Computer-Assisted Careers Guidance Systems and Organisational Change

This article describes a study conducted to identify the range of potential influences that a computer-assisted careers guidance system (PROSPECT (HE)) had on the functioning of organisations (careers services in higher education). Data from six institutions indicated that use of PROSPECT (HE) was associated with important and varied change within the organisations. It appears that when a careers service seeks opportunities for change, CACG systems can be an important catalyst for change in two respects: by providing a focal point for achieving previously established goals; or, as a consequence of system use, by making staff aware of the potential for new organisational goals.     

Computer-Assisted Careers Guidance Systems as Decision Support Systems

'Decision support systems' are computer systems which are aimed at improving decisions made by managers. An examination of the literature on decision support systems suggests that there are similarities between these systems and computer-aided careers guidance systems. These similarities —and differences -are explored, and a number of ways in which each approach might learn from the other are suggested.     

Computer-Assisted Careers Counselling: A New Approach

This paper describes the outcome of a research and development project concerned to construct a computer aid for careers advisers and career decision-makers which differs in basic philosophy and design from others currentiy in the field. The resulting Careers Decision Aiding System (CDAS) is principally concerned with improving the quality of the decision-making strategy employed by clients by raising their awareness of the way in which their career choice is made, ratherthan with employing computer technology to attempt to match people to careers. The use of the CDAS by clients and careers advisers is illustrated by two case-studies.     

Careers Guidance and Counselling in England

This article gives a brief background on the history and recent developments in career counselling for young children, high school students, unemployed teenagers, and university undergraduates.     

Distance Guidance: Careers Advice by Post

Careers guidance is traditionally carried out face-to-face. Use may be made of facilities such as job-information leaflets and computer programs which the client uses on their own (perhaps at the suggestion of the counsellor), but the core of the guidance process is generally the careers interview. Issues examined include: is it possible to provide adequate guidance without face-to-face contact between client and counsellor? what might be lost or gained by the difference in approach? what are the circumstances in which distance guidance might be appropriate and how is it best provided?     

The Politics and Economics of Computer-Aided Careers Guidance Systems

The impact of computer-aided careers guidance systems is strongly influenced not only by technical and professional issues but also by political and economic ones. The development of the main North American systems, and of the UK PROSPECT system, is examined. The roles of government, of the private sector, and of guidance professionals, in relation to the future of such systems are discussed, particularly in relation to guidance in Europe.     

Computer-Aided Careers Guidance: An Investigation Involving an Artificial System

Customer satisfaction with the occupational suggestions provided by computer-aided guidance systems is uniformly high. User satisfaction and reactions to an artificial system, and two conventional and profile-matching system, were compared. The results suggested that user satisfaction is influenced by several factors which are largely unrelated to the quality or novelty of the occupational suggestions received. The project also raises several issues regarding the validity of profile-matching in comparison to other less-complex databank-reduction procedures.     

Option Choice and Careers Guidance: Gender and Computing in Secondary Schools

Gender differences in the take-up of computing subjects in secondary schools are examined. The findings are presented of a research project which included an investigation of the option schemes and careers guidance given to pupils in eight secondary schools. The findings indicate that schools tend not to take any form of positive action to encourage the take-up of computing subjects by female pupils, and that careers guidance personnel take the view that sex-stereotyped choices of optional subjects and careers are overwhelmingly determined by agencies other than schools.     

Computer-Assisted Career Guidance and Single-Subject Research: A Scientist-Practitioner Approach to Accountability

In this article the author discusses how computer-assisted career counselors can become more accountable for their services by using intensive research designs. An overview of computer-assisted career guidance (CACG) is presented, and the relevance of the scientist-practitioner model is discussed. Applicable single-subject research, including simple and complex phase changes, alternating treatment designs, and replication are presented with examples for accountable CACG counseling. If your client has changed, how do you know it? —Jerry Schmidt To understand individuals, it is necessary to study individuals. —Leo Goldman     

Computer-Assisted Career Guidance: A National Perspective on the Use of DISCOVER and SIGI

The authors describe the institutional use of DISCOVER and SIGI, two computer-assisted career guidance systems, in terms of services provided, staffing, management, and implementation.     

Effects of a Communication Skills Training Programme on the Cognitions of Careers Guidance Students

Traditionally, communication skills training has focused principally on overt behaviours that are clearly identifiable. In recent years there has been an increasing awareness that cognitive processes can have considerable influence on behaviour. An attempt was made to establish whether changes in cognitions occurred as a result of a behaviourally-based communication skills training programme in which there had been no explicit attempt to bring about such cognitive changes. More specifically, the study examined whether such a programme resulted in changes in aspects of the personal construct space of students on a Diploma in Careers Guidance course. The results offered some support for the hypothesis that the programme produced changes in the students' personal construct space.     

Ethical Issues Involved With the Use of Computer-Assisted Counseling,Testing, and Guidance Systems

This article discusses (a) the growing use of computers in counseling, testing, and guidance; (b) potential ethical problems; and (c) principles for ethical use of computer applications.     

The Case for Diversity in Computer-Aided Careers Guidance Systems: A Response to Watts

Watts (1993) has started an important debate about the future of computer-aided careers guidance (CACG) systems which recognises that there are political and economic concerns as well as technical and professional ones. As a contribution to this debate, an alternative view is offered, based on the case for diversity. It (a) reviews UK experience of CACG systems; (b) comments on the development of PROSPECT which Watts uses as a case-study; (c) identifies strengths and weaknesses of existing research; and (d) sets out a research agenda.     

Current and Future Developments of the JIIG-CAL System

The JIIG-CAL System for computer-assisted careers guidance has now been in use in the UK for about six years. During that period it has undergone a number of changes and developments, and two substantive updates have been issued. The current version, termed Release 3, incorporates a range of features based on lessons learned from evaluation research. Further developments are in hand for a major new update - Release 4 - which is expected to be completed by the third quarter of 1988.     

Careers guidance in the knowledge society

In modern society individuals are becoming responsible for their own work allocation. They have to acquire so-called 'actor competences'. They have to learn to form their own identity, to determine a direction and to plan a career. However, the individual's shortage of actor competences confronts him or her with many problems; several institutions risk becoming overburdened by allocation or career problems. As a result, the role of the career counsellor must change from that of a ferryman to that of a pathfinder.     

Reinvigorating the Study of Careers

Before discussing how to innovate the study of career development using insights from life-span psychology and life course sociology, researchers might benefit from reconsidering whether they are studying careers or studying vocational behavior. While the word “career” seems ubiquitous in vocational psychology research, there are important differences between the study of vocational behavior, occupational roles, and career development. In this article, I urge researchers to (a) reconsider the meaning of career and research on career development, (b) adopt prospective, longitudinal research designs, and (c) concentrate first on processes of development and then on the content of careers. Considering these suggestions may ready vocational psychology for true innovations such as studying human development through work and relationships.