Relevant bibliographies by topics / Management skills development

Academic literature on the topic 'Management skills development'

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Published: 10 December 2022
Last updated: 28 January 2023

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Journal articles on the topic "Management skills development"

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Thompsell, A., and C. Goddard. "Development of management skills." Psychiatric Bulletin 30, no. 10 (September 29, 2006): 396. http://dx.doi.org/10.1192/pb.30.10.396.

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Garrod, S. A. R., and C. M. Maziar. "Development of classroom management skills." IEEE Transactions on Education 31, no. 2 (May 1988): 128–32. http://dx.doi.org/10.1109/13.2297.

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Freeman, Jim. "Spreadsheet gaming and management skills development." OR Insight 6, no. 1 (January 1993): 9–14. http://dx.doi.org/10.1057/ori.1993.3.

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Blanas, George N. "Knowledge Acquisition and Management Skills Development." Industry and Higher Education 16, no. 5 (October 2002): 307–14. http://dx.doi.org/10.5367/000000002101296469.

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Improvements in students' capabilities and advances in their learning maturity through the use of groupware technologies in management teaching can be Monitored via a Capability Maturity Model (CMM). During an academic semester, decisions on the type and intensity of technologies used can determine the added – or subtracted? – value in management capabilities developed by students. This paper presents the findings of a research project at the TEI of Larissa that is closely coupled with the European Commission's European Engineering Manager (EEM) and Virtual Development for Europe (VIDEEO) pilot projects. Based on case studies of student groups, the paper demonstrates the usefulness of the CMM in evaluating the effectiveness and learning outcomes of group assignment projects.
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Saulīte, Mārīte, and Rudīte Andersone. "Development of Podiatrists Career Management Skills in Studying Process." SOCIETY, INTEGRATION, EDUCATION. Proceedings of the International Scientific Conference 3 (July 24, 2015): 484. http://dx.doi.org/10.17770/sie2014vol3.720.

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In podiatrists, same as any other specialists, development career management have significant meaning. Article analyzes podiatrists career management skills, which are included in different theoretical sources and documents. In result of this analyze there are selected eight essential podiatrists career management skills. Article have researched skill development in study process in specific study courses emphasizing their meaning in further podiatrists career management
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Onkwanmoung, Kancheera. "A Development of Learning Management Skills of Student Teachers in Cooperative Schools." International Journal of Information and Education Technology 6, no. 8 (2016): 660–63. http://dx.doi.org/10.7763/ijiet.2016.v6.770.

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Burke, Veronica, and David Collins. "Optimising skills transfer via outdoor management development." Journal of Management Development 23, no. 7 (August 2004): 678–96. http://dx.doi.org/10.1108/02621710410546678.

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Burke, Veronica, and David Collins. "Optimising skills transfer via outdoor management development." Journal of Management Development 23, no. 8 (September 2004): 715–28. http://dx.doi.org/10.1108/02621710410549576.

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Mohamed, Sajid Ahmed, Dr Kinslin D., and Dr Jubi R. "Decision Making Capability of Management & Its Optimum Effectiveness with Competent Technical Skills in Business Process Management." Webology 19, no. 1 (January 20, 2022): 4055–67. http://dx.doi.org/10.14704/web/v19i1/web19267.

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Decision-making is one of the vital roles of competent technical skills that helps in the effective functioning of business management. The development in business strategy has made a way to develop the technical and non-technical skills of both managers and employees. The analysis of the technical and non-technical skills of the manager is essential in the growth of business management. This article aims to analyse the competent technical skills of the managers those aid in taking efficient decisions. The analysed competent skills of managers included technical skills, listening skills, documentation, external support in solving the issues, standard decision, lesson learned, and correct decisions. The data was collected through an online survey from 90 respondents and analysed in SPSS using frequency analysis and factor analysis. The study finds that the manager's competent and technical skill is vital in the decision-making process. The study identified the nine most influential factors that contribute to a manager’s competent and technical skills. Further, the compliance and non-compliance rate on identified factors were explored and interesting results were obtained. The effectiveness of these skills leads to a successful organization.
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Nurmatov, Azamat. "INNOVATION IN TRAINING AND DEVELOPMENT PROGRAMS OF UZBEKSITAN BANKS." INNOVATIONS IN ECONOMY 4, no. 8 (August 30, 2021): 46–53. http://dx.doi.org/10.26739/2181-9491-2021-8-7.

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Recently, the importance of training and development as a part of Human Resource Management has developed significantly. Numerous companies concur that training and development is fundamental to organizational improvement and success cycle. On the other hand, the impact of training and development is thought little of in Central-Asian countries.Many companies in Uzbekistan have been putting center on hard skills of workers amid training and development sessions and dismissing the significance of soft skills. This article finds the value of soft skills of bank supervisors and officers and endeavors to suggest the usage of soft skills such as communication skills, emotional intelligence, time management and teamwork. Keywords: Human resource management, training and development, soft skills, hard skills, as communication skills, emotional intelligence, time management, teamwork, banks
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Dissertations / Theses on the topic "Management skills development"

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Cloete, Harlan C. A. (Harlan Courtenay Alva). "Skills development and organisational development : an assessment." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52452.

