This comprehensive career text combines an innovative theory-based approach with practical knowledge developed during the authors’ combined 100 years of providing career services to college students. • Part One (chapters 1-5) focuses on cognitive information processing theory with detailed, practical examples of the application of the theory in typical career situations, including self-knowledge, occupational knowledge, and decision making. • Part Two (chapters 6-10) provides a multidisciplinary overlay of issues that affect career decisions, such as economic trends, the global economy, organizational culture, and family-work issues. • Part Three (chapters 11-15) focuses on concrete steps for executing a strategic career plan and seeking employment, including an examination of familiar topics such as interviewing, resume writing, negotiating, and work adjustment, from a cognitive and multidisciplinary perspective. Revisions to 3rd edition: *New information about occupational classifications *Labor market projections extended to 2016 *More active learning strategies incorporated into instructor's manual and also embedded in the text *Clearer directions for completing assignments provided in appendices, e.g., career field analysis research paper. *Redesigned 350+ PowerPoint slides based text and instructor’s manual contents.
This practical, how-to guide provides HR professionals with a detailed framework for designing, implementing and maintaining comprehensive career development systems. Covers a wide range of approaches--workshops, counseling, mentoring--and tells how to enlist the support of management.
#1 NEW YORK TIMES BEST SELLER • At last, a book that shows you how to build—design—a life you can thrive in, at any age or stage • “Life has questions. They have answers.” —The New York Times Designers create worlds and solve problems using design thinking. Look around your office or home—at the tablet or smartphone you may be holding or the chair you are sitting in. Everything in our lives was designed by someone. And every design starts with a problem that a designer or team of designers seeks to solve. In this book, Bill Burnett and Dave Evans show us how design thinking can help us create a life that is both meaningful and fulfilling, regardless of who or where we are, what we do or have done for a living, or how young or old we are. The same design thinking responsible for amazing technology, products, and spaces can be used to design and build your career and your life, a life of fulfillment and joy, constantly creative and productive, one that always holds the possibility of surprise.
Based on an ASTD-sponsored survey of career development practices in over 1,000 large companies in the U.S., Europe, Australia, and Singapore, thisbook sum marizes the state-of-the-practice in the field. The authors and their fellow contributors go beyond a general look at career development systems to offer nuts and bolts advice for designing and implementing programs. Case studies of exemplary companies will help others benchmark their own experiences and learn from their successes and mistakes.
Based on the thesis that individuals develop not in isolation, but in a direction consistent with both personal needs and the needs of the surrounding environment, this volume concentrates on the development of adults in their careers within organizations. The organizational and individual perspectives offered provide practical guidance and examples for human resource development specialists to use in the evaluation of their current career development programs and the design of new ones. Key issues receiving prime attention include the necessity of reward systems to the success of any career development program, career transitions, and five critical career development research areas.
Today, a person's career encompasses all they do in life, including what they learn from cultural activities, job experience, education, parenting, sports, hobbies, volunteer work, and paid work. All of these roles and activities in life and work contribute to a person's professional growth. In these hectic times, career management is more vital than ever. Over the course of a lifetime, career development is the process of balancing life, learning, and work. It is applicable to all: Profession development is a set of actions or a continuous/lifelong process of advancing one's career, which includes setting new goals on a regular basis and learning new skills to achieve them. In an intra-organizational or inter-organizational setting, career development usually refers to controlling one's career. It entails learning new skills, progressing to higher levels of responsibility, changing careers within the same company, relocating to a different company, or starting one's own business. Individual goals and aspirations are inextricably tied to career advancement. Self-actualization and self-evaluation of one's interests and abilities are the first steps. The various options are then matched with the interests. The individual must train oneself in order to gain the necessary abilities for the option or career path he has selected. Finally, once he has acquired the needed competencies, he must perform in order to meet the goals and targets he has set for himself. Career development is inextricably tied to an individual's progress and happiness, and thus should be governed by the individual rather than by the employer. Career advancement allows a person to flourish both professionally and personally. Employees can also improve and influence their careers by learning new skills like as leadership, time management, good governance, communication management, and team management. 5 Steps to a Successful Career In a person's overall professional growth, there are several steps or stages: 1. Self-Evaluation The first step in career development is self-assessment, which entails determining what type of career and growth one desires, as well as what skills and interests one possesses. 2. Awareness of Career Opportunities This is the stage in which a person investigates several job options that are in line with the self-assessment completed in the first step. Career awareness refers to a person's ability to investigate numerous domains and sorts of jobs/work that are available. 3. Setting Objectives This is the most crucial step in career development because it is here that one outlines specific short and long term goals in order to achieve the desired profession. To begin, both short and long term objectives must be defined. Short-term team goals are more actionable, but long-term goals can be altered or changed as the company grows. 4. Skill Training Once a career and goals have been established, it is necessary to learn the necessary skills in order to progress. Self-training or enrolling in a structured online or offline training programme are also options for skill development. Once the necessary talents have been gained, the final stage can begin. 5. Exercising With all of the necessary information and skills, the most important aspect of the job is to effectively complete the tasks and jobs in order to advance along the career path. The five steps are part of a continuous procedure. Many times during a person's career, they will need to revisit the cycle in order to achieve the desired level of advancement.
How to Plan and Develop a Career Center, Second Edition is a collection of 12 essays written by experts that discuss all aspects of establishing and running a career center independently or within a school or other institution. This updated, revised, and expanded handbook covers key topics such as the role of career centers, developing facilities, managing personnel, fitting into educational settings, serving diverse student populations and adult career seekers, online career centers, and trends for the future.
"Abstract: The handbook seeks to provide a state-of-the-art reference point for the field of career development. It engages in a trans-disciplinary and international dialogue that explores current ideas and debates from a variety of viewpoints including socio-economic, political, educational, and social justice perspectives. Career development is broadly defined to encompass both individuals' experience of their own careers, and the full range of support services for career planning and transitions. The handbook is divided into three sections. The first section explores the economic, educational, and public policy contexts within which careers are enacted. The second section explores the rich conceptual landscape of career theory. The third section addresses the broad spectrum of helping practices to support both individuals and groups including career guidance, career counseling, and career learning interventions. Keywords: Career; career development, career counseling, career guidance, career learning, career theory, public policy, social justice"--
Based on the thesis that individuals develop not in isolation, but in a direction consistent with both personal needs and the needs of the surrounding environment, this volume concentrates on the development of adults in their careers within organizations. The organizational and individual perspectives offered provide practical guidance and examples for human resource development specialists to use in the evaluation of their current career development programs and the design of new ones. Key issues receiving prime attention include the necessity of reward systems to the success of any career development program, career transitions, and five critical career development research areas.
The Handbook of Career and Workforce Development provides educators, researchers, and policy makers with information on evidence-based programs and activities. Chapters describe ways that current research can be used to promote the design of more effective career development programs and services at local, state, and national levels. Promising career development practices applicable to a range of settings and special populations are identified, as are strategies for communicating evidence in ways that influence career and workforce development public policy. The Handbook of Career and Workforce Development can be used by policy makers and grant program officers to identify key career development ingredients that should be considered in proposals; researchers seeking to make their career development research relevant and practical; and practitioners implementing or advocating for career development programs and services.
