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Career assessment essay sample
Career assessment paper
The career development theory
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Career Self-Assessment tests provide individuals with tools they can use to choose the right career path for their future. The use of a career self- assessment test reveals to the individual where they are strongest in talent, interest and potentially overall successful. Using the assessment could take a person out of the hamburger cook line to potentially a business owner, medical surgeon, teacher, fire fighter and more. The use of the assessment could change a person’s life forever. Jeff is a manager who has been using Career Self- Assessment tests with this staff for many years. Jeff’s knowledge and talents in growth development have trained some of the best in the business.
Jeff has been a manager for more than 18 years. He has worked
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For some employees it starts at the beginning: the interview process. First of course, Jeff will look over the resume presented by the employee and see where there may be some edits needed in order for the candidate to appear stronger. He has even gone as far as teaching classes on resume writing. Then he will sit down with each employee and give them a mock interview to practice the different types of scenarios that may come up in an interview. Practicing with the employee gives them the option to practice good communication skills, eye contact, posture and more (Noe, …show more content…
o What is the dream job?
The employees can reach out to others in the organization to find out how they advanced and what advice they can share (Noe, 2017). Employees willing to find a mentor to lean on benefit in a lot of ways as well. The mistakes one makes will be based down so not the next employee can avoid that mistake. By working with a mentor, employees have the opportunity to inquire about valuable ideas, and how to proactively advance (Noe, 2017).
If the employee has helped the organization increase their bottom line, the management will already be looking at them for advancement. Increasing productivity, generating leads and new revenue or finding ways to save money are always things the management staff will be looking for. The more informed the employee is about the culture of the company and how to help improve or grow within, will also make the employee a stronger asset. Knowing the values, behaviors, and beliefs of an organization, will show the management the employees abilities and what it is they want to
Mentor orientation can be described as “Employees who have seniority… to oversee new hires for a certain time-period and are ultimately responsible for providing much of the training that will take place at work.” (Taylor, 2011) This enables newly hired employees to receive consistent support after the formal orientation and 3 days on the job training. The mentoring support should be planned based on the lessons in the formal orientation program identified above. Since supervisors must continue to do work-related tasks association with leadership at the job-site, mentors can direct, supervise and help new employees refine skills needed to become successful and productive.
In 2012 nearly 205,000 people were employed as a physical therapist in the United States. The average salary of a physical therapist in 2012 was $79,860 per year. The number of jobs is estimated to grow 36% from 2012-2022. This job of physical therapy involves many and very important tasks to fulfill the needs of their patients. It requires many different educational requirements and you must have strong people skills.
The assessment helped me to deeply think about my career and the things that I would want in the organization that I hope to work for. I believe it to be an accurate assessment and helps an individual put what is important to them into perspective. It is often helpful in career counseling to have an indication of where the client is in terms of career decision or indecision (Whiston. 2017). This tool
It is simple to look at an individual’s life and analyze and critique their choices based on our own opinions and experiences. Is that fair? No. We may see their actions clearly but the reasoning behind these is what we should focus on when it comes to judging someone’s behavior or circumstances. A common judgment made about a person is based on their career. In our society, it would behoove us to look at the path that leads to becoming a doctor instead of a drug dealer.
The Values Scale and Salience Inventory can measure an adolescent’s interests and values that may lead to career exploration, which will be discussed later in this section. The Career Development Inventory measures maturity and development. The Career Development Inventory has five subscales; Career Planning, Career Exploration, Decision-Making and World-of-Work information and Knowledge of the preferred Occupational Group (Scharf, 2013). This instrument focuses on measuring what the adolescent has done to help make their career decision, it also emphasizes not just what they have actually done but what they think they have done (Scharf, 2013). This is important in measuring their career maturity, the more thought given is reflective of high level of maturity (Scharf, 2013). The Career Maturity Inventory (CMI) developed from Super’s (1955) earlier theory mentioned above, provides a total score for career choice readiness, three scale scores reflecting career adaptability dimensions of concern, curiosity, and confidence, and a score reflecting relational style in forming occupational choices (Savickas and Porfeli, 2011).
