Thèses : « Public human service »

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Stokes, Gregory. « An assessment of transportation options for human service agencies : a case study of Georgia's transportation for human service agencies ». DigitalCommons@Robert W. Woodruff Library, Atlanta University Center, 1985. http://digitalcommons.auctr.edu/dissertations/1523.

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The primary intent of this degree paper is to provide an assessment of transportation approaches that are presently being utilized by human service agencies to meet and improve the mobility needs of their respective client groups. Also an attempt has been made to discuss"and recommend the option of coordinating or consol idating agency sponsored and public transit systems as a more cost effective and service efficient approach to the delivery of transportation services as provided hy human service agencies. In the past twenty years there has been substantial growth in both the number and percentage of elderly. children. mentally/physically disabled, and economically disadvantaged individual s in the United States. At the same time there has been a significant increase in the number of programs and the level of support aimed at addressing their health and welfare needs. Based on current population trends and greater life expectancy of the transportation disadvantaged group, its population will continue to grow over the next several decades. For the elderly, children, mentally/physically disabled and economically disadvantaged community, adequate means of transportation will continue to be a pressing concern. At the present time, there are a great many publ ic and private institutions and agencies dedicated to ensuring the mohil ity of these individuals. Public transit agencies are playing a lead role among these groups and the public transit industry, through the policies and services being implemented around the country, is reaffirming its continued strong commitment to providing the most effective and efficient means of meeting the mobility needs of the transit dependent. The main sources of information consisted of various federal, state, and-local level documents, reports, plans, manuals, and case studies containing relevant information on how human service agencies may provide and improve the specialized transportation services of their target clientele groups.

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Horton, Sylvia. « From public administration to public management : studies of change and innovation in the public services ». Thesis, University of Portsmouth, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.327003.

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Davies, Ian. « Emerging management education issues for the human services ». Thesis, University of Bristol, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.343294.

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Hylton, LeQuan M. « PERCEPTIONS OF THE HOMELESS TOWARD NONPROFIT HUMAN SERVICE PROVIDER ». VCU Scholars Compass, 2016. http://scholarscompass.vcu.edu/etd/4280.

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As the debate intensifies regarding developing remedies to meet the needs of America’s homeless, one solution is for governmental agencies to collaborate with and employ organizations from the nonprofit sector to assist with the needs of the homeless population. Included in the nonprofit sector, faith-based organizations (FBOs) have historically been a source of debate and contention in terms of collaborations with the government. However, Presidents Reagan, George H. Bush, Clinton, George W. Bush, and Obama have embraced the idea of including FBOs in the pool of service providers offering human services. In the Richmond, Virginia region, FBOs and nonreligious nonprofit organizations provide a range of human services to a substantial population of homeless clients. Yet, whether the homeless population prefers services offered by FBOs versus nonreligious nonprofits in general and for specific categories of service is unknown. These specific categories of service include alcohol treatment and recovery, counseling, drug treatment and recovery, food pantries, health care, job training and placement, short-term and long-term shelter, and meal sites. In addition, this study seeks to identify models using variables from this study that predict the preference for each category of service. Since homeless clients overall and specific human service preferences are an unknown, the importance of this study is to inform policymakers, those in the nonprofit sector, researchers, and other interested parties of these preferences. A study of this nature is also important to compare policy implementation to the preferences of the homeless to ensure the implementation accounts for principles of social equity. In addition, a study of this nature seeks to fill a literature gap by examining and understanding the intersections of demographic characteristics and preferences. Using the cohort and the rational choice theories, this study examines the preferences of homeless individuals for particular types of service providers.

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Ostrowski, Romuald, et n/a. « Outsourcing the human resource development function in the Australian Public Service ». University of Canberra. Professional & ; Community Education, 1999. http://erl.canberra.edu.au./public/adt-AUC20060823.170859.

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The Howard Government has made public its agenda to significantly reform the Australian Public Service (APS). It has presented its vision for a highly efficient APS which is globally competitive by being customer focused, and by benchmarking best practice in organisation management. Outsourcing of a range of internal functions is but one of the strategies Commonwealth agency Chief Executive Officers are applying or considering to apply in achieving the Government's vision for a reformed APS. When examining functions to be outsourced within Commonwealth agencies it seems that many senior managers see benefits in outsourcing a range of corporate support functions. Such support functions, which are considered as potentially being undertaken by private sector vendors, generally include property management, financial management, payroll services, records management, human resource management (HRM) and human resource development (HRD). In view of the varying impacts different functions have on an organisation it would be rational to consider the implications of outsourcing each function separately. All functions are complex and have their own specific impacts on the organisation. In its own right HRD has a significant impact on an organisation in that it develops and trains employees, initiates and delivers a range of interventions to improve performance and brings about a desired corporate culture. The idea of outsourcing the HRD function presents an interesting topic for study. Recent APS reforms, which include outsourcing strategies, provide an opportunity to examine the practice of outsourcing the HRD function within selected Commonwealth agencies. Outsourcing the HRD function, within the Commonwealth context, raises two basic questions: · What factors need to be considered before deciding to outsource (or not outsource) the HRD function? · What factors do managers within selected Commonwealth agencies consider before arriving at a decision to outsource the HRD function? In essence this study seeks to review how HRD and outsourcing generally apply to the APS. It also critically examines the outsourcing of the HRD function in certain Commonwealth agencies, and the implication this could have for ongoing people and organisation development.

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Mello, DM. « Human Resource Development for effective service delivery in the South African public ». Journal of Public Administration, 2008. http://encore.tut.ac.za/iii/cpro/DigitalItemViewPage.external?sp=1000689.

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The environment within which the South African public service renders a variety of services is always changing. Some needs may be justifiable and some may not meet the expectations of the South African citizens as their expectations increase while the human resource and financial capacity do not increase in the same proportion. A direct consequence of this situation is a backlog in service delivery, unresponsive service delivery and impatience on the part of consumers. Human resources, therefore, need to be managed for optimum service delivery. The public service needs to invest more in human resource and be able to retain skilled employees. This article attempts to define concepts that relate to human resources development. Furthermore, this article pays attention to the policy and institutional framework within which public services have to be rendered. The objectives of human resource development are also explained in his article. A number of challenges that impede human resources development are analysed. Lastly, the article focuses on interventions and recommendations that could enhance capacity building in the public service.

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Allen, Debra Harding. « Pastoral Transformational Leadership and Church Human Service Provision ». ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4032.

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As the poverty rate continues to rise, many individuals seek assistance to help meet basic needs. Previous research has indicated that churches provide a social safety net for those in need, yet some churches choose not to become human service providers. The purpose of this multicase study was to explore how pastoral transformational leadership influences a church's decision to become a provider of human services among African American pastors and churches. Transformational leadership provided the theoretical framework for this study. The purposeful sample included bounded systems of 5 pastors and their respective churches. Each case was bound by race, location, and denomination. The Multifactor Leadership Questionnaire was used as a tool to identify each pastor's leadership style, and interviews were used to determine how the church becomes a human service provider. Interviews were transcribed, inductively coded, and analyzed to identify recurring themes. The results of this research indicated that the transformational pastor is influential in all aspects of the church's human service initiatives. The transformational pastor plays a key role in determining whether the church becomes involved in human service initiatives, and he or she remains involved throughout initiation, implementation, and sustainability. Findings from this study may influence pastoral leadership training and provide a framework for churches and communities who wish to help meet the social needs in their communities. If churches consistently address poverty-related issues, they can address the underlying problems associated with it. This can result in a decrease in the poverty rate over time. This contribution can potentially help decrease the rate of poverty in the community.

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Cook, Jacqueline S. « With good intentions : Appalachian service providers in human services and community mental health ». Diss., Virginia Polytechnic Institute and State University, 1986. http://hdl.handle.net/10919/76485.

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This study is a self-assessment of a small group of Appalachian face-to-face service providers in human services and community mental health. It has evolved from their daily experiences. The purpose of the study has been to reflect back to these providers information about themselves. That reflection has been given in the form of an Adlerian life style analysis, a psychological assessment for individuals modified as assessment of a group. The reflected impression provided its own image for change and an opportunity for the participants to assess what impact, if any, their jobs might be having on other aspects of their lives. In the process of informing the participants about themselves, there has been the intent to give that same information to the people who come for services, supervisors, administrators, policy makers, and ultimately the community of academics and scholars. The author of this study functioned as a co-worker with the other participants, becoming a part of that system which she was observing. The job gave wide access for observation and work with the participants in a variety of settings. The primary interactions took place in the homes of families referred for alleged child abuse and neglect, to include sexual abuse. The methodology allowed the research effort to be one of exploration and evolution. Based on the notion expressed by Carol Ehrlich that people can do research for and about themselves rather than having others do it for them, it drew from several theorists, described in order of their use in the study: H.T.Wilson, Brian Fay, Alfred Adler, Stephen Fawcett, and George Gazda. Presenting one subjective view of reality, conclusions of the study pointed to unconscious guilt on the part of participants with respect to system inadequacies, marked by a desire to feel superior in the helping relationship or in the relationship with those perceived to have authority over them. Unaware of these feelings, and in the simple performance of their jobs, the participants help to perpetuate the systems in which they work and often purport to deplore.
Ph. D.

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Gemo, Helder R. « An assessment of human resource development program in Mozambique's public extension service ». Diss., Pretoria : [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-02132006-085144.

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Simpson, Beverley, et n/a. « Strategic human resource management : matching the reality to the rhetoric in the Australian Public Service ». University of Canberra. Administrative Studies, 2000. http://erl.canberra.edu.au./public/adt-AUC20061108.155751.

