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This paper aims to understand the emerging state of online counseling practices in India, highlight the benefits of process transition and explore potential research issues in this domain. Changing demands of labor market and growing availability of wide range of education and training options in the higher/technical education sector underscore the need of counseling services for an individual’s career guidance requirements. “Online counseling” in this context, as an e-government intervention, is expected to meet this requirement by extending support to individuals’ decision-making process and optimally match their interest with appropriate kind of education.

The authors have highlighted some key contributions from the literature to build theoretical insight about contextual factors of counseling, and presented a detailed case analysis of online counseling practices in one of the states of India.

With a critical perspective, it is noticed that design of online counseling services in India has largely been developed from the requirements of service provider’s to support the conventional set of practices, with less attention given to students’ decision support. More research is required in the direction of service gap analysis, information quality issues and more interactive website functionalities from user’s viewpoint.

Aligning the objectives of online counseling services with the relevant theories of career guidance should essentially be considered by the government/online counseling managers. Furthermore, managers must understand the importance of information quality and self-help tools for online information accessibility to facilitate student’s decision-making process.

The article reports a research scenario/case of a unique service of its kind under the education sector in India which is weighted high on both the dimensions – technical/operational elements, because of multiple stakeholders’ involvement, and informational service elements, as viewed through e-government service maturity research lens.

This paper proposes a new dimension to the career counselling function. It suggests an approach to solving the personnel problems currently caused by the combined effect of the economic recession, the influx of “baby boomer's” into the management sector, and the correction of past hiring errors, and changes in life style.

Considers the role of the career counsellor in the light of increasing employee expectations and job mobility. Examines career counselling and employee appraisal, techniques of career counselling, good practice guidelines, referral, and relevant agencies. Asserts that career counselling can help employees to develop their potential, and also benefit the company by reducing absenteeism, tension at work and low productivity.

This paper aims to provide a framework for career counselling designed particularly to support the career development of mid‐career women managers. This approach is referred to as an autobiographical approach to career counselling. The practical application of the approach is described.

The autobiographical approach draws upon social constructionism and narrativity. It was developed and applied together with 22 women managers. Various methods were used as narration tools.

At mid‐career, women managers are often in a transition process in their career. They can be expected to benefit from counselling that focuses on their long work experience and from their willingness to make new career moves, and contributes to their own understanding of their strengths and motivation in their search for more meaning into their careers – and into life in general. The career autobiographies of women do not reflect the continuous, uninterrupted upward mobility that is traditionally considered typical of a “normal” managerial career. The study suggests that there is a need to change the dominant understanding of a “normal” career in management.

The contribution of this study lies particularly in bridging the gap between theory and practice by applying an action‐oriented approach.

All management development programmes set out to train managers to manage the link between a stable, loyal workforce, cost control and the organisation's overall strategy. This career development is a catalyst which leads to assertive action to provide employment security rather than job security. This in turn leads to redeployment of human resources based on a more sophisticated match between profitability needs of the organisation and the expressed work, job and career needs of each employee. The steps of the career‐counselling process and the kinds of managerial competencies a management development programme should help managers acquire are outlined. Through explicit managerial attention to career development and counselling these will have a positive, organisation‐wide impact.

Many psychological, cultural, and social barriers exist that impact Black male participation in the workforce. In this chapter, authors discuss the impact that mentorship, racism, society, culture, economics, and other pertinent factors have on the career development of Black men. This chapter examines programs and strategies that effectively address the career development needs of Black men. A review of counseling interventions and their applicability to career counseling with Black men are presented. Emerging trends in career development for Black men are also discussed. In addition, provided in this chapter are personal narratives given by the authors who contextualize their career development experiences through culturally-specific career development theoretical frameworks. Lastly, implications for research, counseling, counselor education, and policy, as well as recommendations for professional development are offered.

For a number of years, the American School Counselor Association has been working to identify and clarify the role and function of school counselors within Developmental and Comprehensive School Counseling programs. The terms “Developmental” and “Comprehensive” mean that school counseling programs establish goals for their programs that are developmentally appropriate to the age and needs of students and that current and future goals build upon previous goal achievement. Thus, school counseling programs should be in place throughout students’ entire K-12 academic experience.

The purpose of this paper is to examine the career motivations of future counseling professionals.

Students completing their Masters of Counseling (n=174) responded to a 30 min survey about their career motivations, counseling career choice satisfaction, planned persistence in the counseling profession and perceptions of the demand and reward structure offered by counseling work. Motivational profiles were educed using hierarchical cluster analysis and compared via MANOVA.

Four distinct profiles were identified: “moderately engaged with family values,” “lower engaged,” “altruistic with family values” and “multiply motivated.” Clusters differed in their perceptions of the demand and reward structure offered by a counseling career, and their level of satisfaction with, and planned persistence in the profession. Cluster composition was unrelated to age, gender or pursuit of previous careers.

Implications for educators pertain to capitalizing on career motivations for different types of entrants, to tailor recruitment and professional preparation.

The authors add to existing literature by drawing on the theoretical lens of expectancy-value theory in a person-centered approach, to the study of counselor motivations, professional perceptions and career choice satisfaction.

Examines the use of Soft Systems Methodology (SSM) in the analysis and improvement of a “messy” HRM problem in Nationwide Building Society (NBS). Describes SSM in outline and relates it to a case study application of the methodology in the area of career management and career counselling. At the time of investigation, there was a growing awareness of career problems among managers of all levels in NBS increasing the impetus for change. The problems identified in career management did not lead to clearly defined objectives: the “right answer” was not yet known and variables involved were bound up in values, motives and decisions of human beings with a significant amount of free choice. Develops and analyses a Rich Picture taking account of subjective data as well as objective facts. The understanding gained about the management of careers is used to generate possible improvements and solutions following the stages of SSM. Makes recommendations, a number of which have already been implemented within NBS.

In the time of social and technological challenges and in the perspective of recent global crisis, the ability of students to perform on the labour market to get their first job and to make significant, fulfilling career, is very important. The aim of this paper is to examine some aspects of counselling students in higher education to develop their competencies as future employees. This article discusses similarities and differences in organised counselling forms for students in some neighbouring European countries.

The survey was conducted as comparative study desk research on the basis of internet data – higher education institutions (HEI) web pages. Authors defined a set of 28 items by which they evaluated each individual HEI, and developed a dislcloser index Career Centre – DICC. For 246 HEI entities involved in the research the authors developed and tested research hypothesis. The authors applied descriptive statistics and bivariant statistics – non‐parametric Kruskal‐Wallis test and the Chi‐Square Test.

The results show that there is a statistically significant difference between the countries regarding DICC. Correlation between the existence of the Careers Centre at HEI and the country is confirmed. There is no correlation between range of Career Centre users and the State.

For the purpose of examining the problem of Career centres at HEI, an dislcloser index Career Centre – DICC was developed. Significant difference between countries regarding DICC index was confirmed. The future research will include and will explore students points of view regarding their expectations and satisfaction with the existing career counselling offer at HEI.