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.
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Geary, 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.
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Grugulis, C. Irena. "Skill, training and human resource development." Palgrave Macmillan, 2006. http://hdl.handle.net/10454/3736.
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NoTaking 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
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Wuliji, Tana. "Factors influencing human resource development for pharmaceutical services." Thesis, University College London (University of London), 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.522828.
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Abdullah, Haslinda. "Human resource development in manufacturing companies in Malaysia." Thesis, Cardiff University, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.436771.
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McGrath, 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/.
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This thesis explores the subject of organisational performance in a partially franchised organisation, the EBS Building Society, a retail financial service business. It focuses on understanding why, in a dual distribution system, a franchised outlet outperforms a non-franchised outlet within the same organisation. In particular it examines the potential impact of Human Resource Management (HRM) and leadership practices at both the level of the individual and of the unit. Many studies have examined the link between HR practices and performance, however, few have studied the system of practices within a retail financial services network. This thesis is concerned with the behaviours of the managers of franchised units of the EBS Building Society and how those behaviours may potentially explain why managers outperform their colleagues in the company manned branch network from a financial perspective. Specifically, the study will highlight the current performance measures that are pertinent to both franchised and non-franchised outlets and it will set out to connect these measures to the HRM practices and leadership styles of managers in EBS units. In particular, the study explores the nature of the linkages between HRM/leadership practices and behaviours, focusing in particular on three possibilities: Empowerment, Perceived Organisational Support (POS) and Work Intensification to understanding how HRM or leadership impacts on performance in organisations. The Study found that, as anticipated, HRM had a positive indirect effect on employee service interaction behaviour with empowerment having the greatest consequence. There was also evidence that agency status within the EBS contributes to service quality, in part through the development of higher levels of unit-level employee service behaviours and unit level leadership. The importance of the research lies in the fact that it offers, for the first time, some evidence on the impact of HRM and leadership practices within a hybrid franchised financial firm in Ireland. It also offers for the first time a comparison of the three different possibilities or mediators and their explanatory powers on HRM and leadership and their effects on organisation performance by adopting a multi-level approach.
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Nordin, 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.
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This thesis concerns human resource development (HRD) and educational reform in Laos which is one aspect of poverty eradication in Laos. The thesis aim to describe, understand and analyze how HRD is constructed in policies and among teachers at the National University of Laos (NUOL) and what possibilities and constraints they connect to it. To find answers to these questions we have analyzed national policy documents and interviewed teachers with PhD degrees at NUOL. Educational reform was initiated after the declaration of the Lao People Democratic Republic (Lao PDR) independency in 1975 and with the help of donor organizations efforts have continuously been made to raise the quality of education in Lao PDR in order to improve skills among the population.Our findings show that in policy HRD is constructed as poverty reduction, meeting international standards and educational development. The respondents have described that HRD can be achieved through staff development, student-centered learning method, development of skills through international cooperation and relevant educational equipment. The biggest constraint according to the respondents is lack of money. After that comes lack of knowledge, inadequate equipment and low incentives for teachers. The main possibilities described are that NUOL is in a position to spread information about education and material to other education institutions; that textbooks are more readily available and that it is getting easier to apply for scholarships for studies abroad.
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Esichaikul, 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.
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The purpose of this study is three-fold: to examine how education and training for tourism have developed and operated in Thailand; to analyse the role of the public and private sectors in human resource development with specific reference to the hotel sub-sector in Thailand; and to identify how the public and private sectors can co-operate to improve the effectiveness of education and training in Thailand's hotel industry. Concepts from human resource development in tourism provide the theoretical framework for the investigation. Three propositions are put forward. (1) The quality of human resources presents a very significant constraint to tourism development because the tourism industry is labour-intensive. Thailand needs better-qualified personnel at all levels of the tourism industry to improve the overall level of service, and to be competitive in international tourism. (2) In developing countries, without strong government support and guidance, human resource development in the tourism sector will not take place. (3) The Thai government needs to play a supportive role in human resource development in tourism because the key to success is co-operation among the three main actors: the government, the tourism industry, and educational institutions. The data were obtained from interviews with three major stakeholders who influence human resource development for the hotel sub-sector of the tourism industry: government officials, hoteliers and educators. The thesis concludes that there are nine major human resource problems in Thailand. These problems were grouped into three main areas: human resource management, administrative structure and the general aspect. Government involvement in human resource development in Thailand should be active because of the absence of a developed and education-conscious private sector. The government should undertake a supportive role to ensure that basic tourism education and training activities are initiated. The private sector should have a greater involvement in contributing to a development strategy for tourism human resource development. Without strong commitment and co-operation among three main actors--the government, the industry and educators--the development of human resources in the tourism industry will be insufficient and delayed.
