Employee Career Development Research Articles

The effect of job rotation on employee performance: the mediating role of HR strategy and training in the petrochemical industry

PurposeThis study aims to investigate the impact of job rotation on employee performance and explores the mediating role of human resources (HR) strategy and training effectiveness on this relationship, within the petrochemical industry, which represents a highly specialist and hazardous industrial context.Design/methodology/approachData was collected through a questionnaire which was distributed among the experts working in an Iranian petrochemical organization. Previously validated scales were used to measure job rotation, employee performance, HR strategy and training effectiveness, and partial least squares structural equation modeling was used for hypothesis testing.FindingsThe research findings indicated that job rotation had a negative effect on employee performance, while training effectiveness and HR strategy positively mediated the relationship between job rotation and employee performance. This highlights the importance of ensuring effective training and a HR strategy to support job rotation of skilled and specialist employees.Practical implicationsManagers of employees in specialist and hazardous industries, such as petrochemical workers, interested in job rotation to support employee career development, should be mindful of potential negative implications on employee performance. To support and improve employee performance, job rotation should be considered alongside HR strategy and training.Originality/valuePrevious research has largely focused on the value of job rotation to develop managers’ organizational understanding and to reduce injury within blue-collar work, which has led to a paucity of research into job rotation within highly skilled and specialist industrial roles. It is highlighted within the literature that it remains unclear what supports effective job rotation. This study addresses this lacuna by investigating how job rotation affects employee performance in a highly skilled and specialized industry and how strategy and training effectiveness mediate this effect.

The Only way is up? How Different Facets of Employee and Supervisor Perfectionism Help or Hinder Career Development.

Although the double-edged nature of perfectionism is widely acknowledged, little is known about how it shapes employee career development. By combining two field studies, we provide a multiperspective insight into the relevance of both employee and supervisor perfectionism for employee career development. While we expected self-oriented perfectionism (SOP) to have an ambivalent role for career development, we proposed that socially prescribed perfectionism (SPP) in particular, but also other-oriented perfectionism (OOP), would show maladaptive relationships with career-related indicators. In Study 1 (N = 116), we focused on the employee perspective and how multidimensional perfectionism relates to career aspirations (operationalized via work motivation) and subjective career success. Employees high in SOP reported higher, whereas those high in SPP reported lower perceived career success. OOP was negatively related to intrinsic motivation, but positively explained extrinsic (social) motivation and amotivation. In Study 2 (N = 146), we examined the role of supervisor perfectionism in supporting or hindering employees' career development by providing or draining resources. Our results show that supervisors high in SOP - and partly in OOP are reluctant to delegate highly responsible tasks; SPP even increased the likelihood of assigning illegitimate tasks to subordinates. Our findings suggest that both employee and supervisor perfectionism may boost or thwart employee career development and success. We discuss that supervisor perfectionism may limit employees' opportunities for experiential learning.

Efek Rekrutmen Dan Penempatan Terhadap Kinerja Karyawan Dengan Pengembangan Karir Sebagai Variabel Intervening Pada PT SAI Apparel Industries

This research aims to analyze the effect of recruitment and placement on employee performance through employee career development at PT Sai Apparel Industries. This research used a quantitative approach with a sample of 90 respondents. The sampling technique is Accidental Sampling with calculations resulting from the Solvin formula. The data processing technique in this research uses SmartPLS 3 software. The results of this research can be concluded that recruitment does not have a significant effect on the performance of PT Sai Apparel Industries employees, Recruitment has a positive and significant effect on the career development of PT Sai Apparel Industries employees, Placement has a positive and significant effect on the performance of PT Sai Apparel Industries employees, Placements have a positive and significant effect on the career development of PT Sai Apparel Industries employees, Career Development has a positive and significant effect on the performance of PT Sai Apparel Industries employees, Recruitment influences employee performance through employee development at PT Sai Apparel Industries, Placement does not have a significant effect on employee performance if it is through PT Sai Apparel Industries Employee Career Development. Keywords: Recruitment, Placement, Employee Performance, Career Development

