Learning Cloud International

(v1)

ASSESSMENT 4
Name: Georgeta Tufis
Score: 100%
Passmark: 100%
Attempted: Thursday, May 04, 2017
Attempt Number: 1
Time Taken: 00:15:25
Locked: No
Marking Required: No

1: Correct 1. How can work experience and education support a successful career?

Experience and education are two of the most important factors perceived to contribute to career
success. People may be sometimes very divided between the weight one or another may play in
career success. There are professions where it is very hard to imagine how one can built up a
successful career without specialised academic studies while others where some training course
provided on the spot may be enough for performing quite well. It depends on the complexity of the
competences and knowledge required and of course on the profession.

While personally I am inclined to strongly believe that academic education and lifelong training are the
prerequisites for a successful career I have to admit that in the real life many times the situation is
quite different. It may be really difficult to justify that one may become a successful surgeon, lawyer,
violinist without specialized studies together with a long practice.

The theoretical studies only cannot ensure the basis for reaching excellence in the field and have to
be combined with a rich practice and experience. There are however many occupations where formal
education, even if desirable, may be well replaced by skills acquired on the job, while practising.

In the literature there is a long and contradictory debate between practitioners and academics. The
universities are often criticised for their lack of sense of reality as their services are not related to the
labour demands. Unfortunately, there is still a huge gap between the two worlds and once finished the
academic studies the graduates are not at all prepared to face the labour market as they lack skills,
competencies even theoretical knowledge.
It seems that education alone does not guarantee in the real world a good performance as there are
many other factors that are more important.

I shall expose a recent article I found on LinkedIn where Jeff Weiner, the CEO expose his view on the
ingredients of performance.

A company is only as great as its employees. At the recently held ASU GSV Summit, Weiner
revealed the actions his company is taking to look for talent in non-traditional places. Speaking about
the qualities LinkedIn is looking for in potential hires, which includes passion and fire, a great work
ethic, perseverance, loyalty, and a growth mindset:

These are qualities that you don't necessarily pick up from a degree. There are qualities...that have a
tendency to be completely overlooked when people are sifting through rsums or LinkedIn profiles.
And yet, increasingly, we find that these are the kinds of people that make the biggest difference
within our organization.

Increasingly I hear this mantra: Skills, not degrees. It's not skills at the exclusion of degrees. It's just
expanding our perspective to go beyond degrees.

Why Skills Trump Degrees

"We used to pride ourselves on recruiting from an incredibly short list of universities, and a lot of

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 companies in the Valley did the same thing," said Weiner. But in recent years, a number of well-known
companies have realized that an overwhelming amount of great talent remains hidden--and that a lot
of smart, talented, and passionate people are spurning traditional higher education.
"After two or three years, your ability to perform...is completely unrelated to how you performed when
you were in school, because the skills you required in college are very different," "You're also
fundamentally a different person. You learn and grow, you think about things differently."

So, how is LinkedIn following through on this philosophy?

At the conference, Wiener spoke about REACH, LinkedIn's new internship program that's paving the
way for a new type of recruiting.

"This is trying to get away from this idea that everyone on the engineering team, everyone we recruit,
has to have come from a specific school and has to have a specific kind of degree," said Weiner. "Yes,
[computer science] degrees from specific schools can lead to us finding incredible talent. But it's not
the exclusionary domain of incredible talent."

We're looking for folks with a growth mindset. We're looking for people with the dedication, with the
work ethic. We want to give them a shot. And what we're finding is, these people are...incredibly
talented, and they need a chance."

Does studying about happiness or virtue make you happier or more virtuous? Or the solution for this
would be to practise happiness and virtuous deeds in order to become happier or more virtuous?
These questions make us think of the Socratic maieutics debate that are still today a good way of
questionning and reflecting.

While academic education plays an important role in building up a successful career, it is always true
that studying hard may not help you to become a successful pianist, painter, writer or even a good
manager or leader.

On the other side, a wide experience and practice may, in some fields, make you an expert or a very
competent professional but the theoretical knowledge may be a huge handicap in reaching superior
levels of mastery.

