Workplan For Career Research Paper: Include The Following: 1 ✓ Solved

WORKPLAN FOR CAREER RESEARCH PAPER: Include the following: 1

Statement of the Opportunity: Describe why researching target employers is important and the personal opportunity.

Purpose and Scope of Work: Explain objectives and what the report will cover.

Sources and Methods of Data Collection: List primary and secondary sources and data collection methods.

Preliminary Outline: Provide an organized outline including Introduction; Criteria for Selection; Company Evaluations (background, services, customers, SWOT, opinions); Conclusion; Recommendations; References.

Task Assignments and Schedule: Provide milestones and deadlines for workplan, data collection, drafts, peer review, and final submission.

References: Include relevant citations for sources used.

Paper For Above Instructions

Statement of the Opportunity

As a soon-to-be graduate entering the accounting profession, conducting structured employer research represents a strategic opportunity to identify organizations that align with my career aspirations, values, and development needs. Systematic investigation of target firms reduces search time and increases the probability of finding a role that matches long-term goals (Cappelli, 2019). This workplan frames a focused comparison of two public accounting firms to determine the best initial employer based on objective and subjective criteria, enabling an evidence-based application strategy.

Purpose and Scope of Work

The purpose of this report is to select and compare two accounting firms and to recommend which is the better match for my early-career employment. The scope includes firm background, core services, client base, corporate values, international reach, financial and hiring forecasts, employee development programs, and a SWOT analysis for each firm. The report will culminate in a reasoned recommendation and an actionable next-step plan for application and networking.

Sources and Methods of Data Collection

Primary sources will be the official corporate websites and careers pages of the target firms, including published annual reports or firm profiles (firm websites, 2024). Secondary sources will include industry publications and databases such as Accounting Today, Journal of Accountancy, Bloomberg or Yahoo Finance for financial and market data, Forbes and Wall Street Journal for business context, and academic databases available through university libraries for labor-market and professional development research (Kuhn & Mansour, 2014; BLS, 2023). Data collection will combine document review (web content, reports), comparative matrix development, and SWOT synthesis. All sources will be recorded in a citation log and evaluated for credibility, date, and relevance.

Preliminary Outline

Introduction

  • Statement of the Opportunity
  • Purpose and Scope
  • Methods

Criteria for Selection

  • Company ranking and market position
  • Company values and culture
  • Forecasted financial and hiring outlook
  • International capability
  • Employee development and career pathways
  • Location and compensation considerations

Company Evaluations (for each firm)

  • Background and industry context
  • Services and client sectors
  • Target customers and markets
  • SWOT analysis
  • Assessment against selection criteria

Conclusion and Recommendation

  • Comparative summary
  • Recommended firm and rationale
  • Next steps and application plan

References

Task Assignments and Schedule

The following milestones form the actionable schedule for completing the research and application preparation:

  • Week 1 — Workplan finalization and firm selection: confirm the two target firms and finalize criteria.
  • Weeks 2–3 — Data collection: gather primary data (firm sites, career pages) and secondary sources (industry publications, financial summaries).
  • Week 4 — Draft SWOTs and comparative matrices: synthesize findings into side-by-side evaluations.
  • Week 5 — Draft full report (rough draft): produce full narrative and initial recommendation.
  • Week 6 — Peer review and revision: solicit feedback from a professor or peer and refine analysis.
  • Week 7 — Finalize report and prepare application materials (tailored resume, cover letter, LinkedIn updates) aligned with recommended firm.
  • Ongoing — Networking: schedule informational interviews and attend firm recruiting events (career fairs, webinars) as they arise.

Evaluation Criteria and Comparative Method

Each firm will be scored on a standardized rubric for the criteria above using a 1–5 scale (1 = low fit, 5 = high fit). Qualitative evidence (employee reviews, program descriptions) will support numerical scores. The rubric will weigh employee development and company values more heavily to reflect long-term career priorities. Final recommendation will combine weighted scores and qualitative judgment.

Recommendations and Next Steps

1. Execute the data collection schedule immediately, prioritizing up-to-date career pages and recent firm press releases (firm websites, 2024). 2. Use the rubric to produce a transparent comparison; document evidence for each score to support the decision. 3. Develop targeted application materials for the recommended firm, emphasizing demonstrated interest and cultural fit (Reid, 2018). 4. Plan at least two informational interviews per firm to validate online findings with current employees (Brown & Hesketh, 2004). 5. Monitor industry hiring trends via Accounting Today and the Journal of Accountancy to time applications to recruitment cycles (Accounting Today, 2023).

Conclusion

A structured workplan focused on clear criteria and a defined schedule will transform general career uncertainty into a targeted job search strategy. By combining primary company information with independent industry analysis and a rigorous rubric, this approach will support an evidence-based selection of the employer that best aligns with both short-term entry-level needs and long-term career development.

References

  • Accounting Today. (2023). Industry hiring trends and firm news. Retrieved from https://www.accountingtoday.com/
  • Bureau of Labor Statistics. (2023). Accountants and auditors: Occupational outlook. U.S. Department of Labor. https://www.bls.gov/
  • Brown, P., & Hesketh, A. (2004). The Mismanagement of Talent: Employability and Jobs in the Knowledge Economy. Oxford University Press.
  • Cappelli, P. (2019). Hiring strategies in a competitive labor market. Harvard Business Review, 97(2), 110–119.
  • Firm A (example). (2024). Careers and firm overview. Retrieved from official firm website (replace with target firm URL when applied).
  • Firm B (example). (2024). About us and employee development. Retrieved from official firm website (replace with target firm URL when applied).
  • Kuhn, P., & Mansour, H. (2014). Is Internet job search still ineffective? The Economic Journal, 124(581), 1213–1230.
  • Reid, A. (2018). Tailoring job applications for professional service firms. Journal of Career Development, 45(4), 320–335.
  • Wall Street Journal. (2022). Accounting firms: mergers, recruitment, and market position. Retrieved from https://www.wsj.com/
  • Journal of Accountancy. (2023). Professional development programs at public accounting firms. Retrieved from https://www.journalofaccountancy.com/

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