A Report Paper

in
NSTP 2

Building A Meaningful Career

Building Youth Competencies

Submitted by:
Group 6 & 7

Garnace, Aileene Ivy M.

Gatmen, Ivy Rose M.
Grego, Vabeth O.
Hugo, Louis Gabriel B.
Ilagan, Judea Rachell T.
Otanes, Samantha
Patungan, Luisa L.
Ramas, Diana Ross B.
Rigor, Shane Melissa R.
Santiago, Althea Sofia B.

Submitted to:
Dr. Raquel D. Pascua

Second Sem
SY 2025
INTRODUCTION

Building a meaningful career involves strategic planning, self-discovery, and

continuous skill development. It goes beyond simply finding employment, emphasizing
the alignment of professional pursuits with personal values and market demands.
Employers today seek adaptable individuals with leadership and problem-solving
capabilities in addition to academic qualifications. Engaging in career development
activities and gaining practical experience enhances employability and fosters long-term
growth. By committing to lifelong learning and careful career planning, individuals can
build a fulfilling and impactful professional journey.
In the rapidly evolving 21st century, young people must develop diverse
competencies to thrive. Beyond traditional academics, they need cognitive, social,
emotional, technical, and civic skills to navigate complex situations and adapt to societal
changes. Critical thinking, creativity, communication, and collaboration are essential for
problem-solving and building strong relationships. Technical and vocational skills help
secure employment, while civic competencies foster active and engaged citizenship.
Equipping youth with these well-rounded abilities empowers them to face global
challenges and seize emerging opportunities.

A. BUILDING A MEANINGFUL CAREER

HOW EMPLOYERS VIEW THE JOB MARKET & WHAT TODAY’S

EMPLOYER REQUIRE
Ilagan, Judea Rachell T.

HOW EMPLOYERS VIEW THE JOB MARKET

Employers views the job market based on two key factors: financial trade-offs and
economic uncertainty. These factors influence their hiring decisions, often leading them
to seek cost-effective labor solutions such as temporary workers, independent contractors,
cheaper labor markets, and global recruiting.

1. Financial Trade-Offs
Employers must balance costs when making hiring decisions. To reduce labor expenses,
they may opt for:

• Temporary Workers: Short-term employees who are hired for a specific duration,
often without long-term benefits.

•Independent Contractors: Self-employed individuals who provide services without

being part of the company's payroll, reducing employer obligations like benefits and
taxes.
2. Economic uncertainty refers to instability in the economy that makes businesses
hesitant to commit to permanent hiring. Instead, they seek low-cost and flexible
workforce solutions.

• Cheaper Labor Markets: Employers may outsource jobs or relocate operations to

countries with lower wages.

• Global Recruiting: Employers expand their Hiring scope around the world to save
costs and access more talent.

WHAT TODAY’S EMPLOYER REQUIRE

In today’s market trend, employers expect more from their prospective
employees. They need a candidate with the desired skills and values:

1. Flexibility
Flexibility is key in fast-changing industries. It helps employees adjust to unexpected
situations, solve problems quickly, and stay productive. Employers appreciate workers
who can adapt and keep up with changes.

2. Life-long Learning
Employers today value candidates who are committed to lifelong learning. This
means constantly updating skills and knowledge to stay current with industry changes
and technology. A focus on lifelong learning leads to more innovation, higher
productivity, and better adaptability to change, which benefits both the company and the
employee’s growth

3. Teamwork skills
Teamwork skills are an important asset to any employee who is part of an
organization or who works with other individuals in their daily operations. Regardless of
your job title or industry, many employers prioritize individuals who can work
harmoniously within teams, communicate effectively, and contribute to collective goals.
Examples of teamwork skills to highlight include collaboration, honesty, communication
and responsibility.

4. Strong work records

A strong work record reflects an individual's reliability, consistency, and dedication.
Employers assess work history to gauge a candidate's performance, commitment, and
ability to contribute positively over time. A strong work record provides evidence of an
individual's work ethic and their potential to be a valuable asset to the organization

WHAT DO YOU WANT?

