Dissertationen: „Human services“

1

Taylor, Teresa Brooks, und Jamie Branam Kridler. „Reflections on the Impact of Service-Learning/Experiential Education for the Field of Human Services“. Digital Commons @ East Tennessee State University, 2013. https://dc.etsu.edu/etsu-works/3630.

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This article will address the importance of a holistic approach for human services by exploring the concept of community and utilizing service-learning/experiential education in human service courses. ACCESS (Achievement, Collaboration, Community, Education, Standards, and Services) will be covered by illustrating how service-learning/experiential education is a great pedagogy for collaborative partnerships between the university, community, students and faculty. Important elements of service learning/experiential education will be reviewed to provide a better understanding of the concepts. Reflections of the service experience will be included from students, community agency and faculty. Survey results will be utilized to demonstrate how service-learning/experiential education helps students achieve skills and a better understanding of course concepts while helping meet needed services in the community.

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Taylor, Teresa Brooks, und Jamie Branam Kridler. „Reflections on the Impact of Service-Learning/Experiential Education for the Field of Human Services“. Digital Commons @ East Tennessee State University, 2012. https://dc.etsu.edu/etsu-works/3631.

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The article addresses the importance of a holistic approach to human services by exploring the concept of community through utilizing service-learning/experiential education in human service courses. ACCESS (Achievement, Collaboration, Community, Education, Standards, and Services) illustrates that service learning/experiential education can offer a viable pedagogy for collaborative partnerships between the university, community, students, and faculty. The article reviews important elements of service-learning/experiential education to provide a thorough understanding of the concepts, including reflection on the service experience from students, community agencies, and faculty. Survey results demonstrate ways in which service learning/experiential education aids students in achieving skills and in acquiring a deeper understanding of course concepts while meeting needed services in the community.

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3

Davies, Ian. „Emerging management education issues for the human services“. Thesis, University of Bristol, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.343294.

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4

Ernst, Kelly Patrick. „Development of a human services program evaluation model, relating client and human service business factors“. Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape11/PQDD_0017/NQ38466.pdf.

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5

Segelström, Fabian. „Service Design and Cultural Expectations on Services : Applying Hofstede's Cultural Dimensions to Services“. Thesis, Linköping University, Department of Computer and Information Science, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-15536.

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The notion of service design as a design field has emerged during the last 10-15 years and seems to be growing more and more; a 2007 textbook on interaction design states: “The new frontier of interaction design is services” (Saffer, 2007, p. 174). Since the field is so young, there still are areas which hardly have been explored. One of these is cultural effects on service expectations. This thesis aims to help to fill in the knowledge gap by applying a model of cultural differences. The model used is the one developed by Geert Hofstede, which has been proved to be valid within a large number of varyingfields. This was done through the research question “Is Hofstede’s model applicable to service design in general, and individualization of services in particular?”.

The question was explored through two parallel research processes; a quantitative questionnaire distributed via the web and a qualitative evaluation of 47 different service web sites. The qualitative evaluation was done through a new method called Cultural Walkthrough. Four key countries were chosen; the questionnaire was aimed at natives of these countries and the web sites all came from these countries. The countries in question were Germany, India, the United Kingdom and the USA.

The results indicate that Hofstede’s model can’t be applied to service design straight off. Neither can they be used as a basis to deem the want for the possibility to individualize services, which seems to be dependent on the individual. The results indicate a large number of interesting questions for further research.

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6

Harkness, Christopher. „Partnerships : an opportunity to restore meaning to the 'human' in human services“. University of Western Australia. Social Work and Social Policy Discipline Group, 2009. http://theses.library.uwa.edu.au/adt-WU2009.0069.

