Tesis sobre el tema "Training Course in Personnel Administration"
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Van, Jaarsveld Ryno. "An exploratory study on the facilitators of employee engagement in private healthcare". Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1020874.
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The modern workplace continues to transform at a radical and accelerated pace and successful and competitive organisations are able to turn their strategies into action faster, manage their processes more efficiently and maximise their employees’ contribution and commitment (Brewster, Carey, Grobler, Hollard and Wärnick, 2010:5). In addition, Vestal (2009:6) adds that one of the biggest challenges that managers face at the moment, is to find ways to engage employees in the organisation and build a sense of belonging that, hopefully, will support retention and long term commitment. This research study aimed to explore and describe the nature and extent of employee engagement among nursing employees working in private healthcare. This exploration also encompassed five facilitators which are considered to be crucial in the promotion of an engaged workforce. The identified facilitators include: leadership behaviour, working environment, communication, training and development and rewards and recognition. This was attained by using a quantitative, exploratory, descriptive and contextual research approach. A structured questionnaire was used to collect data from nursing employees working in one of the private hospitals in the Nelson Mandela Metropole. From the data, the overall degree of employee engagement was established as well as the significance of the five identified facilitators in employee engagement. Based on the analysed data, guidelines for the advancement of employee engagement are proposed that can assist management in the development of employee engagement practices and strategy formulation.
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Heinritz, Debbie. "A study to determine the need for lean training by the health care employers of Northeast Wisconsin". Menomonie, WI : University of Wisconsin--Stout, 2006. http://www.uwstout.edu/lib/thesis/2006/2006heinritzd.pdf.
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Pereira, Audrey S. "Faculty Willingness to Complete Information Technology Training on Course Management Systems". ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/524.
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The literature suggests that information technology (IT), including Course Management Systems (CMSs), allows higher education faculty members (HEFMs) to adopt better methods for teaching and learning, and that training contributes to adoption. However, many HEFMs are unwilling to complete IT training on the CMS, contributing to low adoption rates. Yet, little is known about what influences HEFMs to complete IT training on their institution's CMS, even though CMSs are widely available. The purpose of this study was to address this gap in the literature through a quantitative, cross-sectional study of HEFM perceptions of CMS characteristics, based on Rogers' diffusion of innovations theory, which may affect their willingness to complete IT training on their institution's CMS. The research questions focused on how perceived relative advantage (RA), compatibility (CMP), complexity (CMX), trialability (TR), and observability (OB) of the CMS impacted HEFM willingness to complete IT training on their institution's CMS. Higher education faculty member tenure status, rank, length of CMS use, level of CMS expertise, department, gender, and age were potential mediating variables. Data from 102 Fitchburg State University HEFMs were collected, and multiple regression models developed. Compatibility was significantly associated with willingness to train online, adjusted for department, and RA with willingness to train in-person and combined. This study has a potential positive impact on society through providing information for researchers and higher education administrators who are changing IT training on CMSs in order to improve adoption rates and the quality of teaching and learning at institutions of higher learning.
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Al-Khayat, A. H. A. "The development and reform of the United Arab Emirates public bureaucracy : With special reference to personnel and training". Thesis, University of Exeter, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.383342.
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Young, Debra J. "Evaluation of the Unit Administration Basic Course for the 84th United States Army Reserve Readiness Training Command". Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005youngd.pdf.
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Coetzer, Louwrens Stefanus Daniel. "The legal consequences of migration of public Further Education and Training college employees to the Department of Higher Education and Training". Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/6983.
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Staff, previously employed by Public Technical and Vocation Education and Training (TVET) Colleges, migrated (transferred) to the Department of Higher Education and Training (DHET) in terms of Section 197 of the Labour Relations Act. This treatise investigates the legal consequences of the migration of the staff from the fifty (50) TVET Colleges to DHET and focuses on the different categories of staff. The conditions of service of all the categories of staff before migration are compared with that after the migration. Meaningful recommendations are made about negotiations that should take place in the respective bargaining chambers in order to ensure a smooth transition that will prevent unnecessary legal consequences in future. The treatise furthermore analyses the legal consequences of staff, employed by temporary employment services to perform outsourced functions at TVET Colleges, who did not migrate to DHET. The legal implications of these members of staff is debated and evaluated. The treatise also discusses the performance management system and the changes from the integrated quality management system of lecturers to the performance management development system of public servants. TVET Colleges absorb the employment costs (as a separate employer) to ensure that there is growth in the Full Time Equivalents of Ministerial programmes, funded by DHET. The treatise makes meaningful recommendations to the new employer (DHET) with regard to the appointment of staff to conduct ministerial programmes and the overtime remuneration of current staff that willingly agree to work overtime but are not fairly remunerated by DHET. The treatise also considers the second phase of the migration process, namely the development of a blueprint organogram and the development of job descriptions for the different functions identified on the organogram. The process should ideally be followed by a restructuring process where staff are placed in identified functions and must be capacitated to perform the functions adequately. This process will ensure alignment of functions in the fifty TVET Colleges. Finally, the treatise notes the issue of workplace discipline at the TVET College and the definition of the workplace. It offers a proposal to the DHET to negotiate with the unions about defining the workplace as this has a legal consequence for attaining the objective of sound labour relations. It make meaningful recommendations about the overlapping regulatory requirements applicable to the TVET College as a legal person and DHET as an employer.
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Campbell, Martin. "Cognitive representation of challenging behaviour among staff working with adults with learning disabilities : an evaluation of the impact of an open learning training course". Thesis, University of St Andrews, 2004. http://hdl.handle.net/10023/14333.
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This was an investigation into the relationship between quality of care and staff views of, and responses to, challenging behaviour in adults with learning disabilities. Cognitive representations have been identified as a determinant of therapeutic outcomes in a variety of health care settings. There were two main aims of this study. First, to describe and measure the cognitive representations of challenging behaviour among staff working with adults with learning disabilities and second, to evaluate the effects of training on these views held by staff. Existing literature was reviewed. A Likert type questionnaire, the Challenging Behaviour Representation Questionnaire (CBRQ) was developed to record staff views. The CBRQ draws on two existing measures: the Illness Perception Questionnaire (IPQ) and the Challenging Behaviour Attributions Scale (CHABA). The CBRQ will give a new method of evaluating the staff views most often associated with evidence-based practice, helping behaviours and positive outcomes. Questionnaire items were generated from responses by 300 staff, to assess the applicability of Leventhal's Self Regulatory model in the context of challenging behaviour. The rating scales in the questionnaire were theoretically derived, based on the dimensions of Leventhal's model (identity, cause, consequences, treatment/control, time-line). An 'emotional-reaction' dimension was added, suggested by more recent research. The use of the Leventhal model was supported, with the exception of the 'time line' component. The questionnaire was tested for reliability and validity then administered before and after training to staff in three different groups. Targeted training changed cognitive representation of challenging behaviour overall, as measured by the CBRQ, and this change was statistically significantly in two of the five dimensions for the experimental group. Other results suggest that dimensions of cognitive representation are affected in different and complex ways by training. The statistical and the practical significance of the results are discussed in relation to staff training and therapeutic outcomes for people with learning disabilities. A 'staff-regulatory' model of cognitive representation is proposed linking cognitive representation and challenging behaviour.
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Zanetti, Janet J. "An extension of dyadic counseling to multi-family group training with application for Head Start families". W&M ScholarWorks, 1996. https://scholarworks.wm.edu/etd/1539618448.
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The purpose of this study was to investigate the effects of one short-term training model, Parents and Children Together (PACT), on parent stress and child behavior for families enrolled in the Head Start program. PACT is a program of structured play activities designed to replicate the interactions between parents and children during the first developmental stage of life. PACT has been adapted, by the researcher, from a program called Theraplay developed for Head Start children by Ann Jernberg (1967).;Thirty families completed the study. Experimental and Control groups were formed from volunteer participants. Only Experimental subjects received training. Sessions were held weekly for one hour on site. Parents and children participated together for the first thirty minutes and parents met without children for the second thirty minutes.;Pre and post treatment assessment with Abidin's Parent Stress Index/Short Form and the Connors' Parent Rating Scale - 48 were administered to each group. The results of this study did not find statistical significance on measures of parent stress and child behavior; however, structured interviews with Experimental subjects indicated high satisfaction with the program.;This study offers an examination of one short term preventive model for community-based mental health services. Implications for multi-disciplinary service delivery are examined.
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Ndevu, Zwelinzima Julian. "Analysing the impact of training and development on service delivery in the City of Cape Town". Thesis, Cape Peninsula University of Technology, 2006. http://hdl.handle.net/20.500.11838/1638.
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Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2006.Every organisation needs to have well-trained and experienced human resources to perform organisational activities. In the absence of such resources, it is necessary to raise the skills levels and increase the versatility and adaptability of current personnel. The aim of the study was to analyse the impact of training and development on service delivery in the City of Cape Town. Chapter one introduced the study and includes the terms of reference, the problem statement, the objectives of the study and the key questions pertaining to the study. As part of the methodology the researcher conducted a pre-testing of the competencies of the experimental group, investigating the extent to which present competencies contributed towards execution of service delivery obligations and the extent to which lack of capacity contributed to lack of service delivery. Chapter two provided information on the evolution of local government training and development in South Africa. The chapter found that there has been a complete democratization of local government structures where the emphasis has been on greater development, particularly in terms of human resource development. Chapter three analysed the Human Resource Development Strategy for staff development in the Western Cape Provincial Administration. Legislation such as the South African Qualifications Authority Act 1996 (SAQA), the Skills Development Act of 1998 and the Skills Development Levies Act of 1999 formed the basis for Human Resource Development Strategy in the Western Cape Province particularly the in City of Cape Town. Chapter four put forward the research design and methodology. The technique used to obtain information for the study included a literature review. A survey was conducted with selected employees. In the chapter a brief overview of the study is provided, as well as the methods utilized, data collected and the proposed data analysis. Chapter five concluded the study and put forward recommendations. One such recommendation is for example, the utilization of the concept training and development in a more concrete way, and the redefinition of the consequent roles or duties of trainers. It may appear as if implementation of training and development was not done effectively. It is unclear whether trainers were able to conceptualise and interpret the aims and objectives of training and development in the City of Cape Town.