Garnace, Aileene Ivy M.

Understanding what you want in a career is the foundation of a successful

professional journey. Career planning is not just about securing a job but about finding
work that aligns with one’s strengths and aspirations.
The University of Edinburgh outlines several key areas to consider when making career
decisions:

1. Identifying Your Skills

Skills are the foundation of career development and play a crucial role in
employability. Recognizing both technical skills (e.g., programming, writing, research)
and soft skills (e.g., leadership, communication, teamwork) helps individuals determine
which career paths suit their abilities. Skills can be developed through education,
training, and real-world experiences such as internships and volunteer work.

Questions for reflection:

• What are my strongest technical skills?
• Which soft skills do I excel at?
• What skills do I need to develop further for my desired career?

2. Understanding Your Values and Motivations

Career satisfaction is deeply connected to personal values and motivations. Some
individuals prioritize financial stability, while others seek jobs that allow them to
contribute to society. Common career values include job security, creativity, flexibility,
professional growth, and social impact. Identifying personal motivators helps in selecting
a career that brings long-term fulfillment.

Questions for reflection:

• Do I prioritize financial security over job satisfaction?
• Am I driven by the opportunity to help others or create something new?
• What type of work environment aligns with my values?

3. Exploring Your Interests

Passions and interests play a significant role in shaping career choices. People
who pursue careers in fields they are genuinely interested in tend to be more engaged and
successful. Exploring different industries and job roles can help clarify career direction.

Questions for reflection:

• What subjects or activities do I enjoy the most?
• What kind of tasks make me feel productive and satisfied?
• Are there career paths related to my hobbies and interests?
4. Considering Your Needs and Lifestyle Preferences
A career should align with personal needs and lifestyle preferences. Factors such
as work-life balance, job location, salary expectations, and company culture influence
career choices. Some careers demand long working hours, frequent travel, or high-
pressure environments, which may not suit everyone.

Questions for reflection:

• Do I prefer a structured office job or a flexible, remote-working environment?
• Am I willing to relocate for my career?
• How important is job stability and financial security for me?

5. Assessing Your Personality and Work Style

Personality traits influence career satisfaction and job performance. For instance,
extroverted individuals may thrive in leadership or sales roles, while introverts may
prefer research or analytical work. Understanding personal strengths and work styles can
help in choosing a career that fits one’s natural tendencies.

Questions for reflection:

• Do I enjoy working independently or in teams?
• Do I prefer structured tasks or creative problem-solving?
• How do I handle stress and workplace challenges?

ADOPTING TO THE MARKET

Gatmen, Ivy Rose M.

Building a meaningful career in a constantly evolving market requires adaptability and a

proactive approach. Here is a breakdown:

1. Identify Your Passions and Skills:

 Self-Reflection: What truly excites you? What are you naturally good at? This
forms the foundation of a fulfilling career.
 Skill Assessment: Analyze your strengths and weaknesses. What skills can you
leverage, and which ones need development?

2. Research Emerging Trends:

 Industry Analysis: Explore industries experiencing growth or innovation.
Consider fields like technology, healthcare, sustainability, or renewable energy.
 Stay Informed: Follow industry news, attend webinars, and connect with
professionals in your field of interest.
3. Continuous Learning:
 Upskill and Reskill: Acquire new knowledge and skills relevant to your chosen
path. This might involve online courses, certifications, or workshops.
 Embrace Technology: Stay updated with technological advancements that impact
your field. Learn new software, tools, or platforms as needed.

4. Network and Build Relationships:

 Connect with Professionals: Attend industry events, join online communities, and
connect with people in your desired field.
 Mentorship: Seek guidance from experienced professionals who can provide
insights and support.

5. Adapt and Be Flexible:

 Embrace Change: The market is dynamic, so be prepared to adjust your career
path.
 Develop Transferable Skills: Cultivate skills that are valuable across industries,
such as communication, problem-solving, and critical thinking.