Realistically there are many factors that contribute to career success. Factors such the element of
luck, provided opportunities, working with an organisation that espouses a developmental culture of
sharing knowledge, support from colleagues and management, interacting with successful and
influential people, having productive interpersonal relationship or just finding yourself : at the right
place at the right time may be decisive for your career development.

For instance, when someone may enter an organisation during a growth phase and also receive the
right opportunities at the right times, such as promotions, support, and exposure can be more
significant than someone with a brilliant academic record working for a company either too small or in
a stagnant development period.

The education can be of utmost important in some fields than other or valued in some companies or
institutions than others.
While it is difficult to point out the single most important factor contributing to career success, we can
easily highlight the factors that impede career success, such as lack of education or job experience.
Lack of skills, misalignment of personal goals and values with organisational goals and values,
personal work life interference; insufficient effort or performance, lack of self-insight or self-
development, unwillingness to take responsibility for own career development, or finding stuck in a
position because no other progress perspective may be offered.

Exposure to different work roles and experiences, a life-long learning approach and a healthy mind-set
are the basic ingredients for a rewarding career regardless of the definition of career someone can
have.

The success in career it is not some static moment someone reaches at some point in is life but a
dynamic flow of experiences full of satisfactions, positive emotions, sources of learning and
improvement.

The capacity of adapting one`s vision and stop thinking in a dichotomy way of black or white,
education or experience, luck or hard work will help to better approach the career(s) and its
contemporary versions protean or boundaryless.

Fantastic research and answer well done Gerogeta!

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2: Correct 2. If you have a successful career, describe the steps that you took to obtain it. If you
have not, plan the steps that will help you achieve your identified career goals. (Your
answer should include both the goals and the process for achieving them. Also, be
sure to keep your response since you will work with it in a later lesson).
The answer at this question is paradoxically yes and no. I have attained so far, in some ways, a
successful career but in the same time I would not say that I feel like having presently a successful
career.

I shall try to explain this contradictory perspective I have on my own career up to this moment. I will
describe very briefly my educational background and professional experience just to give you a bird's-
eye view on my background and career experiences. I studied Philosophy and for 5 years I was a
teacher of Social Sciences; in the meantime I did a Master Degree in Public Politics as I wished to
pursue my career working in public administration.

After finishing the Master I passed an examination in public administration and I worked as Counsellor
for European Affairs within the Ministry of Education and Research in Romania. While working here,
as I was assuming more and more responsibilities I followed my academic studies in International
Management and Marketing with a second Master Degree for two years in order to acquire more
project management skills and knowledge. After a four years experience here, I left for Canada where
I lived for five years. Here I have had two important working experiences as Administrative assistant
with an E-learning company in Quebec charged with the development on international markets
(Panama, France, and Italy) and as Counsellor in Training and Education with a training private
company.

Between the two working experiences, I graduated a Master Degree in Human Resources,
accompanied with one year of practice in recruitment agencies and training companies. After five
years of living in Canada, I come back in Romania because of a job offer for the French Chamber of
Commerce.

I have been living in Ireland for four and half years now. I joined an American company and my role
was at the beginning in customer care for several markets in Europe and Canadian but step by step I
got involved in managing the products guides translations for French and Italian and since 2014 I am
in charge also with Human Resources responsibilities, namely Employee Engagement Program and
Training and Development.

This is very shortly my career history.

Because of changing quite often countries, my career was somewhat affected in regards to the
continuity in the same field. I have had to make some steps back in order to adapt to the market
requests and find a job as close as possible to my interests and profile. Depending on the approach I
may choose when assessing the degree of my career success I can place it at both extremes as a
success or not really.

The main arguments I should bring in favour of my career as a successful one so far regards: diversity
of skills acquired, exposure to different organisational cultures and multicultural environments;
different roles and responsibilities (teaching, public administration experience in European projects;
research, translations, Human Resources, Customer care, Market development, commercial
prospection etc).

I engaged in diversified activities which allowed me to broaden my competencies and skills area, to
improve my language skills, to use different internal software tools, to get accustomed to a variety of
managerial styles and decision processes, to tolerate very well the ambiguity, uncertainty and change.
I have developed a portfolio of portable and transferrable skills and capabilities and a set of
behaviours, attitudes, mind-sets which give me the facility of adapting to new working environments
and adopt an appropriate approach. In this sense, my career history may be associated with what
nowadays is called the boundaryless or protean careers where careers are more fluid, developing
laterally and made up of temporary contracts with the companies. This kind of career is more centred
on projects, roles than on building up a career progression vertically.

