Snakes and Ladders: Relocation and the Dual Career Couple

1996 ◽  
Vol 2 (2) ◽  
pp. 1-10
Author(s):  
Jennifer Pierce ◽  
Brian L. Delahaye
Keyword(s):  
Career Development ◽  
Human Resource ◽  
Development Strategy ◽  
Resource Planning ◽  
Dual Career ◽  
Career Opportunities ◽  
Relocation Assistance ◽  
Management Issues

AbstractThe dual career couple is a contemporary and growing phenomenon in western industrialised nations. There are numerous human resource management issues associated with the dual career couple. The focus of this paper is on just one of these issues — employee relocation. The research reported here found that dual career employees are concerned about their partner's career prospects and unless current career levels can be maintained for the trailing partner, organisations may experience relocation resistance. Of specific interest in the Australian context is that organisations with operations in country areas may be particularly affected, since country areas are less likely to offer desirable career opportunities for trailing partners. Further, organisational mobility expectations frequently force couples to decide which partner's career will take precedence. Historically it has been the male partner's career, even in dual career relationships. The findings from this study suggest that such decisions are becoming more complex, with couples placing greater emphasis on economic and quality of life concerns. Traditionally, organisations have relied on employee mobility as a career development strategy. However, greater emphasis on long-term human resource planning is advocated to facilitate career development strategies which are less reliant on geographical relocation. Further, if organisations are to retain their dual career employees, relocation assistance packages may need re-assessment to reflect the needs of those employees who are unwilling to sacrifice their partners' careers for the sake of their own.

Snakes and Ladders: Relocation and the Dual Career Couple

1996 ◽  
Vol 2 (2) ◽  
pp. 1-10 ◽  
Author(s):  
Jennifer Pierce ◽  
Brian L. Delahaye
Keyword(s):  
Career Development ◽  
Human Resource ◽  
Development Strategy ◽  
Resource Planning ◽  
Dual Career ◽  
Career Opportunities ◽  
Relocation Assistance ◽  
Management Issues

AbstractThe dual career couple is a contemporary and growing phenomenon in western industrialised nations. There are numerous human resource management issues associated with the dual career couple. The focus of this paper is on just one of these issues — employee relocation. The research reported here found that dual career employees are concerned about their partner's career prospects and unless current career levels can be maintained for the trailing partner, organisations may experience relocation resistance. Of specific interest in the Australian context is that organisations with operations in country areas may be particularly affected, since country areas are less likely to offer desirable career opportunities for trailing partners. Further, organisational mobility expectations frequently force couples to decide which partner's career will take precedence. Historically it has been the male partner's career, even in dual career relationships. The findings from this study suggest that such decisions are becoming more complex, with couples placing greater emphasis on economic and quality of life concerns. Traditionally, organisations have relied on employee mobility as a career development strategy. However, greater emphasis on long-term human resource planning is advocated to facilitate career development strategies which are less reliant on geographical relocation. Further, if organisations are to retain their dual career employees, relocation assistance packages may need re-assessment to reflect the needs of those employees who are unwilling to sacrifice their partners' careers for the sake of their own.

Peningkatan Profesionalisme Pegawai Negeri Sipil Dilihat Dari Sistem Rekrutmen Berbasis Kompetensi

2013 ◽  
Vol 10 (1) ◽  
pp. 49
Author(s):  
Muhammad Ridwan
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Resource Planning ◽  
Civil Servant ◽  
Civil Servants ◽  
Human Resource Planning ◽  
Vacant Position

Quality of human resources-civil servants, among others, which is determined by the recruitment processof seeking and finding HR activities-civil servant who has the motivation, ability, skills and knowledgerequired to carry out its duties in office. Organizational recruitment as human resource planning must becomprehensive programmed to be able to predict the needs of both quantity and quality as well asplanning professionals. Theoretically, many methods and selection techniques to evaluate applicantsaccording to a vacant position within the organizationKeywords: professionalism, recruitment, competence

Cultural Tourism and Economic Development

2019 ◽  
pp. 13-44
Keyword(s):  
Economic Development ◽  
Development Strategy ◽  
Focal Point ◽  
Cultural Tourism ◽  
Travel And Tourism ◽  
Long Run ◽  
Tourism Attractions ◽  
Key Aspects

