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Schleppegrell, Sara. "Career development group program evaluation." Online version, 1998. http://www.uwstout.edu/lib/thesis/1998/1998schleppegrells.pdf.
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McCash, Phil. "Career development at depth : a critical evaluation of career development theory from the perspective of analytical psychology." Thesis, University of Essex, 2018. http://repository.essex.ac.uk/21802/.
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In this thesis, it is argued that Jungian and post-Jungian perspectives, in contrast to Freudian and Adlerian, have been neglected in classic and contemporary career development theories. This omission is addressed by undertaking a critical evaluation of career development theory in relation to analytical psychology. The primary research strategy adopted is a systematic and critical comparison of the two literatures. Canonical and contemporary texts from within career studies are selected focusing on seven areas of career theory: cultural systems; personality; career types; career strategies; narrative; life course development; and learning. These are critically evaluated using concepts from analytical psychology. Specifically, the work of Jung and post-Jungian scholars is deployed in relation to individuation and the key themes of: projection; persona; typology; archetypal image; personal myth; vocation; and transformational learning. The original contribution is a post-Jungian evaluation and re-imagination of career development theory. It is suggested that cultural career theory can be enhanced by considering the role of projection. In addition, it is argued that self-concept career theory is enriched by Jung’s structural model of the psyche; and the literature on career types can be broadened to include typology. It is further proposed that individuation offers a more critical take on career strategies; and personal myth extends the narrative turn in career studies. Finally, it is claimed that developmental theory is illuminated by an analytical psychological view of vocation; and career learning augmented by transformational learning theory. Overall, it is argued that career means to carry life, and through personal myth, weave together the golden threads that connect us all.
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deBoer, Julie, and University of Lethbridge Faculty of Education. "Evaluation of an online career workshop." Thesis, Lethbridge, Alta. : University of Lethbridge, Faculty of Education, 2003, 2003. http://hdl.handle.net/10133/216.
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The purpose of this study was to evaluate empirically the effectiveness of the new online career workshop titled "Ex-Scape" based on career knowledge and skill outcomes. Although numerous studies have been conducted on distance education classes in various disciplines, little research was found on the effectiveness of web-based learning in career development courses. Quantitative methods were used to determine a numerical score. Pre- and posttests were calculated and recorded in SPSS 11.5 and paired t-tests determined whether or not there was significant difference in the scores between the pre- and posttests. Qualitative methods were used through course evaluations and focus groups to record student comments of their experience with the online course. Results revealed that the online method of instruction was effective based on career knowledge and skill outcomes. Recommendations for further research include continuation of future research on the outcome success of online career development courses; utilization of a broader approach to research to include variables such as students' preferred learning styles, motivational factors, cost factors, and students' computer expertise; and collection and critique of post-resumes to follow up on students' impressions of their skills.xi, 108 leaves ; 28 cm.
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Davis, Juanita Johnson. "The evaluation of an urban career guidance program based on the national career development guidelines." Diss., This resource online, 1991. http://scholar.lib.vt.edu/theses/available/etd-07282008-134922/.
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Rubin, Margaret A. "Evaluation of the Wisconsin Career Pathways Web Site: A Comprehensive Plan for Ongoing Development." Thesis, NSUWorks, 2014. https://nsuworks.nova.edu/fse_etd/58.
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An Evaluation of the Wisconsin Career Pathways Web Site: A Comprehensive Plan for Ongoing Development. Margaret A. Rubin, 2014: Applied Dissertation, Nova Southeastern University, Abraham S. Fischler School of Education. ERIC Descriptors: Career and Technical Education, Career Exploration, Career Guidance, Evaluation, Web Sites. This research study was designed to provide for the ongoing development and improvement of the Wisconsin Career Pathways Web site. The Web site aids secondary educators in the development of secondary-to-postsecondary programs of study, assists middle and high school students in career exploration and academic planning, and helps middle and high school counselors and advisers guide students for success in college and careers by providing them with access to school-wide and individual student Web-site activity. The Web site was developed in phases following a year of planning during the 2008-09 fiscal year. The concept of programs of study is a relatively new and emerging school-reform initiative, and the Wisconsin Career Pathways Web site project was initiated as a Web-based dynamic data-driven resource to help Wisconsin stakeholders. The Web site has been in a constant state of development, expansion, upgrade, and improvement since the launch of its 1st phase in 2010. A developmental evaluation approach was utilized to address the evolving nature of the Web site. The writer developed online surveys to gather input from 3 stakeholder groups: technical college career-prep administrators, middle and high school counselors and advisers, and secondary program-of-study builders. Following quantitative and qualitative data analysis of the surveys, the writer developed a preliminary plan for the Web site's ongoing development and followed up with a focus-group session of interested survey participants representing each of the stakeholder groups. Based on the analysis of qualitative data collected at the focus-group session, the researcher finalized the preliminary plan. The final plan includes a discussion of the data collected and analyzed as well as recommendations for ongoing development and improvement of the Web site. The sequential mixed-methods approach was instrumental in exposing the satisfactory components of the Web site. In general, the data reflected satisfaction with the Web site, namely its user-friendliness, which was one of the project team's earliest goals for the Web site. The Web site is seen as an essential resource for Wisconsin stakeholders. To keep moving forward with Wisconsin's program-of-study and college and career planning initiatives, addressing the unmet needs of stakeholders will not only increase Web-site usage but will lead to a clearer understanding of those initiatives. Based on the results of this study, the researcher developed a comprehensive plan. The plan suggests that improving the online program-of-study builder tool, providing more training, building reporting capacity, developing a marketing plan, and increasing Web-site interactivity based on push-notification technology are necessary actions for the ongoing development and improvement of the Web site. The findings of the study will be submitted to the Wisconsin Technical College System.
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Houseman, J. Cary. "An evaluation of a career development program in a government research and development center." Diss., Virginia Polytechnic Institute and State University, 1985. http://hdl.handle.net/10919/54447.
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With the increase in employer-sponsored career development programs (CDPs) there has been the need to evaluate the effects of CDP interventions on the both individual and the organization. Previous-follow-up evaluations of participants in workshop oriented CDPs have focused on the effects of CDP intervention services in terms of individual outcomes (i.e., career/life planning, decision making, stress management), but have not dealt directly with the impact of CDPs on the organization, nor compared the CDP participant group with a group of nonparticipants.
The subjects for this study were all employees of NASA Langley Research Center, Hampton, Virginia. The CDP services are offered in a neutral on-site area, the Career Development Center (CDC), housed in the Technical Library.
Using follow-up questionnaires and interviews, this study replicated many aspects of previously reported CDP evaluations. The results were generally comparable to those studies with respect to the positive impact of the CDP intervention on the individual. Specifically, participants evaluation of the CDC services received were: 1. positive with respect to the CDC process meeting their needs, 2. positive with respect to staff responsiveness, 3. positive with respect to questions they wanted answered, and 4. positive with respect to using the services again if the need arose.
The matched groups of nonparticipants and participants scores (fifty in each group) were compared on the dependent variables of job satisfaction, job. commitment, and "actions taken" related to training services offered by the organization. The statistical analyses indicated nonsignificant differences with respect to job satisfaction, and significant differences with respect to job commitment and "actions taken" in the direction of the control group of nonparticipants.
This study concluded from the comparative findings, with the equivocation of the job satisfaction measures, the differences noticed in job commitment were an attempt to use the services of the CDP to "self-actualize" their careers and better utilize their skills both on the job and in nonjob related activities. The "actions taken" variable did not show a high degree of involvement of the CDP participants in the organization's training services, but they did become more involved in nonjob related activities.
Finally, questions were raised concerning the appropriateness of the dependent variables and matched groups design used in this study for measuring CDP effectiveness. Alternative approaches were suggested for future research.Ed. D.
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Hong, Hee Jung. "A psycho-educational curriculum for sport career transition practitioners : development and evaluation." Thesis, University of Stirling, 2016. http://hdl.handle.net/1893/25589.
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The aim of this thesis is to extend sport career transition knowledge by developing and evaluating a psycho-educational curriculum for sport career transition practitioners. Study 1 provides an extensive overview of organisational intervention programmes for sport career transition, as well as of training and development programmes for sport career transition practitioners from 19 countries worldwide. The purpose of Study 1 was to examine the following five features of sport career transition organisational intervention programmes and training and development programmes for sport career transition practitioners: 1) At the government level, which organisation is responsible for the delivery of sport career transition organisational intervention programmes? 2) What is the typical strategy of sport career transition organisational intervention programmes? 3) Which activities and events are included in sport career transition organisational intervention programmes? 4) Who is responsible for the delivery of sport career transition organisational intervention programmes? and 5) Do sporting organisations have training and development programmes for sport career transition practitioners? Findings from Study 1 were used to inform Study 2 and to supplement the literature review. According to the literature, training and development programmes for sport career transition practitioners remain scarce, while the number of sport career transition organisational intervention programmes is gradually increasing. The purpose of Study 2 was to develop and evaluate a novel psycho-educational curriculum for sport career transition practitioners. There were three stages of development and evaluation: (1) content development, (2) curriculum design and (3) curriculum evaluation. To achieve the goal of Study 2, a focus group and a two-round Delphi method were implemented. The final version of the psycho-educational curriculum is presented in Chapter 5. The purpose of Study 3 was to test a key aspect of the psycho-educational curriculum developed in Study 2 concerning 38 competences of sport career transition practitioners. A curriculum package consisting in the key parts from the overall curriculum was developed for Study 3. The findings revealed that the curriculum package positively affected the confidence of the study participants in 38 competences concerning sport career transition. This demonstrates that the curriculum is effective for the development of sport career transition practitioners, as the study participants exhibited greater confidence on all four factorsDual Career Transition Management, Skill Transfer, Social Support, and Career Planningwhen completing the curriculum package. The discussion in Chapter 7 focuses on both the theoretical and practical implications of the research, limitations and future research directions. In conclusion, the findings presented here deepen the knowledge of sport career transition in the areas of organisational intervention programmes for high performance athletes and training and development programmes for sport career transition practitioners. In addition, a novel psycho-educational curriculum for sport career transition practitioners is developed and evaluated.
