professional development, rewards and recognition and academic staff promotion. (adapted from the University of Wollongong Career Development Policy, viewed 28 April 2005, < http://staff.uow.edu.au/cdu/policyprocedure/CDPpolicy.html >)
knowledge, skills and abilities of staff to increase their potential to contribute to the goals of the University. These activities are outlined in the ‘Support for the Professional Development of CSU Staff (Guidelines)’. http://www.csu.edu.au/adminman/hum/humanresources.htm
Career Planning Steps Mentoring Coaching Performance management Performance management Recognise the need for career planning Self assessment Career exploration Set career goals and develop the action plan Implement the action plan Career management and review of the action plan Adapted from: Shahnasarian M, 1994, Decision time: a guide to career enhancement, Psychological Assessment Resources, USA, p.3.
Recognise the need for career planning ‘ That depends on where you want to get to,’ answered the cat. ‘ Would you please tell me which way I ought to go from here?’ asked Alice. Source: Jones JE & Gladstone JF1995, The Red King’s dream or Lewis Carroll in Wonderland, Jonathon Cape, London.
Some of the most widely used career planning tools are based on the psychological type theory of John Holland and Carl Jung.
Inventories or tests generally measure interest or lifestyle, not ability.
An inventory will ask your opinion about certain activities. Responses are then grouped into occupational domains with scores. This is compared to the total population to give information about preferences in the occupational groups that the inventory measures.
Two types of inventories:
- Those that are self-administered, self scored, and self-
- Those given by a test administrator, scored by a
machine and tested by a counsellor or professional.
Myers Briggs Type Indicator (assistance is available from Organisational Development or Tieger PD & Barron-Tieger B 2001, Do what you are: discover the perfect career for you through the secrets of personality type, Scribe Publications, Victoria).
Vocational Preference Inventory (VPI) – Developed by John Holland, this inventory is among the most widely used instruments in career counselling and has an extensive base of empirical support. (Restricted access at the CSU library). Based upon the 6 personality/environment types RAISEC - Realistic, Investigative, Artistic, Social, Enterprising and Conventional. More information about the VPI is available from, Lock RD 2005, Taking charge of your career direction: career planning guide, book 1, 5 th edn., Thomson, Australia, pp. 85-118.
Ball B 1991, Manage your own career: a self-help guide to career
choice and change. Wrightworks, North Brighton, Victoria.
Bisdee B 1997, Steer your own career. Penguin Books, Ringwood,
Bolles RN 1972, What color is your parachute? A practical manual for
job hunters and career changers. Ten Speed Press, Berkeley,
Brosseau KR & Driver MJ 1998, CareerView concepts: roadmaps for
career success. Decision Dynamics Group, viewed 7 January 2005,
eResumes & Resume Writing Services, viewed 28
April 2005, <http://www.eresumes.com/eglossary.html>
Eggert M 2003, Perfect career: all you need to get it right the first time.
Random House, Sydney.
SOURCES Fisher CD & Schoenfeldt LF, Shaw JB 2003, Human resource Management. 5th edn., Houghton Mifflin Co., New York. Knowdell R 1996, Perspectives shaping career planning in the future. In R. Feller & G. Walz (Eds.), Career transitions in turbulent times: exploring work, learning and careers. ERIC, Greensboro, N.C. pp. 183-192. Lock RD 2005, Taking charge of your career direction: career planning guide, book 1. 5th edn., Thomson, Australia. Mathis RL & Jackson JH 2003, Human resource management. 10th edn., South Western College, Minnesota. Mavin S 2001, Women’s career in theory and practice: time for change?, Women in Management Review, vol. 16, no. 4, pp. 183-193. Pantry S & Griffiths P, 2003, Your essential guide to career success. 2nd. edn., Facet, London.