Following Hall and Mirvis (1995) individual in protean careers will have several careers or I would
better say many career experiences or career roles. Education, experience, languages, transferrable
competencies, international exposure, proactive attitude, adaptability, endurance, perseverance,
sociability, extraversion, enthusiasm are some of the main ingredients in the career construct.

Despite all the professional satisfaction I have had, good salary, rewarding performances and learning
experiences, personally I do not feel like enjoying now a successful career. The main reasons for this
feeling, as far as I am able to identify them correctly, concern especially a feeling of dissatisfaction in
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 regards to the use of my competencies. Firstly because I have difficulties in succinctly define myself in
professional terms what is my profession? In this aspect, my professional identity, even if rich and
diverse, may seem quite diluted and ambiguous. In terms of career advancement and progression, it
was mostly horizontally assuming new responsibilities, getting involved in different projects from
different areas within the company. The professional growing is laterally and allows me to better,
acquire and make use of a quite range of competences and skills.

Despite the advantages of this career approach, there are some drawbacks this kind of mobility and
laterally development may have on career success. Vansteenkiste (2013) argued that the willingness
to envision a variety of career options does not necessarily enhance an individual career success.
Crossing career boundaries generate stress, ambiguity in choices, prioritise the luck and chances in
job options, industry and employers; another drawback usually ascribed to frequent career mobility is
related to the limited propensity of these individuals to invest in their relationships at work and in their
internal career development, due to their strong focus on frequent job changes and limited time in the
same position; their interest is focused more on their personal fulfilment and not on the organisation
goals; the incapacity to build and use contacts may negatively influence the recognition of
opportunities for job mobility, and may prevent individuals attaining subsequent career outcomes.

The progress in this kind of career perspective may be assessed by some indicators such as: salary
evolution (sometimes a person does not achieve career success in terms of level of salary simply
because they are committed to their career; complexity of responsibilities; increased internal
satisfaction; increased level of responsibilities (higher positions); identity coherence.

I tend to believe that crossing organisations, industries and territories is a strong stimulation toward
learning and professional developing. Maybe the fact that individuals are quite aware of the complexity
and diversity of competencies required on the market they show a more propensity towards lifelong
learning. On the other side, the horizontal development of competencies impede individuals to
become experts, to deeper their knowledge, and a certain degree of superficiality is the price to pay.

It is a long debate in regards to the factors contributing to a successful career and it would be
reductionist to grant a privilege to one or another as many factors are involved and more than that,
sometimes one factor may have a huge impact over others and other times just an insignificant role. A
successful career may be the outcome of hard work, of academic education, of intensive experience,
of just luck or external opportunities. It may be quite impossible and unrealistic to reduce the career
success to a unique factor or to ignore the contextual conditions.

Very good work

3: Correct 3. Either use the Job strategies that work (above) to seek a desirable job for yourself,
or take another job-seeker through each strategy. Keep a log book of your/their
activities and results. Submit the log book.
The job searching is a full time job we are always listening this and it is true that it may be task that
requires a lot of time, energy, perseverance, resources, engagement.

When it comes to the strategy, I believe that it has to be adapted according to current needs,
resources, goals. One strategy may prove to be a success in some contexts and inefficient in others.
I shall try to describe and analyse some different strategies I have adopted so far and other I may
adopt in the future.

Strategy is a concept rich in meanings and definitions. According to Henry Mintzberg, strategy is a
plan, a "how," a means of getting from here to there; is a pattern in actions over time; is position; is
perspective, vision and direction.

Mintzberg argues that strategy emerges over time as intentions collide with and accommodate a
changing reality. Thus, one might start with a perspective and conclude that it calls for a certain
position, which is to be achieved by way of a carefully crafted plan, with the eventual outcome and
strategy reflected in a pattern evident in decisions and actions over time. This pattern in decisions and
actions defines what Mintzberg called "realized" or emergent strategy.

Strategy according to Michael Porter is about competitive position, about differentiating yourself on the
market, about adding value through a mix of activities different from those used by competitors.

