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Dissertations / Theses on the topic 'Human resource development pratitioners'

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Published: 4 June 2021

Last updated: 1 February 2022

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1

Omar, Abduljabar A. "Perceptions of Role Conflict, Role Ambiguity, and Job Satisfaction among Selected Human Resource Development Practitioners." Thesis, University of North Texas, 1992. https://digital.library.unt.edu/ark:/67531/metadc278527/.

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The purpose of this study was to investigate the role ambiguity, role conflict, and job satisfaction perceptions among selected Human Resource Development (HRD) practitioners. The study's target population was the American Society for Training and Development (ASTD)—Dallas Chapter. The independent variables used in this study consisted of HRD practitioners' gender, age, length of HRD experience, educational level, and HRD role category.

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2

Vong, Tze Ngai. "Managing human resource development." Thesis, University of Macau, 2000. http://umaclib3.umac.mo/record=b1636787.

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3

Grugulis, C. Irena. "Skill, training and human resource development." Palgrave Macmillan, 2006. http://hdl.handle.net/10454/3736.

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No<br>Taking a critical perspective, Skill, Training and Human Resource Development focuses on the way people are developed at work; the skills that are encouraged, the way they are controlled and the implications they have for people. It draws on a wide range of research and covers an array of organizational practices. Preface Acknowledgements Human Resource Development Skills at Work International Comparisons: Skills and Employment Systems Vocational Education and Training in Britain New Skills for Old? The Changing Nature of Skill Emotions and Aesthetics for Work and Labour: The P

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4

Wuliji, Tana. "Factors influencing human resource development for pharmaceutical services." Thesis, University College London (University of London), 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.522828.

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5

Abdullah, Haslinda. "Human resource development in manufacturing companies in Malaysia." Thesis, Cardiff University, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.436771.

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6

Nordin, Erika, and Helena Öberg. "Human resource development in Laos. : An explorative study on teachers’ opinions about human resource development in the National University of Laos." Thesis, Umeå universitet, Pedagogiska institutionen, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-66707.

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This thesis concerns human resource development (HRD) and educational reform in Laos which is one aspect of poverty eradication in Laos. The thesis aim to describe, understand and analyze how HRD is constructed in policies and among teachers at the National University of Laos (NUOL) and what possibilities and constraints they connect to it. To find answers to these questions we have analyzed national policy documents and interviewed teachers with PhD degrees at NUOL. Educational reform was initiated after the declaration of the Lao People Democratic Republic (Lao PDR) independency in 1975 and

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7

Esichaikul, Ranee. "Human resource development in the tourism sector in Thailand." Thesis, University of Strathclyde, 1996. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=20373.

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The purpose of this study is three-fold: to examine how education and training for tourism have developed and operated in Thailand; to analyse the role of the public and private sectors in human resource development with specific reference to the hotel sub-sector in Thailand; and to identify how the public and private sectors can co-operate to improve the effectiveness of education and training in Thailand's hotel industry. Concepts from human resource development in tourism provide the theoretical framework for the investigation. Three propositions are put forward. (1) The quality of human re

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8

Nackoney, Claire K. "Living on Both Sides of the Fence: A Phenomenological Study of Human Resource Development Professionals as Downsizing Survivors and Strategic Human Resource Development Facilitators." FIU Digital Commons, 2012. http://digitalcommons.fiu.edu/etd/753.

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This phenomenological study explored how HR professionals who identified themselves as facilitators of strategic HRD (SHRD) perceived the experience of being an organizational agent-downsizing survivor. Criterion and snowball sampling were used to recruit 15 participants for this study. A semi-structured interview guide was used to interview participants. Creswell’s (2007) simplified version of Moustakas’s (1994) Modification of the Stevick-Colaizzi-Keen Method of Analysis of Phenomenological Data was used to analyze the data. Four main themes and corresponding sub-themes emerged from an induc

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9

Kilian, George F. "An evaluation of the human resource development process supporting CASS." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1995. http://handle.dtic.mil/100.2/ADA306710.

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10

Scott-Jackson, William. "Individual change competence : the development of a strategic human resource." Thesis, Oxford Brookes University, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.325264.

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11

Allie, Shahieda. "A qualitative exploratory study on creativity in human resource development." University of Western Cape, 2002. http://hdl.handle.net/11394/7459.

