Career Development Activities Research Articles

SISTEM PENDUKUNG KEPUTUSAN REKOMENDASI PENGEMBANGAN KARIR DAN PROMOSI JABATAN STRUKTURAL MENGGUNAKAN METODE SIMPLE ADDITIVE WEIGHTING (SAW)

One of the authorities possessed by The Employment Agency Education and Training of Tegal District is Career Development and Promotion Activity. There are many obstacles in carrying out this activity, such as the large number of employee data and the data processsing is still manual, resulting a complex decision-making process and takes a lot of time. In addition, the formulation used is still not suitable with the mandate of PP Number 17 of 2020 concerning the merit system approach to ASN management. The merit system is an ASN policy and management based on qualifcations, copetence, and performance. In this study, the authors create a support system (SPK) with The Simple Additive Weighting SAW method which will facilitate and save time in providing ASN nomination and reccomendation in the career development and promotion process.This research method applies the Research and Development (R&D) method. This method choosen because it is compatible with the software development cycle or SDLC waterfall.

Graduate Student Perceptions of the Effectiveness of Individual Development Plans

Individual development plans (IDPs) are increasingly being used in higher education to provide personalized guidance to students that can foster a more purposeful and productive education experience. In this study, we document the graduate student’s perspective on the effectiveness of the IDP based on responses from students in course- and thesis-based masters and doctoral programs in science and social science. Informational interviews and mentor meetings were seen as the most useful components of the IDP. Students also felt that the IDP had helped them with many career development activities, but they also highlighted several challenges. Findings from a content and thematic analysis provide insight for those interested in implementing the IDP at their own institution.

Prevalence of Career Indecision and Factors Influencing It Among Medical Students and Interns in Oman: A Cross-Sectional Questionnaire Study.

Career indecision is a broad term that refers to the uncertainty and difficulty of decision-making regarding future careers among junior professionals. This study aims primarily to estimate the prevalence of career indecisiveness among senior medical students and medical interns in Oman. Secondly, it assesses the association of sociodemographic factors influencing it. Finally, it examines the association between participation in career development activities and career indecision among them during the academic year of 2022-2023. A cross-sectional study was conducted using an anonymous self-administered questionnaire in the English language. Unpaired t-test and ANOVA test were used to compare means between groups. A 21-item Career Factors Inventory (CFI) was used to determine thecareer indecision score. These scores were further classified as low-level (score 27-71) and high-level (score 72-105). Results: The total number of participants was 161. The minimum sample size calculated was 153 participants for 95% confidence intervals. The prevalence of high-level career indecision was 63.4% (95%CI 55.4%-70.8%) among the participants. Participants with one of their parents in healthcare professions and those who did not participate in career development activities had high career indecision scores with P-values of 0.002 and 0.022, respectively. Moreover, participants younger than 25 years of age in comparison to older participants had higher need-for-self-knowledge (NSK) scores (p-value 0.018). A high prevalence of high-level career indecision was seen among senior medical students and medical interns in Oman. Few factors were found to be statistically associated with career indecision, especiallyparticipation in career development activities.Further studies are recommended to investigate the causality of high-level career indecision among junior professionals in Oman and the contributing factors. Curricular and extra-curricular career development activities and counseling may reduce career indecision.

Career Development Activities for African Women, Students, and Young Professionals in Geoscience and Remote Sensing [Idea Committee

Career Development Activities for African Women, Students, and Young Professionals in Geoscience and Remote Sensing [Idea Committee

Retrospective perceptions of support for career development among PhD graduates from US and New Zealand universities

PurposePhD graduates are entering an increasing range of careers, but past research has highlighted a lack of preparation for these careers. This study aims to explore the reflections of PhD graduates from science and humanities and social science disciplines regarding support for career development (CD) during their study.Design/methodology/approachThe authors used an explanatory sequential mixed-methods design and collected 136 survey responses and interviewed 21 PhD graduates from two US and one New Zealand universities to investigate their career readiness. Using the lens of Cognitive Information Processing theory, the authors explored the development of self-knowledge and career options-knowledge, and how support at the macro (institutional), meso (departmental) and micro (supervisors) levels influenced CD.FindingsDuring doctoral study, there was very poor engagement with CD activities. Graduates displayed limited self-knowledge and poor knowledge about career options. Graduates reported drawing mainly on their departments and supervisors for career guidance. Although there were pockets of good practice, some departments were perceived as promoting academia as the only successful outcome, neglecting to support other possible pathways. Some graduates reported excellent supervisor support for CD, but others described disinterest or a damaging response if students said they were not wanting to pursue academia.Originality/valueThe enabling aspects for developing self- and options-knowledge are collated into a conceptual model, which identifies key factors at institutional, departmental and supervisor levels, as well as for PhD students themselves.

