanced Electrical…
Perhaps the most compelling finding in the study by Kotey & Folker is that which denotes that in early growth stages, family firms will actually tend to demonstrate a greater formality in training approaches than will nonfamily firms. 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. (2010). Best Practices in Employee Development. www.ecornell.com/enterprise
Kotey, B. & Folker, C. (2007). Employee Training in SMEs: Effect of Size and Firm Type -- Family and Nonfamily. Journal of Small Business Management, 45(2), 214-238.
OHR. (2002). Employee Performance Evaluation: Procedures Guide. East Tennessee State University.
Gushue, Clarke, Pantzer, et al., (2006) examine the application of social cognitive theories to career counseling, reporting that self-efficacy is a pertinent issue in this process. 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...(p. 308).
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. (2000). Practice and research in career counseling and development -- "1999. Career Development Quarterly, 49(2), 98-134.
Flores, L.Y., Scott, a.B., Wang, Y.W., et al., (2003). Annual review: Practice and research in career counseling and development -- "2002. Career Development Quarterly, 52, 98-131.
Germeijs, V., Verschueren, K., Soenens, B. (2006). Indecisiveness and high school students' career decision making process: Longitudinal associations and the mediational role of anxiety. Journal of Counseling Psychology, 53(4), 397-410.
Giannantonio, G.M., & Hurley-Hanson, a.E. (2006). Applying image norms across Super's career development stages. Career Development Quarterly, 54(4), 318-330.
The significance of career training programs i.e. formal and non-formal educational measures help in quality development of personnel and promoting the achievement of career goals and objectives as well as success in the field.
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.
eferences:
"Career Development Plan." (2007). Success through People. etrieved from Nova Scotia Government website: http://www.gov.ns.ca/psc/pdf/hrCentre/resources/ode/CareerDevelopmentPlanGuide.pdf
Ladkin, a. & Juwaheer, T.D. (2000). The Career Paths of Hotel General Managers in Mauritius. International Journal of Contemporary Hospitality Management, 12(2), 119-125.
Vujic, V., Becic, E. & Crnjar, K. (2008). Trends and…
References:
"Career Development Plan." (2007). Success through People. Retrieved from Nova Scotia Government website: http://www.gov.ns.ca/psc/pdf/hrCentre/resources/ode/CareerDevelopmentPlanGuide.pdf
Ladkin, a. & Juwaheer, T.D. (2000). The Career Paths of Hotel General Managers in Mauritius. International Journal of Contemporary Hospitality Management, 12(2), 119-125.
Vujic, V., Becic, E. & Crnjar, K. (2008). Trends and the Need for New Professions and Forms of Education in Tourism and Hotel Management. Tourism and Hospitality Management, 14(1), 199-209.
Vokic, N.P. (2008). The Role of Training and Development in Hotel Industry Success -- the Case of Croatia. Acta Turistica, 20(1), 1-144.
HR Metrics
How Does Training and Development Improve Employee Job Satisfaction, Increase Moral and Increase Retention?
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., & Gerhardt, M. (2002). Formatitive Evaluation: An Intergrative Practice Model and Case Study. Personnel Psychology, 55(4), 951-983.
Fitz-enz, J. (1997). Is Costly to Lose Good Employees. Workforce, 50.
Lepak, D., & Snell, S. (1999). The Human Resource Architecture: Toward a Theory of Human Capital Allocation and Development. The Academy of Management Review, 24(1), 31-48.
Mattox, J., & Jinkerson, D. (2005). Using survival analysis to demonstrate the effects of training on employee retention. Evaluation and Program Planning, 423-430.
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, 2014). Training naturally plays a critical role in this process. De Silva (1997) 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. (1997). Developing the training role of an employers' organization. International Labour Organisation. Retrieved June 10, 2014 from http://www.ilo.org/public/english/dialogue/actemp/downloads/publications/srsdevel.pdf
Jenkins, A. (2014). Different employee development methods and their benefits. eHow. Retrieved June 10, 2014 from http://www.ehow.com/info_12114326_different-employee-development-methods-benefits.html
Kram, K. & Isabella, L. (1995). Mentoring alternatives: The role of peer relationships in career development. The Academy of Management Journal. Vol. 28 (1) 110-132.