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Nackoney, 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.
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This phenomenological study explored how HR professionals who identified themselves as facilitators of strategic HRD (SHRD) perceived the experience of being an organizational agent-downsizing survivor. Criterion and snowball sampling were used to recruit 15 participants for this study. A semi-structured interview guide was used to interview participants. Creswell’s (2007) simplified version of Moustakas’s (1994) Modification of the Stevick-Colaizzi-Keen Method of Analysis of Phenomenological Data was used to analyze the data. Four main themes and corresponding sub-themes emerged from an inductive data analysis. The four main themes were a) the emotionality of downsizing, b) feeling responsible, c) choice and control, and d) possibilities for growth. Participants perceived downsizing as an emotional organizational change event that required them to manage their own emotions while helping others do the same. They performed their roles within an organizational atmosphere that was perceived as chaotic and filled with apprehension, shock, and a sense of ongoing loss, sadness and grieving. They sometimes experienced guilt and doubt and felt deceptive for having to keep secrets from others when planning for downsizing. Participants felt a strong sense of responsibility to protect employees emotionally, balance employee and organizational interests, and try to ensure the best outcomes for both. Often being there for others meant that they put on their games faces and took care of themselves last. Participants spoke of the importance of choosing one’s attitude, being proactive rather than reactive, and finding ways to regain control in the midst of organizational crisis. They also perceived that although downsizing was emotionally difficult to go through that it provided possibilities for self, employee, and organizational growth.
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Kilian, 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.
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Scott-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.
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Virchez, Azuara Alejandro. "A human resource perspective on the development of workforce agility." Thesis, Pepperdine University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10133132.
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This 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.
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Allie, Shahieda. "A qualitative exploratory study on creativity in human resource development." University of Western Cape, 2002. http://hdl.handle.net/11394/7459.
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Magister Artium (Social Work) - MA(SW)This 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.
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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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Janse, 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.
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Mendoza, 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.
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Upton, 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.
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Career development (CD) is a multilevel topic involving both the individual and
the organization and influencing outcomes at the individual, group and organization
level. The established limitations in current CD theory and human resource development
(HRD) theory building can be addressed by examining the topic of CD through a
multilevel lens. Using multilevel theory building (MLTB) to bridge the theoretical gap
between individuals and organizations, this approach to theory building provides an
opportunity for HRD professionals to address goals important to both individuals and
organizations. Based on the CD and HRD interests described above, the threefold
purpose of this study is to develop a multilevel theory of CD as a means of strengthening
the theoretical connection between CD and HRD, advancing theory building in HRD,
and contributing to meaningful convergence amongst existing CD theory. A new MLTB
framework is developed and subsequently used to develop a multilevel theory of CD.
Finally, future research options are suggested in order to make the appropriate theory
refinements, continue the dialogue about MLTB and multilevel considerations in HRD,
and add to the convergence of CD theory by providing a multilevel perspective of CD.
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McGuire, 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.
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Maritz, 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.
