Dissertations / Theses on the topic 'Irish human resource development'
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Vong, Tze Ngai. "Managing human resource development." Thesis, University of Macau, 2000. http://umaclib3.umac.mo/record=b1636787.
Full textGeary, John. "Human resource management in practice : labour management in Irish electronics plants." Thesis, University of Oxford, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.316763.
Full textGrugulis, C. Irena. "Skill, training and human resource development." Palgrave Macmillan, 2006. http://hdl.handle.net/10454/3736.
Full textTaking a critical perspective, Skill, Training and Human Resource Development focuses on the way people are developed at work; the skills that are encouraged, the way they are controlled and the implications they have for people. It draws on a wide range of research and covers an array of organizational practices. Preface Acknowledgements Human Resource Development Skills at Work International Comparisons: Skills and Employment Systems Vocational Education and Training in Britain New Skills for Old? The Changing Nature of Skill Emotions and Aesthetics for Work and Labour: The Pleasures and Pains of the Changing Nature of Work Managing Culture Management and Leadership Development Knowledge Work and Knowledgeable Workers Developments and Developing in the New Economy References Index
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.
Full textAbdullah, Haslinda. "Human resource development in manufacturing companies in Malaysia." Thesis, Cardiff University, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.436771.
Full textMcGrath, Sean. "Performance in a dual distribution Irish building society : the role of human resource management and leadership." Thesis, Durham University, 2013. http://etheses.dur.ac.uk/6927/.
Full textNordin, Erika, and Helena Öberg. "Human resource development in Laos. : An explorative study on teachers’ opinions about human resource development in the National University of Laos." Thesis, Umeå universitet, Pedagogiska institutionen, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-66707.
Full textEsichaikul, Ranee. "Human resource development in the tourism sector in Thailand." Thesis, University of Strathclyde, 1996. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=20373.
Full textNackoney, Claire K. "Living on Both Sides of the Fence: A Phenomenological Study of Human Resource Development Professionals as Downsizing Survivors and Strategic Human Resource Development Facilitators." FIU Digital Commons, 2012. http://digitalcommons.fiu.edu/etd/753.
Full textKilian, George F. "An evaluation of the human resource development process supporting CASS." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1995. http://handle.dtic.mil/100.2/ADA306710.
Full textScott-Jackson, William. "Individual change competence : the development of a strategic human resource." Thesis, Oxford Brookes University, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.325264.
Full textVirchez, Azuara Alejandro. "A human resource perspective on the development of workforce agility." Thesis, Pepperdine University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10133132.
Full textThis study explored workforce agility from a human resource perspective. This included its main determinants, such as adaptability, proactivity, resiliency, business orientation, and self-awareness; the interventions through which it is developed, such as performance management processes, training, and coaching; and finally the main challenges that organizations face when developing it, such as cultural context and the lack of strategic clarity. The empirical analysis provided several insights on the development of workforce agility. Although limited to a small sample, the study provided evidence supporting the need for future research on the definition of the characteristics of an agile workforce, the definition of a competency model to support its development, the need to deepen the understanding of the mechanisms related to its development, and the main challenges faced by leaders in the implementation of an agile workforce.
Allie, Shahieda. "A qualitative exploratory study on creativity in human resource development." University of Western Cape, 2002. http://hdl.handle.net/11394/7459.
Full textThis was an exploratory study on the perceptions and experiences of the service providers at the TRAUMA Centre on creativity in human resource development and its contribution towards organisational sustainability. The researcher used the qualitative research methodology as this method was deemed to facilitate participation by research subjects through the use of literature studies, documentary studies, a focus group and semi-structured interviews. In the analyses of the data obtained through methodology used, concepts closely related to the study being that of creativity, human resource development, managerial practices and organisational sustainability emerged as recurring themes that served to locate the study within systems theory. Due to the inter-relatedness of the concepts, the study was conducted within a framework of human resource development as a means of achieving organisational sustainability. Data gathered confirmed that service providers perceived creativity to be linked to organisational sustainability and that the development of the human resources was an integral means to achieve organisational sustainability. The researcher is of the opinion that the utilisation of the different methodologies largely assisted the researcher in achieving the research objectives of developing the human resources in a creative way.
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.
