CAREER MANAGEMENT DEVELOPMENT

This activity of career management and planning implies the aggregate of all the functional interdependences of the employees, organisational and career improvement planning. Career is conected to work, in the broadest sense, and it also includes, apart from work experience, the personal lifestyle of the individual, because the extraprofessional life of any person plays an important role in his/her career. The increase of experience and competition in any field of activity implies the permanent training and management of the employees, the management of their individual capacities; this is realised by taking into account the functional, technological and socio-cultural factors and also the stimulation system and promotion criteria.managerial career; management of career; optimisation of managerial career; efficiency of managerial career; obstacles in managerial career

Career development of expert coaches

Careers in coaching are a relatively new phenomenon in the UK and at present appear to be limited to the performance coach. This study, using an interview approach, examined the transition of expert coaches (n = 9) through various stages in their careers. The main aim of this study was to ascertain if expert coaches could explain the process of their development to perceived expert status. The interviewed coaches could offer no real insight into their designation as experts. They did raise some questions regarding the value of current coach education provision, especially as it related to their current role as coaches of elite athletes. Their methods of development were considered to be informal, with networking with other coaches of like mind believed to be essential to their progress. The ability to contextualise knowledge and information to suit both the individual and situation, as well as appropriate mentors at the initial stages of their coaching careers were also regarded as vital

Pengaruh Career Development Opportunities, Support Work-life Policies Dan Reward Terhadap Komitmen Afektif Karyawan Di Artotel Surabaya

Penelitian ini bertujuan untuk mengetahui pengaruh dari career development opportunities, support work-life policies danreward terhadap komitmen afektif karyawan Artotel Surabaya serta mengetahui variabel yang paling berpengaruh terhadap komitmen afektif karyawan Artotel Surabaya. Jenis penelitian yang dilakukan adalah kuantitatif dengan analisa kausal. Kuesioner disebarkan kepada 42 anggota sampel untuk diteliti dengan melakukan survei. Hasil dari penelitian membuktikan bahwa variabel career development opportunities dan reward berpengaruh terhadap komitmen afektif karyawan Artotel Surabaya. Support work-life policies adalah variabel yang paling tidak berpengaruh terhadap komitmen afektif karyawan Artotel Surabaya. Dari ketiga variabel tersebut, variabel reward adalah variabel yang paling berpengaruh terhadap komitmen afektif karyawan Artotel Surabaya

Mediating Role of Career Development in the Relationship Between Career Program and Personal Outcomes

This study was conducted primarily to measure the relationship between career program, career development and personal outcomes using self-administered questionnaires gathered from employees who have worked at a Sabah local government in Borneo. The outcomes of testing research hypothesis using a stepwise regression analysis showed two important findings: firstly, relationship between career program (i.e., planning and management) and career development positively and significantly correlated with job satisfaction. Secondly, relationship between career program (i.e., planning and management) and career development positively and significantly correlated with career commitment. Statistically, the result demonstrates that career development does act as an important mediating variable in the relationship between career program and personal outcomes in the career program model of the studied organization. The paper provides discussion, implications and conclusion

Fostering college and career readiness: how career development activities in schools impact on graduation rates and students' life success

This paper sets out the recent evidence around career development. This evidence is examined within the context of the college and career readiness agenda. The argument is made that in order for young people to be genuinely “ready” for both college and career they need to have attended to their academic achievement, their aspirations and plans for the future, their ability to make transitions and their ability to direct their own careers. It is argued that career development offers schools a body of practice that has been shown to have a positive impact on young people’s readiness for college and career. The report acknowledges that the provision of career development has been in decline in many North American schools despite evidence of its effectiveness. Given the current instability of the labor market, the increasing complexity of the education system and the need to grow the skills base of the workforce in a competitive global market, failing to attend to young people’s careers seems shortsighted. As this paper shows, there is a strong body of evidence which demonstrates that career development activity in schools can help young people to experience academic achievement, successfully transition to the labor market and live happier and more productive lives. It is hoped that setting out the evidence in this area of research will provide policy makers and school leaders with the resources required to make informed decisions and to support the development of the future generations of talent. The paper explores the impacts of career development in relation to four main questions: • Does career development engage young people in their schooling and help keep them attending school? • Does career development positively impact on young people’s academic achievement? • Does career development assist young people in making successful transitions to college or the labor market? • Does career development have a positive effect on people’s career and life success?Career Cruisin

