Дисертації з теми "Management skills development"
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Cloete, Harlan C. A. (Harlan Courtenay Alva). "Skills development and organisational development : an assessment." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52452.
Повний текст джерелаENGLISH ABSTRACT: Education and training under apartheid can at best be described as fragmented and unequal along racial lines. The consequence of the decades of human resource neglect resulted in the virtual destruction of human resource potential, with devastating effects for social and economic development. At the organisational level witness to this has been the lack of career paths offered to workers and the debilitating effect on worker motivation and general productivity. In response to this state of affairs the South African government introduced a number of innovative laws aimed at reversing this downward spiral: The Skills Development Act, 1998 and the related legislation have as their single objective the establishment of a more enabling and responsive human resource environment. This will amount to the rebuilding of the South African workforce within organisations through the introduction of new sets of human resource processes, policies and principles. This study compares the activities of the Pioneer Foods Group with those of the Drakenstein Municipality in relation to the skills development regulatory framework and the subsequent obligations it places on organisations to establish new human resource practices. The study goes further and seeks to establish whether there is a causal link between the processes of skills development and Organisational Development (00). The study concludes that there is a definitive link between the skills development regulatory framework and 00. The two processes are regarded as mutually supportive, leading to the achievement of individual and organisational end goals.
AFRIKAANSE OPSOMMING: Opvoeding en opleiding onder die Apartheidsregering kan beskryf word as gefragmenteerd, ongelyk en geskoei op ras. Die gevolge van dekades van menslike hulpbron vernalting het geweldige en verreikkende ekonomiese en sosiale implikasies tot gevolg gehad. 'n Nadere blik op die vlak van organisasies dui aan dat vir werkers geen beroeps vooruitsigte was nie met die gevolg dat die motiverings vlak en veral produktiwiteit ontsettend laag was. Die respons vanaf die Suid Afrikaaanse regering was die bekendmaking van 'n reeks innoverende wetgewing gemik om die afwaartste kurwe te stop. Die Vaardigheids Ontwikkeling Wet, 1998 en die ander meegaande wette het as primêre doelwit die daarskep van "n meer verantwoordelike menslike hulpbron klimaat. Dit het ten doel die heropbou van die Suid Afrikaanse mense deur die bekendmaking van "n stel menslike hulpbron prosessese, beleid en beginsels. Hierdie studie fokus en vergelyk die vaardigheidsontwikkeling aktiwiteite van die Pioneers Voedsel Groep met die van die Drakenstein Munisipaliteit. Die studie gaan verder deur vas stel of daar n definitiewe verband is tussen die prossese van vaardigheidsontwikkeling en die van organisasie ontwikkeling. Die slotsom is die volgende: dat daar 'n definitiewe verbintenis is tussen vaardigheidsontwikkeling en organisasie ontwikkeling. Die twee prossese steun op mekaar deurdat beide ten doel het 'n verbeterde organisasie en individu, soos hulle strewe na die bereiking van doelwitte.
Abodohoui, Alexis. "Influence of Chinese management soft power on African skills development." Doctoral thesis, Université Laval, 2019. http://hdl.handle.net/20.500.11794/36633.
Повний текст джерелаThis thesis focuses on the Influence of Chinese management soft power on African skills development. The fundamental research question is: how were Africans who studied in China influenced by Chinese soft power? Have they developed managerial skills like Chinese managers or entrepreneurs? To answer these questions, the first article offers a synthetic perspective of the works done on China-Africa between 2014-2015. Based on this literature review, Chinese investments in Africa, the actors, and motivations, mode of entry, impacts and management challenges were analyzed in the light of theories in international management. This review offers new perspectives for exploring Chinese investments in African countries and contributes to the body of knowledge on Sino-African relations. In the second article, due to the growing integration of the two regions, a comparison of managerial practices between China and African countries was made. The purpose of this article is to facilitate this understanding through a critical analysis of the literature. Based on our analysis, some similarities and divergences related mainly to management foundations, managerial styles, networking and entrepreneurship were identified. The third article analyzes, through acculturation theory, the influence of Chinese culture on the managerial practices of Africans trained in China. Based on multiple linear regression, this article analyzes not only the effect of acculturation on the development of entrepreneurial capacities but also the moderating role of networking on the different on acculturation. As for the last article, it makes it possible to identify the managerial and entrepreneurial capacities developed by Africans during their stay in China. Using an interpretive methodological approach and based on the Soft Power theory, the themes that emerge from the cognitive repertoire of African managers and that reflect the capacities developed are: network development, risk-taking, optimism and pragmatism. The results of this study provide new perspectives for the exploration of Chinese soft power in Africa. They show that China does not only influence through aids, investments, economic model, etc. but it also inspires many countries due to its management ideas known as Chinese Management Soft Power. Keywords: managerial practices; soft power; African management; Chinese management; knowledge transfer; entrepreneurship, capacity building, cultural adaptation; investments.
Osbome, Steve. "A systematic management approach to skills development within an organisation." Master's thesis, University of Cape Town, 2001. http://hdl.handle.net/11427/5491.
Повний текст джерелаIncludes bibliographical references.
The Skills Development Act has recently become law in South Africa. The act seeks to develop and enhance the skills of the workforce and proponents argue that it encourages companies to become learning organisations. Under this law, employers are obliged to pay a skills development levy. The levy is essentially a tax, a portion of which can be reclaimed depending on the type of training a company undertakes. The purpose of this project is to explore the implementation of skills development within the new paradigm created by the legislation.
