Dissertations / Theses: 'Human resources development'

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Sommai, Prijasilpa Baker Paul J. "Perceptions of human resources development by accelerated rural development administrators." Normal, Ill. Illinois State University, 1994. http://wwwlib.umi.com/cr/ilstu/fullcit?p9510430.

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Thesis (Ph. D.)--Illinois State University, 1994.
Title from title page screen, viewed March 30, 2006. Dissertation Committee: Paul J. Baker (chair), John R. McCarthy, Larry D. Kennedy, Kenneth H. Strand. Includes bibliographical references (leaves 127-131) and abstract. Also available in print.

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Nichols, Lucy P. "Structural adjustment and human resources in Costa Rica." Thesis, University of Sussex, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.357633.

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Dalevi, Arelius Jacob. "Macro Trends in Chinese Human Resources : The effects of Human Resources on the world´s most populous nation." Thesis, Jönköping University, Jönköping International Business School, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-1132.

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Macro Trends in Chinese Human Resources

As we move into a more advanced globalized economy we have developed from an

agriculture society to a service society. As with every other part of human development

we have continued down the path of innovation and change to what some today call the

“creative society”. It might be to early to say that we are entering a new age but it is clear

that changes happen faster and with greater impact across the globe and that is creating a

society that is different from before.

A society where the talented, educated, creative, are the catalyst of economic

development in a modern economy. But the rise of this creative class and the process of

globalization also offer problems. When people elevate themselves and those around

them to new heights through major change the people who are unable to transit into such

a world run the risk of being left behind. It is the paradox of Globalization; it brings

riches to the people who can adapt to it while the others are often left to tend for

themselves.

This thesis is about those effects on the world’s most populous nation, China. And when

it comes to these, the Human Resources, the most productive elements of a modern

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society, China is far behind. The Chinese race toward becoming a major global power is

as much about catching up to the rest of the world economically a socially and politically.

As China masses its economical muscles to change other problems evolve and the speed

of the change lead to even more complicated social problems that might come back to

haunt the country’s development path.

China is trying to do what it took the major developed nations of the world a larger part

of the last 300 years to do in one generation. Pushed by the need for reform the

communist party is juggling politics, economy, and education of their people in more and

more complicated ways and further and further away from each other. The story

however, starts on a train ride between Washington DC and New York.

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Sharma, Swati. "Human resources and startup success-a mixed method enquiry." Thesis, IIT Delhi, 2019. http://eprint.iitd.ac.in//handle/2074/8201.

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Kropp, Richard P. "The development and validation of an evaluation model for a corporate human resource development department." Thesis, Boston University, 1988. https://hdl.handle.net/2144/38059.

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Thesis (Ed.D>)--Boston University
PLEASE NOTE: Boston University Libraries did not receive an Authorization To Manage form for this thesis or dissertation. It is therefore not openly accessible, though it may be available by request. If you are the author or principal advisor of this work and would like to request open access for it, please contact us at open-help@bu.edu. Thank you.
The purpose of this study was to develop a model for the evaluation of training programs offered within corporate settings most often focused on the management staff. The study is based on the notion that in order to claim success, a training program first must meet a set of criteria that allows it to be called a "program". This means that a "training program" must be able to establish that the claims it makes about its outcomes (rules of success) are in fact achieved through some specified activity in the classroom (rules of action). The study attempts to answer the question; Can an evaluation process be developed and implemented that will allow training managers to make informed policy decisions without depending solely upon on participant reactions? Further it sought to shift the methodology to process of evaluation from an inductive one to a deductive one. That is, rather than drawing generalizations about program success from specific reports of outcomes alone it sought to arrive at specific conclusions by viewing a program as a total mechanism, with both inputs and outputs clearly delineated. Finally, the study attempted to provide a number of working tools to practitioners who might be engaged in the evaluative process employing this methodology. Procedure: This study was conducted over. a period of two years in a working corporate training environment. During the first six months the model presented in this study was developed and tested and over the subsequent eighteen months it was implemented in actual corporate training sessions. Four tasks were accomplished. First, a logical matrix was created intended to be used by evaluators to link each stated program objectives to the specific classroom activities designed to achieve them. Second, a series of activity focused worksheets were developed whose purpose was to assist the evaluator in that phase of the data collection effort. Third, a participant reaction questionnaire was developed that would be completed at the end of the program. And fourth, a follow-up instrument was developed to be administered in the working environment at intervals of 30, 90 and 120 days after the finish of the course. CONCLUSIONS: From the findings of the study, the following conclusions were drawn. 1. It is possible to construct a deductive model for program evaluation that allows trainers/policy makers to reveal how the structure of a program to determine its effects. 2. The deductive model provides a level of infrastructural detail required but often unable to achieve through traditional methods of training program evaluation. 3. Coupling a detailed structural model with superordinate feedback permits the long term "take and "use" of a training program to be more precisely measured. 4. The methodology of this evaluation model is cost competitive with other procedures. 5. The findings indicate that the rational of this deductive model is more acceptable to corporate trainers/policy makers.
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Yung, Yee Lee. "Human resources development in Macau hotel industry : a case study." Thesis, University of Macau, 1996. http://umaclib3.umac.mo/record=b1636793.

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Peckford, Lawrence Ross. "Leadership training in human resources development, Canada, Newfoundland and Labrador." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape3/PQDD_0018/MQ54585.pdf.

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Wang, Chengmao. "The World Bank and China: investing in human resources development." Thesis, The University of Sydney, 1996. https://hdl.handle.net/2123/27537.

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The World Bank is the largest single source of external funding applied to the development of education in China. Beginning with loans to upgrade Chinese universities in science and technology education and research in 1981, World Bank loans now support basic education in the relatively disadvantaged provinces. To date the policy arrangements and implications of these massive injections of funds have been little explored. This thesis aims to evaluate policy issues and their implications, especially those which arise from the interaction of China’s education policy makers with the World Bank, and to explore the key aspects of Bank education activities in China. This thesis discusses World Bank education policy and lending and their implications for developing countries. It examines the overall relationship between China and the Bank, as well as the education sector in particular. The development of an educational partnership has resulted in education programs which cover a wide range of education institutions. These have had widespread impact on institutional development and underlying policy. This thesis identifies constraints in effectiveness which have influenced the fulfilment of the program’s original objectives. These relate to problems in project design and implementation, including the objectives, administrative structure, contextual relevance, and the nature of the project cycle itself. These constraints are also seen as a reflection of the policy interactions of the government, educational institutions, and Bank, understood within broad policy contexts.

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Fanzutti, Arianna <1992&gt. "Danieli & c: management and development of international human resources." Master's Degree Thesis, Università Ca' Foscari Venezia, 2018. http://hdl.handle.net/10579/12469.

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The purpose of this dissertation is to analyse how a company can deal with international human resources. The first part explains internationalization, from its meaning to the illustration of the process itself. We will then disclose how the environment and resources available influence the results. The second part, so, will illustrate how differences affect human resources management, analysing, for example, cultural factors and economic factors. Successively, the elaborate will take into account how international human resources are treated. The last part will present the company Danieli & c, considering its first steps towards internationalization, explaining then the changes they made to improve their international presence. It is then presented how they deal with international human capital, through their Academy and the projects they put in practice.