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DaimlerChrysler’s investment of R 1.4 billion in its East London Plant has resulted in the formation and development of an industry cluster, with DaimlerChrysler as the main industry driver. The rest of the cluster is made up of suppliers to the motor industry, as well as organisations involved in attracting and stimulating economic development in the region. The investment by DaimlerChrysler signalled the entry of DaimlerChrysler South Africa (DCSA) into global markets, supplying right-hand drive C-Class vehicles to the rest of the world. As a global player, world-class quality standards are expected of DCSA and, in turn, their suppliers. World-Class skills are therefore expected of the employees from all of the organisations within the cluster. This factor poses a challenge to South African organisations who are subjected to and challenged by the legislation that seeks to address and correct the societal imbalance of the past. The research problem addressed in this study was two-fold. The first objective was to determine whether or not there was a competitive advantage to be gained by being part of an industry cluster. The second objective was to determine how suppliers to DCSA from within the cluster developed world-class skills despite the constraints imposed upon them by South African legislation. To achieve these objectives, a theoretical study was conducted on existing conditions within clusters worldwide, as well as on methods being implemented by global organisations to develop world-class skills. An empirical study, covering the topics of competitive advantage and developing world-class skills, was developed and sent to suppliers of DCSA to test the degree of concurrence between methods implemented in the Border-Kei Motor Industry Cluster and global organisations elsewhere in the world. The results of the empirical study indicated a strong concurrence in many of the factors, and essentially only differed in instances where a cluster was more developed.
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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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Ostrowski, 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.
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The Howard Government has made public its agenda to significantly reform the
Australian Public Service (APS). It has presented its vision for a highly efficient
APS which is globally competitive by being customer focused, and by
benchmarking best practice in organisation management. Outsourcing of a
range of internal functions is but one of the strategies Commonwealth agency
Chief Executive Officers are applying or considering to apply in achieving the
Government's vision for a reformed APS.
When examining functions to be outsourced within Commonwealth agencies it
seems that many senior managers see benefits in outsourcing a range of
corporate support functions. Such support functions, which are considered as
potentially being undertaken by private sector vendors, generally include
property management, financial management, payroll services, records
management, human resource management (HRM) and human resource
development (HRD).
In view of the varying impacts different functions have on an organisation it
would be rational to consider the implications of outsourcing each function
separately. All functions are complex and have their own specific impacts on
the organisation. In its own right HRD has a significant impact on an
organisation in that it develops and trains employees, initiates and delivers a
range of interventions to improve performance and brings about a desired
corporate culture.
The idea of outsourcing the HRD function presents an interesting topic for
study. Recent APS reforms, which include outsourcing strategies, provide an
opportunity to examine the practice of outsourcing the HRD function within
selected Commonwealth agencies.
Outsourcing the HRD function, within the Commonwealth context, raises two
basic questions:
· What factors need to be considered before deciding to outsource (or not
outsource) the HRD function?
· What factors do managers within selected Commonwealth agencies
consider before arriving at a decision to outsource the HRD function?
In essence this study seeks to review how HRD and outsourcing generally
apply to the APS. It also critically examines the outsourcing of the HRD
function in certain Commonwealth agencies, and the implication this could have
for ongoing people and organisation development.
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Sambrook, 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.
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Lyons, Rebecca. "Strategic Human Resource Development Impact on Organizational Performance: Does SHRD Matter?" Diss., North Dakota State University, 2016. https://hdl.handle.net/10365/28020.
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In the United States today organizational leaders are concerned with skills gaps, or the
limited availability of qualified workers to fill open positions. The reason for their concern is the
impact of skills gaps on organizational performance in a number of areas including productivity,
customer satisfaction, profitability, and the ability to expand. To address skills gaps, many
leaders choose to employ workforce training and development. Strategic Human Resource
Development (SHRD) is a growing field of research and practice that aims to integrate and align
training and development approaches with organizational strategy to improve organizational
performance. However, there is inconsistent empirical support for the claim that SHRD
positively affects organizational performance.
The current study investigates this claim using structural equation modeling with scores
from National Baldrige Award applicants. Organizations that apply to the National Baldrige
Award utilize the Baldrige Framework for Performance Excellence (Baldrige Framework). The
Baldrige Framework includes SHRD as part of a systematic approach to improving
organizational performance. As such, organizations applying for the National Baldrige Award
receive scores for the use of SHRD as well as organizational performance. The current study
uses these scores to create a structural equation model that statistically illustrates organizational
performance and SHRD’s impact upon it.
The results of the current study clearly illustrate that organizational performance is a
construct comprised of multiple types of organizational results and that SHRD positively affects
the construct of organizational performance. The results provide a causal inference between an
increase in the use of SHRD and improved organizational performance. Therefore, if
organizational performance is important, SHRD matters.
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Black, 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/.
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Shaban, 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.
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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 UniversityPLEASE 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/.
