ASTD Model Paper

On behalf of the Career Services Department of Norfolk State University, we would like to thank you for your contribution to our Professional Career Closet. Your support helps us to continue our mission and assist our Spartans in their career journey.

You asked the following questions: “We have a wood slat ceiling with a black fiberglass mesh backing. The cloth-like fiberglass mesh has a flamed developed rating of zero and met ASTM E84 tests. Approximately 2 in. strips of plywood are located above the mesh to give the wood slats some stability. The wood slats have the longer leg in the vertical position spaced approximately 1.75 in. on center where the opening size is approximately 40 percent. The local fire official has questioned the mesh to contain the heat to activate sprinklers. Would the mesh (10.9 percent open) contain heat for sprinkler activation? The engineer of record offered an alternative to install 4 ft by 4 ft ceiling panels on top of the slatted ceiling panels at the

Ohio University Career and Leadership Development Center is a beneficial program that offers to students and alumni several resources. All the resources aim to take action in their careers, gain experience, develop work skills, leadership ability of the crisis to work, and evolve them in the career. The program offers many services that help both of students and illume to realize whatever they want in their career and being ready for future’s job. For example, it offers Career Coaching and Leadership Coaching, Leadership Workshops, Career and Internship Fairs, Career Courses, Teacher Recruitment Consortium, On-Campus Recruiting, and Mock Interviews. Each service is different to other one based on their purpose, period of time, the semester that they exist on, guideline, and forum.

The purpose of the NCDA is to “promote the career development of all people over the life span” (NCDA, 2015).

I choose to talk about the ASTS or ATD which is an association dedicated to people who deal with talent management including acquisition, development, and retention. It is a non-profit organization targeting workplace learning and performance professionals and training managers, career planners. ASTD was founded in 1944 to help those professionals get together to benefit from each other’s knowledge and experience. As a learning and staff development specialist at an international organization, it was logical to choose to look for a professional organization as prominent and widely recognized as the ASTD. I reaped a number of benefits for its membership. On the top of them is supporting my career progression

Occasionally difficult to categorize, career colleges tend to vary significantly from school-to-school. Some tend to focus narrowly on a precise trade or vocation leaving others covering far broader arrays of professional categories. For example, one school may limit their offerings to “technical” careers whereas others focus on vocations traditionally associated with “trades.” Moreover, technical colleges, vocational schools, trade schools, and career schools chronicle a potpourri of descriptions lending itself to even more confusion. Further complicating the career school assortment, in recent years, community colleges embraced the same types of training and certifications. In the final analysis, a school’s classification may not be relevant whatsoever. Each prospective applicant should thoroughly focus on the specific career path or professional objective and how their offerings fulfill the particular mission.

When using the R/CID model, I believe counselors need to remind themselves that they need to meet the client where they are at in their recovery. This would be a very similar approach to the stages of change model. According to Sue and Sue (2016), the R/CID model is designed to assist counselors with understanding the diverse cultural attitudes and behaviors of their clients. It would be very concerning to have a client in the “resistance and immersion” stage working with a counselor in the “conformity” stage. The counselor would not be able to provide quality care to the individual due to their own views of self-shame, cultural shame and low self-esteem. Being that the individual is in the “resistance and immersion” stage, their views

I had a shocked reaction after taking the ASTF Skills/ Competency Assessment survey. I came to a realization that I wasn’t good at majority of the competencies. Although, it’s not a surprise to me that I didn’t do well because HRD 300 is my first class of Human Resource Development. There is still a lot for me to learn as of skills and assessment when it comes to moving forward to pursuing this career.

I would like to raise awareness among the student body, especially first-years, about the resources available at the Career Center. Indeed, I believe that the Career Center provides valuable career guidance and opportunities, which every student can benefit from. Thus, I wish to increase joint programming between first-year Residential Counselors and the Career Center.

At this stage of my career, it makes sense that I enroll in the Collegewide Leadership Development Program because I’ve performed many administration and management tasks such as, but not limited to: Chairing the collegewide AET/CMT curriculum redesign, provided leadership as President of the Faculty Senate for two years, acquired articulation agreements with senior institutions, and provided Blackboard and mentorship support to adjuncts.

DHS also devotes time to develop strategic workforce planning to identify the competencies and talents it will need to execute its business strategy, to develop effective recruiting, selecting, staffing and retention plans to meet the challenges it faces today as well as those it will face in the future, such as identifying workforce priorities and designing tasks by using the APS Job Family Model (DHS, 2015). In terms of leadership and management development, DHS runs the APS-wide Public-Sector Management Program in an attempt to build capability of future managers (DHS, 2015); however, leadership development programs should facilitate staff development and match to the specific leadership competencies each leader needs rather than universally practiced. Furthermore, it should be linked to performance expectations and capabilities of each agency. As culture, norms, values, technology, external environment, management styles, business needs and strategies vary greatly from one agency to another, learning and development programs and the reward system should be tailored to fit each agency’s individual demands, strategies and

Career assessment instruments are important in the field of career development. These are the tools that will help career counselors guide the individuals they are working with down the appropriate career path along with equipping the individual with interventions to deal with barriers and handle on-the-job stressors. Career assessment instruments have the ability to measure many traits and one trait is a person’s interests and skills.

The University of Phoenix provides a career guidance system to help you establish your goals to finding a job. This tool helps you get prepared for your career and sets you up with each step you need to take so that you will be successful in finding a job and making yourself look good on your resume. The career guidance system is also your go to tool for polishing up on your skills and making sure prepared to jump into the career

CSU Globals extensive Career Center offers many valuable resources to their students. Their Job Center, located within the Career Center provides students with

most of the job core competencies are likely to focus and shape individual’s career aspirations.