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Thesis (MPA)--Stellenbosch University, 2001.
ENGLISH ABSTRACT: Education and training under apartheid can at best be described as fragmented and unequal along racial lines. The consequence of the decades of human resource neglect resulted in the virtual destruction of human resource potential, with devastating effects for social and economic development. At the organisational level witness to this has been the lack of career paths offered to workers and the debilitating effect on worker motivation and general productivity. In response to this state of affairs the South African government introduced a number of innovative laws aimed at reversing this downward spiral: The Skills Development Act, 1998 and the related legislation have as their single objective the establishment of a more enabling and responsive human resource environment. This will amount to the rebuilding of the South African workforce within organisations through the introduction of new sets of human resource processes, policies and principles. This study compares the activities of the Pioneer Foods Group with those of the Drakenstein Municipality in relation to the skills development regulatory framework and the subsequent obligations it places on organisations to establish new human resource practices. The study goes further and seeks to establish whether there is a causal link between the processes of skills development and Organisational Development (00). The study concludes that there is a definitive link between the skills development regulatory framework and 00. The two processes are regarded as mutually supportive, leading to the achievement of individual and organisational end goals.
AFRIKAANSE OPSOMMING: Opvoeding en opleiding onder die Apartheidsregering kan beskryf word as gefragmenteerd, ongelyk en geskoei op ras. Die gevolge van dekades van menslike hulpbron vernalting het geweldige en verreikkende ekonomiese en sosiale implikasies tot gevolg gehad. 'n Nadere blik op die vlak van organisasies dui aan dat vir werkers geen beroeps vooruitsigte was nie met die gevolg dat die motiverings vlak en veral produktiwiteit ontsettend laag was. Die respons vanaf die Suid Afrikaaanse regering was die bekendmaking van 'n reeks innoverende wetgewing gemik om die afwaartste kurwe te stop. Die Vaardigheids Ontwikkeling Wet, 1998 en die ander meegaande wette het as primêre doelwit die daarskep van "n meer verantwoordelike menslike hulpbron klimaat. Dit het ten doel die heropbou van die Suid Afrikaanse mense deur die bekendmaking van "n stel menslike hulpbron prosessese, beleid en beginsels. Hierdie studie fokus en vergelyk die vaardigheidsontwikkeling aktiwiteite van die Pioneers Voedsel Groep met die van die Drakenstein Munisipaliteit. Die studie gaan verder deur vas stel of daar n definitiewe verband is tussen die prossese van vaardigheidsontwikkeling en die van organisasie ontwikkeling. Die slotsom is die volgende: dat daar 'n definitiewe verbintenis is tussen vaardigheidsontwikkeling en organisasie ontwikkeling. Die twee prossese steun op mekaar deurdat beide ten doel het 'n verbeterde organisasie en individu, soos hulle strewe na die bereiking van doelwitte.
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Abodohoui, Alexis. "Influence of Chinese management soft power on African skills development." Doctoral thesis, Université Laval, 2019. http://hdl.handle.net/20.500.11794/36633.