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Baum, Thomas George. "Human resources in tourism : a study of the position of human resource issues in national tourism policy development and implementation." Thesis, University of Strathclyde, 1992. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=21580.

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This thesis is concerned with the relationship between tourism policy, its formulation and implementation, at a national and regional level, and human resource concerns within tourism. The thesis includes detailed literature reviews in two main areas, i) tourism policy formulation and implementation and ii) human resource issues in relation to the tourism/hospitality industries. Through the execution of two surveys of national tourism organisations, the study considers a) the extent to which employment and related human resource determinants shape wider tourism policies; b) how human resource policy, planning and implementation are managed within tourism; c) the specific role of national tourism organisations within the development of policy and implementation strategies for human resource matters within tourism, and changes that have occurred in the role since a previous WTO study in 1975; and d) mechanisms that can be implemented to integrate human resource concerns more closely with mainstream tourism policy development. The study reports considerable fragmentation in the management of human resources, within tourism, both in terms of policy and the implementation functions. As a result, the area is seen as peripheral to the mainstream concerns of most tourism industries, is accorded low status and does not receive the same attention or support as related product and marketing concerns. A conceptual framework is proposed, which is designed to assist in the creation of an integrated approach to policy development and planning for human resources within tourism. The framework is developed in the context of a case study, based on Malaysia.

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Noach-Patty, Maria Agustina. "Gender, development and social change in Rote, eastern Indonesia." Thesis, University of Hull, 1995. http://hydra.hull.ac.uk/resources/hull:5880.

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This thesis explores gender relations in the island of Rote in Indonesia. It examines Rotenese social organization and the role of women in development. In this case the researcher is of the same culture of the people being studied: the analysis is derived from social science informed by local knowledge. The thesis argues that gender relations among the Rotenese have a complementary nature. Rotenese society and culture have been subjected to many dualistically inclined interpretations. In this analysis of Rotenese social organization dualism is shown to be fundamental to all aspects of Rotenese life. Gender relations, therefore, are discussed in terms of a binary category. It is impossible to study women in isolation from men because in the Rotenese cultural context they function as a pair. This dualism, which at first sight gives a sense of opposition between male and female, and between 'outer house' (male) and 'inner house' (female) domains, is revealed on closer examination as a complementary relationship, in which the two halves, men and women, make a complete whole. The main themes considered in this thesis are as follows: (i) The political system of Rote from the colonial past to the present is discussed by reference to its dualistic orientation. (ii) Kinship is examined in terms of male descent and female affiliation. A closer examination of the Rotenese marriage transactions reveals the high status of women. (iii) The gender division of work in the 'inner house' is described in detail as a female domain. It is then shown that there is a blurring of the boundary between the 'inner house and the 'outer house'. (iv) The gender division of work in the 'outer house' is described as a male domain, but in response to development, there is an increasing participation of women in this male domain. (v) The combination of national development and Indonesian nation-building also influences gender relations in Rote, and this is considered together with the role of Rotenese women in development. Finally, it is stressed that the analyst's evaluation of male and female contributions to the family is not necessarily the way Rotenese perceive or make sense of their gender relations.

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Sapinski, Aleksander, and Agnieszka Knap-Stefaniuk. "Sustainable development and contemporary challenges in human resources management – selected aspects." Thesis, Sumy State University, 2015. http://essuir.sumdu.edu.ua/handle/123456789/43787.

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Enterprises that follow the path of sustainable development are called sustainable enterprises. Their activities are determined by sustainable management, an essential part of which is human resources management. Human resources have a vital role in the process of transforming enterprises into sustainable organizations. The most valuable part of that is sustainable personnel, that is highly qualified employees who understand and implement the rules of sustainable growth in the development of their work.

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Watson, Peter James. "Computer modelling of the development of the trabecular architecture in the human pelvis." Thesis, University of Hull, 2011. http://hydra.hull.ac.uk/resources/hull:5280.

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The influence of mechanical loading upon bone growth and remodelling has been widely studied. It has been suggested that functional bone growth is evident within the human adult pelvis, where the internal trabecular structure is purported to align to the principal strain trajectories induced during bipedal locomotion. Ontogenetic studies of the juvenile pelvis have observed that trabecular bone growth becomes progressively ordered from an initial randomised patterning. This has lead to theories linking the gradual structural optimisation of trabecular bone to the mechanical forces associated with the development of juvenile locomotion. However, recent studies have observed partially optimised trabecular structures within the human fetal and neonatal pelvis, in contrast to previous observations. The possible genetic and mechanical factors which cause the in utero formation of these trabecular structures, which are usually associated with a weight bearing function, remains unknown. Therefore, this thesis aimed to investigate the influence of the mechanical strains associated with juvenile movements, upon the growth of pelvic trabecular bone. Biomechanical analyses were performed on digitised models of juvenile pelvic specimens belonging to the Scheuer collection. Digitised models of a prenatal, 1 year, 8 year and 19 year old pelvis were constructed through processing mircocomputed tomography scan data. A geometric morphometric reconstruction technique was devised which enabled the creation of hemi-pelvic models from originally disarticulated bone specimens. This reconstruction technique was validated through a close morphological comparison between a reconstructed hemi-pelvis, and its originally articulated CT data. The muscular and joint forces associated with in utero movements and bipedal locomotion, were computed through musculoskeletal simulations. A prenatal musculoskeletal model was constructed to replicate the in utero mechanical environment, and simulated interactions between the fetal leg and the womb wall. The forces associated with bipedal locomotion were evaluated through analysis of a pre-defined subject-specific musculoskeletal model. An attempt was made to validate the modelling technique of altering generic musculoskeletal models to create subject-specific representations. However, comparisons between computed and experimentally recorded muscle activities proved inclusive, although this was attributed to uncertainties in the accuracy of the experimental data. A series of finite element analyses computed the strain distributions associated with the predicted musculoskeletal loading. A range of load regimes were applied to each juvenile pelves, and were based upon the computed musculoskeletal forces and the maximum isometric force capabilities of the pelvic muscles. However, despite the differences between the applied load regimes, the predicted von Mises and compressive strain distributions displayed similarities for all the ages analysed. All the predicted distributions were characterised by high strains within the inferior ilium, which correlated to a region of high trabecular organisation. The high strain magnitudes then travelled superiorly in either a gradual or rapid dissipation, both of which did not produce a distribution which correlated to the pelvic trabecular histomorphometry. Therefore, no strain distribution was predicted with divergence of the inferior strains to the anterior and posterior regions of the ilium, as observed with the trabecular trajectories within the pelvis. As the predicted von Mises and compressive strain distributions failed to match the complete iliac trabecular histomorphometry, it was suggested that the in utero formation of partially optimised trabecular growth is possibly due to generic factors. This thesis provided initial investigations into the musculoskeletal and mechanical loading of the juvenile pelvis, although future work is required to develop the applied modelling techniques to fully determine the influence of the mechanical strains.