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Slomp, Mark William, and University of Lethbridge Faculty of Education. "Measuring the efficacy of career development services : agency and service providers perceptions." Thesis, Lethbridge, Alta. : University of Lethbridge, Faculty of Education, 2006, 2006. http://hdl.handle.net/10133/360.
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This study examined the perspectives of agencies providing career development services
in Canada concerning the current state of efficacy assessment. The central question
guiding this research was: How do representatives of career services agencies perceive
their evaluation practices and the results they are obtaining? A total of 147 (n=147)
agency representatives participated in an on-line survey. The data obtained through the
use of this survey were analyzed using a mixed methods design - methods included
frequency analysis, Chi square analysis and qualitative methods (to conduct content
analysis). A number of conclusions were drawn from this study. It appears that the vast
majority of agencies value reporting on the outcomes of the services they provide and do
engage in efficacy measurement. However, it is also apparent that certain types of career
development agencies do not value and do not engage in efficacy measurement to the
same extent as other types of career development agencies. In addition, it appears that a
strong emphasis is currently being placed on tallying the number of clients who secure
employment or return to school with a lack of emphasis being placed on other outcomes.
Finally, according to the sample in this survey, agency representatives are encountering
many obstacles in their attempts to measure the effectiveness of the services they provide.
The results of this study have many implications for the field of career development. In
order to provide a sound body of evidence attesting to the efficacy of career development
services much work will have to be done to build a strong framework to ensure
accountability.xiv, 151 leaves ; 29 cm.
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Corkery, Debra L. "Developmental practices for effective teacher evaluation /." free to MU campus, to others for purchase, 1999. http://wwwlib.umi.com/cr/mo/fullcit?p9962515.
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Dean, Geoffrey Sholes. "Strategies for the Development of Integrated Career and Technical Education Program Evaluation Systems." Diss., Virginia Tech, 2003. http://hdl.handle.net/10919/27807.
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This research effort was designed to analyze the current federal career and technical education legislation to determine methods of â operationalizingâ the policy at the state and local levels. In performing the policy analysis, organizational and systems viewpoints were consistently used in determining the intent of the legislation and then how to structure a program evaluation system to fulfill the policy goals. The research methodology is a hybrid interdisciplinary method that combined policy and system analyses. Secondary career and technical education legislation served as a test case to develop the program evaluation system strategies and requirements because the researcher was familiar with this segment of education and the policies associated with it. Program evaluation theoretical foundations were presented as means to understand the policy intentions and to develop a conceptual system model. The resulting system model was presented with actual examples of system constructs. Detailed process flowcharts were developed to show the system structure and functions. Organizational responsibilities and requirements were addressed in the system model development. An additional component of the systems analysis was to determine the system implementation sequence. The implementation sequence is based on a longitudinal program evaluation design that spans a five-year interval for each graduation year cohort. The system model resulting from this research is one of many possible variations that could be developed to satisfy the requirements of the federal Carl D. Perkins Vocational and Applied Technology Education Act of 1998. The system analysis and model development strategies can be applied to other education and socioeconomic policies that deliver human services with accountability requirements. No attempt was made to perform a system cost analysis in this research effort.Ph. D.
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Panagos, Rebecca J. Huffman. "Self-efficacy and the career development of adolescents with learning disabilities /." free to MU campus, to others for purchase, 1996. http://wwwlib.umi.com/cr/mo/fullcit?p9737846.
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Kiefer, Ann M. "The extent and degree of achieving Kirkpatrick's four levels of evaluation will depend on the involvement of all levels in an organization." Menomonie, WI : University of Wisconsin--Stout, 2004. http://www.uwstout.edu/lib/thesis/2004/2004kiefera.pdf.
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Alowedi, Noha. "Developing A Translator Career Path: a New Approach to In-House Translator Development Evaluation." Kent State University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=kent1446784750.
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Key, Lynne A. "Perceptions of Workplace Mentoring Behaviors for Lifelong Career Development." Scholar Commons, 2013. http://scholarcommons.usf.edu/etd/4706.
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This study's purpose was to investigate the importance of mentoring functions and behaviors for lifelong career development as perceived by protégés. The population included individuals in middle to late adulthood (age 40 years and older) who reported they had been a protégé in at least one mentoring association perceived as beneficial to their lifelong career development; and were either employed or had been employed as a middle manager, senior manager, C-level executive, business owner, or member of a profession. The sample was obtained using a chain-sample method; 67 Ambassadors completed an online survey and each invited 10 contacts to complete the survey. The final number of respondents was 503; of these, 456 reported being a protégé.
Data were collected using the Perceptions of Workplace Mentoring Behaviors (PWMB) scale, a modification of Noe's (1988) Mentoring Functions Scale. The online survey included the PWMB scale items plus questions designed to engage the respondent's autobiographical memory and questions regarding respondent and mentoring association characteristics. The PWMB scale included seven new items, posited by the expert panel, enhancing the teaching aspect of mentoring. Confirmatory factor analyses were conducted comparing four tenable models for the PWMB scale. The 8-factor model, which was essentially the protégé's view of Kram's (1985) mentoring functions model and included the seven newly developed items, exhibited the best fit of the four possible models.
Results indicated that protégés perceived three factors from the Psychosocial category (Role Model, Acceptance-and-Confirmation, and Relationship Fundamentals) as most important to their lifelong career development. Effective Development Opportunities was perceived as the most important factor from the Career category. Professional Issue Counseling from the Psychosocial category was perceived as the least important factor.
Significant differences were found for five of six independent variables (protégé gender, mentor gender, dyad, protégé's mentor group, and birth decade) at the item level and for four of six independent variables (protégé gender, dyad, protégé's mentor group, and decade of birth) at the factor level. Implications included designing mentoring programs that provide opportunities for mentors and protégés to develop relationships rather than directly assigning protégés to mentors.
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Copman, Sandra. "An evaluation of the effects of a career development program for students with disabilities at transition from high school to adult life." Thesis, Boston University, 2001. https://hdl.handle.net/2144/32749.
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Thesis (Ed.D.)--Boston UniversityPLEASE NOTE: Boston University Libraries did not receive an Authorization To Manage form for this thesis or dissertation. It is therefore not openly accessible, though it may be available by request. If you are the author or principal advisor of this work and would like to request open access for it, please contact us at open-help@bu.edu. Thank you.
This study provided an evaluation of a career development program called the Health Education and Careers Network (HECN). Designed for inner city high school students with and without disabilities the program has been in existence since 1991, focusing on preparing students for education or careers in the allied health care industry. The program's overall goal was to increase the rate of positive high school outcomes, in particular for students at risk for high school drop out, unemployment and other negative post-high school outcomes. Based on anecdotal reports, the program appeared to facilitate successful student outcomes. However, no systematic analysis of the outcomes had been conducted. The researcher collected outcome data on 111 students with disabilities who had participated in the program since 1993 and who had left high school since 1995. She disaggregated the data and performed statistical analyses to evaluate whether there were any differences in outcomes based on race or type of disability. Additionally, she used case profiles of six randomly selected students to offer more insights about the complexity of providing transition services to inner city students with disabilities and the kinds of strategies that might be most effective. The analysis revealed that students with serious cognitive impairments had the highest rate of employment as compared to students with other disabilities, and that white students had the highest rate of achieving a certification and employment in an allied health care field as compared to students from other racial groups. Overall, data from the study revealed that students who participated in the program surpassed the local and national rates on the graduation of students with disabilities, and that independent of race or disability, the program's strategies effected positive transition outcomes for all students.
2031-01-01
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Wenner, Jennifer Rose. "Summer Youth Work Programs: An Evaluation and Examination of Variables Contributing to Adolescent Career Development." Diss., North Dakota State University, 2017. http://hdl.handle.net/10365/25944.
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Adolescence is crucial for career development, as youth begin to engage in activities to prepare for their careers. However, at-risk and rural youth may face barriers to developing useful career traits like career adaptability and work hope. One barrier is insufficient parental support. Parental support is associated with the development of skills and characteristics that promote career success (Keller & Whiston, 2008). However, certain personal and social variables, including grit and mentoring relationships, may help youth succeed despite inadequate parental support. Additionally, programs that engage at-risk youth in work-related tasks and experiences may help youth develop positive career trajectories. Therefore, youth work programs must be evaluated, given their potential to impact career development. The research involved 106 youth ages 14-23 who participated in summer work-training programs. Participants took a pretest, posttest, and 3-month follow-up to examine change in program goals over time, and identify relationships and personal characteristics that can help youth develop career adaptability and work hope. Study one examined outcomes consistent with program goals to assess program effectiveness. Linear regression analyses showed that worksite performance only increased for those who had previously worked, such that those with more previous work experience had greater improvement in worksite performance. Multilevel models showed a significant or marginally significant increase in understanding the value of school and career adaptability over time. No significant increase was found for leadership and work hope. T-tests showed worksite supervisors scored the quality of their mentoring relationship with participants significantly higher than participants, and regression analyses showed participant perceptions of the mentoring relationship did not predict the continuity of the relationship three months later. The second study focused on personal characteristics and social relationships that are related to career adaptability and work hope. Multilevel models showed parental support and grit significantly positively predicted career adaptability and work hope. Grit moderated the relation between parent support and career adaptability, but not parent support and work hope. No findings were significant regarding perceived mentoring relationship or changes over time. The discussion focuses on program effectiveness, future directions, ways to improve programming, and ways to promote career traits.Graduate School Doctoral Dissertation Award
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Hackworth, Naomi. "Development and application of a methodology for the evaluation of a health complaints process." Australasian Digital Thesis Program, 2007. http://adt.lib.swin.edu.au/public/adt-VSWT20070928.092053/index.html.
