Thèses sur le sujet « Police Personnel management »
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Lau, Kit-man, et 劉傑文. « A police organization in a changing world : the experience of staff communications in the Hong Kong Police Force ». Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2012. http://hub.hku.hk/bib/B50255411.
Kgomokaboya, Ngoako Charles. « An evaluation of the transformation process within the South African Police Services in the Capricorn District Municipality ». Thesis, University of Limpopo (Turfloop Campus), 2011. http://hdl.handle.net/10386/493.
Onder, Seref G. « A distinctive organizational control practice : Geographic personnel rotation ». Diss., Virginia Tech, 2015. http://hdl.handle.net/10919/54547.
Ph. D.
Shililifa, Wycliff. « An Exploratory Study on the Career Stages and the Career Development Needs of the Namibian Police ». Thesis, University of the Western Cape, 2004. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_3408_1283516272.
This exploratory study seeks to critically explore human resources development with regard to the career needs and stages of the Namibian Police (NAMPOL). Documents were perused on the issue of the current human resources development and its relevancy to the training and development within the Namibian Police. Questionnaires were completed by a representative sample of NAMPOL officials from different departments of the police. Interviews were also conducted with selected officials on training and development of personnel. Recommendations are given as a model for improving the Namibian Police human resources development system as an effective training and capacity building system for members of the police force to perform their tasks effectively.
Ketel, Belinda. « Management capacity-building in the South African Police Service at station level / ». Thesis, Stellenbosch : University of Stellenbosch, 2005. http://hdl.handle.net/10019.1/1079.
Ncube, Brighton. « Managing for results : A case study of the Fontana Police Department ». CSUSB ScholarWorks, 2003. https://scholarworks.lib.csusb.edu/etd-project/2347.
Landahl, Mark R. « First responder identity management policy options for improved terrorism incident response ». Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2006. http://library.nps.navy.mil/uhtbin/hyperion/06Sep%5FLandahl.pdf.
Thesis Advisor(s): Robert Bach. "September 2006." Includes bibliographical references (p. 75-78). Also available in print.
Blignaut, Alice May. « An impact and cost-benefit analysis of some SAPS personnel capacity-building programmes / by Alice May Blignaut ». Thesis, North-West University, 2007. http://hdl.handle.net/10394/1816.
Alfano, Nicolas. « De l'autorité au soutien : rôles et usages des rôles dans le commandement en gendarmerie départementale ». Thesis, Aix-Marseille, 2018. http://www.theses.fr/2018AIXM0595.
The Gendarmerie nationale is a military institution and one of the two French national police forces, with responsibilities regarding population security in rural and suburban areas. Due to public management reforms and several social movements, this institution is currently experiencing important changes in people management. As a result, the set of game rules that applies to command itself is subject to modifications. The gendarme condition – meaning the entire scale of rights, obligations and missions attached to the position – is evolving and traditional postures, based on disciplinary attitudes and availability standards, are weackened. This study focuses on the day-to-day work of officers in command positions and how these chiefs handle their new situation. Based on an ethnographic approach, the research process analyzes chief-work throught a set of roles, which are discused as means for action in a strategy-based approach. It shows how certain officers in command position choose to reshape the way they make use of their roles, adopting a support based posture rather than a more traditional authority based posture
Aulis, Angela Rena. « How much should the off-duty employment of police officers be regulated ? » CSUSB ScholarWorks, 2004. https://scholarworks.lib.csusb.edu/etd-project/2675.
Dennis, Simone J. « Sensual extensions : joy, pain and music-making in a police band ». Title page, contents and abstract only, 2002. http://web4.library.adelaide.edu.au/theses/09PH/09phd4115.pdf.
Huisamen, Petronella. « 'n Evaluasie van die tydsbestuur, doelwitbeplanning en probleemoplossing kapasiteitsbouprogramme van die Suid-Afrikaanse Polisiediens / deur Petronella Huisamen ». Thesis, North-West University, 2003. http://hdl.handle.net/10394/408.
Thesis (M.A. (MW))--North-West University, Potchefstroom Campus, 2004.