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Murch, Patrick Frank. "Development of a curriculum for a 24-hour introduction to criminal justice course". CSUSB ScholarWorks, 1998. https://scholarworks.lib.csusb.edu/etd-project/1773.
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This project analyzed the materials and training currently being taught in a 8 hour history and principles of law enforcement course at the San Bernardino County Sheriff's Department Training Academy, in conjunction with San Bernardino Valley College.
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Florence, Taryn Merillia. "Multi-skilling at a provincial training centre institution : post training evaluation". Thesis, Cape Peninsula University of Technology, 2011. http://hdl.handle.net/20.500.11838/1736.
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Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2011As global and national markets become more competitive, businesses are forced to become more adaptable and the public service is by no means exempt from this phenomenon. Owing to a dynamic and ever-changing work environment, it is necessary for public servant employees to continuously update their knowledge and skills. However, in most organisations, the impact of training and development programmes are undermined. The value placed on increasing knowledge and skills is limited to attending a training programme. As a result, the newly acquired information and competencies are very seldom transferred from the classroom to the workplace and without a definite increase in performance and in service delivery; the contribution of actual learning is questionable. This research study therefore uses the Integrated Integrated Human Resource Administration and Persal (IHRAP) Programme (presented by the Western Cape Provincial Training Institute) to gauge the importance of post training evaluation and the benefits that can be derived from it, both for the department and the employee. In addition, the study evaluates whether the participants of the training programme are able to apply concepts and techniques learned in the classroom. It focuses specifically on human resource employees employed within the Provincial Government of the Western Cape, who is responsible for performing a number of different human resource functions. A survey was conducted amongst the participants of the IHRAP programme using a research questionnaire. After the results of the survey were collected and analysed, the researcher was able to determine where there were gaps in the post training evaluation process. Several recommendations are made to bridge these gaps and in doing so, enable the training programme to have a greater impact on the participants and in the workplace. In addition to evaluating the IHRAP programme, the need for continuous improvement in skills will always be essential, but departments must create the opportunities for participants to exercise these acquired skills effectively.
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Bush, Mary Ann. "Applying adult education principles in an interpersonal management skills training program for hospital operations managers". CSUSB ScholarWorks, 1993. https://scholarworks.lib.csusb.edu/etd-project/704.
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Borgström, Bendik y Felix Knese. "The rise of store personnel : an exploratory study on how to utilize the grocery retail store personnel in the marketing of sustainable products toward consumers". Thesis, Högskolan Kristianstad, Fakulteten för ekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-20877.
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Globalization has influenced the grocery retail industry and the most impactful changes are the preferences and habits of consumers. The increased consumption of consumers is one of the habits that have created a demand for sustainable products. The sustainable products can be marketed towards consumers by the frontline employees. Therefore, this study aims to investigate how grocery retail store personnel can be used as ambassadors toward consumers that will result in sustainable purchase behaviour. To answer the research question, several interviews have been conducted. The interview with the grocery retail expert aided us in the formulation of interview questions. The four interviews with two ICA stores’ personnel provided us with the empirical data needed for reaching the conclusions. Findings reveal that the involvement of personnel in communication with the consumers has positive a positive outcome. In this way, they can be seen as CSR ambassadors and, therefore, efficiently market the organization. To achieve CSR ambassadorship, employees and consumers must enhance organizational identification. One conclusion is that consumers may reach sustainable purchase behaviour when CSR ambassadorship is developed in coherence with a grocery retail store.
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Boyce, G. R. "Training and educating the strategic corporal". Quantico, VA : Marine Corps Command and Staff College, 2008. http://handle.dtic.mil/100.2/ADA490789.
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Tshukudu, Theophilus Tebetso. "A model for evaluating training and development initiatives in the Botswana public service". Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/879.
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The purpose of this study was to develop an integrated model for evaluating training and development initiatives used by the Botswana public service. To achieve this goal, the following actions were taken: A literature study was conducted to identify the scope and impact of an effective training and development initiative and its evaluation; A literature study was conducted to identify strategies for evaluating training and development initiatives. The theoretical study focused on effective training and development strategies and their evaluation and critical organisational factors that contribute to successful training evaluation; The findings from the literature study were integrated into a model for evaluating training and development initiatives to be used by the Botswana public service; and This model was used as the basis for the development of a survey questionnaire to determine whether trainers, training managers and supervisors who were responsible for training and development in the public service agreed with the effective strategies for evaluating training and development developed in the study. The survey was conducted in ministries and departments in the south east district of Botswana, mainly in Gaborone, where ministries and government departments are located. The empirical results from the study showed that the majority of respondents’ training and development activities were not evaluated and that there is no link between training and development and performance management. In particular, disagreements were shown with regard to ten strategies and critical organisational factors. Evaluation of training and development in general, is an issue that organisations are challenged with on a daily basis. Lack of skills by trainers on how to evaluate training and development is one major contributing factor to this problem. An integrated and strategic approach towards the evaluation of training and development is required to effectively and constructively train and development employees according to strategic organisational goals, rather than according to individual trainee’s goals.
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Semenovaitė, Kristina. "Personalo mokymas ir kvalifikacijos tobulinimas Mažeikių savivaldybėje". Master's thesis, Lithuanian Academic Libraries Network (LABT), 2006. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2006~D_20061213_112344-76636.
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Magistro baigiamasis darbas Personalo mokymas ir kvalifikacijos tobulinimas Mažeikių savivaldybėje aktualus tuo, jog viešosiose institucijose vienas iš svarbiausių išteklių yra personalas, o visuomenė vis didina reikalavimus šios sistemos darbuotojams profesionalumo, atsakomybės, veiklos viešumo ir kitais požiūriais. Vienas svarbiausių tikslų viešajame sektoriuje yra darbuotojų nuolatinio, sistemingo, nuoseklaus mokymo užtikrinimas tam, kad viešoji įstaiga efektyviai bei kokybiškai teiktų paslaugas. Su naujomis žiniomis bei įgūdžiais viešoji institucija gali funkcionuoti atsižvelgdama į visuomenės poreikius bei prisitaikyti prie pokyčių ir racionaliai panaudoti savo žmogiškąjį kapitalą. Magistro baigiamasis darbas atskleidė aktualiausias problemas viešojo sektoriaus įstaigose, išskiriamos šios problemos: tarnautojų kompetencijos stoka administravimo ir valdymo sričių klausimais bei nepakankami administraciniai gebėjimai. Norint išspręsti šias problemas, reikia, jog personalas tobulėtų ir keltų kvalifikaciją, vadinasi tarnautojai turi dalyvauti įvairiuose mokymuose. Tačiau viešosiose institucijose personalo mokymų yra stoka. Svarbu, jog viešosios įstaigos kruopš čiai nustatytų kokie yra poreikiai mokymams, atrinktų tarnautojus, kuriems yra būtini mokymai ir kvalifikacijos tobulinimas bei įvertintų ar tie mokymai yra naudingi.Final Master thesis regarding the personnel training and qualification improvement in municipality of Mazeikiai is important because one of the main resources of public institutions is personnel; and society constantly increases requirements regarding professional skills, responsibility, publicity of activities and similar for the workers of this system. Final Master thesis revealed the most important problems in public institutions. These problems are the following: lack of competence on administration and management issues, as well as inadequate administrative skills. In order to solve the mentioned problems it is necessary for personnel to improve their knowledge and qualification. It means that personnel must take part in the various trainings. However, public institutions lack trainings for their personnel. It is important for public institutions to determine the need of trainings, to select the workers that have to be trained and to evaluate the advantages of the trainings. The goal of the final work is to examine and to evaluate the system of personnel training and improvement of qualification in municipality of Mazeikiai.
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Bowman, Anita. "Utilization of support staff by athletic trainers at NCAA institutions". Virtual Press, 1995. http://liblink.bsu.edu/uhtbin/catkey/941381.
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There are many choices of specialists to be utilized in a sport medicine support staff. The effectiveness of any athletic training program depends on the organization and utilization of these specialists. The purpose of this investigation was to review current practices of accessibility, utilization, and compensation of sports medicine support staff at NCAA Division I, II, and III institutions. A random sample of 225 NCAA institutions equally stratified by level (Division I, II, 111) was obtained from the National Association of Collegiate Directors of Athletics (NACDA) directory. A questionnaire was sent to 75 head athletic trainers in each of three NCAA divisions levels. Of the 225 questionnaires mailed, 178 were returned representing a 79% response rate.The accessibility and utilization of support staff was equally distributed with respect to gender and sports at all division levels. When examining the support staff, Division I had consistently higher accessibility and utilization rates than Division II and Ill. This study may assist athletic trainers to evaluate or update their program by reviewing current practices of accessibility utilization, and compensation of support staff.School of Physical Education
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Al, Majdalawi Mazen. "Human resource development in Palestinian higher education, with special reference to evaluation of employee development and training at the Al-Aqsa University, Gaza, Palestinian Authority". Thesis, University of South Wales, 2015. https://pure.southwales.ac.uk/en/studentthesis/human-resource-development-in-palestinian-higher-education-with-special-reference-to-evaluation-of-employee-development-and-training-at-the-alaqsa-university-gaza-palestinian-authority(be3c766a-50f7-44c4-8775-6394a7a6f0bd).html.
