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Journal articles on the topic 'Human resource development in Africa'
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Sydhagen, Kristine, and Peter Cunningham. "Human Resource Development in Sub-Saharan Africa." Human Resource Development International 10, no. 2 (2007): 121–35. http://dx.doi.org/10.1080/13678860701347156.
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Garvey, Brian, Alexander A. Kwapong, and Barry Lesser. "Capacity Building and Human Resource Development in Africa." Canadian Journal of African Studies / Revue Canadienne des Études Africaines 28, no. 2 (1994): 326. http://dx.doi.org/10.2307/485739.
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van der Walt, Tjaart J., and Dave Kaplan. "Industry—Academic—Government Cooperation in Technological Innovation and Human Resource Development." Industry and Higher Education 10, no. 6 (1996): 394–401. http://dx.doi.org/10.1177/095042229601000613.
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An overview is provided of the vision for a national system of innovation (NSI) in South Africa. A feature of the South African NSI is that while science output is relatively high, technology output is relatively low. This suggests the potential gain to be had from closer linkage between higher education and the business sector. The paper also contains a perspective on the status of cooperative research in the natural sciences, engineering and technology (SET) in the development of South Africa. The existing government-level technological innovation programmes are briefly described, with special attention given to the Technology and Human Resources for Industry Programme (THRIP). The latter initiative is described as a consortium programme involving all key stakeholders in technology promotion in South Africa. THRIP is critically reviewed and its expanded vision contextualized within the NSI. Some new approaches and mechanisms are proposed to promote greater market focus within the research and technology push side of expertise development, as well as to promoting the involvement, ownership and long-term vision of the market for technology and human resources in research.
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Horwitz, Frank M., Angus Bowmaker‐Falconer, and Peter Searll. "Human resource development and managing diversity in South Africa." International Journal of Manpower 17, no. 4/5 (1996): 134–51. http://dx.doi.org/10.1108/01437729610127604.
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Khumalo, Njabulo. "The role of human resource planning in producing well-resourced employees to public." Problems and Perspectives in Management 16, no. 4 (2018): 117–25. http://dx.doi.org/10.21511/ppm.16(4).2018.11.
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The term Human Resource Planning (HRP) can be used to achieve organizational objectives by understanding and planning for employees’ needs in the short, medium and long term in order to deliver desired results. Little research that has been conducted on HRP and most are from the private sector and none to be found in the public sector. This study was conducted in the public institution in South Africa. The literature consulted provides an overview that HRP solves current and future organizational problems by ensuring that the right people are in the right place at the right time. This is achieved by analyzing the current profile of the workforce and comparing it with future needs so that gaps, which need to be filled, can be identified. The paper intended to investigate the extent to which employees are well-resourced to perform their duties in centres of the municipality to the community. The investigation used mixed methods in its data collection. 45 participants participated in responding the self-administered questionnaire and seven participated in one-on-one interviews. The study found that half of employees who are working for the centres of the municipality includes supervisors who lack educational attainments, as they hold only grade 12 and no development was initiated. The study recommended the whole the municipality to establish and implement a promotion policy. All necessary equipment and tools provided were insufficient, as required by the Act, to provide all services to the public.
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Muyia, Machuma Helen, Caroline S. Wekullo, and Fredrick M. Nafukho. "Talent Development in Emerging Economies Through Learning and Development Capacity Building." Advances in Developing Human Resources 20, no. 4 (2018): 498–516. http://dx.doi.org/10.1177/1523422318803089.
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The Problem It has been argued correctly that of all the resources that nations are endowed with including physical resources such as land, gas, oil, mineral resources, and financial resources, the most durable resource is people. It is also a truism that regions endowed with large populations such as Brazil, China, and India are now emerging nations with very strong and growing economies. As the world of work changes globally, the demand for talent development is becoming one of the greatest opportunities for profit and nonprofit organizations in emerging economies such as Kenya. Africa with its young and educated population and its competition for talent poses both opportunities and challenges as the continent tries to address this critical component. Nowhere is this opportunity for talent development (TD) more urgent than in Kenya. The Solution Given the rising of Africa’s youth population and the need to develop talent in this region of the world, there is no easy or ready-made solution to guide human resource development (HRD) researchers and practitioners and policy makers in developing and optimally utilizing Africa’s best resource—its people. However, this article seeks to demonstrate how strategic planning and provision of quality education are the best form of intervention for TD in Africa. The fact that individuals have talent is not sufficient, hence the importance of developing talent through learning. Thus, learning requires well-designed quality education and training programs that can lead to people being open to new ideas and a disposition to question what people already know. This is even more seminal especially in the fast-changing technology-controlled workplace. The Stakeholders Human resource officers, learning and development officers, Directors of Human Resource Management, HRD researchers, HRD practitioners.
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Maclachlan, Malcolm. "Sustaining Human Resource Development in Africa: the Influence of Expatriates." Management Education and Development 24, no. 2 (1993): 167–71. http://dx.doi.org/10.1177/135050769302400206.
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Lancaster, Carol. "Policy Reform in Africa: How Effective?" Issue: A Journal of Opinion 16, no. 2 (1988): 30–35. http://dx.doi.org/10.1017/s0047160700500699.
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The United Nations Special Session on the Critical Ecnomic Situation in Africa concluded in June 1986 with the Adoption of a Programme of Action which included an explicit recognition of African policy failures and the need for reform:The endogenous aggravating factors include deficiencies in institutional and physical infrastructures, economic strategies and policies that have fallen short, in some cases, of achieving their objectives, disparities in urban and rural development and income distribution, insufficient managerial/administrative capacities, inadequate human resource development and lack of financial resources...Urgent, far reaching and imaginative economic policies are required to avert further deterioration in the economic conditions in Africa...
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Horwitz, Frank M., Angus Bowmaker-Falconer, and Peter Searll. "Employment equity, human resource development and institution building in South Africa." International Journal of Human Resource Management 6, no. 3 (1995): 671–85. http://dx.doi.org/10.1080/09585199500000042.
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Goslin, Anneliese. "Human Resource Management as a Fundamental Aspect of a Sport Development Strategy in South African Communities." Journal of Sport Management 10, no. 2 (1996): 207–17. http://dx.doi.org/10.1123/jsm.10.2.207.
