Difference between revisions of "Career Essentials"

Latest revision as of 19:29, 29 October 2023

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

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.

@@ Line 1: / Line 1: @@
-[[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]].
+[[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]].
-This wikipage presents its full script and those test questions that are related to that presentation.
+The ''Lesson'' is made up of six [[lectio]]s. At [[CNMCyber]], the word, [[lectio]], is used for a lesson part.
-==Script==
+==Summaries==
-The video of the presentation is published at https://youtu.be/Lqz0dcn9CRo (6:14). Here is its full text.
+===Predecessor===
+:The predecessor lesson is [[Recruiters' Essentials]].
+===Outline===
+:{|class="wikitable" width=100% style="text-align:center;"
+|+[[Career Essentials]]
+|width=25%|[[Lectio]]s
+!#!!Referred&nbsp;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 Admin Essentials''. In this brief presentation, we are going to define [[career administration]] and take a look at those tools that employment candidates can use in order to land their promising jobs. Let's takeoff.
+: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===
-:[[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 of suitability for a particular [[career]].
+:[[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===
-:[[File:Employment.png|400px|thumb|right|[[Employment]]]]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.
+:[[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.
-:On a casual market, [[product]]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. Sometimes, [[employer]]s or [[employment candidate]]s can 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.
+: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.
-: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, relatives, classmates, just friends, ''et cetera''.
+: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===
-:[[File:Process.png|400px|thumb|right|[[Process]]]]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, [[opportunity|opportuniti]]es, advantages, and disadvantages. Eventually, that person's time has some price too. This price is commonly called [[employee compensation]].
+:[[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.
-: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]].
+: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]].
-===Landing a job as a project===
+:Eventually, this enterprise needs to build its sales, presentation, and, in some cases, its customers.
-:[[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 search project''.
-:Let's take a look at the available illustration. There are two statuses -- one on the upper left is as it is and another on the upper right 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]].
+: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]].
-===Job search as a waterfall===
-:[[File:Career-waterfall.png|400px|thumb|[[Career waterfall]]]]There are several models of administering [[project]]s. A traditional one is called the [[career waterfall]]. Many [[career counselor]]s may recommend this route.
-:[[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 [[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]].
-:Let's add some real life example; just the name is changed to preserve her privacy. Meet Lisa, who used to believe that management was her vocation. Her parents believed in that too. She attended a college for 4 years to earn an [[academic credential]] in operations management, 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.
-: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.
-===Agile job search===
-:[[File:Scrum.png|400px|thumb|right|[[Sprint]]]][[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.
-===Agile model for a career===
-:[[File:Career-administration.png|400px|thumb|[[Agile career-administration model]]]]The goal of the [[Agile career-administration model]] is to navigate [[employment candidate]]s. 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.
-:Let's go over this [[Agile career-administration model|model]]. We will use Lisa's example. She had some [[vocation]] and thought that she would pay well and would do that for a long time. Not to start from scratch, she also had some [[knowledge, skills, and abilities]] known as [[KSA]]s. If she knew like 50% of basic [[bookkeeping]] from her first year in her college, she could start looking for a job of an entry-level [[bookkeeper]] in the tax season, or even as a [[volunteer]], to test whether [[bookkeeping]] fits his [[vocation]]. If she liked it, she could switch her major to accounting or anything else. In 4 years, Lisa would have a 4-year degree, 3 years of experience and an actual job.
-: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.
-: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 Lisa already has and the gaps can be found. Let's assume that Lisa knows and is able everything that the employer looks for, besides [[income statement]]s. To fill in this void is his gap project. Lisa can start to concentrate on [[income statement]]s in order to add it to his "toolbox."
-: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.
-:Back to the example, [[Educaship Alliance LLC]] may give Lisa some [[work sample test]] -- let say, accomplish an [[income statement]]. If Lisa does so, she 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."
-: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.
-===Effectiveness versus efficiency===
-:Let's get back to the [[Agile career-administration model|Agile model]]. We can see that the endeavors on the left lay in the effectiveness zone, while the one on the right do in the efficiency zone. With regard to [[career]]s, [[effectiveness]] refers to targeting right jobs and [[efficiency]] refers to landing jobs faster. The left side of this illustration is about choosing the direction to go and the right side is about actually going.
-:[[File:Efficiency-effectiveness.png|400px|thumb|[[Efficiency]] vs [[effectiveness]]]]Now, let's go to another illustration. This matrix displays what may happen if you go fast in a wrong direction. You are just investing your time and effort into your career "death."
-:The most surprising thing that the most of professional [[workforce service provider]]s concentrate on efficiency -- [[résumé]]s, [[interviewing skill]]s, and so on. Of course, it is helpful to those job seekers who know their direction. There is a chance that the others play a [[Russian roulette]], which is a game of chance to stay alive or die.
 ===Summary===
-: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 analyzed the [[career waterfall]] and 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]].
+: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]].
-==Quiz questions==
-:Every statement below is split into one true and one false question in the actual exam.
-==See also==
-*[[Employment Credentials]]. The second [[presentation]] in [[Introduction to Careers]].
-*[[Recruiters' Essentials]]. The last [[presentation]] in [[Introduction to Recruitment]].
 [[Category: Orientation Curriculum]][[Category:Presentations]]

Difference between revisions of "Career Essentials"

Latest revision as of 19:29, 29 October 2023

Contents

Summaries

Predecessor

Outline

Successor

2019 Career Essentials presentation

Overview

What career administration is

Job market

Job seeker vs entrepreneur

Summary

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