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Relevant bibliographies by topics / Office of Career Development and Placement

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Academic literature on the topic 'Office of Career Development and Placement'

Author: Grafiati

Published: 14 December 2022

Last updated: 28 January 2023

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Journal articles on the topic "Office of Career Development and Placement"

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Fachriansyah, Jamiah Dan. "STUDI TENTANG PRINSIP – PRINSIP PENEMPATAN PEGAWAI PADA DINAS PERUMAHAN DAN PEMUKIMAN KABUPATEN KUTAI TIMUR." DEDIKASI 22, no. 1 (June 7, 2021): 53. http://dx.doi.org/10.31293/ddk.v22i1.5573.

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In this study, using data collection techniques with library research, field studies, namely by collecting data through observation, documentation, and interviews to obtain clearer information in accordance with what is needed in the study. describe the principles of assigning employees to the Settlement and Housing Office of East Kutai Regency and to find out the inhibiting factors faced in the principles of assigning employees to the Settlement and Housing Office of East Kutai RegencyOne of the main principles of placing an employee in a position is placing the right person in the right place (The Right Man In The Right Place). However, in reality the placement of a person's position is often incorrect in their placement, as in the East Kutai Regency Settlement and Housing Office, some of the highest positions held by some of its employees do not comply with the appropriate educational standards. Taking into account the limitations of the writer's ability and time, this study focuses on the principles of assigning employees on this basis. It is hoped that employees will be more motivated to do their jobs in order to obtain new positions and assignments through an organized and healthy career development system so that a government apparatus and organization is formed. accountable and qualified.In conclusion, the principles of employee placement have been implemented quite well, but there are still obstacles in their implementation. This is evidenced by the presence of several employees who are not placed in accordance with predetermined criteria.

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Lindsay, Sally, and Hiba Ahmed. "School and Employment-Related Barriers for Youth and Young Adults with and without a Disability during the COVID-19 Pandemic in the Greater Toronto Area." Adolescents 1, no. 4 (October 20, 2021): 442–60. http://dx.doi.org/10.3390/adolescents1040034.

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Purpose: Youth and young adults are particularly vulnerable to the socio-economic impacts of Coronavirus Disease (COVID-19). The purpose of this study was to explore barriers to school and employment for youth with and without a disability during the pandemic. Methods: This qualitative comparison study involved in-depth interviews with 35 youth and young adults (18 with a disability; 17 without), aged 16–29 (mean age 23). An interpretive, thematic analysis of the transcripts was conducted. Results: Our findings revealed several similarities and some differences between youth and young adults with and without disabilities regarding barriers to school and employment during the COVID-19 pandemic. Key themes related to these barriers involved: (1) difficult transition to online school and working from home (i.e., the expense of setting up a home office, technical challenges, impact on mental health), (2) uncertainty about employment (i.e., under-employment, difficult working conditions, difficulty finding work, disability-related challenges) and (3) missed career development opportunities (i.e., canceled or reduced internships or placements, lack of volunteer opportunities, uncertainties about career pathway, the longer-term impact of the pandemic). Conclusion: Our findings highlight that youth and young adults with disabilities may need further support in engaging in meaningful and accessible vocational activities that align with their career pathway.

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Egido Gálvez, Inmaculada, Rosario Cerrillo Martiín, and Asunción Camina Durantes. "La inclusión social y laboral de las personas con discapacidad intelectual mediante los programas de empleo con apoyo. Un reto para la Orientación." REOP - Revista Española de Orientación y Psicopedagogía 20, no. 2 (January 28, 2014): 135. http://dx.doi.org/10.5944/reop.vol.20.num.2.2009.11446.

