Portfolio Relate Management field

Question: Discuss about The portfolio should relate something in Management field? Answer: Introduction Career development is defined as the lifelong process of managing learning, transitions and work leisure. It is determined by evolving the preferred future. Career development provides transition of selecting subjects for assisting educational development. It is seen that the lifelong process shapes a behavioral change on career pattern, success rate, educational attainment and communication process. Career development also involves a creation process on decision-making style, life-role concepts and value expressions. In this study, the learner will assess a critical literature part on employability terms for the current graduates. However, the purpose of the study will choose a career path by assessing knowledge, skills and abilities of the organization (Mc Kee Eraut, 2012). It would be prevalent if the career path determines a self-evaluation process on engaging people on academic culture. On the other hand, employability recognizes the market performance system to create a workin g environment in providing opportunities, personal and professional growth, and interacting on continuous learning process (Porfeli, Ferrari Nota, 2012). Critical literature review regarding employability The traditional idea of employability will create a work perspective by providing the individuals with interaction and commitment. It is observed that a constant change will make employability terms higher by ability of work and ability to ensure the right path for educational system. Moreover, the transitions of employability would make a specific role of creating work through optimal use. Employability can also be prioritized by a measure of experiencing skills and a level of learning. Hence, the main purpose of the topic would evaluate a critical research on the graduate market in 2015. It would also be determined by choosing a career path with the help of career theory (Wright, Jenkins-Guarnieri Murdock, 2012). The annual market shows that the leading employers are recruited in 2014 than their latest recruitment targets of 2015. It is also analyzed that starting salaries offered to the new graduates would depend on the work experiences available to recent graduates and the stude nts. Overview of the graduate employment market To give a brief explanation of the graduate employment market, there is a broad classification of the economic resources on financial market. The graduate jobs have improved the market significantly in 2015 before the recession took place. Thus, this made the finalists and graduates to experience a feeble path on their jobs. However, the predictions analyzed good chances in making the market feasible. It was under the economic headlines that saw an improvement on graduate employment market. It was observed that there were more graduate level jobs in the UK market. Moreover, it was true that skilled employees got various opportunities on business environment and financial services (Ware Millard, 2012). Thus, to bring a frequent change on the influencing factors, there would be a mindset created for long-term economy among the graduates. UK graduate market As opined by (), the independent market company would specialize on the graduate research and the students. It also makes an impact on the graduate recruitment campaigns and understanding the position of the marketing job. The survey provides an insight on the career expectations and aspirations of major individuals associated to colleges and universities. To determine the marketing position of graduate vacancies, the study shows a learning environment showing how employer vacancies have changed from 2005-2015 (Wright, Jenkins-Guarnieri Murdock, 2012). Figure 1: Employers vacancies changed from 2005-2015 (Source: van Dierendonck van der Gaast, 2013) It is observed from the last 11 years that graduate market has made frequent change on recruitment and training session. Nearly, a quarter of graduate vacancies have improved employee perspective from 2008-2009. Additionally, 1000s of new recruits made an expectation for putting annual rise in recruitment position. In January 2014, recruiters expected recruitment position with 8%, whereas during July 2014, the final estimate was more than 12%. Hence, this made the recession high and employers felt a considerable change in striking their key leaders. It will be acceptable if there is an annual increase of graduates (Taylor, 2012). Figure 2: Analysis of graduate vacancies on business position (Source: Sweeney Villarejo, 2013) The above figure shows a considerable area on consulting, armed forces and investment banking which expected to rise around 8.1% for planning purpose. It is also evident that the largest recruiters of graduates were from accounting and professional background in the year 2015. Moreover, investment banks, industrial firms and engineering have combined recruitment targets with 10,000 of graduate positions. Thus, the expected graduates when compared to the final recruitment figures of 2014 was set to increase employment areas on public sector organizations. However, as the data confirmation of most firms increased the number of graduates (Pryor, 2010). Hence, these helped recruiters to make an experience on industrial placements and paid internships. In UK market, the location of graduate experience offered vacancies in London and made a plan to recruit positions on English regions particularly England and Yorkshire. It was seen with a total of 39% and 46% that graduate employers made a n entry level on recruiting opportunities in UK (Prinstein, 2013). The figure below depicts that current graduates of London is 83% whereas the North West and the midlands include around 