This publication organizes job searches in Australia by creating a paperwork system and recording essential information. It is organized into two parts: career planning and job search management. Part 1 contains the following sections: job evaluation, goal setting, job search obstacles--personal constraints and job search obstacles; and job search…

With employees in many organizations now expected to act as if they are self-employed in order to preserve their employability, managers need to assume new responsibilities to provide career coaching. Some outputs of career coaching are education of staff in career self-management, guidance of staff in the use of career analysis and planning…

The apprehension and insecurity generated by the shattering of expectations of long-term work are causing many individuals to develop self-limiting beliefs and behaviors and resist taking responsibility for their own career futures. Consequently, endeavoring to facilitate a client's career decision making in one meeting has become unprofessional.…

This career planning workbook takes Australian job seekers through step-by-step assessments of their current work situation. Topics addressed in the five parts of the workbook are: (1) analyzing the situation; (2) information resources; (3) setting career goals; (4) planning the next career action; and (5) preparing for transition. Part one…

This book explores the career transition journey that a typical person undertakes when resolving difficulties with his or her worklife. It is written from the viewpoint of a counselor who has counseled more than 1,700 persons individually and more than 2,000 people in workshops, incorporating their experiences. The book is organized in three…

The Worklife Methodology is a process for helping people determine their next career and life management actions. It includes three components: the Stevens' Model of Career Development; Structured Analysis through Career Analysis Levels 1, 2, or 3; and the Three-Dimensional Analysis Process. The Stevens' Model of Career Development is a formula…

All employees are influenced by career management actions at each step of their career. The responsibility for career planning rests with the individual, whereas the responsibility for career development support should be the employer's: career management is a shared decision. Career planning training helps employees to analyze their interests and…

Most succession planning practices are based on the premise that ambitious people have and want only one career direction--upwardly mobile. However, employees have 10 career direction options at any stage of their working lives. A minority want the career action requiring promotion. Employers with a comprehensive career planning support program…

Career development has become important in organizations struggling with restructuring and its effects on employees. Employees now understand the process as a way to gain employability skills in order to obtain different jobs within their companies or elsewhere. Career development often takes place in workshops, although many people prefer a more…

This book is designed to aid career counselors in Australia help their clients search for enhanced well-being in their occupations and to help organizations and human resource staff members dealing with employees' career development. The book is organized in four parts. Parts 1 and 2 explore the career transition journey that a typical person…

This book examines career development (CD) support in organizations and presents guidelines for provision of CD activities by employers. The following topics are discussed: career management (the changing work environment, the employer's role, shared responsibility, CD principles, CD theory, and understanding CD support); career support systems…

A career is a discontinuous a series of work roles using different personal attributes, skills, knowledge, interests, and wants. Individuals must examine their portfolio, select and rearrange it, and then sell themselves to the manager where they work or prospective clients/employers in the marketplace. Individuals should view career capabilities…

This book is a practical guide on how to realign one's career by careful, systematic analysis of what is not satisfying and what needs to be changed. It assists individuals in learning who they really are today, where they are going, and how to identify realistic work alternatives. Part 1 on achieving career satisfaction consists of three…

Worklife has accumulated information about what employees want in career development support. Education starts by illustrating that career development is about developing the current job and seeking the next. Employees eagerly take responsibility for their career management, but feel they need considerable employer support, especially regarding…