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RESUMEN El empleo con apoyo constituye actualmente una de las estrategias más prometedoras para la inserción laboral de las personas con discapacidad. Este artículo sintetiza un proyecto de investigación en el que se ha implementado y evaluado un Programa de formación para la inserción laboral de jóvenes con discapacidad intelectual desarrollado en el ámbito universitario. Se describen los principales rasgos del Programa y se presentan sus resultados más relevantes. A lo largo del texto, se pone de manifiesto cómo un núcleo esencial del éxito de este tipo de experiencias es la realización de un trabajo sistemático de orientación personal y profesional en todas las fases del proceso. ABSTRACT Nowadays, supported employment is one of the most promising strategies in order to achieve the labour inclusion of people with disabilities. This article summarises a research project that includes the implementation and evaluation of a Training Program which is aimed at the job placement of young people with intellectual disability developed in a university context. The text describes the main characteristics of the Program, that it is dedicated to prepare 16 intellectually disabled young to occupy labour positions as secretary’s office and office boy. Due to the fact that the training is done in a uni‐ versity environment, the program allows the students to use the premises and the university services to do both the curricular activities and the leisure activities. The main content of the article shows the most relevant achievements of the experience. The results were collected through a systematic evalua‐ tion process based in questionnaires applied to the young participants in the Program, to their families and to teachers, in interviews answered by the university students that collaborate in the Program and in the analysis of the diaries of experiences of the disabled young participating in the Program. Besides the increase of their labour expectations and the improvement of their self-esteem as a consequence of their participation in the program, it can be showed how the development of the Program inside of the university gives additional advantages to the students and also to the university community. It is important to highlight that along the text it is expressed that the delivery of personal and career guidance in every stage of the process is one of the keys to the success of this kind of experiences.

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Papakota, Aikaterini. "Career counselling development." Industry and Higher Education 30, no. 5 (September 12, 2016): 327–33. http://dx.doi.org/10.1177/0950422216664422.

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Promoting the use of new technologies in the career counselling process, the Career Services Office of the Aristotle University of Thessaloniki has developed an easy-to-use career counselling guide containing multimedia applications. The purpose of this career guide, called ‘Career Counseling@Career Office of Aristotle University of Thessaloniki’, is to support students and graduates in the development of their professional skills using interactive exercises and self-presentation sample tools. It also contains, in written and/or visual form, career information, success stories of fellow students and graduates and videos with advice and tips from human resources managers, recruiters and academic staff. The sections of the electronic guide are organized as ‘stations’ that may help the student or graduate in career decision-making, planning and organizing job searches in Greece and abroad, identifying training opportunities and achieving career goals in general. This innovative application is used in combination with personal and group career counselling services. This article explains the rationale for the application in terms of its usage and the expanded functionality it offers career counsellors in higher education institutions.

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Crites, John O. "A Place for Placement in Career Development." Contemporary Psychology: A Journal of Reviews 33, no. 2 (February 1988): 153. http://dx.doi.org/10.1037/025418.

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Maulidiyah, Nailin Nikmatul, Moh Samsul Arifin, and Dian Ary Setyawan. "The Role of Discipline and Career Development in Improving Employee Work Achievement." Jambura Science of Management 3, no. 1 (January 14, 2021): 20–25. http://dx.doi.org/10.37479/jsm.v3i1.6907.

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This study aims to analyze the effect of discipline and career development on employee work achievement at PT. Bank Syariah Mandiri Jember Brach office. The population in this study is permanent employees at PT. Bank Syariah Mandiri Jember Brach office which numbered 54 employees. The analytical tool used in this study is multiple linear regression analysis to test the effect of the independent variable on the dependent variable. The results showed that the disciplinary significantly influence work achievement at PT. Bank Syariah Mandiri Jember Brach office. Career development significantly influenced work achievement at PT. Bank Syariah Mandiri Jember Branch Office. Simultaneously, discipline and career development significantly influenced work achievement at PT. Bank Syariah Mandiri Jember Branch Office. Keyword: Discipline; Career Development; Work Achievement

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Helda Marini and Evi Susanti Tasri. "PENGARUH MANAJEMEN BAKAT, MANAJEMEN PENGETAHUAN, PENILAIAN KINERJA, KEPRIBADIAN DAN KREATIVITAS TERHADAP PENGEMBANGAN KARIR PEGAWAI KANTOR KEMENTERIAN AGAMA KABUPATEN PADANG PARIAMAN." CEMERLANG : Jurnal Manajemen dan Ekonomi Bisnis 2, no. 3 (August 19, 2022): 29–43. http://dx.doi.org/10.55606/cemerlang.v2i3.229.

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This study aims to determine the effect of Talent Management, Knowledge Management, Performance Assessment, Personality, and Creativity on the Career Development of the Ministry of Religion's Office employees, Padang Pariaman Regency. The population in this study were all employees the Ministry of Religion, Padang Pariaman Regency, with as many as 62 people. By using the Multiple Linear Regression method. The results of this study indicate that talent management has a positive influence on employee career development at the Office of the Ministry of Religion of Padang Pariaman Regency, Knowledge management has a positive influence on the career development of employees of the Ministry of Religion Office of Padang Pariaman Regency, Performance appraisal has a positive influence on employee career development. Office of the Ministry of Religion of Padang Pariaman Regency, Personality has a positive influence on the career development of employees of the Office of the Ministry of Religion of Padang Pariaman Regency, Creativity has a positive influence on the career development of employees of the Office of the Ministry of Religion of Padang Pariaman Regency.

