2.8 The concept of a professional program.
In essence, it should be a set of scientifically based standards and requirements of the profession for the psycho-physical characteristics of a specialist, his personality, professional knowledge, skills and abilities. Unfortunately, we can say that at present there is no complete and high-quality set of professiograms, even in relation to the most widespread professions, which is caused by a number of objective reasons.
The first of them is the high cost of such work, since the creation of even one high-quality professiogram requires the hard work of a whole team of specialists - both psychologists and experts in this profession.
The second reason is the huge variety of specialties within one profession, which results in the need to create a whole range of professiograms for many professions. We have already given an example above that the professional profile of a truck driver and a taxi driver will differ significantly in terms of the requirements for their attention indicators. There will also be significant differences in relation to their communication skills, reaction speed, temperament, etc. The same can be said about the profession “manager”, “doctor”, etc. It turns out that there should be several thousand professional notes, and with high labor costs it becomes unprofitable to create them.
Previously, in the USSR, efforts to create vocational programs were coordinated and financed by the Ministry of Labor, but now vocational programs, as a rule, are created either within the framework of regional Career Guidance Centers or by personnel managers of large enterprises. The fact is that when conducting professional selection for important positions, you simply cannot do without a professionogram. In order to hire the best one out of several candidates for a position, you need to clearly understand what qualities a given specialty and a given workplace require of an employee. Therefore, even a sketchy professional chart is better than none. Another question is that the HR manager has to regularly improve the bank of professions and make the necessary adjustments to it until he determines the most important requirements of the profession for the person who is engaged in it.
Using the accountant profession as an example, we will give an approximate diagram of a professionogram that a personnel service employee can create for effective selection and training of personnel (Table 2.6).
|
Components professiograms |
|
|
1. Contents of work: |
An accountant carries out accounting of the enterprise's financial assets, audits and financial control, verifies the accuracy of the information received, and monitors compliance with the law when spending financial resources. |
|
2. Professionally important qualities of an employee |
|
|
2.1 Psychophysiological parameters: |
Stability and concentration; highperformance and resistance to monotony; good short-term memory performance. |
|
2.2 Personal qualities: |
Introversion, organization, d integrity, with seriousness, conservatism, internal locus of control, caution, vigilance. |
|
2.3 Intellectual qualities |
Logical thinking, verbal intelligence, calculation ability |
|
3. Knowledge, abilities, skills |
An accountant must know statistics, finance, credit, technology in a specific area of the organization, reporting methods, and regulatory documents. Must be able to count quickly and correctly in your head (to control for possible calculator errors). |
|
4. Working conditions |
Indoors; social contacts are limited; working position - sedentary work; working on a computer; most often work one shift, but overtime is possible; The work is strictly regulated by instructions and is individual in nature. |
|
5. Medical contraindications: |
Poor eyesight; diseases of the autonomic nervous system (vascular dystonia, hypertension, migraine, headaches of other nature); borderline mental disorders (excessive suspiciousness, anxiety). |
|
6.Requirements for professional training |
Requirements for preliminary professional training: good preparation in mathematics. Training and qualification requirements: f financial, economic and trade technical schools, colleges and universities, economic departments of universities, accounting courses. |
|
7. Occupied segment in the labor market |
|
|
7.1 Related professions |
Tax inspector, economist, financier, auditor, teacher in these specialties at an educational institution. |
|
7.2 Range of positions |
Accountant - department head - chief accountant |
|
7.3 Possibility of entrepreneurial and self-employment activities |
An accountant can serve as an auditor in an audit firm or be contracted by commercial entities to prepare reports and balance sheets. |
|
7.4 Demand for the profession in the labor market |
The demand is high, but mainly chief accountants and specialists with experience in working with computers and 1C-accounting programs and other automated accounting systems are required. |
Krasnoyarsk Center for Vocational Guidance
and psychological support for the population
VOCATIONAL PROGRAMS
(for people with disabilities)
Krasnoyarsk
This manual contains indications and contraindications for the work of persons with disabilities due to various diseases, as well as professiograms of some professions and specialties.
The manual is intended for career consultants, employment service psychologists, and social sector specialists working with this category of citizens.
Compiled by Malko N.V. – educational psychologist of the department for promoting professional careers of the Krasnoyarsk Center for Vocational Guidance and Psychological Support of the Population.