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Thesis (DPsych (Health Psychology)) - Faculty of Life and Social Sciences, Swinburne University of Technology, 2007.Submitted as a requirement for the degree of Professional Doctorate in Health Psychology, Faculty of Life and Social Sciences, Swinburne University of Technology - 2007. Typescript. Includes bibliographical references (p. 189-210).
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Bunyard, Magen Lynn. "Evaluation Practices of Community College Faculty Development Programs." Thesis, University of North Texas, 2014. https://digital.library.unt.edu/ark:/67531/metadc699864/.
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The purpose of this quantitative study was to determine the current state of community college faculty development program evaluation and identify possible influences on evaluation practices. Data from 184 survey responses and the Integrated Postsecondary Education Data System (IPEDS) were analyzed to answer three research questions. Multiple regression was used to determine if a relationship existed between the dependent/outcome variable (evaluation utilization score) and the independent/predictor variable (accrediting agency affiliation: MSCHE, NEASC, NCA, NWCCU, SACS, and WASC) and/or control variables (institution locale, student FTE, expenses per student FTE, percent spent on instruction, and percent of full-time faculty). Results were not statistically significant, F (12, 163) = 1.176, p = .305. The mean evaluation scores were similar for all six accrediting agencies ranging from 60-69. The rural variable was statistically significant with p = .003 and alpha = .05, but it only accounted for 3.6% of the variance explained. Logistic regression was used to determine if a relationship existed between the dependent/outcome variable (use of evaluation) and the above-specified independent/predictor variable and/or control variables for six faculty development program activities. Results revealed that significant predictor variables for the use of evaluation vary based on the faculty development program activity. Statistically significant predictors were identified for two of the six activities. The percent spent on instruction variable was statistically significant for financial support for attending professional conferences (p = .02; alpha = .05). The NCA affiliation and student FTE variables were statistically significant for orientation for new faculty (p = .007; alpha = .05 and p = .027; alpha = .05 respectively). The analysis of the evaluation methods was conducted using descriptive statistics and frequencies. The most frequently used evaluation methods were questionnaire and verbal feedback. NCA was identified as having the greatest number of institutions using the most frequently used evaluation methods for four of the activities. SACS was identified as having the largest number of institutions using the greatest number of evaluation methods for five of the activities. It was discovered that accrediting agencies with policies regarding faculty development program evaluation practices were not more likely to have higher evaluation utilization scores or utilize evaluation methods more frequently than accrediting agencies without such policies. The study revealed that among community college faculty development programs evaluation practice similarities were more prevalent than differences regardless of accrediting agency affiliation. As a result of this discovery, future research should extend beyond the accrediting agency affiliation emphasis and explore additional influences on institutional decision making processes regarding community college faculty development program evaluation practices.
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Stead, Dennis John. "The evaluation of a career education programme for black grade eleven learners in the Ekurhuleni districts of Gauteng / D.J. Stead." Thesis, North-West University, 2005. http://hdl.handle.net/10394/2444.
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Hako, Vuyani Wellington. "Delivering peak performance through focused career management." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53348.
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Thesis (MBA)--Stellenbosch University, 2003.ENGLISH ABSTRACT: Wealth today cannot be merely measured by material acquisition but also by depth of knowledge, wisdom and understanding. This knowledge, wisdom and understanding lie in the human capital of the organisation. The dynamic nature of business today demands a constant renewal in the aspirations of the employee. Therefore, the performance of the employee in any organisation becomes the most important component. If an organisation is to gain competitive advantage, it must understand how people think, feel and act and then utilize that understanding to increase human performance. The study argues that one of the important feelings that must be understood in order to increase people effectiveness in an organisation is career management. Career management is investing in the minds of the people. The minds of the people are the source of wealth. Developing people to improve their knowledge, skills and capabilities is fundamental to the overall performance of an organisation. Career management helps identify specific talents and behaviours an individual must bring to the job. Career management also brings prosperity and job satisfaction to the individual. Career management as a system to capitalize on the employee's talents and potential should begin with a strong emphasis on personal empowerment and the elimination of self-directed negativity. Against this background, the study looks very deeply into the importance of self management. Further, the organisation itself needs to understand that peak performance is not an event but the life of the business. Whenever the results are announced the competitor listens to establish ways of doing the best. To keep up with the spirit of competitive advantage and gaining peak performance all the time, the organisation must constantly devise means to engage the emotional commitment of the employee. Such means must include career management strategies as also an attempt for employee retention. The organisation must position itself to be a facilitator of career coaching. As a facilitator of career coaching the organisation is able to plan the career success and happiness of the employee.
AFRIKAANSE OPSOMMING: Vandag se rykdom kan nie net slegs deur middel van materiële geskat word nie maar asook deur diepsinningheid van wetenskap, wysheid en begrip. Hierdie kennis, wysheid en verstand rus in die menslike kapitaal van die organisasie. Die dinamiese soort van besighede deesdae verlang 'n gedurige hernuwing in die strewe van die werknemer. Daarom is dit die prestasie van die werknemer in enige organisasie wat die mees belangrikste komponent is. As die organisasie 'n mededingende voordeel wil bereik,moet die organisasie verstaan hoe mense dink, voel en optree,dan daardie verstand aanwend om menslike vermoëte verbeter. Die studie dui aan dat een van die belangrikste gevoelenswaardes wat begryp moet word om mense se vermoë te verbeter in 'n organisasie, is loopbaanbestuur. Loopbaanbestuur belê in die mense se verstandelike vermoë omdat dit 'n bron van rykdom is. Ontwikkeling van mense om hulle kennis, vermoë en bekwaamhede te verbeter is die grondbeginsel tot die totale prestering van die organisasie. Loopbaanbestuur help om spesifieke talente en houdings te identifiseer wat 'n individu aan die werk moet bring. Loopbaanbestuur bring asook voorspoed en werksbevrediging aan die individu. Loopbaanbestuur as 'n stelsel wat kapitaliseer op die werknemers se talent en potensiaal moet begin met 'n sterk klem op selfbestuur en die verwydering van persoonlike negatiewe. Teen hierdie agtergrond, kyk die studie baie diep na die belangrikheid van selfbestuur. Verder, behoort die organisasie te begryp dat topprestasies nie 'n gebeurtenis is nie, maar die siel van die besigheid is. Wanneer die uitslae aangekondig word, luister die mededinge en doen sy beste om aan nuwe maniere te dink om sy beste voor te lê. Om by te bly met die mededingende voordeel en om die hoë prestasie te bereik teen alle tye moet die organisasie aanhoudelik met metodes voorendag kom sodat die werknemer emosioneel verbind is tot die organisasie. Sulke middelweë moet loopbaan beheer strategies insluit asook 'n poging om werknemer te behou. Die organisasie moet homself so plaas dat hy 'n fasiliteerder van loopbaan afrigting is. Deur as fasiliteerder van loopbaan afrigting op te tree word dit moontlik om loopbaansukses en gelukkigheid van die werknemer te bewerkstellig.
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Holtschlag, Claudia. "Antecedents of career goals and their implications for career success across contexts." Doctoral thesis, Universitat de Barcelona, 2014. http://hdl.handle.net/10803/662932.
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In this dissertation, I contribute to the literature that addresses why some people are more successful in their careers than others. Within this stream of research, scholars have increasingly examined the predictors of career success (Ng, Eby, Sorensen, & Feldman, 2005). Despite their relevance in career theorizing, little is known, however, about how career goals affect individuals’ objective and subjective career success. Whereas objective career success refers to tangible indicators of career success such as status and salary, subjective career success makes reference to affective and attitudinal criteria like job and career satisfaction or turnover intentions (e.g., Allen, Eby, Poteet, Lentz, & Lima, 2004). In this thesis, I examine how and when career goals relate to career success. Overall, I aimed to answer in this dissertation 1) whether career goals predict career success, 2) when they matter most for understanding career success, and
3) whether they mediate the relationship between personality traits and career success.
These three research objectives are addressed in three related empirical studies.
In the first study, I draw on goal-setting theory (Locke & Latham, 1990a) to examine whether individuals with difficult and specific long-term career goals (i.e., career visions) are more likely to be satisfied with their jobs seven years later. For this purpose, I analyzed data of a time-lagged study with 74 MBA alumni. Confirming hypothesis of goal-setting theory, people with specific and difficult long-term career goals were more satisfied with their jobs seven years later, which explained why they reported fewer intentions to leave their jobs.
