Difference between revisions of "Book of Careers"

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:The video preview presentation, 2:35 minutes, is published at https://youtu.be/rWyNpyGEvJ0. Here is its full text:<blockquote><p>
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:The video preview presentation, 2:35 minutes, is published at https://youtu.be/rWyNpyGEvJ0. Here is its full text:<blockquote><p>Initially we looked at employment, we established that employment has two sides. Employers and employees and recruiters are people who match them. And so, in most cases recruiters are representatives of employers.</p><p>In the previous lecture we talked about recruiters and now we are going to look at the other side of it, Employment Candidates and what they can do in order to get employment. In this lecture we will go over carrier administration, we will talk about vocation, rational-carrier administration model and what can go on-on the talent level, on work service level and on the job market level because employment is a match between the market needs and talent offer.</p><p>We will talk about employment credentials, professional portfolio, different types of professional portfolios, third party credentials, professional credentials, like professional license or trade certificates and client feedback, professional recommendation.</p><p>After this we will discuss summary papers, documents like resume or professional bill, or list of key accomplishments and we will end with workforce service providers. In this lecture we will not touch education, because education is the next lecture.</p></blockquote>
 
 
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Revision as of 17:06, 1 February 2019

Introduction to Careers (hereinafter, the Session) is a learning session introducing its learners to career administration and related topics. The Session consists of six presentations, each of which is followed by a quiz. The Session is published at CNM Wiki and CNM Campus. The materials without quiz questions are also published at various channels for marketing and convenience purposes.

The CNM Campus version is also the fourth of eight sessions of WorldOpp Orientation (hereinafter, the Orientation).


Outline

Introduction to Recruitment is the predecessor session.

Career Essentials

Main wikipage: Career Essentials; video (3:44)
Career. An occupation undertaken for a significant period of a person's life and with opportunities for progress.
Career administration. A set of endeavors undertaken in order to administer one's career.

Career Projects

Main wikipage: Career Projects; video (7:33)
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 methodology. The project administration approach of developing the deliverable in frequent iterations based on the requirements that evolve based on the results of previous iterations. The Agile methodology is characterized by frequent reassessment and adaptation of initial objectives. Instead of once-defined projects in the Waterfall model, the Agile methodology encourages continuous re-definition based on continuous feedback. This feature makes the Agile methodology instrumental in those development that are as inherently unpredictable as most of career projects are.

Job Search Map

Main wikipage: Job Search Map; video (4:23)
Agile job-search map. 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 session.

Preview presentations

Video

The video preview presentation, 2:35 minutes, is published at https://youtu.be/rWyNpyGEvJ0. Here is its full text:

Initially we looked at employment, we established that employment has two sides. Employers and employees and recruiters are people who match them. And so, in most cases recruiters are representatives of employers.

In the previous lecture we talked about recruiters and now we are going to look at the other side of it, Employment Candidates and what they can do in order to get employment. In this lecture we will go over carrier administration, we will talk about vocation, rational-carrier administration model and what can go on-on the talent level, on work service level and on the job market level because employment is a match between the market needs and talent offer.

We will talk about employment credentials, professional portfolio, different types of professional portfolios, third party credentials, professional credentials, like professional license or trade certificates and client feedback, professional recommendation.

After this we will discuss summary papers, documents like resume or professional bill, or list of key accomplishments and we will end with workforce service providers. In this lecture we will not touch education, because education is the next lecture.

Web

See also