Career Management System Research Articles

Designing Career Management System Improvement for A Joint Venture Company

Designing Career Management System Improvement for A Joint Venture Company

Implementasi Manajemen Talenta Melalui Penilaian Kompetensi ASN Jabatan Pengawas Pemerintah Kabupaten Pekalongan

Talent management in the Regulation of the Minister for Empowerment of the State Civil Apparatus and Bureaucratic Reform of the Republic of Indonesia Number 3 of 2014 is a career management system which includes acquisition, retention, development, and placement of talent to occupy positions based on the potential and competence of the State Civil Apparatus in accordance with the position qualifications position. ASN competency to be able to occupy certain positions is assessed in several ways, one of which is using a competency assessment. The Pekalongan Regency Government through the Personnel and Human Resources Development Agency (BKPSDM) has carried out a competency assessment for ASN with supervisory positions, attended by 60 participants from Regional Apparatus Organizations within the Pekalongan Regency environment. This article uses a qualitative method with a descriptive analysis approach. The data analysis technique uses data triangulation from primary data sources, namely sources, and secondary data, namely the results of competency assessments for Pekalongan Regency government supervisory positions, then elaborated to develop a conceptual framework for implementing ASN talent management through competency assessments to improve the quality of ASN. Based on this case study, a competency gap was found in the competency assessment carried out, where the highest competency gap was in the competency to develop oneself and others. The purpose of this article is to provide recommendations to the Pekalongan Regency BKPSDM for suggestions for developing ASN competencies which are used as a basis for promotions, transfers and rotations.

Анализ управления профессиональной карьерой в китайских компаниях

In modern economy, effective management and employee engagement are critical to run a successful business. Managers face various challenges, especially in recruiting and retaining quali-fied people. These challenges include skills shortages in several areas, increased labor mobility and globalization, increasing demand for ongoing training and retraining, and the need to ensure overall employee performance. At the same time, managers are tasked with complying with legal frame-works, writing documentation, and implementing innovative practices which are integral compo-nents of the career planning process. The issue of planning the professional career of personnel stands out as a serious problem in modern human resource management for any competitive com-pany. As China’s economy develops rapidly and Chinese companies gain global prominence, their career opportunities continue to expand in various industries, catering to a wide range of skills and interests of Chinese workers. The relationship between career opportunities and China’s labor market reflects the country’s dy-namic economic landscape and industrial structure. China has a large and diverse labor market across many industries and sectors. In recent years, China has seen significant career growth in sectors such as technology, e-commerce, finance, and healthcare, providing ample employment opportunities for skilled professionals. The goal of this study is to examine professional career management in Chinese companies. In the paper the experience of developing a professional career management system in Chinese companies is studied; the comparative analysis of the effectiveness of a professional career management system is given; recommendations for improving the career management system in Chinese companies are proposed.

The optimization of human resource management system on alleviation of teachers’ psychological stress in higher education institutions

BackgroundWith the development of modern education, the psychological stress of young teachers in colleges and universities has been highly emphasized.Subjects and MethodsThe research will start from three aspects: performance management system, human resource planning, and teacher career management in the human resource management system of universities. In response to the psychological pressure of teachers, five universities will be selected to analyze and study the current situation of human resource management in universities through a combination of survey questionnaires and interviews. The existing problems and reasons will be analyzed. Based on the analysis results, effective optimization plans will be proposed for the human resource management system in universities.ResultsThe results indicate that the main reasons for the psychological pressure of university teachers are the adherence to regulations in the human resource management system, the lack of quantitative accumulation of human resource data, and the neglect of teacher career management. Based on the analysis results, the study designed optimization plans from the aspects of human resource strategic planning system, salary and welfare management system, and teacher career management system. At the same time, the study also established relevant implementation guarantee measures based on the optimization plan to ensure the feasibility of the optimization plan for the human resource management system.ConclusionsThe study analyzes the relationship between human resource management system and teachers’ psychological pressure in colleges and universities, puts forward the optimization plan of the management system from three levels, and ensures the effective implementation of the optimization plan through the actual work, which is of certain practical reference significance.

