INTERNATIONAL

MULTI DISCIPLINARY
CONFERENCE
ON ARTS, SOCIAL SCIENCE,
MANAGEMENT AND
TECHNOLOGY

Editorial Team
Dr. Krishanan Maniam
Dr. V. Hemanth Kumar
Dr. M.Seeman
IN ARTS, SOCIAL SCIENCE, MANAGEMENT AND TECHNOLOGY 363

FUTURE PROOFINGHIGHER EDUCATION:

CAREER COMPETENCIES OF
GENERATION Z STUDENTS
Ramar Veluchamy,
Research Scholar, Faculty of Management,
SRM Institute of Science and Technology
Dr.A.R.Krishnan
Associate Professor, Faculty of Management,
SRM Institute of Science and Technology
Email: ramar.veluchamy@gmail.com

Abstract
Each student has a dream career choice that gives immense
happiness, self-actualization, social recognition, and inner
satisfaction.It is a fact that many of us felt that there was no support
and encouragement to explore our dream career choices. The need
for an ecosystem and support groups are essential while chasing the
dreams. Be it academic or non-academic dream, existence of certain
competencies is common to actualize all the career choices or
dreams.The objective is to examine the relationship between Calling,
Decision Making Profile, Problem Solving Inventory, Resilience, and
Career Adaptability and Career Competencies. This study was the
first effort to apply talent management practices for the dreams of
students. Generally talent management of employees is used to meet
the organizational objectives. If we are sure about supporting our
students to achieve their dream career choices, they can dream more
confidently which improve the quality of the dream itself. In order to
be successfully making the career choices certain career
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competencies are mandatory such as Self Profiling, Professional

Networking, Career Exploration, Reflection on Qualities, Reflection
on Motivation, and Career Control. Factor analysis, Regression
analysis, and Structural equation modeling were used to check the
objectives of the study using SPSS, and AMOS.
Keywords: Career competencies, Calling, Career adaptability,
Students’ Talent Management, Problem Solving Inventory.
INTRODUCTION
It is a fact that many of us felt that there was no support and
encouragement to explore our dream career choices. The need for
an ecosystem and support groups are essential while chasing the
dreams. Be it academic or non-academic dream, existence of certain
competencies is common to actualize all the career choices or
dreams. The research was initiated to create an ecosystem and talent
management department for the students. Later, Focus had been
shifted from institutional level to individual level. Individual
consideration is very important for intellectual stimulation of any
individual. It is inevitable to sustain in the intense global competition.
Every student requires certain competencies to explore their dream
career choice. Each student has a dream career that gives immense
happiness, self-actualization, social recognition, and inner satisfaction.
As long as we were in school, our attitude towards our ambitions
did not change a lot. During School to College transition, we
compromise on our dreams. Due to adaptation in new environment
and new culture, our focus changed into studying the subjects related
to the course and living the campus life to meet the expectations of
academics. It is also important to understand what our inner calling
is. Creating an ecosystem for the students to explore their dream
career choices was the initial objective of the research. Before making
career decision, there is a need to do core self-evaluation to
understand the existing skill gap to pursue the career choice.
Generation Z students are distinct and unique than the rest of the
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generations in many ways. They do not prefer to work in any

company for a long time. Every 3 years, they want to switch to a
new company.
ABDUL KALAMIAN DREAM
Students know what they want before we say it to them. Our
job is just to understand, encourage and support. Dr A.P.J. Abdul
Kalam had a dream that student should have a dream and he always
encouraged students to explore and succeed in their dream career
choice. The research on analyzing the critical path to actualise the
dreams is called an Abdul Kalamian Dream. I sincerely believe that
there is a lack of ecosystem in making the dream career choices
both academic and non-academic. I would like to achieve Abdul
Kalamian spirit in student community of my country, India. This
research is journey to explore the possibilities and creating
opportunities for the students to actualize their dreams. This is an
Abdul Kalamian dream.
This study was the first effort to apply talent management practices
for the dreams of students. Generally talent management of
employees is used to meet the organizational objectives. If we are
sure about supporting our students to achieve their dream career
choices, they can dream more confidently which improve the quality
of the dream itself. In order to be successfully making the career
choices certain career competencies are mandatory such as Self
Profiling, Professional Networking, Career Exploration, Reflection
on Qualities, Reflection on Motivation, and Career Control. Self-
profiling was defined as presenting potential talents to the professional
network. I assume, the above mentioned career competencies are
determined by some self-regulation strengths which can be mapped
with the components of Talent Management. Attracting, Developing,
Motivating and Retaining employees to increase the productivity of
the organization is called as Talent Management. Inner Calling
(Attracting towards a dream), Decision Making Profile (Developing
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skills), Problem Solving Inventory (Developing Skill), Resilience

