Relationship between organizational career management and individual performance

This paper looks at organizational career management and individual performance among insurance salespeople in Kedah. The objective of the paper is to determine whether there is a relationship between organizational career management and comprised measure of career management policies,career development, and career information while individual performance is measured in terms of the output performance. The Questionnaire was developed and distributed to the sample. The sample comprised insurance salespeople working at an insurance company in Alor Setar. A total of 169 questionnaires were sent but only 57 were returned, thereby achieving a response rate of 33.7%. The result found that there was a significant relationship between organizational career management and individual performance. Therefore, it could be inferred that organizational career management is strongly associated to individual performance

Antecedents and outcomes of personnel perceptions of the effectiveness of career management practices in the New Zealand Defence Force : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University

This research examined antecedents and outcomes of perceptions of the effectiveness of career management practices (PECMP) using a military sample. Past research has shown mixed results regarding the relationship between experiencing career management practices and organisational commitment and turnover intentions; however positive relationships have been found when perceptions of career management are measured. This present study hypothesised that PECMP would be positively related to commitment (affective and continuance) and job satisfaction and negatively related to turnover intentions. Based on the literature a number of variables were hypothesised as antecedents of PECMP. A sample of 436 Regular Force New Zealand Defence Force (NZDF) personnel responded to a NZDF attitude survey, which measured commitment, job satisfaction, turnover intentions, PECMP and 13 proposed antecedents of PECMP. Regression analysis showed that PECMP was positively related to affective commitment and job satisfaction but not to continuance commitment. Job satisfaction and affective and continuance commitment were negatively related to turnover intentions, with affective commitment the strongest contributor. PECMP was higher when career management was perceived as fair, sufficient feedback was given, personnel felt satisfied with their past career development, expectations were met, personnel felt they had input into their career development and personnel perceived the NZDF valued their career development. The study also found that one-to-two times per year was perceived as sufficient contact with a career manager and that the frequency of contact influenced attitudes towards the career manager. Personnel who defined their career as the military, opposed to their trade, were more affectively committed to the NZDF but not less likely to intend to leave. Personnel viewed career success differently (laterally and hierarchically), but this did not influence PECMP or career development satisfaction. This study provides empirical support for the benefits of effective career management in the reduction of voluntary turnover in the military via its influence on affective commitment and in turn, intentions to leave. The study also identifies features of best practice career management that should be used when designing and, most importantly, implementing career management

Recruitment and career management

Growth and profitability are permanently engraved in each strategic plan to describe its performance potential.Without growth in turnover to create value and profitability without pay for the capital investment, no salvation. When you are citing the document, use the following link http://essuir.sumdu.edu.ua/handle/123456789/2662

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 MANAGEMENT. NEW PERSPECTIVE.

The article has started from the necessity of reconsideration the connections of double - determination which are established between the academic institutions (as main system of professional formation) and requirements of market’s labor (which is developing upon the personal and qualified human scale - adjusted academic curricula to changes and current needs). The article’s utility was proved, one more time, in social dynamics bred by the development of the new technologies and equilibrium incidence’s between the approaches from our country and the principles and the European practices in area. Thus, if there is a positive balance between the academic preparation and the requirements of labor market the process of career management will accelerate the professional integration of graduates.

Pengaruh Career, Knowledge Management dan Leadership terhadap Kepuasan Kerja Karyawan Chevron Geothermal di Indonesia

. Career management is inadequate, the implementation of knowledgemanagement systems that are less disciplined in supporting work processes andleadership ability, a factor predictable problems that can hamper job satisfactionof employees of the company in the pursuit of the competence to be a globalworkforce of talented high. This study aims at examine and analyze the influenceof Career, Knowledge Management and Leadership on Employee Job Satisfactionof Chevron Geothermal in Indonesia. This research design used quantitativemethod. The population of this research, all staff and associcate staff employeesof Chevron Geothermal in Indonesia as many as 525 employees. The samplingtechnique use proportional random sampling. The number of sample is 84employees uses Slovin Method. The method of analysis used in the research ismultiple linear regression analysis method with SPSS version 22.0. The resultsshowed that Career, Knowledge Management and Leadership simultaneously arehaving influence to employee job satisfaction of Chevron Geothermal inIndonesia. Partially Career has a positive effect on employee job satisfaction. Aswell as Knowledge Management and Leadership have a positive effect onemployee job satisfaction. Career and Leadership are biggest variable ininfluencing the employee job satisfaction

Political Influence Behavior and Career Success

In a recent review of the literature on politics and influence behavior in personnel/human resource management, Ferris and Judge (1991) noted that no studies had directly investigated the relationship between influence behavior and overall career success. In the present study the effect of political influence behavior on career success was investigated. Drawing from past research on influence behavior and relevant theory from social psychology, the effect of political influence behavior on career success was hypothesized to depend on the type of influence tactic employed. Support was found for the effect of political influence behavior in predicting career success, and for the differential effectiveness of influence behaviors. Implications of the results for the study of careers and career management processes are discussed

A qualitative study of the relationship of personality type with career management and career choice preference in a group of bioscience postgraduate students and postdoctoral researchers

This study reports on the career management and career choice preferences of a sample of bioscience postgraduate students and postdoctoral researchers according to their personality type as determined using the Myers Briggs Type Indicator (MBTI). Correlations can be found but other decision-making processes come into play and are more influential regarding career choice

Longitudinal study of local authority child and family social workers (wave 1) Findings from a 5 year study of local authority child and family social workers in England.

The longitudinal study investigates recruitment, retention and career progression in local authority child and family social work over 5 years. This is the first of 5 reports. It provides workforce information for employers and policy makers. Topics covered in this report include: •entry routes into local authority child and family social work •current employment and career history •workplace wellbeing •management, supervision and working environment •job satisfaction •career progression and future career plan

Career development learning and work-integrated learning: towards a self pedagogy

This paper is an exploration of the relationship between career development learning and work-integrated learning. First, it highlights research conducted by the National Association of Graduate Careers Advisory Services on behalf of the Australian Learning and Teaching Council. The research project explored the contribution of career development learning to work-integrated learning in Australian universities. Second, it highlights the conceptual linkages between career development learning and work-integrated learning which are expressed in notions of the career self-management competencies of self-awareness, opportunity awareness, decision learning, and transition learning