Rehabilitation Counseling in the State Sector: Do Job Descriptions Accurately Reflect Expected Duties?

1996 ◽  
Vol 27 (2) ◽  
pp. 14-18
Author(s):  
Douglas Allen ◽  
Joseph Turpin ◽  
Gregory Garske ◽  
Rebecca Warren-Marlatt
Keyword(s):  
Vocational Rehabilitation ◽  
Human Resource Development ◽  
Human Resource ◽  
Rehabilitation Counseling ◽  
Rehabilitation Counselors ◽  
Future Research ◽  
Job Descriptions ◽  
State Sector ◽  
Entry Level ◽  
Certified Rehabilitation Counselors

Job descriptions of entry level rehabilitation counseling positions advertised by state vocational rehabilitation agencies were examined in order to determine if states are effectively conveying expected duties to potential employees. Duties described in published state job listings were compared to areas of human resource development perceived to be significantly important by certified rehabilitation counselors in public settings. Results indicate that state descriptions do appear to reflect expected duties to potential employment of candidates. Discussion addresses the need for description standardization, limitations of the study, and suggested direction for future research.

Human Resource Development: An Examination of Perceived Training Needs of Certified Rehabilitation Counselors

1993 ◽  
Vol 24 (4) ◽  
pp. 58-70 ◽  
Author(s):  
Edna Mora Szymanski ◽  
Donald C. Linkowski ◽  
Michael J. Leahy ◽  
Esther E. Diamond ◽  
Richard W. Thoreson
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Environmental Issues ◽  
Resource Development ◽  
Rehabilitation Counselors ◽  
Counselor Characteristics ◽  
Vocational Services ◽  
Job Titles ◽  
Job Levels ◽  
Certified Rehabilitation Counselors

The purpose of this study was to investigate human resource development needs of certified rehabilitation counselors. A sample of 1,535 rehabilitation counselors who renewed their certification between March 1991 and October 1992 reported development needs in Vocational Services; Medical and Psychosocial Aspects; Case Management and Services; and Social, Cultural, and Environmental Issues. Significant differences in development needs were found across job levels, job settings, and job titles. Consideration of such counselor characteristics is recommended in human resource management.

Rehabilitation Counseling in the Year 2011: Perceptions of Certified Rehabilitation Counselors

2008 ◽  
Vol 39 (4) ◽  
pp. 39-45 ◽  
Author(s):  
Mary Barros-Bailey ◽  
John J. Benshoff ◽  
Jerome Fischer
Keyword(s):  
Rehabilitation Counseling ◽  
Rehabilitation Counselors ◽  
Future Research ◽  
Aging Workforce ◽  
Rehabilitation Counselor ◽  
Sociopolitical Environment ◽  
Client Population ◽  
Counselor Certification ◽  
Certified Rehabilitation Counselors

In the 2006 Job Analysis of Certified Rehabilitation Counselors, the Commission on Rehabilitation Counselor Certification asked counselors where they thought the profession would be in 5 years. A total of 529 counselors gave their opinions about the future of rehabilitation counseling within the context of the sociopolitical environment in which they practice, about general trends in the profession, and about how these might affect the sector in which they are employed. Perceptions included concerns about the aging workforce and client base, the role of assistive technology, counseling skill development to meet the needs of a more complex client population, funding resources, and licensure/certification issues. Implications of their answers within the emerging generational context were explored, as were ideas for future research.

Strategic Human Resource Development Alignment

2016 ◽  
pp. 85-100
Author(s):  
Ann Herd ◽  
Meera Alagaraja
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Critical Role ◽  
Resource Development ◽  
Future Research ◽  
Global Marketplace ◽  
Strategic Objectives ◽  
Organizational Learning Culture ◽  
Proposed Model ◽  
And Performance

The critical role of human resource development (HRD) in helping organizations identify and meet their strategic objectives in today's competitive and ever-changing global marketplace is increasingly being recognized by both scholars and practitioners. While many HRD scholars have examined the importance of HRD alignment with the organization's strategic objectives, there exist few conceptualizations of this alignment from the employee's perspective. Drawing on strategic HRD and management “line of sight” literature, the purpose of this chapter is to explore the theoretical conceptualization and a proposed model of employee perceptions of the strategic alignment of HRD in their organizations. Strategic HRD alignment from the employee's perspective is explored, and future research directions are discussed, in relation to strategic HRD, organizational learning culture, perceived investment in employee development, and performance-related outcomes for which HRD scholar-practitioners strive in their quest to facilitate organizational strategic objectives.