Career Development – A Longitudinal Study Into Career Value Change

Career theorists have long suggested that age and life stages have an impact upon our career values. However there is substantial disagreement over how this actually manifests itself. Some suggest these differences are generational with external factors playing an important role (Westerman & Yamamura, 2007). In contrast developmental theories of careers focus on what happens in distinct career stages. These theories provide some structure to careers through the lifespan suggesting that early careerists will focus on exploration, mid careerists are concerned with advancement and the late careerists concentrate on passing their skills to others. Savickas (2002) calls for more longitudinal research in the field of careers to examine in depth what happens to individuals as they progress through these stages rather than taking the more popular cross sectional approach to research. This paper describes the development of a study that aims to examine career values through the lifespan using the career anchor model as a measure of career values

The uncertain story of career development

In this paper, the central role of uncertainty in career development and its implications for counselling, coaching and education practice as well as policy will be explored. It is argued that although uncertainty was recognised in the earliest formulations of career counselling models, it was subsequently largely ignored or deemed unimportant in nearly all of the dominant theories of career development for the remainder of the 20th century. More recently theorists have begun to acknowledge once more the central importance of uncertainty in career development, and more broadly in areas as diverse as science and politics. The reasons and importance of this renewed focus is explored with particular emphasis on chaos and complexity theories. The Chaos Theory of Careers (CTC) (Pryor & Bright, 2011) will be presented as theory that provides a powerful way of understanding the relationship between order and chaos, pattern and surprise as composites not opposites. Accepting that uncertainty is an inevitable, inescapable and ubiquitous part of life leads to new approaches to career development practice, theory and policy

How does enterprise & entrepreneurship education influence postgraduate students’ career intentions in the new era economy?

Purpose Enterprise & Entrepreneurship Education (EEE) is seen as a major contributor to economic growth and development in the post-2008 environment we term the ‘New Era’. The role of EEE in enabling graduates to develop entrepreneurial intentions and career plans is therefore of major importance. This paper explores how EEE can influence postgraduate entrepreneurship and career initiation in the context of the New Era economy at an international level. Methodology/Approach The paper explores the learning experiences of a group of 60 postgraduate international students who completed an Entrepreneurship programme at the University of Lincoln which included the development of personal learning narratives and career plans. The students were exposed to the Opportunity-centred entrepreneurship approach and the ‘Entrepreneurial Effectiveness’ model in the QAA guidelines (2012). Their narratives were analysed to assess: - Prior career intentions - Proposed career intentions resulting from the EEE programme - Application of learning arising from the EEE programme - A survey of students was used to validate the narratives Findings EEE has a wider influence on personal development and career planning than simply the intention to create new ventures. This paper builds on a prior study of international postgraduate students’ orientation to entrepreneurship education in their expectations of UK Higher Education, which confirmed that career development is a major motivator for international study in the UK (Rae & Woodier-Harris, 2012). The paper contributes new understanding of the relationships between EEE and graduate career intentions, especially at PG and international levels. The paper explores personal growth, confidence and identity development, formation of new career intentions and the application of learning. The international dimension is considerable and this is discussed. Implications The paper has implications for the marketing, design and delivery of EEE at international and HE institutional levels, as well as for the practices of educators in designing, validating and delivering programmes for entrepreneurial career development, at national and international levels. Originality/Value The paper contributes new understanding to the role of EEE in postgraduate career initiation at international level in a period of significant and complex economic transformation

Supporting Career Development and Employment: A Skill Development Practicum

This practicum workbook was designed to aid benefits planners and advocates in supporting the employment decision making process for individuals with disabilities. The first portion of the workbook discusses approaches for understanding interests, preferences, abilities and support needs; impact of choices on financial well-being and independence; supporting the service provider selection process; developing comprehensive work plans; and, quality assurance strategies to evaluate services and supports provided. The workbook concludes with a case application