Rozprawy doktorskie na temat „Workforce development”
Kliknij ten link, aby zobaczyć inne rodzaje publikacji na ten temat: Workforce development.
Utwórz poprawne odniesienie w stylach APA, MLA, Chicago, Harvard i wielu innych
Sprawdź 50 najlepszych rozpraw doktorskich naukowych na temat „Workforce development”.
Przycisk „Dodaj do bibliografii” jest dostępny obok każdej pracy w bibliografii. Użyj go – a my automatycznie utworzymy odniesienie bibliograficzne do wybranej pracy w stylu cytowania, którego potrzebujesz: APA, MLA, Harvard, Chicago, Vancouver itp.
Możesz również pobrać pełny tekst publikacji naukowej w formacie „.pdf” i przeczytać adnotację do pracy online, jeśli odpowiednie parametry są dostępne w metadanych.
Przeglądaj rozprawy doktorskie z różnych dziedzin i twórz odpowiednie bibliografie.
1
MONTOUR, JEANETTE NICOLE. "Subsidized Workforce Housing". University of Cincinnati / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1212157013.
Pełny tekst źródła
2
Pack, Robert P. "Workforce Development in Tennessee: Lessons Learned". Digital Commons @ East Tennessee State University, 2011. https://dc.etsu.edu/etsu-works/6337.
Pełny tekst źródła
3
Pack, Robert P., i Paula Masters. "Workforce Development in Tennessee: Lessons Learned". Digital Commons @ East Tennessee State University, 2013. https://dc.etsu.edu/etsu-works/1356.
Pełny tekst źródła
4
Yeung, Louise H. (Louise Ho-Yee). "Challenges in implementing green workforce development training". Thesis, Massachusetts Institute of Technology, 2013. http://hdl.handle.net/1721.1/81154.
Pełny tekst źródłaStreszczenie:
Thesis (M.C.P.)--Massachusetts Institute of Technology, Dept. of Urban Studies and Planning, 2013.Cataloged from PDF version of thesis.
Includes bibliographical references (p. 44-47).
To meet the labor demands of green economic development, workforce development programs are increasingly training low-income workers for living wage jobs that contribute to environmental services or benefits. Yet, effectively preparing workers for jobs in emergent green economies, which can span many different sectors from energy efficiency to waste management, presents significant challenges for job training programs in practice. This thesis investigates the difficulties of adding a green dimension to job training while still meeting the basic employment objectives of workforce development programs. Through the experiences of the Oakland Green Jobs Corps and the Baltimore Center for Green Careers (BCGC), I analyze the mechanisms through which each program has influenced labor supply and demand to enable jobs in the green economy. Ultimately, the two cases highlight the tradeoffs between achieving green objectives and securing employment for disadvantaged workers at scale. In shedding light on how and why different programmatic decisions have influenced performance outcomes, this thesis aims to inform other cities' decisions in developing green jobs training initiatives.
by Louise H. Yeung.
M.C.P.
5
Lawson, Sally Ann. "Mentoring in specialist workforce development : a realist evaluation". Thesis, University of Leeds, 2017. http://etheses.whiterose.ac.uk/18498/.
Pełny tekst źródłaStreszczenie:
This study is a realist evaluation of developmental mentoring. It aims to contribute to the accumulation of knowledge about how mentoring works as an intervention and an approach. It is based on a project-in-practice: a Mentoring Programme that was offered to a group of non-medical specialist practitioners across all health and care sectors. Their specialism involved working with people living with long term neurological conditions. As a strategic innovation in workforce development, it was set up to address gaps in services and training opportunities. It ran in the north east of England from 2009-11. The research uses realist methodologies to understand ‘what works, how, for whom, in what circumstances and to what extent’ (Pawson and Tilley, 2004, p.2). It therefore focuses on causality and the way intervention outcomes evolve through people’s responses to resources and opportunities, contextually influenced. Having established the scope and framing of the research, and with the benefit of expert opinion, this study reviews relevant substantive theory and developmental mentoring literature to build a theory-primed and literature-populated framework to evaluate participant data. The analysis leads to the generation of a developmental mentoring model; an inverted hierarchy model for complex interventions, informed by developmental mentoring in a Mentoring Programme; an overarching programme theory that addresses ‘diversity and opportunity’, with subsidiary programme theories for learning and working differently and making a difference; and an evaluation framework for developmental mentoring in a Mentoring Programme. This study contributes to the accumulation of knowledge about developmental mentoring’s core concepts and theory in this field, using realist methodologies that are suited to the complexity of the topic.
6
Lene, Christina L., i Dawn M. Poppler. "Army contracting workforce development building core competencies and skills". Thesis, Monterey, California: Naval Postgraduate School, 2014. http://hdl.handle.net/10945/43945.
Pełny tekst źródłaStreszczenie:
Approved for public release; distribution is unlimitedOperational contracting support provided by the Army Mission and Installation Contracting Command to the warfighter includes everything from acquiring the necessary equipment, supplies, and services vital to the mission to the overall well-being of the Army Soldiers and their families. The Army faces issues and challenges throughout the acquisition process, particularly in the contracting career field. Assessing any contracting knowledge gap can be a challenge because of the sheer magnitude of the required knowledge involved in Department of Defense contract management. To capture the data needed to measure and analyze tacit knowledge and explicit knowledge, a knowledge assessment tool was used. Following the distribution of the assessment tool, an analysis of the knowledge gap was performed on multiple demographic categories. This information enables organizations to develop an on the job training task management guide that will not only train contracting personnel in all of the contracting phases but also focus in on the knowledge gaps identified within the research. Furthermore, there will be an increased visibility for supervisors and contracting officers to provide the feedback necessary through supplemental training to ensure the readiness of the contracting specialists within the 1102 career field.
7
Ene, Gloria Unoma. "A learning 'learning' model for optimised construction workforce development". Thesis, University of Central Lancashire, 2017. http://clok.uclan.ac.uk/20919/.
Pełny tekst źródłaStreszczenie:
Integrating learning and work has become important for several reasons. The recognition that the key resources for wealth creation, knowledge and ideas are embedded in human capital. Furthermore, fast-paced advances in knowledge, technology, and access to information ensure that capabilities rapidly become obsolete. Continuous learning and workplace learning have therefore become essential. These developments have highlighted the pivotal role of learning in individual career development and organisational performance and the construction industry needs to address these issues. The construction industry, however, continues to report skill gaps suggesting that construction businesses need to consider creative ways to deliver skill-enhancing opportunities for their workforce. The challenge is global but has added significance for African emerging economies considering their developmental needs. Integrating workforce learning and development key practices into construction business was therefore the crux of this research which was aimed at developing a conceptual learning model that will enable construction firms to optimise performance in line with their business goals. Given the complexity of the construction domain and the need to allow integration of diverse processes, perceptions, experiences, practices and interactions, a pragmatic philosophical lens was employed allowing for a mixed methods research approach. A social constructionist ontology and a largely interpretivist stance was adopted. Surveys and case studies were conducted employing questionnaires, interviews and focus group discussions for data collection. Data analysis methods used were relative importance, correlational and constant comparative analyses. The research investigated the two main elements of learning systems the learner and the learning environment. The learner aspect found that emotional and social attributes were significantly associated with the performance of intermediate construction skills while key workforce practices emerged from the learning environment studies. These findings were integrated to develop the construction learning and development optimising model (CLEARDO). The research was limited to Nigeria because of its current focal position in the African economy.
8
Bolton, Kim. "Technology for the 21st Century Workforce: A Case Study of a Rural East Tennessee Workforce Community". Digital Commons @ East Tennessee State University, 2019. https://dc.etsu.edu/etd/3545.
