Career Development Strategies Research Articles

Post-Retirement Career Development Strategy for Civil Servants in the Ministry of Transportation in East Java Province: Analysis and Implementation

Many civil servants in the Ministry of Transportation face challenges in determining their career direction after retirement. The lack of preparation and post-retirement career plans can become a problem that needs to be addressed. This study aims to identify and analyze post-retirement career development strategies for Civil Servants (PNS) at the Ministry of Transportation in East Java Province, as well as their implementation in improving the welfare and satisfaction of civil servants after retirement. The method used was an observational research design with a cross-sectional approach, collecting data through surveys and interviews from civil servants who are about to retire or have retired. The study revealed that strategies such as skills development, mentoring, and entrepreneurship programs have a significant positive impact on civil servants' retirement readiness and quality of life. The findings contribute to the human resource management literature and offer practical guidance for government agencies in supporting civil servants' career transition post-retirement.

Strategies for Improving Financial Professional Ability in the Digital Age

The purpose of this paper is to explore the career development and ability training strategies of financial professionals in the digital age. With the rapid development of digital technology, the financial field is facing unprecedented challenges and opportunities. This paper analyzes the influence of digitalization on financial professionals, analyzes the current professional development status of financial professionals, focuses on determining the core competencies required by financial professionals in the digital era, such as technical skills, data analysis and communication and cooperation, and discusses the corresponding ability training strategies[1]. At the same time, it also studies the changes in the roles and responsibilities of financial professionals brought about by the digital transformation of enterprises, with a view to providing useful reference for related work.

Exploring the impact of early exposure and mentorship on the neurosurgery career aspirations of medical students in low- and middle-income countries.

Early exposure to neurosurgery has been shown to have a positive influence on students' perceptions and attitudes towards the field of neurosurgery. This review delves into the problems faced by the neurosurgery workforce in LMICs, highlighting the necessity for local and international collaborative strategies and plans to enhance the medical education curriculum, training, and retention of neurosurgeons in their home countries. Mentorship also emerges as a crucial factor in neurosurgical career progress, narrowing the gap between theoretical knowledge and real-world practical skills, and providing guidelines in career pathways. Despite numerous benefits of early exposure and mentorship, limitations such as limited resources, inadequate elective opportunities, and negative cultural influences, hinder students' interest in neurosurgery. However, initiatives such as global outreach programs and collaborations between HICs and LMICs aim to address these challenges and improve access to mentorship and training opportunities and programs. This review recommends the integration of mentorship into career development strategies, establishing well-structured mentorship programs, and strengthening neurosurgery exposure in medical education. By implementing these recommendations, the next generation of neurosurgeons can be better equipped to address the complex challenges in LMICs, ultimately, enhancing easy access to neurosurgical care and strengthening healthcare systems.

The Effect of Training and Competency on Career Development: A Conceptual Framework

This article investigates the impact of training and competency on employee career development. Effective training and enhanced competencies are expected to bolster employees’ competitiveness and facilitate robust career advancement. By gaining the necessary skills and knowledge through training programs, employees can apply these competencies in their professional roles, leading to significant career progression. The research aims to elucidate the direct influence of training and competency on career development. To develop a comprehensive theoretical understanding, a detailed literature review is conducted, encompassing books, empirical studies, and conceptual papers related to employee career development. The proposed framework aims to contribute to the existing literature by clarifying the interconnections between training, competency, and career development, offering valuable insights for organizations seeking to optimize career development strategies.

Career Development Strategies in Maintaining Turnover Intention Through Organizational Commitment

Career Development Strategies in Maintaining Turnover Intention Through Organizational Commitment

Strategi Pengembangan Karir Sumber Daya Manusia Dalam Dunia Kerja

Career development for human resources (HR) is a crucial aspect in the modern world of work. With increasing global competition and rapid technological change, organizations need to ensure that their employees have the skills and knowledge necessary to face the challenges of the future. Career development for human resources (HR) is a crucial aspect in the modern world of work. The aim of writing this article is to provide a comprehensive understanding of human resources (HR) career development strategies in the modern world of work. The method used in writing this article is to collect references from national and international journals via Google Scholar and summarize so that you can draw up conclusions. The results and discussion show that career development for human resources (HR) is a crucial aspect in the modern world of work. With increasing global competition and rapid technological change, organizations need to ensure that their employees have the skills and knowledge necessary to face the challenges of the future. The strategies used are competency assessment, training and development, mentoring and coaching, employee empowerment, as well as job rotation and enrichment. The conclusion of this article is that with strategies such as competency assessment, training and development, mentoring and coaching, employee empowerment, as well as job rotation and enrichment, organizations can ensure that their employees are ready to face future challenges and reach their maximum potential. Through a holistic and planned approach, career development not only

