(in Polish) Doradztwo zawodowe w czasach turbulencji 2600-ZLAIdzDZCTf
I. Introduction to Career Counselling and Career Theories
● The role and ethics of the career counsellor: Career counselling in schools, universities (career offices), public employment offices (PUP/WUP), companies (HR/Talent Management departments), and private practice.
● The labour market: Labour market actors and resources, the dynamics and direction of labour market changes, occupations at risk and occupations of the future.
● Theoretical foundations of career choice: Super’s Life-Span, Life-Space Theory, Holland’s typology (RIASEC), and Schein’s career anchors.
● Contemporary career models: Protean Career, Boundaryless Career, portfolio career, and the concept of employability.
II. Assessment of Career Potential and Counselling Tools
● Assessment of client resources: Identification of needs, neurological predispositions, strengths, work-related values, motivators, and work styles.
● Diagnostic tools: Use of career aptitude tests, questionnaires, competency assessment, and the AC/DC method in counselling.
● Working with limitations: Overcoming limiting beliefs and analysing competency gaps (skills gaps).
III. Methodology of Conducting Counselling Sessions and Working with Clients
● Structure of the counselling process: Establishing a counselling contract, building the counselling relationship, active listening, and asking questions that address the core of the issue.
● Career mentoring and coaching: Conducting sessions and using artificial intelligence.
● Career planning and goal setting: Developing an Individual Development Plan (IDP) and using the GROW model in career counselling.
● Career transition and occupational change: Supporting clients in reskilling, upskilling, and coping with changes in the labour market.
IV. Recruitment and Building a Professional Image
● Job-search strategies and the hidden job market: Market mapping, networking, and the role of recruitment agencies and headhunters.
● Creating effective application documents and a professional profile: Designing a modern CV and cover letter, and optimizing a LinkedIn profile.
● Preparation for recruitment processes: Job interview simulations, the STAR technique for answering behavioural questions, and negotiation of employment terms.
V. Group Counselling and New Technologies in Counselling
● Workshops and group counselling: Methods for conducting group sessions on career planning.
● Artificial intelligence and new technologies in counselling: Using AI for labour market analysis, preparing application documents, interview preparation, and the use of digital counselling tools.
● Evaluation and closure of the counselling process: Measuring the effectiveness of counselling and supporting the client in becoming self-reliant.
Course coordinators
Type of course
Learning outcomes
After finishing the course, the student:
In terms of knowledge:
K_W02, K_W04
- at an advanced level, complex processes and phenomena occurring in different types of organizations and in their surrounding environment, and applies management theory, in particular theories related to people management, drawing on complementary disciplines such as economics and finance, legal sciences and social sciences, to identify, diagnose and solve problems related to people management in organizations, using an appropriate selection of sources, adapting existing methods or developing new ones, and integrating them within the organization’s strategy;
- at an advanced level, legal regulations concerning the functioning of organizations, in particular those relating to people management in organizations.
In terms of skills:
K_U01, K_U02, K_U03, K_U09
- apply theories from the discipline of management and quality sciences, in particular in the area of people management using AI, as well as from complementary disciplines (legal sciences), to identify, diagnose and solve complex and non-standard problems related to people management in the internal and external environment of an organization;
- correctly interpret complex processes and phenomena, e.g. social, technological, legal, economic and environmental, and their impact on the functioning of organizations and the economy as a whole;
- adapt existing methods and tools or propose new ones on their basis, using advanced information and communication technologies and an appropriate selection of sources to identify, diagnose and solve problems related to the use of artificial intelligence (AI) in the internal and external environment of an organization;
- enhance acquired qualifications, support others in doing so, and engage in self-directed learning.
In terms of social competencies:
K_K01, K_K02, K_K04
- assess and adopt a critical approach to complex situations and phenomena related to the functioning of organizations, in particular the labour market and people management processes involving the use of AI;
- initiate activities that benefit the community, society or the environment, as well as activities aimed at promoting the common good;
-think and act entrepreneurially in both national and global contexts.
Assessment criteria
Assessment methods:
1. A final written test assessing knowledge of the material covered in lectures and the required literature.
2. Graded written assignments involving the analysis and resolution of case studies.
Assessment criteria:
1. The final grade is a weighted sum of the points obtained from the final test (40%) and the written assignments/case study analyses (60%).
2. A minimum score of 51% is required to pass the course.
Bibliography
Turska E. (2020) Praca i kariera na globalnym rynku. Wyzwania i zagrożenia. Difin: Warszawa
Armstrong M., Taylor S., Zarządzanie zasobami ludzkimi, Wydawnictwo Wolters Kluwer, Warszawa (najnowsze wydanie) [lub wyd. ang.: Armstrong M., Taylor S., Human Resource Management Practice, Kogan Page]
Laloux F. (2015) Pracować inaczej. Studio EMKA: Warszawa
Starr J. (2005) Coaching. PWE: Warszawa
Thorpe S., Clifford J. (2004) Podręcznik coachingu. Kompendium wiedzy dla trenerów i menedżerów. Rebis: Poznań