...Lifestyle and Career Development Fernando De La Cruz Jr. Webster University Abstract Counselors should let people choose their own careers. By doing this, counselors allow their clients be who they are. No two people are alike and therefore they will make their own decisions even if it is a mystery. Instead, counselors can help the client by asking direct questions, using mental imagining, and focusing on their accomplishment Counselors should use their skills as an art by applying, adapting, and integrating a counseling style that works best for them while working along with and helping their clients. Key skills of the career counselor include, but are not limited to clarifying content, reflecting feeling, open-ended questioning, skill identifying, value clarifying, creative imagining, information giving, role-playing, spot-checking, summarizing, task setting, and establishing the “yes and buts.” Some other skills include an open invitation to talk, focusing, leading, and encouraging. However, counselors should use the “client-centered” theory approach of Carl Rogers; refraining from giving advice to their clients because it encourages the client to be dependent on the counselor’s insights, and the counselor cannot know what is best for the client. Keywords: counselor, client, career Objectives of Career Counseling Career counseling objectives focus on the counselor-client relationship that helps foster the best...
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...of a Career Coach translating into the importance of long term success of an organization. It studies the meaning of career and what it means to an individual. It also covers the importance of a career coach and how having a coach helps in the approach to reaching certain goals. The management of an organization should understand the benefits, a career coach can bring to its processes and to its employees. Coaching is a process that involves certain factors for it to be effective, such as having the right environment as well as how and where it can be utilized. This report explores all that and to also study one such coaching model known as the GROW model. I would like to take the term of Career Coach and take the two words apart and focus on ‘career’. Career is not to be confused with a job though most people cannot clearly define the two given its similarities and the loose manner in which people use them in daily conversations. A job is born out of necessity and in most cases, out of requirement due to financial reasons. It is something that people do by offering their skill or service in exchange for monetary payment. They may or may not like what they are doing and satisfaction is all the more, a secondary issue. On the other hand, a career is something or a view that most people would take towards a particular occupation in which they hope, would be long term.’ Career’ is a term that evolves from ‘job’ with the difference coming from a few factors. In a career, people...
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...Career Development Plan Summary University of Phoenix Today’s economy demands that employers face the challenges that are associated with the economy, internal budget pressures, and a highly competitive business environment. Kudler Fine Foods is owned and operated by Kathy Kudler. She currently manages the business by herself which includes staffing, ordering of merchandise, marketing, and personalized customer service. With visions of growing the business, Kathy is stretched to the extreme and needs assistance with the leadership roles necessary to successfully operate and mature the business. Even though Kathy has managers and assistant managers in each store, she needs a team that can not only relieve her of some of her duties, but also assist Kathy in creating a roadmap for the envisioned future state of Kudler Fine Foods. Business Development and Excellence The proposed reorganization in the chart below will give Kudler Fine Foods the leverage and capabilities to offer not only additional products but a full range of new catering services. This proposal strives to reorganize our current staff to best draw from their talents as well as evaluate new employees for the best appointment. Proper department organization and placement of employees is critical to the success of this new endeavor. A new department has been created within the organization and is identified as Business Excellence and Development. The department will consist of five new positions to include a purchasing...
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...Running head: CAREER DEVELOPMENT PLAN PART I - JOB ANALYSIS AND Career Development Plan Part I - Job Analysis and Selection As a result of the current merger, the organization has taken a new direction. With this change, the opportunity to grow and develop a new team had become available. The creation of this team will require a structured development plan and defined processes to follow. Developing a job analysis will require a combination of a summary of task requirements and resource or people, requirements. Defining and documenting the workforce planning system will provide an efficient method to meet the demand on providing qualified resources to fulfill business needs. Part of the process that will be taken into consideration will be the Selection method and what are the advantages and disadvantages to the methods that will be used. These development plans will provide the foundation necessary to identify several key employees to fit the needs of the new team. As part of the creation process of the new team a job analysis will provide the required information to progress in defining what it is we need. The job analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job (hr-guide.com, n.d.). The job analysis will be specific to the new marketing and sales person that will be required in the new team. One of the elements that the job analysis will look into...
