Computer-Based Career Information Systems Essay

“I feel sorry for the person who can't get genuinely excited about his work. Not only will he never be satisfied, but he will never achieve anything worthwhile” (Walter Chrysler). Deciding on what one wants to be in life can prove to be a demanding task. There are so many, yet limited, different opportunities in the world to have an excellent career and make a decent living while doing something one loves. It is limited because there are only a few specific career paths that someone could take to make good money. It is very difficult to make a fulfilling living being a garbage man. There are many different opportunities because, within these specific careers, there are usually various paths to take. Someone who has dreams to be a

In order for me to complete this career assessment paper, I initially took an Interest Inventory survey. Upon completing this process, it revealed that my personality profile score was (I, C, A). These three letters represented my strengths and interests in determining which career field would best suit me.

For this assignment, you will research the http://www.phoenix.edu website and use the My Career Plan tools on eCampus. To complete this assignment, follow the directions provided in each section.

1. The occupation I researched was in the field of corrections. Finding specific information on this occupation using O*NET was not difficult at all. For this assignment I was provided with step-by-step instructions on how to get to the “ My Next Move” page where a person can type in keywords to research careers. At first glance the site can look intimidating but like any other site if you read the information provided the page will help guide you in the right direction. I feel that a person navigating through the site can still reach the locations they desire if they familiarize themselves with the page and once again, read the information given. As I began reading information I noticed that each heading or subtitle

Organizations benefit from career development systems, as they allow for a better understanding of the current and future staffing needs for an organization. Consequently, they ensure the organization is as efficient as possible when recruiting and selecting talent. Also, by creating these plans, key talent can

The Occupational Information Network database (O*NET), is a distinctive occupational data resource useful for characterizing occupations; for instance, worker attributes, attitudes, knowledge and skill, and job characteristics (Scarlata, Stone, Jones, & Chen. 2011). The database receives annual funding from the U.S. that amounts to over six million dollars, due to its financial resources or goal of providing a comprehensive, cross-sectional, and longitudinal database of U.S. occupations, unmatched by any other database as O*NET is the only source that expansively measures occupations longitudinally (over time) and cross-sectionally (across occupations). Due to stress-free accessibility, the O*NET is the primary data resource for job analysis.

In the wake of picking an industry, similar to IT, you can pick your area from a drop-down menu and show "vocation matches" in your state. It conveys up occupation titles, similar to PC developer, sight and sound craftsman and artist, and distinguishes how much the title coordinates your interests, and if the employment is developing or not. It likewise discloses to you what the assessed yearly pay is for the occupation, and what level of instruction you'll have to discover work in that field.

Inventories for Interest Assessment - These style tests allow a person to find their niche in work based on their personality, hobbies, likes, dislikes, and it even allows them to understand the type of training they would need for each

In 1991, researchers from Florida State University’s Career Center’s Center for the Study of Technology in Counseling and Career Development researchers created the Cognitive Information Processing (CIP) Approach to Career Development and Services (Peterson, Sampson & Reardon, 1991). Gary W. Peterson, James P. Sampson, Jr., Robert C. Reardon, and Janet G. Lenz developed the approach that is based on the Cognitive Information Processing Theory (Reiser and Dempsey, 2012). The CIP approach serves as a blueprint for creating modifiable delivery of services that assist students with developing effective skills needed for career decision making and problem solving. With this approach, career selection and decision making is an endeavor of focused resolution, problem-solving (Gordon, 2006). Additionally, the CIP approach is an exemplary representation of the first mission point that the National Association of Colleges and Employers (NACE) has outlined for college and university career services. The mission point is to develop self-knowledge related to career choice and performance by identifying, assessing and understanding their competencies, interests, values and personal characteristics

Provide information for general vocational guidance to help determine occupations for which the individual is best suited

An occupational information data base of occupational information help individuals identifies with specific skills, tasks, and occupations that are available. Individuals have the opportunity to explore employment opportunities that are suitable to the skills they possess. In addition, it inform individuals of the necessary skills they may need to attain, improve for a specific job and notify the level of education needed to seek employment. Advantages of the data base allows the individual to become “more actively involved in the career guidance process” (Zunker, 2012, p.180). Individuals will have the opportunity to seek more information, receive adequate feedback immediately, and can access the data base anywhere at any given time. Also, it offer support to individuals when trying to decide on a career. The data base serve as a tool “for innovative learning delivery systems that should help workers develop skills and increase and broaden general and industry specific knowledge” (Zunker, 2012, p. 177). However there are some disadvantages in occupational information sources that can limit an individual from becoming fully aware of their possible opportunities for future employment. This may include but are not limited to both ethical or legal concerns about sufficient security measures and individuals solely relying on the computer-assisted career guidance system. The O’NET, Monster, and the Occupational Outlook Handbook are resources available to individuals that are

The first exploratory step was using the career assessment tool hosted on the Central Piedmont Community College website, which provided an opportunity to confirm my chosen career path. Upon completion of the long assessment, my personality profile was very high in conventional skills (88%) and median range for social and enterprising (Career Coach Career Assessment and Personality Profile, 2016). Based on this performance the suggested occupations included:

Career Counseling, or Career Services depending on the institution, is frequently offered on a one-on-one basis, but at times this service is provided through group workshops, classes, or computerized guidance systems. Traditionally a standard function of the career services role is to help students develop job search skills however the scope of the

Becoming a computer programmer would be great because there are many options in this career by having the ability to produce an operating system, or a game for the world. Computer programmers have many opportunities in life to find a job they would love. Programmers can work independently, or in a big company. Programmers have and are creating the future for computers.

Findings from the research conducted by Reiter-Palmon on electronic job analyses for the U.S Navy, revealed that less time was needed to conduct the analyses and was more flexible in terms of its ease to use. Results also showed that more comprehensive job descriptions were made (Reiter-Palmon, 2006, pp.294-309). This therefore allows organisations to know specifically what skills applicants need, and the applicants know what the job entails. Having a higher quality pool of candidates not only saves money