scholarly journals MOBILITAS KARIR DALAM ORGANISASI: IMPLIKASI DARI SISTEM KARIR DAN PERAN LEADERSHIP

2003 ◽  
Vol 2 (2) ◽  
Author(s):  
Imronudin .
Keyword(s):  
Career Choice ◽  
Selection Criteria ◽  
Organizational Context ◽  
Career Mobility ◽  
Training And Development ◽  
Leadership Role ◽  
Family Influence ◽  
Self Concept ◽  
Factors Affecting ◽  
And Training

Career development in organization is an issue that getting more and more attention, both from academicians and practitioners. Career mobility in organization can't be separated from leadership role within, Moreover, career system applied in organization also has effect toward career mobility. Career mobility in an organization can be viewed either in individual context or organizational context. In an individual context, there are several factors affecting career mobility, such as social class; education and training; self-concept regarding career; career choice; family influence; age; gender; and race. At the same time, career mobility in an organizational context is affected by factors such as internal tabor market; career ladder; promotion; training and development; selection criteria and method; and internal competition.

Human resource management and creativity in academic spin-offs: the case of IST Spin-off Community

2014 ◽  
Author(s):  
Conceição Luís ◽  
Cristina Sousa
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Behavior ◽  
Human Resource ◽  
Organizational Context ◽  
Strong Relationship ◽  
Analytical Framework ◽  
Training And Development ◽  
Hrm Practices ◽  
And Training

This paper aims to study the role of Human Resource Management (HRM) in promoting creativity in small technology-based companies, originating in academia, through the case study of companies belonging to the Instituto Superior Técnico (IST) Spin-off Community. More specifically, it is intended to assess the contribution of HRM practices, including recruitment and selection, training and development, rewards and benefits and performance evaluation, in fostering creativity and success of new technology-based companies. Technology-based companies and academic spin-offs are currently in the agendas of researchers and policy makers. It is stressed their role in the knowledge transfer from university to industry and in the creation of highly qualified employment. The success of these companies is strongly linked to their innovation capacity, and thus the creativity management of individuals and teams is of great relevance. In this process HRM practices are of utmost importance. In order to investigate the relation between HRM and creativity in academic spin-offs we draw on three different bodies of knowledge: entrepreneurship, HRM practices and creativity management. Despite the proliferation of studies in each of these areas, the bridges between them are yet to build. For example, the work developed by Amabile et al. (1996), recognizes the importance of the organizational context and of the firm´s management in the creative process, but does not consider explicitly the HRM, neither the specificity of academic spin-offs. For its part, literature on HRM practices is focused on large companies, while spin-offs tend to be young SMEs. Drawing on the extant literature, we build an analytic framework that intends to throw some links between the tree areas above mentioned and thus to contribute to fill the gap found in the literature. The proposed analytical framework includes dimensions related to the organizational behavior (climate, leadership and structure), the HRM practices and the creativity management (creativity components, enhancers and inhibitors according to Amabile (1998)). The framework was applied to the IST Spin-off Community case. Based on a purposefully built semi-structured questionnaire, 18 interviews were carried out. The interviews were conducted in the first quarter of 2012, involving the companies’ founders or CEOs. The results reveal some specificity of these companies in terms of HRM practices, namely in terms of selection, rewards and training and development. They also reveal that some HRM practices are related with the creativity components, namely in terms of technical knowledge and other competencies. For example, it was found a strong relationship between the components of creativity and the practices associated with rewards and benefits. Finally, according to the results the HRM practices emerge as potential enhancers and/or inhibitors of creativity in academic spin-offs. For example, some forms of recruitment, selection, rewards and training emerge as being related with creativity enhancers, while others emerge as being related with creativity inhibitors.

scholarly journals Leadership Initiative to Attain Business Sustainability: Reorienting Strategies to Meet the Needs of Globalization

2018 ◽  
Vol 2 (3) ◽  
pp. 229-233
Author(s):  
Perwez xx Hashmi ◽  
Nayeem ul Hassan Ansari ◽  
Ahsanullah Ahsanullah
Keyword(s):  
Human Resources ◽  
Regression Models ◽  
New Technology ◽  
Training And Development ◽  
Leadership Role ◽  
Primary Data ◽  
Traditional Practice ◽  
Business Sustainability ◽  
Multiple Regression Models ◽  
And Training