The Effect of Leadership Succession Planning on the Stability of Evangelical Churches in Nairobi County, Kenya

Contemporary church leaders shoulder the responsibility of being visionary and fostering a culture that promotes the stability of Churches. However, the instability witnessed in many churches has brought forth numerous challenges, notably stemming from leadership tumult, which adversely impacts the affected congregations. The negligence of leadership succession and transition processes within churches is a significant contributor to this instability. This paper delves into establishing the effect of leadership succession planning on the stability of Evangelical churches in Nairobi County, Kenya. Drawing from 60 churches, 360 church leaders were sampled from whom data was collected using a questionnaire. The strategic leadership theory was used to explain how succession planning facilitates the establishment of strong connections between leaders and their followers, ensuring a smooth transfer of leadership responsibilities and ultimately enhance stability of evangelical churches. The study reveals that among the succession models examined, including mentoring, (M=3.96, SD=0.716), talent management (M=3.83, SD=0.770), employee retention (M=3.78, SD=0.931), and career development, (M=3.72, SD=0.764) mentoring emerges as a predominantly adopted approach by leaders in Evangelical Churches in Nairobi County. Moreover, the findings indicate that succession planning contributes significantly to church stability, accounting for over 18% of the overall stability. Consequently, the study recommends the integration of leadership and management practices through a holistic approach encompassing mentoring, talent management, career development, and employee retention strategies, complemented by tailored training programs to enhance church stability.

Factors influencing career choices and post-fellowship perspectives in adult hematology/oncology physicians: A nationwide cross-sectional study.

9015 Background: We aimed to investigate the timing and influence of factors behind career choices in hematology and medical oncology, assess levels of job satisfaction, and identify factors contributing to professional retention and the prevention of attrition. Methods: An anonymous survey with 13 questions was distributed to practicing hematologists and oncologists who were members of the American Society of Clinical Oncology and/or American Society of Hematology. The respondents encompassed diverse areas of primary focus within the field, varied practice settings, and all geographical regions. Results: Out of 423 respondents, 66% were male and 32% female. The majority identified as White (69%), followed by Asian (19%), Middle Eastern (4%), Hispanic (3%), and Black (1%). Most were practicing either Medical Oncology (43%) or combined Hematology/Oncology (36%), with 46% working in an academic/university setting and 57% located in an urban region. In terms of timing, about a third had decided on their career choice in medical school, with the majority of the remaining having decided by residency. While most of those surveyed were practicing in the area they had hoped to, about one-sixth (17.5%) appeared to be working in an area they hadn't planned on. Most said they would choose their current profession again (67% definitely yes, 24% likely yes). Science and academic interest (81%) ranked the highest when combining the top two responses for factors influencing choice, followed by mentor influence (47%), with work/life balance (19%) and financial considerations (6%) being less frequently cited. Satisfaction levels were generally high across key dimensions (Table), with intellectual fulfillment receiving the highest satisfaction (63.1% very satisfied, 26% satisfied). Importantly, better work/life balance (37% respondents), fewer non-medical tasks (35%), and a higher salary (20%) were key considerations to deter professional attrition. Conclusions: This study offers valuable insights into the career perspectives of Hematologists and Medical Oncologists, providing a foundation for developing strategies for career development and retention initiatives within the specialty. Efforts should be undertaken to enhance participation from different minorities within Hematology/Oncology and physicians practicing Classical Hematology to identify specific support and retention needs for these areas. [Table: see text]

Peran Mutasi dan Promosi dalam Pengembangan Karir dan Kinerja Pegawai

Transfers and promotions are important human resource management strategies in career development and improving employee performance. Dynamic changes in the business environment require organizations to adapt human resource needs effectively to achieve strategic goals. This research aims to analyze the role of transfers and promotions in employee career development and their impact on their performance. By understanding the transfer and promotion mechanisms, it is hoped that optimal career development strategies for employees and the organization can be identified. This research uses a qualitative approach with case studies in several companies. Data was collected through in-depth interviews with employees who had undergone transfers or promotions, as well as analysis of documents related to transfer and promotion policies within the organization. The results of the analysis show that transfers and promotions have a significant role in employee career development. Employees who experience transfers or promotions tend to have higher motivation to improve their performance. Apart from that, success in managing transfers and promotions also has a positive impact on employee loyalty to the organization.