In the second study, I aimed to advance these findings by testing whether people with abstract ambition goals (i.e., self-enhancement values, Schwartz values theory,
1992) are also more likely to attain objective career success. Results from a cross- cultural study sampling approximately 35,000 participants across 29 countries show that ambition goals are positively associated with hierarchical status. In line with the tenet of the trait-activation theory (Tett & Burnett, 2003; Tett & Guterman, 2000) that “strong situations” limit the influence of individual differences, the study’s finding indicate that the relationship between ambition goals and hierarchical status is most pronounced in “weak” situations, specifically in countries that do not highly encourage and reward ambition related behavior. On the contrary in countries with “strong” ambition cues, individuals’ ambition goals no longer explain who makes it to the top.
In the third study, I continued examining the boundary conditions of the relationship between career goals and career success. Specifically, I examined how the occupational context alters the relevance of short-term career goals for explaining career satisfaction. Based on self-verification theory (Swann, 1983), I hypothesized that positive goal emotions mediate the relationship between the personality trait of core self-evaluations (Judge, Locke, & Durham, 1997) and career satisfaction. Relying on the situational strength framework (Meyer, Dalal, & Hermida, 2010; Mischel, 1973), I expected that the relationship between positive goal emotions and career satisfaction is most pronounced when individuals are not highly embedded in their occupations. Results of a time-lagged study over 10 months with three measurement waves including responses from 140 MBA alumni support the hypothesized moderated mediation model. Core self-evaluations are both directly and indirectly related to career satisfaction through positive goal emotions. This indirect effect is moderated by occupational embeddedness such that a high level of occupational embeddedness substitutes positive goal emotions.
Taken together, these three empirical studies discuss the antecedents, boundary conditions, and implications of career goals for individuals’ career success, providing important contributions to the careers and personal goals literatures. Specifically, the findings presented in this dissertation suggest that people who pursue ambitious, challenging, specific, and emotionally positive career goals are more likely to be successful in their careers. The results furthermore indicate that the appraisals of career goals can partly channel the effects of personality traits on career success. Although all three studies point to the benefits of pursuing career goals, the results of this dissertation also suggest that career goals are not equally relevant across contexts for understanding career success. In this sense, certain cultural and occupational contexts can alter the importance of career goal contents and appraisals, leaving career goals either important or negligible for predicting career success.En esta tesis doctoral, contribuyo a la investigación que busca responder por qué algunas personas son más exitosas que otras en sus carreras profesionales. Dentro de esta línea de investigación, los/las académicos/as frecuentemente han examinado cuáles son los predictores de éxito de la carrera (Ng, et al., 2005). Sin embargo, a pesar de su relevancia para la creación de teoría sobre carreras profesionales, poco es conocido sobre cómo los objetivos profesionales afectan el éxito laboral. Puntualmente, en esta tesis busco responder las siguientes cuestiones: 1) predicen los objetivos profesionales el éxito laboral, 2) cuándo son los objetivos más importantes para entender el éxito laboral, y 3) tienen los objetivos un rol mediador en la relación entre rasgos de personalidad y el éxito laboral. Abordo estas preguntas de investigación en tres estudios empíricos separados, pero conceptualmente vinculados. En el primer estudio, me baso en la teoría Goal-setting (Locke & Latham, 1990a) para analizar si los individuos con objetivos difíciles y específicos, tienen mayores probabilidades de estar satisfechos con sus empleos siete años después. Con este propósito, analizo data longitudinal de 74 ex-alumnos de un programa MBA. Los resultados confirman las hipótesis de que las personas que plantearon objetivos específicos y difíciles, estuvieron más satisfechas con sus trabajos siete años después, lo que explica porqué reportaron menores intenciones de dejar sus empleos. En el segundo estudio examiné si las personas con “objetivos ambiciosos” (valores self-enhancement, Schwartz, 1992) tienen también más probabilidades de conseguir estatus jerárquico (ascenso laboral). Los resultados de este estudio multinivel y transcultural, con aproximadamente 35.000 participantes de 29 países, muestran que los objetivos ambiciosos están positivamente asociados con el estatus jerárquico. En línea con la teoría Trait-activation (Tett & Burnett, 2003; Tett & Guterman, 2000), que plantea que las situaciones fuertes limitan la influencia de las características individuales, mis resultados indican que la relación entre objetivos ambiciosos y estatus jerárquico es más pronunciada en situaciones débiles específicamente en culturas que no incentivan ni recompensan las conductas relacionadas con el logro o la ambición. En el tercer estudio continúo analizando las condiciones en las que los objetivos profesionales predicen el éxito laboral. Específicamente, pruebo cómo el contexto ocupacional modifica el impacto de los objetivos a corto plazo en la satisfacción con la carrera. Tomando la teoría Situational strength (Meyer, et al., 2010), planteo la hipótesis que la relación entre las emociones positivas asociadas a los objetivos y la satisfacción con la carrera sea más pronunciada cuando los individuos no están altamente involucrados con sus ocupaciones. Utilizando la teoría Self-verification (Swann, 1983), pruebo además que las emociones positivas asociadas a la consecución de objetivos, tienen un rol mediador en la relación entre el rasgo de personalidad core- self evaluation (Judge, et al., 1997) y la satisfacción con la carrera. Estas hipótesis fueron probadas en un estudio longitudinal de diez meses, con tres momentos de recogida de datos en 140 antiguos alumnos de MBA. Los resultados confirman el modelo de mediación moderación propuesto. Las core self-evaluations están directa e indirectamente ligadas a la satisfacción con la carrera a través de las emociones positivas vinculadas a los objetivos. Este efecto indirecto está moderado por el involucramiento ocupacional, de tal manera que un alto nivel de involucramiento compensa emociones positivas asociadas a los objetivos. Tomados en conjunto, estos tres estudios empíricos discuten los antecedentes, condiciones contingentes e implicaciones de los objetivos profesionales en el éxito laboral. Los resultados proveen nuevas e importantes contribuciones para la investigación en las áreas de carreras profesionales y en la de objetivos individuales. Específicamente, los resultados presentados en esta disertación, sugieren que las personas que tienen objetivos ambiciosos, retadores y específicos; así como emociones positivas asociadas a ellos, tienen más probabilidades de tener éxito laboral. Más aún, los resultados indican que los objetivos profesionales pueden explicar parcialmente los efectos de los rasgos de personalidad en el éxito laboral. Aún cuando los tres estudios señalan los beneficios de perseguir objetivos profesionales, también demuestro que para entender el éxito en la carrera, los objetivos no son igualmente relevantes en diferentes contextos. Algunos contextos culturales y ocupacionales pueden alterar la relevancia de los objetivos profesionales, dándoles o mucha importancia o quitándosela como predictores de éxito laboral.
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Middleton, Darryl Terrence. "The Perceptions of High School Graduates of Career and Technology Education Courses." ScholarWorks, 2011. https://scholarworks.waldenu.edu/dissertations/987.
Full textAbstract:
Career and technology education (CATE) courses were offered to high school students as an alternative form of education. The research problem at the study site, which is a high school located in southeastern United States was the lack of research-based findings on high school graduates' perceptions of CATE courses. The purpose of this study was to understand the participants' perceptions of the impact of CATE courses on career goals. The research question that guided this study was: What are the perceptions of high school graduates of a CATE program? The conceptual framework was based upon multiple intelligences, differentiated instruction, and the social cognitive theory of self-efficacy. Purposive sampling was used to identify 10 high school graduates who took CATE courses and were interviewed to share their perceptions of those courses. Responses were audio taped and transcribed for content analysis and coding to identify common themes on this topic. The findings indicated that CATE courses provided students with practical applications by which CATE instructors strived to meet the needs of students, indicating that CATE students have been prepared for career opportunities. The findings also indicated that CATE students graduated from high school because students developed technical and academic skills through the program. Implications for positive social change include potentially increased rate of high school graduation of CATE students and the impact of CATE courses on graduate's career goals. The results of this study can be used by CATE teachers and school administrators to support continued advocacy for teacher professional development within the field of CATE courses.
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Du, Toit Annette. "An evaluation of a possible increase in self-knowledge through a career counselling intervention for grade 11 learners in previously disadvantaged schools." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/96842.
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Thesis (MCom)--Stellenbosch University, 2015.ENGLISH ABSTRACT: Organisations are largely dependent on their workforce in order to be successful and competitive. In order to do accomplish this goal, employees need to be motivated and feel satisfaction in their jobs. Employees who are unhappy in their work will be unproductive and eventually become a cost to their employers. Employees who have made the wrong career choice are more likely to be unhappy in the workplace and it is therefore very important to make the correct career choice from the beginning. In South Africa, the choice of a career usually occurs when one is still in Grade 11 or Grade 12. Unfortunately, career counselling is expensive and many learners’ parents do not have the financial capacity to afford career counselling, resulting in their children making a career choice based on the available information that they are able to access. These sources of information often are incorrect or incomplete, leading to a wrong career choice. At this stage, an adequate level of self-knowledge in order to make an informed career choice is not always present, either. Self-knowledge, consisting of personality, aptitude and interests, is an important construct necessary for making an informed career choice. The aim of this research study was to develop a group-based, low cost career counselling intervention for Grade 11 learners in schools where the learners would not otherwise be able to access career counselling, with the intention of increasing their self-knowledge. Three subtests of the Differential Aptitude Test, the 16 Personality Factor Questionnaire and the Meyers Interest Questionnaire were utilised in the intervention and self-knowledge was measured using a self-developed questionnaire based on the Career Development Questionnaire. The statistical results indicated that this intervention was successful in increasing self-knowledge, but it was also seen that the intervention led to an increase in career maturity.1 This group-based, relatively low-cost career-counselling intervention can therefore be offered to schools whose learners are not able to afford individual career counselling as it will assist learners, through increasing their self-knowledge and level of career maturity, in making a more informed career choice.