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This paper focuses on three main themes. Firstly, what is Strategic Human Resource Management (SHRM) and the rhetoric surrounding it? Secondly, does the reality match the rhetoric? Thirdly, is the model that has been adopted by the private sector an appropriate model for the Australian public sector to be using? HR has been criticised for being an administrative function that is regulatory and compliance based, adding little value to an organisation. SHRM provides a strategic focus, involving the partnering of HR and line areas to provide value added people services. SHRM has been described by some theorists (Ulrich, Rothwell et al) as the only way of the future for the HR function. The model/s of SHRM that have been adopted by the private sector are now being promoted by the Public Service and Merit Protection Commission as the way forward for HR in the Australian Public Service. This paper discusses the appropriateness of the SHRM model/s for the public sector by examining what is happening in the HR area in three Commonwealth Government departments: Health and Aged Care, Transport and Regional Services and Family and Community Services. It examines the dilemmas for the HR functions as they try to move to an SHRM approach in these organisations, and suggests models that are appropriate to the public sector context.

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Prysmakova, Palina. « Public Service Motivation in Public and Nonprofit Service Providers : The Cases of Belarus and Poland ». FIU Digital Commons, 2015. http://digitalcommons.fiu.edu/etd/1792.

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The work motivation construct is central to the theory and practice of many social science disciplines. Yet, due to the novelty of validated measures appropriate for a deep cross-national comparison, studies that contrast different administrative regimes remain scarce. This study represents an initial empirical effort to validate the Public Service Motivation (PSM) instrument proposed by Kim and colleagues (2013) in a previously unstudied context. The two former communist countries analyzed in this dissertation—Belarus and Poland— followed diametrically opposite development strategies: a fully decentralized administrative regime in Poland and a highly centralized regime in Belarus. The employees (n = 677) of public and nonprofit organizations in the border regions of Podlaskie Wojewodstwo (Poland) and Hrodna Voblasc (Belarus) are the subjects of study. Confirmatory factor analysis revealed three dimensions of public service motivation in the two regions: compassion, self-sacrifice, and attraction to public service. The statistical models tested in this dissertation suggest that nonprofit sector employees exhibit higher levels of PSM than their public sector counterparts. Nonprofit sector employees also reveal a similar set of values and work attitudes across the countries. Thus, the study concludes that in terms of PSM, employees of nonprofit organizations constitute a homogenous group that exists atop the administrative regimes. However, the findings propose significant differences between public sector agencies across the two countries. Contrary to expectations, data suggest that organization centralization in Poland is equal to—or for some items even higher than—that of Belarus. We can conclude that the absence of administrative decentralization of service provision in a country does not necessarily undermine decentralized practices within organizations. Further analysis reveals strong correlations between organization centralization and PSM for the Polish sample. Meanwhile, in Belarus, correlations between organization centralization items and PSM are weak and mostly insignificant. The analysis indicates other factors beyond organization centralization that significantly impact PSM in both sectors. PSM of the employees in the studied region is highly correlated with their participation in religious practices, political parties, or labor unions as well as location of their organization in a capital and type of social service provided.

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McNeill, Matthew, et n/a. « Approaches to the development of human resources management competency standards in the Australian Public Service ». University of Canberra. Professional and Community Education, 1996. http://erl.canberra.edu.au./public/adt-AUC20061013.142754.

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This thesis is derived from a work project, the consideration of approaches to the development of Human Resource Management competency standards for the Australian Public Service. The thesis is a vehicle for examining and exploring a complex Human Resource Development strategy, through dealing with the details of the project. This project was undertaken from 16 January to 13 April 1995. The project occurred in a turbulent environment with limited resources. The decision whether or not to develop Human Resource Management competencies was an important step in the implementation of the National Training Reform Agenda by the Australian Public Service, being influenced by a number of changes in the national environment as well as having to accommodate a number of factors internal to the Australian Public Service. Factors included: the impact of changes to vocational education and training at the national level such as the introduction of the Australian Qualifications Framework; the impact of a devolved management structure; the differing needs of stakeholders; the need to accommodate industrial relations issues; and the impact of resource constraints (including time). The thesis explains the context and conduct of the project. It critically examines the development of action plans and progress made over the course of the project. It explains the process and content of project activities and provides comments on them. This allows insights into the development of Human Resource Development policy in the public sector. In particular it shows how the nature of the project changed from its anticipated focus on competency identification to its final focus on preparing advice to the Joint Australian Public Service Training Council. That advice recommended that separate Human Resource Management competency standards should not, after all, be identified. It concluded that they should be integrated with the core competency standards for the Australian Public Service. The thesis reflects on key aspects of the project including its subject matter, processes, and outcomes. Some of these concern the impact of the systemic, conceptual and structural changes in the National Training Reform Agenda on strategic Human Resource Development. In addition the thesis reflects on the many roles of the project officer in strategic Human Resource Development activities, suggesting that the project officer should act as a consultant rather than servant. To illustrate this point the thesis describes how the project officer was able to facilitate processes during this project that resulted in management accepting outcomes that differed from their expectations but better met their needs. The work of Lippitt and Lippitt (1986) is found to be helpful in identifying the project officer's roles. Finally the thesis considers the outcomes of the project in the light of the publication of the Karpin report (1995) and finds that the outcome is consistent with the thrust of that report.

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Harkness, Christopher. « Partnerships : an opportunity to restore meaning to the 'human' in human services ». University of Western Australia. Social Work and Social Policy Discipline Group, 2009. http://theses.library.uwa.edu.au/adt-WU2009.0069.

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This research study is about partnership working in the human services using community mental health as a context. The purpose of this type of research has relevance today as governments at all levels in Australia are adopting partnerships as social policy tools to address social problems. The rationale for these policies appears to be based on recognition that large social problems require holistic responses through the working together of multiple agencies. However despite the volumes of material about the programmatic means for enacting partnerships I found little which attended to the micro practices of partnership. The lack of guidelines on how to engage in partnership becomes problematic as partnerships in social service contexts have complexities and can be difficult to enact. Moreover actors may feel undermined when it is taken for granted that they have the necessary knowledge and skills to enact partnerships. A case study is conducted on how partnerships are enacted within Bethany Outreach Services, a pseudonym used to represent a psychosocial support service in the Perth metropolitan area. Semi-structured in-depth interviews are conducted with seven participants engaged in a partnership within community mental health. The literature is analysed for its contribution to the critical question of how to do partnership. Case examples are utilised to contextualise key principles of partnership. Key elements of theoretical perspectives are applied as a way to better understand how partnerships might work better. Narratives from the literature and the experiences of people as seen through this case study are examined to arrive at some key elements of partnership. Despite their complexities partnerships provide an opportunity for actors to engage their humanity and build relationships based on human qualities such as respect, communication and the sharing of resources. These qualities build social capital, which can be developed in new partnership contexts to address new problem domains. It is through these qualities that partnerships might give meaning to the 'Human' in Human Services.

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Campbell, Lea, et res cand@acu edu au. « Chemical Intent : Imagining the drug using client and the human service worker in harm minimisation policy ». Australian Catholic University. School of Arts and Sciences (VIC), 2007. http://dlibrary.acu.edu.au/digitaltheses/public/adt-acuvp172.09092008.

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This thesis is based on an Australian Research Council funded research grant. Fifty-one qualitative interviews were conducted with human service workers to gain an understanding of their interpretations of their clients’ ‘drug problems’ and of their own role, the service system and wider policies. Although harm minimisation has been Australia’s official drug policy since 1985, little is known about how harm minimisation is ‘enacted’ in the helping culture. To date human service workers have not been recognised in their constitutive role in harm minimisation discourse. Whilst a significant part of drug policy interventions are delivered via human services, the helping subject has not come under scrutiny. The drug using subject remains ill-conceived as a result of neglecting its partnering others or indeed its overlapping with other subject positions. Moving beyond recognising workers only in terms of staff opinions and attitudes, a relational and multi-level approach is adopted to introduce more complexity into the debate. After a brief historic discussion of the creation of the ‘human service worker’ and the ‘drug user’ (as client) and methodological considerations about discourse analysis, the thesis proceeds with the introduction of a conceptual framework consisting of four levels: the individual, relational, institutional and cultural political economic level. These levels are used to examine the existing literature on ‘drug problem factories’ and for the analysis of the data. By focusing on these levels the critical analysis of the interview material shows that ‘harm’ and ‘minimising’ are themselves contested categories and that different harms and different harm producing and minimising practices can be identified some of which have come into discourse, others are excluded or entirely absent. The human service workers struggle to make sense of their own role and to define how drug users are being ‘helped’ and could or should be helped. Their understanding of harm minimisation discourse aligns with, supports and/or resists other discourses such as (neo)liberalism, neoconservatism, prohibition and economic rationalism. The workers are portrayed as having substituted increasing complexity for initial simplicity in the course of working with ‘drug users’. In summary, this thesis offers a poststructuralist analysis of how harm minimisation is constituted, negotiated and undermined from the perspective of human service workers and shows how the service systems’ helping cultures enrol human service workers in harm producing and harm minimising practices. Harm minimisation consists of discursive and non-discursive elements and is a product of deliberate social forces as well as messy contingencies and unintended consequences.

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Nkosi, Sizwe Victor. « Strategic change in the public service : differential roles of human resource and line managers ». Diss., University of Pretoria, 2016. http://hdl.handle.net/2263/63645.