Remember, a meaningful career is a journey, not a destination. By actively pursuing

your passions, staying adaptable, and continuously learning, you can build a fulfilling
path that aligns with your values and the evolving market landscape.

WHAT CAN YOU OFFER?

Hugo, Louis Gabriel B.

1. Define what "meaningful" means to you:

Consider factors like respect from colleagues, personal growth, and mission alignment

Focus on four key categories:

• Legacy (concrete outcomes you want to achieve)
• Mastery (strengths you want to develop)
• Freedom (salary/flexibility needs)
• Alignment (cultural fit and values)

2. Take practical steps:

• Create a personal board of 4-5 trusted advisors

• Run experiments in your current role or through outside activities
• Make time for regular career reflection
• Build financial security to enable future changes
3. Maintain a long-term perspective:

• Think beyond your next role

• Focus on where you want to be in 5-20 years
• Remember it's never too late to make changes, even mid-career

INCREASING YOUR VALUE

Grego, Vabeth O.

Increasing your value in the context of career development means actively

enhancing your skills, experience, and overall appeal to potential employers. This isn't a
passive process; it requires continuous effort and strategic planning. The goal is to
become a more valuable asset, making yourself a more attractive and sought-after
candidate in the job market.
Key strategies to increase your value:

1. Continuous Learning
The job market is constantly evolving. Staying current requires continuous learning
through courses, workshops, online resources, and independent study. Focus on skills
relevant to your field and future career goals.

2. Skill Acquisition
Identify skills in high demand within your industry and actively acquire them. This
could involve formal training programs, online tutorials, or on-the-job learning.
Demonstrate proficiency through projects and certifications.

3. Experience Building
Seek out opportunities to expand your experience, whether through promotions, new
roles, or side projects. Document your achievements and quantify your contributions
whenever possible.

4. Networking
Build and maintain strong professional networks. Networking events, online
communities, and informational interviews can provide valuable insights, mentorship,
and potential job opportunities.

5. Personal Branding
Develop a strong personal brand that showcases your skills, experience, and unique
value proposition. This includes crafting a compelling resume and actively promoting
your accomplishments.
 Increasing your value is an ongoing process that requires dedication and self-
reflection. By focusing on continuous learning, skill acquisition, experience building, and
effective self-promotion, you can significantly enhance your marketability and achieve
career success.

B. BUILDING YOUTH COMPETENCIES

CAREER DEVELOPMENT YOUTH

Rigor, Shane Melissa R.
Career development youth is essential for a successful transition from
adolescence to adulthood. It's a continuous process of learning, exploration, and growth
that empowers young people to make informed decisions about their education, training,
and careers. This is vital for their future financial stability, personal fulfillment, and
contributions to society. Effective career development programs equip young people with
the necessary skills and knowledge to navigate the complexities of the modern
workplace, adapt to evolving labor market demands, and achieve their full potential. This
includes understanding their strengths and interests, exploring diverse career paths,
developing essential workplace skills, and creating realistic career plans. As Nota,
Ferrari, & Soresi (2018) suggest, career development is a dynamic, ongoing process
requiring consistent support, especially during adolescence and young adulthood.
Several theoretical frameworks inform our understanding of youth career
development. Super's Life-Span, Life-Space Theory emphasizes its developmental
nature, highlighting the influence of self-concept, interests, and values on career choices
throughout life (Super, 1957). This theory proposes distinct career stages, from
exploration and establishment to maintenance and disengagement. Social Cognitive
Career Theory (SCCT) underscores the importance of self-efficacy, outcome
expectations, and personal goals in career decision-making (Bandura, 1986; Lent, Brown,
& Hackett, 1994). Holland's Theory of Vocational Choice focuses on the congruence
between personality types and work environments, suggesting that individuals find
greater satisfaction in careers matching their interests and personality (Holland, 1997).
These frameworks provide valuable insights into the factors influencing career
development.
Effective programs typically incorporate several key components. Self-
exploration is paramount, helping youth identify their interests, values, skills, and
personality traits. Career exploration involves learning about diverse careers, including
required education, training, and career paths. Skill development equips youth with
essential workplace skills, such as communication, problem-solving, teamwork, and
technology proficiency. The World Economic Forum (2020) emphasizes the growing
importance of both technical and "soft" skills, including critical thinking and adaptability.
Career planning and goal setting help youth develop a roadmap for their future. Work-
based learning, such as internships, provides invaluable practical experience.
Youth career development is influenced by supportive systems. Families provide
crucial encouragement and support. Schools can integrate career development into
curricula, offer counseling services, and facilitate work-based learning. Communities,
businesses, and mentors can offer resources and opportunities. Challenges remain,
including equitable access to quality services, adapting to the changing labor market, and
integrating technology effectively. As Blustein et al. (2019) note, interventions should be
culturally sensitive and address the needs of diverse youth. Future efforts should focus on
these challenges, leveraging technology, strengthening partnerships, and implementing
evidence-based programs. Prioritizing youth career development empowers the next
generation for career success, societal contribution, and fulfilling lives.

