Difference between revisions of "Career Essentials"

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[[File:Careerprise td.png|200px|thumb|[[Careerprise]]'s trade mark]][[File:Educaship-pipeline.png|400px|thumb|right|[[WorldOpp Pipeline]]]][[Career Admin Essentials]] is the first [[presentation]] in the [[Introduction to Careers]] lecture. The lecture itself is the fourth in [[WorldOpp Orientation]]. Consequently, the ''[[WorldOpp Orientation|Orientation]]'' is the first stage of [[WorldOpp Pipeline]].
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[[File:Cnm-digital.png|400px|thumb|right|[[CNMCyber suite]]s]]The [[Career Essentials]] (hereinafter, the ''Lesson'') is the [[lesson]] of [[CNMCyber]] that introduces its participants to [[career]]s and [[career administration]]. The ''Lesson'' belongs to the '''[[Introduction to Careers]]''' session of [[EmployableU Concepts]].
  
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This wikipage presents its full script and those test questions that are related to that presentation.  
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The ''Lesson'' is made up of six [[lectio]]s. At [[CNMCyber]], the word, [[lectio]], is used for a lesson part.
  
  
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==Script==
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==Summaries==
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The video of the presentation is published at https://youtu.be/Lqz0dcn9CRo (6:14). Here is its full text.
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===Predecessor===
 +
:The predecessor lesson is [[Recruiters' Essentials]].
 +
 
 +
===Outline===
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:{|class="wikitable" width=100% style="text-align:center;"
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|+[[Career Essentials]]
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|width=25%|[[Lectio]]s
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!#!!Referred topics
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|-
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![[What Career Is]]
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|1||[[Career]], [[vocation]], [[business]], [[Business Model Canvas]]
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|-
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![[Career Levels]]
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|2||[[Career level]], [[pre-entry-level job]] ([[student job]]), [[entry-level job]], [[experienced-level job]] ([[intermediate-level job]], [[non-managerial employee]]), [[front-line manager]] ([[first-line manager]]), [[middle-level manager]] ([[general manager]]), [[top manager]] ([[c-level executive]], [[senior manager]], [[top-level manager]])
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|-
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![[Career Changes]]
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|3||[[Career progression]], [[Upward career progression]] (with the same [[employer]], [[rank promotion]], [[career ladder promotion]]), [[downward career progression]], [[lateral career progression]], [[diagonal career progression]]
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|-
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![[Career Effort Portfolios]]
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|4||[[Career effort portfolio]]
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|}
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 +
===Successor===
 +
:The successor lesson is [[Employability Essentials]].
 +
 
 +
==2019 Career Essentials presentation==
 +
The video of the presentation is published on https://youtu.be/TaPcCI0bFuU (3:44). Here is its full text.
  
 
===Overview===
 
===Overview===
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:Welcome to ''Career Admin Essentials''. In this brief presentation, we are going to define [[career administration]] and take a look at those actions that employment candidates can take in order to land promising jobs. Let's takeoff.
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:Welcome to ''Career Essentials''. In this brief presentation, we are going to define [[career]]s and take a look at [[career administration]]. Let's takeoff.
  
 
===What career administration is===
 
===What career administration is===
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:[[Career administration]] is a set of endeavors undertaken in order to administer one's [[career]]. [[Career]] can be defined as a long-term [[occupation]] and [[administration]] in this case is being in charge of that. [[Vocation]] is another key term related to this topic. It is a strong feeling called "calling" of suitability for a particular [[career]]. Let's assume that one needs to like what he or she does for a long time.
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:[[Career administration]] is a set of endeavors undertaken in order to administer one's [[career]]. [[Career]] can be defined as a long-term [[occupation]] and [[administration]] in this case is being in charge of that. [[Vocation]] is another term related to this topic. It is a strong feeling of suitability for a particular [[career]].
  
 
===Job market===
 
===Job market===
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:Every [[employment]] is the match between [[employer]]s and [[employee]]s. [[Employee]]s offer their talents and [[employer]]s offer jobs. Talents are on one side and job vacancies are on another side.
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:[[File:Career-actors.png|400px|thumb|right|[[Job market]]]]Every [[employment]] is the match between [[employer]]s and [[employee]]s. Future [[employee]]s offer their talents and [[employer]]s offer jobs. Talents are on one side and job vacancies are on another side.
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:On a casual market, [[product]]s are rarely sold without intermediaries. In most cases, something or someone should be in between [[employer]]s and [[employee]]s. That is why career service level is added. It includes everything and everyone who can help to match these two parties.
 
