Relevant bibliographies by topics / Career management

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Career management'

Author: Grafiati
Published: 4 June 2021
Last updated: 7 July 2024

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Journal articles on the topic "Career management"

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Haase, Sandra, Erica Thomas, and Jan Francis-Smythe. "Applying career competencies in career management." Assessment and Development Matters 5, no. 1 (2013): 2–5. http://dx.doi.org/10.53841/bpsadm.2013.5.1.2.

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Changes in the labour market mean that individuals are increasingly required to take more responsibility for their own careers. In order to do so, they have to develop the skills and abilities necessary to secure employability. However, many employees need help in managing their careers (Kidd et al., 2004). One effective way of supporting individuals in their career development is though career guidance emphasising competencies. This article follows a previous article (Haase at al; ADM, 2012) and presents a recent study into the development of career competencies in police officers.
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R, Nithya, and Anitha S. "Career Management of Employees: A Theoretical Overview." Journal of Social Welfare and Management 10, no. 3 (December 15, 2018): 411–14. http://dx.doi.org/10.21088/jswm.0975.0231.10318.15.

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Career management is one of the functions of Human Resources department in the organizations. It is in fact a joined responsibility of the organization as well as the individual. Career management helps individuals to achieve success in their careers. There are basically two approaches in career management. Career management from the organizational point of view is called organizational career management. The career management from the individual point of view is called individual career management or career self- management. In order to survive in this dynamic and highly competitive environment, it is important to have an effective and apt policy to mold its employees career constantly. Individuals now a days prefer organizations that provide better opportunities to realize their career progression plans. Well defined career management practices helps in attracting and retaining competent and skillful employees in the organization for a longer period of time.
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Akkermans, Jos, Anne Keegan, Martina Huemann, and Claudia Ringhofer. "Crafting Project Managers’ Careers: Integrating the Fields of Careers and Project Management." Project Management Journal 51, no. 2 (November 7, 2019): 135–53. http://dx.doi.org/10.1177/8756972819877782.

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Project managers experience unique careers that are not yet sufficiently understood, and more people than ever before are pursuing such careers. The research on project management and careers is therefore urgently needed in order to better understand the processes and systems shaping the careers of project managers. We address this gap by reviewing several key career theories and constructs and examining how these are mobilized to understand project managers’ careers in existing research. Our main conclusion is that boundaryless career theory has been the dominant career perspective in project management research, whereas other career theories—specifically protean career theory, social cognitive career theory, career construction theory, and sustainable career theory—are far less often mobilized as a basis for studies. We also find that some of the most popular constructs in careers research, such as career success and employability, have been used in recent project management research. However, their use in these studies is often implicit and does not necessarily leverage existing work from the careers field. We argue that there is strong potential for further and more systematic integration between project management and careers research in order to enrich both fields, and we offer a research agenda as a starting point.
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Dey, Bata K. "Career-Management." Indian Journal of Public Administration 33, no. 1 (January 1987): 40–61. http://dx.doi.org/10.1177/0019556119870104.

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Комаров, Евгений, and Evgeniy Komarov. "Career management." Russian Journal of Management 1, no. 5 (October 1, 2013): 287–92. http://dx.doi.org/10.12737/1802.

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The article is devoted to the problems of staff career management business enterprises. It discusses the types of career, the constituent parts of the system, career motivation, Peter principle and relevant official promotion, as well as constituent parts of a career. Career management issues on a few sources, and those are mostly written by foreign authors. In the modern Russian practice, there is no fundamental source, which would be revealed the specifics of this kind of corporate management.
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Koleci, Baki. "DEVELOPMENT AND CAREER MANAGEMENT." KNOWLEDGE INTERNATIONAL JOURNAL 31, no. 5 (June 5, 2019): 1339–44. http://dx.doi.org/10.35120/kij31051339k.