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South African society is a complex mix of first- and third-world components. Urgent socio-economic and political problems must be addressed to avoid chaos. Sport may be a key factor in bringing about change. Sport training strategies should form an integral part of affirmative action and sport development programs in South Africa. The overall aim of this research was to develop a structured scientific approach to the training and development of human resources in South African sport. The research was conducted in four phases over a 2-year period. The aims of the respective phases were to determine the current standard and scope of sport management in black developing townships, to compile a profile of competencies and training needs of sport managers, to develop an in-service training model for the aforementioned sport managers, and to design a comprehensive sport development strategy for South African sport. Research methodologies included questionnaires on general and functional managerial variables and training needs, content analysis of job descriptions, and personal interviews. Results revealed an insufficient standard of sport management in developing townships. A competency-based training and development model was proposed and positioned in an overall strategy for sport development in South Africa.
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Iwu, Chux Gervase. "Kulula.com, South Africa – a case study." Emerald Emerging Markets Case Studies 1, no. 1 (2011): 1–3. http://dx.doi.org/10.1108/20450621111124433.
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Subject area Human resource management; primarily employment law impacting on employment relations. Study level/applicability Second year (or 200 level) students up to post graduate programmes in Business Management, Human Resources Management and Law. Case overview The world is still fascinated by South Africas transition to democracy; what with stories of massacre (Sharpeville, etc.) of those who dared challenge white supremacy and the battle for prominence between the African National Congress and the Inkatha Freedom Party. Since gaining independence, South Africa has attracted investors from far and wide. Now and again, one hears news stories that report about forms of disgruntlement from whites and blacks, respectively. In some quarters, you may hear stories suggesting the white community has not completely gotten over their resentment of black leadership. In some other quarters, you are likely to hear the blacks insist that the South African land space belongs to them and as a result they should be in charge of the distribution of wealth, one must understand that much of the wealth of the South African land still resides with the Whites. In what is considered as a fair attempt to integrate all the citizens of the republic, the new government of Nelson Mandela came up with a constitution that is hailed as perhaps the best in the world. Carved out of the United Nations Human Rights Charter, it proposes a free society that recognizes all its inhabitants regardless of colour. Within the world of work, the constitution identifies seven very important statutes that not only give effect to and sustain the republics membership of the International Labour Organisation, but also help to realize and regulate the fundamental rights of workers and employers. Main learning objective Test students understanding of the legal statutes that pertain to employment relations and human resource management in South Africa. Expected learning outcomes Understand the legislation affecting management and staff. Understand and apply the principles of recruitment and selection of staff. Identify and apply the options open to managers in staff training and development. Identify and apply the appropriate performance management systems. Understand and apply the strategic human resource planning process. Supplementary materials Teaching note.
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Gumede, Vusi. "Revisiting Poverty, Human Development and Inequality in Democratic South Africa." Indian Journal of Human Development 15, no. 2 (2021): 183–99. http://dx.doi.org/10.1177/09737030211032961.
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There are many questions related to poverty in South Africa that remain unsatisfactorily answered. Given the poor performance of the South African economy, including declining per capita incomes and increasing unemployment, since 2010 or so, it is important to examine poverty dynamics in the recent years. Many recent studies in this regard have relied on 2015 data, and do not examine all the three interrelated aspects of wellbeing viz. poverty, human development and inequality. In this context, this paper uses all the five waves of the National Income Dynamics Study and employs different poverty and inequality measurement techniques to investigate poverty dynamics, human development and inequality during the post-apartheid period in South Africa. The estimates suggest that although poverty was declining prior to the coronavirus pandemic, the African/Black population group is the most affected by poverty. The phenomenon of feminisation of poverty is also verified based on the evidence of increasingly more women in poverty than men. The proportion of population experiencing multiple deprivations, measured by the Multidimensional Poverty Index, have not changed in the post-apartheid period. Similarly, human development has not improved during this period. South African society continues to be one of the most unequal societies in the world. The paper argues that the inability to sufficiently reduce poverty, unemployment and inequality results from the weak performance of the South African economy. In the same vein, it is the structure of the South African economy that has kept the levels of human development low and income inequality high.
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Lynham, Susan A., and Peter W. Cunningham. "Human Resource Development: the South African Case." Advances in Developing Human Resources 6, no. 3 (2004): 315–25. http://dx.doi.org/10.1177/1523422304266079.
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Bothun, Gregory D. "Data networks and sustainability education in African universities." International Journal of Sustainability in Higher Education 17, no. 2 (2016): 246–68. http://dx.doi.org/10.1108/ijshe-07-2014-0111.
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Purpose – The purpose of this paper is to provide a case study report of the development of data networks and initial connectivity in the Sub-Saharan African (SSA) region and how that development evolved into the formation of research and education (R & E) networks that enable new collaborations and curriculum potential. Design/methodology/approach – This case study is presented through the past 20 year’s operations and field activities of the Network Startup Resource Center (NSRC) at the University of Oregon, who in partnership with the National Science Foundation has worked together to significantly train network engineers in Africa on how to develop regional R & E networks that can link together the various research universities in SSA. Findings – The author shows how the development of these networks have fostered improved collaboration between African and US scientists, particularly around issues that relate to climate change. This paper contains testimonials from both scientists and on-the-ground key directors in Africa about the value of these improved networks. The expansion of regional R & E networks has allowed the Association of African Universities (AAU) to launch sustainable development as one of its new core programs over the period 2013-2017. Within this new core AAU program are four sub-themes: agriculture and food security, water resources management, climate change and energy. All of these themes will benefit directly from these new, network-enabled, data-sharing abilities. Practical implications – The current state of network-driven curriculum and curriculum exchange between African universities is assessed and compared that to that in the early days of academic network penetration (1990-2000) in the USA to find similar rates of evolution. Since 2015, SSA has sufficient network access and connectivity to now enable a wide variety of new collaborative research and collaborative academic programs. Originality/value – The experience and operational competence of the NSRC at the University of Oregon needs to be detailed and espoused. No other American university has had such an impact on Africa in terms of improving its overall network infrastructure enabling new kinds of collaborative research on real-world problems, such as climate change and resource depletion in Africa.
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King, Jackie, and Cate Brown. "Africa's Living Rivers: Managing for Sustainability." Daedalus 150, no. 4 (2021): 240–59. http://dx.doi.org/10.1162/daed_a_01882.
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Abstract Africa's human population is growing rapidly and is set to account for 40 percent of global numbers by 2100. Further development of its inland waters, to enhance water and energy security, is inevitable. Will it follow the development pathway of industrialized countries, often destructive of ecosystems, biodiversity, and river-dependent social structures, or can it chart a new way into the future based on global lessons of equity and sustainability? This essay tracks the global and African growth of the benefits and costs of water resource developments, explores the reasons for the costs, and offers insights on new scientific thinking that can help guide Africa to a more sustainable future.
