Orientation for Success: Career Development and Employability in HE

This report examines the importance of orientation programs in higher education, focusing on career development and employability. It explores personal branding, CV development, and aptitude tests as key components for student success. The report includes an assessment reflection on openness, highlighting its impact on adaptability and job satisfaction. It concludes that higher education institutions should prioritize student-oriented approaches to foster career readiness and overall well-being. Desklib provides access to a wealth of similar resources to aid student learning and academic success.

Orientation for Success
Higher Education

Contents
INTRODUCTION.......................................................................................................................................3
CAREER DEVELOPMENT AND EMPLOYABILITY.............................................................................3
What does this mean?..............................................................................................................................3
Why it is important for employability or career development?................................................................4
What are some tips or strategies for developing this?..............................................................................4
ASSESSMENT REFLECTION..................................................................................................................5
Which assessment select and why...........................................................................................................5
Summaries the results of the assessment.................................................................................................6
Explain how will use these results for career development at the work place?........................................6
CONCLUSION...........................................................................................................................................6
REFERENCES............................................................................................................................................8

INTRODUCTION
Various economic forces have cast a long shadow over the higher education (HE) sector.
Accordingly, implementing a student-oriented (SO) framework that includes primarily on
learners to provide development, profile, brand loyalty and excellent service seems to be a
reasonable response from HE organizations (Godos-Diez, Fernández-Gago and Cabeza-García,
2015). College orientation is the time before the educational year starts at a community college
in which a number of activities are held to accommodate and acclimatize new students. Initial
registration offers new teachers the chance to become acquainted with the programs and
resources provided by their college. This report based on the higher education and it is important
for students and improves their knowledge. In this report consist of career development and
employability in which include personal branding. Along with reflect on the personality that
impact on the mind activity in direct manner.
CAREER DEVELOPMENT AND EMPLOYABILITY
What does this mean?
Personal branding at college level offers educational interactions (both within and outside
of the school environment), interests, hobbies, skills and participation in society. People start
evaluating and branding them soon and enable their brand to develop, improve and develop as
they mature. A personal brand is the special blend of abilities and features to make you who you
really are. The way you introduce oneself to the universe is like this.
A CV is a comprehensive document which highlights your educational and occupational
background. Usually CVs provide information such as professional experience, accomplishments
and distinctions, grants or scholarships you have won, classwork, research programs and your
work publication. While interviewing for positions in education or for a position out of The us,
you can be required to request a CV (Iyer and et.al, 2018).
An aptitude test is an assessment that is used to assess the tendency of an person to
success in a particular task. Aptitude assessments suggest people have intrinsic positives and

negatives and, depending on their innate attributes, have a strong inclination with successes and
failures in particular fields.
Why it is important for employability or career development?
It places a strong emphasis on personal growth when developing you as a chief of
thinking. It also performs well for career development, encouraging people to be doing what they
are enthusiastic regarding. Branding is a technique at the company level that operates with
practitioners at all grades, no longer what types of roles they try. This is a strong way to go to
differentiate oneself and has been used for decades. By establishing a powerful brand, one can
create oneself as a great captain, having people are listening to you as a clear president of
thinking (Nelson, and et.al, 2016).
A developed CV is intended to attract recruiters and is submitted to potential employers
as an invitation for work advertisements or as a prospective method. CVs are useful and relevant
because they are your initial contact with a prospective employer, and perhaps only indirect. It
really should be thoroughly considered out, planned and published for this purpose alone so that
it can have an obvious beneficial impact on key decision-makers. If researchers looked at your
CV they will be able to have a good understanding of your knowledge and abilities easily.
They are used to test applicants according to their abilities, experience, potential and
character. Aptitude assessments are a quantitative way of assessing a nominee's future
performance and the probability that they can achieve greatness inside the company. The
problems pertaining to the aptitude test are quantitative thinking, written literature, logical
reasoning, speed , accuracy, as well as other skill. They are focused on the format of multiple
choice answers, and are conducted under terms of review (Palalic and et.al, 2016).
What are some tips or strategies for developing this?
Be authentic in all communication: Many individuals wouldn't expect anything good.
Be honest about what you're doing, and what you enjoy. Forget the concept of an elevator pitch
for 30 seconds. It seems to me to be coerced, and too sell-like. Conversely, so if you speak to
everyone else what you're enthusiastic about it and why you enjoy what you do, and be very
level headed. It can go a ways away just too becoming oneself.

