scholarly journals Personeelontwikkeling - ’n bekendstelling

Curationis ◽  
1982 ◽  
Vol 5 (2) ◽  
Author(s):  
F. Cilliers
Keyword(s):  
Staff Development ◽  
Development Programme ◽  
Development Plan ◽  
Individual Development ◽  
Individual Worker ◽  
The Individual ◽  
Programme Staff

Staff development as a function of the industrial psychologist tries to educate and train the individual worker to become a more self-actualising and integrated individual. The process used involves the identification of individual development needs, creating an individual development plan, determining individual development activities and evaluating the development programme. Staff development benefits the organisation as its staff becomes more satisfied, autonomous and productive.

scholarly journals A cross-sectional study of the use and effectiveness of the Individual Development Plan among doctoral students

F1000Research ◽  
2018 ◽  
Vol 7 ◽  
pp. 722 ◽  
Author(s):  
Nathan L. Vanderford ◽  
Teresa M. Evans ◽  
L. Todd Weiss ◽  
Lindsay Bira ◽  
Jazmin Beltran-Gastelum
Keyword(s):  
Career Development ◽  
Doctoral Students ◽  
Online Survey ◽  
Career Planning ◽  
Statistical Significance ◽  
Development Plan ◽  
Individual Development ◽  
Negative Consequences ◽  
Cross Sectional ◽  
The Individual

Background: The Individual Development Plan (IDP) was introduced as a tool to aid in career planning for doctoral trainees. Despite the National Institutes of Health and academic institutions creating policies that mandate the use of IDPs, little information exists regarding the use and effectiveness of the career planning tool. Methods: We conducted a multi-institutional, online survey to measure IDP use and effectiveness. The survey was distributed to potential respondents via social media and direct email. IDP survey questions were formatted using a five-point Likert scale (strongly agree, agree, neutral, disagree and strongly disagree). For data analysis purposes, responses were grouped into two categories (agree versus does not agree/disagree). The data were summarized as one-way frequencies and the Pearson chi-square test was used to determine the statistical significance of univariate associations between the survey variables and an outcome measure of the effectiveness of the IDP. Results: Among all respondents, fifty-three percent reported that they are required to complete an IDP while thirty-three percent reported that the tool is helpful to their career development. Further, our data suggests that the IDP is most effective when doctoral students complete the tool with faculty mentors with whom they have a positive relationship. Respondents who are confident about their career plans and who take advantage of career development resources at their institution are also more likely to perceive that the IDP is useful for their career development. Conclusion: Given the nuanced use and effectiveness of the IDP, we call for additional research to characterize the overall use and effectiveness of the IDP and to determine whether there are unintended negative consequences created through the use of the tool. Furthermore, we recommend an enhancement of career development infrastructure that would include mentorship training for faculty in order to provide substantially more career planning support to trainees.

scholarly journals Use and effectiveness of the Individual Development Plan among postdoctoral researchers: findings from a cross-sectional study

F1000Research ◽  
2018 ◽  
Vol 7 ◽  
pp. 1132 ◽  
Author(s):  
Nathan L. Vanderford ◽  
Teresa M. Evans ◽  
L. Todd Weiss ◽  
Lindsay Bira ◽  
Jazmin Beltran-Gastelum
Keyword(s):  
Career Development ◽  
Online Survey ◽  
Career Planning ◽  
Cross Sectional Study ◽  
Development Plan ◽  
Individual Development ◽  
Cross Sectional ◽  
Short And Long Term ◽  
The Individual ◽  
Postdoctoral Researchers

