Career Development Programs in Fortune 500 Firms

1987 ◽  
Vol 61 (3) ◽  
pp. 920-922 ◽  
Author(s):  
Jack Keller ◽  
Chris Piotrowski
Keyword(s):  
Career Development ◽  
Human Resources ◽  
Short Duration ◽  
Recent Literature ◽  
Fortune 500 ◽  
Development Programs ◽  
Industrial Psychology ◽  
The Status ◽  
Upper Level ◽  
Area Of Study

Career Development Programs (CDPs) are a rather recent area of study in organizational and industrial psychology. The present study investigated the status and evaluation of such programs in Fortune 500 firms. Data were obtained by a questionnaire completed by each firm's human resources director. Of the 500 companies surveyed, only those that had programs in place ( N = 50) were analyzed. The programs were targeted at middle-to-upper level managers and the programs were evaluated as being quite helpful. These programs were usually of short duration (workshops lasting several days) and conducted by professionals from within the organization. The findings were discussed in light of some recent literature in the field.

A review of career interventions from an educational perspective: Have investigations shed any light?

2000 ◽  
Vol 59 (4) ◽  
pp. 227-239 ◽  
Author(s):  
Lee-Ann Prideaux ◽  
Peter A. Creed ◽  
Juanita Muller ◽  
Wendy Patton
Keyword(s):  
Career Development ◽  
Intervention Studies ◽  
Future Research ◽  
Development Programs ◽  
Career Intervention ◽  
Career Interventions ◽  
International Trends ◽  
Specific Career ◽  
Education Interventions ◽  
Development Literature

Despite widespread acknowledgement of the importance of career development programs to assist students in their complex transition from school to work, very few specific career education interventions have been objectively evaluated. The aim of this paper is to highlight what the authors consider to be a conspicuous shortfall in the career development literature to date, that is, reports of methodologically sound career intervention studies carried out in actual high school settings. International trends in the world of work are briefly discussed in association with the repercussions these changes are producing for today's youth. The major portion of this article is devoted to a comprehensive review of career intervention studies with particular attention paid to the methodological and theoretical issues that resonate from this review process. Recommendations for future research are proposed.

Pengembangan Karir dan Iklim Organisasi terhadap Komitmen Karyawan (Studi Kasus pada Bank Daerah Syariah)

2020 ◽  
Vol 3 (2) ◽  
pp. 120-128
Author(s):  
Fotuho Waruwu ◽  
Dematria Pringgabayu
Keyword(s):  
Career Development ◽  
Human Resources ◽  
Organizational Climate ◽  
Employee Commitment ◽  
The State ◽  
Development System ◽  
Work System ◽  
State Apparatus

Human Resources (HR) is a very important part in PT Bank Daerah Syariah, so that it is expected that there is an ideal and sufficient working period to optimize employee careers and increase employee commitment to the company, considering the products produced by the company are products used to facilitate the state apparatus work system and service to the wider community.This study aims to determine the effect of variable Career Development and Organizational Climate on the commitment of Employees in PT Bank Daerah Syariah. The method used in this study is a research mix method, which is a step of research by combining two forms of approach in research that is quantitative and qualitative. The population in this study were all employees in the Bank Daerah Syariah (BDS) as many as 53 employeesThe results showed that the career development variable (X1) and also the Organizational Climate (X2) had a positive and significant effect on the variable Employee Commitment (Y). The conclusion of the research shows that to increase the commitment of employees in PT Bank Daerah Syariah, the company needs to improve the existing career development system and maintain the organizational climate so that it remains conducive for all employees. 

An empirical study on factors influencing level of employee engagement with reference to select organization

GIS Business ◽  
2019 ◽  
Vol 14 (4) ◽  
pp. 109-114
Author(s):  
Dr. Srikrishna Gade ◽  
Lavanya. K
Keyword(s):  
Human Resources ◽  
Employee Engagement ◽  
Employee Development ◽  
Management Theory ◽  
Work Place ◽  
Development Programs ◽  
Great Work ◽  
Factors Influencing ◽  
Positive Action ◽  
Efficiency And Productivity

There is no exact definition for the term Employee engagement yet. The term Employee engagement means that the employee feel the belongingness towards the organization always strives to the growth of their organization. An Engaged employee means one who fully enthusiastic about their work and takes positive action for organizations reputation and interests. Employee engagement first appeared as a concept in management theory in 1990s. Employee engagement practices are well established in the management of human resources. An organization with high employee engagement might have higher productivity than the organizations having less employee engagement level employees. Whereas employee engagement is directly proportional to the organizations productivity as higher the engagement level of employee results higher efficiency and productivity. Also the employee engagement may directly or indirectly relate to the job satisfaction or morale of employee. By understanding the importance of employee engagement many organizations are doing engagement practices such as providing great work place culture, employee development programs to enhance the engagement level of employee to raise productivity and daily performances.