The research sought to identify the leadership initiative to attain business sustainability by integrating advance technology and capable human resources. While studying the performance of organizations in global needs, leads to creation of strong, skilled and competent leadership has ability to optimize measurable outcomes by using existing resources. The objective is to create awareness across the industries for transformation of conventional and traditional practice to high fidelity technology and systems and training and development of  human resource to meet fast growing challenges. A quantitative technique was used to analyze the three factors leadership, technology and human resources skills are the mandatory strength for organizational effectiveness. A convenient sample was used to collect primary data through direct interview, The data enable to apply multiple regression models to be specified the correlation among the variables The results reflected several modalities as leadership role to envision and adopt new and relevance technology to boost the outcomes and develop employees’ capacity have positive relationship with firm performance. Recommendation was made to develop leadership profound skills and valuable insights regarding integration of new technology and enhance human capital, to achieve sustainable economic dynamism.

scholarly journals How Construction Employment Can Create Social Value and Assist Recovery from COVID-19

2021 ◽  
Vol 13 (2) ◽  
pp. 988
Author(s):  
George Denny-Smith ◽  
Riza Yosia Sunindijo ◽  
Martin Loosemore ◽  
Megan Williams ◽  
Leanne Piggott
Keyword(s):  
Indigenous Peoples ◽  
National Economy ◽  
Training And Development ◽  
Significant Rise ◽  
Social Value ◽  
Construction Workers ◽  
Economic Outcomes ◽  
Unemployed Youth ◽  
Sustainable Recovery ◽  
And Training

COVID-19 has created or amplified economic and social crises internationally. Australia entered its first recession in 30 years and saw a significant rise in unemployment. In response, Australian governments have increased their commitments to infrastructure construction to stimulate the national economy and combined this with new social procurement policies that aim to create social value for targeted populations like Indigenous peoples and unemployed youth. However, emerging social procurement research in construction shows a disconnect between policymakers and the practitioners who must implement them. Therefore, the aim of this paper is to provide theoretical and practical insights on creating social value in the context of construction employment created by new social procurement policies. Reporting a survey of 107 construction workers in Australia, it is shown that social procurement policies and construction employers can create social value when they provide work benefits like adequate pay and training and development and cultural benefits like inclusive workplaces. Recommendations are made to demonstrate how the results presented in this article can be used by contractors to create social value. This research is significant for advising how increased infrastructure spending commitments in Australia can create social and economic outcomes for workers, ensuring a sustainable recovery from COVID-19 crises.

Factors affecting behavioural disturbances in race-horses

1998 ◽  
Vol 66 (2) ◽  
pp. 475-481 ◽  
Author(s):  
I. Redbo ◽  
P. Redbo-Torstensson ◽  
F. O. Ödberg ◽  
A. Hedendahl ◽  
J. Holm
Keyword(s):  
External Factors ◽  
Small Field ◽  
Positive Relation ◽  
Main Study ◽  
Social Contacts ◽  
Factors Affecting ◽  
Negative Relation ◽  
Stereotyped Behaviours ◽  
Race Horses ◽  
And Training

AbstractThe aim of the present study was to identify relations between stereotyped behaviours (cribbing, weaving and box-walking) and wood-chewing in thoroughbred flat-racing horses (TB) and standardbred trotters and the different management, feeding and training factors to which these horses are exposed. This was obtained by inquiries to all the professional trainers of TB and trottinghorses used for racing in Sweden. The usable response rates were 61% for trotters and 72% for TB representing 4597 trotters from 234 stables and 644 TB from 38 stables. A small field study was carried out to control the validity of the main study which gave results similar to those in the main study. There was a large difference between the two horse categories in the occurrence of behavioural disturbances. The TB had significantly more stereotypies than the trotters (P < 0·001) but there were no differences in the occurrence of wood-chewing. There were several differences in external factors between the horse categories, e.g. trotters had more opportunities for social contacts with other horses, they also had more free time outside the stable and they were trained a shorter time per week than the TB. The TB were given larger amounts of concentrate than the trotters. Wood-chewing within each horse category was explained by the amount of roughage (P < 0·05 in trotters and P < 0·001 in TB) together with other factors. Stereotypies in the TB were explained by: amount of concentrate (positive relation), number of horses per trainer (positive relation) and amount of roughage (negative relation).

Organisational and training factors affecting academic teacher training outcomes

2016 ◽  
Vol 21 (2) ◽  
pp. 219-231 ◽  
Author(s):  
Ana-Inés Renta-Davids ◽  
José-Miguel Jiménez-González ◽  
Manel Fandos-Garrido ◽  
Ángel-Pío González-Soto
Keyword(s):  
Teacher Training ◽  
Training Outcomes ◽  
Factors Affecting ◽  
And Training ◽  
Academic Teacher

scholarly journals O2 Facilitating engagement in surgical research through a virtual systematic review network: The RoboSurg Collaborative

