Career Assessment Inventory Test

The counselor would begin by presenting a copy of the report to Jane so she may follow along with as it is presented. The counselor would carefully explain each section and what the results are stating. For example, the General Occupational Themes (GOTs) measures an individuals work personality (Grutter & Hammer, 2012). In Jane’s situation her strengths lie in social and artistic themes. Therefore, she enjoys interpersonal roles along with art and culture (Grutter & Hammer, 2012). Osborn (2012) explains that career assessments are used to help individuals realize and maximize their true career potential.

The purpose of this document is to demonstrate my having acquired and developed the competencies noted by the College of Nurses of Ontario as possibly lacking in my skills and experience. During my time practicing as a nurse in Ethiopia, I feel I have gained the required skills and experience needed to be accredited as a nurse in Ontario. My time working with a diverse array of clients, as well as in different care settings has imbued in me a range of skills and competencies that I feel make me exceptionally qualified to practice as a nurse in Ontario. During my time in practice, as well as in clinical placement, I have been fortunate enough to buttress my learning with a variety of different

The test measures 11 different vocational interests areas that fall within 5 cluster dimensions. The 11 vocational interest areas are:

The aim of this unit is to reflect upon, justify and evaluate my own assessment methods and decisions in my specialist area, which is Employability Skills.

Questions, tests, and psyche evaluations can't let you know what your ideal profession might be, yet they can help you recognize what's paramount to you in a career choice, what you appreciate doing, and where you outperform.

While working there, Holland was unimpressed and rather frustrated with the insufficient client information, the long scoring times, and the lack of an organized occupation list that would have coordinated with any test results from these individuals. All of these combined made giving clients their career tests incredibly frustrating. Due to these many frustrations, Holland decided something needed to be changed and he developed the Vocational Preference Inventory or VPI, in 1953. Holland’s VPI results were similar to the results that were obtained from previous tests that were lacking norms and had unequal scale lengths. Similar to the hexagonal model, the VPI is focused on its use of occupational lists and the items that are organized into scales (John Holland’s SDS, 2013). In 1970 Holland published the Self-Directed search after years of working on his theory which helped him to polish his methods. Holland continued

I have performed similar quizzes in the past and each have had similar results to the Holland Career Assessment. I have began to seriously consider going into politics after my time in the Navy is through. I want to have a positive impact on people around me and each of the jobs I have chosen can do just that. This kind of tool is great way to narrow different degree paths for potential college students and the earlier this kind of assessment is performed, the better. A young person can begin to tailor jobs or apprenticeships in different areas to eliminate careers that are not interesting. An adult can do the same thing when changing careers to find a new career that matches his or her personality. It is also important to know the different

Things how I relate to things, in prioriy order working with things, manipulation and processes, and cognizance of operational and mechanical forces or objects, highlights my worker trait section. The results states that my preferences and motivations in vocational are not oriented toward routine, alert monitoring, recording, and reportings of operational or machine processes. Such activity is too clerical for my preferences. As I was told by my husband I don’t have mechanical savvy. The findings also explained that I would be more likely not motivated to engage in activities requiring close, constant attention to precise standards. My motivations are not compatible with assembly activity where one is locked into operatopnal processes. So manual labor is definelty out of the question for any job I will work at in the near future.

In order for me to complete this career assessment paper, I initially took an Interest Inventory survey. Upon completing this process, it revealed that my personality profile score was (I, C, A). These three letters represented my strengths and interests in determining which career field would best suit me.

I received a score of four on the Realistic scale, a score of eleven on the Investigative scale, and a score of nineteen on the artistic scale. I got a score of twenty-six on both the Social and Enterprising scale and a score of two on the Conventional scale. I was slightly surprised by the results because I did not think I would receive such a high score on the artistic scale. I have never viewed myself as a creative person before so it was interesting to see myself receive that result. I anticipated the Social, Enterprising, and Investigative scale would have been my highest three scales. I chose the future job zone, within that I chose an extensive job preparation. My reason for choosing an extensive job preparation is because I wanted to make the exercise/activity as realistic as possible. I see myself going into a graduate program after graduating from the University of Maryland and I wanted to observe potential careers and examine the results.

Strong and Kuder both found ways to measure vocational interests. The main difference between the two methods of measuring these vocational interest lies with the types of scales and scores used in giving individuals there results. Strong primarily used the criterion keying approach while Kuder aggregated a normative approach to the criterion keying. Strong=SII, categories include occupation, subject areas, activities, leisure activities, people, and your characteristics, this amounts to a total of 291 items. The code given to an individual is typically of one or two words for example SA (social and artistic) these codes are indicative of general occupation themes. The scores are broken into GOT (based on RIASEC codes from Holland), BIS (also

The CAPS test administered for career assessment, the assessment relates to occupation and occupational abilities. In order for this test to be consider reliable, it must consistent in that it measures what it suppose to measure (Knapp, Knapp, & Knapp-Lee, 1992, p. 40), which is occupational abilities. I believe that the CAPS test has acceptable reliable, if the test was re-administered in two weeks, I would have similar results because the timing and length of the test reduced my chances of memorizing the content of the test. To have validity, a test must measure what it purports to measure (Hays, 2013, p. 96). In my opinion, the CAPS has fairly acceptable validity but lacks face validity in that it does not look like it measure occupational abilities but educational abilities. However, face validity does not prove as evidence of validity (Hays, 2013, p. 97). I believe the CAPS has fairly acceptable validity, because it fairly predicts appropriate careers according to the test taker’s high interest areas.

Career assessments are very beneficial when an individual is trying to determine what career path they may be wanting to take. Sometimes new information will become apparent and other times information that is already known to that individual will just be simply solidified. It is important to answer the questions as accurately to oneself as possible. My personal results only reassured me of what I already knew.

The alpha reliabilities for the general occupational themes section were between .90 and .94. This section also had a high test-retest reliability of .84 to .92. The test-retest reliability for the third section, basic interest scales, was also high at between .80 to .94. Overall, the Strong Interest Inventory has very high reliability which makes it a very good test.

A global manager is associated with success as an international executive. Dimensions included in this are: general intelligence, business knowledge, interpersonal skills, commitment, courage, cross-cultural competencies, and the ability to learn from experience. My potential for success as a global manager would be on the cusp of being relatively high. In today’s global economy, being a manager often means being a global manager. But, unfortunately, not all managers are able to transfer their skills smoothly from domestic environments to global ones. I believe that I have the ability to accomplish this on a consistent basis.