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Guebuza, Anchia Nhaca. "Civil service reform and human resources management priorities in Mozambique." Thesis, University of the Western Cape, 2006. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_6831_1264385573.

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This study focused on the developments of Civil Service Reform (CSR) in Mozambique, and the priority issues pertaining to human resources management in the country. This research investigation performed an assessment of the human resources management priorities and its effectiveness in civil service reform in the Government of Mozambique.

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Samarnbutr, Caruspong. "An examination of technological capability development in the Thailand automotive industry : the role of Thai government policy from 1960-2009." Thesis, University of Portsmouth, 2012. https://researchportal.port.ac.uk/portal/en/theses/an-examination-of-technological-capability-development-in-the-thailand-automotive-industry(fdd7ba8d-aa78-4021-a8ba-6b8c1d479f97).html.

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Thailand’s automotive industry has grown steadily since the 1960s making Thailand one of the world’s largest vehicle producers. Indeed, when it comes to Pick-up trucks, Thailand is the main manufacturing base for the following firms: Mitsubishi, Ford, Isuzu, Toyota and Nissan. While this may seem impressive, what remains unclear is whether these improvements have been matched with similar levels of technological capability development within Thailand. This study examines the growth of the Thai automotive industry and the influence of government policy from 1960-2009 on this industry. For the past 49 years the Thai government has encouraged and helped to develop an automobile industry within its borders and it has deployed a range of industrial policies to enhance the technological capabilities of local auto part firms. It is against this background that this study examines the level and extent of technological capability development within the Thai automobile industry. To this end, the study initially identifies the key concepts, ‘organisation & organisational learning’, ‘international strategic alliance’, ‘technology transfer’, and ‘innovation strategies’, as well as their related factors, and uses them to create the study’s conceptual framework. The important role of government policies is later added as a key concept in the conceptual framework. Evidence is presented from a survey of over 300 Thai automotive firms and in-depth elite interviews through three phases of research. The key findings of this study are that while the production figures in Thailand’s automotive industry have grown, these improvements have not been equally matched by similar levels of technological capability development. The other key finding is that the ten factors related to the key concepts mentioned above have an effect on the development of technological capability in the Thai automotive industry. The study contributes to the existing literature by developing an innovative conceptual framework called the Model of Technological Capability Development for the Automotive Parts Industry in Thailand. In addition, the research provides suggestions on how the Thai automotive industry can develop a technological capability strategy based on data obtained from the executives of automotive firms. The key findings of this study provide policy implications for the automotive industry and government bodies. It was also found that this study can be generalised to other ASEAN countries.

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Battal, Khalid Mohammed A. "Investigating the concept, practice and strategy of human resource development in Saudi public organisations." Thesis, University of Hull, 2011. http://hydra.hull.ac.uk/resources/hull:11867.

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This thesis explores how HRD is conducted in the under-researched context of the Arab Middle East, specifically in Saudi Arabian public organisations. Four research questions are addressed: how HRD is conceptualized by practitioners; what systems, processes and approaches are currently prevalent in these organisations, to what extent the HRD function in these organisations is strategic and what are the main challenges facing HRD now and in the future in Saudi public organisations. A mixed – methods approach was adopted, grounded on a pragmatic rationale. Quantitative data were collected from a questionnaire survey of HRD managers in all 158 public organisations; 115 usable responses were returned. Issues emerging from the survey were then explored in depth via semi – structured interviews with a non- random sample of 23 managers. Findings revealed a conceptualization of HRD similar that in the West, reflecting notions of human capital, whole – person development, improved productivity and keeping pace with environmental change. However, participants were caught in competing dynamics of tradition versus modernization and centralizations versus decentralization, which undermined their efforts and left them frustrated. With regard to the strategic role of HRD, again, reality did not match the rhetoric. HRD was often relegated to an administrative role and practitioners excluded from decision-making. Long-term benefits were commonly sacrificed to short – term cost concerns. It is concluded that the main challenges facing HRD now and in the future in Saudi Arabia are the need for practitioners to be creative and proactive in asserting their influence and developing the professional status of HRD; the struggle to balance competing cultural assumptions and to develop a culturally appropriate model of HRD; and the need for greater clarity in the governmental HRD strategy by which the public organisations‟ HRD efforts are both encouraged and constrained.

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Mello, DM. "Human Resource Development for effective service delivery in the South African public." Journal of Public Administration, 2008. http://encore.tut.ac.za/iii/cpro/DigitalItemViewPage.external?sp=1000689.

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The environment within which the South African public service renders a variety of services is always changing. Some needs may be justifiable and some may not meet the expectations of the South African citizens as their expectations increase while the human resource and financial capacity do not increase in the same proportion. A direct consequence of this situation is a backlog in service delivery, unresponsive service delivery and impatience on the part of consumers. Human resources, therefore, need to be managed for optimum service delivery. The public service needs to invest more in human resource and be able to retain skilled employees. This article attempts to define concepts that relate to human resources development. Furthermore, this article pays attention to the policy and institutional framework within which public services have to be rendered. The objectives of human resource development are also explained in his article. A number of challenges that impede human resources development are analysed. Lastly, the article focuses on interventions and recommendations that could enhance capacity building in the public service.

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Szierbowski-Seibel, Klaas [Verfasser]. "The development of the human resource function towards a strategic role - four essays in human resource management focusing on strategic human resource management involvement, human resource outsourcing and human resources mangement and the relationship with organizational performance / Klaas Szierbowski-Seibel." Paderborn : Universitätsbibliothek, 2019. http://d-nb.info/1186785934/34.

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Fitz-Lewis, Thecla. "Human Resources Strategies for Retaining Employees in St. Lucian Banks." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5703.

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Retention issues have been a challenge for human resources (HR) leaders for years. Organization HR leaders face employee retention challenges that lead to the loss of talented employees and a decline in the organization's quality of service, which negatively affects profitability. Based on Schultz's human capital theory, the purpose of this multiple case study was to explore strategies HR leaders used to retain employees. Data collection included company archival documentation review and face-to-face semistructured interviews with 11 purposefully selected HR leaders from 3 banks in the northern region of St. Lucia. Data analysis included using Yin's 5-step method, coding the transcribed interviews to identify relevant themes, member checking to strengthen the reliability and validity of the interpretations of participants' responses, and review of company documents. The 5 main themes revealed were strategies of employee retention, human capital development, culture of engagement, succession planning, and leader-member exchange, which affects employees' commitment and organizational profitability. Human resources leaders in organizations may use the findings of this study to develop effective strategies to retain employees, which could lead to individual achievement. Social change implications include the importance of investing in human capital that may lead to succession planning to promote business sustainability and economic growth in St. Lucia and other countries.

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Ng, Weng Man. "The development and evaluation of human resources of doctors in Macao SAR." Thesis, University of Macau, 2005. http://umaclib3.umac.mo/record=b1447706.

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Fuller, Duncan. "Financial exclusion and inclusion : credit union development in Kingston upon Hull." Thesis, University of Hull, 2000. http://hydra.hull.ac.uk/resources/hull:7026.