158 Building a National Network for Collaborative Quantitative Staff

OBJECTIVES/GOALS: Quantitative Staff are an essential workforce for biomedical research. While faculty can engage with peers locally and through national organizations, similar opportunities are limited for staff and often do not meet their unique needs and interests. Creating a professional community is valuable for supporting and developing this workforce. METHODS/STUDY POPULATION: We established the Quantitative Scientific Staff National Network (QS2N2) with the mission to provide professional development and networking opportunities, and to serve as an information resource and advocate through the fostering of community among staff quantitative analysts at any career stage. The initial membership outreach was to all Biostatistics, Epidemiology, and Research Design (BERD) programs through members of ACTS BERD Special Interest Group (SIG). We created a Leadership Team and an Advisory Board consisting of staff and faculty biostatisticians with experience working as or managing staff to govern the network. A Core Planning Committee consisting of 15 members guides planning, implementation, and execution of network activities as operationalized through subcommittees. RESULTS/ANTICIPATED RESULTS: The network currently has 131 members from over 30 health science institutions. Subcommittees focused on Education and Training, Membership, Communication and Web Development, and Mentoring were created and are developing events, programs and infrastructure to further the network’s mission. Network events such as webinars will be offered quarterly; with our first event planned for Nov 3rd. Expansion and maturation of QS2N2 will be done through regular remote meetings where members can connect with peers at other institutions, engage in career development activities, and attend technical seminars. Additional membership outreach will seek to connect with staff in government and private sectors. DISCUSSION/SIGNIFICANCE: Knowledgeable, highly skilled collaborative analysts (e.g., biostatisticians, data scientists) are an essential workforce in clinical and translational science and health research centers.The QS2N2 will support professional development, engagement and growth of this critical workforce which is necessary to advance quality research.

A pilot program to expand career opportunities in conservation for students of color

AbstractThe Scholars for Conservation Leadership Program (SCLP) is a pilot initiative designed to expand career development opportunities to undergraduate students of color in their senior year who are interested in pursuing a career in conservation and/or employment with a land trust organization. Through SCLP, undergraduate seniors engage in career development activities and events, network with conservation practitioners, receive mentorship from a Conservationist of Color group member with similar career interests, attend the Land Trust Alliance Rally National Land Conservation Conference (LTA Rally Conference), and can qualify for a paid year‐long fellowship with a land trust. This study explores the evidence gathered during the program to determine if the SCLP achieved the initial desired outcomes. Two cohorts of scholars have participated in the pilot program activities and events. Both cohorts were asked to complete surveys before and immediately after attending the LTA Rally Conference as well as 6–9 months following the conference to share their experiences and perspectives about the program. The evidence strongly suggests that the SCLP pilot initiative is achieving the programmatic outcomes of expanding career development opportunities to students of color, increasing their interest in pursuing a career in conservation and/or working with a land trust organization.

Local Government on the Move: A Quantitative Report on how Career Development Can Improve Employee Performance

The city council is entrusted with upholding and protecting social sustainability, which encompasses issues related to health and safety, raising standards of living, providing equity and inclusivity, and acting with resilience in response to community needs. The efficacy of the city council is heavily reliant on the performance of civil servants in order to accomplish the stated objectives. Customers' dissatisfaction with the city council's performance is an indication that employees are not working up to par. Prior research has shown that an organization needs to be willing to invest in human resources initiatives in order to address performance issues. Career development should therefore be given top priority since it will shape a desirable attitude and result in high-quality work. Career development activities include training and development, career opportunities, and performance management. In this study, research participants consist of all categories of employees in local government. The results demonstrate a significant correlation between career development and performance, with training being the primary factor influencing performance. Thus, in order to maximize individual performance, career development initiatives that support staff members' physical and mental well-being and embody city councils' internal social responsibility roles must be consistently implemented.

