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"Contents : - Foreword by Elaine Biech - Introduction - Chapter 1: Ready, Set, Aim! Goal Setting and Preparation - Chapter 2: Solo Flyer: Self-Directed Learning - Chapter 3: Doing Good: Learning by Volunteering - Chapter 4: Taking Time Out: Learning on a Sabbatical - Chapter 5: Two Can Do It: Learning by Mentoring or Being Mentored - Chapter 6: Move and Stretch: Learning Through Rotational and Stretch Assignments - Chapter 7: Team Effort: Learning in Special Teams - Chapter 8: Teaching to Learn: Learning by Teaching Others - Chapter 9: Fun and Games: Learning via Games and Contests - Chapter 10: Digital Storytelling: Learning by Creating Videos and Podcasts - Chapter 11: Zoning Out: Learning Through Innovation/Creativity Zones - Chapter 12: Getting Social: Social Learning Tools - Summary-Now What? - Index - About the Author "

"This study aims to assess the effectiveness of employee mutations and placements applied to several institutions in Indonesia. This study uses the meta-synthesis method by conducting a review of 31 previous studies listed in the research media. The results of the study found that government agen-cies in Indonesia had implemented mutation policies based on applicable regulations ranging from the law to local regulations on several factors, the value of improving performance and productivity, career development and promotion, to filling vacant positions. However, several studies have found that there is still corruption, collusion and nepotism, political affiliation, family connections, and close relations with superiors which causes a mismatch between the placement of employees and their competencies. Transfer of employees based on a merit system is indicated to improve perfor-mance including public services in providing information to create public sector accountability. Ca-reer development and promotion can also expand knowledge and experience to produce creative and innovative employees to support the achievement of organizational goals. "

"Tujuan penelitian ini adalah untuk menguji dan menganalisis pengaruh training, career development dan performance management terhadap employee competencies, employee performance  dan organizational capability. Penelitian ini dilakukan pada Lembaga Negara yang Independen yang berperan sebagai Lembaga Regulator Industri Keuangan Indonesia. Tehnik pengumpulan data dilakukan dengan menyebar kuesioner. Sebelum disebarkan, kuesioner penelitian telah diuji validitas dan reliabilitas menggunakan SPSS. Jumlah responden adalah 445 pegawai. Pengolahan data untuk membuktikan hipotesis menggunakan metode Structural Equation Model (SEM) Lisrel 8.80. Berdasarkan hasil penelitian menunjukkan bahwa training dan performance management berpengaruh signifikan dan positif terhadap employee competencies, career development tidak berpengaruh signifikan terhadap employee competencies, employee competencies berpengaruh signifikan dan positif terhadap employee performance, employee performance berpengaruh signifikan dan positif terhadap organizational capability.

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The objectives of this research are to examine and analyze the effect of training, career development and performance management on employee competencies, employee performance and organizational capability. This research was conducted at an Independent State Institution that acts as a Regulatory Agency for the Indonesian Financial Industry. The data collection technique was done by distributing questionnaires. Before being distributed, the research questionnaire had been tested for validity and reliability using SPSS. The number of respondents was 445 employees. Data processing to prove the  hypothesis using the Lisrel 8.80 Structural Equation Model (SEM) method. The results show that training and performance management had a significant and positive effect on employee competencies, career development had no significant effect on employee competencies, employee competencies had a significant and positive effect on employee performance, employee performance had a significant and positive effect on organizational capability."

"Penelitian ini bertujuan untuk menguji pengaruh career development terhadap employee retention dengan employee engagement sebagai variabel mediasi. Career development diukur menggunakan konsep assesment phase, direction phase dan development phase. Employee engagement diukur dengan vigor, dedication, dan absorption dan employee retention diukur dengan indikator employee retention intention. Penelitian ini menggunakan pendekatan kuantitatif. Data penelitian dikumpulkan melalui kuesioner yang dilakukan pada 90 karyawan kantor pusat PT. Jasa Marga (Persero) Tbk dengan menggunakan teknik non-probability convenience sampling. Penelitian ini menggunakan analisis jalur dan sobel test untuk menguji pengaruh langsung dan mediasi dari variabel-variabel.Hasil analisis jalur mengindikasikan bahwa career development mempengaruhi employee engagement secara signifikan. Hasil analisis jalur juga mengindikasikan bahwa career development dan employee engagement mempengaruhi employee retention secara signifikan. Hasil sobel test membuktikan pengaruh tidak langsung career development terhadap employeeretention melalui employee engagement secara signifikan.

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This study aims to examine career development on employee retention through employee engagement as a mediating variable. assesment phase, direction phase and development phase) Vigor,dedication,and absorption and employee retention intention indicator were using to measure career development,employee engagement and employee retention. This research used a quantitative approach. Data was collected through questionnaire which conducted on 90 employees PT Jasa Marga (Persero) Tbk by non-probability convenience sampling method. Path analysis and sobel test were used to test the direct and mediating relationship between variables. Path analysis show that career development affects employee engagement significantly. It also show career development and employee engagement affect employee retention significantly. Sobel test confirm for the indirect effect of career development on employee retention through employee engagement."

"Penelitian ini dilakukan untuk mengetahui pengaruh pengembangan karir terhadap employee engagement karyawan PT. Bukaka Teknik Utama Unit Usaha Jembatan. Penelitian ini termasuk ke dalam penelitian kuantitatif, di mana dalam penelitian ini menggunakan instrumen kuesioner dan wawancara untuk mengetahui sejauh mana pengaruh pengembangan karir terhadap employee engagement. Adapun hasil penelitian yang diperoleh ialah adanya pengaruh pengembangan karir terhadap employee engagement karyawan PT. Bukaka Teknik Utama Unit Usaha Jembatan. Kemudian saran yang diberikan ialah dengan mempertahankan kondisi yang sudah baik pada indikator-indikator yang mengukur employee engagement dan memperbaiki program pengembangan karir pada karyawan PT. Buakaka Teknik Utama Unit Usaha Jembatan.

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The purpose of this study is to find out the influence of career development on employee engagement of Steel Bridge Business Unit Employee of PT. Bukaka Teknik Utama. The method of use quantitative research, that using questionnaire and interview to determine the influence of career development on employee engagement. The result indicate that there is an influence of career development on employee engagement of Steel Bridge Business Unit Employee of PT. Bukaka Teknik Utama. This research suggests to maintain conditions that already well on indicators for measuring employee engagement and improve career development program."