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This research study is about partnership working in the human services using community mental health as a context. The purpose of this type of research has relevance today as governments at all levels in Australia are adopting partnerships as social policy tools to address social problems. The rationale for these policies appears to be based on recognition that large social problems require holistic responses through the working together of multiple agencies. However despite the volumes of material about the programmatic means for enacting partnerships I found little which attended to the micro practices of partnership. The lack of guidelines on how to engage in partnership becomes problematic as partnerships in social service contexts have complexities and can be difficult to enact. Moreover actors may feel undermined when it is taken for granted that they have the necessary knowledge and skills to enact partnerships. A case study is conducted on how partnerships are enacted within Bethany Outreach Services, a pseudonym used to represent a psychosocial support service in the Perth metropolitan area. Semi-structured in-depth interviews are conducted with seven participants engaged in a partnership within community mental health. The literature is analysed for its contribution to the critical question of how to do partnership. Case examples are utilised to contextualise key principles of partnership. Key elements of theoretical perspectives are applied as a way to better understand how partnerships might work better. Narratives from the literature and the experiences of people as seen through this case study are examined to arrive at some key elements of partnership. Despite their complexities partnerships provide an opportunity for actors to engage their humanity and build relationships based on human qualities such as respect, communication and the sharing of resources. These qualities build social capital, which can be developed in new partnership contexts to address new problem domains. It is through these qualities that partnerships might give meaning to the 'Human' in Human Services.

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Yennego, Jr Zubah Kollie, Fredrik Blomstervall und Markus Rasmussen. „Purchasing Process of Services : A Study of the Purchasing Process of Human Resource (HR) Services“. Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-64845.

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Title: Purchasing Process of Services: A Study of the Purchasing Process of HumanResource (HR) services Background: The rise in competition among organizations continues to increase. The rise in globalization, outsourcing and continuous pressure from customers have been the source for the increase in competition. Additionally, the instability in various industries is leading to high competition among firms. The purchasing of professional services is vital to organizations. Contemporary organizations spend a huge portion of their resources on the purchasing of professional services. The proper purchase of professional services can lead to cost saving and competitive advantage for companies or organizations. Research Questions: How can the various purchasing models be used to develop a process for professional HR service purchasing? What are the factors involved in developing a process for the purchasing of professional HR services Purpose: The purpose of this thesis is to develop a purchasing process for the purchasing of professional HR services. It takes into consideration the various classifications models of purchasing and the factors involved in the purchasing of services in order to develop a purchasing process for professional HR services. Method: Through a qualitative case study, the thesis gathered empirical data and used the deductive scientific approach to building a foundation of theory. Additionally, pattern matching was used to analyze both the theory and empirical data. Conclusion: The thesis developed a new classification model for HR services which resulted in the development of a new purchasing process that takes into consideration the classification of services and integrates the effects of the classification in the purchasing process. Additionally, the thesis discovered that personal relationship, clarity of problem and solution, specification of supplier’s inputs, specification of supplier’s throughputs or processes, specification of supplier’s output and specification of supplier’s outcome and the characteristics of service are factors involved in the development of a purchasing process forHR Services. Keywords: Professional Human Resource Services, Categorization of service, PurchasingModels, Service Purchasing Process

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8

Zhang, Xiaohui. „Exploring human factors in context aware services“. Thesis, Sheffield Hallam University, 2013. http://shura.shu.ac.uk/20596/.

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As microchip and sensing technologies have developed, more and more context aware applications have been introduced to our daily lives. Many of the applications have been proposed to improve the quality of life, and furthermore, to engage the end users with a richer or augmented environment. However, although many researchers bring innovative ideas to the field of context aware computing, there is still a lack of human factors research in many projects, which could reduce the envisaged user acceptance and adoption. This research takes a human-centred perspective, which mainly aims to explore the human factors and their relationships involved in context aware activities. Both deductive and inductive methods were used to achieve this aim. More specifically, qualitative methods like focus groups and interviews were used to identify the human factors in context aware activity. Quantitative methods like survey and empirical experiment were used to examine the relationships between the identified factors. The results of this research provided empirical evidence of the effects of different motivations on user's preference and behaviour in context aware adaptation. This influence was observed during the empirical experiment. A conceptual framework for the human factors involved in context aware activities was proposed and developed based on literature review and the results from the empirical studies, which consists of four sub-domains relating user's motivation, perception, preference and subjective experience. In addition, the results also show the capability of the empirical method used for this research. The revised method was further reviewed by digital designers from local companies. The method is presented to help designers to identify and evaluate the human factors involved in context aware activities, and therefore to materialize their good ideas to real pleasant part of our lives.

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9

Langenbrunner, Mary R. „New and Emerging Issues in Human Services“. Digital Commons @ East Tennessee State University, 2008. https://dc.etsu.edu/etsu-works/3484.

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10

So, Kam-chiu Ivan. „Social workers' and NGOs' attitudes towards using computers in social welfare services“. [Hong Kong : University of Hong Kong], 1993. http://sunzi.lib.hku.hk/hkuto/record.jsp?B1374513X.

