Examples of using Career development programmes in English and their translations into Arabic
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Career Development Programmes.
Number of participants in learning and career development programmes.
Ongoing career development programmes for junior professionals are already having an impact on this group of staff members.
(ii) Increased participation in learning and career development programmes.
UNMIL provided career development programmes for all staff Mission wide, and interested United Nations Volunteers attended.
UNDOF always encourages its national staff to participate in career development programmes.
During 2008,some 39,972 staff participations were recorded in learning and career development programmes; 17,000 participations were recorded in career development programmes, and 20,000 participations were related to leadership and management programmes. .
They include the human resources action plans, the staff selectionsystem, work/life policies, performance management, career development programmes and gender sensitivity training.
The Inspectors believe that the system needs to embark on strengthening career development programmes, and enhance training and staff development activities, to be competitive in the labour market and to build and maintain the required professional competence of staff members.
In paragraph 97 of its report on the audit of the management structures of the Department of Peacekeeping Operations(A/61/743), the Office of InternalOversight Services recommended that the Department initiate career development programmes in various areas of peace operations.
The Department of Peacekeeping Operations, inconsultation with the Department of Management, should initiate career development programmes in various areas of peace operations to ensure the development of highly competent and experienced groups of United Nations personnel in peace operations.
The career development programmes for managers described in the report of the Secretary-General on measures to prevent discrimination on the basis of nationality, race, gender, religion or language in the United Nations(A/59/211) were most commendable. The reduction in the time taken to fill vacancies to an average of 174 days was a step in the right direction. Ultimately, that period should not exceed 120 days.
Many of the proposed ideas for modernizing the internal management practices of the organizations of the United Nations system,such as management development and training, career development programmes, encouragement of staff creativity aimed at improved organizational performance, etc., were certainly valid.
In fact, despite the significant efforts made to enhance staff career development programmes and the establishment of Career Resource Centres in most major duty stations, including career development workshops addressing career planning(almost 2,000 staff participated in 2004-2005 in one-day career development workshops offered at Headquarters and Offices away from Headquarters), there is no effective managed career development within the Secretariat.
Some noteworthy examples included lack of funds to pursue targeted candidate searches, campus recruitment and expansion ofthe internship programme; delays in advancing career development programmes; and reductions in training and staff development programmes owing to cost reduction requirements.
Furthermore, research was undertaken to improve the senior management selection process,taking into consideration the participation of candidates in career development programmes such as the Senior Mission Administration and Resource Training Programme and encouraging the participation of candidates from the United Nations agencies, funds, and programmes. .
(d) To encourage the organizations to promote and implement innovative approaches to attract, develop and retain the best talent(men and women), such as outreach initiatives, targeted recruitment, timely induction training programmes, policies for work/life balance, flexible working arrangements, career coaching,mentoring and counselling programmes, career development programmes, opportunities for management skills development and leadership development programmes; .
The first standard would include the following provisions: flextime and mandatory time off after duty travel; parental,compassionate and home leave; career development programmes; compensation of overtime for General Service staff; access to the services of a staff counsellor, ombudsperson and mediator; and stress management and staff outreach support programmes. .
The competitive examination process remained the fairest means of recruiting staff at the Professional entrance level. Department heads should, however, make better use of the rosters of qualified candidates andthe competitive examination process should be complemented by career development programmes for staff at the P-2 and P-3 levels that would allow the Organization to retain its younger staff members.
Career development programme.
Career development programme.
The career development programme is described in very general terms and is not ripe for consideration at this stage.
Any career development programme must include comprehensive proposals for all levels and categories of staff.
OHRM also expanded the career development programme, offering special career development workshops and establishing career resource centres at major duty stations.
The career development programme of the Organization helps staff to understand and apply mastery of the competencies, as well as skills specific to their occupational group.
Any career development programme must include comprehensive proposals for all levels and categories of staff, including General Service and related categories.
A network of female researchers within the area of socialscience have taken steps to set up a career development programme for female researchers at the Faculty of Social Sciences and the Faculty of Science.
IH & RA participated in the Youth Career Development Programme launched jointly in 1995 by Singapore-based Pan-Pacific Hotels and Resorts and UNICEF, to provide deprived young people with basic hotel skills.
(c) Increased participation of women in policy-making bodies through career development programme and training in decision-making, leadership, governance and state reform, thereby facilitating women ' s upward mobility and advancement at the various government levels in national executive, legislative, judicial bodies and in local administrations;
As explained in the training section of the present report(paras. 19-24), the Organization will require a significant increase in training resources,which is estimated at $800,000 to make the career development programme fully functional.