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Mulyati, Tatik, and Saraswati Budi Utami. "EFFECT of COMPETENCE, WORK PLACEMENT and ACHIEVEMENT on CAREER DEVELOPMENT (Study at BPN Madiun Municipality )." Capital: Jurnal Ekonomi dan Manajemen 3, no. 1 (September 5, 2019): 35. http://dx.doi.org/10.25273/capital.v3i1.5062.

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<p>The success of the organization in achieving its goals is supported by internal and external factors. To realize employee career development, the internal side must first receive attention. This study aims to determine the effect of competence, work placement and performance on the career development of employees of the National Land Agency (BPN) of Madiun City.The research method used is quantitative descriptive. The data used are primary data through questionnaires and secondary data. The population in this study were all permanent employees of 40 people. The research variable consists of independent variables, namely competence, work placement and performance, and the dependent variable is employee career development. Variables measured by Likert scale and data analysis techniques using multiple linear regression. Hypothesis testing uses t test and F test. The results of the study concluded that: 1) Competence affects employee career development; 2) Job placement does not affect employee career development; 3) Performance affects the career development of BPN employees in Kota Madiun.<br />Keywords: competence, work placement, work performance, career development</p>

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Baturo, Alexander. "Democracy, Development, and Career Trajectories of Former Political Leaders." Comparative Political Studies 50, no. 8 (November 9, 2016): 1023–54. http://dx.doi.org/10.1177/0010414016666835.

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One of the obstacles to democratic development is the reluctance of political leaders to leave office. This article argues that alongside democratic constraints and accountability, leaders’ career concern—specifically, the possibility of post-tenure careers—is an important factor behind their rotation in office. While literature exists about leaders’ exit and fate, we lack a systematic understanding of their careers and whether former rulers retire, remain in politics, or pursue civil service, business, international, or non-profit careers after leaving office. Drawing on the new data on the prior- and post-tenure occupations of leaders from 1960 to 2010, the article explains how democracy, personal background, and the economy influence what ex-leaders can do, and why. In turn, over time the post-tenure careers of prior rulers may strengthen the precedent behind the institutional routinization of the rotation in office norm—an important component of democratic consolidation.

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Wahyuli, Dedek, Hamdi Harmen, and Halimatussakdiah. "The Effect of Career Development and Employee Involvement on Employee Performance through Job Satisfaction as a Mediation Variable at the Aceh Population Registration Office." International Journal of Scientific and Management Research 05, no. 10 (2022): 99–110. http://dx.doi.org/10.37502/ijsmr.2022.51008.

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This study aims to examine the career development and employee involvement contribution to employee performance through job satisfaction at the Aceh Population Registration Office. The population is Aceh Population Registration Office employees with a total of 81 people. The number of respondents was determined by the census method where the entire population members were the respondents in this study. Data were collected by distributing questionnaires. Data were analyzed using SEM-AMOS. The results reveal that in Aceh Population Registration Office the career development, employee involvement, satisfaction, and the employee performance are good, career development affects satisfaction, involvement affects satisfaction, career development affects the Office's employee performance, employee involvement affects the Office's employee performance, satisfaction affects the Office's employee performance, career development affects the Office's employee performance through satisfaction, and involvement affects the Office’s employee performance through Satisfaction. The findings also explain satisfaction as a partial mediator in the model. The result explains the employee performance improvement model of the Aceh Population Registration Office is a function of increasing satisfaction based on career development and employee involvement.

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Dissertations / Theses on the topic "Office of Career Development and Placement"

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Moore, Margaret. "Examining the reading proficiency of office workers." Thesis, This resource online, 1994. http://scholar.lib.vt.edu/theses/available/etd-06232009-063359/.

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Jones, Eric K. "An investigation of the effectiveness of a linear video in informing Kutztown University students of job-search resources and strategies in a career placement office." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1995. http://www.kutztown.edu/library/services/remote_access.asp.

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Thesis (M.S.)--Kutztown University of Pennsylvania, 1995.
Source: Masters Abstracts International, Volume: 45-06, page: 2711. Typescript. Abstract appears on leaves 2-3. Includes bibliographical references (leaves 65-67).

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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.

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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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Williams, Courtney D. "Green Jobs Training and Placement: A Case Study of the Oakland, California, Green Jobs Corps." University of Cincinnati / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1299617808.