There are many links between cultural tourism and economic development. Governments from entire nations down to cities and counties have made tourism a focal point in their economic development efforts. This chapter discusses 18 types of cultural tourism attractions ranging from architecture to gastronomy to sex. Each of the types of cultural tourism are assessed in terms of the level of interaction between a tourist and an attraction. Travel and tourism's contribution to gross domestic product (GDP) has outpaced overall GDP in 62% of the 185 countries studied by the World Travel and Tourism Council in 2017. Tourism's contribution to GDP exceeds 10% for several countries with Iceland topping the list at 20.1%. Sustainability is a key to the success of any long-term development strategy, and this is certainly the case with cultural tourism. The tradeoff communities face is maximizing short term returns versus managing development (tourism) to maintain the quality of the resource for the long run. Over-tourism results when an attraction or a community experiences numbers of tourists beyond the carrying capacity of the attraction. While the marketplace is better suited for managing much of tourism and its impacts, government is uniquely suited to manage some key aspects of tourism. Government is better able than business to manage for the long term. Additionally, governments can weigh costs and benefits to different groups (e.g., residents versus tourists). Two case studies are presented to highlight these issues.

scholarly journals Long-term prophylaxis in HAE patients

2019 ◽  
Vol 16 (3) ◽  
pp. 75-83
Author(s):  
T V Latysheva ◽  
E A Latysheva ◽  
I A Manto
Keyword(s):  
Depressive Disorders ◽  
Social Activity ◽  
Psychological Impact ◽  
C1 Inhibitor Deficiency ◽  
Risk Of Death ◽  
Career Opportunities ◽  
Life Threatening ◽  
Life Career

Hereditary angioedema (HAE) due to of C1-inhibitor deficiency is a rare disease, which causes a strong physical and psychological impact on patients’ lives. HAE affects daily life, career opportunities, and social activity. In addition, fear of the edema development, as well as the associated with it pain and risk of death leads to depressive disorders specific for chronic (especially life-threatening) diseases. The emergence of modern pathogenetic drugs can minimize the effect of HAE and improve the patients’ quality of life. There are three different therapeutic strategies that are used for HAE treatment: long-term prophylaxis, short-term and on-demand therapy for acute attacks. This article focuses on long-term prophylaxis.

scholarly journals CONSISTENCY OF PLANNING AND BUDGETING IN EDUCATION: THE CASE IN PONTIANAK CITY

2021 ◽  
pp. 109
Author(s):  
Bayu Kharisma ◽  
Sutyastie S. Remi ◽  
Bugi Ario ◽  
Cecep Suhayli
Keyword(s):  
Higher Education ◽  
Data Collection ◽  
Human Resource ◽  
Quantitative Methods ◽  
Quality Education ◽  
Medium Term ◽  
Resource Quality ◽  
Development Plans

Human resource is one of key elements in national or regional development and one way to improve the quality of human resource is through education as higher education means better human resource in terms of quality. Education is one of priority programs in Pontianak city and it is obvious that their government has a plan to enhance their human resource quality through education as it is stated in their long-term and medium-term development plans. Hence, this study aims to identify inconsistency trends between planning and budgeting in education-specific programs and activities in Pontianak city’s government in 2019 using quantitative methods through data collection. Consistency analysis is carried out by evaluating several related documents like RPJPD 2005-2025, RPJMD 2015-2019, RKPD 2019, Renstra 2015-2019, Renja 2019, and DPA 2019. The result of the analysis shows that the planning and budgeting documents in education-specific programs and activities in Pontianak city are not fully consistent.  

scholarly journals Vietnam’s Development of Human Resources in Science and Technology

2021 ◽  
pp. 1-10
Author(s):  
M.A Kien ◽  
Tran Thi
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Knowledge Economy ◽  
Significant Contribution ◽  
Management Practices ◽  
Science And Technology ◽  
Key Factor ◽  
The Government

In the knowledge-economy era, the quality of human resources has become a key factor in determining a nation's future. Many people agree that improving not only the skill level of individuals but also management practices and the entire human resources system is the prerequisite for the long-term competitiveness and prosperity of a country. Recently, the Government of Vietnam has issued the number of policies to develop human resources in S&T. Although, Vietnam's human resource in science and technology has increased markedly, both in quality and quantity, making a significant contribution to the development and prosperity of the country, but these policies have not brought the expected results.

scholarly journals A Reviuw: Sustainable Livestock Development in Indonesia

2021 ◽  
Author(s):  
Laode Muh. Munadi
Keyword(s):  
Natural Resources ◽  
Development Strategy ◽  
Green Economy ◽  
Local Resources ◽  
Agricultural Industries ◽  
Food Needs ◽  
Sustainable Productivity ◽  
Livestock Development