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We, as individuals, continually through our lives, learn and acquire the knowledge, skill, and skill we expect to help us employ or apply appropriately in order to gain a living and secure our survival. Everyone wants to build a successful career with which he can be proud of his life. However, this is not always so easy and simple, it requires a lot of sacrifices, concessions, compromises with our partners, the family, close social relationships, and finally with ourselves. In this paper, the subject of the research is the determination of career development, career stages, career factors, then expert opinions, the difference between traditional and modern career views, goals pursued by individuals in the career, and so on, Career development can be seen as an experience of individuals (an internal career) and this is not related to an organization. Although the responsibility for career management is in the hands of individuals, individuals, however, organizations can play a key role in shaping and developing careers by providing help and providing support. Career development can not be pursued individually or separately from the personality as a whole, meaning it reflects on the context of life and the development of the person as a whole, not just personality as work. The main goal in career development is to realize the current and future needs and goals of the organization and individuals, which has to do more with developing employment opportunities and improving the skills needed for employment. Career success is reflected in the eyes of the individual and can be defined as a career pleasure through achieving personal goals related to the work, while at the same time enhancing the success and efficiency of the organization.
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Pilling, Samantha, and Justine Slattery. "Management competencies: intrinsic or acquired? What competencies are required to move into speech pathology management and beyond?" Australian Health Review 27, no. 1 (2004): 84. http://dx.doi.org/10.1071/ah042710084.

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Speech pathology managers frequently move into careers beyond their clinical discipline. As practicing speech pathologymanagers and students of business leadership, we were curious about the nature of career transitions out of speechpathology management. We conducted an exploratory, descriptive study investigating the perceived competencies thatfacilitate such career transitions and when further education is required to effectively equip one for such transition.The perceived skills related to a speech pathology background are identified along with the gaps in competence formoving into general management positions. Career management practices that facilitate this type of career transitionare provided as recommendations for career planning.
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Adekola, Bola. "CAREER PLANNING AND CAREER MANAGEMENT AS CORRELATES FOR CAREER DEVELOPMENT AND JOB SATISFACTION." Australian Journal of Business and Management Research 01, no. 02 (August 11, 2011): 100–113. http://dx.doi.org/10.52283/nswrca.ajbmr.20110102a07.

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The notion of empowering human capital to onset creativity and innovation through planning the careers of institutional members using HRM policies and practices to develop different mindsets, skills and competencies with the ultimate aim to provide a range of innovative products and services is attracting attention. This paper explores the link between career planning and career management as antecedents of career development and job satisfaction, and career commitment as its outcome. A sample of 505 employees of a Nigerian Bank revealed the significant link between the variables of career planning and career management, and career development, and in turn, with job satisfaction and career commitment. The paper discusses the implications of these findings for career development.
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Tikson, Shinta Dewi Sugiharti, Nadya Septiani Sahas, Sri Ulfa -, and Nurfadillah -. "Career Planning and Career Management: Case on Workforce in Makassar." Hasanuddin Economics and Business Review 5, no. 2 (October 31, 2021): 54. http://dx.doi.org/10.26487/hebr.v5i2.3133.

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Every employee has a career goal he or she wants to achieve. In achieving his or her career, an employee will explore all available opportunities. Career planning is an effort made by individuals in setting goals or achieving desired career goals. This includes activities such as analyzing the abilities possessed, interest in work, values, to identify goals that need to be achieved in supporting the desired career. Looking at the current reality, many companies are experiencing changes caused by the coronavirus pandemic. This problem is felt not only by companies but also by employees because it can hinder their careers. This research is expected to provide insights on individual career planning and the role of organization in career management. This study shows there is a significant relationship between career planning and career management.
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Reshetnikov, Vladimir A., Natan G. Korshever, Anastasiya I. Dorovskaya, and Irina I. Yakushina. "CAREER MANAGEMENT IN MEDICAL ORGANIZATIONS." Kuban Scientific Medical Bulletin 26, no. 1 (March 13, 2019): 131–37. http://dx.doi.org/10.25207/1608-6228-2019-26-1-131-137.

