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Fitzpatrick, Peter George. "Integrated skills reinforcement in pharmacy personnel management /." Access Digital Full Text version, 1992. http://pocketknowledge.tc.columbia.edu/home.php/bybib/11229391.
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Thesis (Ed.D.)--Teachers College, Columbia University, 1992.Includes tables. Typescript; issued also on microfilm. Sponsor: Carmine Paul Gibaldi. Dissertation Committee: L. Lee Knefelkamp. Includes bibliographical references (leaves 164-168).
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Parsons, Philip Graham. "Performance management and academic workload in higher education." Thesis, Cape Technikon, 2000. http://hdl.handle.net/20.500.11838/1740.
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Thesis (MTech(Human Resource Management))--Cape Technikon, Cape Town, 2000This research project investigated the need for a method of determining an equitable workload for academic staffing in higher education. With the possibility of the introduction of a performance management system at the Cape Technikon it became imperative that an agreed, objective and user-friendly method of determining the workload of each academic member of staff be established. The research project established the main parameters of the job of an academic staff member and their dimensions that would influence both the quantity and quality of work produced. They were established based on the views of a panel of educators drawn from a diverse range of disciplines. Using the identified dimensions an algorithm was developed and refined to reflect the consensus views regarding the contributory weightings of each of the parameters' dimensions. This algorithm was tested and refined using a base group of academic staff who were identified by their colleagues as those whose workload could be considered a benchmark for their discipline. The most significant result of the research programme is the agreed algorithm that can form the basis for a performance management system in higher education. The user interface that was developed at the same time reflects the transparency of the system and allows for it to be adapted to the needs of various groups of users or individuals within an organisation. On the basis of this research it has been established that a system for determining an equitable workload which encompasses an extensive range of parameters can be developed using a participatory approach. Using a significant sample of academic staff as a basis, it would appear that the system is valid, reliable, useful and acceptable to academic staff in the context of a performance management system.
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Dougherty, Kelly F. "Enrollment variations as related to selected support personnel hiring practices at four major universities in Indiana." Virtual Press, 1986. http://liblink.bsu.edu/uhtbin/catkey/469580.
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The purpose of the study was to determine whether the State supported Universities in Indiana adjust the number of selected support positions as enrollments vary. To facilitate reporting the data the study was written in five chapters. Chapter I included an overview that delineated the purpose for the study and organization for subsequent chapters.Chapter II presented a review of related research and literature directly pertaining to the study. No literature or research has been found that quantitatively describes what a minimum selected support staff should be, or what existing ratios are. Evidence exists within the literature and research to support the concept that the human resources approach to the personnel function is impacting higher education through the larger society. Evidence exists to support the notion that unions will continue to play a vital role in assuring that support services within higher education will receive a larger percentage of administrative attention within the next decade.Chapter III contained an explanation of the methods and procedures employed to derive the necessary data. The chapter contained procedures for selecting the population, methods used in the collection of data and methods used for analysis of data.Chapter IV contained the data collected from the respective Directors of Personnel Services of the selected institutions and enrollment data collected from the National Center For Educational Statistics. The data was presented in narrative form with the tables and figures utilized to report the raw data.Chapter V provided a summary of the study, findings, conclusions, and recommendations. The findings support the following selected conclusions:1. There has been a generally positive relationship among enrollments and the number of selected support staff positions during the time span stipulated within the study.2. During the time span stipulated within the study, enrollments at all universities have increased at a greater rate than selected support staff positions, although specific yearly negative relationships did occur.3. There appears to have been no conscious effort on the part of personnel directors at any institution studied to either establish appropriate support staff to student ratios or to maintain any such ratio.
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Perry, Jamey R. "A study on cutback management campus priorities at a large multi-campus university /." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1993. http://www.kutztown.edu/library/services/remote_access.asp.
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Thesis (M.P.A.)--Kutztown University of Pennsylvania 1993.Source: Masters Abstracts International, Volume: 45-06, page: 2782. Abstract precedes thesis title page as [1] preliminary leaf. Typescript. Includes bibliographical references (leaves 90-93).
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Beretu, Tendency. "The employability of human resources management graduates from a selected University of Technology in the Western Cape, South Africa." Thesis, Cape Peninsula University of Technology, 2018. http://hdl.handle.net/20.500.11838/2708.
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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2018.Universities have been producing graduates at a fairly fast rate, yet the cry for technical expertise and educated graduates. Thousands of university graduates are not employed, or they end up in industries and places that have nothing to do with their education and or qualifications. Too often the unemployed graduates they owe money loaned for studies which they are not able to repay because they are essentially unemployable, the may be because of a stagnated economic growth thereby a general high level of unemployment. The levels of entrepreneurial activities have remained low and there are no expectations of a sudden turn around for the economy. The researcher looks at one aspect of the graduate studies, specifically human resources management qualifications offered by the Cape Peninsula University of Technology in the Western Cape South Africa from the period 2014 to 2017. The research was largely descriptive and partially exploratory which resulted in the use of an assorted method approach (qualitative and quantitative). The research focuses mainly on the activities of those employed as Human Resource practitioners and the expectations at their work stations. Together with this the respondents gave extra detail on what is expected of them together with duties frequently performed. Based on this, the data was captured and analysed for similarities of expectations from more than 50 organisations. The findings indicate that there is a serious disjuncture between what is taught in the class and what the industry practices and expects. Recommendations of the ideal course structure are added to the findings to enable institutions of higher learning to adjust their curricula in line with industry needs.
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Naris, Sylvia Ndeshee. "The effectiveness of human resources code :staff development and training at a Namibian polytechnic." Thesis, Cape Peninsula University of Technology, 2009. http://hdl.handle.net/20.500.11838/1745.
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Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2009Policies adopted by tertiary educational institutions play a key role in determining the future of an institution. When they are applied and monitored effectively, most of these policies bear positive results for the institution. However, where there is no clear monitoring system, it is a foregone conclusion that policies will not bring about desired results. Therefore, assessing the PoN policy and practices are imperative. The HR Code is a policy document of the PoN. The main objective of the study was to establish effectiveness of the HR Code: SDT. The research study established motivating factors for drafting the HR Code: SDT, and analysed its weaknesses in order to trace whether staff development is linked to strategic goals of the PoN. The researcher has also made an earnest attempt to find out reasons why staff members resign after attending development programmes, which would assist the institution to retain their staff, as it prepares itself to become a university of technology that requires more and better qualified staff. The enquiry adopted a case study approach because it dealt with a specific institution in Namibia. A triangulation method was utilised to solicit information from academics, administrative and support staff, by conducting semi-structured interviews with top management, HoD’s, sectional heads and ex-staff members. A closed-ended questionnaire was distributed to staff members. Institutional documents were also reviewed to corroborate empirical data that was collected. Research revealed that the aim of drafting the HR Code: SDT was to improve qualification levels of Namibian staff members and to improve work performances of staff members. However, research proved conclusively that there were no measurable objectives that were established to evaluate and monitor that the objective was achieved; there were also no staff development plans linked to strategic goals of the institution; staff members’ work performance was not assessed after training; and there were no retention strategies in place. It is evident from the research findings that the desired results of the HR Code: SDT will not be achieved and, therefore, recommendations are proposed that the PoN effectively communicates objectives of the HR Code to staff members; develop a comprehensive and complimentary staff development policy; a staff development plan; an innovative retention strategy; and appoint a staff development officer to monitor and ensure that desired goals are achieved as means to save the institution from an unnecessary waste of financial, material and human resources.