Full textJanse, van Rensburg A. H. "Human resource management as a profession in South Africa." Pretoria : [S.n.], 2009. http://upetd.up.ac.za/thesis/available/etd-10262009-160146.
Full textMendoza, Diaz Noemi Veronica. "Perceived consequences and concerns in the diffusion of Internet2 at Texas A&M University." Thesis, [College Station, Tex. : Texas A&M University, 2006. http://hdl.handle.net/1969.1/ETD-TAMU-1101.
Full textUpton, Matthew Glen. "Toward a multilevel theory of career development: advancing human resource development theory building." Texas A&M University, 2006. http://hdl.handle.net/1969.1/4393.
Full textMcGuire, Andrew. "Performance management within Scotland's economic development agencies." Thesis, University of Strathclyde, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.248744.
Full textMaritz, Andre. "Development of a Human Resource development strategy for the Border-Kei motor industry cluster." Thesis, Port Elizabeth Technikon, 2000. http://hdl.handle.net/10948/23.
Full textAl-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.
Full textOstrowski, Romuald, and n/a. "Outsourcing the human resource development function in the Australian Public Service." University of Canberra. Professional & Community Education, 1999. http://erl.canberra.edu.au./public/adt-AUC20060823.170859.
Full textSambrook, Sally Anne. "Models and concepts of human resource development : academic and practitioner perspectives." Thesis, Nottingham Trent University, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.263937.
Full textLyons, Rebecca. "Strategic Human Resource Development Impact on Organizational Performance: Does SHRD Matter?" Diss., North Dakota State University, 2016. https://hdl.handle.net/10365/28020.
Full textBlack, Janice Adele. "The relationship of human resource development manager empowerment to organizational conditions." Diss., This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-10022007-145213/.
Full textShaban, Barman Al Moamari. "A strategy addressing human resource development in the Omani private sector." Thesis, University of Manchester, 2000. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.632129.
Full textKropp, 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.
Full textPLEASE 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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Masier, Darren J. "Teachers' Pedagogy through Andragogy: Facilitating Learning in Secondary Education Students by Incorporating Self-Directed Learning." NCSU, 2010. http://www.lib.ncsu.edu/theses/available/etd-03312010-112410/.
Full textRam, Justine. "Distribution and sustainable development in a natural resource-based economy." Thesis, London School of Economics and Political Science (University of London), 2012. http://etheses.lse.ac.uk/469/.
Full textDanquah, Joseph K. "Human Resource Development: An assessment of capacity development initiatives of World Bank projects in Ghana." Thesis, University of Bradford, 2017. http://hdl.handle.net/10454/15923.
Full textGemo, Helder R. "An assessment of human resource development program in Mozambique's public extension service." Diss., Pretoria : [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-02132006-085144.
Full textKibukamusoke, Martha. "A critical analysis of child labour and human resource development in Uganda." Thesis, Nelson Mandela Metropolitan University, 2010. http://hdl.handle.net/10948/1196.
Full textEtcheverry, Emily. "Social capital, a resource for the human capital development of university students." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/nq23598.pdf.
Full textMandefrot, Kefyalew. "End-user computer training and adult learning, implications for human resource development." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/tape16/PQDD_0006/NQ28122.pdf.
Full textTansley, Carole. "Politics and exchange in the development of global human resource information systems." Thesis, Nottingham Trent University, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.314334.
Full textMello, 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.
Full textDu, Toit Goussard Carien. "Human resource development strategy in the provincial government of the Western Cape." Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/1240.