Williams, Heiletje Marili. « The effect of the human relations and health maintenance components of the SAPS self-management programme / Heiletje Marili Williams ». Thesis, North-West University, 2006. http://hdl.handle.net/10394/1631.
Thesis (Ph.D. (Social Work))--North-West University, Potchefstroom Campus, 2006.
Cornelius, Andre. « The impact of time lost through absenteeism on service delivery in the South African Police Services (SAPS), the area Kuilsriver cluster, Cape Town, Western Cape ». Thesis, Cape Peninsula University of Technology, 2016. http://hdl.handle.net/20.500.11838/2358.
Absenteeism in the South African Police Service is without doubt one of the most difficult aspects to manage. It is therefore important for the organisation to have measures in place to reduce absenteeism. More focus is put on the cost of absenteeism without realising the enormous adverse effect it has on service delivery in the South African Police Service. By reducing the absenteeism rate by just one day per employee, organisations can boost productivity, improve morale and improve their profit margins significantly (Nel, 2013:1). This research project examined the impact on service delivery of time lost through absenteeism in the South African Police Service with specific reference to the Kuils River cluster Cape Town, Western Cape, South Africa. Problems relating to absenteeism as well as the main contributors to absenteeism were identified by the researcher and recommendations were made. A quantitative research approach was followed with a survey amongst staff members. The data analysis from the questionnaire was compiled by the in-house statistician that was recommended by Cape Peninsula University of Technology. The research project makes recommendations that address the problems highlighted in this empirical study, as well as a recommendation for further studies.
Palatová, Radka. « Návrh změn konceptu personálního řízení ve státní správě ». Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2018. http://www.nusl.cz/ntk/nusl-377618.
Clark, Edward William. « Die effek van personeelplasing op dienslewering in die Suid-Afrikaanse Polisiediens : Area Oos-Metropool : Kaapstad ». Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53370.
ENGLISH ABSTRACT: The General Elections of 27 April 1994 lead the country to a new democracy which caused changes in the political-, social- and constitutional domain in South Africa. This brought about new winds of change in the Public Sector too. The South African Police Service (SAPS) is also identified as a component of the Public Sector and this lead to an investigation of service delivery standards which are rendered to local communities by the SAPS. The hypothesis is that personal placement in the SAPS can have an effect on the organisation's service delivery standards. Various concepts were investigated and defined. Methodological considerations and research methods were applied as guidelines to the underlying principles, for possible answers to the research problem. A theoretical base was established as foundation of a practical investigation. Recruitment, selection and personnel placement are discussed with various references to current legislation includes aspects such as affirmative action and the implications it could have on service delivery. A final practical investigation included the distribution of questionnaires to police members and members of the public in the policing areas under discussion. The answers were processed where upon recommendations were made for the improvement of service delivery in the SAPS. Research was completed in the East Metropole, Cape Town to establish what effect personal placement could have on service delivery in the South African Police Service. The specific policing area (referring to the Area East Metropole) is used as a practical case study as if appears that currently personal placement within the SAPS could be implemented more effectively in order to enhance service delivery to all communities in the East Metropole. Due to personal shortages within the SAPS, these communities encounter problems such as increases in crime on a daily basis. The research process was encouraged by problems experienced by members of the SAPS and the public. Although the research outcome cannot be ruled as a success or failure, it was an attempt to focus on the effect that crime have on the lives of members of the SAPS and communities within the Area East Metropole.