scholarly journals Reframing Professional Development Through Understanding Authentic Professional Learning

2009 ◽  
Vol 79 (2) ◽  
pp. 702-739 ◽  
Author(s):  
Ann Webster-Wright
Keyword(s):  
Professional Development ◽  
Educational Research ◽  
Professional Learning ◽  
Recent Literature ◽  
Development Programs ◽  
The Past ◽  
Research Findings ◽  
Alternative Conceptualization ◽  
Professional Development Programs ◽  
Evaluating Professional Development

Continuing to learn is universally accepted and expected by professionals and other stakeholders across all professions. However, despite changes in response to research findings about how professionals learn, many professional development practices still focus on delivering content rather than enhancing learning. In exploring reasons for the continuation of didactic practices in professional development, this article critiques the usual conceptualization of professional development through a review of recent literature across professions. An alternative conceptualization is proposed, based on philosophical assumptions congruent with evidence about professional learning from seminal educational research of the past two decades. An argument is presented for a shift in discourse and focus from delivering and evaluating professional development programs to understanding and supporting authentic professional learning.

Mewirausahakan Birokrasi Sekolah Tinggi Penerbangan Indonesia Dengan Pola Pengelolaan Keuangan Badan Layanan Umum

WARTA ARDHIA ◽  
2012 ◽  
Vol 37 (2) ◽  
pp. 143-163
Author(s):  
Tiarto Tiarto
Keyword(s):  
Human Resources ◽  
Community Service ◽  
Public Service ◽  
Financial Management ◽  
Status Quo ◽  
Third Parties ◽  
Human Resources Development ◽  
Service Agency ◽  
Education Systems ◽  
The Status

Currently, the STPI is in stagnant condition or status quo to be a Public Service Agency. This paper is intended for those who feel disturbed by this fact, and have concern for the STPI.Some problems: achievement cadets who decline, low quality but the quantity of excess human resources, education systems, curricula, low reward / low salaries, expenditures per student is high, crowded dormitories, degree requirements, marketing graduates, competency standards / certification, accreditation, Research and Community Service (PPM) which does not fit with the mission, training co-operation contracts with third parties, outsourcing and so on.It all resulted in efficiency, effectiveness, productivity and low yields, thus the need for reform toward a more entrepreneurial way STPI bureaucracy, and fortunately with a strong new leadership of the Chairman with the spirit of high entrepreneur, STPI want to build a center for human flight (center of excellence human resources development for aviation), including the urgent need to change the status of a Pattern of Financial Management of Public Service Agency.

scholarly journals Involvement of Higher Education in Building Human Resources Character in the Era of Globalization

2015 ◽  
Vol 8 (11) ◽  
pp. 148
Author(s):  
Ishomuddin Ishomuddin
Keyword(s):  
Higher Education ◽  
Human Resources ◽  
Qualitative Approach ◽  
Academic Program ◽  
Master Plan ◽  
Development Programs ◽  
Collection Method ◽  
Qualitative Descriptive ◽  
Depth Interviews ◽  
Source Of Information

<p class="apa">In general, the objectives of this study were to explain the role played by universities in improving its human resources are office holders, lecturers, and students, explain the program what is being done related to the improvement of human resources, and explains the non-academic program to support the implementation of a program that has been prepared so as to ensure the creation of academic atmosphere and moral. This research is using a qualitative approach. Data collection method is observation, in-depth interviews, and documentation. After determining the selected object, it is then determined subjects and informants who serve as a source of information, other than information derived from observation and documents. The data obtained were analyzed using qualitative descriptive. From these results it can be concluded that in the current era of globalization sensitize the managers of private universities to constantly make changes both in management of students, lecturers, and academic. Of the top ten universities in East Java, which is the object of research has done on average conditionally adjustment and in accordance with their respective capabilities to actualize development programs as outlined in the master plan and development plan strategy as a guide.</p>

Career Development Program in Queensland Transport

2000 ◽  
Vol 9 (1) ◽  
pp. 3-7 ◽  
Author(s):  
Sandy Santic
Keyword(s):  
Career Development ◽  
Development Program ◽  
Development Programs ◽  
Development Tools ◽  
Career Development Program ◽  
Individual Perspective