The manual was recommended for publication at a meeting of the expert and methodological council of the Krasnoyarsk Center for Vocational Guidance and Psychological Support of the Population on February 3, 2011.
| Content …………………………………………………………………………………….. Medical contraindications and indications for work activity of disabled people suffering from diseases of the musculoskeletal system and connective tissue ………….. Designer ……………………………………………………………………………….... Notary …………………………………………………………….…………............... Sales Manager (Customer Relations)………………………………….…. Medical contraindications and indications for work activity for disabled people suffering from diseases of the nervous system and sensory organs………………………………………………………. Translator …………………………………………………………………………...… Tailor ….………………………………………………………….………….............. Estimating engineer……………………………………….……………………………... Medical contraindications and indications for work activities of disabled people suffering from respiratory diseases………………………………………………………………………………….… Programmer ………………………………………………………………………….… Secretary ….……………………………………………………….…………................ Fashion designer……………………………..….……………………………..... Medical contraindications and indications for work activity of disabled people suffering from mental disorders…….………………………………………………… Wood carver (manufacturer of artistic products) ………………………... Tiler-tiler….…………………………………….…………………... Binder……………………………..….…………………………..………….…... Medical contraindications and indications for work activity of disabled people suffering from diseases of the endocrine system…………….……………………………………... Hairdresser …………………………………………………………...……………….... Electromechanic….…………………………………………….…………………... . Librarian……………………………..….………………………..……..……...….. Medical contraindications and indications for work activity of disabled people suffering from neoplasms…………….…………………..…………………………………… Proofreader…………………………………………………………...……………….... Photographer ….……………………………………………….…………………................. Insurance agent……………………………..….…………………… .……..………..... Medical contraindications and indications for work activity of disabled people suffering from diseases of the blood, hematopoietic organs and circulatory systems………… Accountant ….……………………………………………….…………………................. Carpenter……………………………..….………………………..……………..……..…... Medical contraindications and indications for work activity of disabled people suffering from diseases of the genitourinary system………………………………………………………………..……… Wood products assembler………………………………………………..……… Maerased the manicure….….…………………………………….………………...…............. Commodity manager (in production) ……………………………..….……………... ................. Medical contraindications and indications for work activity of disabled people suffering from congenital anomalies…………….……………………………………………..... Telephone operator ………………………………………………………………………......... Jeweler….…………………………………………….……………………................. Manufacturer of art products…………………………………………….... References……………………………………………………………………………………...… | 3 4 |
Medical contraindications and indications
to the work activity of disabled people suffering from diseases of the musculoskeletal system and connective tissue
| Contraindicated conditions and nature of work | Professions recommended for employment and retraining |
| Related works: with physical stress lifting weights; long walking; long fixed body position; sudden changes in temperature; cooling; high humidity; | "Man is a sign" Pass office duty officer, accountant, timekeeper, registrar, statistician, controller (in production), design engineer, archivist, economist, accountant, notary, librarian, museum worker, methodologist, proofreader, translator, HR worker, sociologist. Nurse (physiotherapeutic office, dental office, exercise therapy, diet), doctor (ophthalmologist, otolaryngologist, physiotherapist, psychotherapist), secretary, administrator, teacher (secondary and high school), psychologist, social worker. Household, audio-video equipment repairman, auto mechanic, carpenter, carpenter. Florist, landscape designer, zoologist, ecologist, biologist, laboratory assistant. Artist, tuner of musical instruments, manufacturer of art products, designer, fashion designer, stylist, photographer. |
Designer
Responsibilities: provides timely and high-quality performance of artistic and design work on orders from enterprise departments or private clients. Develops projects for artistic and technical design of publications based on information received from the immediate supervisor or client (about the target audience, the purpose of the publication, deadlines, required quality).
Draws up sketches and performs artistic design work for publications of various types (in magazines, books, other publications), projects, reports, information and advertising materials; develops sketches of packaging and trademarks.
Coordinates sketches (projects) with the immediate supervisor (client) and prepares final layouts of information publications (press releases, announcements, newsletters, statements, price lists, directories), identifying materials (business cards, labels, packaging, forms), reference publications (address books, educational and other aids), artistic and journalistic publications (books, magazines, newspapers).
Creates illustrations for texts (drawings, diagrams, graphs, diagrams), develops new fonts and design styles.
Makes corrections to projects. If possible, carries out design supervision over the implementation of artistic and design solutions by layout designers and art editors.
Must know: methods and means of performing artistic and design work. Current standards and technical conditions, design methods for various publications. Basics of printing design, basics of advertising. Materials used in the work and their properties. Drawing technique. Graphics programs (Adobe PhotoShop, Adobe Illustrator, QuarkXPress, PageMaker, CorelDraw, etc.).
Professionally important qualities:
business communication skills;
large amount of RAM and long-term memory;
combination of technical and artistic talent;
good level of concentration;
developed visual-figurative thinking and imagination;
good aesthetic taste;
self-organization
Education requirements: higher, secondary vocational (art) education, courses are possible.
Medical contraindications: work is not recommended for people suffering from cardiovascular diseases, neuropsychiatric diseases, or visual impairments that cause eye fatigue.