The Influence Of Employee Selection On Employee Performance With Career Development As A Mediation Variable Case Study At PT Ilmukomputercom Braindevs Sistema

Employee performance is very important in the company to be able to achieve the goals set. Various efforts can be made to improve employee performance, including by knowing what factors can affect employee performance. The purpose of this study was to partially examine the effect of selection and employee career development on employee performance at PT IlmuKomputerCom Braindevs Sistema as well as the effect of employee selection on employee performance with career development as a mediating variable. The population in this study was 40 employees of PT IlmuKomputerCom Braindevs Sistema. Sampling in this study used a sampling technique, namely using all employees of PT IlmuKomputerCom Braindevs Sistema as samples in the study. The data collection technique used in this study was a questionnaire. The data analysis technique used is a quantitative analysis technique using the t test and Sobel test. The results of data analysis show that partially selection and employee career development have an effect on employee performance at PT IlmuKomputerCom Braindevs Sistema with a sig value t-table.

Employee Training Policies of High Revenue Companies: Analysis of Case Examples From Turkey

Purpose: The present study explores the primary characteristics of employee training practices by way of analysing the employee training policies of the top two companies with the highest sales revenue in Turkey. The primary characteristics of employee training practices are examined within the scope of the corporate employee training activities and the practices to cope with the challenges in the organization of employee training. Methods: Employing qualitative approach, document analysis was conducted within the context of two cases. The two companies with the highest sales revenue in Turkey were selected as cases in the study. The companies were determined through criterion sampling in line with the financial performance based on net sales revenue, stability of financial performance and potential for corporate training policy development criteria. The six years of sustainability and activity reports of the companies were analysed through thematic analysis. The documents were analysed through thematic analysis using open coding. Employee training policies and practices were presented under the sub-themes of personnel training types, subjects of personnel training, training infrastructure, factors considered in the design of training processes and supportive practices for training processes. Findings: Employee training of the companies mostly consists of formal and non-formal training activities designed according to the needs of employees. These training activities aim at both occupational and personal development of the employees. The training activities, which are mostly organized with the use of internal resources, also allow employees to make their own personal development plans. The dominant common aspects of the employee training policies of the companies show that the successful integration of employee training to the career management systems increases the efficiency of training activities. The study results also illustrate that the employee training policies can be strengthened through corporate capacity development activities. Conclusion: Institutionalization of training practices that contribute to workplace learning has an important role in the financial gains of highly competitive organizations. The success of corporate training practices for employees requires both an effective design in terms of content and process and a strong establishment of corporate training infrastructure. The provision of formal and informal learning opportunities structured according to employee needs through a strong corporate training infrastructure and planning the career development of employees based on the outputs of training activities are the indicators of successful company performance.

Посилення мотивації персоналу як фактор конкурентоспроможності підприємства

The aim of the article is to study the theoretical and applied aspects of the functioning of the system of motivation of staff on the example of a production enterprise and to outline the directions of its improvement in the context of increasing the competitiveness of enterprise. The article analyzes the current state of staff motivation on the example of a leading Ukrainian company specializing in the trade of furniture components and accessories. In the course of the analysis, it has been found that over the past three years, the motivational system of enterprise has remained sufficiently balanced and generally satisfies the basic needs of employees. The company uses a wide range of financial motivation instruments, which includes competitive wages, a bonus system, providing production personnel with summer and winter overalls, paying for mobile communications, compensation for fuel costs when using own cars for work purposes, etc. Common measures of non-financial motivation of production enterprises are the functioning of corporate universities and libraries, career development of employees, support for employees serving in the Armed Forces of Ukraine, sports events, and so on. Despite a fairly effective system of motivation, some of its weaknesses have been identified as follows: in particular, a low share of additional wages, an insufficiently competitive social package of the company, which contains only basic elements, imperfection of non-material motivation, insufficient individualization of motivation, etc. In modern wartime conditions, measures to improve non-financial motivation can become effective motivation instruments, such as: the introduction of the «Best Employee of the Month / Quarter / Year» programs, recognition of employees’ merits by awarding certificates of honor, letters of gratitude, valuable gifts, holding rallying events, creating a psychological service to support the mental health of staff.