Discovering ME: An innovative planning tool for students with significant disabilities

BACKGROUND: The Individuals with Disabilities Act (IDEA) requires transition plans for students with disabilities to be based on high-quality, age-appropriate transition assessments. However, educators struggle to garner reliable assessment results for students with significant disabilities, because so few assessments are designed or validated for students with these barriers. OBJECTIVE: The purpose of this practice brief is to share details on the process, called Discovering ME, which provides an effective transition assessment and planning tool that is critical to increasing students’ employment outcomes, especially for those who face the most significant barriers to employment. METHODS: Sixty-one students across rural, urban, and suburban school districts participated in Discovering ME. Data were collected across five years, including demographic information and examples of students’ top career cluster areas for future employment. In addition, a statewide survey was conducted with educators participating in Discovering ME on the effectiveness of this early career planning process. RESULTS: The Discovering ME process provides career-related opportunities for students with significant barriers in the home, school, and community in a variety of career clusters based on their expressed interests. Educators report that the focus of this process on students and their interests helped to create positive experiences for them by creating opportunities for success. CONCLUSION: The Discovering ME process provides students with disabilities with authentic, coordinated career awareness and development activities and the building of self-determination, work readiness, and community integration skills.

Prevalence of Career Indecision and Factors Influencing it among Medical Students and Interns in Oman

Aim and objectives: Career indecision (CI) is a broad term refers to the uncertainty and difficulty of decision- making of the future career among junior professionals. This study aims primarily to estimate the prevalence of CI among senior medical students and medical interns in Oman. Secondly, it assesses the association of socio-demographics factors influencing it. Finally, it examines the association between participation in career development activities and CI among them during the academic year of 2022-2023. Methods: A cross-sectional study was conducted using anonymous self-administered questionnaire in English language. We used a 21-item Career Factors Inventory (CFI) to determine CI score. CI scores were further classified to low-level CI (score 27-71) and high-level CI (score 72-105). Results: Total number of participants was 161. The minimum sample size calculated was 153 participants for 95% confidence interval. Unpaired t test and ANOVA test were used to determine association. The results showed the prevalence of high-level CI is 63.4% (95% CI 55.4% - 70.8%) among the participants. Participants with one of their parents in healthcare professions and those who did not participate in career development activities have high CI scores with P-value 0.002 and 0.022 respectively. Moreover, participants younger than 25 years of age in comparison to older participants had higher Need for Self-Knowledge (NSK) scores (p-value 0.018). Conclusion: Study participants showed high prevalence of high-level CI among senior medical students and medical interns in Oman. Few factors were found to be statistically associated, especially participation in career development activities. Further studies are recommended to investigate the causality of high CI levels among junior professionals in Oman and the contributing factors. Curricular and extra-curricular career development activities and counselling may improve CI and reduce its burden.

Investigating the Barriers to EFL Teachers’ Professional Development in Erbil High Schools

The present study entitled, ‘’ Investigating the Barriers to EFL Teachers’ Professional Development in Erbil High Schools”, aims at investigating the barriers to English Language teachers’ professional development in the city Centre of Erbil. To achieve the aims of the study, a questionnaire has been constructed to investigate the barriers to professional development. The tool of the study was exposed to some experts as jury members in the fields of English language, linguistics, and applied linguistics to achieve its validity.The sample of the study is 100 English Language teachers in public high schools. The data was analyzed after being statistically computed by employing SPSS programme to show Percentage, the Mean, and the Standard Deviation of the items of the questionnaire. The findings of this study reveal that there are some outstanding barriers that prevent English Language teachers from participating in professional development activities or training courses. The barriers are: (poor internet infrastructure and teachers’ illiteracy with modern technological tools, the ineffectiveness of teachers’ performance appraisal system, a bad design of professional development programmes, Training venues, financial constraints, teachers’ demotivation, the lack of qualified and professional English language trainers, English language teachers’ excessive workload, administrative routines, personal problems (family problems) and poor economic conditions, teachers’ beliefs and attitudes towards the professionalism of their performance, the effects of colleagues. The study also shows that the variables such as gender, age, marital status, qualification, years of teaching, and teaching hours per week have an impact on teachers’ participation in career-development activities. The contribution of this study can help other researchers in conducting further studies to investigate the barriers that influence teachers’ participation in profession-related activities or training courses among public high school English language teachers. It also helps the education decision makers to plan effective professional development programmes

Pengaruh Etos Kerja, Disiplin Kerja dan Pengembangan Karir Terhadap Prestasi Kerja Pegawai di Badan Perencanaan Pembangunan Daerah