AFRIKAANSE OPSOMMING: Ondernemings is grootliks afhanklik van hul werknemers om suksesvol en kompeterend te wees. Vir ondernemings om hierdie doelwit te bereik, is dit belangrik dat hul werknemers gemotiveerd en tevrede in hul posisies moet wees. Werknemers wat ongelukkig in hul werk is, sal onproduktief wees en sal uiteindelik ‘n koste vir hul werkgewers word. Werknemers wat die verkeerde loopbaankeuse gemaak het, is meer geneig daartoe om ongelukkig in die werkplek te wees and daarom is dit baie belangrik om die regte loopbaankeuse van die begin af te maak. In Suid-Afrika is dit gewoonlik nodig om ‘n loopbaankeuse in Graad 11 of Graad 12 te maak. Loopbaanvoorligting is ongelukkig duur en baie leerders se ouers het nie die finansiële vermoë om loopbaanvoorligting vir hul kinders te bekostig nie. Dit lei daartoe dat hierdie leerders loopbaankeuses maak op grond van die inligting wat tot hulle beskikking is. Hierdie inligtingsbronne is in baie gevalle onvolledig of verkeerd, wat tot ‘n verkeerde keuse kan lei. Die voldoende vlak van selfkennis wat nodig is om ‘n ingeligte beroepskeuse te maak,is nie altyd op hierdie ouderdom teenwoording nie Selfkennis, wat uit persoonlikheid, aanleg en belangstellings saamgestel is, is ‘n belangrike konstruk wat nodig is om ‘n ingeligte beroepskeuse te maak. Die doel van hierdie navorsingstudie was om ‘n groepsgebaseerde, lae-koste loopbaanvoorligtingintervensie vir Graad 11-leerders te ontwikkel, met die doel om hul selfkennis te verhoog. Hierdie intervensie is gemik op skole waar leerders dit nie andersins sou kon bekostig om loopbaanvoorligting te bekom nie. Drie subtoetse van die Differensiële Aanlegtoets, die 16 Persoonlikheidsfaktor Vraelys, sowel as Meyer se Belangstellingsvraelys is in die intervensie gebruik. Selfkennis word gemeet deur die gebruik van ‘n self-ontwikkelde vraelys wat op die Loopbaanontwikkelingsvraelys gebaseer is. Die statistiese resultate het aangedui dat die intervensie suksesvol vir die verhoging van selfkennis aangewend kon word, maar daar is ook gevind dat die intervensie tot ‘n verhoging in loopbaanvolwassenheid gelei het.2 Hierdie groepsgebaseerde, loopbaanvoorligtingsintervensie kan daarom met redelik lae koste aan skole gebied word waar leerders nie loopbaanvoorligting kan bekostig nie, aangesien dit die leerders sal help om vanweë die verhoging van hul selfkennis en vlak van loopbaanvolwassenheid ‘n beter ingeligte beroepskeuse te maak.
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Pradere, Steven. "Effective staff development connected to increased student achievement." abstract and full text PDF (free order & download UNR users only), 2007. http://0-gateway.proquest.com.innopac.library.unr.edu/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3258839.
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Field, James Allen. "Career Satisfaction, Adult Development, Academic Preparation, and other Demographic Characteristics of Pastors of Churches Affiliated with Western Evangelical Seminary." PDXScholar, 1988. https://pdxscholar.library.pdx.edu/open_access_etds/1358.
Full textAbstract:
Purpose. This study was designed to explore possible relationships between the levels of job satisfaction, the stages of adult development, especially as defined by Levinson, and the type and extent of formal educational preparation for pastoral ministry. The primary assumption was that higher levels of education enable the pastor to move through the progressive stages of adult development with a higher level of career satisfaction. Procedure.The data were obtained through a survey of the pastors of the western judicatories of the seven denominations which are in trustee relationship with Western Evangelical Seminary. A three-part questionnaire was developed, including the Ministerial Job Satisfaction Scale developed by J. Conrad Glass (1976), and the Assessment of Developmental Issues developed by J. Ta1ifero Brown (1985). Questionnaires were mailed, and 279 were analyzed. Summary of Findings and Conclusions. Analysis of Part I of the questionnaire provided a profile of this clergy sample, including data on age, sex, educational levels, involvement in continuing education, pastoral experience before and after completion of formal education, growth patterns of church and community, ordination status, worship attendances, pastoral position, career changes, desired retirement age, and career satisfaction. Data from Parts II and III were combined with the Part I profile to answer six research questions. The following findings and conclusions were identified: (a) the Master of Divinity was the degree of preference and resulted in higher levels of satisfaction than the M.A. from a seminary; (b) adult development is related to chronological age but not education; (c) chronological age, divided into Levinson's stages worked equally well as the ADIS scale in identifying the adult life cycle stage. Three concerns were expressed: (a) there is a need for adequate staffing, especially in smaller churches, both volunteer and professional; (b) good work was recognized by denominational supervisors, but it was not accompanied by adequate assurance of career advancement; (c) nearly one-fourth of the clergy felt their wives would rather not be married to a minister.
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Ritchie, Ann. "Group Mentoring And The Professional Socialisation Of Graduate Librarians: A Programme Evaluation." Thesis, Curtin University, 1999. http://hdl.handle.net/20.500.11937/1016.
Full textAbstract:
The Group Mentoring Programme which is the subject of this evaluative research was developed and implemented under the auspices of the Australian Library and Information Association by the author and a colleague. The main aim of the Programme was to facilitate the transition of new graduates in librarianship into the profession. The objectives of the research were: (1) to conduct an impact evaluation of the Programme; (2) to explore and develop the conceptual and theoretical bases of mentoring; and (3) to identify sources of stress anticipated and experienced by new graduates in their transition into the profession. This evaluative research represents the first report in the research literature to date in which a group mentoring programme of this kind has been evaluated using a quasi-experimental research design. The population comprised all graduates in librarianship from the two Western Australian universities offering these courses in 1996. Subjects in the experimental group were self-selected, and the remainder of the population made up the comparison group. (This was divided into two groups - those who did not have a current mentor, and those who had a current mentor.) Data were collected by means of pre- and post-test questionnaires, and analysed by multiple regression analysis. The main outcome variable was measured by Hall's Professionalism Scale, a validated measuring instrument. Results indicated that the Group Mentoring Programme was effective in only one of the five domains of professionalism as measured by this scale (that is, in having a sense of 'calling' to the field). This suggested that a group mentoring programme, by itself, is not a sufficient strategy for new graduates to attain a professional identity. A four-stage model of mentoring as continuing professional development is suggested as a strategy for teaching professionalism in a more formal, structured way. Results also showed that career-development outcomes were significantly higher in the Group Mentoring participants than in the two comparison groups, indicating that group mentoring is an effective career development strategy in the first year of such a programme. The concept of mentoring is extended to include group mentoring, which incorporates the essential characteristics of mentoring; it is also suggested that group mentoring includes the potential for practising three forms of mentoring relationships: individual, peer and co-mentoring. Two broad areas for future research are suggested: longitudinal studies examining the outcomes of group mentoring, and studies extending the theoretical and conceptual bases of group mentoring.
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Patterson, Thomas P. "Training Evaluation Investigating Core Self-Evaluations and Perceptions of Training Transfer." TopSCHOLAR®, 2015. http://digitalcommons.wku.edu/theses/1533.
Full textAbstract:
Although training evaluation is understood as an important way of determining the effectiveness of a training program, additional research in the area of training transfer and core self-evaluations (CSE) could provide insight on measuring the effectiveness of training programs. Training transfer differences and CSE were examined in training courses offered in a workforce development program. The goals of the study were to: (1) evaluate the validity of using CSE as a means of predicting perceptions of transfer, (2) test the previous findings that utility reactions measures are a stronger predictor of transfer than affective reactions measures, (3) determine which type of enrollment format in the Career and Workforce Development program has higher transfer of training, (4) evaluate if CSE can predict different rates of learning, (5) determine if CSE correlates positively with affective and utility measures of reaction surveys, and (6) further examine the finding that utility measures positively correlate with knowledge gains. In order to do this, eight Western Kentucky University Career and Workforce Development training courses were evaluated. The study did not find support for any of the hypotheses. Possible reasons for this lack of support include a small sample size, a lack of responses to the transfer survey, the number of different courses evaluated, and characteristics of the training courses such as different trainers. Thus, additional research is needed in this area to better understand the nature of the relationships between CSE, perceptions of transfer, utility reactions, affective reactions, and training course knowledge gains.
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Gadu, Thandiswa Constance. "An evaluation of selected skills development programmes in the Amathole District Municipality." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1020587.
Full textAbstract:
Employees joining any institution for the first time are not always performing duties/tasks to the level and standard set by the management of particular organisation. Some candidates perform to their fullest potential after they are inducted. The purpose of skills development act is to assists employers to participate in leadership and development programmes as to enhance the potential of individuals and organizations. Also to encourage employees to use the workplace as an active learning site and provide opportunities to acquire new skills. Human Resource Practitioners play a critical role in the ensuring that employees are capacitated. This study undertook to evaluate selected skills development programmes in the Amathole District Municipality. ADM is challenged in coordinating various skills development programmes due to various reasons such as budget. From the literature study and information gathered from the respondents in this research it became evident that training of employees is key to the improvement of performance. In this regard it is critical that ADM creates means that will mitigate the identified findings in order to improve the performance of personnel. Emailed questionnaires were used as a method of collecting data from the respondents. In this study a qualitative method was used to analyse the data collected from the respondents. Based on the information gathered from the respondents the researcher made findings and formulated recommendations.
