Importance of a Career Planning - Coursework Example

How do modern career forms differ from traditional ones and what does this mean for you and your future career? (400 words) I had always been conscious that one needs to do career planning well in advance but the concept of career planning became clear to me only when I took this course. It is not a one-time decision to enter a particular profession but I realized that it pertains to the sequence of employment related positions, roles activities and experiences. Growth in career traditionally meant promotions which came naturally as one advanced in hierarchy. Seniority was assured and this was a relational contract based on mutual exchange of loyalty (Romaniuk & Snart, 2000). Today career advancement is based on performance. It is a transactional contract where continuous learning is essential to enhance performance. Compensation is based on explicit and discreet exchange for work. One has to be employable and one has to take responsibility for one’s career. One has to be willing to develop the personal and professional skills to enhance employability (Raybould & Sheedy, 2005). Knowledge becomes obsolete in no time and hence life-long learning is emphasized upon. Work is no more merely a source of income but a source of fulfillment (Romaniuk & Snart, 2000). Learning opportunities are available now which help in career development through self-directed planning. It is a transition from dependence to independence. However, this requires identifying the strengths, weaknesses, values and beliefs, preferences and interests. The shift from the traditional career to the modern career forms is challenging. This requires that I engage in self-reflection. It is essential that one is at the right job, which means the skills should match the job role. I would need to understand what exactly motivates me, what I expect from the company and what am I prepared to give. In fact, I think one should focus on what one can give to the company. Once we have the necessary skills and give our best, the results are bound to come. However, we must be ambitious, we must have a wish list, we must know the strengths that we can utilize and we must know how to rise up the career ladder. Salary is necessary only up to a certain point and beyond that contentment and fulfillment is what one seeks. I would strive to keep upgrading my skills through continuous learning. I would however not like to switch jobs for small raises. I do not consider that as a career progression. In fact this could be detrimental in the long run. As a long-term strategy, I would like to hone up my skills and focus on what gives me fulfillment. • What does the current graduate labour market look like and what does this mean for you? (300 words) Careers and the labour market have changed because of the changes in the political, economical, and technological work environment. Today more of knowledge workers are required. Besides, employees seek psychological contract as it helps to understand the dynamics of employment relationship (Aichinger & Barnes, 2010). This theory helps understand what employees think, what motivates them and what they value. Long-term relationship is built on mutual trust and respect. An employee can attain job security if he has properly planned his career and focuses on training and development. Psychological contract assures that the incumbent is not merely seeking a job with salary and performance bonus. Today workers seek work-life balance and this concept has given rise to labour market flexibility. Firms even use temporary workers or part-time workers to increase flexibility and reduce costs. Employees are the most important assets but there is a tendency to flexibilize the internal labour market (Fuchs, 2002). This has made the employment relationships non-standard. This new approach has led to an increase in the commitment on the part of the workers. Workers need to have enhanced efficiency and flexibility where flexibility implies efficiency. Workers must have the right motivation to absorb knowledge and knowledge workers are valued (Minbaeva, 2006). I certainly was aware of the technological changes and the demand for knowledge workers but this has given me insight into how I need to mould myself and focus on a long-term career. I would certainly not be happy with a salary at the end of the month unless I feel I have contributed to the growth of the organization. I see myself as a committed worker, keen to establish long-term relationship with the organization I start my career with. • What is employability? (200 words) Employability involves determining, attaining and maintaining the skills needed to work, being able to market oneself to obtain work, then working in a manner that helps retain work (Romaniuk & Snart, 2000). Merely securing a job is not sufficient. One must be able to use the skills, knowledge and understanding to remain in the employment (Pool & Sewell, 2007). Hence, employability is the capability to move self-sufficiently within the labour market. It should enable one to realize one’s potential through sustainable employment. Employability, hence consists of four elements. An individual must possess the skills, knowledge and attitude, known as the employability assets. The second element is the deployment, implying the incumbent must possess career management skills and job search skills. How an individual presents himself in terms of CV writing and finally how he is able to make the most of the employability assets. This, however, depends on external and internal factors such as opportunities within the labour market, family responsibilities. Employability thus requires the development of decision making skills, identifying the work opportunities and their requirements, developing the job searching and self-presentation skills. These require transferable or employable skills which refer to certain personal abilities that can be transferred from one job