The Young Professionals Guide to Managing

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Problem statement Addressed problem: Enabling motivated and positive career choices Young people live in a society in which creating sustainable career opportunities is complex. Guidance avoids the usual biases about learning pathways, putting the focus on personal skills and interests.

The vocational nature and often high level of specialisation in VET mean that there are many choices on offer within this learning track. Guidance can help in navigating through the many options of VET and the often complex application procedures.

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  • It can lead young people to have an active, engaged attitude to education and learning in general. Such information may be about the working conditions, the technical complexity of the programme and occupation, or the jobs a programme can lead to. Beneficiaries Early leavers from education and training. Young people. Vulnerable groups.

    Project and Personnel Management for the Young Professional

    Addressing the problem Tips: Using career guidance to tackle early leaving Career guidance refers to a range of activities that aim to support individuals manage their careers and make educational, training and occupational choices match their personal characteristics e. It includes: Career information and advice about education, training and work opportunities; Career counselling delivered by practitioners with psychological training; Other activities to help learners develop career management skills, such as: Assessing e. VET schools may provide career education as part of the curriculum e.

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    • It can be delivered either as a separate subject, as part of another subject, or as a cross-curricular subject; Mentoring. Tip 1: Support young people to acquire career management skills. It should involve activities to: Enable young people to improve their self-awareness — to develop an understanding of their own abilities, aptitudes and interests and how these are relevant to their career decisions.

      Tip 2: Ensure coordination between guidance providers. Tip 3: Guidance should be steered by the young person. Tip 4: Provide guidance throughout life and during transition phases. Tip 5: Integrate labour market information into guidance. It is therefore important that comprehensive career guidance covers all these aspects, and includes: Short-term support, in which the practitioner provides information about the occupation the young person is learning for.

      It is also useful to provide information on the generic skills and competences of a learning path and their application in related occupations as to increase the possible career options. Support to promote the career management skills and autonomy of the individual in exploring labour market information, identifying information sources, critically analysing opportunities and making judgements about career options and the best way to achieve long-term objectives.

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      Tools can include for instance: Websites with information on training and job opportunities. Websites to explore occupations and career pathways including interviews with professionals. Websites with data on employability, salaries and other indicators for different professions or sectors. Self-evaluation tools for attitudes and skills relating to specific career pathways.

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      Browse articles by A comprehensive development curriculum has been designed to ensure that YPs develop a WBG mindset, gain the foundational learning needed to understand and contribute to the WBG, and build the competencies required for an entry-level position: collaboration, leadership, integrative thinking, and innovation skills, while strengthening a culture of continuous learning.

      The curriculum includes a blend of learning activities in a WBG cohort, small groups or individually. These activities range from onboarding activities, e-learning, cohort discussions with WBG leaders and leadership training, to career development conversations and networking opportunities. YP buddies help new recruits to better settle in the new organization and location, as well as to understand the expectations and challenges of the program.

      The Young Professional's Guide to Managing

      The WBG also provides basic life and accident insurance to all staff at no cost, and staff can elect optional life and accident insurance plans. The WBG provides disability and workers' compensation coverage to staff at no cost. Upon separation from the WBG, either a lump sum or a pension will become payable to the staff based on eligibility. Relocation and Transportation Benefits. These benefits are only applicable to staff who are not residents of the greater Washington-Baltimore metropolitan area at the time of appointment.

      The World Bank will bear the cost of one-way transportation of staff and immediate dependent family from the staff member's residence. Staff Members who are not citizens or in the U. Staff Members who are citizens or in the U.

      Why Purpose—Not Passion—Should Guide Young Professionals | HBR Ascend

      This benefit is not available for U. Expatriates and U. The interview is a full-day event. Those invited to interviews will be asked to come to the WBG from 8 am pm. The group assessment center is done with five other candidates. It consists of a series of individual and group exercises related to an international development case study that is given to the candidates at the start of the AC. The international community is racing to achieve the Sustainable Development Goals in less than 12 years, with trillions of dollars needed to deliver on the promise.