Career Development
The goal of this project is to create a comprehensive career development program for lower and middle class high school students. These students are more at risk than others because of their already suspect socioeconomic status. In general, this group does not have the same advantages as upper class individuals who can many times rely on better educational opportunities and networking possibilities as a whole. The program also seeks to assist this contingent of the population because this an area which has not been focused on for lower and middle class students. Therefore it is imperative to present career training to assist these individuals when they are making choices that may have significant impact on their futures.

Theoretical Model Used

This particular model will be based on Holland's Theory for career development. The gist of the theory is that people are happier if they work in an environment that mirrors their…...

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References

Career Key. (2012). Holland's theory of career choice and you. Retrieved from choice.htmlhttp://www.careerkey.org/asp/your_personality/hollands-theory-of-career-

MCEECDYA. (2010). Australian blueprint for career development. Ministerial Council for Education, Early Childhood Development and Youth Affairs. Retrieved from http://www.blueprint.edu.au/Portals/0/resources/Blueprint_v1.2_.pdf

Career Development
There are a number of factors and individual characteristics that impact career development and vocational choices. These factors can be external or internal or a combination of the two. Some individuals are influenced by others close to them or by those role models who may represent the area of interest but there is no direct personal connection. Career choice for some can be determined by the path taken by others; the proven path that guarantees a certain level of income and a certain kind of lifestyle. hile others make career choices based on what they are most passionate about. Influences in childhood can impact the choices an individual makes in adulthood regarding their vocation; as can how an individual progresses in academic settings. Moreover, the marketplace, can also be a deciding factor in what career choices a person makes; what jobs are in high demand, which career paths are…...

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Works Cited

Costa, P., & McCrae, R. (1992). Revised NEO personality inventory (NEO-PI-R) and NEO-five Factor Inventory (NEO-FFI) manual. Odessa, FL: Psychological

Assessment Resources.

Hogan, R., & Blake, R.. (1999). John Holland's vocational typology and personality theory. Journal of Vocational Behavior, 55, 41-56.

Holland, J. (1973). Making vocational choices: a theory of careers. Prentice Hall.

Career Development Plan- Job Analysis Selection
Explain your Job analysis info

Job analysis is fundamental for creating a better work atmosphere. Job analysis information is important for creating a human resource for any organization. Properly defined, 'Job analysis' is a purposeful and systematic description of the jobs, and its related information in such a way that the job and roles are distinguished and unique roles and requirements can be found. The job is thus broken down to components such that each work activity can be understood and measured and it can point to the necessary qualities and the attributes of the personnel required for performing that work. (Condrey, 2010) The components of a job analysis are job description, evaluation, system organization and responsibilities. It also includes the cost and payment schedules.

Describe Workforce Planning System

The workforce planning system can also be called the staffing strategy. This is a long-term directional plan to ensure…...

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References

Bechet, Thomas P. (2008) "Strategic staffing: a comprehensive system for effective workforce planning" AMACOM Div American Mgmt Assn.

Condrey, Stephen E. (2010) "Handbook of Human Resource Management in Government"

John Wiley and Sons.

Gendron, Michael P. (2004) "Integrating Newly Merged Organizations."

Career Development
Five-year career development plan

The unstable economy might cause a recent college graduate to throw up his or her hands in despair at the idea of planning for the next five months in today's economic environment, much less his or her professional development over the course of the next five years. However, the very instability that causes such negative and self-defeating thinking makes it all the more necessary that one has a clear career development plan in mind, upon graduation, rather than simply leaving one's life up to economic whims. hen the current job creation and retention statistics were released to the media, the main 'buzz' was how such figures would affect the upcoming election, from the candidates' points-of-view. But what of the job seeker's point-of-view, one might ask? Furthermore, the fact that a presidential election is coming up very soon again makes it critical to have an eye on…...

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Works Cited

Boone, van Olffen, and Roijakkers (2004) "Selection on the Road to a Career: Evidence of Personality Sorting in Educational Choice." Journal of Career Development

31 (1): 61-78, Fall 2004.

