The web-based career system that I chose to evaluate was the College Career Life Planning website. I will evaluate the site in terms of the benchmarks that were set forth described by Niles and Harris-Bowlsbey. ➢ The Theoretical Base of the site - The site utilities the Holland system. The site has an assessment that is based up on the Holland system with an accompanying standard potential careers areas are provided for the clients reference. As Niles and Harris-Bowlsbey, indicate for this benchmark site needs to offer a theoretical framework to help the client process through the vast amount of career related information (2009, p. 228). I would say, yes this site does provide a starting point for the client to research and explore potential careers via the Holland personality theory. ➢ The Presence of an online inventory system - As Niles and Harris-Bowlsbey indicate there needs to be an assessment of the values, interests, abilities, and skills of the client (2009, 228). I would again say, yes, this site does meet that criterion. The results of the Holland personality report are used further. Clients can take recommended career areas and research more in-depth under the career life-planning tab. The tab provides specific area that give advise of the skills, values, and requirements that are needed for a particular career. ➢ Quality, appeal, and comprehensiveness of the website - Niles and Harris-Bowlsbey, a career based counseling system needs to have a breadth of information from all the avenues of the career development process (2009, 228). With out questions this this does that and more. While the title of the site indicates college career planning is goes way beyond that notion. One of the main items that attracte... ... middle of paper ... ..., ➢ The last area is the quality and track record of the site - According to Niles and Harris-Bowlsbey, a quality site needs to have a good history of support and development (2009, p, 229). While the site is free, I found the quality of the site to be outstanding. Yes there are advertisements on the site; however, I found that to be acceptable and understandable because the site is again, free. The content seemed to be up to date and I really did not notice anything that was suspect. I did notice there were links at the bottom of the site for support and suggestions. So, I found that to add to the credibility of the site. Overall, I found this site to be GREAT! It is comprehensive, user-friendly, and relevant. Without questions the sites meets the expectations outlined by Niles and Harris-Bowlsbey. As well, I have noted this site to my counseling toolbox.
I had the opportunity to take the 16 Careers Cluster Inventory. I found the assessment very easy to take. As well, I found the inventory easy to score. My results of the assessment indicated my top three career areas were: 1. Educational and Training, 2. Health Sciences, and 3 had a three way tie between Human Services, Hospitality, and Law enforcement. I found the assessment to be dead on. Based upon the past personality inventories that I have taken I found the suggested areas very appropriate. One of the appealing aspects of the inventory was the easy of taking it! It seemed to gather accurate information without being overly pathological and test-driven.
Career Cruising is an informational website and available at participating schools, public libraries, and employment agencies across North America. This program is intended to direct individuals towards appropriate career choices based on specific criteria, such as education, training and previous experience. Individuals can find this information database self-directed, user friendly and rewarding while presenting a variety of options to meet their personal needs. Not only does it offer assistance for the perspective individual in career development, but also on SAT/ACT preparation, online study guides, interview strategies and seminars by promoting growth and effective career opportunities.
Another piece of the assessment that I liked was it provided me with careers that fit my interests and preparation levels needed. For instance, one of the categories was job zone three careers that require medium preparation, such as vocation school training, on-the-job experience, or an associate’s degree. Some of the jobs I found interesting included, electronics and mechanical engineering technicians, web administrators and developers, medical equipment repairer, and aviation inspectors. However, I’m looking more for a career that will utilize a four-year bachelor’s degree, which are identified in job zone four with high preparation needed. For example, I found the following jobs interesting, aerospace engineering and operations technicians, Biomedical engineers, computer systems engineers/architects, financial analysts, forensic science technicians, nuclear and robotics engineers and software developers. Inclusively, I found this assessment thought-provoking because it allowed me to distinguish my work-related interests and what I consider important in a
2. To provide comprehensive career planning services that support all members of the Northeastern University community in identifying, planning, and implementing sound career decisions
“Career One Stop Pathways to Career Success.” NC Employment Security Commission. 2 Sep. 2009. Web. 18 Feb. 2010.
Time sure does fly; in the blink of an eye, yet another 7.5-week class has come and gone. Just like life, it is scary to think that in just a few short years I will be graduating college and be in search of a future career. The magnitudes of readings, assignments, PowerPoint lectures, and videos have all contributed to the valuable knowledge I have gained since taking this course. Nothing that was presented or required was seen as invaluable towards my progression of career development. This career development course has allowed me to do some self-exploration, career research, and help me understand what influencing factors were related to the job market. Ultimately, this class helped me gauge and find a suitable career path, which will forever shape my future.
