scholarly journals Reducing Voluntary Turnover through Career Development: Strategic HRD Research Proposal

2020 ◽  
Vol 8 (4) ◽  
pp. 137-142
Author(s):  
Tim McCafferty ◽  
Joseph Hamilton
Keyword(s):  
Career Development ◽  
Employee Engagement ◽  
Management Practices ◽  
Career Planning ◽  
Voluntary Turnover ◽  
The United States ◽  
Vertical Movement ◽  
Company Strategy ◽  
Strategic Objectives ◽  
Voluntary Employee Turnover

Voluntary employee turnover in the United States continues to spiral out of control and is expected to steadily increase in the coming years. Annual cost to American businesses exceeded $630 billion and is expected to exceed $700 billion within the next 24 months. The reasons for the sharp increase in voluntary turnover are not generational by nature as employees of all generations seek a connection with their employer and the ability to share in the firm’s growth. The reasons expressed by employers and employees include lack of training, weak relationships with managers and a general disconnect from company strategy. The primary reason given in recent years is lack of career development. Scheduled, agenda-driven discussions between senior leadership and the employee is needed to focus on employee skills, capacity for learning and enterprise goals has shown promise in reducing voluntary turnover, increasing employee engagement, and increasing talent depth in medium and large businesses. Career planning and development is not necessarily transactional as it includes specific training for a specific purpose to fit the firm’s strategic objectives. This approach can be used for lateral and vertical movement within the company. This proposal seeks to bridge the gap between existing literatures, current human capital management practices and move the discussion to a level that benefits employees and employers alike.

Organisational Career Development Programs and Practices

1992 ◽  
Vol 1 (1) ◽  
pp. 29-33 ◽  
Author(s):  
Lesley E. Armstrong
Keyword(s):  
Career Development ◽  
Program Implementation ◽  
Career Planning ◽  
Wide Spectrum ◽  
The United States ◽  
Career Management ◽  
Development Programs ◽  
Current State ◽  
Successful Program ◽  
History Of

Employee career development programs are identified as a recently emerging human resource management process in Australia. A body of career theory predominantly from the United States informs the field but research indicates a gap between theory, organisational rhetoric and practice. An overview of career development practices in selected Australian organisations points to the recency of such programs. The research identifies a number of key factors related to successful program implementation and reveals the significant diversity of career planning and career management activities being undertaken across a wide spectrum of organisations. This article focuses on the history of organisational career development programs and investigates the current state of practice in selected Australian organisations. The range of activities that can be categorised as career planning and career management initiatives is described, and factors related to successful program implementation are suggested. People involved in planning and managing careers in organisations should clarify their expectations of career development practices and recognise the benefits for both individuals and organisations in the context of increasing economic uncertainty and continuing social change.

scholarly journals Association of Employee Engagement Factors and Turnover Intention Among the 2015 U.S. Federal Government Workforce

SAGE Open ◽  
2020 ◽  
Vol 10 (2) ◽  
pp. 215824402093184
Author(s):  
Ilana O. McCarthy ◽  
Ramal Moonesinghe ◽  
Hazel D. Dean
Keyword(s):  
Employee Engagement ◽  
Turnover Intention ◽  
Work Experience ◽  
Management Practices ◽  
Voluntary Turnover ◽  
Intention To Leave ◽  
Federal Employee ◽  
Engagement Factors ◽  
Federal Workforce ◽  
Positive Effect

Employee turnover is a major challenge facing the federal workforce, which has lost more employees to voluntary turnover than any other form of turnover. This study determined the associations between engagement, demographic factors, and voluntary turnover intention by analyzing 2015 Federal Employee Viewpoint Survey data. The findings indicate that employees with higher engagement levels are less likely to report an intention to leave their jobs than those with lower engagement levels. All engagement factors—perceptions of supervisors, leaders, and intrinsic work experience—are independently associated with turnover intention. Demographics also influenced turnover intention; being younger, male, and in a supervisory role and having a higher education level and shorter tenure were more likely to indicate turnover intention. Increasing employee engagement can have a positive effect on retaining a productive federal workforce. To retain an effective federal workforce, human capital management practices are needed to optimize factors that reduce turnover intention.