Be a thought leader: Start sharing your know-how and ideas with the world. Do not
even worry concerning trying to say what everybody else is trying to say or everything everyone
else thinks they would like to listen. Give person guidance about your business sector and role
and your opinions. Publish posts or blog posts to share tips as to what functioned for you in your
business, as well as what didn't.
Be proactive: Supervisors enjoy optimistic workers that are always one point ahead and
have an unquestioned approach to a dilemma. When an option arises for advancement, these
would be the individuals who are first given promotions. As an employee, my workers who are
interested in learning and develop, gratefully welcome input, and who are interested in
identifying emerging problems without it being questioned will be the first ones I can think about
when potential for development emerge within my organization. They're also the first I'll be
designing new positions so I can trust them. I recognize they are loyal and I'm more interested in
investing within the business in their continuing training and development opportunities (Stevens
and Kirst, 2015).
ASSESSMENT REFLECTION
Which assessment select and why
There are selecting assessment Openness and get score average score. Openness is a term
for "open-mindedness." Individual’s extraversion and openness appreciate exploration. They'll
think and they love art, creativity and new stuff. The open individual's slogan may be "wide
range is the best way to live. Individuals with poor accessibility are the reverse: they tend to stick
to their routines, resist new things, and are generally not the most generous tippers. Modifying
attitude is typically considered a vital method, but openness is a characteristic that has been
shown to be prone to adult improvement. Openness to Experience is also an essential factor in
connection considerations. For anyone who likes order and continuity, an individual who
deserves fun and excitement may not have been a perfect fit. Moreover, people who admire
strong in Openness to Experience actually value music and architecture above culture and safety.
Knowledge transparency demonstrates the potential to be versatile enough then to study and
understand given tasks (Strunk and Bailey, 2015). Openness to experience has been closely
correlated with standard of living, overall satisfaction and a successful actual effect. Visualize a

working atmosphere with such a strong degree of satisfaction precisely because the team has
been exposed to new opportunities and is welcoming them.
Summaries the results of the assessment
 If you're planning to switch inside the company, get much more details about a possible
new job and try and gage how much change takes place in various ways
 Agencies seeing where you'd do best.
 Evaluate if the work has the proper blend of needing some ingenuity and innovation for a
new task, but it isn't always anticipated.
 When you're planning for an appointment, note that you might have colleagues that
prefer the power structure, based on the location of prospective firm (Swett, 2016).
 Maybe they need to work really hard to reassure them of the advantages of improving the
way they act. Explain how you can strike the right balance between pursuing
 Procedures that still challenge items which need to be
 If you're undergoing an appraisal center / extensive conversation, consider the versatility
and change strategy. Please ensure you both turn up
 Parties of your own style through being organized and able, and if needed willing to stray
away from this.
 When considering about switching profession or course, notice that most occupations get
some repetitive aspects; describe your optimum combination between them
 Variation and regular activities until you rule out any work and career positions (Zlatkin-
Troitschanskaia, Shavelson and Kuhn, 2015).
Explain how will use these results for career development at the work place?
These results show that in the career development this type of personality people mostly
higher satisfied with their job. Along with, easily adaptable and have strong leadership skills in
order to achieve their career goals easily. These types of people try to explore new things as a
result at the work place they are easily get the promotion and easily understand the working
activities.

CONCLUSION
As per the above report it has been concluded that Higher education different forms of
education offered in upper secondary educational institutes and typically offering a designated
degree, diploma, or professional training completion certificate of a study program. Higher
education also covers professional development colleges, community colleges, and academic
institutions. In this report analysis the personality of people is Openness and results impact on
the work place at the positive manner and highly satisfied with the job.

REFERENCES
Books and Journal
Godos-Diez, J. L., Fernández-Gago, R. and Cabeza-García, L., 2015. Normative stakeholder
management orientation: Business vs. non-business students. Society and Economy in
Central and Eastern Europe. 37(4). pp.477-492.
Iyer, R. and et.al, 2018. Critical service-learning: promoting values orientation and enterprise
skills in pre-service teacher programmes. Asia-Pacific Journal of Teacher
Education. 46(2). pp.133-147.
Nelson, A. and et.al, 2016. New faculty orientation: discussion of cultural competency, sexual
victimization, and student behaviors. The Journal of Continuing Education in
Nursing. 47(5). pp.228-233.
Palalic, R. and et.al, 2016. Students' entrepreneurial orientation intention, business environment
and networking: insights from Bosnia and Herzegovina. International Journal of
Foresight and Innovation Policy. 11(4). pp.240-255.
Stevens, M. and Kirst, M. W. eds., 2015. Remaking college: The changing ecology of higher
education. Stanford University Press.
Strunk, K. K. and Bailey, L. E., 2015. The difference one word makes: Imagining sexual
orientation in graduate school application essays. Psychology of Sexual Orientation and
Gender Diversity. 2(4). p.456.
Swett, D., 2016. Online student orientation: Guerrilla style. Change: The Magazine of Higher
Learning. 48(5). pp.26-35.
Zlatkin-Troitschanskaia, O., Shavelson, R. J. and Kuhn, C., 2015. The international state of
research on measurement of competency in higher education. Studies in Higher
Education. 40(3). pp.393-411.