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Flores, Daniel Francisco. "Effect of Leadership Development Programs in the Workplace: Strategies for Human Resource Managers". ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4441.
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Business leaders face the challenge of developing their employees to assume leadership positions within their organizations. However, business leaders devote less than 10% of their time to developing employee leadership capabilities through leadership development programs, resulting in poor leadership development programs designed to prepare employees to assume leadership positions. Using transformational leadership theory, the purpose of this multicase study was to explore strategies that human resource managers use to improve their employee leadership development programs. Participants were purposefully selected for their experience improving employee leadership development programs in organizations in Silicon Valley. Data were collected via semistructured interviews over Skype with 3 human resource managers and a review of organizational documents related to the improvement of leadership development programs. Data were analyzed using methodological triangulation through inductive coding of phrases and words. Three themes emerged from this study: CEO involvement was paramount for leadership development program success; fostering a learning organizational culture promotes innovation, engagement, and trust; and training is most successful when completed as a series. The implications for positive social change include the development of local and global leaders empowered to address larger problems, including homelessness, disease, lack of cultural acceptance, and environmental sustainability.
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Полюк, Ю. В. y Ю. І. Фененко. "Механізми удосконалення кадрового менеджменту в органах публічної влади". Thesis, Чернігів, 2021. http://ir.stu.cn.ua/123456789/25356.
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Полюк, Ю. В. Механізми удосконалення кадрового менеджменту в органах публічної влади : випускна кваліфікаційна робота : 281 «Публічне управління та адміністрування» / Ю. В. Полюк, Ю. І. Фененко ; керівник роботи А. П. Дука ; НУ "Чернігівська політехніка", кафедра публічного управління та менеджменту організацій. – Чернігів, 2021. – 92 с.Стратегічне управління персоналом в рамках нового підходу до управління дає великі переваги організаціям, функціонуючим в різних сферах життєдіяльності сучасного суспільства. Ці переваги полягають у раціональному використанні такого обмеженого ресурсу як персонал. Метою випускної роботи є пошук механізмів удосконалення кадрового менеджменту в органах публічної влади в умовах децентралізації. Об’єкт дослідження – процес удосконалення інституціональних механізмів у сфері кадрового менеджменту органів місцевого самоврядування. Предметом дослідження є теоретичні, методологічні та прикладні аспекти удосконалення інституціональних механізмів у сфері кадрового менеджменту органів місцевого самоврядування. Інформаційну основу дослідження становлять Конституція України, чинні нормативно-правові акти, що регламентують функціонування пенсійної системи; звітні дані й аналітичні матеріали, матеріали Державної служби статистики України.
Strategic personnel management in the framework of a new approach to management gives great advantages to organizations operating in various spheres of modern society. These advantages are the rational use of such a limited resource as staff. The purpose of the thesis is to find mechanisms to improve personnel management in public authorities in a decentralized environment. The object of research is the process of improving institutional mechanisms in the field of personnel management of local governments. The subject of the research is theoretical, methodological and applied aspects of improving institutional mechanisms in the field of personnel management of local governments. The information basis of the study is the Constitution of Ukraine, current regulations governing the functioning of the pension system; reporting data and analytical materials, materials of the State Statistics Service of Ukraine.
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Petreikis, Saulius. "Personalo mokymo įtakos Lietuvos vežėjų automobiliais konkurencingumui tyrimas". Master's thesis, Lithuanian Academic Libraries Network (LABT), 2013. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2013~D_20130122_092601-30602.
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Darbe nagrinėjamas Lietuvos ir užsienio autorių požiūris į darbuotojų kompetencijos, mokymo įtaką transporto ir logistikos verslui, konkurenciniam pranašumui. Išnagrinėti bendri aspektai, darantys įtaką transporto ir logistikos įmonių konkurencingumui. Išskiriamos darbuotojų mokymo problemos. Aptariama problematika Lietuvoje, susijusi su transporto ir logistikos įmonių darbuotojų žinių stygiumi bei viso to neigiama įtaka konkurencingumui. Magistrinio darbo tyrime naudojami duomenys yra gauti anketinės apklausos, kurios metu buvo apklausti 87 Lietuvos kelių krovinių transporto įmonių atstovai, būdu. Tyrime yra analizuojami darbuotojų mokymo aspektai Lietuvos transporto įmonėse, tokie kaip, naujų ir esamų vairuotojų bei administracijos darbuotojų mokymo trukmė, darbuotojų mokymo tikslingumo nustatymo kriterijai. Taip pat nagrinėjamos transporto įmonių atstovų nuostatos dėl darbuotojų mokymo įtakos įmonių konkurencingumui. Daug dėmesio skiriama koreliacijų tarp darbuotojų mokymo aspektų ir įmonės konkurencingumo kriterijų analizei.This master's thesis includes several Lithuanian and foreign authors’ approaches to the importance of personnel and personnel training in the organization, factors of competitiveness in transport and logistics businesses environment. Some main problems concerning personnel training and lack of knowledge in the Lithuanian road transport sector are also highlighted in the thesis. There were 87 representatives of Lithuanian road freight transport companies surveyed to collect the relative data to analyze the personnel training impact to the competitiveness of the transport company. Study analyses various training aspects in the Lithuanian transport companies, such as: training duration, training needs assessment criteria, respondents’ provisions for employee training and etc. Analysis is targeted into two main groups of transport company’s workers: administration staff and drivers. Basically, analysis is based on various correlations between competitiveness criteria and training aspects.
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Tsang, Tsz-ling Goretti y 曾芷苓. "Establishment and implementation strategies of ISO9000 in the trainingand development function of health care organizations". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1998. http://hub.hku.hk/bib/B31269333.
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Ngwenya, Bigboy. "Causes and effects of physical injuries to Prison Officers employed in a high risk and high need offender management environment in Western Australia". Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2012. https://ro.ecu.edu.au/theses/492.
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Prison Officers (POs) involved in high need offender management frequently face risks that could affect their health, safety and wellbeing. Several studies have shown that direct client centred violence, inadequate management systems and the general nature of prison environments are major factors impacting on the well being of POs (Fisher & Gunnison, 2001; Kiekbusch, Price, & Theis, 2003; Mitchell, Mackenzie, Styve, & Gover, 2000).There is limited literature on causes and effects of physical injuries on this group of law enforcements officers. This is the first study conducted in Western Australia (WA) that investigated the causes and effects of physical injuries to POs and the impacts thereof on these individuals and the Department of Corrective Services (DCS) as an organisation. The study aimed to provide a recent credible data source which may influence policy decisions and procedures in WA corrective institutions. The study cohort of 146 POs completed a questionnaire that included variables, such as health and fitness, job demands, support and constraints to ascertain the causes and effects of physical injuries among this high risk cohort of workers. The age range of POs included in the study cohort (N = 146) was 21 - 71 years. In addition, all Department of Correctional Services (DCS) physical injuries databases from 2008 to 2010 were analysed and managers and employee welfare services staff completed a questionnaire. The results indicated that there is a positive relationship between current employment status and work related physical injuries as measured over the last two years. The major causes of physical injuries were from slips trips and falls and hitting objects with part of the body or against objects during the process of managing non compliant prisoners. Variables such as physical fitness, job demands, lack of recognition by society, and fear of blood borne infections were significant predictors of physical injuries amongst POs. However, a number of other risk factors, including age and body mass index (BMI), were not related to the prevalence of physical injuries. There are a number of recommendations from the study that can be implemented. These include formation of accident/incident investigation work groups to conduct and analyse incidents and propose long term preventive and corrective measures. In order to improve ways of dealing with mentally ill prisoners and the training curriculum of POs should include management of mentally ill prisoners in a prison setting. In dealing with the aging population affecting the Australian workforce, DCS should develop plans to attract young POs for succession planning. Comprehensive safe physical training and maintenance programs in prisons may benefit the POs in dealing with prisoners. Areas for future research may include; the role of mental health services in reducing physical harm in prisons and minimising the causes and effects of physical injuries to the prison frontline workforce.
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Simão, Bácima Eliana Alves. "Perfil empreendedor dos alunos concluintes do curso de administração de uma Instituição de Ensino Superior Privada: Contribuições para o aprimoramento do Projeto Pedagógico de Curso". Universidade do Oeste Paulista, 2012. http://bdtd.unoeste.br:8080/tede/handle/tede/114.
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Previous issue date: 2012-08-30The purpose of this study was to analyze the entrepreneurial profile of students graduating in the Business Administration course of a Private Institution of Higher Education for identifying the need to improve the Pedagogical Project of the Course and consequent actions of its faculty in the formation of entrepreneurial students. The research has as methodological support the quali-quantitative or mixed approach, characterized as a descriptive exploratory study. For quantitative data collection, were utilized a questionnaire and a test of entrepreneurial tendency (TED), and for qualitative data collection, a semi-structured interview and document analysis. .The questionnaire and the test were applied to 30 students graduating in Business administration and an interview was conducted with six of these students and another with three professors of the course. The application of the test of entrepreneurial tendency revealed that the students were classified near the expected parameter in the dimensions need for achievement and tendency to have autonomy and independence , below the parameter in the dimensions tendency to take risk and creative tendency and only above the parameter in the dimension tendency to tale initiative and determination . Through the document analysis of the Administration Course, only brief mentions related to the entrepreneurial formation of students were found in the general objective of the course and in the professiographic profile of the graduating, and the presence of a discipline about Entrepreneurship and New Business Creation in the curriculum program. The professors interviewed, in an isolated attitude, informed that they promote discussions about the subject, but this is not a standard procedure, because it is not a systematized practice established in the course pedagogical project, in the teaching plans and in the teaching plans. The students interviewed manifested expectation related to the formation focused on entrepreneurship, but did not perceive specific instruments in the course destined to the development of entrepreneurial characteristics, neither an integrating effort of the disciplines for awakening and stimulating them to initiate their own business. It was concluded that the structure of the course under analysis should be reevaluated with the purpose of promoting interdisciplinarity and increasing the content of courses directly related to the subject in order to provide students the development of the needed entrepreneurial skills for increasing their success chance in undertaking their own business.