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Cette thèse s’intéresse à l’influence du soft power managérial chinois sur les africains. La question fondamentale de recherche est : comment les africains ayant étudié en Chine ont-ils été influencés par le soft power chinois? Ont-ils développé des capacités managériales à l’instar des managers ou des entrepreneurs chinois? Afin de répondre à la question de recherche, le premier article offre une perspective synthétique des travaux réalisés sur la Chine-Afrique entre 2014-2015. Dans cette revue de littérature, les investissements chinois en Afrique, les acteurs, les motivations, le mode d'entrée, les impacts et les défis de gestion, ont été analysés à la lumière des théories en management international. Cette revue offre de nouvelles perspectives pour explorer les investissements chinois dans les pays africains et contribue à l'ensemble des connaissances sur les relations sino-africaines. Dans le second article, en raison de l’intégration croissante des deux régions, une comparaison des pratiques managériales entre la Chine et les pays africains a été faite. Le but de cet article est de faciliter cette compréhension par une analyse analytique de la littérature. D'après notre analyse, certaines similitudes et divergences liées principalement aux fondations de la gestion, aux styles managériaux, au réseautage et à l'entrepreneuriat ont été identifiées. En raison de la croissance des Africains en Chine, il devient de plus en plus opportun et pertinent d’étudier comment ils sont influencés par les valeurs culturelles chinoises. Ce troisième article analyse, à travers la théorie de l'acculturation, l'influence de la culture chinoise sur les pratiques managériales des Africains formés en Chine. Divers documents suggèrent que l'adaptation peut conduire à la performance et à la créativité. Nous étendons ceci pour inclure le réseau en tant que variable modératrice. À partir d’une enquête auprès de 378 managers africains, nous avons constaté que les adaptations socioculturelles, psychologiques et académiques influençaient de manière positive les compétences entrepreneuriales des Africains. En termes d’effets modérateurs, on considère que le réseau active ou renforce l’effet direct de l’adaptation sur le développement des compétences en entrepreneuriat. Quant au dernier article, il permet d’identifier les capacités managériales et entrepreneuriales développées par les africains lors de leur séjour en Chine. À partir d’une approche méthodologique interprétative basée sur la théorie du Soft Power, les thèmes qui émergent du répertoire cognitif des managers africains et qui reflètent les capacités développées sont entre autres le développement du réseau, la prise de risque, l'optimisme et le pragmatisme. Les résultats de cette étude fournissent de nouvelles perspectives pour l'exploration du soft power chinois en Afrique. Ils montrent que la Chine n'influence pas seulement à travers les aides, les investissements, le modèle économique, etc., mais qu'elle inspire aussi de nombreux pays en raison de ses idées de gestion connues sous le nom de gestion chinoise Soft Power. Mots-clés : pratiques managériales ; soft power ; management africain ; management chinois ; transfert de connaissances ; entrepreneuriat, renforcement de capacités ; adaptation culturelle ; investissements.
This thesis focuses on the Influence of Chinese management soft power on African skills development. The fundamental research question is: how were Africans who studied in China influenced by Chinese soft power? Have they developed managerial skills like Chinese managers or entrepreneurs? To answer these questions, the first article offers a synthetic perspective of the works done on China-Africa between 2014-2015. Based on this literature review, Chinese investments in Africa, the actors, and motivations, mode of entry, impacts and management challenges were analyzed in the light of theories in international management. This review offers new perspectives for exploring Chinese investments in African countries and contributes to the body of knowledge on Sino-African relations. In the second article, due to the growing integration of the two regions, a comparison of managerial practices between China and African countries was made. The purpose of this article is to facilitate this understanding through a critical analysis of the literature. Based on our analysis, some similarities and divergences related mainly to management foundations, managerial styles, networking and entrepreneurship were identified. The third article analyzes, through acculturation theory, the influence of Chinese culture on the managerial practices of Africans trained in China. Based on multiple linear regression, this article analyzes not only the effect of acculturation on the development of entrepreneurial capacities but also the moderating role of networking on the different on acculturation. As for the last article, it makes it possible to identify the managerial and entrepreneurial capacities developed by Africans during their stay in China. Using an interpretive methodological approach and based on the Soft Power theory, the themes that emerge from the cognitive repertoire of African managers and that reflect the capacities developed are: network development, risk-taking, optimism and pragmatism. The results of this study provide new perspectives for the exploration of Chinese soft power in Africa. They show that China does not only influence through aids, investments, economic model, etc. but it also inspires many countries due to its management ideas known as Chinese Management Soft Power. Keywords: managerial practices; soft power; African management; Chinese management; knowledge transfer; entrepreneurship, capacity building, cultural adaptation; investments.
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Osbome, Steve. "A systematic management approach to skills development within an organisation." Master's thesis, University of Cape Town, 2001. http://hdl.handle.net/11427/5491.

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The Skills Development Act has recently become law in South Africa. The act seeks to develop and enhance the skills of the workforce and proponents argue that it encourages companies to become learning organisations. Under this law, employers are obliged to pay a skills development levy. The levy is essentially a tax, a portion of which can be reclaimed depending on the type of training a company undertakes. The purpose of this project is to explore the implementation of skills development within the new paradigm created by the legislation.
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Biga, Andrew. "Measuring Diversity Management Skill: Development and Validation of a Situational Judgment Test." [Tampa, Fla] : University of South Florida, 2007. http://purl.fcla.edu/usf/dc/et/SFE0002262.

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Augustine, Jill. "Design and Development of Objective, Structured Management Examinations (OSMES) on Management Skills Among Pharmacy Students." Diss., The University of Arizona, 2016. http://hdl.handle.net/10150/612140.