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...Employee Training and Career Development Stephanie Tolli HRM/300 2/1/2016 Dr. Linda Begley Training in an Organization’s development An organization that wants to grow and progress needs to understand how training fits into the puzzle of the development of the company. Training is vital as it involves acquiring and expanding the knowledge and skills of the employees required for a certain job. As job are becoming more sophisticated and being influenced by technology and corporate changes, training is starting to become more important to the organization than ever before. Training targets specific goals, for example learning how to operate a particular machine. While career development focuses on a broader set of skills, like creative thinking and decision making, that can be used in a wider range of situations. (“Art of the Start”, 2016). Training is an opportunity that some companies do not like to add to the budget as it can be expensive. There are times that an employee may have to miss work to attend any training, and this can push back work and put the company behind schedule. Even with the added expense and potential setbacks, training and development provide both the company and the employees with benefits that make it a worthwhile investment. (Frost, 2016). Some of the reasons that make training and development so important are that it can help find the companies weaknesses, improves workers performance...
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...and Career Development Paper Karl Bryant HRM/300 04/13/2015 Dr. Lauraann Migliore Employee Training and Career Development Paper There are many aspects that go into the training and career development in different organizations. Each organization depends on human resource department in different ways. Human resources is a people department because in most companies today managers depend on HR to find or locate candidates that are right for the job and also aid in the training or creating the proper training to ensure new hires are going to be able to get the job done right. Creating a job or career is the hard part in an organization due to the fact that you have to make sure labor demands are high enough to pay the employees for the positions if the labor demand is not high enough or worth doing you would basically be paying money when it’s not practical. The role of training in an organizations development is an important aspect of any company and is a process of its own. There are lots of steps in this process such as follows you have to create the job. Then you have to decide what the important role said job is going to have in the company. Next human resources will need to look at the position from all aspects such as the employee’s point of view and the customer’s point of view to create job training that is pertinent to suit customer satisfaction. As well as look appealing to the employee that will be working said position. Different employee development methods...
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...Assignment 2—Career Development PlanIn this assignment, you will recommend the components of a career development planning program and explain how the plan will integrate the organization’s mission and value statements.Consider the following scenario:You work in the HR Department of an electric power company in the southwestern region of the U.S. The company was founded in 1940 and has an excellent reputation as a provider of electricity. It is also considered to be an outstanding corporate citizen and known to be an excellent place to work. It has been ranked among the top three employers in the community for several years.Its mission is to serve customer’s needs for electric power in ways that provide exceptional value to all stakeholders including customers, shareholders, employees, and the communities in which it operates.Its values include providing a safe work environment; fairness and respect for customers, employees, shareholders, and partners; honoring commitments to use resources wisely; providing a high quality of work life for its employees; and striving for excellence and having fun.Given its long history, many of its current employees are children or grandchildren of former employees so there are close family ties to the company as well as a sense of loyalty.However, technological advancements in the power generation business over the years have resulted in jobs being either redesigned or eliminated. For example, in the past, the company had many employees who read...
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...Employee Career Development Manager Resources Understand As a leader, you play a key role in career development at the UW. Encouraging staff to reach their career goals not only makes individuals' work lives more satisfying, it helps ensure the University's continued success. By encouraging career development, you can motivate your employees to achieve their best work, which in turn may increase their contributions to your organization and help you reach your own goals. Act As a manager, you can encourage your employees to pursue career development opportunities and support their continued professional growth. Even in tough times, it's important to allot time and money for classes, training, and other professional development opportunities. Career Counseling for Employees In talking to your employees about their career goals, you may wish to encourage them to take advantage of POD’s career counseling services. Training and Organizational Development Consultant Susan Templeton is available for one-hour career counseling sessions to help employees assess their career fit, write a résumé or cover letter, conduct an effective job search, or gear up for a job interview. There is an $95 charge per one-hour counseling session if paid with a UW budget number (with supervisor approval), or $109.82 per hour if paid with cash, check, or credit card (due to a mandatory institutional overhead fee). To set up an appointment, email Susan at stemplet@uw.edu. POD Quarterly Courses Familiarize...