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Magister Artium (Social Work) - MA(SW)<br>This was an exploratory study on the perceptions and experiences of the service providers at the TRAUMA Centre on creativity in human resource development and its contribution towards organisational sustainability. The researcher used the qualitative research methodology as this method was deemed to facilitate participation by research subjects through the use of literature studies, documentary studies, a focus group and semi-structured interviews. In the analyses of the data obtained through methodology used, concepts closely related to the study bein

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12

Virchez, Azuara Alejandro. "A human resource perspective on the development of workforce agility." Thesis, Pepperdine University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10133132.

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<p> This study explored workforce agility from a human resource perspective. This included its main determinants, such as adaptability, proactivity, resiliency, business orientation, and self-awareness; the interventions through which it is developed, such as performance management processes, training, and coaching; and finally the main challenges that organizations face when developing it, such as cultural context and the lack of strategic clarity. The empirical analysis provided several insights on the development of workforce agility. Although limited to a small sample, the study provided e

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13

Szierbowski-Seibel, Klaas [Verfasser]. "The development of the human resource function towards a strategic role - four essays in human resource management focusing on strategic human resource management involvement, human resource outsourcing and human resources mangement and the relationship with organizational performance / Klaas Szierbowski-Seibel." Paderborn : Universitätsbibliothek, 2019. http://d-nb.info/1186785934/34.

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14

Janse, van Rensburg A. H. "Human resource management as a profession in South Africa." Pretoria : [S.n.], 2009. http://upetd.up.ac.za/thesis/available/etd-10262009-160146.

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15

Upton, Matthew Glen. "Toward a multilevel theory of career development: advancing human resource development theory building." Texas A&M University, 2006. http://hdl.handle.net/1969.1/4393.

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Career development (CD) is a multilevel topic involving both the individual and the organization and influencing outcomes at the individual, group and organization level. The established limitations in current CD theory and human resource development (HRD) theory building can be addressed by examining the topic of CD through a multilevel lens. Using multilevel theory building (MLTB) to bridge the theoretical gap between individuals and organizations, this approach to theory building provides an opportunity for HRD professionals to address goals important to both individuals and organizations.

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16

Mendoza, Diaz Noemi Veronica. "Perceived consequences and concerns in the diffusion of Internet2 at Texas A&M University." Thesis, [College Station, Tex. : Texas A&M University, 2006. http://hdl.handle.net/1969.1/ETD-TAMU-1101.

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17

McGuire, Andrew. "Performance management within Scotland's economic development agencies." Thesis, University of Strathclyde, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.248744.

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18

Al-Ali, Adnan A. S. "Human resource development : training and development practices and related organisational factors in Kuwaiti organisations." Thesis, University of Bradford, 1999. http://hdl.handle.net/10454/4936.

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This study examines and aims to disclose the current policies and practices of Training and Development (T&D) within Kuwaiti government and private/joint-venture organisations. The literature review indicates that although much attention has been devoted in studying Training and Development practices, a very few focus on T&D related factors on organisation performance in developing countries. The literature also indicates the need for considering these factors in order to have a better T&D effectiveness, and hence organisation overall performance. In this study the Training for Impact model wa

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19

Maritz, Andre. "Development of a Human Resource development strategy for the Border-Kei motor industry cluster." Thesis, Port Elizabeth Technikon, 2000. http://hdl.handle.net/10948/23.

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DaimlerChrysler’s investment of R 1.4 billion in its East London Plant has resulted in the formation and development of an industry cluster, with DaimlerChrysler as the main industry driver. The rest of the cluster is made up of suppliers to the motor industry, as well as organisations involved in attracting and stimulating economic development in the region. The investment by DaimlerChrysler signalled the entry of DaimlerChrysler South Africa (DCSA) into global markets, supplying right-hand drive C-Class vehicles to the rest of the world. As a global player, world-class quality standards are

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20

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

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The Howard Government has made public its agenda to significantly reform the Australian Public Service (APS). It has presented its vision for a highly efficient APS which is globally competitive by being customer focused, and by benchmarking best practice in organisation management. Outsourcing of a range of internal functions is but one of the strategies Commonwealth agency Chief Executive Officers are applying or considering to apply in achieving the Government's vision for a reformed APS. When examining functions to be outsourced within Commonwealth agencies it seems that many senior manage

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21

Sambrook, Sally Anne. "Models and concepts of human resource development : academic and practitioner perspectives." Thesis, Nottingham Trent University, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.263937.

