Career Path Development Research Articles

La creación de dispositivos de seguimiento de graduados con técnicas longitudinales: el caso de los Laboratorios MIG.

Fil: Panaia, Marta Elba. Consejo Nacional de Investigaciones Cientificas y Tecnicas; Argentina. Universidad Tecnologica Nacional; Argentina. Universidad de Buenos Aires; Argentina

Advancing the international data science workforce through shared training and education

The increasing richness and diversity of biomedical data types creates major organizational and analytical impediments to rapid translational impact in the context of training and education. As biomedical data-sets increase in size, variety and complexity, they challenge conventional methods for sharing, managing and analyzing those data. In May 2017, we convened a two-day meeting between the BD2K Training Coordinating Center (TCC), ELIXIR Training/TeSS, GOBLET, H3ABioNet, EMBL-ABR, bioCADDIE and the CSIRO, in Huntington Beach, California, to compare and contrast our respective activities, and how these might be leveraged for wider impact on an international scale. Discussions focused on the role of i) training for biomedical data science; ii) the need to promote core competencies, and the ii) development of career paths. These led to specific conversations about i) the values of standardizing and sharing data science training resources; ii) challenges in encouraging adoption of training material standards; iii) strategies and best practices for the personalization and customization of learning experiences; iv) processes of identifying stakeholders and determining how they should be accommodated; and v) discussions of joint partnerships to lead the world on data science training in ways that benefit all stakeholders. Generally, international cooperation was viewed as essential for accommodating the widest possible participation in the modern bioscience enterprise, providing skills in a truly “FAIR” manner, addressing the importance of data science understanding worldwide. Several recommendations for the exchange of educational frameworks are made, along with potential sources for support, and plans for further cooperative efforts are presented.

Effects of the same-gender vs. cross-gender mentoring on a protégé outcome in academia

Mentoring seems to be an important way to start and advance individual researcher's career in science. Therefore, it is essential to examine the factors related to successful mentoring in order to find ways of efficiently supporting young academics on their career development path. Building on the similarity-attraction and social identity theories, our research indicates that gender similarity in academic mentoring might be related to the protégés' postdoctoral publication scores that lead to career advancement. The scores in a typical five-year publication cycle are higher for the protégés situated within same-gender mentoring dyads. Furthermore, the mentors' research performance importantly adds to the protégés' postdoctoral research performance.

A Career Path Framework for Quantity Surveyors in Nigeria Private Practice

In a typical organization, career path helps employees to understand what is expected of them based on the positions they occupied. This also allows them to participate in managing their career progress. Many quantity surveying firms do not have career development path for their quantity surveyor (QS) employees and this has limited their performance at work. This paper, therefore, develops a career path framework for quantity surveyors in private practice in Nigeria. A combination of survey and interviews were employed to elicit the required data. The study population are in two categories. Firstly, the quantity surveying firms, while the respondents in the firms are the principal partners and their employees. The second category is the chairmen of the state chapters of the Nigerian Institute of Quantity Surveyors. The findings of the study establish the career path progression for a quantity surveyor in private practice which ranges from trainee quantity surveyor, assistant quantity surveyor, quantity surveyor, senior quantity surveyor, principal quantity surveyor, chief quantity surveyor, partner and principal partner/consultant in that order. The proposed conceptual framework signifies and demonstrates the necessary benchmark to resolving common problems about career progression and development among quantity surveyor in private practice. This is seen as having a positive effect on harmonious working relationship and quality service delivery.Keywords: Career development, Career path, Framework, Nigeria, Private Practice, Quantity Surveyors.

Designing Model of Career Path Development for National Football Development Program (NFDP): Directions, Issues, Challenges and Sources of Knowledge that Influence and Develop Coaching Expertise Level

The main purpose of this study is to propose a model formed towards the development of career paths of coaches involved in the National Football Development Program (NFDP) in Malaysia by identifying the development paths, directions, issues, challenges and knowledge sources that influence / form the level of expertise among the coaches. This is a qualitative study that used a developed design concept. Using a purposive sampling method, a total of five participants (coaches) from the NFDP were interviewed to determine the current and existing development direction. The findings showed that there are 9 issues and challenges outlined by the NFDP coaches and two forms of knowledge they have acquired throughout the PPBN program. Based on the issues and challenges faced by NFDP coaches and knowing what source of references used by the coaches, the direction of career development by NFDP coaches can eventually be formed from the data obtained. It is recommended that NFDP management can use the results of this study as a guideline and it is hope that the model proposed to improve the career path of the coaches can help in providing impact to the national football development through NFDP.