  
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:Someone or something should help you to match to your target job, sometimes it is carrier service providers, sometimes it could be you, sometimes it could be employer. Even if talents and [[employer]]s do all career services without hiring third parties, they still need to use some tools and rely on some information. If you are a [[job seeker]] without direct connections, you can not in any meaningful way to know what jobs are available without some sources of information.
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:On a casual market, [[market exchangeable]]s are rarely sold without intermediaries. In most cases, something or someone should be in between [[employer]]s and future [[employee]]s. And this "in-between" includes everything and everyone who can help to match these two parties. [[Employer]]s and [[employment candidate]]s at least try to play that role. Nevertheless, if you are a [[job seeker]] without direct connections, you can not in any meaningful way to know what jobs are available and how to land them without some sources of information.
  
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:So, we can identify three groups of actors in [[career administration]]. One group is owners of talents -- [[employment candidate]]s. Another group is employers -- owners of job vacancies. The middle group is market intermediaries -- [[workforce service provider]]s, informational resources, just friends, ''et cetera''.
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:So, we can identify three groups of actors in [[career administration]]. One group is owners of talents -- [[employment candidate]]s. Another group is employers -- owners of job vacancies. The middle group is [[job-market intermediary|job-market intermediari]]es -- [[workforce service provider]]s, informational resources, relatives, classmates, just friends, ''et cetera''.
  
 
===Job seeker vs entrepreneur===
 
===Job seeker vs entrepreneur===
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:Every [[career]] can also be defined as an enterprise which objective is one's employment. We may easily compare every person who is looking for a job or may consider looking for a job with a business in search for its customers. That business has the name, which is the person's name, it has some [[weakness]]es, [[strength]]s, [[threat]]s, and [[opportunity|opportuniti]]es, as well as advantages and disadvantages. Eventually, that person's time has some price too. This price is commonly called [[employee compensation]].
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:[[File:Product.png|400px|thumb|[[Market exchangeable]]]]Every [[career]] can also be defined as an [[enterprise]], which objective is one's employment. We may easily compare every person who is looking for a job or may consider looking for a job with a business in search for its customers.
  
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:If one is looking for a job, he or she is an [[entrepreneur]]. [[Employment candidate]]s are [[self-employed]] and, in most cases, the goal of the business is to sell their time. Whatever is good for an enterprise is good for [[employment candidate]]s. [[Career administration]] can be viewed as no more than an application of [[business administration]] to one's [[career]].
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:This person's work is the [[market exchangeable]], which this business sells. That business has the name, which is the person's name, his or her performance is the [[deliverable]]. Its delivery is being available at employer's place and on employer's schedule. Its price is commonly called [[employee compensation]].
  
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===Landing a job as a project===
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:Eventually, this enterprise needs to build its sales, presentation, and, in some cases, its customers.
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:[[File:Solution-project.png|400px|thumb|[[Problem]], [[solution]], and [[project]]]]Let's think about landing a job as a [[project]]. If you are not familiar with that term, a [[project]] is delivering something new. Landing a job can be called a job project. Let's take a look at the available illustration. There are two statuses -- one as it is and another is to be. The difference between these two is called a [[problem]] to be solved. There should be some [[solution]], but usually that [[solution]] needs to be yet identified. For instance, you need a well-paying job, but you don't know yet how this job would look like and what it would take to land it. Your job project would include the whole [[process]].
 
  
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===Job search as a waterfall===
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:If one is looking for a job, he or she is an [[entrepreneur]]. [[Employment candidate]]s are [[self-employed]] and, in most cases, the goal of the business is to sell their time. Whatever is good for an enterprise is good for [[employment candidate]]s. [[Career administration]] can be viewed as no more than an application of [[business administration]] to one's [[career]].
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:[[File:Career-waterfall.png|400px|thumb|[[Career waterfall]]]]There are several models of administering [[project]]s. A traditional one is called the [[career waterfall]] and many [[career councilor]]s may recommend you to take this route.
 
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:[[Waterfall model|Waterfall]] refers to a sequential process where progress is seen as flowing steadily downwards through the phases. These phases may vary, but often consist of, a, discovering one's [[vocation]], bee, suggesting one's target [[industry]] and or [[occupation]], see, identifying [[work-related competence]] needed for a particular position, dee, development of one's [[KSA]]s, ee, development one's [[employment credential]]s, eff, job search, gee adjustments to the job market, and or, aitch, landing one's job in the target occupation and/or target industry.
 