50%. Moreover, Scotland and Yorkshire includes a percentage of 46% and 43%. Figure 3: Location of graduate vacancies in UK (Source: Porfeli, Ferrari Nota, 2012) The current market place of graduates shows an expectation by expanding the market territory with substantial increase. Recruiters have confirmed that 31% of 2015 would make an entry-level for organizations goodwill. The current market would also be coincided through paid internships, vacation work and industrial placements (Moody, 2012). Hence, to determine the current marketing position of graduates, various factors have been evaluated that are as follows: Promoting graduate programs This examines to publicize graduate opportunities through campus recruitment and making quality applications for promoting programs. It is seen during 2011 and 2013 that graduate recruitments have encouraged the budgets of leading employees through spending programs and taking consistent sessions (McCracken, 2012). Thus, this would improve students perception of the organization. It will also achieve diversity targets through ethnic backgrounds like age, gender, occupation, etc. However, increasing the quality of graduates would make an increasing area for recruitment team and attracting applications for specific graduate vacancies. Promoting programs would also achieve specific social mobility targets through work placements and internships. Market position Graduate recruiters have made a fair treaty by using the recruitment presentations, career fairs, skills training events and other social media. It also makes an advertising campaign under the local careers and sector guides. The market position has also made a strategy that is related to business statistics and management science. It is seen in the entry level of marketing position that graduates has a starting point on their dream career. They have been informed with top professionals like marketing assistant and other marketing managers. Under this provision, the marketing executive produces web content, press release and other promotional events within the organization (Mc Kee Eraut, 2012). The graduates make most of their opportunities to develop the business position in the learning area. However, graduates have an understanding and capacity to learn applications based on market area. In addition, the current market position of graduates have been already discussed with interp ersonal skills, manufacturing agents, and sales engineer. It would be effective if there would be a formal treaty, presented on the business environment for its long run. Moreover, the executives assist the marketing managers to put prices on products and classifying into different categories (Kim Seo, 2014). Thus, there would be a susceptible area on market research and clients positions in business environment. Figure 4: Performance of graduate recruiters (Source: Hwang et al. 2014) Career path informed by career theory The career path is a small group of jobs, which share similar characteristics. A career cluster is a group of careers that share common features. Each career cluster contains several paths formed with a lower-level job in a career path and has education limits. It is observed that career path helps to find the right path when an individual shifts his job to another job. However, career path of graduates is informed with a career development theory. In this study, the learner has taken structural theory of trait and factor. As opined by Hamoda, (2012), this theory has a vocational change that depends on knowledge, ideas and ability to match specifications. This theory has a match that is depended on three factors: An understanding of the individual to evaluate his/her abilities, interests, resources, limitations, aptitudes A requirement needed for conditions of success, advantages, opportunities, compensation, and other prospects in different areas of work. True reasoning needed to match individuals through job traits and close matches related to satisfaction and job success (Finnegan, 2012). Moreover, the learner has developed a theoretical concept on global mindset of people through global career choices. To set this idea, the learner has demonstrated following ways to determine the global mind set of people that are as follows: Developing the relationship skills Learning the language needed for understanding culture and relationship skills Understanding the culture and the market proficiency Knowing the differences on the learning basics Finding a mentor or a trusted partner in the marketplace Figure 5: Career path (Source: Dong Lucas, 2013) Reflective self-assessment In this study, I will make assessment criteria regarding knowledge, skills and abilities of the current graduates. However, my role would be to assess an academic literary context by drawing critical assessments and reflections on strengths and weaknesses on learning area. The idea assessed on the critical role of current graduates would include a series of ideas. My perception would be to engage a learning area that perceives through presentations, essays and problem sets. However, providing a feedback would be beneficial on learning process. Thus, I would conduct a procedure through learning skills and development that will help to make development among the current graduates and other employees. My aerial idea would be observe if students of universities/colleges takes responsibilities for betterment of learning. It could be beneficial if assignments are made for self-evaluation. Self-assessment will also engage the students on their own learning needs. This will provide themselve s with a good outlook towards their academic and personal development. Moreover, I have observed that learning idea enhances ability of the individuals to assess their own work and develop