Pełny tekst źródłaStreszczenie:
The purpose of this study was to assess technology use, on-the-job technology training, education levels, and salary ranges of employees in low-, middle-, and high- skill jobs in a rural county in East Tennessee to create an example of a small town workforce. For this study, technology included computers, robotics, and mobile technology. A survey determined the technology used, training provided, salaries, and job skill levels based on education obtained and required by major employers. The study identified the level of jobs requiring more technology skills and salaries or training related to these job skill levels. Participants included 336 persons who completed an electronic survey. Participants represented twenty-eight different companies in healthcare, education, manufacturing, banking, and other small businesses in an East Tennessee rural county.
The major findings of the study included: a) use of multiple forms of technology in all job skill levels; b) more time spent in on-the-job training for higher job skill levels; c) participants in lower job skill levels more likely to be overqualified for their position; d) participants in higher paying jobs used more types of technology; and e) participants in higher skill level jobs tend to have higher salaries. The study concluded that, while technology affected all skill levels, there was a significantly positive relationship between salary, technology use, technology training, and job skill level.
9
Hutson, Malo. "Politics, jobs and workforce development : the role of workforce intermediaries in building career pathways within Boston's health care industry". Thesis, Massachusetts Institute of Technology, 2006. http://hdl.handle.net/1721.1/37874.
Pełny tekst źródłaStreszczenie:
Thesis (Ph. D.)--Massachusetts Institute of Technology, Dept. of Urban Studies and Planning, 2006.Includes bibliographical references (leaves 201-204).
This research study examines the role that workforce intermediaries within Boston play in creating career pathways for economically disadvantaged, under-skilled residents in the local health care industry. Using a case study analysis, this study compares the outcomes of two workforce intermediaries-one which is employer-led and the other which is led by a community development corporation. Despite the proliferation of new workforce intermediaries around the country and the increased amount of funding to support them from the private and public sectors, these institutions are limited in their ability to increase the supply of a skilled workforce and to change the demand-side of the labor market. However, given the current structural holes in the publicly funded workforce development system, workforce intermediaries play a critical role in serving populations who otherwise would have a difficult time entering into the regional labor market.
by Malo André Hutson.
Ph.D.
10
Stephens, Alexa Renee-Marie. "Atlanta's Digital Music Industry: Implications for Workforce and Economic Development". Thesis, Available online, Georgia Institute of Technology, 2007, 2007. http://etd.gatech.edu/theses/available/etd-07092007-093611/.
Pełny tekst źródła
11
Virchez, Azuara Alejandro. "A human resource perspective on the development of workforce agility". Thesis, Pepperdine University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10133132.
Pełny tekst źródłaStreszczenie:
This study explored workforce agility from a human resource perspective. This included its main determinants, such as adaptability, proactivity, resiliency, business orientation, and self-awareness; the interventions through which it is developed, such as performance management processes, training, and coaching; and finally the main challenges that organizations face when developing it, such as cultural context and the lack of strategic clarity. The empirical analysis provided several insights on the development of workforce agility. Although limited to a small sample, the study provided evidence supporting the need for future research on the definition of the characteristics of an agile workforce, the definition of a competency model to support its development, the need to deepen the understanding of the mechanisms related to its development, and the main challenges faced by leaders in the implementation of an agile workforce.
12
Clements, Andrea D., Becky Haas, Randi G. Bastian i Natalie Cyphers. "Addressing Intimate Partner Violence: Development of a Trauma Informed Workforce". Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/etsu-works/7230.
Pełny tekst źródła
13
Hughes, Roger, i n/a. "Public Health Nutrition Workforce Development: An Intelligence-Based Blueprint for Australia". Griffith University. School of Health Science, 2004. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20040615.120233.
Pełny tekst źródłaStreszczenie:
Public health nutrition workforce development is a capacity building strategy identified as a priority in the Australian National Public Health Nutrition Strategy (Eat Well Australia). Systematic and scholarly approaches to workforce development that enhance the capacity of the health system and the broader community to effectively address public health nutrition issues, are limited in Australia. The associated lack of intelligence and a range of methodological difficulties similar to those encountered in broader public health workforce research, provide the need for, and motivation for, this study. The specific objectives of this study relate to the development of workforce development intelligence that: Fills gaps in the knowledge base to inform effective workforce development ; Provides baseline data (benchmarks) for ongoing workforce development planning, evaluation, monitoring and surveillance ; and, Contributes to international scholarship regarding public health nutrition workforce development ; and, Enables the development of a strategic framework for workforce development planning in the national context. The case study research strategy used in this study involved an emergent, multi-method design involving methodological triangulation of data and consensus development. The focus of inquiry was based on a problem-based conceptual framework developed to identify intelligence needs for workforce development strategy planning. Quantitative and qualitative data were collected using five different methods including literature review, interviews with advanced-level public health nutritionists in Australia, a national public health nutrition workforce survey, an analysis of position descriptions and consensus assessment and development via a Delphi survey of an international expert panel. The collection, analysis and interpretation of data in this study focused on developing an intelligence base on six main issues pertinent to public health nutrition workforce development, including: Definitions of public health nutrition; Workforce size and composition; Workforce practices; Core workforce functions needed; Competencies required for effective public health nutrition practice; and, Continuing competency development needs. Data from these multiple methods were used to describe and interpret the determinants of workforce capacity, assisted by triangular analysis. This analysis identified a range of determinants limiting the capacity of the Australian public health nutrition workforce including; A small designated specialist public health nutrition workforce; Workforce instability associated with unsecured funding and staff turnover; Limited collaboration and partnership building practices by the existing workforce; Disorganisation of the workforce in terms of location, accountability, service mandates and support; Workforce practices are not consistent with the required work; Limited access to, and use of, public health nutrition intelligence; A workforce practice culture that does not promote research and dissemination; A lack of practice improvement and learning systems; Limited access to public health nutrition mentors; Limited incentives for practice excellence; An absence of consensus about the required work and competencies required for effective public health nutrition practice; Barriers to continuing competency development; and, Inadequate workforce preparation. This interpretive analysis provided the basis for developing a strategic framework that addresses workforce quantity, quality and performance concerns, based on workforce development strategy categories including: Building human resource infrastructure (quantity); Organisational systems and policy (performance); Intelligence support (performance); Learning systems (quality) and; Workforce preparation. This research has also provided data that can for the basis of tools such as definitions, core function statements, position descriptions and competency standards to assist public health nutrition workforce development in Australia and internationally.
14
Hughes, Roger. "Public Health Nutrition Workforce Development: An Intelligence-Based Blueprint for Australia". Thesis, Griffith University, 2004. http://hdl.handle.net/10072/366114.
