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"This book explores the pedagogic implications of these challenges internationally for a wide range of professions. The authors broaden view to include the systemic and contextual factors that affect learning, and the conditions necessary for effective practice and identity development across the professional lifespan. Authors examine the unique particularities and requirements of diverse professional groups. The editors emphasize new ideas and learning that emerges across the professions. As readers use this book as a pathway to their own innovations in scholarship and pedagogic research, they join their colleagues in supportingnew directions in learning, teaching and assessment across professions."

"Present seeks to analyze the impact of training programmes on the profesional development skills of the academics working primarily at the regional centers of Indira Gandhi National open university spread across the country...."

"This book presents an entirely new approach to professional learning based on perspectives of the knowledge society and, in particular, an interpretation of Knorr Cetina’s work on scientific ‘epistemic cultures’. Starting with a conceptual chapter and followed by a suite of empirical studies from accountancy, education, nursing and software engineering, the book elaborates how : (a) knowledge production and circulation take distinct forms in those fields, (b) how the knowledge objects of practice in those fields engross and engage professionals and, in the process, people and knowledge are transformed by this engagement. "

"Latar Belakang: Kompetensi IPCN berpengaruh terhadap keselamatan pasien dan kualitas pelayanan. Kondisi di pelayanan, belum ada standar kompetensi sebagai dasar pengembangan karier IPCN. Tujuan: Terbentuk model pengembangan karier IPCN untuk menggambarkan jenjang kompetensi IPCN di Indonesia. Metode: Mix Method melalui tiga tahap penelitian yaitu Descriptive Explorative untuk mengidentifikasi masalah, penyusunan model pengembangan karier IPCN, serta Descriptive Crossectional untuk mengetahui jenjang kompetensi serta korelasi masa kerja, pendidikan, dan CPD dengan kompetensi IPCN. FGD melibatkan 30 IPCN, dan In Depth Interview melibatkan 16 manajer rumah sakit. Proses Delphi dilakukan tiga putaran dan konsultasi pakar untuk merumuskan Model Pengembangan Karier dan Kompetensi serta Evaluasi Diri IPCN valid dan reliable. Kuesioner diterapkan pada 384 IPCN pada 24 wilayah Indonesia. Hasil: Teridentifikasi lima tema yaitu peran dan tanggungjawab IPCN, kendala yang dihadapi, upaya yang dilakukan, penerapan jenjang karier Perawat Klinis, dan harapan tersusun model pengembangan karier IPCN. Gambaran jenjang karier IPCN di Indonesia adalah IPCN Muda 24,2%; IPCN Madya 68,8%; dan IPCN Ahli 7%. Terdapat korelasi hubungan signifikan antara masa kerja, pendidikan, dan Continuing Professional Development dengan kompetensi. Kesimpulan: Model Pengembangan Karier dan Kompetensi IPCN dapat memberikan gambaran jenjang karier IPCN di Indonesia, sebagai acuan rekruitmen, pengembangan profesional berkelanjutan, dan evaluasi kinerja IPCN secara periodik

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Background: IPCN competency affects patient safety and service quality. Conditions in the service, there is no competency standard as a basis for IPCN career development. Objective: An IPCN career development model was formed to describe the IPCN competency level in Indonesia. Method: Mix Method through three stages of research, namely Descriptive Explorative to identify problems, preparation of IPCN career development model, and Descriptive Crosssectional to determine the competency level and correlation of work period, education, and CPD with IPCN competency. FGD involved 30 IPCN, and In Depth Interview involved 16 hospital managers. The Delphi process was carried out in three rounds and expert consultation to formulate a valid and reliable IPCN Career and Competency Development Model and Self-Evaluation. The questionnaire was applied to 384 IPCN in 24 regions of Indonesia. Results: Five themes were identified, namely the role and responsibilities of IPCN, obstacles faced, efforts made, implementation of Clinical Nurse career levels, and expectations of the IPCN career development model. The description of IPCN career levels in Indonesia is Young IPCN 24.2%; IPCN Madya 68.8%; and IPCN Ahli 7%. There is a significant correlation between length of service, education, and Continuing Professional Development with competence. Conclusion: The IPCN Career Development and Competence Model can provide an overview of IPCN career levels in Indonesia, as a reference for recruitment, continuous professional development, and periodic IPCN performance evaluation."

"Tesis ini membahas Analisis Perencanaan dan Pengembangan Karir Pegawai pada pengisian Formasi Jabatan Pengawas di Badan Kepegawaian Negara (BKN). Dengan hasil penelitian: perencanaan karir pegawai pada manajemen karir di BKN belum ada keselarasan, perencanan karir pegawai tidak terarah dan tidak memiliki tujuan karir yang jelas karena manajemen karir di BKN tidak menetapkan jalur karir pegawai sesuai dengan kualifikasi dan kompetensi. Manajemen karir di BKN belum menyusun pola karir pegawai sesuai dengan potensi yang dimiliki pegawai dan kebutuhan organisasi. Kesimpulan: Perencanaan dan pengembangan karir pegawai pada pengisian formasi jabatan pengawas di BKN belum sesuai antara perencanaan karir individu dengan perencanaan karir organisasi, pegawai tidak merencanakan karirnya tetapi hanya mengikuti kesempatan yang ada sehingga perencanaan organisasi untuk pengisian formasi jabatan pengawas tidak terpenuhi.