critical thinkers. Thus, the strengths and weaknesses among the current graduates would be determined by answering questions asked through interview. The detailed observation of the current graduates would make a territory if financial results produce good results. It would be justified if I would develop communication among the employees and graduates through presentations, dealing with customers, active listening, meeting participation and others. In my perception, I would work on the communication skill that is evident on reports and correspondence like verbal communication skills manage presentations, dealing with customers, active listening, negotiation, and meeting participation. In order, organizational and planning skills is evident in prioritizing resources like multi-tasking, setting targets, maintaining calendars and schedule and optimal use of available resources. Moreover, the decision-making process would gather necessary information to make a decision process on the pros and cons. On the other hand, the problem solving process would able to identify and analyze problems through the possible outcomes in order to get the best result. However, I would finalize my convention to mentor/coach the current graduates that will facilitate learning. Knowledge will also help to identify what training and learning needs would find an appropriate way in achieving goals of the organization. It would also be feasible if learning interventions would adapt coaching styles for meeting employee needs (Campbell, Pentz Borthwick, 2012). I would also give an overview of the topic to represent the function that works on self-management and self-discipline. Using own resources, abilities and skills would make a progression to achieve goals for the current graduates. In order, self-discipline would control own behavior and prepare to work hard and set targets for difficulty in tasks. I would also handle persistent skills that form a productive area on accepting criticism, maintaining work performance, and overcoming obstacles. However, it would be persuasive for me if dealing with customers observes companys policies and procedures to retain ethics and pressure. Thus, working long hours and tackling challenging tasks would stay positive and maintain high productivity. Therefore, it would be ideal if the graduates use these practical ideas for boosting their confidence. Critical analysis of the tests In this section, I will initialize the tests related to the current graduates in offering a role to them. This is developed through psychometric tests, feedbacks and interviews, and presentations and group exercises. My area of target would be to develop the fact on how seminar activities stimulate the graduates role in teaching and learning area. I would develop activities through different approaches like debate around the room, envoys, writing before anyone talk, Socratic circles, offering questions, and statements to debate. To analyze psychometric tests for graduates and job applicants, the employers need to assess numerical reasoning, diagrammatic reasoning and verbal reasoning tests. Situational judgment tests increases popularity on the initial screening method for the graduate employees (Burns, 2012). In order, psychometric test have a variety of professionally developed tests that have a quality preparation materials. I would evaluate numerical reasoning tests to demonstrat e the graduates ability to deal with the numbers accurately whereas diagrammatic reasoning questions are designed for assessing logical reasoning ability. Giving feedbacks after interviews is an important area where the person sets for providing the right job. Confidence is also an area where the learning process presents through opportunities. Making an easy path would be interactive for the users as they invest most of the time to that. In order, an interview is also an area where questions would be asked through a one-on-one conversation. Interviews are the modern communication technologies that disable communications through videoconferencing, telephonic interviews and spoken conversation. Moreover, presentations and group exercises is a selection area that is utilized through graduate level recruitment and graduate schemes (Baruch, Dany, Pralong Davesne, 2014). The exercises are used for positions required for presenting information such as sales, consultancy, and finance ad management (Baruch, 2013). Theoretical informed detailed personal career plan The career plan is demonstrated by the learning needs among the current graduates, which is organized through a tabular form: Organizational needs Individual needs Major strategic issues Career opportunities o Critical competencies o Shortages o Bench strength o Critical needs o Using the strengths o Addressing development needs o Matching interests and values o Matching personal style Table 1: Detailed personal career plan Portfolio on management Figure 6: Portfolio on management (Source: Baruch, Dany, Pralong Davesne, 2014) The portfolio related to management enhances strategic objectives and business priorities under the learning cycle. However, the application portfolio will be assessed through risks, values and costs. In order, there is a budget planning, which will be funded on directions of the lifecycle that could be optimized for better enhancement. This will also present a investment plan to the individuals on their budget, growth, age, ability and undertaking risks for the graduates. Job role Job title: Company Associate Name of the company: Connect housing Country: Yorkshire, London, UK Job requirements: Masters in B.com, MBA or equivalent to commerce background Having good typing skills Be professional in work and have good attitude Career plan for the next 10 years for graduates Cover letter Application