Pełny tekst źródłaStreszczenie:
Public health nutrition workforce development is a capacity building strategy identified as a priority in the Australian National Public Health Nutrition Strategy (Eat Well Australia). Systematic and scholarly approaches to workforce development that enhance the capacity of the health system and the broader community to effectively address public health nutrition issues, are limited in Australia. The associated lack of intelligence and a range of methodological difficulties similar to those encountered in broader public health workforce research, provide the need for, and motivation for, this study. The specific objectives of this study relate to the development of workforce development intelligence that: Fills gaps in the knowledge base to inform effective workforce development ; Provides baseline data (benchmarks) for ongoing workforce development planning, evaluation, monitoring and surveillance ; and, Contributes to international scholarship regarding public health nutrition workforce development ; and, Enables the development of a strategic framework for workforce development planning in the national context. The case study research strategy used in this study involved an emergent, multi-method design involving methodological triangulation of data and consensus development. The focus of inquiry was based on a problem-based conceptual framework developed to identify intelligence needs for workforce development strategy planning. Quantitative and qualitative data were collected using five different methods including literature review, interviews with advanced-level public health nutritionists in Australia, a national public health nutrition workforce survey, an analysis of position descriptions and consensus assessment and development via a Delphi survey of an international expert panel. The collection, analysis and interpretation of data in this study focused on developing an intelligence base on six main issues pertinent to public health nutrition workforce development, including: Definitions of public health nutrition; Workforce size and composition; Workforce practices; Core workforce functions needed; Competencies required for effective public health nutrition practice; and, Continuing competency development needs. Data from these multiple methods were used to describe and interpret the determinants of workforce capacity, assisted by triangular analysis. This analysis identified a range of determinants limiting the capacity of the Australian public health nutrition workforce including; A small designated specialist public health nutrition workforce; Workforce instability associated with unsecured funding and staff turnover; Limited collaboration and partnership building practices by the existing workforce; Disorganisation of the workforce in terms of location, accountability, service mandates and support; Workforce practices are not consistent with the required work; Limited access to, and use of, public health nutrition intelligence; A workforce practice culture that does not promote research and dissemination; A lack of practice improvement and learning systems; Limited access to public health nutrition mentors; Limited incentives for practice excellence; An absence of consensus about the required work and competencies required for effective public health nutrition practice; Barriers to continuing competency development; and, Inadequate workforce preparation. This interpretive analysis provided the basis for developing a strategic framework that addresses workforce quantity, quality and performance concerns, based on workforce development strategy categories including: Building human resource infrastructure (quantity); Organisational systems and policy (performance); Intelligence support (performance); Learning systems (quality) and; Workforce preparation. This research has also provided data that can for the basis of tools such as definitions, core function statements, position descriptions and competency standards to assist public health nutrition workforce development in Australia and internationally.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Health Sciences
Full Text
15
Bock, Shelley Hemphill. "SECONDARY CAREER AND TECHNICAL STUDENT ACHIEVEMENT MEASURED BY THE MISSISSIPPI CAREER PLANNING AND ASSESSMENT SYSTEM". MSSTATE, 2008. http://sun.library.msstate.edu/ETD-db/theses/available/etd-06102008-123001/.
Pełny tekst źródłaStreszczenie:
The purpose of this study was to examine the relationship of teacher attributes and school contextual factors to student achievement in career and technical education in Mississippi. The teacher attributes years of teaching experience, degree(s) of attainment, professional development, and national board certification were included as independent variables. Additionally, the contextual factors of enrollment, academic achievement, and socio-economic status were included as independent variables. The statewide standardized assessment for career and technical education was used as the dependent variable measuring student achievement at the school district, career and technical program area, and individual career and technical course levels. The predictor model including all independent variables resulted in statistically significant variance explained in student achievement. National Board for Professional Teaching Standards® showed a statistically significant positive impact on student achievement at the school district level, the cooperative education and marketing program level, and the following five individual career and technical courses: allied health, automotive service technology, business and computer technology, early childhood services and education, and horticulture. Additionally, at the career and technical program level, academic achievement and degree(s) of attainment showed positive impacts on student achievement. Also, on the program level, more years of teaching experience, higher enrollment, and higher levels of socio-economic status showed negative impacts on student achievement. On the school district and program levels, attendance at the professional development workshop had a negative impact on career and technical student achievement.
16
Akins, Ericka. "GED STUDENTS VERSUS TRADITIONAL HIGH SCHOOL STUDENTS: HOW DO THE GED GRADUATES PERFORM AFTER THE FIRST SEMESTER OF ATTENDANCE AT A RURAL COMMUNITY COLLEGE?" MSSTATE, 2009. http://sun.library.msstate.edu/ETD-db/theses/available/etd-08102009-170149/.
Pełny tekst źródłaStreszczenie:
The purpose of this study was to determine if freshman students based on their age, ethnicity, and gender who enter a community college with a GED credential will have a higher cumulative grade point average (GPA) after their first semester than traditional high school graduates. Findings from this study will aid individuals in developing a more accurate perception of the academic abilities of GED graduates. The academic performance of GED graduates was compared with traditional high school graduates after their first semester at a rural community college in the Fall 2007 semester. Intact data from the studentsf academic records were used for this study (n=680). Graduates were compared on gender, race, and age. Data were analyzed with the t-test and a multiple linear regression. There was not a statistically significant difference in the mean GPA between GED graduates and traditional high school graduates. It was also found that there was a statistically significant difference between the ethnic groups, as whites had higher mean GPAs than the nonwhite students. There was not a statistically significant difference between the mean GPAs among the male and female students. The age of the college students had no influence on GPAs.
17
Lin, Chun Fu. "ENGLISH AS A SECOND LANGUAGE (ESL) STUDENTS' PERCEPTION OF THE ESL PROGRAM AT MISSISSIPPI STATE UNIVERSITY". MSSTATE, 2008. http://sun.library.msstate.edu/ETD-db/theses/available/etd-10272008-132617/.
Pełny tekst źródłaStreszczenie:
The major function of education is to prepare youth to be successful. Each country has its own unique educational system, and individuals leaving their own country to study expect to acquire a quality education in another country. United States college programs, including exchange student programs, attract students from aboard who want to pursue their bachelors, masters, or doctoral degree. However, these students come from countries around the world where the use of the English language might be limited. Providing effective language programs to support international students whose native language is not English has become an important concern in the international educational exchange process. This study adds to the understanding of the ESL students perceptions of ESL programs offered by the universities in the United States. More specifically, the overall objective of this study was to analyze ESL students learning experiences and their perceptions of ESL program at Mississippi State University. The results of this study suggest that (a) female students were more satisfied with the ESL program than male students, (b) age was not significantly and meaningfully associated with participants perceptions of the ESL program, (c) there was a moderate association between the ESL students perceptions of the ESL program and their experiences in using English as a second language, and (d) female students were more satisfied in using technology for learning English as a second language than male students.
18
Myer, GiGi W. "A Qualitative Study of Louisiana Workforce Development Program Outcomes| An Appreciative Inquiry". Thesis, University of Louisiana at Lafayette, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10681730.
Pełny tekst źródłaStreszczenie:
Community colleges have become highly desirable partners of 21 st century workforce development initiatives due to their ability to address skilled labor shortages. As flexible, teaching-centered institutions, community colleges are catalysts for workforce programs due to their ability to receive funding, develop relationships with business and industry, and connect workers to industry through the provision of non-credit educational services. Government initiatives and funding originating with the Obama administration have helped community colleges meet the growing demand for a skilled workforce to ease unemployment and spur economic growth.
The expansion of initiatives and workforce development programs puts a greater imperative on developing a standard for theory-based program evaluation by which to monitor program outcomes and provide feedback to collaborative WFD partners. The purpose of the study was to investigate and improve workforce program outcomes using appreciative inquiry action research to gain the perspectives of program partners at community colleges, industry and businesses, and federal program initiatives. Appreciative inquiry is used to learn what is working well, to envision processes that can be improved, and to create dialogue about changes that should be implemented. The findings indicated that WFD programs are generally perceived to be successful in meeting stakeholders’ goals, but that current evaluation methods are insufficient to provide timely or in-depth feedback necessary for recursive program planning. Full time WFD professionals average 13% of their time on outcome assessment, most of which involves students’ end of term self-reports or informal industry measures. Participants suggested six areas of improvement to current evaluation: evaluating on-the-job outcomes, including various people in evaluations, refining and developing evaluation tools, increasing knowledge of evaluation methods, obtaining data to inform program evaluation, and using best practices. The results were used to inform community colleges in their expanding role as WFD partners in designing strategies for future improvements.
19
Boguslaw, Janet. "Social partnerships and social relations : new strategies in workforce and economic development /". New York, NY [u.a.] : Routledge, 2002. http://www.loc.gov/catdir/enhancements/fy0651/2001034980-d.html.
Pełny tekst źródła
20
Leader, Gillian. "Interpreting the Skills Strategy : discourse in post-16 learning and workforce development". Thesis, University of Greenwich, 2005. http://gala.gre.ac.uk/6221/.
