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At my desk.

Career practitioners helping the talent manage their talent

Talent management started out as the province of Hollywood celebrity agents or sports stars, and the results of their negotiations are still regularly high-lighted in the headlines. Multi-million dollar transfer fees are paid for soccer stars and new records are regularly set for the latest sensation to appear in a movie. The value of these stars is intrinsically tied to their brand.

Curiously, talent management is now part of the High Street. Log on to seek.com.au and you may be surprised at the number of talent management roles being advertised. Mostly these roles are a kind of talent management in reverse. The position descriptions talk of the creation of talent pipelines as if they were scenes from Charlie and the Chocolate Factory.

Undoubtedly, accessing and retaining staff is now a critical focus for human resource teams everywhere. Yet, managing the talent is not particularly well under stood by much of corporate Australia. Over many years I have helped some of that talent to move on from companies that behave badly. The insights gleaned from these private consultations are potentially a blue print for effective talent management.

Career practitioners have a great deal to offer in this space.

The Deputy Prime Minister and Career Development.

A few months ago CICA President Mike Geeves and I met with Deputy Prime Minister Julia Gillard to discuss improving access to career services in Australia. Julia Gillard was receptive, interested and had been briefed well. CICA proposed an all-ages approach to career development. It proposed that DEEWR bring together responsibility for all career development policies and programs under a single group, and that responsibility for the management of this be at the Group Manager level. CICA also proposed a single Careers Australia brand. Four other elements for reform were put forward:

* a telephone helpline connected to myfuture.edu.au;

* embedding a common framework of career development principles and outcomes in all K-12 curricula;

* a national focal point for career development research; and

* a national focal point for stakeholder involvement.

New Zealand skills strategy focuses on career development

Like most developed countries, New Zealand is developing strategies to manage its skills requirements to drive economic transformation. In doing so, New Zealand has recognised the role that career development services will play in this transformation. In April 2008, a discussion paper was released. A key action for the national skills strategy is 'to improve access to careers and labour market information and advice for adults in the workforce, including enabling pathways within and between industries'. The paper states, 'putting increased effort into career development of people in employment helps both people and businesses to realise their full potential and enables them to manage change more effectively. Career and labour market information and advice are central to this process'. (New Zealand Skills Strategy 2008 Discussion Paper)

Coaching the coaches

For some time now, the National Coach and Athlete Career Education program has been one of the most successful and innovative career programs in Australia. It is underpinned by an evidence base and it is highly valued by coaches and athletes. The National CACE program is managed through the Australian Sports Commission and delivered nationally by Coach Career Management Consultants (CCMC). The Coach Career Management Program is the latest initiative within the National Coach and Athlete Career Education (CACE) Program.

The philosophy behind the National CACE program is to promote a balanced approach to sporting excellence through a process of individual assessment, self-exploration, informed decision-making and short and long term planning. The process was designed to support coaches to proactively participate in and effectively manage their own careers, education and personal development needs.

The process involves a comprehensive individual coach assessment and development of a coach career action plan. Other services provided include personal and professional development training, career planning and management, and employment support.

Over the past few months I have had some involvement in the Coach Career Management program in Tasmania. It has been an eye-opening experience. The commitment and sacrifice of our leading coaches is not dissimilar to a CEO of an organisation (but without the pay and share options). The work often means weeks away from family and friends and weekends are rarely free time.

In a full coaching schedule, Coach Career Management is one of the few moments in a coach's life that is about them. It concentrates on exploring their life, their next steps, their development, their life balance and their future. It is an oasis and one that in my experience no coach wants to give up.

Research shows that coaches and athletes with an integrated lifestyle are more likely to achieve their sporting goals, cope better with stresses such as injury and retirement, and have more confidence in what the future will hold after sport.

Critically, this program also involves round table discussions of key stakeholders within their sport. These discussions strengthen the support network of coaches and stakeholder commitment to their work- life balance and career development.