Murmansk State Pedagogical University
Faculty of Technology and Design
Department of Psychology
Abstract on the topic:
“Professiogram and psychogram of a designer”
Teacher
Introduction
1. Professionogram
2. Psychogram
3. Career guidance
Conclusion
References
Introduction
This work highlights the problem of career guidance for a modern person using specific examples of professiograms and psychograms of the designer profession. The work examines the general concepts of the subject of career guidance, the content of professionograms and psychograms, and methods of their creation.
Purpose of the work: to analyze the compilation of a professionogram and psychogram of professions using the example of the designer profession.
Objectives: to study the preparation of a professionogram and psychogram, their content, to analyze the significance of these documents in the process of career guidance, to consider the problems of career guidance.
The relevance of the work is due to the constant increase in the requirements of organizations for the professional and personal qualities of employees, the need to rationally select a profession for future employees, the opportunity to analyze one’s own professional and personal qualities both independently and with the help of professional groups involved in drawing up professiograms and psychograms in order to achieve maximum efficiency of one’s own work , to be a sought-after and competitive specialist.
The abstract includes several sections, which are discussed separately: professiogram (basic concepts, content of the professionogram, types and examples of professionograms), psychogram (basic concepts that underlie the psychogram, examples of psychograms), modern problems in career guidance of workers and students.
1. Professionogram
A professionogram is a document containing a description of the content of work in a certain profession (functions, responsibilities, tasks, operations), requirements for a bearer of a certain profession (professional, business, personal qualities).
The documentary form of a professionogram can be a verbal description, a symbolic algorithm, a video film, or a computer program.
The appearance of the first professiograms and their use for personnel selection should obviously be dated back to the beginning of the twentieth century. It was then that specialists from Ford automobile plants, after analyzing the content of the work and determining the appropriate requirements for workers, came to the conclusion that some professions were quite feasible for people with disabilities.
In the theory and practice of personnel management, a professiogram is regarded as a document that, along with tariff and qualification reference books, contributes to a better selection of workers in particularly important professions.
The differences between the views of the authors of textbooks or monographs lie in how best to describe the work and what requirements for the employee should be included in the professionogram. For example, the team of a well-known textbook on personnel management recommends distinguishing six sections in the professiogram:
1) profession (general information about the profession; changes that occurred with the development of scientific and technical progress; prospects for the development of the profession);
2) the labor process (characteristics of the labor process, field of activity and type of labor, products, tools, main production operations and professional responsibilities, workplace, working posture);
3) sanitary and hygienic working conditions (work indoors or outdoors; noise, vibration, lighting, temperature, work and rest schedule; monotony and pace of work; possibilities of industrial injuries, occupational diseases: medical indications; benefits and compensation);
4) psychophysiological requirements of the profession for the employee (requirements for the characteristics of perception, thinking, attention, memory; requirements for the emotional and volitional qualities of a person; requirements for business qualities);
5) professional knowledge and skills (list of necessary knowledge, skills and abilities);
6) requirements for training and advanced training of personnel (forms, methods and terms of professional training, prospects for professional growth).
1) general provisions (profession, prevalence of profession, economic sector, specialty);
2) personnel training (types of educational institutions, forms of training, duration of study, conditions of admission, level of qualifications obtained, prospects for professional qualifications and job growth);
3) typical production indicators of work (field of activity and types of labor, types of main tools of labor, the most important production operations, types of professional difficulties, errors, prevailing types of activity, forms of labor organization and the nature of social ties);
4) sanitary and hygienic working conditions (microclimatic conditions, work and rest schedules, injuries, occupational diseases, labor protection measures);
5) medical contraindications;
6) qualification profile (general education, vocational training, general level of intelligence, verbal proficiency, numerical proficiency, spatial orientation, shape perception, motor coordination, aptitude for scientific and technical activities, specific abilities).
It is not uncommon for specialists to ask the question: how does a professionogram differ from a job description in this case? As follows from the above, a professiogram differs from a job description primarily in two circumstances:
1) in the professiogram there is no mention of the rights and responsibilities of the employee, that is, of those sections that make the job description declarative;
2) the professiogram describes the working conditions in the workplace and sets out the requirements for the employee to an incomparably greater extent.
Drawing up a professional profile
Currently, a professionogram is developed by specialists based on observation of an employee during the labor process, including psychophysiological measurements, timekeeping, photography of working time, construction of sociometric matrices of employee interaction, and analysis of information flows. First of all, the developers of the professionogram are guided by the opinion of experienced workers in the profession being studied and their managers.
The high labor intensity and the need to use technical means make it possible to classify a professionogram as an expensive method of describing work and requirements for the performer.