Human resources in an organization are very important where human resources are needed in an organization for the progress of the organization. Employees are one of the components that determine the success of work activities within the organization. Serious attention must always be given to managing human resources, in this case employees. Work performance is the result of work that a person has achieved from their work behavior in carrying out work activities. In line with the development of the times and technology, one of the government agencies, namely the Regional Development Planning Agency (BAPPEDA), East Aceh Regency, has long started making changes in implementing administration, work mechanisms and services with the aim of ensuring that the agency is able to maintain work performance. However , a phenomenon that often occurs in BAPPEDA East Aceh Regency is the low work performance of employees which causes the administrative service process to be slow and many problems often arise. The decline in employee work performance is due to the lack of employee work discipline. Another problem is the work ethic which is still lacking. low level can be seen from a lack of optimizing one's potential, lack of cooperation between employees, lack of optimizing the time given, lack of friendliness, lack of discipline in work, etc. Work discipline is the real practice of employees regarding the rules contained in an organization. An employee's career is a series of activities or behavior related to an employee's experience and work activities from the time he joins an organization/company as a new employee until the employee retires/is laid off or dies. To improve the work performance of the Regional Development Planning Agency (Bappeda) of East Aceh Regency for each employee, this cannot be separated from the work ethic, work discipline and career development that these employees believe in. Employee discipline is one of the things that greatly influences the the level of work performance of an employee himself. Career development is the process of increasing a person's work abilities which encourages an increase in work performance in order to achieve the desired career. Career development activities are supported by the agency, so the agency expects feedback from employees, namely in the form of work performance. Work ethic has a positive and significant effect on the work performance of employees at the Regional Development Planning Agency (Bappeda East Aceh Regency). Work discipline has a negative and insignificant effect on the work performance of employees at the Regional Development Planning Agency (Bappeda East Aceh Regency). Career development has a positive and significant effect on employee work performance at the Regional Development Planning Agency (Bappeda, East Aceh Regency). Work ethic, work discipline and career development on employee work performance at the Regional Development Planning Agency (Bappeda East Aceh Regency)

Community integration as reentry: Understanding functioning, vocational identity, and core self‐evaluations

AbstractIndividuals who have experienced incarceration are an underserved population in need of career development to reduce barriers to employment. Given the high rates of disability and health concerns for individuals who have been previously incarcerated, this study explored the relationships between individual health functioning, vocational identity, core self‐evaluations, and community integration. Using structural equation modeling structural regression, results showed that functional difficulties negatively impact vocational identity and core self‐evaluations. Conversely, core self‐evaluations significantly improve community integration and mediate a positive relationship between vocational identity and community integration. Career development activities aimed at core self‐evaluations and increasing meaning in employment may reduce some of the barriers experienced by individuals post incarceration.

Pengaruh Etos Kerja, Disiplin Kerja Dan Pengembangan Karir Terhadap Prestasi Kerja Pegawai BAPPEDA

Human resources in an organization are very important where human resources are needed in an organization for the progress of the organization. Employees are one of the components that determine the success of work activities within the organization. Serious attention must always be given to managing human resources, in this case employees. Work performance is the result of work that a person has achieved from their work behavior in carrying out work activities. In line with the development of the times and technology, one of the government agencies, namely the Regional Development Planning Agency (BAPPEDA), East Aceh Regency, has long started making changes in implementing administration, work mechanisms and services with the aim of ensuring that the agency is able to maintain work performance. However , a phenomenon that often occurs in BAPPEDA East Aceh Regency is the low work performance of employees which causes the administrative service process to be slow and many problems often arise. The decline in employee work performance is due to the lack of employee work discipline. Another problem is the work ethic which is still lacking. low level can be seen from a lack of optimizing one's potential, lack of cooperation between employees, lack of optimizing the time given, lack of friendliness, lack of discipline in work, etc. Work discipline is the real practice of employees regarding the rules contained in an organization. An employee's career is a series of activities or behavior related to an employee's experience and work activities from the time he joins an organization/company as a new employee until the employee retires/is laid off or dies. To improve the work performance of the Regional Development Planning Agency (Bappeda) of East Aceh Regency for each employee, this cannot be separated from the work ethic, work discipline and career development that these employees believe in. Employee discipline is one of the things that greatly influences the the level of work performance of an employee himself. Career development is the process of increasing a person's work abilities which encourages an increase in work performance in order to achieve the desired career. Career development activities are supported by the agency, so the agency expects feedback from employees, namely in the form of work performance. Work ethic has a positive and significant effect on the work performance of employees at the Regional Development Planning Agency (Bappeda East Aceh Regency). Work discipline has a negative and insignificant effect on the work performance of employees at the Regional Development Planning Agency (Bappeda East Aceh Regency). Career development has a positive and significant effect on employee work performance at the Regional Development Planning Agency (Bappeda, East Aceh Regency). Work ethic, work discipline and career development on employee work performance at the Regional Development Planning Agency (Bappeda East Aceh Regency).