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The purpose of this study was to design, develop, and administer an Objective, Structured Management Exam (OSME) on management skills for pharmacy students. Pharmacy preceptors for the University of Arizona College of Pharmacy participated in focus groups that identified business, management, and human resource skills needed by pharmacy graduates. Once the skills were identified, gaps were identified for inclusion into the OSMEs. The OSMEs evaluated pharmacy students' performance on four skills: 1) managerial communication (oral and written); 2) conflict resolution; 3) decision-making; and 4) professionalism. The OSME consisted of a role-playing and a writing document. Both were graded using a developed scoring rubric. The role-playing scoring rubric contained 17 skills and the written document scoring rubric contained 8 skills. During the OSME, students interacted with a trained actor and were graded by a judge on their performance. Upon completion of the OSME, students completed a 29-question survey on a) their perceived ability and confidence to accomplish 8 selected skills; b) their opinion about the OSME and suggestions to improve the process in the future; and c) their background characteristics. Many-facet Rasch analysis provided detailed information with which to evaluate content validity and student performance taking into account difficulty of skills, rating scale function of the scoring rubric, judge leniency and severity. Rasch analysis provided detailed information on the scale performance and student ability and confidence. A step-wise linear regression was used to determine if any student characteristics predicted a higher OSME performance score. Ninety-six student pharmacists completed the OSME and ninety-five students completed the questionnaire. No student failed the role-playing scenario and 1 student did not complete the written document. Significant gaps were calculated between the easiest two skills, empty sounds and eye contact. Additionally, the seventeen items did not align with student performance measures. Finally, there were two separate groups of graders. The writing document scoring rubric had poor fit with the model and significant gaps were calculated. Student measures did not adequately align with item difficulty measures. For students' perceived ability, there was no significant change in overall mean student ability scores from before the educational lectures to after the OSME. However, 46% of students (n=44) had a significant change in ability scores. Three significant gaps were calculated between skills a) between decision-making and communication and between communication and active listening on the pre-educational lectures; and b) between decision-making and communication on after the OSMEs. Students appeared confident with their ability on the 8 skills. The overall mean student confidence measure did not significantly change between the three time points: 1) before the practice cases; 2) after the practice cases; and 3) after the OSMEs. However, 46% of students (n=44) had a significant change in their confidence from before the practice cases to after the completion of the OSMEs. Item difficult measures did not appropriately align with student confidence measures, meaning the items were too easy for students. Significant gaps were also calculated: a) between the motivation and communication items and between the communication and active listening items in the before the practice cases responses; b) between the motivation and decision-making items and between the communication and active listening items for the after the practice cases responses; and c) between the motivation and decision-making items; between the decision-making and communication items; and between the communication and active listening items for after the OSME responses. Based on the result of the regression, three characteristics predicted a higher performance score on the role-playing portion of the OSME: 1) previous management experience; 2) previous leadership experience; and 3) the total grade on the educational lecture quizzes. Three characteristics predicted a higher writing document score: 1) age between 26 and 28 years; 2) English as the primary language; and 3) previous pharmacy experience classified as "other" (i.e., pharmacy experience that was not hospital, community, or managed care). This was one of the first studies to develop a role-playing exercise on management skills in pharmacy education. The grading rubrics provided an initial structure for assessing student performance on these management skills. Some changes to the ability questions and the rubrics are suggested in order to improve the content validity. The findings provide the outline for the use of an OSME at schools/colleges of pharmacy as part of their curriculum. As exposure to management scenarios showed higher performance, educators should include these skills in the education of student pharmacists in order to prepare them for a future career in pharmacy.
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Anikin, Vasiliy. "Skills training and development : Russia in comparative perspective." Thesis, University of Essex, 2018. http://repository.essex.ac.uk/21789/.

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The acquisition and maintenance of human capital are considered key drivers of productivity and economic growth. However, recent literature shows that in the case of Russia, this relationship is not obvious, which raises a question concerning the nature of human capital accumulation, despite the significant expansion of tertiary education in this country. The existing literature, much of it relying on a theory of market imperfections, tends to explain low incidences of training by the lack of employer incentives to invest in the human capital of their employees. This dissertation adds to this view confirming the negative role of ‘bad’ jobs and social origins in obstructing employees from skills development in BRIC-like countries. Skills training in Russia is constrained by stratifying occupational forces comprising jobs with low requirements to skills development, which conserves the working population in generic labour. This reveals the phenomenon of skills polarisation ‘at the bottom’ in a late-industrial country, thus, contributing to the growing critique of the knowledge society theory. For those few workers who occupy ‘good’ jobs, skills training is strongly linked to personal-specific traits, such as qualifications and computer and language skills; and this is common in both Russia and India. However, in contrast to Russia, India is still forming their knowledge society. This is confirmed by the statistically significant impact of socio-demographic origins (e.g. age, household size, marital status, and religion) on the incidence of training, which reveals a crucial role of ascription in human capital acquisition in contemporary India. The present thesis contributes to the growing literature on structural prerequisites for successful advancement and the contradictory development of the BRIC countries.
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Burke, Veronica. "Development of conflict handling skills via outdoor management development : a framework for optimising the process." Thesis, University of Edinburgh, 2002. http://hdl.handle.net/1842/23283.

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This thesis proposes a learning systems-based model for the optimum development and transfer of conflict handling skills via Outdoor Management Development (OMD) programmes. Despite a rapid increase in provision for OMD, there is a lack of empirical evidence to support the efficacy of the learning process and transfer to the workplace. Existing research focuses primarily upon the outcomes of courses, rather then the means by which these outcomes may accrue. Accordingly, focusing on this context, the literature on cognitive skill acquisition was used to construct a new framework for analysing the mechanisms of skills learning and transfer. Using the skills of conflict handling as an example, the role of knowledge in skill acquisition was linked to the issue of learning transfer to propose a way in which different methodologies may influence learning outcomes. However, whilst the initial aim was to empirically test this framework, a cursory consideration showed that a large number of factors had to be empirically confirmed before this could be accomplished. Thus in order to assess the applicability of the framework to management development provision, a mixed methods design involving both qualitative and quantitative and inductive and deductive approaches was utilised within the overall research strategy. The earlier stages of the fieldwork focused upon the nature of the conflict handling process and the characteristics of conflict in business contexts. This research provided a basis for investigations into the process of conflict regulation and the knowledge base underlying skills application. The final phase of the fieldwork focused upon the development of conflict handling skills, including perceived provision for conflict handling in OMD. Methods used were content analysis, in-depth semi-structured interviews and a questionnaire survey. A total of five studies were completed.
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Ayubi, Harry H. "Advanced skills required for engineering leaders in global product development." Thesis, Massachusetts Institute of Technology, 2011. http://hdl.handle.net/1721.1/70795.