Biga, Andrew. "Measuring Diversity Management Skill: Development and Validation of a Situational Judgment Test." [Tampa, Fla] : University of South Florida, 2007. http://purl.fcla.edu/usf/dc/et/SFE0002262.
Повний текст джерелаAugustine, Jill. "Design and Development of Objective, Structured Management Examinations (OSMES) on Management Skills Among Pharmacy Students." Diss., The University of Arizona, 2016. http://hdl.handle.net/10150/612140.
Повний текст джерелаAnikin, Vasiliy. "Skills training and development : Russia in comparative perspective." Thesis, University of Essex, 2018. http://repository.essex.ac.uk/21789/.
Повний текст джерелаBurke, Veronica. "Development of conflict handling skills via outdoor management development : a framework for optimising the process." Thesis, University of Edinburgh, 2002. http://hdl.handle.net/1842/23283.
Повний текст джерелаAyubi, Harry H. "Advanced skills required for engineering leaders in global product development." Thesis, Massachusetts Institute of Technology, 2011. http://hdl.handle.net/1721.1/70795.
Повний текст джерелаCataloged from PDF version of thesis.
Includes bibliographical references (p. 85-88).
Observations from first hand experience on the Boeing 787 Program during development of perhaps the most important and exciting new commercial airplane in recent history has identified opportunities to enhance the global product development skills of key engineering leaders. Extreme challenges related to typical factors (e.g., cost, schedule, quality) are coupled with a radically different business model - one shaped by a product development strategy that relies heavily on globally dispersed risk-sharing partners. In addition, the 787 would use dramatically new carbon composite materials and manufacturing methods for the airplane structure, as well as advanced technologies for the airplane systems and propulsion. This was further complicated by the parallel development of new design software intended for use in creating, sharing, and managing all 787 product definition data. The lead design engineer - among the most critical resource on the product development team - must engage on all fronts. Given the complexities of this endeavor, advanced skills are necessary for engineering leaders to succeed, and Boeing must ensure they have these skills. This research was intended to specify some of these advanced skills, identify deficiencies in the current workforce, and suggest ways in which industry and academia might team together to address such deficiencies.
by Harry H. Ayubi.
S.M.in Engineering and Management
Mkiva, Sisanda Michelle. "The impact of a customised management development programme on a selected organisation." Thesis, Cape Peninsula University of Technology, 2019. http://hdl.handle.net/20.500.11838/3019.
Повний текст джерелаThis study assessed the impact of a customised management development programme on the senior staff in the Cape Town branch of a logistics organisation. The study analysed the staff’s development and determined the challenges that the senior staff and middle managers were facing after the organisation had gone through a number of management changes. The organisation was committed to creating a learning culture. Thus, the organisation had embarked on a clear strategic direction to enhance the leadership skills of the mid-level managers in the business. From an impact and cost-effectiveness point of view, the focus was on the middle management to start creating a learning culture in the organisation. To gather data, this qualitative study used a questionnaire with open-ended questions sent to the middle managers of the logistics organisation. This gave the researcher the opportunity to gain a deeper understanding of the phenomenon and to ask for clarification. The sample size used was 30 middle managers. The study found that the customisation of the management development programme aimed at the middle managers played a pivotal role in retaining staff and in increasing the performance of both the employees and the organisation. The findings showed the employees felt they could relate to operational goals and efficiencies much better after the focused intervention. The employees realised that they are an esteemed resource of the organisation, and that the success or failure of the organisation relies on the performance of the management staff of the organisation. Furthermore, in order to get employees to perform optimally and to improve their performance, they required the right tools, equipment and working environment.
De, Klerk Natasha. "Analysing entrepreneurial and marketing development skills for small tourism enterprises in the Vaal Triangle region / Natasha de Klerk." Thesis, North-West University, 2009. http://hdl.handle.net/10394/3100.
Повний текст джерелаThesis (Ph.D. (Business Management))--North-West University, Vaal Triangle Campus, 2009.
Ortman, James Francis. "Strategies to Teach Customer Service Skills." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3408.
Повний текст джерелаJones, Paul Mervyn. "School leadership for the 21st century : the professional development of the primary headteacher." Thesis, University of Southampton, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.343359.
Повний текст джерелаVan, Eeden Quinton. "Communities of practice as a national skills development strategy." Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/49887.
Повний текст джерелаENGLISH ABSTRACT: The South African society and economy are characterised by a duality - one is highly developed and able to participate in the global KnowledgeEconomy; the other, largely focused on subsistence with no access to the "infostructure" and opportunities of the Information Age. At the root of this duality is the disparity in skills between the developed and developing sectors of our society. Whileskills development is required in the developingsector along with other measures to address the "digital divide", skills retention through the transfer and sharing of knowledgeis required in the developed sector where various factors are causing a flight of skills from South Africa. These disparate objectives further exacerbate the unequal distribution of skills, knowledge, opportunities, and income and increase the chasm between "the two economies", negating any participation by South Africa in the global Knowledge Economy. Communities of Practice, as a proven and mature knowledge management strategy, is proposed as an appropriate method whereby skills development and knowledge transfer can take place in South African organisations and it is proposed that the National Skills DevelopmentStrategy recognises communities of practice as a core element. Individual and organisational learning in terms of skills development and knowledge transfer as well as the nature, support, structure, and value of communities of practice are conceptualised and described to provide a broad understanding of and illustrate the contribution that that communities could make to South Africa's ability to participate in the KnowledgeEconomyand closing the divide between our "twoeconomies".