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:Let's add some example. Meet Liza, -- that is a real person, but the name is changed -- who believed that management is her vocation. Her parents believed in that too. She attended a college for 4 years to earn an [[academic degree]], but no one wanted to hire her because of her lack of [[work experience]]. She started working as a sales representative and stays in that [[occupation]] for a while. She doesn't regret about her 4 years in a college, and says that it was joyful experience, but she does not manage anyone in her occupation.
 
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:That example is not everyone's case, but there is no way that everything in that 2-6 years project would go as planned and a great chunk of time -- and often money -- wouldn't be wasted.
 
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===Agile job search===
 
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:[[Agile methodology]] is another [[method]] of administering [[project]]s. An [[Agile project]] is usually completed in several [[iteration]]s or development cycles. The results of each iteration shall be used to setup objectives for other iterations.
 
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:If Liza in the example above used [[Agile methodology|Agile]], she would have started gaining [[work experience]] as soon as she got basic skills and would adjust her academic goals based on that.
 
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===Agile model for a career===
 
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:[[File:Career-administration.png|400px|thumb|[[Agile career-administration model]]]]The goal of the [[Agile career-administration model]] is navigation in one's job search. We can see the talent level is on the top, the career service one in the middle, and the job vacancy level is on the bottom.
 
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:Let's go over this [[Agile career-administration model|model]]. We will imagine Mark who has some [[vocation]], while liking working with numbers and tracking activities. Let's assume that he dreams to do that for a long time if that pays well. Not to start from scratch, he also has some [[knowledge, skills, and abilities]] known as [[KSA]]s. If he knows like 50% of basic [[bookkeeping]] and it makes sense to do 50% more and to land a job as an entry-level [[bookkeeper]], even as a [[volunteer]], to test whether [[bookkeeping]] fits his [[vocation]]. He can also go to [[accounting]] from there.
 
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:Employment suggestions is the place which can match you to your target job. These target jobs have some requirements, which can be expressed as [[KSA]]s.  
 
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:A particular bookkeeping job pretty much always has its requirements -- its defines what their [[bookkeeper]] needs to known, what be skilled at, and what be able to do. Let say, [[Educaship Alliance LLC]] hires someone who needs to know [[debit]]s and [[credit]]s, as well to be able to do [[income statement]]s and [[balance sheet]]s. These [[KSA]]s should be compared with those [[KSA]]s which Mark already has and the gaps can be found. Let's assume that Mark knows and is able everything, but [[income statement]]s. To fill in this void is his gap project. Mark can start to concentrate on [[income statement]]s in order to add it to his "toolbox."
 
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:Usually someone needs to credential you in order to get a job, and any recruiter will look for your credentials. You cannot say you know everything in a particular field, someone needs to prove it. Sometimes some employment credentials include academic degrees, some are not. When [[employment credential]]s are setup, it can lead to a job interview, which can be considered as a credential too.
 
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:Back to the example, [[Educaship Alliance LLC]] may give Mark some [[work sample test]] -- let say, accomplish an [[income statement]]. If Mark does so, he may land the job. Then, he will put his hands on and have a feeling whether he wants to continue or do something that in [[Agile methodology]] is called "pivot."
 
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:The most important feature of the [[Agile career-administration model]] is that a big project is chunked in many smaller ones and results in one can define objectives for another.
 
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:'''<div style="background-color:#efefef; padding: 5px; margin: 15px;">
 
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:*'''[[Effectiveness]]'''. The degree to which an [[enterprise]] does those [[activity|activiti]]es that result in achieving its [[goal]]s. In other words, [[effectiveness]] is the measure of how an [[enterprise]] meets the needs of its clientele or customers.<blockquote>[[Efficiency]] is doing things right; [[effectiveness]] is doing the right things. -- ''Peter Drucker, management consultant''</blockquote>
 
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:*'''[[Efficiency]]'''. The degree to which an [[enterprise]] gets the most [[output]]s from the least amount of [[input]]s.</div>
 
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<gallery mode="packed-hover" widths=300px>
 
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File:Efficiency-effectiveness.png|[[Efficiency]] vs [[effectiveness]]]]
 
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</gallery>
 
  
 