What is strategy and how can we apply it to career?

Is it a plan? Does it refer to how we will obtain the ends we seek?
Is it a position taken? Or does strategy refer to perspective, to the view one takes of matters, and to
the purposes, directions, decisions and actions stemming from this view? Lastly, does strategy refer to
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 a pattern in our decisions and actions?
Broadly, strategy may be defined as the bridge between policy or high-order goals on the one hand
and tactics or concrete actions on the other.

Strategy and tactics together straddle the gap between ends and means. In short, strategy is a term
that refers to a complex web of thoughts, ideas, insights, experiences, goals, expertise, memories,
perceptions, and expectations that provides general guidance for specific actions in pursuit of
particular ends.
Strategy is at once the course we chart, the journey we imagine and, at the same time, it is the course
we steer, the trip we actually make. Even when we are embarking on a voyage of discovery, with no
particular destination in mind, the voyage has a purpose, an outcome, and an end to be kept in view.
Strategy, then, has no existence apart from the ends sought. It is a general framework that provides
guidance for actions to be taken and, at the same time, is shaped by the actions taken.

This means that the necessary precondition for formulating strategy is a clear understanding of the
ends to be obtained. Without these ends in view, action is purely tactical and can quickly degenerate
into nothing more than a flailing about.

Regardless of the definition of strategy, or the many factors affecting the choice of a particular
strategy, in the job-search process there are some fundamental questions to be asked and answered
before trying to define the strategy:

Who am I?
What do I do/ What do I wish to do?
Why am I looking a job?
What kind of job I am looking for?
What are my immediate needs? What are my medium-long term needs/ objectives?
What are my resources?
What kind of profession do I want to embrace/ develop/perform?
What kind of company I am looking for?
Wjat kind of people?
What are my values?

What I want to become?

These questions and some more of this kind help individual to become more clear in his job research
and create a strategy based on well-thought information. The job search is a process full of steps,
forward, backward, sideways.

As far as I am concerned, I am trying to answer as many as possible questions before starting to

engage in the job research. With hindsight, I could say that the initial preparation is very important as
otherwise If you don't know where you are going, any road will get you there.
Some directions for starting may be:

1. Ask yourself about yourself

As human beings, we are in permanent process of change, all the time. It is a truism but we have to
become aware of the fact that we are not anymore that individual from some months ago, from last
year or maybe not from yesterday.
Before starting engaging in job hunting, it would be useful take a thorough inventory of the man actual
interests, skills, accomplishments, experience, goals, and values.
The more detailed the list, the better as this exercise is a good way of introspection and analysis, a
diagnosis of the current state.

2. Aim for the Right Target

Try to make clear in your head what you are looking for now, what your needs are. For example, if one
of your goals is to get a larger salary, dont focus on career paths that traditionally pay low salaries.
Conduct research on various fields and local companies within those fields. Learn about different
businesses that interest you, and target those that are more likely to have open positions. Try not use
the same strategies and approaches used in the past as it may be like travelling a new city with an old
map. If you need more money go for it and be prepared to make the inherent compromises; if you
need to gain local experience, just keep in mind this and focus on gaining experience; if you do not
want to compromise, just assess your real chances, search the right people to advice you, be
persistent and patient.

3. Be Assertive and Proactive

While decision made, just move. Do not stop, do not procrastinate, do not postpone.
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 While cold calling potential employers can be intimidating, it remains a powerful strategy. Its important
to get through the door before your competition; take risks and just try.

5. Work the Network

Easier said than done. Nowadays there are many websites, many agencies to contact, many
organisms where to search guidance. Connections are very important and also a strategy in order not
to waste time. Also, expand your network and join professional organizations, sign up for job search
newsletters and e-mail blasts, contact former professors and classmates, and participate in online
discussion boards.

6. Get Professional Help

Employment agencies can be an excellent resource for job leads. Some specialize in very specific
occupational areas, and many often have exclusive arrangements with large companies. If youre
interested in the services of an agency, investigate it carefully. Determine what the agency will do for
you and how much it will cost.

7. Be Temporarily Flexible

Temp jobs are a great way to learn skills, gain experience, and earn money while looking for a
permanent position. They are also a way to prove your worth and be first in line when a full-time
position opens up.