AFRIKAANSE OPSOMMING: KENNISGEMEENSKAPPE AS 'N NASIONALE VAARDIGHElDS ONTWIKKELING STRATEGIE Die Suid Afrikaanse samelewing en ekonomie word gekenmerk deur 'n dualiteit - een sektor is hoogs ontwikkel en neem deel aan die globale Kennis Ekonomie; die ander is hoofsaaklik gefokus op oorlewing met geen toegang tot die inligting infrastruktuur van die Inligtings Era nie. Die ongelykheid in vaardighede tussen die ontwikkelde en ontwikkelende gemeenskappe is die kern van die genoemde dualisme. Die ontwikkelende sektor benodig dat die vaardighede van die breë samelewing ontwikkel word ten einde hulle in staat te stel om deel te neem aan die kennis samelewing. Aan die ander kant is daar 'n behoefte by die ontwikkelde sektor om bestaande kennis oor te dra en te deel ten einde die aaneenlopende verlies aan kennis en vaardighede te bekamp. Kennisgemeenskappe as 'n bewese kennisbestuur strategie, word voorgestel as 'n gepaste metode waardeur die ontwikkeling van vaardighede en die oordrag van kennis kan plaasvind binne Suid Afrikaanse organisasies en dit word aanbeveel dat kennisgemeenskappe erken word as 'n kern element van die Nasionale Vaardigheids Ontwikkeling Strategie. Individuele en organisatoriese kennis inname/bestuur in terme van vaardigheidsontwikkeling en kennis oordrag asook die aard, struktuur, ondersteuning en waarde van kennisgemeenskappe word bespreek. Dit word gedoen ten einde 'n breë begrip daar te stel van die aard en inhoud van, en die bydrae wat kennisgemeenskappe kan maak tot Suid Afrika se deelname aan die Kennis Ekonomie te illustreer. Dit word gestel dat kennisgemeenskappe kan bydra om die dispariteit tussen die twee ekonomieë in Suid Afrika aan te spreek.
Greene, Hillary Ayn. "Learn from Yesterday, Live for Today, Hope for Tomorrow: The Development of a Life Skills Scale." Oxford, Ohio : Miami University, 2008. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=miami1213282018.
Повний текст джерелаNtlonze, Chapman Mphuthumi. "Project management training for community development." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52418.
Повний текст джерелаENGLISH ABSTRACT: The Government of South Africa introduced the Reconstruction and Development Programme (RDP) as a means of addressing the sub-standard, living conditions many underprivileged and disadvantaged societies were experiencing in the country. That gave community development impetus. The RDP, as a government policy, presupposed that public institutions would be responsible for its implementation. That implied that public officials, inter alia, would have to facilitate community development. This change agent status of public officials also implied that they would have, out of necessity and demand, to acquire or to demonstrate knowledge of project and community development management skills. Management sciences argue that an organisations' effectiveness is, amongst other, the result of interplay between the internal capacity (inputs), outputs (production) and outcomes (impacts). Internal capacity includes, among others, the training of personnel for the achievement of goals. This study, as stated in the research question, seeks to explain the relationship between project management training and effective community development. It seeks to establish whether there are a significant number of public officials who are trained in project management for community development. The study focuses on the Province of the Eastern Cape, especially the Department of Sport, Recreation, Arts and Culture, with special reference to cultural officers. The study further presents the Willowvale Case Study to demonstrate in a practical way the relevance of project management skills to the implementation of community development programmes. This case study also serves as base to launch arguments in favour of trained public officials. The research results suggest that public officials, especially cultural officers, lack project management skills. These findings presuppose that the implementation of some community development projects may be flawed, delayed or postponed. The study recommends that the Province of the Eastern Cape consider setting up an interdepartmental body for the purpose of establishing an integrated project and community development training policy, in consultation with relevant tertiary institutions for support and advice.
AFRIKAANSE OPSOMMING: Die Suid-Afrikaanse regering het die Heropbou- en Ontwikkelingsprogram (HOP) ingestel as instrument om die substandaard lewensomstandighede wat verskeie minderbevoorregte en agtergestelde gemeenskappe in die land ervaar, aan te spreek. Die HOP, as regeringsbeleid veronderstel dat openbare instellings verantwoordelik is vir die implementering daarvan. Dit impliseer dat openbare amptenare, onder andere, gemeenskapsontwikkeling moet fasiliteer. Hierdie veranderingsagent status van openbare amptenare impliseer dat hulle as 'n noodsaaklikheid vaardighede in projekbestuur en gemeenskapsontwikkeling moet bekom of oor beskik. In die bestuurswetenskappe word geargumenteer dat organisatoriese effektiwiteit onder andere die resultaat is van 'n verwantskap tussen interne kapasiteit, uitsette en uitkomste. Interne kapasiteit fokus onder andere weer op opleiding vir die bereiking van doelwitte. Hierdie studie poog om die verhouding tussen projekbestuursopleiding en effektiewe gemeenskapsontwikkeling te verklaar. Die studie probeer bepaal of 'n saakmakende hoeveelheid openbare amptenare opgelei is in projekbestuur vir gemeenskapsontwikkeling. Die studie fokus op die Provinsie van die Oos-Kaap, spesifiek die Department van Sport, Ontspanning, Kuns en Kultuur, met spesiale verwysing na kultuurbeamptes. 'n Gevalstudie van die Willowvale gemeenskap demonstreer op 'n praktiese wyse die relevansie van projekbestuursvaardighede vir die implimentering van gemeenskapsontwikkelingprogramme. Die gevalstudie verskaf ook 'n basis vir argumente ten gunste van opgeleide openbare amptenare. Die resultate van die studie suggereer dat openbare amptenare, veral kultuurbeamptes projekbestuursvaardighede kortkom. Hierdie bevindinge dui daarop dat die implementering van sekere gemeenskapsontwikkelingsprojekte beperkinge het, vertraag word en selfs gestaak kan word. Die studie beveel aan dat die Provinsie van die Oos-Kaap dit oorweeg om 'n interdepartementele liggaam te vestig. Die doel hiervan moet wees om 'n geïntegreerde Projek- en Gemeenskapsontwikkeling Opleidingsbeleid in konsultasie met relevante tersiêre instellings in te stel.
