Professional growth plans: Possibilities and limitations of an organizationwide employee development strategy

2003 ◽  
Vol 14 (1) ◽  
pp. 59-77 ◽  
Author(s):  
Tara J. Fenwick
Keyword(s):  
Development Strategy ◽  
Professional Growth ◽  
Employee Development

Learning clusters, MOOCs, free videos and organization learning: a case study from Indian SMEs

2019 ◽  
Vol 34 (1) ◽  
pp. 16-20
Author(s):  
Shirshendu Roy ◽  
Samar Bhattacharya ◽  
Prasun Das
Keyword(s):  
Development Strategy ◽  
Online Courses ◽  
Positive Impact ◽  
Employee Development ◽  
Cost Effective ◽  
Practical Implementation ◽  
Competency Development ◽  
Content Type ◽  
Learning Framework

Purpose This paper shows how organizations can use learning clusters, Massive Open Online Courses (MOOCs) and free videos to improve organizational learning. The paper presents implementation steps through a case study with Indian micro, and small and medium-sized enterprises (SMEs). Design/methodology/approach As a part of the employee development strategy, most Indian organizations adapted structured training framework. However, employee skill and competency development are equally important for SMEs. An attempt was made to train employees of these sectors using MOOCs and free videos. Twenty Indian organizations were selected for the pilot study and segregated into two clusters for efficient implementation of the concept. The learning process was observed for the next six months to summarize the outcome. Findings The case study concluded that MOOCs and free videos made a difference in skill and competency development of SMEs using cost-effective internet and mobile handset. It also revealed the positive impact of this learning framework on productivity, the quality which eventually improved the revenue. Research limitations/implications This study explores the usability of MOOCs and free videos for learning purpose. More studies on learning effectiveness are required to generalize results. Practical Implementation This study reveals the effectiveness of MOOCs and free videos for employee development. The foundation result will help the Learning and Development (L&D) professionals and senior management to think in a different way while making the employee development strategy. Originality/value This research increases the knowledge base related to the use of MOOCs and free videos for employee training.

scholarly journals STRATEGI PENGEMBANGAN PEGAWAI DI DINAS PENDIDIKAN KABUPATEN BANTUL DAN DINAS PENDIDIKAN KABUPATEN SLEMAN

2016 ◽  
Vol 4 (2) ◽  
pp. 194
Author(s):  
Fifit Firmadani ◽  
Wiwik Wijayanti
Keyword(s):  
Development Strategy ◽  
Employee Development ◽  
Phenomenological Approach ◽  
Assessment Process ◽  
Education Department ◽  
Top Down ◽  
Bottom Up ◽  
Need Assessment ◽  
Employment Agency ◽  
Qualitative Phenomenological

