what you should know about career development

Many have defined what career development is all about. Without proper and adequate analytical frameworks and perspectives, and mostly the common grounds of philosophies in life, you may have missed the big picture.

The following is a book discussing and analysing values in life. You may download the book, the Bahasa version, from either one of the following sites:
http://bit.ly/29LhETZ
http://bit.ly/29x1oTu
http://bit.ly/29shSwb
should you have any comments, queries, questions over issues on career development issues, you may contact the author in Jakarta through this mobile number +62 851 0518 7118.


Perpustakaan Nasional RI: Data Katalog dalam Terbitan (KDT)
Sando Sasako.
Nilai-nilai dalam kehidupan / Sando Sasako. – Ed. 2. —
Jakarta : CV Serabdi Sakti, 2016.
xi, 167 hlm. ; 21 cm
Bibliografi : hlm. 165.
ISBN 978-602-73508-3-0
1. Psikologi. 2. Kehidupan. I. Judul.
150


Introductory

This book originally intends to give a brief description on value analyses over human aspects in life, that is ipoleksosbud-hankamnas. The value in political aspects should be described in relation to the legal and law system, domestically. The value in economical aspects has been described in a book titled by “Corporate Financing: Early Warning System Application on Financial Distress Indicators (Measurements)”. The value in national defense and security aspects should be described in relation to the legal and law system, internationally. This book begins with a question of what makes a value and values matter. The value definition analysis is continued with the discussions over its dimension, system, and on cultural contexts in corporations, psychologically and philosophically. Some values are meant and treated sacred in terms of ideology and religions. As it is, it has been exploited and manipulated as a bond to associate the relationship for millenias. The value concepts are then applied to economic goods, to be created, and built upon. On the other hand, the conflicting values can mean one see it entirely different. One see it as a value creation, while the others see it as a value destruction. Relational transgression is named to be an episode of a cycle in the inter-relationships of one human.

Executive Summary

I don’t know you, anymore. It’s one of many understatements of someone to other someone. The transcendental expression reveals everything. It can derive from the five senses (sensed feelings and emotions), perceptions, preferences, tendencies, and so on, just to name a few. There are also other words spoken, language used, gesture, body language, defensive or offensive.
Such annihilation makes the (developing) persons (kids) can loose their in-search-of identity. Some outgoing personalities (ADHD, ADD, or the likes) may still be able to choose between gadgets, television, games, just to compensate, or escape from the ‘pushed’ reality. The opposite is an introvert that dynamic in nature and along a continuum.
Based on a kid’s (user’s) experiences, that one shall assume an identity of one imaginary figure or two. It can be an action figure, Snow White princess, Disney’s cartoon figure, or else (http://bit.ly/1nWrSFq). Some will keep it to himself. While some others are pushing the ilusion to life. Those values are the filtering agents for some to relate and connect with others. It can be the imaginary boss, suborbinates, spouse, buddies, or other LARPing figures.
As people get connected, they get to interdependent one another, directly or not. Some exchanges occur, socially. They comply with each others’ terms of engagements. Some will say it as a cost and benefit. While others, such as Harold Kelley and John Thibaut, will say it as reward and cost, maximise the rewards while minimising the costs in maintaining any relationship.
Some feeds and consumes, while some others produce, vice versa. The products to be consumed in any social exhange or relationships are emotional, social (identity), instrumental, opportunity. The imbalances, I don’t get what I want, I am not well-compensated, will create some degree of dissatisfaction, that leads to mounting complaints and may aggravate and severe the relationships.
Values in Life is what the book about. The discussions and analyses.

Tags:
Psychology, International Relations, Humanities, Peace and Conflict Studies, Mergers & Acquisitions, Human Rights, Higher Education, Human Resources Management, Strategic Management

Keywords:
strategic management, mergers & acquisitions, human relations, human bonding, value exploitation, value manipulation, conflicting values, violence, terrorism, game theory


http://bit.ly/29LhETZ
http://bit.ly/29x1oTu
http://bit.ly/29shSwb



https://en.wikipedia.org/wiki/Career_development
Career Development

Career Development is the lifelong process of managing learning, work, leisure, and transitions in order to move toward a personally determined and evolving preferred future.

In educational development, career development provides a person, often a student, focus for selecting a career or subject(s) to undertake in the future. Often educational institutions provide career counsellors to assist students with their educational development.

In organizational development (or OD), the study of career development looks at:
how individuals manage their careers within and between organizations and,
how organizations structure the career progress of their members, it can also be tied into succession planning within most of the organizations.

In today’s world, more employers are looking for ways to facilitate career development and encourage their employees to drive their own careers.

In personal development, career development is:
” … the total constellation of psychological, sociological, educational, physical, economic, and chance factors that combine to influence the nature and significance of work in the total lifespan of any given individual.”

The evolution or development of a career – informed by
(1) Experience within a specific field of interest (with career, job, or task specific skills as by-product)
(2) Success at each stage of development,
(3) educational attainment commensurate with each incremental stage,
(4) Communications (the capacity to analytically reflect your suitability for a given job via cover letter, resume, and/or the interview process), and
(5) understanding of career development as a navigable process. (Angelo J. Rivera)

“… the lifelong psychological and behavioral processes as well as contextual influences shaping one’s career over the life span. As such, career development involves the person’s creation of a career pattern, decision-making style, integration of life roles, values expression, and life-role self concepts.”


https://www.education.gov.au/career-development
Career Development

Career development is the ongoing process of managing your life, learning and work. It involves developing the skills and knowledge that enable you to plan and make informed decisions about your education, training and career choices.