ODN. (2014). What is organizational development? Organizational Development Network. Retrieved June 10, 2014 from http://www.odnetwork.org/?page=whatisod
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., and Miera Las Heras. "Reintegrating job design and career theory:
Creating not just good jobs but smart jobs." Journal of Organizational Behavior
31 (2010): 448-462. Web. 15 Feb. 2014.
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. This training component will be broken down into five different categories: Job Training, Job-Looking Skills, Job-etention Skills, Lifetime Learning, and Life Abilities.
Job Looking Skills
Job etention Skills
1. Job Search 1. Personal esponsibilities 5. Job performance
2. Application/esume 2. Time Management 6. Interpersonal Skills
3. Interviewing 3. Economic Literacy 7. Learning Skills
4. Job Selection Process 4. Work Attitudes 8. Math Skills
Lifetime Learning Life Abilities
1. eflection 1. Consumer Buying 3. Preventative Health Care
2. Change Management 2. Parenting Skills 4. Community esources
Communication Skills
1. Communication Styles 4. Observation…
References
Human Resources Development Program Evaluation Guide. (2010). Retrieved May 18, 2010,
from Web site:
http://cpolrhp.belvoir.army.mil/scr/FunctionalAreas/CHRA/hrd/Guidance/SCHRD_PRO
GRAM_EVAL.pdf
created appraisal system employees team a career development plan member, time develop a compensation plan. Because InterClean embarking a strategic direction, upper management asked suggest a compensation plan specifically team.
Janet Durham, Vice President of Human esources
Compensation Plan
Dear Janet, since our merger with EnviroTech, the combined company has made excellent progress. 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.
Compensation…
References
Format your Reference Page per APA requirements. 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., Jonathan L. Johnson, Scott B. Mackenzie, Philip M. Podsakoff and Gregory A. Rich. 1995. "On the Interchangeability of Objective and Subjective
Measures of Employee Performance: A Meta-Analysis." Personnel Psychology, 48(3),
Denton, D. Keith. 1992. Recruitment, Retention, and Employee Relations: Field-Tested
Strategies for the '90s. 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.
Vision for My Career or Professional Life:
As a Human esource Manager, I will develop new strategies and techniques that focus on improving motivation in the workplace…
References:
Carlopio, J & Andrewartha, G 2012, Developing management skills: a comprehensive guide for learners, 5th edn, Pearson Australia: Frenches Forest
Council of Social Service of New South Wales 2007, Models of Workforce Development,
Council of Social Service of New South Wales, viewed 28 May 2013,
Feinberg, T n.d., Five-Year Career Development Plan, viewed 28 May 2013, SelfGrowth.com,
Professional Career Action Plan
I am student majoring in science at the University of Phoenix. Upon my graduation I would like to use my skills to make a different in the communities that I serve and also in my home community. These are the main factors that I will consider during the period of advancing my career. My career development will be guided by several goals each of them will take varying periods to achieve.
However the most important of all is for be to make an impact for humanity over the period that I will be working in the health sector. I have made several consideration and also put in mind that I will first have to start at a particular point and slowly progress through my career to become a highly qualified and successful person in the health care sector will I believe will also be essential for…
References
Rothwell, W.J. (2005). Career planning and succession management: Developing your organization's talent -- for today and tomorrow. Westport, Ct: Praeger Publishers.
Lock, R.D. (1991). Job search. Pacific Grove, Calif: Brooks/Cole Pub. Co.
Lock, R.D. (1992). Taking charge of your career direction. Pacific Grove, Calif: Brooks/Cole Pub. Co.
Powers, P. (2005). Winning job interviews: Reduce interview anxiety, outprepare the other candidates, land the job you love. Franklin Lakes: Career Press.
Individual Development Plan
My Current State
Strengths: I am an excellent team player and I possess the ability of communicating well with other members of my team and motivate and inspire others towards accomplishment of goals. I believe that through team building, I am able to consistently develop and sustain cooperative functioning relationship with other team members.
I have a characteristic state of acceptance and inflexible assertiveness and thus I can describe myself as a positive thinking personality. I also have a superior conflict management record whereby I am capable of identifying and taking steps to avoid potential circumstances which could lead to distasteful confrontations.
I am also a person of elevated integrity and I believe in honesty in order to implant mutual confidence and trust. This has enabled me to create a culture that promotes high standards of ethics inside me and my team members. With this, I have…
References
Berger, D., & Berger, R. (2003). The Talent Management Handbook: Creating Organizational Excellence. New York: McGraw-Hill.