(Motivating), and Career Adaptability (Retaining).
ATTITUDES AND BEHAVIOURS OF STUDENTS
Nowadays students feel lethargic even to go to a theatre for
watching a movie, they use the internet services to download it and
watch. Technology is necessary, it should reduce the efforts to do a
task for humans who actually are bound by the age and biological
limits of their body but not for the young bloods that can run through
fields all day but still choose to reside on their beds watching
downloaded videos.
Another survey revealed that nowadays students have begun to
realize that their interest is not in what their parents have entrusted
to them and they are learning to stand up to what they dream of
becoming in front of their parents which is a good thing but every
new addition to Gen Z’s behaviors also have its drawbacks. For
example, one of the students argued with their parents for hours
because he wanted to drop out of college because he wasn’t capable
studying and said that he could live the rest of his life with 25,000
INR per month sent by his parents.
Most of the generation z students want to become CEOs. Their
inherent talent and behaviours will support them to achieve their
career objectives. They want to achieve entrepreneurial success to
differentiate themselves from rest of the crowd and to create self-
identity. Being self-centric individuals they want to live happy life
rather making money and doing social service. Most of them have
risk taking ability in their early part of the career .They are confident
enough to achieve balance in professional and personal life. They
are not much dependent on their university program for their
ambition. But they can reach their goal if university provides proper
opportunity for their talent enrichment. The students consider
themselves accountable, adaptable, creative, and innovative learner.
They need proper guidance & mentorship to obtain professional
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competencies such as business orientation networking conflict

management workmanship. They are ready to work as a team and
contribute to attain their ambition. They need self-assessment for
critical thinking effective communication and to act with flexible
behavior.
The research study focused on to examine the effect of talent
management on student’s journey to become successful in achieving
their career choices. In addition, prioritization of the results of
dimensions of the questionnaire revealed that calling, career
adaptability, and problem solving inventory are highest and resilience,
decision making are the lowest priority in affecting career
competences in this regard. Campus life is an ideal time for the
students to explore, experiment the preferred career choices. The
generation Z students want to create individual identity. Their
personal and professional attitudes are distinct from the previous
generations. Majority of the students find it difficult to live a
hardworking life due to the availability of technology. Their inherent
talents and behaviors support them to achieve their dream career
objectives. Being self-centric individuals they want to live happy life
rather making money and doing social service. Most of them have
risk taking ability and they are confident enough to balance in
professional and personal life. They are not much dependent on
their university program for their ambition. They can reach their goal
if university provides proper opportunity for their talent enrichment.
They consider themselves accountable, adaptable, competent,
creative,innovative, and resilient. They need proper guidance and
mentorship to obtain career competencies such as self-
profiling,professional networking, career exploration, reflection on
motivation, reflection on qualities, and career control. They are ready
to work as a team and contribute to achieve their preferred ambition.
LITERATURE REVIEW
A research conducted by Jos Akkermans in 1984 to develop a
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theoretical framework and a test to measure career competencies