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This analysis focus on career planning and development to compliance the formation of Supervisor position at National Civil Service Agency(BKN) with the results of research that between a career planning with a career management in BKN has been no alignment, career planning of the employee is unfocused and do not have a clear career goals for management BKN career does not define a career path of the employees with appropriate qualifications and competence. BKN career management in employee career patterns have yet to develop in accordance with its potential employees and the needs of the organization. Conclusion: career planning and development of the employees to compliance the formations of supervisor position in BKN not fit between career planning of individuals with career planning organization, employees are not planning they career but simply follow the opportunities that exist so that the planning organization for compliance the formation of supervisor position not fullfil yet."

"This essential career guide equips new professionals and doctoral students with a robust foundation for a long and satisfying career in psychology and other behavioral health professions. Taking a proactive intervention prevention approach to career planning and building, contributors offer accessible guidelines and advice in core areas such as specialization and niche specialties, the market for services, cultural competence, ethically and legally sound practice, and personal competencies including self-care, the degree-to-career transition, and financial planning. The editors also break down the mental health field into discrete disciplines, each with its own trajectory for its future relevance and sustainability. By bringing this wide range of career information together, this book helps to set much-needed standards for professional development in a demanding, diversifying, and evolving field."

"Career decision-making process (CDMP) is an individual skill in determining career decisions. During crisis development,transition-exploration adolescent may have difficulty in determining career goals. Two aspects stabilizer CDMPi.e.vocational identity ([VI], internal aspect) and parents’ involvement in adolescent career issues (external aspect). Thisstudy investigated parental involvement in three forms (support, interference, lack of engagement) of the variable parentalcareer-related behaviors (PCB). Based on previous research, the VI role to CDMP can be enhanced through the positive roleparents. Therefore, this research investigated the VI role as a mediator in the PCB and CDMP relationship, each VI or PCBrole directly to CDMP, and PCB role to IV. Research subjects of first semester (~19 years) students from a privateuniversity in Lippo Village-Tangerang were selected through simple random sampling. Data were analyzed with SPSSAmos v.22. Multivariate regression in path analysis showed the theoretical model of each form of PCB did fit with theempirical data. VI has a direct role to CDMP (38.00, 32.00, and 35.00%). Every form of PCB shows a direct role to CDMP(19.00, -13.00, and -15.00%). PCB interference and lack of engagement contribute to VI at -23.00 and -15.00%. VI of eachPCB form shows no role as a mediator in the PCB and CDMP relationship on exploration-transition university students.Career decision-making process (CDMP) merupakan keterampilan individu menentukan keputusan karir. Padaperkembangannya di masa kritis, seringkali remaja eksplorasi-transisi mengalami kesulitan menentukan tujuan karir. Duaaspek peneguh CDMP adalah identitas vokasional (IV [aspek internal]) dan keterlibatan orang tua terhadap persoalan karirremaja (aspek eksternal). Pada penelitian ini keterlibatan orang tua diselidiki melalui tiga bentuk (support, interference, lackof engagement) dari variabel parental career-related behavior (PCB). Berdasarkan penelitian terdahulu, IV remaja dalamperanannya terhadap CDMP dapat ditingkatkan melalui peranan positif orang tua. Oleh karena itu, penelitian inimenyelidiki peranan IV sebagai mediator dalam hubungan antara PCB dan CDMP, peranan langsung IV dan PCB masingmasingterhadap CDMP, serta peranan PCB terhadap IV. Subjek mahasiswa semester 1 (~19 tahun) pada salah satuuniversitas swasta di Lippo Village-Tangerang ditentukan melalui teknik simple random sampling. Data penelitiandianalisis dengan program SPSS Amos v.22. Hasil analisis jalur (regresi multivariat) menunjukkan model teoritis setiapbentuk PCB adalah sesuai (fit) dengan data empiris. IV berperan langsung terhadap CDMP (38.00, 32.00, dan 35.00%).Setiap bentuk PCB berperan langsung terhadap CDMP (19.00, -13.00, dan -15.00%). PCB interference dan lack ofengagement berperan terhadap IV sebesar -23.00 dan -15.00%. IV setiap bentuk PCB tidak berperan sebagai mediatordalam hubungan PCB dengan CDMP mahasiswa eksplorasi-transisi."

"Whether you need a career check up or you are actively seeking a new career or employment, this Infoline may be your ticket. This issue provides tips and tools to understand your personal and professional needs, prepare and execute a career move, or just survive the search for a new job. You will find a sample resume along with checklists on setting professional priorities, informational interviewing, resume tips, and a job search, marketing campaign action plan job aid."