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Schiro, Victor Raymond. "Addressing students' competencies thru portfolio evaluation." CSUSB ScholarWorks, 2001. https://scholarworks.lib.csusb.edu/etd-project/2039.
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Jones, Jay R. "Assessing student teacher perceptions of preparedness using a dialogic evaluation process a pilot study /." Diss., Columbia, Mo. : University of Missouri-Columbia, 2006. http://hdl.handle.net/10355/5898.
Full textAbstract:
Thesis (Ed. D.)--University of Missouri-Columbia, 2006.The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on August 13, 2007) Vita. Includes bibliographical references.
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Ritchie, Ann. "Group Mentoring And The Professional Socialisation Of Graduate Librarians: A Programme Evaluation." Curtin University of Technology, School of Public Health, 1999. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=9376.
Full textAbstract:
The Group Mentoring Programme which is the subject of this evaluative research was developed and implemented under the auspices of the Australian Library and Information Association by the author and a colleague. The main aim of the Programme was to facilitate the transition of new graduates in librarianship into the profession. The objectives of the research were: (1) to conduct an impact evaluation of the Programme; (2) to explore and develop the conceptual and theoretical bases of mentoring; and (3) to identify sources of stress anticipated and experienced by new graduates in their transition into the profession. This evaluative research represents the first report in the research literature to date in which a group mentoring programme of this kind has been evaluated using a quasi-experimental research design. The population comprised all graduates in librarianship from the two Western Australian universities offering these courses in 1996. Subjects in the experimental group were self-selected, and the remainder of the population made up the comparison group. (This was divided into two groups - those who did not have a current mentor, and those who had a current mentor.) Data were collected by means of pre- and post-test questionnaires, and analysed by multiple regression analysis. The main outcome variable was measured by Hall's Professionalism Scale, a validated measuring instrument. Results indicated that the Group Mentoring Programme was effective in only one of the five domains of professionalism as measured by this scale (that is, in having a sense of 'calling' to the field). This suggested that a group mentoring programme, by itself, is not a sufficient strategy for new graduates to attain a professional identity. A four-stage model of mentoring as continuing professional development is suggested as a strategy for teaching professionalism in a more formal, ++structured way. Results also showed that career-development outcomes were significantly higher in the Group Mentoring participants than in the two comparison groups, indicating that group mentoring is an effective career development strategy in the first year of such a programme. The concept of mentoring is extended to include group mentoring, which incorporates the essential characteristics of mentoring; it is also suggested that group mentoring includes the potential for practising three forms of mentoring relationships: individual, peer and co-mentoring. Two broad areas for future research are suggested: longitudinal studies examining the outcomes of group mentoring, and studies extending the theoretical and conceptual bases of group mentoring.
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Mahloane, Katiso William. "Organisational restructuring and its impact on job satisfaction, career moblity and stress levels of employees at Lesotho Highlands Development Authority." Thesis, University of Fort Hare, 2009. http://hdl.handle.net/10353/188.
Full textAbstract:
Organisations today are in a state of ever accelerating rate of change. Globalisation of the economy, increasing competition, technological innovation as well as global competition are seen to bring about the ever-accelerating pace of change in the working environment worldwide (Christen 2005:241). For this reason, employees are challenged by changes in their careers that they never anticipated, changes which in the long-run, result in stress conditions that bring negative consequences for both employees and the organisation in their wake. This chapter will provide the background to the topic of the study and survey what other studies have revealed about it. The objectives of the study, the research questions, the research objectives over and above the necessary hypotheses will also be mentioned and to conclude, the chapter will provide the theoretical framework in support of this study.As we may be aware, we live in a world of change, where everything constantly has reformed. Organisations are also part of that big change especially in the new millennium where re-engineering, downsizing, outsourcing and restructuring have become common terms associated with many organisations. Although a number of studies have tried to determine how organisational restructuring benefits the organisation, little has been done to find out how the welfare of employees is affected by the restructuring initiatives. This study investigates the perceptions that employees have of organisational restructuring. It investigates how their job satisfaction, career mobility and their stress levels are affected by restructuring process after the restructuring process as well the stress that such employees experience due to restructuring. A survey was conducted at Lesotho Highlands Development Authority, where data was obtained from 121 respondents and statistically analysed. The findings reflect a negative association between restructuring and stress levels and career mobility. The findings show that job satisfaction was still experienced by the employees at LHDA and that most respondents see organisational restructuring as something that benefits the organisation and has little to do with the interests of the workers.
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Browne, Jennifer M. "An internship report including an evaluation of the Student Work and Service Program at Memorial University." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape7/PQDD_0002/MQ42354.pdf.
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Stromberg, Cara A. "Career aspirations : similarities and differences between adolescence with learning disabilities and adolescence not receiving special education services /." Online version of thesis, 2008. http://hdl.handle.net/1850/7542.
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McAdoo, Charlie Edward II. "The Identification and Prioritization of the Professional Development Needs for Teachers of Career, Technical, and Agricultural Subjects within Georgia Metropolitan Area School Systems." Thesis, Valdosta State University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10930416.
Full textAbstract:
The purpose of this research study was to identify and prioritize the professional development needs for teachers of CTAE subjects within metropolitan Atlanta school systems. The methodology was primarily relational with descriptive components that relied on quantitative data. The administered survey called for participants to self-report demographic groups (i.e. Experience Level, School Type, and School Population). Secondly, participants completed online surveys yielding data that identified professional development needs relative to demographic variables. A modified Borich (1980) Needs Assessment Model was used to identify the perceived importance and perceived competency of 20 competencies prescribed by the Georgia Teacher Assessment of Performance Standards (TAPS). Once analyzed, the researcher identified and described professional development needs relative to demographic variables.
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Conrad, Dale W. "A community college evaluation of DISCOVER and Virginia VIEW." Diss., Virginia Polytechnic Institute and State University, 1989. http://hdl.handle.net/10919/74784.
Full textAbstract:
The purpose of this study was to evaluate a computer-assisted career information delivery system (CIDS), Virginia VIEW, with a computer-assisted guidance system (CAGS), DISCOVER, at a Virginia community college using parts of Shealy' s 1982 evaluation model patterned on the National Occupational Information Coordinating Committee's specifications. User impact, user satisfaction, and economic efficiency components were studied.
Screened volunteers in this five-week unstructured study were randomly assigned to four treatment groups of 25 students each: (A) Virginia VIEW; (B) Virginia VIEW and DISCOVER; (C) Control, wait for five weeks before using DISCOVER or VIEW; and (D) DISCOVER. Program completers (A=l7), (B=l8), (C=l9), and (D=20) took the Career Development Inventory (CDI) developed by Super and the Career Decision Scale (CDS) developed by Osipow as pre- and post-test instruments. Counseling assistance was available at all times upon request and records were kept on CIDS/CAGS User Logs. Student Planning and Counselor's Observation Logs were also kept.
Based on the pre- and post-test results of the CDI and CDS, students did not differ in the affective, behavioral, and cognitive areas of career development and decision making at the end of five weeks (user impact). Students did not differ in their opinions (user satisfaction) of the information development, information delivery, or user service components of the two systems. Results on economic efficiency revealed that Virginia VIEW was less expensive per student user, while DISCOVER was less expensive per student hour of use.
There were no clear differences in the three areas evaluated by this study between Virginia VIEW or DISCOVER. It was recommended that Shealy' s model be used again to evaluate the Interactive Virginia VIEW against DISCOVER and SIGI. Further research was also recommended in the use of the weekly Quantitative and Qualitative Student Career Planning Log.Ed. D.
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Provenzano, John. "Risk, Resiliency, and Outcomes among LiFE Sports Youth Leadership Academy Participants." The Ohio State University, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=osu1429707526.
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Cooper, Jean Henry. "A training programme based on the principles of social constructivism and focused on developing people for the future world of work an evaluation /." Diss., Pretoria : [s.n.], 2005. http://upetd.up.ac.za/thesis/available/etd-03162005-142319.
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Thesis (M. Comm. (Economic and business science))-University of Pretoria, 2005.Abstracts in English and Afrikaans. Includes bibliographical references. Available on the Internet via the World Wide Web.
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Bell, Corbin Christopher. "Undergraduate Information Systems (IS) Curriculum and Career Track Development in United States Colleges and Universities: Assessment of Adherence to IS 2010 Curriculum Guidelines." DigitalCommons@USU, 2012. https://digitalcommons.usu.edu/etd/1121.
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The purpose of this study was to survey information systems (IS) curriculum in Association to Advance Collegiate Schools of Business (AACSB) accredited information systems programs across the United States, to evaluate current adherence to the IS 2010 curriculum guidelines, and to assess the number and type of career track developments initiated as a result of less stringent requirements in the new curriculum guidelines. In addition, an analysis was conducted to see if curriculum in AACSB-accredited information systems programs across the United States changed significantly since other similar evaluations reported in 1996 and 2006, and whether it is closer in adherence to the IS 2010 curriculum guidelines.
The results of this study provided a current-state description of IS curriculums in the United States, specifically: (a) percentage adherance relationships and between AACSB-accredited information systems programs to IS 2010 curriculum guidelines; (b) defined curriculum profiles or latent class cluster characteristics of recent career track developments that have emerged; and (c) perceptions of adherence by the IS department faculty compared to the assessed adherence to IS 2010 curriculum guidelines.