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Justus, Drayton Ray. "Role expectations and predictions of trends for human resource development at large public universities within the Southern Regional Education Board (SREB) area." Morgantown, W. Va. : [West Virginia University Libraries], 1999. http://etd.wvu.edu/templates/showETD.cfm?recnum=594.
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Thesis (Ed. D.)--West Virginia University, 1999.Title from document title page. Document formatted into pages; contains x, 125 p. : ill. (some col.). Includes abstract. Includes bibliographical references (p. 103-108).
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Cowley, Nicole Christine. "Politics and directors' performance evaluation: Perceptions of senior student affairs officers and directors." CSUSB ScholarWorks, 2005. https://scholarworks.lib.csusb.edu/etd-project/2806.
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The purposes of this study were to determine whether directors and the senior student affairs officers who supervise them perceive the formal performance evaluation process to be accurate, fair, and meaningful, and whether they perceive the process to be influenced by the politics involved in the position.
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Hendricks, Shahieda Bebe. "The Cape Technikon: a study of its human resource management training and development policy and practices." Thesis, University of the Western Cape, 2005. http://etd.uwc.ac.za/index.php?module=etd&.
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This study investigates human resources management, training and development and their compliance with the skills development legislation and the link to the strategic goals of the Cape Technikon. The Cape Technikon is known as a previously &ldquowhite&rdquo
or advantaged institution. The institution's political history and consequent demographic profile display some scars of ignorance. This resulted in the institution's neglecting to invest in the development of those competencies needed to function in a constantly changing education, training and development environment. The success of any organisation depends on its human resources, who are the most important asset of any organisation, therefore effective and efficient human resources management and training and development management play a critical role in the well-being of employees. Human resources training and development policies, practices and activities guide the institution with implementation and should be considered to take on a strategic role to achieve their objectives.
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Lloyd-James, Maureen. "Using Online Technologies to Deliver Management Courses to Cruise Ship Personnel at Sea." NSUWorks, 2008. http://nsuworks.nova.edu/gscis_etd/218.
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As the cruise industry continues to grow at a rapid pace, additional qualifications for its management personnel are becoming increasingly important. Many new ships are built each year, leaving a void in experienced personnel. Additionally, some leave the ships in order to improve professional qualifications on shore. Whereas many of the companies are training personnel onboard using on-the-job training, the concepts addressed in college-level management programs remain lacking.
The goal was to implement and evaluate delivery of formal coursework to English-speaking, multicultural cruise ship personnel onboard by using emerging technologies that are available today. College-level management courses using Web 2.0 technologies were designed, delivered and evaluated. Two courses were offered each was split into two groups using different technologies. Group 1 used non-emerging technologies via a web page with additional material to support the textbook. This group also used discussion forums, online quizzes and tests and online grade book. Group 2 used the same features as the first and Web 2.0 technologies including Wikis, blogs, vodcasts, YouTube.com video clips, and synchronous Instant Messaging.
Both groups had intense, positive distant interactions with faculty and had comparable outcomes. The least effective technology was the wiki and the most, the Discussion Forum. The finding was that the cruise industry may well have developed a distinct culture is an important one that may well lead to a better understanding of acculturation. Three weeks proved an ideal length of time for students to complete the 1.5-credit courses. Dividing 4.5-credit courses into 1.5-modules proved successful. Out of the original 249 applicants, 162 students participated from 36 different countries located on 64 different ships around the world.
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Holland, Gary Kennedy Larry DeWitt. "The effect of mentoring experiences on the retention of African American faculty at four-year colleges and universities." Normal, Ill. Illinois State University, 1995. http://wwwlib.umi.com/cr/ilstu/fullcit?p9633395.
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Thesis (Ed. D.)--Illinois State University, 1995.Title from title page screen, viewed May 12, 2006. Dissertation Committee: Larry Kennedy (chair), John V. Godbold, John Goeldi, William Tolone. Includes bibliographical references (leaves 60-61) and abstract. Also available in print.
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Balarin, Megan Georgina. "Communication strategies in management : a case study of interpersonal manager-staff communication at a South African university /." Thesis, Rhodes University, 2006. http://eprints.ru.ac.za/306.
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Cupido, Graham. "Selected school stakeholder perceptions of the contribution non-college and school [CS] educators make to the orderly and effective operation of school processes." Thesis, Cape Peninsula University of Technology, 2006. http://hdl.handle.net/20.500.11838/1931.
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Thesis (MTech (Education))--Cape Peninsula University of Technology, 2006As a recently appointed principal, I was confronted with many inherited problems. One ofthe most challenging problems was the management ofa group ofnon CS-educators employed at the school. They presented challenges such as excessive absenteeism, abuse of alcohol, undermining ofauthority, contestation ofpower, backbiting, laziness and a negative attitude towards authority. I knew they played an important role in terms ofthe service they provided to the school and that their daily interactions with educators, learners and parents impact directly on the effective running ofthe school. The difficulty I experienced in optimizing their potential to contribute to improving the general school climate has inspired me to undertake this qualitative research study The aim ofthe research was to explore school stakeholder perceptions ofnon-CS educator's contribution to the orderly and effective operation ofschool processes and to explore the perceptions ofnon CS-educators concerning the contribution they make to the orderly and effective operation ofschool processes. Data was obtained by means ofa focus group interview with six educators, an interview with the school principal and a participant observation with a group ofnon CS-educators. The findings revealed that non CS-educators do make a contribution to the orderly and effective operation ofschool processes and that there are much room for improvement with regards the contribution they make to the orderly and effective operation ofschool processes and the management ofthe group. The study recommends strategies for all the school stakeholders in order to optimize the potential ofnon CS-educators to contribute to improving the general school climate.
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Crawford, H., and Jean Croce Hemphill. "Bridging the Gap in Care Transitions by Implementing an Electronic Homeless Resource Toolkit for Case Management Personnel: Hospital to Community." Digital Commons @ East Tennessee State University, 2019. https://dc.etsu.edu/etsu-works/7574.
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Shakya, Sujan. "Web-based employment application & processing support system /." Connect to title online, 2008. http://minds.wisconsin.edu/handle/1793/34222.
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Dimmitt, M. Albert Palm Richard L. "Organizational culture, faculty culture, and faculty professionalization in an urban community college system." Diss., UMK access, 2004.
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Thesis (Ph. D.)--School of Education. University of Missouri--Kansas City, 2004."A dissertation in education." Advisor: Richard L. Palm. Typescript. Vita. Title from "catalog record" of the print edition Description based on contents viewed feb. 23, 2006. Includes bibliographical references (leaves 221-226). Online version of the print edition.
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Hamman-Fisher, Desiree Ann. "The relationaship between job satisfaction and organisational justice amongst academic employees in agricultural colleges in South Africa /." Online access, 2008. http://etd.uwc.ac.za/usrfiles/modules/etd/docs/etd_gen8Srv25Nme4_4780_1278021865.pdf.
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Friend, Joan Gould. "A delphi study to identify the essential tasks and functions for ADA coordinators in public higher education /." free to MU campus, to others for purchase, 2001. http://wwwlib.umi.com/cr/mo/fullcit?p3012967.
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Essack, Shaheeda. "Towards academic staff development in the faculty of arts at the University of Durban-Westville." Thesis, Stellenbosch : Stellenbosch University, 2000. http://hdl.handle.net/10019.1/52036.