AFRIKAANSE OPSOMMING: Die Algemene Verkiesing op 27 April 1994 het die land gelei na 'n nuwe demokrasie wat tot 'n totale verandering op die politieke-, sosiale- en konstitusionele terrein in Suid-Afrika gevolg het. Dit het die geleentheid geskep vir veelvuldige veranderinge in die Openbare Sektor. Hieronder is die Suid-Afrikaanse Polisiediens (SAPD) ook geïdentifiseer en dit het gelei tot 'n ondersoek in die dienslewering standaarde wat die SAPD aan plaaslike gemeenskappe verskaf. Die hipotese is dat personeelplasing in die SAPD 'n effek kan hê op die organisasie se dienslewering standaard. Verskeie konsepte is ondersoek en gedefinieer. Metodologiese oorwegings en navorsingsmetodes is as riglyne toegepas om 'n moontlike antwoord te vind op die navorsingsprobleem. 'n Teoretiese basis is geskep as fondasie vir 'n praktiese ondersoek. Werwing, keuring en personeelplasing word bespreek met verskeie verwysing na huidige wetgewing op aspekte soos regstellende aksie en die impak wat dit op dienslewering kan hê. 'n Finale praktiese ondersoek het die verspreiding van vraelyste onder polisiebeamptes en lede van plaaslike gemeenskappe in die polisiërings area onder bespreking, ingesluit. Die antwoorde is verwerk, waarna aanbevelings gemaak is tot die verbetering van dienslewering in die SAPO. Navorsing is voltooi in die Area Oos-Metropool, Kaapstad om te bepaal watter effek personeelplasing op dienslewering in die Suid-Afrikaanse Polisiediens kon hê. Hierdie spesifieke polisiëringsgebied (verwysend na die Area Oos-Metropool) word as 'n praktiese gevalle studie aangewend aangesien dit wil voorkom dat personeelplasing in die SAPD tans meer effektief geïmplementeer kan word ten einde dienslewering te verbeter aan alle gemeenskappe in die Oos-Metropool. As gevolg van personeel tekorte binne die SAPD ondervind hierdie gemeenskappe 'n toename in misdaad op 'n daaglikse basis. Die navorsingsproses is aangemoedig deur probleme wat deur lede van die SAPD en publiek ondervind word. Alhoewel die navorsingsuitkoms nie as 'n sukses of mislukking uitgeskakel kan word nie, was dit 'n poging om te fokus op die effek wat misdaad op die lewens van die lede van die SAPD en gemeenskappe in die Area Oos-Metropool het.
Tolbert, Harrison. « The effects of higher education on law enforcement ». CSUSB ScholarWorks, 2004. https://scholarworks.lib.csusb.edu/etd-project/2537.
林立. « 論現代警力資源開發與管理 ». Thesis, University of Macau, 2004. http://umaclib3.umac.mo/record=b1636895.
Huisamen, Petronella. « Die effek van die besluitnemings- en lewensdoelkomponente van die SAPD se selfbestuur personeelkapasiteitsbouprogram / Petronella Huisamen ». Thesis, North-West University, 2005. http://hdl.handle.net/10394/1518.
Thesis (Ph.D. (MW))--North-West University, Potchefstroom Campus, 2006.
Cheu, Yu-kok, et 趙汝珏. « How to grasp staff opinions before formulating departmental policy ? » Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2011. http://hub.hku.hk/bib/B4678021X.
Chu, Man-kin, et 朱文健. « Personnel policy and the disciplined services 1985-1991 : an evaluation of pay policy ». Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1992. http://hub.hku.hk/bib/B31964023.
Chiu, Yin-wa David, et 趙燕驊. « An evaluation of the personnel discipline policy of the Hong Kong government ». Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B31964746.
Shen, Jie. « International human resource management policies and practices : an integrative framework in the Chinese context ». Thesis, Bucks New University, 2003. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.714449.
Chiu, Yin-wa David. « An evaluation of the personnel discipline policy of the Hong Kong government ». Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B14023817.
Smith, Andrew Jameson. « Current Management of Computerized Personnel Files in Virginia Public Schools : A Legal and Policy Analysis ». VCU Scholars Compass, 1995. https://scholarscompass.vcu.edu/etd/5526.
Chan, Yin-ling Linda, et 陳燕玲. « A study of the discipline policy in the Hong Kong Civil Service ». Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2000. http://hub.hku.hk/bib/B31966123.
Seitz, Gilbert J. « The rights of lay employees an analysis of the personnel policies of the Archdiocese of Baltimore in light of canon 231, [par.] 2 / ». Theological Research Exchange Network (TREN), 1998. http://www.tren.com.
