Designing a conceptual model for Individual Development Plan of university administrators
Subject Areas :kobra emami 1 , morteza karami 2 , Mohammad Reza Ahanchian 3 , Ali Mahdavikhah 4
1 - Graduate of the Master’s program in Human Resource Development, Ferdowsi University of Mashhad, Mashhad, Iran.
2 - Professor of Curriculum Studies and Instruction, Ferdowsi University of Mashhad, Mashhad, Iran.
3 - Professor of Educational Management, Ferdowsi University of Mashhad, Mashhad, Iran.
4 - Department of Curriculum and Education Studies, Faculty of Educational Sciences and Psychology, Ferdowsi University of Mashhad, Mashhad, Iran
Keywords: Individual Development Plan, Managers of Ferdowsi University, Development of Managers,
Abstract :
Nowadays, leadership in university is changed to a professional processes for complex affairs and continuous changes in higher education. In this case, university managers as the leaders of teaching and learning play the major role. They need to individual development to be able to improve individual and organizational development. Thus, the purpose of this study is designing model of individual development plans for managers of Ferdowsi University. The study was based on case study and with regard to the goal was applied research. The population consisted of all middle managers, experts in training and development of human resources and personnel of designing and programming in Ferdowsi University that were selected by purposive sampling method. Data were collected by semi-structured interview. Regarding, to research questions, interpretational analysis and reflective analysis were used. Finding showed that applying individual developmentneed Job Satisfaction, Intrinsic Motivation,Giving Clear Feedback, Supporting Top managers, Organizational Culture, Recording System for Competency of Managers.Having Talent of Human Resources Development and Starting a Plan for Identifying level of managers’ competency were the strengthen points and Lack of Performance Evaluation System,Problems of Recruitment System, Lack of Expertise inHuman Resources Training Unit,Lack of Strategic Structure of Human ResourcesManagement, and lack of financial resources were the weakness points. Componentsof individual development plan of managers in university was submitted as: Casual Variable, Context Variable, Intervening Variable, Levels of Individual Development Plan and Consequence Variable.
1. Abbasi M, (1393). Existing and desirable pedagogical, andragogy, and hiatus teaching approaches in teaching managers of Ferdowsi University of Mashhad. Master's thesis for master's degree in Ferdowsi University of Mashhad (Persian).
2. Alsop, A. (2002). Portfolios: Portraits of our professional lives. British Journal of Occupational Therapy, 65 (5), 201-206.
3. Anderson, T. (2016). Theories for learning with emerging technologies. Emerging technologies in distance education.
4. Antonacopoulou, E. P. (2000). Employee development through self-development in three retail banks. Personnel Review, 29(4), 491-508.
5. Athari, A. Ahanchian, M. R & Mahram, B. (2013). The study of the degree of adaptation of managers' behavior in Ferdowsi University of Mashhad with the evolution of leadership leadership quadrants and its relationship with staff improvement. Quarterly of Iranian Higher Education Association. 4 (3), 143-117(Persian).
6. Austin, Z., Marini, A., & Desroches, B. (2005). Use of a learning portfolio for continuous professionaldevelopment: A study of pharmacists in Ontario (Canada). Pharmacy Education, 5, 175-181.
7. Babaei Zaklili, M. (2007). Designing a comprehensive system for managing managers (experience in the organization for the expansion and modernization of Iranian industries). Third Conference on Human Resource Development at the Institute for Productivity and Studies. 3, pp. 33-11. (Persian).
8. Baker, K. L., Perkins, J., & Comber, D. P. (2014). International students and their experiences of Personal Development Planning. Active Learning in Higher Education, 15(2), 129-143.
9. Baldwin, C., Arturo Garza-Reyes, J., Kumar, V., & Rocha-Lona, L. (2014). Personal development review (PDR) process and engineering staff motivation: A case study investigation in a manufacturing firm. Journal of Manufacturing Technology Management, 25(6), 827-847.
10. Baldwin, C., Arturo Garza-Reyes, J., Kumar, V., & Rocha-Lona, L. (2014). Personal development (PDR) process and engineering staff motivation: A case study investigation in a manufacturing firm. Journal of Manufacturing Technology Management, 25(6), 827-847.
11. Beausaert, S. A. (2011). The use of personal development plans in the workplace: Effects, purposes and supporting conditions. Universitaire Pers Maastricht.
