By providing opportunities for faculty members to pursue professional development and engage in ongoing learning, a well-designed career management and personnel development program can foster a culture of continuous learning and improvement within the organization. This study used mediation analysis with multiple regression to analyse the personnel development, career management, and organizational learning variables. A descriptive correlational mix method design is also used in the study. The study also used stratified random sampling for three Higher Educational Intuitions. The finding revealed that the overall level of career management (r=.562, p=.00) has a substantial relationship with the general level of personnel development. In the general level of career management (r=.562, p=.00), there is a significant relationship between the general level of personnel development. Personnel Development (X) considerably predicted Organizational Learning (M), Coeff = 0.671, p.001. It means that a unit increase in personnel development may result in a 0.671 rise in organizational learning. The study also suggested that faculty members can advance their careers and gain new skills and knowledge. Faculty members can enhance their teaching and research skills by engaging in continuous learning and development, leading to improved student outcomes and institutional reputation. Career management, personnel development, and organizational learning are critical factors for the success of higher education institutions by supporting faculty members' professional growth and retention, attracting top talent, and promoting a culture of continuous learning and improvement.
personnel development, career management, organizational learning, professional development
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Cite this article:
Abiol, M.D. & Palarca, A.S. (2023). Relationship Between Personnel Development and Organizational Learning: Mediating Effect of Career Management. The Research Probe, 3(1), 72 - 77.
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