Debra S. Osborn. "School Counselors' Perceptions of Career Counseling and Career Testing: Preferences, Priorities, and Predictors." Journal of Career Development

31 (1): 45-59, Fall 2004.

So negotiation requires to acknowledge emotions and understand their source. The parties involved in the negotiation must acknowledge each other's emotions and try to resolve them (Witkin & Goodenough, 46-51). This can only happen when one is trained to be good at interpersonal relationships. Only by empathizing with others' feelings, one can think of resolving interpersonal conflict. This requires active listening and paying close attention to others' views.
eferences

Hirschhorn, L. Beyond Mechanization: Work and Technology in a Post- ndustrial Age, MIT Press, Cambridge Mass, 1984.

McCullagh, P. & Caird, J.K. Correct and learning models and the use of model knowledge of results in the acquisition and retention of a motor skill. Journal of Human Movement Studies, 1990, 18, pp. 107-116.

McGrath, J.E., & Arrow, H. Groups, Tasks, and Technology. Small Group esearch, 1993, 24(3), pp. 406-420.

Watson, W, Kumar, K, & Michaelsen, L. Cultural Diversity's Impact on Interaction Process and Performance: Comparing Homogeneous…...

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References

Hirschhorn, L. Beyond Mechanization: Work and Technology in a Post- ndustrial Age, MIT Press, Cambridge Mass, 1984.

McCullagh, P. & Caird, J.K. Correct and learning models and the use of model knowledge of results in the acquisition and retention of a motor skill. Journal of Human Movement Studies, 1990, 18, pp. 107-116.

McGrath, J.E., & Arrow, H. Groups, Tasks, and Technology. Small Group Research, 1993, 24(3), pp. 406-420.

Watson, W, Kumar, K, & Michaelsen, L. Cultural Diversity's Impact on Interaction Process and Performance: Comparing Homogeneous and DiverseTask Groups. Academy of Management Journal, 1993, 36(3), pp. 590-602.

Career Development Plan Summary
Telenex's call center in Tacoma, WA is taking over all of the business customer service for the company due to the closure of the Phoenix, AZ office and realigning of other call centers into business or consumer-based customer service units. The anticipated increase in calls will require an additional team to cover the west coast customers from 8 am to 5 pm PST. This proposal will address the need to create 5 new positions, 4 customer service representatives and a 1 team supervisor position. It is anticipated that the team supervisor will be an internal hire and the other 4 positions will be outside hires.

Job Description for Customer Service epresentatives (Four Positions)

The Customer Service epresentative will talk on the telephone to customers while simultaneously entering and retrieving information from customers regarding their wireless service with Telenex. epresentatives will answer customer questions, perform basic troubleshooting of wireless devices,…...

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References

Daniel, Teresa (2009). Managing Employee Performance. SHRM Online. Retrieved from  http://www.shrm.org/Research/Articles/Articles/Pages/ManagingEmployeePerformance.aspx 

Lollis, Helene (2009). Be a Stepping Stone. SHRM Online. Retrieved from  http://www.shrm.org/TemplatesTools/Samples/SupervisoryNewsletter/Pages/0209article1.aspx 

Prochaska, Shelly T (July 2002). Designing Organizational Programs for Employees Career Development [White paper]. Retrieved from  http://www.shrm.org/Research/Articles/Articles/Pages/CMS_000430.aspx 

Salvo, Thomas (2004). Practical Tips for Successful Progressive Discipline. SHRM Online. Retrieved from  http://www.shrm.org/Research/Articles/Articles/Pages/CMS_009030.aspx

Career Development
Jeff, going by what you have shared with me and the number of years I have known you, your 25 years of service to the Army, I am persuaded that you are an excellent leader. Now that the Site Manager has not considered you for a leadership position because all leadership positions are filled, what career development stage do you think you are in?

Jeff: I believe that I am in the exploration stage because I am still in the process of identifying the type of work that interests me after spending a quarter of a century working as an officer in the army. Considering that assuming leadership position in this my new job would require knowledge in specific academic realms I'll be obliged to pursue the needed education and training (Noe, 2010). I consider myself an apprentice because I'll be under supervision of more experienced managers going by the…...