Rivero, Napoleʹon E. Schlüter Holger. « Promotion policies and career management - an empirical analysis of below-zone promotion of U.S. Navy Officers / ». Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1997. http://handle.dtic.mil/100.2/ADA336545.
Thesis advisors, Stephen L. Mehay, William R. Bowman. AD-A336 545. Includes bibliographical references (p. 119-120). Also available online.
Pickens, James F. « Experiential learning as a method of teaching personnel policy to managers a test of Kolb's theory / ». Access abstract and link to full text, 1988. http://0-wwwlib.umi.com.library.utulsa.edu/dissertations/fullcit/8809273.
Alhazzaa, Sultan Mohammad. « Public personnel administration in the Civil Service of Saudi Arabia : policies, procedures and practices ». Thesis, Boston Spa, United Kindom : British Library Document Supply Centre, 1992. http://ethos.bl.uk/OrderDetails.do?did=1&uin=uk.bl.ethos.304383.
Brand, Hugo. « Menslike hulpbronbestuur binne die veranderde Suid-Afrikaanse plaaslike owerheidsbestel ». Thesis, Cape Technikon, 2001. http://hdl.handle.net/20.500.11838/1762.
Through this research it is shown that the involvement of human resource management in the transforming local government, which currently functions at a low level in the local authority sector, will become an ever increasing necessity in South Africa. Local authorities could either accept circumstances as they are, or accept the responsibility to change them. In this research the researcher accepted the responsibility to make a contribution towards a possible change by focusing on the contribution that the human resource manager, in more specifically local authorities in South Africa could make in this regard. The change that is envisaged and is being brought about in the South African local government sector with specific reference to the service delivery of the provision, management and control of local government, has led to the establishment of: • human resource management and comprehensive management functions; • participative involvement; • a requirement of new, additional techniques of human resource management for local authorities; and • an essential requirement for increasing employee, councillor and public involvement within local government. The outcome of the abovementioned is an incisive need of improving human resource management and sound labour relations. In order to obtain the aforementioned objectives, qualitative research was used. 5 With this study the research has endeavoured to determine: • why the involvement of human resource management in the transforming local authority sector is important; • what the nature of human resource involvement within local authorities is; • what the role, functions, involvement and methods of human resource managers in the transforming local government entails; and • how the human resource involvement within local authorities can be arranged and what the characteristics of the human resource manager should be.
Hendricks, Shahieda Bebe. « The Cape Technikon : a study of its human resource management training and development policy and practices ». Thesis, University of the Western Cape, 2005. http://etd.uwc.ac.za/index.php?module=etd&.
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or advantaged institution. The institution's political history and consequent demographic profile display some scars of ignorance. This resulted in the institution's neglecting to invest in the development of those competencies needed to function in a constantly changing education, training and development environment. The success of any organisation depends on its human resources, who are the most important asset of any organisation, therefore effective and efficient human resources management and training and development management play a critical role in the well-being of employees. Human resources training and development policies, practices and activities guide the institution with implementation and should be considered to take on a strategic role to achieve their objectives.
Springer, Kathy L. « An examination of salary compression in the department administrative services of the City of Atlanta : Implications for public personnel management ». DigitalCommons@Robert W. Woodruff Library, Atlanta University Center, 1985. http://digitalcommons.auctr.edu/dissertations/1739.
Čechová, Kristýna. « Problematika personálního řízení ve vybrané firmě ». Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-10168.
Veeran, Peter. « The impact of globalisation on human resources management policies and procedures in the South African public service : a study of selected national government departments ». Cape Peninsula University of Technology, 2012. http://hdl.handle.net/20.500.11838/1681.
Groenewald, Johann P. « Counselling, coaching and mentoring : a missing tool in people development ? » Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53337.