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The aimof this work was to determine the specific characteristics of the career of a physician in medical organizations, as well as to develop organizational and methodological tools for monitoring its success and improving its management.Materials and methods.A retrospective anonymous survey and expert interviews were carried out among administrative medical staff. The state of career management in the field was analyzed, along with the availability of relevant documents in medical organizations.Results.The distinctive characteristics of the career of a physician (goals, principles, predictors of career advancement, types, basic models) have been established. The effectiveness of professional training, differentiated by functions, for managers in medical organizations has been shown. The possibility of changing the duration of modules included into the curriculum of study is substantiated. Evaluation tools have been developed to monitor and facilitate the carrer management of physicians.Conclusions.The results of this study enhance the current understanding of the career of a physician in medical organizations and its management. In addition, a number of applied issues accociated with career management improvement in medical organization can be solved.Conflict of interest: the authors declare no conflict of interest.
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Dissertations / Theses on the topic "Career management"

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Haase, Sandra. "Applying career competencies in career management." Thesis, Coventry University, 2007. http://eprints.worc.ac.uk/525/.

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The thesis critically examines the use of competencies in career management, and introduces career competencies as an approach to sustainable career management. An 87-item measure of career competency (CC) was tested on a sample of 632 individuals from different backgrounds. From this, the Career Competencies Indicator (CCI) was developed. The CCI comprises 43 items, measuring seven subscales: goal setting and career planning, self-knowledge, job-related performance effectiveness, career-related skills, knowledge of (office) politics, networking and mentoring and feedback-seeking and self-presentation. Sub-scale alphas were of acceptable level and the factor structure was replicated with two other samples. The impact of CCs on objective career success (OCS) and subjective career success (SCS) was explored, administering the CCI to a sample of 269 police officers and 110 university employees. SCS was measured using Gattiker and Larwood’s (1986) five SCS scales and Greenhaus, Parasuraman and Wormley’s (1990) career satisfaction scale. OCS was assessed as income and number of promotions. The control variables included personality (Saucier, 1994), career salience (Allen & Ortlepp, 2002) and demographics. Discriminant validity was demonstrated between most of the CCI sub-scales and the personality variables. Above-chance similarity between the CCI sub-scales indicated convergent validity. The CCs contributed to SCS and OCS. For four of the SCS variables, this contribution added to the contribution of the control variables. The CCs further mediated the relationship between career salience and career outcomes. To generalise these results, future work should focus on a longitudinal approach considering a range of organisations. The CCI was used as a framework for informal career discussions with twenty-one police officers. The intervention was highly valued by participants. Behavioural changes were reported three months after the intervention. A pre-post approach found no significant differences in the increase of CCs, SCS and OCS between the control and the intervention group, apart from life success which was reportedly higher for the intervention group. However, the interaction plots showed an increase in CCs, SCS and OCS from time1 to time2 for the intervention group, which reached significance for the OCS and some of the SCS variables. The thesis considers the implications of the present findings and suggests avenues for future work. The role of CCs in dealing with the requirements of the new career realities and different ways of promoting CCs are also considered.
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Evans, Maggi J. "Workplace career conversations : aligning organizational talent management and individual career development?" Thesis, Loughborough University, 2017. https://dspace.lboro.ac.uk/2134/27036.

