Career Development and Job Placement

ABSTRACT This research was conducted at the Secretariat of the Department of Religion. Strikes with the aim to find out how much influence, Employee Competence, Job Placement, and Career Development, on Employee Performance at the Secretariat of the Department of Religion. 75 respondents. Questionnaires distributed as much as 75 and can be processed, The analytical method used is regression analysis and correlation analysis. The results obtained based on Partial Test (t test) are obtained: (a) there is a positive and significant influence between Competence on Employee Performance, evidenced by the value t count is greater than t table. (b) There is a positive and significant influence between Job Placement on Employee Performance, evidenced by the value of t calculated is greater than t table. (c) There is a positive and significant influence between Career Development on Employee Performance, as evidenced by the value of t calculated greater than t table . Then based on hypothesis testing together (Test F) it can be seen that employee competence, work placement, and career development have a positive and significant effect on employee performance. And by testing the coefficient of determination (R2)showed that the percentage of the competence of Employees, Job Placement and Career Development to variable affects employee performance in other variables such as mutations, organizational climate, motivation, and others. Keywords: Competence, Job Placement, Career Development

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Assessing the Career Plans: Basis for Career Development of ABMMA 2015-2016 Job Placement

Multi-Disciplinary Manila (Philippines) Conferences Jan. 23-24, 2017, Manila (Philippines) ◽

10.17758/uruae.uh0117813 ◽

2017 ◽

Keyword(s):

Career Development ◽

Job Placement ◽

Career Plans

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A Model of Career Development for Disabled Adults

Journal of Applied Rehabilitation Counseling ◽

10.1891/0047-2220.14.2.38 ◽

1983 ◽

Vol 14 (2) ◽

pp. 38-43 ◽

Cited By ~ 3

Author(s):

Sally L. Navin ◽

Jane E. Myers

Keyword(s):

Career Development ◽

Career Counseling ◽

Career Exploration ◽

Job Placement ◽

Self Concept ◽

Rehabilitation Counselors ◽

Rehabilitation Process ◽

Career Selection ◽

History Of ◽

Disabled Adults

While the definitions of job placement constitute a broad range there is considerable agreement on the fact that it is an integral part of the rehabilitation process. This article extends the concept of placement to a theory of career counseling for disabled adults. A review of the history of placement in rehabilitation and a consideration of several theories of career counseling are offered. Following a discussion of a model of career development for disabled adults with components of self-understanding, self-acceptance including acceptance of disability, career exploration, career self-concept, career selection and career reevaluation, are implications for rehabilitation counselors.

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Pengaruh Pengembangan Karier, Penempatan Jabatan dan Motivasi Terhadap Prestasi Kerja Pegawai Pada Kantor Camat Kubung

10.31219/osf.io/ts94j ◽

2020 ◽

Author(s):

Oktaria Fatra ◽

Maria Magdalena

Keyword(s):

Career Development ◽

Work Performance ◽

Employee Performance ◽

Job Placement ◽

Human Resources Development ◽

Independent Variables ◽

A Value ◽

State Apparatus ◽

Regression Test ◽

Positive Effect

State Civil Apparatus (ASN) as an element of the state apparatus is also implementing the administration of general administration and development administration serves as a powerful, effective, efficient and accountable government roadmap. On that basis, ASN is required to perform its duties professionally, responsibly, honestly and fairly and cleanly and free from corruption, collusion and nipotism through human resources development and development based on work performance and career system. In the study, the authors make independent variables consisting of career development (X1), job placement (X2) and motivation as (X3) while the dependent variable is employee performance (Y). of all variables are used multiple regression test. The results of the study illustrate that from testing t test conducted it can be concluded that the independent variables contained in the study have a significant and positive effect on the dependent variable. This means that the significant value of each variable has a value <0.05. So that the improvement of work performance is influenced by career development, job placement and motivation.

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Pengaruh Kompetensi Pegawai, Penempatan Kerja dan Pengembangan Karir Terhadap Kinerja Pegawai

PSYCHE 165 ◽

10.35134/jpsy165.v12i1.51 ◽

2019 ◽

pp. 51-63

Author(s):

Sitti Rizki Mulyani ◽

Mona Agus Saputri

Keyword(s):

Regression Analysis ◽

Career Development ◽

Correlation Analysis ◽

Organizational Climate ◽

Significant Influence ◽

Analytical Method ◽

Employee Performance ◽

Job Placement ◽

Coefficient Of Determination ◽

Work Placement

This research was conducted at the Secretariat of the Department of Religion. Strikes with the aim to find out how much influence, Employee Competence, Job Placement, and Career Development, on Employee Performance at the Secretariat of the Department of Religion. 75 respondents. Questionnaires distributed as much as 75 and can be processed, the analytical method used is regression analysis and correlation analysis. The results obtained based on Partial Test (t test) are obtained: (a) there is a positive and significant influence between Competence on Employee Performance, evidenced by the value t count is greater than t table. (b) There is a positive and significant influence between Job Placement on Employee Performance, evidenced by the value of t calculated is greater than t table. (c) There is a positive and significant influence between Career Development on Employee Performance, as evidenced by the value of t calculated greater than t table. Then based on hypothesis testing together (Test F) it can be seen that employee competence, work placement, and career development have a positive and significant effect on employee performance. And by testing the coefficient of determination (R2) showed that the percentage of the competence of Employees, Job Placement and Career Development to variable affects employee performance in other variables such as mutations, organizational climate, motivation, and others

Download Full-text