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In a qualitative analysis, based upon three cases of mid-career1 secondary education teachers, their strategies, philosophies, modalities, and student expectations were analyzed in an effort to understand the extent to which self-directed learning (SDL) can impact the success of studentsâ learning. These practical implications of the study by experienced teachers supported and also challenged theoretical concepts of primarily Piaget, Knowles, and Vygotsky, but also examined those of Bloom and Wlodkowski. Specifically, results demonstrated that the incorporation of some adult learning methodologies into secondary education environments has contributed significantly to the effectiveness of these teachers. Perhaps this knowledge can guide future research into how to best identify and further develop secondary education teachersâ pedagogies to utilize SDL techniques in the 21st century classroom.
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Ram, 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/.
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There is still some ambiguity about what is sustainable development. From an economic point of view it involves maintaining a stock of assets for posterity that is equal to or greater than the stock of assets of the current generation. This is the basis of the capital approach to sustainable development. To measure how sustainable an economy is, based on the capital basis of sustainable development, multilateral institutions such as the World Bank use wealth accounting combined with the genuine savings approach to measure how well economies are saving for the future, net of current asset depreciation. These measures are useful for telling policy makers how their policies are contributing to sustainability and whether their economies are on a sustainable development path. Although these measures tell which assets are being depleted and the level of savings required, they do not tell why inadequate savings or inadequate investments might be occurring and how these assets are distributed among income groups within the economy. These measures are also not linked explicitly with the development prospects of the country and the needs of the current generation. This thesis attempts to assess if distributional outcomes affect how much countries save and therefore whether this has any impact on sustainability. To examine the impact of distribution on sustainability, a case study of Trinidad and Tobago (T&T) is conducted. T&T has had a negative genuine savings rate for most of the last two decades, primarily due to the excessive exploitation of its natural resources (oil and natural gas) without sufficient savings or reinvestment of the revenues from these resources. Has the distribution of these resource rents had any impact on saving outcomes? An attempt is made to answer these questions by assessing how government expenditure is distributed and who benefits most from the exploitation of the natural resources. The analyses contained within the thesis show that expenditure on energy subsidies, the distribution of human capital and the overall distributions of rents are all regressively distributed.
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Danquah, 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.
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The significance of capacity development programmes, as key driver for sustaining development goals, is anchored in all international fora. This research complements and extends our present understanding of the contribution of capacity development approaches to development and achievement of the SDGs. This is achieved by critically assessing the impact of capacity development initiatives sponsored by the World Bank. This thesis has focused on analysis of implementation strategies and critical assessment of the impact of the projects using multidisciplinary approach, utilising a range of quantitative and qualitative methods. It provides a sound empirical basis for assessing the complexities of these projects. This empirical investigation has identified a wide range of disparities of implementation strategies utilised for capacity development initiatives among the major international players (World Bank and UNDP). These findings clearly indicate that there is no single strategy for the implementation of capacity development initiatives. Thus, based on empirical evidence, as well as a critical review of the literature, the study proposes a model for achieving critical sustainable capacity development based on broad and long-term strategies; input, process, output, and outcome which defines the appropriateness of policies and practices that support sustainable development. It is concluded that capacity development initiatives are relevant and essential ensuring national development and sustainable results. The recommendations include the focus on individual, organisational, and societal factors when planning, developing and adopting strategies for implementing all government/national programmes.
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Gemo, 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.
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Kibukamusoke, 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.