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QUA-ENOO, ALISON BODURTHA, KATE SCHENDEL, and NEVIL QUINN. "SOUTH AFRICA'S RESERVE: CHALLENGES AND RECOMMENDATIONS FOR IMPLEMENTING SUSTAINABLE DEVELOPMENT POLICIES." Journal of Environmental Assessment Policy and Management 08, no. 01 (2006): 61–83. http://dx.doi.org/10.1142/s1464333206002311.
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South Africa introduced a visionary policy for water resource management in 1998. The South African National Water Act (Act 36 of 1998) contains several innovative mechanisms with the potential to transform water resource management within the country and abroad. The Reserve is one of these innovations, guaranteeing a basic water requirement for both human needs and ecosystem health. This article discusses the process of Reserve determination and implementation in South Africa and identifies challenges and opportunities for successful implementation. Based on the perceptions of 28 water managers, consultants, and researchers, the key issues and recommendations for improving implementation are presented. The major findings indicate that political support, the capacity of the implementing organization, supporting policies, strong linkages between policy actors and effective monitoring programs are key issues in the successful implementation of sustainable development policy mechanisms.
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Cunningham, Peter W., Susan A. Lynham, and Gail Weatherly. "National Human Resource Development in Transitioning Societies in the Developing World: South Africa." Advances in Developing Human Resources 8, no. 1 (2006): 62–83. http://dx.doi.org/10.1177/1523422305283059.
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Fourie, D. J. "The public finance management act as a reform measure to capacitate public officials." South African Journal of Economic and Management Sciences 5, no. 1 (2002): 219–32. http://dx.doi.org/10.4102/sajems.v5i1.2672.
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The urgent need to develop South Africa's human resources in the public service has been conceptualized in many policy documents. The underlying objective of efforts to strengthen the human resources in the public sector, is the delivery of effective services to the people of South Africa. In line with the White Paper on the Transformation of the Public Service, 1995, the effective mobilization, development and utilization of human resources are stressed as important factors in the transformation of the public service because of their contribution to individual and institutional capacity to ensure effective governance. Financial resources are important in order to develop and sustain the skills of the public servants; however, there is a tendency to cut the budget for human resource development programmes. Alternative methods should be developed to obtain additional sources of income.
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Scott, Chaunda L. "Leveraging diversity through employee resource groups in the USA: implications for human resource development practitioners in South Africa." International Journal of Human Resources Development and Management 10, no. 3 (2010): 272. http://dx.doi.org/10.1504/ijhrdm.2010.033587.
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Bunoti, C. W. "Summary policy recommended for eastern and southern Africa: Mbabane, Swaziland, 28 July to 1 August, 1997." BSAP Occasional Publication 21 (1998): 19–25. http://dx.doi.org/10.1017/s0263967x00032031.
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AbstractThe seminar, the aim of which was to develop policy recommendations to improve the livestock sector in eastern and southern Africa, was held from 28 July to 1 August 1997 in Mbabane, Swaziland. All countries were represented and a wide range of topics were discussed. These included livestock development in Africa, relative to the rest of the world, and meeting the food security needs of each country, for which production must increase at 4% per annum, rather than 2% as at present.Topics considered included: constraints to livestock development, current status, global and African trends in the livestock sector, human resource needs, animal genetic resources, animal health constraints, data and information, research and extension, private sector contribution, participation and contribution by donors or international organizations and interactions between livestock, environment and wildlife.Recommendations were made on: livestock, environment and wildlife interactions for extensive production systems and mixed crop and livestock interactions for intensive production systems, animal health and genetic resource constraints and policy information management and communication.The region under discussion has a tremendous potential for livestock production, which has not been fully realized, and potential internal markets for livestock and livestock products. At present it lacks cohesive livestock development policies at both national and regional levels. The region carries more than 37%, 72%, 63%, 55%, 33% and 39% of Africa's human, cattle, sheep, goat, pig and chicken populations respectively (FAO, 1988).The purpose of this paper is an attempt to summarize the proceedings of the seminar, highlighting the issues raised and recommendations made.
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Lagu Yanga, Martina. "UK Bribery Act 2010: implications for business in Africa." International Journal of Law and Management 56, no. 1 (2014): 3–28. http://dx.doi.org/10.1108/ijlma-12-2012-0040.
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Purpose – This article aims to examine some of the implications of the UK Bribery Act (UKBA) 2010 for business in Africa and reviews the effectiveness of strategies African governments have adopted to prevent bribery. The author proposes the development of a bespoke anti-bribery management system (ABMS) based on empirical research. This would help African institutions overcome some of the challenges associated with enforcing regulatory measures formulated in developed countries. Design/methodology/approach – The paper takes the form of a literature review and commentary. Findings – The UKBA has extra-territorial jurisdiction which empowers UK courts to prosecute cases of bribery committed abroad by UK companies and their associates. The risk of prosecution is likely to affect foreign direct investment and official development aid flows to Africa. However, companies can escape prosecution if they can prove that they have adequate procedures in place to prevent bribery. This raises the question as to whether the legislation shifts the responsibility of fighting bribery to under-resourced overseas business partners and supply chains. While most African governments have adopted robust anti-bribery laws, their enforcement is hampered by weak institutions. Research limitations/implications – Empirical research is required to assess the impact of the legislation over the next five years. Practical implications – African organisations must be sensitised about the consequences of violating the UKBA to ensure they adopt appropriate anti-bribery strategies. Originality/value – This article contributes to literature by exploring the development of evidence based ABMS for African organisations which is currently lacking.
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Cecchi, Marco, and Belinda Nwosu. "Human capital development: perspectives of an expatriate hotel manager in Africa." Worldwide Hospitality and Tourism Themes 8, no. 2 (2016): 207–10. http://dx.doi.org/10.1108/whatt-11-2015-0048.
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Purpose The purpose of this paper is to explore, from the vantage point of an expatriate manager, some of the issues that surround human capital development (HCD) in the tourism and hospitality industry in Africa. Design/methodology/approach An informal interview was carried out via email. Marco Cecchi has 33 years experience working in the tourism and hospitality industry in Europe and now in Africa. He was recently appointed General Manager at Hotel Bon Voyage in Lagos under the African Management Service Company (AMSCO), an initiative of the United Nations Development Programme and the International Finance Corporation to help build human capital for sustainable African enterprises. Findings The interview offers valuable insights for researchers and practitioners who are seeking to understand cross-cultural differences related to human resources. Originality/value The transcript provides a much needed context for understanding the issues facing HCD in the African continent.