Proper selection of personnel for the Security Service of Ukraine as a prerequisite for the career growth of its employees

The current state of national legislation regarding the establishment of a list of requirements for candidates for service in bodies and units of the Security Service of Ukraine has been considered. The achievements of scholars on the essence of personnel selection, career, and labour legal personality of employees have been studied. The peculiarities of the legal personality of employees of the Security Service of Ukraine have been determined.
 The requirements established by national legislation for the candidates to serve in the Security Service of Ukraine and the proper professional selection of the best of them are an important factor in staffing this law enforcement agency with professional employees who will be able to perform their duties efficiently and achieve the results planned by the management. The high-quality performance of the tasks faced by the bodies of the Security Service of Ukraine by its employees directly depends on properly organized labor stimulation, in particular, the possibility of career growth. The latter should be supported by an effective career management system, which is based on ensuring fair career development of employees by assessing their business qualities, performance and authority among colleagues.
 The proposals and recommendations for improving national legislation in terms of establishing a list of requirements for candidates to serve in the bodies and units of the Security Service of Ukraine and career development of its employees have been provided. There is a need to amend Article 19 of the Law of Ukraine “On the Security Service of Ukraine” with the following provisions: first, on the need for candidates to be proficient in Ukrainian at the level determined in accordance with the Law of Ukraine “On ensuring the functioning of Ukrainian as the State language”, and second, on the need to test candidates for service using a polygraph, which will allow for more objective information about the candidate’s past, environment, positive and negative personal qualities. The Law of Ukraine “On the Security Service of Ukraine” should include a separate article entitled “Career in the Security Service of Ukraine”, which should define the term “career in the Security Service of Ukraine” and predict the specifics of a career in the Security Service of Ukraine.

A social sustainability model for maritime labour force based on card sorting, fuzzy AHP & QFD method

Within the context of the ongoing implementation of the 2030 Agenda for Sustainable Development-Sustainability Development Goals (SDGs), actions toward economic, environmental, and social sustainability were aimed to be promoted. As a key stakeholder, the maritime industry's role in handling global sustainability is increasingly recognized. Social sustainability, one of the components of sustainable development, is a major concern in the maritime field for protecting the crew and providing a safe working environment. However, it is surprising to note the lack of research addressing the social sustainability of the maritime labour force in the literature. This study aims to propose a social sustainability model for the maritime labour force. The model was constructed using Card Sorting, Fuzzy Analytic Hierarchical Process (FAHP) & Quality Function Deployment (QFD) Methods. Because it discloses the expectations of the maritime labour force and the requirements that can meet these expectations, the authors have been prompted by the QFD method's frequent use in the literature and the fact that it generates the best answers to customer expectations. With the QFD method and House of Quality (HoQ) used to determine the requirements that can meet customer expectations, the requirements that can correspond to the expectations of the maritime labour force have been determined. The use of the card sorting program during the determination of the indicators has been an important point in terms of displaying a scientific approach. In addition, it is aimed to eliminate linguistic ambiguities by using the FAHP method of weighting expectations in the House of Quality method. The results revealed that work-life balance, social benefit, education and training, safety and healthy working environment at sea were the most critical expectations of seafarers, and the wage policy was less important among other expectations from the social sustainability perspective. Moreover, health and safety of people, social insurance and benefits, medical coverage and medical benefits, repatriation, understandable contract, quality and quantity of food, setting up a land-sea-land career management system, short deployment and flexible working time and, establishment of a crew welfare department were found to be the most critical requirements. The study highlights possible implications on managerial aspects and can be used as a practical guideline for decision-makers seeking to implement sustainable development in their organizations. This paper is among research studies' first to apply a hybrid approach and propose a social sustainability model for the maritime labour force. Due to the positive social and environmental effects this study will have, it will not only help seafarers, marine operators, the maritime sector, national and international economy, but also all world societies.