DEVELOPMENT & LEADERSHIP

Santiago, Althea Sofia B.

Building Youth Competencies - Youth Development and Leadership

The landscape of adolescence and young adulthood is a dynamic period marked
by rapid growth, exploration, and the development of crucial competencies that shape
future trajectories. Among these competencies, youth development and leadership stand
out as essential pillars for individual well-being and societal progress.

Youth Development: A Shift Towards Positive Development

Youth development is a process that prepares young people to meet the challenges
of adolescence and adulthood through a coordinated, progressive series of activities and
experiences that help them to become socially, morally, emotionally, physically, and
cognitively competent (Edelman, Gill, Comerford, Larson, & Hare, 2004).
Traditional approaches to youth development often focused on addressing problems and
deficits. However, the emergence of the PYD framework has revolutionized the field,
emphasizing the strengths and assets of young people. PYD posits that all youth possess
the potential for positive growth and development, and that providing them with
supportive environments and opportunities can unlock this potential. (Lerner et al., 2005).
This strengths-based approach has been instrumental in shaping the design and
implementation of effective youth programs.
 The 5 Cs and Beyond: The "5 Cs" framework, which emphasizes Competence,
Confidence, Connection, Character, and Caring, has demonstrated the positive
impact of programs that cultivate these qualities on various youth outcomes,
including academic achievement, prosocial behavior, and reduced risk-taking.
(Lerner & Lerner, 2013). However, some scholars argue that the 5 Cs, while
valuable, may not fully capture the complexity of PYD and suggest expanding the
 framework to include other important dimensions, such as civic engagement and
resilience. (Damon, 2004)
 Ecological Systems Theory and Context: Bronfenbrenner's ecological systems
theory suggests that youth development is influenced by various interconnected
environmental systems, including family, peers, school, community, and culture.
Understanding these systems is crucial for designing interventions promoting
positive youth development, for instance, understanding the cultural context and
community assets can be crucial for tailoring programs to the specific needs of
young people.
 Resilience and Thriving: Within the PYD framework, resilience – the ability to
bounce back from adversity – is a critical asset. Research has explored the factors
that contribute to resilience in young people, including supportive relationships,
positive self-esteem, and coping skills. (Masten, 2014). Furthermore, the concept
of "thriving" goes beyond simply overcoming challenges to actively pursuing
well-being and flourishing. PYD programs aim to foster not only resilience but
also the capacity for young people to thrive in all aspects of their lives.