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11

Cook, Jacqueline S. „With good intentions: Appalachian service providers in human services and community mental health“. Diss., Virginia Polytechnic Institute and State University, 1986. http://hdl.handle.net/10919/76485.

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This study is a self-assessment of a small group of Appalachian face-to-face service providers in human services and community mental health. It has evolved from their daily experiences. The purpose of the study has been to reflect back to these providers information about themselves. That reflection has been given in the form of an Adlerian life style analysis, a psychological assessment for individuals modified as assessment of a group. The reflected impression provided its own image for change and an opportunity for the participants to assess what impact, if any, their jobs might be having on other aspects of their lives. In the process of informing the participants about themselves, there has been the intent to give that same information to the people who come for services, supervisors, administrators, policy makers, and ultimately the community of academics and scholars. The author of this study functioned as a co-worker with the other participants, becoming a part of that system which she was observing. The job gave wide access for observation and work with the participants in a variety of settings. The primary interactions took place in the homes of families referred for alleged child abuse and neglect, to include sexual abuse. The methodology allowed the research effort to be one of exploration and evolution. Based on the notion expressed by Carol Ehrlich that people can do research for and about themselves rather than having others do it for them, it drew from several theorists, described in order of their use in the study: H.T.Wilson, Brian Fay, Alfred Adler, Stephen Fawcett, and George Gazda. Presenting one subjective view of reality, conclusions of the study pointed to unconscious guilt on the part of participants with respect to system inadequacies, marked by a desire to feel superior in the helping relationship or in the relationship with those perceived to have authority over them. Unaware of these feelings, and in the simple performance of their jobs, the participants help to perpetuate the systems in which they work and often purport to deplore.
Ph. D.

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12

Knueppel, Alyce L. „Human service supervision standards and practices“. Online version, 2004. http://www.uwstout.edu/lib/thesis/2004/2004knueppela.pdf.

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13

Chan, Yuk-ying Gloria. „A study on appraisers' and appraisees' perception to performance appraisal system /“. Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B19872422.

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14

Wuliji, Tana. „Factors influencing human resource development for pharmaceutical services“. Thesis, University College London (University of London), 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.522828.

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15

Taylor, Teresa Brooks. „Service-Learning 101“. Digital Commons @ East Tennessee State University, 2017. https://dc.etsu.edu/etsu-works/3634.

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16

Taylor, Teresa Brooks. „TNCC Service-Learning Faculty Champions Panel on Innovative Service-Learning Projects That Work“. Digital Commons @ East Tennessee State University, 2016. https://dc.etsu.edu/etsu-works/3635.

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17

Taylor, Teresa Brooks. „Service-Learning as a Quality Initiative for K-12“. Digital Commons @ East Tennessee State University, 2006. https://dc.etsu.edu/etsu-works/3643.

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18

Taylor, Teresa Brooks. „Getting Started: Service-Learning 101“. Digital Commons @ East Tennessee State University, 2000. https://dc.etsu.edu/etsu-works/3647.

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19

Cockerman, S., Cecil Blankenship, Teresa Brooks Taylor, Jamie Branam Kridler und Mary R. Langenbrunner. „Life After College: What Do Human Services Graduates Say?“ Digital Commons @ East Tennessee State University, 2013. https://dc.etsu.edu/etsu-works/3477.

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20

Farley, Anne M. „Street-level democracy“. Access to citation, abstract and download form provided by ProQuest Information and Learning Company; downloadable PDF file, 204 p, 2007. http://proquest.umi.com/pqdweb?did=1257807131&sid=6&Fmt=2&clientId=8331&RQT=309&VName=PQD.

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21

Blankenship, Cecil, Bill Garris, Mary Langenbrunner, Teresa Brooks Taylor und Teresa Brooks Taylor. „I’m Not Prejudiced, But…“. Digital Commons @ East Tennessee State University, 2015. https://dc.etsu.edu/etsu-works/3636.

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22

Taylor, Teresa Brooks. „Perspectives on Reflection“. Digital Commons @ East Tennessee State University, 2014. https://dc.etsu.edu/etsu-works/3637.

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23

Taylor, Teresa Brooks, und Joyce Duncan. „Giving A Face to the Homeless“. Digital Commons @ East Tennessee State University, 2014. https://dc.etsu.edu/etsu-works/3639.

