This document discusses several career development theories:
1. Anne Roe's theory proposed that childhood experiences influence later career choice and that parenting styles shape interests.
2. Ginzberg's theory outlined career decision-making in three phases - fantasy, tentative, and realistic - from childhood through late adolescence.
3. Super's theory proposed that career satisfaction depends on how well one's abilities, interests, personality, and values match their work.
4. Crites' theory organized career maturity factors hierarchically, with the highest level being general career maturity appropriate for one's age.
Recruitment and selection powerpoint presentationAndrew Schwartz
Having the highest performing employees is critical for the success of an organization but too often the best candidates can be hidden among stacks of scripted resumes. Hiring managers must learn strategies to find and select the right candidate. The Recruitment and Selection Powerpoint Presentation offers slides on topics such as: 27 points on creating a recruitment strategy, 24 slides on methods of recruiting, 10 tips for how to review resumes, 5 slides on evaluating interviews, 5 points on making the final decision, 17 points on assessing recruitment and selection strategies including 3 steps on how to benchmark these strategies, 15 slides on training and retention including 6 tips to increase retention and 8 tips for implementing training programs, 6 slides describing the legal issues, 4 slides for final action steps and much more. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates.
Recruitment and selection powerpoint presentationAndrew Schwartz
Having the highest performing employees is critical for the success of an organization but too often the best candidates can be hidden among stacks of scripted resumes. Hiring managers must learn strategies to find and select the right candidate. The Recruitment and Selection Powerpoint Presentation offers slides on topics such as: 27 points on creating a recruitment strategy, 24 slides on methods of recruiting, 10 tips for how to review resumes, 5 slides on evaluating interviews, 5 points on making the final decision, 17 points on assessing recruitment and selection strategies including 3 steps on how to benchmark these strategies, 15 slides on training and retention including 6 tips to increase retention and 8 tips for implementing training programs, 6 slides describing the legal issues, 4 slides for final action steps and much more. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates.
STEPS OF SELECTION IN MANAGEMENT
source selection steps
management selection process
selection management systems
process of natural selection steps
project management selection process
project management step by step
5 steps of management process
steps of planning in management
what is process selection
process selection types
process selection for product production
project management selection process
process selection in operations management
selection management systems
what is a selection process
steps in selection process
Job Analysis in HRM
Job Analysis is the SYSTEMATIC process of collecting and making judgments about all the important information related to a job.
Job analysis is the procedure through which you determine the duties and nature of the jobs and the kinds of people who should be hired for them.
Job: A group of tasks that must be performed in an organization to achieve its goals.
Position: The tasks and responsibilities performed by one person; there is a position for every individual in an organization.
Task: A distinct, identifiable work activity composed of motions
Responsibility: An obligation to perform certain tasks and duties.
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
what is career?, Career Planning, features of Career Planning, Need of Career planning, career stages by Douglas T. Hall, Organizational career planning by P. Subba Rao, Succession planning, Career Development and Elements of career development.
hai its my first upload to this website please analyse and give me suggestions for any improvements beacuse i am an MBA student i want to learn something more
Training for Human Resources (HR) - Recruitment & Selection Teams in performing a professional interviews with vacancies' candidates.
we will be talking about what is done before the interview (planning phase), and during the interview (conducting the interview), and after the interview (measuring the success).
Career Development. its about you identifying your potentials and developing them no matter the circumstances.
its best to do want you love doing best so that you can working hours in your lifetime than feel miserable doing something you don't like for about twenty years.
believe in yourself and don't let any thing discourage you.
STEPS OF SELECTION IN MANAGEMENT
source selection steps
management selection process
selection management systems
process of natural selection steps
project management selection process
project management step by step
5 steps of management process
steps of planning in management
what is process selection
process selection types
process selection for product production
project management selection process
process selection in operations management
selection management systems
what is a selection process
steps in selection process
Job Analysis in HRM
Job Analysis is the SYSTEMATIC process of collecting and making judgments about all the important information related to a job.
Job analysis is the procedure through which you determine the duties and nature of the jobs and the kinds of people who should be hired for them.
Job: A group of tasks that must be performed in an organization to achieve its goals.
Position: The tasks and responsibilities performed by one person; there is a position for every individual in an organization.
Task: A distinct, identifiable work activity composed of motions
Responsibility: An obligation to perform certain tasks and duties.
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
what is career?, Career Planning, features of Career Planning, Need of Career planning, career stages by Douglas T. Hall, Organizational career planning by P. Subba Rao, Succession planning, Career Development and Elements of career development.
hai its my first upload to this website please analyse and give me suggestions for any improvements beacuse i am an MBA student i want to learn something more
Training for Human Resources (HR) - Recruitment & Selection Teams in performing a professional interviews with vacancies' candidates.
we will be talking about what is done before the interview (planning phase), and during the interview (conducting the interview), and after the interview (measuring the success).
Career Development. its about you identifying your potentials and developing them no matter the circumstances.
its best to do want you love doing best so that you can working hours in your lifetime than feel miserable doing something you don't like for about twenty years.
believe in yourself and don't let any thing discourage you.