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Thesis (S.M. in Engineering and Management)--Massachusetts Institute of Technology, Engineering Systems Division, System Design and Management Program, 2011.
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Observations from first hand experience on the Boeing 787 Program during development of perhaps the most important and exciting new commercial airplane in recent history has identified opportunities to enhance the global product development skills of key engineering leaders. Extreme challenges related to typical factors (e.g., cost, schedule, quality) are coupled with a radically different business model - one shaped by a product development strategy that relies heavily on globally dispersed risk-sharing partners. In addition, the 787 would use dramatically new carbon composite materials and manufacturing methods for the airplane structure, as well as advanced technologies for the airplane systems and propulsion. This was further complicated by the parallel development of new design software intended for use in creating, sharing, and managing all 787 product definition data. The lead design engineer - among the most critical resource on the product development team - must engage on all fronts. Given the complexities of this endeavor, advanced skills are necessary for engineering leaders to succeed, and Boeing must ensure they have these skills. This research was intended to specify some of these advanced skills, identify deficiencies in the current workforce, and suggest ways in which industry and academia might team together to address such deficiencies.
by Harry H. Ayubi.
S.M.in Engineering and Management
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Mkiva, Sisanda Michelle. "The impact of a customised management development programme on a selected organisation." Thesis, Cape Peninsula University of Technology, 2019. http://hdl.handle.net/20.500.11838/3019.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2019
This study assessed the impact of a customised management development programme on the senior staff in the Cape Town branch of a logistics organisation. The study analysed the staff’s development and determined the challenges that the senior staff and middle managers were facing after the organisation had gone through a number of management changes. The organisation was committed to creating a learning culture. Thus, the organisation had embarked on a clear strategic direction to enhance the leadership skills of the mid-level managers in the business. From an impact and cost-effectiveness point of view, the focus was on the middle management to start creating a learning culture in the organisation. To gather data, this qualitative study used a questionnaire with open-ended questions sent to the middle managers of the logistics organisation. This gave the researcher the opportunity to gain a deeper understanding of the phenomenon and to ask for clarification. The sample size used was 30 middle managers. The study found that the customisation of the management development programme aimed at the middle managers played a pivotal role in retaining staff and in increasing the performance of both the employees and the organisation. The findings showed the employees felt they could relate to operational goals and efficiencies much better after the focused intervention. The employees realised that they are an esteemed resource of the organisation, and that the success or failure of the organisation relies on the performance of the management staff of the organisation. Furthermore, in order to get employees to perform optimally and to improve their performance, they required the right tools, equipment and working environment.
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De, Klerk Natasha. "Analysing entrepreneurial and marketing development skills for small tourism enterprises in the Vaal Triangle region / Natasha de Klerk." Thesis, North-West University, 2009. http://hdl.handle.net/10394/3100.

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Increasing unemployment and low economic growth are of growing concern in the world economy and a recognised intervention to combat these challenges is entrepreneurship. Tourism has been acknowledged as an underexploited sector with considerable potential for addressing these challenges. In order to advance entrepreneurial activity, it is essential for students to possess the necessary entrepreneurial skills. However, the absence of consensus on the content of training courses and curricula is currently a concern in the field of entrepreneurship. South African higher education institutions need to redefine their roles and academics should take heed, and ensure that the curricula that they provide correspond with the requirements of practitioners. Through analysing the development skills of successful entrepreneurs, the focus of training courses and curricula can be established. This study constitutes exploratory research into an important issue facing many higher education institutions today and is supported by a detailed literature review and an empirical study. Higher education institutions have to remain competitive due to the turbulent and changeable environment within which they operate. The literature review, in accordance with the scope and limitations of the study, concentrated on the principles of tourism management, together with the entrepreneurial and marketing development skills essential to tourism entrepreneurs. For the empirical part of the study, a self-administered questionnaire was sent to a sample of tourism enterprise owners, tourism management academics and tourism management students. The objective was to develop a set of guidelines for the content of the entrepreneurship and marketing subjects for tourism management students. The research findings provide a balanced view in that they incorporate the perceptions of tourism enterprise owners, tourism management academics and tourism management students. The skills analysed within this study, together with the suggested implementation method, can be used to guide the structured integration of the development of these skills into tourism management programmes. The intention of the study was to cover a wide range of entrepreneurial and marketing development skills essential for the tourism entrepreneur, so that a clear set of skills could be formulated for the recommended inclusion into the content of tourism entrepreneurship and marketing curricula.
Thesis (Ph.D. (Business Management))--North-West University, Vaal Triangle Campus, 2009.
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Books on the topic "Management skills development"

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Newton, Keith. Management skills development in Canada. [Ottawa]: Industry Canada, 1995.

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College, Open, and University of Oxford. Delegacy of Local Examinations., eds. Motivation & skills development. Manchester: Open College, 1995.

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Skills development for business and management students. Oxford: Oxford University Press, 2010.

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Pfeiffer, J. William. Design skills in human resource development. San Diego, CA: University Associates, 1988.