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This study is a critical analysis of child labour and human resource development in Uganda. The study was undertaken because of the growing concern about child-labour practices in African countries, Uganda being an example. The incidence of child labour and the form that it takes are driven by supply-anddemand factors countrywide, but also by the sheer need of children to survive. Child labour is considered to be a fundamental child development problem. Children are involved in a number of child-labour practices such as prostitution in the commercial and tourism sex industry, forced begging on the streets, and forced soldiering. They may be used as camel jockeys, domestic servants, farm labourers/herders, mine labourers, produce porters, roadside sellers/street vendors, sweetshop-industry labourers, cooks and porters for rebels. The persistent exploitation of children involved in hazardous work and conditions has become overwhelming in Uganda. Poverty as one of the major causes for the growing numbers of child labourers in the agricultural sector in Uganda has caused a number of children to engage in child-labour activities to earn extra income for household survival. Many children have opted for partial attendance in school, eventually dropping out. Parents have also frequently influenced children to work on family farms, thus contributing to the children dropping out of school. Child-labour practices have become entrenched in the social and moral fabric of Ugandan society, and for this reason, research endeavours to uncover ways and methods to reverse this situation. The main objectives of this research were to establish the impact of poverty on child labour, to assess the effect of the social and cultural setup on child labour, to find out the impact of child-labour legislation enforcement, to determine the 5 influence of the HIV and AIDS pandemic on child labour, to establish the effect of the educational system and technological advancement on child labour, to establish the level of awareness of human rights in the community, and to establish the impact of human rights activists on the prevention of child labour. The study was undertaken in Masindi District in Budongo Sub County, in three parishes, Nyabyeya, Nyantonzi and Kasongoire. The respondents used for the study included child labourers, their parents, farmers, and community leaders. The method used to get to the sample was purposive sampling. Data was collected using questionnaires for written answers and a tape recorder for oral answers. Both primary and secondary data was collected, verified, edited, checked, coded, analysed, and then exported to Excel and SPSS. Collecting the data was a challenging exercise for the researcher. Experiences were varied, in the hospitality and willingness of respondents to learn more about child issues. Although respondents were willing to participate in the data collection exercise, social and cultural values did not permit all of them to share their views with the researcher. To collect data from respondents, the researcher had to ensure that remuneration was in place at the end of the exercise. The respondents filled out the questionnaires only after learning of the availability of a reward for every questionnaire answered. More setbacks were the need to travel long distances, and enduring the poor infrastructure, poor sanitation, and epidemic outbreaks, some of which diluted the quality of data collected. During group interviews, most parents were not entirely truthful about involving their children in child-labour activities. Although most respondents had an idea of what child labour is, their ignorance levels on the topic prevented them from stopping their children from working. The major findings of the research were that the cultural, social and economic setup of the community in the study area favoured child labour, although the child-labour legislation is against using children as labourers. Various ethnicities 6 in the study area considered a person between the ages of 5 and 12 years to be a child, yet the Constitution of Uganda dictates the age of childhood to be below 18 years. This causes conflict in the definition of who a child is. Although parents were aware of the Universal Primary Education (UPE) regulation penalties for not taking children to school, they still permitted children to engage in child-labour activities, and little has been done by government to curb the culprits. Awareness of the Sub Counties and Credit Co-operatives (SACCOs) and their implementation has not helped to reduce poverty in the area studied, resulting in an increased school dropout rate among school-going-age children, as well as more child-labour activities. The major conclusion of the study was that little has been done to increase the awareness levels of the teachers, parents and their children about child labour and its legislation, their knowledge of and involvement in micro-finance institutions in the community, and the availability of vocational training institutions. Little has therefore been done to reduce child-labour activities, improve the economic status of the community, and improve their human resource skills. The major recommendations of the research to the study are that culture should not override the Constitution as far as the definition of age limit is concerned. The government should carry out stakeholder analyses, and implement a life-skills and sensitisation programme in order to improve child participation in the Universal Primary Education (UPE) programme. Government should ensure that the society is given information about basic accounting, project planning and management skills, in order to be effectively involved in the economic programmes of SACCOs.
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Etcheverry, 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.
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Mandefrot, 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.
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Tansley, 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.
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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.
Full textAbstract:
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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Du, 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 textAbstract:
Thesis (PhD (School of Public Management and Planning
))—Stellenbosch University, 2008.This 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.
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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.
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Chajnacki, 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 textAbstract:
Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1995.Source: Masters Abstracts International, Volume: 45-06, page: 2936. Abstract precedes thesis as preliminary leaves i-iv. Typescript. Includes bibliographical references (leaves 80-84).
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Zuo, Na. "NATURAL RESOURCE, REGIONAL GROWTH, AND HUMAN CAPITAL ACCUMULATION." UKnowledge, 2017. http://uknowledge.uky.edu/agecon_etds/58.
Full textAbstract:
The dissertation research will comprise three essays on the topic of the resource curse hypothesis and its mechanisms. The phenomenon of low economic growth in resource-rich regions is recognized as the “resource curse”. These essays will contribute to an understanding of the regional resource-growth relation within a nation.