Recently, large employment and personnel selection agencies have been actively involved in the development of professional programs. The agencies post the results of their research on the Internet.
Online data banks allow you to save personnel selection time. You need to find a suitable example of a professional profile on the Internet and adapt it to the conditions of your organization.
Sample instructions for the content and preparation of a professional profile
Each professional profile consists of the following sections.
1. Information about the profession
2. Dominant activities.
3. Qualities that ensure the success of professional activities (abilities, personal qualities, interests, inclinations),
4. Qualities that hinder the effectiveness of professional activity.
5. Areas of application of professional knowledge.
6. Classification card of professions.
The section “Dominant types of activities” lists the main professional tasks that a specialist in this profession solves; the actions he performs.
The section “Qualities that ensure the success of professional activities” indicates the personal qualities without which it is impossible to achieve success in the chosen profession:
♦ abilities;
♦ personality traits;
♦ interests;
♦ inclinations.
The section “Qualities that hinder the effectiveness of professional activity” describes personality traits that can interfere with success in the chosen field of activity.
The section “Scope of application of professional knowledge” indicates the types of institutions, organizations, and enterprises where a specialist who has mastered this profession can work.
The classification card of the profession briefly outlines the most important signs of the profession from a psychological point of view:
♦ name of profession;
♦ dominant way of thinking;
♦ area of basic knowledge;
♦ professional area;
♦ interpersonal interaction;
♦ dominant interest;
♦ additional interest;
♦ working conditions.
When choosing or changing the type of activity, it is more effective to focus on occupational charts built on the basis of the psychological study of professions than on the specific characteristics of the subject and tools. Each professional profile includes the most important psychological qualities of a specialist, a brief description of which is given below.
Almost any activity consists of various problem situations, and a person always has to solve various professional problems:
♦ some people are better at making decisions in situations where they need to choose one of several ready-made solutions;
♦ others – in situations where you need to offer something new;
♦ for others it is preferable not to think, but to act.
In the same problematic situation, one person will try different ways out of the situation, another will look for the causes and analyze the possible consequences. Consequently, the usual ways of thinking for a person, the most characteristic strategies for getting out of such difficult situations, are manifested in both ordinary everyday and professional circumstances. If a profession constantly requires an employee to use a way of thinking that is not typical for him, he will experience emotional discomfort and will not be able to achieve success in this activity.
Dominant, i.e. the prevailing way of thinking is a stable characteristic of the individual. You can find out which way of thinking predominates in a person by analyzing which problems are easiest for him to solve, which everyday situations are most attractive to him, and which hobbies he has.
All methods for solving professional problems can be divided into three large classes:
1) application (application of existing knowledge, when the solution procedure is quite clearly defined and learned in advance);
2) adaptation (adaptation of existing general knowledge to the conditions, context of a changing situation);
3) production (direct execution of actions, this mainly refers to manual labor).
The following classification of ways of thinking is proposed:
♦ application – the way to resolve a problem situation is clearly defined, there is a clear internal model of how it should be.
Varieties: application - procedure, application - diagnostics, application - regulation;
♦ adaptation – there are several ways to solve a problem situation, and it is necessary to choose the optimal one depending on the circumstances. Varieties: adaptation - analysis, adaptation - coordination, adaptation - formalization;
♦ production – the idea of completing a task is stored in a person’s motor memory, and a direct action is performed.
Varieties: production - strength, production - agility.
This classification retains the names adopted in modern foreign studies.
According to the prevailing way of thinking, all people can be divided into several types, and each type is characteristic of people of different professions. Therefore, having determined your type, you can check whether it corresponds to your chosen profession. Eight types of people have been identified.
| 1 | application - procedure | Such people feel best when they need to accurately and punctually carry out procedures known to them in advance for solving a given task. The professions that suit them require fast and accurate execution of known solution procedures. |
| 2 | application - diagnostics | Such people are the best at noticing errors, deviations from the normal flow of the process, and are able to find the causes of these errors. The professions that suit them are related to identifying the causes of errors, accidents, and improper functioning of equipment for the purpose of prevention, serviceability monitoring, and troubleshooting. |
| 3 | application - regulation | Such people like to consider various aspects of a complete system from the point of view of ensuring its correct and accurate functioning. They are able to regulate relationships between parts of the whole well, achieve balance, and avoid tension. Professions that suit people of this type are related to the coordination of actions and can relate to both technical and organizational systems. |
| 4 | adaptation - analysis | Such people tend to analyze situations, highlight what is essential, and propose new solutions. Professions that use this way of thinking require the analysis of various data, their comparison, juxtaposition, and interpretation for the purpose of further generalization and planning. |
| 5 | adaptation – coordination | Such people can coordinate goals and solutions to various multiple tasks at the same time, and strive for development and innovation. Professions that suit people with this way of thinking require evaluating and solving several problems at the same time, reconciling conflicting goals. |
| 6 | adaptation – formalization | Such people interpret various situations well, skillfully adapt to circumstances and other people, they can easily give new form to various thoughts and ideas. The professions that suit them require the following: ♦ the ability to listen and translate various complex problems into a language understandable to others; |
| 7 | production - strength | Such people prefer solving specific technical problems using physical force. Professions that require this way of thinking include mainly manual labor professions. |
| 8 | production - dexterity | Such people prefer to solve specific technical problems using manual skills. Professions of this type mainly include professions that require dexterity and dexterity. |
The classification card indicates which way of thinking is most characteristic of representatives of this profession.
