Improving the Employability of Mature Workers

2020 ◽  
pp. 28-60
Author(s):  
Yuanlu Niu
Keyword(s):  
Labor Markets ◽  
Human Resource Development ◽  
Personal Development ◽  
Leadership Behaviors ◽  
Development Programs ◽  
Policy Makers ◽  
Development Plans ◽  
Strategic Policy ◽  
Hrd Professionals ◽  
Mature Workers

The purpose of this chapter is to explore how organizations and higher education institutions can help mature workers maintain and improve their employability in the dynamic labor market. This chapter addresses the issues regarding career learning for mature workers and provides a guide for policymakers and human resource development (HRD) professionals for handling these issues. Several recommendations were generated for policy makers and HRD professionals: 1) the new trends manifested in local, regional, national, and global labor markets should be understood; 2) a more strategic policy to grow the availability and quality of jobs in aging labor markets should be developed; 3) mature workers' specific needs and interests should be recognized; 4) an age diverse environment should be developed in the workplace; 5) training and development programs to enhance transformational leadership behaviors should be provided to managers; and 6) longer-term personal development plans for mature workers should be established.

Enterprise Development Programming in Partnership with Local Government, Science and Business. The Example of Rybnik

2017 ◽  
Vol 13 ◽  
pp. 53-61
Author(s):  
Wojciech Kiljańczyk
Keyword(s):  
Economic Development ◽  
Local Government ◽  
Development Program ◽  
Development Programs ◽  
Enterprise Development ◽  
Entrepreneurship Development ◽  
Development Programming ◽  
Development Plans ◽  
Resources And Capabilities ◽  
The City

The article concerns the mechanisms of entrepreneurship development in partnership with local government, science and business. The author presents evidence that the sector partnership is crucial for the success of projects developing entrepreneurship in the local and regional perspective. Local government has the resources and capabilities to act as initiators of projects and programs supporting the economic development of the city or voivodeship. At the same time, representatives of local government units must use appropriate operational and management methods in the implementation of the policy of strengthening entrepreneurship. Inter-sectoral collaboration requires the application of organisational solutions allowing for the involvement of units in different fields and basing on various legislation. The author also indicates that the source of the competitive advantage of cities and regions may be the specialisation, as well as the commercialisation of knowledge and technology. In this case, the inter-sectoral partnership is crucial as it conditions the success of economic development programs in its social, economic and political sense. At the same time, the article describes the methods of building the inter-sectoral cooperation. As a basis for the appropriate use of the different potential of the cooperating participants, the authors indicated projects and programs embracing groups of projects. All this is worth being recognised within the framework of strategic documents, such as development plans, strategies, and other records used by local government agencies. The article uses the outcome of the participatory workshops during the preparation of the Rybnik Enterprise Development Program. The aim of the study is the verification of the assumption that the sectoral partnership is crucial to the processes of local and regional entrepreneurship development.

Prioritizing Strategic Factors of Creative Tourism Industry in Iran by Analytic Network Process (ANP)

2020 ◽  
Vol 24 (5) ◽  
pp. 553-565
Author(s):  
Reza Kiani Mavi ◽  
Hamed Gheibdoust ◽  
Ahmad A. Khanfar
Keyword(s):  
Policy Making ◽  
Analytic Network Process ◽  
Influential Factors ◽  
Tourism Industry ◽  
Policy Makers ◽  
Business Support ◽  
Network Process ◽  
Strategic Factors ◽  
Strategic Policy ◽  
Strategic Policies

Nowadays, it is obvious that creative tourism industry has become very essential for countries and societies; therefore, governments work on constituting policies in order to develop this industry. To be successful in improving creative tourism industry, governments should identify the influential factors and focus on ones that are more important rather than investing a bit on many different factors. Because of the interrelations among factors, this research is aiming to prioritize factors that influence strategic policies of creative tourism industry in Iran using analytic network process (ANP). Data were collected during the period of May 2017 to February 2018. Participants in this research are 13 tourism experts with more than 10 years' experience in the field. Results show that the most influential criterion is "business support" and the most influential subcriterion is "supporting midsize businesses." This study helps policy makers to improve creative tourism by emphasizing on those factors that have high priority from the viewpoint of strategic policy-making.