INTEGRATION OF CROSS-CULTURAL EXPERIENCES AND PROFESSIONAL COMPETENCIES: VIEWS FROM INTERNATIONAL EXCHANGE PROGRAMS IN HIGHER EDUCATION

Encouraging hospitality students in reflective and transformative learning toward a global mindset becomes an imperative for developing their cross-culturally professional competency in preparation of the future career path development. Oversea exchange programs are among the initiatives to raise personal, professional and cultural awareness for the hospitality students in a pathway to encourage cross-cultural learning among students in similar fields. However, to what extent the development of a global mindset gained from the cross-cultural experiences could help undergraduate hospitality students gain their professional competency in terms of cultural skills in the hospitality and tourism context is the main issue to be described by this study. Content analysis has been conducted on in-depth interview data given by hospitality oversea exchange students who are both current students and graduated ones. The most popular modes of international student exchanges such as team project, assignment, presentations, and travel exchanges are taken into consideration to highlight deeper insights into a mutual interest between the cross-cultural experiences and the professional competency related cultural skills. The study reveals that cultural understanding needs to be experienced in the real setting context. Furthermore, we also discovered that cultural exchange outcomes are normally obtained in the daily informal practices instead of formal studies. However, the current study is constrained within few selected countries where students have been experienced and the current partnership between the home and host Institutions. This paper provides actionable guidelines and approach for integrating the critical component of cultural exchange program in the traditional curriculum program of hospitality.

Career Development in the Uniformed Services of Lithuania: Wide Open Innovation Possibilities vs. Innert Hierarchical Culture

We compare career development models between two uniformed services regimes of Lithuania: military and statutory (police and penitentiary services). In this paper, we differentiate regulative and normative institutions by comparing the egzisting regulation that relates to career development and interview accounts of servicemembers regarding their understanding of career development paths and institutional factors that affect them. We find that regulations between the two regimes are similar; however, there are radical differences in how service members perceive career development. We conclude that other, non-regulatory, factors are at play: (i) considerable legacies of in statutory services since the Soviet-era, and (ii) the exposure of the military service to international practices in the context of NATO alliance. Statutory services inherited their personnel, organizational structure and, to some extent, regulations from the Soviet-era, whereas the military was built from scratch, largely based on conditionalities set by NATO accession. Although we see striking similarities in human resource management (HRM) regulations among services regimes, there are no comparable similarities with regard to how service members view career development. Career development is not regulated in detail in either service regime and serves as a good indicator of normative institutions that shape uniformed services. Service member accounts lead us to conclude that elements of career development that are applied in the military service achieves better HRM outcomes.DOI: http://dx.doi.org/10.5755/j01.ppaa.16.3.19335

The Qualifying Study Regarding Career Development and Vocational Path for College Graduates with Severe Disabilities

The Qualifying Study Regarding Career Development and Vocational Path for College Graduates with Severe Disabilities

Markov chain: a predictive model for manpower planning

The use of Mathematical models for manpower planning has increased in recent times for better manpower planning quantitatively. In respect of organizational management, numerous previous studies have applied Markov chain models in describing title or level promotions, demotions, recruitments, withdrawals, or changes of different career development paths to confirm the actual manpower needs of an organization or predict the future manpower needs. The movements of staff called transitions are usually the consequences of promotions, transfer between segments or wastage and recruitment into the system. The objective of the study is to determine the proportions of staff recruited, promoted and withdrawn from the various grades and to forecast the academic staff structure of the university in the next five years. In this paper, we studied the academic staff structure of university of Uyo, Nigeria using Markov chain models. The results showed that there is a steady increase in the number of Graduate Assistants, Senior Lecturer and Associate professors, while, there is a steady decrease in the number of Assistant Lecturer, Lecturer II, Lecturer I, and Professor in the next five years. The model so developed can only be applied when there is no control on recruitment but the research can be extended to include control on recruitment. The model can also be applied in school enrollment projection.Keywords: Markov Chain, Transition Probability Matrix, Manpower Planning, Recruitment, Promotion, Wastage

Human resource development for technological capabilities upgrading and innovation in production networks: a case study in Thailand

ABSTRACTThe objective of this paper is to investigate the human resource management (HRM) and coordination activities for innovation in production network. We consider three manufacturing firms in this study, Global Green Chemicals Public Company Limited, Thaioil Public Company Limited and Siam Cement Group Chemicals Company Limited. In each case, the key innovation milestones are identified. We also examine how HRM and human resource development (HRD) are utilized to improve innovation and technological capabilities. From our results, we conclude that top management plays an important role in HRM/HRD to improve a firm’s innovation and technological capabilities. Systematic recruitment, selection, training and development are needed to achieve organizational strategies. Career path development and a reward system are important motivators for employee retention.