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24

Taylor, Teresa Brooks, K. Ramsey McGowen und Theresa Lura. „Professionalism: A “Fair” Approach to Moving from Concepts to Community“. Digital Commons @ East Tennessee State University, 2010. https://dc.etsu.edu/etsu-works/3641.

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25

Taylor, Teresa Brooks, Lance Alexis, Cynthia Chambers und Jacqueline E. Jacobs. „Pathways and Perspectives for Inclusion“. Digital Commons @ East Tennessee State University, 2010. https://dc.etsu.edu/etsu-works/3642.

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26

Michel, Isabelle Evelyne. „Adapting British human services economic evaluation methodology to Ontario“. Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1996. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp04/MQ31453.pdf.

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27

Cronin, Eileen. „Implementing service quality programmes in UK retail financial services : the role of human resource management“. Thesis, University of Manchester, 1992. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.633686.

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This thesis examines the practice of Human Resource Management and the implementation of Service Quality Programmes in the UK Retail Financial Services Sector. The study set out originally to explore the effects on the HRM role, policies and practices of environmental and strategic change. HRM was defined as follows: l.close integration of HR policies with business strategies and the use of HR policies to reinforce (or change an inappropriate) culture; 2.the recognition that employees are a source of competitive advantage and therefore a valuable resource (rather than a cost); and 3.consistent and coherent policies which promote flexibility and commitment. Initially, a survey of seventeen HR directors of major UK banks and building societies was conducted. This provided a sectoral overview of environmental and business strategy changes and their implications for HRM. The use of Service Quality programmes was found to be widespread and to have significant implications for the management of human resources. The research than turned to case study analysis of HRM and Service Quality Implementation. A comparative case study analysis of two banks with contrasting approaches to HRM and Service Quality was conducted. Analysis was contextual, processual and multi-level (the two banks were studied at both the strategic and operational (ie. branch) levels. The extent to which a HRM approach was adopted was evaluated and it was found that both fell short of achieving full HRM, as defined above. The factors which facilitate and inhibit the development of HRM were explored. Such factors as business strategy, environmental pressures, cost cutting, short-term ism , the use of financial performance indicators, cultural factors, poor change management skills etc. were found to be influential. The role of strategy emerged as critical. It is hypothesised that quality strategies may facilitate the development of HRM, while cost cutting strategies may hinder its achievement in certain circumstances. It was also shown that both banks encountered problems in implementing their Service Quality programmes. The obstacles to implementation were explored and found to be similar to those which inhibit the development of HRM. Further research is urged to determine the contingencies under which service quality strategies and HRM can be successfully implemented in service organisations.

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Bernard, Julia M. „Caring for the Caregiver: Implementing and Teaching Self-Care in Human Services“. Digital Commons @ East Tennessee State University, 2016. https://dc.etsu.edu/etsu-works/936.

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29

Hassett, Tiffany D. „Evaluation of a family support center : a case study /“. View abstract, 1998. http://library.ctstateu.edu/ccsu%5Ftheses/1527.html.

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Thesis (M.A.)--Central Connecticut State University, 1998.
Thesis advisor: Dr. Marc Goldstein. " ... in partial fulfillment of the requirements for the degree of Master of Arts in Psychology." Includes bibliographical references (leaves 65-67).

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30

Wilson, Karen Kreuger Larry. „A survey of employee engagement“. Diss., Columbia, Mo. : University of Missouri--Columbia, 2009. http://hdl.handle.net/10355/6137.

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Title from PDF of title page (University of Missouri--Columbia, viewed on Feb 17, 2010). The entire thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file; a non-technical public abstract appears in the public.pdf file. Dissertation advisor: Dr. Larry Kreuger. Vita. Includes bibliographical references.

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31

Harley-McClaskey, Deborah. „Developing Human Service Leaders“. Digital Commons @ East Tennessee State University, 2016. http://a.co/aMuymZv.

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"...empowering text for human services students that covers the skills and behaviors essential for leaders to manage themselves, their teams, and the organization. Using a unique coaching voice, author Deborah Harley-McClaskey follows a Reflection–Diagnosis–Prescription approach for leadership development with exercises built into the dialogue. The final chapter, Prognosis, offers a workbook-style exercise to help students make a personal change." --Amazon
https://dc.etsu.edu/etsu_books/1115/thumbnail.jpg

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Bitter, James Robert, und Rebekah J. Byrd. „Human Conversations: Self-Disclosure and Storytelling in Adlerian Family Therapy“. Digital Commons @ East Tennessee State University, 2011. https://dc.etsu.edu/etsu-works/872.