Youth Leadership: Cultivating Agency and Social Responsibility

While leadership is most commonly associated with influencing others or having
authority within a group, young people also exercise a form of leadership as they begin to
assume responsibility for leading their own lives. Youth leadership development focuses
on empowering young people to take initiative, become agents of change, and contribute
to their communities.
 Leadership as a Process: Contemporary approaches to youth leadership
emphasize leadership as a process rather than a fixed trait. This perspective
highlights the importance of providing young people with opportunities to
practice and develop their leadership skills through experiential learning,
mentorship, and real-world projects. (Komives et al., 2009). Service learning, and
youth-led initiatives are examples of programs that can effectively foster
leadership development.
 Social Justice and Civic Engagement: Increasingly, youth leadership
development is being linked to social justice and civic engagement. Programs that
encourage young people to address community issues, advocate for social change,
and participate in democratic processes are seen as essential for developing
responsible and engaged citizens. (Checkoway, 2011). This focus on social justice
aligns with the PYD emphasis on caring and contributing to the well-being of
others.
 Mentoring and Role Models: The importance of mentoring and positive role
models in youth leadership development cannot be overstated. Mentors can
provide guidance, support, and encouragement, helping young people to navigate
challenges, build their confidence, and develop their leadership potential.
 (Rhodes, 2002). Mentoring relationships can also expose young people to diverse
perspectives and broaden their understanding of leadership.

The Interconnectedness of Youth Development and Leadership

The intersection of youth development and leadership creates a powerful synergy.
PYD provides the essential foundation for effective leadership by nurturing the skills,
qualities, and values that empower young people to take initiative and make a difference.
Conversely, engaging in leadership activities contributes to positive youth development
by providing opportunities for personal growth, skill-building, and social connection.
This interconnectedness is crucial for fostering well-rounded individuals who are not
only personally successful but also committed to contributing to their communities.

YOUTH DEVELOPMENT FRAMEWORK

Ramas, Diana Ross B.

Career development is a fundamental aspect of youth development and

leadership. The following youth development frameworks illustrate this.

1. NCWD/Youth’s Development Framework Youth and Leadership

 This organizes youth development competencies into the following five
developmental areas: learning, connecting, thriving, working, and leading
(Edelman et al., 2004). Within this framework, working refers to the development
of positive attitudes, skills, and behaviors around occupational and career
direction. Outcomes associated with working include demonstrated work
readiness skills and involvement in meaningful work that offers advancement,
satisfaction, and self-sufficiency.

2. Foundations for Youth Adult Success: A Developmental Framework developed by

the University of Chicago Consortium on Chicago School Research.
 This framework identifies work as one of several indicators of success for youth,
especially for youth ages 19 to 21 (Nagaoka, Farrington, Ehrlich, & Heath, 2015).
The framework emphasizes that youth need a variety of competencies, as well as
agency and an integrated identity, in order to function in different settings as
adults. These three factors for success are described by Nagaoka and colleagues as
“the agency to take an active role in shaping one’s path, the ability to incorporate
different aspects of oneself into an integrated identity, and the competencies
needed to effectively navigate a range of social contexts” (p. 21). The framework
also identifies the following four components as underlying the development of
the key factors: self-regulation, knowledge and skills, mindsets, and values. While
the authors emphasize that employment is not the only indicator of success among
 young adults, the competencies that youth gain through the career development
process also help them function in different settings, not just the workplace. This
framework’s focus on developing youth’s agency aligns closely with the career
development process. Nagaoka and colleagues describe having agency as “having
the ability to make choices and take an active role in managing one’s life path,
rather than being solely the product of one’s circumstances”. Similarly, the career
development process described earlier in this brief aims to increase youth’s
agency with respect to making career related choices and actively managing their
pathway to achieving their career goals.