Each profession requires a certain set of knowledge and skills. The required level of knowledge may be:
♦ high (theoretical knowledge);
♦ average (practical use of knowledge);
♦ low (knowledge gained through experience, skills).
The scorecard highlights two areas of basic knowledge:
♦ area of basic knowledge No. 1 and its required level (knowledge of general education subjects);
♦ area of basic knowledge No. 2 and its level (knowledge of special subjects).
Each person can compare the knowledge he has with that required for a given profession.
Any professional activity belongs to some broader professional field. The classification card indicates the area to which the profession belongs. When choosing a profession, you need to think about whether you have a desire to work in this particular professional field.
In professional activities, people interact with each other, and in different professions the type of interaction is different. However, people differ in whether they prefer frequent or infrequent interaction, and solve problems together or alone.
On this basis, the following types can be distinguished:
| 1 | Rare | A person does not strive to act together with others, prefers independence. Such people tolerate loneliness well during activities, organize the solution of their professional tasks themselves and do not believe that work should take place in a group. |
| 2 | Frequent type “opposite” | A person strives to work with other people; it is better for him to work that occurs with frequent relationships with others. Such people prefer professional situations of selling, negotiating, receiving; They value the opportunity to discuss, negotiate, and provide information to others. |
| 3 | Frequent, “nearby” type | A person strives to be close to other people when solving professional problems. Here preference is given to professional situations where people exchange a variety of information, but perform work independently of each other. Such a person retains some independence in his work, despite the fact that he does not work alone. |
| 4 | Frequent, “together” type | A person strives to act together with other people; it is better for him to work that occurs in constant relationships with others. Here preference is given to performing common work as a “team”, a small united group. Such a person agrees to be somewhat dependent on others for work and does not like to work alone. |
Knowing your preferred type of interaction helps you choose a job where you feel most comfortable. However, it should also be kept in mind that for some people the type of interaction does not matter; they are ready for any professional situation.
You can determine your type of interaction by analyzing your behavior when communicating with other people.
The classification card for each profession indicates the characteristic type of interaction.
Depending on the dominant (i.e. leading, main) interest, the following types are distinguished:
| 1 | Realistic (practical) type | loves to deal with concrete things and their uses. It is focused on practical work and quick results. Prefers activities that require manual skills and dexterity. Deals with specific objects (things, animals, machines) and their practical use (dentist's bur, drilling and lathe machines, jewelry instruments, surgeon's scalpel, control of machines and various mechanisms). Practical thinking is well developed. He willingly chooses the professions of driver, veterinarian, farmer, forester, radio installer, policeman, cartographer. |
| 2 | Research (intellectual) type | smart and observant, independent and original, has unconventional thinking and a creative approach to business. Mental abilities are developed. Finds out many details before coming to a conclusion. Prefers scientific professions: ecologist, futurologist, philosopher, chemist, biologist. |
| 3 | Social type | active, sociable, emotional, sensitive. Has developed verbal abilities. Able to establish and maintain relationships with people. The main content of work is interaction with people. Preferred activities: training, information, service. Professions of this type: teacher, educator, psychologist, clergyman, social worker. |
| 4 | Conventional (standard) type | diligent, efficient, disciplined, neat. Prefers clear, clearly stated instructions. Likes to solve typical problems. Prefers professions related to clerical and accounting work (accountant, economist, assistant secretary, notary, cashier) |
| 5 | Entrepreneurial type | resourceful, agile, practical, energetic, proactive, passionate. Loves risk. Strives for leadership, loves to be in sight. Does not like activities that require perseverance or long-term concentration. Copes well with work that requires quick decision making. Verbal abilities predominate. Contacts with people are numerous. Chooses the profession of a businessman, entrepreneur, politician, insurance agent, manager. |
| 6 | Artistic type | high emotional sensitivity, creative imagination, imaginative thinking, rich imagination. Plastic, flexible, insightful. In relationships with people, he relies on his feelings, intuition (understanding without logical justification). Developed perception, manual skills and verbal abilities. Prefers activities related to visual and musical, literary and artistic and acting and stage activities (designer, artist, musician, actor). |
People's interests are diverse, and according to the degree of expression of their interests, all people are divided into different personality types.