ПОТЕНЦИАЛ ИСПОЛЬЗОВАНИЯ КОУЧИНГА В УПРАВЛЕНИИ КАРЬЕРОЙ ПЕРСОНАЛА

Personnel management at an enterprise using the potential of coaching seems to be a promising direction in the activity of a manager in personnel career management. Relevant is the definition of new HR-decisions on the implementation of this process in the practice of functioning of the enterprise’s personnel management.
 In the theoretical part of the study, the definitions of career, coaching, and the goals of coaching are considered. The process of transformation of the personnel career management system in the application of career coaching technologies is analyzed. The problem is that the use of traditional tools in career management is losing its relevance and does not play a decisive role in the choice of career building strategies by employees. At the same time, the role of corporate coaching is growing in the field of professional development, which is becoming an effective tool for developing organizational culture and non-material motivation of employees. The purpose of the study is to reveal the potential of coaching in personnel career management and to develop recommendations for the use of coaching in the corporate system of personnel career management.
 In the practical part, a study was made of the level of satisfaction of employees of large and medium-sized enterprises in the Tyumen region with a career management system. By the method of interviewing, the reasons for the departure of promising employees from companies were studied and analyzed. Based on the data obtained, practical recommendations were developed for the use of coaching in the corporate system of personnel career management. The novelty of the study lies in the theoretical substantiation and development of the main provisions for using the potential of coaching in personnel career management.
 The practical significance of the study is the possibility of further realization of the potential of coaching in managing the career of the enterprise personnel.

Investigation of the effect of the career management system and succession plan on employees' work stress and feelings of entrapment.

Work stress and feeling of entrapment are harmful physical and emotional results for employees when the workload demands exceed their capacities. This study aims to investigate the effects of the career management system and succession plan on employees' work stress and feelings of entrapment in hopes of improving employees' well-being to promote business continuity. In this cross-sectional study, the convenient sampling method was adopted. The research was conducted with the participation of call center agents (n = 621) of three call centers in Turkey. The Partial Least Squares Structural Equation Modeling (PLS-SEM) path analysis was performed on the collected data for hypothesis testing. Both career management systems (CMS) and succession plans (SP) reduce employees' work stress and feelings of entrapment. Work stress was found to mediate the effects of CMS and SP on the Feeling of Entrapment. The CMS reduces the work stress of employees with university degrees than those with a high school diploma. Meanwhile, SP reduces more of the feeling of entrapment for employees newly starting their jobs (with 0-2 years of seniority) than the workers with three or more years of seniority. Empirically, the feeling of entrapment seems higher among the employees with three or more years of seniority, suggesting that human resource management should focus on employees' work stress and feeling of job insecurity issues and offer possible and timely solutions. Furthermore, organizations showing care to newly arriving staff and giving them job assurance is believed crucial to improving employees' recruitment and retention.

The Work Performance of Infection Control Nurses in General Hospitals during the Early COVID-19 Pandemic

Purpose: This study was conducted to understand the meaning of the work performance of infection control nurses (ICNs) in general hospitals during the early COVID-19 pandemic.Methods: This was a qualitative study to explore and describe the implications of the work performance of ICNs during the early COVID-19 pandemic through a phenomenological approach. One-on-one in-depth interviews were conducted with ICNs who had been working since before the COVID-19 pandemic in the infection control department.Results: The topics brought up by the participants were categorized into five themes. The themes included “confusion caused by the early COVID-19 pandemic,” “exhaustion due to an explosion of work related to COVID-19,” “active response as an ICN,” “emphasis on the importance of infection control,” and “overcoming the early COVID-19 pandemic”.Conclusion: It is necessary to strengthen the competence of ICNs as experts and establish a career management system to overcome the confusion and physical and psychological difficulties experienced by ICNs.