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Marchant, R., J. Finch, R. Kinyanjui, et al. "Palaeoenvironmental perspectives for sustainable development in East Africa." Climate of the Past Discussions 6, no. 3 (2010): 963–1007. http://dx.doi.org/10.5194/cpd-6-963-2010.
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Abstract. East African ecosystems are shaped by long-term interaction with changing climate, human population, fire and wildlife. There remains today a strong connection between people and ecosystems, a relationship that is being strained by the rapidly developing and growing East African population, and their associated resource needs. Predicted climatic and atmospheric change will further impact on ecosystems culminating in a host of challenges for their management and sustainable development, further compounded by a backdrop of political, land tenure and economic constraints. Given the many direct and indirect benefits that ecosystems provide to surrounding human populations, understanding how they have changed over time and space deserves a special place on the ecosystem management agenda. Such a perspective can only be derived from a palaeoecology, particularly where there is high resolution, both through time and across space. The East African palaeoecological archive is reviewed, in particular to assess how it can meet this need. Although there remain crucial gaps, the number of palaeoecological archives from East Africa growing rapidly, some employing new and novel techniques to trace past ecosystem response to climate change. When compared to the archaeological record it is possible to disentangle human from climate change impacts, and how the former interacts with major environmental changes such as increased use of fire, changing herbivore densities and increased atmospheric CO2 concentration. With this multi-dimensional perspective of environmental change impacts it is imperative that our understanding of past human-ecosystem interactions are considered to impart effective long term management strategies; such an approach will enhance possibilities for a sustainable future for East African ecosystems and maximise the livelihoods of the populations that rely on them.
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Hack-Polay, Dieu, John Opute, and Mahfuzur Rahman. "Resisting global universalistic practices: the endurance of culture and particularism in African HRM." Journal of Work-Applied Management 12, no. 1 (2020): 55–68. http://dx.doi.org/10.1108/jwam-11-2019-0032.
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PurposeThis article empirically assesses the extent to which factors rooted in the cultural and institutional framework in sub-Saharan African organisational contexts challenge and resist the penetration of global practices and how these dynamics impact on human resource management (HRM). This article examines whether universalistic perspectives are significant for African HRM. The article discusses the tensions between the contributions derived from local and historical factors and that of other environmental agents to African HRM practice.Design/methodology/approachThe study is based on a survey among 100 practising African HRM executives representing significant organisations in sub-Saharan Africa.FindingsThe main findings established that in spite of westernisation and globalising trends in learning and development in Africa, human resource practices are still profoundly embedded in the African cultural fabric. Significant elements of cultures in sub-Saharan Africa pervade organisational processes; such aspects include collectivism and paternalism, which persistently resist change. The article, however, concludes that the resisting parts of sub-Saharan African cultures which are viewed as counterproductive can have positive resonance if constructively deployed.Originality/valueThis article contributes to African HRM literature, a significantly under-researched field. The paper provides an opportunity for African HR managers to be more pragmatic in identifying the contextual issues and aspects of African culture that could be value-adding in a fast-changing managerial field. The findings demonstrate that human resource strategies and policies have specific cultural orientations and reflect the societal predispositions of a particular collectivity; this epitomizes the intertwining of cultural paradigms, political spheres and organisational life in sub-Saharan Africa.
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McDougall, E. Ann, Catherine Coquery-Vidrovitch, Paul E. Lovejoy, Alan H. Jeeves, Henry Bernstein, and Bonnie K. Campbell. "Labour and Capitalist Development in Africa." Labour / Le Travail 21 (1988): 249. http://dx.doi.org/10.2307/25142954.
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Walt, Ruan van der. "Human resources development in South Africa: the role of university short courses." Human Resource Development International 2, no. 3 (1999): 175–79. http://dx.doi.org/10.1080/13678869900000021.
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Konar, M., and K. K. Caylor. "Virtual water trade and development in Africa." Hydrology and Earth System Sciences 17, no. 10 (2013): 3969–82. http://dx.doi.org/10.5194/hess-17-3969-2013.
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Abstract. A debate has long existed on the relationships between human population, natural resources, and development. Recent research has expanded this debate to include the impacts of trade; specifically, virtual water trade, or the water footprint of traded commodities. We conduct an empirical analysis of the relationships between virtual water trade, population, and development in Africa. We find that increases in virtual water imports do not lead to increases in population growth nor do they diminish human welfare. We establish a new index of virtual water trade openness and show that levels of undernourishment tend to fall with increased values of virtual water trade openness. Countries with small dam storage capacity obtain a higher fraction of their agricultural water requirements from external sources, which may indicate implicit "infrastructure sharing" across nations. Globally, increased crop exports tend to correlate with increased crop water use efficiency, though this relationship does not hold for Africa. However, internal African trade is much more efficient in terms of embodied water resources than any other region in the world. Thus, internal African trade patterns may be compensating for poor internal production systems.
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Konar, M., and K. Caylor. "Virtual water trade and development in Africa." Hydrology and Earth System Sciences Discussions 10, no. 6 (2013): 7291–324. http://dx.doi.org/10.5194/hessd-10-7291-2013.
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Abstract. A debate has long existed on the relationships between human population, natural resources, and development. Recent research has expanded this debate to include the impacts of trade; specifically, virtual water trade, or the water footprint of traded commodities. We conduct an empirical analysis of the relationships between virtual water trade, population, and development in Africa. We find that increases in virtual water imports do not lead to increases in population growth nor do they diminish human welfare. We establish a new index of virtual water trade openness and show that levels of undernourishment tend to fall with increased values of virtual water trade openness. Countries with small dam storage capacity obtain a higher fraction of their agricultural water requirements from external sources, which may indicate implicit "infrastructure sharing" across nations. Globally, increased crop exports tends to correlate with increased crop water use efficiency, though this relationship does not hold for Africa. However, internal African trade is much more efficient in terms of embodied water resources than any other region in the world. Thus, internal African trade patterns may be compensating for poor internal production systems.
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Bokpin, Godfred A., Lord Mensah, and Michael E. Asamoah. "Legal source, institutional quality and FDI flows in Africa." International Journal of Law and Management 59, no. 5 (2017): 687–98. http://dx.doi.org/10.1108/ijlma-03-2016-0028.