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Within the flourishing area of new economic geography, increased attention is currently being paid to a variety of 'alternative' sources of credit and finance. As one of these forms, British credit unions are currently particularly 'sexy'. One reason for this status relates to increasing interest (both within the academy and outside) in the role(s) credit unions can play in relieving the effects of financial exclusion and poverty throughout Britain. In the context of the growing concerns of 'New Labour' about these issues, credit unions are progressively being posited as one route to a more inclusive society, both in social and economic terms. However, through an analysis that positions credit unions as 'civil', embodied, institutions in the specific context of their development in Kingston upon Hull, this thesis proposes that the achievement of such a goal is not a straightforward issue. This work questions the extent to which British credit unions have historically contributed towards financial inclusion, finding that such evidence remains partial and somewhat underlain by a 'faith' in the merits of the credit union model. As a consequence, it emphasises that in taking the route to a more financially included society through increased usage of credit unions, a number of barriers to their development and growth will have to be surmounted. These barriers are highlighted within this work through an exploration of a prevailing credit union discourse, which draws attention to the linkages between the structural features of the British credit union environment, and the manifestations of these features within localities such as Hull. In so doing, it concludes by outlining a number of challenges and changes facing the British movement that are reflective of a growing awareness of these barriers and their effects. It is argued that these features will broadly affect (and effect) the contribution made by credit unions within a more (financially) inclusive society in the years to come.

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Mohammed, Mariam Okoye. "The influence of multiculturalism on the social and educational development of university students in Nigeria." Thesis, University of Hull, 1996. http://hydra.hull.ac.uk/resources/hull:3939.

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Loureiro-Koechlin, Cecilia. "Human and social aspects of software development for complex organisations : an online ethnography of software developers." Thesis, University of Hull, 2006. http://hydra.hull.ac.uk/resources/hull:5667.

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This thesis addresses the problem of human and social issues that affect software development. It is situated within the field of Information Systems and focuses on the processes of software production used within complex organisational processes: particularly decision-making, collaboration and workflow. Human and social issues are problems and situations caused by the members of the target organisations, software developers, and the dynamics of their working and social interactions. The objective of this thesis is to identify these human and social issues and see how they affect software developers' work. The methodological approach adopted here, is designed from the interpretive point of view. This study takes the perspective of software developers as they possess practical knowledge of complex business settings and current software development practices. Online ethnography is the chosen method that allows this investigation access to virtual communities in which software developers work and exchange experiences. The design of this thesis is as follows: 1. Online data is collected which reflect software developers' beliefs about their work and their target organisations. 2. Data categories are created which show a picture of the current state of affairs in software development. 3. An interpretive theory building strategy is used to create a model of software development based on data categories. The final outcome of this thesis is developed as a complement to Orlikowski's (2000) structurational model of enactment of technologies-in-practice and takes the form of a descriptive, theory based model. This model contributes to the deeper understanding of software development issues. It presents human and social issues that affect the production of software within three different contexts: software development environment, software development practices and complex business organisations. The model generated in this thesis also suggests that software developers' perceptions of human and social issues in complex business organisations are influenced by the developers' background knowledge and experience.

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Dafel, Jacobus Christian. "Communication and strategic human resources development as part of culture establishment in a heavy minerals industry." Thesis, University of Zululand, 2009. http://hdl.handle.net/10530/945.

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Submitted in accordance with the requirements for the degree of Master of Arts in Communication Science at the University of Zululand, South Africa, 2009.
According to Grobler, et al (2005:315) organisational learning is a characteristic of an adaptive organisation, i.e. an organisation that is able to sense changes in signals from its environment (both internal and external). One of Ticor South Africa's1 (TSA) corporate values is to be a learning organisation. This implies that the organisation actively creates, captures, transfers and mobilises knowledge which enables it to adapt to a changing environment TSA utilise an interactive learning strategy. This strategy enabled positional competence which ensures that individuals are empowered to carry out their jobs. The learning strategy implemented utilises strategic human resources in development and learning management Its foundation and supports a philosophy of organisational culture. This study focuses on the field of organisational communication mat includes management The study describes the psychology, attitudes, experiences, beliefs and values (personal and cultural values) of an organisation. The Wikipedia . website (2009:http/en.wikipedia.org/wi3d/ Organisational culture#cite-note-hill iones-Q#cite_note-hill iones-0) states that it deals with a specific collection of values and norms that are shared by people and groups in an organisation. It controls the way they interact with each other and with stakeholders outside the organisation. In any new dynamic organisation the diverse background of a new workforce and their cultural differences creates a purist culture. This also adds to the implementation of the organisation's vision. Diverse cultures traditionally impact on the implementation of the learning strategy, this hamper cultural competence. The first part of this study examines the establishment of a new heavy minerals mine in a quasi rural area; this is then followed by a short study of what is viewed as best practices in terms of organisational development Subsequent chapters deal with the construction and implementation of an integrative learning strategy which not only addresses strategic human resources development but also on site learning management. The penultimate chapter's looks at two culture surveys which the author designed and conducted in 2004/5, as well as a safety climate culture survey 2005 and an organisational culture analysis 2006. This was conducted in conjunction with an on-site consultant The findings of said surveys provided a pattern which substantiated the conclusion and recommendations obtained from the quantitative research methodology used.

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Ntsatsi, Kgomotso Sejamore. "Needs and participation in rural development : a study of extension programmes in a Botswana village." Thesis, University of Hull, 1989. http://hydra.hull.ac.uk/resources/hull:7022.

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Högstedt, Martin. "Att tala så det träffar : Om konsten att ge och ta feedback." Thesis, Swedish National Defence College, Swedish National Defence College, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:fhs:diva-790.

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To have a functioning organization where there is a self-development for employees them selves, as well as between managers and employees, where employees are empowered and work for the organization and its goals. Feedback seems to be the main instrument to solve problems and create that organization. At the Military Academy Karlberg and the basic officers training there is a lot of discussions about feedback and how it is supposed to be carried out. This essay discusses the matter of how well we live up to the demands set by leadership classes at the Military Academy, what the platoon leaders do think about how feedback takes its expression. The questions about how feedback is used are to be answered by interviews with five platoon leaders and their thoughts about how feedback is communicated at the Academy. The results of the interviews have got differences but there are common points of view. All platoon leaders have the opinion that feedback is an instrument which is made for developing either the personell or the organization. Three of the platoon leaders use expressions when they give feedback, such as “i-expressions”:“When you act like this I feel like…etc”. How feedback takes its expression is in general manifested with big differences but all of the platoon leaders do agree that feedback is not used as much as it could be. With consideration to the differences in opinions, the conclusion, consist of how feedback takes its expression. It is important that everyone in the organization gets empowered and aligned with the common goals of the organization.

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Alshammasi, Abdrabalamir Abbas Abdullah. "The influence of economic, political and socio-cultural factors on the development of health services in Saudi Arabia." Thesis, University of Hull, 1986. http://hydra.hull.ac.uk/resources/hull:5105.

