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Importance

Career Guidance and Planning (CGAP)

Definition of Career guidance and planning

Career Guidance and planning (CGAP) helps young people make informed choices about their future by actively engaging them in a process to understand their interests and abilities identify the right job opportunities within the local environment, and become better equipped to make decisions about which training or career opportunities to pursue. Career guidance should help youth ask and obtain answers to the questions: Who am I? What are my options? Where do I want to go? How do I get there? The ultimate goal of Career guidance and planning is a career plan that is chosen, designed, and carried out by the individual young person. However, for this to happen, programs need to be based on accurate assumptions about youth and youth behavior, have access to high-quality training and up-to date market information, and provide competent and caring adults to help youth navigate a path to success. With these elements, successful CGAP programs produce informed, inspired youth who feel empowered to pursue their career path. To support this, Tawi Career Mentors has developed a number of materials to help staff at youth-serving organizations to plan and implement effective career guidance and related services. Tawi Career Mentors play an important role in providing effective guidance in Career. We help youth to make informed decisions and take tangible next steps towards their goals.

Tawi Career Mentors believes that Career planning and guidance have immense importance in a student’s life that every student should plan and take a proper guidance for his future Career. In a career Guidance where the students is made aware about his strengths and weakness and wherein the competency mapping of the candidate is done and correlated to various possible career options (occupations)/ what the child can be in his life, it is also necessary to understand aspirations which include the expectations, dreams as well as preferences of self as well as of parents. Value systems have to be mapped onto the personality, abilities and interests of the candidate, and the preferences of career streams and occupations are once again reviewed.  Values are established throughout one’s life as a result of accumulating life experiences, and values tend to be relatively stable.

The values that are important to a person tend to affect the types of decisions they make, how they perceive their environment, and their actual behaviors. Moreover, a person is more likely to accept a job offer when the company possesses the values he or she cares about. Value attainment is one reason people stay in a company. When a job does not help them attain their values, they are likely to decide to leave if they are dissatisfied with the job. Values refer to people’s stable life goals, reflecting what is most important to them. Values are established throughout one’s life as a result of accumulating life experiences, and values tend to be relatively stable. The values that are important to a person tend to affect the types of decisions they make, how they perceive their environment, and their actual behaviors. Moreover, a person is more likely to accept a job offer when the company possesses the values he or she cares about. Value attainment is one reason people stay in a company. When a job does not help them attain their values, they are likely to decide to leave if they are dissatisfied with the job.

Values a person holds will affect their employment. For example, someone who values stimulation highly may seek jobs that involve fast action and high risk, such as firefighter, police officer, or emergency medicine. Someone who values achievement highly may be likely to become an entrepreneur or entrepreneur. And an individual who values benevolence and universalism may seek work in the nonprofit sector with a charitable organization or in a “helping profession,” such as nursing or social work. Like personality, values have implications for Organizing activities, such as assigning duties to specific jobs or developing the chain of command; employee values are likely to affect how employees respond to changes in the characteristics of their jobs.

In terms of work behaviors, a person is more likely to accept a job offer when the company possesses the values he or she cares about. A firm’s values are often described in the company’s mission and vision statements, an element of the Planning function. Value attainment is one reason people stay in a company. When a job does not help them attain their values, they are likely to decide to leave if they are also dissatisfied with the job.