of the employees from age group between 16 to 30 who had lower
level of education. Job Demand-Resources Model (JD-R) is the
heuristic model for the research. A few questions had asked to the
respondents. Firstly how the job characteristics affect the employee
well-being. In the model JD-R, the motivational process improves
the well-being of the employees and the impairment process reduces
the well-being of the employees. The motivational processes and
impairment processes had been checked in the research. They found
that opportunities for development, autonomy, and also social support
from the peers were helped employees to enhance their level of
motivation. They need job resources to complete the work and in
fact demanding work from them is not an issue at all. Their motivation
process was more effective than their physical impairment process.
Second question was about the educational level and the employee
well-being. There was a difference between motivational and
impairment process based on the educational level. Based on the
analysis, framework and measurement instrument were designed
and validated. The advanced level of the same instrument has used
in the research for the construct Career competencies. The literature
concluded that job resources and work engagement were positively
correlated with Career competencies. [1]A study conducted by
Forret and Monica, L in 1995 to check the networking activities
and how it was related to career success of professionals and
managers. The results of the study showed that female professionals
were less engaged in networking activities compared to married
male with or without children and unmarried female professionals.
[2] There are differences between meaning of work and meaning in
work. The latter meant the work itself and the former meant
experiencing meaning in the work. A study conducted with 11
executive men in age ranging from 38-48 and considered to research
on developmental issues, existential approach, and used motivation
theories. Interviews conducted and transcribed properly in
IN ARTS, SOCIAL SCIENCE, MANAGEMENT AND TECHNOLOGY 369

interpretive approach. Findings revealed 4 themes for career

exploration namely A) “Meaning providing activities”, B) “Apart of
/ Apart from”, C) “Congruence and Coherence”, D)” Making a
Difference”. The implications of the research useful for the following
reasons 1) Consolidating work from which action can be taken, 2)
Real-time attention to be shared to understand the meaning for work
from individual perspective, 3) Creating an ecosystem to considerate
of significant work. [3]Career management practices were not there
in South African government organizations. The Government of
South Africa wanted to implement it in their country. Hence a study
was initiated to explore the possibilities of implementing in public
sector organizations of South Africa. Firstly they wanted to check
the state of affairs to implement career management, Secondly they
wanted to know the reasons for not implementing career management
so far, and thirdly the nature of existing practices in companies. They
have suggested making the people aware of career management
and also practices that support them. The practices include Career
planning, Performance Management, Understanding the need for
organizational audits, Affirmative actions, and also Need for Job
descriptions. [4]Eco-analytic theorists said vocational development
was a wider task of identity development. There was no congruence
between Vocational Psychology and Developmental Psychology.
There was no relation with personality factors and Vocational
Psychology. In the evolution of concept, there is a problem in the
existing theories on the particular field of study career development.
Super’s (1984) model for the adolescent career development was
not isolated from the development Psychology. After few years,
career adaptability was also isolated from the advances in the
development psychology. In 1984, Super viewed Career maturity
as Decision making process, but Berzonsky (1989) viewed as
Coping mechanism or Problem Solving strategy. For the construct
Career Adaptability, alternative models should be investigated with
respect to Identity Formation Model. Crites and Savickas’ (1996)
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model of vocational decision making for vocational decision making

differs operationally from Super’s model. Crites model has three
dimensions namely Decisiveness, Compromise in decision making,
and Independence. The model was operationalized from Career
Maturity Inventory (CMI). It is wise to study the relationship between
Attitude dimensions and Identity Formation styles. The research
concluded that Career adaptability acts as a moderator between
Identity formation and Career Development. [5] During involuntary
career transition, the outcomes of Job search and career exploration
are the primary objective of the research. The study highlighted the
situation an individual highlights during transitions. The involuntary
career transitions may help them for career growth and better quality
of jobs. There are three predictors for career related outcomes
namely occupational tenure, Career Identity Salience, Career
orientation variables. The study included some dispositional and
situational predictors namely Personality characteristics, Appraisal
of Job loss. It concluded that Environmental exploration plays as an
important strategy during job loss which acts as a trigger for
individuals, it lead to job improvement and acts as exploration for
other options. [6]Career identity exploration is an important stage
of students in their campus life. Though students are encouraged to
explore the dream, the question is whether they feel comfortable or
not in chasing their dreams. Data collected for the research determined
the relationship between shyness and different methods of
exploration. Along with identity, shyness, identity distress, subjective
dimensions of exploration such as reasons for not exploring,
satisfaction with exploration, helpfulness of exploration methods,
moderating variables such as social support, and sociability were
measured. It is evident that it is important to encourage to be sociable
and also to increase the social support. [7] A research conducted
to examine the relationship between how internal and external
networking behaviors affect career success and attitudes in work.
Career success measures are Salary, Bonus, Promotion, and Career
IN ARTS, SOCIAL SCIENCE, MANAGEMENT AND TECHNOLOGY 371