Each personality type serves to describe a group of people with certain personal and professional characteristics. People of different types prefer some and reject other types of activity (work, leisure, hobbies). Each personality type can best express itself in a specific professional environment. It is only necessary that the personality type matches the chosen profession. A person's interests most often cannot be described using only one dominant interest. In addition to the main one, when analyzing professions, it is necessary to take into account additional interests. Therefore, the classification card for each profession indicates both dominant and additional interests. For example, for the management profession, the dominant interest is entrepreneurial, and the additional interest is social.
Professional activity always takes place under certain conditions. The classification card indicates two types of conditions:
♦ work indoors or outdoors;
♦ mobile (mobile) or sedentary.
When choosing a profession, any person can choose the conditions that suit him best.
An example of a professional profile. Professionogram "Web designer"
Dominant activities: - website design;
Creating an idea and developing a server layout;
Creating a server layout execution style;
Ensuring the best perception of web documents on the monitor screen, taking into account the loading time of documents, the throughput of the data transmission channel, the size of the document’s graphic files, and the quality of the color palette;
Determining the rules for the layout of web pages, choosing the format, background, quantity and quality of design elements;
Creation of style samples of web documents;
Working with an Internet site;
Writing software and page code;
Management of hypertext documents;
Carrying out the company's information policy on the World Wide Web (WWW);
Installation and work with tools for preparing and checking web pages;
Creation of interactive web applications;
Updating, modernizing a web document;
Creation and work with applications for statistical processing.
Qualities that ensure the success of professional activities (professionally important qualities)
Qualities that hinder the effectiveness of professional activity:
Lack of artistic taste;
Absent-mindedness;
Irresponsibility;
Sloppyness;
Inattention;
Rigidity of thought processes;
Severely developed myopia.
Areas of application of professional knowledge:
Enterprises and organizations;
Computer design agencies and firms;
Educational institutions.
Some professions that may suit a person with this personality type (artistic and conventional):
Fur designer;
Sculptor;
Fashion designer;
Make-up artist;
Artistic director;
Arranger;
Educational institutions teaching this profession:
The profession of a web designer can be obtained through courses, in secondary specialized or higher educational institutions.
2. Psychogram
The term “psychogram” was introduced at the beginning of the 20th century. German psychologist W. Stern, who developed a method for drawing up a generalized psychological portrait of a specific person. Stern also proposed drawing up a partial psychogram, which did not reflect all aspects of the personality, but only those important for a specific practical task. This is how a psychogram of the personality of a successful professional was formed, reflecting professionally important qualities. In this case, we are not talking about the personality of a specific person working in the profession, but about a typical portrait of a successful professional.
It is a psychological analysis of the structure of activity and a description of the demands made by the profession on the human psyche. The content and scope of the psychogram depend on the purpose for which the profession is studied. Such goals may include vocational selection, career guidance and vocational consultation, vocational training, rationalization of the regime and working conditions.
Drawing up a psychogram is the result of a thorough study of the profession from different angles. This process is called professionalization.
Stages of drawing up a psychogram (http://kirov-college.narod.ru/)
Establishing a list of mandatory tasks performed by a professional.
Reconstruction of the actions necessary to achieve given goals (actions external and carried out internally).
Correlation of important, frequently occurring, leading professional actions and mental functions, processes, abilities, skills that ensure their implementation.
Thus, a functional model of the work of a professional’s psyche is compiled, the expected professional qualities (PQ) and the required level of their development (high, medium or low) are established. In some cases, it may be advisable to also indicate signs of professional unsuitability.
Professionally important qualities (PIQ) are relatively stable individual personal properties that are little susceptible to development and training, which significantly affect successful professional activity, and also influence the development of professional knowledge, skills and abilities.
Types of psychograms (expression of PVC in points from 1 to 3)
Interior designer:
Visual perception (actions of perception) - 3
Auditory perception (actions of perception) - 1
Memory (mnemonic actions) - 3
Attentiveness (actions of external control) - 3
Imagination (imaginative actions) - 3
Technical intelligence (logical actions) - 2
Verbal-logical intelligence (logical actions) - 2
Social intelligence, organizational skills (logical actions) - 2
Oral speech (interpersonal actions) - 2
Sociability (interpersonal actions) - 2
Emotional-volitional regulation (self-control) - 3
Psychomotor (motor actions) - 2
Professional education of people requires a variety of information about many professions. Therefore, a psychogram drawn up for the purposes of career guidance and career counseling should be distinguished by a great breadth of content and accessibility of presentation. At the end of the psychogram, it is advisable to provide lists of literature recommended for better familiarization with a particular profession.