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Thesis (MPhil)--University of Stellenbosch, 2000.ENGLISH ABSTRACT: The aim of this study was to investigate .the need for a staff development programme for academics in the Faculty of Arts at the University of Durban-Westville. This thesis has five chapters. Chapter One is the introductory chapter and examines the nature of the study in relation to the aims of the study, sub-problems, various definitions of staff development and formulates a hypothesis. The hypothesis states that: "There is a definite need for an academic staff development programme in the Faculty of Arts at the University of Durban-Westville." This hypothesis is then followed by a motivation and rationale of the study followed by a discussion of background studies on staff development. The limitations, strengths and scope of the study are presented followed by some preliminary considerations. Chapter Two provides an in-depth examination of staff development. It begins with a critical discussion of the various philosophies that underpin staff development practices. These philosophies include positivism, hermeneutics and the political nature of staff development. This is followed by a discussion on the goals of higher education and its link to staff development. Special reference is made to the South African context, quality assurance in South African universities and staff development programmes at the Historically Black Universities. Thereafter, an in-depth discussion of the link between teaching and learning is presented. This is accomplished by referring to theories of teaching and learning in higher education. Once this is completed, the entire spectrum of staff development activities is presented. This discussion begins with a description of the various competencies of the lecturer followed by a presentation of two models on staff development. The following staff development practices are then discussed in detail: induction programmes, seminars and workshops, reflective teaching and self-directed practice, mentoring, consultation, personal growth contracts, the cascades method and micro-teaching. This discussion is consolidated by presenting the case of the University of Durban- Westvi11e and motivating for the need for academic staff development in the Faculty of Arts. Chapter Three presents the research design and methodology - it outlines the steps undertaken in the current study. Both qualitative and quantitative methods of research were utilized. The primary means of collecting data was the survey which included the dissemination of questionnaires to both third year students and lecturers in the Faculty of Arts. Students were selected from the population of third year students in the Faculty of Arts. A proportional stratified randomized sampling procedure was applied to both the population of staff and students. Chapter Four presents the analysis of the data in a systematic way. The student questionnaire is analyzed followed by an analysis of the staff questionnaire. These results are presented in table form, followed by a discussion. There are 38 tables in this chapter. Chapter Five is the final chapter that presents the conclusions drawn from the study and provides recommendations for the establishment of a staff development programme.
AFRIKAANSE OPSOMMING: Die doel van hierdie navorsing was om die behoefte te bepaal vir 'n personeelontwikkelingsprogram vir akademici in die Fakulteit Geesteswetenskappe aan die Universiteit van Durban-Westville. Hoofstuk Een is die inleidende hoofstuk en ondersoek die aard van die navorsing in verhouding tot die doelwitte daarvan, subprobleme, verskeie definisies van personeelontwikkeling, en formuleer 'n hipotese. Die hipotese stel dit so: ''Daar is 'n besliste behoefte aan 'n personeelontwikke1ingsprogram in die Fakulteit Geesteswetenskappe aan die Universiteit van Durban-Westville." Hierdie hipotese word dan gevolg deur 'n motivering en 'n grondrede vir die navorsing. 'n Bespreking van die agtergrondstudies oor personeelontwikkeling volg daarop. Die beperkinge, sterk punte en omvang van die navorsing word dan voorge1e. Daarna volg 'n paar inleidende beskouinge. Hoofstuk twee bied 'n diepgaande ondersoek na personeelontwikkeling. Dit begin met 'n kritiese bespreking van die verskillende filosofiee wat onderliggende is aan personeelontwikkelingspraktyke. Hierdie filosofieë sluit positivisme, hermeneutiek en die politieke aard van personeelontwikkeling in. Dit word gevolg deur 'n bespreking van die doelwitte van hoër onderwys en die verband wat dit met personeelontwikkeling het. Daar word in die besonder verwys na die Suid-Afrikaanse konteks, gehalteversekering in Suid-Afrikaanse unversiteite en personeelontwikkelingsprogramme by Histories Swart Universiteite. Daarna volg 'n diepgaande bespreking van die verband tussen onderrig en leer, waartydens daar na onderrig en leer-teorieë in die hoër onderwys verwys word. Vervolgens word die totale spektrum van personeelontwikkelingsaktiwiteite ondersoek. Hierdie bespreking begin met 'n beskrywing van die verskillende bevoegdhede waaraan dosente moet voldoen, en word gevolg deur 'n voorlegging van twee personeelontwikkelingsmodelle. Die volgende personeelontwikkelingspraktyke word dan in besonderhede bespreek: orientingsprogramme, seminare en werkswinkels, reflektiewe onderwys en selfgerigte praktyk, mentorskap, konsultasie, persoonlike ontwikkelingskontrakte, die "cascades method" en mikro-onderrig. Hierdie bespreking word dan saamgevat deur die saak van die Universiteit van Durban-Westville te stel. Die behoefte aan personeelontwikkeling vir akademici in die Fakulteit Geesteswetenskappe, word gemotiveer. In Hoofstuk drie word die navorsingsontwerp en -metodologie uiteengesit. Dit verduidelik die prosedure wat gevolg is in die navorsing. Beide kwalitatiewe en kwantitatiewe ondersoekmetodes is gebruik. Die primere metode om data in te samel, was die meningsopname wat die uitstuur van vraelyste vir beide derdejaarstudente en dosente in die Fakulteit Geesteswetenskappe ingesluit het. Studente is gekies uit die derdejaarstudente in die Fakultiet Geesteswetenskappe. 'n Proporsioneel gestratifiseerde ewekansige monsternemingsprosedure is toegepas op beide die personeel en die studente. Hoofstuk Vier bied 'n sistematiese ontleding van die response op die vraelyste. Die studente se response op die vraelyste is ontleed en daarna is 'n ontleding van die personeel se vraelyste gedoen. Die uitslae hiervan word in tabelvorm voorgelê en word daarna bespreek.
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Coetzer, Louwrens Stefanus Daniel. "The legal consequences of migration of public Further Education and Training college employees to the Department of Higher Education and Training." Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/6983.
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Staff, previously employed by Public Technical and Vocation Education and Training (TVET) Colleges, migrated (transferred) to the Department of Higher Education and Training (DHET) in terms of Section 197 of the Labour Relations Act. This treatise investigates the legal consequences of the migration of the staff from the fifty (50) TVET Colleges to DHET and focuses on the different categories of staff. The conditions of service of all the categories of staff before migration are compared with that after the migration. Meaningful recommendations are made about negotiations that should take place in the respective bargaining chambers in order to ensure a smooth transition that will prevent unnecessary legal consequences in future. The treatise furthermore analyses the legal consequences of staff, employed by temporary employment services to perform outsourced functions at TVET Colleges, who did not migrate to DHET. The legal implications of these members of staff is debated and evaluated. The treatise also discusses the performance management system and the changes from the integrated quality management system of lecturers to the performance management development system of public servants. TVET Colleges absorb the employment costs (as a separate employer) to ensure that there is growth in the Full Time Equivalents of Ministerial programmes, funded by DHET. The treatise makes meaningful recommendations to the new employer (DHET) with regard to the appointment of staff to conduct ministerial programmes and the overtime remuneration of current staff that willingly agree to work overtime but are not fairly remunerated by DHET. The treatise also considers the second phase of the migration process, namely the development of a blueprint organogram and the development of job descriptions for the different functions identified on the organogram. The process should ideally be followed by a restructuring process where staff are placed in identified functions and must be capacitated to perform the functions adequately. This process will ensure alignment of functions in the fifty TVET Colleges. Finally, the treatise notes the issue of workplace discipline at the TVET College and the definition of the workplace. It offers a proposal to the DHET to negotiate with the unions about defining the workplace as this has a legal consequence for attaining the objective of sound labour relations. It make meaningful recommendations about the overlapping regulatory requirements applicable to the TVET College as a legal person and DHET as an employer.