Dustin, W. (2005). Lifehack, Your Individual Development Plan. Retrieved from http://t.co/VTkwLvK
Ethan, B. (2012). Example Personal Development Plan. Self-improvement mentor.
Sanghi, S. (2007). The Handbook of Competency Mapping: Understanding, Designing and Implementing Competency Models in Organizations. New Delhi: Sage Publications.
Previously the element of interest and personal motivation were found missing, the technical capabilities of the employees have never been a matter of debate, however the personal and mental capacities and limitations are either ignored or not respected which resulted in the poor performance of the organization. Apparently, the rise in the demands pertaining to the particpation of the employees and the industrial democracy has also distorted the professional environment. Such all complains were lately resolved and answered through the unique approach of the organization, the organization has understood the significance of the employees, and had realized that their performance is not based upon their professional capabilities, but rather it is the function of the mental capability of the employee related to the friendly and conducive environment offered to the employees occasionally. The need of the employees that focus upon peaceful, conducive and liberal environment has been ensured, which required…
References
Hamel, G. Leading the Revolution. Boston, MA: Harvard Business School Press. 2000. Pp. 123-124.
Keely, L. Strategic Choices. Dublin Group presentation materials, unpublished. 1999.
Mahler, W., & Drotter, S. The Succession Planning Handbook for the Chief Executive, Midland Park, NJ: Mahler Publishing Co. 1986.
McKinsey and Co. The War for Talent Survey, New York, NY: McKinsey and Co. publication. 1997.
This approach to preventing the development of an unfair burden that might otherwise result from adding to the workload. Of participants requires non-participants to relieve an appropriate amount of participants' conventional workload.
More particularly, this proposal recommends reducing the number of direct reports assigned to participating mentors and adding them to the number of reporting personnel supervised directly by non-participating upper-level employees. In principle, the idea is simply to reduce the workload of supervisory-level employees who choose to participate in the mentoring program as mentors as necessary to maintain their productivity and avoid resentment on their part. The corresponding consequences of non-participation by prospective mentors provides a natural incentive to choose to participate in the program to avoid the alternative increase in conventional professional responsibilities.
Maintaining Motivation on the Part of Mentors:
The first element of maintaining the motivation on the part of mentors is allowing the voluntary element previously…
References
Locker, K.O. (2000). Business and Administrative Communication. Boston, MA:
McGraw-Hill.
Myers, D.G., Spencer, S.J. (2004). Social Psychology. Toronto, Canada: McGraw-Hill.
Personalized Manager-Development Plan:
In today's global society, management plays a crucial role in controlling the inter-dependence of the relationship between businesses and the society. The management of this interdependence is increasingly important for managers in today's corporations, public administration, and organizations. Preparations to be effective as a manager would require management education that provides knowledge regarding management principles and functions. In light of the increased globalization in today's society, the most important skills a manager should possess include strategic thinking, emotional intelligence, collaboration, critical thinking, communication, motivation, feedback, and coaching. Moreover, managers' perspective of the world should be as a group of national marketplaces as well as knowledge, competence, and information hub (Churchwell, 2003). To improve these skills, I will undergo formal training in a university while consulting management journals and articles for more information.
As an all-inclusive administrative system, Management by Objectives involves integration of vital managerial activities in…
References:
Churchwell, C. (2003, December 15). The New Global Business Manager. Retrieved from Harvard Business School website: http://hbswk.hbs.edu/item/3827.html
Pierce, J.L., Gardner, D.G. & Dunham, R.B. (2002). Managing Organizational Change and Development. In Management and organizational behavior: an integrated perspective (chap. 18, pp.627-654.) Retrieved from http://www.gfoa.org/services/documents/dunham1.pdf
Sandell, K. (n.d.). Personality and Leadership: The Effects of Perfectionism. Retrieved from University of Florida website: http://www.honors.ufl.edu/apps/Thesis.aspx/Download/193
... Paents' expectations had a stong and positive diect effect on adolescents' expectations and indiect effects though school-based paental involvement and though students' high school involvement. (Tusty, 2002)
All in all, Afican-Ameican gils appeaed to be positively influenced in almost evey measue of achievement, if those desiable behavios wee einfoced by positive goup inteactions. Such a study pesents clea evidence that the psychology of the goup, and the assumptions made by society, play a lage and significant ole in shaping oppotunities fo Afican-Ameican women. Those who do not have the suppot of thei families, fiends, and educatos, will not eceive the encouagement necessay to make the pope choices in egad to caee. They will not pusue the education that is equied fo advancement to positions with highe eanings potential. Even moe likely, lacking sufficient encouagement, young Afican-Ameican gils will find themselves locked into unfulfilling "caees" that bing little in the…
references for Job Attributes Associated with Work and Family: A Longitudinal Study of Career Outcomes. Sex Roles: A Journal of Research, 53(5-6), 303+.