Military Veterans’ Transferrable Skills

2016 ◽  
Vol 19 (1) ◽  
pp. 6-13 ◽  
Author(s):  
Valerie E. Davis ◽  
Sarah E. Minnis
Keyword(s):  
Human Resource Development ◽  
Military Service ◽  
Military Veterans ◽  
Armed Forces ◽  
Skills Training ◽  
Contributing Factors ◽  
Civilian Workforce ◽  
Retention Initiatives ◽  
Civilian Employment ◽  
Hrd Professionals

The Problem Military veterans face a number of employment challenges as they transition from military service to civilian employment. Although the American workforce has become much more diverse, there continues to be a lack of understanding and misperceptions about veterans’ skillsets and military experiences which inhibits successful employment after military service. Veterans are a source of talent for civilian employers as they bring distinctive capabilities and valuable skills developed through real-world, high-pressure experience, but some human resource development (HRD) practitioners may not be aware of the vast array of skills, training, and knowledge that veterans bring to the civilian workforce in addition to supervisory and management skills acquired during their time in the armed forces. Given the civilian public’s general lack of knowledge about military experience, HRD practitioners, in particular, may be less able to effectively evaluate and integrate veterans’ military experiences, skills, and capabilities in the civilian employment sector. These misunderstandings are contributing factors impacting veterans’ ability to transfer their skills from military to business cultures. The Solution It is imperative that HRD practitioners understand the potentially strong contributions and societal misperceptions regarding the business value of military veterans’ skills and experiences. This article will explore distinctive capabilities of veterans that make them assets in the civilian workforce as well as some potential concerns and highlight HRD’s role in recognizing and facilitating the development of veteran hiring and retention initiatives in civilian employment. Educating HRD professionals about how to integrate military veterans’ skills, knowledge, and abilities in business cultures and mitigate concerns is vital to promote veterans’ contributions to civilian organizations and is necessary for effective hiring and talent development. The Stakeholders Veterans, HRD professionals, scholars, practitioners, and policy makers interested in the HRD field, private sector, federal, nonfederal public sector, and U.S. Office of Personnel Management.

Personal development plans – Practical pitfalls

2013 ◽  
Vol 3 (4) ◽  
pp. 220-223
Author(s):  
Santosh Patel ◽  
Gareth Kitchen ◽  
Janet Barrie
Keyword(s):  
Personal Development ◽  
Development Plans

A Synthesis of New Perspectives on Virtual HRD

2014 ◽  
Vol 16 (3) ◽  
pp. 391-401 ◽  
Author(s):  
Rochell R. McWhorter
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Technology Development ◽  
Training And Development ◽  
Virtual Human ◽  
Special Issue ◽  
Organizational Mission ◽  
Hrd Professionals ◽  
Contemporary Technology

The Problem A number of new perspectives of virtual human resource development (VHRD) have been provided in this issue of Advances in Developing Human Resources ( ADHR) that warrant further discussion. As VHRD is still a nascent area of inquiry in HRD, professionals need more explanatory examples and solutions to consider for determining their own role in working with people and technology. The Solution This article offers a synthesis of key constructs of VHRD from the articles in this special issue. Also, it provides a discussion around two different modes of technology development (TD) needed by HRD professionals in the contemporary technology-enabled environment afforded by VHRD. And, the integration of TD in addition to career development, training and development, and organization development is essential to the future of HRD and is discussed herein. The Stakeholders This article targets primarily practitioners interested in VHRD interventions and processes. It encourages the reader to examine the commonalities across the articles in this issue of ADHR and also to consider the new skills required for HRD professionals when seeking to align organizational mission with all levels of the organization.

Career indecision: an integrative review and research agenda

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Xinyi Bian
Keyword(s):  
Human Resource Development ◽  
Design Methodology ◽  
Career Indecision ◽  
Integrative Review ◽  
Initial Attempt ◽  
Content Type ◽  
The Past ◽  
Current Review ◽  
Analytical Review ◽  
Hrd Professionals

Purpose The current review sought to bring light to the issue of an underexplored career phenomenon – career indecision. Career indecision is a significant developmental stage in one’s career life and has been a prominent topic in vocational psychology research in the past decades. However, it has received scant scholarly attention in the human resource development (HRD) field. Besides, the career indecision literature, in general, is lacking theoretical refinement and analytical review. The present study aims to stimulate HRD scholars’ interests by providing an introductory context for understanding the richness and potentialities of researching career indecision in the HRD area. Design/methodology/approach To address the gap, the author conducted an integrative review (Torraco, 2005, 2016) of 60 peer-reviewed articles and synthesized the existing knowledge of career indecision. More importantly, antecedent and outcome factors associated with career indecision were identified and analyzed. Findings A nomological network about career indecision was provided. Besides, the results of the integrative review revealed several omissions in the career indecision literature. Building upon that, implications for HRD research and practice are presented and discussed. Originality/value As an initial attempt to synthesize career indecision literature, this study sought to stimulate HRD professionals’ interest in examining this underexplored career phenomenon.

Personal Development Plans

2020 ◽  
pp. 203-207
Author(s):  
Jonathan Passmore ◽  
Tracy Sinclair
Keyword(s):  
Personal Development ◽  
Development Plans
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