The Influence of Idiosyncratic and Organizational Career Dynamics on Employee Career Development in Star-Rated Hotels in Nairobi City County, Kenya: A Qualitative Analysis

The Influence of Idiosyncratic and Organizational Career Dynamics on Employee Career Development in Star-Rated Hotels in Nairobi City County, Kenya: A Qualitative Analysis

The Influence of Design and Evaluation of Career Development Programs on Employee Satisfaction at Tourism Education Institutions at SMK Negeri 3 Tabanan

This research examines the level of satisfaction and career development of employees of tourism education institutions at SMK Negeri 3 Tabanan. The population in this study were all employees of tourism education institutions at SMK Negeri 3 Tabanan. Quantitative research as a research procedure process produces data in the form of various numbers and can generally be analyzed using descriptive or inferential statistics. Several of these variables were then translated into several indicators which became the basis for statements in the questionnaire which were later distributed and answered by 32 research respondents. Based on the t-test analysis, it can be seen that the calculated t-value is 4.029, while the t-table is 1.69, thus there is a partial and significant positive influence between the career development program design on the job satisfaction of employees of tourism education institutions at SMK Negeri 3 Tabanan. Evaluation of career development programs has a positive and significant effect on job satisfaction of employees of tourism education institutions at SMK Negeri 3 Tabanan. Data analysis shows that the t-count value is 3.734, while the t-table is 1.69, thus there is a partial and significant positive influence between the evaluation of career development programs on job satisfaction of employees of tourism education institutions at SMK Negeri 3 Tabanan. Career development programs and evaluation of career development programs have a positive and significant effect on job satisfaction of employees of tourism education institutions at SMK Negeri 3 Tabanan. The results of the F test show that the Fcount value is 13.787, while the Ftable is 3.33, thus there is a simultaneous influence between the design of the career development program and the evaluation of the career development program on the job satisfaction of employees of tourism education institutions at SMK Negeri 3 Tabanan.

Penerapan Insentif pada Toko Retail

This research explores the impact of implementing incentives at the Bu Ira basic food agency in Krian, Sidoarjo on employee performance, with a focus on sales bonuses and non-financial incentives. The research results show that sales bonuses related to target achievement provide additional motivation for employees to increase sales, especially when bonuses are linked to certain products that have higher profits. Additionally, non-financial incentives such as recognition for good performance have proven effective in building team spirit and increasing job satisfaction. The discussion involved understanding that incentive design must be tailored to the grocery store context, taking into account the unique characteristics of this industry. Sales bonuses, when tied to specific types of products, can provide a greater motivational boost for employees. Recognition of good performance can be realized in the form of promotion or additional training, providing added value in employee career development. Flexibility in incentive design, effective communication, and continuous evaluation of the effectiveness of incentive programs are the keys to success. The results of this research provide insight for business owners and managers in the grocery agency industry to design incentive programs that suit employee needs and business goals, as well as accommodate changes in the industrial environment.