Penelitian ini bertujuan untuk mendeskripsikan proses need assessment dalam pengembangan pegawai dan strategi pengembangan pegawai yang dilakukan di Dinas Pendidikan Kabupaten Bantul dan Dinas Pendidikan, Pemuda, dan Olahraga Kabupaten Sleman. Penelitian ini menggunakan pendekatan kualitatif dengan jenis penelitian fenomenologi. Informan utama dalam penelitian ini adalah kepala dinas, kepala sub bagian kepegawaian, dan staf. Teknik pengumpulan data menggunakan teknik wawancara dan analisis dokumentasi. Teknik analisis data menggunakan model interaktif Miles & Huberman, yang meliputi pengumpulan data, reduksi data, penyajian data, dan penarikan kesimpulan.Hasil penelitian menunjukkan bahwa pengembangan pegawai baik di Dinas Pendidikan Kabupaten Bantul dan Dinas Pendidikan Pemuda, dan Olahraga Kabupaten Sleman tidak terlepas dari peran Badan Kepegawaian Daerah (BKD): (1) proses need assessment dilakukan secara top down dan bottom up, dengan menggunakan tiga analisis yaitu analisis organisasi, analisis tugas, dan analisis individu dan (2) strategi pengembangan pegawai yang dilakukan baik di Dinas Pendidikan Kabupaten Bantul dan Dinas Pendidikan Pemuda, dan Olahraga Kabupaten Sleman meliputi pendidikan dan pelatihan yang dapat berupa bimbingan teknis, workshop, tugas belajar, dan izin belajar; promosi atau kenaikan pangkat; mutasi atau perpindahan jabatan; dan pembinaan. Kata kunci: need assessment, strategi pengembangan pegawai THE EMPLOYEE DEVELOPMENT STRATEGY OF EDUCATION DEPARTMENT OF BANTUL DISTRICT AND EDUCATION DEPARTMENT OF SLEMAN DISTRICT Abstract This study aims to know the process of need assessment in the employee development and the employee development strategy which was applied in Education Department of Bantul District and Education, Youth, and Sport Department of Sleman District. The study carried out through a qualitative phenomenological approach. The key informants of this study were the head of department, the head of the sub-section of personnel, and the staff. The techniques of data collecting were in-depth interview and document review. The data analysis technique applied was related to Miles & Huberman interactive model whose major phases were data collection, data reduction, data display, and conclusion.The results show that the employee development in Education Department of Bantul District and Education, Youth and Sport Department of Sleman District was influenced by Local Employment Agency (BKD): (1) need assessment process is done through top down and bottom up by applying three kinds of analysis, namely organisation analysis, tasks analysis, and individual analysis and (2) employee development strategy done in both Education Office of Bantul District and Education, Youth, and Sport Department of Sleman District includes education and training such as technique guidance (bimtek), workshop, study assignment, study permission, job promotion, job assignment, job transfer, and choaching. Keywords: need assessment, employee development strategy

scholarly journals PERSONNEL DEVELOPMENT MANAGEMENT

2021 ◽  
Author(s):  
Olena Polishchuk ◽  
Kateryna Poliak
Keyword(s):  
Staff Development ◽  
Development Strategy ◽  
Business Strategy ◽  
Professional Growth ◽  
Interactive Methods ◽  
Personnel Development ◽  
Development Programs ◽  
Development Management ◽  
Wide Range ◽  
Points Of View

The article considers the current goals of staff development, areas of staff development, some principles of staff development, namely: individuality, interest of the company and employee in career development, material incentives, moral incentives, compulsory professional growth, social and psychological comfort and objectivity. The process of personnel development management has many aspects, as evidenced by the large number of points of view and different management methods; they include professional growth, continuing education in the workplace, staff development, and renewal of human resource management methods, talent management and other combinations of these aspects. Particular attention is paid to staff development strategies. After all, the need to train staffs that are able to qualitatively solve a wide range of problems necessitates a strategy of staff development. Situational and system strategies, as well as their components, as a set of actions and a sequence of decisions to assess, analyze and develop the necessary system of influence on staff to ensure the achievement of the necessary overall competitive potential to implement the chosen development strategy. Directive, interactive and personal methods of personnel development are also highlighted. It is noted that the basis of directive methods is the interaction of the student with the mentor, instructor, teacher, coach. There are such methods as: lectures, seminars, mentoring, instruction, training, secondment. In turn, interactive methods are seen as the participation of staff in training, in which a large role is given to modern technological capabilities. Interactive methods are presented: adaptation of personnel in the organization, distance learning, online conferences and webinars, video lessons. And personal methods are based on self-education and self-training of staff. Considerable attention is also paid to the types and forms of staff training. The need to synchronize detailed personnel development programs with the main business strategy is considered. After all, a successful program of personnel development management in the organization starts from the synchronization of personnel development strategy and enterprise development strategy.

Creative Problem Solving in Public School Supervision

1989 ◽  
Vol 20 (3) ◽  
pp. 320-332 ◽  
Author(s):  
David A. Shapiro ◽  
Nelson Moses
Keyword(s):  
Public School ◽  
Problem Solving ◽  
School Environment ◽  
Professional Growth ◽  
Cognitive Learning ◽  
School Personnel ◽  
Collaborative Problem Solving ◽  
The Public ◽  
School Supervision ◽  
Team Functioning

This article presents a practical and collegial model of problem solving that is based upon the literature in supervision and cognitive learning theory. The model and the procedures it generates are applied directly to supervisory interactions in the public school environment. Specific principles of supervision and related recommendations for collaborative problem solving are discussed. Implications for public school supervision are addressed in terms of continued professional growth of both supervisees and supervisors, interdisciplinary team functioning, and renewal and retention of public school personnel.