Fisher, Eddie [Verfasser]. "Development of a new competence and behaviour model for skills in working with people for project managers / Eddie Fisher." München : GRIN Verlag, 2008. http://d-nb.info/1181193354/34.
Повний текст джерелаSmall, Kylie. "The Development of Interpersonal Problem Solving and Anger Management Skills in Boys with Early Onset Conduct Problems." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2011. https://ro.ecu.edu.au/theses/402.
Повний текст джерелаAlnelind, Jennifer, and Cecilia Alvén. "Design leadership skills : Questioning the difference between design leadership and generic leadership in SME manufacturing organisations." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-36015.
Повний текст джерелаMaya, Siyamthanda. "Developing an integrated career path with sustainable skills development for engineers : an Eskom Western Cape Operating Unit case study." Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/96221.
Повний текст джерелаEskom as a recognised engineering company attracts a number of engineers yearly. Despite the success in attracting engineers, the state-owned utility has been raising concerns about a shortage of engineering skill. The case study sought to explore different programmes and processes Eskom has in place that will contribute in building and retaining the successfully attracted engineers. The aim of the study was to gain appreciation of current methods used for engineer career management. Furthermore, the intention was to make recommendations on the best way to ensure that an integrated career path for engineers in training for sustainable skills development is realised in all business units in the Western Cape Operating Unit (WCOU). The main question the research sought to answer is: What programmes and processes does Eskom have in place that will contribute to building an integrated Engineer in Training (EIT) career path for sustainable skills development? Secondary questions The investigative questions for the proposed research in support of the research question are as follows: - How do the current human resource management strategies and practices contribute to building an integrated career path for EITs in Eskom WCOU? - How do the Eskom WCOU business processes and organisational culture support the career developmental initiatives for EITs? - What career life cycle management approach is used by Eskom WCOU? Primary data for the research was gathered using two research instruments. These were a survey and semi-structured interviews. A survey questionnaire was used to collect data from engineers that have been part of the EIT programme and that have been employed in the Eskom WCOU unit from 2005 to date. Semi-structured interviews were used to collect data from senior managers and the general manager in WCOU. Non-probability purposive sampling was used, as the intention of the research was specifically to gain knowledge about those involved in engineering careers in this province. The research revealed nine critical variables that influence sustainable engineer skills development in the province. These are: - Leadership - Employee approach to learning - Organisation structure - Mentorship and coaching - Peer reviews - Development programme - Cross divisional exposure - Sustainable engineer skills development. The findings revealed that the first three variables listed above, namely visible, supportive leadership, positive approach to learning by employees and better use of the current organisational structure, are the main drivers for sustainable skills development in the province.
Cronin, Lorcan. "Life skills development through youth sport : antecedents, consequences, and measurement." Thesis, University of Stirling, 2015. http://hdl.handle.net/1893/22533.
Повний текст джерелаKhatle, Tryphina Zanele. "Skills development for the social reintegration of offenders : a case-study of Johannesburg management area / Tryphina Zanele Khatle." Thesis, North-West University, 2011. http://hdl.handle.net/10394/10285.
Повний текст джерелаM, Development and Management, North-West University, Vaal Triangle Campus, 2011
Dhaya, Jateen. "The role of experience in the development of bar managers' social competencies." Thesis, Rhodes University, 2008. http://hdl.handle.net/10962/d1002794.
Повний текст джерелаMokgolodi, Hildah Lorato. "Harnessing experiential knowledge and skills of retired educators to inform career development programmes in Botswana." Thesis, University of Pretoria, 2014. http://hdl.handle.net/2263/44142.
Повний текст джерелаThesis (PhD)--University of Pretoria, 2014.
tm2015
Educational Psychology
PhD
Unrestricted
Sekhu, Madimetja Solomon. "An Investigation of the Early Involvement of Facilities-Management Specialists into the Traditional Design-Development Process: the Causes of Conflicts." Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/79655.
Повний текст джерелаDissertation (MEng)--University of Pretoria, 2020.
Construction Economics
MSc
Unrestricted
Abdel-Wahab, Mohamed Samir. "An examination of the relationship between skills development and productivity in the construction industry." Thesis, Loughborough University, 2008. https://dspace.lboro.ac.uk/2134/4658.
Повний текст джерелаBallesteros, Ana Karen, and Federico Chavarria. "Human Competencies of an Effective Project Manager : The role of the Professional Bodies of Knowledge and Formal Education Providers in the development of soft skills." Thesis, Umeå universitet, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-115631.