A STUDY ON LEARNING AND DEVELOPMENT TOWARDS EMPLOYEE ENGAGEMENT

This research investigates the correlation between learning and development initiatives and their impact on employee engagement - By scrutinizing the organization's training programs, skill enhancement efforts, and career development strategies, the study aims to unveil the mechanisms through which these activities foster employee engagement. - Employing a mixed-method approach comprising surveys, interviews, and organizational data analysis, the research seeks to capture diverse perspectives from employees and management. - Through the evaluation of employee satisfaction levels, performance metrics, and organizational culture dynamics, the study aims to discern the effectiveness of existing engagement programs and identify potential areas for enhancement - The findings of this investigation are expected to offer valuable insights and practical recommendations for optimizing employee engagement through strategic learning and development interventions tailored to the unique context - the research aims to contribute to the broader discourse on employee engagement and organizational effectiveness in the contemporary corporate landscape. Key words - Engagement Programs, Mixed-Method Approach, Employee Engagement, Performance Metrics, Management Perspectives, Strategic Interventions, Organizational Effectiveness.

To Elevate the Preparation of Students for Placement by Developing a Website

Abstract: Comprehensive platform designed to assist students and job seekers in achieving success in placement processes. Our website offers a diverse array of resources, tools, and guidance necessary to excel in various stages of placement, including aptitude tests, technical interviews, group discussions, and personal interviews. Users can access a wealth of study materials tailored to different industries and job roles, including aptitude test questions, programming exercises, case studies, and interview tips. Our extensive library of mock tests provides realistic simulations of placement exams, accompanied by detailed feedback and performance analysis to help users identify strengths and areas for improvement. Additionally, our expert-curated resources on interview preparation cover both technical and HR aspects, offering insight into commonly asked questions, sample answers, and strategies for handling challenging scenarios. The platform also features interactive learning modules and video tutorials on essential topics such as communication skills, problem-solving techniques, and career development strategies.

The Impact of Career Coaching on Intrinsic Motivation of Undergraduate Students of Education Management in Jiangxi China

This study investigates the impact of career coaching on the intrinsic motivation of undergraduate students majoring in education management in Jiangxi, China. With the rapid growth of career guidance services in Jiangxi, understanding how career coaching influences students' intrinsic motivation is crucial for both educational institutions and policymakers. The study employs a descriptive research approach, utilizing questionnaires distributed to 200 undergraduate students across five universities in Jiangxi. Data analysis will be conducted using SPSS software, focusing on Likert scale responses. The research aims to uncover the relationship between self-efficacy, career aspirations, personality traits, and coach capability on students' intrinsic motivation. It also explores the cultural context of Jiangxi and its potential influence on career coaching effectiveness. Additionally, the study investigates the long-term effects of career coaching on intrinsic motivation and its impact on various aspects of students' lives, including mental health and social well-being. The findings from this study have broad implications for education in Jiangxi, offering insights into how career coaching can enhance students' motivation, job satisfaction, and overall well-being. It also sheds light on the role of career guidance programs in contributing to a more prosperous Jiangxi economy. Ultimately, this research contributes to the growing body of knowledge on career coaching and its effects on intrinsic motivation, with potential applications for career development strategies in China and beyond.

The Influence of Career Development, Positive Psychology, Organizational Communication, and Strategic Digital Leadership on the Improvement of Performance in the Aviation School Organization of the Ministry of Transportation, Mediated by Employee Motivation

This research investigates the factors influencing organizational performance within the Flight School of the Ministry of Transportation, focusing on the unique structure of the Public Service Agency (BLU) and its technical implementation units. It explores challenges faced by aviation service schools in meeting BLU revenue targets and highlights the significance of human resource management. Drawing on insights from scholars, the study examines the impact of career development, positive psychology, organizational communication, and digital leadership strategies on organizational performance, mediated by employee motivation. Using a quantitative approach involving a survey of 175 officials and Structural Equation Modeling (SEM), the research finds positive influences of these factors on organizational performance, with employee motivation playing a mediating role. However, limitations such as reliance on self-reported data and the sample size constrain the generalizability of findings. Future research could employ qualitative methods and longitudinal studies to deepen understanding and investigate long-term effects.