Integrated Artist Career Management System Adoption: Technology Readiness and Value-based Model Perspective

본 연구는 예술인 통합경력관리시스템에 대한 인식과 수용의도에 대해 실증적으로 탐색한 연구이다. 문화예술활동을 하는 예술인 292명을 대상으로 설문조사를 실시하여 예술인 통합경력관리시스템의 기술준비도(TRI)와 가치기반수용(VAM) 요인들이 수용의도에 미치는 영향을 분석하였다. 연구결과는 첫째, 예술인 통합경력관리시스템에대한 기술준비도의 활성요인은 가치기반수용의 가치 혜택에, 저해요인은 가치 희생에 영향을 미치는 것으로 확인되었다. 둘째, 예술인 통합경력관리시스템에 관한 가치기반수용의 가치혜택은 수용의도에 긍정적인 영향을 주는 것으로 나타났다. 셋째, 기술준비도의 활성요인은 수용의도에 직접적인 영향을 미쳤다. 연구결과는 예술인 통합경력관리시스템의 수용에 있어서 기술준비도 요인이 중요한 영향을 미치기 때문에 문화예술인들의 기술준비도를 높이는것이 관련 시스템의 수용과 확산에 긍정적인 효과를 줄 수 있다는 점을 보여준다.

ФОРМУВАННЯ СИСТЕМИ УПРАВЛІННЯ КАР’ЄРОЮ ПРАЦІВНИКІВ У ЗАКЛАДАХ ВИЩОЇ ОСВІТИ

The problems of career management in higher education institutions are topical and require the study of the nature of the career, the types of career, its factors and the basic principles of the system of career management in higher education institutions. Personnel career management in higher education is one of the most complex human resources technologies. The purpose of the study is to determine the theoretical and methodological foundations of the formation of a personnel career management system in higher education institutions. The article explains the concept of "career" and defines the author's interpretation of it, according to which it is advisable to consider the career of personnel as a step-by-step progression of employees in the hierarchy, what happens according to the growth of their practical experience and professional, business and personal qualities. It is through this approach that it is possible to reveal the meaning of the career as an object of management in higher education. Given the existence of a number of career types, the article systematizes approaches to classification features and career types. Factors influencing the career development of the employees of educational institutions are also analyzed and a systematic approach to their classification is determined. Thus, these factors are proposed to be divided into external and internal factors. The article focuses on the issues of the formation of a career management system for the employees in higher education institutions. In particular, a scientific and methodological approach to personnel career management was proposed, providing for the definition of the system of career management of personnel in higher education institutions as a set of planning, organization, evaluation, monitoring and motivation of the employee’s career development. The prospect of further scientific research in this direction lies in the development of an effective mechanism for managing the career of staff in higher education institutions.

ОРГАНІЗАЦІЯ CИCТЕМИ УПРАВЛІННЯ ДІЛОВОЮ КАР’ЄРОЮ ПЕРСОНАЛУ

The article examines the features of effective business career management, factors of career formation and planning. The need to improve the management system of business career of the staff in the organization, due to changes in the structure of the labor market, the need to provide human resources and new requirements for staff. The organization of the business career management system reflects a set of activities carried out by the personnel department of the organization and includes planning, organization, motivation and control of career growth. The directions of internal organizational career are determined, which consists of successive changes in the stages of professional development of an employee within one organization (vertical, horizontal, purposeful) and professional career of personal work. The factors of effective construction of a business career that are directly related to the person (abilities, interests, motivation, decision-making to change roles and status, etc.) and factors related to the interaction of the individual with the environment are summarized. Factors inhibiting business careers that slow down the process of development until its termination, change of direction and other manifestations are also analyzed. Depending on the origin of the inhibition factors can be: physical, psychological, social and ideal. The organization of work on planning and implementation (management) of the employee's career is systematized. Career planning in the organization can be done by the HR manager, the employee himself, his immediate supervisor, as well as by comparing personal intentions in the field of his career with the ability to meet them with available methods. Heads of departments must provide their employees with information about the needs and capabilities of the organization in staffing. Careers should be built on the shared participation of both participants and their shared responsibility for their own part of the organization of this career planning process. A business career is a component of inner attitude and behavior, change of skills and formation of competencies related to the activity. The importance of the career chart, which is a list of professional and job positions in the organization, the possibility of mobility and stimulate personal career planning. The process of personnel career management is determined by a set of means of influence and personnel technologies that provide management of professional experience of personnel in the organization.