A www.questia.com/PM.qst?a=o&d=5000413826
Phillips, S.D., & Imhoff, a.R. (1997). Women and Career Development: A Decade of Research. 31+.
A www.questia.com/PM.qst?a=o&d=5000812459
Trusty, J. (2002). African-Americans' Educational Expectations: Longitudinal Causal Models for Women and Men. Journal of Counseling and Development, 80(3), 332+.
Student Affairs as Both A Field of Study and a Profession
What is Student Affairs?
Tyrell (2014) believes student affairs professionals have a continually expanding and evolving role in community colleges, with recognition of increasingly complex student experiences and with broadening of community colleges' role in the way students are engaged outside of and within formal, institutional settings.
The student affairs domain is an extensive and complex part of college campus operations, covering several departments and involving professionals hailing from a broad range of academic backgrounds. Student learning does not occur only in classrooms; rather, it is interwoven all through students' experiences in college, right from their freshmen days to the time they leave its doors after earning their college diploma. College students are molded by these experiences, conflict management lessons learnt from sharing dorms with fellow students, critical thinking skills perfected through challenging coursework, leadership skills attained through leadership…
REFERENCES
Hoffman, J. L., & Bresciani, M. (2012). Identifying What Student Affairs Professionals Value: A Mixed Methods Analysis of Professional Competencies Listed in Job Descriptions. Research & Practice In Assessment, Vol 7, 26-40. Retrieved from http://www.rpajournal.com/
Long, D. (2012). The Foundations of Student Affairs: A Guide to the Profession. In L. J. Wong, Environments for student growth and development: Librarians and student affairs in collaboration (pp. 1-39). Chicago: Association of College & Research Libraries. Retrieved from http://ir.library.illinoisstate.edu
Long, D. (2012). Theories and Models of Student Development. In L. J. Wong, Environments for student growth and development: Librarians and student affairs in collaboration (pp. 41-55). Chicago: Association of College & Research Libraries. Retrieved from
Progress Career Planning Institute
Strategic Analysis
Strategy Formulation
Analysis of Mission & Vision
Vision
Values
Services Portfolio
External Factor Evaluation Matrix
Porter's 5-Forces Analysis
Bargaining Power of Suppliers -- Medium
Bargaining Power of Buyers -- High
Threat of New Entrants - High
Competitive Rivalry -- Medium
Threat of Substitutes -- High
Internal Factors
SOT Matrix
Strengths
eaknesses
Opportunities
Threats
BCG Matrix
Strategy Implementation Draft
Measurable Objectives
Organizational Structure Proposed Objectives
Strategy Justification
Product Positioning Map
Strategy Evaluation
Balanced Score Card Categories
Financial Perspective
Customer Perspective
Internal Perspective
Learning and Growth
Conclusions
orks Cited
Executive Summary
The company being analyzed is known as PCPI, Progress Career Planning Institute which represents an organization that emerged from humble beginning in 1996. It has grown from strength to strength and has the ingredients to go for another 20 years; however, while it may have the ingredients, I am not sure of the current recipe…
Works Cited
#WelcomeRefugees, 29 January 2017, retrieved on 11 February 2017 from http://www.cic.gc.ca/english/refugees/welcome/
Canada Ontario Job Grants, retrieved on 12 February 2017 from http://www.pcpi.ca/canada-ontario_job_grant.php
CGMA. (2013, June 12). Balanced Scorecard. Retrieved from Chartered Global Management Association: http://www.cgma.org/Resources/Tools/essential-tools/Pages/balanced-scorecard.aspx?TestCookiesEnabled=redirect
Dartey-Baah, K. (2010). Job Satisfaction and Motivation: Understanding its impact on employee commitment and organisational performance. Academic Leadership (15337812), 8(4), 11.