Career Path Development and its Impact on Organizational Citizenship Behavior in Greater Amman Municipality

This study aimed to measure the impact of career path development (career planning and career management) on organizational citizenship behavior in greater Amman municipality. The study population is consisted of (122) managers at middle managerial level in greater Amman municipality. The current study used simple random sample. Based on this, a total of (90) respondents were targeted, from which a total of (85) answered questionnaires were retrieved, of which (3) were invalid. Thus, (82) answered questionnaires were valid for analysis.The questionnaire consisted of (30) items of close ended response type about independent and dependent variables. The study used the statistical analysis SPSS (Statistical Package for Social Sciences); for testing the hypotheses through regression analysis.The results of testing hypotheses have shown that there is There is a statistically significant impact at level (P<= 0.05) of career path development with its dimensions: (career planning and career management) on organizational citizenship behavior (OCB) in Greater Amman Municipality. And illustrated that (65.9%) of the explained variation in organizational citizenship behavior in greater Amman municipality can be accounted for career path development with its dimensions: (career planning and career management). The study recommended that organization should use reward systems that support the organization's career development strategy and enhancing the OCB.

The Consequences of Gender in Homogamic Couples

In studies which analyse the social distance between spouses at the moment a couple is formed, and which attempt to understand the role of the family, and in particular of marriage, in crystallising social divisions, the concept of homogamy has often been purely descriptive. This article questions this static approach and seeks to pinpoint the changes which social homogamy undergoes in the course of conjugal life, addressing women’s decisions on work–family articulation. Drawing on a critical approach to the concept of rational choice, the article intends to demonstrate the merit of an interpretative approach by analysing how members of a sample of 27 university-educated Portuguese partnered mothers take their decisions in the context of an interdependency framework in which the dynamics of family interaction tend to thwart individual career path development, rendering spouses dependent on each other.

Study on Career Planning of Chinese College Students Based on Online Recruitment Information

The scientific career planning of undergraduates is an important measure to promote the employment of Chinese college students and alleviate the shortage of enterprises. It is also the key measure of the “supply side” reform of Chinese higher education. This paper analyzes the feasibility and mechanism of career planning for Chinese college students based on online recruitment information. Taking the human resources management major as an example, the content analysis method based on online recruitment information is used to study Chinese college students’ career development path, job quality requirements and career planning stage Determine, and use dynamic network recruitment information using rolling planning method to carry out college career planning.

Научно-технологическая карьера: социальное измерение и социологическая интерпретация

The article provides the definition of science and technology careers and emphasizes such characteristic as innovation orientation. It characterizes the social dimension ofthe young professionals’ career. On specific material, their career development path as well as the conditions, which are conducive to it are reviewed. It provides a support program of the modern science and technology careers from state and business structures. Measures are proposed for the introduction of an educational tax on manufacturing companies and diversification of funding sources, providing balanced career development path of innovation implementers in high technology industries. This will allow meeting the “great challenges” of modern social and economic development, ensuring success of the import substitution strategy, creating optimum conditions to recognize and use science and technology potential in complicated circumstances of the global competition, as well as the human resource assets of the country. In this regard, it is important to study development trends in science and technology, as well as the characteristics of social dimension of the modern career, giving them sociological interpretation. It is emphasized that the conditions conducive to the career development path through the stimulation of innovation activity, particularly important for enterprises, are focused on the functioning and implementation of advanced technologies on the on hand, and universities and higher education institutions, offering their inventions, on the other hand. The regulation of science and technology (especially with an innovation characteristic) careers suppose the reformatting of the staff turnover system taking into account the need to overcome such diverse barriers on the way toward realization as consequences of the “demographic gap” during the staffing of innovative enterprises and bureaucratic limitations during the career development path of innovation implementers, and also stimulation of breakthrough innovation due to measures of advanced material and moral incentives. Innovation is defined by nonlinearity and throw-in efficient surprises that set new challenges to the system of their capture and fixation.

