Abstract
M.A.
The prospective and observed changes in South-Africa, with respect to the mobilisation of human skills, bring unique challenges to the fore where the career development of the individual is concerned. Scheepers (1996) and Quinn (1994) state that psycho-educational programmes can be implemented to foster the successful transfer of career development skills. A number of career development programmes were therefore designed and developed. However, the necessity of further development and extension of such programmes are crucial and in accordance with the experienced rapid changes of the target group's needs. In the light of the above mentioned statements, a study was conducted to evaluate the impact of an existing career development programme, by using standard programme development requirements. A further objective of the study was to make an existing programme more goal orientated and user friendly, by ensuring a more effective transfer of the skills contained in the programme. The method used was the developmental research model as introduced by Rothman and Thomas (1994). The choice of this model presents various advantages to the researcher, through the generation of both qualitative and quantitative results. The quantitative measure instruments that were used in this study are the Career Development Questionnaire of Langley and the Career information Questionnaire of Heidema. The qualitative evaluation made by direct observation and also the feedback of the tests. It was endeavoured to establish a theoretical foundation for the identified problem by using the theories of important career development researchers. The structural-interactive model of Holland was mainly focused upon in this regard. A career workbook, namely the SNUG was presented at various intervals to a group RAUCALL students during this research. Three groups were chosen at random and this ensured the progressive development of the programme. The first group was introduced to the original SNUG and owing to observation certain useful amendments were made to the presentation. This tentative improvements were presented to the second group whereafter further amendments were brought forth. The third and last group were exposed to the resultant improved SNUG. The focus of the improvements that were implemented fell on the visual changes and was not based on the contents. Statistical significant differences between the three groups in terms of the five sub tests of the Career Development Questionnaire were reported and no significant differences with reference to the results of the Career Information Questionnaire were noted. However the scores still refer to inefficient career development skills when a realistic career decision is to be made. A correlation between the third sub test of the Career Development Questionnaire namely Career Information and the Career Information Questionnaire of Heidema was noted.