Career assessment is a tool designed to help individuals understand how personal attributes (eg, data values, preferences, motivations, talents, and skills) impact their potential of success and satisfaction with different career choices and work environment. Career assessment has played an important role in career and economic development in the last century (Whiston and Rahardja, 2005). Assessment of some or all of these attributes is often used by individuals or organizations, such as university career care centers, career counselors, outplacement companies, corporate human resources staff, executive coaches, vocational rehabilitation counselors, and guidance counselors to help individuals make more informed decisions career.
In part, the popularity for this tool was due to the 1958 National Defense Education Act, which funded career guidance in schools. Focus is incorporated into tools that will help high school students determine which subjects they want to focus on to achieve the chosen career path. Since 1958, the choice of career assessment tool has exploded.
Video Career assessment
Career assessment type
Career assessment comes in a variety of forms and varies in several dimensions. Values ​​selected by individuals or administrators vary depending on their personal beliefs about the most important criteria when considering career options, as well as the unique needs of individuals considering career decisions. Some common points of variance are:
- Methodology - some assessments are quantitative and precisely measure key attributes that are believed to affect the potential for success and individual satisfaction with a career. Others are qualitative exercises designed to help individuals clarify their goals and preferences, which can then be used to make informed career decisions.
- Measurable attributes - judgments vary with respect to certain personality attributes being measured. Some assessments focus on individual interests, and perhaps talent, while others focus on skills or values. Stronger assessments use key development indicators (KDI) that define measurements for specific career types and match individual career aspirations to company needs.
- Validity - many assessments, especially those offered on the internet, do not have any evidence of "validity", which is the degree to which the interpretation of the results of judgments or decisions made from those results is useful. The general proof of validity is empirically verified. Users should evaluate each psychometric trait test when assessing whether to use it for a particular purpose, and how much weight is given for the results. When the validity of the assessment for the intended purpose can not be evaluated, the result must be interpreted with the proper caution.
- Targeted customer profile - some ratings, such as Strong Interest Inventory, Myers Briggs Type Indicator, Careerscope and Traitify are designed to serve a wide market (that is, almost every individual who chooses a vocational program or Career Cluster, start their careers or consider career changes. Although they may lack established reliability (replicability) and validity (usability), they can, however, be useful in helping individuals to identify their career goals.While these tests or assessment tools can be useful, The American Psychological Association shows that psychologists who use the test clearly explain the limitations of the tests to their clients.
- Career interview interviews - career assessment interviews with trained career counselors or trained psychologists in career counseling can be important in helping to integrate test results into the broader context of individual passions, personality, culture, and goals. For those interested in more comprehensive assistance with their career search, a good starting point can contact the National Career Development Association [1] (NCDA). In the United States, this national body provides designation, "Master Career Advisor" (MCC) for a highly qualified career counselor.
Maps Career assessment
Benefits
Career assessment is designed to discover candidate skills, talents and talents. Self-assessment can be a useful tool in assessing areas where a candidate has strengths and limitations. The results can be useful in helping candidates to choose careers that are aligned with their goals and talents. While the validation of each instrument may vary from test to test, overall this type of assessment has been proven to introduce more career options, increase satisfaction in one's career plans and enhance understanding of self (Prince et al., 2003).
Data about how often people change careers are not available while there is sufficient mythology about it, no systematic study is conducted. However, many people change careers more than once. Some make changes because their chosen career path is no longer feasible (for smart, buggy whip makers are no longer in demand). Or because as they mature throughout their ages, their interests evolve. The greatest benefit of career assessment, therefore, is allowing candidates to make the best career decisions to grow both personally and professionally.
To make their skill assessments, candidates can pursue many avenues, they can perform career interest tests such as a Strong Interest Inventory or Campbell Interest and Skill inventory, based on Strong. Or, they can do self-assessment; they can use most career books designed to help with this task. In fact, there are many helpful books, the most famous of which is, Richard Bolles, "What Color Is Your Parachute." In addition, they can seek expert help from career counselors, career coaches or, when justified, psychologists or other mental health professionals. These professionals use various techniques to determine the talent of a candidate. In addition, career counselors, career coaches and executive coaches can guide candidates on how to plan their careers to achieve professional success.
Career Assessments Learned Psychoanalytical
An unhappy person in his or her working life may not be sure where to go for help. They may have seen career counselors or career coaches or read self-help books and found that their difficulties did not yield to this intervention.
Individuals can be hindered in their careers not only because they have no career development and job-hunting skills but also because they are driven by unconscious factors outside of their consciousness.
The Psychoanalytical-Information Career Assessment (also referred to as psychodynamic career assessment) developed in 2000 by Dr. Lynn Friedman, aims to understand the unconscious factors that create conflict and identify ways to resolve these conflicts.
Focusing on individuals seeking career counseling, but ultimately undermining the process, the Psychoanalytically-Informed Career Assessment explores whether the conflicts seen in their career or career counseling sessions are repeated elsewhere in their life, for example at school, or with their parents.
Interventions for these individuals may include one or all of the following: career counseling, psychotherapy or psychoanalysis.
Weakness
Career assessment, in the form of tests and other structured and unstructured tools, can be very useful for those who are unsure about career possibilities. However, there are some drawbacks to each. At best, the results of an individual career assessment provide targeted information that may not meet particular individual needs. In addition, some of the best individual assessment tools require qualified professional assistance to ensure the results are interpreted correctly and useful.
Also, many tests are based on the person's view of himself. If a person is not self-conscious, the results may be inaccurate. Many times they do not take into account that people have natural blind spots. This test is only as good as users and individuals who are often unaware of their own strengths and weaknesses.
See also
- Career
- Career development
- Holland code
- 16PF
- Myers-Briggs Type Indicator
- The Jobs Outlook Handbook
- Personality psychology
- The Standard Job Classification System
- Personality Enneagram
- CareScope
References
Source of the article : Wikipedia
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