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33

Taylor, Teresa Brooks. „Agency Training 101“. Digital Commons @ East Tennessee State University, 2012. https://dc.etsu.edu/etsu-works/3640.

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34

Kauppi, Carol. „The integration and decentralisation of human services : theory and practice“. Thesis, University of Bristol, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.389165.

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35

Archer, Charles A. „Leader - Member Exchange and Performance in Nonprofit Human Services Organizations“. ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4033.

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Success of nonprofit human services organizations depends upon the ability to cultivate high quality performance among staff members. Employees of such organizations experience lower job satisfaction when managers disregard their opinions or treat them as unimportant. The purpose of this qualitative, exploratory case study was to explore employees' perspectives on the quality of their relationships with their supervisors and impacts of that perception on job performance. The central research questions regarded how employees understood those relationships and their impact on their work success. Using the framework of leader-member exchange (LMX) theory, which centers upon the employee-supervisor relationship, data were collected through interviews with 32 participants including those at a supervisory level and direct-care providers. Archival documents from 2 non-profit human service organizations that reflected upon relationships between supervisors and employees were also utilized. Using Clark and Braun's thematic analysis strategy for coding and analysis, results indicated that manager-employee relationships characterized by themes of respect, understanding, positive interactions, and open communication allowed employees to feel comfortable and valued at work, and that relationships characterized by mutual loyalty, respect, and clear, reciprocal communication were optimal for promoting job performance. This study's potential impact for positive social change includes recommendations to non-profit service organizations to develop future leadership policies and training programs to assist managers and supervisors in improving relationships with their subordinates.

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36

Knight, Ruth L. „Organisational culture, change readiness and retention : a human services perspective“. Thesis, Queensland University of Technology, 2014. https://eprints.qut.edu.au/76279/1/Ruth_Knight_Thesis.pdf.

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The Third Sector is experiencing unprecedented change as nonprofit organisations pursue their mission, organisational excellence and sustainability. This research collected data from employees of Australian nonprofit human service organisations. Instruments to measure organisational culture and change readiness were validated. The relationships between perceptions of organisational cultures, change readiness, job satisfaction and intentions to leave were explored. Findings indicate flexible organisational cultures influence employee attitudes more positively than control cultures. It identified that leaders have a significant role to play in developing and fostering change readiness and job satisfaction. This improves employees' adaptation to change, increases staff retention and organisational sustainability.

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Garris, Bill R., und Bethany A. Novotny. „From Cape to Cardigan: Fred Rogers as a Human Services Superhero“. Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/etsu-works/3143.

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38

Taylor, Teresa Brooks. „Service-Learning/Civic Engagement Track“. Digital Commons @ East Tennessee State University, 2017. https://dc.etsu.edu/etsu-works/3632.

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39

Guram, Adriana, Teresa Brooks Taylor und Bethany Novotny. „Building Bridges: Creating a Model for Linking High Impact Practices Across Academic and Student Aﬀairs“. Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/etsu-works/3633.

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40

Langenbrunner, Mary R., und Jamie Branam Kridler. „The Challenge of On-Line Human Services Courses: Keeping it Real and Relevant“. Digital Commons @ East Tennessee State University, 2011. https://dc.etsu.edu/etsu-works/3481.

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41

Besser, Lori L. „A comparison in the attitudes of students in human service fields and non-human service fields regarding individuals diagnosed with mental illness“. Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001besserl.pdf.

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42

Lasseko, Matilda E. K. „Human rights implications of including services in Economic Partnership Agreements: the case of banking services in Ghana“. Diss., University of Pretoria, 2008. http://hdl.handle.net/2263/8063.

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With the banking sector showing remarkable growth in Ghana, it is a probable target for liberalisation by the European Union to enable their banks to enter this market. The author addresses the following research questions: (1) What are the possible outcomes of increased foreign participation through commercial presence upon liberalising the banking sector under Economic Partnership Agreements (EPAs)? (2) Which recognised human rights, that Ghana has an obligation to respect, could be affected by liberalising the banking sector in Ghana under EPAs? (3) What are the outcomes of liberalising the banking sector on poverty reduction and development in Ghana?
Thesis (LLM (Human Rights and Democratisation in Africa))--University of Pretoria, 2008.
Dissertation submitted to the Faculty of Law University of Pretoria, in partial fulfilment of the requirements for the degree Masters of Law (LLM in Human Rights and Democratisation in Africa). Prepared under the supervision of Mr K.K.K. Ampofo, Faculty of Law, University of Ghana, Legon
http://www.chr.up.ac.za/
Centre for Human Rights
LLM

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43

Pusateri, Cassandra G. „Mental Health Services in Appalachia“. Digital Commons @ East Tennessee State University, 2016. https://dc.etsu.edu/etsu-works/3160.