8. Say It Clearly

When sending out rsums, catch prospective employers attention with a brief and concise cover
letter that clearly spells out how your qualifications match the job requirements.
9. Keep Careful Records
Keeping track of the progress of your job search is important. Maintain a detailed record of all the jobs
you have applied to, including communications, interviews, referrals, and follow-up actions. This will
help you build a network of valuable contacts both for your current job search and for any future ones

10. Be Persistent

Job searching is difficult, and there are times when you will be discouraged. Just keep in mind that
everyone has been through the same grind at one point. Try to keep a positive attitude, and look at
your job hunt as an exciting challenge.

11. Feel Confident and Stay confident

Many people have degrees, experience, language skills or other competencies. Personally I believe
that confidence, congruence with you, a positive state of mind and the capacity of relativize and learn
from mistakes and try again is the key for succeeding.
We will never know what it might be behind the doors of a company; we may invest a lot of energy,
time and hope in a job and eventually having the job but in the wrong place. Sometimes we may not
have the ideal job but performing within a company where we feel happy and enjoy working.
Sometimes we may find out that we prioritize something else and have to change direction. Being
aware of all these factors may help in looking through the right window; channel the energy, the
resources and the future in the right direction. And renew yourself.

Excellent research and answers well done

4: Correct Submit your list from the Set Task

1. The HR Company - http://thehrcompany.ie/
The HR Company specialises in customised HR support and advice to companies who wish to offload
the burdens, the risks and the time involved in Human Resources to a professional provider. Th3e
company provides services to small, large companies and multinational. It is a good source of
information, legislation.

2. Adare Human Resource Management - http://www.adarehrm.ie/

The company may be a source of information and also a potential employer for a HR professional.
The company assist and advise organisations on a diverse range of solutions, varying from assistance
in ensuring compliance with employment legislation through to implementation of best practice HR
solutions to enable Organisational change.
Through our work with Organisations across various sectors, we have successfully delivered HR and
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 Change Management initiatives across a range of areas such as:
Review and development of Performance Management Processes
Development and Implementation of HR Strategy
Development of Competency Frameworks
Conducting Staff Opinion Surveys
Restructuring within Organisations
HRM Audits
Investigations Bullying, Harassment and Sexual Harassment
Training Senior Managers and Line Managers on the fundamentals of Employment Law, Managing
Disciplinary and Grievance, Dignity at Work
Managing Redundancy Programmes
Resourcing and Recruitment of Senior Managers
3. Voltedge http://www.voltedge.ie/
Employers and employees can avail of our extensive range of tailored services. From choosing the
right people for your organisation to addressing issues swiftly and fairly, to improving employee
engagement, equality and fairness across the organisation to making your working environment a
better one.
4. MSS (Management Support Services) http://www.mssirl.com/
Human Resource Division: MSS provides support not only to Companies who may have limited or no
H. R. Resources but also to Companies with their own Human Resource Department. Our service
depends on the needs of our Client and ranges from advice, support, representation before third
parties and management in the following areas:

Industrial Relations
Unfair Dismissal
Human Resources
Personnel Advice
Training
Employment Law

Recruitment Division: Provides a comprehensive recruitment / outplacement service, to all types of

Business from junior to senior level positions.

Services include:

Permanent or contract staff recruitment

Benchmarking
Headhunting, executive search and placement
Retention of Staff
Outplacement
CV preparation and interview techniques

5. HRP Group http://www.hrpgroup.ie/

HRP Group are a leading Human Resources Consultancy. We are the trusted advisors to our wide
client base which includes leading businesses, government and institutions. HRP Group has been
established by highly qualified, experienced HR Professionals, our consultants are qualified to Masters
Level. As experts in our field, we offer our clients a high level of HR support and advice on a range of
HR issues. Our services:
HR Outsourcing and Support
Expert Mediation and Workplace Investigations
Executive Resourcing
Talent Management/Psychometrics
HR Training
Pre Employment Reference Checking and Due Diligence
Outplacement, Redundancy Administration and Career Support
HR Software
6. PRINCIPLE https://www.principlehr.ie/
We specialise in permanent and contract recruitment solutions within Technology, Finance, Media &
Marketing and Human Resources
7. Sigmar Recruitment http://www.gatewaytoeurope.org/recruitment-hr

8. http://www.employeradvice.ie/workplace-relations - Provides Employer advice on legislation HR.

