Career advising

The general goal of career advising is to assist people so that they,

Can better identify their skills, interest, personality preferences and values.

Make informed career choices

Be valued, satisfied and competent in the work place. Career advisors help in Setting career goal and action plans Career decision making

Assessment of skills, values, interests and personality preferences

Job interview skills Job search strategies

A career advisor tends to be result oriented, working with you in a collaborative and confidential relationship. The assist throughout the career planning and development process. A career advisor is also able to guide you, through career transitions, challenges and events. Career advising process 1) Introduction 2) Self assessment 3) Researching and setting career goals 4) Action plan

Introduction
In the first meeting with a career advisor you will be introduced to the process and give the career advisor a bit more information about what you hope to achieve from the career planning process. You may be asked to give some background about your work and educational history as well as share you thoughts for the future. At this point, you should feel free to ask any questions you may have about the process.

Self assessment
This step involves exploring and evaluating your competencies, values, personality, preference and interests. Self assessment is an invaluable tool for you to discover your preferred working style, what your values are, how you make decisions, what transferable skills you process and what careers you might enjoy, you may take a series of

questionnaires or inventories to assist in the self assessment process.

Researching and setting career goals

Self knowledge provides you with the information to begin decision making
concerning career choices. This is the jumping off point to begin analyzing what careers and which companies best fit your needs. You can work with the career advisor to find resources to begin your research as well as set specific goals to accomplish your career needs.

Action plan
Once your career goals have been established, an action plan lists the steps necessary to fulfill your goals. These steps can take the form of additional course work, internship, additional

responsibilities at works, feedback meetings with your supervisor or informal

interviews. The process allows you to convert your research, self assessment and discussions with your career advisor into action.

When is it necessary to visit the office of a Career Advisor You do not know where to begin your career planning. You like your course work, but you are unsure how to make a career out of it.

You are thinking of changing your academic programme and you are
wondering how this will impact your career. Your career situation is complicated or unique.

You have an idea about where you want to go and how to attain the
goal you are not aware of. You are interested in developing a career plan and need skills and strategies to accomplish it. You would like help with cover letter or resume writing, job interviews or job searching.

Modern challenges in careers As we entered 21st century, we have already started feeling significant changes in the environment due to the outstanding technological developments in the fields of communication and computerization. It has resulted into new concepts like global market, global village, global family, global trading and formation of the World Trade Organization (WTA). This has given rise to tough and neck break competition with the price war for all types of commodities, products and services. Conventional and traditional concepts of production, marketing, selling and servicing are no longer valid today and have given rise to new concepts and precepts such as outsourcing, total package, stock market. Ass a result, entire work conduct, culture, style, practices, processes, approaches are undergoing drastic and continuous changes.

Job security is switching to your own skills and attributes. Chain of command and control changed over to self managed teams. Punctuality is no more criteria as you can how operate from your

home too and in your own time with no fixed hours of working.
Flexible working hours instead of rigid fixed working schedule. Initiative rests entirely with you to make company competitive. Continuous and constant learning is required for improving and updating your professional and administrative skills in order to

match with competition.

Stock market shares option offered as remuneration and incentive in lieu of conventional promotions and pay rise.

Emphasis is no downsizing the manpower and effecting structural changes continuously in order to make an organization more responsive to global demand, supply and pricing.

Conventional concept of in-house promotions no longer valid,

sonority in service is replaced by merit, competence, high standard a professionalism. As a result, it is observed that the focus is now shifting to you and on you in all respects. You will mainly and largely control your career and not an organization, you belong to. You will be the boss and CEO of yourself and your career.

Different aspects for managing career

Due to fast changes, which are taking places dynamically in almost all fields and areas, the scope of your career will not be limited to a single job, single organization, single place or single employer. Nor, you will have regular promotions and conventional security of a job.

Challenges in managing career in an organization

The functional role, organizational structure, manpower and control

modalities are undergoing drastic changes.

They are becoming more flexible, personal centric and decentralized than before this is done regularly in order to face challenging situation and

global competition.
Downsizing is normally adopted to cut down the cost on manpower and office expenses.

It has resulted in outsourcing and demands for multi-dimensional

skills.
Emphasis on merit and competency is the new theme to emerge for executing, recruitment and promotions.

Career decision making

Decision making for selection of a proper career in the 21st century would be a complex function because of, Stringent requirement for the working environment, job qualifications, operating skills. Employment and service potential, scope, absorption, expansion, merging, risks and challenges. Accuracy of self assessment, self appraisal for knowing competency, limits, potential, talents, efficiency, capability.