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Bowman, Anita. "Utilization of support staff by athletic trainers at NCAA institutions." Virtual Press, 1995. http://liblink.bsu.edu/uhtbin/catkey/941381.
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There are many choices of specialists to be utilized in a sport medicine support staff. The effectiveness of any athletic training program depends on the organization and utilization of these specialists. The purpose of this investigation was to review current practices of accessibility, utilization, and compensation of sports medicine support staff at NCAA Division I, II, and III institutions. A random sample of 225 NCAA institutions equally stratified by level (Division I, II, 111) was obtained from the National Association of Collegiate Directors of Athletics (NACDA) directory. A questionnaire was sent to 75 head athletic trainers in each of three NCAA divisions levels. Of the 225 questionnaires mailed, 178 were returned representing a 79% response rate.The accessibility and utilization of support staff was equally distributed with respect to gender and sports at all division levels. When examining the support staff, Division I had consistently higher accessibility and utilization rates than Division II and Ill. This study may assist athletic trainers to evaluate or update their program by reviewing current practices of accessibility utilization, and compensation of support staff.School of Physical Education
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Musakuro, Rhodrick Nyasha. "A framework for talent management in the higher education sector : a study at a selected university of technology, Western Cape, South Africa." Thesis, Cape Peninsula University of Technology, 2018. http://hdl.handle.net/20.500.11838/2838.
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Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2018.As the worldwide demand for quality higher education seems to be increasing, growing concern for the foreseeable future over the supply and talent retention of researchers and academics has become a major discussion amongst higher education institutions in South Africa Higher Education South Africa (HESA, 2014). Today almost half of South Africa’s population is under 25 years old and 30 percent are under 15 years old (World Bank, 2015:38). While the country is experiencing this demographic window of opportunity, the majority of academics are entering the retirement phase of their careers (HESA, 2014). Under such circumstances, these academic staff will need to be replaced with talented employees thus alerting scholars to investigate the issue. To reach target levels of education and skills development which will promote growth and development of the economy, it will be essential for the country to attract talented academic staff (Zuma, 2014). It is essential for South Africa to attract academic staff in order to enable government to reach target levels of education and skills development which will promote growth and development of the economy (Zuma, 2014). Retaining academic staff will further ensure that tertiary institutions accomplish their visions and missions and thereby becoming centres of excellence (Ng’ethe, Iravo and Namusonge, 2012). In a study by Currie (2006:119) it was found that the financial costs associated in losing experienced academic staff makes it necessary to retain them. Currently, there appears to be limited research studies on talent attraction and retention factors in higher learning institutions. Previous scholars that have attempted to research into talent management components in higher education (Theron, Barkhuizen and du Plesis, 2014) only focused on factors in academic turnover and retention factors while some scholars only researched on intention to quit factors amongst Generation Y academics in higher education (Robyn and du Preez, 2013). The talent management domain is not receiving enough attention and gaps in research seem to exist in the context of talent management system in higher learning institutions. The research focused on the emerging trends relating in the discipline of talent management specifically on talent attraction and retention which have become predominant topics in the higher education. The study provides comprehensive overview of challenges and obstacles that are found in the aspect of talent management within the higher education sector. It is against this background that the primary aim of the researcher was to introduce a framework model to attract and retain talented employees as the means to harness the issue of talent management in the higher education sector.
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Martínez, Paco Alvaro Enríquez. "Universidade e conhecimento: sujeito e objeto de gestão." Universidade de São Paulo, 2010. http://www.teses.usp.br/teses/disponiveis/47/47134/tde-26032010-160921/.
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Esta tese tem por objetivo investigar a gestão do conhecimento na sociedade do presente momento histórico, como um dos produtos esperados da universidade O conhecimento tem uma função crucial na produção de recursos econômicos. O conhecimento alimenta a sociedade como um todo desde que foram instalados o desenvolvimento e a preocupação com a qualidade como ordem lógica de produção. O conhecimento é uma questão estudada desde o início da sociedade como meio de compreensão do mundo; mas hoje o conhecimento tem sido abordado como instrumento econômico e freqüentemente tem sido confundido com informação. A gestão do conhecimento tem sido um dos principais alvos da missão das universidades na sociedade. Estas tornaram-se na principal referência para a produção e desenvolvimento do conhecimento. Desde o início da era das telecomunicações, esse papel tradicional das universidades começou a ser compartilhado com outras instituições, como as empresas, as consultorias e os institutos privados de pesquisa. No início do século XXI, surgiram dúvidas sobre o papel e o poder das universidades na produção de conhecimento, tal como exigidos pela produção econômica. Desde então, a gestão do conhecimento tem sido disputada entre as universidades e aquelas instituições. Essa disputa levanta muitas questões tais como \"se as universidades ainda estariam liderando esse processo?\" \"Se não, quem o estaria liderando?\" \"Neste caso, qual tem sido o lugar das universidades em relação às demandas de conhecimento por parte da sociedade?\" E finalmente \"Qual é o relacionamento das universidades com aquelas instituições com as quais ela compartilha a produção de conhecimento?\" Para responder a essas questões foram programados dois caminhos para serem integrados como o conteúdo desta tese. O primeiro consistiu na análise ampla das exigências de gestão do conhecimento por parte da sociedade e do papel e das realizações das universidades frente essa demanda de gestão; e o segundo consistiu em um levantamento empírico da opinião de especialistas em gestão do conhecimento sobre o papel ideal e o papel desempenhado pelas universidades na realização de sua missão. Especialistas foram entrevistados e suas respostas submetidas à análise de conteúdo, através de dois métodos, o programa NUD*IST 6 e a metodologia tradicional das ciências sociais para esse fim. Os resultados revelaram que as universidades, de fato, compartilham a produção de conhecimento com outras instituições e que têm sido incapazes de liderar esse processo na sociedade atual, embora elas não estejam à margem dessa atividade. Elas não lideram, mas ainda mantém influência significativa na produção e gestão do conhecimento.The present study aims at investigating knowledge management in the present day society as one of the outcomes expected from universities. Knowledge plays a crucial role as society\'s economic input. Knowledge fuels society as a whole since the fast technological development and the concern with quality turned into the new logical order of production. Knowledge is an issue studied from the beginning of society for the sake of the understanding of the world but today it has been approached as an economy instrument and quite often misunderstood as information. Its management has been one of the main targets in the mission of the universities. The latter have turned into the main reference concerning the production and development of knowledge. Since the beginning of the telecommunication era, that traditional role of the universities started to be shared with other institutions such as enterprises, consultancies and private organizations dedicated to the production of applied research. In the beginning of the XXI century doubts came up about the role and power of the universities to provide knowledge as required by the economic production. Knowledge management has been disputed by universities and those institutions. That dispute raises many questions such as \"whether universities are leading that process?\" \"If they are not, who is leading it?\" \"In that case what is the role of the universities in relation to the demands of society for knowledge?\" And finally, \"what are the relationships between universities and those organizations which share with them the production of knowledge?\" In order to provide answers to these questions, two paths were designed and integrated as the content of this thesis. First, a broad analysis of both the requirements of knowledge management and the doings of universities were carried out; and secondly an empirical survey of the opinion of some experts in knowledge management about the ideal and the performed roles of the universities to accomplish that mission. The experts were interviewed and their answers were subjected to content analysis both through the NUD*IST 6 and the traditional methods used in social sciences. The results revealed that the universities are indeed sharing the production of knowledge but have been unable to lead that process in the present day society although they are not aside of that track. They do not lead but have significant influence in it.