Pełny tekst źródłaStreszczenie:
Post-16 educational discourse reflects government policy that, as a conceptual framework, it is shaping a new model of learning, skills initiatives and workforce development. This qualitative research examines the debate concerning the Skills Strategy (DfES 2003) and impact of 21st century skills on economic and global competitiveness. It draws upon data grounded in a theoretical framework, as well as in the professional experiences of thirteen post-16 stakeholders representing a cross-section of organisations. The research question explores whether the Skills Strategy will be judged a success or failure. Discourse interpretation identifies four principal threads weaving through the thesis. The first considers the Skills Strategy in shaping workforce development and lifelong learning. The second stems from issues of what constitutes skilling. The third originates from the politicisation of learning. The fourth flows from issues of accessibility and widening participation. Research findings suggest that there is an urgent need to contextualise post-16 policy and define a pedagogy appropriate for shaping skills needs a both sub-regional and national level. The researcher is a manager in the post-16 sector responsible for delivery of a flexible and diverse curriculum, to primarily 19-plus part-time learners, across a range and level of disciplines. Based on the experience of fifteen years teaching and management in further Education, this study offers an original and significant contribution to knowledge in an academic field identified by government as critical in giving relevance to PCET. It addresses a specific gap in educational thinking and adds another voice to the learning and skills debate. This provides a powerful tool for reassessing existing professional practice across different contexts. Limitations centre on the practical considerations of undertaking research related to time-bound issues of skills policy implementation. Implications for professional practice emanate from how this research, as a model of critical reflection and part of the process of professional practice, makes its own positive contribution to knowledge and further development of the skills agenda.
21
Berry, Daniel E. "The Social Construction of Workforce Development Organizations in Singapore and Penang, Malaysia". Case Western Reserve University Doctor of Management / OhioLINK, 1998. http://rave.ohiolink.edu/etdc/view?acc_num=casedm1560435084090073.
Pełny tekst źródła
22
Wainwright, William S. "A Study of Organizational Structures Impacting Noncredit Workforce Education and their Effects on Determining Workforce Development Strategies in Louisiana's Community and Technical Colleges". ScholarWorks@UNO, 2011. http://scholarworks.uno.edu/td/1350.
Pełny tekst źródłaStreszczenie:
The Lumina Foundation (2007) indicates that 54 million adults in the workforce are seeking noncredit education opportunities in a credit course/program delivery system designed to meet the needs of traditional college students. Working adults seeking continuing education coupled with dislocated workers as a result of changing economic situations represents this growing population. Community and technical colleges in Louisiana benefit from a for-credit formula funding model and do not benefit from a formula funding mechanism that supports noncredit education enrollments. As Louisiana’s community and technical colleges face continuous budget challenges resulting from economic recession, college leaders are making critical decisions in restructuring college business models. These models are becoming increasingly important as they support increased revenues and sustainable ventures that will carry the college through difficult times. The significance of this study and contributions associated with findings provide important insights into decision making, organizational change, and policy factors considered in determining workforce development strategies. Utilizing Multiple Criteria Decision Making by (Zeleny) 1981 in addition to Mintzberg’s Five Basic Parts of an organization (1979) as a conceptual framework, causes and effects of decision making on organizational structures and workforce development strategies were examined and analyzed providing insight and recommendations for future consideration. Findings in this study suggest that as organizational structures are challenged due to simultaneous issues related to economic recovery and reduced budgets, noncredit education is impacting strategic decision making by college leaders evidenced by current college reorganization efforts, joint credit and noncredit curriculum development activities, and innovation associated with enhanced workforce development strategies.
Keywords: Noncredit Education, Workforce Training, Organization, Structure, College
23
Moore, Samuel R. (Samuel Ross). "Successful strategies for the private development of workforce housing in New York City". Thesis, Massachusetts Institute of Technology, 2011. http://hdl.handle.net/1721.1/68503.
Pełny tekst źródłaStreszczenie:
Thesis (S.M. in Real Estate Development)--Massachusetts Institute of Technology, Program in Real Estate Development in Conjunction with the Center for Real Estate, 2011.Cataloged from PDF version of thesis.
Includes bibliographical references (p. 52-53).
A lack of quality housing affordable to the average worker near employment centers has long been an issue in American cities where the private production of housing for middle income families is restricted by market forces, zoning or physical boundaries. There are approximately 2.3 million middle income households in New York who earn between 80% and 150% of the Median Family Income who are priced out of market rate housing. These households are forced to relocate elsewhere or spend a daunting percentage of their time and income on housing and/or transportation. The high cost of land, labor and materials are further exacerbated by zoning regulations and entitlement review processes to result in a prohibitively high cost of housing production. Governments across the US and in New York have developed various types of policy strategies aimed at subsidizing development and increasing the affordability of housing. This thesis provides a summary discussion and perspective on the factors that increase the cost of housing production. It then reviews the different strategies utilized in reducing these costs, both nationally and locally in New York. Next it tests each strategy's effectiveness using a case study of a proposed development project in Brooklyn, NY. Finally it discusses the effectiveness of these strategies and proposes additional ideas that could also be effective in reducing the overall cost of housing, aiding in the effort to make housing more affordable to the average worker.
by Samuel R. Moore.
S.M.in Real Estate Development
24
Rosenthal, Eric Charles. "A development perspective on creating workforce rental housing proximal to major employment centers". Thesis, Massachusetts Institute of Technology, 2019. https://hdl.handle.net/1721.1/123602.
Pełny tekst źródłaStreszczenie:
Thesis: S.M. in Real Estate Development, Massachusetts Institute of Technology, Program in Real Estate Development in conjunction with the Center for Real Estate, 2019Cataloged from PDF version of thesis.
Includes bibliographical references (pages 49-55).
Middle-income renters in major cities across the United States are facing an affordability crisis. Many of them earn too much money to qualify for rental assistance programs, but don't earn enough to comfortably afford market rents. Developers recognize the need for quality workforce housing close to major employment centers but have been unable to deliver enough projects to satisfy demand. Population growth, urbanization, and low homeownership rates are just a few of the macroeconomic trends that are driving up the demand for rental housing and causing market rents to rapidly appreciate beyond reach for the middle class. Rising construction costs as a result of government regulation, a shortage of skilled construction labor, and foreign trade policy make the production of workforce housing even more challenging. With a shortage of middle-income subsidy programs at every level of government, developers must exhibit creativity if they wish to build or preserve workforce housing. This Thesis explores the confluence of forces and factors that make it challenging to build new workforce housing and to preserve the existing stock. It then assesses subsidy programs at different levels of government and market-based solutions that developers can add to their toolkit. Three case studies from different parts of the country are used as examples to show how developers can overcome the obstacles and use the tools at their disposal to create workforce housing. Drawing upon the preceding analyses and discussions, the Thesis concludes with a series of recommendations that developers can employ to make workforce projects more economically feasible.
by Eric Charles Rosenthal.
S.M. in Real Estate Development
S.M.inRealEstateDevelopment Massachusetts Institute of Technology, Program in Real Estate Development in conjunction with the Center for Real Estate
25
Crenshaw, Jerry Phillip. "THE MOTIVATIONAL READINESS TO CHANGE LEISURE TIME PHYSICAL ACTIVITY BEHAVIOR OF MISSISSIPPI COMMUNITY COLLEGE STUDENTS". MSSTATE, 2007. http://sun.library.msstate.edu/ETD-db/theses/available/etd-03192007-144651/.