Essay one tests the resource curse hypothesis at the U.S. state level. With a system of equations model, I decompose the overall resource effect to account for the two leading explanations — crowding-out and institution effects, thus investigate whether the institutions mediate the crowding-out effects. I did not find evidence of an overall negative effect on growth by resource wealth. Both the crowding-out and institution appear present, but they offset: the resource boom crowds out industrial investments, but good institutions mitigate the overall effect. Resources do reduce growth in states with low-quality institutions, including Louisiana, Oklahoma, and Texas.
Essay two compares the effects of resource revenues on the economic growth and growth-related factors across Chinese provinces and American states, using panel data from 1990 to 2015. With the Instrumental Variable (IV) strategy, I show that regions with higher resource revenues grow faster than other regions in both China and the U.S. The positive resource effect is larger and more statistically significant in the U.S. Further testing impacts of three resource-related policies in China, e.g. the market price reform, the fiscal reform, and the Western Development Strategy, I show that the market price reform together with the privatization process on coal resources contribute the positive resource effect in China. Though strong and positive resource – growth relations appear in both countries, evidence also suggests consistent negative resource effects on certain growth-related factors in both countries, such as educational attainments and R&D activities.
Essay three explores the schooling response to the oil and gas boom, taking advantage of timing and spatial variation in oil and gas well drilling activities. Development of cost-reducing technologies at the time of higher crude oil and natural gas prices in the early 2000s has accelerated shale oil and gas extraction in the United States. I show that intensive drilling activities have decreased grade 11 and 12 enrollment over the 14 year study window − approximately 36 fewer students per county on average and overall, 41,760 fewer students across the 15 states enrolled considered in the analysis. On average, with one additional oil or gas well drilled per thousand initial laborers, grade 11 and 12 enrollment would decrease 0.24 percent at the county level, all else equal. I investigate heterogeneous effects and show that the implied effect of the boom is larger in states with a younger compulsory schooling age requirement (16 years of age instead of 17 or 18), lower state-level effective tax rate on oil and gas productions, traditional mining, non-metro, and persistent poverty counties.
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Kingazi, 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.
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Amarsi, 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.
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Levy-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 textAbstract:
Thesis (Ed. D.)--Teachers College, Columbia University, 1987.Typescript; issued also on microfilm. Sponsor: Ellen Condliffe Lagemann. Dissertation Committee: Gary Natriello. Bibliography: leaves 135-143.
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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.
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Human resource development has a very crucial role in the development of a service industry such as tourism. However, the significant role of human resources in its sustainability-oriented development seems to remain unrecognised and underrated. Tourism in India, though a major component in the nation's development, is marked by lacklustre performance and an inability to realize its real potential. With increasing incidences of negative impacts in many of her established tourism destinations, sustainability is an important issue in the country. Human resource development for tourism in India has had a relatively recent origin and suffers from infrastructural and pedagogical limitations. There is also a supply-demand disparity both in qualitative and quantitative terms. The principal aim of this study was to consider the role of human resource development in facilitating sustainability-oriented development of tourism. The study started with the assumption that by employing comprehensive human resource development policies and practices aimed at providing appropriate skills and competencies and instilling values of sustainability, tourism can be developed in a sustainable manner. Besides the relevant literature, a panel of experts on Indian tourism was interrogated on key issues the study investigated. Several conclusions on human resource development for tourism, sustainability-oriented development of Indian tourism were drawn from the study. The important role human resource development has in ensuring sustainability-oriented development of tourism has been underlined by the study. It highlights the disorganized condition of human resource development in Indian tourism, result of a chaotic bureaucratic system and a tourism industry reluctant to recognise and support tourism education and training. A human resource development model for sustainable tourism is proposed. The outcomes of this research have implications for tourism policy makers in India and elsewhere, guiding them in developing an effective system of human resource development that can assist in the pursuit of sustainable tourism.