3. Restless Development
 This states, “…Young people around the world must grow up to be healthy,
educated, employed, and empowered citizens who have financial security, a
meaningful stake in governance, and whose rights are respected and upheld”. In
order for this to happen, youth need preparation for and access to employment as
well as a full range of youth development and leadership opportunities. Given the
shared goal of preparing youth to successfully transition into adulthood, it is
important to recognize that engagement in quality career development activities
results in a variety of positive youth development outcomes, including the
following:

1. Personal goal-setting skills: Youth learn how to develop career and academic
goals and how to establish the short, medium, and long-term action steps needed
to pursue their goals.
2. Health and well-being: Once youth discover their career and life goals, they
become more motivated to learn how to manage stress and physical,
psychological, and emotional distress as well as seek out more positive social
relationships because they realize this is important to helping them achieve their
goals.
3. Academic motivation and skills: As they explore their career interests and
options, youth increase their understanding of the value and relevance of formal
education to pursuing their career goals. This increases their academic motivation
and engagement, which leads to increased academic skills.
4. Leadership skills: Youth develop leadership by taking the lead in their personal
career development process.
5. Social skills and positive relationships: By working with their family, school, or
youth program staff, counselors, mentors, and other significant adults, youth
practice communicating and other interpersonal skills while building a support
network.
6. Work readiness skills: Youth receive training and opportunities to practice a
wide range of competencies needed to maintain employability and navigate career
 changes throughout the lifespan. This includes soft skills and career-specific
skills, job search skills, financial literacy, and personal competencies (Solberg,
Redmond, & Skaff, 2015).
Career development skill-building activities are a valuable means to increase a wide
range of youth development, including leadership outcomes and skills. Leadership is, in
part, intrinsic, and self-exploration skills are required for youth to learn to lead
themselves. Possessing self-exploration skills positions young people to be self-aware
and to assess their interests and values, leading them to think critically

JOB-HOPPING
Patungan, Luisa L.

So, what is considered job-hopping? A job-hopper stays at a job for approximately

one to two years. Some job-hoppers are dissatisfied with where a particular job leads in
the future, so they hop to another job with a better career path. Job-hoppers may also
switch because they discover they don’t like the work or aren’t a good cultural fit with
the company.
Still, other job-hoppers get bored quickly and want more challenging roles. Once
they’ve mastered a job, they can’t imagine staying in the same position for a few more
years (or even months), so they switch to something different to keep themselves engaged
or challenged.
And then, some job-hoppers want to learn new skills. For example, a designer who
moves into a copywriter position may be a more valuable employee because they can
work with Photoshop or other design tools and understand the marketing elements of
successful advertisements.

The Benefits and Pros of Job-Hopping

1. Communication and Adaptability
2. Increased Salary
3. Diverse Skill Set
4. Career Advancement

The Drawbacks and Cons of Job-Hopping

1. Fringe Benefits
2. The Stigma
3. Inconsistent Experience
4. Job-Hopping Syndrome

CORPORATE CULTURE
Otanes, Samantha
  Corporate culture refers to the values beliefs and behaviors that share the work
environment in an organization.
 Young employees should assess corporate culture to ensure alignment with their
values and work style
 Understanding workplace expectation communication styles and company
missions helps you integrate and succeed in the workplace.

SUMMARY
A meaningful career requires more than a degree; it demands strategic planning
and continuous growth. Employers value adaptable individuals with strong teamwork
skills and a commitment to lifelong learning. Young people must cultivate diverse talents
beyond technical expertise to thrive in today's competitive market. This includes
demonstrating flexibility, embracing change, prioritizing continuous learning, and
showcasing a strong work ethic and solid work history. Ultimately, success hinges on
self-discovery, skill development, and market adaptation, combining technical expertise
with essential soft skills to build a fulfilling career.

CONCLUSION
Building a Meaningful Career & Building Youth Competencies highlights the
importance of career planning, skill development, and adaptability in today’s job market.
Employers value flexibility, teamwork, and continuous learning, making it essential for
young professionals to improve their skills. It also emphasizes youth leadership and
career preparation, showing how early planning leads to success. By understanding their
strengths, gaining experience, and staying open to growth, individuals can build a
fulfilling career and make a positive impact on society. With the right mindset and
determination, anyone can create opportunities for themselves. A meaningful career is not
just about earning but also about personal growth and contributing to a better future.

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