Persepsi Pekerja Terhadap Strategi Pembangunan Kerjaya Individu dan Organisasi di Edaran Otomobil Nasional Berhad (Eon Berhad)
Employee Perception of Individual and Organisation Career Development Strategies in Edaran Otomobil Nasional Berhad (Eon Berhad)
DOI:
https://doi.org/10.37134/mrj.vol7.14.2018Keywords:
perception, individual strategies, organisational strategy, career development, trainingAbstract
Career development training is an important activity in an organisation due to its influence on employee productivity. Career development programmes provide the employees an opportunity to grow in their career either in or out of an organisation. In order to achieve this goal, a wide range of strategies undertaken by individuals and organisation in supporting the development of career. The objective of this study is to identify the strategies used by individuals and organisation in career development at Otomobil Nasional Berhad (Eon Berhad). This study employs individual and organisation strategies and data analysis is conducted quantitatively using questionnaire as the research instrument. 50 respondents from various departments, positions, ages, and races involved in this study. The results indicate that, individual strategies in career development are more dominant and show a high score compared to strategies taken by the organisation. The findings also show that the organisation commitment in assisting individual career development is at a moderate level and training and development workshop organised also unable to upgrade individual skills to perform their job well and effectively. Researchers also provide suggestions and ideas for strengthening the strategies employed by individuals and organisations in career development.
Latihan pembangunan kerjaya ialah aktiviti organisasi yang penting kerana pengaruhnya terhadap produktiviti pekerja. Program pembangunan kerjaya memberi pekerja peluang untuk berkembang maju dalam kerjaya samada di dalam atau di luar organisasi. Bagi mencapai matlamat ini, pelbagai strategi dilakukan oleh individu dan organisasi dalam membantu perkembangan kerjaya . Matlamat kajian ini dilakukan adalah untuk mengenal pasti strategi yang digunakan oleh individu dan organisasi di dalam pembangunan kerjaya di Otomobil Nasional Berhad ( Eon Berhad). Kajian ini menggunakan strategi individu dan organisasi dan analisis data dilakukan secara kuatitatif iaitu menggunakan soal selidik sebagai instrumen kajian. Terdapat 50 responden terlibat dalam kajian ini dan datang dari pelbagai jabatan, jawatan, peringkat umur dan bangsa. Hasil kajian menunjukkan bahawa, strategi individu dalam pembangunan kerjaya adalah lebih dominan dan menunjukkan skor yang tinggi berbanding dengan strategi yang dilakukan oleh organisasi. Dapatan juga menunjukkan komitmen organisasi dalam membantu perkembangan kerjaya individu berada pada tahap sederhana dan latihan serta bengkel pembangunan yang dianjurkan juga tidak dapat meningkatkan kemahiran individu bagi melaksanakan pekerjaan dengan baik dan berkesan. Penyelidik juga memberi cadangan dan idea bagi memantapkan strategi yang digunakan oleh individu dan organisasi dalam perkembangan kerjaya.
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