BJS Open ◽  
2021 ◽  
Vol 5 (Supplement_1) ◽  
Author(s):  
Conor S Jones ◽  
Mo Dada ◽  
Max Dewhurst ◽  
Ffion Dewi ◽  
Samir Pathak ◽  
...  
Keyword(s):  
Systematic Reviews ◽  
Data Extraction ◽  
Training And Development ◽  
Surgical Research ◽  
Consistency Results ◽  
Second Year ◽  
The Uk ◽  
And Training ◽  
Collaborative Research Networks ◽  
Upper Gastrointestinal

Abstract Introduction For students and trainees, COVID-19 has restricted opportunities for training and development. We sought to develop a virtual network to facilitate remote engagement and training in surgical research during COVID-19. RoboSurg aims to conduct a series of systematic reviews, to summarise and critique the reporting of studies of robot-assisted surgery across seven upper gastrointestinal procedures. Methods A protocol was developed based on previously published work. Searches were undertaken to identify studies evaluating robotic pancreas, liver, oesophagus, stomach, gallbladder, bariatric and anti-reflux surgery. Participants were identified through social media and collaborative research networks. Abstracts were screened for inclusion by two participants. Data extraction is completed by teams of collaborators, entered into a bespoke REDCap database and verified by senior team member. Changes are logged, with rationale and feedback provided to collaborators and reviewed by a third reviewer to assess consistency. Results of each review will be summarised in narrative syntheses. Results A total of 134 collaborators have registered, with 73 active participants. Collaborators range from second year medical students to surgical registrars across the UK. To date, 9444 abstracts and 1653 full texts have been screened with 422 eligible articles identified. Data extraction for two systematic reviews, including 193 articles, has been completed using this approach. Conclusion RoboSurg has developed a network and methodological framework for the remote conduction of complex systematic reviews, which can be utilised to engage and train students and trainees in surgical research.

Professional Development In Kosovo – Research Of Training Programs And Tests

2021 ◽  
Author(s):  
Bekim Samadraxha ◽  
Veton Alihajdari ◽  
Besim Mustafa ◽  
Ramë Likaj
Keyword(s):  
Professional Development ◽  
Workforce Development ◽  
Teaching And Learning ◽  
Training Programs ◽  
Continuing Professional Development ◽  
Added Value ◽  
Factors Affecting ◽  
Career Structure ◽  
Teacher Professional ◽  
And Training

Vocational Education Teachers are one of the main important assets for workforce development. This study of the workforce of VET teachers in selected partner countries has two main goals. The aim of this research is to evaluate the level of teacher’s development and training programs and test as well, to inform national policymakers about the situation and the needs of the VET teachers and, secondly, to help monitoring the implementation and the change of the teacher professional development. The methodology to be used is based on qualitative research methods, including interviews und surveys. A major focus of the survey is to enable policy makers to understand what is required to bring along improvements in the Continuing Professional Development (CPD) quality, effectiveness and responsiveness, as well as factors affecting teacher effectiveness in general, such as their motivation and career structure. Professional development for teachers and trainers is widely recognized as a vital tool for the educational reform (Bicaj, 2013). Research shows that the professional development can enduring improve the quality of teaching and learning, enhancing the effectiveness of education and training and providing added value to students, teachers and employers. There is no doubt about the importance of the Continuing Professional Development of VET teachers. Kosovo has for many years developed extensive policies to address this issue, and currently these policies are being implemented.

scholarly journals A Critical Review of Forecasting Models to Predict Manpower Demand

2012 ◽  
Vol 4 (2) ◽  
pp. 43-56 ◽  
Author(s):  
James Wong ◽  
Albert Chan ◽  
Y.H Chiang
Keyword(s):  
Computer Programs ◽  
Manpower Planning ◽  
Policy Makers ◽  
Factors Affecting ◽  
Planning Models ◽  
Modelling Techniques ◽  
Improved Accuracy ◽  
Further Development ◽  
And Training ◽  
Manpower Demand

Forecasting manpower requirements has been useful for economic planners, policy makers and training providers in order to avoid the imbalance of skills in the labour market. Although reviews of the manpower planning models have been conducted previously, with the accumulated experience and the booming of advanced statistical techniques and computer programs, the study of forecasting practices has undrgone considerable changes and achieved maturity during the past decade. This paper assesses the latest employment and manpower dmand estimating methods by examining their rationale, strength and constraints. It aims to identify enhancements for further development of manpower forecasting model for the construction industry and compare the reliability and capacity of different forecasting metodologies. It is cocluded that the top-down forecasting approach is the dominant methodology to forecast occupational manpower demand. It precedes other methodologies by its dynamic nature and sensitivity to aa variety of factors affecting the level and structure of employment. Given the improvement of the data available, advanced modelling techniques and computer programs, manpower planning is likely to be more accessible with improved accuracy at every level of the society.  

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