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Jansson, von Vultée Pia. "Physicians' work environment and health : a prospective controlled intervention study of management development programs targeting female physicians /." Uppsala : Acta Universitatis Upsaliensis : Univ.-bibl. [distributör], 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-4144.

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Hauser, Douglas E. "The historical development of the Career Services Office at the University of Wisconsin-La Crosse from 1965 to 1985 /." 1986. http://digital.library.wisc.edu/1793/22360.

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Mkhize, Thobekile Octavia. "Learning opportunities offered to office management and technology students during work integrated learning and the implications for the curriculum." Thesis, 2017. http://hdl.handle.net/10321/2926.

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Submitted in fulfillment of the requirements of the Master of Management Sciences in Administration and Information Management, Durban University of Technology, Durban, South Africa, 2017.
The secretarial/administrative profession is faced with the challenge of rapid advancement in office technology, organisational restructuring and changes in the global economy. This challenge does not only affect employees who are already working as secretaries/administrative staff in the workplace, it also affects institutions of higher education and students who are studying towards an administrative profession. This requires both the institutions of higher education and industry to better prepare students to meet the requirements of the workplace. Given this background, this study examines the current status of the Office Management and Technology curriculum to discover whether it meets the demands of the workplace. The study also investigates learning opportunities offered to Office Management & Technology (OMT) students during Work-integrated Learning (WIL) and the implications for the curriculum, with the aim of improving both classroom learning and workplace learning, and to suggest improvements in the OMT curriculum in Universities of Technology (UoTs). This study investigates and provides information on the skills, attributes and competencies OMT graduates are required to possess in the 21st century world of work. It therefore provides the departments of office technology in UoT’s with an in-depth study of the strengths and weaknesses of their current curriculum so that improvement can be implemented wherever necessary. This study is a case study that involves Mangosuthu University of Technology (MUT) and Durban University of Technology (DUT). The method used was very largely a quantitative method because it was based purely on questionnaires, however, there was a small qualitative element which grew up on the open ended questions. The qualitative questions were used to provide participants with an opportunity to express their own opinions and to clarify the quantitative data within the questionnaire. The study utilised two sets of questionnaires which were distributed to two different groups within the targeted population – to industry supervisors who supervise OMT students at DUT and MUT, and to third year OMT students from MUT who underwent work integrated learning in 2015. The study shows that the current OMT curriculum is reasonably well in line with core industry needs. However, there was evidence that improvement is needed in both classroom learning and in workplace learning. The study also revealed new skills and attributes that need to be incorporated in OMT curriculum in order to be more responsive and relevant in the 21st century world of work. The study recommends that the Office Management and Technology curriculum should be reviewed regularly and that both university and industry should play a significant role in better preparing students to meet the requirements of the workplace.
M

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Van, Niekerk Zelna. "A pilot study : participation opportunities for persons with disabilities in training interventions in a public service department / Zelna van Niekerk." Thesis, 2011. http://hdl.handle.net/10394/10587.

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Persons with disabilities face several barriers in their everyday lives and are often unable to participate fully in society or to reach their full potential. They often have little or no exposure to formal schooling or education, which means that they can only be employed at entry-level positions in organisations. When employed, they are often not nominated to attend any training interventions because of the logistical arrangements that need to be made to accommodate them. The central problem investigated in this research study was whether persons with disabilities were equally exposed to training interventions and opportunities in the Department of Trade and Industry (dti) and the Companies and Intellectual Property Registration Office (CIPRO) as persons without disabilities. In other words, were they equally advanced in terms of skills development as envisaged by the JobAccess Strategy (the Strategic framework on the recruitment, employment and retention of persons with disabilities in the public service) and does this empowerment help redress past discriminatory practices? If not, what can the dti and CIPRO do to change this situation (2008:2) The JobAccess Strategy was approved by the South African Cabinet in November 2008. This strategy wanted to create a public service that can not only accommodate persons with disabilities as employees, but also advance them in terms of skills development. This study therefore aimed to determine whether persons with disabilities were equally exposed to training interventions in the dti and CIPRO as persons without disabilities; and whether persons with disabilities were equally advanced in terms of skills development as envisaged by the JobAccess Strategic Framework. Furthermore, the researcher aimed to determine to what extent the dti and CIPRO develop employed persons with disabilities in order to address their disadvantaged position by virtue of the discrimination they suffered in the past and, finally, the researcher made some recommendations to the management of the dti and CIPRO regarding the empowerment of persons with disabilities through training and development opportunities. In an effort to study this topic and accomplish the aims of the research project, a comprehensive literature review of recent and relevant literature sources available on the researched topic was conducted. The literature review included reference sources and the relevant legislation, as well as relevant information identified by means of electronic search engines. Special attention was given to defining important terms, such as disability, education, training and development, as well as to understanding the concept of disability by looking at different types and causes of disability. The researcher then gathered specific data on the dti and CIPRO from the following source documents: annual reports, work place skills plans, and annual training reports; and from individual interviews with the identified participants. Qualitative data were collected through individual interviews with staff members with disabilities and observations recorded by the researcher during the interviews. This was done in an attempt to gather first-hand data in a confidential, safe environment where interviewees could be honest and at ease. Broadly considered, the findings of the study were that the participants with disabilities employed in the two entities studied, were mainly exposed to repetitive, low-level training that would lead to little or no career advancement. A comparison of the percentage of trained employees with disabilities with their trained colleagues without disabilities also showed an unequal distribution. Based on the research findings, various recommendations were made with a view to improve the training opportunities of employees with disabilities in the dti and CIPRO. These recommendations included changes to the relevant policies and practices to ensure equal employment practices and developmental opportunities for all employees.
MEd (Training and Development), North-West University, Potchefstroom Campus, 2012