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Bartlett, 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 textAbstract:
In 2001 the first Human Resource Development Strategy of South Africa (HRDSA) was
implemented. The lack of institutional arrangements, structures, procedures, processes
and capacity and the location of the HRDSA, 2001, at both the then Departments of
Education and Labour, severely hampered the implementation and effective functioning
of the Strategy. This study aims to find solutions to the main implementation difficulties
experienced with the HRDSA, 2001, in order to ensure increased performance
regarding the strategic priorities of the revised HRDSA, 2010 – 2030.
An empirical study was conducted to determine potential challenges pertaining to the
implementation of the revised HRDSA. Interviews were conducted with senior officials
and experts at relevant national departments and with the Gauteng Provincial
Government and social partners and relevant stakeholders, including organised labour
and organised business. Questionnaires distributed among human resource
development (HRD) practitioners addressed matters pertaining to possible solutions
with regard to the appropriate location of the HRDSA, challenges in implementing the
HRDSA, capacity needs, appropriate governance structures, political support and
budgetary constraints.
Best practice for the implementation of a national HRD strategy in a number of countries
is outlined and discussed with a view to benchmarking the HRDSA and learning from
the mistakes made by them in the implementation of their national HRD strategies.
Based on these lessons learnt by those countries, and valuable information gathered
through the results obtained from the questionnaires and interviews, recommendations
are made to support the successful implementation of the revised HRDSA. The
recommendations are focused on the effective, efficient, economic and sustainable
implementation of the revised HRDSA commitments, strategic priorities, strategic
objectives, programmes and projects to improve social and economic growth, as well as
HRD, human development (HD) and accelerated quality service delivery in South Africa.Thesis (M. Development and Management)--North-West University, Potchefstroom Campus, 2011.
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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.
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Hurt, Andrew Christopher. "Exploring Paradigms of Human Resource Development." Thesis, 2010. http://hdl.handle.net/1969.1/ETD-TAMU-2010-08-8253.
Full textAbstract:
This study focused on the issue of paradigms in Human Resource Development (HRD). Its purpose was to validate the HRD Cube as a synthesized model of HRD and to explicate some of the extant paradigms of HRD. The study was carried out by examining the text of articles published in Academy of Human Resource Development (AHRD)-sponsored journals.
Purposeful, stratified, and random sampling was used to select 16 articles published in AHRD-sponsored journals. Articles were treated as if they were the representative voice(s) of their author(s). Data units from within each article were identified and coded using two sequential techniques. First, units were axially coded and sorted into one of seven pre-determined categories based on the axioms of theory, research, and practice. Second, units were open coded using the constant comparative method, and themes and sub-themes were developed.
Axial coding results identified a heavy emphasis on practice. The accumulation of units representing research and theory were comparatively smaller. Evidence of shared perspectives was found that emphasized the practice axiom. The accumulation of units emphasized research-practice, followed by theory-practice, and concluded with theory-research. Data units were also found that described all three axioms concurrently, theory-research-practice.
Open coding results identified representative themes and sub-themes within each of the axiom-based categories of theory, research, and practice. Six themes developed in the theory category, 9 themes and 1 sub-theme developed in the research category, and 6 themes and 10 sub-themes developed in the practice category.
The results provide evidence to support the overall construction of the HRD Cube. Theory, research, and practice perspectives of HRD were represented within the 16 articles used. The results also support the components described on each side of the HRD Cube. On the theory side, people, processes, and outcomes, and informing disciplines of HRD, were identified. Post-positive, interpretive, and critical epistemologies were identified on the research side. Individual, group, organizational, national, and global levels were identified on the practice side.
Given the initial validation and support of the HRD Cube and of the components described within theory, research, and practice sides, within these 16 articles published in AHRD-sponsored journals, at least 18 prospective paradigms of HRD were identified.
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Lin, I. Ping, and 林宜平. "Human Resource Development in New Venture Business." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/p8m9wq.
Full textAbstract:
碩士國立臺灣科技大學
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.
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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 textAbstract:
碩士國立臺灣師範大學
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.
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Chatpalli, Vishnukanth S. "Human resource development strategies in certain selected industries." Thesis, 2001. http://hdl.handle.net/2009/2093.
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Ma, Chung-chiang, and 馬純強. "Human Resource Management of Multiple Software Development Projects." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/47677899070990057057.
Full textAbstract:
碩士國立臺灣科技大學
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.