Orndorff, Robert M., and Edwin L. Herr. "A Comparative Study of Declared and Undeclared College Students on Career Uncertainty and Involvement in Career Development Activities." Journal of Counseling & Development July, 1996: 1-17.
There are five different criteria that should always be met when it comes to evaluating a website. These criteria’s include accuracy, authority, objectivity, currency, and coverage (“Criteria Used in Evaluating Web Resources”, 2014). Accuracy is deciphering who is hosting the website, if the website has stated the purpose and audience, and if the information on the site is reliable. A good way to check if the information can be trusted is to compare the facts found on the website with other information and facts found from other internet or print sources. Authority is verifying that the author of the website is real, because if the author is real then the information can usually be trusted as well (“Criteria Used in Evaluating Web Resources”, 2014). To check the authority of a site, the page should be examined for information about the author, note if anyone else has contributed to the website, check for contact information, and see if the author has created other websites with factual information. It is a good sign if there is contact information for the author, because it means someone is taking credit for the information on the page (“Criteria Used in Evaluating Web Resources”, 2014). If someone is taking credit, there is a better chance that the information can be trusted because the author would not want a bad reputation and to be held accountable for sharing false information. The objectivity of a website is deciding if the website is trying to sway the reader’s opinion, and if it is biased. If the advertisements on the site are being supplied by the author of the site, then there is a good chance the page is biased. There should be no bias or opinion located on a site that is supposed to supply factual information (“Criter...
In the assignment, evaluate the website http://www.dhmo.org/, students are to critic the site for authenticity. When conducting such a task, one should proceed with caution because there are many false or bias sites on the World Wide Web. As a student of higher education, it is sensible to view all sites with a cautious mindset.
Another point on the checklist is how professional the site looks. The site isn’t something that is too flashy. It looks very professional. Has tabs on the side that make it easy to see and decide what specifically needs to be seen on the website. The think is even though it looks put together it doesn’t mean that the data is credible but this website took the time to place everything in the exact way it should be read it. All the information is categorized and not just placed to where
The implementation of career interventions is an important process that helps students to choose the career path that best suits their needs, goals, and desires. Unfortunately, Niles and Harris-Bowlsbey (2013) state that many students are not very enthusiastic about participating in career intervention programs (p.3). It is imperative that schools incorporate career intervention into their comprehensive counseling program because it is an essential component of helping students to be successful. Counselors must also be knowledgeable about the career intervention process and specific methods of career counseling to best meet the needs of all students. According to Akos, Niles, Miller, and Erford (2011), the ASCA identifies the three areas that must be included in a comprehensive counseling program are academic, career, and personal/social (p.203). The career intervention component accounts for a third of the counselor’s responsibilities, thus
In order to evaluate the website, the first aspect to be evaluated is in terms of the content. All the content intended appear in the website such as the details for each product. The product that being displayed on website is not slightly different than the real one; what you look is what you will see or get. The purpose of why this website is created had been stated in the IKEA Privacy Policy page. The IKEA website provides a wide range of well-designed, functional home furnishing products at prices so low that as many people as possible will be able to afford them. Even there are tonnes of pictures of product in some pages, but yet still can be considered that the content of the webpage is properly organized. People can just simply click on the item that they want to look out, as the image has been arranged in a grid and not jumbled up. Besides that, the customer also can download the IKEA catalogue and IKEA Home Planner software to view the product better. By using IKEA catalogue, it enables users to zoom in the product itself.
Lowman, Rodney L. (1991). The Clinical Practice of Career Assessment: Interest, Abilities, and Personalities (1st ed.). Washington: American Psychological Association.
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...
We live in a world where the organization's most valuable assets are its people and not its machinery. If this is not clearly understood it might have serious consequences for organization's future. However placing importance on a people's component is not only about their knowledge and skills because we have to take into consideration people's personality too. People's personality is usually assessed on a basis of a day-to-day experience but this is a method that is a costly one because many people make much better impression during the job interview than during the real work. Therefore it is wise to use instruments such as the personality assessment tests which are developed for better understanding not only of our subordinates but of ourselves