Повний текст джерелаMashaba, Johannes Monodowafa. "Leadership and management skills relevant to the South African diplomat in the global context : an overview of a South African diplomat." Thesis, University of Pretoria, 2008. http://hdl.handle.net/2263/23674.
Повний текст джерелаThesis (PhD)--University of Pretoria, 2009.
School of Public Management and Administration (SPMA)
unrestricted
Dobrosavljević, Andrea, and Snežana Urošević. "Perceptions of importance of development of specific skills in small and medium-sized enterprises of the clothing industry." Thesis, Київський національний університет технологій та дизайну, 2021. https://er.knutd.edu.ua/handle/123456789/19078.
Повний текст джерелаVan, 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.
Повний текст джерелаMahloane, Kabelo Ben. "Nature of in-service training to capacitate public secondary school teachers in the Matlosana area : a public management perspective / Kabelo Ben Mahloane." Thesis, North-West University, 2011. http://hdl.handle.net/10394/8244.
Повний текст джерелаThesis (M Development and Management)--North-West University, Potchefstroom Campus, 2012
Dube, Tobias. "An evaluation of the extent to which the National Skills Development Strategy has been implemented - the case of AngloGold Limited." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53259.
Повний текст джерелаENGLISH ABSTRACT: The research project, conducted at AngloGold Limited, a Johannesburg based international mining company, was an evaluation of the extent to which the company had i'hlplemented the National Skills Development Strategy. It was prompted by the general perception that companies were lagging behind in the implementation of this strategy. The research problem therefore was: To what extent is AngloGold Limited progressing or lagging behind in the implementation of the National Skills Development Strategy? As the project sought to evaluate implementation progress, an evaluation research design was used. Since persons with in-depth knowledge of the implementation of the National Skills Development Strategy were available at AngloGold Limited, a purposive sampling method was used. Two techniques were used to gather information: individual semistructured interviews were conducted with AngloGold Limited personnel and union members, and an unstructured in-depth interview with a representative of the Mining Qualifications Authority. Documents of AngloGold Limited and of the Mining Qualifications Authority were also analysed, and a general review of pertinent literature was conducted. The literature traces the history of formal education and training in South Africa back to 1922, when the Apprenticeship Act (Act No. 26 of 1922) was enacted. Notable in the history of training in South Africa prior to the current dispensation of the National Skills Development Strategy was the Manpower Training Act (Act No. 56 of 1981. Notwithstanding its shortcomings, this Act provided a platform from which the current legislative framework for human resource education and training and subsequently the National Skills Development Strategy evolved. The National Skills Development Strategy, which is the government's education and training reform agenda, is one component of the all-encompassing Human Resources Development Strategy. This agenda is not modelled on the experience of any particular country; however, there is evidence that its conceptualisation was influenced to some extent by international practices. The National Skills Development Strategy is underpinned by three pieces of legislation, the South African Qualification Act (Act No. 58 of 1995), the Skills Development Act (Act No. 97 of 1998) and the Skills Development Levies Act (Act No.9 of 1999). The Employment Equity Act and the Further Education and Development Act also have a bearing on the National Skills Development Strategy. The Skills Development Act prescribes what is expected of workplaces/companies in the implementation of the National Skills Development Strategy. Workplaces play their part in the implementation of this strategy within the parameters of the implementation process at the macro level. At this level, the implementation process is progressing fairly well. The evaluation of the implementation of skills development at AngloGold Limited against what is expected of workplaces placed it among companies that are progressing well in the implementation of the National Skills Development Strategy. The company has so far complied with most of the implementation requirements, except for the strategy for company-wide communication of the National Skills Development Strategy process. The company needs to develop an effective and efficient information dissemination strategy to this end. Moreover, the company needs to move beyond reporting on training in terms of numbers to providing information on the actual skills acquired. Learnerships also need to be extended beyond the engineering discipline.