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PURPOSE. This thesis takes a contextualised stakeholder approach to exploring alignment between organizational talent management and individual career development. The contribution and nature of career conversations as an opportunity for alignment is considered. DESIGN. This qualitative study was conducted in two phases. Phase one involved semi-structured interviews with Human Resources and Organizational Development professionals (n = 30). Phase two involved semi-structured interviews using career narratives with line managers and individuals from five case study organizations which were also involved in phase 1 (n = 40). Data were analysed thematically by stakeholder group and within each case study. LIMITATIONS. The sample used within the study were not selected to be representative. The conversations described by participants may not be representative of all of the conversations they have experienced. The case study organizations were all UK based. FINDINGS. For most HR professionals, talent management was driven by organizational goals with little reference to individual needs, hence, alignment was not a priority for them. In contrast, individuals and line managers described a commitment to seeking overlap between organizational and individual goals, with some line managers describing their role as brokers . Career conversations were seen by all stakeholders as an important part of talent management and career development, with the potential to be a vehicle for alignment. Detailed analysis of the career conversations described by individuals identified a broad range of helpful conversations, the majority of which took place informally. Additional categories of career shaper (from Bosley et al, 2009) were also identified as collaborators and catalysts . A variety of contextual features were found to influence the enactment of talent management and career development. These were summarised as a contextual map indicating local, organisational and environmental dynamics. ORIGINALITY/VALUE. The research reinforced the value of taking a contextualised perspective of both organizational talent and individual career (e.g. Cohen et al 2004; Sparrow, 2014). It also captured the voices of different stakeholder groups (e.g. Collings, 2014; Thunnissen et al, 2013).
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Швіндіна, Ганна Олександрівна, Анна Александровна Швиндина, Hanna Oleksandrivna Shvindina, and O. Y. Eric Etongwe. "Recruitment and career management." Thesis, Видавництво СумДУ, 2012. http://essuir.sumdu.edu.ua/handle/123456789/26628.

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Growth and profitability are permanently engraved in each strategic plan to describe its performance potential.Without growth in turnover to create value and profitability without pay for the capital investment, no salvation. When you are citing the document, use the following link http://essuir.sumdu.edu.ua/handle/123456789/26628
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Alhaddad, Masalek. "Career self-management in ascription culture." Thesis, Brunel University, 2014. http://bura.brunel.ac.uk/handle/2438/8746.

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The main aim of this thesis is to investigate whether theories of career self-management, developed in the USA and Western countries, apply in cultures which are different, such as ascription cultures, giving an example of the Kingdom of Bahrain. Career self-management, here, is conceptualized based on independence and having control in organising career management through setting a strategy and collecting information about career opportunities to achieve personal goals. Although there is increasing emphasis on the ‘new’ career, very few studies offer systematic information about whether careers are perceived in the new or traditional form and which is more appropriate for people in developing countries (for example, the Kingdom of Bahrain). On the other hand, scholars argue that although there is a need for career self-management the notion, yet, lacks critical evaluation where the promoting or limiting factors to its enactment lack research, particularly in developing countries (for example, the Kingdom of Bahrain). The country chosen for study is the Kingdom of Bahrain because its culture is characterised as 'ascription' and no career self-management research has been conducted in this context. The study adopts a qualitative approach to uncover the research questions. The semi-structured interviews are designed to collect and analyse data for two organisations (i.e. EWA and GARMCO) where each organisation’s findings are compared with the other. To cover a fair population and sampling in a country small in size and population, two organisations in two sectors have been selected that are the main sectors in the Kingdom of Bahrain which consist of large workforce populations. Each organisation encompasses 19 managers from different departments and one Human Resources manager (total of 20 managers in each case). The forty managers from the two sectors are randomly selected, taking into consideration the managers’ occupations and functions.
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Young, B. A. "Career development in construction management." Thesis, University of Manchester, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.335722.

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Zhou, Wenni. "Build : The Pathway of Career Management." Research Showcase @ CMU, 2014. http://repository.cmu.edu/theses/78.