The specificity of a psychogram compiled in order to rationalize the process of professional training is to identify, first of all, those professionally important qualities that can be significantly developed in the process of exercise, as professional skills are mastered. When drawing up a psychogram in order to rationalize the regime and working conditions, special attention is paid to identifying the most labile mental functions, the dynamics of which serve as an indicator of the weakest points in the organization of work. For example, a decrease in the functions of the visual analyzer towards the end of work indicates the need to rationalize lighting. A special case of a psychogram aimed at optimizing working conditions is the study of a profession within the framework of engineering and psychological research, analysis of the requirements for technical means, in particular for methods and means of displaying information, for the design of controls, etc.
3. Career guidance at the present stage
We can identify a number of areas that contribute to solving practical issues of professional self-determination of the younger generation. These include: a career guidance system that equips schoolchildren with the necessary knowledge for orientation in the world of professions, the ability to objectively assess their individual characteristics, diagnostic methods for studying the personality of schoolchildren in order to provide individual assistance in choosing a profession; bank of professional cards; socially significant motives for choosing a profession; features of career guidance for students in higher education; formation of elements of spiritual culture in the process of preparing students for a conscious choice of profession.
However, despite some positive results, career guidance in modern conditions still does not achieve its main goals - the formation of professional self-determination in students, corresponding to the individual characteristics of each person and the needs of society in personnel, its requirements for a modern worker. A significant hindrance to the development of career guidance is that it is, as a rule, designed for some average student; there is no individual, differentiated approach to the personality of those choosing a profession; mainly verbal methods are used, without providing everyone with the opportunity to try themselves in various types of activities, including their chosen ones. Many cities and regions are not provided with current information about staffing needs; The training of qualified specialists - career guidance specialists - is poorly carried out.
Contradictions arise related to the professional self-determination of students: between their inclinations, abilities and requirements of their chosen profession; awareness of the level of one’s overall development and the possibility of less skilled work; their aspirations and real possibilities of filling vacant positions; inclination and ideas about the prestige of the profession; the desire to try oneself in advance in the chosen professional activity and the lack of such an opportunity at school and its immediate environment; inconsistency of health, character, habits with the requirements of the profession, etc. These contradictions can be classified as internal, personal and psychological.
Social and economic contradictions: between the increased requirements for a modern specialist and the current forms and methods of professional plans of young people with a high level of education and the economic need to fill vacant jobs with heavy physical labor; the need of secondary schools and other social institutions for career guidance specialists and the lack of stable, comprehensive training for them in the country’s universities.
Definition of career guidance: this is a multidimensional, holistic system of scientific and practical activities of public institutions responsible for preparing the younger generation to choose a profession and solving a complex of socio-economic, psychological, pedagogical and medical-physiological tasks for the formation of professional self-determination in schoolchildren, corresponding to the individual characteristics of each individual and society's demands for highly qualified personnel. The career guidance system performs diagnostic, educational, formative and developmental functions.
Career guidance is a continuous process and is carried out purposefully at all age stages.
Choosing a profession.
Psychodiagnostics, one of the youngest areas in psychology, will provide the necessary assistance to a person in choosing exactly the profession so that the requirements it places on the worker coincide with his personal qualities and capabilities.
These are the main principles of this field of knowledge.
1. General talent. There are no untalented people, but there are people who are busy with other things.
2.Mutual superiority. If you do something worse than others, it means something must turn out better. Search.
3. The inevitability of change. No judgment about a person can be considered final. If only because today you have the opportunity to learn something new, then tomorrow you will be a little different.
Psychodiagnostic methods allow you to draw conclusions using tests. For the validity of a professional choice, it is necessary that the requirements of the profession correspond to the capabilities of the person. Otherwise, negative life experiences accumulate in a person’s self-awareness, and unique ways of solving the problems facing him are formed - avoiding problems, ignoring them, etc.
Professional self-determination and professional consultation.
In modern society, the problem of specific psychological assistance to people in their professional self-determination is relevant and acute. The task of a psychologist in this situation is to give a person psychological means of resolving his personal problems associated with professional self-determination. Based on the diagnosis of these psychological problems, psychologists can help a person make a professional choice, or provide the prerequisites for making this choice in the future.