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Purpose This paper aims to find out how the legal system interacts with other institutions in attracting Foreign Direct Investment (FDI) into Africa. Design/methodology/approach The authors use annual panel data of 49 African countries over the period 1980 to 2011, and use the system generalized method of moments (GMM) estimation technique and pooled panel data regression. Findings The authors find that the source of a country’s legal system deters FDI inflow as institutions alone cannot bring in the needed quantum of FDI. In terms of trading blocs, it was found that there is negative significant relationship between institutional quality and FDI for South African Development Community (SADC) as well as Economic Community of West Africa States (ECOWAS) countries. Practical implications For policy implications, the results suggest that reliance on institutions alone cannot project the continent to attract the needed FDI. Originality/value Empiricists have devoted considerable effort to estimating the relationship between institutions and FDI on the African continent, but this paper seeks to ascertain the effect of legal systems and institutional quality within African specific trade and regional blocks.
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Kwazi Majola, Brian, and Rubby Dhunpath. "The development of disability-related employment policies in the South African public service." Problems and Perspectives in Management 14, no. 1 (2016): 150–59. http://dx.doi.org/10.21511/ppm.14(1-1).2016.02.
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Worldwide, the employment of people with disabilities has been challenged by the slow development of ‘workplace specific’ disability employment policies. The focus has been on formulating legislation to overcome barriers and the implementation of national disability policies without ensuring that workplaces formulate such policies. While laws regarding disability have been on the statute books for two decades in South Africa, little is known about how effective they have been and their impact in the workplace. This article examines whether South African government departments have developed or reviewed employment policies for the benefit of people with disabilities, and determines whether policy makers were aware of the existence of the Disability Code (Republic of South Africa, 2002) and the Technical Assistance Manual (Republic of South Africa, 2005) when the policies were developed or reviewed. Human Resource Managers from 16 government departments in KwaZulu-Natal Province were interviewed. It was found that although HR policies were in place and some were being developed, very little has been done in terms of reviewing and/or developing disability employment policies. Furthermore, the existing prescripts were not extensively used as a resource during the development of disability-related employment policies. This has negatively affected the employment of people with disabilities in the public service. It is hoped that the results will assist management, HR practitioners as policy makers, and line managers to develop disability employment policies in order to attract and retain people with disabilities. The research also contributes to the existing body of literature on disability
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Rossi, Benedetta. "What “Development” Does to Work." International Labor and Working-Class History 92 (2017): 7–23. http://dx.doi.org/10.1017/s0147547917000199.
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AbstractThis article introduces an Africa-focused special issue showing that the rise of development in its modern form coincided with the demise of the political legitimacy of forced labor. It argues that by mobilizing the idea of development, both colonial and independent African governments were able to continue recruiting unpaid (or underpaid) labor—relabeled as “voluntary participation,” “self-help,” or “human investment” —after the passing of the ILO’s Forced Labor Convention. This introduction consists of two parts: the first section summarizes the main findings of the contributions to the special issue. The second part advances preliminary considerations on the implications of these findings for our assessment of international development “aid.” The conclusion advocates that research on planned development focus not on developers-beneficiaries, but rather on employers-employees. Doing so opens up a renewed research agenda on the consequences of “aid” both for development workers (those formally employed by one of the many development institutions) and for so-called beneficiaries (those whose participation in development is represented as conducive to their own good).
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Guina, José, Jorge Ferrão, Victoria Bell, and Tito Fernandes. "The Impact of COVID-19 in Sub-Saharan Africa Food Security and Human Development." European Journal of Agriculture and Food Sciences 3, no. 2 (2021): 34–40. http://dx.doi.org/10.24018/ejfood.2021.3.2.267.
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Poverty, malnutrition, food insecurity, and hunger are social determinants of health, well-being, and when associated with other resource-related hardships (e.g., housing instability, energy insecurity) are serious and costly constraints to human development. Sub-Saharan Africa is home to the world’s poorest countries and most family farmers do not have access to markets, important determinant for economic development. African traditional eating has been related to sustainability and positive health outcomes although the scenario is shifting to modern occidental foods. Food fortification with micronutrients may not be the right solution when there is no data on basic dietary intake. Further to the long existing housing, energy and water crisis, family farmers living at subsistence level, their livelihoods and communities, are now facing deeper worries and sufferings on food supplies. Sub-Saharan Africa was faced with a myriad of hurdles, where climate change was considered the greatest challenge, until COVID-19. Urgent priority call for high-impact initiatives and recommendations that are feasible in each of the national contexts. Success will only be achieved through strong public investment on health sectors, agricultural extension services, irrigation, and rural infrastructures.
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Hofmeyr, Karl B., P. Johan Rall, and Andrew J. Templer. "The future challenges facing South African human resource management." South African Journal of Business Management 26, no. 3 (1995): 108–14. http://dx.doi.org/10.4102/sajbm.v26i3.830.
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In this article we set out to examine how human resource professionals view the challenges facing South African companies. The views of a representative sample of human resource professionals were obtained to find out, in particular, what changes they expect in human resources management (HRM) in the future and what priorities need to be set for successful human resources management in a changing environment. In terms of human resource management objectives, respondents indicate that currently the emphasis in their work is on efficiency, human resource development, and industrial relations. They believe the major objectives should, however, emphasize human resource development and facilitating change, with considerably less of their time being committed to industrial relations issues. In terms of human resource activities, highest priority is given to managing organization change, affirmative action, and introducing participative management. Currently they are spending most of their time on industrial relations activities and training. Perhaps surprisingly, not much attention is being paid currently to the activities of cross-cultural management, and community upliftment and involvement. In the research we also investigate the balance of human resource responsibilities between HRM and line management. Activities which are perceived to be line management responsibilities are performance appraisal and employee communication. Those which should be a shared responsibility include employee development and affirmative action. Most respondents believe that the rate of progress with affirmative action is too slow. Perhaps predictably, human resource professionals see the most important challenge facing commerce and industry in the next five years to be the human resource challenge: in particular the need to improve productivity, affirmative action, training and development, and managing the demands of unions. The skills needed by human resource professionals to meet the challenges are sound 'business skills' as well as 'people skills'. They also need sound business knowledge and qualities of adaptability, empathy and sensitivity. In particular they need to be able to play a change agent role in their organizations.