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Rogic, Novak, Trish Rosseel, Cindy Underhill, and Elizabeth Walker. "Digital tattoo: highly visible and hard to remove." 2009. http://hdl.handle.net/2429/12522.

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BACKGROUND—Over 25,000 UBC students over the age of 18 have a Facebook account. The Digital Tattoo Project’s goal is to help these and other students become aware of their rights and responsibilities as creators and consumers of digital information in their personal, academic and professional lives. PRESENTATION—This Digital Tattoo presentation was one of several presentations delivered at the Canadian e-Learning Conference Program 2009 held on June 17-19, 2009 at the University of British Columbia. For more information, please visit the Canadian e-Learning Conference Program 2009 website at: http://celc.sites.olt.ubc.ca/.

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Books on the topic "Office of Career Development and Placement"

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Knapp, Lila. CAPS, career ability placement survey: Technical manual. San Diego, Calif: Edits, 1992.

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Edna, Szymanski, and Parker Randall M. 1940-, eds. Work and disability: Issues and strategies in career development and job placement. Austin, Tex: Pro-Ed, 1996.

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San Francisco (Calif.). Office of the Controller. Audits Division. Mayor's Office of Community Development: Career Resources Development Center, Inc., mismanaged government funds. San Francisco: Office of the Controller, 2002.

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Forsyth, Patrick. Kickstart your corporate survival: The complete guide to active career management. Hoboken, N.J: Capstone Pub./John Wiley, 2003.

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Robert, Pasewark William, and White Bonnie Roe, eds. Annotated teacher's edition: The office procedures and technology. 3rd ed. Cincinnati, Ohio: South-Western Pub., 1998.

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Zhi chang hui yan. Xianggang: Tian di tu shu you xian gong si, 2012.

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Oliverio, Mary Ellen. The office: Procedures and technology. 6th ed. Mason, Ohio: South-Western, Cengage Learning, 2013.

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Watson, Charles E. What smart people do when dumb things happen at work: Tips for solving real-world work problems. New York: Barnes & Noble Books, Inc. by arrangement with Career Press, 2001.

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Reach your goals in spite of the old boy network: A guide for African American employees. Edgewood, MD: M.E. Duncan, 1990.

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Osgoode Hall Law School. Career Services Office. 2003 Career guide: For Osgoode students at all stages of their career development - Osgoode Hall Law School of York University, Career Services Office. [Downsview, Ont.]: The Office, 2003.

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Book chapters on the topic "Office of Career Development and Placement"

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Athanasou, James A. "Job Placement." In Promoting Career Development after Personal Injury, 181–91. Rotterdam: SensePublishers, 2017. http://dx.doi.org/10.1007/978-94-6300-836-5_10.

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Khansha, L., and D. Indiyati. "The effect of career development and physical work environment on job satisfaction of millennial generation employees (a case study of BPJS Ketenagakerjaan Sumbagut Regional Office): A research framework." In Sustainable Future: Trends, Strategies and Development, 186–89. London: Routledge, 2022. http://dx.doi.org/10.1201/9781003335832-47.

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Baum-Talmor, Polina. "Careers at Sea: Exploring Seafarer Motivations and Aspirations." In The World of the Seafarer, 51–63. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-49825-2_5.