Pełny tekst źródłaStreszczenie:
The stages of motivational readiness to change leisure time physical activity behavior of students from two Mississippi community colleges were investigated. The Stages of Motivational Readiness to Change (SMRC) model postulates that behavior change is a longitudinal process described by five stages that assess an individual?s motivational level relative to changing leisure time physical activity behavior. That is, individuals are positioned in one of the following five stages at any given point in time: (a) precontemplation (i.e., no intention to change); (b) contemplation (i.e., considering a change); (c) preparation (i.e., small changes already made toward an ultimate behavior goal); (d) action (i.e., a desired behavior has been adopted); or (e) maintenance (i.e., working to prevent a relapse). The Physical Activity Stages of Change Questionnaire (PASQ) was used for data collection in this study. The results revealed 35% were completely sedentary (precontemplation, contemplation) and 64.9% were participating in occasional or regular leisure time physical activity (preparation, action, maintenance). To examine the dependency of stage position upon ethnicity, gender, age, and income, the chi-square test of independence was performed. Findings indicated stage position to be independent of ethnicity, but dependent upon the remaining independent variables. This study?s conclusions indicated that stage-matched interventions are necessary to increase and maintain individual leisure time physical activity behavior.
26
Baartvedt, Nicoline. "Talent management as a strategic priority for competitive advantage. : A qualitative case study on talent management implementation within a Multinational Company". Thesis, Umeå universitet, Pedagogiska institutionen, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-86472.
Pełny tekst źródłaStreszczenie:
Talent management has become a management priority among business leaders as a result of the transition from a commodity to a knowledge-based economy. Organizations are entering a new era affected by demographical challenges, increased globalization and a generation shift in the labor market that forces organizations to rethink how they attract, develop and retain talented employees. Research predicts that there will be a shortage on labor as a result of the baby boomers retirement in the coming years. Talent management strategies and processes linked to the business strategy is a key to organizational advantage. Organization´s most critical assets are the employees and by having the right people who perform in the right jobs is essential to get a sustainable organization. The concept of talent management is often ill defined and underdeveloped and talent management practice appears to vary widely among organizations. The purpose of this thesis is to get a deeper insight into the concept of talent management processes and framework. Through a single case study approach, this study explores how talent management practice and processes are implemented in a multinational knowledgebased company. The intention is to understand how line leaders and HR managers work with talent management activities by following a hermeneutic research method. A semi-structured interview method has been performed to collect the empirical data. The empirical findings show that many of the talent management activities are implemented in a sophisticated organizational process called the EMS (Employee management system). Employees are rated and evaluated based on their performance throughout the year. Line leaders are mainly accountable for employees’ development and growth in the organization. Findings also show that line leaders are mentors, coaches and a guidance to employees in the daily work. Findings show that HR managers support both leaders and employees in the work with talent management. HR managers’ responsibilities are to influence and coach the leaders in decision-making, in addition to work for employees’ well-being at the work. The organization has presently low turnover. This affects both the recruitment of new employees and hinders presents employee development. The competence level in the organization is estimated to be high and the organization struggle to store critical knowledge.
27
Griffin, Karen. "Transfer track versus workforce development : implications for policy change in Florida community colleges". [Tampa, Fla] : University of South Florida, 2007. http://purl.fcla.edu/usf/dc/et/SFE0001908.
Pełny tekst źródła
28
Johnson, Danette E. "Workforce development via targeted industry training grants and Ohio two-year Community Colleges /". Lynchburg, Va. : Liberty University, 2007. http://digitalcommons.liberty.edu.
Pełny tekst źródła
29
Hancock, Beverley. "The development of career researchers from the NHS primary health care professional workforce". Thesis, University of Nottingham, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.440999.
Pełny tekst źródła
30
Gomez, Diaz Mauricio. "Unintended effects of changes in NIH appropriations : challenges for biomedical research workforce development". Thesis, Massachusetts Institute of Technology, 2012. http://hdl.handle.net/1721.1/72892.
Pełny tekst źródłaStreszczenie:
Thesis (S.M. in Technology and Policy)-- Massachusetts Institute of Technology, Engineering Systems Division, Technology and Policy Program, 2012.Cataloged from PDF version of thesis.
Includes bibliographical references (p. 63-66).
The U.S. government doubled NIH appropriations between 1998 and 2003, aiming to significantly foster research activities in biomedicine. However, several indicators demonstrate not only that the impact of the budget increase fell short of expectations; in many cases it resulted in unintended negative effects. Compared to pre-doubling conditions, researchers now spend significantly more time writing grant proposals, impacting their ability to carry out research. Paradoxically, the probability with which a grant proposal is accepted for funding deteriorated sharply after the doubling and continues to fall. The average age of first-time NIH grant recipients has increased by almost a decade since the early 70's, while the percentage of biomedical doctorates securing tenured or tenure-track positions relentlessly drops. These trends represent a threat to the quality, stability, and availability of the U.S. biomedical research workforce. This thesis takes a system dynamics approach to test the hypothesis that a sudden and temporary increase in research funds can result in unintended long-term effects hampering research discoveries and workforce development. A simulation model is therefore developed using the available literature and calibrated to replicate historical trends. The model is then used to perform experiments that test the effects of changes in certain parameters or policies. The outcomes of these experiments provide policy insights that can help improve the effectiveness of NIH funding and its impact on the workforce.
by Mauricio Gomez Diaz.
S.M.in Technology and Policy
31
Stegelman, Michael S. "Development of a cost effective organizational model for the shipbuilding welder labor workforce". Thesis, Monterey, California : Naval Postgraduate School, 2009. http://edocs.nps.edu/npspubs/scholarly/theses/2009/Sep/09Sep%5FStegelman.pdf.
Pełny tekst źródłaStreszczenie:
Thesis (M.S. in Systems Engineering Management)--Naval Postgraduate School, September 2009.Thesis Advisor(s): Osmundson, John. "September 2009." Description based on title screen as viewed on November 6, 2009. Author(s) subject terms: Manpower, Marine Welder, Organizational Structure, Labor Workforce Development, Requirements Management, Marine Labor Crafts, Trade Union, Gap Analysis Includes bibliographical references (p. 73-76). Also available in print.
32
Amde, Woldekidan Kifle. "Unpacking the capacity development: A Systems exploration of a partnership of Africa universities to develop capacity in health workforce". University of Western Cape, 2020. http://hdl.handle.net/11394/7648.
Pełny tekst źródłaStreszczenie:
Philosophiae Doctor - PhDHealth system in Sub-Saharan in Africa face multifaceted capacity challenges to fulfil their mandates of service provision and governance of their resources. Wide-ranging capacity development interventions exist to address these limitations. however, failure to take into account complexity into planning and implementation in the practice and research of these capacity development intervention predominate , hindering understanding and learning, and resulting in poor implementation or lack of sustainability of the capacity gains.
33
Dunham, Annette Heather. "Knowledge Management in the Context of an Ageing Workforce: Organizational Memory and Mentoring". Thesis, University of Canterbury. Psychology, 2010. http://hdl.handle.net/10092/4716.
Pełny tekst źródłaStreszczenie:
Organizational memory has significant potential for companies’ competitive advantage, with mentoring considered a particularly effective method of transferring this knowledge. Older workers are often considered ideal mentors because of their experience and alleged willingness to pass on their knowledge. There is an associated assumption that these workers anticipate and experience positive outcomes from mentoring others. This thesis tested if these assumptions hold up in 21st century workplaces - some discriminatory practices towards older workers and a career contract that no longer guarantees employment, may discourage knowledge sharing.
An organizational memory scale was constructed to help test the assumptions and an exploratory factor analysis involving 143 employees from eight companies resulted in 21 items and five correlated factors including socio-political knowledge, job knowledge, external network, history, and industry knowledge. Two confirmatory factor analyses, the first involving 287 employees and the second 115 retirees, found support for five correlated first-order factors and a second order factor, organizational memory.
