ch. 14, 15 & 16 Career counseling

Sharf (1993) indicated that the existence of occupational info is essential to the career development process and goes hand in hand with the assessment of the individual within a 4-step sequential model:

1) individuals assess their interests, abilities, values, and personality 2) they learn about occupations 3) they make career decisions based on info about themselves and occupations 4) they learn about and initiate the job search process

LMSea (labor market analysis) has 2 components:

1) labor market research (LMR) that comprises secondary data sources 2)LMS ...employer sampling...it is a collection of primary data from individuals or employers, whether it be a census or a sample survey.

Barros-Bailey proposed 12 step methodology for LMS

1. Identifying research questions 2. Developing survey questions 3. Training the interviewer 4. Selecting the population: the sampling frame 5. Taking a census versus sample 6. Deciding on probabilistic versus non-probabilistic sampling 7. Constructing and testing the instrument 8. Collecting and preparing the data 9. Analyzing qualitative and quantitative data 10. Summarizing the data 11. Reporting the data 12. Integrating labor market survey data with other labor market data

Labor Market Search=

Labor Market Research & Labor Market Survey

cognitive task analysis

a broad set of tools, techniques, and approaches for eliciting, analyzing, and representing the knowledge and cognitive processes involved in task performance.

occupational information network (O*NET)

a classification system of 974 unique occupations that follows of standardized content model for worker-oriented characteristics, requirements, and experience. Data are gathered from job incumbents with skills and abilities rating performed by occupational analysis.

position

a set of duties, tasks, activities, and elements able to be preformed by a single worker...each employed person has a position rather than a job. The Revised Handbook for Analyzing Jobs adds that a position is, "a collection of tasks constituting the total work assignment to a single worker. There are as many positions as there are workers in the country.

what is a labor market survey (LMS)?

a survey methods strategy to collect qual and quant data for a small population census or sample about an identified labor market in order to draw inferences to the client/evaluee (N=1).

catalog of workforce information sources

a vast collection of secondary data sources, to "identify, capture, and organize the dynamic and expanding body of occupational and labor market info continuously generated by public and private sources."

Job

a work activity that is performed by a group of people with similar work. The RHAJ describes this as "a group of positions within an establishment that are identical with respect to their major or significant tasks and sufficiently alike to justify their being covered by a single analysis." or "a collection of related positions that are all similar enough in terms of work performed or in the goals they serve for the organization so that everybody in the organization agrees to call the positions by the same job title."

context analysis

an understanding of the environment in which work occurs is the goal of context analysis.

Occupation

according to the RHAJ, this is "a group of jobs, found at more than one establishment, in which a common set of tasks are performed or are related in terms of similar objectives, methodologies, materials, products, worker actions, or worker characteristics." whether this is performed in boise, Idaho, or Dublin they are all considered to be within the same __________

KSAOs

acronym for Knowledge, Skills, Abilities, and Others.

work analysis

aka job analysis. the systematic process of collecting info about work activities, attributes of the work that enable work, and the environment in which work occurs.

generalists

are credited with emphasizing the importance of developing a common metric for use in describing all work.

job matching

assessing the characteristics of a job seeker in relation to the requirements of work

task analytic molecularists

break down work into tasks that have specific actions, objects, and intended outcomes.

ergometricians

do not represent a true school of work analysis, but rather the movement toward evaluating the quality of work analytic data.

econometric data

data derived from "a set of statistical procedures used to estimate economic models. the procedures are used to explain and predict the levels of economic variables as well as to test hypotheses and their relationships and the results are often used as variables in a wide range of policy settings."

taxonomists

focus on understanding work by either focusing on the human attributes required for work or generalized work behaviors as descriptors of work.

task analysis

focuses on the accomplishment of a single piece of work and the relationships among task activities.

work modification

identification of areas of risk, danger, or other concerns in attempt to prevent injury in the workplace. this can further result from making accommodations in order to comply with the Americans with disabilities act.

incumbents

individuals that currently hold a job of interest, and are typically considered an excellent source of info about the requirements and contexts of work.

Sidney A. Fine.

is considered the father of the Functionalist school of work analysis. The Dictionary of Occupational Titles is a seminal application of functionalism in that it provides data about the context of work, focuses on the attributes of workers required to do work, and provides rationally derived data at varying levels of specificity.

elemental molecularists

make up the oldest school of work analysis. These individuals were concerned with understanding work at a very detailed level for the purpose of reducing inefficiencies.

methods of data collection

observation, questionnaires & checklists, interviews, secondary sources of data, level of data detail

ergonometric data

places considerable emphasis upon the physical and physiological aspects of work, whereas ergo metrics is more concerned with the psychological aspects of work. this data typically deals with work at a more molecular level than ergometrics. very distinct in need an application, containing many more distinguishing items and descriptors specific to a single worker performing discrete tasks of a position that can, in turn, be applied to an individual or aggregated into a job or an occupation.

generalized work activities/dimensions analysis

similar to task analysis but focused on a level of data that is moderate in specificity and allows for comparisons across different job titles, work activities are the basis of most commercially available standardized work analysis questionnaires.

qualified individual with a disability

someone with a disability, who, with or without a reasonable accommodation, can perform the essential functions of work.

essential functions

tasks of a given occupation that have severe consequences if not performed all together, if performed incorrectly, or that may fundamentally change the job altogether.

O*Net

the US department of labor's occupational information network; a secondary source of info on occupations

labor market information

the delivery and analysis of labor force, employment, unemployment, wage, supply and demand, occupational, industrial, economic, and demographic data for the analysis of manpower problems for a specifically defined area. Vandergoot, Swirsky, and Rice (1982) described it as indicating, "what jobs exist, estimating their frequency in the economy of any region, and forecasting their growth and decline in the future."

labor market analysis

the measurement and evaluation of economic forces as they relate to the employment process. there may be many variables that are included in the analysis, from domestic to offshore locations, to demographic and population characteristics, to trends and Human Resource practices, industrial relations, wages, and more.

labor market

the nominal market in which workers find paying work, employers find willing workers, and wage rates are determined. As described by Barros-Bailey and Karman (2013), this is the stage and context upon which occupations play the actors.

dictionary of occupational titles (DOT)

the only occupational classification system rated by on-sight field job analysis and includes unique code systems that contribute to cross-group transferability analysis. it is one of the most well known occupational classification systems, consisting of about 12,761 detailed occupations.

Transferable skills analysis (TSA)

the process by which similar, related, or new jobs/occupations are identified for a person following injury or disability.

work analysts

there are significant benefits to using analysts, their lack of in-depth job knowledge and the expense associated with familiarizing them may make them untenable in many organizational settings.

ergometric data

this term was coined by "J. W. Cunningham in 1971 as "the application of psychometric principles and procedures to the study of human work....and draws from theories and principles of human behavior, as well as from established procedures in psychological measurement and work analysis. Thus, this kind of data are less broad in their psychometric design than other kinds of data. Generally, these data can be more easily, directly, and appropriately applied to individuals in career counseling than econometric data.

supervisors

those who oversee the work in question represent another common source of data for work analysis.

occupational information

used to inform clients and counselors about jobs so that career and placement goals as well as relevant training programs can be chosen.

personality-based work analysis

utilizes a common language for describing jobs, it collects data that is more macro in scope than other generalized systems.

how did Patterson (1996) describe the process from the client-counselor interaction?

vocational counseling--> identification of vocational goal--> assessment of job readiness-->development of placement plan--> achievement of vocational goal