Full textThis study focuses on the determinants for the development of a human resource strategy in the Provincial Government Western Cape (PGWC).The context is that a new regulatory framework for human resource development in South Africa, namely the National Human Resource Development Strategy (NHRDS) was developed by the National Ministries of Education and Labour in 2001. The purpose of the NHRDS was to provide a plan to ensure that people in South Africa are equipped to fully participate in society, to be able to find or create work, and to benefit fairly from it. At the heart of the NHRDS is the belief that enhancing the general and specific abilities of all citizens is a necessary response to the current situation in South Africa. The hypothetical point of departure of this study is formulated in such a way that acceptance of it constitutes support for the findings obtained from the literature and observations on HRD strategies as well as the implementation of the NHRDS in the PGWC. The problem for the purpose of this dissertation focuses on the research question: What is the role and context of HRD in the South African public service and does the implementation of the NHRDS justify the need and development of a HRD strategy in the PGWC? The qualitative research method that was chosen for this dissertation is the triangulation of grounded theory and a specific case study (mixed method). In this case, data used to provisionally assess the extent of implementation of the NHRDS in the PGWC, are specific key documents. To facilitate the research, to identify the core theoretical concepts and to investigate the problems identified in this study, the focus was subdivided into five research objectives which are analysed in chapters two to six of the dissertation. These are: · To provide an analysis of the nature, development, scope and concepts of Human Resource Management, Human Resource Development (HRD), training, and education, in order to examine the influence of these important external variables on the process of HRD in a public sector organisational setting and to provide context to the need for a NHRDS in South Africa. · To provide an overview of the relevant trends of transformation in South Africa with a focus on the origin, nature and implications of the transformation of South Africa after 1994 as well as the impact of the public service transformation HRD interventions in general. · To provide a systemic exploration of the scope and legislative and policy framework for HRD in the public sector in South Africa in general through an overview of the NHRDS and other HRD education and training strategies in order to provide an exposition of the rationale of the NHRDS and to get clarity on the conceptualisation of HRD in terms of skills for service delivery in the public sector. · To provide an exploration of conceptual knowledge of the variables influencing HRD through the application of a literature and documentary study of the present strategies (both internal and external) of the PGWC to develop its human resources, in order to describe and analyse the outcomes of the NHRDS process in the PGWC as well as the strategies and procedures employed to implement the NHRDS in the PGWC. · To develop a set of indicators against which the interaction of the variables influencing a successful strategy for HRD can be measured through the implementation of the NHRDS in the PGWC. The last chapter presents a synthesis of the study, taking into account the key findings. This dissertation is an attempt to make a contribution, in general, to the understanding of the role of the development of human resources through the NHRDS and is completed in the trust that the findings recorded here and the proposals made will be useful for future research. The potential benefits that can arise from the implementation of the NHRDS in the PGWC are significant. It could create a virtuous circle of increased economic growth and employment, an improved standard of living, and a more educated and trained citizenry. In conclusion, it can be stated that the hypothetical point of departure that were formulated for this study, was proven to be correct in theory and practice.
Du, Toit-Goussard Carien. "Human resource development strategy in the provincial government of the Western Cape /." Link to the online version, 2008. http://hdl.handle.net/10019.1/1240.
Full textChajnacki, Gregory M. "An assessment of human resource career development programs within targeted city governments." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1995. http://www.kutztown.edu/library/services/remote_access.asp.
Full textSource: Masters Abstracts International, Volume: 45-06, page: 2936. Abstract precedes thesis as preliminary leaves i-iv. Typescript. Includes bibliographical references (leaves 80-84).
Zuo, Na. "NATURAL RESOURCE, REGIONAL GROWTH, AND HUMAN CAPITAL ACCUMULATION." UKnowledge, 2017. http://uknowledge.uky.edu/agecon_etds/58.
Full textKingazi, Lilian. "Enhancing human resource capability in the Tanzania Peoples Defense Force (TPDF)." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2006. http://library.nps.navy.mil/uhtbin/hyperion/06Jun%5FKingazi.pdf.
Full textAmarsi, Yasmin Noorali. "Key stakeholders' perceptions of nursing human resource development in Pakistan : a situational analysis /." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape11/PQDD_0006/NQ42832.pdf.
Full textLevy-Hecht, Evelyn S. "The Development of a professional identity in the human resource practitioner-in-training /." Access Digital Full Text version, 1987. http://pocketknowledge.tc.columbia.edu/home.php/bybib/10778299.
Full textTypescript; issued also on microfilm. Sponsor: Ellen Condliffe Lagemann. Dissertation Committee: Gary Natriello. Bibliography: leaves 135-143.
Kokkranikal, Jithendran Jayendran. "Human resource development for sustainability : an exploratory study with reference to Indian tourism." Thesis, University of Strathclyde, 2009. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=21978.
Full textBartlett, Andrew Willie. "Implementation of the Human Resource Development Strategy for South Africa / Andrew Willie Bartlett." Thesis, North-West University, 2011. http://hdl.handle.net/10394/5556.
