The versatility of skills and knowledge expected of the career counsellor in processing with client their career choices requires specialised training and the coaches who possesses personality characteristics that makes this journey more pleasant and motivating. The second key pointer, is the need for continuing education to acquire and maintain a reasonable level of awareness of the modern and on-going scientific and professional facts and news in the fields of activity. Counsellors maintain their competence in the skills they use, where they are open to new procedures, and remain informed regarding best practices for working with diverse populations since our society now is multi-cultural. (ACA, 2014) The career counsellor must be skilful
In order that you could suggest convincing response and you could do the job in accordance with the hiring manager’s expectations, you need to review all the job requirements and job descriptions to relate them to your past accomplishments. Seemingly a tall order but communicating past accomplishments is the desired result in an interactive interview Q&A session. Simultaneously, you identify all the required ability, skill sets and knowledge and then correlate them to samples of behavioural interview questions. Practising this step repeatedly shall lead you to precisely achieve the best result possible for responding the right answer as if you hit the bull’s eye. Here are the commonly required skill sets to evaluate job seeker’s behavioural for demonstrating their ability and job knowledge in areas of: - decision-making and problem-solving, - leadership through the work-based group for teamwork cooperation, - motivation to influence others, - communication to resolve a conflict and - interpersonal skills to contribute to teamwork
With standardisation questionnaire structure, it is a better way to elicit responses to specific queries that candidates might not answer in a straightforward manner during a face-to-face interview session. As a result, several hiring managers turn to some Psychometric Tests questionnaire as a method to collect quantitative data for the pre-employment selection process, for employee’s promotion as well as for building
Logical matching of individual characteristics or traits to the occupation that best suits him or her. Discovering new and enlightening information about one’s self and field or job that you want to work in. with career counselling the main goal is to assess your factors and traits and apply it to the workplace, where it can be reassessed as consumers have new experiences and ever-changing needs. This theory goes further into saying that the characteristics that are measured fall into a category of four. (Schreuder & Coetzee 2011) 1.
Business games, role playing and in-basket exercises are also used in this method. The appraisees are evaluated individually as well as collectively on job related characteristics. The most important qualities to be judged in this method are interpersonal skills, intellectual capability, planning and organising capabilities, motivation, career orientation etc. The performance appraisal by assessment centre also lets the manager understand the training and development requirement. [http://www.naukrihub.com/appraisals/360-degree-performance-appraisal.html#sthash.Lnizf8GE.dpuf ] 2.
INTRODUCTION Richard Hackman & Greg Oldham has development a model which specifically addresses job design. The model relates to job characteristics to psychological states and personal and work outcome. It can be used to predict whether positive work and personal outcomes can be achieve from a job as it exists or with redesign. This model diagnoses and design jobs to fit employees. When applying this model to retain the employee in the IT industry, its strengths are immediately apparent.
In present work effectiveness of training measured from employees’ point of view, further research can be done on effectiveness of employee’s relationship with top managers and with trainers. Furthermore mentorship and coaching can be evaluated for practice of relationship building and managing for the win-win approach. 8. Powerful insights can be drawn through the study on strategic training and development approach to ensure every training intervention is linked to the overall business
These tests are used by employers to test a person’s capability to make decisions in certain situations. This is important because in a work environment, an employee’s main decisions have to include reading and analysing data and information, also under timed conditions or deadline pressures. The questions can be presented in a role play type format too, where certain situations in and around the work would be stated. Then, it will have a choice of different answers or decisions that the person can make, and it shows what a person will do in the moment. It usually
Ability and aptitude tests measure if an applicant can currently perform a task (i.e., has the current ability to do so) or will be able to learn a task (i.e., has an aptitude to be trained for the task). Examples of ability and aptitude tasks include typing tests that measure speed and accuracy or mechanical aptitude tests. A third type of test often used in career counseling and sometimes used in selection situations is interest inventories. These tests compare the likes and dislikes of the applicant with those of individuals in various professions. Based on these profiles, judgments can be made as to whether or not the applicant is likely to be successful or satisfied in the position.
Strategic value can be derived from human resource information system tools that assist decision-making with regard to basic human resource functions (Troshani et al., 2011). • Human Resource Analysis: The majority of human resource decisions are made based on this functionality. Use this mission, in the organization to determines whether their staff capacity equal or unequal. HR analysis is one of the important functions for collection and identifies HR requirements (Mayfield et al., 2003). • Personnel Development: this task helps the organizations determine any weaknesses of the workers that have made the proper training and / or decision accordingly growth methods to rise above this shortcoming (Dessler, 2013).