ENGLISH ABSTRACT: South Africa has a huge challenge to improve its world competitiveness status in order to ensure a better economic life for all. One of the more practical strategic approaches is investment in human capital and more specific people development. A more specific strategy might be to ensure that each and every supervisor is an effective counsellor/coach/mentor. From the research done its seems that this is not the case - probably due to the fact that these tools are not utilised or not well integrated in the larger human resource development strategy. It is quite clear that counsellors, coaches and mentors can and should utilise the different motivational and learning theories coherently in accordance with the applicability of the situation and the specific preferences of the individual protégé. This will ensure maximum efficiency of education, training and development interventions. But human resource systems do not seem to be integrated to the extent that the proverbial golden thread can be followed from work design to the termination of an employee. From the literature it is clear that all the necessary functions in human resources can be included in an integrative system to allow optimum efficient employees. The vagueness however (supported by the absence of work design and management information systems in some models) just aggravates the current researcher's concern about clear, exact guidelines to ensure proper counselling, coaching and mentoring. The human resource system and the function human resource development as well as performance management definitely allow for counselling, coaching and mentoring, but the support and reinforcement is not obvious. From literature surveys it is clear that that counselling, coaching and mentoring can be utilised effectively in human resource development. Insufficient evidence is however available to show appropriate application of these tools. It is thus clear that counsellors/coaches/mentors and protégés in South Africa do not have a complete, practical and integrated human resource system and programme that can facilitate maximum growth of the protégés. This is proven by the quiet period since the middle eighties till the middle nineties; where - after affirmative action and later the skills development act and employment equity act forced employers to relook their development programmes as well as our poor performance in supplying the number of managers needed for global competitiveness. Due to the lack of empirical research, but from published material one can derive that: Counsellors/coaches/mentors and or protégés in South Africa are not aware what competencies each should possess; culturally diverse groups hamper growing relationships in particular with coaches and protégés and that principles and guidelines governing the coach/mentor/protégé relationship seems not to be researched and shared in South Africa. More - over, inadequate processes exist to link and integrate counselling/coaching/mentoring closely with competencies, people development and human resource processes. However there are sufficient guidelines in overseas publications to ensure that one can compile well integrated coaching/mentoring programmes that will ensure that counselling, coaching and mentoring gain its legitimate place in people development.
AFRIKAANSE OPSOMMING: Suid-Afrika staan voor 'n geweldige uitdaging om sy mededingendheidsmag te versterk ten einde beter ekonomiese vooruitsigte aan sy burgers te skep. Een van die mees praktiese strategieë is belegging in menslike kapitaal, meer spesifiek deur die ontwikkeling van sy menslike hulpbronne. 'n Meer spesifieke strategie mag wees om sorg te dra dat elke toesighouer 'n effektiewe voorligter/afrigter/mentor is. Vanuit die skrywer se navorsing blyk dit nie die geval te wees nie, moontlik as gevolg van die feit dat hierdie toerusting nie deel is van die omvattende menslike hulpbron ontwikkelings strategieë nie. Dit is duidelik dat voorligters/afrigters/mentors die beskikbare motiverings- en leer teorieë geintegreerd, in samehang met die geskiktheid van die situasie en die spesifieke vooroordele van die individuele leerder moet aanwend ten einde maksimum effektiwiteit vanuit opvoedings-, opleidings- en ontwikkelings intervensies te verkry. Maar menslike hulpbron sisteme blyk minder geïntegreerd te wees. Die navorser kon nie die spreekwoordelike goue draad opspoor en volg vanaf werksontwerp tot en met diensverlating nie. Vanuit die literatuur is dit duidelik dat al die noodsaaklike funksies in menslike hulpbronbestuur in geïntegreerde sisteme ingesluit kan word ten einde meer effektiewe werknemers te hê. Die vaagheid van hierdie integrasie (soos gesien in die afwesigheid van byvoorbeeld werksontwerp en bestuurs-informasie in sommige modelle) vererger die huidige navorser se bekommernis rakende duidelike, definitiewe riglyne om kwaliteit