Age, Work, and Disability: Rehabilitation at the End of the Worklife

2007 ◽  
Vol 38 (1) ◽  
pp. 20-31 ◽  
Author(s):  
Mary Barros-Bailey ◽  
Jerome Fischer ◽  
Jodi L. Saunders
Keyword(s):  
Labor Market ◽  
Vocational Rehabilitation ◽  
Older Workers ◽  
Rehabilitation Counseling ◽  
The United States ◽  
Rehabilitation Counselors ◽  
Older Americans ◽  
Vocational Rehabilitation Services ◽  
Delivery Options ◽  
United States Labor Market

Older workers engaging in vocational rehabilitation services have received little attention in the vocational rehabilitation literature. However, older workers are the fastest growing sector of the United States labor market and they are predicted to become a greater proportion of vocational rehabilitation caseloads as they remain in the worliforce longer, or increasingly enter or re-enter the labor market. Research indicates that as people age, the probability of acquiring a disability increases dramatically. Regardless of when or how someone acquired a disability, understanding the elements particular to the rehabilitation counseling of older workers with disabilities is important. This paper explores the various demographics, issues, trends, and elements rehabilitation counselors could consider in working with older Americans with disabilities. Rehabilitation counselors need to become aware of these issues with older workers and retool in order to service this sector of the population more efficiently. Implications for the rehabilitation counseling practitioner and service delivery options are also presented.

A Time for Change Implications of the CRCC Demographic Data for Rehabilitation Curriculum

1978 ◽  
Vol 9 (2) ◽  
pp. 36-40
Author(s):  
Roger H. Livingston
Keyword(s):  
Graduate Education ◽  
Clinical Psychology ◽  
Counseling Psychology ◽  
Rehabilitation Counseling ◽  
Demographic Data ◽  
Rehabilitation Counselors ◽  
Extensive Data ◽  
Service Training ◽  
Rehabilitation Professional ◽  
Certified Rehabilitation Counselors

A Time for Change?Since mid-1975, extensive data has been collected on individuals seeking to become Certified Rehabilitation Counselors. Examining the data on “counselors” suggests that performaooe on the Field Review is below average in some situations. Graduates of rehabilitation counseling programs tend to score higher than most other graduate majors, such as counseling psychology or clinical psychology. The results suggest steps should be taken to strengthen training for the rehabilitation professional in terms of graduate education, RCEP, and in-service training.

Certified Rehabilitation Counselors: A New Era

1977 ◽  
Vol 8 (4) ◽  
pp. 228-232
Author(s):  
Roger H. Livingston ◽  
James R. Engelkes
Keyword(s):  
Rehabilitation Counseling ◽  
The United States ◽  
Rehabilitation Counselors ◽  
Professional Status ◽  
Demographic Information ◽  
Rehabilitation Counselor ◽  
New Era ◽  
Foreign Countries ◽  
Counselor Certification ◽  
Certified Rehabilitation Counselors

The professional status and future of rehabilitation counseling, as a profession, has been enhanced through the certification of rehabilitation counselors. Since July, 1974, the Commission on Rehabilitation Counselor Certification has certified more than 8,000 individuals in the profession. These professionals are located throughout the United States, its territories, and three foreign countries. Beginning in July, 1975, extensive demographic information was collected on each applicant resulting in a composite profile on slightly over 50% of the Certified Rehabilitation Counselors (CRC's) certified during the “grandpersoning” period.

scholarly journals Exploring Vocational Evaluation Practices following Traumatic Brain Injury

2015 ◽  
Vol 2015 ◽  
pp. 1-11 ◽  
Author(s):  
Christina Dillahunt-Aspillaga ◽  
Tammy Jorgensen Smith ◽  
Ardis Hanson ◽  
Sarah Ehlke ◽  
Mary Stergiou-Kita ◽  
...  
Keyword(s):  
Traumatic Brain Injury ◽  
Brain Injury ◽  
Vocational Rehabilitation ◽  
Online Survey ◽  
Assessment Method ◽  
Rehabilitation Counselors ◽  
Assessment Practices ◽  
Work Related ◽  
Vocational Evaluation ◽  
Certified Rehabilitation Counselors