In a third study involving 134 employees, support was found for a model of organizational memory and empowerment. Age was found to relate to organizational memory but this relationship was mediated by organizational tenure. In turn, organizational memory was found to relate to psychological empowerment and the frequency with which participants were requested to share knowledge at work. Organizational memory, empowerment and request to train and mentor others also positively related to organization-based self-esteem.
In the fourth study, an organizational case study involving 78 employees, support was found for a model of organizational memory and the intention to mentor within the context of an aging workforce. Generativity and the expected cost of the time and effort involved in mentoring mediated the relationship between organizational memory (specifically, socio-
political knowledge) and the intention to mentor. Furthermore those participants with high scores on both organizational memory and occupational self-efficacy anticipated more cost in time and effort, and indicated less intention to mentor, than those with high organizational memory but low occupational self-efficacy. These findings challenge the assumption that experienced workers are, as a matter of course, willing to mentor others.
In a final study involving 96 retired individuals, there were no significant differences found between retirees with and those without experience as a mentor, in career satisfaction and unwelcome work ruminations. However notably, the study showed that participants did experience unwelcome work ruminations even (as in the case of some) well into retirement. The thesis concludes with a summary of findings as they relate to the assumptions under examination, an outline of the overall implications of the findings for future research and for organizational practice, and closing remarks about the overall research contribution of the thesis.
34
Bridges, Carla Marie. "Entrepreneurship education and economic development preparing the workforce for the twenty-first century economy /". Connect to this title online, 2008. http://etd.lib.clemson.edu/documents/1211391072/.
Pełny tekst źródła
35
Boyle, Jon. "Working "Faster, Better, Cheaper": A Federal Research Agency in Transition". Diss., Virginia Tech, 2002. http://hdl.handle.net/10919/28231.
Pełny tekst źródłaStreszczenie:
This research study explored the theoretical underpinnings of implementing government reform in the National Aeronautics and Space Administration (NASA), specifically focusing on a management philosophy called Faster, Better, Cheaper (FBC). It is situated within the broader context of Government reform efforts that attempt to increase the efficiency and effectiveness of government organizations in their delivery of products and services to the public.
This study employed the Grounded Theory qualitative research methodology that concentrates on a central phenomenon and generates a theory from a category or construct-oriented approach. The objective is to generate a substantive-level theory that describes the practice of FBC within NASA and is grounded in the data collected from the organization. The following research questions guided this study:
1.What is the meaning of Faster, Better, Cheaper for Public Professionals in the NASA organizational environment?
2.What are the interrelationships between concepts of faster, better, and cheaper?
3.How does the technical and cultural structure of NASA influence the implementation of Faster, Better, Cheaper?
4.What are the required workforce capabilities to perform Faster, Better, Cheaper in NASA?
The theoretical sample for this study consisted of interviews scheduled with NASA personnel involved in Faster, Better, Cheaper projects. NASA documents and reports were analyzed to saturate the initial 29 provisional categories. A representation of the phenomenon of FBC was developed following the data analysis, including causal conditions, strategies, environmental conditions and context, and consequences. Several findings addressed the meaning of FBC, the interrelationships between the concepts, the impact of organizational infrastructure, and required workforce capabilities. Topics for future research are the nature of risk in public organizations, tools for aligning and measuring public policy alignment and implementation, leadership of public sector teams, and generalizing the findings to other organizations.Ph. D.
36
Hundley, Katrina M. "A Profile of Current Employee Training Practices in Selected Businesses and Industries in Southwest Virginia". Diss., Virginia Tech, 2003. http://hdl.handle.net/10919/28542.
Pełny tekst źródłaStreszczenie:
The purposes of this study were to (a) establish a profile of the current training practices of selected businesses and industries in Southwest Virginia; (b) identify the type of training methods these companies are choosing -- such as traditional classroom training or web-based training programs, and (c) identify how the training methods are selected. This profile established baseline data for current business and industry employee training programs.
The population of this study included every business and industry that had participated in workforce development programs provided by community colleges located in the southwest region of Virginia in 2001 and 2002. The researcher developed an Internet-based survey instrument and solicited data from 205 organizations.
Descriptive analyses were used to organize, summarize, and describe the data collected from all participants; specifically frequencies of responses to individual survey items were reported. Of the 205 organizations surveyed, 88 returned a questionnaire giving an overall response rate of 42.9%.
The results showed that manufacturing was the most represented industry, most participants held a management position, and most worked in the human resources department. The majority of businesses expected some type of increase in their training programs within the next year. Nearly all indicated that they use classroom-based training programs, and a substantial number indicated using videotapes, self-study materials, computer software or CD-ROMS, and web-based training methods. Many of the participants said that they offer training for skill development in the areas of computer applications, technical skills and knowledge, communication skills, and safety procedures. Lastly, cost, flexibility, perceived value, and timeliness of the program were criteria rated as most influential in the decision to use a particular training method.Ph. D.
37
Wells, Christopher R. E. "Exploring the Ability of Nonprofit Workforce Development Programs to Impact Poverty in Franklin County, Ohio". The Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=osu1236481905.
Pełny tekst źródła
38
Al, Shanfari Abdullah Mubarak Salem. "The development of government policy in technical education and vocational training in the Sultanate of Oman : 1970-1990". Thesis, Cardiff University, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.334723.
Pełny tekst źródła
39
DeWees, Eric(Eric R. ). "A new life for hotels : adaptively reusing limited service hospitality properties as workforce housing". Thesis, Massachusetts Institute of Technology, 2020. https://hdl.handle.net/1721.1/129102.
Pełny tekst źródłaStreszczenie:
Thesis: S.M. in Real Estate Development, Massachusetts Institute of Technology, Program in Real Estate Development in conjunction with the Center for Real Estate, September, 2020Cataloged from student-submitted PDF of thesis.
Includes bibliographical references (pages 41-42).
This thesis examines the potential for reinventing an existing asset class -- limited service hospitality properties -- as new workforce housing properties. Due to the cyclical demand profile, modest price points, and relatively fragmented ownership of limited service hotels in the United States, these properties often escape the attention of highly sophisticated investors and developers. Furthermore, as relatively low margin businesses, many of the properties are visually unappealing and have significant deferred maintenance needs. Coupled with this dynamic is the fact that the United States is facing a nationwide housing crisis and suffers from a structural shortage of affordably priced housing alternatives. This thesis examines the economics of limited-service hospitality assets; the growth of workforce housing as a residential asset class; and the potential for redeveloping legacy hospitality properties into new workforce housing. In order to supplement the aforementioned macro and secular analyses, this thesis also includes a case study of the redevelopment of an antiquated motel in Oceanside, California.
by Eric DeWees.
S.M. in Real Estate Development
S.M.inRealEstateDevelopment Massachusetts Institute of Technology, Program in Real Estate Development in conjunction with the Center for Real Estate
40
Galván, Galván José Alfredo. "Effects of College Internships on the Innovation Capability and Employability of the Mexican Workforce". Research Showcase @ CMU, 2014. http://repository.cmu.edu/dissertations/456.