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44

Bitter, James Robert, und Rebekah J. Byrd. „Human Conversations: Self Disclosure & Storytelling in Adlerian Therapy“. Digital Commons @ East Tennessee State University, 2016. https://dc.etsu.edu/etsu-works/920.

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Starting with Adler’s original work with families in an open forum, there is a long history of both self-disclosure and storytelling in therapeutic practice. This presentation traces that history and identifies the purposes and goals of these interventions in Adlerian therapy. Demonstrations of effective use are provided. Participants will learn the purposes and therapeutic goals for self-disclosure & storytelling in Adlerian counseling & therapy. Participants will learn guidelines for appropriate use of self-disclosure and storytelling in therapy.

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Bitter, James Robert, und Rebekah J. Byrd. „Human Conversations: Self-disclosure & Storytelling in Adlerian Therapy“. Digital Commons @ East Tennessee State University, 2012. https://dc.etsu.edu/etsu-works/908.

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46

Staunton, Michael James. „Implementing talent management in a global services company“. Thesis, University of Portsmouth, 2014. https://researchportal.port.ac.uk/portal/en/theses/implementing-talent-management-in-a-global-services-company(95d87eb7-24ff-4733-a8aa-7e9acf0c929c).html.

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This research study is focused on the field of Talent Management (TM) as part of the Portsmouth DBA programme. The study aims to help address existing gaps in the academic and practitioner knowledge around TM. TM is one of the most important areas for Human Resources Management and is also one of the key challenges for organisation and management (Thunnissen, Boselie, & Fruytier, 2013). For the practitioner the study adds the perspectives of the senior executive, line managers, and HR practitioners. From an academic perspective the study looks at emotions, feelings, and understanding of a number of key individuals, with the intent to build a broader focus for TM that has more than a process or outcome focus. The study also looked at the roles and skills of the key stakeholders – senior executives, line managers, and HR practitioners. The study uses a case study method to analyse the VT Group, a multinational corporation and explore the introduction of a TM programme in the Group between 2006 and 2009. The VT Group was also transforming at the time from shipbuilding to a services organisation. The approach was to use VT Group as a case study and utilise semi-structured interviews and Interpretative Phenomenological Analysis (IPA) to analyse the interview data. The aim was to gain insights into how the different individuals and stakeholder groups saw the introduction and implementation of TM. Little is known about the perspective of the stakeholder groups in terms of their perception and understanding of TM. In addition the study looked at the role and skills required of the different stakeholder groups to implement TM. It was also important to understand TM in relation to strategic human resource management as many organisations have shifted their HR functions towards the “Ulrich” model (Ulrich, 1997), and how this related to the HR function in the case study organisation. The findings of the study were that the concept of TM was ambiguous in its introduction and implementation and that there were multiple understandings of what Talent is, and TM was aiming to achieve. The findings were mirrored in the literature review around TM. In addition the findings pointed to the challenge of managing emotions in the organisation and the need for Emotional Intelligence skills when implementing TM and also the importance of aligning TM to the organisation strategy. It was also found that the different stakeholder groups also had very different views of TM between themselves, and that the HR function especially had broad differences in their views of TM and its implementation. From a roles and skills perspective the different stakeholder identified broad strategic role and strategic skills required and also soft skills like coaching, communication, and facilitating as well as process and project management skills. The results of the study highlights opportunities for further research into leadership and Emotional Intelligence required in implementing TM; closer alignment of TM and business strategy; and also improved understanding of the roles and skills required of the stakeholder groups. There is an opportunity for further research in these areas.

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Moyo, Khulekani. „Water as a human right under international human rights law : implications for the privatisation of water services“. Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/80062.