AFRIKAANSE OPSOMMING: Die doel van die navorsingsprojek was om vas te stel in hoe ver die maatskappy AngloGold Bpk, 'n internasionale mynboumaatskappy gesetel in Johannesburg, die Nasionale Vaardigheidsontwikkelingstrategie tot op hede geïmplementeer het. Die navorsing is aangespoor deur die algemene persepsie dat maatskappye in hierdie opsig besig is om agter te raak. Die probleemstelling was dus: In watter mate is AngloGold Beperk by of agter met die implementering van die Nasionale Vaardigheidsontwikkelingstrategie? Aangesien die oogmerk van die projek was om vordering met die implementering te evalueer, is 'n evalueringsontwerp gebruik. Vanweë die beskikbaarheid van persone by AngloGold Beperk met 'n diepgaande kennis van die implementering van die Nasionale Vaardigheidsontwikkeling strategie, is 'n doelbewuste steekproef geneem. Twee tegnieke is gebruik om inligting te verkry: individuele, semigestruktureerde onderhoude is met personeel van AngloGold Beperk gevoer en 'n ongestruktureerde, diepgaande onderhoud met 'n verteenwoordiger van die Mynboukwalifikasie-owerheid. Dokumente van AngloGold Beperk en van die Mynboukwalifikasie-owerheid is ook ontleed en 'n algemene oorsig oor die tersaaklike literatuur is onderneem. Die literatuur spoor die geskiedenis van formele opleiding en onderwys in Suid-Afrika terug tot 1922, toe die Vakleerlingwet (Wet Nr 26 van 1922) uitgevaardig is. 'n Baken in die geskiedenis van opleiding in Suid-Afrika voor die huidige bedeling van die Nasionale Vaardigheidsontwikkelingstrategie was die Wet op Mannekragopleiding (Wet 56 van 1981). Ondanks sy tekortkomings het hierdie wet die grondslag gelê waarop die huidige wetgewing op die opleiding en onderwys van menslike hulpbronne voortgebou het en die huidige Nasionale Vaardigheidsontwikkelingstrategie ontwikkel is. Die Nasionale Vaardigheidsontwikkelingstrategie is een komponent van die oorhoofse Menslike Hulpbronontwikkelingstrategie, wat die regering se agenda vir die hervorming van onderwys en opleiding vorm. Hierdie agenda is nie geskoei op die ondervinding van enige besondere land nie, maar daar is aanduidings dat die konsepsualisering daarvan in 'n mate deur internasionale praktyke beïnvloed is. Die Nasionale Vaardigheidsontwikkelingstrategie word gerugsteun deur drie wette, naamlik die Suid-Afrikaanse Kwalifikasiewet (Wet Nr 58 van 1995), die Wet op Vaardigheidsontwikkeling (Wet Nr 97 van 1998) en die Wet op Vaardigheidsontwikkelingsheffings (Wet Nr 9 van 1999). Die Wet op Diensbillikheid en die Wet op Voortgesette Onderwys en Ontwikkeling het ook betrekking op die Nasionale Vaardigheidsontwikkelingstrategie. Die Wet op Vaardigheidsontwikkeling skryf voor wat van werkplekke/maatskappye verwag word ten opsigte van die implementering van die Nasionale Vaardigheidsontwikkelingstrategie. Werkplekke speel hul rol in die implementering van hierdie strategie binne die parameters van die implementeringsproses op makrovlak. Op hierdie vlak verloop die implementeringsproses redelik vlot. Die evaluering van die implementering van vaardigheidsontwikkeling by AngloGold Beperk vergeleke met wat van werkplekke verwag word, het die maatskappy onder dié geplaas wat goed vorder met die implementering van die Nasionale Vaardigheidsontwikkelingstrategie. Tot dusver het die maatskappy die meeste van die implementeringsvereistes nagekom, behalwe die strategie vir maatskappy wye kommunikasie van die proses van die Nasionale Vaardigheidsontwikkelingstrategie. Die maatskappy moet dus 'n doeltreffende en effektiewe strategie ontwikkel om inligting oor die strategie te versprei. Daarbenewens moet die maatskappy verder gaan as die blote numeriese rapportering oor opleiding en ook inligting verskaf oor die vaardighede wat werklik verwerf is. Leerlingskappe moet ook verder strek as die ingenieursdissipline.
Ho, Yim-chi, and 何艷芝. "The effects of the development of executive skills program (DOES) on Chinese children with attention-deficit/hyperactivity disorder (ADHD) symptoms." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2012. http://hdl.handle.net/10722/196505.
Повний текст джерелаpublished_or_final_version
Educational Psychology
Master
Master of Social Sciences
Hickmann, Maria José. "Competências necessárias para os profissionais de venda de uma empresa de comunicação: um estudo de caso." Universidade do Vale do Rio dos Sinos, 2015. http://www.repositorio.jesuita.org.br/handle/UNISINOS/4819.
Повний текст джерелаMade available in DSpace on 2015-10-07T13:24:06Z (GMT). No. of bitstreams: 1 MARIA JOSÉ HICKMANN_.pdf: 724018 bytes, checksum: 43ac0e14339df249cf0221152d64db3d (MD5) Previous issue date: 2015-04-28
UNISINOS - Universidade do Vale do Rio dos Sinos
A competição acirrada tem demandado das organizações novas formas de atrair, manter e desenvolver o elemento humano. Nos últimos anos, o tema competência entrou para a pauta das discussões acadêmicas e empresariais, e, neste campo, a academia encontra diálogo amplo com o mundo empresarial. As reflexões produzidas nas universidades são levadas a empresas, e a experiência na implantação de projetos tem sido alvo constante da reflexão acadêmica. A presente pesquisa teve como objetivo identificar e analisar as competências necessárias para que os profissionais de vendas desenvolvam competitivamente seu trabalho, sendo realizada através da estratégia de estudo de caso. O estudo se propôs a analisar o contexto que envolve os profissionais de vendas de um veículo de comunicação, referência em televisão no mercado do sul do País. A abordagem qualitativa exploratória foi utilizada para mapear as competências atuais e identificar as principais competências desejadas para os executivos de Contas. Além disso, buscou subsídios para propor melhorias no treinamento, visando o desenvolvimento das competências relevantes identificadas. Os dados foram coletados por meio de entrevistas em profundidade, semiestruturadas, com quatro executivos de Contas e três gestores da referida empresa. Os resultados obtidos apontaram 36 competências específicas para os executivos de Contas. Destas, 22 foram apontados como competências atuais e 21 como desejadas para estes profissionais. Esta relação (competências atuais versus competências desejadas) resultou em um quadro de lacunas, que foram discutidas ao fim deste estudo. Entre as considerações mais relevantes, está a proposta de um modelo de gestão baseado em competências específico para área de vendas da empresa pesquisada. Este poderá servir também de base para replicação para outras unidades da empresa.