The population of Indonesia in 2021 is about 273 million people. The increasing population is followed by an increase in food needs, including animal food. The area of land as a base of food production does not increase, even tends to decrease due to conversion, abrasion, and submerged seawater as a result of global warming and climate change, as well as the declining quality of natural resources. Animal protein consumption in Indonesia is very low and is expected to increase sharply as the income of the population continues to increase. Anticipating this, it is necessary to prepare a medium- and long-term farm development strategy in a sustainable manner by utilizing the availability of local resources. Exploring the genetic resources of livestock that are efficient in the use of feed, should also be able to utilize feed materials in the form of crop byproducts and agricultural industries. This policy should be supported by technological innovation and sustainable productivity and livestock production. Can save natural resources while reducing greenhouse gas emissions in order to realize the concept of green economy.

scholarly journals The Model of Kiai in Human Resource Development Quality

2019 ◽  
Vol 12 (1) ◽  
pp. 82
Author(s):  
Mohammad Anwar
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Work Performance ◽  
Resource Development ◽  
Resource Planning ◽  
Well Being ◽  
Quality Of Education ◽  
Educational Institute ◽  
Informal Assessment

Pondok Pesantren is one of the organization/educational institute that is still valued as the second class compared with public educational institute. Hence, to show that the quality of education in pondok pesantren is able to compete with other institutions is by developing human resource that is conducted by Kiai. This research is to describe about the development of human resource in increasing the quality of education in pondok pesantren Diponegoro, Klungkung, Bali by using phenomenology perspective. In addition, this research is qualitative research with the form of case study. The findings of this research are: first, the model of Kiai in human resource development of teachers competence in this pesantren, are: 1) planning the human resource that is conducted by: a) arranging the planning which involves the structures, b) it is conducted in the first year and in the middle of the semester, c) planning the teachers based on the evaluation and analysis needs. 2) Recruiting the human resource by following the procedure and sunny ideology, high dedication, sincere, and competence, b) internal and external recruitment. 3) Selecting the administrative, written test, teaching, and interview. 4) Evaluating a) conducting formal and informal assessment, b) conducting class supervision periodically, c) assessing the work performance, loyalty, responsibility, obedient, honesty, and leadership, d) assessing by report model, e) compensation of teacher in the form of financial and non financial.  5) Human resource development by giving training program and meeting periodic. The second, the model of Kiai in developing the manager of human resource competence in this pesantren are: 1) planning human resource in a) recruiting the manager based on the human resource, b) selecting which is customized by the position needs, c) placing and appointing based on the duty and authority, d) developing the human resource by giving training, e) maintaining of well-being, f) integrating the human resource by leadership and communication, g) compensation the allowance of pesantren, h) discipline, i) discharging the position, 2) Implementing the strategy of human resource planning by: a) supplying, filtering and selecting, b) developing by giving training and mutation, continuing study to the higher level and mutation the position, c) maintaining of well-being, d) integrating by communication intensely in solving the problem in general, e) compensation of  fee, f) discipline, it is pointed out whether to the students or manager who violate the rule, g) discharging which is caused by mutation, retired, and resigned.

ANALISIS SISTEM PENILAIAN KOMPETENSI PEMEGANG JABATAN DENGAN KOMPETENSI KERJA DI KELUARGA JABATAN UMUM PADA PT JASA MARGA (PERSERO)

2018 ◽  
Vol 3 (01) ◽  
pp. 69
Author(s):  
Ismulyana Djan ◽  
Ida Juraida
Keyword(s):  
Human Resource ◽  
Qualitative Approach ◽  
Short Term ◽  
Job Requirements ◽  
Employee Recruitment ◽  
Competency Training ◽  
Recruitment And Selection ◽  
Descriptive Method

The purpose of the research was to know whether the implementation of Human resource competency at Jasa Marga (Ltd) has been run well in terms of employee recruitment. The two variables being compared in this study were the competency of the employees who hold positions and the work competency itself. The study focuses on analyzing the existing employees competency with the needed job requirements.  The research used descriptive method with qualitative approach by interviewing related parties and conducting a field observation concerning the problem being researched. From measuring competency of the employees who hold positions at Jasa Marga (Ltd) it was found that there were still a few employees whose qualification were below the job requirements. It was proposed that Jasa Marga (Ltd) should continuously increase the quality of the human resources through development training in short term and long-term programs in order to fulfill the predetermined job requirements. The application of the employees competency training should be conducted interactively to produce professional and transparent human resource because it function as initial filter from the early employees recruitment and selection programs.

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