O objetivo desta pesquisa foi analisar o perfil empreendedor dos alunos concluintes do curso de Administração de uma Instituição de Ensino Superior Privada a fim de identificar a necessidade de aprimorar o Projeto Pedagógico de Curso e a atuação consequente de seu corpo docente na formação empreendedora dos alunos. A pesquisa teve como suporte metodológico a abordagem quanti-qualitativa, caracterizando-se como um estudo exploratório-descritivo. Para a coleta de dados quantitativos foram utilizados um questionário e um teste de tendência geral empreendedora (TEG) e, para a coleta de dados qualitativos, entrevista semiestruturada e análise documental. Os dados quantitativos foram coletados junto a 30 alunos concluintes e os dados qualitativos, junto a seis alunos e três professores do curso de Administração. A aplicação do teste de tendência empreendedora revelou que os estudantes se situaram próximos do parâmetro esperado nas dimensões necessidade de realização e tendência a ter autonomia e independência , abaixo do parâmetro nas dimensões tendência a assumir riscos e tendência criativa e apenas acima do parâmetro na dimensão tendência a ter iniciativa e determinação . Por meio da análise de documentos relativos ao curso de Administração, apenas foram constatadas referências breves sobre a formação empreendedora do estudante no objetivo geral do curso e no perfil profissiográfico do egresso, bem como a presença de uma disciplina sobre Empreendedorismo e Criação de Novos Negócios na matriz curricular. Os professores entrevistados, em atitudes isoladas, informaram que promovem discussões sobre o tema, mas esse não é o procedimento padrão, pois não existe uma prática sistematizada prevista no projeto pedagógico do curso, nos planos de ensino e na prática docente. Os estudantes entrevistados manifestaram expectativa quanto à formação focada no empreendedorismo, contudo não perceberam instrumentos específicos no curso destinados ao desenvolvimento de características empreendedoras, tampouco um esforço integrador das disciplinas para despertá-los e estimulá-los a empreender seu próprio negócio. Concluiu-se que a estrutura do curso em questão deve ser reavaliada com a finalidade de promover a interdisciplinaridade e incrementar os conteúdos das disciplinas diretamente ligadas ao tema, além de introduzir outros relacionados ao assunto a fim de proporcionar aos estudantes o desenvolvimento das habilidades empreendedoras necessárias para aumentar sua chance de sucesso ao empreenderem seus próprios negócios.
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Goehring, Daniel Lynn. "A quest for sales". CSUSB ScholarWorks, 2001. https://scholarworks.lib.csusb.edu/etd-project/1996.
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This paper is to evaluate the sales program at Arrowhead Credit Union, and make recommendations for enhancing and improving it. This paper provide guidance and direction to assist the Arrowhead Credit Unions transition to a sales focused organization.
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Yazzie, Rebecca Arredondo. "An Analysis of Oregon Youth Authority Populations: Who Receives Treatment and What Factors Influence Allocation of Treatment Resources?" PDXScholar, 2017. https://pdxscholar.library.pdx.edu/open_access_etds/3642.
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Service provision in both adult and juvenile correctional settings is an understudied phenomenon. Research has evaluated the use of evidence-based practices (EBP) in the treatment of mental health and substance abuse among adults and juveniles. Young, Farrell, Henderson and Taxman (2009) highlight the role of organizational factors including climate and culture, opportunities for staff training, resources, administrator attitudes and interagency collaboration in the application of EBP in correctional settings. The Oregon Youth Authority (OYA) aims to provide services to youth under the guise of EBP. Literature in the field of juvenile justice is limited in scope in areas of organizational factors, which are likely to influence the allocation of mental health treatment to youth. This study addressed this gap in existing research by using thematic analysis of focus group data with 28 OYA employees representing seven facilities. Data on 594 youth is offered to illustrate the variability of youth characteristics in OYA facilities. Facility data reflective of youth management and operations is presented to suggest context for staff observations and perceptions of how youth are identified for treatment. Results indicate staff knowledge about treatment and consistency in training along with frequency of organizational change affect climates in which treatment recommendations are made. Findings from this study will be beneficial to OYA as they attempt to meet the growing needs of mental health populations and address ongoing changes to agency staff, culture and climate. Implications from this study will contribute to literature on treatment service provision in juvenile correctional settings.
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Dickey, Scott. "Brigade aviation element : providing the brigade combat team with the ability to plan and synchronize aviation assets into the ground commander's scheme of maneuver /". Fort Leavenworth, KS : US Army Command and General Staff College, 2007. http://handle.dtic.mil/100.2/ADA471279.
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Anderson, Robbie J. "Adapting to Retention: A Naturalistic Study Revealing the Coping Resources of Nonpromoted Students and Their Parents". Digital Commons @ East Tennessee State University, 1993. https://dc.etsu.edu/etd/2628.
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The purpose of this study was to uncover the feelings and reactions of students and their parents in regard to the nonpromotion experience. Families with children who had been retained at least once in grades one through eight were purposefully selected as units of study from one of four area school systems. A total of 52 family members from 22 family units participated in 46 separate, qualitative interviews. The information collected from the interviews was inductively analyzed. Building upon Schlossberg's theory for human adaptation to transitions, seven factors or coping resources emerged from the data that affected the adaptation of a parent or a student to a grade level retention. These factors fell into one of three categories--the characteristics of the individual, the characteristics surrounding the transition (the retention), and the characteristics of the individual's environment. The analysis revealed the following seven coping resources: self-definition of an individual, previous experience with retention, retention philosophy of the individual, feelings of empowerment connected to the retention decision, retention rationale or reason for the retention, sense of belonging to the school community, and support systems available to the individual. From the findings, the investigator reached the following conclusions: (1) regardless of their initial feelings toward a retention decision, most students, as well as other family members, eventually assimilated a nonpromotion experience; (2) the seven identified coping resources influenced the success of an individual's adaptation to a retention experience; (3) school personnel did little to initially prepare a child for a nonpromotion and generally offered little support to aid adaptation to the retention; (4) the relationships an educator developed with family members were essential in establishing a sense of trust and of cooperation between the home and the school; (5) school systems rarely provided parents of children in grades one through eight with the strategies necessary to academically aid a child within the home environment; (6) adherence to rigid, grade level curriculum placed undue stress on many students and their families, inadvertently reinforcing the acceptance of the practice of retention by parents and by students.
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Kocmanová, Soňa. "Řízení lidských zdrojů ve společnosti Teluria s.r.o". Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2013. http://www.nusl.cz/ntk/nusl-224143.
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Diploma thesis deals with the management of human resources sales department at Paints and varnishes Teluria Ltd. and also proposes changes to the current management approach leading to financial savings by increasing the efficiency of the current set of information flows. Compares used human resources management system in the company with the latest trends and literature. In addition, monitors real way of working the sales department including the actual cost of remuneration and training of employees in the company. On the basis of implemented survey is designed to streamline the operation of the sales department.
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Chun, Holly CP. "Mobile Collaborative Learning for Female Baby Boomer Students in Canadian Higher Education". ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4611.
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Female baby boomer students (born 1946-1964) need to augment their skills in mobile collaborative learning because current knowledge of technologies is essential for making informed decisions. The purpose of this study was to determine the need to promote technologies based on the experiences of female baby boomer students. Andragogy and constructivism provided the conceptual framework for this research. The research questions were devised to investigate female boomer students' collaborative experiences using smart devices and barriers to their adoption of technology. This phenomenological study included 8 participants from a Canadian university recruited through purposeful sampling. Per the Modified Stevick-Colaizzi-Keen method, data were simultaneously collected via interviews, analyzed by coding, and organized into themes until saturation. Age was the main deterrent for technology adoption, and obstacles included embracing a new process, feeling that information was secure, and resolving technical difficulties. Results indicated that female baby boomer students were not ready to lead in the use of mobile collaborative learning and could not maintain rapid technological changes. Mature students may need training in cloud computing; a 1-semester blended course was proposed to enable these students to learn mobile technologies and collaborative skills. This study identifies the technology learning needs of baby boomer students, which will help those looking for ways to teach students in this age range. When leaders in their field of study know how to use current technologies, they will be more productive in their communities.
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Fijor, Thiago Frederic Albert. "O controle patrimonial como ferramenta de governança pública: o caso da Universidade Tecnológica Federal do Paraná". Universidade Tecnológica Federal do Paraná, 2014. http://repositorio.utfpr.edu.br/jspui/handle/1/1002.