Professional Growth: A Right or a Requirement? Problems of Continuing Education for Psychologists

1970 ◽  
Author(s):  
Peter M. Lewinsohn ◽  
Sherman Ross ◽  
Carl Zimet ◽  
Joseph Herrington
Keyword(s):  
Continuing Education ◽  
Professional Growth

Strategi Pengembangan Usaha Sepuluh Wirausaha Muda Tenant Program IbK STIE Ahmad Dahlan Jakarta

Liquidity ◽  
2018 ◽  
Vol 1 (2) ◽  
pp. 125-134
Author(s):  
Asriyal Asriyal ◽  
Sutia Budi
Keyword(s):  
Steady State ◽  
Development Strategy ◽  
Business Development ◽  
Self Determination ◽  
Strategy Development ◽  
Development Effort ◽  
Modern Business ◽  
Young Entrepreneurs

The purpose of this study is to: (1) review and analyze the strategies that have been implemented by 10 young entrepreneur’s Program of IbK of STIEAD Jakarta in developing their businesses over the years; (2) identify and analyze the strategies that will be run by them for the next day; (3) analyze and formulate proposals for business development strategy is relevant to young entrepreneurs run by them. The results shows, the strategy which conducted by them is actually still conventional and little is applying modern business patterns. However, they have a plan/strategy development effort that started steady state. Targets that have been set should be reassessed and to be rationalized, if the strategy is capable of being implemented. The recommendations concerned are for all tenants should have self determination for entrepreneurship, able to instill confidence, and always looking for a way out in case of a deadlock

Post-crisis Structure of Economy and Organization of Coalitions for Innovations

2008 ◽  
pp. 25-43 ◽  
Author(s):  
L. Grigoriev ◽  
S. Plaksin ◽  
M. Salikhov
Keyword(s):  
Economic Policy ◽  
Development Strategy ◽  
Methodological Approach ◽  
International Comparisons ◽  
Soviet Economy ◽  
Institutional Changes ◽  
Russian Economy ◽  
Analytical Group

The article develops methodological approach to the analysis of groups of interests’ influence on the choice of Russia’s development strategy. It is possible to pass on to the analysis of specific issues of economic policy by forming several sub-groups in every "analytical" group. The article also considers the structure of Russian economy which was formed as a result of transformational crisis’ influence on Soviet economy, and relevant international comparisons. Main alternative ways of transition to innovational development are the renewal of Soviet "triangle economy" (the scenario "Mobilization") and complex institutional changes (the scenario "Modernization").

Russian low carbon development strategy

2020 ◽  
pp. 51-74
Author(s):  
I. A. Bashmakov
Keyword(s):  
Economic Growth ◽  
Development Strategy ◽  
Low Carbon ◽  
Security Risk ◽  
Ghg Emission ◽  
Emission Mitigation ◽  
Russian Economy ◽  
The Russian Federation ◽  
Scenario Projections

The article presents the key results of scenario projections that underpinned the Strategy for long-term low carbon economic development of the Russian Federation to 2050, including analysis of potential Russia’s GHG emission mitigation commitments to 2050 and assessment of relevant costs, benefits, and implications for Russia’s GDP. Low carbon transformation of the Russian economy is presented as a potential driver for economic growth that offers trillions-of-dollars-worth market niches for low carbon products by mid-21st century. Transition to low carbon economic growth is irreversible. Lagging behind in this technological race entails a security risk and technological backwardness hazards.

Russia’s Development Strategy: Guidelines and Restrictions

2008 ◽  
pp. 119-130 ◽  
Author(s):  
V. Senchagov
Keyword(s):  
Economic Development ◽  
Development Strategy ◽  
Conceptual Basis ◽  
The Core ◽  
Economic Development Strategy ◽  
Socio Economic Development ◽  
Rates Of Growth

The core of Russia’s long-term socio-economic development strategy is represented by its conceptual basis. Having considered debating points about the essence and priority of the strategy, the author analyzes the logic and stages of its development as well as possibilities, restrictions and risks of high GDP rates of growth.

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