Career Development Efforts Research Articles

민간위탁고용서비스 직업상담사의 경력개발 영향 요인

This study aims to identify the factors influencing career development efforts among career counselors in private consignment employment services and to derive implications for career development support. To achieve this goal, a survey was conducted targeting 1,000 employees of private consignment employment service agencies, and empirical analysis was performed using chi-square test and binary logistic regression. As a result, firstly, the participation of private consignment employment service workers in education and training is closely related to employment stability. Secondly, among the career development reasons of private outsourcing employees, career goals for self-realization and employment stability are associated with job changes and transitions to other organizations, while career goals for future prospects and autonomy are associated with managerial positions. Thirdly, high-quality education and training participation support should be carefully considered for the career development of private consignment employment service workers. Finally, five variables were found to have a significant impact on career development efforts: age as a personal factor, income as an organizational factor, and career development reasons such as autonomy in job authority and intention to change jobs. In summary, the study suggests that to enhance the professionalism of private consignment workers, it is necessary to provide education and training tailored to the needs of different life cycles, ensure equal opportunities for education and training, empower individuals in decision-making through career counseling, and engage in in-depth discussions on the curriculum of career development programs.

Career Development and Employee Performance in Public Institutions in Rwanda: Case of Rwanda Housing Authority

This research looked at career development system through the lenses of personal growth, advancement and challenging responsibilities against Quality of services, Task’s completion, Team work, Dependability and reliability and Creativity of employee performance in Rwanda’s public institutions, with the Rwanda Housing Authority (RHA) case study. It was grounded on the Hertzberg and Vroom Expectancy Theories of career development. The study adopted a mixed design, combining a descriptive quantitative and a phenomenology qualitative design. The target population consisted of 108 respondents from whom 85 were statistically drawn using Yamane 1967 formula. The study found that majority of respondents believe RHA offers significant career growth opportunities and maintains an active career planning policy. The average response score of 4.45 suggests that respondents generally believe that career development efforts at RHA effectively influence employee performance. The regression analysis further quantifies this relationship, demonstrating that career development accounts for 42% of the variation in employee performance, reinforcing the crucial role that such initiatives play. The analysis of variance (ANOVA) corroborates this strong correlation, exhibiting statistical significance that points to career development as a substantial influencer of performance. In terms of specific impact, the coefficient of career development, 0.588, indicates that for every unit increase in career development, there is a near 0.6 unit increase in staff performance. The study recommends it is crucial to significantly invest in and emphasize career development initiatives, considering their key role in enhancing employee performance. These initiatives should include personalized career development plans, mentorship programs, and regular training sessions for all employees. Regular performance reviews and feedback sessions can help identify areas of improvement and direct career development efforts. Furthermore, all employees, regardless of their roles, should have equal access to these career development opportunities, promoting a sense of fairness and building a skilled workforce. It's also important to view career development as a central aspect of strategies aimed at employee retention, given its positive impact on performance and job satisfaction. Lastly, organizations should continually evaluate the effectiveness of career development initiatives, making adjustments as necessary to ensure their impact on performance improvement is maximized. Keywords: Career Development, Employee Performance, Personal Growth, Responsibilities, Quality of Services, Task’s Completion, Team Work, Dependability, Reliability and Creativity

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.

Assessing perceived effectiveness of career development efforts led by the women in American Medical Informatics Association Initiative.