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O objetivo geral deste estudo é analisar o controle patrimonial dos bens permanentes da UTFPR, em seus 13 campi, como uma ferramenta de Governança Pública. Como objetivos específicos, buscou-se: compreender os princípios da Administração Pública e os princípios da Governança Pública; descrever os procedimentos, as tecnologias e os recursos empregados no controle patrimonial da UTFPR; verificar o atendimento dos princípios da Governança Pública pelo controle patrimonial da UTFPR; e, por fim, propor soluções para o aperfeiçoamento da atividade de controle patrimonial na UTFPR com base nos princípios da prestação de contas e transparência da Governança Pública. Por serem destinados ao atendimento de um interesse coletivo, os recursos públicos devem ser administrados de forma a maximizar os benefícios à coletividade, observando os princípios da legalidade, impessoalidade, moralidade, publicidade e eficiência. Para que os atos administrativos não se afastem de tal liame foram instituídos os mecanismos de controle interno e externo. O controle patrimonial é um tipo de controle interno que permite a manutenção de informações atualizadas acerca dos bens públicos permanentes, tais como, as informações sobre a aquisição, responsável pela carga patrimonial e os registros de baixa patrimonial. Para o atendimento dos objetivos do estudo optou-se pela realização de uma pesquisa qualitativa, mediante a técnica do estudo de caso. Foram identificados 21 servidores responsáveis pelo controle patrimonial atuantes nos 13 campi da UTFPR. Ainda foram identificados três servidores que contribuem com a atividade de controle patrimonial. Foram empregados questionários, análise documental e a análise de artefatos tecnológicos. Como método de exame dos materiais coletados utilizou-se a análise de conteúdo. Ficou demonstrado que o controle patrimonial de bens permanentes da UTFPR não é, atualmente, uma ferramenta de Governança Pública, tendo em vista a inexistência de transparência no que tange ao controle patrimonial. Da mesma forma, o atendimento ao princípio da prestação de contas encontra-se prejudicado, pois não são disponibilizados dados analíticos acerca dos bens que compõem o patrimônio da UTFPR. Por outro lado, as informações disponibilizadas de maneira sintética nos relatórios de gestão não encontram lastro com a realidade, tendo em vista que os inventários patrimoniais não são realizados em alguns campi. Como forma de superar tais desafios propõe-se a realização de treinamentos, a elaboração de normas acerca do controle patrimonial, o estudo da possibilidade da adoção de novas tecnologias e a realização efetiva dos inventários nos campi.The overall objective of this study is to analyze asset tracking of permanent property belonging to UTFPR, in all of its 13 campuses, as an Public Governance tool. The specific objectives were: to understand the principles of Public Administration and principles of Public Governance; describe the procedures, technologies and resources employed in asset tracking at UTFPR; attest that the principles of Public Governance through asset tracking at UTFPR have been observed; and lastly, propose solutions to improve the activity of asset tracking at UTFPR based on the principles of accountability and transparency of Public Governance. Because they are intended to meet a collective interest, public resources must be administered so as to maximize the benefits to the collectivity, abiding by the principles of legality, impersonality, morality, disclosure and efficiency. Internal and external control mechanisms have been implemented to prevent administrative acts from straying from this ideal. Asset tracking is a type of internal control that makes it possible to maintain updated information on permanent public assets, such as information on acquisition, asset record keeping and records on asset write-offs. To meet the objectives of the study, it was decided upon the qualitative research study method using the case study technique. A total of 21 servants were identified as responsible for asset tracking at the 13 UTFPR campuses. Another three servants were identified as contributing to the activity of asset tracking. The study used surveys, documental analysis, and analysis of technological devices. Content analysis was used as the method to examine collected materials. It was demonstrated that permanent asset tracking at UTFPR is currently not an efficient tool of Public Governance, considering the non-existence of transparency with regard to asset tracking. Likewise, the fulfillment of the principle of compliance has been compromised, as analytical data are not provided regarding the goods that comprise the assets of UTFPR. Moreover, the information provided in shortened format in management reports does not reflect reality, considering that inventories are not carried out in some campuses. In order to overcome these challenges, proposals include training, creation of norms regarding asset tracking, studies on the possibility of adopting new technologies, and effectively performing inventories in the campuses.
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Yu, Pin Hsien y 余品嫺. "Evaluation of the Professional Training Course conducted by the Personnel Bureau of the Executive Yuan for Officials in Goverment Personnel Departments". Thesis, 1996. http://ndltd.ncl.edu.tw/handle/05083747203203223745.
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Rabie, Anna-Louise. "Training and development of municipal personnel in South Africa". Thesis, 1985. http://hdl.handle.net/10413/9792.
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This doctoral thesis essentially investigates what is currently done
by South African municipalities with regard to the training and development
of their personnel. The study was necessitated by the fact that personnel
plays an important role in the viability of any local authority. Therefore,
the quality of manpower should be above suspicion. Moreover, with the
advent of the expected implications of the new constitutional dispensation
it is imperative that attention shall be focused timeously on the
training and development of the human resources available to local
government and administration. The need for training and development
also dominates the arena in view of the continued extention of government
activities and the concomitant creation of new State institutions.
Thus, the above reasoning serves as rationale for the background
description of the right of existence of local authorities. The term,
local authorities, is, therefore, viewed as a collective noun for all
institutions engaged in governing and administering community life on
the local level, be it municipalities, village boards, health committees
or institutions for the peri-urban areas. A discussion of municipal administration is also given as it justifies a review of the location thereof within the spectrum of public administration, given its distinctive environment and character.
Furthermore, an exposition of municipal personnel administration within
the context of municipal administration is imperative should one wish to
understand the delicate processes of provisioning, maintenance,
utilisation and above all, training and development of scarce manpower
resources. Coupled with the description of the components of municipal personnel administration, follows an explanation of the constituent parts of the activities, training and development. The study revealed that training
is a process of which the groundwork is done by a related field, called
education. Education starts at birth and continues ad infinitum.
Education also provides the preparation-for-life foundation, whereby
training continues as the preparation-for-work process. As a prerequisite
for both processes to be successful, is an intellectual process, called
learning. The will to learn then also prepares the individual with a
willingness to develop at the hand of various ways and means. Thereafter the need for and the objectives of training within the institution is acknowledged and a description is given of how to identify and describe these needs and objectives in order to meet the common objective of local authorities, viz. the improvement of the general well-being of the citizenry. A responsibility rests on the individual municipalities to provide, through training and development programmes, the opportunity for municipal officials and employees on all levels, to develop. It is to this end that municipalities should endeavour to provide suitable training and development facilities and to utilise it to its fullest extent. Whether the facilities utilised, refers to on-the-job - or off-the-job training, the methods should be applied only after its relevant advantages and disadvantages have been carefully weighed and if it meets the requirements of the specific circumstances of the municipality. The study proves that in South Africa, there is not necessarily a shortage of available municipal manpower, but that a question-mark could be placed after the quality thereof in terms of training and development. It is, therefore, recommended that, in an endeavour to promote training and development activities, the following aspects, inter alia, deserve consideration:
(a) the introduction at school level, of a course in environmental
or public studies; (b) the establishment of a school of municipal government and administration in the Core City of each region specified in
terms of the Regional Services Councils Act, 1985 (Act 109 of 1985);
(c) that municipalities should devise a unique approach to training and development methods; (d) that training sessions should provide for the individual needs of the participants; (e) the publication of an annual report by the Local Training Board giving a detailed exposition of the nature and extent of training individually and collectively undertaken by leading
South African municipalities; (f) the provision of specially designed and well-equipped technical training facilities; and (g) the establishment of resources centres or reading rooms to put periodicals, journals and relevant newspaper articles at the disposal of all the municipal employees.Thesis (Ph.D.)-University of Durban-Westville, 1985.
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Su, Chih-Hao y 蘇志豪. "The Research of E-learning on Logistic Personnel Training Course–Example with a Wing in the Air Force". Thesis, 2014. http://ndltd.ncl.edu.tw/handle/zbuf2z.
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碩士華梵大學
資訊管理學系碩士班
102
Implementations of “streamlining project”,“refining project”and follow-up with “essence project”have resulted in adjusted military structure and significantly loss of logistic manpower. The disconnected information and knowledge gap between new recruits and the professional logistic manpower with professional competency needed to be solved.Utilization of E-learning facilitates the transmission of knowledge and experiment from teacher to students.E-learning also converts the traditional teaching system to the efficient and flexible way. Hence, E-learning provides a good opportunity to improve the disadvantage of traditional teaching system. The purpose of this research is to explore the factors that may influent the research of E-learning on logistic training course. The sampling subjects are come from logistic personnel who work in Air Force of the ROCC.User’s perspectives were collected by AHP questionnaire.A three-layered hierarchy structure was built based on the survey results.The main influential factors are “suitable training courses”,“staff’spassion”,and“leadership cultivation”. This study provides practical advices to build E-learning system in the future.
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Wang, Ting-yi y 王亭懿. "The impact of learning motivation and curriculum design on training effectiveness-a case study of the advanced consultant training course of administration". Thesis, 2008. http://ndltd.ncl.edu.tw/handle/31550712959630540062.
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碩士國立臺灣科技大學
企業管理系
96
The research of this study discusses the impact the impact of learning motivation and curriculum design on training effectiveness. Learning motivation divides into intrinsic motivation and extrinsic motivation. Curriculum design includes the elements of the following composition: pretage work, curriculum content, curriculum execution, auxiliary media, and curriculum appraisal. Training effectiveness divides into reaction level, learning level, behavior level, and result level. The objective of this study is trainee who got the advanced consultant training course of administration. A total of 69 completed questionnaires were returned. Results of statistical analyses provided conclusions as following: 1. The different demographic characterics to learning motivation, curriculum design, and training effectiveness comes out a partly remarkable discrepancy. 2. Learning motivation and training effectiveness have significant and positive influences. And intrinsic motivation is the most significant. 3. Curriculum design and training effectiveness have significant and positive influences. And curriculum execution is the most significant.