Employment Law Advice for Employers and Business Owners.
9. Graphite ; http://www.graphitehrm.com/graphite-services/
10. Public Employment Law Workshops
11. HR Advice
12. HR Documentation Reviews
13. Comprehensive HR audit service
14. Employee Assistance Programme
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 15. One-to-One HR Consultations
16. Graphites Basic Level of Service
17. Bespoke Training Initiatives
18. Graphites Premium Level of Service
19. HR Template Policy Handbook
20. Employee Contracts, HR Forms & Letters
21. Bespoke Policy Handbook
22. Employment Law Manual Graphipedia

10. Aon Hewitt - http://www.aon.com/ireland/about-aon/about-aon.jsp

Aon Hewitt is the global leader in human resource consulting and outsourcing solutions. In Ireland we
provide clients with distinctive value through an industry-leading portfolio of products and services in
actuarial, investment, general consulting and pension sadministration.

11. http://www.ahr.ie/
SERVICES : Employee Assistance Programmes (EAP), Wellbeing at Work, Personal Effectiveness,
Return to work support, Training and consulting,

12. http://www.ngahr.ie/careers
NGA Human Resources is a global leader in helping organisations transform their business-critical HR
operations to deliver more effective and efficient people-critical services. We help our clients become
better employers through smarter, more streamlined business processes to save money, manage
employee life cycles and support globally connected, agile organisations.

13. https://www.corehr.com/
PAYROLL SOFTWARE
PEOPLE MANAGEMENT
WORKFORCE MANAGEMENT
TALENT MANAGEMENT
COMPENSATION & BENEFITS
RECRUITMENT & ONBOARDING
ROSTERING SOFTWARE
HR ANALYTICS
EXPENSE MANAGEMENT
14. PARAMOUNT HR - http://paramounthr.ie/
Paramount is separated into three core business services: Recruitment; HR Services and Business
Services. However, at the heart of all these areas of expertise is people - Great People for Great
Businesses.
15. Capital human resources Group http://www.capital.ie/
Capital Human Resources Group is an executive recruitment consultancy dedicated to providing
service of the highest quality
16. http://www.jobs.ie/hr_recruitment_jobs.aspx
http://thepanel.com/find-job

17. http://www.wallacemyers.ie/jobs/human-resources/
18. FRS are specialists in sourcing the best talent available for management and HR positions in
Multinational and SME businesses
https://www.frsrecruitment.com/sectors/human-resources-recruitment/
19. https://www.firstaff.ie/
20. http://www.mssrecruitmentdublin.ie/candidates-page.html

CAREER COUNSELLING

http://www.clearcareers.ie/

http://www.abettercv.ie/interview_packages.html

http://www.candeguidance.com/ http://www.candeguidance.com/ E-Mail jgriffin@candeguidance.com

E-Mail
murphyhelen80@gmail.com

https://www.clearcut.ie/careers/costs-and-fee-structure/

http://careermatters.ie/ http://www.careerdecisions.ie/

http://www.dit.ie/careers/academics/careerseducation/ career coaching:

http://www.clearviewcoachgroup.com/
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 http://www.louisenevin.com/coaching.html

https://www.measurability.ie/our-services/career-coaching/ https://www.ronankennedy.ie/sessions/
http://www.davittcorporatepartners.com/services/potential/career-coaching-dublin/
http://calp.ie/#contact http://www.restorebalance.ie/career-coaching/ https://realize.ie/
http://martinmoore.ie/contact/ http://www.careerdecisions.ie/ https://www.praesta.ie/executive-
coaches/kevin-bowers/ http://marycurran.ie/coaching/career-coaching/
http://www.timetoshine.ie/contact http://karenwilliscoaching.ie/about-karen/ https://www.paulmullan.ie/
http://www.arnhold-lifecoaching.com/what-i-offer/
http://www.andreeharpur.com/career-assessment

Thank you very much.

I wish you a wonderful day!

Georgeta
Very good work. You have thought about the questions well showing a solid understanding of the
topic. Keep up the great work Dee

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