Мемлекеттік қызметшілерді ротациялаудың шетелдік тәжірибесі

The success of the ongoing administrative reform in any country largely depends on the effectiveness of the state apparatus. In his speeches, the President of Kazakhstan K.-Zh. Tokayev repeatedly focuses on the issues of improving the system of civil service. Rotation often acts not only as one of the elements of the career management system, but also as a necessary tool to combat corruption. The presented article is devoted to the consideration of foreign experience in the application of the mechanism of rotation of civil servants. In this paper, the authors analyzed the content and features of rotation in the civil service in a number of foreign countries. Based on the results of the review, recommendations are given on the use of rotation, taking into account its positive and possible negative impacts in the civil service in Kazakhstan.

Yedekleme Planı ve Kariyer Yönetim Sisteminin, Çalışanın Algıladığı Görev Performansına Etkisi (The Effect of the Succession Plan and the Career Management System on the Perceived Task Performance of the Employee)

Purpose - This study aims to determine the effects of the career management system and succession plan practices of organizations on the general and specific task performance perceptions of the employees, and to contribute to the literature in this direction, and draw the attention of the practitioners to these subjects. Design/methodology/approach - This study, which invesitgates the effects of the career management system and succession plan practices of organizations on the general and specific task performance perceptions of the employees, was carried out with 556 participants from call center employees operating in Istanbul by adopting a convenient sampling method. First, call center company managers were contacted, and questionnaires were sent in the electronic form to those managers who accepted to participate in the study and distributed to the participants by them. The collected data were subjected to validity, reliability and confirmatory factor analyzes using the SmartPLS Structural Equation Model (SEM) program. For the hypothesis tests, the findings obtained by path analysis were interpreted. Findings - Statistical analysis shows that career management system practices play a positive and significant role in employees’ perceptions of both job and specific task performance. It was observed that the implementation of the backup plan negatively affected the specific task performance perception of the employees. Specific job performance perception plays a partial mediating role in the effect of career management on the perception of general task performance and a fully mediating role in the effect of the succession plan. Discussion - The results of this study reveal that career management system practices are welcomed as they increase both general and specific job performance perceptions of employees, while succession plan applications are not welcomed by employees due to the negative impact.

An Intelligent Automatic Career Management System for Efficiently Identify and Recruit the Potential Candidate to an Organisation

The manpower data management system project authorizes the user to and process the whole recruitment effort of an organization. Realizing the vital role of Recruitment process plays within an organization, this project is designed to maintain Resume Databank, process and suggest suitable candidates fitting the recruitment requirement. This project is entitled “An Intelligent Automatic Career Management System for Efficiently Identify and Recruit the Potential Candidate to an Organisation” is an outline to utilize PHP whereas the front end and My SQL cause the Back end. To control the job listing and recruitment process of any type of organization. Reduce manual workflow process and helps in maintaining candidate profile efficiently. An online consultancy maintenance system project is precisely depicted as per the needs and qualification of the Placement mentor and job providers, contain feature of the applicants, Client institution / Organizations, Job Openings, Interview details etc. This project is position at developing an online employment website for the Placement Details for job seekers. The administration is a web application anything will be gain throughout the establishment and out of doors also with genuine login as long as. This system is frequently worn as a web Job Portal for job seekers. Job hunter set down has an obligation be able to exchange their guidance in the form of a digest. Guests/Company agent logging in can besides approach/explore any information put up by Job aspirants.

Application of Complexity Theory to Organizational Career Management System’s Development

AbstractThe paper aims to highlight the relevance of complexity theory application to organizational career management processes and systems. This perspective enables to reveal and analyse the employees’ career management challenges faced by organizations in the context of high complexity. The study shows that organizations strive for a flexible and adaptable workforce while employees seek to increase their employability and competitiveness in organizations and in the labour market. Consequently, the role of current organizations in the context of complexity in employees’ career management is to help them to sustain and grow their career potential thereby strengthening their own competitive advantage.