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Career management is not a singular event but a continuing process that includes establishing self-awareness, building skills and finally implementing plans to achieve career goals. Though today the activity of career management is supported by various technologies and services, the information gap between job seekers and companies still situates job seekers in a grey box: job seekers’ needs of learning about industries, learning about companies and getting specific career suggestions are yet to be supported by the current information system. The intention of this thesis is to examine different types of job seekers as well as their concerns, study how well the current tools or services are helping them in different ways, and finally create a design solution that can fulfill job seekers’ hidden needs, empowering job seekers’ career management activities in a long run. I dived into the multiple levels of challenges that job seekers face. My research included literature reviews, interviews, surveys, competitive analysis and speed dating. Corresponding to the problems I identified, my solution is a platform that enables job seekers to get insights of industry and company, and that supports job seekers with personally tailored career advice from senior employees by means of career mentorship.
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Alston, Linda-Anne. "Career management strategies of part-time lecturers in Humanities." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/24768.

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There is a global trend towards using part-time lecturers to reduce unit labour costs and raise institutional efficiency. At the same time there is pressure on academics to develop their skills in an academic career path. The use of part-time lecturers is a recognised phenomenon at the University of Pretoria. This study set out to determine how part-time academics in Humanities manage and sustain their careers. The conceptual framework for this study juxtaposes key aspects of the part-time academic career with features of the traditional career model on the one hand, and those of the boundaryless and protean career on the other. This study was undertaken as a quantitative survey designed for self-completion. The aim was to describe trends in the data provided about the sample. It was found that the boundaryless and protean career models have relevance in describing the careers of part-time academics in Humanities. These lecturers measure career success by accumulated knowledge, a developed skills portfolio as well as psychologically meaningful work leading to an inner feeling of achievement. They respond to the tenuous nature of their employment situation by working across organisational boundaries and developing networks of career contacts, so as to sustain a career. Aspects that are not conducive to a part-time academic career such as early career stage, experience of positional insecurity and lack of inclusion into the collegium were identified. Those aspects that support a part-time academic career are flexibility and work-family balance. Recommendations for improvements at individual and institutional level were drawn from current literature and relevant research findings. These include the need for institutional planning, inclusion of part-time lecturers into the collegium, investment in the part-time human resource and consideration of improved contractual arrangements. Part-time lecturers need to invest in their transferable skills and maintain a career network as part of a planned strategy for obtaining their career objectives. They may need to function in boundaryless fashion in multiple positions. The significant priority accorded by respondents to the accumulation of knowledge and the development of skills may hold a key to a mutually beneficial work relationship between the institution and these part-time lecturers.
Dissertation (MEd)--University of Pretoria, 2010.
Education Management and Policy Studies
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Gruner, Jana [Verfasser]. "An investigation of antecedents and consequences of career choice and career advancement / Jana Gruner." Magdeburg : Universitätsbibliothek Otto-von-Guericke-Universität, 2019. http://d-nb.info/1219966452/34.

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Riordan, Sarah. "Career psychology factors as antecedents of career success of women academics in South Africa." Doctoral thesis, University of Cape Town, 2007. http://hdl.handle.net/11427/5873.

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The difference in career success among male and female academics is welldocumented and a number of qualitative studies have offered explanations about the challenges faced by women academics. This study provided an empirical investigation into the relationship between selected career psychology variables and the career success of women academics in South Africa. This research employed organisational theory to explain career success. The impact of work centrality, motivation, career anchors and self-efficacy on career success was examined. Care-giving responsibility was included as a moderating variable on work centrality. The examination of career theory and the testing of these particular career variables in relation to the career success of academic women have not been conducted before in South Africa. Other studies in the field have typically been qualitative in nature or have focused on explanations why women are often unsuccessful in academia. Those few studies that address success amongst academic women have been conducted outside of South Africa and thus offer findings from a different context. This study builds on this previous body of knowledge by examining the constructs empirically.
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Dingle, Caroline Elisabeth. "Career expectations and aspirations of management students /." Title page, contents and abstract only, 1993. http://web4.library.adelaide.edu.au/theses/09AR.PS/09ar.psd584.pdf.

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Books on the topic "Career management"

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Greenhaus, Jeffrey H. Career management. 4th ed. Thousand Oaks: Sage Publications, 2010.

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Greenhaus, Jeffrey H. Career management. 4th ed. Thousand Oaks: Sage Publications, 2010.