We sought to ascertain perceived factors affecting women's career development efforts in the American Medical Informatics Association (AMIA) and to provide recommendations for improvements. Data were collected using a 27-item survey administered via the AMIA newsletter and other social channels. Survey questions comprised 3 demographics, 15 Likert-scale, and 9 open-ended items. Likert-scale responses were summarized across respondent ages, career stages, and career domains, and open-ended responses were thematically analyzed. We received survey responses from 109 AMIA women members. Our findings demonstrate that AMIA had made strides in promoting career development, and the most effective AMIA efforts included social events (83%), panel discussions (80%), and scientific sessions (79%). However, despite these efforts, women members perceived that gender-specific challenges persisted within AMIA, and recognized the need for increased networking opportunities (96%), raising awareness of gender-specific challenges (95%), and encouraging gender proportional representation in leadership (92%). International and national biomedical informatics professional communities have put forth efforts to address gender-specific issues in career development. Yet, our study identified that some of these, including the deep-rooted gender power hierarchy and bias, are still perceived as profound in AMIA. Even though existing career development efforts for women are highly effective, important perceived gender-specific career development issues require further attention and investigation to improve existing AMIA activities.

The Power and Perseverance of Liberal Arts Internships During COVID-19

Virtual internships have the potential to offer the same benefits as in-person internships such as technical skill development, knowledge application, and communication skills. However, these experiences are usually pre-planned, designed and evaluated to ensure the pedagogical framework is retained. The COVID-19 pandemic saw a rise in online teaching, online community engagement efforts, and online career development efforts, such as internships, without the benefit of planned, designed virtual experiences. This study aims to show the early mixed-methods survey results from shifting an internship program within a Liberal Arts college to fully online during COVID-19. Results identified and highlighted some struggles students faced, yet showed that, despite COVID-19, students still found value in their internship experiences regardless of them being moved online.

A STUDY ON THE ROLE OF COMPETENCY MAPPING WITH REFERENCE TO RYDON INDUSTRIES PVT LTD, COIMBATORE

Human Resource Management is the process of bringing people and organizations together so that the goals of each are met. Nowadays, it is not possible to show a good financial or operating report unless your personal relations are in order. Over the years, highly skilled and knowledge-based jobs are increasing while low-skilled jobs are decreasing. This calls for future skill mapping through proper HRM initiatives. Indian organizations are also witnessing a change in systems, management cultures, and philosophy due to the global alignment of Indian organizations. There is a need for multi-skill development. Competency Mapping is the process of identifying key competencies for an organization, its jobs, and functions within it. Competency Mapping is important and is an essential activity. Every well-managed firm should have well-defined roles and a list of competencies required to perform each role effectively. Competency Mapping identifies an individual's strengths and weaknesses in order to help them better understand themselves and to show them where career development efforts need to be directed. Competency mapping is not only done for confirmed employees of an organization; it can also be done for contract workers or for those seeking employment to emphasize the specific skills that would make them valuable to a potential employer. These kinds of skills can be determined when one is ready to do the work. Competency Mapping is one of the most accurate means of identifying the job and behavioural competencies of an individual in an organization. Competency is a set of knowledge, skills, and attitudes required to perform a job effectively and efficiently. A competency is something that describes how a job might be done excellently. A competency only describes what has to be done, not how. A core competency is something that cannot be copied and it is the pillar upon which an individual rests.

Career planning courses increase career readiness of graduate and postdoctoral trainees.

Background: Given national calls for intentional career development during graduate and post-graduate scientific training, this study assessed career readiness development within the context of academic career courses. The current study evaluated the effects of academic career courses offered at two institutions that were specifically designed to increase career awareness, interest, and career-related confidence among doctoral students and postdoctoral fellows. Methods: Participants enrolled in a career course at trainees' respective academic institutions and responded to pre- and post-course surveys (n=32, n=148). The paper offers a thematic analysis of each of the two courses using an individualized learning plan career development framework and describes the results of their respective pretest-posttest evaluations which indicated increases in career readiness. Results: Though the format and content provided in each course varied, participation was associated with increases in career readiness. Participants reported increased career-awareness including a greater familiarity with different types of careers overall. Furthermore, interest in tenure track faculty careers increased in both samples, which may assuage fears that exposure to diverse career pathways could reduce interest in academic careers. Transferrable skills, including career planning and awareness also significantly increased. Course participants reported an increase in the number and type of mentors they interacted with beyond their principal faculty mentor (other faculty, professional PhDs, peers, and administrative staff). Conclusions: Findings provide supporting evidence for the benefits of implementing structured career development efforts during PhD training; even with varying content, delivery methods, and instructor type, both academic career courses led to significant gains in career awareness and readiness. Successful development and delivery of academic career courses, with a focus on career planning skills, suggest that institutions can utilize these and are an effective way to prepare PhDs for their transition from training positions into careers.