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Surveys present clear and mounting evidence that staff engagement correlates closely with individual, collective, and corporate performance. It denotes the extent to which organizations gain commitment from personnel.
Social Learning Theory of Career ChoiceSocial Learni.docxjensgosney
Social Learning Theory of
Career Choice
Social Learning Theory of Career Choice
There are several career development theories that help to explain
how people come to choose certain careers.
One prominent theory is the Social Learning Theory of Career
Choice introduced by Dr. John D. Krumboltz in the late 1970’s. Dr.
Krumboltz is presently a professor of Education and Psychology at
Stanford University and a leader in the theory of career counseling.
Social Learning Theory of Career Choice
Krumboltz’s theory of career choice postulates that “career
decisions are the product of the many learning experiences one has,
which are made possible through encounters with people,
institutions and events in a person’s environment.”
In short, he believed people choose their careers
based on what they have learned through the
experiences and influences they have had in
their lifetime.
Social Learning Theory of Career Choice
Krumboltz proposed that:
People bring certain genetic and socially inherited
attributes to their environments.
As people interact with their environments, learning takes place, and
self-views and beliefs are produced.
These self-views and beliefs, in turn, influence one’s work related
behavior and choices.
More specifically, Krumboltz states that there are
four main factors that influence career choice:
1. Genetics
2. Environmental conditions and events
3. Learning experiences
4. Task approach skills
Social Learning Theory of Career Choice
Social Learning Theory of Career Choice
How do these 4 factors influence an individual’s career trajectory?
1. Genetic influences includes – race, gender, physical appearance, cognitive and
physical abilities.
~These inherited qualities can play significant role in shaping an individual’s
propensity for a certain job or career field. Example: an exceptionally athletic
person may lean towards a sports related career.
2. Environmental conditions and events includes – social, cultural, political, and
economic forces.
~These are generally outside the control of any one individual. For example, certain
economic or political events can have an impact on an individual’s upbringing which
may in turn, affect what career path they choose -- or refrain from.
Example: a person who experiences a recession when growing up may wish to
ensure he/she pursues a career that will remain stable in tough economic times.
Or, perhaps that person would consider pursuing a degree in economics or political
science to determine if he/she can make a difference in addressing future economic
issues.
Social Learning Theory of Career Choice
How do these 4 factors influence an individual’s career trajectory?
3. Learning experiences -- includes instrumental and associative learning.
Instrumental - learning that takes place due to a direct action or a reaction to
certain circumstances. Positive and negative responses to behavior can
influence career choice.
Exampl.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Memorandum Of Association Constitution of Company.pptseri bangash
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A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
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Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
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Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
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Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
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7. Linking data to propositions`
”effects” pattern
”no effects” pattern
Observation
8.
9.
10.
11. Ann Roe's career development theory
This theory of career development was a needs
approach
ROE’S theory of carrier choice concludes that
difference in early childhood experience get reflected in
later choice of occupation.
This theory of career development was a needs
approach in which genetics, childhood experiences, and
the relationship with parents were contributing factors to
the choice of a career. She believed that the parenting
style would determine whether or not a person would be
people-orientated
A/c to theory it is these orientations that leads to interest
development and occupational choice.
12.
Anne Roe was the first career specialist to develop a
two-dimensional system of occupational classification
that utilizes FIELDS and LEVELS.
These field dimension based on interest, and primary
focus of occupation
These level dimension based on responsibility,
capacity, skill in occupation.
The 8 occupational "fields" include:
Service, Business, Contact, Organizations, Technology,
Outdoor, Science, General Culture, and Arts &
Entertainment
The 6 "levels" of skill include:
Professional & Managerial 1, Professional & Managerial
2, Semi-Professional / Small Business, Skilled, SemiSkilled, and Unskilled
13. GINZBERG’S THEORY OF CARRIER DEVELOPMENT
Theorists, Ginzberg, Ginsburg, Axelrad, and Herma. Ginzberg et al. were
the first group of career theorists to take a holistic approach to career
planning. They looked at the whole person and the development of a career
decision over the time.
Ginzbergs states that in the process of career determining is the series of
interlocked that adolescents make over time
The second proposition is that process of career choice is largely
irreversible. – once launched ,it become very difficult to change direction.
According to Ginzberg et al., career decision-making occurs in three phases
1.Fantasy: Takes place until about the age of eleven. Children role play and
imagine themselves in various work situations. During this phase, children
begin to think about which careers they might like to do in the future.
2. Tentative: Children begin to make tentative or preliminary career choices
based upon information gathered through the following sub-phases:
14. cont
Interests (Age 11 or 12): The child makes more concrete decisions about
him or her likes, dislikes, and interests.
Capacity (Age 13 or 14): The teenager becomes more aware of his or her
particular abilities as they relate to potential career.
Values (Age 15 or 16): The teenager considers their personal values and
priorities in life, as well as his or her occupational lifestyle.
Transition (Age 17 or 18): At this point, the individual becomes aware of the
.
decision for making a vocational choice
3. Realistic: Adolescents start to crystallize and specify
occupations of interest. This final phase is made up of the following
sub-phases.