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22

Black, Janice Adele. "The relationship of human resource development manager empowerment to organizational conditions." Diss., This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-10022007-145213/.

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23

Shaban, Barman Al Moamari. "A strategy addressing human resource development in the Omani private sector." Thesis, University of Manchester, 2000. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.632129.

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24

Lyons, Rebecca. "Strategic Human Resource Development Impact on Organizational Performance: Does SHRD Matter?" Diss., North Dakota State University, 2016. https://hdl.handle.net/10365/28020.

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In the United States today organizational leaders are concerned with skills gaps, or the limited availability of qualified workers to fill open positions. The reason for their concern is the impact of skills gaps on organizational performance in a number of areas including productivity, customer satisfaction, profitability, and the ability to expand. To address skills gaps, many leaders choose to employ workforce training and development. Strategic Human Resource Development (SHRD) is a growing field of research and practice that aims to integrate and align training and development appro

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25

Kropp, Richard P. "The development and validation of an evaluation model for a corporate human resource development department." Thesis, Boston University, 1988. https://hdl.handle.net/2144/38059.

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Thesis (Ed.D>)--Boston University<br>PLEASE NOTE: Boston University Libraries did not receive an Authorization To Manage form for this thesis or dissertation. It is therefore not openly accessible, though it may be available by request. If you are the author or principal advisor of this work and would like to request open access for it, please contact us at open-help@bu.edu. Thank you.<br>The purpose of this study was to develop a model for the evaluation of training programs offered within corporate settings most often focused on the management staff. The study is based on the notion that in

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26

Ram, Justine. "Distribution and sustainable development in a natural resource-based economy." Thesis, London School of Economics and Political Science (University of London), 2012. http://etheses.lse.ac.uk/469/.

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There is still some ambiguity about what is sustainable development. From an economic point of view it involves maintaining a stock of assets for posterity that is equal to or greater than the stock of assets of the current generation. This is the basis of the capital approach to sustainable development. To measure how sustainable an economy is, based on the capital basis of sustainable development, multilateral institutions such as the World Bank use wealth accounting combined with the genuine savings approach to measure how well economies are saving for the future, net of current asset depre

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27

Masier, Darren J. "Teachers' Pedagogy through Andragogy: Facilitating Learning in Secondary Education Students by Incorporating Self-Directed Learning." NCSU, 2010. http://www.lib.ncsu.edu/theses/available/etd-03312010-112410/.

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In a qualitative analysis, based upon three cases of mid-career1 secondary education teachers, their strategies, philosophies, modalities, and student expectations were analyzed in an effort to understand the extent to which self-directed learning (SDL) can impact the success of studentsâ learning. These practical implications of the study by experienced teachers supported and also challenged theoretical concepts of primarily Piaget, Knowles, and Vygotsky, but also examined those of Bloom and Wlodkowski. Specifically, results demonstrated that the incorporation of some adult learning methodolo

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28

Danquah, Joseph K. "Human Resource Development: An assessment of capacity development initiatives of World Bank projects in Ghana." Thesis, University of Bradford, 2017. http://hdl.handle.net/10454/15923.

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The significance of capacity development programmes, as key driver for sustaining development goals, is anchored in all international fora. This research complements and extends our present understanding of the contribution of capacity development approaches to development and achievement of the SDGs. This is achieved by critically assessing the impact of capacity development initiatives sponsored by the World Bank. This thesis has focused on analysis of implementation strategies and critical assessment of the impact of the projects using multidisciplinary approach, utilising a range of quanti

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29

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

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30

Etcheverry, Emily. "Social capital, a resource for the human capital development of university students." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/nq23598.pdf.

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31

Mandefrot, Kefyalew. "End-user computer training and adult learning, implications for human resource development." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/tape16/PQDD_0006/NQ28122.pdf.

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32

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

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The environment within which the South African public service renders a variety of services is always changing. Some needs may be justifiable and some may not meet the expectations of the South African citizens as their expectations increase while the human resource and financial capacity do not increase in the same proportion. A direct consequence of this situation is a backlog in service delivery, unresponsive service delivery and impatience on the part of consumers. Human resources, therefore, need to be managed for optimum service delivery. The public service needs to invest more in human

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33

Du, Toit Goussard Carien. "Human resource development strategy in the provincial government of the Western Cape." Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/1240.