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Mcwatts, Susheela. "Job satisfaction and organisational commitment: a comparative study between academic and support staff at a higher education institution in the Western Cape." Thesis, University of the Western Cape, 2005. http://etd.uwc.ac.za/index.php?module=etd&.
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Research suggest that increasing employee commitment and satisfaction impacts on employee productivity and job performance, and has implications for job related behaviours such as absenteeism, turnover and tardiness. Moreover, literature also suggests that downsizing and cost-cutting negatively impacts on the satisfaction and commitment of employees and impacts on the effectiveness of organisations. The contention is that in order to reconcile the need to achieve high quality and organisational effectiveness in an environment of declining per capita resources and change, it will be necessary to secure a high level of commitment and satisfaction from all those employed in the higher education sector. This study sought to investigate the factors that produce commitment and satisfaction in academic and support staff respectively and to understand any important similarities and differences that may exist.
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Kegolis, Jeffrey L. "New professionals' perspectives of supervision in student affairs." Bowling Green, Ohio : Bowling Green State University, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1236973557.
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Wehrisch, Bettina. "Die Beteiligungsrechte der Personalvertretung bei der Einstellung und Kündigung von wissenschaftlichen Mitarbeitern an Universitäten /." Frankfurt am Main [u.a.] : Lang, 2003. http://www.gbv.de/dms/spk/sbb/recht/toc/366293087.pdf.
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Rich, Tyrone. "The personnel function in the Colleges of Further Education." Thesis, University of South Wales, 1989. https://pure.southwales.ac.uk/en/studentthesis/the-personnel-function-in-the-colleges-of-further-education(6d52e7b3-4c2e-4c34-9958-3d2afd1d6b8c).html.
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The thesis examines the evolution of the approach to staff management in colleges of further education, and the implications of current pressures upon them for the further development of this management function. It recognizes that the traditional approach to the management of staff is based upon the presumption that staff have only to be recruited and selected to ensure that effective management occurs. This approach underplays the importance of personnel management in a labour intensive industry. It seeks to establish the likely directions of future development of the staff management function in F.E. colleges, in the context of governmental and market-induced pressures upon them. It uses the models of personnel management and human resource management, as developed in the literature (itself based largely on experience in industro-commercial organisations), to guide this part of the analysis, taking into account the similarities and differences in the nature of the the two types of organisation. The thesis concludes that colleges are likely to find it increasingly imperative to develop more deliberate personnel policies and practices and to integrate them more closely with objectives and strategies. To this extent, and in this context, the model of strategic human resource management is considered to offer more guidance to F.E. college managements on how they might proceed in the emergent environment.
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Wilson, W. Andrew. "Budgeting Behaviors of Traditional-Aged Upper-Division College Students." Thesis, Virginia Tech, 1998. http://hdl.handle.net/10919/36574.
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The purpose of this study was to examine the budgeting behaviors of traditional-aged upper-division college students (juniors and seniors). Budgeting behaviors were operationally defined as students' spending and financial planning behaviors. These behaviors were studied by tracking participant expenditures and income of three weeks and administering electronic survey questions. The study was conducted at a large, public, research university, and was designed to answer the following research questions:
1. How do traditional-aged upper-division students spend their money?
2. What are the budgeting behaviors of traditional-aged upper-division students?
3. Are there differences in budgeting behaviors between traditional-aged upper-division students who live off campus and those who live on campus?
4. Are there gender differences between budgeting behaviors of traditional-aged upper-division students?
A sample of 32 college juniors and seniors who had moved directly from high school to college participated in the study. Participants tracked their expenses and income of a three-week period using computerized spreadsheets. These data were analyzed to determine participants' spending behaviors and to examine differences by gender and place of residence. Participants also responded to five electronic survey questions that investigated their budgeting behaviors. Responses from these questions were analyzed to identify themes about the budgeting behaviors of college juniors and seniors.
The results of this study provided some interesting information about college students' budgeting behaviors. Several conclusions were drawn. First, students failed to budget effectively because they spent more than they earned. Across all groups, students' expenditures totaled more than their income. Second, students' comments regarding their budgeting behaviors were found to reflect either good or poor ratings. This suggests that while some students seem to have well-developed financial management skills, others do not. Third, off-campus students differ from on-campus students because they have more budgeting experience. Off-campus students seemed to have developed these budgeting skills by paying monthly bills associated with off-campus living. Finally, female students spent money on clothes and beauty items, relied on gifts as sources of income, and seemed more anxious about budgeting than male students. These kinds of behaviors may reinforce certain stereotypical beliefs about men and women.
Master of Arts
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Nick, Heather A. "Money Management Behaviors of Traditional-Aged College Freshmen and Sophomores: a Qualitative Study." Thesis, Virginia Tech, 1997. http://hdl.handle.net/10919/36652.
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The purpose of this study was to explore how students manage their financial resources. Data consisted of student records of their expenditures and income over a one month period of time, reliable financial documents provided by the respondents (i.e., checkbook registers, credit card statements), and individual interviews.
This study was designed to gain a better understanding of the financial behaviors of college students at a large, public, research university. Specifically, this study was designed to explore the following research questions:
1. How do traditional-aged, lower-division college students manage their financial resources?
2. What are the financial management behaviors of freshmen versus sophomore on-campus students?
3. What are the financial management behaviors of on- versus off- campus sophomore students?
A stratified purposeful sample of 17 traditional-aged freshman and sophomore students was selected for study. Students who transitioned directly from high school to college were considered traditional-aged students. Students who were in their first or second year of college were considered to be freshman or sophomore students, respectively.
The data were analyzed for two purposes. The first purpose was to understand where participants spent their money, on what kinds of items, and their sources of income. This information was collected through a qualitative analysis of documents. The second purpose was to understand how and why the participants made the financial decisions they did during the period under study, and to gain an understanding of their larger financial situations. This information was collected through a qualitative analysis of individual interviews.
The results of this research contributed to both practice and research. In terms of practice, the results of this study informed three constituencies. Student affairs professionals might use the results to develop programs and services that assist students in managing their financial resources while in college. Students might benefit from the results by identifying management behaviors to employ, and those to avoid. Parents of traditional-aged students might benefit by assisting their students with management skills before they matriculate. Future researchers might elaborate on the present study and examine financial management skills in relation to other issues in higher education, such as retention and academic success. Additionally, future researchers might examine financial management education programs and services at campuses nationwide, or further examine financial management behaviors of college juniors and seniors.
Results revealed several important findings. First, spending patterns can be traced to developmental issues associated with lower division students. For example, freshmen spend more money on food and entertainment than their sophomore counterparts, suggesting that social adjustment and making friends are important issues for first year students. Second, students from families which discuss financial issues have better money management skills. Third, students do not discuss financial matters outside their families, even with close friends. Finally, students spend as much as five times more than they earn in a month. Coupled with the study's other findings, these results suggest campuses need to provide programs and services related to financial management skills if students are to develop sound personal budgeting skills while in college.Master of Arts
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Aletaibi, R. G. "An analysis of the adoption and use of HRIS in the public universities in Saudi Arabia." Thesis, Coventry University, 2016. http://curve.coventry.ac.uk/open/items/e4183d4b-7be6-4cc7-a9f0-f582269b441b/1.