Strategies to improve implementation of adaptive management practices for restoration in coastal Louisiana

Shore & Beach ◽  
2020 ◽  
pp. 83-91
Author(s):  
Tim Carruthers ◽  
Richard Raynie ◽  
Alyssa Dausman ◽  
Syed Khalil
Keyword(s):  
Adaptive Management ◽  
Management Practices ◽  
Numerical Models ◽  
The United States ◽  
State Agency ◽  
Coastal Protection ◽  
Coastal Restoration ◽  
Management Actions ◽  
Coastal Louisiana ◽  
Restoration Effort

Natural resources of coastal Louisiana support the economies of Louisiana and the whole of the United States. However, future conditions of coastal Louisiana are highly uncertain due to the dynamic processes of the Mississippi River delta, unpredictable storm events, subsidence, sea level rise, increasing temperatures, and extensive historic management actions that have altered natural coastal processes. To address these concerns, a centralized state agency was formed to coordinate coastal protection and restoration effort, the Coastal Protection and Restoration Authority (CPRA). This promoted knowledge centralization and supported informal adaptive management for restoration efforts, at that time mostly funded through the Coastal Wetlands Planning, Protection and Restoration Act (CWPPRA). Since the Deepwater Horizon (DWH) oil spill in 2010 and the subsequent settlement, the majority of restoration funding for the next 15 years will come through one of the DWH mechanisms; Natural Resource and Damage Assessment (NRDA), the RESTORE Council, or National Fish and Wildlife Foundation –Gulf Environmental Benefit Fund (NFWF-GEBF). This has greatly increased restoration effort and increased governance complexity associated with project funding, implementation, and reporting. As a result, there is enhanced impetus to formalize and unify adaptive management processes for coastal restoration in Louisiana. Through synthesis of input from local coastal managers, historical and current processes for project and programmatic implementation and adaptive management were summarized. Key gaps and needs to specifically increase implementation of adaptive management within the Louisiana coastal restoration community were identified and developed into eight tangible and specific recommendations. These were to streamline governance through increased coordination amongst implementing entities, develop a discoverable and practical lessons learned and decision database, coordinate ecosystem reporting, identify commonality of restoration goals, develop a common cross-agency adaptive management handbook for all personnel, improve communication (both in-reach and outreach), have a common repository and clearing house for numerical models used for restoration planning and assessment, and expand approaches for two-way stakeholder engagement throughout the restoration process. A common vision and maximizing synergies between entities can improve adaptive management implementation to maximize ecosystem and community benefits of restoration effort in coastal Louisiana. This work adds to current knowledge by providing specific strategies and recommendations, based upon extensive engagement with restoration practitioners from multiple state and federal agencies. Addressing these practitioner-identified gaps and needs will improve engagement in adaptive management in coastal Louisiana, a large geographic area with high restoration implementation within a complex governance framework.

THE NATURE AND ENVIRONMENT OF COST MANAGEMENT AMONG EARLY NINETEENTH CENTURY U.S. TEXITLE MANUFACTURERS

1992 ◽  
Vol 19 (2) ◽  
pp. 1-24 ◽  
Author(s):  
Thomas Tyson
Keyword(s):  
Nineteenth Century ◽  
New England ◽  
Management Practices ◽  
Cost Management ◽  
Cost Accounting ◽  
The United States ◽  
Social Forces ◽  
Cost Information ◽  
Early Nineteenth Century ◽  
Textile Mills

Several authors have suggested that a particular managerial component was needed before cost accounting could be fully used for accountability and disciplinary purposes. They argue that the marriage of managerialism and accounting first occurred in the United States at the Springfield Armory after 1840. They generally downplay the quality and usefulness of cost accounting at the New England textile mills before that time and call for a re-examination of original mill records from a disciplinary perspective. This paper reports the results of such a re-examination. It initially describes the social and economic environment of U.S. textile manufacturing in New England in the early nineteenth century. Selected cost memos and reports are described and analyzed to indicate the nature and scope of costing undertaken at the mills in Lowell, Massachusetts, in the late 1820s and early 1830s. The paper discusses how particular cost information was used and speculates why certain more modern procedures were not adopted. Its major finding is that cost management practices fully measured up to the business complexities, economic pressures, and social forces of the day.

An Overview of Salt I

1973 ◽  
Vol 67 (5) ◽  
pp. 28-35
Author(s):  
John B. Rhinelander
Keyword(s):  
United States ◽  
The United States ◽  
Ballistic Missile ◽  
Political Leaders ◽  
Strategic Objectives ◽  
Weapons Systems

Salt deals with strategic objectives and doctrine, weapons systems, evolving technology, and is discussed in esoteric terminology. Decisions, however, are made by political leaders in the United States and the USSR in political contexts. Of the four agreements concluded at SALT I, the Anti-Ballistic Missile (ABM) Treaty is clearly the most important. Odier agreements are the Interim Agreement on Limitation of Strategic Offensive Systems; the Accident Measures Agreement; and the revised Hot Line Agreement.

scholarly journals Efficacy and Application Strategies for Propiconazole as a New Postharvest Fungicide for Managing Sour Rot and Green Mold of Citrus Fruit