The individual development plan (IDP) is a career planning tool that aims to assist PhD trainees in self-assessing skills, exploring career paths, developing short- and long-term career goals, and creating action plans to achieve those goals. The National Institutes of Health and many academic institutions have created policies that mandate completion of the IDP by both graduate students and postdoctoral researchers. Despite these policies, little information exists regarding how widely the tool is used and whether it is useful to the career development of PhD trainees. Herein, we present data from a multi-institutional, online survey on the use and effectiveness of the IDP among a group of 183 postdoctoral researchers. The overall IDP completion rate was 54% and 38% of IDP users reported that the tool was helpful to their career development. Positive relationships with one’s advisor, confidence regarding completing training, trainees’ confidence about their post-training career, and a positive experience with institutional career development resources are associated with respondents’ perception that the IDP is useful for their career development. We suggest that there is a need to further understand the nuanced use and effectiveness of the IDP in order to determine how to execute the use of the tool to maximize trainees’ career development.

scholarly journals Use and effectiveness of the Individual Development Plan among postdoctoral researchers: findings from a cross-sectional study

F1000Research ◽  
2018 ◽  
Vol 7 ◽  
pp. 1132 ◽  
Author(s):  
Nathan L. Vanderford ◽  
Teresa M. Evans ◽  
L. Todd Weiss ◽  
Lindsay Bira ◽  
Jazmin Beltran-Gastelum
Keyword(s):  
Career Development ◽  
Online Survey ◽  
Career Planning ◽  
Cross Sectional Study ◽  
Development Plan ◽  
Individual Development ◽  
Cross Sectional ◽  
Short And Long Term ◽  
The Individual ◽  
Postdoctoral Researchers

The individual development plan (IDP) is a career planning tool that assists PhD trainees in self-assessing skills, exploring career paths, developing short- and long-term career goals, and creating action plans to achieve those goals. The National Institutes of Health and many academic institutions have created policies that mandate completion of the IDP by both graduate students and postdoctoral researchers. Despite these policies, little information exists regarding how well the tool is used and whether it is useful to the career development of PhD trainees. Herein, we present data from a multi-institutional, online survey on the use and effectiveness of the IDP among a group of 183 postdoctoral researchers. The overall IDP completion rate was 54% and 38% of IDP users reported that the tool was helpful to their career development. Positive relationships with one’s advisor, confidence regarding completing training, one’s confidence about their post-training career, and a positive experience with institutional career development resources are associated with respondents’ perception that the IDP is useful for their career development. We suggest that there is a need to further understand the nuanced use and effectiveness of the IDP in general, to determine how to execute the use of the tool to maximize trainees’ career development, and to generally enhance the career development support for PhD trainees.

scholarly journals A cross-sectional study of the use and effectiveness of the Individual Development Plan among doctoral students

F1000Research ◽  
2018 ◽  
Vol 7 ◽  
pp. 722
Author(s):  
Nathan L. Vanderford ◽  
Teresa M. Evans ◽  
L. Todd Weiss ◽  
Lindsay Bira ◽  
Jazmin Beltran-Gastelum
Keyword(s):  
Career Development ◽  
Doctoral Students ◽  
Online Survey ◽  
Career Planning ◽  
Statistical Significance ◽  
Development Plan ◽  
Individual Development ◽  
Negative Consequences ◽  
Cross Sectional ◽  
The Individual

Background: The Individual Development Plan (IDP) was introduced as a tool to aid in career planning for doctoral trainees. Despite the National Institutes of Health and academic institutions creating policies that mandate the use of IDPs, little information exists regarding the actual use and effectiveness of the career planning tool. Methods: We conducted a multi-institutional, online survey to measure IDP use and effectiveness. The survey was distributed to potential respondents via social media and direct email. IDP survey questions were formatted using a five-point Likert scale (strongly agree, agree, neutral, disagree and strongly disagree). For data analysis purposes, responses were grouped into two categories (agree versus does not agree/disagree). The data were summarized as one-way frequencies and the Pearson Chi-square test was used to determine statistical significance. Results: Usage of the IDP among doctoral students was low and the tool produces minimal effectiveness with regard to the perception of whether it is helpful to one’s career development. Further, our data suggests that the IDP is most effective when doctoral students complete the tool with faculty mentors with whom they have a positive relationship. Respondents who are confident about completing their doctoral training and their post-training career plans, and who take advantage of career development resources at their institution are also more likely to perceive that the IDP is useful for their career development. Conclusion: Given the nuanced use and effectiveness of the IDP, we call for more research to determine why IDP use and effectiveness is low, exactly how IDPs are being used, and whether there are unintended negative consequences created through the use of the tool. Furthermore, we recommend an enhancement of career development infrastructure that would include mentorship training for faculty in order to provide substantially more career planning support to doctoral trainees.