voorligting, afrigting en mentorskap te voorsien. Voorligting, afrigting en mentorskap het definitief 'n plek in die menslike hulpbronsisteme en menslike hulpbronontwikkeling en veral prestasiebestuur, maar die ondersteuning en versterking is nie ooglopend nie. Dit is ook duidelik uit die literatuur dat voorligting, afrigting en mentorskap effektief aangewend kan word in menslike hulpbronontwikkeling, maar nie genoegsame bewyse is beskikbaar om die toepaslike gebruik van die hulpmiddele aan te dui nie. Dit is dus duidelik dat voorligters, afrigters, mentors en leerders in Suid Afrika nie volledige, praktiese geïntegreerde menslike hulpbronsisteme en programme het om maksimale ontwikkeling van die leerder te bewerkstellig nie. Dit word bewys deur die min gepubliseerde materiaal - vanaf die middel tagtigs tot die middel negentigs, waarna regstellende aksie, die vaardigheidsontwikkelings- en werknemergelykheids - wetgewing, werkgewers geforseer het om hernude ywer ten opsigte van ontwikkelingsprogramme te toon. Verder ook deur die land se swak vertonings ten opsigte van die voorsiening van genoegsame kwaliteit bestuurders nodig vir globale mededinging. Weens die gebrek van empiriese navorsing, maar uit gepubliseerde material, kan die navorser aflei dat: Voorligters, afrigters, mentors en leerders in Suid-Afrika nie besef oor watter vaardighede hul behoort te beskik nie; verskille in kulturele groepe die ontwikkeling belemmer van goeie verhoudinge spesifiek tussen afrigters en leerders en dat beginsels en riglyne wat die verhoudinge tussen voorligters, afrigters, mentors en leerders rig nie nagevors en versprei word in Suid-Afrika nie. Verder is daar onvoldoende prosesse om voorligting, afrigting en mentorskap duidelik met vaardighede, menslike hulpbronontwikkeling en menslikehulpbron prosesse te verbind en te integreer. Daar is egter genoegsame riglyne in oorsese publikasies om te verseker dat goed geïntegreerde voorligting-, afrigting- en mentorskapsprogramme opgestel kan word wat sal verseker dat voorligting, afrigting en mentorskap hul regmatige plek inneem in menslike hulpbronontwikkeling.
Feni, Monde Ludick. « An evaluation of the implementation of education training and development policy in the Eastern Cape : the case of Cacadu health district ». Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/8261.
Chitondo, Pepukayi David Junior. « Data policies for big health data and personal health data ». Thesis, Cape Peninsula University of Technology, 2016. http://hdl.handle.net/20.500.11838/2479.
Health information policies are constantly becoming a key feature in directing information usage in healthcare. After the passing of the Health Information Technology for Economic and Clinical Health (HITECH) Act in 2009 and the Affordable Care Act (ACA) passed in 2010, in the United States, there has been an increase in health systems innovations. Coupling this health systems hype is the current buzz concept in Information Technology, „Big data‟. The prospects of big data are full of potential, even more so in the healthcare field where the accuracy of data is life critical. How big health data can be used to achieve improved health is now the goal of the current health informatics practitioner. Even more exciting is the amount of health data being generated by patients via personal handheld devices and other forms of technology that exclude the healthcare practitioner. This patient-generated data is also known as Personal Health Records, PHR. To achieve meaningful use of PHRs and healthcare data in general through big data, a couple of hurdles have to be overcome. First and foremost is the issue of privacy and confidentiality of the patients whose data is in concern. Secondly is the perceived trustworthiness of PHRs by healthcare practitioners. Other issues to take into context are data rights and ownership, data suppression, IP protection, data anonymisation and reidentification, information flow and regulations as well as consent biases. This study sought to understand the role of data policies in the process of data utilisation in the healthcare sector with added interest on PHRs utilisation as part of big health data.
Peter, Zola Witness. « An evaluation of personnel provision policy in selected public secondary schools in the Eastern Cape province ». Thesis, University of Fort Hare, 2008. http://hdl.handle.net/10353/213.
Ramarou, Moleboheng. « The implementation of the succession policy and staff retention strategy : Joe Gqabi District Municipality ». Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/19894.
Alakpa, George Edafese U. « Perceptions of military personnel| Analysis of the Department of Defense?s counter bioterrorism measures at the tactical level for the enhacement of civil security, leadership, management, and policy ». Thesis, New Jersey City University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3730740.