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In this thesis I examine the influence of economic, political and socio-cultural factors on the development of health services in Saudi Arabia. There are four main parts and a conclusion. In Part One I review the situation in developing countries. Many commentators have argued that economic factors, and to some extent political factors, are the main determinant of health services development in developing countries. Socio-cultural factors are generally neglected in these analysis. In this thesis I redress the balance by examining the relationship between economic, political and socio-cultural factors in the development of the Saudi health care system.In Part Two I analyse the Saudi resource situation. Although the health service is not considered a priority in the overall Saudi development strategy, the government provides generous financial resources for its development. However, non-financial resources remain a problem. Relatively abundant financial resources can provide a short-term solution to some of the resource shortages, such as the lack of skilled manpower, but the use of expatriate health personnel may have unanticipated negative consequences.In Part Three I examine the resource allocation process. The Saudi political system contains a mixture of modern and traditional elements, and the decision making process is affected by traditional social relationships. The King and public bureaucrats play a key role in the allocation process, but local leaders and Governors have wide scope to influence their decisions. While health provision is not a political issue in the country, it contributes to the social cohesion between the government and the general public.In Part Four I examine the influence of socio-cultural factors on the development of the Saudi health service. In the Saudi society socio-cultural factors affect the behaviour of individuals in their interaction with the health system. For example, the annual pilgrimage to Mecca by millions of moslems from all over the world presents a formidable challenge to health authorities. Health authorities accept the importance of socio-cultural factors, and respond by compromising policies. In the conclusion I consider the policy and theoretical implications of the study. In particular I examine the need for the formal recongnition and incorporation of socio-cultural factors into health policy decision making. This would lead to the generation of alternative policy options which complement other options based on economic and political considerations. The socio-cultural oriented approach can contribute significantly to the improvement of the long term prospect for health services in Saudi Arabia, and developing countries generally.

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Haagh, Louise. "Redemocratisation, labour relations and the development of human resources in Chile (1990-1993)." Thesis, University of Oxford, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.285242.

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Christiananta, Budiman. "Human resources development in Indonesia : policies and practices in East Javan manufacturing industry." Thesis, University of Edinburgh, 1986. http://hdl.handle.net/1842/18785.

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Van, der Merwe Seugnet. "The incorporation of internal communication into career development and support for human resources." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/65516.

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The corporate world is constantly changing and it is changing at a very fast pace. In order for employees to stay relevant in their organisations, as well as in the rest of the corporate world, the focus needs to be on how employees will achieve this and how they will stay informed. The purpose of this research was to determine the regard for career development and support that is currently provided to employees in the different career stages of the career life-cycle of an employee in a global, financial organisation and how the internal communication around this is regarded by employees, specifically organisational and management communication. This was in order to further determine how this affects the level of employee satisfaction and employee behaviour towards the organisation. An in-depth literature review was followed by a probability sampling that was conducted with the stratified sampling method. This was in order to determine how employees currently regard the various constructs, including: career development and support; employee satisfaction; employee behaviour; organisational communication and management communication. Survey questionnaires were developed and the results of this study were based on the 247 completed responses. The primary and secondary objectives were achieved; the hypotheses specified were accordingly tested; the results were applied towards answering the stated research question; and interesting additional findings were detected which triggered suggestions for further future research. This study contributes toward the field of communication in considering the importance of incorporating internal communication, specifically organisational and management communication, in human resource practices, specifically career development and support in organisations.
Dissertation (MCom)--University of Pretoria, 2017.
Communication Management
MCom
Unrestricted

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Tregaskis, Olga. "Multinational subsidiaries' learning and development systems : the case of R and D employees in UK based subsidiaries." Thesis, Cranfield University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.341056.

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Phillips, Patrick, and Aregai Tecle. "An Analysis of Human Settlement Impacts on Riparian Areas in the Beaver Creek Watershed in North Central Arizona." Arizona-Nevada Academy of Science, 2002. http://hdl.handle.net/10150/296572.

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Kereme, Philip Tene, and n/a. "Youth unemployment and schooling in relation to human resources development in Papua New Guinea." University of Canberra. Teacher Education, 1997. http://erl.canberra.edu.au./public/adt-AUC20050712.120913.

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Naris, Sylvia Ndeshee. "The effectiveness of human resources code :staff development and training at a Namibian polytechnic." Thesis, Cape Peninsula University of Technology, 2009. http://hdl.handle.net/20.500.11838/1745.

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Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2009
Policies adopted by tertiary educational institutions play a key role in determining the future of an institution. When they are applied and monitored effectively, most of these policies bear positive results for the institution. However, where there is no clear monitoring system, it is a foregone conclusion that policies will not bring about desired results. Therefore, assessing the PoN policy and practices are imperative. The HR Code is a policy document of the PoN. The main objective of the study was to establish effectiveness of the HR Code: SDT. The research study established motivating factors for drafting the HR Code: SDT, and analysed its weaknesses in order to trace whether staff development is linked to strategic goals of the PoN. The researcher has also made an earnest attempt to find out reasons why staff members resign after attending development programmes, which would assist the institution to retain their staff, as it prepares itself to become a university of technology that requires more and better qualified staff. The enquiry adopted a case study approach because it dealt with a specific institution in Namibia. A triangulation method was utilised to solicit information from academics, administrative and support staff, by conducting semi-structured interviews with top management, HoD’s, sectional heads and ex-staff members. A closed-ended questionnaire was distributed to staff members. Institutional documents were also reviewed to corroborate empirical data that was collected. Research revealed that the aim of drafting the HR Code: SDT was to improve qualification levels of Namibian staff members and to improve work performances of staff members. However, research proved conclusively that there were no measurable objectives that were established to evaluate and monitor that the objective was achieved; there were also no staff development plans linked to strategic goals of the institution; staff members’ work performance was not assessed after training; and there were no retention strategies in place. It is evident from the research findings that the desired results of the HR Code: SDT will not be achieved and, therefore, recommendations are proposed that the PoN effectively communicates objectives of the HR Code to staff members; develop a comprehensive and complimentary staff development policy; a staff development plan; an innovative retention strategy; and appoint a staff development officer to monitor and ensure that desired goals are achieved as means to save the institution from an unnecessary waste of financial, material and human resources.

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Al-Ali, Adnan A. S. "Human resource development : training and development practices and related organisational factors in Kuwaiti organisations." Thesis, University of Bradford, 1999. http://hdl.handle.net/10454/4936.