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S, Cameron Kim, ed. Developing management skills. 7th ed. Upper Saddle River, NJ: Prentice Hall, 2007.

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S, Cameron Kim, ed. Developing management skills. 6th ed. Reading, Mass: Pearson Prentice Hall, 2004.

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Whetten, David A. Developing management skills. 4th ed. Reading, Mass: Addison Wesley, 1998.

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Whetten, David A. Developing management skills. 2nd ed. New York, NY: HarperCollinsPublishers, 1991.

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S, Cameron Kim, ed. Developing management skills. 5th ed. Upper Saddle River, NJ: Prentice Hall, 2002.

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Whetten, David A. Developing management skills. 3rd ed. New York, NY: HarperCollins College Publishers, 1995.

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Book chapters on the topic "Management skills development"

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Dardouri, Manel. "Skills Development at the Heart of the Mentoring Relationship." In Skills Management, 1–45. Hoboken, NJ, USA: John Wiley & Sons, Inc., 2019. http://dx.doi.org/10.1002/9781119579267.ch1.

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Grugulis, Irena. "Training, Development and Skills." In The SAGE Handbook of Human Resource Management, 151–63. 1 Oliver's Yard, 55 City Road London EC1Y 1SP: SAGE Publications Ltd, 2019. http://dx.doi.org/10.4135/9781529714852.n10.

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Rees, W. David, and Christine Porter. "Training and Development." In Skills of Management and Leadership, 228–50. London: Macmillan Education UK, 2015. http://dx.doi.org/10.1007/978-1-137-32562-4_11.

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Grugulis, Irena. "Management and leadership development." In Skills, Training and Human Resource Development, 133–55. London: Macmillan Education UK, 2007. http://dx.doi.org/10.1007/978-0-230-20833-9_8.

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Foster, Marie-Claude. "Empowerment and self-development." In Management Skills for Project Leaders, 87–109. Basel: Birkhäuser Basel, 2001. http://dx.doi.org/10.1007/978-3-0348-8260-6_5.

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Foster, Marie-Claude. "Facilitating the development of staff." In Management Skills for Project Leaders, 111–33. Basel: Birkhäuser Basel, 2001. http://dx.doi.org/10.1007/978-3-0348-8260-6_6.

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Dugan, Beverly A. "The Development of Project Management Skills." In Advancing Human Resource Project Management, 313–49. San Francisco: John Wiley & Sons, Inc., 2014. http://dx.doi.org/10.1002/9781118915912.ch13.

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Cook, Thomas A. "Mastering Business Development." In Developing Masterful Management Skills for International Business, 125–53. 1 Edition. | Boca Raton : CRC Press, [2018] | Series: The global warrior series: CRC Press, 2018. http://dx.doi.org/10.4324/9781315118154-5.

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Evans, Christopher J. "Executive Physician Development." In Management and Leadership Skills for Medical Faculty, 237–48. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-27781-3_23.

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Meier, Christoph, and Sabine Seufert. "AI-Supported Systems for Integrated Skills-Management and Skills-Development." In Advances in Analytics for Learning and Teaching, 3–25. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-14489-9_1.

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Conference papers on the topic "Management skills development"

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Silva, Paulino, Rui Bertuzi, and Martin Elger. "USING A CHANGE MANAGEMENT GAME TO IMPROVE HUMAN RESOURCES MANAGEMENT SKILLS." In International Technology, Education and Development Conference. IATED, 2016. http://dx.doi.org/10.21125/iceri.2016.1518.

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Gaula, Mabatho, Arnesh Telukdarie, and Megashnee Munsamy. "4IR Skills Development: A Comparative Analysis of the South African and Global Skills Development Systems." In 2022 Portland International Conference on Management of Engineering and Technology (PICMET). IEEE, 2022. http://dx.doi.org/10.23919/picmet53225.2022.9882657.

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Movsesyan, Violetta Elbrusovna. "MANAGEMENT QUALITY MANAGEMENT: BASIC DEVELOPMENT TRENDS." In Russian science: actual researches and developments. Samara State University of Economics, 2020. http://dx.doi.org/10.46554/russian.science-2020.03-1-234/238.

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This article discusses the concept of labor as a quality indicator. The relationship between the quality of the workforce and education is determined. Highlighted the key hard- and soft-skills necessary for a modern employee. The process of manpower.
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Strelchonok, Angela. "Development of Business English Language Communicative Skills." In The 7th International Scientific Conference "Business and Management 2012". Vilnius, Lithuania: Vilnius Gediminas Technical University Publishing House Technika, 2012. http://dx.doi.org/10.3846/bm.2012.075.

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Tabet Derraz, Imane. "Training System and Skills Development within Algerian Companies." In 2nd International Conference on Business, Management and Finance. Acavent, 2019. http://dx.doi.org/10.33422/2nd.icbmf.2019.11.763.

