The Occupational Information Network or O*NET program is USA’s primary source of occupational information. The O*NET system uses a common language and terminology to describe occupational requirements, superseding in early 2000’s the older Dictionary of Occupational Titles (DOT) which was established in 1930's.
Psychometric tests have been in use for several decades for facilitating career decisions for individuals, undecided with their career choices. Traditionally these tests have been done using paper – pencil, however computer aided career guidance has also become popular .
This is a follow up to our last post detailing the 'Success Analytics' framework. In this post we highlight some of the value added features which Tucareers.com provides which can facilitate your education and career related decisions.
Choosing a career is one of the most important decision that people make during their lifetime. The career one pursues has significant implications on one’s lifestyle, economic and social status, and also impacts one’s emotional welfare. Given the importance, Career and Education related Decision Making or vocational guidance has been a subject of research for more than a century and has since established a comprehensive system of theories and interventions.
HR analytics (also called people analytics) is an upcoming approach which brings an engineering rigor to HR for improving individual and organizational performance. Modern age organizations (e.g. Google) are using the approach extensively (Sullivan, John, 2013) in managing their human resources across applications like resource selection, allocation and given its predictive capabilities even in performance management and attrition control initiatives.
Career decisions research suggests use of decision models for a structured way to explore the world of work. Six basic tasks are identified: orientation to choice, self-exploration, broad exploration of the environment, in-depth exploration of the environment, choosing an alternative, and committing to a particular career alternative. O*NET is a comprehensive and elaborate system containing data on career decision-making; however, it is overwhelming for individual users and even career guidance professionals find it difficult to understand and leverage methodically for career guidance.
The worker characteristics domain in O*NET defines abilities, work styles, work values and interests as attributes that are stable across an individual’s lifetimes. Research over the years has shown that matching a person with the environment based on these diverse attributes and traits can help identify occupations where he/she can best fit.
There are several benefits of an occupational classification system. The order imposed by a classification system allows working more efficiently with a large set of information items about different occupations, and allows organizing & describing the similarities and differences. The classification systems are thus critical for career exploration and counseling. In USA the development of an Occupational classification system was initiated as early as 1850 with the publication of the U.S. Census.
Gati, I. (1986) defines vocational choices as a particular case of decision making under uncertainty with the aim to reach an optimal choice among alternatives (a multi criterion decision making problem, MCDM in short). The uncertainties in the decision can be looked at in terms of the lack of clear preferences owing to lack of mental clarity by the decision maker or incomplete knowledge which can result in the uncertainty of a future outcome. Four major sources of problems in the Career Decision Making (CDM) process identified are -