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Michaud, James, Elena Lvina, Bella L. Galperin, et al. "Development and validation of the Leadership Effectiveness in Africa and the Diaspora (LEAD) scale." International Journal of Cross Cultural Management 20, no. 3 (2020): 361–84. http://dx.doi.org/10.1177/1470595820973438.
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This article contributes to the literature on cross-cultural leadership by describing the development and validation of the Leadership Effectiveness in Africa and the Diaspora (LEAD) Scale. The LEAD Scale is a culturally sensitive measure of leadership effectiveness in the understudied settings of Africa and the African diaspora. A combination of methods and four studies using samples from Africa and the African diaspora based in Canada, the USA, and the Caribbean were used to develop the measure. Using the grounded theory approach and the Delphi technique ( n = 192), followed by a set of increasingly rigorous tests including exploratory factor analysis ( n = 441), confirmatory factor analysis ( n = 116), and a test of measure invariance ( n =1384), we developed and validated a culturally sensitive measure of effective leadership. Our results demonstrate that spirituality, tradition and community-centredness are important and culturally specific components of leadership in Africa and the African diaspora. This paper provides a validated measure of leadership and offers recommendations regarding the use of the measure by managers and researchers working in Africa or with African diaspora.
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Badenhorst, Jaco, and Febe de Wet. "The Usefulness of Imperfect Speech Data for ASR Development in Low-Resource Languages." Information 10, no. 9 (2019): 268. http://dx.doi.org/10.3390/info10090268.
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When the National Centre for Human Language Technology (NCHLT) Speech corpus was released, it created various opportunities for speech technology development in the 11 official, but critically under-resourced, languages of South Africa. Since then, the substantial improvements in acoustic modeling that deep architectures achieved for well-resourced languages ushered in a new data requirement: their development requires hundreds of hours of speech. A suitable strategy for the enlargement of speech resources for the South African languages is therefore required. The first possibility was to look for data that has already been collected but has not been included in an existing corpus. Additional data was collected during the NCHLT project that was not included in the official corpus: it only contains a curated, but limited subset of the data. In this paper, we first analyze the additional resources that could be harvested from the auxiliary NCHLT data. We also measure the effect of this data on acoustic modeling. The analysis incorporates recent factorized time-delay neural networks (TDNN-F). These models significantly reduce phone error rates for all languages. In addition, data augmentation and cross-corpus validation experiments for a number of the datasets illustrate the utility of the auxiliary NCHLT data.
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Shah, T. "Groundwater and human development: challenges and opportunities in livelihoods and environment." Water Science and Technology 51, no. 8 (2005): 27–37. http://dx.doi.org/10.2166/wst.2005.0217.
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At less than 1,000 km3/year, the world's annual use of groundwater is 1.5% of renewable water resource but contributes a lion's share of water-induced human welfare. Global groundwater use however has increased manifold in the past 50 years; and the human race has never had to manage groundwater use on such a large scale. Sustaining the massive welfare gains groundwater development has created without ruining the resource is a key water challenge facing the world today. In exploring this challenge, we have focused a good deal on conditions of resource occurrence but less so on resource use. I offer a typology of five groundwater demand systems as Groundwater Socio-ecologies (GwSE), each embodying a unique pattern of interactions between socio-economic and ecological variables, and each facing a distinct groundwater governance challenge. During the past century, a growing corpus of experiential knowledge has accumulated in the industrialized world on managing groundwater in various uses and contexts. A daunting global groundwater issue today is to apply this knowledge intelligently to by far the more formidable challenge that has arisen in developing regions of Asia and Africa, where groundwater irrigation has evolved into a colossal anarchy supporting billions of livelihoods but threatening the resource itself.
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Berry, Sara. "Access, control and use of resources in African agriculture: An Introduction." Africa 59, no. 1 (1989): 1–5. http://dx.doi.org/10.2307/1160759.
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Recent literature on the agrarian crisis in Africa questions the adequacy of a technocratic approach to explaining and alleviating the crisis. Bringing about sustained growth in African agricultural output and rural incomes will require more than a technological breakthrough. Farmers' capacity to employ improved technology and to increase output and investment depends on their access to productive resources—broadly defined to include not only human, financial and material inputs, but also the knowledge and institutional means to use them effectively. To advance knowledge of the causes of the agrarian crisis and strengthen capacity to develop meaningful measures to alleviate it, it is necessary to understand the conditions under which African farmers gain access to productive resources and the ways in which conditions of access affect resource use and agricultural performance.
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Awolusi, Olawumi Dele. "Policy and Non-Policy Factors: What Determines Foreign Direct Investments in Africa?" Journal of Social and Development Sciences 9, no. 4 (2019): 49–61. http://dx.doi.org/10.22610/jsds.v9i4(s).2691.
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Studies have been conducted on the determinants of foreign direct investment (FDI) destinations. However, there seem to be few studies on determinants in African countries. This paper evaluates the determinants of FDI inflows, by examining specific relationships between the determinants (policy and non-policy factors) and FDI inflows to Africa, using a panel dataset from 1980 to 2016. Ordinary Least Squares (OLS) and Generalized Method of Moments (GMM) were used as the estimation techniques. The dependent variable, FDI inflows, was represented by the ratio of FDI flows to GDP, while the independent variables were agglomeration effects, trade openness, fiscal balance-macroeconomic condition, market size, economic instability, exchange rate, foreign aid, human capital development, corporate tax, and natural resource endowment. First-year lag of FDI (agglomeration effects), trade openness, market size, economic instability, foreign aid, human capital development, and natural resources (oil and metals) endowment have positive and significant effects on FDI inflows to Africa, while there is a negative relationship between FDI inflows to the continent and fiscal balance (public debt), exchange rate, and corporate tax. Consequently, government policies and non-policy factors played significant roles in facilitating FDI inflow into Africa during the study period. The p-value of the estimation (0.0001) further attests to the statistical significance of the results. Consequently, African countries must improve their regulatory framework to be able to attract more inflow of FDI. Efforts should also be made to reform and improve macroeconomic policies, institutional quality, and natural comparative advantages.
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Shobande, Olatunji Abdul, and Joseph Onuche Enemona. "A Multivariate VAR Model for Evaluating Sustainable Finance and Natural Resource Curse in West Africa: Evidence from Nigeria and Ghana." Sustainability 13, no. 5 (2021): 2847. http://dx.doi.org/10.3390/su13052847.