Efek Kedisiplinan dan Kinerja Karyawan terhadap Pengembangan Karir: Studi pada PT Kamaltex

<em><span>Every economic sector is required to always move with the times to have an effect in the form of strong economic growth from time to time. In meeting these targets, each individual is required to have an attitude of discipline at work, so that the work carried out can be carried out optimally. Discipline indirectly plays a role in the career development of a worker. In the context of a worker's career development, not only is disciplined behavior at work needed, but also the performance factor of the worker. Career development is one of the goals or points that is highly anticipated by a worker, besides that the effect of applying discipline and improving performance will also cause feelings of job satisfaction in each worker. This study aims to examine the effects of discipline and employee performance on career development at PT Kamaltex. This research will use quantitative methods using secondary data in the form of data on the number of active employees and data on the length of service of employees and primary data in the form of data on the effects of discipline, and employee performance on job satisfaction. The results of this study state that employee discipline and performance influence the career development of employees.</span></em>

Analysis on Individual Characteristics Impact towards Employee Career Development at UIN Kiai Haji Achmad Siddiq Jember

Analysis on Individual Characteristics Impact towards Employee Career Development at UIN Kiai Haji Achmad Siddiq Jember

Effectiveness Of Coaching And Mentoring For Employee Career Development Within The Organization

Objective: This study aims to determine the effectiveness of coaching and mentoring for the career development of employees in organizations. Design/Methods/Approach: This study uses the research method used is the observation method, the library method, internet review and the analysis process is carried out using the literature review analysis method of previous journals. Findings: Employees must know specifically what to do and be able to face obstacles to achieve effective performance, this is where coaching, mentoring and career counseling activities are needed. Originality/Value: Coaching and Mentoring are important for improving employee performance and providing different benefits for the organization. Practical/Policy implication: The results of the study show that coaching and mentoring help improve employee performance and setting goals leads to higher performance through increasing effort and motivation levels of employees, one of which is through career counseling.

The Influence of Work Motivation and Employee Performance on Employee Career Development

The Influence of Work Motivation and Employee Performance on Employee Career Development

Servant Leadership and Career Development: Supporting Employee Growth

In this article, the authors present a literature review encompassing an analysis of Career Development and Servant Leadership in the context of human resource management and organizational growth. The research unveils how leaders who implement servant leadership principles can positively impact the career growth and development of their employees. Applying a Literature Review method, the authors analyzed other articles with similar topics. The research suggests that these characteristics can create an environment in which employees feel valued and supported, thus advancing their career development. The study finds that when leaders exhibit servant leadership characteristics, employees are more likely to experience increased job satisfaction and engagement. This positive experience, in turn, contributes to higher levels of commitment to their organizations. Servant leadership fosters open communication, trust, and a strong sense of community in the workplace, all of which support career development. Furthermore, the research highlights how servant leaders often strive harder to provide growth opportunities to employees. This may include mentorship, training, and guidance in setting and achieving career goals. Employees under servant leadership are more likely to feel empowered and motivated to take control of their career paths. In conclusion, this article emphasizes the strong impact of servant leadership on employee career development. It highlights that leaders prioritizing the well-being and growth of their employees can create a work environment that fosters career advancement, enhances job satisfaction, and strengthens organizational commitment. The research underscores the importance of developing servant leadership within organizations to support employee development and overall success.

Exploring the Impact of Mutation and Promotion on Career Development and Employee Performance at the Education and Culture Office

Improving employee performance in government agencies such as the education and culture office is an important element in efforts to provide quality public services. Mutation and promotion are two mechanisms that are often used in human resource management to optimize employee career development. This study aims to analyze and understand the effect of mutation and promotion on employee career development and its impact on employee performance at the Education and Culture Office. This study used a quantitative approach by collecting primary data through questionnaires distributed to a sample of employees at the Education and Culture Office. The data obtained were analyzed using descriptive statistical methods and regression analysis to assess the relationship between mutation, promotion, career development, and employee performance. The results of this study show that mutations and promotions have a significant influence on the career development of employees at the Education and Culture Office. The career development of employees, in turn, contributes positively to the improvement of their performance.