Career planning courses increase career readiness of graduate and postdoctoral trainees

Background: Given national calls for intentional career development during graduate and post-graduate scientific training, this study assessed career readiness development within the context of academic career courses. The current study evaluated the effects of academic career courses offered at two institutions that were specifically designed to increase career awareness, interest, and career-related confidence among doctoral students and postdoctoral fellows. Methods: Participants enrolled in a career course at trainees’ respective academic institutions and responded to pre- and post-course surveys (n=32, n=148). The paper offers a thematic analysis of each of the two courses using an individualized learning plan career development framework and describes the results of their respective pretest-posttest evaluations which indicated increases in career readiness. Results: Though the format and content provided in each course varied, participation was associated with increases in career readiness. Participants reported increased career-awareness including a greater familiarity with different types of careers overall. Furthermore, interest in tenure track faculty careers increased in both samples, which may assuage fears that exposure to diverse career pathways could reduce interest in academic careers. Transferrable skills, including career planning and awareness also significantly increased. Course participants reported an increase in the number and type of mentors they interacted with beyond their principal faculty mentor (other faculty, professional PhDs, peers, and administrative staff). Conclusions: Findings provide supporting evidence for the benefits of implementing structured career development efforts during PhD training; even with varying content, delivery methods, and instructor type, both academic career courses led to significant gains in career awareness and readiness. Successful development and delivery of academic career courses, with a focus on career planning skills, suggest that institutions can utilize these and are an effective way to prepare PhDs for their transition from training positions into careers.

Introducing the MAVEN Leadership Training Initiative to diversify the scientific workforce.

Addressing gender and racial-ethnic disparities at all career stages is a priority for the research community. In this article, we focus on efforts to encourage mid-career women, particularly women of color, to move into leadership positions in science and science policy. We highlight the need to strengthen leadership skills for the critical period immediately following promotion to associate/tenured professor – when formal career development efforts taper off while institutional demands escalate – and describe a program called MAVEN that has been designed to teach leadership skills to mid-career women scientists, particularly those from underrepresented groups.

Career planning courses increase career readiness of graduate and postdoctoral trainees.

Background: Given national calls for intentional career development during graduate and post-graduate scientific training, this study assessed career readiness development within the context of academic career courses. The current study evaluated the effects of academic career courses offered at two institutions that were specifically designed to increase career awareness, interest, and career-related confidence among doctoral students and postdoctoral fellows. Methods: Participants enrolled in a career course at trainees' respective academic institutions and responded to pre- and post-course surveys (n=32, n=148). The paper offers a thematic analysis of each of the two courses using an individualized learning plan career development framework and describes the results of their respective pretest-posttest evaluations which indicated increases in career readiness. Results: Though the format and content provided in each course varied, participation was associated with increases in career readiness. Participants reported increased career-awareness including a greater familiarity with different types of careers overall. Furthermore, interest in tenure track faculty careers increased in both samples, which may assuage fears that exposure to diverse career pathways could reduce interest in academic careers. Transferrable skills, including career planning and awareness also significantly increased. Course participants reported an increase in the number and type of mentors they interacted with beyond their principal faculty mentor (other faculty, professional PhDs, peers, and administrative staff). Conclusions: Findings provide supporting evidence for the benefits of implementing structured career development efforts during PhD training; even with varying content, delivery methods, and instructor type, both academic career courses led to significant gains in career awareness and readiness. Successful development and delivery of academic career courses, with a focus on career planning skills, suggest that institutions can utilize these and are an effective way to prepare PhDs for their transition from training positions into careers.