Научно-технологическая карьера: социальное измерение и социологическая интерпретация

The article provides the definition of science and technology careers and emphasizes such characteristic as innovation orientation. It characterizes the social dimension ofthe young professionals’ career. On specific material, their career development path as well as the conditions, which are conducive to it are reviewed. It provides a support program of the modern science and technology careers from state and business structures. Measures are proposed for the introduction of an educational tax on manufacturing companies and diversification of funding sources, providing balanced career development path of innovation implementers in high technology industries. This will allow meeting the “great challenges” of modern social and economic development, ensuring success of the import substitution strategy, creating optimum conditions to recognize and use science and technology potential in complicated circumstances of the global competition, as well as the human resource assets of the country. In this regard, it is important to study development trends in science and technology, as well as the characteristics of social dimension of the modern career, giving them sociological interpretation. It is emphasized that the conditions conducive to the career development path through the stimulation of innovation activity, particularly important for enterprises, are focused on the functioning and implementation of advanced technologies on the on hand, and universities and higher education institutions, offering their inventions, on the other hand. The regulation of science and technology (especially with an innovation characteristic) careers suppose the reformatting of the staff turnover system taking into account the need to overcome such diverse barriers on the way toward realization as consequences of the “demographic gap” during the staffing of innovative enterprises and bureaucratic limitations during the career development path of innovation implementers, and also stimulation of breakthrough innovation due to measures of advanced material and moral incentives. Innovation is defined by nonlinearity and throw-in efficient surprises that set new challenges to the system of their capture and fixation.

Rejuvenating management education

Management education in India is facing a lot of problems of relevance in the current scenario. Thousands of MBA institutes have mushroomed in the last decade and many of MBA students and professionals are undergoing MBA education to be better equipped for the growing economy. All the sides of management education such as quality of curriculum, MBA aspirants, faculty in management education business research, quality of research, industry-institute interaction, MDP, faculty development programmes, placements, compensation packages of MBA, career development path of alumni, diversity among faculty as well as students, governance and accountability, etc. are under critical scanner. This paper is an effort to examine the current issues in management education system in India and to find out ways for quality improvements in the present management education system so that business schools respond to current situation. All the sides of management education such as quality of curriculum, MBA aspirants, faculty in management education business research, quality of research, industry-institute interaction, MDP, faculty development programmes, placements, compensation packages of MBA, career development path of alumni, diversity among faculty as well as students, governance and accountability, etc. are under critical scanner. However, a very important question arises i.e. what special or extra needs to be done in order to make the Management education more effective and Industry Oriented. One of the very crucial elements that need to be incorporated is the involvement of corporate sector in the management education, to make it effective and industry oriented, since only the corporate Sector is the direct beneficiary of the higher and management education. There are around 4000 management institutes in India.

ARMED FORCES TODAY

ARMED FORCES TODAY

CEOs’ Career Development Path and Horizon Problem at their Last Career Stage

This paper takes into account CEOs’ career development paths to advance the knowledge about their long-term investment decisions at their last career stage. CEOs’ career development, especially whe...

建国以来高校毕业生就业政策探析

新中国成立以来，我国高校毕业生就业政策在曲折中向前发展。根据历史时期的演变，大致经历了三个阶段：统包统分阶段、双向自主择业阶段、多渠道就业阶段。这一演变过程表明了毕业生就业政策要与社会主义经济发展相适应，就业政策的实施要尊重主体的利益。此外，多渠道就业不仅符合当今社会的就业趋势，更是大学生职业发展道路上的明智选择。 The employment policy for college graduates in our country moved forward tortuously since the founding of PRC. There are three stages according to the evolution of the history: the stage of government-planning assignment, the stage of two-way choice and independent option, the stage of multi-channel employment. The evolution process indicated that the employment policy for college graduates should adapt to the development of the socialist market economy; the implement of the employment policy must respect the benefit of the college graduates. Besides, multi-channel employment not only accords with the current employment trend, but also a wise choice to the college graduates on their career development path.

Exploring Critical Factors of Self Concept among High Income Community College Graduates

<p class="apa">This study was undertaken to explore the critical factors influencing the self-concept of community college graduates in the development of their careers. Individuals with a positive self-concept are often associated with a good career choices and a well-panned career development path. Hence community college students should be girded with a positive self-concept to ensure success in their future careers. This qualitative research using multiple case study methods involved 15 community college graduates who have been relatively successful in their respective careers and were able to generate high incomes. Further data obtained were analysed using NVivo 8.0 to determine the relevant themes that emerged. The study observed the presence of five critical internal factors influencing self-concept: congruence, boldness in facing a challenge, vision, skills and experience.</p>