News in Astronomy & Geophysics – February 2023

... Preparations are well under way for the National Astronomy Meeting 2023, to be hosted by Cardiff University, Wales. The meeting, from 3–7 July, will cover all areas of astronomy and astrophysics, together with the UK Solar Physics (UKSP) and Magnetosphere Ionosphere and Solar-Terrestrial (MIST) communities. Attendees can expect the full NAM range of activities, with specialist sessions – to be announced and open for submissions in mid-March – and a range of career development and outreach activities. The organising team also plans to include longer keynote sessions around the theme of Origins. Check out the website for more information. If you're hoping to present your work at NAM, then abstract submission will open in March, and close in April. General registration should open by the end of April, and those presenting either a talk or a poster will need to register by early June. Those attending can register until the end of June, but there will be no registration on site.

Developing employability skills in vulnerable youth: Designing logic model framework and outcome evaluation using quasi-experiment

This paper introduces a simple framework for developing work-based technical skills and enhancing employability skills in vulnerable youth from disadvantaged backgrounds. The purpose is to ascertain that sustainable skills development is not just provision of technical skills but also developing resilience in the form of future identity, motivation and a sense of self-worth. Framework is outlined as a ‘logic model’ that serves as a blueprint of pilot intervention conducted over a period of five months. It illustrates relationships between activities and outcomes with emphasis on outcome evaluation. Quasi-experiment research is designed to assess the differences in outcomes for experimental and comparison groups. Data is collected in three phases using qualitative and quantitative methods. On comparing before and after intervention study finds significant differences. Result of experiment group means show that the percentage change was greatest for work-based technical skills notwithstanding improvement in behavioural skills and interpersonal skills. Aligned with SDG Target 4, this framework can serve as a useful tool for organisations involved in career or skills development activities or to anybody with an interest in employability amongst the vulnerable youth.

GSA ACTIVITIES TO SUPPORT CAREER DEVELOPMENT: RELEVANCE TO DIRECTORS OF AGING CENTERS

Abstract GSA continues to support our members through career development activities. These activities are designed to empower members to develop the necessary skills to advance their careers as leaders in the field of aging. Through activities like the GSA NIA R13 Diversity, Mentoring, and Career Development Technical Assistance Workshop, we strive to support, promote, and advance the training of diverse students in aging. This presentation will discuss how the experiences with this R13 project and other career development efforts inform additional activities of the Society through a well-framed aging lens. We also discuss the process of soliciting funding to support leadership training and the role that GSA can play in the application process.

Skills narratives amongst media degree graduates and students: Discourses of hard and soft skills in education-to-work journeys

This article focuses on media students and graduates’ subjective understanding and expression of skills acquired while undertaking an undergraduate media studies degree programme. It reports on a single undergraduate media studies programme in Ireland and draws from two questionnaires: a 2019 questionnaire of graduates who reflected on the skills developed during their education as well as their employability; and, following a subsequent skills development intervention in the media programme, a 2021 questionnaire of final-year students who undertook a newly introduced module focusing on media and non-media work, skills development and employment in Ireland. This latter questionnaire had the dual purpose of assessing whether students had benefited from this new module and, more generally, of understanding students’ perceptions of their skills and employability. This study was concerned to ascertain whether the provision of a new module that reflected on skills development through a media programme aided students’ understanding of how their knowledge and skills related to employability. Ultimately, the study found that the module was successful in developing students’ understanding of the alignment between transversal skills and employment. However, despite the intervention, students still perceived employability as related mainly to practical skills and supplemental career development activities.

Implementing pathways to anesthesiology: Promoting diversity, equity, inclusion, and success.

Implementing pathways to anesthesiology: Promoting diversity, equity, inclusion, and success.

An Empirical Investigation of a 21st Century Career Development Program for Business Majors

When a small, Midwestern business school launched a required, four-year career development curriculum, robust practicum courses, and a dynamic, co-curricular program, it proved itself to be in the vanguard of career development practices. Due to the extensive experiential learning this program provides, greater numbers of business and accounting majors are graduating with raised employment aspirations and the knowledge, skills, and confidence to begin their professional lives. Using quantitative measures, the results suggest the positive impact of these career development activities on students’ certainty about career direction, assessment of the quality of their resumes and LinkedIn profiles, and confidence in interviewing.