Employability and career development

Labor market it’s a real market and important for an Organization are the forecast of personnel needs (what will I need?) and the forecast of the supply of personnel (how many suitable personnel will be available?).

The personnel planning process is a fundamental key to the success of an organization and especially today, in a constantly changing market, it is vital to becoming aware of what should be done to avoid possible risk situations or how to deal with possible negative effects of incorrect planning.

Guidance and career guidance services have been defined both by the Organization for Economic Cooperation and Development (OECD, 2004) and by a World Bank report (Watts and Fretwell, 2004) as services designed to help people, at any age and at any time in their life, make educational, training and professional choices and manage their careers.

They include three main elements:

  • Career information, relatively to courses, occupations, career paths, and the labor market. This aspect mostly relies on Web resources, although information may also be provided in paper format.
  • Career advising, on an individual or group basis (small size). The focus is on the distinctive career problems faced by individuals.
  • Professional training, as part of the training curriculum, where attention is given to helping groups of individuals develop skills to manage their professional development.

The APRESO experts fit into this context, as well as to provide information and tools for a correct evaluation of the staff, in support both of those who first need to clarify their career position in this large market, both of those in an organization who have the task of placing/replacing the incoming / already existing personnel and does not want to risk making wrong choices. It is, therefore, possible to request an interview, a consultation, organize seminars, courses aimed at acquiring and expanding knowledge regarding the development of effective career plans and the orientation of career advancement.

References:

Watts, A. G. and Fretwell, D. (2004). “Public Policies for Career Development”. Washington DC, World Bank.

G. Watts (2013). “Career guidance and orientation”. UNESCO

Watts, A. G. (2006). Career development learning and employability. York: Higher Education Academy. 

De Vos, A., De Hauw, S., & Van der Heijden, B. I. (2011). Competency development and career success: The mediating role of employability. Journal of vocational behavior, 79(2), 438-447. 

Bridgstock, R. (2009). The graduate attributes we’ve overlooked: Enhancing graduate employability through career management skills. Higher Education Research & Development, 28(1), 31-44.