12. Beausaert, S., Segers, M., van der Rijt, J., Gijselaers, W. (2011). The use of Personal Development Plans in the workplace: A literature review. In P. van den Bossche, W. Gijselaers, & R. Milter (Eds.), Building learning experiences in a changing world, Advances in Business Education and Training III (pp. 235-265). Dordrecht: Springer.
13. Bullock, A., Firmstone, V., Frame, J., &Bedward, J. (2007). Enhancing the benefit of continuing professionaldevelopment: A randomized controlled study of personal development plans for dentists.Learning in Health and Social Care, 6 (1), 14-26 .
14. Bullock, K., & Jamieson, I. (1998). The effectiveness of personal development planning. Curriculum journal, 9(1), 63-77.
15. Chlebikova, D., Misankova, M., & Kramarova, K. (2015). Planning of Personal Development and Succession. Procedia Economics and Finance, 26, 249-253.
16. Common, D. (1978). A Theoretical Model for Curriculum Implemntion. Doctoral Dissertation, Ottawa University. Retrieved on 10.03.2010 fromhttp://proquest.umi.com/pqdlink?.
17. Dehghani, Marzieh; Amin Khandaghi; Maghsoud; Jafari Sani; Hossein; Noghani Dakht Bahmani; Mohsen. (2012). A conceptual model analysis in the field of curriculum criticism on the research done with the template design approach in curriculum. Research Papers on the Basics of Education and Exercise, 1 (1), 126-99.
18. Driessen, E. W. (2008). Educating the self-critical doctor: using a portfolio to stimulate and assess medical student’s reflection.
19. Ebrahim Kooshk Mehdi, S. FaZil, R. & Ahanchian, M. R (2017). Phenomenology of Organizational Education: The Living Experience of Ferdowsi University of Mashhad. Human Resources Education & Development Quarterly. 3 (9), 66-47. (Persian).
20. Eisele, L., Grohnert, T., Beausaert, S., &Segers, M. (2013). Employee motivation for personal development plan effectiveness. European Journal of Training and Development, 37(6), 527-543.
21. E-reward. (2005). Survey of Performance Management Practice, e-reward, Stockport.
22. Esfandiari Gissour, h (2013). Application and Evaluation of the Effect of Andragogy-Noel Model in Managers Training Courses (Case Study: Managers of Educational Departments of Ferdowsi University of Mashhad). Master's thesis for master's degree in Ferdowsi University of Mashhad (Persian).
23. Farrington, B. (2003), “Action-centered learning”, Industrial and Commercial Training, Vol. 35 Nos 2/3, pp. 112-9.
24. Fathi Vajargah, K. & Nori, F (2017). Learning Management in Organizations (Education and Human Resource Improvement in the Third Millennium) (First Edition). Tehran: The Science of Teachers.
25. Firssova, O. (2006, October). E-portfolio as a coaching support tool for workplace learning of teachers. In ePortfolio conference, Oxford (pp. 11-13).
26. Flick, u (2004). Income on qualitative research in humanities. Translation by Abdolrasoul Jamshidian, Seyyed Ali Siadat and Reza Ali Nowroozi. Isfahan: Sama.
27. Gall, M. Borg, and. Gall, c. Quantitative and qualitative research methods in education and psychology. Translation by Ahmad Reza Nasr et al. (2015). Tehran: Shahid Beheshti University.
28. Hase, S., & Kenyon, C. (2001). Moving from andragogy to heutagogy: implications for VET. Graduate College of Management Papers, 142.
29. Huang, Y. T., & Pang, S. K. (2016). The Role Identities of University Academic-Managers in a Changing Environment: A Chinese Perspective. The Asia-Pacific Education Researcher, 25(2), 185-194.
30. Human Resource Management Society. (2012). Elements for HR Success: SHRM’S Competency Model for HR. Retrieved from: http://www.shrm.org/HRCompetencies/Pages/default.aspx.
31. Inkson, K., & Arthur, M. B. (2001). How to be a successful career capitalist. Organizational dynamics, 30(1), 48-61.
32. Jackson, S., Farndale, E. and Kakabadse, A. (2003), “Executive development: meeting the needs of top teams and boards”, Journal of Management Development, Vol. 22 No. 3, pp. 185-265.