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The financial sector plays a critical role in society by mediating resources and assets within the economy between surplus and deficit units. Therefore, they have a great responsibility for the sustainability and prosperity of natural endowments. This study aimed to determine whether sustainable finance matters for the natural resource curse in Nigeria and Ghana. The empirical evidence is based on the Bayer and Hanck combined cointegration tests and Vector Autoregressive/Vector Error Correction Granger causality tests. The study highlights the importance of sustainable financing in natural resources management. Our findings also confirmed the existence of the financial resource curse in Nigeria and Ghana. Likewise, the medium through which sustainable finance affects the natural resource curse has been identified as the human development index (economic welfare). This current study has critical policy implications that suggest the need to establish a vibrant, sustainable financing strategy to assist domestic private investors with a strong interest in natural resource exploration and development, taking into account macroeconomic sustainability. Additionally, it also important to build a strong financial market which allows for policies designed to promote natural resource management.
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Heydom, A. E. F. "Bevolkingsgroei, ekonomiese ontwikkeling en drakapasiteit van die omgewing — is hulle versoenbaar of in konflik?" Suid-Afrikaanse Tydskrif vir Natuurwetenskap en Tegnologie 15, no. 1 (1996): 39–45. http://dx.doi.org/10.4102/satnt.v15i1.631.
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In South Africa, as in many other countries, human population growth is currently reaching levels which render competition for basic human needs such as land and water, inevitable. Concurrent to population growth is the absolute necessity for economic development and job opportunities which, in turn, make tremendous demands upon the environment and natural resource base. As a consequence ever greater emphasis is placed by the news media on apparent conflicts between industrial development and social needs on the one hand, and conservation of the environment and natural resources on the other.
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Omoruyi, Ehizuelen Michael Mitchell. "Harnessing the Demographic Dividend in Africa Through Lessons From East Asia's Experience." Journal of Comparative Asian Development 18, no. 2 (2021): 1–38. http://dx.doi.org/10.4018/jcad.20210701.oa1.
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Notably, East Asian Economies successfully capitalized on shifts in their age structures to gain a boost in economic productivity, a phenomenon known as the demographic dividend. Nowadays, despite the hitherto sluggish pace of Africa’s transition, experts remain optimistic that similar transformation in Africa may lead to faster development in coming decades. The paper attempts to answer the following three questions: (i) Can natural resource development help African economies harness its demographic dividend? (ii) as China forty years long, demographic dividend draws to an end, China is actively trying to capture fresh economic opportunities in higher-value-added productive activity. Can Africa seize this opportunity provided by its own emerging demographic dividend era? (iii) Can imitation game help African economies harness its demographic dividend? Arguably, for African economies to imitate the East Asian miracle and harness a maximum demographic dividend, they should adhere to these three mechanisms: labor supply, savings, and human capital.
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Bbale, John Mayanja, and John Bosco Nnyanzi. "How do Liberalization, Institutions and Human Capital Development affect the Nexus between Domestic Private Investment and Foreign Direct Investment? Evidence from Sub-Saharan Africa." Global Economy Journal 16, no. 3 (2016): 569–98. http://dx.doi.org/10.1515/gej-2015-0057.
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Developing countries have continued to experience an unprecedented increase in direct foreign investment (FDI) inflows for the past two decades. However, the quantitative impact of the same on private domestic investment (PDI) is still imprecise. Using a system GMM approach and panel data from Sub-Saharan Africa (SSA) for the period 1996–2013, we provide evidence in support of the crowding out role of FDI on PDI but the observed nexus is precipitated by the presence of liberalization, human capital development and institutional quality. Interestingly, when we consider the latter variables uninteracted, the improvement of each appears to significantly benefit PDI. In addition, the substitution role of FDI in PDI appears to be stronger in resource-rich than in the resource-poor countries. Additionally, we find that public investment crowds out private investment whereas infrastructure development, past private investment, credit depth, and GDP per capita are supportive of the PDI. However, we document mixed evidence for sub-samples of the East African Community, the Southern Africa Development Corporation, the Economic Community and West African States, and the Economic Community of Central African States. Overall, our study underscores the urgent need for well-directed policies in line with improving institutions, school enrolment, financial systems, infrastructure, and the government prioritization of productive investment that is supportive of the private as well as foreign sector. We advocate for reviews of incentive packages to foreign firms that discourage fair competition if the PDI-FDI complementarity and consequential positive spillovers to other sectors are to be realized for economic development in SSA.
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Bonnin, Debby, Tony Lane, Shaun Ruggunan, and Geoffrey Wood. "Training and development in the maritime industry: the case of South Africa." Human Resource Development International 7, no. 1 (2004): 7–22. http://dx.doi.org/10.1080/1367886021000029449.
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DRAPER *, MALCOLM, MARJA SPIERENBURG †, and HARRY WELS ‡. "African dreams of cohesion: elite pacting and community development in transfrontier conservation areas in southern Africa." Culture and Organization 10, no. 4 (2004): 341–53. http://dx.doi.org/10.1080/1475955042000313777.
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Dirani, Khalil M., and Fredrick M. Nafukho. "Talent Management and Development: Perspectives From Emerging Market Economies." Advances in Developing Human Resources 20, no. 4 (2018): 383–88. http://dx.doi.org/10.1177/1523422318803362.
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The Problem This issue of Advances addresses an important and so far largely unexplored area of practice and research: Talent management and development (TMD) in emerging market economies. Given the growing importance of the emerging markets, understanding how current and future talents in these countries are educated and trained is a matter of high priority for academics, business executives, and policy makers worldwide. However, systematic studies of TMD in emerging markets and especially English-language publications on this topic are scarce. We hope that this work closes an important gap in the academic literature by bridging TMD studies and research on emerging markets, and by providing analysis of TMD practices in a number of key emerging economies. The Solution TMD is one of the important areas of focus for human resource development (HRD) researchers and practitioners. Most research on TMD is conducted in the West, while the current state and indigenous practices of TMD in the majority of countries of the world are not explored. Articles in this special issue provided an overview of TMD in some of the emerging market economies: Asia, Eastern Europe, Middle East, Africa, and BRICS sector (Brazil, Russia, India, China, and South Africa) and cover a range of TMD practices and topics. While some authors focused more on TMD in the business sector (e.g., Brazil, Russia, and India), others discussed such topics as TMD in higher education (e.g., Vietnam), the difference between private and public institutions in TMD for managers and executives (e.g., Korea, UAE), and current practices of TMD in the public and private sectors (China). Chapters from China, South Korea, Vietnam, Russia, India, UAE, Sub-Saharan Africa, and Brazil are included in this special issue. The Stakeholders This issue is expected to benefit HRD researchers, HRD practitioners, and organizations by providing TMD theories, research, and practice from different cultural perspectives around the globe. In addition, practical ways of talent development and talent management for organizations are advanced in the issue.