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Thesis (LLD)--Stellenbosch University, 2013.
Bibliography
ENGLISH ABSTRACT: The worsening scarcity of fresh water resources has led to an increasing number of people without sustainable access to safe water across the globe. Water privatisation has been presented as the panacea to addressing the global water crisis. Privatisation of water has heightened the impetus for the explicit recognition of water as a human right. This dissertation seeks to establish the legal status of the right to water under international human rights law. The dissertation further attempts to ascertain the scope and normative content of such a right. In order to answer these questions, this dissertation carries out a detailed analysis of the possible legal basis, scope and normative content of the right to water under international human rights law. The principal question that arises is how a State can ensure compliance with its human rights obligations in the event of involvement of non-State actors such as private corporations in the management and distribution of water services. This dissertation‘s main hypothesis is that although privatisation of water services does not relieve the State of its legal responsibility under international human rights law, such privatisation imposes certain obligations on private actors consistent with the right to water. The dissertation goes beyond articulating normative considerations and looks at implementation at the national level by highlighting good practices on the practical implementation of the right to water consistent with the normative standards imposed by the right. The dissertation‘s key contribution is its development of an accountability model to ensure that States and private actors involved in the provision of water services have clearly designated roles and responsibilities consistent with the human right to water. If properly implemented, the model has the potential to give greater specification to the normative commitments imposed by the right to water in privatisation scenarios.
AFRIKAANSE OPSOMMING: Die verergerende skaarste van vars water bronne het aanleiding gegee tot die toename in die hoeveelheid mense sonder volhoubare toegang tot veilige water oor die hele aarde. Dit word aangevoer dat die privatisering van water die wondermiddel is om die globale water krisis aan te spreek. Die privatisering van water het aanleiding gegee tot 'n verskerpte aandrang om water uitdruklik te erken as 'n mensereg. Hierdie proefskrif poog om die regsstatus van die reg tot water te vestig binne die raamwerk van internasionale menseregte. Die proefskrif probeer verder om vas te stel wat die omvang en normatiewe inhoud van so 'n reg sal wees. Vervolgens voltrek hierdie proefskrif 'n uitvoerige analise van die moontlike regsbasis, omvang en normatiewe inhoud van die reg tot water binne die raamwerk van internasionale menseregte. Die vernaamste vraag wat opduik is hoe 'n Staat kan verseker dat sy menseregte verpligtinge nagekom word waar nie-Regeringsrolspelers soos korporasies betrokke is by die bestuur en distribusie van waterdienste. Die kern hipotese van hierdie proefskrif is dat alhoewel die privatisering van waterdienste nie die Staat verlig van sy regsverpligtinge in terme van internasionale menseregte nie, sodanige privatisering sekere verpligtinge aan privaatrolspelers voorskryf wat in lyn is met die reg op water. Hierdie proefskrif gaan verder as die artikulering van normatiewe oorwegings en kyk ook na die implementering op nasionale vlak deur goeie praktyke uit te lig met betrekking tot die prakiese implementering van die reg tot water wat konsekwent is met die normatiewe standaarde wat die reg voorskryf. Die kern bydrae van hierdie proefskrif is die ontwikkeling van 'n aanspreeklikheismodel wat versker dat Regerings en privaat rolspelers wat betrokke is by die voorsiening van waterdienste duidelik aangewysde funksies en verantwoordelikhede het wat in lyn is met die reg tot water. Indien hierdie model behoorlik implementeer word, het dit die potensiaal om grooter spesifikasie te gee aan die normatiewe verpligtinge wat deur die reg tot water voorgeskryf word in privatiserings scenarios.

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Taylor, Teresa Brooks. „Student Affairs As Leaders and Conveners: Building Partnership“. Digital Commons @ East Tennessee State University, 2000. https://dc.etsu.edu/etsu-works/3646.

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Bautista, Ballester Jordi. „Human-robot interaction and computer-vision-based services for autonomous robots“. Doctoral thesis, Universitat Rovira i Virgili, 2016. http://hdl.handle.net/10803/398647.