33. Jankowska, M. (2009). Concept mapping technique as a vehicle for gaining insight into students’ understanding of personal development. ICERI 2009 proceedings. Retrieved from http://ubeds. build. Squiz.
34. Jansen, P., van der Velde, M., & Mul, W. (2001). A typology of management development. Journal of management development, 20(2), 106-120.
35. Joyce, P. (2005). A framework for portfolio development in postgraduate nursing practice. Journal of Clinical Nursing, 14, 456-463.
36. Karami, M. Mohammadi, S. (1393). Designing an Evaluation System for the Effectiveness of Human Resources Education and Development Plans (Faculty Members, Managers and Employees) Ferdowsi University of Mashhad (Persian).
37. Ketels, N., Beausaert, S., & Segers, M. (2012). The Use of Personal Development Plans (PDPs) in Organizations and the Role of Its Perceived Purpose. In Learning at the Crossroads of Theory and Practice (pp. 71-92). Springer Netherlands.
38. Kicken, W., Brand-Gruwel, S., van Merriënboer, J., Slot, W. (2008). Design and evaluation of a development portfolio: How to improve students’ self-directed learning skills. Instructional Science, 37, 473- 453.
39. Kur, E., & Bunning, R. (2002). Assuring corporate leadership for the future. Journal of Management Development, 21(10), 761-779.
40. Micklewright, D. (2009).The Enhancing Series Case Studies: Student Centred Learnin Adherence and Participation Factors in Personal Development Planning.
41. Navarro, A. M. (2015). At the Intersection of Leadership and Career Development: A Narrative Inquiry into the Experiences of ACE Fellows (Doctoral dissertation, The George Washington University).
42. Peters, O. (2004). Distance Education in Transition: new trends and challenges .Oldenburg, Germany: Carl von Ossietzky Universität.
43. Powell, J. (2010). Useful or just another fad? Staff perceptions of personal development planning. Journal of Learning Development in Higher Education.
44. Quinton, S., & Smallbone, T. (2008). PDP implementation at English universities: what are the issues?. Journal of Further and Higher Education, 32(2), 99-109.
45. Seibert, K.W., Hall, D.T. and Kram, K.E. (1995), “Strengthening the weak link in strategic executive development: integrating individual development and global business strategy”, Human Resource Management, Vol. 34 No. 4, pp. 549-67.
46. Seng, S., & Seng, T. O. (1996). Reflective Teaching and the Portfolio Approach in Early Childhood Staff Development.
47. Smith, K., & Tillema, H. (1998). Evaluating portfolio use as a learning tool for professionals. Scandinavian Journal of Educational Research, 42, 193-205.
48. Spendlove, M. (2007). Competencies for effective leadership in higher education. International Journal of Educational Management, 21(5), 407-417.
49. Speziale-Streubert, H. J., & Carpenter, D. (2003). Qualitative research in nursing.
50. Spruce, J., &Wilkie, T. (2007). Implementation and delivery of PDP within a practice based curriculum. In DS 43: Proceedings of E&PDE 2007, the 9th International Conference on Engineering and Product Design Education, University of Northumbria, Newcastle, UK, 13.-14.09. 2007.
51. Suutari, V., & Viitala, R. (2008). Management development of senior executives: Methods and their effectiveness. Personnel Review, 37(4), 375-392.
52. Tamkin, P. (1996). Practical applications for personal development plans. Management Development Review, 9(7), 32-36.
53. Thompson, R., Hallwood, L., Clements, C., &Rivron, H. (2009). Personal development planning in initial teacher training: A case study from post‐compulsory education. Research in Post‐Compulsory Education, 14(3), 269-285.
54. Van Velsor, E., & McCauley, C. D. (2003). Our View of Leadership Development. Handbook of Leadership Development.
55. Walton, J. (2014). Strategic human resource development. Translators: Nasser Mir Sepazi, Darius Gholamzadeh. Tehran: Ahar (Persian).
56. Yen, Robert Kay (2015). Case study in social research. Translation: Hooshang Naii. Publishing Nai.
57. Young, M., &Dulewics, V. (2009). A study in to leadership and management competencies predicting superior performance in the British Navy. Journal of management development. Vol. 28 No. 9 pp. 794-820.