Difference between revisions of "Book of Careers"

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(Career Admin Essentials)
(Career Admin Essentials)
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File:Career-waterfall.png|[[Career waterfall]]
 
File:Career-waterfall.png|[[Career waterfall]]
File:Iteration-backlog.png|[[Iterative development]]
 
 
File:Scrum.png|[[Sprint]]
 
File:Scrum.png|[[Sprint]]
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File:Efficiency-effectiveness.png|[[Efficiency]] vs [[effectiveness]]
 
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:'''[[Agile career-administration model]]'''. A [[model]] that describes the [[process]] of landing one's employment that rationally carries out best option valuation and maximizes the outcomes from the [[employment]].<div style="background-color:#efefef; padding: 5px; margin: 15px;">
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:[[File:Career-administration.png|400px|thumb|[[Agile career-administration model]]]]'''[[Agile career-administration model]]'''. A [[model]] that describes the [[process]] of landing one's employment that rationally carries out best option valuation and maximizes the outcomes from the [[employment]].<div style="background-color:#efefef; padding: 5px; margin: 15px;">
 
:*'''[[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>
 
:*'''[[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>
 
:*'''[[Efficiency]]'''. The degree to which an [[enterprise]] gets the most [[output]]s from the least amount of [[input]]s.</div>
 
:*'''[[Efficiency]]'''. The degree to which an [[enterprise]] gets the most [[output]]s from the least amount of [[input]]s.</div>
 
<gallery mode="packed-hover" widths=300px>
 
File:Career-administration.png|[[Agile career-administration model]]
 
File:Efficiency-effectiveness.png|[[Efficiency]] vs [[effectiveness]]
 
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===Employment Credentials===
 
===Employment Credentials===

Revision as of 00:11, 28 January 2019

Introduction to Careers (hereinafter, the Lecture) is a lecture introducing the learners to career administration and related topics. The Lecture is the fourth of eight lectures of WorldOpp Orientation (hereinafter, the Orientation).


Outline

Introduction to Recruitment is the predecessor lecture.

Career Admin Essentials

Main wikipage: Career Admin Essentials; video (6:14)
Career administration. A set of endeavors undertaken in order to administer one's career.
  • Career. An occupation undertaken for a significant period of a person's life and with opportunities for progress.
  • Administration. People, process, or period of being in charge of somebody or something.
  • Vocation. A strong feeling called "calling" of suitability for a particular career or occupation.
Project. One or more enterprise efforts undertaken to create a unique deliverable, functional features of which are identified or can be identified before the efforts start. Any project can be viewed as a set of processes.
  • Career waterfall. 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, (b) suggesting one's target industry and/or occupation, (c) identifying work-related competence needed for a particular position, (d) development of one's KSAs, (e) development one's employment credentials, (f) job search, (g) adjustments to the job market, and/or (h) landing one's job in the target occupation and/or target industry.
Agile career-administration model. A model that describes the process of landing one's employment that rationally carries out best option valuation and maximizes the outcomes from the employment.

Employment Credentials

Main wikipage: Employment Credentials; video (10:00)
Employment credential. (1) A qualification, achievement, personal quality, or aspect of a person's background used to indicate that this person is suitable for particular employment; (2) A document that ascertains that qualification, achievement, personal quality, or aspect.
Third-party credential. A credential issued by a third party.
  • Employment authorization. A government authorization of someone's eligibility to be employed. An employment authorization document is usually called a work permit.
  • Criminal record. A list of a person's previous criminal convictions and, sometimes, pending charges.
  • Security clearance. In the United States, an official determination that an individual may access information classified by the United States Federal Government. Security clearances are hierarchical; each level grants the holder access to information in that level and the levels below it.
  • Drug test. A technical analysis of a biological specimen, for example urine, hair, blood, breath, sweat, and/or oral fluid/saliva used to determine the presence or absence of specified parent drugs or their metabolites.
Professional credential. An employment credential that specifically refers to one's professional capacity.

Directories of credentials

Main wikipage: Directories of Credentials; video (0:00)
Directory of credentials. A document that lists one's credentials, most commonly, applicable to a particular employment and is usually designed to help the reader, such as a recruiter, hiring manager, customer, or any other targeted stakeholder, of the directory to navigate them.
Professional portfolio. An organized presentation of those individual's credentials that demonstrate his or her professional achievements and capacities. The portfolios may contain educational credentials, work samples, and other employment credentials offered by a professional and/or employment candidate especially when considered for being hired.