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Business success is strongly associated with developing the skills of their employees. Companies are actually spending more and more money on employee training to improve their skills in changing laws, procedures, organizational change, or simply to improve or perform; this learning, this training brings us to a specific goal is to develop skills.The central question is:” how to build a good training system that will help develop skills?”In this article, we will explain the training system established by Algerian companies as well their motivations and their enthusiasms to obtain their fixed objectives; indeed, the field study speaks about the type of training established in an echoes of (35) Algerian companies in the department of accounting and finance since accounting standardization IAS / IFRS, that is to say the application of the financial accounting system from 2011 to the present day.
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Vukmirović, Valentina, Ivana Domazet, and Dejana Pavlović. "Development of 21ST Century Skills as a Response to Youth Unemployment." In 26th International Scientific Conference Strategic Management and Decision Support Systems in Strategic Management. University of Novi Sad, Faculty of Economics in Subotica, 2021. http://dx.doi.org/10.46541/978-86-7233-397-8_117.

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Christopher Tshilongamulenzhe, Maelekanyo. "Enunciating the skills development challenge facing South Africa." In Annual International Conference on Human Resource Management and Professional Development in the Digital Age. Global Science & Technology Forum (GSTF), 2011. http://dx.doi.org/10.5176/2251-2349_hrmpd41.

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Tappura, Sari. "OHS Management Skill Development and Continuing Learning." In Human Systems Engineering and Design (IHSED 2021) Future Trends and Applications. AHFE International, 2021. http://dx.doi.org/10.54941/ahfe1001140.

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Occupational Health and Safety (OHS) management focuses on employee safety and health; OHS legislation establishes the requirements for OHS management competencies. This study aims to identify measures for developing OHS management skills during a management career to support managers’ competence development and continuing learning. A qualitative multiple-case study of seven industrial companies in the energy and processing industries and industrial services was conducted. Measures for developing OHS management skills during the following stages of a management career were identified: 1) recruitment, 2) orientation, 3) competence assessment, 4) competence development, 5) performance assessment and measurement, and 6) incentives and rewards. This study suggests practical organizational measures for developing managers’ OHS competence at different career stages as general management competencies. Developing managers’ OHS competence provides them with knowledge of their responsibilities and expectations, as well as company-wide OHS objectives and practices to improve OHS and operational efficiency.
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"DEVELOPMENT OF ARGUMENTATION SKILLS VIA LEARNING MANAGEMENT SYSTEMS - Bringing together Argumentation Support Tools and Learning Management Systems." In International Conference on Knowledge Engineering and Ontology Development. SciTePress - Science and and Technology Publications, 2011. http://dx.doi.org/10.5220/0003691304740477.

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Irigaray, Hélio, and Jaques Paes. "CAN WE MANAGE PROJECT MANAGEMENT? THE BATTLE BETWEEN SOFT SKILLS AND ORGANIZATIONAL STRUCTURE." In 16th International Technology, Education and Development Conference. IATED, 2022. http://dx.doi.org/10.21125/inted.2022.0269.

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Reports on the topic "Management skills development"

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Michael, Bryane. Using Tutorials in the Development of Economics and Management Thinking Skills. Bristol, UK: The Economics Network, September 2008. http://dx.doi.org/10.53593/n188a.

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Cao, Larry, Rebecca Fender, and Ryan Munson. The Future of Work in Investment Management: The Future of Skills and Learning. CFA Institute, July 2022. http://dx.doi.org/10.56227/22.1.7.

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This report identifies gaps between the supply and demand for skills, outlines strategies for career development, and proposes structural changes to investment teams to better leverage diverse talent.
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Gerling, Gregory J. The Development of Prostate Palpation Skills Through Simulation Training May Impact Early Detection of Prostate Abnormalities and Early Management. Fort Belvoir, VA: Defense Technical Information Center, May 2010. http://dx.doi.org/10.21236/ada542441.

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Gerling, Gregory. The Development of Prostate Palpation Skills through Simulation Training May Impact Early Detection of Prostate Abnormalities and Early Management. Fort Belvoir, VA: Defense Technical Information Center, May 2011. http://dx.doi.org/10.21236/ada546738.

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Magie, Anna A., and Deborah D. Young. Experiential Learning and Service Activities for University Students: Development of the Fashion Earth Project to Foster Leadership and Management Skills through Volunteerism. Ames: Iowa State University, Digital Repository, November 2016. http://dx.doi.org/10.31274/itaa_proceedings-180814-1537.

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O’Brien, Tom, Deanna Matsumoto, Diana Sanchez, Caitlin Mace, Elizabeth Warren, Eleni Hala, and Tyler Reeb. Southern California Regional Workforce Development Needs Assessment for the Transportation and Supply Chain Industry Sectors. Mineta Transportation Institute, October 2020. http://dx.doi.org/10.31979/mti.2020.1921.