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Introduction Change is theorised as being inevitable and constant, yet it can be managed either proactively or reactively. It can occur incrementally as a process, or drastically and radically; this invariably affects the systems and sub-system. Most managers in the Public Service (PS), officials, consultants and practitioners conceptualise change management with minimal strategies of how to deal with it, especially when it occurs in an organisation. Change management needs key role players with respective roles to manage change within an organisation. Change management in this study is in the context of organisational strategic change, where human resource (HR) and line managers are regarded as key stakeholders in dealing with change, particularly strategic change, in the PS. Failed change efforts are due to inadequate change management competence, which ultimately demands effective change management solutions, tailor-made programmes and specific actions, including skills and roles that need to be applied. If change is not managed in an organisation, it creates resistance that is associated with negative emotions where individuals and collectives experience fear, anxiety, insecurity, loss of control, constant routines, traditions, lack of support, confidence and trust. At an organisational level it can result in inadequate performance due to unclear goals and affected employees not being involved in the planning of change, as well as poor management style and political dynamics within the organisation. The PS is in flux and is affected by the rapid pace of social, political and technological change. Change should be managed by HR and line managers in the PS. Research Purpose The aim of this study was to determine the different roles that HR and line managers play during various phases of strategic change in the context of the PS and to further explore if they actually fulfil those theoretically determined roles. Motivation for the Study The PS has undergone tremendous change, mainly to adapt its service delivery machinery to government’s broadened mandate to serve all of the people of South Africa. Therefore, the motivation of this study is based on the lack of success in the PS in delivering services as required. This necessitates change efforts to improve service delivery. The failure of change efforts due to insufficient change solutions by management in the PS creates a gap in knowledge about change management solutions in the PS. This knowledge gap exists as result of the fact that there has been no research that has explored, in any detail, specifically how HR and line managers go about managing change on a day-to-day basis. This indicates that there is a scarcity of prior empirical studies exploring how change should be managed in organisations, including the PS. Leaders and managers in the PS do not understand the complexities they are facing when dealing with change due to the lack of capacity in terms of roles in leading and managing the change process. Hence the motivation of the study seeks to determine change management solutions through key stakeholders, by exploring the roles of HR and line managers in managing and leading change in the Public Service.
Dissertation (MPhil)--University of Pretoria, 2016.
Human Resource Management
MPhil
Unrestricted

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Bruer, Ruth A. « Public-private partnership in the transfer of technology to human service programs by Ruth A. Bruer ». Diss., Virginia Tech, 1990. http://hdl.handle.net/10919/39895.

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The purpose of this dissertation is to describe the transfer of a specific technology to a program intended to benefit a segment of the older population. The study interprets the implications of this transfer process for human service programs responsive to the public interest. This provides a lucrative realm for examining the process as an outgrowth of public-private partnerships. Analysis of a partnership in five case studies illustrates the dynamics between nonprofit and for-profit organizations and potential tensions related to differing goals, means, and values. Theoretical grounding draws on relevant organization theory that guides the consideration of prominent concepts, such as responsiveness to the public and the potential for cooptation of public goals in public-private organizational partnerships. With this as a base, the dissertation provides implications for the development of theory on technology transfer in the delivery of human services.
Ph. D.

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Sidloyi, Sizwe C. « Transformation of the Public Service under Fiscal and Constitutional Constraints : An Analysis of the Relationship between Human Resource Development and Representativeness ». University of the Western Cape, 1998. http://hdl.handle.net/11394/7763.

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Magister Administrationis - MAdmin
The essence of the study is to examine progress in the transformation of public service under fiscal and constitutional contraints. The thesis focuses on the implementation of affirmative action and human resource development programmes. The emphasis is on linking the transformation of the public service with the attainment of RDP goals and objectives. The reform of the public service should create opportunities for the employment of new staff to improve the representativeness of the civil service, whilst at the same time increasing the efficiency and effectiveness of government, and generating significant savings to help reduce the fiscal deficit and release resource for productive investment.

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Melcher, David J. « Public versus private an investigation of Berks County's human service agencies' executive directors ; attitudes regarding management styles / ». Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1996. http://www.kutztown.edu/library/services/remote_access.asp.

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Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1996.
Source: Masters Abstracts International, Volume: 45-06, page: 2951. Typescript. Abstract precedes second title page. Includes bibliographical references (leaves 107-110).

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Ekuma, Kelechi. « Rethinking civil service human capital in a developing context : a capability development perspective ». Thesis, University of Manchester, 2015. https://www.research.manchester.ac.uk/portal/en/theses/rethinking-civil-service-human-capital-in-a-developing-context-a-capability-development-perspective(c4c7d377-9d74-4a56-b541-a85290adb1d3).html.

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In recent years, a research consensus has coalesced around the notion that human capital development and an efficient public service are critically important determinants of societal transformation, especially in sub-Saharan Africa (SSA). However, there is no similarly wide agreement on how to systematically drive improvements in the quality of a nation's human capital or its public service. This thesis contributes to this debate and adds to the literature on strategies for effective civil service human capital development and management in a developing context. Specifically, the study interrogates and explores the experience of a developing country - Nigeria, to illustrate the dynamics of a typical civil service human capital and capability development (CD) strategy. I critically examine the social and relational complexities of the policy process and how dominant neo-liberal logic is constituted, forming part of the metanarrative in state identities that perpetuate unequal power relations, elite interests, and ineffective institutional arrangements. Influenced by post structural and social constructivist philosophies, the research challenges the dominant neo-liberal orthodoxy on human capital. In this regard and utilising a case study approach, the study critically explores and reveals how the standards for human capital development are negotiated in the Nigerian federal civil service (NFCS), and examines the discourses and practices they produce. I utilise the sociology of knowledge approach to discourse (SKAD) as well as policy documents and semi-structured interviews with senior policy planners, to capture the nuanced realities and everyday meanings that are lost in dominant metanarratives of civil service human capital reforms in SSA. These explorations are positioned within the broader development debates about the need to adopt social constructivist research frames to better understand contextual issues in the capability development (CD) process. The research findings indicate that while most reform programmes in the NFCS have been captivated by the capacity development and service delivery rhetoric, the complex interplay between the dearth of human capabilities and the politicisation of the implementation process means that the impact of such policies have been very minimal. The study reveals that the relational complexities between policy agents have been engendered largely by the nature of Nigeria's political economy, which appears to have produced dynamic and interweaving unequal power relations that have helped constitute discourses centred on institutional inefficiencies, including: 'patronage', 'intense rent-seeking', and 'personalisation' of the policy process that are currently ongoing. These discourses are actively navigated, produced and reproduced according to Nigeria's social and political contexts. I argue that this socially constituted and re-constituted locale creates a complex and uniquely challenging context for reforms, such that developing civil service capacities has become a major challenge, because 'reform' policies tend to serve the interests of a few powerful elites, who are bent on maintaining the status quo. The thesis makes key recommendations that recognise these challenges and provides policy options and a framework to help the Nigerian federal service embark upon a capability development initiative that will help improve the efficiency of the Service and lead to accelerated national development.

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Shoop, Michael Clifford. « Public service employees' experiences in communities of practice ». [Yellow Springs, Ohio] : Antioch University, 2009. http://etd.ohiolink.edu/view.cgi?acc_num=antioch1241195377.

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Thesis (Ph.D.)--Antioch University, 2009.
Title from PDF t.p. (viewed October 7, 2009). Advisor: Elizabeth Holloway, Ph.D. "A dissertation submitted to the Ph.D. in Leadership and Change program of Antioch University in partial fulfillment of the requirements for the degree of Doctor of Philosophy March, 2009."--from the title page. Includes bibliographical references (p. 257-268).

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Jönsson, Sandra. « Client work, job satisfaction and work environment aspects in human service organizations / ». Lund : Stockholm : Department of Psychology, Lund University ; Arbetslivsinstitutet, 2005. http://www.arbetslivsinstitutet.se/pdf/20051202_SandraJonsson.pdf.

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Koljonen, H. « Building evaluation capacity in to a large public sector emergency service : an action research study ». Thesis, University of Salford, 2012. http://usir.salford.ac.uk/29434/.

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This action research study investigated the feasibility of building evaluation capacity into the design process of Greater Manchester Fire and Rescue Service’s (GMFRS) community initiatives. GMFRS runs over 400 community initiatives every year and an appropriate evaluation framework is needed to provide evidence of their impact and effectiveness. Information that previous evaluation processes had failed to provide. The feasibility of establishing an evaluation framework for use by non-specialists users was explored, the development of a new evaluation system for GMFRS was examined critically, and the processes and challenges involved in embedding evaluation within a large public sector emergency service investigated. Mixed research methods -- document analyses, qualitative interviews, observations and focus groups -- were used in the three action research cycles conducted between April 2008 and April 2010. In cycle one, existing evaluation materials and key characteristics of the initiatives were assessed. GMFRS’s community initiatives were found to lack direction, and the existing evaluation tool lacked the detail required for use by personnel with no previous evaluation experience. Hence, new evaluation materials were developed and, in the second cycle, their use was observed, and interviews conducted to ascertain the barriers to evaluation practices. Lack of resources, organisational guidance, and support with evaluation activities were identified as barriers. In the third cycle focus groups were used to gain feedback on the usability of the new evaluation material and processes. The principal conclusions of the research are that there were no theoretical models and/or guidance to assist Emergency Services to develop internal evaluation capacity. Insufficient attention has been paid to organisational support processes to nurture individuals’ evaluation skills and abilities, and to assist complex organisations utilise evaluations. For evaluation to become an embedded and systematic activity, it has to be supported by a project management methodology that underpins evaluation processes.

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Dede, Martha J. « "Candles of the nation" : community-based nonprofit human service institutions in the process of public governance / ». Diss., This resource online, 1996. http://scholar.lib.vt.edu/theses/available/etd-05222007-091427/.

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Guebuza, Anchia Nhaca. « Civil service reform and human resources management priorities in Mozambique ». Thesis, University of the Western Cape, 2006. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_6831_1264385573.

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This study focused on the developments of Civil Service Reform (CSR) in Mozambique, and the priority issues pertaining to human resources management in the country. This research investigation performed an assessment of the human resources management priorities and its effectiveness in civil service reform in the Government of Mozambique.

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Khamis, Emmanuel Abusingia. « An investigation into the recruitment procedures in the Public Service : a case study of the Ministry of Labour, Public Service and Human Resources Development- Republic of South Sudan-Juba ». Thesis, University of Fort Hare, 2013. http://hdl.handle.net/10353/d1006965.

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This document is a research report (Thesis) on the topic an Investigation in to the Recruitment Procedures in the Public Service a case study of the Ministry of Labour Public Service and Human Resource Development Republic of South Sudan. In line with the objectives, the study established a significant number of policies and legislations that guide recruitment in the ministry and in the South Sudan Public Service. The findings of the study revealed that recruitment procedures exist in the public service of South Sudan amidst challenges. The researcher provided recommendations to the challenges in the last chapter of this thesis. However, there will be a need for further research on some of the issues that affect recruitment in the ministry as provided by the respondents of this study. These issues are discussed in chapter four. Thus recruitment is very important to research on further in the Public Service of South Sudan so as to ensure efficient and effective service delivery through recruiting competent staff.