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References List

Noe, R.A. (2010). Employee Training and Development. (5th ed.). New York, NY: McGraw-

Hill/Irwin

Career Development Career development is one of the major areas of focus for counsellors. Professional counsellors offer guidance to their clients on a variety of vocational issues, including self-awareness, personal development, and career decision making (Zunker, 2012). To effectively support her unborn child in the future, Maria ought to have the required financial ability. The career world presents numerous avenues for achieving financial ability. With reference to career development theory, especially John Holland’s theory, this paper provides guidance that would be helpful for Maria as she explores the career options available to her.
John Holland’s theory is one of the theoretical models career counsellors can rely on to guide their clients on vocational matters. The theory essentially emphasizes the notion of self-concept (Kottler & Shepard, 2015). In other words, career decisions should be informed by personality type. Choosing a career path that reflects one’s personality is important for achieving career satisfaction. For…...

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References

Kottler, J., & Shepard, D. (2015). Introduction to counselling. Voices from the field. 8th ed. Boston: Cengage Learning.

Zunker, V. (2012). Career counselling: A holistic approach. 8th ed. Boston: Cengage Learning.

Career Development
THEOIES OF CAIE DEVELOPMENT

Major Theories of Career Development

Minnesota Theory of Work Adjustment (TWA)

Theory of Work Adjustment was developed in 1964 by ene Dawis, George England and Lloyd Lofquist from the university of Minnesota. This theory of work adjustment (TWA) is a comprehensive model of work/job adjustment based on the concept of correspondence between an individual and his environment. Dawis and Lofquist (1964) defined work adjustment as the process of achieving and maintaining the correspondence. The work environment needs some who can perform the task and the individual brings his knowledge and skills to perform the task. In return, the individual expects compensation for his performance and safe place to work.

The main focus of this model is the idea that the environment and the individual both mist meet each other's requirement in order to maintain the relationship. The degree at which the requirement of both is met is called…...

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References

Brown, S and Lent, R. (2013). Career Development and Counseling. Putting Theory and Research to work. Second edition. John Willey and Sons Inc.

Brown, S., & Lent, R. (Eds.). (2004). Career development and counseling: Putting Theory and Research to work. New Jersey: Wiley.

Dawis, R.V., & Lofquist, L.H. (1984). A psychological theory of work adjustment. Minneapolis,

MN: University of Minnesota Press

Career development in organizations [...] importance of a career development plan in organizations and what benefit could be derived to various functions within H and the organization as a whole. Career development is not only a growing trend in 21st century organizations, it is a necessity for organizations that hope to retain and expand a competent and contented workforce. The successful organization will create a harmonious balance between the individual's needs and the organizational needs, and career development can help create this balance.
Career Development in Organizations

What is career development? Many college students have experience with the counseling department, and the career development questionnaires that assess their strengths, weaknesses, and interests then analyze the best careers for their personalities and talents. Career development in the workplace uses similar tools to assess employee strengths and talents, but it also encourages the employee to strive for more, work to their best advantage,…...

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References

Author Unknown. (2003). Career Development Facilitator Competencies. Retrived from the NCDA Web Site:   Jan. 2004.http://www.ncda.org/pdf/CDFCOMPETENCY.pdf26 

Gilley, J.W., & Maycunich, A. (2000). Beyond the Learning Organization: Creating a Culture of Continuous Growth and Development through State-Of-The-Art Human Resource Practices. Cambridge, MA: Perseus Publishing.

Gutteridge, T.G., Leibowitz, Z.B., & Shore, J.E. (1993). A new look at organizational career development. Human Resource Planning, 16(2), 71+.