Exploring Careers for a Clearer Future Work-Self: The Influence of Proactive Personality as a Moderator

Middle school serves as a pivotal juncture in career development, where adolescents grapple with adaptability challenges during transitional phases such as entrance exams and the selection of elective majors. Simultaneously, they embark on integrating their ongoing learning tasks with their ideal aspirations to lay the groundwork for future career development. Against this backdrop, the significance of career exploration and understanding future developmental directions becomes particularly pronounced. To investigate the intricate relationship between career exploration and the clarity of one’s future work-self, along with the moderating role of proactive personality, this study employed the career exploration scale, proactive personality scale, and clarity of future work-self scale. Data from 457 high school students were collected, revealing a substantial positive correlation between career exploration and both future work self-clarity and proactive personality. Adjusting for gender and age highlighted proactive personality as a regulatory factor influencing the relationship between career exploration and future work self-clarity. Furthermore, the results underscored the crucial moderating role of proactive personality in shaping the connection between career exploration and the clarity of future work-self. In-depth analysis revealed noteworthy interactions, particularly with the environmental exploration dimension (standard coefficient of 0.849, p < 0.001). Similarly, interactions with self-exploration, goal-system exploration, and information quantity dimensions were also significant, featuring standard coefficients of 0.905 (p = 0.002), 0.935 (p < 0.001), and 0.854 (p < 0.001), respectively. In essence, these findings illuminate the nuanced dynamics at play, emphasizing the amplified connection between career exploration and the clarity of future work-self in the presence of higher proactive personality levels. This insight holds implications for educators, counselors, and researchers invested in fostering comprehensive career development strategies for adolescents.

Academic Career Development among State Universities and Colleges (SUCs) in Samar

The study sought to answer the extent of implementation of the career development program and the significant relationship between the faculty profiles and the career development programs and processes. The study also wanted to know the challenges and strategies of career development by using a mixed-method research design and randomly picking 125 faculty respondents from different State Universities and Colleges on Samar Island. It was revealed that the lowest career development program extent of implementation was career development counseling and career development coaching and mentoring which both indicated “Moderately Implemented”. It was also shown in the study that there is a significant correlation between career advancement educational background, academic rank, and the number of published research of the faculty. There is also a significant relationship between career development training to international, national, and local training provided and attended. The career development support process has also a significant relationship with the training of faculty internationally and lastly, career development counseling is significantly related to the number of published research. Thematic analysis was also used for providing career development challenges and strategies and it was discovered that the faculty were challenged with three reasons as follows: (1) there are many tasks in Publishing Research; (2) Financial struggle in finishing a Doctorate Degree; and (3) Time constraints because of designation. Subsequently, the career development strategies also revealed the following: (1) Faculty must finish a doctorate to meet the educational requirement; (2) Conduct and publish research to maximize higher possible points; and (3) Study the guidelines of NBC 461 to achieve higher academic rank. Faculty facing challenges in career development makes them initiate self-development in keeping up points in consonance with the NBC provisions and policies, some are still in adjustment to have a culture of research, challenged by finances both education and personal, a problem of which balancing is tough. Encouraging SUC to help faculty career growth and develop a model that effectively does both individual and institutional support. With the results from the research conducted, quantitative and qualitative approaches, and recommendations the researcher generated a model of academic career development which is called “Refuncion’s Academic Career Development Model.”

Research on Factors Influencing University Teachers' Career Development and Corresponding Strategies

Research on Factors Influencing University Teachers' Career Development and Corresponding Strategies

Praktik Agensi Perempuan Pekerja Sektor Informal Dalam Pariwisata Di Kawasan Pesisir Sekotong Barat