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Yang, Yong-Ran y 楊詠然. "Study on Satisfaction of Pre-service Training Education Course For New Recruited Officer of Coast Guard Administration". Thesis, 2015. http://ndltd.ncl.edu.tw/handle/85va3c.
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Cheng, Yuan-Ying y 鄭元媖. "Study of civil servants training needs and training program planning - A case of senior management trainee program for the Directorate-General of Personnel Administration". Thesis, 2019. http://ndltd.ncl.edu.tw/handle/5eb95z.
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"The Development and Implementation of a Pre-International Experience Course: A Cultural Intervention in a University Setting". Doctoral diss., 2014. http://hdl.handle.net/2286/R.I.24910.
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abstract: The purpose of this mixed methods research study was to assess the impact and influence of a pre-international experience course on Arizona State University (ASU) students before they study or intern abroad. Currently, the study abroad pre-departure orientation for ASU participants consists of online modules and a two-hour face-to-face orientation. In this action research study, the practitioner-researcher re-designed an ASU School of Politics and Global Studies (SPGS), one-credit course that focused exclusively on cross-cultural awareness and sensitivity. A needs assessment was distributed to a sample of 800 returning study abroad participants and was used to influence the study, along with an extensive literature review and two cycles of action research. The dissertation research and study was conducted during the ASU fall 2013 semester. Quantitative data and qualitative data were collected using eight different measures. To better understand the impact of a pre-international experience curriculum for ASU study abroad and international internship participants before they go abroad, this research study investigated the following research questions: (1) What cultural impact does a pre-international experience course have on students who complete the course before studying or interning abroad? (2) What specific cultural competencies are gained by the participants after participating in the pre-international experience course? (3) How has developing the curriculum, teaching the curriculum and implementing the innovation influenced and informed my practice as an international educator and the Assistant Director of the Arizona State Study Abroad Office? The following five assertions were identified within the quantitative and qualitative analysis of the collected data to answer the three research questions: (1) Students are more confident in their abilities to cross cultures after successfully completing taking the new course; (2) Students are more aware of other cultures and their own culture after successfully completing taking the new course; (3) Students gained important knowledge about understanding others' worldviews after successfully completing taking the new course; (4) Students gained general openness toward intercultural learning and to people from cultures different from their own after successfully completing the new course; (5) Developing and implementing a pre-international experience course changed me as a leader, instructor and researcher. Implications for future implementation and research are discussed.Dissertation/Thesis
Ed.D. Educational Leadership and Policy Studies 2014
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Chen, Mu Ming y 陳武銘. "The research of compulsory military personnel''s pre-work training in the Coast Guard Administration : take the Northern Coastal Patrol Office as example". Thesis, 2008. http://ndltd.ncl.edu.tw/handle/45112051792270498525.
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碩士元智大學
資訊社會學研究所
96
This text belongs to preliminary study quality to turn a research, writer usage depth interview method and questionnaire survey, the sea cruise an office to aim at currently new conscription sergeant soldier carry out of pre-work training mechanism, through in the north cruise a training big team in bureau will soon complete the new soldier that pre-work training preparation distributes to, will soon hang a rank to become cruising of the corporal of the basic level leadership to defend a sergeant the class finish the training student, and have already completed pre-work training to distribute to to a glimmer of Anne check carry out the sea cruises mission of sergeant''s soldier wait for someone a member of contact, with"concern", "value" of angle, stand on their positions to establish a body ground thinking, human resource usage and sea in nowadays cruise the training policy of office, train a project, train implement and train result, actually exist which problems and imperfection, can''t make the effect of pre-work training promoted. writer since the sea cruised an office to establish, always in the grass-roots shore cruise always, the big team held the post of a team job officer, also ever the experience and training led a positive and vice- main officer who trained the big team, and once held the post of bureau in the region training business the supervisor and bureau in the coast was responsible for the educational administration of the study center of training section chief, for several years in the seaside service enforced the law to the conscription sergeant soldier of pain with pay, expression affirmation and with gratitude, to overwhelming majority of conscription sergeant''s soldier all can stood in no fear of the intimidation of the perilous and illegal member of environment to lure by money offers, still insisted hard carried out the spirit of official business to from the heartly respect and admire on the post, and for they the personnel was getting into sea to cruise an office after, probably because the shortage of the training, the surprised or abrupt affairs piles up one after another, even someone consequently paid the price of the miserably weighing of the precious life and can not help exclamation if the sea cruises an office and can face the valid training of these human resources and give them better learning environment, whether can to the sea cruise the whole results of office more helpful, also Be getting wither proficiency to the protection of the national social public order maintenance and the ocean environment. This research read the narration of many scholars, forerunner and also quoted from the theories of related training as the foundation of treatise, and by domestic and international relevant military post the personnel hold the post of the training mode that the judicial police works in, three crumple actual situation experience of writer, expecting can build up 1 set to have to constructive and real results mold of the pre-work training Ji cruise an office reference by providing sea. Hope to be textual to produce with the phonation of grass-roots conscription sergeant''s soldier, the colleague canning arouse the superior who has heart in this professional realm and once work together, made great effort together to cultivate, promoted this long is forgotten even be ignored of Huang farmland. Because conscription sergeant''s soldier is much more than the traveler whom the sea cruises an office, is also a sea to cruise the treasure that the office has to depend on currently.
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Leeuwner, Jacob Barend. "Opleiding van beginnerlektore aan tegniese kolleges". Thesis, 2014. http://hdl.handle.net/10210/11926.
Texto completo
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Makgalancheche, Wilson Mokete. "Staff development in a secondary school in the Brits district of the North-West Province : a public administration perspective". Thesis, 2014. http://hdl.handle.net/10210/12849.
Texto completoResumen
M.A. (Politics)Public administration enables public institution officials to do their work, for instance educators to teach. The activity of public administration comprises six generic processes which are functions because they all have a specific purpose aimed at particular outputs. Secondary schools would not function without policy-making, organising, financing, determination of work procedures, control and staffing processes which are imperative to expedite functional activities. This studyis primarily based on the staffing process and staff development in particular. One of the mostserious and disturbing educational problems confronting educationists, policy-makers, learners, parents and the community is the restoration of the culture of teaching and learning. This studywill identify contributing factors towards the low performance morale of educators as a result of which mosteducators feel less motivated and committed to their tasks. Someeducators feel that they are not involved in all matters that affect their field of work, e.g. the budget. Staff development will ensure that educators' confidence is enhanced for the delivery of qualityeducation. The studywill indicate the role of the Department of Education, the principal and the governing bodiesin staff development and training activities. Intensive in-service training and retraining of educators is regarded as being essential for the successful implementation of the new education system of outcome-based education (OBE). The purpose of this studyis to cover such staff development aspects as the motivation of educators who lack commitment, the induction and orientation of newly appointed educators, building of a team spirit as stressed by OBE, delegation of authority for empowerment and the training and development for sustained performance...
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Kamfer, Anne Ruth. "Guidelines for a training and development programme for managers at the Haven Right Shelter welfare organisation". Diss., 2005. http://hdl.handle.net/10500/2110.
Texto completoResumen
The growth and expansion of the Haven Night Shelter Welfare Organisation has been accompanied by a pattern of emotional and negative dismissals and resignations of senior managerial personnel. The research project explores how the management capacity of the managers could be enhanced through training, development and maintenance functions of human resource management. The literature study focused on reviewing outcomes-based education, training and development methodology. The empirical study involved examining the biographical information of the research participants. It also sought to explore the organisational culture by identifying managerial competencies of skills, interpersonal relationships, management style, attitudes and beliefs. Investigating the knowledge base of participants, included exploring human resource management practices, training and development legislation and labour relations. The conclusions and recommendations are based on the findings of the survey as completed by the participants. The guidelines for a training programme include outcomes-based learning principles to raise morale, skill and knowledge.Social work
M. Diac. (Social Work)
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Teixeira, Carolina Dulce Songo. "A study on health care workers' knowledge, attitudes and experiences of DOTS in the Windhoek District of the Khomas Region (Namibia)". Diss., 2018. http://hdl.handle.net/10500/25072.
Texto completoResumen
The purpose of this study is to explore and describe the knowledge, attitudes and experiences of health care workers who care for patients receiving treatment under DOTS strategy at public health facilities in the Windhoek District of the Khomas Region. A qualitative explorative, descriptive and contextual research design was used in this study. A purposive sampling was used to select participants who met the inclusion criteria for the study. The inclusion criteria was to be a health care worker who at the time of the study was working with patients who are on DOT for at least 6 months. A semi-structured interview guide was used to collect data. The study was conducted in the Windhoek district of the Khomas region, with a sample of 14 health care workers. Data was analysed by means of content analysis, a process of organizing and integrating narrative, qualitative data according to emerging themes and concepts. The three themes, which emerged from data analysis, were the knowledge of health care workers regarding the implementation of DOTS, the attitudes of health care workers towards patients on DOT which may affect the success of their treatments, and the experiences of health care workers when attending to patients on DOTS. The findings from the study may be used to engage stakeholders to address the shortcomings that exist in the implementation of the DOTS strategy in the district.Health Studies
M.A. (Nursing Science)
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Caixado, Duarte Manuel Farinha. "The gamification features' effect on the training effectiveness in organizational context". Master's thesis, 2019. http://hdl.handle.net/10071/19060.