Fierce competition has been demanding from organizations new forms to attract, maintain and develop the human element. In the last years, the competition subject has entered the agenda of academic and business discussions, and in this field, the academic finds broad dialog with the world of business. Reflections produced in universities are taken to companies, and the experience in the implementation of projects, has been constant target of academic reflections. The present research had the objective of identify and analyze the necessary skills so that sales professionals can develop their work competitively, done through the strategy of case study. This study proposed to analyze the context that involves sales professionals of a communication vehicle, a reference in broadcasting in the market of the south of the country. The qualitative exploratory approach was used to map the current skills and identify the main desired skills to account executives. Furthermore, sought subsidies to propose improvements in training, aiming the development of identified relevant skills. The data were collected through depth interviews, semi structured with four account executives and three managers of the referred company. The results obtained pointed 36 specific skills for the account executives. From those, 22 were appointed as current competencies and 21 as desired for those professionals. This relation (current skills versus desired skills) resulted in a board of gaps that were discussed in the end of this study. Among the more relevant considerations is the proposal of a management model based in specific skills for the sales department of the researched company. This model can be used also as a replication base for other departments of the company.
Burris, Jeffery S. "Equipping ministry leaders of First Baptist Church of St. Bethlehem, Clarksville, Tennessee, to use strategy planning skills in ministry development." Theological Research Exchange Network (TREN) Theological Research Exchange Network (TREN) Access this title online, 2006. http://www.tren.com.
Повний текст джерелаGoodrich, Andrew T. "An Investigation of the Perceived Development of the Life-Long Learning Skills of Division I Student-Athletes." Scholar Commons, 2015. http://scholarcommons.usf.edu/etd/5955.
Повний текст джерелаDanquah, Joseph K. "Human Resource Development: An assessment of capacity development initiatives of World Bank projects in Ghana." Thesis, University of Bradford, 2017. http://hdl.handle.net/10454/15923.
Повний текст джерелаArvidsson, Mikaela, and Frida Wilenius. "Värdet av investering i kompetensutveckling : En fallstudie på GKN Aerospace Sweden AB, en högteknologisk tillverkningsindustri." Thesis, Högskolan Väst, Avd för företagsekonomi, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-6597.
Повний текст джерелаThe staff is the company’s most important asset is a common expression and compe-tence is considered today as a condition for good results and success (Björklund & Holmqvist, 1999; Johansson & Johrén, 2011). It can though be difficult to concretize increased knowledge in education, which requires a discussion of how the business and employees are affected. Few organizations today have structured systems to track and discover the value and the positive impact that an investment in competence development may entail (Chong et al., 2000). GKN Aerospace Sweden AB is actively working with a training tool for competence development called the "Training Days". The purpose of these training days is that with the help of internal trainers educate the staff to raise skills and to encourage the exchange of knowledge. The purpose of this study is to develop a proposed calculation model for investment in competence development and to study the effects that these internal training days provide, both from an individual perspective and an organizational perspective. The study consists of a qualitative and interpretive appro-ach, in which methods of data collection consists of informants interviews and a survey. The idea of the "Training Days" and internal trainers aims that everyone can share their knowledge, because there is a lot of expertise within the organization. The concept means that employees train other employees, resulting that the company pass on knowledge of key employees to other employees. The results and the conclusions from the study showed that knowledge and information from the "Training Days" was valuable and contributed to improve the participants’ work and led mainly to more general knowledge but also more in-depth knowledge. The model applied to the concept is the bottom-line which according to Smith (2004) is a model of evaluation character, supplemented by monetary measures where the focus of the method lies in determining the effects of investments on a participant level. The effects of these educational interventions considered for the employees to be increased efficiency, improved job performance and improved work quality. From an organizational perspective obtains a competitive advantage as employees possess a deep and general knowledge, as well as it presumably have some impact on the company’s financial performance and success
Sperry, Shannon Kelly. "The effects of three professional development methods on preschool teachers' use of classroom management skills and the social behavior of at-risk preschool children /." view abstract or download file of text, 1999. http://wwwlib.umi.com/cr/uoregon/fullcit?p9947983.
Повний текст джерелаTypescript. Includes vita and abstract. Includes bibliographical references (leaves 156-165). Also available for download via the World Wide Web; free to University of Oregon users. Address: http://wwwlib.umi.com/cr/uoregon/fullcit?p9947983.
Bellak, Joseph Fredrick. "Implementation of a Life-Skill Centered Token Economy: The Experience of a Peer Teacher." Diss., CLICK HERE for online access, 2006. http://contentdm.lib.byu.edu/ETD/image/etd1504.pdf.
Повний текст джерелаNilsson, Kajsa, and Jakob Persson. "Hur speglas controllern i andras ögon? : En kvalitativ studie kring controller-yrket utifrån förväntningar." Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-39780.
Повний текст джерелаBackground: Technology development and increased globalization has made the Controller profession to something complex that involves many aspects. We want to process this subject from the point of view of people who is about to hire a Controller. We wonder how these people know what they are looking for since it is a large uncertainty about the concept. Purpose: The purpose of this essay is to examine the expectations that employers have towards a Controller and analyze these based on previous research and literature. The essay will focus on partly the job assignments and its developing, and partly on the personality and skills. We want to get a better understanding about how the employers, via their expectations, interprets the concept of Controller. Method: The purpose of this study has been achieved through an abductive method. The empirical data was collected through semi-structured interviews with people in charge of hiring the Controllers and complemented with job advertisings. Conclusion: The expectations of the Controller are fundamentally quite similar but have some differences in several aspects. There are different opinions from the respondents how the Controller role should develop in thefuture. The study indicates that there is some uncertainty in the concept that is Controller.