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Greenhaus, Jeffrey H. Career management. 4th ed. Thousand Oaks, Calif: Sage Publications, 2009.

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Reznik, Semen, Aleksey Chernicov, Ol'ga Sazykina, Irina Igoshina, Vladimir Bondarenko, and Vladimir Dorofeev. Career management. ru: INFRA-M Academic Publishing LLC., 2023. http://dx.doi.org/10.12737/1898406.

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The technologies of managing their own professional career are considered, which allow junior students to actively engage in the educational process and practical activities, to get a prestigious job even during their studies at the university. Special attention is paid to the effective use of their abilities and time, managing their own career and work behavior in the organization. Meets the requirements of the federal state educational standards of higher education of the latest generation. For undergraduate students of higher educational institutions studying in the areas of training "Management", "Personnel Management", "State and municipal Management", as well as other areas of training.
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A, Callanan Gerard, and Godshalk Veronica M, eds. Career management. 3rd ed. Fort Worth: Dryden Press, 2000.

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Forsyth, Patrick. Career management. Oxford, U.K: Capstone Pub., 2002.

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Career management. Chicago: Dryden Press, 1987.

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Career management. 2nd ed. Fort Worth: Dryden Press, 1994.

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A, Callanan Gerard, and Godshalk Veronica M, eds. Career management. 3rd ed. Mason, OH: South-Western Cengage Learning, 2007.

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Total career management: Strategies for creating management careers. London: McGraw-Hill, 1992.

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Book chapters on the topic "Career management"

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Maitlis, Sally. "Career Management." In The Experience of Managing, 19–30. London: Palgrave Macmillan UK, 1999. http://dx.doi.org/10.1007/978-1-349-27328-7_3.

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Yu, Po L., and Carl A. Scupin. "Career Management." In Forming Winning Strategies, 347–74. Berlin, Heidelberg: Springer Berlin Heidelberg, 1990. http://dx.doi.org/10.1007/978-3-642-61295-4_13.

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Wang, Mo, Yanjun Guan, and Yanran Fang. "Career management." In Career psychology: Models, concepts, and counseling for meaningful employment., 435–66. Washington: American Psychological Association, 2023. http://dx.doi.org/10.1037/0000339-021.

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Thompson, Neil. "Career planning." In People management, 174–82. London: Macmillan Education UK, 2013. http://dx.doi.org/10.1007/978-1-137-30845-0_17.

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Carbery, Ronan. "Career Development." In Human Resource Management, 159–75. London: Macmillan Education UK, 2013. http://dx.doi.org/10.1007/978-1-137-00938-8_10.

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Lawrence, Ian. "Career development." In Football Club Management, 120–29. Abingdon, Oxon ; New York : Routledge, [2018] | Series: Routledge research in football; 4: Routledge, 2018. http://dx.doi.org/10.4324/9781315519173-9.

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Carbery, Ronan, and David McKevitt. "Career Development." In Human Resource Management, 187–205. London: Macmillan Education UK, 2019. http://dx.doi.org/10.1057/978-1-352-00403-8_10.

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Steinhardt, Gabriel. "Product Management Career." In Management for Professionals, 113–30. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-49998-7_12.

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Nowakowski, Christine. "Successful Career Management." In Careers in Food Science: From Undergraduate to Professional, 135–51. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-14353-3_13.

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Baruch, Yehuda. "Career Management Practices." In Handbook of Top Management Teams, 134–46. London: Palgrave Macmillan UK, 2010. http://dx.doi.org/10.1057/9780230305335_15.

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Conference papers on the topic "Career management"

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Szabó-Bálint, Brigitta. "Organizational Career Development Versus Employee’s Career Needs in Hungary." In 24th International Scientific Conference Strategic Management and Decision Support Systems in Strategic Management. University of Novi Sad, Faculty of Economics in Subotica, 2019. http://dx.doi.org/10.46541/978-86-7233-380-0_35.