In the findings, a comprehensive view of the landscape for adherence to IS curriculum guidelines is discussed, including the following. (a) There is a wide range of adherence to the IS curriculum guidelines. In addition, none of the IS program assessed were either entirely compliant or not compliant at all. (b) Some topics are widely covered (over half) as core curriculum while other topics are offered as core curriculum in less than half of IS programs. (c) Very few IS programs have formally implemented the IS 2010 career track guideline recommendations. (d) IS programs implementing formal career tracks specify a reasonably small number of track options for students to consider. (e) IS programs that include career tracks provide unique offerings beyond the proposed sample tracks depicted in the IS 2010 curriculum guidelines. (f) There appear to be reasonably well-defined categories or clusters of IS programs as related to IS 2010 curriculum guideline adherence. (g) IS program faculty describe a higher perceived adherence to IS curriculum guidelines than what is actually assessed in this study. (228 pages)
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Mbiko, Nkosiyakhetha Headman. "Developmental needs of HRD practitioners in the South African Public Service." Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/25721.
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The purpose of the study was to determine the developmental needs of HRD practitioners in selected departments of the South African Public Service. Developmental needs as an independent variable and the role of HRD practitioners – marketing HRD interventions, conducting training needs analyses, designing and developing HRD interventions, implementing HRD interventions, and monitoring, evaluating and giving feedback on HRD interventions - were investigated. A sample of seventy (70) HRD practitioners working in seven public service departments was drawn. The developmental needs to market HRD interventions, conduct training needs analyses, design and develop HRD interventions, implement HRD interventions, and monitor, evaluate and give feedback on HRD interventions were determined within and between HRD practitioners and public service departments to establish differences and similarities. Results averred that HRD practitioners have developmental needs to perform the abovementioned functions. However, compared to Blacks and Whites, Coloureds and Indians seem to have more developmental needs in marketing, conducting training needs analysis, implementing HRD interventions and generic HRD skills. HRD practitioners from the departments of Health and Transport seemed to have more developmental needs in conducting training needs analyses and designing and developing HRD interventions when compared to other public service departments. Females need more development in marketing and implementing HRD interventions than males. HRD practitioner developmental needs in implementing, monitoring, evaluating, and giving feedback on HRD interventions were the same for all age groups. HRD practitioners in the department of Health and Transport need more development in generic skills compared to other departments. However developmental needs on generic skills are the same for all age groups.Dissertation (MCom)--University of Pretoria, 2012.
Human Resource Management
unrestricted
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Mahlaela, Kedibone I. "Teacher assessment for teacher professional development." Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/71703.
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Thesis (MEd)--Stellenbosch University, 2012.Bibliography
This study is an investigation of the link between the current South African Integrated Quality Management System (IQMS) as an assessment process and teacher professional development in South Africa. A review of literature confirms that teacher assessment should and could facilitate teacher professional development. However, how teacher assessment affects teacher professional development has not been fully recognized. There is, however, little empirical research available on how teacher assessment affects teacher professional development. Steyn and van Niekerk (2002) have noticed that little is known on the kind of support that teachers should receive as a result of teacher assessment. As a result, people are unclear on how teacher assessment should be implemented in order to yield effective teacher professional development. Though the government took numerous efforts to ensure greater teacher accountability and functional schools over some years via policy interventions such as IQMS, there are still deep-seated challenges that hamper these interventions from working effectively. Therefore, the qualitative case study has used three secondary schools in Limpopo, Capricorn District as the research sites to explore the role of IQMS in teacher professional development. The results from the participants indicate that IQMS is effective but only if a numbers of issues can be considered. Participants highlighted issues like, if every teacher can be trained, and there could be quality training with competitive facilitators, also, if there could be a conducive culture and the climate of the school then that could impact positively on teacher development.
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Fair, Andrew George. "An evaluation of a model of teacher professional development in a science and mathematics intervention programme for teachers and learners." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/97135.
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Thesis (MEd)--Stellenbosch University, 2015.ENGLISH ABSTRACT: South Africa is in the midst of a mathematics and science education crisis that challenges all key role-players. The Institute for Mathematics and Science Teaching at the University of Stellenbosch (IMSTUS), was involved in several university-school partnership (systemic intervention) projects that sought to provide continuing professional development to mathematics and science teachers and to help them make a greater impact on the learners that they teach. One of these intervention projects was the Sciences and Mathematics Initiative for Learners and EducatorS (SMILES) that targeted mathematics and science teachers and learners in under-resourced schools in the Western Cape. The effects of an intervention aimed at supporting and enhancing teacher professional development will only be seen in the learners once teachers have accepted and mastered the pedagogies proposed. Professional development that does not “enthuse, support, train and renew, and encourage” will probably fail. When considering this, the question that must be asked is whether the SMILES project was in fact enthusing, supporting, training, renewing and encouraging. The purposes and aims of the SMILES project with specific reference to professional development of science teachers were to enhance teachers’ pedagogical content knowledge and address the critical issues confronting science education of which three are: constructivist teaching, understanding the nature of science, and scientific argumentation. The characteristics of effective professional development, the core features of professional development and the theoretical constructs to evaluate professional development of teachers were used in this study to evaluate the effectiveness of the model used in the SMILES project. A concurrent version of the mixed method approach was adopted for the collection and analysis of the data. Although causality is always difficult to prove in a school setting because of the many variables that affect student performance, improved student achievement is the ultimate litmus test for teacher professional development effectiveness. Analysis of the National Senior Certificate results of the project schools compared with the National and Provincial results indicated that the project schools on the whole fared better than the National results. The project schools outperformed the national and provincial results for Life Sciences in 2011, 2012 and 2013 by at least four percentage points. The highest result achieved was 85,5% in 2011. In 2012 and 2013 these results were 82,7% and 83,0% respectively. In Physical Sciences the project schools started with results below that achieved nationally (34,7%) and then ended up with a pass percentage within half a percentage point of the provincial result (72,1%). The Mathematics results were not as positive. The project schools started by achieving a 63,4% pass rate and ended with a percentage pass rate of 63,3% having initially taking a dip down to 51,3%. At the end of the intervention the Mathematics results were better than the national results but were 10% lower than the Provincial average. Although it is difficult to pin down the results solely to the effects of the intervention, the comparison with provincial and national results reasonably controls for most of the extraneous variables including variations in enrolments in these subjects. On the affective side it is almost certain that the attitude of the learners and the teachers toward their respective subjects improved during the tenure of the project. This could have had a positive effect on the National Senior Certificate results achieved by the project schools.
AFRIKAANSE OPSOMMING: Suid-Afrika is midde in 'n wiskunde en wetenskap onderwyskrisis wat alle sleutelrolspelers uitdaag. Die Instituut vir Wiskunde en Wetenskaponderwys aan die Universiteit van Stellenbosch (IWWOUS), was betrokke by verskeie universiteit-skool vennootskapsprojekte (sistemiese intervensie) wat gepoog het om voortgesette professionele ontwikkeling te bied aan wiskunde en wetenskap onderwysers en hulle te help om 'n groter impak op die leerders wat hulle onderrig, te maak. Een van hierdie intervensie-projekte was die Wetenskappe en Wiskunde-inisiatief vir leerders en opvoeders (SMILES) wat wiskunde en wetenskap onderwysers en leerders, in hulpbronarm skole in die Wes-Kaap, geteiken het. Die impak van 'n intervensie wat daarop gemik is om onderwyser professionele ontwikkeling te ondersteun en bevorder, sal eers in die leerders waargeneem kan word, wanneer onderwysers die voorgestelde pedagogieë aanvaar en bemeester. Professionele ontwikkeling wat nie "begeester, ondersteun, oplei en vernuwe asook aanmoedig” nie, sal waarskynlik misluk. Hierdie stelling in ag genome, is die vraag wat gevra moet word, of die SMILES-projek werklik onderwysers begeester, ondersteun, opgelei, vernuwe en aangemoedig het. Die doelstellings en doelwitte van die SMILES projek, met spesifieke verwysing na die professionele ontwikkeling van Wetenskap-onderwysers, was om onderwysers se pedagogiese inhoudelike kennis te versterk en om kritieke kwessies waarmee wetenskap-onderwys gekonfronteer word, aan te spreek. Drie van hierdie kwessies is, konstruktivistiese onderrig, begrip van die aard van wetenskap en wetenskaplike argumentering. Die eienskappe van effektiewe professionele ontwikkeling, die kern kenmerke van die professionele ontwikkeling en die teoretiese konstrukte om professionele ontwikkeling van onderwysers te evalueer, is in hierdie studie gebruik om die doeltreffendheid van die model wat in die SMILES-projek gevolg is, te evalueer. 'n Gelyklopend gemengde-metode benadering is gevolg vir die insameling en ontleding van die data. Hoewel oorsaaklikheid altyd moeilik is om in 'n skoolopset te bewys, as gevolg van die baie veranderlikes wat studente se prestasie beïnvloed, is verbeterde studente prestasie die uiteindelike lakmoestoets vir doeltreffendheid van professionele onderwyser-ontwikkeling. Ontleding van die Nasionale Senior Sertifikaat-uitslae van die projek-skole, in vergelyking met die nasionale en provinsiale resultate, dui daarop dat die projek-skole oor die algemeen beter gevaar het as die nasionale uitslae. Die projek-skole het die nasionale en provinsiale skole se resultate vir Lewenswetenskappe in 2011, 2012 en 2013 met ten minste vier persentasie punte oortref. Die hoogste resultaat behaal was 85,5% in 2011. In 2012 en 2013 was hierdie uitslae onderskeidelik 82,7% en 83,0%. In Fisiese Wetenskappe het die projek-skole met resultate onder wat nasionaal behaal was (34,7%) begin, en geëindig met ʼn uiteindelike slaagpersentasie binne 'n halwe persentasiepunt van die provinsiale resultate (72,1%). Die wiskunde-uitslae was nie so positief nie. Die projek-skole het begin met 'n 63,4% slaagsyfer en geëindig met 'n slaagpersentasie van 63,3% na ʼn aanvanklike insinking na 51,3%. Aan die einde van die intervensie was hul Wiskunde-resultate beter as die nasionale resultate, maar 10% laer as die provinsiale gemiddelde. Alhoewel dit moeilik is om die resultate slegs vas te pen aan die gevolg van die intervensie, dien die vergelyking met provinsiale en nasionale resultate as redelike kontroles vir meeste van die eksterne veranderlikes insluitend variasies in inskrywings in hierdie vakke. Op die affektiewe vlak is dit byna seker dat die gesindheid van die leerders en die onderwysers ten opsigte van hul onderskeie vakke verbeter het tydens die projek. Dit kon moontlik 'n positiewe uitwerking op die projek-skole se Nasionale Senior Sertifikaat resultate gehad het.