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Hlamandana, Zukiswa. « Resolving the service delivery backlog at the Eastern Cape Department of Human Settlements ». Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/5303.

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The purpose of this study is resolving the service delivery backlog at the Eastern Cape Department of Human Settlements. The problem of service delivery backlogs is not one unique to South Africa but a problem faced by many developing nations. South African government in all spheres still faces a challenge of creating the good life for its citizen, even more on local Municipality as they are government closest to the people and interacts more closely with communities. It is two decades since South Africa became a democratic state and despite promises and efforts to improve service delivery to the public there still exist backlog in service delivery. In order to address the research problem and to fulfil the research objectives, an in-depth literature study was done on the current state and the role of the Department of Human settlements as well as the current backlog facing the department. Housing process and procedures, challenges, policies, finance, factors influencing housing allocation and delivery were also reviewed. Empirical studies were also performed by means of questionnaires with the community and officials in the Eastern Cape Department of Human Settlements. The literature and empirical study made it possible to identify causes, challenges and impact of service delivery backlog and to recommend possible solutions for resolving service delivery backlogs. These recommendations should be of value to the department and the country as a whole. In this study research methodology was focused on the research design, target population of study, sampling design and procedures, data collection instrument, data collection procedures, data presentation, analysis and interpretation. The major findings were identified in the study such as poor workmanship, delays in procurement processes, illegal acts, vandalism, poor planning, finance, project management and quality assurance. The study also offers recommendations such as revising procurement policy, source more funds from National, employ more qualified staff, involve community and all stakeholders in decision making in order to address the service delivery backlog successfully .All kinds of approaches that the government needs to employ in order to also improve its performance of delivering service to the public in South Africa were determined.

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Mbiko, Nkosiyakhetha Headman. « Developmental needs of HRD practitioners in the South African Public Service ». Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/25721.

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The purpose of the study was to determine the developmental needs of HRD practitioners in selected departments of the South African Public Service. Developmental needs as an independent variable and the role of HRD practitioners – marketing HRD interventions, conducting training needs analyses, designing and developing HRD interventions, implementing HRD interventions, and monitoring, evaluating and giving feedback on HRD interventions - were investigated. A sample of seventy (70) HRD practitioners working in seven public service departments was drawn. The developmental needs to market HRD interventions, conduct training needs analyses, design and develop HRD interventions, implement HRD interventions, and monitor, evaluate and give feedback on HRD interventions were determined within and between HRD practitioners and public service departments to establish differences and similarities. Results averred that HRD practitioners have developmental needs to perform the abovementioned functions. However, compared to Blacks and Whites, Coloureds and Indians seem to have more developmental needs in marketing, conducting training needs analysis, implementing HRD interventions and generic HRD skills. HRD practitioners from the departments of Health and Transport seemed to have more developmental needs in conducting training needs analyses and designing and developing HRD interventions when compared to other public service departments. Females need more development in marketing and implementing HRD interventions than males. HRD practitioner developmental needs in implementing, monitoring, evaluating, and giving feedback on HRD interventions were the same for all age groups. HRD practitioners in the department of Health and Transport need more development in generic skills compared to other departments. However developmental needs on generic skills are the same for all age groups.
Dissertation (MCom)--University of Pretoria, 2012.
Human Resource Management
unrestricted

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Krolikowski, Aaron Michael. « Mobile-enabled payment methods and public service delivery in Dar es Salaam, Tanzania ». Thesis, University of Oxford, 2013. http://ora.ox.ac.uk/objects/uuid:07feeaf5-fde9-4fc0-a86a-112fd78fb402.

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Rapid expansions of mobile communication technologies across sub-Saharan Africa have generated considerable optimism regarding their impact on socioeconomic development outcomes. Key payment applications, such as mobile-enabled payment instruments (i.e. SMS-based mobile money and wireless pay point services) are experiencing substantial adoption in East Africa and Dar es Salaam was the first city in sub-Saharan Africa to integrate these payment instruments into the urban water sector in mid-2009. Tanzania's largest city is demonstrative of the potential of mobile communication technologies to overcome water provision challenges such as inefficient billing and collection systems and revenue under-collection. This thesis uses Information and Communication Technologies for Development (ICTD) as an organising theoretical perspective to examine relationships between the use of mobile-enabled payment methods for water bill payments and customer payment behaviours, water utility performance, and access to water services. Data were collected using a survey methodology that tested hypotheses related to financial sustainability, petty corruption, satisfaction and service quality in payment practices, and neighbourhood resale in the informal water sector. Data sources include a survey administered to a stratified random sample of 1097 water utility customers; 42 semi-structured interviews with relevant stakeholders within the water sector and telecommunications industry; and a unique water payments database with information on approximately 1,000,000 water-related transactions made by over 106,000 customers. Qualitative and quantitative analyses provide evidence that the use of mobile-enabled payment methods can significantly improve customer payment behaviours (i.e. frequency of payment, annual revenue collection per customer), reduce opportunities for petty corruption (i.e. theft, bribery, and record-keeping), and support better access to improved water sources by unconnected households through neighbourhood resale practices. Implications for urban water provision in sub-Saharan Africa include higher collection efficiencies, more active customer bases, and wider direct and indirect reliance on utility-provided services. This thesis also contributes to ICTD scholarship by providing evidence that the use of mobile-enabled payment methods represents a disruptive transformation that enables more extensive and active citizen participation in the billing and payment processes of public service provision.

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Edwards-Joseph, Gloria. « Judicial review : transforming the practice of human resource management in the public service of Trinidad and Tobago ». Thesis, Anglia Ruskin University, 2016. http://arro.anglia.ac.uk/702317/.

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The following research aims at assessing to what extent Judicial Review has been transforming the practice of Human Resource Management in the Public Service of Trinidad and Tobago as it relates to the functions of the Service Commissions and the Service Commissions Department. With the passage of the Judicial Review Act in 2000 and the removal of the ‘ouster clause’ which permitted public officers to challenge the decisions of Service Commissions, there has been a preponderance of Judicial Review applications by public officers who are aggrieved with the Commissions’ decisions. Further, there is a general perception that the Judicial Review judgements in this regard have been impacting on Public Service Human Resource Management. This research examines the judgements of the Courts of Trinidad and Tobago and the Privy Council of London over the period 2000-2015 to determine whether there is any veracity in this perception. The research was conducted utilizing qualitative methodologies in that a phenomenological approach was adopted. This permitted the use of a case study, interviews and purposive sampling of Human Resource Management practitioners, senior officials, members of the Service Commissions and legal officers who have a rich knowledge of the subject. Other methods employed in the research were, Hermeneutics due to the legal aspect of some parts of the research that aided in the narratives contained in the texts of the judgements. Grounded theory permitted the building of theories and a hypothesis that were germane to the research. The research shows that Judicial Review has been transforming the practice of Human Resource Management in the Public Service due to its legislative framework which has its genesis in Public Law and which governs the practice. Further, it reveals that the Court is playing a critical role in Public Service Human Resource Management due to its inherent supervisory jurisdiction. The research also enunciates that Public Service Human Resource Management is underpinned by Public Law and that a good understanding of Public Law is critical to the practice of Human Resource Management in the Public Service. The research argues that universal prescriptive Human Resource Management models cannot guide Human Resource Management practices in the Public Service due to its restrictive legal framework. Finally, a model has been designed, which is underpinned by Public Law, for the practice of Public Service Human Resource Management. It is advocated that this model is a template for Strategic/ Contemporary Public Service Human Resource Management. The use of this model should lessen the number of Judicial Review applications by public officers and should contribute to good Human Resource Management and by extension, good Public Administration.

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Edwards-Joseph, Gloria. « Judicial review : transforming the practice of human resource management in the public service of Trinidad and Tobago ». Thesis, Anglia Ruskin University, 2016. https://arro.anglia.ac.uk/id/eprint/702317/1/Edwards-Joseph_2016.pdf.

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The following research aims at assessing to what extent Judicial Review has been transforming the practice of Human Resource Management in the Public Service of Trinidad and Tobago as it relates to the functions of the Service Commissions and the Service Commissions Department. With the passage of the Judicial Review Act in 2000 and the removal of the ‘ouster clause’ which permitted public officers to challenge the decisions of Service Commissions, there has been a preponderance of Judicial Review applications by public officers who are aggrieved with the Commissions’ decisions. Further, there is a general perception that the Judicial Review judgements in this regard have been impacting on Public Service Human Resource Management. This research examines the judgements of the Courts of Trinidad and Tobago and the Privy Council of London over the period 2000-2015 to determine whether there is any veracity in this perception. The research was conducted utilizing qualitative methodologies in that a phenomenological approach was adopted. This permitted the use of a case study, interviews and purposive sampling of Human Resource Management practitioners, senior officials, members of the Service Commissions and legal officers who have a rich knowledge of the subject. Other methods employed in the research were, Hermeneutics due to the legal aspect of some parts of the research that aided in the narratives contained in the texts of the judgements. Grounded theory permitted the building of theories and a hypothesis that were germane to the research. The research shows that Judicial Review has been transforming the practice of Human Resource Management in the Public Service due to its legislative framework which has its genesis in Public Law and which governs the practice. Further, it reveals that the Court is playing a critical role in Public Service Human Resource Management due to its inherent supervisory jurisdiction. The research also enunciates that Public Service Human Resource Management is underpinned by Public Law and that a good understanding of Public Law is critical to the practice of Human Resource Management in the Public Service. The research argues that universal prescriptive Human Resource Management models cannot guide Human Resource Management practices in the Public Service due to its restrictive legal framework. Finally, a model has been designed, which is underpinned by Public Law, for the practice of Public Service Human Resource Management. It is advocated that this model is a template for Strategic/ Contemporary Public Service Human Resource Management. The use of this model should lessen the number of Judicial Review applications by public officers and should contribute to good Human Resource Management and by extension, good Public Administration.