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Liu, Bing, and Xiaoyan Yu. "Youth Staff Career Management." In 2009 International Conference on Management and Service Science (MASS). IEEE, 2009. http://dx.doi.org/10.1109/icmss.2009.5303759.

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Antoshkin, V. N. "Youth Career Guidance Management." In Humanistic Practice in Education in a Postmodern Age. European Publisher, 2020. http://dx.doi.org/10.15405/epsbs.2020.11.8.

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Saraswati, Sinta, Edwindha Prafitra Nugraheni, Edwindhana Mareza Putra, and Giri Harto Wiratomo. "Career Competence and Career Engagement: The Mediating Roles of Career Adaptability." In 11th Annual International Conference on Industrial Engineering and Operations Management. Michigan, USA: IEOM Society International, 2021. http://dx.doi.org/10.46254/an11.20210636.

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Diana Purba, Sylvia, Efendi, and Bella Carissa. "Career Adaptability Mediates Career Management and Organizational Support to Improve Career Success." In 4th Sriwijaya Economics, Accounting, and Business Conference. SCITEPRESS - Science and Technology Publications, 2018. http://dx.doi.org/10.5220/0008440103470355.

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Mallafi, Hadary, and Dwi H. Widyantoro. "Prediction modelling in career management." In 2016 International Conference on Computational Intelligence and Cybernetics (CYBERNETICSCOM). IEEE, 2016. http://dx.doi.org/10.1109/cyberneticscom.2016.7892560.

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Modić Stanke, Koraljka, Dario Galešić, and Darja Maslić Seršić. "SERVICE-LEARNING SUPPORTING CAREER MANAGEMENT." In 14th annual International Conference of Education, Research and Innovation. IATED, 2021. http://dx.doi.org/10.21125/iceri.2021.0551.

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Li, Chunlin, and Qisheng He. "Career Counseling Techniques Based on Career Chaos Theory." In 3rd International Conference on Economics, Management, Law and Education (EMLE 2017). Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/emle-17.2017.46.

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Wahyuni, Purbudi, and Pribadi Widyatmojo. "Dual Career Couple." In International Conference on Business, Economy, Entrepreneurship and Management. SCITEPRESS - Science and Technology Publications, 2019. http://dx.doi.org/10.5220/0009959104120423.

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Soares, Joana, and Maria do Céu Taveira. "THE ROLE OF PROTEAN CAREER ATTITUDES IN CAREER SELF-MANAGEMENT BEHAVIORS." In 16th International Technology, Education and Development Conference. IATED, 2022. http://dx.doi.org/10.21125/inted.2022.1393.

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Reports on the topic "Career management"

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DEPARTMENT OF THE ARMY WASHINGTON DC. Civilian Personnel: Career Management. Fort Belvoir, VA: Defense Technical Information Center, December 2001. http://dx.doi.org/10.21236/ada402448.

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DEPARTMENT OF THE ARMY WASHINGTON DC. Civilian Personnel: Career Management. Fort Belvoir, VA: Defense Technical Information Center, December 2001. http://dx.doi.org/10.21236/ada402767.

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Sapp Nelson, Megan. Early Career Faculty Data Management Workshop Materials. Purdue University, April 2015. http://dx.doi.org/10.5703/1288284315525.

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Singley, John, John Brill, and Karla Allred. PM Training: Project Management Career Development and Training: Course Directory,. Fort Belvoir, VA: Defense Technical Information Center, January 1996. http://dx.doi.org/10.21236/ada319425.

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Cao, Larry, Rebecca Fender, and Ryan Munson. The Future of Work in Investment Management: The Future of Skills and Learning. CFA Institute, July 2022. http://dx.doi.org/10.56227/22.1.7.

