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(This message was added in version 6.7.0.) in /home/studyfoxx/public_html/proactivetraining.com.au/news/wp-includes/functions.php on line 6131This European paper<\/a> argues that \u201csupporting the career development of workers is a quadruple win \u2013 for the individual, for organisations, for the economy and for society.\u201d<\/p>\n When it works well, it can \u201cempower individuals to realise their full potential and progress vertically, horizontally, to achieve satisfaction and to find meaning in their career decisions.\u201d<\/p>\n Indeed, and as the paper points out, \u201ccareer guidance improves workers\u2019 awareness of their (skills) needs, aspirations, and strengths, improves their understanding of opportunities and of the value of lifelong learning, and empowers them to take well-informed decisions.\u201d In fact:<\/p>\n \u201cEffective career guidance can benefit any worker as careers become more irregular, requiring more frequent transitions. Thus, workers find themselves in situations where they need to have a better reading of the labour market and the career guidance skills to deal with changing conditions, which can be particularly beneficial for the most vulnerable socio-demographic groups\u2026\u201d<\/p>\n The paper<\/a> suggests it\u2019s harder if one is employed in a smaller firm as their systems may not be set up to provider career guidance internally as effectively as those in larger companies with bigger or better human resource management capacity. For those in smaller firms, this can mean that such advice needs to be sought outside the organisation through public employment services and agencies, or through specific programs such as the \u2018Investor in People\u2019 initiative in the UK.<\/p>\n Good career guidance is also beneficial for those in the informal economy because it supports \u201ctransitions into formal activities and entrepreneurship, by helping to upgrade traditional learning programmes \u2026, and by enabling access to certified training and to recognition of prior learning,\u201d the paper suggests. However, it also notes that \u201cinformal workers are among the most under-served groups: they rarely receive support from their employer or seek career guidance from PES [Public Employment Services], even in countries where they are eligible irrespective of their labour market status.\u201d Others potentially benefitting include those who are displaced and migrant workers, those in non-standard forms of employment or their later career stages.<\/p>\n In passing, it\u2019s important to recognise that while this paper concentrates on those workers needing careers advice, students in school and beyond need this sort of advice as well, as do parents and other influencers that advise people on career choice.<\/p>\n First, there are no \u2018one size fits all\u2019 solutions, the paper suggests. It also requires \u201ca multi-actor and lifelong learning-oriented approach \u2026 which may include public-private partnerships, partnerships and cooperation agreements between providers.\u201d In addition, the paper points out that \u201cappropriate financial support to access career guidance is required because private provision of career guidance services can be costly and risks excluding those who need career guidance the most.\u201d Next, it needs to develop and make use of next-generation technology and tools for guidance, including \u201cvirtual reality, gaming, online and social media networking.<\/p>\n Finally, \u201cquality labour market information systems are one key ingredient for sound career guidance as are its quality assurance (including monitoring and evaluation) \u2026 Qualification requirements for career guidance providers and practitioners [are also] required to ensure services meet workers\u2019 needs at different stages.\u201d<\/p>\n \u201cIntegrating career guidance and recognition, validation and assessment of prior learning (RPL) services is [also] key, and supplementary tools that might support access to validation arrangements in the future need to be explored, including e-portfolios, skills passports and electronic badges.\u201d<\/p>\n The paper suggests a range of sources of information for those interested. In Australia, of course, we have Government sites like YourCareer<\/a>, Workforce Australia<\/a> or others like Myfuture<\/a>. There is a professional body too: the Career Industry Council of Australia<\/a>.<\/p>\n In 2011, Hugh Guthrie co-authored a paper with Lisa Nechvoglod entitled \u201cIdentification of issues that impact upon the provision of effective career development services for VET learners\u201d which you can access here<\/a>. In it, it was noted that \u201ccareer development services are important because they give people the best opportunity to manage their own careers, respond to changes in the labour market and maintain their work-life balance.\u201d It also concluded, as the European paper does, that technology has an important role to play in providing quality career information to a wider audience and approaches that make use of the technologies and communication mechanisms are required.<\/p>\nSo, what\u2019s needed for quality career guidance?<\/h2>\n