Satisfaction. Work attitude measures are Organizational commitment

and Job Satisfaction. There was an unexpected negative behavior
between number of promotions and external networking behavior.
[8]There was a study on life history of 6 female who achieved highest
level in their career path. The study revealed how informal mentoring,
professional networking, and family support helped female
professionals for their career success. Informal mentoring helped
them to climb the ladder from administrative level to senior executive
level in the corporate. Always there was strong support from their
family members throughout their career trajectories. Professional
networking is an important career management strategy. The study
recommended integrating Mentoring and Professional Socialization
programs in the Human Resources policies of organizations. The
study recommended researchers to explore strengths and limitations
for formal and informal mentoring. [9]There were two objectives
for the research on development of taxonomy of career competencies
of professional women. Firstly the required skills and behaviors for
the career development of women should be identified. Secondly
taxonomy of career competencies should be organized to determine
self-efficacy research of women in the future. More than 600 skills
were listed there. In 1981, Betz and Hackett studied the relationship
between occupational choice and self-efficacy. Self-efficacy Theory
is more related to career development of women. To facilitate the
development of women, we examined efforts facilitates capable of
development. The mathematics self-efficacy was predictive highly
of the mathematics related career. [10] An article was published in
Journal of career development. Career development centres, and
the training professionals who are working in them, should continue
to look for innovative ways to satisfy the students and to provide
quality service. The career development centres which are doing
well in adapting to the demands will be successful. Career
development professionals should be flexible to survive. [11]The
international working group should revise the competencies and skills
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required to be a career professional. Research is needed in the field

of career development. It helps career practitioners to deal with
career management interventions. In career development practice,
professional development programs curriculum need to be revised
in order to develop skills of the preferred career choices. To enhance
the training, education, and research, assessment tools can be
developed. To boost self-determination and self-sufficiency,
community capacity building should be aligned with social justice
initiatives. Career development practitioners are responsible for
demonstrating their self-efficacy of their role. [12]The need for
research on career development is essential for increased importance
of career development in national policies document on employability.
Boudreax (2001) and Savickas (2003) expressed the importance
of career development beyond the practical relevance of career
development. The study by Kuijpers was examined the relationship
career success and career competencies factors. There are two
different types of career success namely intrinsic career success and
external career success. The Intrinsic career success is related with
subjective well-being. It is based on career actualization of an
individual’s own appreciation. External career success is based on
external factors such as social recognition, salary raise, and
promotion. The variables Career control and professional networking
were strongly associated with career success. [13]Employees who
get enough career support are good in expressing career
competencies such as career control, networking, and career
exploration. Employees who are good in career control and
networking can get more support from the environment. Career
support positively affects career development factors such as career
control, networking, and career exploration. [14]Three type of
learning such as Professional, Method, and Social competencies
were distinguished in the study. Informal CRCL (career related
continuous learning) affected by the professional, social, as well as
method competencies. Formal CRCL activities are positively affect
IN ARTS, SOCIAL SCIENCE, MANAGEMENT AND TECHNOLOGY 373