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AbstractNowadays, in the era of flexible and precarious employment, the concept of a ‘career for life’ in one organisation appears to be redundant, as most employees in the global labour market do not have permanent employment (ILO, World employment and social outlook: the changing nature of jobs. Geneva: International Labour Office, 2015). This chapter focuses on the shipping industry as an example of a global industry that employs over a million seafarers (BIMCO, Manpower 2005 update: the worldwide demand for and supply of seafarers. Warwick: Warwick Institute for Employment Research, 2015) as their main labour force in what could termed flexible employment. The chapter explores the idea of having a ‘career’ within the precarious shipping industry by focusing on the reasons for joining, staying, and leaving a seafaring occupation. The chapter is based on existing literature, and on recent data that was collected as part of a study on seafarers’ career development.

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Sakkaravarthi, K., and S. Thanuskodi. "Role of Libraries in Career Development Among the Students." In Advances in Library and Information Science, 36–59. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-2201-1.ch003.

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The purpose of this chapter is to review and analyze the role of libraries and librarians in Management College student empowerment of career guidance, career counseling, and overall career development in Trichy and Pudukkottai districts. This study creates awareness about different careers among the students and librarians towards career development activities programs. This study may help to create responsiveness among the Management College and librarians to find out how to cater to their students and enhance students' personality, skills, confidence, and students' employability to develop their career. This study assists libraries to study and provide better infrastructure and programs pertaining to student needs. The 584 valid questionnaires were coded after data collection. The obtained data were tabulated and analysed using the statistical packages Microsoft Excel and SPSS. Hypotheses were tested and findings were drawn in the light of objectives of the investigation. The results were reported in the form of thesis, tables, charts, and figures used wherever necessary to make the presentations clear, simple, and easy. The study demonstrated that one-fifth of the respondents were agreed the following statement related career choice of the MBA graduates such as “I am capable of making my own career choice,” “I seek my parent's advice for career choice,” “I consult the librarian in making any career choice,” “I consult the placement officer in making career choice,” “I consult my friends before making any career choice,” “I seek advice of my seniors in making career choice,” “ I consult the alumni of my institute in making career choice,” and “I go by the market trend in deciding my career choice.” Nearly half of the respondents were neutral about the above mentioned statement, and the remaining one-third of the respondents disagreed about various career choices. Further, it is observed from the study that 49.3% of the respondents were neutral with overall level of career choice, 30.0% of the respondents disagree with overall level of career choice, and the remaining 20.7% of the respondents agreed with overall level of career choice.

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"Career Development." In The Complete Project Management Office Handbook, 325–52. Auerbach Publications, 2013. http://dx.doi.org/10.1201/b15518-15.

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"Career Development." In The Complete Project Management Office Handbook, 353–82. Auerbach Publications, 2007. http://dx.doi.org/10.1201/9781420046823-17.

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"Career Development." In The Complete Project Management Office Handbook, Second Edition, 317–46. Auerbach Publications, 2007. http://dx.doi.org/10.1201/9781420046823.ch11.

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SUNG, CONNIE, JESSICA M. BROOKS, JOSHUA TAYLOR, EMRE UMUCU, BEATRICE LEE, CAHIT KAYA, and FONG CHAN. "Career Development and Job Placement." In Certified Rehabilitation Counselor Examination Preparation. 3rd ed. New York, NY: Springer Publishing Company, 2021. http://dx.doi.org/10.1891/9780826158253.0008.

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Tignor, Robert L. "The Colonial Office." In W. Arthur Lewis and the Birth of Development Economics, 42–78. Princeton University Press, 2020. http://dx.doi.org/10.23943/princeton/9780691202617.003.0003.

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This chapter examines W. Arthur Lewis's frequent contacts with the British Colonial Office from the late 1930s until 1953, first as a member of West Indian delegations seeking to alter the hiring policies of the British government and after that as an adviser and consultant on projects designed to promote colonial economic development. His work at the Colonial Office had been pivotal for his career as a development economist. During this decade and a half, he often found himself battling with the Colonial Office over development priorities. Despite the strained personal and intellectual relations with officials at the Colonial Office, Lewis's experiences with the Colonial Office provided privileged access to information on colonial economies and spurred his thinking and writing about development economics. Lewis first elaborated many of his most influential concepts in the field of economic development and staked out his reputation as the founder of development economics through the countless reports and memorandums that he wrote for the Colonial Office.