Morrison, R.F., & Adams, J. (Eds.). (1991). Contemporary Career Development Issues. Hillsdale, NJ: Lawrence Erlbaum Associates.

career development plan for a marketing director.
Having worked for 4 years as admission counselor for American Intercontinental University the next logical step for me is to develop a five-year plan that would allow me to foresee the future objectively and in a realistic manner. This August I am being promoted to Marketing Director and hence the need for planning is even more acute. The following will outline some of the attributes, goals and aspirations that I need to develop in the next five years to complement my position as a director as well as to the next level of my career, Chief Executive.

Current Position: Marketing Director

Long-Term Goals: Chief Executive Officer

Short-Term Goals: To fulfill my duties as well as develop skills for my next position

Year one

Personal Development is at the top of my criteria. As a marketing director I need to be dynamic and have exceptional interpersonal skills in order…...

Society has experienced much progress when considering the concept of the workplace and this is reflected by how modern people comprehend this respective idea. From my perspective, careers have evolved significantly as a consequence of technology pervading most domains and making it virtually impossible for individuals to avoid being influenced. hat was considered an IT-specialist just a few years ago is a perfectly normal worker today -- the world reached a point where the majority of individuals need to be experienced in using a series of devices in order to integrate the social order effectively.
Question b.

The current labor market is often misunderstood and considered unwelcoming. This is largely due to the fact that many entry-level workers are inclined to be particularly selective with regard to their workplace and thus have trouble gathering the experience they need in order to actually be able to progress. As they consider the wide…...

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Works cited:

Greeno, N.J. "Corporate Learning Strategies," (American Society for Training and Development, 2006)

Hennenberg, S. "Internship Smarts," (The Rosen Publishing Group, 15 Dec 2012)

Knight, "Assessment, Learning and Employability," (McGraw-Hill International, 2003)

"ABOUT THE WORLDWIDE NEWS NETWORK -- SHOUT OUT UK," Retrieved November 10, 2014, from  http://www.shoutoutuk.org/worldwide-news-network/

5-Year Career Development Plan:
In the modern working environment, the definition of a career path has extended to include options of several paths, working on various positions, and development of new competencies. Consequently, an individual needs to remain committed to an ongoing, proactive personal career development and management in today's economy. The process of ongoing career management incorporates two major steps i.e. self-assessment and the development of an individualized and thoughtful plan or design. The use of these two processes enables a person to be proactive in the management of his/her career path. In relation to the development of a career plan, an individual should make several considerations such as a realistic evaluation of accomplishments, strengths, and weaknesses (Wagner, 2010, p.17). This paper presents a 5-year career development plan for becoming a human resource manager in one of the leading companies across the globe. I am currently a sophomore undertaking a…...

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References:

"Careers in Human Resource Management." (n.d.). Society for Human Resource Management.

Retrieved January 29, 2014, from  http://www.shrm.org/Communities/StudentPrograms/Pages/careersinHRM.aspx 

Duggan, T. (n.d.). Career Management Methods for HR. Retrieved January 29, 2014, from  http://work.chron.com/career-management-methods-hr-26437.html 

"Human Resources Managers." (2014, January 8). Occupational Outlook Handbook. Retrieved from Bureau of Labor Statistics -- United States Department of Labor website:  http://www.bls.gov/ooh/management/human-resources-managers.htm

It is an observational learning technique. It is used to diversify training and helps in change of attitude. It also helps in interpersonal skills.
Outdoor training involves challenges which teach employees to work together as a team. It usually involves some major physical and emotional challenge and employees are observed on how they react to these difficulties. This type of training is beneficial as it shows the importance of working together with one another and building relationships and teams.

elationship between employee development and organizational development

Organizations are dynamic. This makes jobs in these companies complex. This calls for continuous employee education. Employee training is a learning experience. It assists an employee to develop in his field. This brings about organization development. Organizational development increases the effectiveness and efficiency of the organization. Employee training can achieve this is as it increases knowledge, productivity, contribution as well as loyalty of the employees towards…...

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References

Elwood F. Holton. (2001). New Employee Development Tactics: Perceived Availability, Helpfulness, and Relationship with Job Attitudes. Journal of Business and Psychology, 16(1), 73-85.