Career counseling competencies

Individual and group counseling skills

1. Establish and maintain productive personal relationship with

individuals.
2. Establish and maintain productive group climate.

3. Collaborate with clients in identifying personal goals.

4. Identify and understand clients personal characteristics related

to career.
5. Identify and understand social contextual conditions affecting clients careers.

6. Identify and understand family, sub-cultural and cultural

structures and functions as they are related to clients careers.

7. Identify and understand clients attitudes toward work and workers. 8. Identify and understand clients biases toward work and workers based on gender, race and cultural sterotypes. 9. Assist the client to acquire to set of employability and job search skills.

10. Support and challenge clients to examine life work roles,

including the balance of work, leisure, family and community in their career.

Individual / Group assessment Assess personal characteristics such as aptitude, achievement interests, values and personal traits. Assess leisure interests, learning style, life roles, self concept, career

maturity, career indecision, work environment preference and other

related life style / development issues. Assess conditions of the work environment (such as tasks, expectations,

norms and qualities of the physical and social settings).

Evaluate and select valid and reliable instruments appropriate to the clients gender, race, ethnicity, physical and mental capabilities.

Administer, score and report findings from career assessment

instruments appropriately. Write an accurate report of assessment results.

Information / Resources

1. Education,

training

and

employment

trend,

labour

market

information and resources that provide information about job tasks, functions, salaries, requirement and future outlooks, related to broad occupation fields and individual occupations. 2. Community / Professional resources available to assist the clients in career planning and job search. 3. Changes roles of women and men and the implications that this has for education, family leisure.

4. Methods of good use of computer based career informaiton delivery

system (CIDS) and computer assisted career guidance systems (CACGS) to assist with career planning.

Diverse population

1. Define career development programmes to accommodate unique to

various diverse population. 2. Find appropriate methods or resources to communicate with limited English proficient individual. 3. Identify alternative approaches to meet career planning needs for individual of various diverse populations. 4. Assist other staff members, professional and community members in understanding populations the unique regard needs to / characteristics explorations of diverse with career employment

expectations, social issues etc. 5. Advocate for the career development and employment of diverse populations.

Supervisor
1. Ability to recognize own limitations as a career counselor and to seek
supervision or refer clients when appropriate. 2. Ability to utilize supervision on a regular basis to maintain and improve counselor skills. 3. Ability to provide effective supervision to career counselors and career development facilities at different levels of experience.

Ethical / Legal Issues

1. Adherence to ethical codes and standards relevant to the profession of career counseling. 2. Current ethical and legal issues which affect the practice of career counseling. 3. State and federal statutes relating to client confidentially.

Research / Evaluations
1. Write a research proposal
2. Use types of research and research designs appropriate to career counseling and development research.

3. Convey research findings related to the effectiveness of career counseling

programmes. 4. Apply appropriate statistical procedures to career development research.

Technology
1. Various computer based guidance and information system as well as services available on the internet. 2. Standards by which such systems and services are evaluated. 3. Ways in which to use computer based system and internal services to assist individuals with career planning that are consistent with ethical standards.

Plateau employees or career plateau Employees, especially those who continue to work for the same organization for a long time and those who belong to the core of an organization, often reach career plateau. To people working in human resources jobs, they present a special class of challenge that is hard to tackle without active co-operation from the affected person. Definition of career plateau A career plateau is a point in the career of an employee where the possibility of vertical promotion within the official hierarchy becomes a very low or absent altogether. When faced with someone on a career plateau, the human resource profession must determine the opportunities for lateral growth that exist for the concerned employee. And select and present acceptable options to keep the trapped employee engaged and on the move. The HR have to perform 3 principal tasks, while dealing with employees stuck in career plateau.

1. Preventing the stagnating employee from becoming ineffective

This involves convincing the employee that stagnation does not

necessarily mean failure, and then directing him toward any avenue for personal development and growth that exists. 2. Integrating all relevant career related information so that problems can be anticipated and treated as early as possible To carry out this function, a thorough and effective performance appraisal system is necessary. 3. Managing frustrated employees and others who have become ineffective through stagnation Open communication between the stagnating employee and people in human resources jobs is essential to this function.

Effective strategies for dealing with employees stagnating on

career plateau
1. Provide alternative means of recognition

The stagnating employee can be given special assignments and

tasks of special importance like training new employees, representing the organization to other, participating in brain storming sessions. 2. Develop ways to make current jobs more satisfying This can be attained by creating competition on the job and personal rewards.

3. Revitalize through re-assignment Systematically switch the stagnating employee to different positions at the same level that can be handled given his or her

core skill set.

