A very important point is that online learning can be done individually or in groups (for example video conferences).
6. In general, in order to make a career choice one should be informed about the world of professions. Information about the profession that appears the most interesting and appropriate should be gathered. If possible, it would be important to read interviews or talk to people with similar jobs for a more accurate and realistic image. Another important part in a career choice is to assess individual strengths and weaknesses. Several personality tests are available for such a purpose (for example CPI - California Psychological Inventory, SDS - the Self-Directed Search questionnaire). For the persons in search for a career it is important to identify the skills they have and they most enjoy using. The career identified should be compatible with the interests and skills identified. In conclusion, a person who tries to discover the most appropriate career should pay attention both to personal characteristics (interests, values, skills), and to the information available about the world of occupations (understand how occupations and programs of study can be organized into interest and personality groups).
Another important tool that helps a person make a career choice is the assessment center. In the assessment center the person's potential for a certain role or the evaluation of the person's abilities for a job are provided. The result is a profile of the candidate, of his/hers strengths and weaknesses and recommendations can be made for future career steps. (Winkler, 2002)
7. The six clusters of skills in John Holland's system are: Realistic, Investigative, Artistic, Social, Enterprising and Conventional. The clusters make possible the creation of vocational matrices that correlate the code obtained with a personality and an occupational profile. The cluster that best describes me is SE (I) - Social, Enterprising, Investigative.
Social (Helpers): Helpers describe themselves as: helpful, warm, cooperative, sociable, tactful, friendly, kind, generous, patient and understanding.
Enterprising (Persuaders): they describe themselves as adventurous, energetic, optimistic, agreeable, extroverted, popular, sociable, self-confident and ambitious. As a working style, they prefer to lead a team to achieve a goal, like to commit to the bigger picture and have others to deal with the pieces of the plan (they prefer to delegate).
Investigative (Thinkers): they describe themselves as self-determined, intelligent, curious, logical, precise, analytical, reserved, independent and rational. (description taken from w2.byuh.edu/career/docs/documents/holland.pdf).
I believe the skill cluster represents my interest and skills and supports the career I have chosen (psychologist), because they reflect my interest in people, the high level of energy and implication and the cognitive, thinking skills needed in such profession.
8. As a manager it is important to view the bargaining unit as a partner with whom the well-being of employees at work is negotiated. Therefore, if I were the director of a company, I would adopt an open style of management. One of the most important goals would be to establish a very good communication and I would encourage all staff to have a voice in the organisation. This can be materialised at the meetings which would take place and at weekly staff briefings dedicated to the entire workforce. Such attempts would provide the opportunity for all employees' opinions to be canvassed and issues to be raised and resolved. However, adopting such an approach may suggest to most managers that they have a limited control over the organization. Such problems I would solve by a fair and prompt negotiation of all issues. I believe it is a good thing that people stand up to acquire benefits and rights and are organized in order to gain and support their rights. A form of organization like bargaining units allows them a faster and more persuasive impact on managers. Moreover, if they perceive they have a sense of control, they are likely to take their responsibilities more seriously.
Whether a bargain unit is appropriate is determined by the NLRB by means of a valid election process. The NLRB first checks the sufficiency of the union's showing of support. In order to obtain an NLRB election the union must file a petition supported by a manifestation of interest from at least thirty percent of the employees in the group that the union seeks to represent, typically called the bargaining unit. Unions typically use individual forms in which a worker states that he or she wishes to be represented by the union (authorization cards) as evidence of employee support. The cards should be obtained with legal assistance (without threats or false promises and with the accord...
360 degree assessment tool is providing an objective evaluation as to how professionals and organizations are perceived around the world. This helps them to understand what is happening and to make adjustments to improve their image among stakeholders. These areas allow both individuals and firms to protect and build upon these beliefs. ("360 Brand Assessment," 2013) This is providing a number of benefits that will help in achieving their objectives.
Many of the higher-benefitting companies in the survey were not only sharing the results with the participants of the feedback, but also including their customers in the process. Customers were asked to rate the feedback survey participants, because involving the customer requires a follow-up action on the part of the participant: they must provide feedback to the customer, "closing the loop," and spurring a team approach to the resulting
Performance Management Systems: Balanced Scorecard vs. 360-Degree Feedback Performance Management is an essential part of yielding the best possible results from a company's personnel. And as many preferred systems for performance management demonstrate, the results are only possible with effective instruments and metrics for planning objectives, evaluating performances, ways of garnering feedback and providing proper incentives for achievement. To this end, the discussion hereafter considers The Balance Scorecard and 360-Degree Feedback
Job Analysis and Competency Modeling Literature has shown that just like the skills, knowledge and competencies required for success differ from position to position, the methodologies for determining the specific KSAs required for success also differ. For instance, whereas administrative and clerical positions require one to conduct a local job analysis alone to determine the required KSAs, supervisory and executive positions would call for the development of a competency model in
Human Resource Management There is a great need for managers to develop a highly strategic approach to human resource management. This encompasses supporting the general mission of the organization, the organizational culture that we embrace and advocate for personnel and consumers, and also for supporting individual needs as a manager. Strategic human resources management (SHRM) is delineated as the practice of articulating HR strategies and execution procedures that are aligned and underline
Performance appraisal systems are complex and time consuming, especially for managers who supervise extended numbers of employees Performance appraisal systems can be stressful and ineffective (Clark, 2011). 5. Structure of performance appraisal systems The construction of a performance appraisal system is a complex endeavor, based on both theoretical as well as practical considerations. John J. Gabarro and Linda a. Hill (1995) for instance argue that managers ought to construct their appraisal systems in
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