Switching selves?: The effects of gender role behaviour on women’s work and relationships

ABSTRACT Women early in their career life cycle navigate gender roles and make decisions about their professional and personal lives. These decisions and experiences establish an important foundation for women’s occupational trajectories and may inform career development efforts. Thus, we examined communal and agentic behaviours at work and at home among employed, heterosexual, emerging adult women (N = 182) in the US. Quantitative cluster analyses indicated unique configurations of agentic and communal behaviour among women with implications for women’s job and romantic relationship satisfaction. Results further psychological insight into gender-role-related outcomes in work and life settings and provide material to broadly inform future research and organizational-level and societal-level interventions focused on helping women thrive at work and home.

INTEREST GROUP SESSION—INTERGENERATIONAL LEARNING, RESEARCH, AND COMMUNITY ENGAGEMENT: USING INNOVATIVE INTERGENERATIONAL STRATEGIES TO BOOST CAREERS IN AGING

Populations are aging dramatically, and call for higher education to be more age-friendly and pave the way for career paths in aging. The Careers in Aging Week (CIAW) program sponsored annually by the Academy for Gerontology in Higher Education (AGHE) of GSA has been a core stimulus for building career interest – however, more could be done to strengthen and invigorate this effort. This symposium will show how intergenerational exchange can be used to mount interest in careers in aging and create new pipelines to gerontology programs in higher education. Examples of innovative approaches will demonstrate how career information can be communicated to students in more creative and compelling ways. The first paper will set the stage with an evidence-based overview of emerging areas for career development, and a presentation of career planning models to aid student understanding as to how to make aging career decisions. Two presentations will then focus on different aging-workforce initiatives aimed at building educational pipelines that connect high-school students with college students studying gerontology. In addition to highlighting the oft-overlooked population of high school students, attention will be given to the importance of including minority student populations in career development efforts. The final paper will describe the utility of broader intergenerational strategies that build bridges across students, educators, aging professionals, and community collaborators via campus career events. The discussant will bring these efforts together with an intergenerational programming lens that higher education can use to amplify awareness about the wide-range of career opportunities aging offers.

Enhancing University’s and Industry’s Employability-Collaboration among Nigeria Graduates in the Labor Market

This study aimed to contribute towards building a common understanding of the shared collaboration and enhancement between the industry, university, graduates and human resource development unite that strive to serve both in organizational learning, career development and training efforts to ensure that university education enhances quality education. Qualitative research design seems appropriate for this study because it entails the dynamic process and decision making to take process proceeds in problem identification, research questions, data collection, and research method, interpretation and presentation of findings. Phenomenological case was used as the most suitable of the study and purposive sampling was applied, while participants of the study consist of thirty (30) all together. The graduate employability capacities and self-esteem are not only promotes their employability skills, but enable the industry to obtain and sustain a competitive advantage in the dynamic world of work. Therefore, universities should critical evaluate their learning transfer, if it is aligned with industrial need to make graduates more viable. The findings indicate that in transfer of knowledge and learning, teaching is based on theory than practical which directly affects the transfer of the knowledge in the labor market. The study reports that there is “skills mismatch” because the application of what they have learnt in the universities is not applicable in the labor market. Therefore, the study recommends that university should engage in employment or open employment center within the university in collaboration with the industrial management. The university education should coordinate and promote academic activities; review their curriculum and other relevant academic matters with stakeholders and affiliating industries.