scholarly journals THEORETICAL AND METHODOLOGICAL ASPECTS OF PERSONNEL CERTIFICATION OF AGRICULTURAL ORGANIZATION

2019 ◽  
Vol 14 (2) ◽  
pp. 154-159
Author(s):  
Гузалия Клычова ◽  
Guzaliya Klychova ◽  
Алсу Закирова ◽  
Alsu Zakirova ◽  
Айгуль Клычова ◽  
...  
Keyword(s):  
Professional Growth ◽  
Control Method ◽  
Evaluation Criteria ◽  
Development Plan ◽  
Individual Development ◽  
Appraisal System ◽  
Method Performance ◽  
Personal Qualities ◽  
The Individual ◽  
Methodological Aspects

Personnel certification is a set of personnel measures, that allow to assess the compliance of personal qualities, potential and level of labor of a person with the existing requirements for work performed. The main purpose of certification is to identify reserves for improving the efficiency of employees, control professional growth and qualifications of specialists. The main objectives of certification include the issues of improving the selection, training, management of wages, stimulating the professional growth of staff. The key principles of an effective personnel appraisal system include: focus on improving performance, thorough preparation, confidentiality, standardization and reliability of evaluation criteria; optimality in combination of encouragement and criticism, accuracy of the methods used. In the process of preparing and conducting certification, the methodological tools used are important. The study studied methods to evaluate certain indicators, their presence/absence, the severity of one or another employee. The article describes the stages of personnel certification, considered the possibility of attracting consultants as subject experts. They can suggest ways to solve one or another task arising in the framework of the attestation procedure, and help to train personnel in the development and implementation of an certification system. Personnel service forms the “Individual development plan for managers, specialists, employees of the enterprise” for each employee, who has passed certification, The article proposes the form of this document, which records the qualities and professional skills, that require development, development aim, development directions, development actions, necessary support, monitoring period, control method, performance mark. Employees of the enterprise on the basis of the “Individual development plan” can timely prepare for participation in new projects, entry into a new position; highlight points to pay attention to during development and training.

scholarly journals Integrating Competency Based-Management Into Individual Development Plan For University Staff

2021 ◽  
Vol 7 (1) ◽  
pp. 117
Author(s):  
Mohamad Nasaruddin Mahdzir ◽  
Ahmad Shahril Azwan Abd Rahim ◽  
Mohammad Khair Mohd Seni ◽  
Abdul Kadir Othman
Keyword(s):  
Talent Management ◽  
Development Plan ◽  
Individual Development ◽  
University Administrators ◽  
Human Resource Department ◽  
Management Scheme ◽  
Competency Based ◽  
The Individual ◽  
Management Functions ◽  
The University

The purpose of this study is to examine the Individual Development Plan (IDP) of university administrators especially those who are categorised under the professional and management scheme. The IDP explains the dimensions of Attitude, Skills and Knowledge required by the administrators in order to perform their responsibilities in executing the management functions and be as the backbone of the university to achieve its mission, vision and objectives of institution. In general, IDP is expected to enhance the performance and abilities of an individual. Thus, the assimilation of IDP into talent management will enable the Human Resource Department to plan the structured Talent Development Programmes that in line with the University Strategic Planning and Key Performance Indicators of University.   Keywords: Individual Development Plan, Talent Management, Competency-Based Management, University Administrators

Optimizing the utility of the individual development plan for trainees in the biosciences

2018 ◽  
Vol 36 (6) ◽  
pp. 552-553 ◽  
Author(s):  
Jessica W Tsai ◽  
Nathan L Vanderford ◽  
Fanuel Muindi
Keyword(s):  
Development Plan ◽  
Individual Development ◽  
The Individual
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