The Australian Government has a range of initiatives to help all Australians, particularly young people with the support of their families and communities, have access to services through and beyond school which assist them to:
make informed choices when selecting schools, courses and post-school opportunities
connect education and training pathways with career choices and employment prospects
access the broad range of community services and specialist supports available to them.

Resources available to help with career planning include:
The Job Guide providing an in-depth look at a range of occupations and education and training pathways to support people to make informed career decisions.
The Parents Talking Career Choices brochure has strategies for parents and carers to help them discuss the options available for further study and employment after school with their teenage children.
Career Bullseye posters are useful tools to assist young people to make school subject selections based on what jobs they can lead to.
The School subjects you like and jobs they can lead to is a downloadable booklet which includes the full set of Career Bullseye posters, hints on how to use them, and a list of useful websites.

Other Career Development initiatives:
The Information for Career Practitioners page provides information on a number of career practitioner resources, available to download or view online.
The Core Skills for Work Developmental Framework describes the core non-technical skills that have been identified by Australian employers as important for successful participation in work.

Want to know more?
The My Skills website connects individuals and employers looking to undertake training with training organisations that best suit their needs.
The MyUniversity website provides students with access to clear, meaningful and transparent information about Australia’s higher education providers.
The Job Outlook website is a careers and labour market research information site to help individuals decide on their future career.


http://hr.berkeley.edu/development/career-development/skill-development
Career Development: Skill Development

Skill Development means developing yourself and your skill sets to add value for the organization and for your own career development. Fostering an attitude of appreciation for lifelong learning is the key to workplace success. Continuously learning and developing one’s skills requires identifying the skills needed for mobility at Cal, and then successfully seeking out trainings or on-the-job opportunities for developing those skills.

Developing your skills begins with assessing which skills are important for your desired career development. Read about career skills in the self-assessment section of this website. Speak with your supervisor or manager and other career mentors to identify the types of skills that will help move you forward in your career.

Your development should follow the 70-20-10 rule:

70% of your development should come from on-the-job activities and action learning. This can include development experiences like managing a project, serving on a cross-functional team, taking on a new task, job shadowing, job rotation, etc.

20% of your development should come from interactions with others. This includes having a mentor, being a mentor, coaching, participating in communities of practice, serving as a leader in a staff organization, etc.

10% of your development should come from training, including classes, seminars, webinars, podcasts, conferences, etc.

Once you have identified the skills you need to develop to achieve your career goals, your next step is identifying how you will develop your skills. The two main avenues for developing your skills are through the following:
Education and training
Developmental experiences


http://jcd.sagepub.com/
Journal of Career Development

The Journal of Career Development (JCD) provides professionals in counseling, psychology, education, student personnel, human resources, and business management with the most up-to-date concepts, ideas, and methodology in career development theory, research, and practice. Topics covered are career education, adult career development, career development of special needs populations, career development and the family, and career and leisure.


http://www.thecdi.net/About/CareerDevelopment
What is Career Development?

What do career development professionals do?

Career development professionals provide activities and services which assist individuals or organisations seeking support to affect a wide range of career transitions. These may be associated with life and career stages, including the development of the career ideas of young people. Contexts include educational choices, work experience and internships, labour market entry, skills and vocational training, job search, sector/management level change, promotion or transfer, redundancy, entrepreneurial business development, working identity change, disability and stress related career development issues, adjustments to life-work balance, returners to the labour market, portfolio working and pre-retirement choices.

Where might they work?

Activities and services may be delivered in schools, universities, colleges, training organisations, public employment services, the workplace, community or voluntary sector and the private sector. They may be provided on an individual or group basis and may be face-to-face or at a distance (including help-lines and web-based services). They include the provision of information, ideas, tools and resources (verbal, printed, web-based or other forms), administration of assessment and self-assessment tools, career guidance interviews, career education programmes, career coaching, taster programmes, work search programmes, outplacement, redundancy and transition services, retention and talent management reviews, career progression or promotion, training, or other forms of career development-related consultancy, research and professional development. [Adapted by CPA (2011) from the OECD (2004) definition]

Defining the role

The term ‘career development practitioner’ is used by us to describe those engaged in the provision of career development services. The term includes professionals who regard career guidance as their main professional activity. However, other organisations, employers and publications may use different terms or titles to describe the same function (for example ‘careers adviser’, ‘career coach’, ‘personal adviser’ etc).


http://www.ncda.org/aws/NCDA/pt/sp/magazine
Career Developments Magazine

Members: Watch your mailboxes for the current issue described below. This is a print-only, members only resource!
Summer 2016 Public Policy
Summer 2016

The federal, state, and local legislative processes provide direction, policies, funding, programs, and services to support the employability and employment of citizens. This issue of Career Developments addresses how career counselors and professionals are providing leadership and advocacy by becoming directly involved in this process by providing information, guidance, recommendations, and support for legislators, legislation, funding, programs, and services related to employability, employment, and career planning and development at the federal, state, and local levels.

Summer 2016 Focus Article:
NCDA and Public Policy
By Niel Carey, Rebecca Dedmon, Luke Wallwork and Charles Lehman

As one of its most important responsibilities, NCDA works to ensure public policy and legislation that addresses the needs of its members, all career counselors and career development specialists, clients and students, and the career counseling profession itself. This role is so important that Advocacy is listed as one of the four primary association purposes in the NCDA Mission Statement. NCDA proactively shares professional concerns with key legislators and legislative agendas on Capitol Hill to effectively represent the profession and its members’ work and needs.

Members can read the full article in the magazine.
Non-members are invited to join NCDA to receive this benefit, and lots more!
See the Table of Contents, on the left sidebar, and watch your mailbox for this issue.


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