Plant Disease ◽  
2012 ◽  
Vol 96 (2) ◽  
pp. 235-242 ◽  
Author(s):  
A. H. McKay ◽  
H. Förster ◽  
J. E. Adaskaveg
Keyword(s):  
Management Practices ◽  
Citrus Fruit ◽  
The United States ◽  
Optimal Time ◽  
Inoculum Concentration ◽  
Time Of Application ◽  
Sour Rot ◽  
Green Mold ◽  
Highly Effective ◽  
Moderately Resistant

Few postharvest treatments are available for managing sour rot of citrus caused by Galactomyces citri-aurantii and they are generally not very effective. The demethylation-inhibiting (DMI) triazole fungicides propiconazole and cyproconazole were found to be highly effective and more efficacious than other DMIs evaluated, such as metconazole and tebuconazole, in reducing postharvest sour rot of citrus. Additional studies were conducted with propiconazole as a postharvest treatment because it has favorable toxicological characteristics for food crop registration in the United States and the registrant supports a worldwide registration. Regression and covariance analyses were performed to determine optimal time of application after inoculation and fungicide rate. In laboratory studies, decay incidence increased when propiconazole applications were delayed from 8 to 24 h (lemon) or 18 to 42 h (grapefruit) after inoculation. Effective rates of the fungicide were 64 to 512 μg/ml and were dependent on inoculum concentration of the sour rot pathogen and on the type of citrus fruit. Propiconazole was found to be compatible with sodium hypochlorite at 100 μg/ml and 1 to 3% sodium bicarbonate without loss of efficacy for decay control on lemon. The addition of hydrogen peroxide/peroxyacetic acid at 80 μg/ml slightly decreased the effectiveness of propiconazole. Heated (48°C) solutions of propiconazole did not significantly improve the efficacy compared with solutions at 22°C. In experimental packing-line studies, aqueous in-line drenches applied alone or followed by applications of the fungicide in storage or packing fruit coatings were highly effective, reducing sour rot to between 0 and 1.2% compared with 83.8% decay incidence in the control when treatments were made up to 16 h after inoculation. When the fungicide was applied in either fruit coating, decay was only reduced to 49.1 to 57.1% incidence. Tank mixtures of propiconazole with the citrus postharvest fungicides fludioxonil and azoxystrobin were highly effective in reducing green mold caused by isolates of Penicillium digitatum sensitive or moderately resistant to imazalil and sour rot. Propiconazole will be an important postharvest fungicide for managing sour rot of citrus and potentially can be integrated into current management practices to reduce postharvest crop losses caused by DMI-sensitive isolates of P. digitatum.

scholarly journals Relationship between High School Student Participation in State-level Future Farmers of America Career Development Events and Matriculation at the Host University: A Case Study in Horticulture at Kansas State University

2016 ◽  
Vol 26 (6) ◽  
pp. 862-868 ◽  
Author(s):  
Kimberly A. Williams ◽  
Chad T. Miller ◽  
Ward Upham
Keyword(s):  
High School ◽  
High School Students ◽  
Career Development ◽  
State Level ◽  
The United States ◽  
Future Farmers Of America ◽  
State University ◽  
School Students ◽  
Kansas State University ◽  
Career Development Events

In recent years, many horticulture departments around the United States have been concerned with recruiting and retaining an adequate number of students. One potential recruitment opportunity is the horticulture Future Farmers of America (FFA) Career Development Events (CDEs). For the time period of 1999 to 2012 (14 years), 1462 students participated in the annual state-level horticulture contests, comprising floriculture and nursery/landscape CDEs, held at Kansas State University (KSU). Using the rosters from these two CDEs, we referenced the university’s student information database to determine whether the high school students who participated as FFA horticulture CDE contestants ultimately matriculated to KSU. Fifty-two percent of former FFA horticulture CDE participants were accepted to KSU and 32% matriculated. Of these, 58% enrolled in the College of Agriculture and 19% majored in horticulture. Therefore, 3.5% of total horticulture CDE participants majored in horticulture at KSU. Students who participated in more than one horticulture CDE over time were more likely to major in horticulture at KSU compared with students who competed only once. Thirty-nine percent of students who participated in both horticulture CDEs pursued a baccalaureate program in horticulture. These two student characteristics could be used as indicator data points to target recruitment of future horticulture students. Data about the high school programs that generated contest participants were also summarized. Exceling in the CDE contests was not an indicator CDE participants would pursue a baccalaureate degree in horticulture. These analyses suggest FFA CDEs have some potential to optimize student recruitment efforts.