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L'Aprenentatge per Imitació (IL), o Programació de robots per Demostració (PbD), abasta mètodes pels quals un robot aprèn noves habilitats a través de l'orientació humana i la imitació. La PbD s'inspira en la forma en què els éssers humans aprenen noves habilitats per imitació amb la finalitat de desenvolupar mètodes pels quals les noves tasques es poden transferir als robots. Aquesta tesi està motivada per la pregunta genèrica de "què imitar?", Que es refereix al problema de com extreure les característiques essencials d'una tasca. Amb aquesta finalitat, aquí adoptem la perspectiva del Reconeixement d'Accions (AR) per tal de permetre que el robot decideixi el què cal imitar o inferir en interactuar amb un ésser humà. L'enfoc proposat es basa en un mètode ben conegut que prové del processament del llenguatge natural: és a dir, la bossa de paraules (BoW). Aquest mètode s'aplica a grans bases de dades per tal d'obtenir un model entrenat. Encara que BoW és una tècnica d'aprenentatge de màquines que s'utilitza en diversos camps de la investigació, en la classificació d'accions per a l'aprenentatge en robots està lluny de ser acurada. D'altra banda, se centra en la classificació d'objectes i gestos en lloc d'accions. Per tant, en aquesta tesi es demostra que el mètode és adequat, en escenaris de classificació d'accions, per a la fusió d'informació de diferents fonts o de diferents assajos. Aquesta tesi fa tres contribucions: (1) es proposa un mètode general per fer front al reconeixement d'accions i per tant contribuir a l'aprenentatge per imitació; (2) la metodologia pot aplicar-se a grans bases de dades, que inclouen diferents modes de captura de les accions; i (3) el mètode s'aplica específicament en un projecte internacional d'innovació real anomenat Vinbot.
El Aprendizaje por Imitación (IL), o Programación de robots por Demostración (PbD), abarca métodos por los cuales un robot aprende nuevas habilidades a través de la orientación humana y la imitación. La PbD se inspira en la forma en que los seres humanos aprenden nuevas habilidades por imitación con el fin de desarrollar métodos por los cuales las nuevas tareas se pueden transferir a los robots. Esta tesis está motivada por la pregunta genérica de "qué imitar?", que se refiere al problema de cómo extraer las características esenciales de una tarea. Con este fin, aquí adoptamos la perspectiva del Reconocimiento de Acciones (AR) con el fin de permitir que el robot decida lo que hay que imitar o inferir al interactuar con un ser humano. El enfoque propuesto se basa en un método bien conocido que proviene del procesamiento del lenguaje natural: es decir, la bolsa de palabras (BoW). Este método se aplica a grandes bases de datos con el fin de obtener un modelo entrenado. Aunque BoW es una técnica de aprendizaje de máquinas que se utiliza en diversos campos de la investigación, en la clasificación de acciones para el aprendizaje en robots está lejos de ser acurada. Además, se centra en la clasificación de objetos y gestos en lugar de acciones. Por lo tanto, en esta tesis se demuestra que el método es adecuado, en escenarios de clasificación de acciones, para la fusión de información de diferentes fuentes o de diferentes ensayos. Esta tesis hace tres contribuciones: (1) se propone un método general para hacer frente al reconocimiento de acciones y por lo tanto contribuir al aprendizaje por imitación; (2) la metodología puede aplicarse a grandes bases de datos, que incluyen diferentes modos de captura de las acciones; y (3) el método se aplica específicamente en un proyecto internacional de innovación real llamado Vinbot.
Imitation Learning (IL), or robot Programming by Demonstration (PbD), covers methods by which a robot learns new skills through human guidance and imitation. PbD takes its inspiration from the way humans learn new skills by imitation in order to develop methods by which new tasks can be transmitted to robots. This thesis is motivated by the generic question of “what to imitate?” which concerns the problem of how to extract the essential features of a task. To this end, here we adopt Action Recognition (AR) perspective in order to allow the robot to decide what has to be imitated or inferred when interacting with a human kind. The proposed approach is based on a well-known method from natural language processing: namely, Bag of Words (BoW). This method is applied to large databases in order to obtain a trained model. Although BoW is a machine learning technique that is used in various fields of research, in action classification for robot learning it is far from accurate. Moreover, it focuses on the classification of objects and gestures rather than actions. Thus, in this thesis we show that the method is suitable in action classification scenarios for merging information from different sources or different trials. This thesis makes three contributions: (1) it proposes a general method for dealing with action recognition and thus to contribute to imitation learning; (2) the methodology can be applied to large databases which include different modes of action captures; and (3) the method is applied specifically in a real international innovation project called Vinbot.

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Kwok, Wai-shun, und 郭威信. „An analysis of human resource management in the Fire Services Department“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2009. http://hub.hku.hk/bib/B46757648.

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Dissertationen zum Thema „Human services“

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