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Evaluating the use of human resource information systems (HRIS) by employees working in the human resource management (HRM) departments of the public universities in Saudi Arabia is one of the main aims of this project. Other researchers in this field have proposed several success models for HRIS use, and they are suitable for organisations working in the conditions and circumstances surrounding a particular region; however, they cannot be applied directly to Saudi organisations. Thus, it is very important to construct an HRIS use model for higher education institutions. In view of the weaknesses of other HRIS success models for the particular environment in Saudi Arabia, this study has integrated some incumbent factors into the DeLone and McLean HRIS success model to develop a new model that provides comprehensive insight into the most important factors affecting the issue of HRIS within the HR Departments of Saudi universities. This results in the development of a theoretical framework as a model to carry out the investigation into the impacts of various dimensions of the proposed model on the use of HRIS by employees. A mixed-method research design involving interviews and questionnaires was used to collect qualitative and qualitative data; analytical techniques along with SPSS20 were employed to analyse the data. The results obtained from the qualitative phase showed that there were six factors that affected the use of HRIS in the HR Departments of public universities: usefulness, a speedier decision-making process, system quality, ease of use, subjective norms (social and peer pressures), and the unification of systems. The impact of these dimensions on the use of HRIS was measured in the qualitative phase, showing the positive impact of system quality, service quality, and ease of use on the use of a system. Furthermore, the impact of HRIS on human resources (HR), based on performance and productivity, was investigated through interviews and surveys with the sample population. In general, it was found that HRIS have a significant and positive impact on the performance and productivity of the HR Departments of public universities in Saudi Arabia. This study’s main contribution is the successful development of an adoption model for the measurement of HRIS use in Saudi public universities, by taking into account the social elements that play an important role in the use of HRIS in Saudi Arabia. This is the first study of its kind that has been performed to measure the factors and map the strength of their relationship with the use of HRIS, user satisfaction and HRIS adoption.
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Liley, Noel Suzanne. "Assessing the financial management habits of first-year students and seniors at Ball State University." Virtual Press, 2001. http://liblink.bsu.edu/uhtbin/catkey/1204199.
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The purpose of this project was to compare the financial management habits of Ball State University first-year students and seniors living on campus.A stratified, systematic sample of 100 first-year students and 100 seniors were surveyed during December 2000. Data were collected on 25 variables, 4 describing personal characteristics, and 21 describing personal financial management habits.It was determined that Ball State University first-year students and seniors have similar financial management habits. Statistically significant differences between first-year students and seniors existed on the following variables: having a student loan, knowing when the loan must be repaid, having one or more credit cards, carrying a balance on one or more credit cards, having a savings account, and recording expenditures in a check register.Financial management is an area that Student Affairs practitioners may want to consider investing more time educating students. Current financial management programs may need to be evaluated for their effectiveness. Using current research, new programs may be developed and implemented.Department of Educational Leadership
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Disselkoen, Jackie M. "The Departing Experience: a Qualitative Study of Personal Accounts by Women Who Are Former Athletic Directors of Intercollegiate Athletic Programs for Women." Thesis, North Texas State University, 1987. https://digital.library.unt.edu/ark:/67531/metadc331529/.
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What happened to women who are former athletic directors of intercollegiate athletic programs during each of the four stages of the departing experience was the problem of this study. A qualitative design using personal interviews for data collection and ethnoscientific explanation for analysis of the data were used to study thirty-one women who were athletic directors between 1975 and 1986. Analytical tasks performed for each of the four levels of analysis helped answer research questions directed toward finding patterns among women in the following areas: what happened to them within and throughout the four stages of the departing experience, reasons they left the position of athletic director, and satisfaction in their subsequent job.
Analysis of the data established that the departing experience occurred in four stages. How the subjects responded to the way that opportunities for female student-athletes were offered during each st3ge of the departing experience determined whether they were in positive or negative circumstances. Sixteen subjects either were in positive circumstances throughout the departing experience or ended it in positive circumstances. Fifteen subjects were either in negative circumstances throughout the departing experience or ended it in negative circumstances.
The ability to reevaluate their beliefs and values, adapt to changes in their programs, make rational decisions, and influence others to support their decisions determined whether they were in positive or negative circumstances in each stage of the departing experience. In general, the findings of this study support literature on women in administrative positions and literature on the effects of job loss and job change.
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Lee, Jae-Young. "A Cross-Cultural Investigation of College Students' Environmental Decision-Making Behavior: Interactions among Cultural, Environmental, Decisional, and Personal Factors." The Ohio State University, 2000. http://rave.ohiolink.edu/etdc/view?acc_num=osu1392299752.
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Round, Kimberlee L. "Development and Evaluation of HawkLearn: A Next Generation Learning Management System." NSUWorks, 2013. http://nsuworks.nova.edu/gscis_etd/294.
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Cloud-based computing in higher education has the potential to impact institutions on a myriad of fronts, including technology governance, flexibility, financial, and intellectual property. As the demand for blended and online education increases, institutions are considering expedient approaches to implementing learning management systems (LMSs). Cloud-based e-learning models, such as personal learning environments and open learning networks, are reported to be among the next generation of LMSs. Saint Anselm College launched a cloud enhanced LMS, HawkLearn, to support several blended courses. HawkLearn was flexible, low-cost, low-maintenance, and targeted to digital natives, accustomed to using web 2.0 based tools and social media. Reporting utilized a case study approach, tracking HawkLearn's evolution from concept to reality. Results yielded data for higher education institutions, evaluating LMS strategies.
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Al, Majdalawi Mazen. "Human resource development in Palestinian higher education, with special reference to evaluation of employee development and training at the Al-Aqsa University, Gaza, Palestinian Authority." Thesis, University of South Wales, 2015. https://pure.southwales.ac.uk/en/studentthesis/human-resource-development-in-palestinian-higher-education-with-special-reference-to-evaluation-of-employee-development-and-training-at-the-alaqsa-university-gaza-palestinian-authority(be3c766a-50f7-44c4-8775-6394a7a6f0bd).html.
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Green, Sean-Michael. "Self-efficacy, Risk Propensity, and Innovation: Personal Characteristics of Chief Enrollment Officers in Public and Private Higher Education." Franklin University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=frank1587034714802609.
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Robinson, Andrea L. "New residence life professionals : the impacts of personal transition issues on job performance and satisfaction." Virtual Press, 2000. http://liblink.bsu.edu/uhtbin/catkey/1178348.
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This study examined the impact that personal transition issues have on the work performance and satisfaction of new professionals in housing and residence life positions. Current first-year professionals in these positions were surveyed and interviewed using materials created for this research.New professionals felt that their personal transition has a significant impact on their overall satisfaction and performance in the work environment. They also expressed a desire for institutions to be more aware of these issues and more intentional in assisting with them. The survey population identified a number of correlations between personal transition issues, work performance, and work satisfaction. They offered examples of ways their institutions helped them in their transition, as well as suggestions for additional steps that can and should be taken.Department of Educational Leadership
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Gavrilova, Aguilar Mariya. "Examination of the Alignment between the SHRM Competency Model and Undergraduate Syllabi of Human Resources and Management Degree Programs in Texas." Thesis, University of North Texas, 2016. https://digital.library.unt.edu/ark:/67531/metadc849740/.
