Career Assessment (Essay Sample)

CAREER ASSESSMENT
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(07 November 2012)
Career Assessment
The workplace is where most employed people will spend a significant proportionate part of their time. Indeed almost 8 – 10 hours will be spent during normal working at the workplace. Moreover, some must work to be able to receive a pay to clear their bills; this means that they must do exemplary well to be able to sustain performance and hence more pay. For this reason, individuals require to always assess themselves and their careers to ensure they are progressive (Kapes & Whitfield, 2001). This paper identifies when and why career assessment might be used in professional practice. In addition, it gives three examples of when career assessment might be used in clinical practice and why career assessment might be useful in these settings. It also explains one way clinicians incorporate other tests within the process of career assessment.
Career assessment is designed to help persons identify their personal attributes such as their skills, values, interests, aptitudes, motivations and preferences can be utilized in their career to ensure satisfaction, achievement and success (Whitfield, et al. 2009). There are different types of assessments that can be used; these include methodology, validity, measured attributes, and target customer profile.
The first instance when career assessment is appropriate is when considering changing a career. This is essential because one must identify the potential and capabilities in the new venture and what is at stake in leaving the previous one. By evaluating the skills, values, interests, aptitudes, motivations and preferences of an individual, clinicians will identify how the individual may fair along with the new career and what he or she may achieve (Whitfield, et al. 2009). The clinician will help the individual weigh what is being left and what will be gained based on their assessment and hence enlightens them on the right step to take.
The second instance is when on performance contract; this is because, at the end of the contract there must be achievements made. Individuals are advised to remain assessing themselves in terms of career so that they are able to achieve great success in the contract that gives the employers a challenge to renew the contract (Kapes & Whitfield, 2001). Individuals will identify the skills they have and what they need to add so as to achieve their goals. Moreover they will identify their motivation and values and how to incorporate them in achieving set goals in the workplace.
Thirdly, individuals will require assessment periodically; this may be annually, half yearly or quarterly. This is essential in understanding the positions individuals are where they were and where they are headed. Periodic assessment remains a vital aspect in a career to avoid getting stuck in one position for the rest of their career (Whitfield, et al. 2009). They will identify areas of weakness in either skills, values, aptitudes and preferences and how they can solve them to enhance their satisfaction and success in their career.
Clinicians need to ...