Pełny tekst źródłaStreszczenie:
It is theorized that competition in the global market requires highly skilled human capital with different types and levels of skills, and with transferable skills. Internships are intended to nurture the skills and make students better professionals, better innovators, and more likely to get employment. In this thesis I evaluated these claims by examining the effect of the skills developed by internships on the professional performance, innovation capability and employability of Mexican students. The purpose of this thesis is to evaluate both the mandatory internship program in its ability to improve employability and to test some of the educational theories of workforce improvement and of what skills contribute to workers’ innovation capacity. Internships prepare students for the workplace by giving them opportunities to develop relevant skills. The Committee on the Assessment of 21st Century Skills of the U.S. National Research Council (NRC), identified three categories of workplace skills enabling individuals to face 21st Century challenges: cognitive, interpersonal, and intrapersonal skills. I tested the relevance of these skills to interns’ professional performance using intern evaluation data on interns working at a multinational enterprise in the global steel industry, Ternium Mexico. A general model of internship outcomes was used to predict Main task and learning performance internship outcomes, and ordered logistic regression was used to predict Overall internship performance. The results confirmed that (1) cognitive intelligence or technical skills are necessary but not sufficient for success in executing professional tasks and (2) certain interpersonal and intrapersonal skills were also significantly associated with better professional performance as an intern. vi The ability to innovate is one of the most important and desired meta-skills for individuals, firms, and economies. It is believed that nurturing students’ innovation capability will improve their employability and their ability to deal with a rapidly changing future. A recent conceptual model of Individuals’ Innovation Capability, the D4 innovation model, has four stages: defining, discovering, developing, and demonstrating. Using the same internship evaluation data set, I determined whether the four D innovation skills: defining, discovering, developing and deploying skills, predicted Individuals’ Innovation Capability. The study confirmed that three of the innovation skills, discovery, developing and deploying, increase Individuals’ Innovation Capability. The foundation skills of oral communication and ability to self-update, and the professional competencies of establishing priorities and explicit knowledge also foster individual innovation capability. Internships have often been required for graduation by institutions of higher education because internships are perceived to help students increase their employability as well as provide educational value. I conducted statistical analyses to test whether students’ performance as interns and the number of internships they completed are predictive of their Probability of Employment, controlling for various labor-market conditions. The study analyzed the records of graduates at a private Mexican university who had completed undergraduate degrees as well as mandatory internships. A logistic regression model for job placement four months following graduation included: individual factors, personal circumstances, external conditions, and interactions with external conditions. This study revealed that the performance as an intern played an important role on employment and that employability depended on the interaction of a vii graduate’s personal assets, his/her family connections, and whether or not the labor market was contracting. This thesis is an empirical exploration of educational theory concerning the value of internships and also the skills that internships should foster. Since educational policy is frequently driven by theory, such validation is a potentially useful reality-check for policy makers. This work can inform educational policy and provide the underpinnings for shaping initiatives that benefit students, firms and the region.
41
Searson, Aaron. "THE PROSPECT FOR COMMUNITY-BASED INTERVENTION INTO WORKFORCE DEVELOPMENT POLICY FOR LOW-SKILLED URBAN POPULATIONS". Master's thesis, Temple University Libraries, 2009. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/69878.
Pełny tekst źródłaStreszczenie:
Urban StudiesM.A.
This case study documents the experience of the Opportunities Industrialization Center of America (OICA) during the transition to and implementation of the Comprehensive Employment and Training Act of 1973 (CETA). It explores the potential of maintaining a community-based workforce development model for low-skilled urban populations in changing policy contexts that rupture existing frameworks linking people to work. Community-based organizations with unique service delivery models, including OICA, were given less direct funding and influence in workforce development provision and production under CETA. I explore to what extent the government and OICA promoted community-based leadership in planning and ideal implementation of workforce development for low-skilled populations in this milieu. I analyzed archival data documenting correspondence between OICA and government and within OICA from the enactment of CETA in 1973 through 1977. OICA was instrumental in adopting context-specific orientations towards government and other service providers to maintain a voice and to garner funding, and also had internal strife over how to expand and prioritize community input within CETA's regulations. More consistent funding and a sincere commitment to community representation in workforce development provision and production by both the state and organizations like OICA is essential to promoting ideal workforce development for spatially and economically isolated urban communities. Support for and implementation of rigorous internal evaluation, with participation of all stakeholders, would also improve processes and outcomes for an organization looking to both promote community empowerment and expand nationally.
Temple University--Theses
42
Haffey, James L. "Level of involvement among Mississippi community college workforce personnel in community and economic development activities". Diss., Mississippi State : Mississippi State University, 2007. http://library.msstate.edu/etd/show.asp?etd=etd-11092007-111629.
Pełny tekst źródła
43
Follby, David, i Hector Karlsson. "Kompetensbreddning för flexibel produktion : En fallstudie på fallföretag". Thesis, Linnéuniversitetet, Institutionen för maskinteknik (MT), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-105394.
Pełny tekst źródłaStreszczenie:
Workforce planning is a strategic key factor in the efficient use of the organisation’s resources. By promoting and utilizing the workforce’s kowledge, skills, education and competence the organisation can achieve long-term success.The purpose of this work is to investigate how planning and management of the operators competence can be reflected in the production. The primary questions that are intended to be answered in this work are:In which ways can a production prove to be vulnerable in terms of the competence among operators and their quantities?What effects can be achieved by broadening the competence among operators thru learning multiple machines? And how will it be possible to achieve a broadening of the competence?The aim of this case study is to present suggestions on how the competence among operators can be increased to achieve a more flexible production.The result showed that the production became vulnerable in flexibility in form of transfering personnel between machines and to replace absence when the quantity of operators has been strictly adapted to the number of machines. Since the operators received no opportunity to develop their competence they were instead limited to their orginal workplace. A competence matrix on minifactory level containing current state, target and activity list were presented as one of the suggestions to easier identify where the operators competence level is.
44
Jones, Joanna Dawn. "Improving workforce environmental behaviour : a case study of the construction industry". Thesis, University of Northampton, 2010. http://nectar.northampton.ac.uk/8863/.
Pełny tekst źródła
45
Pascoe, Deborah. "Evaluation of knowledge translation and workforce development through targeted exercise for falls prevention education programs for exercise physiologists". Thesis, Federation University Australia, 2015. http://researchonline.federation.edu.au/vital/access/HandleResolver/1959.17/100003.
Pełny tekst źródłaStreszczenie:
There is a wealth of evidence supporting the positive effects of exercise for falls prevention. The problem that faces researchers, policy makers, accreditation bodies and higher education providers is how to best translate this information to allied health practitioners to ensure they are providing the best evidence-based practice to their clients. One in three community dwelling older people over the age of 65 years fall every year and this figure increases to one in two people over the age of 80 years. As a profession, exercise physiologists (EPs) are responsible for providing exercise for the prevention, maintenance and treatment of chronic disease and complex medical conditions, including prescribing exercise for falls prevention. The incidence of falls, chronic disease and complex medical conditions increases with age and as Australia moves towards an ever ageing population, the cost burden of health care for older people and falls is exploding. Exercise physiology and exercise science professionals have an opportunity to become champions of exercise for falls prevention and assist in ameliorating the ever increasing burden of falls in Australia. By targeting the exercise physiology profession and providing methods to translate the research evidence, there is great potential to build workforce capacity to deliver falls prevention exercise programs. But how best to target the profession of exercise physiology? Advances can be made by targeting undergraduate and post-graduate university programs or as part of mandated professional continuing education programs which focuses on both the future and current exercise physiology workforce respectively. A scoping study conducted across two States in Australia (New South Wales and Victoria) established that at the time, the current level of knowledge of undergraduate human movement and exercise and sports science students and post graduate exercise rehabilitation/exercise physiology students, was inadequate with regard to falls risk and exercise prescription for fall prevention in older people. These results highlighted the need for the development and widespread implementation of an evidence-based “exercise for falls prevention” curriculum for future exercise professionals. The UniFPEP curriculum was developed to provide evidence-based teaching and learning resource materials to enhance learning beyond current levels by translating the latest research evidence regarding falls risk and exercises for falls prevention to produce a discipline leading curriculum. The curriculum was designed to enhance exercise science and exercise rehabilitation students’ learning outcomes through the provision of online lectures and learning materials to supplement and strengthen the delivery of face-to-face lectures, practical classes and self-directed learning tasks. The UniFPEP curriculum was implemented at the University of Ballarat and following completion students’ knowledge outcomes and self-reported confidence to prescribe exercise for older people and for falls prevention were significantly increased. The results indicated that a significant change in knowledge and confidence can be achieved during a 2-3 week educational period during a normal university semester. More importantly, these changes were retained 13 weeks after completion of the UniFPEP curriculum. Following evaluation of the UniFPEP the curriculum was reviewed and prepared as a workforce continuing education program (CEP) (Fit+Fall=Free). This was implemented and evaluated as a clustered controlled trial to compare two different delivery modes: face-to-face and online, to a control group of exercise physiology professionals. The Fit+Fall=Free CEP showed significant improvements in the knowledge and confidence of EPs in prescribing exercise for older people and exercise prescription for falls prevention for both the face-to-face (F2F) and Online delivery modes. The F2F delivery of the Fit+Fall=Free CEP provided the greatest long-term impact with the increases being maintained at a significant level six months post workshop.Doctor of Philosophy
46
Maboa, Tsietsi Esrom Izzy. "Evaluating the impact of employment skills development services (ESDS) training programme of the Department of Labour". Diss., University of Pretoria, 2009. http://hdl.handle.net/2263/23817.