Professional values, job satisfaction, career development, and intent to stay

2016 ◽  
Vol 24 (6) ◽  
pp. 675-685 ◽  
Author(s):  
Susan Yarbrough ◽  
Pam Martin ◽  
Danita Alfred ◽  
Charleen McNeill
Keyword(s):  
United States ◽  
Job Satisfaction ◽  
Career Development ◽  
Intent To Stay ◽  
The United States ◽  
Early Career ◽  
Professional Values ◽  
Convenience Sample ◽  
Hospital System ◽  
The Future

Background: Hospitals are experiencing an estimated 16.5% turnover rate of registered nurses costing from $44,380 - $63,400 per nurse—an estimated $4.21 to $6.02 million financial loss annually for hospitals in the United States of America. Attrition of all nurses is costly. Most past research has focused on the new graduate nurse with little focus on the mid-career nurse. Attrition of mid-career nurses is a loss for the profession now and into the future. Research objective: The purpose of the study was to explore relationships of professional values orientation, career development, job satisfaction, and intent to stay in recently hired mid-career and early-career nurses in a large hospital system. Research design: A descriptive correlational study of personal and professional factors on job satisfaction and retention was conducted. Participants and research context: A convenience sample of nurses from a mid-sized hospital in a metropolitan area in the Southwestern United States was recruited via in-house email. Sixty-seven nurses met the eligibility criteria and completed survey documents. Ethical considerations: Institutional Review Board approval was obtained from both the university and hospital system. Findings: Findings indicated a strong correlation between professional values and career development and that both job satisfaction and career development correlated positively with retention. Discussion: Newly hired mid-career nurses scored higher on job satisfaction and planned to remain in their jobs. This is important because their expertise and leadership are necessary to sustain the profession into the future. Conclusion: Nurse managers should be aware that when nurses perceive value conflicts, retention might be adversely affected. The practice environment stimulates nurses to consider whether to remain on the job or look for other opportunities.

Job Apathy

2015 ◽  
Vol 25 (3) ◽  
pp. 484-501 ◽  
Author(s):  
Gordon B. Schmidt ◽  
Guihyun Park ◽  
Jessica Keeney ◽  
Sonia Ghumman
Keyword(s):  
Employee Engagement ◽  
The United States ◽  
Two Dimensions ◽  
Popular Media ◽  
Incremental Validity ◽  
Future Research ◽  
Research Directions ◽  
Personal Initiative ◽  
Future Research Directions ◽  
Practical Implications

Work anecdotes and popular media programs such as Office Space, The Office, and Dilbert suggest that there are a number of workers in the United States who feel a sense of apathy toward their workplace and their job. This article develops these ideas theoretically and provides validity evidence for a scale of job apathy across two studies. Job apathy is defined as a type of selective apathy characterized by diminished motivation and affect toward one’s job. A scale of job apathy was developed and data from a sample of currently or recently employed college students supported two dimensions: apathetic action and apathetic thought. Job apathy was found to be empirically distinct from clinical apathy, negative affectivity, cynicism, and employee engagement. Job apathy was also found to have incremental validity in the prediction of personal initiative, withdrawal, and organizational deviance. Practical implications and future research directions for job apathy are discussed.

scholarly journals Quinoa’s Potential to Enhance Dietary Management of Obesity and Type-2 Diabetes: A Review of the Current Evidence

Diabetology ◽  
2021 ◽  
Vol 2 (2) ◽  
pp. 77-94
Author(s):  
Alexander Little ◽  
Kevin Murphy ◽  
Patrick Solverson
Keyword(s):  
Type 2 Diabetes ◽  
Best Management Practices ◽  
Management Practices ◽  
The United States ◽  
Lipid Absorption ◽  
Current Evidence ◽  
Future Research ◽  
Dietary Management ◽  
Obesity And Diabetes

The prevalence of diet-induced obesity and type-2 diabetes remains a growing concern in the United States. As best management practices still include improved diet and physical activity, bioactive food components, contained within functional foods, show promise in curbing the cardiometabolic complications associated with excess weight and diabetes. Quinoa is an emerging candidate crop for its versatility in wide-ranging growing conditions as one approach to address food security, but it also contains several components that may serve as a dietary tool for post-industrial countries struggling with the health complications of caloric excess. Preliminary rodent feeding studies demonstrate that components within quinoa, namely, phytosteroids, phenolics, polysaccharides, and peptides, can prevent adiposity, dyslipidemia, and hyperglycemia. Mechanistic activity may involve reduced lipid absorption and adipogenesis, increased energy expenditure and glucose oxidation and corrected gut microbiota. Other intestinal actions may include blocked carbohydrate digestion with enhanced incretin signaling. Evidence in clinical trials is lacking and future research spanning cells to the clinic is needed to further elucidate the interesting preliminary reports reviewed here. Quinoa offers several unique attributes that could be harnessed to improve the dietary management of obesity and diabetes.

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