The Department of Defense, at the time of this study, had over 38 combat Forward Operating Bases (FOB) with both U.S. military and non-military personnel residing and engaged in the mission. Also in these FOBs, are local nationals of the countries, who are employed to perform certain duties in these FOBs after having had certain security and medical background checks. However, while on military mission in Afghanistan and other Middle Eastern countries between 2009 and 2011, this researcher, observed and detected more than once, local nationals (LNs), Afghans, with certain infectious skin conditions working in the DIFACs (dining facilities) at major FOBs, serving food to soldiers inside the base. These LNs reside outside the FOB facility and gain entrance into the FOB daily, passing through already set security parameters put in place by the Department of Defense (DoD). There are Tactics, Techniques, and Procedures (TTP) to prevent or mitigate Person-borne Improvised Explosive Device (PBIED), Vehicle-borne Improvised Explosive Device (VBIED), and to also respond to, or recover from, Chemical, Biological, Radioactive, and Nuclear (CBRN) attacks on FOBs. Researcher is unaware of any TTP specific for HB-BA terrorist, capable of detecting, deterring or destroying a terrorist with bioagents breaching a combat post ECP; nor the training of soldiers of how to conduct a search on a bio-agent (BA) – or even what a bio-agent would look like if they found one. The purpose of this research was to determine whether there are current military counter bioterrorism measures in place to combat a human-borne with a bioagent (HB-BA) terrorist attempting to breach a combat FOB at the ECP, and how effective they are.
To accomplish this, a survey tool had to be developed and employed to determine the perceptions about the effectiveness of current ECP TTPs in detecting, deterring preventing, and mitigating a HBBA terrorist at the ECP, from military personnel. A survey tool (questionnaire) was developed, validated, and subjected to a reliability testing using Cronbach’s Alpha on a mix-method cross sectional survey, a pretest. Results showed a Cronbach’s Alpha of 0.82 and 0.89 for the survey’s two constructs. Also, 92.3% of respondents had recently been in combat deployment. All of them claimed that bioterrorism is very possible, but 61.5% believe it is either very possible or possible for a terrorist with a bioagent (BA) to successfully breach a FOB ECP. Only 3.8% felt that it would be impossible to breach the FOB ECP with a bioagent. Similarly, only 28% of respondents surveyed believe that current ECP TTPs are effective against a BA, 48% believe that current CBRN TTPs are either not effective, or somewhat effective, against BA at the ECP. In conclusion, the preliminary study, indicated that combat FOBs are vulnerable to breach by human-borne with BA terrorist at the ECP, as there exists no currently effective ECP TTP that could detect, deter or destroy a terrorist with a biological agent at a combat FOB ECP.
Sümpelmann, Johannes Sebastian [Verfasser], Stefan [Akademischer Betreuer] Dierkes, Stefan [Gutachter] Dierkes, Olaf [Gutachter] Korn et Michael [Gutachter] Wolff. « Valuation with Personal Taxes under Different Financing and Dividend Policies / Johannes Sebastian Sümpelmann ; Gutachter : Stefan Dierkes, Olaf Korn, Michael Wolff ; Betreuer : Stefan Dierkes ». Göttingen : Niedersächsische Staats- und Universitätsbibliothek Göttingen, 2019. http://d-nb.info/1189419610/34.
Sümpelmann, Johannes Sebastian Verfasser], Stefan [Akademischer Betreuer] [Dierkes, Stefan Gutachter] Dierkes, Olaf [Gutachter] [Korn et Michael [Gutachter] Wolff. « Valuation with Personal Taxes under Different Financing and Dividend Policies / Johannes Sebastian Sümpelmann ; Gutachter : Stefan Dierkes, Olaf Korn, Michael Wolff ; Betreuer : Stefan Dierkes ». Göttingen : Niedersächsische Staats- und Universitätsbibliothek Göttingen, 2019. http://d-nb.info/1189419610/34.
