Applying Career Counselling in the Saudi Workforce

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Career counsellors can bring invaluable contributions to Saudi organizations. They can ensure that the Saudi labour sector has a resilient and flexible workforce and that they can adapt to change seamlessly and use their skills productively. They can provide information to employees on how best they can remain employed and yardsticks that the employers have set. They can assist with employee recruitment; provide career planning and research to their clients as well as train managers and employers to be capable career instructors and advisors. Moreover, career counsellors can provide stress relief to workers, offer team building exercises that would improve employee interactions and assist their clients to deal with the psychological effects of change (McMahon, 2011). The following paragraph expounds on the contributions that career counsellors would have in organizations.

There are notable disadvantages for the introduction of career counselling in the business world. Employees in an organization are often faced with stressful situations in their day to day activities. Even if the introduction of career counsellors in the corporate sector would greatly ease employee stress levels, the counsellors would face similar stressful situations just as other employees (McMahon, 2009). The counsellors would have to learn to help their client without taking on their problems themselves. Also, career counselling in organizations would limit the flexibility of the counsellors, as they would have to be physically present in order to deal with client issues when they arise.

In conclusion, it is evident that career counselling in the Saudi corporate sector would greatly improve the welfare of their clients and this would lead to sustainable economic growth. Career counsellors are more qualified of offering career development services when compared to human resource practitioners. In order for career counsellors to enter the market, they need make sure they offer high quality cost-effective programs, maintain accountability and uphold quality service provision in order to be part of the Saudi corporate culture.

References

Gedro, J. (2008). LGBT career development. Advances in Developing Human Resources.

McMahon, M., & Yuen, M. (2009). Career counselling and internationalization. Asian Journal of Counselling, 16(2), 91-111.

McMahon, M. (2011). The systems theory framework of career development. Journal of Employment Counseling, 48(4), 170-172.

Torofodar, Y. A. (2011). Human resource management (HRM) in Saudi Arabia: a closer look at Saudization. Dar Al Uloom University.