It is imperative to understand yourself in your career development. No matter what your career stage, it is essential to assess your personal goals, interpersonal skills, strengths, weaknesses and desires to keep
The tool is affordable, reliable, valid, easy to use, and yields a wide range of information that can be extremely useful in career counseling. Although anyone can use the tool to identify the best career option, it is important to seek the services of a career counselor in interpreting the instrument’s results. Career counselors are trained in career guidance and can accurately interpret and analyze the instrument’s results while considering an individual’s
Lowman, Rodney L. (1991). The Clinical Practice of Career Assessment: Interest, Abilities, and Personalities (1st ed.). Washington: American Psychological Association.
All college students should partake in career exploration project because it gives structure and direction. The result from an assessment identifies and prioritizes which careers will best suit an individual person or student. It does not necessarily mean they have to pick that particular job or career; it gives them more chooses to choose from. Career exploration is a life long journey that is emotionally, physically and mentally stress full. I say lifelong because as time goes on so does an individual’s views, abilities and skills. Career exploration is very helpful to a career, because it improves a person's ability to become informed of their interests, skills, values, abilities, aptitudes, weaknesses and strengths It helps in the guidance of career matters across the nation, job influence, growth, work hours opportunities to name a few. An individual needs to remember that when doing this career exploration project to keep in mind that money is only a temporary fix. In the beginning it may bring you joy and happiness but as time goes on it will not keep up personal enjoyment i...
5.0 Self-Assessment Skill Inventory Degree of competency 1 2 3 4 5 6 7 8 9 10 Time management Knowledge Professional experience Accuracy of Decision making Prioritization Analytical skills Confidence Forecasting Efficiency Adherence to work ethics, rules and regulations Flexibility Communication Presentation skills
The first step of career management process is self-assessment. Self-assessment is refers to the employees using some information that help them to decide which career they really interested to pursue, ability, skills, and behavioural tendencies. According to Allen (2005), self-assessment is a process to identify skills, abilities, knowledge of the employees. During this step, the employees need to do some tests such as the Strong-Campbell Interest Inventory and the Self-Directed Search. The tests help the employees to identify the value of work that they place on their work and also leisure activities. Self-assessment is also involved with some exercises which able the employees to identify their career future plan, where are they for now and also how their career match with the current situation and resource that available (Noe, 2010). After done with the exercises, career counsellors usually used to assist the employee in their self-assessment process and also provide explanation about their result of psychology tests. Then the employees assess their current skills and abilities and also capabilities they are lacking with some informa...
Well I guess I’ll start off this paper by being outright honest. I have never done this type of self-assessment exercise. So I’ll start this paper off with what exactly this type of self-assessment is. These types of self-assessments are meant to help show the individual (me) where my strengths lie and also where my weaknesses are as well so that I may try and lean on my strengths while improving on my own shortcomings. Essentially the Johari Window four regions model that we learned about is a great tool for this assessment. The first region is also known as the open area, which essentially means that this is what is known by the person about him/herself and is also know by others. The second region is known as the blind area in which this is information unknown by the individual but is known by others. Which could be behaviors that an individual does but does not realize that they are doing them. The third window is known as the hidden area. This area is essentially information that only you know about yourself and others do not. The fourth area is known as the unknown area. It’s known as that because this is information that you and others do not know about you. It’s when you take a look at these four areas and see your strengths and/or weaknesses are at and if you allow yourself to become open to feedback you then can improve on your own shortcomings and become a better leader.
The anchor is those elements of the self-image that people would not give up if they are forced to make a choice
According to Tingum (n.d.) in her article titled “Advantages of Mentoring in the Workplace,” the employer gains greater productivity within the workplace through the mentoring process. She states, “As employees turn to their mentors for advice, they make fewer mistakes on the job, cutting losses to the employer” (Tingum, n.d.). This is a great benefit for the employer because the mentee is being trained and developed from the best employees in the company, likely resulting in a greater number of excellent, experienced employees. As previously mentioned, employees that have been in a mentoring relationship tend to have greater satisfaction in their job. Because they have greater job satisfaction, the result for the company is likely to be a more positive work environment for the company overall (Tingum, n.d.).
I feel that if someone is looking for information on a particular career path, any information can help them make an informed choice. The surveyors agreed that the usage of surveys are meaningful and will continue to be a proven way of collecting information. Using this as a form of analyzing how individuals rationalize career choices as well as making informed decisions pertinent to their career and other choices. There was also some mixed emotion that the taking of an employment assessment survey was unrealistic in providing practical guidance, and not very effective in making such a choice as career selections. The overall results were that taking this survey was very motivating in the guide to making the right career decision to some, while others felt that it didn’t carry much merit one way or another.