Masilela, Linkie Slinga. "The middle management learning programme of the South African Police Service: a critical evaluation / L.S. Masilela." Thesis, North-West University, 2013. http://hdl.handle.net/10394/8771.
Повний текст джерелаThesis (Master of Development and Management)--North-West University, Potchefstroom Campus, 2013
Geithner, Silke, and Daniela Menzel. "Effectiveness of Learning Through Experience and Reflection in a Project Management Simulation." Sage, 2016. https://tud.qucosa.de/id/qucosa%3A35394.
Повний текст джерелаAbrahams, Carl. "Cooperative enterprises as a solution to rural poverty and unemployment case studies of the Heiveld cooperative at Nieuwoudtville in the Northern Cape and Die Berg Vrugteverwerking at Piketberg in the Western Cape Province." UWC, 2009. http://hdl.handle.net/11394/2664.
Повний текст джерелаHistorically, the poor have always been socially, politically and economically marginalized in society. The South African Government’s Cooperative Act 2005 presents a promising step in the right direction towards addressing poverty and unemployment in rural areas. The research looks at two case studies and site relevant findings. This study gives a brief introductory account of cooperatives with regard to their history and existence, particularly in South Africa. The research report focuses on two case studies, where the organisational structures and business operations will be examined and compared. Finally the report will draw lessons to indicate the possible social and economic viability of these cooperatives and their place in rural development. Based on the findings and conclusions, a number of recommendations are made on cooperatives in the rural sector. The research utilizes secondary data, such as documents, records, the internet, books and literature on the subject of cooperatives and related aspects of unemployment and poverty, forming a background of cooperatives in the South African rural sector. Primary data takes the form of structured (personal one on one) and semi-structured (group discussion) interviews. The primary and secondary data present the basis for the report findings and conclusions. Where possible, the relevant recommendations are made.
Putman, Paul G. "Virtual Simulation in Leadership Development Training: The Impact of Learning Styles and Conflict Management Tactics on Adult Learner Performance." Cleveland State University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=csu1337256873.
Повний текст джерелаHeinze, Pierre-Ludwig. "Leadership style, Development of Skills, and Career Management as a possibility to retain employees in comparison to companies’ practices in German speakingcountries (Austria and Germany) and Sweden." Thesis, Växjö University, School of Management and Economics, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-2005.
Повний текст джерелаGorman, C. Allen. "Current Trends in Rater Training: A Survey of Rater Training Programs in American Organizations." Digital Commons @ East Tennessee State University, 2015. https://dc.etsu.edu/etsu-works/450.
Повний текст джерелаMalmquist, Christopher, and Richard Grönroos. "Kompetensförändringar i organisationer vid användandet av RPA." Thesis, Högskolan i Halmstad, Akademin för informationsteknologi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-42176.
Повний текст джерелаAs new technologies such as Robotic Process Automation (RPA) are introduced and used within organizations, the need for digital skills is increasing. However, organizations do not always prioritize the necessary skills development, which means that employees do not have time to adapt to the progress of digitalization, which can thus lead to the organization becoming dependent on external expertise. The study examines how the use of RPA can change an organization's competence needs. This study therefore aims to contribute in-depth knowledge of the competencies required by organizations to be able to use RPA successfully. Furthermore, this study was conducted through a qualitative method approach and thus semistructured interviews were conducted with respondents who have experience of using RPA. The study shows that there is an increased demand for two areas of expertise in organizations using RPA. These are: (1) Digital skills and (2) Human abilities. The study also shows that the new roles that are emerging have differences in the need for skills. Finally, the study shows that management support is important to achieve internal competence and that employees should be able to use RPA successfully. The study has resulted in recommendations that organizations who are using or are considering using RPA can relate to achieve successful use of RPA.
Denkert, Ellinor, and Erik Friberg. ""Got Skills...?" : En kvalitativ studie om kompetensutveckling baserat på StarCraft II." Thesis, Uppsala universitet, Institutionen för informatik och media, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-168542.
Повний текст джерелаUnder de senaste åren har användandet av datorspel vuxit explosionsartat. StarCraft II är ett utav dagens mest populära e-sporter och spelas av miljontals människor runt om i världen. Studien undersöker om spelare uppfattar kompetensförändringar av att spela StarCraft II. Studien utfördes med hjälp utav en enkät och intervjuer. Kompetenserna vi undersökte var av både fysiska och mentala i sin karaktär. Av resultaten kan man se att majoriteten av spelarna uppfattade en ökad kompetens inom reaktionshastighet, multitasking, APM, analytisk- och strategisk förmåga, medan man ser en mindre förändring inom social kompetens och språklig kompetens. Resultaten visar även att de som valde att spela lagspel uppfattade en ökad kompetens inom samarbete, konflikthantering och ledarskap.
Hoffman, Jill Ashley. "Promoting Healthy Social-Emotional Development in Vulnerable Young Children: The Importance of Head Start Teachers and Centers." The Ohio State University, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=osu1468933916.
Повний текст джерелаZehr, Brock Allyn. "Entrepreneurial Qualities for Successful Development and Sustainability of New Small and Medium-Sized Enterprises." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3130.
Повний текст джерела