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Cervantes, Luna Andres Felipe. « Comparative study of 4 exploratory human-centred design tools when deployed in participatory health service settings ». Thesis, Brunel University, 2017. http://bura.brunel.ac.uk/handle/2438/16178.

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The shift from traditional models of public service design to public-driven ones has been slow in the health service and particularly in the General Practice Consultation in the UK. This hesitation about fully adapting these design methods has been found to be motivated by a lack of evidence regarding the successful implementations of public involvement activities and the use of its tools, partial coverage of these tools, and failures to report on the use of alternative tools, among other reasons. This research therefore aimed to propose Human-Centred Design (HCD) as an underlying philosophy and a pragmatic set of methodologies to better understand the challenges related to the application of customer involvement activities and the use typical methods when deployed in the investigation of issues and opportunities for the design of healthcare settings. This research consisted of three stages. An exploration stage, in which it was identified and confirmed several research gaps as well as a specific case for study with a degree of complexity and known for supporting customer involvement approaches. These activities involved a literature review about customer involvement processes and a qualitative interview study (with 30 participants) in which it was identified that, a suitable case for study to perform a large ethnographic investigation using representative Human-Centred Design tools could be 'Communication and relationship between GPs and patients'. A development stage, in which it was investigated the design of public involvement activities as well as the identification and selection process of some ideal HCD tools (Focus Groups, Future Workshops / Rich Pictures. Love & Break-up Letters, and Crowdsourcing) to work with the selected case. For these activities, a total of 72 participants were recruited (n=18 per activity). Lastly, an evaluation and proposal phase, analysed these tools through a comparative study to identify several of their strengths and weakness in order to identify the best tool or combination of tools. The outcome from this comparison suggested that among the tools used for this research there was not a most optimal option or combination of options and that the success of an involvement activity relies in the careful and thorough preparation of such processes. This research concludes, that the most optimal form of helping health researchers to undertake public involvement research and to better understand the process of identifying and selecting ideal engagement tools, could be by providing a best practice informative guide containing a simplified and comprehensive version of the most commonly found steps embedded in this kind of design practices.

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Ryan, Thomas David Anthony. « Social work, independent realities and the circle of moral considerability respect for humans, animals and the natural world / ». Connect to thesis, 2006. http://portal.ecu.edu.au/adt-public/adt-ECU2006.0049.html.

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Aceves-Gonzalez, Carlos. « The application and development of inclusive service design in the context of a bus service ». Thesis, Loughborough University, 2014. https://dspace.lboro.ac.uk/2134/16265.

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This thesis investigates the design of inclusive services by integrating theory and approaches from the domains of Service Design and Inclusive Design. This integration was used to evaluate bus service use by younger and older people and the role of other stakeholders. The research was carried out through the case study of the bus service in Guadalajara, Mexico. As a result of this research, an inclusive service design approach and a tool are proposed to guide the design of inclusive services. Using an inclusive service design approach led to the application of a mixed methodology for data collection, which included: 1) a series of individual and group interviews with stakeholders as well as a document analysis; 2) structured focus groups with younger and older people; 3) observation of younger and older passengers using the service; and 4) accompanied journeys with older people. Data were analysed using both qualitative and quantitative techniques, and the results facilitated 1) the understanding of the service operation; 2) the identification of the main barriers for interaction with the service along a door-to-door journey; and 3) the determination of the gap between what younger and older users need and desire and what bus operators actually provide. The research then focussed on visualising and communicating the findings to stakeholders. An inclusive service blueprint was developed to graphically represent the level of difficulty in using the service by younger and older people across the door-to-door journey, and to highlight areas for service improvements. A final study was undertaken to assess the usefulness of the inclusive service approach and the blueprint in improving the bus service. Collectively, the findings indicate that integrating inclusive principles along with a Service Design approach provided several benefits in investigating and improving the bus service. The uniqueness of data generated by younger and older users and the understanding of inclusive principles by the stakeholders already shows the potential to lead to a more inclusive service given the activities now happening in Guadalajara. This research contributes to the discussion of how the design of services can evolve through the incorporation of inclusive principles in the design process. Whilst the research was undertaken in the context of the bus service in Guadalajara, the approach and some outcomes from this research may be applicable for designing inclusive services in other contexts around the world.

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Maka, Mustafa Fataki Kila. « An appraisal of Human Resource Management Practices in the Ministry of Public Service, Central Equatoria State, South Sudan ». Thesis, University of Fort Hare, 2013. http://hdl.handle.net/10353/d1015203.

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The primary objective was to assess Human Resource Management Practices in the Ministry of Public Service, Central Equatoria State-South Sudan. The objectives of the study were: Identify the key Practices used by the Ministry of Public Service in human resources management in Central Equatoria State. It also sought to establish the challenges faced by the Ministry of Public Service in human resources management practices in Central Equatoria State and to identify employees‟ perceptions on human resources management practices in Ministry of the Public Service in Central Equatoria State and lastly, to determine how and to what extent the Ministry of the Public Service can further improve on human resources management practices in Central Equatoria State. The study used both qualitative and quantitative methodology of data collection. Interviews and questionnaires were used as qualitative and quantitative methods of data collection respectively. The study used twenty five (25) respondents starting from Director General, Department of Administration and Finance, Department of General List of Clerks, Department of Establishments, Department of Pensions, Department of Budgets, and Department of Labour. The results revealed that; the human resource management practices by Ministry of Public Service in Central Equatoria State in the different departments need to ensure efficient and effective human resource management practices reforms, and the recommendations were put forward to assist the public civil servants in different human resource departments in the State.

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Brinkerhoff, Bobbie. « Predicting intentions to donate to human service nonprofits and public broadcasting organizations using a revised theory of planned behavior ». Master's thesis, University of Central Florida, 2011. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/4858.

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Different types of nonprofit organizations including human service nonprofits like homeless shelters, public broadcasting organizations, and the like thrive on donations. Effective fundraising techniques are essential to a nonprofit's existence. This research study explored a revised theory of planned behavior to include guilt and convenience in order to understand whether these factors are important in donors' intentions to give. This study also examined the impact of two different kinds of guilt; anticipated guilt and existential guilt to determine if there was any difference between the types of guilt and the roles that they play as predicting factors in a revised TPB model. This study also explored how human service nonprofits and public broadcasting organizations compare in the factors that help better predict their donating intentions. An online survey was administered to a convenience sample, and hierarchical regression analysis was used to determine significant predicting factors within each revised TPB model. This study confirmed that the standard theory of planned behavior model was a significant predictor of intentions to donate for donors of both human service nonprofits and public broadcasting organizations. However, in both contexts, not all traditional factors of the TPB model contributed to the donation intentions. This study also provides further evidence that guilt can increase the predictive value of the standard TPB model for both types of nonprofits. Anticipated guilt more specifically, was a significant predicting factor for donors' intentions to give to public broadcasting organizations. In contrast, convenience did not affect the explanatory power of the TPB model in either context. The TPB models for the two nonprofits are compared and theoretical and practical explanations are discussed.
ID: 030423371; System requirements: World Wide Web browser and PDF reader.; Mode of access: World Wide Web.; Thesis (M.A.)--University of Central Florida, 2011.; Includes bibliographical references (p. 88-91).
M.A.
Masters
Sciences

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Wilson, Elizabeth Ford Markward Martha J. « Exploratory study of victim advocacy practices, strategies, resistance and relationships among crime victim service agencies ». Diss., Columbia, Mo. : University of Missouri--Columbia, 2009. http://hdl.handle.net/10355/7027.

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Title from PDF of title page (University of Missouri--Columbia, viewed on March 1, 2010). The entire thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file; a non-technical public abstract appears in the public.pdf file. Dissertation advisor: Dr. Martha Markward. Vita. Includes bibliographical references.

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CARMINATI, MONICA. « CO-PRODUCTION AND HUMAN CAPABILITY : A MULTIPLE CASE STUDY ASSESSMENT OF DEVELOPMENTAL DISABILITIES SERVICES ». Doctoral thesis, Università degli Studi di Milano-Bicocca, 2021. http://hdl.handle.net/10281/331439.

