Service-Learning and School-to-Work Linkages

In this brief based on a section of a forthcoming NSEE monograph on The Role of Service Learning in Educational Reform by B. Bhaerman, B. Gomez, and K. Cordell, ti·om the American Association for Career Education (AACE), the concepts of service-learning and school-to-work transition are reviewed: linkages, similarities, and differences between service-learning and school-to-work are noted; and several key issues are discussed

Guidance and Learn and Serve Program Partnerships: A View Towards Integration for Classroom Delivery

The purpose of this monograph is to stimulate a dialogue between counselors, their guidance programs, and classroom teachers about how they might work together to design or continue to and implement community service-learning efforts. We first will raise a series of questions on service-learning and then tum to exploring how and where guidance programs fit into service learning outcomes and activities. As you review the questions on service learning, think of the ways in which you, in your role as counselor and guidance program manager, might become a more meaningful partner with classroom teachers. This monograph helps us to see many of the logical connections there are between the expected outcomes of service learning and guidance programs

A competence-based and multidimensional operationalization and measurement of employability

Employability is a critical requirement for enabling both sustained competitive advantage at the firm level and career success at the individual level. We propose a competence-based approach to employability derived from an expansion of the resource-based view of the firm. In this contribution, we present a reliable and valid instrument for measuring employability. This measure is based on a five-dimensional conceptualization of employability, in which occupational expertise is complemented with generic competences. Two sources of raters (employees and their immediate supervisors) are involved in developing and testing the measure. Since the five dimensions of employability explain a significant amount of variance in both objective and subjective career success, the predictive validity of the tool is promising. This instrument facilitates further scientific HRM research and is of practical value in light of job and career assessments, recruitment, staffing, career mobility, and development practice