Maritz, Andre. « Development of a Human Resource development strategy for the Border-Kei motor industry cluster ». Thesis, Port Elizabeth Technikon, 2000. http://hdl.handle.net/10948/23.
Tran, Anh Q. « A comparative study of the personnel policies for the laity of the Diocese of Fort Worth in the light of the Code of canon law ». Theological Research Exchange Network (TREN), 1996. http://www.tren.com.
Karlsson, Elin, et Hanna Ottosson. « Personalpolicy – En kreativ process ! » Thesis, Högskolan Dalarna, Personal och arbetsliv, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:du-25423.
Purpose: The purpose of this study is to explore the impact of the documents on personnel policy and personnel manuals in a medium-sized company in Sweden. It is also of interest to see how these documents are designed and how they are implemented in the organization. Method: The research approach is a qualitative method triangulation. A case study with semistructured interviews and a text study of policy documents and personnel manuals from the organization in question. An abductive approach has been applied as we have drawn conclusions from our results to apply to the group, but also based on literature theory in order to apply these to the study object. A hermeneutic perspective has been applied during the completed text analysis, to see the material both in parts and as a whole. Empirics: The data collection was carried out by means of five interviews, in which respondents represented five separate operations within the concern. Respondents have different roles within the organization, and all of them have a personnel responsibility. Conclusion: Only a well-worked document does not contribute to efficiency. Factors such as leadership and organizational culture also need to be included in the equation for the policy to contribute value to the organization.
Labajová, Ivona. « Přeměna personální práce ve skupině ACTIV v důsledku transformace podniku z malého na střední ». Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-15480.
Souza, Ana Mara Dutra. « Práticas organizacionais frente ao consumo de substâncias psicoativas : um estudo em indústrias de vitória da conquista ». Universidade Federal da Bahia, 2005. http://www.adm.ufba.br/sites/default/files/publicacao/arquivo/ana_mara_dutra_souza.pdf.
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Este estudo teve como objetivo analisar as práticas gerenciais de sete indústrias de Vitória da Conquista, frente ao consumo de substâncias psicoativas por trabalhadores. Foram identificadas a percepção dos gestores sobre as práticas adotadas nas respectivas organizações. Adota-se como referencial teórico os modelos explicativos do consumo de substâncias psicoativas divididos em três grandes eixos: saúde, religiosidade e psicosocial. Participaram do estudo sete empresas de Vitória da Conquista, onde foram entrevistados os diretores e gestores como informantes-clave. Entrevistaram-se também, três instituições que atuam diretamente com saúde do trabalhador: SESI, FUNDACENTRO e CESAT. Esta investigação é de natureza descritiva, transversal, usando entrevistas e questionários para coletas de dados. As práticas e a percepção dos gestores foram analisadas e sistematilizadas adotando a estratégia metodológica de mapas cognitivos, o que possibilitou organizar as falas dos entrevistados por ordem e freqüência de evocação do tema. Os principais resultados indicam que as práticas, gerenciais se limitam a encaminhamentos para instituições religiosas (comunidades terapêuticas), respaldando sua internação à questão de cunho moral e religioso. Assim, atribui-se toda a responsabilidade de problemas decorrentes do consumo de substâncias psicoativas apenas ao trabalhador, não desenvolvendo ações de prevenção, de redução de danos e de tratamento por iniciativa própria, uma vez que a Legislação trabalhista não regulamenta ações de saúde para esta área. Finalmente, este estudo permite indicar o fato de não haver políticas específicas que regulem legalmente o consumo de substâncias psicoativas entre trabalhadores, como uma questão de saúde e conseqüentemente de co-responsabilidade das empresas, juntamente com a família, o trabalhador e o Estado.
Salvador
周游. « 新加坡人力資源政策分析以及對澳門的啟示 ». Thesis, University of Macau, 2009. http://umaclib3.umac.mo/record=b2554119.
MacNeill, Jessica Dawn. « The effects of labour law on small firms in South Africa : perceptions of employers in the hospitality sector in Pretoria, Gauteng ». Thesis, Rhodes University, 2015. http://hdl.handle.net/10962/d1018934.