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Gower, Wendy Strobel, Hannah Rudstam, and Judy Young. "Elements of Effective Job Placement: Environmental Context, Employer Relationships, and Understanding the Job Seeker." In Career Development, Employment, and Disability in Rehabilitation. New York, NY: Springer Publishing Company, 2013. http://dx.doi.org/10.1891/9780826195647.0018.

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Conference papers on the topic "Office of Career Development and Placement"

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"Assessing the Career Plans: Basis for Career Development of ABMMA 2015-2016 Job Placement." In Multi-Disciplinary Manila (Philippines) Conferences Jan. 23-24, 2017, Manila (Philippines). Universal Researchers (UAE), 2017. http://dx.doi.org/10.17758/uruae.uh0117813.

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Triandani, Sahwitri, and Irien Violinda Anggriani. "The Effect of Career Paths and Career Planning toward Career Development of Employees: A Case Study Penetentiary Office In Pekanbaru." In International Conference on Economics and Banking. Paris, France: Atlantis Press, 2015. http://dx.doi.org/10.2991/iceb-15.2015.60.

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Suryani, N., Muhammad Guruh, Muhammad Rajak, Asep Sulaeman, Denok Sunarsi, Widhi Wicaksono, Ali Maddinsyah, and Suyatin Suyatin. "The Effect of Self-Efficacy, Career Development and Training on the Performance of Employees at the Jakarta Transportation Office." In Proceedings of the 1st International Conference on Economics Engineering and Social Science, InCEESS 2020, 17-18 July, Bekasi, Indonesia. EAI, 2021. http://dx.doi.org/10.4108/eai.17-7-2020.2303054.

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Hadiwijaya, Dudung, Ali Nasution, and Oktriyandi Muharram. "Influence of Leadership, Organizational Culture, and Career Management Through Commitments Organization of Employee Performancein PT Angkasa Pura II (Persero) Head Office in Tangerang." In International Conference on Community Development (ICCD 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.201017.013.

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Chirvasiu, Narcisa Delia Valentina, and Ruxandra Folostina. "The Role of Game-based Learning in Career Development and Job Placement of Young People with Intellectual Disability." In 10th LUMEN International Scientific Conference Rethinking Social Action. Core Values in Practice RSACVP 2018, 20 - 21 April 2018 Suceava, Romania. LUMEN Publishing House, 2018. http://dx.doi.org/10.18662/lumproc.35.

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KRIKŠČIŪNAS, Bronislavas. "http://conf.rd.asu.lt/index.php/rd/article/view/63/102." In Rural Development 2015. Aleksandras Stulginskis University, 2015. http://dx.doi.org/10.15544/rd.2015.092.

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The aim of this work is to investigate learning motivation peculiarities of rural unemployed people that are unready for labor market. Research object – learning motivation. Research methods: analysis of scientific literature, anonymous questionnaire survey, qualitative and statistic data analysis. Chi square criteria (χ2), significance level p < 0.05 are applied for comparison of results. 76 people unready for labor market in Šakiai region participate in this research: 32 of them are young people under 25 years of age, 18 – returnees from imprisonment, 26 – disabled persons; 36 men and 40 women. Majority of respondents have secondary education, however, only 11.1 % of all returnees from imprisonment are in this group. The researched of all the three groups give preference to the second – modern definition of career. Labor Exchange Office or their own decisions have impact on the respondents mostly. It is worth pointing out that Labor Exchange Office has stronger impact on the disabled (57.7 %) while the youth under 25 tend to decide themselves (53.1 %). Other factors do not have significant influence. The first four learning motives are the most significant to all the three groups of the researched, the least attractive motives are „I am studying for prestige“ and „Random circumstances determined intention to study“. It is unexpected that the motive „I intend to go to further education “is of little importance for the young people. People with disabilities and former prisoners have stronger motivation to learn than unemployed young people under 25 do. Hypothesis is only partly approved – the differences between the groups are not significant and statistically unreliable.

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Iis, Em, Sulaiman, Muhammad Roni, A. Arifin, and Marbawi Adamy. "The Effect of Career Compensation and Development to Employee Satisfaction of Public Works Office in Aceh with Organizational Commitment as a Mediation Variable." In Malaysia Indonesia International Conference on Economics Management and Accounting. SCITEPRESS - Science and Technology Publications, 2019. http://dx.doi.org/10.5220/0009574400002900.