Pełny tekst źródłaStreszczenie:
This research evaluates the causes for the failure of DoL training projects to produce a skilled and employable workforce after being trained through the Skills Development Act initiatives. The actual teaching process during training is a focal point in this research, unlike the past Job Placement Verification Studies which ignored this development. The fundamentals of evaluation are discussed with emphasis placed on the purpose of a training programme offered by the DoL. In this study, a qualitative paradigm that in essence entails the systematic noting and recording of events, behaviours and artefacts in the social setting was the design and methodology which underpins my choice of case study and observations. I targeted a particular group in the full knowledge that it does not represent the wider population but simply represented itself, thus I cannot make generalizations from the results. Different theories on programme evaluation, adult learning and learning theories are highlighted and a link between different theories and approaches to training programmes is created. Analysis of data has shown that peripherals and antecedents have been largely ignored by the previous studies, and influenced the actual training programme, trainees and training outcomes adversely. Additionally the enquiry has uncovered several instructional related factors that have contributed to non-delivery. These range from the level of readiness of trainees, the competency of the instructor and adequacy of the learning material to the actual instructional context and learning environment. All revealed that every aspect mentioned has a critical role to play in achieving the training objectives. The research concludes with a brief discussion on recommendations to review the entire process of DoL training programmes. CopyrightDissertation (MEd)--University of Pretoria, 2009.
Science, Mathematics and Technology Education
unrestricted
47
Jones, David Raymond. "A cultural development strategy for a firm wishing to maximise the sustainability behaviour of its workforce". Thesis, University of Huddersfield, 1998. http://eprints.hud.ac.uk/id/eprint/4836/.
Pełny tekst źródłaStreszczenie:
This research builds a hypothesis and a set of cultural principles upon which a firm needs to act if it wishes to move towards sustainability. It is assumed in this research that a company wishing to move towards sustainability needs to proactively address its long-term, environmental, social and financial responsibilities. As these responsibilities are continually changing over time, this research assumes that a firm needs to build a capability to respond. In order to achieve this a firm needs to maximise the behaviour and commitment towards sustainability of all its workers. The cultural principles form the basis for choosing the most appropriate organisational structure, management style, reward systems etc. to move a firm towards sustainability. The research initially develops these principles by identifying several relevant topic areas through a set of expert four-day workshops. It then explores empirical case study research findings from three U.K. best-practice firms; The Body Shop International plc, Traidcraft plc and Suma Wholefoods. These firms are defined as best-practice as they each are leading innovators within either the environmental protection or social equity fields. They each also share a top-management commitment to moving towards sustainability. The emergent hypothesis argues against using the 'unitarist' (strong) cultural, topdown approach which represents the most popular strategy of the 1980's culture writers. The three cultural principles which typify this unitarist approach are identified as leadership (values and financial), mission support and worker accountability. Similarly, the hypothesis also argues against the 'pluralist' cultural, bottom-up approach. The three cultural principles which typify this pluralist apporach are identified as participation, personal support and management accountability. Instead, the research hypothesis argues that a business should adopt an optimal combination of both unitarist and pluralist principles. This optimal combination is contingent, at any point in time, upon the firm's historical cultural approach, the extent of diversity of values and opinions amongst workers and the extent of top management commitment towards sustainability. In order to help a firm move towards its optimal unitarist-pluralist mix, two further overarching principles are also identified; worker involvement and mutual trust. It is proposed that these principles will be realised fully only when a firm's optimal mix is developed.
48
Brensing, Brandon Alan. "The peak one neighborhood: an attainable housing development". Kansas State University, 2011. http://hdl.handle.net/2097/8528.
Pełny tekst źródłaStreszczenie:
Master of Regional and Community PlanningDepartment of Landscape Architecture/Regional and Community Planning
Larry L. Lawhon
This report examines the Town of Frisco, Colorado development process utilized to implement an attainable housing development within a resort style community. This report begins with the review of historic trends in affordable housing initiatives in American culture that has led to the importance of creating a diverse housing stock. The report was conducted by review of articles, government records, private and public reports, and research on the housing demand and analysis in the regional area. This report was conducted to provide resort style communities, similar to the Town of Frisco, a clear process of implementing an attainable housing development through the use of private/public partnerships. Frisco’s private/public partnership with the development team of Ten Mile Partners serves as a plausible process a community can undertake to increase a community’s housing stock diversity and affordability for long term residents.
49
Fields, Zenobia L. "Using Public Policy to Promote Community Economic Development". Thesis, Virginia Tech, 2004. http://hdl.handle.net/10919/9891.
Pełny tekst źródłaStreszczenie:
This study is being conducted in the interest of discovering changes that can be made in transportation and workforce policy to promote economic development. These changes will revolve around the amalgamation of place-based and people-based strategies with an emphasis on investment in people. The people-based strategies will relate to transportation policy, while place-based strategies will pertain to workforce policy.
The following research questions will be answered: What people-based policy changes need to occur through collaborative efforts to foster environments in urban areas that synthesize upward mobility through workforce development? What are the advantages of place-based and people-based strategies? How can transportation policy like Job Access and Reverse Commute grant programs, a people-based strategy, be changed to produce greater outcomes? What lessons can be learned from products of workforce development policy such as one-stop centers, a place-based strategy, in terms of performance? To answer these questions, the investigation uses case studies of Job Access and Reverse Commute grant and one-stop center programs, with the intent of deriving a framework for interagency coordination strategies.
The case studies include the Northern Jersey Transportation, the Baltimore Metropolitan Regional Transportation and the Portland, Oregon Tri-Met Plans. In addition, one-stop centers within the same three regions were examined for potential connections. A comparative analysis of all the case studies will be performed focusing on six major components in order to propose a policy framework that includes federal influence, governance structure, mechanism to connecting with the marker, feedback mechanisms, incremental career step provisions, and accountability systems.Master of Urban and Regional Planning
50
Van, Dyke Melissa Kay. "Creating a Professional Pathway for the Women who Care for our Children: An Anthropological Study of an Early Childhood Workforce Development Policy". Scholar Commons, 2015. https://scholarcommons.usf.edu/etd/5594.
Pełny tekst źródłaStreszczenie:
Historically, the early childhood workforce has been described as undereducated, poor, and disproportionately comprised of women of color. The EDUCATE workforce development policy was designed to advance the professional development of under-paid and under-valued child care workers. This study focuses on the history, intent, and impact of this policy at the intersection between the grantees, the State, the various organizational contexts, and the broader structural forces. More broadly, complex issues and challenges related to the early childhood workforce are surfaced. Finally, through a critical analysis of the findings, the hidden and dominating forces that maintain the current level of inequity for the early childhood workforce are revealed. From an applied anthropological perspective, the findings from this study can inform the design, adjustment, and implementation of the EDUCATE workforce development policy, as well as other policies and practices at state, county, community college, and child care center levels.