The Influence of Education, Training, and Leadership on Employee Careers with Motivation as an Intervening Variable at the Department of Social Affairs, Women's Empowerment and Child Protection, as well as Community and Village Empowerment in Balangan Regency

One crucial factor in human resource management is employee career development. The significance of the human resources role in achieving organizational goals must be balanced and supported by clear career paths to motivate employees to deliver excellent work performance for the advancement of the organization, considering factors such as education level, work experience, competence, commitment, loyalty, motivation, and employee performance. This research aims to determine the influence of education, training, and leadership on employee careers with motivation as an intervening variable at the Department of Social Affairs, Women’s Empowerment and Child Protection, as well as Community and Village Empowerment in Balangan Regency. This study employs a quantitative research method with a population of 52 individuals using a saturation sampling technique. Path analysis processed with SPSS is used for data analysis. The research results indicate that education, training, and leadership do not have a significant influence on employee motivation. Education, training, and motivation do not significantly affect employee careers. Leadership has a significant influence on employee careers. Leadership, through motivation as an intervening variable, has a significant impact on the careers of employees at the Department of Social Affairs, Women’s Empowerment and Child Protection, as well as Community and Village Empowerment in Balangan Regency.

PERANAN DISIPLIN KERJA DAN PENGEMBANGAN KARIR TERHADAP KINERJA KARYAWAN PADA PT PLN PEMBANGUNAN SUMATERA UTARA

PT PLN Pembangkitan Sumatera Utara Medan, by reason of the selection of research objects due to the decreased employee performance in the company. Employee performance is a condition that indicates whether or not the employee is doing the work. This decrease in performance can be caused by work discipline and career development which is less suitable with the background of education level as well as position in work resulting in the occurrence of errors and boredom in work, the employee who often use the absent as a reason for saturation in the work so that violation of company regulations . The theory used in this research is Human Resource Management. This study aims to analyze how the influence of work discipline and career development of employees at PT PLN Pembangkitan Sumatera Utara. The research method used is descriptive quantitative with the nature of the research is explanatory. The analytical method used is multiple regression with the population used as many as 154 employees. Determination of sample used is sample saturated with amount of sample 154 employees and 30 employees of branch of PT PLN Sektor Pembangkitan Medan for validity test. The results showed that work discipline and career development simultaneously and partially significant effect on employee performance at PT PLN Pembangkitan Sumatera Utara and the coefficient of determination is 71%. So it can be concluded in this study that the work discipline and career development simultaneously and partially significant effect on employee performance at PT PLN Pembangkitan North Sumatra.

FOSTERING ORGANIZATIONAL CITIZENSHIP BEHAVIOR BY DEVELOPING ORGANIZATIONAL CULTURE THROUGH WORK ENGAGEMENT

In the hospital industry, patient- and family-centered care is a key factor that measures hospital management performance. Hospital management requires the support of quality resources, especially human resources, who directly provide services to their customers. Therefore, Organizational Citizenship Behavior (OCB), known as extra role behavior from employees, is highly effective to apply because it can lead employees to deliver performance that goes beyond just performing their formal duties. The purpose of this study was to analyze the effect of organizational culture and leadership style on the OCB of employees in A Class A- Noncommunicable disease hospital in Jakarta through Work Engagement. The research method used a quantitative method with a sample of 260 employees. The hypotheses were tested through the SEM (Structural Equation Model) method with the SmartPLS3.0 application and SPSS version 27. The results showed that organizational culture, leadership style and work engagement affected OCB simultaneously. Organizational culture and leadership style were positively related to work engagement and OCB among employees. Meanwhile, leadership style affected OCB through work engagement. Having employees who demonstrate OCB is crucial to the hospitals to provide quality service delivery. Hence, maintain the stability of a positive organizational culture are required to improve work engagement amongst employee such as employee career development strategies and holding togetherness events that may increase work engagement thereby motivating employees to carry out OCB.