4. Use self development programmes Instead of preparing employees who have reached career plateaus for future jobs, prepare them to perform their present jobs better. 5. Change managerial attitudes Managers and human resources professionals should never give up and start neglecting the stagnating employee.

Strategies for breaking free of stagnation

Create your own personal mission statement and decide where you
would like to be. Start talking responsibility for your own direction and growth and avoid placing your hopes in an organization provided solution. Talk with people who are already in the job roles you desire and ask for suggestions on how to proceed to their level. Set realistic short term goals that will move you toward your ultimate goal.

People in human resources jobs should always be aware of career

plateaus and levels where good employees can get caught and start to stagnate.

Career coaching

Career coaching helps individuals discover what they really want to do

with their lives and then develop a strategy to achieve it. A career coach helps Discover and understand who you really are. Identify and clarify what you most want. Create and develop strategies for how you will achieve your goals. How can a career coach help A career coach can help you identify what you really want out of lif what would really give you satisfaction, make you feel fulfilled. A career coach can help you to appreciate the skills and experience that you have accumulated.

A career coach can help you identify opportunities and a network of

contacts who can help you.

Together with your coach, you can analyse what you have found, set goals and then develop a strategy to achieve the career you really

want.
It may be progress in your existing organization. It might require a complete change of direction, you may need to develop or improve

some skills.
With a plan and someone to support you along the way you will be well on the way to success.

Career coaching is particularly relevant when you are faced with

change, promotion, change in job, redundancy or even retirement or you may just want to review where you are now.

Career movement It used to be that once you trained in your profession you could look forward to a stress free climb up the corporate ladder to seniority and a company handshake Not any more So, how can you effectively plan a career that currently is either stuck in go nowhere rut, or is so unpredictable. You dont even think you will

manage 2 years in one place let alone sticking around for the mythial
golden handshake. Do you research?

Are your goals realistic?

Will you need to change careers or companies to earn the salary you have in mind?

Can you find or create the corporate environment that you want?

Are you on track for these aspirations or are you stuck in a

position, which is adequately paid and fulfilling now but will not be in a year or two? Asking such questions will help assess facts such as : how much career leverage do we have in our current position?

Another way to think of this is: how do you move to where

you want to be?

Strategies for moving towards your ideal career

1) Lateral movement
The first type of change to consider can be described as lateral movement. This involves a change in job, but not necessarily in responsibility, status or pay. When organizations grow slowly or are cutting back, lateral movement are an important career option. For Ex. : You know as a QA Tester that you are excellent at your job but you want to get to Brand Manager or Game Designer. One way to broaden those skills would be to bone up on marketing and technical skills. Ask around, talk to your boss about ways to move around the company.

Changing departments can give you breath of experience that will be

critical for success later on. Lateral moves increase the portfolio of
marketable skills and widen your network of personal contacts. If you want to learn new skills, seek the stimulation of new

colleagues, relocate to a different location, or transfer into a faster

growing area of your organization. You could benefit from repositioning yourself by seeking a lateral

move.
2. Enrichment Another way to kick start your career is to grow in place. Enrichment is a process in which you expand or change the responsibilities of your current job in order to acquire more relevant competencies.

Although, your position / title may stay the same, the content of your work changes. The key to a successful transition is discussion with your

immediate supervisor to plan how your current position might

evolve to incorporate tasks you would like to perform. Enrichment products can also provide greater exposure to key

individuals in the organization.

While making your current job more meaningful they deliver more value to your organization. In todays fast changing world, no individual can afford to sit still. Enrichment is critical for staying current and staying current is critical to todays organizations.

3. Advancement There is the traditional route in which you climb the career ladder. The traditional benefits of advancement in an organization money, prestige and power are well known. These rewards for excellent were common in the past. In todays flatter organizational structures, however, rewards are in short supply. Advancement is most likely to occur when individual abilities coincide with the organizations needs. Learning the direction in which organization is going and seek out assignments that will prepare you for the impending change. Finding a mentor among the key decision makers in the organization is a good way to gain strategic insight and access to high visibility projects. Expect to put in a lot of hours and work hard.

4. Exploratory option

Never forget to ask the people in your network where they see your
position headed. It may be well known to everyone except you that producer positions are in short supply. The exploratory option requires seeking the answers to such questions as What else can I do and where else can I go? The goal of the research is to collect the information necessary to elucidate how best to build your career. Through exploration you can identify other jobs that require your skill interests and values. You are less likely to feel trapped or disempowered in your current job situation when actively exploring other options.

5. Realignment

Realignment involves a downward move in either your present

organization or another organization. For Ex. : You may be a technical expert promoted in a management position but dissatisfied with new assignment. You may opt. to return to your previous position and develop your skills in the direction you really want to go. If you like your company and dont want to leave, refocusing in this way can be an effective response if your unit is disbanded. Taking this path could provide a way of staying with the company while beginning a new career direction. People move down by choice for a variety of reasons.