Workforce Service Providers

Main wikipage: Workforce Service Providers; video (9:16)
Workforce service provider. Any provider of workforce services.
Employer. Any legal entity that employs one or more employees.
  • Mentor. Someone who possesses a certain area of expertise and who is willing to share this expertise with another person or persons who is willing to learn from the mentor.

Introduction to Education is the successor lecture.

Materials

Recorded audio

Recorded video

Video Text

Live sessions

Texts and graphics

Quiz questions

Sample true/false questions:
  1. Career administration is (not) the endeavor undertaken in order to achieve one or more of the following: (a) to discover one's vocation, (b) to identify one's occupation, (c) to locate one's target employment, (d) to identify missing credentials, (e) to develop the missing credentials, and (f) to land one's job.
  2. Career administration is (not) a strong feeling called "calling" of suitability for a particular career or occupation.
  3. Career administration is (not) a job, profession, and/or position that somebody works in.
  4. Vocation is (not) the endeavor undertaken in order to achieve one or more of the following: (a) to discover one's vocation, (b) to identify one's occupation, (c) to locate one's target employment, (d) to identify missing credentials, (e) to develop the missing credentials, and (f) to land one's job.
  5. Vocation is (not) a strong feeling called "calling" of suitability for a particular career or occupation.
  6. Vocation is (not) a job, profession, and/or position that somebody works in.
  7. Occupation is (not) the endeavor undertaken in order to achieve one or more of the following: (a) to discover one's vocation, (b) to identify one's occupation, (c) to locate one's target employment, (d) to identify missing credentials, (e) to develop the missing credentials, and (f) to land one's job.
  8. Occupation is (not) a strong feeling called "calling" of suitability for a particular career or occupation.
  9. Occupation is (not) a job, profession, and/or position that somebody works in.
  10. Employment credential is (not) a qualification, achievement, personal quality, aspect, or document relevant to a particular job.
  11. Employment credential is (not) a credential that hasn't been verified yet or cannot be verified.
  12. Employment credential is (not) a product of one's performance intended to show his or her capacity.
  13. Employment credential is (not) a range of work samples and/or other employment credentials.
  14. Employment credential is (not) a credential issued by a third party.
  15. Employment credential is (not) the experience of working in a specific field or occupation.
  16. Employment credential is (not) a sample of behavior that can be used to predict future performance in similar work situations.
  17. Employment credential is (not) a suggestion or proposal to hire somebody because of his or her professional capacity.
  18. Employment credential is (not) an observation and/or evaluation of professional performance made by a customer.
  19. Self-declared credential is (not) a qualification, achievement, personal quality, aspect, or document relevant to a particular job.
  20. Self-declared credential is (not) a credential that hasn't been verified yet or cannot be verified.
  21. Self-declared credential is (not) a product of one's performance intended to show his or her capacity.
  22. Self-declared credential is (not) a range of work samples and/or other employment credentials.
  23. Self-declared credential is (not) a credential issued by a third party.
  24. Self-declared credential is (not) the experience of working in a specific field or occupation.
  25. Self-declared credential is (not) a sample of behavior that can be used to predict future performance in similar work situations.
  26. Self-declared credential is (not) a suggestion or proposal to hire somebody because of his or her professional capacity.
  27. Self-declared credential is (not) an observation and/or evaluation of professional performance made by a customer.
  28. Work sample is (not) a qualification, achievement, personal quality, aspect, or document relevant to a particular job.
  29. Work sample is (not) a credential that hasn't been verified yet or cannot be verified.
  30. Work sample is (not) a product of one's performance intended to show his or her capacity.
  31. Work sample is (not) a range of work samples and/or other employment credentials.
  32. Work sample is (not) a credential issued by a third party.
  33. Work sample is (not) the experience of working in a specific field or occupation.
  34. Work sample is (not) a sample of behavior that can be used to predict future performance in similar work situations.
  35. Work sample is (not) a suggestion or proposal to hire somebody because of his or her professional capacity.
  36. Work sample is (not) an observation and/or evaluation of professional performance made by a customer.
  37. Professional portfolio is (not) a qualification, achievement, personal quality, aspect, or document relevant to a particular job.
  38. Professional portfolio is (not) a credential that hasn't been verified yet or cannot be verified.
  39. Professional portfolio is (not) a product of one's performance intended to show his or her capacity.
  40. Professional portfolio is (not) a range of work samples and/or other employment credentials.
  41. Professional portfolio is (not) a credential issued by a third party.
  42. Professional portfolio is (not) the experience of working in a specific field or occupation.