The significant changes in work and workplaces are making organisational career development programs imperative from both an organisational and individual perspective. Queensland Transport has responded to the demand from its employees for career development tools and resources by committing to the development and implementation of a departmental Career Development Program. This paper outlines the Queensland Transport Career Development Program with a particular emphasis on how it came about, what it entails and the challenges faced. Various initiatives have been implemented to date, yet many challenges lie ahead.

scholarly journals Some facts and thoughts on the training and practice of Industrial Psychologists

1982 ◽  
Author(s):  
I. Van W Raubenheimer
Keyword(s):  
South African ◽  
Ethical Conduct ◽  
Industrial Psychology ◽  
Professional Behaviour ◽  
South African Universities ◽  
The Status ◽  
Training Of Personnel

Contributions made by South African universities over decades to the training of personnel practitioners are reviewed and the status of Industrial Psychology as a profession is discussed. A few misconceptions about ethical conduct are criticised in the light of the internationally accepted criteria of professional behaviour. OpsommingDie bydrae wat die Suid-Afrikaanse universiteite oor die dekades heen gelewer het tot die opleiding van personeelpraktisyns, en die stand van die bedryfsielkunde professie en praktyk word bespreek. Enkele dwalinge in bedryfsielkundige praktyk word nader toegelig en besweer aan die hand van internasionaal erkende norme.

scholarly journals Strategic planning for human resources and its impact on Sudanese national security: التخطيط الاستراتيجي للموارد البشرية وأثره على الأمن القومي السوداني

2019 ◽  
Vol 3 (11) ◽  
Author(s):  
Mu'tasim Hussein Abu Zeid
Keyword(s):  
Strategic Planning ◽  
Human Resources ◽  
National Security ◽  
Human Resource Development ◽  
National Policy ◽  
State Level ◽  
The State ◽  
Development Programs ◽  
Human Capabilities ◽  
The Relationship

The study considered the importance of strategic planning for human resources and its impact on Sudanese national security considering that strategic planning is one of the important mechanisms that achieve integration and interaction between the components of the comprehensive perspective of human resources at the state level, in order to achieve the conditions required to achieve the full utilization of competitive human capabilities as one of the important elements affecting national security. The study aimed at the importance of strategic planning for human resources at the macro level of the state and its impact on Sudanese national security. The study reviewed the terms related to strategic planning, the concept of national security and the relationship between strategy, national security and human resources. The study reviewed the terms related to strategic planning, the concept of national security and the relationship between strategy, national security and human resources. The study also dealt with the aspects affecting the human resources and the Sudanese reality. The descriptive approach was used for the study and the scientific sources that dealt with the subject were used as sources for the study. The study concluded that strategic planning for human resources should be adopted, and that a national policy should be established through human resource development programs and clear foundations for investing human resources to meet challenges related to human capabilities, especially competitive human capacities.

scholarly journals Evaluation Program for the Career Development of Indonesian Navy Civilian Personnel using the Cipp Evaluation Model and Analytical Hierarchy Process (Ahp)

2019 ◽  
Vol 8 (4) ◽  
pp. 1309-1316
Keyword(s):  
Career Development ◽  
Analytical Hierarchy Process ◽  
Work Performance ◽  
Evaluation Model ◽  
Development Program ◽  
Evaluation Study ◽  
Development Programs ◽  
Class Iii ◽  
Evaluation Approach ◽  
Hierarchy Process

Nowadays, the implementers of Civilian Personnel (Pegawai Negeri Sipil/PNS) Career Development Programs within the Indonesian Navy are still one with military personnel where their existence is only complementary so that they become less optimal/less focused. In its implementation, it is only carried out by officials at the level of Head of Affair (Superintendent/PNS class III/c), the impacts are low of performance, competence and confidence that can be related with weakening work performance. This study aims to provide an evaluation of Civilian Personnel career development programs within the Indonesian Navy by using the CIPP evaluation approach (Content, Input, Process, Product) and Analytical Hierarchy Process (AHP) methods. Based on the results of the program evaluation study, it can be seen that the results of the Context aspect evaluation amounted to 85.84% with the Excellent category; Input aspects amounted to 76.38% with good categories; Process aspects were 79.77% with good categories; Product aspect is 82.48 in the excellent category. So, the overall evaluation of the Civilian Personnel career development program is 81.12% with an Excellent category. The results of the recommendations state that career development programs need to be revised on several aspects of the criteria.

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