form VARK learning styles This includes visual, aural, read/write and kinesthetic. Ideally, this questionnaire helps learning by suggesting strategies that would be useful. Abstract Reasoning This would include sets of ability and aptitude for making a valid reason logically. Abstract reasoning also measures tests for non-verbal activities. Abstract reasoning tests would also assess a part of intelligence testing setup and job assessment. Honey and Mumford learning styles This would include understanding the preferred learning style by seeking various opportunities to learn under a style that would be effective. Here, becoming smarter is also valid if there are procedures for creating increased awareness among people. Type Dynamics Indicator Report (TDI) It has multiple applications based on building teams, change management, career guidance and leadership development. It would provide a flexible area for assessment and exploring personal thinking perspective. Numerical Reasoning It is designed to produce statistical calculations that have selective options. It would be realistic if there would be a full preview of psychometric tests of a selection procedure. Verbal Reasoning It understands the concepts that are framed through words. It also aims to evaluate ability of thinking constructively through vocabulary recognition or with simple fluency. Here, the verbal candidates face assessments that are typically looking for assessing and understanding comprehension skills. Belbin results This behavioral test has perceptions under learning capability and inventory thinking. Here, the assessments include 360-degree feedback to individuals in offering contrasts and behavior. Career development plan Conclusion In this study, the leaner has entertained the learning transitions that evolve for career development in assisting the current graduates under the learning area. It would be effective if self-evaluation engages people on learning opportunities and personal growth. In this research, the learner has assisted a critical literature regarding employability that works on the marketing position of current graduates. In order, the study covers an empirical idea where opportunities offer good position for the graduates. Thus, through a career path, a reflective assessment is created by giving feedbacks and evaluation to the graduates. Reference List Baruch, Y. (2013). Careers in academe: the academic labour market as an eco system. Career Dev Int, 18(2), 196-210. https://dx.doi.org/10.1108/cdi-09-2012-0092 Baruch, Y., Dany, F., Pralong, J., Davesne, C. (2014). Managing academic careers. Bradford: Emerald Group Publishing Limited. Burns, M. (2012). Immersive Learning for Teacher Professional Development. Elearn, 2012(4), 1. https://dx.doi.org/10.1145/2181207.2181208 Campbell, R., Pentz, E., Borthwick, I. (2012). Academic and professional publishing. Oxford: Chandos Publishing. Dong, S., Lucas, M. (2013). An Analysis of Disability, Academic Performance, and Seeking Support in One University Setting. Career Development And Transition For Exceptional Individuals, 39(1), 47-56. https://dx.doi.org/10.1177/2165143413475658 Finnegan, F. (2012). Community Education, Learning and Development. Community Development Journal, 47(2), 303-306. https://dx.doi.org/10.1093/cdj/bss003 Hamoda, H. (2012). Academic development for early career mental health professionals. Neuropsychiatrie De L'enfance Et De L'adolescence, 60(5), S45. https://dx.doi.org/10.1016/j.neurenf.2012.05.168 Hwang, M., Lee, D., Lim, H., Seon, H., Hutchison, B., Pope, M. (2014). Academic Underachievement and Recovery: Student Perspectives on Effective Career Interventions. The Career Development Quarterly, 62(1), 81-94. https://dx.doi.org/10.1002/j.2161-0045.2014.00072.x Kim, M., Seo, Y. (2014). Social Cognitive Predictors of Academic Interests and Goals in South Korean Engineering Students. Journal Of Career Development, 41(6), 526-546. https://dx.doi.org/10.1177/0894845313519703 Mc Kee, A., Eraut, M. (2012). Learning trajectories, innovation and identity for professional development. Dordrecht: Springer. McCracken, M. (2012). Book review: Organization Development: Accelerating Learning and Transformation. Management Learning, 43(4), 464-467. https://dx.doi.org/10.1177/1350507612454377 Moody, R. (2012). Experiential learning creating learning experiences with business impact. Development And Learning In Organizations, 26(3), 16-18. https://dx.doi.org/10.1108/14777281211225767 Porfeli, E., Ferrari, L., Nota, L. (2012). Work Valence as a Predictor of Academic Achievement in the Family Context. Journal Of Career Development, 40(5), 371-389. https://dx.doi.org/10.1177/0894845312460579 Prinstein, M. (2013). The portable mentor. New York, NY: Springer. Pryor, A. (2010). A monograph for academic career development. Surgical Endoscopy, 24(5), 1211-1212. https://dx.doi.org/10.1007/s00464-009-0712-z Sweeney, J., Villarejo, M. (2013). Influence of an Academic Intervention Program on Minority Student Career Choice. Journal Of College Student Development, 54(5), 534-540. https://dx.doi.org/10.1353/csd.2013.0070 Taylor, S. (2012). Book review: Leadership development in the Middle East. Management Learning, 43(5), 631-633. https://dx.doi.org/10.1177/1350507612459399 van Dierendonck, D., van der Gaast, E. (2013). Goal orientation, academic competences and early career success. Career Dev Int, 18(7), 694-711. https://dx.doi.org/10.1108/cdi-01-2013-0003 Ware, M., Millard, R. (2012). Handbook on student development. New York: Loutledge. Wright, S., Jenkins-Guarnieri, M., Murdock, J. (2012). Career Development Among First-Year College Students: College Self-Efficacy, Student Persistence, and Academic Success. Journal Of Career Development, 40(4), 292-310. https://dx.doi.org/10.1177/0894845312455509.