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Questa tesi mira ad esplorare come il processo di co-produzione nei servizi pubblici, specialmente nei servizi per persone con disabilità, possa migliorare la creazione di valore pubblico in termini di sviluppo delle capacità umane (human capabilities). La co-produzione è un termine molto noto negli studi di Public Administration and Management, in cui è stato originariamente introdotto da Elinor Ostrom alla fine degli anni ‘70 per definire un approccio collaborativo e sinergico tra fornitore del servizio e i cittadini. Nello stesso periodo, il concetto di Human Capability è stato introdotto da Amartya Sen, definendo lo sviluppo umano come processo di espansione di opportunità di valore per il benessere umano, il quale è diventato un importante framework per la valutazione del benessere dell’individuo e degli assetti sociali che vi contribuiscono. I servizi pubblici, specialmente nel settore dei servizi alla persona, giocano un ruolo chiave nel proteggere e accrescere il benessere delle persone e delle comunità, soddisfare i bisogni e contribuire allo sviluppo delle human capabilities. Il ruolo della co-produzione nel migliorare i servizi pubblici e gli outcome di valore è un tema di interesse. Precedenti studi hanno mostrato la coerenza tra la coproduzione e la prospettiva delle human capabilities. Tuttavia, la ricerca su come la co-produzione dei servizi pubblici possa portare a migliori risultati, specialmente in termini di benessere dell’individuo, è scarsa. Questa tesi si propone di contribuire a questo argomento attraverso un esame teorico ed empirico del concetto di coproduzione per i servizi orientati allo sviluppo delle human capabilities. Il primo passo nel perseguimento di questo obiettivo consiste nello sviluppo di un framework teorico-concettuale attraverso l'integrazione di tre diverse prospettive: gli studi pubblica amministrazione, di service management, e l’approccio delle Human Capabilities. La seconda fase consiste nella definizione di un framework generale per valutare la coproduzione di un servizio orientato allo sviluppo delle capacità umane che incorpora: le fasi principali dell’erogazione di un servizio alla persona (accesso e screening, pianificazione dell'intervento, erogazione del servizio, monitoraggio e valutazione finale), le attività di co-produzione (co-commissioning, co-design, co-delivery, co-assessment), e i fondamenti dell’approccio dello sviluppo delle human capabilities (prospettiva del beneficiario, multidimensionalità, inclusione del contesto sociale e ambientale, eterogeneità individuale). Sulla base di questo framework, è stato condotto uno studio di casi multiplo nell'ambito del programma Servizio Formazione all’Autonomia (SFA) della regione Lombardia. L'analisi, a livello micro, degli attori coproduttori coinvolti, offre alcuni spunti utili per comprendere meglio alcuni micro-aspetti della co-produzione per lo sviluppo delle capacità umane di giovani con disabilità. In questo studio, la partecipazione degli utenti e delle loro famiglie nelle diverse fasi di erogazione del servizio, da un lato, e la collaborazione con altri attori locali, dall’altro lato, sono riconosciuti come processi essenziali per consentire lo sviluppo delle capacità umane dei giovani con disabilità, in particolare per la promozione dell’autonomia delle scelte e l’inclusione sociale. I fornitori del servizio si trovano così a dover gestire in modo efficace molteplici relazioni con attori diversi per ridurre il rischio di co-distruzione del valore. La ricerca mira a contribuire agli studi della coproduzione nei servizi pubblici alla persona attraverso l’integrazione della prospettiva delle Human Capabilities, con il fine ultimo di pensare al ridisegno dell’erogazione dei servizi di welfare per le persone con disabilità e le loro famiglie sulla base del loro coinvolgimento attivo e un approccio allo sviluppo umano inclusivo e sostenibile.
This thesis aims to explore how the co-production process in public service provision, especially in the field of human services for people with disabilities, can enhance the creation of public value in terms of development of human capabilities. Co-production is a well-known term in Public Administration and Management, where it was originally introduced by Elinor Ostrom in the late 1970s, defining a collaborative public service provision model based on the synergy between public service providers and citizens. In the same time, the concept of Human Capability was introduced by Amartya Sen, defining the human development as a process of expanding valuable opportunities for human being and becoming a prominent framework for assessment of individual well-being and social arrangements. Public services, especially in the field of human services, play a key role in protect and enhance the well-being of individuals and communities by addressing their needs and building capabilities for better livelihood. The role of co-production in improving public services and public outcomes has been recently captured a renewed interest. Previous studies revealed a coherency between co-production and the human capability approach to rethink the public service provision from a service-dominant to a citizens-capability perspective. However, how co-production of public services lead to better outcome, especially those that regard citizens well-being, have been under-researched. This thesis aims to contribute to this topic, proposing a theoretical and empirical examination of the concept of co-production in human-capability oriented services. The first step in the pursuit of this aim involves developing a conceptual framework through the integration of three different theoretical perspectives: the public administration theory, the service management studies, and the human-capability development approach. The second step involves providing a general framework to assess co-production in human capability-oriented service that embeds the main phases of a human service provision (access and screening, intervention planning, service delivery, monitoring in progress and final assessment), co-production activities (co-commissioning, co-design, co-delivery, co-assessment) and fundamentals of human capabilities development (beneficiary’s perspective, multidimensionality, inclusion of social and environment context, individual heterogeneity). Based on this framework, a qualitative multiple case study assessment was carried out in development disabilities services within the Service for Autonomy program (SFA – Servizio Formazione all’Autonomia) in the region of Lombardy. Both desk analysis and interviews with service providers contribute to data collection. A micro-level analysis of the co-producers involved offers some useful insights to better understand the micro foundation of co-production for the development of human capabilities of young adults with disabilities. In this cases, the participation of both service users and their families across the different phases of the service provision together with the collaboration with other local actors are recognized as essential processes to enable the development of human capabilities of young adults with disabilities, especially their autonomy of choice and social inclusion. Public service providers need to manage effectively multiple relationships with different end-users and other stakeholders for reducing the risk of value co-destruction. This study aims to contribute to the existing knowledge of co-production in public human services by integrating the human capability approach with the ultimate end to rethink the design of a sustainable welfare services provision for people with disabilities and their families based on their active involvement and an inclusive-human development approach.

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Van, Dijk Hilligje Gerritdina. « Critical issues impacting on skills development in the Department of Public Service and Administration trends and options / ». Thesis, Pretoria : [s.n.], 2003. http://upetd.up.ac.za/thesis/available/etd-02242004-110247.

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Archer, Charles A. « Leader - Member Exchange and Performance in Nonprofit Human Services Organizations ». ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4033.

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Success of nonprofit human services organizations depends upon the ability to cultivate high quality performance among staff members. Employees of such organizations experience lower job satisfaction when managers disregard their opinions or treat them as unimportant. The purpose of this qualitative, exploratory case study was to explore employees' perspectives on the quality of their relationships with their supervisors and impacts of that perception on job performance. The central research questions regarded how employees understood those relationships and their impact on their work success. Using the framework of leader-member exchange (LMX) theory, which centers upon the employee-supervisor relationship, data were collected through interviews with 32 participants including those at a supervisory level and direct-care providers. Archival documents from 2 non-profit human service organizations that reflected upon relationships between supervisors and employees were also utilized. Using Clark and Braun's thematic analysis strategy for coding and analysis, results indicated that manager-employee relationships characterized by themes of respect, understanding, positive interactions, and open communication allowed employees to feel comfortable and valued at work, and that relationships characterized by mutual loyalty, respect, and clear, reciprocal communication were optimal for promoting job performance. This study's potential impact for positive social change includes recommendations to non-profit service organizations to develop future leadership policies and training programs to assist managers and supervisors in improving relationships with their subordinates.

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Kadoya, Yoshihiko. « Managing the Human Service Market : The Case of Long-Term Care in Japan ». Thesis, The University of Sydney, 2011. http://hdl.handle.net/2123/7602.

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Providing human service through competitive markets is inherently problematic. On one hand, quality care is critical; unsatisfactory human service greatly influences people’s quality of life. On the other hand, profit for human service providers is essential for sustainable service provision. This thesis focuses on striking a balance between human services’ need for quality assurance and market providers’ need for profit. The research primarily examines the provision of long-term care for the elderly in Japan, which has the biggest share of aged population among the OECD members. Two research questions guide the empirical research: 1. How should governments design the human service market in order to keep the capacity to ensure the quality of service? 2. How should governments set the performance measurement for quality care? The research presents and tests two models. The first model addresses market competition practices and offers an alternative care quality model, called Ideal CQM. Ideal CQM seeks to overcome deficiencies in the existing care quality model, which allows the market to accommodate poor quality care. To this end, Ideal CQM presents a theoretical market design in which quality of care is the sole basis for market competition. By implementing Idea CQM, governments can direct the market competition to enhance the quality of care and poor quality service can be automatically eliminated from the market. The second model addresses performance measurement and is a process-based model, which values the experiences of front-line care workers. The process-based performance measurement seeks to overcome deficiencies in the existing outcome-based performance measurement, which is rendered ineffectual by two unique features of human service: ambiguous policy goals and a considerable amount of front-line worker discretion. This thesis, thus, modifies the existing concept of market competition utilising public administration theory to accommodate the process-based performance measurement model. The research supports the use of market competition to provide human service for long-term care. Approving the workability and the practicability of the presented two models, the thesis concludes that governments can achieve balance between quality assurance and sustainable provision, if they are willing to meet the required conditions for implementation of the two models.

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Benedetto, Ashley. « THE EFFECTS OF PUBLIC POSTING, GOAL SETTING, AND POSTING PLACEMENT ON THE PERFORMANCE OF DIRECT SERVICE PROFESSIONALS’ COMPLETION OF REQUIRED DOCUMENTATION ». Master's thesis, Temple University Libraries, 2018. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/509424.

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Applied Behavioral Analysis
M.S.Ed.
Staff members supporting individuals with intellectual and developmental disabilities often provide the primary supervision and direct instruction to those served. These services are often provided in locations with limited resources and funding, especially within adult services. Supervisors in these settings must ensure necessary documentation and job responsibilities are completed in order to meet regulatory requirements and ensure appropriate care and treatment for individuals’ served. By providing simple and cost effective feedback, supervisors can ensure the staff members are meeting job expectations while ensuring the individuals’ served are having their needs met. This study implemented a reversal design in two separate program rooms within an adult day program to examine the effects of posted group feedback, posted group feedback paired with goal setting, as well as the effect of the placement of the postings in a conspicuous versus non conspicuous location with staff completion of required daily documentation. Results in both rooms indicated that posting group feedback alone did not have as much effect on staff performance unless paired with goal setting. The posting locations in each room also did not seem to have an effect on staff performance.
Temple University--Theses

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Erkers, Elin, et Jenny Lundén. « Human Recources Shared Service Center ur ett användarperspektiv : En kvalitativ studie avseende första linjens chefers erfarenheter av HR-Direkt ». Thesis, Högskolan Dalarna, Institutionen för kultur och samhälle, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:du-37507.