Texto completoResumen
The learning approach and trainees’ expectations change throughout time due to generational characteristics, furthering the need to innovate new ways to train employees within organizations. Taking advantage of the technological development and digital orientation of the current workforce, gamification has proven to be an effective approach to learning purposes. This method incorporates game design elements into non-game environments, such as learning scenarios, aiming to improve motivational levels and, therefore, promote training effectiveness.
The present research aims to study user experience satisfaction and how could it impact training effectiveness. Furthermore, training motivation is analyzed as a mediator on this relation, as well as work engagement and open-mindedness in moderation roles.
A sample of 128 respondents allowed researchers to understand the strong correlation between gamification, measured through the user experience satisfaction, and training effectiveness. Additionally, the research showed that training motivation is crucial in making the first relationship happen. Moreover, work engagement and open-mindedness do not seem to have significant influence as moderators in the relationship described.
To build up gamified application for training, many variables should be taken into consideration when choosing the right gamification elements to include. These variables include concepts such as participants’ needs in regards to course content and training purpose. Additionally, these processes require organizations to be aware of the Human Resources policies and practices that should be adjusted to improve training and development methodologies.A abordagem de aprendizagem e as expectativas dos formandos têm vindo a alterar-se ao longo do tempo, devido às características geracionais, trazendo a necessidade de encontrar novas abordagens para formar os colaboradores nas organizações. Beneficiando do desenvolvimento tecnológico e da orientação para o digital, a gamificação tem vindo a dar provas de ser uma abordagem eficaz para fins de aprendizagem. Esta metodologia incorpora elementos de "design" de jogo em ambientes de não jogo, como contextos de aprendizagem, com o objetivo de melhorar os níveis de motivação e, consequentemente, promover formações eficazes. Este estudo pretende analisar a "user experience satisfaction" e qual o seu impacto na training "effectiveness". Posteriormente, a training motivation é analisada enquanto mediadora desta relação, sendo o "work engagement" e a "open-mindedness" estudados como moderadores. Uma amostra de 128 inquiridos permitiu perceber a forte correlação entre a gamificação, medida através da "user experience satisfaction", e a "training effectiveness". Para além disso, o estudo mostra que a "training motivation" é crucial para permitir a primeira relação. Adicionalmente, o "work engagement" e a "open-mindedness" parecem não ter uma influência significativa enquanto moderadoras da relação descrita anteriormente. De forma a implementar aplicações gamificadas, diversos fatores devem ser considerados ao selecionar os elementos de jogo certos a incluir, como as necessidades dos participantes no que diz respeito ao conteúdo e ao propósito da formação. Posteriormente, estes processos requerem a consciência das organizações acerca das políticas e práticas de Recursos Humanos que devem ser adaptadas para melhorar as metodologias de formação e desenvolvimento.
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Linxia, Liu. "The influence of legal training for doctors on medical disputes". Doctoral thesis, 2021. http://hdl.handle.net/10071/24957.
Texto completoResumen
In the context of rule by l aw in China and law based management in hospitals, it is an efficient way to reduce the occurrence of disputes through improving the medical staff professional literacy and keeping doctors abreast of the latest legal provisions concerning the rights and obligations of patients. Many studies have proposed measures to reduce medical disputes and to strengthen the legal knowledge training for medical staff. However, legal training for medical staff in Chinese medical institutions is still relatively traditional, which cannot reach the goal of reducing medical disputes.
Considering the root causes of medical disputes in China, the realistic background of high incidence of medical disputes and the necessity of legal training for doctors, the following issue s are studied: (1) What are the factors that affect the effectiveness of legal training for doctors? (2) What are the impacts of training for doctors to practice by law on reducing patient complaints, medical disputes and enhancing doctors’ law awareness?
This thesis adopts quantitative research methods. On the premise of analyzing 10 year data and big data of medical dispute litigation, the research data was obtained through t he doctor’s legal demand scale, the doctor’s cognition scale and the sample collection ( such as questionnaire) With SPSS statistical analysis software, all the questionnaires were analyzed by single factor, multiple factor analysis and linear regression analysis.
The effectiveness evaluation of legal training for doctors adopts Kirkpatrick’s four level evaluation model , filling the application blank of the Chinese doctors’ legal training evaluation theory in the field of Kirkpatrick’s four level evaluation.
The findings may be of reference significance for doctors’ legal training, reducing the incidence of medical disputes and improving the doctor patient relationship. However, due to the shortcomings of sample data an d cross sectional research design, the research results s till have some limitations.De acordo com a legislação para a governação dos hospitais há uma modo eficiente de reduzir a ocorrência de litígios através da melhoria da literacia profissional do corpo clínico providenciando lhes a informação respeitant e aos direitos e obrigações dos doentes. Autores diversos têm vindo a propor medidas para reduzir os disputas litigiosas dos médicos e todos referem a importância do fortalecimento do conhecimento jurídico na formação do corpo clínico. No entanto, a formaç ão nesta área do pessoal médico em instituições médicas chinesas ainda é relativamente tradicional, não tendo este tipo de formação atingido ainda o objetivo de reduzir significativamente os litígios. Considerando a sequência de causas dos litígios médicos na China, a constatação da alta incidência de disputas litigiosas e a necessidade de formação jurídica dos médicos, coloca questões a serem estudadas: (1) Quais são os fatores que afetam a eficácia da formação dos médicos para atuarem de acordo com a lei? (2) Quais são os impactos da formação jurídica dos médicos na redução de reclamações dos doentes, diminuindo os litígio e controvérsias e aumentando a consciencialização dos médicos sobre a legislação existente? A presente pesquisa adota método quantitativos. Foram analizados dados de 10 anos do contencioso médico. Os dados da pesquisa foram obtidos de acordo com várias escalas. Utilizando o software de análise estatística SPSS, analisamos os questionários recorrendo à análise fatorial e análise de regress ão linear simples e multifatorial. A avaliação da validade da formação jurídica dos médicos adota a avaliação dos quatro níveis de Kirkpatrick, que vem preencher as lacunas da avaliação existente da formação jurídica dos médicos chineses . As conclusões podem ser significativas e servirem de referência para a formação jurídica dos médicos, reduzindo a incidência de disputas litigiosas e melhorando a relação médico doente. No entanto, devido às limitações da amostra e design da pesquisa, os resultados apre sentam algumas limitações.
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Ramalibana, Kataila M. "An investigation into the effectiveness of the staff development policies and programmes of the Unisa library". Diss., 2005. http://hdl.handle.net/10500/2355.
Texto completoResumen
This study investigated the effectiveness of staff training and development programmes and policies at the Unisa Library. The aim of the study was to establish how staff training and development needs were met and also how staff felt about the centralisation of the Human Resources Department. Self-administered questionnaires were distributed among the Unisa Library staff including the Unisa Branch Libraries. Interviews with four divisional managers were also conducted.
Staff development is an ongoing process that, by means of a systematic approach, serves to orient, train, and develop each member of the library staff to work together and to serve their customers with the skills necessary to deliver a quality service. As a result, training can be viewed as an essential vehicle to efficient and effective performance by staff and also as a process that develops the skills, awareness or expertise of staff. This is important for both professional and non-professional employees.
Chapter one of this dissertation provided the orientation of this study. Chapter two looked at how the study was conducted, including the research design and methods. Chapter three provided information on the legal aspects of training and development in the workplace and what employees need to be aware of and to know. Chapter four dealt with staff training and development and a literature survey. Chapter five gave an analysis and interpretation of the research findings. Chapter six described the situation at Unisa with respect to staff training and development, while in chapter seven recommendations were made based on the findings of this study.
It was found that the personal development of staff was hindered as only job - related training is supported by the Library's STD workgroup. It is recommended that a training needs analysis be compiled in the Library based on the individual staff training requirements expressed during annual performance appraisals.
Fifty percent of the staff who were surveyed thought it was good to centralise the Human Resources Department.Information Science
M. A. (Information Science)
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Boshomane, Lekau Godfrey. "Alignment of the emerging management development programme(EMDP) to the human resource development strategy for the South African public service". Thesis, 2011. http://hdl.handle.net/10500/5749.
Texto completoResumen
The focus of this research is to understand the relevance of the Human Resource Development Strategy for the functioning of South African Public Service and its implications for the Emerging Management Development Programme (EMDP).
One of the main challenges of the Human Resource Development Strategy (HRDS) is its translation into well designed training programmes that are aligned with the goals and objectives of the strategy. The Emerging Management Development Programme (EMDP) is meant to be the translation and interpretation of the HRDS for public sector training and development on emerging management level.
The intention of this study is to evaluate, analyse and understand the alignment of the EMDP with the Human Resource Development Strategy for the South African pubic service and subsequently suggest proposals for the possible improvement of emerging middle management development.
The objectives of the research will be stated in the form of two critical questions:
What are the main directives in the Human Resource Development Strategy for the Public Service regarding management development in general, and the gaps in the design and development of the Emerging Management Development Programme (EMDP) in particular?
How does the design and development of the current EMDP meet the strategic vision for management development as envisioned in the Human Resource Development Strategy for the Public Service?
The research methodology applied in this study, is a qualitative research approach. This approach focuses on phenomena that occur in natural settings, i.e. in the real world and involve studying those phenomena in all of their complexity which is used to gather data. This data is preserved in descriptive narratives. A qualitative research approach also uses mainly the constructivist-interpretive perspective.
