Global hr forum2009-belinda_mccharen-career pathways and career development-a competitive strategy for the 21st century

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  • 1. Career Pathways and Career Development: A Competitive Strategy for the 21st Century BELINDA MCCHAREN, ED.D, LPC, NCC OKLAHOMA STATE UNIVERSITY
  • 2. Changing Career Structure  Technological change  Complexity of workplace  Emerging occupations  Fast changes  Multi-skilled workers  Future skills projections  Pipeline of prepared workers
  • 3. Rising Educational Expectations  Related to occupational structure  Increased global competition  Education positively related to salary/wages  Need for improved connections between industry and education  High skill. high wage occupations
  • 4. A New Workforce 4  Must:  Know how to learn  Entrepreneurial  Technologically savvy  Supports economic development
  • 5. Education as Lifelong Activity  Career change related to technological change  Career development and guidance crucial  Re-careering will become more the norm  Longer life spans—longer work-life
  • 6. 21st Century Skills  Analytical and problem solving skills  Business organization and environment  Communications skills  Core hardware/ Software computer skills  Project and process flows  Content (engineering, accounting etc.)  State of the Workforce Report
  • 7. 21st Century Employability Skills  Communication  Organization  Team contribution and leadership  Team collaboration  Critical thinking and decision making  Self-directed and continuous learning  Customer relations  State of the Workforce Report
  • 8. The Generation of Continuous Learning Boomers Busters (76 million people (65 million people born born 1945 to 1964) 1965 to 1984) Half of their job/ Half of their job/ knowledge skills knowledge skills became become obsolete in obsolete in 30-36 months 12-15 years www.resjobs.com
  • 9. Major Paradigm Shift Needed Learning Educational System TO System At-Home K-12 At-Work Career/Tech At-School Higher Ed Anywhere Adult Ed Student goes to Learning goes the learning to the student
  • 10. Employment 1970’s High Skill Low Skill
  • 11. Employment 1990’s High Skill Semi Skill Low Skill
  • 12. Employment 2012 High Skill Semi Skill Low Skill
  • 13. Skills Gap  80% of the jobs of the future will require some post-secondary degree or technical education  College graduates are returning to community college to gain needed skills  All workers will need continuing skills development
  • 14. Community Development Triad Employment Community Collaboration Zone Education Economic Community Development You have just entered the Collaboration Zone 14
  • 15. The Facts Tell Us That We Must Realize  Education is economic development is workforce development  The source of all innovation is human capital  Investment in human capital is a priority  Develop career paths/ pipeline of skilled workers  Math and science are foundational skills
  • 16. Career Pathways  Provide career development structure  Map for continued learning  Provides common language  Job seekers  Incumbent workers  Career counselors  Employers  Human resource professionals
  • 17. What Are Career Pathways? • A Career Pathway represents a grouping of occupations within a cluster based on commonalities • www. careerclusters.org
  • 18. Preparing individuals for employment in career pathways that relate to families and human needs.  Directors, Childcare Facilities  Clinical and Counseling Psychologists  Community Service Directors  Barbers  Consumer Credit Counselors  Assistant Directors, Childcare  Industrial-Organizational Psychologists  Adult Day Care Coordinators  Cosmetologists, Hairdressers, &  Consumer Affairs Officers Facilities  Sociologists  Coordinators of Volunteers Hairstylists  Consumer Advocates  Licensed Professional Counselors  Shampooers  Elementary School Counselors  School Counselors/Psychologists  Nail Technicians, Manicurists &  Certified Financial Planners  Preschool Teachers  Substance Abuse and Behavioral  Religious Leaders Pedicurists  Insurance Representatives Sample Career Specialties / Occupations  Educators for Parents Disorder Counselors  Directors, Religious  Skin Care Specialists/Estheticians  Bankers  Nannies  Mental Health Counselors Activities/Education Programs  Electrolysis Technicians  Real Estate Services