role to another, can be used within any profession and at any stage of the career (Raybould & Sheedy, 2005). • How employable are you? What transferable skills do you have, what do you need to develop and how well can you sell yourself? (200 words) Building up a career requires activities and tasks to be successful; it requires a lot of preparation. I used to believe that I have the necessary skills as required by the labour market but on deeper reflection, I find that while I do posses many transferable skills, I do need to develop some. Transferable skills are not specific to any career and can be used at any stage in any profession. I am able to motivate people around me to do small jobs. I possess a pleasing personality and have the ability to communicate effectively. I can delegate work and ensure work is accomplished on schedule. I have the ability to grasp what is being explained and am a quick-learner. However, I do need to inculcate the problem-solving technique. When faced with a problem, I feel nervous and instead of contemplating and finding a solution, I look for solutions elsewhere. This is what I need to develop but I have the confidence and the ability to sell myself to any employer. I feel I am employable in the current labour market conditions. Skills such as problem-solving techniques can be learnt on-the-job and usually comes with experience. • What is plagiarism? (100 words) Plagiarism is to present someone else’s words, thoughts, ideas and quotes as one’s own. It is taking someone else’s intellectual property as your own (Maxymuk, 2006). Plagiarism has increased with the proliferation of internet. It is now extremely easy to copy-paste the abundance of electronic texts available on the Net. While writing thesis or essays, ideas and facts have to be used but if these are acknowledged, it is not plagiarism. However, when proper citations and references are not provided, it is unethical and is cheating. It is cheating on someone’s ideas and thoughts. Several sites offer guidance on how to reduce plagiarism. They suggest researching material, preparing notes, documenting sources and internet copyright issues (Maxymuk). • What is the Harvard referencing system and why do we use it? (200 words) Referencing is essential to give due recognition and acknowledgement to the words and ideas of another author (Dhann, 2001). When a piece of work is presented, it should contain proper references and citations (DMU, 2009). A reference is the bibliographic description which contains the details such as the name of the author, date, title of the article, the name of the journal and the date of publication. References when used in the paper help the reader to locate the source. It also provides credibility to the piece of writing while supporting arguments used in the paper. Number of sources cited in the paper also convey to the reader or the examiner the scope and breadth of the research undertaken. Most importantly, it helps avoid plagiarism which is a serious offence. The author-date system originated at Harvard University and is widely accepted in scholarly publications (RMIT, 2010). There are many different ways of using the Harvard referencing system. It is not just the direct quotes or ideas but even paraphrasing of ideas has to be acknowledged through proper referencing. In-text referencing has to be provided which usually contains the last name of the author and the date of publication. Other details are provided in the list at the end of the paper. • What are the key things YOU have learned from this module? (100 words) This module has motivated me to work towards a boundaryless career. I have learned that career planning should always be based on long-term focus and with a clear vision of where one wants to go. Careers are open and diverse and the success lies in the skills and abilities that one can develop and apply at the right time. One has to change and adjust as the labour market changes. Learning should be an on-going process so that the employable skills are developed as the market demands. Maintaining psychological contract with the employers would fetch all the support and encouragement from them. Work is an important part of life and to achieve fulfillment in life, one has to work towards a fulfilling career. References Aichinger, J & Barnes, L 2010, Accounting Employee Expectations and the Psychological Contract, Global Review of Accounting and Finance, vol. 1, no. 1, pp. 189-202 Dhann, S 2001, Referencing - The Harvard System, University Of Exeter, Department of Lifelong Learning: Study Skills Series. Available from: http://education.exeter.ac.uk/dll/studyskills/harvard_referencing.htm (Accessed 09/12/2010) DMU 2009, The Harvard system of referencing, Department of Library Services, De Montfort University. Available from: http://www.library.dmu.ac.uk/Images/Selfstudy/Harvard.pdf (Accessed 09/12/2010) Fuchs, M 2002, Changing employment relations, new organizational models and the capacity to use idiosyncratic knowledge, Journal of European Industrial Training, vol. 26, no. 2/3/4, pp.154-164 Maxymuk, J 2006, The persistent plague of plagiarism, The Bottom Line: Managing Library Finances, vol. 49, no. 1, pp. 44-47 Minbaeva, DB 2006, HRM practices and MNC knowledge transfer, Personnel Review, vol. 34, no. 1, pp.125-144 Pool, LD & Sewell, P 2007, The key to employability: developing a practical model of graduate employability, Education + Training, vol. 49, no. 4, pp. 277-289 Raybould, J & Sheedy, V 2005, Are graduates equipped with the right skills in the employability stakes? INDUSTRIAL AND COMMERCIAL TRAINING, vol. 37, no. 5, pp. 259-263 RMIT 2010, Library guide on Harvard Referencing, RMIT University. Available from: http://mams.rmit.edu.au/2nkrhwuswrpq.rtf. (Accessed 09/12/2010) Romaniuk, K & Snart, F 2000, Enhancing employability: the role of prior learning assessment and portfolios, Journal of Workplace Learning: Employee Counselling Today, vol. 12, no. 1, pp. 29-34 Read More