Career development learning at the centre of work-integrated learning

The National Association of Graduate Careers Advisory Services (NAGCAS) is taking a leading role in the development of career development learning in Australian universities, through its project Career Development Learning: Maximising the contribution of work-integrated learning (WIL) to the student experience. The project is funded by the Australian Learning and Teaching Council.

A recent national Symposium attended by academics, careers practitioners, employers, policy makers and students from across Australia, examined how career development learning could maximise the contribution of WIL programs to the student experience.

Visiting UK Symposium Leader, Professor Tony Watts said 'There is great potential for expanding Work-Integrated Learning and other forms of experience based learning across Australian universities. Career Development Learning significantly enhances its quality, helping students to be career ready as well as work ready. It places the student more actively at the heart of such programs'.

A key driver for strengthening career development learning in WIL is the importance of well prepared and flexible graduates with capacity to manage their employability by learning effective career management skills. Career Development Learning is a key vehicle for achieving these outcomes.

More information is available at: http://www.usq.edu. au/nagcascarrickproject/symposium/prereading.htm

National Career Development Week

Congratulations to CICA and the NCDW team on organising the most successful careers week yet, with 564 events and around 500,000 in attendance. It's a magnificent effort.

The history of the AACC

The Career Development Association of Australia (formerly AACC) is writing the history of AACC 1989-2008. Alison Browne has been appointed to undertake this task and the final paper will be presented at the 2009 CDAA conference which will celebrate 20 years of service to the career development profession by CDAA/AACC.

Changes at the Career Education Association of Victoria

Not only does the CEAV have a new Director in the always hardworking Bernadette Gigliotti (congratulations CEAV on an excellent choice) it is also restructuring to support the successful roll out of the National Standards for Career Practitioners. New subcommittees have been formed and the CEAV-CPD w ill be used to inform all professional learning activities for the association.

The CEAV is also exploring ways to provide career development professional learning to primary schools through out Victoria. In 2009 the CEAV will look at a number of new initiatives to bring professional learning to our rural and remote members. This could include using video conferencing and online learning options. The CEAV will continue to work closely with the Department of Education and Early Childhood Development to provide access to quality programs in career development to all members. For more information on the new professional learning programs under development at the CEAV contact Bernadette on 03 9349 1900.

Careers services as a tax deduction

Peter Carey (CDAA President) is lobbying the tax office to allow a 'career check-up' as a tax deduction. At present, if a client sees a career practitioner to better his/her position that is an allowable deduction, however if a client sees a practitioner to assist them to change employment or help manage their career it is not an allowable tax deduction. This is an odd situation given the need for a more flexible labour market. Keep up the lobbying, Peter.

FORTHCOMING CONFERENCES

Reinvent Your Career Expo

Sydney: 25-26 October 2008

Brisbane: 7-8 March 2009

http://www.reinventyourcareer.com.au

Centre on Education and Work Careers Conference: From Inspiration to Application, Wisconsin, 26-28 January 2009

The Careers Conference is hosted by the Center on Education and Work, part of the School of Education at the University of Wisconsin-Madison. It is one of the largest and most comprehensive events of its kind, featuring top quality professional development.

http://www.cew.wisc.edu/careers/

CDAA National Conference, Melbourne, 15-17 April 2009

Get Smart: Career Development value adds for people and business! is the central theme for the conference. This conference is about the positive value-adding outcomes of career development for our students, clients, for working people at all stages of the lifespan, and for the nation's businesses and industry.

www.abcon.biz/cdaa2009.htm

EDUCAUSE Australasia Conference, Perth, 3-6 May 2009

With the theme Innovate, Collaborate & Sustain, this conference will explore the challenges in areas such as how to innovate in the knowledge economy, collaboration with virtual teams and the ever present green agenda and action.

http://dev.caudit.edu.au/educauseaustralasia09/index. php

CONTACT Peter Tatham with news entries for this section by January 16 for the Autumn issue at Peter. Tatham@utas.edu.au. Entries should be no longer than 100 words, and may be edited for space reasons.
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Author:Tatham, Peter
Publication:Australian Journal of Career Development
Geographic Code:8AUST
Date:Mar 22, 2008
Words:1611
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