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This study examines and aims to disclose the current policies and practices of Training and Development (T&D) within Kuwaiti government and private/joint-venture organisations. The literature review indicates that although much attention has been devoted in studying Training and Development practices, a very few focus on T&D related factors on organisation performance in developing countries. The literature also indicates the need for considering these factors in order to have a better T&D effectiveness, and hence organisation overall performance. In this study the Training for Impact model was adopted and tested within Kuwaiti context in terms of training needs assessment and evaluation and follow-up. This research uses data collected from 100 organisations in Kuwait. 50 of these were government and 50 private /joint venture listed in Kuwait Stock Exchange. Therefore, all managers (100 training personnel) who are in charge of T&D function/programmes, were samples of the respondents of the present study. The main data collection methods adopted by this study were interviews (semi-structured) and "drop-in and pick-up" self-completion questionnaires. The data were quantitatively analysed and triangulation of quantitative findings was carried out in order to find out the difference between the two sectors in Kuwait in terms of T&D practices and related factors. To establish a causal connection between related factors and identified dimensions (T&D effectiveness, organisational rating, and satisfaction with evaluation process), a multiple regression technique was employed. The major findings of this study are noted below: Results indicate that the majority of the investigated organisations do not have a formal T&D system. T&D programmes are still carried out on a piecemeal basis rather than a systematic long-term policy. Findings which were common among the majority of the approached organisations were absence of a systematic organisational training needs analysis, use of conventional training methods, lack of effective procedures for T&D evaluation. The study explores the training personnel's way of thinking towards their T&D function and to the proposed T&D dimensions framework (integrated HRD strategy, top and line management commitment, a supportive formal system, T&D mechanism, organisational culture, and training budget). The findings indicate that most of the training personnel perceived these dimensions as providing motivation, commitment and support to their T&D function. Six main factors were found to influence T&D practices in government and private/joint venture organisations. These factors are: top management commitment, mutual support between organisational philosophy and T&D activities, line management support T&D involvement in organisation strategy, T&D policies and plans, and T&D effects on employees self-development. The study also identifies T&D effects on organisation performance in Kuwaiti organisations in terms of eliminating problems; increasing commitment and motivation; fulfilling individual needs and personal objectives, improving interpersonal and interdepartmental relations, improving quality of goods and services; and leading to effective utilisation and investment in human resources. In addition the study establishes a causal connection of T&D related factors with performance dimensions, organisation rating, and satisfaction of T&D evaluation. The author recommends that for the T&D function to be treated as seriously as other organisational functions, then Kuwaiti training personnel, as well as top and line management, need to be more willing to play proactive and strategic organisational roles in T&D activities.

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Cleophas, Noel Cyril. "Marine environmental education for a sustainable exploitation of marine resources. The case of Abalone poaching in the Hermanus area." University of the Western Cape, 2002. http://hdl.handle.net/11394/7778.

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Magister Administrationis - MAdmin
The coastal zone is a highly complex and highly productive environment in which components are intimately linked and interdependent on each other. Furthermore, human pressure and poaching remains an enormous problem within coastal zones and therefore necessitates an integrated and multidisciplinary development and management effort.

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Nhlapo, Tsholo Mzawazi Solomon. "The implementation of human resource development strategy for total quality management within the Department of Correctional Services : focus on Groenpunt management area / Tsholo Mzawazi Solomon Nhlapo." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4831.

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To improve on service delivery, the challenge is to ensure that the correctional officials understand and are skilled in dealing with demands for better standard of service delivery by the public. There is a perception that current training programmes are too fragmented and that training does not receive the priority it deserves. There is also a feeling that current training is still too much focused on the training needs of the ''top" echelons (managers) and not the "bottom" end of the Department of Correctional Services, especially those directly dealing with day to day work situation. This study was therefore designed to examine how human resources are developed within the Department of Correctional Services, emphasizing on Human Resource Development Strategy for Total Quality Management within the Department. The research methods utilized in the investigation are qualitative and exploratory, since no comparative research on the implementation of Human Resource Development Strategy has yet been conducted in the Department of Correctional Services. The study took place at the Groenpunt Management Area. In order to obtain data, questionnaires and interviews were used and administered by the researcher with randomly selected individuals from the employees within Groenpunt Management Area. The investigation was based on the hypothesis that the effective implementation of human resource development strategy may lead to efficient total quality management in Groenpunt Management Area. The Department of Correctional Services (DCS) should utilize strategies to provide training and education to further the employees' development and chances of advancement to leadership positions. The DCS must be concerned to implement techniques that could serve to improve productivity and better service delivery. Greater employee involvement and development need to be encouraged. The findings of the study explore that the Human Resource Development Strategy for the DCS must be aimed at addressing the major human resource capacity constraints currently hampering the effective and equitable service delivery. The DCS must become a true learning organization and to ensure this the DCS must ensure that conditions necessary for improving service delivery have been established. The implementation of the HRD Strategy will ensure that the capacity of the staff within the DCS is built up to a level of competence that will ensure access to equal and competent service. The study concludes with the recommendation that appropriate human resources are required to implement strategies. The DCS further needs to have the right kind of people trained in the appropriate manner in order to carry out strategic plans. Where the implementation of strategies requires new knowledge and skills, it must be ensured that the information is built into the existing training courses and that new courses are developed if necessary.
Thesis (M. Development and Management)--North-West University, Vaal Triangle Campus, 2010.

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Fluder, Joseph J. III. "Human Modification of the Upper Middle Rio Grande: Using GIT Techniques to Measure Change Between Albuquerque and Cochiti Dam, New Mexico." Arizona-Nevada Academy of Science, 2003. http://hdl.handle.net/10150/296578.

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Chebere, Margaret. "An evaluation of Human Resources managerial effectiveness of the public health sector of Ghana." Thesis, University of Manchester, 2011. https://www.research.manchester.ac.uk/portal/en/theses/an-evaluation-of-human-resources-managerial-effectiveness-of-the-public-health-sector-of-ghana(1b1e6d47-af08-4881-a79b-26946445d8e5).html.

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The objective of this research is to evaluate Human Resources managerial/development effectiveness (HRM/DE) of frontline managers from the perspectives of managers themselves and stakeholders in the public health sector (PHS) of Ghana. The study did this through the development of a conceptual framework which combined the use of integrated organisational and management theoretical perspectives and contextual variables. The study employed the mixed methods research methodology which combined both empiricism and post post-positivists' views with critical realism as the underpinning philosophy. A total of 18 district directors of health, from two regions were purposively sampled and interviewed utilising an in-depth open ended questionnaire through the discussion. Additionally, key policy makers were interviewed and focus group discussions held and a structured questionnaire completed by another group of employees, who assessed managers' capabilities. Discourse analysis was used for the analysis with the aid of Nvivo 7 for the qualitative material whilst quantitative data were analysed using simple descriptive statistics. Findings were triangulated using Marquart and Zercher's (2000) cross-over track analysis framework. Findings show research questions were answered. Majority of district directors lack managerial competencies; are less interested in HRM/D activities, less confident of their human resource skills and less sure of the political and representational skills required of managers. In particular, it is necessary to take account of the political structure of the PHS of Ghana; significant differences exist in power, individual or group interests, values, assumptions and expectations. However, most district directors have tried to indigenise HRM/D practices as a way of motivating and retaining staff. Core Human resources managerial competencies from the perspectives of the three sampled groups have been compiled. It is the first time such a study has been conducted in the PHS of Ghana and which has therefore made inroads in the existing literature and has contributed to HRM/D literature information in Africa particularly Ghana. It also paves the way for understanding management in the African context and perspective and specifically in health care settings. This study has gone beyond the two groups of respondents and proved that the use of multiple respondents generates rich findings and unveiled what would normally have not been possible if single respondents were used.