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...Career Development Plan Part III- Performance and Career management Tina Young HRM 531 Anne Selcer, Ph.d., SPHR University of Phoenix October 25, 2010 There are new changes implemented and designed to achieve the maximum results to meet the objectives and goals of the organization. During the newest stages of the merger, we explained how a managers behavior could affect productivity and how management action has to align with employment laws and we described the best practices for working in a diverse environment. In the second phase we implemented a job analysis, which included new duties and specifications pertinent to the new sales department. This included creating a workforce planning system. This reviews the hard and soft skills of employees, and identified the needs and positions required to fulfill the organizations needs. During the third phase of the development plan for the new sales team, we came up with training and mentoring program that met the objectives of Interclean and Envirtech. This included a specific time frame of when everything would be accomplished. We also concluded that the best use of monitoring each individual’s progress was through observations and peer reviews. We also decided that we would give feedback to the employee in a timely manner so that each team member will be able to improve his or her performance. We are at the fourth phase of the career development plan; this plan will clarify how feedback is given to each...
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...University of Phoenix Human Capital Management/531 Career Development Plan Part III – Performance and Career Management January 11, 2011 Career Development Plan Part III – Performance and Career Management InterCleans new strategic plan has gone in to affect and the growth of the business has created the need to preform appraisals for team members. The goal for InterClean is to retain top talent integrated with new members and growing a world class sales team. Part of building and retaining this team is to have a career management plan in action for the team members. Feedback is very important along with avenues for employees to achieve goals, reach promotions and educational goal along with providing dual career parents opportunities that other companies are not. There are different costs associated with this plan and it will be discovered how Interclean will approach this matter in more detail with how to adapt to the diversity of the newly developed team. Feedback To obtain a world class sales team training and feedback is necessary. The overall goal of this training is to ensure the sales team is fully up to speed on the services available through InterClean. The training will also educate the sales representatives on the OSHA standards and environmental regulations. While an employee is in training a large portion of the training will be while the employee is working. Feedback is one tool that will be necessary while employees are training so they can...
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...PrintSyllabus 1/13/15 8:23 PM 2015 Spring P450 Syllabus (Published) - Last update: 1/11/2015 2015 Spring P450 Details Course Title P450 - Career Development Prerequisite Schedule /Location Instructor Mon 4:15 PM / South - 311 Online Credits Load False 1.0 1.0 15.0 Contact Mr. Banafa, Ahmed (ahmed.banafa@mail.npu.edu) Hours Course Information Course Description This course is designed for graduate students to take in preparation for becoming working professionals. Topics include effective communication strategies, emotional intelligence, diversity and cultural awareness, and interview skills. This course is intended for all the engineering graduate students to take to sharpen the soft skills required for professionals and learn professionalism in preparation for their career development and job search. Emphasis will be placed on professional ethics and leadership behaviors. Major objectives are: 1. To learn about career paths, career planning, as well as the essentials of professional development ( P.D.), such as personality assessment, communicative techniques, networking skills, resume preparations, interview skills as well as professional behaviors, such as professional etiquette and professional images. 2. To learn about Silicon Valley business and technology trends, workforce demands, and job opportunities, 3. To gain exposure and learn to network with Silicon Valley business and high-tech professionals for expanded professional networks. Instruction Method Lectures...