To solve psychological problems in a person’s professional self-determination, it is not enough to give recommendations about which profession is suitable and which is not suitable for an individual. The consulting psychologist must provide conditions that stimulate human growth, as a result of which the counselee himself could take responsibility for one or another professional choice. The most important point in professional counseling is the search for an individual impact that is adequate to the specific psychological problem of each person. First of all, it is necessary to determine how much the consultee’s request (i.e., what and how he sees his problem) corresponds to the real problem of a person’s professional self-determination, and then bring him to this reality. To diagnose psychological problems associated with professional self-determination, sometimes a conversation between a psychologist and a counselee is sufficient, but in most cases a comprehensive diagnostic examination is required using psychological techniques to determine:
value orientations and attitudes;
immediate and long-term life plans and professional intentions;
level of formation of ideas about the profession;
level of development of self-esteem;
abilities, inclinations and interests;
level of development of professional motivation;
personal characteristics;
real life conditions (family relationships, health, material security, etc.).
The information obtained as a result of such a comprehensive examination, as a rule, is sufficient to determine the specifics of the psychological problems of a given individual. Sometimes a preliminary conversation with the person being counseled allows us to limit the range of necessary diagnostic techniques to identify the alleged psychological problem. Here, it is important to observe the behavior of the person being consulted during communication and examination (what is interesting to him, what is not interesting, what is difficult, what is unclear, how his cognitive activity, emotional attitude, refusals, etc. are manifested).
We can identify a number of typical psychological problems associated with professional self-determination of the individual. These primarily include:
Discrepancy between the ideal and real image of the chosen profession.
Ideas about their personal value orientations do not correspond to their ideas about the values that ensure success in professional activities in new economic and social structures.
Discrepancy between real and ideal motivation for professional choice
Inadequate self-esteem.
Young people who are concerned about their professional future, who want to study at a vocational educational institution or acquire a profession while working, experience rapid development in assessing their personal qualities compared to assessing their professional qualities. Students better imagine themselves as a person in general, that is, in the totality of moral, physical, intellectual qualities, their interests and inclinations, but to a lesser extent have an idea of their professional “I”.
Conclusion
Thus, having systematically examined the issues of career guidance, drawing up professionograms and psychograms using the example of the designer profession, we can come to the conclusion that it is necessary to draw up individual professionograms and psychograms for workers and organizations in order to increase material well-being, aesthetic satisfaction and increase labor efficiency.
Today, every day it becomes easier and easier to get the opportunity to analyze your own professional and personal qualities and adjust the direction of your activities. Many modern social institutions deal with the problems of career guidance, psychodiagnostics, and career consultations to provide assistance in self-determination, in choosing a profession and life path in general.
References
See, for example: Maslov E.V. Enterprise personnel management: Textbook / Ed. P.V. Shemetova. - M.: INFRA-M, NGAEiU: Novosibirsk: 1998, p. 249;
Sotnikova S.I. Career management: Textbook. – M.: INFRA-M, 2001, p. 367-468;
Personnel management of an organization: Textbook / Ed. A.Ya. Kibanova. - M.: INFRA-M, 1997, p. 285;
Objectives of work 1.Evaluate. Check. 2. Explore something, make discoveries. 3. Transport something. 4. Make any items. 5. Teach, advise, educate. 6. Create, create something new. 7. Lead people. 8. Serve someone or something. 9. Constantly work on yourself, “stay in shape.”
Assignment Each of you will have to choose 2-3 of the most attractive points from the cards offered. Listen to professiograms of professions. As a result of choosing the most preferred goals, subject, means and working conditions, a fairly complete motivational picture of professional choice arises.
WEB - designer Job content: work at enterprises and organizations, agencies, computer design firms on website design, creating ideas and developing a server layout, ensuring the best perception of documents on the monitor screen, color palette, working with the Internet site.
Professionally important qualities High level of memory development. High level of development of imaginative thinking. High level of development of logical and analytical thinking. Creativity. Attentiveness. Patience. Perseverance. Developed aesthetic and artistic taste.
Accountant Contents of work: carries out accounting, audit and financial control at enterprises and organizations of various types; verifies the accuracy of the received financial information, monitors compliance with the law in the distribution of funds.
Designer Contents of work: aestheticization, harmonization, ordering of a person’s objective environment; collecting the necessary information about products, their design, manufacturing technology, materials; development of design and layout diagrams, sketches, forms, working drawings, testing of products on samples.
Marketer Contents of work: studies and forecasts demand for goods and services through observation and consumer surveys; analyzes the reasons for fluctuations in demand for goods and services, determines ways to improve their consumer properties, sales prospects, monitors changes in tax, price, and customs policies of the state.
Tax inspector Contents of work: monitors compliance with tax laws, receipt of tax and other payments to the budget, checks monetary documents, accounting books, reports, estimates, analyzes the results of audits, applies financial sanctions to violators.
Programmer Contents of work: develops programs based on the analysis of mathematical models and algorithms for implementing solutions to economic and other problems, selects a programming language and translates the models and algorithms used into it, debugs the developed programs.