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Lansbury, Lynn N. Sander. "The development, measurement and implementation of a bystander intervention strategy : a field study on workplace verbal bullying in a large UK organisation." Thesis, University of Portsmouth, 2014. https://researchportal.port.ac.uk/portal/en/theses/the-development-measurement-and-implementation-of-a-bystander-intervention-strategy(e25dc59d-e11b-49b8-8195-7b6cb5349080).html.

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This thesis addressed the bystander intervention gap in the workplace bullying literature. Bystanders are employees, other than the bully or target, who are present when bullying occurs. They are well placed to intervene but often they do not. Previous research suggested that increased bystander intervention may lead to a reduction in workplace bullying. Although suggestions for bystander intervention in workplace bullying were found in the literature none had been implemented or measured. As field research this thesis addressed a real-world problem. The participating employees were from a large, mainland UK organisation where workplace verbal bullying had been identified as a problem. Therefore a strategy for bystander intervention in workplace verbal bullying was designed, implemented and measured. The new Responsible Intervention Decision Strategy (RIDS)model combined existing theories on the bystanders' decision process and responsibility to support bystander intervention. This quantitative study developed and validated a new 15 item Responsible Bystander Intervention in Verbal Bullying (RBI-VB) metric. The concise metric was incorporated into a practical, single-page survey to test the RIDS model in the field. Shop-floor employees participated in pre and post-intervention surveys (N = 1501) and one of four conditions. The RBI-VB metric demonstrated that responsible bystander intervention was positively correlated to bystander willingness to intervene in workplace verbal bullying. This could be increased with RIDS-based training or the in-house campaign; and was positively correlated to self-reported bystander intervention. The study is limited as it took place within a single UK organisation. However, the findings demonstrated the efficacy of the RIDS model and the practical application of the RBI-VB metric for baseline measurements, monitoring and to assess bystander intervention programmes. Willingness to intervene can be increased and this relates to actual intervention but most bystander intervention was carried out by previous targets of workplace verbal bullying. The implications are discussed.

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McNeill, Matthew, and n/a. "Approaches to the development of human resources management competency standards in the Australian Public Service." University of Canberra. Professional and Community Education, 1996. http://erl.canberra.edu.au./public/adt-AUC20061013.142754.

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This thesis is derived from a work project, the consideration of approaches to the development of Human Resource Management competency standards for the Australian Public Service. The thesis is a vehicle for examining and exploring a complex Human Resource Development strategy, through dealing with the details of the project. This project was undertaken from 16 January to 13 April 1995. The project occurred in a turbulent environment with limited resources. The decision whether or not to develop Human Resource Management competencies was an important step in the implementation of the National Training Reform Agenda by the Australian Public Service, being influenced by a number of changes in the national environment as well as having to accommodate a number of factors internal to the Australian Public Service. Factors included: the impact of changes to vocational education and training at the national level such as the introduction of the Australian Qualifications Framework; the impact of a devolved management structure; the differing needs of stakeholders; the need to accommodate industrial relations issues; and the impact of resource constraints (including time). The thesis explains the context and conduct of the project. It critically examines the development of action plans and progress made over the course of the project. It explains the process and content of project activities and provides comments on them. This allows insights into the development of Human Resource Development policy in the public sector. In particular it shows how the nature of the project changed from its anticipated focus on competency identification to its final focus on preparing advice to the Joint Australian Public Service Training Council. That advice recommended that separate Human Resource Management competency standards should not, after all, be identified. It concluded that they should be integrated with the core competency standards for the Australian Public Service. The thesis reflects on key aspects of the project including its subject matter, processes, and outcomes. Some of these concern the impact of the systemic, conceptual and structural changes in the National Training Reform Agenda on strategic Human Resource Development. In addition the thesis reflects on the many roles of the project officer in strategic Human Resource Development activities, suggesting that the project officer should act as a consultant rather than servant. To illustrate this point the thesis describes how the project officer was able to facilitate processes during this project that resulted in management accepting outcomes that differed from their expectations but better met their needs. The work of Lippitt and Lippitt (1986) is found to be helpful in identifying the project officer's roles. Finally the thesis considers the outcomes of the project in the light of the publication of the Karpin report (1995) and finds that the outcome is consistent with the thrust of that report.

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Simms, Christopher Don. "An analysis of the management of packaging within new product development : an investigation in the UK food and drinks sectors." Thesis, University of Portsmouth, 2012. https://researchportal.port.ac.uk/portal/en/theses/an-analysis-of-the-management-of-packaging-within-new-product-development(03da77f3-bb88-4ea9-bf67-1f72b0b9f8f9).html.

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Packaging plays a key role in product success within the highly competitive food and drinks sectors of the Fast Moving Consumer Goods (FMCG) industry. However, relatively little has been written about packaging in the marketing management literature. The majority of published research focuses on the marketing communications aspects of packaging. As a result, whilst there is substantial literature revealing the significance of packaging in purchasing decisions and perceptions of the product, its role in product development and the creation of new opportunities has been largely overlooked. Against this background, the research examines the management of packaging development within the FMCG industry: in particular, the food and drinks sectors. The purpose of the study is twofold: to examine how the development of a new product’s packaging is managed and integrated into the new product development (NPD) process of firms; and to explore how firms in the industry manage the opportunities that new packaging development may provide. The research finds that in their packaging development, most firms focus on ‘skindeep’ issues, such as the development of the label, and aesthetic modifications to the body of the packaging, such as changing the colour of a bottle. The analysis reveals three distinct levels of packaging development and argues that the development of new packaging formats and genuine packaging innovation is being overlooked by firms. The framework developed from the research reveals that the orientation of packaging development (skin-deep, aesthetic body modifications, or technological format change) is influenced by internal packaging capability, perceptions of the production process, the role of buyers, and concerns over the impact of changes on the product’s retailing. This in turn impacts on the role of the consumer and suppliers in development. This study contributes to the existing literature by providing new insight into the relationship between packaging development and NPD. The framework generated contributes to the existing stage based models of NPD by revealing that previous research has largely failed to analyse packaging development at the level of technological and format change. The findings also have implications for firms, identifying a need to re-examine their packaging development activities, to ensure that these address all three levels; not merely ‘skin-deep’ packaging.

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Ishikawa, Claudia. "The International Human Resource Development Nexus in Japan’s Immigration Paradigm : Policy Considerations and Findings of Survey Interviews in Germany and Australia." 名古屋大学国際教育交流センター, 2014. http://hdl.handle.net/2237/20795.

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Kira, Mari. "From Good Work to Sustainable Development - Human Resources Consumption and Regeneration in the Post-Bureaucratic Working Life." Doctoral thesis, KTH, Industriell ekonomi och organisation, 2003. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-3500.