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The purpose of this study was to provide a snapshot of current Human Resources (HR) and Management curricula of four-year public universities in Texas in 2016 and evaluate their alignment with the competencies of the SHRM Competency Model®. This study used a mixed methods approach and analyzed course syllabi for a purposeful sample of 21 public universities in Texas. The course objectives referenced explicitly and/or implicitly all nine competencies. Three courses encompassed all nine competencies, and 84% of all programs demonstrated alignment with the competencies. “Business Acumen”, “Critical Evaluation”, “Communication” and “Relationship Management” were the most frequently referenced competencies in course syllabi. “Consultation” appeared the least frequently. This comprehensive analysis revealed that there is alignment between course curricula of public universities in Texas and competency expectations of graduates wishing to pursue a career in Human Resources. Recommendations applied to four areas including scholarship, university administration, professional associations, and practitioners.
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Costa, Rosaura Nunes Ramis da. "A relação entre qualidade, motivação e comprometimento organizacional : estudo de caso em uma universidade federal." reponame:Repositório Institucional da UCS, 2011. https://repositorio.ucs.br/handle/11338/608.
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A Universidade é considerada uma organização complexa, não só pela sua condição de instituição especializada, mas principalmente pelo fato de executar tarefas múltiplas e no atendimento a diversos segmentos de público, diante de um mercado exigente e em constante evolução, no qual se percebe a relevância da qualidade nos serviços prestados como diferencial competitivo. Neste sentido, percebe-se que as organizações dependem dos seus recursos humanos, pois são as pessoas que fazem e garantem a qualidade, muito mais do que os sistemas, as ferramentas e os métodos de trabalho. Nos temas abordados, observou-se uma lacuna de estudos empíricos que buscassem relacionar a qualidade, a motivação e o comprometimento organizacional. O estudo apresenta um diferencial no constructo qualidade, pois buscou-se a avaliação através da auto-percepção dos servidores com relação à qualidade dos seus próprios serviços. Desse modo, a presente pesquisa teve como objetivo principal investigar a relação entre as dimensões qualidade, motivação e comprometimento organizacional em uma universidade pública federal, localizada no município de Rio Grande, Rio Grande do Sul - RS. Foi aplicado um questionário, utilizando-se escalas já validadas, para avaliar a auto-percepção dos servidores com relação à qualidade dos seus próprios serviços, o grau de motivação e o grau de comprometimento organizacional, bem como comparar os resultados dos constructos com o perfil dos respondentes. Desenvolveu-se a pesquisa quantitativa, com a análise dos dados através da estatística uni e multivariada, para identificar os fatores para os objetivos específicos. Na análise fatorial da pesquisa, os constructos foram assim discriminados: na dimensão Qualidade, tem-se os fatores empatia, confiabilidade, segurança e aspectos tangíveis; na dimensão motivação, são os fatores recompensas externas, relacionamentos no trabalho e satisfação das necessidades básicas; e no comprometimento organizacional são os fatores compromisso de valor e compromisso de permanência. A coleta de dados resultou em uma amostra de 202 respondentes. Os resultados indicaram que há relação positiva e significativa entre os construtos qualidade, motivação e comprometimento organizacional. Em relação aos dados demográficos, as análises apontaram que o fator empatia destacou-se como variável importante entre as demais, podendo considerá-lo como um diferencial.Submitted by Marcelo Teixeira (mvteixeira@ucs.br) on 2014-06-05T16:27:04Z No. of bitstreams: 1 Dissertacao Rosaura Nunes Ramis da Costa.pdf: 1057012 bytes, checksum: 8cdfe2cdcd043e5afd56df2970563895 (MD5)
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The University is considered a complex organization, not only for being a specialized institution, but mainly because of multi-task and attending to various segments of the public, in front of a demanding and constantly evolving, in which one perceives the relevance quality in services as a differentiator. In this sense, it is clear that organizations depend on their human resources, as are the people who make and guarantee the quality, much more than systems, tools and working methods. The topics discussed, there was a gap of empirical studies that seek to relate the quality, motivation and organizational commitment. The study has construct a differential in quality because they searched the assessment through self-perception of the servers for the quality of its services. Thus, this study aimed at investigating the relationships between the quality, motivation and organizational commitment in a Public University, located in Rio Grande, Rio Grande do Sul - RS. A questionnaire was applied, using previously validated scales to assess self-perception of the servers for the quality of its services, the degree of motivation and degree of organizational commitment, and compare the results of the constructs with the profile of respondents. A quantitative research was carried out, with data analysis by univariate and multivariate analysis to identify factors for the specific goals. Using factor analysis, the constructs were then separately: quality consists of empathy, reliability, security, and tangible aspects; motivation scale consists of external rewards, relationships at work, and satisfaction of basic needs; and organizational commitment contains value commitment and commitment to stay. Data collection resulted in a sample of 202 respondents. Results indicate that there are positive and significant relationship between the constructs quality, motivation and organizational commitment. Regarding demographics, the analysis indicates that the factor empathy shows up among the other important variable.
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Molefe, Moyahabo Walter. "Supervisory communication and its effect on employee satisfaction at the Central University of Technology, Welkom campus." Thesis, Bloemfontein : Central University of Technology, Free State, 2013. http://hdl.handle.net/11462/179.
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Thesis (M. Tech. (Language Practice)) -- Central University of Technology, free State, 2013Many large organisations tend to focus on their external communication in order to project a positive image to potential clients. However the role of internal communication with employees has often been overlooked, although it remains one of the most important areas of organisational communication. Employees‟ views about their own organisation impact on how external clients view that particular organisation. In order for employees to become advocates of their own organisation, supervisors of different operational units should develop and manage their internal communication activities in a way that motivates and stimulates employees‟ enthusiasm for meeting the organisational goals. Once employees are satisfied with the state of supervisory communication in their respective units, they should be able to identify with their organisation and endeavour to attain its organisation‟s goals. The researcher investigated supervisory communication and its effect on employee satisfaction at the Central University of Technology, Free State, Welkom Campus (CUT, W). The study was conducted through a combination of quantitative and qualitative research methods. A questionnaire was distributed among the forty employees, whereas interviews were conducted with the five remaining employees at the CUT, W. The researcher used purposive sampling to select the respondents and participants of the study. The reliability of the questionnaire was determined by calculating the Cronbach Alpha coefficient (CAc) of the constructs. All the Communication Satisfaction Questionnaire constructs indicated CAc of .0974 which is consistent with a high level of internal stability. The study (quantitative research method) indicated that the majority of the respondents showed overall satisfaction on all CSQ constructs, except Personal Feedback. However, the study has revealed that the Schools of Government Management and Human Resources as well as the School of Accounting have revealed communication deficiencies on constructs such as Supervisory Communication, Divisional Information, Communication Climate, Co-Worker Communication and Personal Feedback. The qualitative findings have revealed communication deficiencies in four categorical themes, namely, lack of: * Communication and commitment to institutional values and policies by Supervisors. * Consultation and openness to ideas. * Performance standards and career-pathing. * Co-worker communication. * Downward flow of information. The researcher recommends that the Schools1 of Government Management, Human Resources and Accounting put more effort into improving their Schools‟ communication climate and giving personal feedback to their subordinates. The CUT, W should develop a Performance Management Plan to appraise their staff. The researcher further recommends that meetings should be held regularly to provide the necessary platform for the employees to raise concerns related to their specific jobs. The researcher also believes that Supervisors should consult with employees in their specific units before making any important decisions.
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Grugan, Cecilia Spencer. "Disability Resource Specialists’ Capacity to Adopt Principles and Implement Practices that Qualify as Universal Design at a 4-Year Public Institution." Wright State University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=wright1526997302503817.