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This report identifies gaps between the supply and demand for skills, outlines strategies for career development, and proposes structural changes to investment teams to better leverage diverse talent.
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Sanchez, Theresa L. Air Force Intelligence Surveillance and Reconnaissance Officer and Civilian Career Force Management for the 21st Century. Fort Belvoir, VA: Defense Technical Information Center, February 2009. http://dx.doi.org/10.21236/ada540007.

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Galing, Steven E. Over-Representation in the U.S. Army of Minorities and Women in Career Management Fields (CMF's) 1971, 1976, 1977, and 1994. Fort Belvoir, VA: Defense Technical Information Center, May 1991. http://dx.doi.org/10.21236/ada237314.

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Malhoa, Sara, Hugo Sarmento, João Lameiras, and António Rosado. Dual Careers – reconciling sporting and academic success: systematic review of the literature. INPLASY - International Platform of Registered Systematic Review and Meta-analysis Protocols, May 2023. http://dx.doi.org/10.37766/inplasy2023.5.0032.

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Review question / Objective: A systematic review carried out intends to carefully analyze the literature on the relationship between demographic and psychosocial determinants and the conciliation of studies with sports life. It aims to analyse, synthesize and update existing research on career management and development, namely, the dual careers of high-performance sports athletes who, at the same time, attend secondary education, starting from the research question - What is the profile of European students-athletes who simultaneously practice high performance sport and study in secondary education?. Condition being studied: The educational experience facilitates sports development and the skills trained in a sports context are transferable to the world of education and work. Being an elite athlete becomes more and more demanding as the number of training hours increases (20-30h/week) and the frequency of competitions, which has immediate implications for lifestyle and time management, requiring greater effort and commitment to fulfill your role as a student and athlete. Succeeding in both careers is highly demanding and challenging.
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Beaulieu, Stace E., Karen Stocks, and Leslie M. Smith. FAIR Data Training for Deep Ocean Early Career Researchers: Syllabus and slide presentations. Woods Hole Oceanographic Institution, February 2024. http://dx.doi.org/10.1575/1912/67631.

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It is essential for our next generation of leaders in deep ocean observing to gain knowledge and skills in research data management, including how to make data FAIR - Findable, Accessible, Interoperable, and Reusable. This educational package was developed as a virtual workshop series for Deep Ocean Early career Researchers (DOERs) with content tailored for the Deep Ocean Observing Strategy (DOOS), an international network of deep ocean observing, mapping, exploration, and modeling programs endorsed as a UN Ocean Decade Programme. Modules step through the research data lifecycle, starting with 1 “Foundational Practices for FAIR Data,” 2 “Collaborating in the Research Data Lifecycle,” 3 “Best Practices in the Ocean Sciences,” and concluding with 4 “The “R” in FAIR data lifecycle: Reusable data.” This package includes the syllabus which shows the schedule for delivery of the workshop series as well as an overview of content and learning objectives. There are no prerequisites to participate in this course. The training was delivered in English; recordings were provided ahead of the virtual sessions and a live transcript was implemented during the sessions to improve accessibility.
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Kim, Ann Y., Tyler Reeb, Jaylee Jordan, and Youngjin Song. Curriculum Evaluation of the Academy of Global Logistics Program: Connections to STEM Education. Mineta Transportation Institute, June 2023. http://dx.doi.org/10.31979/mti.2023.2246.

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The Academy of Global Logistics (AGL) is a career technical education program developed in collaboration with the Port of Long Beach and the Long Beach Unified School District and with support from the Center for International Trade and Transportation. Students enrolled in the program, implemented at a high school in Long Beach, CA, learn global logistics and supply chain management over the course of their high school career. The program culminates in a capstone project that is evaluated by industry leaders. This research project applies qualitative coding methods to find connections between the AGL curriculum and CA mathematics and science curriculum standards and AGL curriculum and project-based learning. The project’s findings identified that the AGL curriculum provided students with numerous opportunities to engage in mathematics and science practices in a project-based learning environment. Recommendations for policymakers and higher education institutions are discussed in order to advocate for best practices to serve California's youth.
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