Exploration: After considering options, the individual begins to
narrow his or her career choices.
Crystallization: The individual commits to a specific career field.
Specification: The individual selects a job or professional training
program as required by their career of choice.
15. Super theory of career development
Super theory of career development says that, work / life satisfaction is
depended upon the extent of your abilities, interests, personality,
and values.
Major Points:
1) Career development is a life long process.
2) Career pattern is determined by parent's socioeconomic level,
mental ability, personality, and opportunities
3) Work / life satisfaction is depended upon interests, personality, and
values.
16. According to Super, self-concept changes over time, and develops as a
result of experience. As such, career development is lifelong.
17. Carrier planning
Career planning is the process by which one selects career goals
and the path to these goals. Career development is those personal
improvements one undertakes to achieve a personal career plan.
Career management is the process of designing and implementing
goals, plans and strategies to enable the organization to satisfy
employee needs while allowing individuals to achieve their career
goals. So, due to this career planning and development is necessary
to each and every employee in an organization. The need of career
planning and development is felt in each and every organization of
today’s global world.
18. Process of Career Planning & Development
The following are the steps in Career Planning and Development:
1. Analysis of individual skills, knowledge, abilities, aptitudes etc.
2. Analysis of career opportunities both within and outside the organization.
3. Analysis of career demands on the incumbent in terms of skills, knowledge, abilities,
aptitude etc., and in terms of qualifications, experience and training received etc.
4. Relating specific jobs to different career opportunities.
5. Establishing realistic goals both short-term and long-term.
6. Formulating career strategy covering areas of change and adjustment.
7. Preparing and implementing action plan including acquiring resources for achieving
goals.
19. Advantages of Career Planning and Development
For Individuals:
1. The process of career planning helps the individual to have the knowledge of various
career opportunities, his priorities etc.
2. This knowledge helps him select the career that is suitable to his life styles, preferences,
family environment, scope for self-development etc.
3. It helps the organization identify internal employees who can be promoted.
4. Internal promotions, upgradation and transfers motivate the employees, boost up their
morale and also result in increased job satisfaction.
5. Increased job satisfaction enhances employee commitment and creates a sense of
belongingness and loyalty to the organization.
6. Employee will await his turn of promotion rather than changing to another organization.
This will lower employee turnover.
7. It improves employee’s performance on the job by taping their potential abilities and
further employee turnover.
8. It satisfies employee esteem needs.
20. For Organizations: A long-term focus of career planning and development will increase the effectiveness
of human resource management. More specifically, the advantages of career
planning and development for an organization include:
i. Efficient career planning and development ensures the availability of human
resources with required skill, knowledge and talent.
ii. The efficient policies and practices improve the organization’s ability to attract and
retain highly skilled and talent employees.
iii. The proper career planning ensures that the women and people belong to
backward communities get opportunities for growth and development.
iv. The career plan continuously tries to satisfy the employee expectations and as
such minimizes employee frustration.
v. By attracting and retaining the people from different cultures, enhances cultural
diversity.
vi. Protecting employees’ interest results in promoting organizational goodwill.
21. CRITES’ THEORY OF CAREER MATURITY
Crites has formulated a model of career maturity that
encompasses both the content and the process of career
decision making. He proposed that abilities are organized in
a hierarchical Fashion..
The lowest level of hierarchy includes specific factors such
as knowledge of the world of work.
The intermediate level comprises group factors of
dimensions that coverage upon the highest level of the
hierarchical model-the general factor ‘G’.
This ‘G’ is the degree of career maturity. It can be defined in
absolute terms as ‘the place reached on the continuum of
career development’ or in relative terms as the individual’s
standing in the appropriate age or grade reference group..
22. Main points
1:- Occupational and career thinking
occurs during adolescence.
2:- values have their basis in abilities and
attitudes.
3:- vocational interests and work values
seem to be closely related with each
other.
23. Categories of sources of
satisfaction from work:
Intrinsic values are satisfactions derived from the
activity itself.
Extrinsic values are the returns that a job
provides.
Concomitant values are those aspects of work that
are a part of the task situation,although not
necessarily part of the work itself.For example, in
many tasks the appeal lies not in what one does,
but in the interaction a person enjoys with others
while working.
24. Dimensions identified with respect to
satisfaction:
Security: Desire to have a high
income,economic security,good fringe
benefits,etc.
Autonomy: Desire to act independently or to
exert influence.
Affiliation: Desire to maintain social
contacts,either active or passive.
Respect: Wish to gain
recognition,esteem,respect and status.
Self-expression: Desire to express oneself
in one’s work to accomplish given tasks….
25. What is diff. b/w career and job
•A job is something you do simply to earn money; a career is a series
of connected employment opportunities.
•A job has minimal impact on your future work life, while a career
provides experience and learning to fuel your future.
•A job offers few networking opportunities, but a career is loaded with
them.
•When you work at a job, you should do the minimum without
annoying the boss. When you’re in a career, you should go the extra
mile, doing tasks beyond your minimum job description.