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Acquaah, Moses, and Eddy K. Tukamushaba. "Human factor, justice and organizational effectiveness in Africa." Journal of Managerial Psychology 30, no. 3 (2015): 320–35. http://dx.doi.org/10.1108/jmp-03-2013-0093.
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Purpose – The purpose of this paper is to examine the effect of the human factor (HF), organizational justice and the interaction between the two on individual employees’ perceptions of the effectiveness with which their organizations undertake activities in two sub-Saharan African countries. Design/methodology/approach – Survey data were collected from two samples containing public sector and private sector organizations from two sub-Saharan African economies – Ghana (n=158) and Uganda (n=208). Hierarchical regression analysis was utilized to analyze the survey data from the two countries separately. Findings – The HF dimensions of moral capital and human capabilities, and organizational justice were related to individual employees’ perceptions of the effectiveness of their organizations in both studies. In particular, higher perceptions of organizational justice at the workplace enhanced the impact of the HF dimensions of moral capital and human capabilities on individual employees’ perceptions of the effectiveness with which their organizations perform activities. Practical implications – Organizations in sub-Saharan Africa should emphasize the development of the HF qualities that focus on moral capital and the utilization and application of the knowledge, skills and abilities embedded in employees at the workplace. In particular, moral capital could play a critical role in ameliorating counter-productive attitudes and behaviors such as shirking, bribery and corruption in organizations. Moreover organizations in sub-Saharan Africa can improve their effectiveness by developing fair decision-making procedures and interactions between management/supervisors and subordinates. Originality/value – The study provides the first empirical investigation of the link between the HF and perceived effectiveness of organizations, and how organizational justice moderates this relationship in a sub-Saharan African environment.
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Stile, Geoffrey. "Improving Energy Efficiency in Developing Markets through Enhanced Human Resource Development: An Example from Southern Africa." Energy & Environment 13, no. 4-5 (2002): 523–37. http://dx.doi.org/10.1260/095830502320939534.
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Imasiku, Katundu, Valerie M. Thomas, and Etienne Ntagwirumugara. "Unpacking Ecological Stress from Economic Activities for Sustainability and Resource Optimization in Sub-Saharan Africa." Sustainability 12, no. 9 (2020): 3538. http://dx.doi.org/10.3390/su12093538.
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Most sub-Saharan African (SSA) nations are governed by traditional economic models of using varied varieties of capital (including human), technological and natural approaches to supply goods and services. This has undoubtedly led to annual economic growth of about 3.2% in several African nations and higher per capita income as some of the major benefits, which have improved the standards of living and social wellbeing but conjointly have led to environmental degradation. In response to the environmental degradation problem, while benchmarking against international policies, this article evaluates approaches to economic development, environmental management, and energy production in the context of climate change. Case studies consider the mine-dependent nations of Zambia and the Democratic Republic of Congo (DRC) and the agriculture-dependent nation of Rwanda. In Zambia and DRC, energy efficiency in the mining and metals industries could increase the electrification rate in Zambia and DRC by up to 50%. Additional industrial utilization of solar or wind energy is key to a stable energy supply, economic development and environmental protection. In Rwanda, population growth and land constraints point to economic growth and agricultural improvements as the key to sustainability and sustainable development. These case studies emphasize resource optimization, energy efficiency, renewable energy deployment, strategies to reduce biodiversity loss and environmental degradation, and the improvement of social wellbeing for both present and future generations to achieve an ecologically enhanced sub-Saharan Africa.
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Gillis-Webber, Frances. "Conversion of the English-Xhosa Dictionary for Nurses to a Linguistic Linked Data Framework." Information 9, no. 11 (2018): 274. http://dx.doi.org/10.3390/info9110274.
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The English-Xhosa Dictionary for Nurses (EXDN) is a bilingual, unidirectional printed dictionary in the public domain, with English and isiXhosa as the language pair. By extending the digitisation efforts of EXDN from a human-readable digital object to a machine-readable state, using Resource Description Framework (RDF) as the data model, semantically interoperable structured data can be created, thus enabling EXDN’s data to be reused, aggregated and integrated with other language resources, where it can serve as a potential aid in the development of future language resources for isiXhosa, an under-resourced language in South Africa. The methodological guidelines for the construction of a Linguistic Linked Data framework (LLDF) for a lexicographic resource, as applied to EXDN, are described, where an LLDF can be defined as a framework: (1) which describes data in RDF, (2) using a model designed for the representation of linguistic information, (3) which adheres to Linked Data principles, and (4) which supports versioning, allowing for change. The result is a bidirectional lexicographic resource, previously bounded and static, now unbounded and evolving, with the ability to extend to multilingualism.
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Kabali, Sulaiti Dawud. "Contribution of Madrasah System to the Development of Human Resource in Uganda and its Neighbouring Countries." INTERDISCIPLINARY JOURNAL OF EDUCATION (IJE) 2, no. 1 (2019): 89–100. http://dx.doi.org/10.53449/ije.v2i1.78.
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Generally speaking, Muslims of Eastern Africa in general, and of Uganda in particular, lagged behind in education for a long period of time. This fact goes back to the time when Islam penetrated the East African coast. The interest of Arabs who introduced and taught Islam to the people of the coast was trade and many of them were neither trained nor did they possess any professional skills to propagate Islam. They did this job on a voluntary basis in anticipation of God’s reward. On the contrary, the Christian missionaries who came to the region were skilled, equipped and had been officially sent by various authorities to do the job of spreading Christianity. Therefore, when they arrived in the region, they embarked on building well equipped schools and all their activities were geared towards promoting Christianity among the whole population which scared Muslim parents from taking their children to these schools. Consequently, Muslim schools – mainly madrasah pl. madaris, were built to counter the force of missionary schools. These madaris, however, were not by any standards, comparable with the missionary schools. Unfortunately, this situation has continued to this day in some of the madaris due to numerous reasons, some of which are of the Muslims’ own making and which I believe could be avoided provided that the Muslims put their heads together. In spite of this fact, these schools have contributed highly to the development of human resource in Uganda and elsewhere, as highlighted in this paper. May Allah help me. Amiin.