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...Kudler Career Development Plan In light of the changes taking place here at Kudler Foods it is my recommendation that upper management examine the possibilities of adding five new positions. With the high stress and high pressure demands of everyday operations which our store managers are currently under it is my recommendation that we fill our opening in lower management and create a purchasing department. Our new job offerings will consist of the following position openings: • 1- Lower level Manager • 1- Purchasing Manager • 3- Purchasing Agents (One in charge of each store location) Lower Level Manager responsibilities will consist of over seeing daily operations at all three of our locations. Lower level manager will be in charge of all department managers at each store and are responsible for obtaining the best price, quality, and delivery possible. All department managers will report to the lower level manager. All candidates should have 3-5 years of mid – low management experience. Candidates will need to have MBA. Purchasing manager responsibilities are to determine the purchasing requirements of our three stores. Manager will need to determine the items each department sells and place purchase orders directly with suppliers using a purchase order form that is standard between the three stores. Candidates should have 1 – 2 years of management experience. Candidates will need to be able to multi task as well as be comfortable...
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...Career Barriers Since making the choice to pursue a career in the field of counseling, I have discovered a few barriers to my own development. Many of these are internal and ones I have not truly looked at before and some are just a factor of my environment. Putting these barriers down on paper is a major step for me in addressing them. I have come to realize that my own self confidence in my ability to do this type of work is my biggest barrier. Beginning a Master’s level program has brought up some hesitations about my potential success as a counselor. I wondered how much I really knew about inspiring change, trust and confidence. I found that the way I have gone about connecting with clients in the past may work with a specific population, but may not necessarily work with others. I have often utilized my personal experiences in order to build rapport, and now question whether I have done so at the risk of over-disclosing. I have utilized self-disclosure with resistant clients, but yet still keeping the clients agenda at the forefront. During a role-playing (“fishbowl”) exercise in another class, I found myself at a loss quite a few times while playing the role of counselor. It resulted in some frustration because I have worked one on one with clients for over six years. I discussed my feelings with my therapist, where I realized that though I have received positive feedback from clients, I have not necessarily received positive feedback regarding my ability...
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...Transitioning from the Military to the Civilian Workforce Name Institution Transitioning from the Military to the Civilian Workforce Introduction Unemployment is a major societal issue facing the US in the modern world and it has affected various members of the population. One of the sections of individuals that have been adversely hit by the highest levels of unemployment following the declining labor markets and recession are the veterans after the wars in Afghanistan and Iraq (Wolfe, 2012). Statistics given by the American U.S. Bureau of Labor reveal that the unemployment levels for Afghanistan and Iraq is more than twenty percent higher than that of other Americans. Young people are completing their military training and get into the job market immediately. The job market is characterized by a situation where young individuals that are below thirty-four years are experiencing the highest levels of unemployment in the US population. It has been observed that most members of the military have difficulties adjusting to life in the civilian workforce (Ray and Heaslip, 2011). Additionally, most of the veterans get back to the military life with injuries and disabilities sustained in their line of work and this poses major setbacks in their search for jobs. This paper gives a detailed analysis of the transitioning from the military to the civilian workforce. Challenges faced during the Transition Process Service in the military is difficult and demanding...
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...How Can Mangers Assist Employees with Career Development BUS 375: Employee Training How Can Mangers Assist Employees with Career Development Although it is a good idea for employees to take charge of their own career development, managers can still assist these employees with the process. One may even go so far as to say that is an essential for management to be involved with the development of the employees. This is not only beneficial to the employees; it also increases the human capital assets of the organization. Being proactive and looking at the future needs of the organization and keeping the employees’ training in line with those needs aids in the success of the organization. When it comes to promotions or special assignments, the organization will have a very knowledgeable and skilled pool of great applicants to choose from. Managers should be mentors. “The process of establishing a mentoring relationship involves: 1. understanding the mentoring process, 2. initiating mentoring opportunities, 3. making the most of mentoring situations, and 4. formalizing the mentoring relationship” (Knippen, 1991, para. 1). Managers should want to ensure that the employees are continuously being prepped for greater roles within the organization. According to Matthews (2006), mentoring could be used successfully as a means of enhancing the contribution that an organization's human resources can make to achieving, maintaining and building organizational competitiveness...
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