===Summary===
 
===Summary===
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:This concludes the ''Career Admin Essentials'' presentation. We have defined [[career administration]] and taken a look at [[vocation]]s and [[career]]s. We have also used the [[Agile career-administration model]] to go over endeavors that [[employment candidate]]s may undertake in order to land their jobs. The special stress was made on the difference between [[efficiency]] and [[effectiveness]] in [[career administration]]. If you haven't done yet so, you are now welcome to move to [[Employment Credentials]].
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:This concludes the ''Career Essentials'' presentation. We have defined [[career administration]] and taken a look at [[vocation]]s and [[career]]s. If you haven't done yet so, you are now welcome to move to [[Career Endeavors]].
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==Quiz questions==
 
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:Every statement below is split into one true and one false question in the actual exam.
 
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==See also==
 
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*[[Employment Credentials]]. The second [[presentation]] in [[Introduction to Careers]].
 
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*[[Recruiters' Essentials]]. The last [[presentation]] in [[Introduction to Recruitment]].
 
  
 
[[Category: Orientation Curriculum]][[Category:Presentations]]
 
[[Category: Orientation Curriculum]][[Category:Presentations]]

Latest revision as of 19:29, 29 October 2023

CNMCyber suites

The Career Essentials (hereinafter, the Lesson) is the lesson of CNMCyber that introduces its participants to careers and career administration. The Lesson belongs to the Introduction to Careers session of EmployableU Concepts.

The Lesson is made up of six lectios. At CNMCyber, the word, lectio, is used for a lesson part.


Summaries

Predecessor

The predecessor lesson is Recruiters' Essentials.

Outline

Career Essentials
Lectios # Referred topics
What Career Is 1 Career, vocation, business, Business Model Canvas
Career Levels 2 Career level, pre-entry-level job (student job), entry-level job, experienced-level job (intermediate-level job, non-managerial employee), front-line manager (first-line manager), middle-level manager (general manager), top manager (c-level executive, senior manager, top-level manager)
Career Changes 3 Career progression, Upward career progression (with the same employer, rank promotion, career ladder promotion), downward career progression, lateral career progression, diagonal career progression
Career Effort Portfolios 4 Career effort portfolio

Successor

The successor lesson is Employability Essentials.

2019 Career Essentials presentation

The video of the presentation is published on https://youtu.be/TaPcCI0bFuU (3:44). Here is its full text.

Overview

Welcome to Career Essentials. In this brief presentation, we are going to define careers and take a look at career administration. Let's takeoff.

What career administration is

Career administration is a set of endeavors undertaken in order to administer one's career. Career can be defined as a long-term occupation and administration in this case is being in charge of that. Vocation is another term related to this topic. It is a strong feeling of suitability for a particular career.

Job market

Job market
Every employment is the match between employers and employees. Future employees offer their talents and employers offer jobs. Talents are on one side and job vacancies are on another side.
On a casual market, market exchangeables are rarely sold without intermediaries. In most cases, something or someone should be in between employers and future employees. And this "in-between" includes everything and everyone who can help to match these two parties. Employers and employment candidates at least try to play that role. Nevertheless, if you are a job seeker without direct connections, you can not in any meaningful way to know what jobs are available and how to land them without some sources of information.
So, we can identify three groups of actors in career administration. One group is owners of talents -- employment candidates. Another group is employers -- owners of job vacancies. The middle group is job-market intermediaries -- workforce service providers, informational resources, relatives, classmates, just friends, et cetera.

Job seeker vs entrepreneur

Market exchangeable
Every career can also be defined as an enterprise, which objective is one's employment. We may easily compare every person who is looking for a job or may consider looking for a job with a business in search for its customers.
This person's work is the market exchangeable, which this business sells. That business has the name, which is the person's name, his or her performance is the deliverable. Its delivery is being available at employer's place and on employer's schedule. Its price is commonly called employee compensation.
Eventually, this enterprise needs to build its sales, presentation, and, in some cases, its customers.
If one is looking for a job, he or she is an entrepreneur. Employment candidates are self-employed and, in most cases, the goal of the business is to sell their time. Whatever is good for an enterprise is good for employment candidates. Career administration can be viewed as no more than an application of business administration to one's career.

Summary

This concludes the Career Essentials presentation. We have defined career administration and taken a look at vocations and careers. If you haven't done yet so, you are now welcome to move to Career Endeavors.
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