Introductory description

This module enables participants to develop knowledge and understanding of the relationships between organisations and labour markets in relation to individual's career development, and to integrate and apply this in a range of career development and career coaching contexts and practices.

Module aims

Outline syllabus

This is an indicative module outline only to give an indication of the sort of topics that may be covered. Actual sessions held may differ.

Consideration of participants' prior experience of organisations and labour markets in relation to
career.
Exploring the relationships between organisations and labour markets.
Evaluating the role of policies (both public and private sector) in the provision of services for
career development and coaching.
Analysing organisational perspectives on career studies.
The role of policy in provision of services for career development.
Researching and understanding labour markets.
Understanding contrasting forms of labour market intelligence.
Using labour market intelligence in career development and coaching.
Ethics and values in relation to organisations and labour markets.

Learning outcomes

By the end of the module, students should be able to:

• Identify organisational perspectives on career, discuss the formation and role of policy and describe sources of labour market intelligence.
• Critically evaluate and interpret this knowledge by critiquing the impact of organisations and policy on career development and coaching.
• Creatively apply and integrate understanding of organisational perspectives, policy and labour market intelligence into own practice
• Present material in clear written form by identifying, analysing and applying key texts and practices using appropriate and adequate structure, spelling, grammar, syntax, length and referencing.

Indicative reading list

Arthur, M.B., Hall, D.T. and Lawrence, B.S. (eds.) (1989). Handbook of Career Theory. Cambridge: Cambridge University Press.
Arthur, M.B. and Rousseau, D.M. (1996). The Boundaryless Career: a New Employment Principle for a New Organisational Era. Oxford: Oxford University Press.
Athanasou, J.A. and Esbroeck, R.V. (2008) (eds.). International Handbook of Career Guidance. Dordrecht, Netherlands: Springer.
Bimrose, J. and Barnes, S-A. (2010). Labour Market Information (LMI), Information
Communications and Technologies (ICT) and Information, Advice and Guidance (IAG). The Way Forward?. London: UK Commission for Employment and Skills.
Brown, P., Lauder, H. and Ashton, D. (2011). The Global Auction: the Broken Promises of Education, Jobs and Incomes. New York : Oxford University Press.
Brown, P. and Hesketh, A. (2004). The Mismanagement of Talent: Employability and Jobs in the Knowledge Economy. Oxford: Oxford University Press.
Frigerio, G. (2010). Reinventing careers: creating space for students to get a life. Journal of the National Institute for Career Education and Counselling, 26: 9-14.
Gunz, H. and Peiperl, P. (eds.) (2007). Handbook of Career Studies. Thousand Oaks, CA: Sage.
Hirsh, W. (2008). Career development in employing organisations: practices and challenges from a UK perspective. Career Research and Development, 20: 18-22.
Inkson, K. (2007). Understanding Careers: the Metaphors of Working Lives. Thousand Oaks, CA:

Sage.
Jackson, C. (2008). Career development at work: issues affecting the provision of career support for people in employment. Career Research and Development, 20: 9-17.
McCash, P. (2011). Designing a Generic Career Studies Module: a Practical Example. Reading: Centre for Career Management Skills.
Morgan, G. (1986). Images of Organization. London: Sage.
Offer, M. (2001). The discourse of the labour market. In B. Gothard, P. Mignot, M. Offer and M. Ruff, Careers Guidance in Context. London: Sage.
Stein, M. and Hollwitz, J. (eds.) (1992). Psyche at Work: Workplace Applications of Jungian Analytical Psychology. Brooklyn, NY: Chiron.

Subject specific skills

Identify organisational perspectives on career, discuss the formation and role of policy and describe sources of labour market intelligence.
Critically evaluate and interpret this knowledge by critiquing the impact of organisations and policy on career development and coaching.
Creatively apply and integrate understanding of organisational perspectives, policy and labour market intelligence into own practice.

Transferable skills

Present material in clear written form by identifying, analysing and applying key texts and practices using appropriate and adequate structure, spelling, grammar, syntax, length and referencing.