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Campbell, Carol L. "Teachers Teaching Teachers: A Sustainable and Inexpensive Professional Development Program to Improve Instruction." PDXScholar, 2014. https://pdxscholar.library.pdx.edu/open_access_etds/2072.
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School districts face tremendous budget challenges and, as a result, professional development has been "trimmed" from many school budgets. (Habegger & Hodanbosi, 2011). School administrators responsible for planning professional development face a daunting task and often focus on PowerPoints, district mandated training, one-shot presentations, and workshops that are delivered by expensive experts. These types of activities lack teacher collaboration, time for sharing of ideas and opportunity for reflection and analysis (Torff & Byrnes, 2011, Coggins, Zuckerman & Mckelvey, 2010).
The problem addressed in this study is that teacher professional development is usually planned by school administrators who are provided little support or training. This study used the problem-based learning approach designed by Bridges and Hallinger (1995) to determine the usefulness of a handbook for principals to utilize as they plan professional development. The handbook was developed, field tested and revised using Borg and Gall's (2003) research and development cycle. This qualitative study included surveys, observations, interviews and workshops to determine the usefulness of the handbook. The study consisted of preliminary field testing and product revision followed by the main field testing. The main field test was a workshop for K-12 school and district level administrators on how to use the handbook in planning meaningful, ongoing teacher professional development. The data collected in this study determined that the handbook,Teachers Teaching Teachers: Designing Successful Teacher Professional Development on a Shoestring Budget, is a useful tool for school administrators responsible for planning teacher professional development.
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Edwards, Edith Anderson. "Retention and Motivation of Veteran Teachers." Digital Commons @ East Tennessee State University, 2003. https://dc.etsu.edu/etd/742.
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The workforce in the United States is aging. Teachers, like all other workers in the country, are also aging. The veteran teachers in our nation's public schools possess wisdom gained through their on-the-job experience. With looming teacher shortages in our public schools, it is imperative that we retain this wisdom. Administrators, school boards, and the community have an obligation to tap this wisdom for the benefit of children. This study was conducted, therefore, with the purpose of learning how to do that.
The data were collected through the process of one-on-one interviews with 21 veteran teachers in Knox County, Tennessee. This was done to make use of the knowledge gained by actual working professionals.
The findings of this study were that veteran teachers did have a great deal of wisdom to share. The 21 interviewed teachers gave information that allowed the researcher to compile recommendations as to how administrators and other interested parties could retain and motivate all teachers, whether veteran or novice.
The results of this study might prove useful to anyone interested in retaining teachers in our nation's schools. This knowledge could benefit the education of our nation's most valuable resource--our children.
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Christie, Angelica Ellman. "Implications of a Health Careers Exploration Program for Minority Student Matriculation." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4357.
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Organizations that deliver programs to promote the entry of students from marginalized populations into the U.S. health workforce often struggle to demonstrate the effective achievement of outcomes, and face diminishing fiscal resources. This study was an empirical examination of the extent and manner that a statewide, precollege, health careers exploration program fostered the matriculation of underrepresented minority students into health degree education programs. Schneider and Stevenson's aligned ambitions framework provided the theoretical foundation. The research questions for this study examined the relationship between program participation and the successful health degree matriculation of racial minority students based on the extent of participation, the type of participation, and the extent and type of participation controlling for gender, profession, and region using a quantitative trend analysis of archived program data and longitudinal, preexisting matriculation data. Completion of the analysis used sequential logistic regression. The selection criteria for study included high school students who participated in the program between 2006 to 2010 and who subsequently enrolled in college (N = 246). No statistically significant relationships between program participation and matriculation into health care education programs were found resulting in the recommendation to reassess and revise data collection and analysis processes for future official program evaluation. The resulting white paper recommends that Area Health Education Consortium (AHEC) career exploration program designers create continuous and effective review and evaluation processes to ultimately enable the positive social impact of a more representative number of students from marginalized populations into the U.S. health workforce.
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Zelenková, Lucie. "Hodnocení a rozvoj zaměstnanců ve společnosti STUDENT AGENCY, s.r.o." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2012. http://www.nusl.cz/ntk/nusl-223478.
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This master´s thesis deals with the evaluation of employees and their personal development in the company STUDENT AGENCY, s.r.o. The current situation of this part of personnel management is evaluated on the basis of questionnaire survey among company employees. An integral part of this work are proposals and recommendations leading to increased efficiency of personnel work in the field of evaluation and employees development.
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Mitova, Mariana A. "Relationship Between Investments in Self and Post-Graduation Career Satisfaction Among Apparel and Textiles Majors." Bowling Green State University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1491579505475789.
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Gomez, Jorge. "The Relationship of Instructor Technical Literacy to the Academic Performance of Students in Career Academies." FIU Digital Commons, 2013. http://digitalcommons.fiu.edu/etd/936.
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Career Academy instructors’ technical literacy is vital to the academic success of students. This nonexperimental ex post facto study examined the relationships between the level of technical literacy of instructors in career academies and student academic performance. It was also undertaken to explore the relationship between the pedagogical training of instructors and the academic performance of students.
Out of a heterogeneous population of 564 teachers in six targeted schools, 136 teachers (26.0 %) responded to an online survey. The survey was designed to gather demographic and teaching experience data. Each demographic item was linked by researchers to teachers’ technology use in the classroom. Student achievement was measured by student learning gains as assessed by the reading section of the FCAT from the previous to the present school year.
Linear and hierarchical regressions were conducted to examine the research questions. To clarify the possibility of teacher gender and teacher race/ethnic group differences by research variable, a series of one-way ANOVAs were conducted. As revealed by the ANOVA results, there were not statistically significant group differences in any of the research variables by teacher gender or teacher race/ethnicity. Greater student learning gains were associated with greater teacher technical expertise integrating computers and technology into the classroom, even after controlling for teacher attitude towards computers. Neither teacher attitude toward technology integration nor years of experience in integrating computers into the curriculum significantly predicted student learning gains in the regression models.
Implications for HRD theory, research, and practice suggest that identifying teacher levels of technical literacy may help improve student academic performance by facilitating professional development strategies and new parameters for defining highly qualified instructors with 21st century skills. District professional development programs can benefit by increasing their offerings to include more computer and information communication technology courses. Teacher preparation programs can benefit by including technical literacy as part of their curriculum. State certification requirements could be expanded to include formal surveys to assess teacher use of technology.
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Ferreira, Stephanus Lourens. "The Design, Implementation, and Evaluation of Student Support and Development Services .ID Further Education and Training Colleges in South Africa." Thesis, University of the Western Cape, 2002. http://etd.uwc.ac.za/index.php?module=etd&.
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The Student Support and Development Services (SSDS) at Further Education and Training (FET) colleges represent a holistic and systemic approach to addressing barriers to learning and development. College SSDS are based on the acknowledgement that all FET students need support and development and that, when addressing needs of the college student, it is done in a holistic, integrated, intersectional and inclusive manner.The SSDS therefore strive to develop competencies, knowledge, skills and attitudes in a systemic and holistic manner. The aim of the study was to design, implement and evaluate SSDS at the FET colleges in the Western Cape Education Department and to establish a Lecturer Support and Development Team (LSDT) at each FET college, which would include the following services.
- student counselling services
- academic development and learning support
- occupationald evelopmenat nd careerg uidance
- life skills education and health education, and
- college institutional development
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Pecháčková, Marcela. "Talent Management v organizaci." Master's thesis, Vysoká škola ekonomická v Praze, 2012. http://www.nusl.cz/ntk/nusl-199074.
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This master thesis focuses on actual topic of talent management. The thesis is divided into two parts, theoretic and practical one. The first one covers basic terms of talent management, evaluation, development and motivation, career management and retention of talented employees within company. In order to obtain necessary information secondary data were used. In second part there is an analysis of current state of human resources management in the company. The analysis is based on empiric research which consists of interviews with concerned people in company management and investigation of internal methodical materials. As a next step there is an analysis of employee's satisfaction which was realised through questionnaires. Thank to those data I suggested possible corrective measures to improve level of particular activities of human resources management in order to set up talent management, which is the main goal of my thesis. Based on previous findings and recommendations I also suggested complex solution of talent management's set-up in the company. Final part sums up results and recommendations for the company.