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Du, Toit Barend Jacob. "Die hoof van 'n tegniese kollege se personeelbestuurstaak." Thesis, 2014. http://hdl.handle.net/10210/12932.
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Kukano, Crispin. "Implementing personnel retention strategies at CorJesu college in the Philippines." Diss., 2011. http://hdl.handle.net/10500/4103.
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The aim of this research was to determine the factors that influence retention of personnel at Cor Jesu College in the Philippines and establish guidelines for effective staff retention. A qualitative research design involving the descriptive sample survey method to collect data by means of self- administered structured questionnaire was adopted. The sample consisted of 70 Cor Jesu personnel. The information was statistically analysed with the aid of a computer after which it was interpreted. Results indicated that teachers were not satisfied with their jobs and that their retention was affected by several aspects of their work. Working conditions emerged as the major source of dissatisfaction while interpersonal relations were a principal retention factor.Educational Studies
M.A. (Education Management)
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Van, der Merwe Carel Nicolaus. "Menslike hulpbronontwikkeling as bestuursopgawe van die bestuurspan aan onderwyskolleges in die RSA (Afrikaans)." Thesis, 2001. http://hdl.handle.net/2263/26010.
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The full text of this thesis/dissertation is not available online. Pending permission from the author/supervisor access may be provided on request. Read the abstract in the section 00front of this document.Thesis (PhD (Education Management))--University of Pretoria, 2007.
Education Management and Policy Studies
unrestricted
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Vermeulen, Jacobus Willem Adriaan. "Selfkonsep en bestuursgedrag by prinsipale van tegniese kolleges." Thesis, 2014. http://hdl.handle.net/10210/10339.
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M.Phil. (Education Management)At present the Republic of South Africa is experiencing a unique set of circumstances which will challenge educational leaders in the optimal use of human resources. The importance of vocational training is stressed in the document, Educational Renewal Strategy (1991) since technical colleges are presently poised for meaningful growth. Principals, as the leaders of technical colleges, will have to meet various challenges. To ensure effective management behaviour the principal requires a balanced personality as well as other qualities. The individual's self concept which forms an integral part of his personality, determines his pattern of behaviour in his environment. Very little is known about the self concept of the principals of technical colleges. The chief aim of this research is therefore to establish the relationship between the self concept and management behaviour of principals of technical colleges. In particular this study aims to establish whether the self concept of the principals of technical colleges can or should be regarded as a determinant in their management behaviour.
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Williamson, James. "Professionele ontwikkeling van lektore aan 'n tegniese kollege." Thesis, 2014. http://hdl.handle.net/10210/10372.
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M.Ed. (Educational Management)Apprentices in South Africa must attend a technical college for their theory training. A major problem is that technical colleges experience difficulty in attracting suitable people to be appointed as lecturers in their technical departments. The majority of technical lecturers are artisans who are drawn from industry as they are needed to teach trade theory to apprentices. In most cases the young lecturer who teaches technical subjects does not have the necessary professional qualifications. One cannot assume that someone who is suitably qualified in a technical field of study is necessarily capable of successfully passing on his knowledge to the students. , The functions and tasks of the lecturer must be examined. Once these have been defined, one can concentrate on the recruitment of lecturers. The following factors must be considered: admission requirements, evaluation and acknowledgement of qualifications, promotion and conditions of service. It is not only important to recruit the most suitably qualified person but just as important to ensure that this person remains in the teaching profession. The problem is that salaries and benefits are determined by the education department and colleges cannot compete with industry. In most cases the suitable lecturers, as well as those with a few years teaching experience, are offered well-paid jobs with excellent benefits in the industrial sector. The technical lecturer is a member of the college staff. As many lecturers have the required professional qualifications, it is imperative that all lecturers fulfil the requirements set by the teaching profession. This means that most of the newly appointed technical lecturers must be professionally developed. The principal of the college plays a vital role in the professional training and development of the lecturer. He can promote this by adopting the correct managerial attitude and by creating the appropriate college climate. A good evaluation system is also important...
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Koch, Gerhardus Izak Jacobus. "'n Bestuursopleidingsmodel gerig op die indiensopleiding van lektore aan tegniese kolleges." Thesis, 2015. http://hdl.handle.net/10210/14299.
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Garneau, J. E. Paul. "Faculty development in British Columbia Community Colleges." Thesis, 1993. http://hdl.handle.net/2429/1764.
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This thesis was an attempt to better understand what it would take for faculty development decision makers to promote faculty vitality more effectively in British Columbia community colleges. First, it was necessary to examine governmental expectations and objectives for the entire system. Next, a review of the complex terminology used to describe multiple aspects of faculty development was presented. This was followed by an extensive review of the literature on the subject, going back to its early development through to the year 1992. This review revealed the existence of considerable diversity throughout the field. In an effort to somewhat rationalize what faculty development pursuits had come to, a comprehensive model was developed and put to the test with a sampling of decision makers employed at two-year institutions. The model served as a base for the development of an integrated questionnaire which featured an elaborated checklist of potential faculty development activities. Respondents were asked to provide strategic as well as operational information as it related to the developmental needs of regular full-time faculty members. The study's inductive findings supported the model well, enabling an analysis of its implications regarding theory, research, and practice.
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Mmako, Mphoreng Magdeline. "An employee engagement framework for further education and training colleges." 2015. http://encore.tut.ac.za/iii/cpro/DigitalItemViewPage.external?sp=1001887.
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D. Tech. Human Resources ManagementThe aim of this research is to identify the factors that impact on employee engagement of academic staff in further education and training (FET) colleges in South Africa. It also looks at how to develop a successful employee engagement framework for FET colleges.
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Chetram, Ravinand. "The management of continuous professional development at a TVET college in Kwazulu Natal." Diss., 2017. http://hdl.handle.net/10500/23831.
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This exploration investigates lecturers’ experiences of the role of professional development on TVET lecturers. Lecturers’ professional development is often viewed as the source to effective learning developments. Lecturer effectiveness at TVET Colleges depends on the constant professional development to avoid encounters that they face due to endless differences taking place in technology and national curriculum. The result of proper professional development of lecturers is that both students and the organisation benefit from it.
Hence, lecturers are likely to be subjected to continuous professional development to be well informed with the constant adjustments taking place in the education system. This occurs as the lecturers are pressurised to participate in a variety of regular professional development programmes that are not designed to suit their specific requirements. This leads to, professional development becoming ineffective in assisting the lecturer developing their training in their specific areas of knowledge.
A literature review was used to determine what other writers say about the concept of professional development.
A qualitative study was employed and two research instruments were used: semi-structured interview sessions and document analysis.Information was collected through the interviews, centred on pre-planned interview questions. Purposive sampling was used and nine experienced participants were selected for this study. Lecturers’ were questioned about their experiences of professional development at a TVET College in the Kwazulu Natal district. The conversations were recorded, translated and scrutinised to discover lecturers’ opinions about professional development in their college.
This investigation was guided by three important questions:
How effective are staff development programmes managed for lecturers in their areas of specialisation?
Secondly, How effective are the policies regarding staff development in TVET Colleges? Finally, what role does senior management play in CPD in Majuba TVET College?
Findings indicate that the principals of the colleges are not managing the continuous professional development of lectures. It is left upon the lecturers themselves to manage their professional development.
It is expected that this investigation and the literature review will influence the management of professional development for the advantage of lecturers and the college.Educational Leadership and Management
M. Ed. (Education Management)