The key finding is that as much as the EMDP is comprehensive, it is however not yet aligned with the Human Resource Development Strategy of the South African Public Service. The recommendation is that the conversion of the objectives of HRDS-SA into the learning outcomes of the EMDP in order to provide a framework for a comprehensive base of competencies that inform the curriculation of the EMDP is important. This will ensure that the learners are able to benefit from a multitude of skills development activities in the programme and, in so doing, render them more purposeful to improve their impact on the skills challenges of the country.Public Administration and Management
M. Tech. (Public management)
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Ribeiro, Ana Bárbara Valente. "Mobile learning for corporate training in Portugal: current challenges and future directions". Master's thesis, 2019. http://hdl.handle.net/10071/19813.
Texto completoResumen
Currently, the workforce is becoming more and more global and diversified, raising new challenges to the corporate training area. Technological progress has created new opportunities to tackle these challenges, one of them, the diffusion of mobile-learning. However, academic research has been focused on studying this type of learning only for educational purposes. This dissertation approaches how Portuguese managers perceive mobile-learning for corporate training and identifies best practices to maximize the effectiveness of these initiatives.
This study applies the qualitative method, with a content analysis to seven interviews to managers of diversified activity sectors. Conclusions are presented under four main categories: General perceptions on mobile-learning; Current practices; Advantages; Limitations; Opportunities.
Results show that mobile-learning is perceived as an extension of e-learning, with clear divergencies from managers on the underlined learning theories and the role of the trainee in this learning context. Nevertheless, some companies are investing in selecting adjusted technological platforms, integration new functionalities, adapting content, and processes for this specific learning context. Managers recognize the existence of several benefits and limitations associated with mobile-learning. Lastly, managers perceive possible improvements with a focus on reinforcing relationships between trainees and the creation of customized content. Additionally, they foresee the integration of new technological advancements, like augmented reality.
The conclusions of the performed analysis set guidelines that describe pedagogical improvements and reinforce the need to suppress social necessities of trainees to maximize the effectiveness of existing and future mobile-learning initiatives.Atualmente, a força de trabalho é cada vez mais global e diversificada, criando desafios para área de formação empresarial. O progresso tecnológico fomentou novas oportunidades para ultrapassar estes desafios, entre elas, a disseminação de mobile-learning. Contudo, a literatura científica foca esta forma de aprendizagem para fins educacionais. Esta dissertação aborda a forma como gestores portugueses percecionam mobile-learning na formação empresarial e identifica boas práticas para maximizar a eficácia destas iniciativas. Este estudo aplica o método qualitativo, com uma análise de conteúdo a sete entrevistas a gestores de sectores de atividade diversificados. Nesse sentido, as conclusões são apresentadas sob quatro categorias principais: Perceções gerais sobre mobile-learning; Práticas atuais; Vantagens; Limitações; e Oportunidades. Os resultados indicam que mobile-learning é percecionado como uma extensão do e-learning, com divergências sobre as correntes de aprendizagem associadas ao conceito e o papel do formando nesse contexto. Todavia, algumas empresas estão a investir na seleção de plataformas tecnológicas ajustadas, integração de novas funcionalidades, adaptação dos conteúdos, e processos para este contexto de aprendizagem. Os gestores reconhecem a existência de benefícios associados a mobile-learning, assim como realçam as suas limitações. Por fim, os gestores enunciaram possíveis melhorias com foco em fomentar relação entre os formandos e na criação de conteúdo. Adicionalmente, anteveem a integração de novos avanços tecnológicos, como a realidade aumentada. As conclusões da análise realizada estabelecem linhas orientadoras ao descrever melhorias pedagógicas e reforçar a necessidade de suprimir as necessidades sociais dos formandos para maximizar eficácia de iniciativas de mobile-learning existentes e futuras nas organizações.
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Delgado, Catarina Guerreiro. "Informal learning in Portuguese companies: the managers' perceptions". Master's thesis, 2018. http://hdl.handle.net/10071/16938.
Texto completoResumen
Regardless of the advances that technology and instructional design have brought, there is lack of
information regarding an emergent topic of the 21stcentury business: informal learning. Academic
research does not fully cover its state, and much less considers the Portuguese reality. Following
this line of reasoning, the purpose of this dissertation is to address informal learning, withdrawing
and clarify "How managers in companies operating in Portugal face informal learning".
The study follows a qualitative method, with a content analysis of eleven interviews to
managers from companies of diverse industries. The main results are presented in the form of four
streams of analysis: "concept", "antecedents", "organizational supporting methods" and "outcomes".
The findings show that, more than a modality of training, informal learning is a journey
which shapes knowledge, through a combination of diversified learning tools and experiences.
Results highlight that managers are aware of its importance and are giving way to disruptive
pedagogical events in their respective companies, to ensure that employees "reflect" on their own
learning needs, access key "organizational" resources and rely on "peer-to-peer interaction" to expand
their knowledge. The results suggest that informal learning boosts communication and increases
motivation and engagement level, contributing to improved organizational performance.
The study finalizes with guidelines to reshape and complement traditional formal training
programs, established in most organizations. These practical implications delineate a structure and
advocate informal learning, delving into its design.Apesar dos avanços tecnológicos e da engenharia pedagógica tornaram possíveis, existe pouca informação relativamente a um tema emergente do contexto empresarial do século XXI: aprendizagem informal. A investigação académica não aborda por completo o seu estado de arte, e tampouco a realidade portuguesa. Assim, o propósito desta é abordar o tema da aprendizagem informal e clarificar "Como é que os gestores nas empresas a operar em Portugal encaram a aprendizagem informal". Este estudo segue o método qualitativo, com a análise de conteúdo de onze entrevistas a gestores, de empresas a operar em indústrias diversas. Os resultados principais são apresentados na forma de quatro linhas de análise: "conceito", "antecedentes", "métodos organizacionais de apoio" e "consequências". Os resultados demonstram que, mais do que uma modalidade de formação, a aprendizagem informal é uma jornada que reconfigura a aprendizagem, através da combinação de diversas técnicas e experiências de aprendizagem. Os resultados destacam que os gestores estão cientes da importância desta vertente da aprendizagem e estão a abrir caminho a eventos pedagógicos disruptivos, que asseguram que os colaboradores "refletem "acerca das suas necessidades de aprendizagem, acedem a "recursos organizacionais" chave e contam com a "interação com os pares" para alargar o seu conhecimento. Os resultados sugerem que a aprendizagem informal acelera a comunicação, aumenta a motivação e o nível de comprometimento, contribuindo para a melhoria do desempenho organizacional. O estudo conclui com linhas guia para moldar e complementar os programas tradicionais de aprendizagem formal, estabelecidos na maioria das empresas. Estas implicações práticas visam delinear uma estrutura e suportar a aprendizagem informal, investigando a sua conceção.
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Qian, Xiang. "Dynamic capabilities of Chinese small private vocational education and training institutions: a case-based research". Doctoral thesis, 2021. http://hdl.handle.net/10071/24959.
Texto completoResumen
China’s vocational education and training (VET) industry is undergoing rapid growth and transformation. Small private VET institutions face the dual dilemma of a shortage of educational resources and low market reputation. Thus, it is important to understand how these institutions may develop and sustain competitive advantages. This dissertation has analyzed the strategic development of ZK, a small private VET institution in China, using the dynamic capabilities framework. The company’s strategic success in the last years was due to its dynamic capabilities of sensing opportunities and threats, seizing opportunities, and managing threats and reconfiguring resources. The study has shown that ZK’s dynamic capability of sensing opportunities and threats has two micro-foundations, namely entrepreneurship and social capital at individual and organizational levels. Seizing capability were grounded on microfoundations such as the firm’s value chain positioning, integrating resources including complements, organizational flexibility, and commitment to implementation. The microfoundations of ZK’s dynamic capability of managing threats and reconfiguring resources were organizational learning and knowledge management. To support the future strategic development of ZK, four strategic initiatives were devised using the SWOT framework. The study contributes to management practice by increasing the understanding of the capabilities and microfoundations that can support the development of small private VET institutions in China. It also sheds light on the relationship between these capabilities and the obtention of competitive advantages in the Chinese market. Its conclusions are of interest to other VET institutions, government departments and other stakeholders, as well as foreign institutions interested in the Chinese VET industry.A indústria chinesa da educação e formação vocacional (inglês: Vocational Education and Traning ou VET) está em plena expansão e transformação. O estudo das estratégias das pequenas instituições de VET tem grande importância, no sentido de compreender como as mesmas podem se manter competitivas. Esta dissertação tem o objetivo de analisar o desenvolvimento estratégico da ZK, uma pequena instituição chinesa de VET, através da teoria de capacidades dinámicas. O éxito estratégico da ZK deveu-se ao seu dinamismo em antever oportunidades e riscos e reestruturar os seus recursos. Este dinamismo resultou de um forte espírito empresarial e de um elevado capital social, tanto ao nível individual como institucional. O aproveitamento das oportunidades deveu-se a cinco micro-fundamentos: o posicionamento da empresa na cadeia de valor, a integração de recursos, a inclusão de complementos, a flexibilidade organizacional e a dedicação na implementação. Por sua vez, a capacidade de minimizar riscos e reconfigurar recursos resultou de aprendizagem organizacional e de uma boa gestão da informação. Com base nas referidas capacidades dinâmicas, e através da matriz SWOT, foram desenvolvidas quatro linhas estratégicas para o desenvolvimento futuro da ZK. A dissertação contribui para uma melhor compreensão das capacidades dinámicas e dos micro-fundamentos que podem suportar o desenvolvimento das pequenas empresas de VET na China. Além disso, revela a íntima relação entre as referidas capacidades e as vantagens competitivas no mercado chinês. As conclusões são úteis para outras instituições de VET, departamentos governamentais relacionados, partes interessadas em VET na China e instituições estrangeiras interessadas nesse mercado.