An Analysis of Digital Assets on Exploiting Blockchain Management for Foreign Students

This study shows O2O (offline to online) based studying abroad platform, we called it as DRM (DoDream), that provides foreign students with various information for studying in Korea and matching platform with Korean universities (Language Institute) (Lim, J.H., et al., 2019. The architecture design of students’ career information management system using blockchain technology. International Journal of Innovative Technology and Exploring Engineering, 8(8S2), pp.188–193). Empirical results reveal studying abroad provides a new environment for foreign students who dream of studying in Korea by innovating structural problems of existing studying abroad market and sharing open information about Korea n universities, and to provide systematic and efficient study abroad support services to Korean universities (Language institutes) and local study abroad. DRM (DoDream) Tokens will be otherwise intended to be generally obtainable by users of the DRM (DoDream) Platform through the methods externally from third party cryptocurrency exchanges or internally on the DRM (DoDream) platform through conversion of “step” points that are awarded to users who have participated in events, promotions and/or who have made positive contributions to the DoDream Platform community.

블록체인 기반 경력 관리 시스템 - 전원주택 시공 경력 관리 사례

4차 산업 혁명으로 인한 변화가 우리의 삶과 일터 그리고 경력관리의 기존 패러다임을 완전히 교체하고 있고 변화의 수용을 요구하고 있다. 지속적으로 문서 위변조 문제로 인한 다양한 사회적 문제가 발생하고 있다. 특히, 전원주택이 활성화 되면서 신뢰성 있는 전원주택 시공업체 선정을 위한 다양한 요구사항이 제시되고 있다. 본 논문에서는 신뢰성 있는 경력 관리를 통해 전원주택 시공업체 선정에 도움이 될 수 있는 블록체인 기반의 전원주택시공 경력 관리 시스템을 제안한다. 제안한 시스템은 전원주택 시공에 초점을 맞춘 시공 업체 경력 증명서와 시공에 참여한 엔지니어를 위한 경력 증명서를 블록체인을 통해 제공한다. 특히, 발주 계약서, 건축 시공 단계별 5장 이상의 건축물 사진, 공사에 참여한 엔지니어 정보를 블록체인을 통해 관리함으로서 제안한 시스템은 전원주택 시공업체의 경력과 엔지니어 경력의 신뢰성과 무결성을 보증한다.

Career satisfaction of expatriates in humanitarian inter-governmental organizations

We examine the careers of expatriates in an inter-governmental organization (IGO) who undertake a mix of hardship and non-hardship assignments. Considering the individual, organizational, and broader environmental domains, and using conservation of resources theory, we examine what contributes to such expatriates’ career satisfaction. Based on survey data, we find that career satisfaction is influenced by views of how their assignments fit their overall career and the procedural justice of their organization’s career management system. Since their careers – unlike careers in most multinational corporations (MNC) – are likely to include one or more hardship postings, we also look at whether these hardship postings are associated with lower career satisfaction. Our results provide support for such negative relationships only when IGO expatriates’ career motivations of dedication to cause and challenge-seeking are low. We contribute to a greater understanding of career success and expatriation outside the MNC ‘norm’ and to research on expatriation in extreme contexts.

Модель управління кар’єрою військовослужбовців

Comprehensive problem solving related to the creation of a modern personnel management system determines the introduction of automated personnel accounting and management system in the personnel services of the Armed Forces of Ukraine as a component of the unified Information System of Defense Resources Management (DRMIS).One of the aspects of professional development is the availability of an effective system for evaluating the components of the career management system. The system allows to do all personnel and administrative job and increase quality: when filling vacancies, recruiting and promotion personnel, forming staff reserve, and motivating employees. This is achieved through the use of performance management information systems based on the concept of controlling.Career management is seen as a sequence of functions that are part of the technological cycle of the management system. The main driving forces of the cycle of the management system are identified. The use of the concept of controlling involves the achievement of the strategic goals of the organization. At the same time, the goals are decomposed according to the levels of the organizational hierarchy, depending on the powers and direction of activity, which must be achieved for a certain period. This is achieved through the introduction of a balanced scorecard.The article proposes a variant of the model of career management of servicemen based on controlling technology, which reflects the key stages of information flow processing in the field of personnel management. Realization of the proposed model will ensure the implementation of the main principle of career management, expressed in the combination of interests of the organization and the individual.