Women are a very potential workforce. Coastal women who are around tourist attractions are also the same, because they have the opportunity to be involved, work there. Unfortunately, the role and involvement of coastal women in tourism work has not been maximized, with obstacles still present. This study aims to determine and describe the agency practices of women informal sector workers in tourism in the West Sekotong Coastal Area, West Lombok, NTB. The theory used is Pierre Bourdieu's Theory of Practice. The research method used is qualitative research with an intrinsic case study design. Research data sources are primary data and secondary data. Retrieval of informants using purposive techniques. Data collection techniques using interviews, observation and documentation. Data analysis techniques using interactive models. The results showed that the Habitus they developed include: working in the informal sector in tourism in Peisisir as traders, laborers in stalls and food / snack makers on tour packages for tourists, focusing on the field of work they pursue tends to be less active in giving birth to business or career development strategies, only participating in PKK activities if invited or invited, Lack of self-development because they remain responsible for domestic activities and they work (constrained by time availability). The capital they have is limited in nature consisting of: economic capital, cultural capital and social capital. Their arena is a tourism area that hosts competitions for various other actors. These three aspects in such a way shape the agency practice of women informal sector workers in tourism in the West Sekotong Coastal Area, West Lombok, NTB.

Assessing subjective career success: the role of career commitment, career resilience and self-efficacy: a evidence from hospitality industry

PurposeThis study aims to examine how career commitment (CC) affects hospitality employees perceived subjective career success (SCS) using a serial mediation system that uses career resilience (CR) behaviour and self-efficacy (SE) as serial mediators.Design/methodology/approachTo examine the proposed relationships, a comprehensive theoretical serial mediation model was constructed. The proposed hypotheses were tested on a sample of 316 hospitality employees from India using regression analysis (Process Macro Model 6) with 5,000 bootstrapping at 95% confidence interval.FindingsThe regression analysis confirmed a strong, positive relationship between CC and SCS. It also highlighted a significant indirect effect, involving a serial mediation through CR and SE, demonstrating how CC influences SCS.Research limitations/implicationsDrawing from three prominent theories – career self-determination theory (CSDT), career construction theory (CCT) and the contextual action theory of career development (CATCD), this research underscores the importance of fostering career-committed behaviour among employees and advocating for strategic career development initiatives. Understanding CC elements may help firms retain and encourage individuals, which can boost job satisfaction and performance. Importantly, the results advocate for the implementation of targeted career development strategies and the promotion of career-committed behaviour within hospitality organisations. This, in turn, fosters resilience and competence, ultimately contributing to individual career success and organisational excellence.Originality/valueA serial mediation model with CR and SE introduces a fresh perspective that, to the best of the authors’ knowledge, has not been extensively explored in previous research examining the relationship between CC and SCS.

THE INFLUENCE OF CAREER DEVELOPMENT STRATEGY ON EMPLOYEE PERFORMANCE OF LEVEL FIVE HOSPITALS IN KENYA - THE CASE OF VIHIGA COUNTY REFERRAL HOSPITAL

The main objective of this study was to evaluate the influence of career development strategy on employee performance of level V hospital, case study of Vihiga referral hospital. The study was carried out in Vihiga county referral hospital. The study was guided by a two-factor theory of motivation-hygiene The study used a descriptive research design. The study employed a census sampling technique where the target population was used in the study. Primary data was collected by use of questionnaires. The data was analyzed through inferential statistics. Inferential statistics were represented through regression analysis and correlation analysis to determine the quality of the relationship between the dependent and independent variables. The findings of the study were presented using tables. The study results indicated that career development strategy has a positive and significant effect on the employee performance of level V hospitals in Kenya.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0077/a.php" alt="Hit counter" /></p>

Analysis of Civil Servant Career Development at Depok Metro Resort Police of Metro Jaya Regional Police

This study aims to analyze career development for civil servants and strategy based on merit system at Depok Metro Resort Police of Metro Jaya Regional Police. The research method uses qualitative research. Data collection is carried out through interview techniques and document review. The results showed that (1) the ideal merit- system-based career coaching strategy at the Depok Metro Resort Police of Metro Jaya Regional Police must include 4 important aspects in career development of civil servants using HR management theory from Sutrisno (2019) which includes aspects of planning, organizing, actuating and controlling. (2) In order to realize the civil servant career development strategy, Indonesian National Police must first compile types of structural and functional positions specifically intended for civil servants to clarify the position of career paths for civil servants in Indonesian National Police by applying 3 (three) other aspects according to Mondy's theory (2005) which includes educational qualifications, competencies and optimal performance to ensure that the management of civil servants resources in Indonesian National Police is carried out properly. In order for the Depok Metro Resort Police to implement a career development strategy, by prioritizing qualification, competence and performance for all civil servants, supported by the budget to improve the civil servants quality of Depok Metro Resort Police. With the improvement of the quality of civil servants evenly, organizational goals can be realized effectively and efficiently.