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Syftet med denna kandidatuppsats är att undersöka hur ett HR-Shared Service Center fungerar ur ett användarperspektiv inom offentlig sektor. Fokus ligger på att undersöka första linjens chefers erfarenheter av Region Dalarnas motsvarighet till ett Shared Service Center (SSC), benämnt HR-Direkt. Utifrån studiens teoretiska referensram är SSC en av tre funktioner i vad Ulrich (1995) kallar HR-transformation vilket ska bidra till att effektivisera HR-arbete. Övriga delar i HR-transformationen är expertenheter och Human Resources Business Partners (HRBP). HR-transformation är kärnan i ett centraliserat HR-arbete där fokus ligger på kostnadsreducering och därmed förenlig med offentlig sektors skattefinansierade verksamhet. Vi argumenterar för att HR-transformationen direkt och indirekt får en betydande roll för både personalarbetets och organisationens effektivitet. Resultatet visar att första linjens chefers erfarenheter och åsikter om Regionens SSC; HR-Direkt står i direkt korrelation med första linjens chefers relation med sin HRBP, de första linjens chefer vilka har en god relation till sin HRBP har även en bra upplevelse av funktionen HR-Direkt medan de första linjens chefer vilka har en sämre relation till sin HRBP är missnöjda med HR-Direkt. Vidare visar resultatet att en otydlig ansvarsfördelning mellan HRBP och HR-Direkt bidrar till ett missnöje av HR-funktionen som helhet bland första linjens chefer. Studien har genomförts utifrån en kvalitativ ansats där nio semistrukturerade intervjuer med första linjens chefer, HRBP samt HR-Chef från Region Dalarna har genomförts. Resultatet från intervjuerna jämförs sedan med tidigare forskning i flera analysdelar och därefter presenteras en avslutande diskussion och slutsats. Vi anser att den befintliga forskningen tenderar att fokusera på organisatoriska aspekter av nyttan med ett SSC, till exempel ekonomisk vinning genom ett effektiviserat arbete. Vår förhoppning är att kunna påvisa att mer forskning bör riktas mot användare av SSC inom HR-fältet samt att vår studie kan fylla en del av kunskapsgapet avseende användares erfarenheter av ett SSC.
The purpose of the study was to explore how a HR Shared Service Center operates from a user perspective within the public sector. The focus is to explore the experience of Line Managers using Region Dalarna´s equivalent to a HR Shared Service Center, called HR-Direkt. Based on the study´s theoretical frame of reference, SSC is one of three functions that will contribute to the streamlining HR activites as part of a HR transformation programme as outlined by Ulrich. Other parts of the HR transformation are units of expertise and Human Resources Business Partner. HR transformation is the core of centralized HR work where the focus is cost reduction and thus compatible with public sector tax-financed function. It can be argued that the HR transformation has a great significance for the efficiency of both personnel work and the organization both directly and indirectly. The results have shown that line managers experiences concerning the Regions HR-SSC are in direct correlation with the line managers relationship with Human Resources Business Partner. The respondents who have a good relationship with their HRBP also have a good experience of HR-Direkt while respondents who have less favourable relationship with their HRBP are dissatisfied with HR-Direkt. Furthermore, the results show that an unclear distribution of responsibilities between HRBP and HR-Direkt causes dissatisfaction with the whole HR function among Line Managers. The study was based on a qualitative approach where nine semi-structured interviews with line managers, HRBP and the HR manager from Region Dalarna were conducted. The results from the interviews were then compared with the previous research using several forms of analysis before a discussion and conclusion are presented. The believe is that existing research tends to focus on organizational aspects of the benefits of an SSC, such as financial gain through streamlined work. The aim of this paper is to be able to demonstrate that more research should be directed at users of SSC in the HR field and that this study can fill part of the knowledge gap regarding users’ experiences of an SSC.

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Beignon, Anaëlle. « Design for obsolete devices. : Exploring the marginalization of users of obsolete devices regarding the Swedish public services’ digitalization ». Thesis, Malmö universitet, Institutionen för konst, kultur och kommunikation (K3), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-43842.

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This thesis project addresses the obsolescence of technology through the lens of accessibility to public services. It explores the processes by which electronic devices age in regards to a technological normativity that marginalizes owners of obsolete devices. My research focuses on two main questions: How might we enable owners of non-smart phones to have access to public services that have been digitalized? How might we design public services’ infrastructure in a way that challenges the obsoletion processes of technological devices? The research is based upon a critical analysis of the term ‘obsolescence’, low-tech approaches and studies that examine the accessibility of technology. This work is based on the study of the digitalization of public services in Sweden, with specific attention to public transportation and to the electronic identification technology which enables access to various essential public services. I present the exploration of these services through the lens of obsolescence and encounter with users of obsolete devices. This leads to the design of two prototypes that propose ways of integrating obsolete devices’ users in the existing digitalized Swedish infrastructures, followed by their analysis. The designs seek to take a critical stand on technological progress as it is understood in the technology industry and propose ways of reimagining the digitalization of public services while taking into account the obsoletion processes they foster. Overall, I argue for design for obsolete devices as a way of caring for groups that are put aside during technological innovation processes. I propose ways of ‘circuit bending’ public services’ infrastructures in a way that is more hospitable to obsolete devices.

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Adeyeri, Oluwadamilare S. « Intrinsic Motivation and Human Agency of Faculty Engaged In Service-Learning : A Qualitative Interpretive Study of a U.S. Mid-western Public University ». Bowling Green State University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1336612787.

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Setlhare, Itumeleng E. « Assessing the organizational support systems for human resources development in the chief directorate : strategic health progammes (North West Province) ». Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/20245.

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Thesis (MPA)--Stellenbosch University, 2012.
ENGLISH ABSTRACT: In order to enhance human resource development in the public service, the South African Government launched its first human resource development strategy in 2002. This strategy was implemented over a period of four years. It was subsequently followed by another strategy, called the Human Resources Development (HRD) Strategic Framework Vision 2015, which was published by the Department of Public Service and Administration (the DPSA) in 2008. One of the pillars of the latter strategy, which is also the focus of this study, is organizational support systems. The aim of this study was to determine whether the Chief Directorate: Strategic Health Programmes (CD:SHP) successfully implements, as designed in the departmental HRD plan, the three strategic interventions related to organizational support systems. The objectives were to – assess the alignment of the organizational support systems in the Chief Directorate with the overall departmental organizational support systems (as stated in the HRD plan); - identify factors that hamper proper implementation of the departmental organizational support systems in the Chief Directorate; and - propose key strategic interventions to ensure successful implementation of the departmental organizational support systems. The organizational support system pillar has eleven strategic interventions, but, due to resources constraints, only three were investigated. These are: - to promote effective human resource planning in terms of demand for skills and training in public sector organizations; - to strengthen structures, systems and processes for the performance management and development in the public service; and - to groom and foster in-house capacity through effective career planning and talent management in departments of government. The process/implementation evaluation approach, with semi-structured interviews and questionnaire, was employed for this study. A mixed methodology, which covered the breadth of the quantitative method and the depth of the qualitative method, was used in this study. The findings indicated that the CD: SHP is not successfully implementing the pillar as designed by the departmental HRD plan. Among others, the following were identified as responsible for poor implementation: - lack of policy, strategy or guideline on HRD; - understaffed HRD units; - lack of coordination and cooperation between and among the stakeholders responsible for HRD (e.g. Human Resource Management( HRM), Performance Management and Development System (PMDS) and line managers); and - abdication of the performance management responsibility vested in managers. Key strategic interventions proposed to remedy the situation, among others, include: - reviewing the structure of the HRD directorate and filling, as a matter of urgency, all vacant posts; - reviving the committee responsible for coordinating HRD activities; - implementing and coordinating all HRD activities, from the HRD directorate, aimed at developing workplace skills plans and the effective utilization of personal development plans; - developing the blueprint for succession-planning and staff-retention strategies; and - assuring that PMDS becomes one of the key performance areas of all supervisors and managers in the Chief Directorate and that, regarding non-compliance, consistent sanctions be applied across all levels.
AFRIKAANSE OPSOMMING: Die Suid-Afrikaanse regering het in 2002 sy eerste menshulpbronontwikkeling (MHO)-strategie vir die staatsdiens in werking gestel om die uitbouing van dié hulpbron te bevorder. Hierdie strategie is oor ‟n vier jaar periode geïmplementeer en in 2008 opgevolg deur nog een, naamlik die Visie 2015 Strategiese Raamwerk vir Mensehulpbronontwikkeling (SRM), soos gepubliseer deur die Departement Staatsdiens en Administrasie (DPSA). Een van laasgenoemde strategie se steunpilare, wat ook die hooffokus is van hierdie studie, is organisatoriese ondersteuningstelsels. Die doelwit van hierdie studie was om te bepaal of die Hoofdirektoraat: Strategiese Gesondheidsprogramme (H:SG) sukses behaal met die implementering van programme, soos uiteengesit in die departementele MHO-plan se drie strategiese intervensies, veral met betrekking tot die organisatoriese ondersteuningstelsels. Die doel was om – te bepaal hoedanig die gerigdheid is tussen die organisatoriese ondersteuningstelsels in die Hoofdirektoraat en die algemene departementele ondersteuningstelsels (soos uiteengesit in die MHO-plan); - te identifiseer watter faktore behoorlike implementering van die departementele organisatoriese hulpsisteme in die Hoofdirektoraat belemmer; en - strategiese sleutelintervensies voor te stel wat suksesvolle implementering van die departementele organisatoriese hulpstelsels sal verseker. Die organisatoriese ondersteuningstelsel-pilaar het elf strategiese intervensies, maar, as gevolg van beperkings op beskikbare bronne, is net drie ondersoek. Hierdie intervensies is nodig om: - die beplanning van effektiewe mensehulpbronontwikkeling, in terme van die bestaande behoefte na vaardighede en opleiding in openbaresektor organisasies, te bevorder; - strukture, sisteme en prosesse vir prestasiebestuur en ontwikkeling in die staatsdiens te versterk; en - bestaande kapasiteit ten opsigte van mensekapitaal voor te berei, touwys te maak en te koester, deur effektiewe loopbaanbeplanning en talentbestuur binne regeringsdepartemente. Die proses/implementering evaluasie-benadering, met gedeeltelik gestruktureerde onderhoude en vraelyste, is vir hierdie ondersoek gebruik. ‟n Gemengde metodiek, wat die wydte van die kwantitatiewe metode en die diepte van die kwalitatiewe metode inspan, is vir hierdie studie aangewend. Die bevindings het aangedui dat die H:SG nie daarin slaag om die betrokke pilaar, soos deur die departementele MHO-plan ontwerp, te implementeer nie. Die volgende redes is, onder andere, geïdentifiseer as verantwoordelik vir die swak implementering: - gebrek aan beleid, strategie en leiding ten opsigte van MHO; - onderbemande MHO-eenhede; - gebrek aan koördinasie en samewerking tussen belanghebbendes (asook onderling) wat verantwoordelik is vir MHO (byv. Mensehulpbronbestuur (MHB), Prestasiebestuur en Ontwikkelingsisteem (PBOS) en lynbedtuurders); en - afstandoening van hulle prestasiebestuursverpligtinge wat aan bestuurders opgedra is. Strategiese sleutelintervensies wat voorgestel word om die situasie te herstel, sluit o.a. in: - die hersiening van die struktuur van die MHB-direktoraat en, as ‟n saak van dringendheid, die vul van alle vakante poste; - die herinstelling van die komitee verantwoordelik vir die koördinering van MHO-aktiwiteite; - die implementering en koördinering van alle MHO-aktiwiteite van die MHO-direktoraat, sodat vaardighede by die werkplek ontwikkel word en die effektiewe aanwending van persoonlike ontwikkelingsplanne plaasvind; - die ontwikkeling van ‟n bloudruk vir personeel opvolgbeplanning en strategieë om personeel te behou; en - die versekering dat PBOS een van die sleutel prestasie-areas sal wees wat alle supervisors en bestuurders in die Hoofdirektoraat sal toepas en, in geval van nalatigheid in hierdie verband, strafmaatreëls op alle bestuursvlakke toegepas sal word.