the social competencies. It concluded that employee’s engagement

on the CRCL activities positively affected the performance and
competencies development. [15]
RESEARCH METHODOLOGY
The research employed a survey on demographic profile, five
standardized measures of Self-Regulation Strengths such as Career
Adaptability, Career Calling, Decision Making Profile, Problem
Solving Inventory, and Resilience, and a standardized measure on
Career Competencies. To examine how Self-regulatory strengths
affect Career competencies (Self Profiling, Professional Networking,
Career Exploration, Reflection on Motivation, Reflection on Qualities,
Career Control) through Career Adaptability in emerging adults is
the objective of the research study.
DATA ANALYSIS AND INTERPRETATION
There were three statistical techniques used in this research to
study the three objectives mentioned above. The statistical techniques
were Factor Analysis, Regression Analysis, and Structural Equation
Modelling.To identify the factors influencing the independent and
dependent variables, Factor analysis used for dimension reduction.
Twelve questions of Career competencies questionnaire reduced to
nine. Ten questions of Career adaptabilities questionnaire was
reduced to 7. 11 items Decision Making Profile questionnaire
reduced to 8. Finally 57 items questionnaire reduced to
42.Regression analysis used to check the impact of the independent
variables in career competencies. Exploratory Factory Analysis was
performed on Career Competencies and Self-regulation strengths.
In statistics, a form of regression analysis is called as linear
regression. It examines the relationship between independent
variables and dependent variable. It is modeled by least squares
function which is called as linear regression equation. Regression
analysis for Career Competencies with Self-regulation strengths was
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analyzed and the results were presented in the tables given below.
The results are subject to the statistical analyses.
Table 4.1: Model Summary – Regression Analysis
Model Summaryb
Model R R Square Adjusted Std. Error of Durbin-
R Square the Estimate Watson
1 .673a .453 .450 2.64062 2.015

a. Predictors: (Constant), CA, RES, DMP, PSI, IC

b. Dependent Variable: CC
Model is mentioned in the above table allows multiple models in
regression command. The number of models reported can be
observed from the table. R is the correlation between predicted and
observed values of career competencies - the dependent variable.R
square is the variance proportion of the dependent variable Career
competencies which can be explained by independent variables such
as Career calling, Career adaptability, Problem Solving Inventory,
Decision Making Profile, and Resilience. This is the collective measure
of strength association of independent variables but not specific to
any particular independent variable.
Adjusted R-square penalizes the inclusion of inessential predictors
to the model. It is computed using the formula 1 – ((1 – R square)
((N –1) /( N – k – 1)), where k is the total number of
predictors.Standard error of the estimate is referred to as the root
mean squared error which is the standard deviation of the square
root of the Mean square for the Residuals and the error term in the
ANOVA table mentioned below.
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Table 4.2: ANOVA – Regression Analysis

ANOVAa
Model Sum of Squares df Mean Square F Sig.
1 Regression 4214.646 5 842.929 120.887 .000b
Residual 5083.210 729 6.973

Total 9297.856 734

a. Dependent Variable: CC
b. Predictors: (Constant), CA, RES, DMP, PSI, IC
Regression, Residual, Total – Looking at the breakdown of
variance in the outcome variable, these are the categories we will
examine: Regression, Residual, and Total. The Total variance is
partitioned into the variance which can be explained by the
independent variables (Model) and the variance which is not
explained by the independent variables (Error).
Sum of Squares is the Sum of Squares associated with the three
sources of variance, Total, Model and Residual. The Total variance
is partitioned into the variance which can be explained by the
independent variables (Regression) and the variance which is not
explained by the independent variables (Residual).
df is the degrees of freedom associated with the sources of
variance. The total variance has N-1 degrees of freedom. The
Regression degrees of freedom correspond to the number of
coefficients estimated minus 1. Including the intercept, there are 5
coefficients, so the model has 6-1=5 degrees of freedom. The Error
degree of freedom is the DF total minus the DF model, 734– 5=729.
Mean Square – These are the Mean Squares, the Sum of Squares
divided by their respective DF.
F and Sig. – This is the F-statistic the p-value associated with it.
The F-statistic is the Mean Square (Regression) divided by the Mean
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Square (Residual): 842.929/6.973=120.887. The p-value is

compared to some alpha level in testing the null hypothesis that all of
the model coefficients are 0.
Table 4.3: Co-efficient of Unstandardized and Standardized
measures
Coefficientsa
Model Unstandardized Coefficients Standardized Coefficients t Sig.
B Std. Error Beta
1 (Constant) 3.711 1.262 2.940 .003
IC .264 .028 .293 9.419 .000
PSI .199 .044 .139 4.562 .000
DMP .034 .032 .030 1.054 .292
RES -.059 .034 -.050 -1.717 .086