  43. Professional portfolio is (not) a sample of behavior that can be used to predict future performance in similar work situations.
  44. Professional portfolio is (not) a suggestion or proposal to hire somebody because of his or her professional capacity.
  45. Professional portfolio is (not) an observation and/or evaluation of professional performance made by a customer.
  46. Third-party credential is (not) a qualification, achievement, personal quality, aspect, or document relevant to a particular job.
  47. Third-party credential is (not) a credential that hasn't been verified yet or cannot be verified.
  48. Third-party credential is (not) a product of one's performance intended to show his or her capacity.
  49. Third-party credential is (not) a range of work samples and/or other employment credentials.
  50. Third-party credential is (not) a credential issued by a third party.
  51. Third-party credential is (not) the experience of working in a specific field or occupation.
  52. Third-party credential is (not) a sample of behavior that can be used to predict future performance in similar work situations.
  53. Third-party credential is (not) a suggestion or proposal to hire somebody because of his or her professional capacity.
  54. Third-party credential is (not) an observation and/or evaluation of professional performance made by a customer.
  55. Work experience is (not) a qualification, achievement, personal quality, aspect, or document relevant to a particular job.
  56. Work experience is (not) a credential that hasn't been verified yet or cannot be verified.
  57. Work experience is (not) a product of one's performance intended to show his or her capacity.
  58. Work experience is (not) a range of work samples and/or other employment credentials.
  59. Work experience is (not) a credential issued by a third party.
  60. Work experience is (not) the experience of working in a specific field or occupation.
  61. Work experience is (not) a sample of behavior that can be used to predict future performance in similar work situations.
  62. Work experience is (not) a suggestion or proposal to hire somebody because of his or her professional capacity.
  63. Work experience is (not) an observation and/or evaluation of professional performance made by a customer.
  64. Work sample test is (not) a qualification, achievement, personal quality, aspect, or document relevant to a particular job.
  65. Work sample test is (not) a credential that hasn't been verified yet or cannot be verified.
  66. Work sample test is (not) a product of one's performance intended to show his or her capacity.
  67. Work sample test is (not) a range of work samples and/or other employment credentials.
  68. Work sample test is (not) a credential issued by a third party.
  69. Work sample test is (not) the experience of working in a specific field or occupation.
  70. Work sample test is (not) a sample of behavior that can be used to predict future performance in similar work situations.
  71. Work sample test is (not) a suggestion or proposal to hire somebody because of his or her professional capacity.
  72. Work sample test is (not) an observation and/or evaluation of professional performance made by a customer.
  73. Professional recommendation is (not) a qualification, achievement, personal quality, aspect, or document relevant to a particular job.
  74. Professional recommendation is (not) a credential that hasn't been verified yet or cannot be verified.
  75. Professional recommendation is (not) a product of one's performance intended to show his or her capacity.
  76. Professional recommendation is (not) a range of work samples and/or other employment credentials.
  77. Professional recommendation is (not) a credential issued by a third party.
  78. Professional recommendation is (not) the experience of working in a specific field or occupation.
  79. Professional recommendation is (not) a sample of behavior that can be used to predict future performance in similar work situations.
  80. Professional recommendation is (not) a suggestion or proposal to hire somebody because of his or her professional capacity.
  81. Professional recommendation is (not) an observation and/or evaluation of professional performance made by a customer.
  82. Client feedback is (not) a qualification, achievement, personal quality, aspect, or document relevant to a particular job.
  83. Client feedback is (not) a credential that hasn't been verified yet or cannot be verified.
  84. Client feedback is (not) a product of one's performance intended to show his or her capacity.
  85. Client feedback is (not) a range of work samples and/or other employment credentials.
  86. Client feedback is (not) a credential issued by a third party.
  87. Client feedback is (not) the experience of working in a specific field or occupation.
  88. Client feedback is (not) a sample of behavior that can be used to predict future performance in similar work situations.
  89. Client feedback is (not) a suggestion or proposal to hire somebody because of his or her professional capacity.
  90. Client feedback is (not) an observation and/or evaluation of professional performance made by a customer.
  91. Résumé is (not) an example of directory of credentials.
  92. Professional bio is (not) an example of directory of credentials.
  93. List of professional recognitions is (not) an example of directory of credentials.
  94. List of educational credentials is (not) an example of directory of credentials.
  95. List of worked projects is (not) an example of directory of credentials.
  96. List of key accomplishments is (not) an example of directory of credentials.

See also