Influence of Performance Appraisal on Employee Performance in the Energy Sector Kenya

Abstract
 The study focused more on exploring performance appraisal regarding employee performance to ascertain the influence of performance evaluation on employee performance in the energy sector. Similarly the objective of this research was to look into the result of goal setting on employee performance, to find out how career plans influence on workers’ effectiveness, and for determining the extent to which competency-based evaluation influence employees performance, to investigate the impact of ongoing feedback through employee achievement and to assess how incentives affect employee performance in Kenya energy sector through a research paper survey of Kenya Power Ltd. (KP), Kenya Electricity Transmission Company Ltd. (KETRACO), and Kenya Electricity Generating Company PLC. (KenGen), all of which are located in Nairobi County. The researcher used explanatory sequential design method. The study's population was 8820 employees, 11% of total population utilizing a sample size of 801 participant attracted as for all divisions in and to organizations, varying from Senior, middle, and lower-level management employees. Consequently, the researcher used a random sampling technique to collect data from respondents at various levels of management in Kenya's energy sector. Semi-structured questionnaires were used to gather primary data because they allow for open-ended responses from respondents and allow the researcher to easily prepare questions ahead of time to guide the discussion and keep the participants on topic. The collected data was analyzed by use of descriptive statistics and the Statistical Package for Social Sciences (SPSS). Finally, the data was interpreted into measures of central tendency, statistical dispersion, percentages, and person correlations utilizing the frequency distribution. Results were shown in tables, bar charts, and graphs will be used for information presentations. In relation to the impact on employee performance of performance appraisal, the observations suggest that the assessment leads to enhanced productivity in an organization. An effective evaluation model can increase the employees' interest and performance to achieve the specific objectives of the organization. Regarding the influence performance feedback on employee service delivery, the findings showed that effective feedback is crucial to employees to achieve their set objectives. Feedback allows employees to know exactly what is expected of them. The key to the successful empowerment and productivity is effective performance feedback between employees and supervisors. Adequate feedback builds accountability, as staff and supervisors contribute to development goals, skills identification, career development and motivation of employees for enhanced performance. The study concluded that efficient performance appraisal practices allow employees to express their performance challenges, ideas in achieving individual and company's set objectives. Effective feedback on measuring performance can result in improved productivity of employees. In order to improve employee performance, the study recommends optimizing practices for performance management. The contribution of each employee to accomplishing company goals should be the main emphasis of performance reviews.

Analisis Kesiapan SDM dalam Pengembangan Karir Karyawan pada Unit PKP-PK di UPBU Tebelian Sintang

Human resource readiness is an important asset and is the main determining factor in the performance of all activities and institutional activities, so that it can support employee career development. Career development is very important to support life achievements and quality of life as well as job satisfaction with each individual's current achievements. There are two factors in career development that can determine a person's career success, namely internal factors including motivation to progress, intellectual ability, interpersonal skills, level of education, and work experience. Meanwhile, factors that come from outside are the attitude of superiors, the weight of work, job vacancies and work productivity. The aim of this research is to determine the personal readiness of HR in the PKP-PK unit in career development at UPBU Tebelian Sintang and to find out the process, obstacles and solutions regarding HR readiness in career development at the unit (PKP-PK) at UPBU Tebelian Sintang. This study uses a qualitative method. The data collection techniques used were observation, interviews and documentation. The respondents in this research were PKP-PK unit personnel at UPBU Tebelian Sintang. The observations in this research were to conduct reviews and observations at the PKP-PK unit at UPBU Tebelian Sintang. The documentation in this research is activities that occurred in the PKP-PK area at UPBU Tebelian Sintang. The results of the discussion in this research are that Readiness is a process or action carried out by a person to be ready to change or respond to something that can make them ready to provide a certain response or response to a situation and employees in the PKP-PK unit have provided information that their level of readiness is sufficient. far above average. Because it is able to prepare quality human resources who are willing to continue learning and developing themselves and Tebelian Sintang Airport has stages of career development in the Aviation Accident Relief and Fire Fighting (PKP-PK) unit, namely through a proposal process from superiors to be registered and get a queue where there will be further information if there is a call in the queue and then the names that come out must be ready to carry out training to support career development at the PKP-PK unit at Tebelian Sintang Airport.