Background. Individuals with traumatic brain injury (TBI) face many challenges when attempting to return to work (RTW). Vocational evaluation (VE) is a systematic process that involves assessment and appraisal of an individual’s current work-related characteristics and abilities.Objective. The aims of this study are to (1) examine demographic and employment characteristics of vocational rehabilitation providers (VRPs), (2) identify the specific evaluation methods that are used in the VE of individuals with TBI, and (3) examine the differences in assessment method practices based upon evaluator assessment preferences.Methods. This exploratory case study used a forty-six-item online survey which was distributed to VRPs.Results. One hundred and nine VRPs accessed the survey. Of these, 74 completed the survey. A majority of respondents were female (79.7%), Caucasian (71.6%), and holding a master’s degree (74.3%), and more than half (56.8%) were employed as state vocational rehabilitation counselors (VRCs). In addition, over two-thirds (67.6%) were certified rehabilitation counselors (CRCs). Respondents reported using several specific tools and assessments during the VE process.Conclusions. Study findings reveal differences in use of and rationales for specific assessments amongst VRPs. Understanding VRP assessment practices and use of an evidence-based framework for VE following TBI may inform and improve VE practice.

A Theoretical Literature Review on Adaptive Structuration Theory as Its Relevance to Human Resource Development

2019 ◽  
Vol 21 (3) ◽  
pp. 289-302
Author(s):  
John R. Turner ◽  
Mark Morris ◽  
Imonitie Atamenwan
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
New Technologies ◽  
Structuration Theory ◽  
Resource Development ◽  
Structural Features ◽  
Future Research ◽  
Change Initiatives ◽  
Adaptive Structuration Theory ◽  
Adaptive Structuration

The Problem Adaptive structuration theory (AST) has had little to no attention within the human resource development (HRD) literature. It is important for HRD scholars and scholar-practitioners to be concerned with how new technology initiatives impact both the individual and the organization, equally. Unfortunately, new technologies are often introduced with no consideration of its utility to the agents expected to use these new technologies, causing incompatibilities and productivity losses. The Solution AST views the duality of structure between an organization’s structural features and its human agents. This perspective enables human agents when implementing new technologies and organizational change initiatives. Also, AST provides HRD scholars and scholar-practitioners with new insight into the interactions that take place during these change initiatives, providing support for current and future research efforts. The Stakeholders It would be beneficial for HRD scholars and scholar-practitioners involved with designing, evaluating, implementing, or managing technology in the workplace.

Examining the Link Between Corporate Social Responsibility and Human Resources: Implications for HRD Research and Practice

2020 ◽  
Vol 19 (2) ◽  
pp. 183-211 ◽  
Author(s):  
Soebin Jang ◽  
Alexandre Ardichvili
Keyword(s):  
Corporate Social Responsibility ◽  
Leadership Development ◽  
Social Responsibility ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Future Research ◽  
Development Education ◽  
Research And Practice ◽  
Corporate Social

This integrative literature review examines the links between corporate social responsibility (CSR) and human resources (HR). We review and closely examine three bodies of literature that discuss the CSR-HR link: (a) the CSR literature, (b) the human resource management (HRM) literature, and (c) the human resource development (HRD) literature. Our review suggests that although CSR and HR are closely interrelated, there is currently a lack of developmental perspectives underlying the CSR-HR link. Thus, based on our review of theoretical and empirical research, we point to four main areas in which HRD may play an important role in promoting CSR in organizations, including leadership development, education and training, culture change, and fostering critical reflection. Our findings underline the increasing relevance of CSR to the field of HR including HRM and HRD, and provide implications for HRD research and practice, along with recommendations for future research.

A Multidisciplinary Critical Approach to Measure and Analyze Human Capital Productivity

2019 ◽  
pp. 1110-1132
Author(s):  
Marko Kesti ◽  
Jaana Leinonen ◽  
Antti Syväjärvi
Keyword(s):  
Human Capital ◽  
Organizational Performance ◽  
Human Resource Development ◽  
Human Resource ◽  
Production Function ◽  
Resource Development ◽  
Future Research ◽  
Research Areas ◽  
Performance Development ◽  
Effective Organization

The objectives of the article are, to illustrate the complex dimensions of the relationship between human capital management and organizational performance and to provide insight into new methods for organization development. Methods are a combination of several research areas, including system intelligence, tacit signals, quality of the working life index and the theory of human capital production function. This article presents a holistic approach of multi-disciplinary research that emphasizes the complexity of HRM-Performance and explains why, in some cases, human resource development increases business performance, and in other cases not. Development complexity is more difficult when organizational performance is measured by monetary value. The article presents human capital intangible assets' connection to monetary scorecards using human capital production function, which explains and also makes it possible to predict human resource development payback. This article's methods form a skeleton for future research and give fundamentals for effective organization human capital performance development.

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