Representatives  Vocational Rehabilitation Counselors  Electrologists  Financial Advisors  Teachers’ Assistants  Career Counselors  Human Services Workers  Investment Brokers  Childcare Assistants/Workers  Employment Counselors  Social Services Workers  Funeral Directors/Morticians  Residential Advisors  Vocational Rehabilitation Counselors  Embalmers  Employee Benefits Representatives  Marriage, Child and Family Counselors  Employment Counselors  Funeral Attendants  Hospital Patient Accounts  Career Counselors Representatives  Vocational Rehabilitation Service  Personal and Home Care Aides  Customer Service Representatives Workers  Companions  Consumer Research Department  Leisure Activities Coordinators  Spa Attendants Representatives  Dieticians  Personal Trainers  Geriatric Service Workers  Massage Therapists  Consumer Goods or Services  Adult Day Care Workers Retailing Representatives  Residential Advisors  Market Researchers  Emergency and Relief Workers  Account Executives  Community Food Service W orkers  Sales Consultants  Community Housing Service Workers  Event Specialists  Social and Human Services Assistants  Inside Sales Representatives  Field Merchandising Representatives  Buyers  Small Business Owners Path- ways Early Childhood Development & Counseling & Mental Health Services Family & Community Services Personal Care Services Consumer Services Services Cluster Knowledge and Skills Cluster K&S Academic Foundations Communications Problem Solving and Critical Thinking Information Technology Applications  Systems  Safety, Health and Environmental Leadership and Teamwork Ethics and Legal Responsibilities Employability and Career Development Technical Skills 9/9/2002 3:10 PM
  • 19. Career Ladders  Skills map  Connect current skills with future opportunity  Removes mystery of upward skill and pay mobility  Connects occupations in a pathway  Connects lower level entry skills with master skilled employee in a progression
  • 20. Business roles: Equipment Maintenance and Repair, Supervision A & P Mechanic Social responsibilities: Maintain safe and reliable air transport equipment Scope of roles: Scope of roles: 1. Areas of expertise: 1. Areas of expertise: General Mechanic Repairing/replacing parts [more] 2. Core knowledge: Trainee 2. Core knowledge: Mechanical, 3. Core skills: Design [more] Criteria for promotion: 3. Core skills: Equipment Maintenance, Repairing [more] 1. Required degrees: FAA Certified School [more] 2. Required certifications: FAA Aircraft Maintenance Technician (AF and/or PP) Expert level Aviation Maintenance Mechanic Criteria for promotion: Criteria for promotion: Scope of roles: 1. Required degrees: 1. Required degrees: None Scope of roles: 1.Areas of expertise: Determine 2. Required certifications: 2. Required certifications: None 1. Areas of expertise: Interpreting schedules [more] specs to determine repair feasibility [more] 2. Core knowledge: Administration and Management [more] 2. Core knowledge: Mechanical, Aircraft Maintenance Design [more] 3. Core skills: Management of Supervisor Personnel Resources [more] 3. Core skills: Reading Comprehension, Repairing [more] Foundational knowledge / skills: Repairing/maintaining Equipment, Inspecting Equipment, Getting Information, Evaluating Compliance to Standards [more] Personal competencies: Finger Dexterity, Control Precision, Problem Sensitivity, Manual Dexterity, Near Vision, Written Comprehension, Arm-Hand Steadiness [more] Business acumen: Attention to Detail, Dependability, Integrity, Persistence, Initiative, Analytical Thinking, Stress Tolerance, Achievement/Effort, Cooperation, [more] Foundational Core Competencies for A & P Mechanic
  • 21. There Will Be a Greater Need to:  Retrain middle income workers  Retrain middle age workers  Retrain dislocated workers  Retrain workers for next career  Continuously develop innovative skills through lifelong learning  Provide extended access to career development and career guidance
  • 22. Career Ladders  Provide expectation that learning is continuous  One can move upward through skills attainment not just seniority  Provides a picture of the career progression  Connect economic development, career development, education, and human resource development
  • 23. For Questions BELINDA MCCHAREN belinda.mccharen@okstate.edu Thank you for your attention