Full textThesis (M. Development and Management)--North-West University, Potchefstroom Campus, 2011.
Hill, Rosemary. "Human resource development in small and medium-sized enterprises : barriers to National HRD." Thesis, Nottingham Trent University, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.341265.
Full textHurt, Andrew Christopher. "Exploring Paradigms of Human Resource Development." Thesis, 2010. http://hdl.handle.net/1969.1/ETD-TAMU-2010-08-8253.
Full textLin, I. Ping, and 林宜平. "Human Resource Development in New Venture Business." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/p8m9wq.
Full text國立臺灣科技大學
管理學院MBA
101
Changes are rapidly occurring more than we can predict. In order to survive in changeable external market environment that includes unpredictable competitors and consumers’ strong desire for new products, companies should constantly adjust to these instable factors. While some of them adjust to existing product, some choose to stretch their business, and others keep focusing on original industry and then become leading enterprises. No matter which choice we choose, we will always face with different challenges. By overcoming these challenges, one will be able to achieve the rich fruit of success. This case is about a leading enterprise of paper making industry. It describes that the company is facing hard challenges regarding internal communications and human resources. How should we plan before starting a new business? How to construct good HR strategies? And how to construct personnel training courses? We will be able to learn from this case. This thesis is base on a Harvard Business case study method. It contains case content and teachers' guidelines manual. This thesis (Human Resource Development in New Venture Business) is designed to lead students to understand the new business HR topics: (A) How to improve the ability of personnel abilities? (B) How to a efficient training plan with the limited resources? This course will be discussed throughout the case together with teacher's guidance as well as group sharing to derive the principles and skills of HR training in new businesses. Through this course, we hope students can be inspired and able to develop comprehensive HR point of view to digest their own thoughts and management skills. The most significant part is to integrate these principles and skills into real business in order to create enterprise competitiveness and profitability.
Konkobo, Helene Lydia Marguerite Tenin, and 康莉雅. "A Study on the Human Resource Development Competencies of Human Resource Managers in Burkina Faso." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/90942388332951739490.
Full text國立臺灣師範大學
國際人力資源發展研究所
103
The purpose of this study was to identify the development needs of HR professionals in Burkina Faso by determining the expertise level and the importance of the HRD competencies as it relates to their functions. The study used a mixed mode approach in order to minimalize the limitations of both quantitative and qualitative approaches. This study aimed at contributing to knowledge on HRD in providing a base line that can be used to develop the practice of HRD in Burkina Faso. The target population of this research was the HR managers in the country. The survey questionnaire was adapted from the original 2004 ASTD Competency Study Mapping the Future and then translated into French. Descriptive statistics were used to analyze the survey questionnaire and content analysis was used analyze the interviews. The results showed that HR managers in Burkina Faso perceive their expertise level in HRD competencies, at the exception of learning technologies. The study also, established that the perception of HRD competencies level, differ among demographic groups.
Chatpalli, Vishnukanth S. "Human resource development strategies in certain selected industries." Thesis, 2001. http://hdl.handle.net/2009/2093.
Full textMa, Chung-chiang, and 馬純強. "Human Resource Management of Multiple Software Development Projects." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/47677899070990057057.
Full text國立臺灣科技大學
資訊管理系
102
This case described the resource management issue under information systems of a BL Company. The systems were old; the vendors were also not available; and the maintenance requests were frequent due to the change of laws and regulations. Additionally, because security trading systems were not only real-time but also highly risky, the decision makers of the BL Bank chose Dimerco Company as the new system development agent. However, after receiving the system development project, the manager Michael faced with a big problem. Before not receiving BL security system development project, the system maintenance manpower was quite overloaded due to the frequent requests of maintenance. In addition to the new BL bank security project, Dimerco needed to maintain the other security systems. Facing such a challenge, how can Michael develop the BL bank security system in time of a few months and also well maintain other information systems? This thesis adopted Harvard case writing style. By studying this case, it was hoped that the combination of real practice case and teaching could provide useful references for industry companies to establish trust in the outsourcing relationship and resource management. The relevant teaching topics include information system conversion, project management, human resource management and leadership.