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Herawati, Yeni, Syamsul Amar, and Abror. "The Influence of Work Climate, Job Placement, and Career Development on Employee Performance in the Local Government Service of Padang Panjang." In Sixth Padang International Conference On Economics Education, Economics, Business and Management, Accounting and Entrepreneurship (PICEEBA 2020). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/aebmr.k.210616.079.

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Adams, Andrea, and Anthony Mazza. "The Impact of COVID-19 Restrictions on Internship Processes." In 2nd Annual Faculty Senate Research Conference: Higher Education During Pandemics. AIJR Publisher, 2022. http://dx.doi.org/10.21467/proceedings.135.1.

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Researchers in different disciplines worldwide have documented the direct impacts of the COVID-19 virus (COVID). Along with the direct effects, the impact of COVID restrictions has changed how students use traditional career readiness programs. Moreover, COVID restrictions act as a "career shock" for student job-seekers. Career shocks are extremely disruptive events that cause individuals to rethink career choices and reflect on their career plans. The global implementation of COVID restrictions has arguably created a "universal" career shock beyond the career shock theory's original foci. Expanding the career shock analysis to include universal disruptions requires a reevaluation of job-seeking methods and opportunities. As a part of rethinking job search methodology through a career shock theoretical lens, this paper focuses on how academic program professors and career center personnel collaborate to support job-seeking students. This research initiated an educational innovation due to the decline in internship availability impacting external interview placement. A non-placement pilot will assist students in completing traditional internship requirements while providing an in-class experiential learning opportunity. This Pilot Course was created as a direct response to the Federal Workforce Development Strategy announced in November 2020. It will use the success factors of adding a non-placement Work-Integrated-Learning (WIL) opportunity within the Practicum course and employ an androgogical, "Differentiated Instruction" design. The study concludes by discussing the future implications of practicum-based internships.

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Rosyani, Yani, and Amy Yayuk Sri Rahayu. "Analysis of the Planning and Development of Employee Career Paths in the Job Placement for a Supervisor Position in Badan Kepegawaian Negara." In International Conference on Ethics in Governance (ICONEG 2016). Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/iconeg-16.2017.112.

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Reports on the topic "Office of Career Development and Placement"

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Wroblewski, Angela, and Victoria Englmaier. Gesamtevaluierung bisheriger Karriereförderprogramme der Universität für Weiterbildung Krems. IHS - Institute for Advanced Studies, October 2020. http://dx.doi.org/10.22163/fteval.2020.498.

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The report summarises the results of the evaluation of the three career advancement programmes at Danube University Krems implemented by the Office for Equality and Gender Studies. Danube University Krems is breaking new ground with regard to the development of gender equality measures, as it is the first university in Austria to subject its measures for the advancement of women and gender equality in their entirety to an external evaluation rather than a selected measure.

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Vieira, Gonçalo, Maria Teresa Cabrita, and Ana David. Portuguese Polar Program: Annual Report 2019. Centro de Estudos Geográficos, Universidade de Lisboa, November 2020. http://dx.doi.org/10.33787/ceg20200002.

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This Annual Report of the Portuguese Polar Program, PROPOLAR reports the main activities conducted between August 2018 and December 2019 The PROPOLAR is led by the CEG/IGOT University of Lisbon, under a Coordinating Committee that includes members of other 4 Portuguese research institutions CCMAR University of the Algarve, MARE University of Coimbra, CQE University of Lisbon, and CIIMAR University of Oporto The Program is funded by the Fundação para a Ciência e a Tecnologia MCTES FCT) as a development of its former Polar Office The activities herein disclosed reflect a very busy and inspiring year The PROPOLAR supported fifteen projects that were successfully carried out in the Arctic and Antarctica Logistics continued to be based on international cooperation and on a Portuguese funded Antarctic flight open to partner programs Logistical support in Antarctica was mainly provided by Spain, Chile and the Republic of Korea, also with strong cooperation in research and facilities with Argentina, Brazil, Bulgaria, China, Peru, Turkey, United States of America and Uruguay Participation in international meetings and workshops, as well as the organisation of a symposium and an international meeting, and the support provided to the Portuguese Conference on Polar Science, fulfilled and enriched this very active period, also helping to reinforce the credibility and relevance of the program in the international polar arena B ringing together all these efforts and resources will surely attract and mobilise more young researchers into a Polar scientific career, thus ensuring the future of the Portuguese Polar science, and that the program will continue to blossom We are confident that the successes that PROPOLAR has had in 2019 will serve as an impetus for our very dynamic and committed community of polar researchers to move forward in in vesting in the future of the Portuguese P olar science and preparing to seize new opportunities

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