Career information

Career information meaning and need ,Importance

1. Career information: Meaning, Need, importance of career information By @mol Ubale

2. Meaning of Career information व्यवसाय जानकारी Career information  is information related to the world of  work  that can be useful in the process of  career development , including  education al,  occupation al and psycho-social information related to working (e.g., avail ability  of  training , the nature of work, the status of workers in different occupations, etc.)

3. Need of Career information व्यवसाय जानकारी की जरुरत Planning your Future Bring Clear Sight of Your Goal Choosing Right Career Options Beat the Competition More Easily Organize Finances for Further Education Expenditure

4. Importance of Career information व्यवसाय जानकारी का महत्व Essential for success Future Planning choose a suitable career easily Don't be Lost The Multi-Skill And Multi-Tasking Achieve goals and dreams.

5. Sources Of Career Information Personal Contacts. Families and friends can be extremely helpful in providing career information. ... Libraries and Career  Centres. ... Counsellors. ... The Internet. ... Organizations. ... Education and Training Information. ... JOB SEARCH METHODS. ... Personal Contacts—Networking

6. Before discussing job analysis in more detail, many related terms used in personnel should be carefully defined: TASK : A distinct work activity which has an identifiable beginning and end. DUTY : Several tasks which are related by some sequence of events.

7. Collecting and recording job information. Checking the job information for accuracy. Writing job description based on information. Using the information to determine the skills, abilities, and knowledge that are required on the job. Updating the information from time to time.

8. There are two components in job analysis. Job description Job specification

9. Job Specification A wri t t en summa r y o f task s , duties and responsibilities of a job. Job Description The minimum skills, education, and experience necessary for an individual to perform a job.

10. Job Analysis Job Description Job Specification Job Title Working Hours Duties & Responsibilities Working Conditions Salaries & Incentives Qualifications Qualities Experience Family Background Training

11. Personnel planning Performance appraisal Hiring Training and development Job evaluation and compensation Health and safety Employee discipline Work scheduling Career planning

12. J obs ca n b e an a l y z ed th r ou g h a p r o c es s , w hich consists of Six basic steps, these steps consist of: 1. Collection of background information t o be Selec t io n o f r ep r ese ntat i v e posit i ons analyzed Collection of job analysis data Developing a job description Developing of a job Specification Developing Employee Specification

13. Identify a job to analyze Develop the target audience description Compile the total task inventory Collect task performance data Update the task list based on individual task analyses findings Distribute the approved critical task list Obtain critical individual task list approval Identify critical individual shred tasks Nominate critical individual tasks Survey is administer ed to job incumbent s and supe r visors of job incumbent s Survey data is complied in a report and provided to the critical task selection board

14. Job identification Significant characteristics of a job What the typical worker does? Job duties What ma t erials and eq u ipmen t s th e w o r k er uses How a job is performed Required personal attributes Job relationships

15. Observation Survey Interview Questionnaire Checklist Technical conference Diary methods

16. Interview method Technical conference method Questionnaire method Observation method Diary

17. HR planning Recruitment and selection Orientation Job evaluation Training and development Performance Appraisal Compensation and Benefits Career planning and development Health and safety

18. Present immediate information Assist in designing the requirements to perform a job. Assist in the hiring process H elps i n per f o r ming e v aluation and a p p rais a l processes. Assists in delivering appropriate training. Assists in Deciding Compensation Package for a Specific Job

19. Subjective matters Lengthy projects Require lots of human efforts Source of Data is Extremely Small Unqualified Job Analyst Mental Abilities Cannot be Directly Observed

20. Support from top management Single means and source No training or motivation Activities may be distorted

21. Survey Method The Survey method is the technique of gathering data by asking questions to people who are thought to have desired information. A formal list of questionnaire is prepared. Generally a non disguised approach is used. The respondents are asked questions on their demographic interest opinion.

22. Steps for Data Gathering through Survey Method Identify the audience Find a survey provider Conduct the survey Create context for the survey Evaluate your research

23. Thank You