The Effect of Career Planning on Subjective Career Success of Organization Employees: Mediating Effects of Person-Organization Fit and Person-Job Fit

글로벌화와 고용시장 변화에 따른 경력 환경의 불확실성은 노동시장을 경쟁적으로 변화시키며 근로자의 고용불안을 더욱 확대시키고 있다. 이러한 환경에서 제기되는 개인 주도의 새로운 경력 패러다임은 경력 주체가 주관적으로 느끼는 내재적 관점의 경력성공을 중요한 경력 성과임을 강조하고, 이를 위한 개인의 경력 계획의 중요성이 더욱 부각되었다. 그리고 경력성공을 위해서는 개인의 경력계획뿐만 아니라 경력계획을 통해 개인이 인지하는 조직 및 직무적합성 또한 중요하다. 이러한 배경에서 이 연구는 개인의 경력계획이 주관적 경력성공에 미치는 영향과 그 관계에서 개인-조직적합성 및 개인-직무적합성이 매개효과를 가지는지 검증하고자 하였다. 직장인 220명에 대한 설문 조사 결과, 경력계획은 주관적 경력성공에 긍정적인 영향을 나타냈으며, 개인-조직적합성과 개인-직무적합성 모두 매개효과를 가지는 것으로 나타났다. 이러한 연구결과는 경쟁적인 고용사회에서 경력만족 및 고용가능성과 같은 주관적 경력성공을 높이기 위해서는 개인의 주도적인 경력계획이 필요함을 시사한다. 또한 경력계획을 통해 현재의 조직과 직무에 좀 더 만족하며 주관적 경력성공을 충족시킬 수 있음을 알 수 있다. 조직차원에서도 조직구성원들의 주관적 경력성공을 위해서는 개인차원의 역할뿐만 아니라 구성원들이 조직 및 직무적합성을 더욱 높게 인식할 수 있도록 개인의 경력계획을 반영한 경력개발프로그램과 직무순환제도가 개발될 수 있도록 전략을 강구해야 할 것이다.Uncertainty of career environment driven by globalization and shift of employment context drives heavy competition of labor market and anxiety of employment for individuals. New career paradigm based on this environmental change puts emphasis on subjective career success from individual’s viewpoint as important career outcome and individual’s proactive career development efforts. In addition to this, importance of person-environment fit and person-job fit is growing in relationship between career planning and career success. Based on this perspective, this study aims to identify whether person-environment fit and person-job fit mediate the relationship between career development and subjective career success. Data analysis of questionnaire from 220 employees showed that both fits mediate the relationship. This result implies that individual’s proactive career planning is critical to career success and this strengthens one’s satisfaction to organization and job. To organization, strategies need to be developed to design career development of employees’ based on their career needs and organizational intervention such as job-rotation system.

Perempuan dan Karir

Woman is a figure who often get second class predicate, because deemed not have ability as men. Women are deemed incompetent in their career because of their basic nature. While career is the right of every individual is no exception women, and this does not violate the principle of the creation of women. The direction of women's career development should be tailored to the nature and character of women who are known to be feminine. One of the career development and decision-making efforts is through a career counseling service with Trait and Factor approach carried by Frank Parson. This effort is done so that women can still work in accordance with the nature and nature of the basic that has, so it can complement the role of men.

Mediating Role of Career Coaching on Job-Search Behavior of Older Generations.

This study focuses on career development processes and options for older workers in South Korea and explores how career coaching enhances their career development efforts and transition needs. The purpose of this study is to investigate the structural relationship between older employees' goal-setting, self-efficacy, and job-search behavior mediated by career coaching. A total of 249 participants were recruited in a metropolitan city in South Korea. Based on the literature review, hypotheses were developed and tested on the structural model and the following findings were revealed. First, the findings indicate a positive effect of self-efficacy on older workers' job-search behavior. Second, the value of career coaching was found to affect older workers' job-search behavior in the South Korean context. Third, career-goal commitment alone did not have a positive significant effect on job-search behavior, but it was influential through the mediating process of the perceived quality of the career coaching program provided by an employment center in South Korea.