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Andrieux, Stéphanie. « Intermédiation entre employeurs et demandeurs d’emploi : le problème de légitimité du service public de l’emploi : Les contraintes structurelles et organisationnelles conduisant à une « trappe à légitimité » : Le cas de Pôle emploi et les conditions au changement du service public de l’emploi français ». Thesis, Bordeaux, 2016. http://www.theses.fr/2016BORD0280/document.

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Dans un contexte de chômage fort dans toute l’Europe depuis de nombreuses années (taux moyenautour de 10%), la capacité à faire le lien entre l’offre et la demande d’emploi est cruciale etessentielle pour limiter le chômage.Les pouvoirs publics français ont consacré une attention particulière au service public de l’emploiqui a fait l’objet d’une transformation importante incarnée par la création de Pôle emploi en 2008.Force est de constater que cette réforme n’a pas permis d’atteindre les objectifs escomptés et queles critiques pleuvent sur l’inefficacité de cette nouvelle structure. La crise de légitimité de Pôleemploi s’illustre notamment par l’existence d’un écosystème « parallèle » de l’intermédiationoffre/demande qui s’est développé en marge du service public de l’emploi en regroupant unensemble d’acteurs spécialisés (cabinets de recrutement, sociétés d’intérim, etc.) et de servicesnumériques dédiés (job board - Monster, JobiJoba, Cadremploi, Le Bon Coin - ; réseaux sociaux –Linkedin, Viadéo - ; etc.) sur lesquels s’appuient les entreprises et les candidats pour répondre àleurs besoins. L’objectif de cette recherche est d’identifier les contraintes structurelles etorganisationnelles qui expliquent la crise de légitimité du service public de l’emploi français. Nostravaux ont également pour objectif d’illustrer, au travers du cas de Pôle emploi, le concept de« trappe à légitimité » qui s’applique, sous certaines conditions, aux organisations évoluant dansun contexte non concurrentiel. Nous proposons enfin d’en tirer des conclusions théoriques et desimplications managériales applicables à l’élaboration d’une stratégie de réforme pour lesorganismes du service public notamment
In a context of high unemployment across Europe for many years (average around 10%), theability to link job supply and demand is crucial and essential to limit unemployment.The French authorities have devoted particular attention to reform the public employment servicewhich resulted in a major transformation embodied by the creation of « Pôle emploi » in 2008. Itis clear that this reform has not achieved the desired objectives and many critics are on theineffectiveness of this new structure.The crisis of legitimacy of « Pôle emploi » is especially illustrated by the existence of anecosystem of intermediation between supply and demand that has been developed in the marginsof public employment service. It includes a set of specialist players (recruitment agencies,temporary employment agencies, etc.) and dedicated digital services (job board - Monster,JobiJoba, Cadremploi Le Bon Coin -; social networks - LinkedIn, Viadeo -; etc.) in which firmsand candidates rely on to meet their needs.The aim of this research is to identify structural and organizational constraints that explain thecrisis of legitimacy of the french public employment service. Our work also aims to illustrate,through the case of « Pôle emploi », the concept of "hatch of legitimacy" that applies, undercertain conditions, on organizations operating in a non-competitive environment. We finallypropose to draw theoretical conclusions and managerial implications applicable to thedevelopment of a reform strategy for public organizations

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Frank, Richard W. « A million little gestures bottom-up development flows, social welfare provision, and civil war / ». Diss., Online access via UMI:, 2009.

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Timoney, Caroline. « Reflections on the evolving jurisprudence concerning the presence of the accused : focusing on National Commissioner of the South African Police Service v Southern African Human Rights Litigation Centre and Another ». Master's thesis, University of Cape Town, 2015. http://hdl.handle.net/11427/15197.

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On 30 October 2014 South Africa's Constitutional Court unanimously stated that the South African Police Service was obligated to investigate allegations of torture in Zimbabwe. This landmark decision, based on South Africa's international obligations and domestic legislation, is rooted in the Court's interpretation of universal jurisdiction and in particular its application of the presumption of the "anticipated presence" of the accused. The case, first heard in the North Gauteng High Court in 2012 before being taken on appeal to the Supreme Court of Appeal and Constitutional Court, concerned allegations of torture against ZANU-PF officials and Zimbabwean police during the run-up to elections in 2007. This final judgment imposes a binding obligation on the South African Police Service to investigate the allegations, prior to any decision on further prosecution. This dissertation begins by providing a background to South Africa's implementation of the Rome Statute domestically before focusing on the theoretical framework of universal jurisdiction. This is followed by an examination of the South African jurisprudence, in particular the judgment of the Constitutional Court in National Commissioner of the South African Police Service v Southern African Human Rights Litigation Centre and Another. The Constitutional Court's decision to allow for the exercise of universal jurisdiction in absentia (otherwise known as "anticipated presence") must be located within the broader concept of jurisdiction. Anticipated presence is a controversial issue and this paper will explain both the Court's reasoning as well as possible implications of this judgment. The fight against impunity for perpetrators of international crimes, emphasised by both the Rome Statute and South Africa's own legislation, has been strengthened by this judgment. This paper will also examine the remaining areas of concern which were not addressed by the Constitutional Court. This Constitutional Court judgment will define the approach of South African courts in forthcoming cases concerning the application of the Rome Statute. Despite the Constitutional Court's failure to take all factors into account in its judgment, this landmark decision has changed the legal landscape considerably and will be a powerful tool to counter the culture of impunity.

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Remmelzwaal, Bastiaan Leendert. « A situational assessment of human resources planning in the Mnquma local service area of the Eastern Cape Province, South Africa ». Thesis, University of the Western Cape, 2005. http://etd.uwc.ac.za/index.php?module=etd&amp.

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The aim of this thesis was to conduct a situational assessment of human resources planning at one local health authority, in order to determine how decentralisation has impacted the effectiveness of human resources planning.

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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.

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Globalisation has a significant impact on human resources management policies and procedures in the public service. The driving forces of globalisation have affected human resources management in a variety of ways, for example, the impact of technology demands different skills and competencies from public officials. Globalisation is defined as “the process whereby the world’s people become increasingly interconnected in all facets of their lives, culturally, economically, politically, technologically and environmentally” (Streeten, 2001:169). Kirkbride (2001:14) states that globalisation is the integration of business activities across geographical and organisation boundaries. It is the freedom to conceive, design, produce, buy, distribute and sell products and services in a manner which offers maximum benefit to the organisation without regard to the consequences for individual geographical location or organisational units. This research examines the impact of globalisation on human resources management policies and procedures in the South African public service. The main problem is that the current training and development in the South African public service do not take due cognisance of globalisation to equip public officials to interact internationally effectively and efficiently. An inability exists to adapt to the changing strategic public human resources management needs from an international perspective. The problem of lack of knowledge and understanding by public officials of globalisation results in an inability to manage and execute international human resources management trends. There is a needed skill for achieving, maintaining, enhancing and implementing cutting-edge human resources management theories and practices for globally competitive human resources management. Usually, employees are not expected to work at tasks for which they received no training. In this context, it is necessary to note that with limited training public 7 officials are often placed in positions of having to muddle through as best they can without fully understanding of what is expected of them. Enhanced and continuous training can equip them with skills and knowledge that would create an organisation that is focused on outputs and performance rather than hierarchical control of procedures and processes towards reaching goals and objectives. Once the human resources in an organisation have been properly trained and motivated, they can be utilised effectively and efficiently to perform their tasks with dedication, competence and in the spirit of the Batho Pele principles. The main function of human resources management is to manage the acquisition, training, utilisation and maintenance of a sufficient number of competent personnel responsible for community-oriented service delivery. If training is neglected, then the nature of service delivery will be poor (du Toit & van der Walt, 1991:15). The management and utilisation of human resources in a globalised setting poses a particular challenge. Van Dyk, Nel & Loedolff (1992:15) defines training as the systematic process of changing the behaviour and attitudes of people in a certain direction in order to attain the organisation’s objectives. The changing nature of public service delivery has contributed to certain inadequacies in the public service and since governments are collaborating at a global level for improved service delivery, the public service is obliged to co-operate effectively and efficiently at an international level. In order to achieve this successfully, public officials need to possess relevant and applicable skills. The objectives of the study are to determine the impact of the globalisation process on the training and development of public human resources management policies and to understand how public human resources departments in selected state departments in the South African public service are adapting to the dynamic change in the field of public human resources management. The main finding of the research indicates that the aspect of training is a key element in improving the globalisation of public human resources management. 8 Training and development are essential to ensure that the South African public service is competent to perform effectively and efficiently in the global arena. Employees need to possess the necessary skills to function at an international level. The specific purposes of training are to communicate information that is applicable to practical situations. It is expected after training, for public officials to be able to demonstrate changes in the behaviour or performance that contribute to their abilities to deal skilfully without broader global problems. This, in turn, will have a positive impact on public service delivery.

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Thèses sur le sujet « Public human service »

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