CA .435 .034 .414 12.831 .000

a. Dependent Variable: CC
Results of the above table indicated that there was no significance
for Decision Making Profile (DMP) and Resilience with Career
Competencies. This column shows the predictor variables (Calling,
Problem Solving Inventory, and Decision Making Profile, Resilience,
and Career adaptability). The first variable (constant) represents
the constant, also referred to in textbooks as the Y intercept, the
height of the regression line when it crosses the Y axis. In other
words, this is the predicted value of science when all other variables
are 0.
B values are the values for the regression equation for predicting
the dependent variable from the independent variable. The regression
equation is presented in many different ways. Unstandardized
coefficient can be written as an equation in regression analysis. The
column of estimates provides the values for b0, b1, b2, b3 and b4
for this equation.Ypredicted= b0 + b1*x1 + b2*x2 + b3*x3 +
IN ARTS, SOCIAL SCIENCE, MANAGEMENT AND TECHNOLOGY 377

b4*x4.By using the values for the unstandardized coefficients, the

following equation for regression analysis can be written asY(cc) =
3.711 + 0.264 CC + 0.199 PSI + 0.435 CA.
The unstandardized coefficient for Calling is 0.264; Problem
solving Inventory is 0.199; Career adaptability is 0.435. The
standardized coefficients can be compared with one another. Calling
= 0.293; Problem Solving Inventory = 0.139; Career Adaptability
= 0.414; R square value = - .450. Multi-collinearity does not exist.
Std. Errors are the standard errors associated with the coefficients.t
and Sig are the t-statistics and their associated 2-tailed p-values
used in testing whether a given coefficient is significantly different
from zero. Using an alpha of 0.05:
The coefficient for career calling (0.264) is significantly different
from 0 because its p-value is 0.000, which is smaller than 0.05.The
coefficient for Problem solving inventory (0.199) is significantly
different from 0 because its p-value is 0.051, which is smaller than
0.05.The coefficient for Decision Making Profile (.034) is not
statistically significantly different from 0 because its p-value 0.292 is
definitely larger than 0.05. The coefficient for Resilience (-.059) is
statistically significant because its p-value of 0.086 is greater than
.05. The coefficient for Career adaptability (0.435) is statistically
significant because its p-value of 0.000 is less than .05.
Figure: Model Specification for Career Competencies of
Generation Z Students
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SUGGESTIONS AND RECOMMENDATIONS

The research suggested to the parents, teachers, and educational
institutions to encourage dreaming, identifying the potential talents
of the students but not destroying the dreams of the young minds. It
may not be possible to create an ecosystem to assist students to
achieve their dreams but do support them while chasing their dreams.
They can dream anything they want to be. Certain career
competencies are necessary for the students to identify their dream
career choices, develop their potential talents, retain the dream and
the talents, and motivate themselves. Therefore this process is called
as Students’Talent Management (STM). If the students can actualize
their dreams in their campus life, they can be called as Student
Superstars. Therefore there is a necessity to establish talent
management departments in educational institutions to implement
students’ talent management practices in order to create student
superstars. Students are suggested to do Self-profiling, Profile
Building for Student Branding. They can concentrate on Professional
Networking, Career Exploration, Career control. Talent management
department can be created for the promotion and management of
dreams of the generation Z students.
Self-actualization is not possible through prescribed education.
It is a latent thirst to become somebody. Nobody told I liberate
myself through degree. True liberation comes through self–
actualization. We do not imprison ourselves in a wrong career choice.
The education system should allow the students to be themselves.
Therefore, assisting students to achieve their dreams is inevitable to
future proof the system of learning and development. It is important
to listen to the told and untold needs and talents of the students to
groom from a young age to chase their dream career choices.
Students should identify dreams and talents. Parents, teachers and
friends are playing an important role in the process of chasing the
dream career choices. Therefore, the research suggests establishing
atalent management department in educational institutions to promote
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talents of the students. Career competencies development is also