Johansen, K., Kusy, M., Jr., & Rouda, R.,. (1996). The Business Focus of HRD Leaders: a picture of current practice. Paper presented at the Academy of Human Resource Development Conference, Minneapolis.

Lewis Z. Schlosser, H.Z.L., Regine M. Talleyrand, Bryan S.K. Kim, and W. Brad Johnson,. (2011). Advisor-Advisee Relationships in Graduate Training Programs. Journal of Career Development 38(1), 3-18.

Employee Training and Career Development
The role of training in an organization's development

For organizations to ensure their employees are equipped with the right knowledge, abilities and skills to perform their assigned tasks, training and development assumes a critical role towards the success and growth of the business. When providing appropriate training, organizations ensure that their employees own the right skills for the business and these skills must be continually updated based on the best and new H practices. To meet future and current business demands, training and development plays a strategic role in organizations. Employees are valuable resources capable of development to achieve organizational goals. There is a compelling need to develop employees because it contributes towards quality work and increased productivity (Koerner, 2013).

Training approaches adopted by any organization enhances employee turnover, reduces absenteeism and improves motivation. For organizations to stay ahead of competition employee training and development must incorporate reinvention,…...

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References

Koerner, D. (2013). Success from the Start: Business Principles for Massage Therapists. Philadelphia F.A. Davis Company.

Rothwell, W.J. & Soper, J.G. (2008). ASTD models for workplace learning and performance: Roles, competencies, and outputs. Alexandria, VA: American Society for Training & Development.

United States. (2013). Human Capital: A guide for assessing strategic training and development efforts in the federal government: exposure draft. Washington, D.C: United States General Accounting Office.

Schreiner provides a platform for women to support each other in Woman's Rose through various means:

1. Community Building: Schreiner creates a community where women can connect, share their stories, and seek advice from one another. The platform allows women to interact and form relationships, providing a supportive environment to uplift and inspire each other.

2. Discussion Forums: Within Woman's Rose, there are dedicated discussion forums where women can engage in conversations on diverse topics. These forums serve as a space where women can seek guidance, share their experiences, and offer support to one another.

3. Mentorship Opportunities: Schreiner offers mentorship programs where....

1. The Importance of Employee Retention in Maintaining a Successful Business
2. Strategies for Improving Employee Retention Rates in the Workplace
3. The Role of Company Culture in Employee Retention
4. The Impact of Employee Benefits and Incentives on Retention Rates
5. Challenges and Solutions for Retaining Millennial Employees
6. The Connection Between Employee Engagement and Retention
7. Addressing Turnover and Retention Issues in a Remote Work Environment
8. The Financial Costs of Employee Turnover and the Benefits of Retaining Staff
9. The Role of Leadership in Employee Retention Strategies
10. Best Practices for Creating a Positive Work Environment that Encourages Employee Loyalty and Retention.
11. Exploring the Relationship Between....

Topic Idea 1: The Impact of Employee Retention on Organizational Performance

Explore the positive correlation between employee retention and key business outcomes, such as productivity, profitability, and customer satisfaction.
Analyze how high turnover rates can lead to financial losses, operational inefficiencies, and reputation damage.
Discuss the importance of identifying and addressing the root causes of employee turnover to improve retention.

Topic Idea 2: Strategies for Enhancing Employee Retention in the Digital Age

Examine the challenges posed by the changing nature of work and technology in retaining employees.
Evaluate the effectiveness of strategies such as flexible work arrangements, remote work options, and....

I. Introduction
A. Overview of Summit Financial and its HR challenges
B. Thesis statement: Outline of key HR recommendations for Summit Financial

II. HR Issue 1: Low Employee Engagement
A. Factors contributing to low engagement (e.g., lack of recognition, limited career growth)
B. Proposed solution: Implementing an employee recognition program and revised career development plan

III. HR Issue 2: High Employee Turnover
A. Causes of high turnover (e.g., poor onboarding, lack of training)
B. Proposed solution: Enhancing onboarding process and expanding employee training programs

IV. HR Issue 3: Poor Communication
A. Obstacles to effective communication (e.g., unclear communication channels, lack of transparency)
B.....