Building the bottom line by developing the frontline: Career development for service employees

Service firms must remember that the way they treat their employees is exactly how those employees will, in turn, treat customers. As such, taking good care of frontline personnel should be a top management concern. One way that service employees can be shown they are valued members of the organization entails the implementation of thoughtful and organized career development programs, initiatives which help increase employees’ job satisfaction and feelings of empowerment in their customer-facing roles. Before they can become enthusiastic about meeting the needs of their customers, employees have to feel that their own needs are being met within the organization. In this regard, firm investment in frontline employee career development programs will be money well spent: they are capable of reducing employee turnover and increasing customer satisfaction, loyalty, and profitability. This article provides a conceptual model of career development which should prove useful to service managers in evaluating their own career development efforts. Also presented herein is a framework for tying together many disparate areas of career development that have heretofore been handled separately in the services literature.

Career Development, Job Satisfaction, and Career Commitment: Evidence from the Singaporean Hospitality Industry

Trends such as a changing workforce with greater diversity, a shrinking leadership pipeline, increased globalization, and rapid technological advances are driving organizations to take proactive steps for career development and talent management. To accelerate the development of leaders, organizations must carefully select development methods and invest development dollars wisely. In fact, senior executives are continuing to push for more accountability with human resource expenditures given the rising costs of these solutions and the intensive competition for the budgets associated with them. To that end, many best-practice organizations have developed balanced evaluation criteria, up to and including return on investment, to gauge the effectiveness of leadership development programs. This case study shows how the ROI process was used to evaluate the impact of a career development initiative implemented as a pilot talent management strategy for increased efficiency in a dynamic manufacturing environment. Results showed a positive link between participants’ on-the-job application of learned skills/knowledge and desired business results. Findings from this study support research showing that successful career development efforts must be implemented with a systems view that occurs in the context of ongoing, real-time work initiatives that are closely tied to strategic business goals. Critical success factors that have implications for HR professionals seeking to develop value-added career development solutions include: beginning with a thorough needs assessment; securing support and involvement from senior management; linking efforts to strategic objectives; integrating continuous evaluation processes; involving line managers in programme design; and piloting the programme before launch.

The ROI (Return on Investment) of Career Development: A Case Study

Trends such as a changing workforce with greater diversity, a shrinking leadership pipeline, increased globalization, and rapid technological advances are driving organizations to take proactive steps for career development and talent management. To accelerate the development of leaders, organizations must carefully select development methods and invest development dollars wisely. In fact, senior executives are continuing to push for more accountability with human resource expenditures given the rising costs of these solutions and the intensive competition for the budgets associated with them. To that end, many best-practice organizations have developed balanced evaluation criteria, up to and including return on investment, to gauge the effectiveness of leadership development programs. This case study shows how the ROI process was used to evaluate the impact of a career development initiative implemented as a pilot talent management strategy for increased efficiency in a dynamic manufacturing environment. Results showed a positive link between participants’ on-the-job application of learned skills/knowledge and desired business results. Findings from this study support research showing that successful career development efforts must be implemented with a systems view that occurs in the context of ongoing, real-time work initiatives that are closely tied to strategic business goals. Critical success factors that have implications for HR professionals seeking to develop value-added career development solutions include: beginning with a thorough needs assessment; securing support and involvement from senior management; linking efforts to strategic objectives; integrating continuous evaluation processes; involving line managers in programme design; and piloting the programme before launch.

The Career Development Needs of Rural Elementary School Students

Abstract This exploratory study investigated the career development needs of 150 fourth‐grade students from 2 rural school districts in the Midwestern United States. The Childhood Career Development Scale (CCDS) was administered in 6 classrooms at 2 elementary schools to assess Donald Super's 9 dimensions (information, curiosity, exploration, interests, locus of control, key figures, time perspective, planning, and self‐concept) of career development in the growth stage (the period when students fantasize and develop likes/dislikes and abilities/potential relating to careers). Results on the CCDS indicated that students' lowest scores were in the areas of curiosity, information, time perspective, and key figures. Males had lower curiosity scores than female students. Implications for career development efforts at the classroom and program level are discussed.