employability skills enhancement of emerging adults. The process
and practices differentiate Student Talent Management department
from Student affairs department, and Placement department. We
are unique and created differently. The one follows the crowd will
usually go no further than the crowd. We should strive to be unique.
Uniqueness makes us stand out.
Education should create self-satisfied, emotionally balanced
students who proud of their own abilities to be themselves. Ultimately
individual life is important. Someone told “the heart of education is
the education of the heart”. It is important to create good human
being than intellectuals for the nation. The selection process for higher
studies and recruitment in companies is based on only intelligence
and basic knowledge which is tested through aptitude test. Academic
councils should support colleges to create an ecosystem to explore
dream career choices of students. Management should work truly
towards achieving their vision, mission, and other objectives. The
primary objective of the educational institutions is to create good
human beings for the society. College or university is the agent for
the personality transformation of the students. Brain enrichment is
so important but without heart being famished. Students will achieve
dream through proper support. Maximum possible growth of
generation Z students is the primary objective of the highest
government regulatory body of the nation. The academic councils
should implement certain things as mandatory. They have to make
certain things as Government Order (GO). The primary connection
of the parents and the national education regulatory body should
meet. Any potential student is so susceptible for any short of highest
inspiration. We must sow the seeds of every student to be multi-
dimensional. Every student is ready to be multidimensional, but
everything is based on their inspiration. Management should create
a right academic climate to get inspired for being multi-dimensional.
Students must follow the guidelines mentioned belowif theyare ready
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to explore your dream career choice in a systematic way.

Future Proofing of Education
Educationalists should future proof not only career development
but also conventional learning system according to the needs of the
generation Z. It is inevitable to ignore the necessity of changes in the
learning system. The education system also should adapt to the
changes due to technology and attitudes of future generations. Each
student has to do some activities without any hesitation. Interest and
skill are important to perform any task or activity. Let us make certain
things compulsory. Even if some people have these two qualities,
still they will not perform. There may be lack of confidence, lack of
self-motivation, lack of encouragement, lack of inspiration, no need
to impress others. Some competencies are not a choice to acquire.
It is essential to explore, experiment, and excel in certain tasks.
Students who want to study medicine should do service in hospital
and old age home before joining medicine instead of doing service
after the course. It helps them to identify their calling for
career.Students would like to change the mind set of people in order
to bring equality in gender, changing education system. To create an
ecosystem is the primary objective of the research. Heartfelt victory
is different and much more important than any ordinary victory. It is
important not to compromise while chasing the dreams. We should
not lose our character in order to make the things happen. It is
evident that millennial generation is technologically sound and always
the career development initiatives were done by the previous
generations.
Generation Z students are young, they are wild, they are curious,
they are intolerant and they are the strongest force on this earth.
They have the capability to change everything that is built today.
They would not stop until they find a loophole in everything they are
presented with by the older generation. The intensity of the
involvement in the career choices decides the will power. The dream
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should threaten us; otherwise it is not a dream at all. Given that