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COVID-19 brought the public’s attention to the critical value of transportation and supply chain workers as lifelines to access food and other supplies. This report examines essential job skills required of the middle-skill workforce (workers with more than a high school degree, but less than a four-year college degree). Many of these middle-skill transportation and supply chain jobs are what the Federal Reserve Bank defines as “opportunity occupations” -- jobs that pay above median wages and can be accessible to those without a four-year college degree. This report lays out the complex landscape of selected technological disruptions of the supply chain to understand the new workforce needs of these middle-skill workers, followed by competencies identified by industry. With workplace social distancing policies, logistics organizations now rely heavily on data management and analysis for their operations. All rungs of employees, including warehouse workers and truck drivers, require digital skills to use mobile devices, sensors, and dashboards, among other applications. Workforce training requires a focus on data, problem solving, connectivity, and collaboration. Industry partners identified key workforce competencies required in digital literacy, data management, front/back office jobs, and in operations and maintenance. Education and training providers identified strategies to effectively develop workforce development programs. This report concludes with an exploration of the role of Institutes of Higher Education in delivering effective workforce education and training programs that reimagine how to frame programs to be customizable, easily accessible, and relevant.
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Magie, Anna A., and Deborah D. Young. Building Bookstore Displays: A Collaboration Between University Fashion Students and Campus Bookstore to Develop Merchandising, Management, and Leadership Skills Through the Development of Visual Displays. Ames: Iowa State University, Digital Repository, 2017. http://dx.doi.org/10.31274/itaa_proceedings-180814-1839.

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Gurieiev, Viktor, Yulii Kutsan, Anna Iatsyshyn, Andrii Iatsyshyn, Valeriia Kovach, Evgen Lysenko, Volodymyr Artemchuk, and Oleksandr Popov. Simulating Systems for Advanced Training and Professional Development of Energy Specialists in Power Sector. [б. в.], November 2020. http://dx.doi.org/10.31812/123456789/4456.

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The crisis of the system of professional development and personnel training in the energy sector exists not only in Ukraine but also all over the world. The article describes the concept of development and functioning of the industry system of personnel training in the energy sector of Ukraine. The importance of using modern web-oriented technologies to improve the skills of operational and dispatching personnel in the energy sector of Ukraine is substantiated. The meth- ods of distributed power system operating modes modelling are presented. De- velopment and software tools for the construction of distributed simulating sys- tems and particular features of cloud technologies application for the creation of a virtual training centers network in the energy sector, as well as the ways to automate the process of simulating scenarios development are described. The ex- perience of introducing remote training courses for energy specialists and remote web-based training simulators based on a comprehensive model of the energy system of Ukraine is presented. An important practical aspect of the research is the application of software and data support for the development of personnel key competencies in the energy sector for rapid recognition of accidents and, if necessary, accident management. This will allow them to acquire knowledge and practical skills to solve the problems of analysis, modelling, forecasting, and monitoring data visualization of large power systems operating modes.
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Aguilar, G., H. Waqa-Sakiti, and L. Winder. Using Predicted Locations and an Ensemble Approach to Address Sparse Data Sets for Species Distribution Modelling: Long-horned Beetles (Cerambycidae) of the Fiji Islands. Unitec ePress, December 2016. http://dx.doi.org/10.34074/book.008.

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In response to unique species in Fiji which are threatened or endangered, and in critical need of effective conservation measures to ensure their survival, author Glenn Aguilar has produced an eMedia publication and learning research tool, called GIS For Conservation.The eMedia website hosts tutorial material, videos and modelling results for conservation management and planning purposes. Users will learn spatial analytical skills, species distribution modelling and other relevant GIS tools, as well as enhance ArcMap skills and the species distribution modelling tool Maxent. Accompanying the GIS For Conservation website is a peer-reviewed research report. The report details the case study and research methods that have informed the eMedia publication, focusing on the development of maps predicting the suitability of the Fiji Islands for longhorned beetles (Cerambycidae) that include endemic and endangered species such as the Giant Fijian Beetle Xixuthrus heros.
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Widmer, Mireille, Marina Apgar, Jiniya Afroze, Sudhir Malla, Jill Healey, and Sendrine Constant. Capacity Development in a Participatory Adaptive Programme: the Case of the Clarissa Consortium. Institute of Development Studies, April 2022. http://dx.doi.org/10.19088/clarissa.2022.001.

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Doing development differently rests on deliberate efforts to reflect and learn, not just about what programmes are doing and achieving, but about how they are working. This is particularly important for an action research programme like Child Labour: Action- Research-Innovation in South and South-Eastern Asia (CLARISSA), which is implemented by a consortium of organisations from across the research and development spectrum, during a rapidly changing global pandemic. Harnessing the potential of diverse skills and complementary strengths across partners in responding to the complex challenge of the worst forms of child labour, requires capacity to work together in novel ways. This Research and Evidence Paper documents how CLARISSA approached capacity development, and what we learnt from our challenges and successes. From the start, the programme incorporated a capacity development strategy resting on self-assessment of a wide range of behavioural and technical competencies that were deemed important for programme implementation, formal training activities, and periodic review of progress through an after-action review (AAR) process. An inventory of capacity development activities that took place during the first year of implementation reveals a wide range of additional, unplanned activities, enabled by the programme’s flexibility and adaptive management strategy. These are organised into eight modalities, according to the individual or collective nature of the activity, and its sequencing – namely, whether capacity development happens prior to, during, or after (from) implementation. We conclude with some reflections on the emergent nature of capacity development. Planning capacity development in an adaptive programme provides a scaffolding in terms of time, resources, and legitimacy that sustains adaptiveness. We also recognise the gaps that remain to be addressed, particularly on scaling up individual learning to collective capabilities, and widening the focus from implementation teams to individuals working at consortium level.
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