Realignment or downshifting can be strategy for reconciling the demands of your work with other priorities such as return to study, family or health commitments, or a career change. Sometimes, less demanding working faster growing part of the organization can put you in line with new career opportunities.

6. Relocation
Moving on requires leaving your organization. There are situation when your current work just doesnt match your skills, interest and values. If you have a career goal that is not realistic in your current organization, if your technical specialty is under valued, or on its way our, or if you want to

develop your entrepreneurial skills, relocation may be the best option for
you to consider. You may choose to move away from a city with no potential for you to retrain in what you really want to do.

Suggestion for effective career development

1. Challenging initial job assignments

There is evidence indicating that employees who take up initial challenging jobs perform better in the later stages. 2. Dissemination of career option information Mostly employees lack information about career choices / options. The

managers identify career paths and succession paths.

This information should be made available to all employees concerned. 3. Job positioning Management should provide job information to employees through job positioning. For posting the jobs organizations can use bulletin board, displays, company publications, electronic bill boards etc.

4. Assessment centres

The assessment centres evaluate the people regarding their ability to

certain job. The technique helps to identify the available skills, abilities and knowledge.

5. Career counseling
Career counseling helps employees in setting directions, reviewing performance, identifying areas for professional growth. The content of career counseling include, 1. Employees goals, aspirations and expectation with regard to future

career.
2. The managers view about the future opportunities. 3. Identification of employees attempts for self development.

6. Career development workshops

Managements should conduct career development workshops.
Entry workshops help for orientation and socialization activities. Mid career workshops help the employees regarding the length of service. Late-career workshops are helpful for the employees preparing for

retirement, employees who are frustrated over unfulfilled career goals.

7. Continuing education and training Continuous education and training help the employees to reduce the possibilities of absolute skills. Infact, continuous education and development are highly essential

for career planning and development. .

8. Periodic job changes

The technique of job rotation helps the employees to

acquire the organizational knowledge and knowledge

about different jobs and departments.

Ultimately, the employee gains confidence of working

efficiently under any environment. So, this technique prepares the employee for the future careres.

Responsibilities of the organization and the employee in career

development
Organization Communication mission, policies and procedures. Provide training and development opportunities including workshops. Provide career information and career paths. Provide career oriented performance feedback. Provide mentoring opportunities to support growth and self direction. Provide employees with individual development plans. Provide academic learning assistance programmes.

Employee / Individual

Accept responsibility for your own career.

Assess your interests, skills and values. Seek out career information and resources. Establish goals and career plans. Utilize development opportunities. Talk with managers about your career. Follow through on realistic career plans.

Limitations of career planning

1. It does not suit a very small organization. There should be

opportunities for vertical mobility if career planning has to become reality. 2. Career planning is not an effective management technique for a large number of men who work on the shop-floor particularly for

those who are illiterates, less educated and perform job for which
labour supply is abundant. 3. Growth expectations of the members of the family in a family concern produce adverse results. Since, the members of a family expect to move faster than their professional colleagues in the career ladder. This upsets the career planning.

5. Career planning may not be so effective, if it is attempted for a period exceeding a decade. i.e., Every developing country, environmental factors like political philosophy, new concepts of social justice, new fiscal and monetary policy, mergers and acquisition etc. will affect the

growth of industrial enterprise.

Political intervention, favoritism in promotion may make it difficult to have systematic career planning.

Other constraints or obstacles are;

Practical problems of maintaining a balance between the

promotees and recruits. Difficulties in identifying suitable persons for career planning. Lack of sufficient opportunities for vertical mobility. Difficulties in forecasting replacement needs. Assessment of long-term potentials and absence of clearly matched system of performance reporting. Difficulties in writing job descriptions.

Career appraisal

Whether or not one is making progress toward a goal, the

implementation of a career strategy can provide useful feedback to the person. This feedback in conjunction with feedback from other work and non-work sources, can enable a person to appraise his or her career. Career appraisal is the process by which people acquire and use career related feedback to determine whether their goals and strategies are appropriate.

The information derived from career appraisal becomes a vehicle

for career exploration that continues the process of individual career management.

The career appraisal process may lead to a re-examination of career goals. More precisely the feedback one obtains from work to non-work sources can reinforce or lead to the modification of a goal. Career appraisal can also affect strategic behaviour, since feedback might indicate that one type of career strategy is effective and should maintained while another strategy is ineffective in achieving a career goal and should therefore not be pursued in the future.