majority of the student’s productive hours is spent in educational
institution, the role of school/college in general and teachers in
particular needs further emphasis. The career goal should not fall
within the realms of academic alone, but include in its ambit non-
academic goals as well. The different stakeholders including
educational institution can help imbibe in students these constructs
and aid them in reaching their career objectives. Other important
aspect for translation of inner calling to actionable outcomes is career
motivation, especially at times of low energy where students are
unable to manage their study-passion binary. A word of motivation
can inject in the students, the much needed energy to keep them
moving in the positive direction of their goal. Identifying the students’
talent at the rudimentary phase, managing it by the educational
institution can thus go a long way in well-being of the practitioners.
Career Decision Making based on Calling
Students should listen to their inner voice while choosing career
choice. They can discover their calling based on their preferences.
They must have clarity of purpose. They should be encouraged to
choose career choices based on their inner calling and individual
purposes in life. They should ask their heart for dream; ask their
brain for possibilities to achieve the dream. Listen to their heart to
march towards their dream. After all, calling is recognition of latent
talent. There can be many calling but there should be only one dream.
Each soul has a calling related to their career. To get the meaning for
the life and importantly for the satisfaction in life, we need to follow
our inner calling. They should have higher level of understanding
about the dreams. They must get enough support from not only
family but also from the teachers and friends. The decision of career
choice of generation Z students should be based on their inner calling
and signature strengths. Whatever they want to choose, they will be
great.
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Career Control
Have control over time, mind, and emotions. Manage your time
and money to obtain maximum benefit from your efforts.Only you
are responsible for your success. The Secrets to be a successful
student will make up your mind that you will achieve the dream in
you and then modeling and improving with proven system for career
success.Eventually it is the student the one who see the spark in
themselves and realize it come true.
Self-Profiling
Learn and practice self-profiling. Discover the essential steps to
become whom do you want to. It must be noted that the Self-profiling
have a target group they want to be identified by. For instance, an
aspiring student entrepreneur may want the attention of angel investors
at entrepreneurship cells while a singer may seek the attention of
prominent singers through reality shows while a science enthusiast
may wish to acquire recognition for projects through fairs. The journey
towards making a dream career choice successful is typically arduous
as the relationship between dream career choice and talent identifiers
needs to be forged and reforged owing to the ambivalence of brand
culture. Modern technological innovation has come to the aid of the
stakeholders in the student brand, particularly the internet and social
media which have proven in many cases to garner acclaim in a short
span of time. Localized cultural events such as intercollegiate events
or inter-school events, incubators and workshops also provide a
platform to encourage and motivate students.
Professional Networking
Develop professional network. Spend quality time on achievement
oriented, social leisure activities. Get suggestions about career from
your right person who has sufficient knowledge and experience on
the particular field.
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Career Exploration
Students should dream confidently and aware about the
opportunities available in your specific career choices. Balance
attitude towards compromise and never compromise. Do give equal
opportunity for both academic and non-academic career choices.
We are selling our time while applying for a job. It is important to
know how to market ourselves in the job market. Individual branding
can be done through Self Profiling. We are all part of a highly
globalized world where the concepts of business not only apply to
products and services but now also to the growth of human capital
and more specifically to the burgeoning student community, after
well-constructed optimization. The attempts to utilize the marketing
principle and techniques in non-conventional settings have been of
great resistance and debate and have ever since seen the influx of
modified approaches to fit different niches. The aspect of creating
value for a student before entering the job market has not had a
structured strategy that is customized for individual needs; this
demands the proper study and transformation of conventional
subjects to cater to the requirements of student. The recognition of
student brands as educational as well as professional intangible assets
has not been satisfactory and has thus created a void and problem
space that necessitates attention and direction through research.
Individual Identity Creation
Generation Z students are i-centric. Most of them are interested
to create an individual identity.They need to do self-assessment for
critical thinking, effective communication, and to act with flexible
behavior.They want to try Entrepreneurship, Modeling, Filmmaking,
Acting,Photography, Entertainment, and Archaeology to achieve
success to differentiate them to create self-identity.Individual
consideration of students is necessary to understand the individual
needs, dreams and available to talents. On identifying the talents of
students, promotion should follow based on their passions which
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should motivate them towards the attainment of their career choices

that they think is best for their lives. Talent is divine and nobody has
the right to suppress the talents of anybody. There is a necessity to
enhance talents which you appreciate. It is important for the students
to watch themselves. It is suggested to develop a set of career
competences of students to explore their dream career choices in
their campus life. The activities should positioned themselves as the
first port of call for adolescent self-expression, knowing well that if
this demographic cares for anything at all, it is fun-filled, creative
self-expression meant to impress student’s peer group, and the more
problematic the manner of self-expression, the more likely they are
to embrace it.
Talent Management Ecosystem
It is inevitable to build an ecosystem for the students to actualize
their dreams. An ecosystem is essential to successfully implement
the practices of talent management. At individual level, individual
readiness is a pre-requisite to follow their passion, dream, or any
academic, non-academic career objectives. The ecosystem
suggested is bound to yield disciplined student brands but may prove
inaccurate because the creation of a student brand is ambiguous:
students already, knowingly or unknowingly, possess a brand that
maybe perceptively positive, negative or neutral. Though talent
management is not a new concept anymore, in an educational
institution it is new and difficult to implement for the students to
chase their dreams. The dream career choices of students can be
both academic and non-academic. This section of the suggestions
deal the concept Students’ talent management, Talent management
ecosystem, Students’ talent management department, Role of talent
manager, and Student branding.
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