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The thesis concentrates on the psychological consequences ofthe contemporary work. Two focal question of the thesis are,first, why do employeespsychological resources becomeconsumed in the contemporary working life? Second, how tocreate regenerative work enabling employeesdevelopmentin the present situation? The latter question aims todistinguish the conditions for sustainable individual andcollective development at work. The empirical research consistsof two studies; the Empirical Study I with explorative casestudies in two »new economy« companies and theEmpirical Study II with action research case studies in apublic hospital and a tenantsunion. In the EmpiricalStudy II, the case organizations defined their problemsrelating to human resources consumption. The subsequent actionresearch projects aimed to work on these problems and togenerate ideas for regenerative work. The case studies indicate that many contemporary workinglife problems relate to fundamental changes at work. Confinedbureaucratic work is gradually changing into more complex andboundaryless work. Instead of bureaucratic impersonality, suchwork requires comprehensive personal presence from employees.However, organizational arrangements have not followed thedevelopment. Organizational structures and practices are stillaimed at controlling and guiding compartmentalized, stablework. Consequently, post-bureaucratic work realities exist inbureaucratic work organizations; the clashes between the twooperation logics lead to negative consequences at individualand organizational levels. The thesis studies the reasons for the gap betweenbureaucratic organizational logic and post-bureaucratic worklogic. Furthermore, organizational and individual approachesleading to more comprehensible, manageable, and meaningful workare explored. When it comes to organizational approaches, theredoes not seem to exist a certain structure for apost-bureaucratic organization; such an organization is a stateof collective and individual mind rather than a fixed solution.At individual level, bureaucratic thinking has to grow intopost-bureaucratic thinking at all hierarchical levels.Responsibility taking and complex thinking are needed. Mentalmodels enabling versatile functioning within an organizationare required. KEY WORDS:good work, personal development, professionaldevelopment, stress, human resources, regenerative work,consuming work, bureaucracy, post-bureaucracy, actionresearch.

NR 20140805

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Shuck, Michael B. "Employee Engagement: An Examination of Antecedent and Outcome Variables." FIU Digital Commons, 2010. http://digitalcommons.fiu.edu/etd/235.

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This nonexperimental, correlational study (N = 283) examined the relation among job fit, affective commitment, psychological climate, discretionary effort, intention to turnover, and employee engagement. An internet-based self-report survey battery of six scales were administered to a heterogeneous sampling of organizations from the fields of service, technology, healthcare, retail, banking, nonprofit, and hospitality. Hypotheses were tested through correlational and hierarchical regression analytic procedures. Job fit, affective commitment, and psychological climate were all significantly related to employee engagement and employee engagement was significantly related to both discretionary effort and intention to turnover. For the discretionary effort model, the hierarchical regression analysis results suggested that the employees who reported experiencing a positive psychological climate were more likely to report higher levels of discretionary effort. As for the intention to turnover model, the hierarchical regression analysis results indicated that affective commitment and employee engagement predicted lower levels of an employee’s intention to turnover. The regression beta weights ranged from to .43 to .78, supporting the theoretical, empirical, and practical relevance of understanding the impact of employee engagement on organizational outcomes. Implications for HRD theory, research, and practice are highlighted as possible strategic leverage points for creating conditions that facilitate the development of employee engagement as a means for improving organizational performance.

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Al-Hinai, Ahmed M. Abdan. "Human resources development in an era of educational reform : an empirical investigation of policy and practice." Thesis, University of Nottingham, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.250533.

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Kaufman, Matthew. "EFFECTS OF A SUPPORT SYSTEM ON A FIRST GENERATION COLLEGE GRADUATE'S CAREER DEVELOPMENT." NSUWorks, 2014. http://nsuworks.nova.edu/hsbe_etd/52.

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Purpose: The purpose of this research is to identify and describe the impact of the support system on the career development of first generation college graduates. Research Questions: --What comprises the first generation college graduates' support system for each generation (i.e. social network, friends, family and colleagues and mentors)? --What is the relative importance/influence of each support system component in career development for each generation? Design/Methodology/Approach: There were a total of 21 in-depth interviews with equal number of participants for all three generations (Baby Boomers, X and Y). The interviews were recorded, transcribed and then coded. Further, there are cross case and within case analyses. Research Limitations: No participants were born outside of the range of 1946 to 1990. While women were equally represented during the purposeful sample selection, the research did not delve into gender differences study.

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Mussamo, Santos Augusto. "Análise do sistema de formação e desenvolvimento de recursos humanos: estudo de caso na empresa S.M. em Angola." Master's thesis, Universidade de Évora, 2011. http://hdl.handle.net/10174/15725.

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Entre os diversos recursos disponíveis numa organização, o homem é o único recurso inteligente e dinâmico capaz de idealizar e realizar todas as actividades dentro da empresa. Os recursos humanos possuem enormes capacidades para adquirir novos conhecimentos e habilidades, captar informações, modificar atitudes e comportamentos bem como desenvolver conceitos e abstracções, de forma a tornar a empresa mais produtiva e competitiva. Deste factor, surge a necessidade das organizações procurarem a todos os níveis desenvolver o seu potencial humano, agregando-lhes valor e tornando-lhe cada vez mais capacitados e habilitados para o trabalho. Este estudo analisa o sistema de formação e desenvolvimento de recursos humanos da Empresa S.M de forma a perceber a sua estrutura funcional e verificar que mecanismos são utilizados para avaliar os resultados da formação; ABSTRACT:Among the several resources available in a company, human beings are the only intelligent and dynamic resource that can conceptualise and carry out all the activities in the company. Human resources have a huge capacity to acquire new knowledge and abilities, to capture information, to change attitudes and behaviour as well as to develop concepts and abstract thinking in order to make the company more productive and competitive. This is the reason why companies strive to develop their human resources at all levels, adding value to them and making them more proficient and skilled. This research analyses the human resources training and development system of the S.M Company in order to understand its functional structure and ascertain what valuation methods are in place to assess the training results.

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Olsson, Oksana. "Career Development and Counseling in an International Company in Shanghai." Thesis, Stockholms universitet, Institutionen för pedagogik och didaktik, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-95697.

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The aim of the study is to understand the significance and the impact of the careerdevelopment and counseling with consideration of cultural aspects in an internationalcompany in Shanghai, the People’s Republic of China. The aim has been achievedthrough three research questions. What experiences do employees have from careerdevelopment and counseling in an international company in Shanghai? Whatcontributions from the company do employees perceive to be necessary inexperiencing an ongoing upward trend in their career development? What kind ofcultural aspects influence employees’ career development in an internationalcompany? The field study is conducted through the Cultural Intelligence Theory. Aqualitative approach has been used in the study. Six in-depth interviews wereconducted with employees and one in-depth interview with a HR manager in aninternational company in Shanghai.The experiences that the interviewed employees at the international company havehad from career development and counseling, which is defined as a professionalguidance of the individuals and a process of helping an individual discover anddevelop his/her vocational and professional potentialities, are quite positive. Formaintaining constant progress in their career development, employees have suggestedsome practical actions that can be taken by the company. The interviewed employees’viewpoints are that managers in international companies give them freedom ofactions, which leads to more responsibility and creativity, allow them to makemistakes and learn from them, support them in their career development, provideregular feedbacks on their performance.

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Noetzel, Lacy D. "Creation care and holistic mission Christian responsibility for the care of water resources /." Online full text .pdf document, available to Fuller patrons only, 2003. http://www.tren.com.

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Dissertations / Theses on the topic 'Human resources development'

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