A Survey of Recent Ricoeur-literature

Sweeney, Robert

doi:10.5840/philtoday198529127

Cited by 2 publications

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“…The development needs of individuals are diverse and the 'one size fits all' model of development is often inappropriate. Thus, mentoring has the potential to provide a flexible responsive development approach that can use to support an increasing number of individuals within the organization than traditional forms of training (Sweeney, 2013).…”

Section: Mentoringmentioning

confidence: 99%

Influence of Career Development Practices on Employee Retention Inpublic Universities in Kenya a Case of Technical University of Kenya

KAMAU

2017

strategicjournals.com

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Career development practices are core function of human resource management which develops the short and long term capacity of employees. Employees are major assets of any organization; they play an active role towards company's success. Equipping these unique skills through effective training is imperative in order to maximize job performance. Previous studies in Kenyan public universities shows that over the last two decades, public universities have been facing a myriad of problems which have affected their ability to motivate and retain their employees. This study sought to determine the influence of career development on employee retention in public Universities with reference to Technical University. The study was guided by two theories which are linked to the variables in the conceptual framework. The study adopted descriptive research design since the study intended to gather quantitative and qualitative data that describes the influence of career development on employees' retention in public universities. The target population was 266 employees. Through stratified random a sample of the 113 respondents were selected. The study used both primary and secondary data. Data was collected using self-administered questionnaires. Data analysis was done using Statistical Computer Software (SPSS). Descriptive analysis was used which included weighted means, standard deviation, relative frequencies and percentages. The data was then be coded to enable responses to be grouped in various categories and descriptive statistics was used to summarize the data. This included percentages and frequencies. Tables and other graphical presentations were used to present the data for ease of understanding and analysis. A regression model was employed to establish the extent to which the specific variables under study influenced retention. The findings showed that Training and Development had a significant positive effect on the employee retention levels; while Mentoring had an insignificant positive effect on the employee retention. The study recommended that organizational leaders do all it takes to career development sessions so as to develop in advance the required skills and competencies. This helped employees to develop a sense of loyalty for employers who were willing to invest in them.

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Section: Mentoringmentioning

confidence: 99%

Influence of Career Development Practices on Employee Retention Inpublic Universities in Kenya a Case of Technical University of Kenya

KAMAU

2017

strategicjournals.com

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“…They advised that a proactive succession mechanism is needed to expand individual performance. Succession planning retains creative individuals and improves workers' con dence and morale when key leaders change [11].…”

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confidence: 99%

Linking succession planning to nurses’ performance management: The mediating role of career development

Atalla,

Elbassal

2023

Preprint

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Purpose: To assess the level of succession planning and nurses’ performance management and explore the relationship between both and the mediating role of career development in such a relationship. Background: Succession planning is a noteworthy human capital development strategy that cultivates a pool of talented individuals, thus surges nurses’ performance. Integrating career development with succession planning helps healthcare organizations to overcome future talent deficiencies and instability and groom high-potential nurses for key positions. This creates a sense of stability and security in nursing profession. Design & Methods: A cross-sectional descriptive correlational study was conducted at the inpatient medical, surgical and critical care units of XX University Hospital. We utilised a total population sampling of 745 nurses (purposive sampling technique). Three tools were used as follows: the succession planning scale, the performance management scale and the career development scale. Findings: Rendering the findings of this study, all nurses have moderate perception regarding succession planning and majority of them have high perception regarding performance management. In addition, two third of nurses have high perception regarding career development. Besides, there is a statistically high significant relationship between succession planning and performance management. Also, there is a statistically moderate significant relationship between succession planning and career development. There is a statistically high significant statistical relationship between performance management and career development. SEM model proves and concluded that there is an impact of succession planning on performance management through career development as mediating factor. Practice Implications: Integrating training and career development with succession planning helps healthcare organizations to overcome future talent deficiencies and instability and groom high-potential nurses for key positions. Also, a well-executed succession planning system can improve nurses’ performance and career development, ultimately leading to the achievement of individual and organizational goals. nurse managers could reduce recruitment costs by selecting or promoting nurses from within the organization's pool of trained nursing personnel.

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A Survey of Recent Ricoeur-literature

Cited by 2 publications

References 0 publications

Influence of Career Development Practices on Employee Retention Inpublic Universities in Kenya a Case of Technical University of Kenya

Influence of Career Development Practices on Employee Retention Inpublic Universities in Kenya a Case of Technical University of Kenya

Linking succession planning to nurses’ performance management: The mediating role of career development

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