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Thesis (PhD (School of Public Management and Planning ))—Stellenbosch University, 2008.<br>This study focuses on the determinants for the development of a human resource strategy in the Provincial Government Western Cape (PGWC).The context is that a new regulatory framework for human resource development in South Africa, namely the National Human Resource Development Strategy (NHRDS) was developed by the National Ministries of Education and Labour in 2001. The purpose of the NHRDS was to provide a plan to ensure that people in South Africa are equipped to fully participate in society, to

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34

Tansley, Carole. "Politics and exchange in the development of global human resource information systems." Thesis, Nottingham Trent University, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.314334.

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35

Chajnacki, Gregory M. "An assessment of human resource career development programs within targeted city governments." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1995. http://www.kutztown.edu/library/services/remote_access.asp.

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Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1995.<br>Source: Masters Abstracts International, Volume: 45-06, page: 2936. Abstract precedes thesis as preliminary leaves i-iv. Typescript. Includes bibliographical references (leaves 80-84).

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Du, Toit-Goussard Carien. "Human resource development strategy in the provincial government of the Western Cape /." Link to the online version, 2008. http://hdl.handle.net/10019.1/1240.

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37

Kibukamusoke, Martha. "A critical analysis of child labour and human resource development in Uganda." Thesis, Nelson Mandela Metropolitan University, 2010. http://hdl.handle.net/10948/1196.

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This study is a critical analysis of child labour and human resource development in Uganda. The study was undertaken because of the growing concern about child-labour practices in African countries, Uganda being an example. The incidence of child labour and the form that it takes are driven by supply-anddemand factors countrywide, but also by the sheer need of children to survive. Child labour is considered to be a fundamental child development problem. Children are involved in a number of child-labour practices such as prostitution in the commercial and tourism sex industry, forced begging on

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38

Zuo, Na. "NATURAL RESOURCE, REGIONAL GROWTH, AND HUMAN CAPITAL ACCUMULATION." UKnowledge, 2017. http://uknowledge.uky.edu/agecon_etds/58.

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The dissertation research will comprise three essays on the topic of the resource curse hypothesis and its mechanisms. The phenomenon of low economic growth in resource-rich regions is recognized as the “resource curse”. These essays will contribute to an understanding of the regional resource-growth relation within a nation. Essay one tests the resource curse hypothesis at the U.S. state level. With a system of equations model, I decompose the overall resource effect to account for the two leading explanations — crowding-out and institution effects, thus investigate whether the institutions m

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39

Kingazi, Lilian. "Enhancing human resource capability in the Tanzania Peoples Defense Force (TPDF)." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2006. http://library.nps.navy.mil/uhtbin/hyperion/06Jun%5FKingazi.pdf.

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40

Amarsi, Yasmin Noorali. "Key stakeholders' perceptions of nursing human resource development in Pakistan : a situational analysis /." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape11/PQDD_0006/NQ42832.pdf.

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41

Levy-Hecht, Evelyn S. "The Development of a professional identity in the human resource practitioner-in-training /." Access Digital Full Text version, 1987. http://pocketknowledge.tc.columbia.edu/home.php/bybib/10778299.

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Thesis (Ed. D.)--Teachers College, Columbia University, 1987.<br>Typescript; issued also on microfilm. Sponsor: Ellen Condliffe Lagemann. Dissertation Committee: Gary Natriello. Bibliography: leaves 135-143.

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42

Kokkranikal, Jithendran Jayendran. "Human resource development for sustainability : an exploratory study with reference to Indian tourism." Thesis, University of Strathclyde, 2009. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=21978.

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Human resource development has a very crucial role in the development of a service industry such as tourism. However, the significant role of human resources in its sustainability-oriented development seems to remain unrecognised and underrated. Tourism in India, though a major component in the nation's development, is marked by lacklustre performance and an inability to realize its real potential. With increasing incidences of negative impacts in many of her established tourism destinations, sustainability is an important issue in the country. Human resource development for tourism in India h

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43

Bartlett, Andrew Willie. "Implementation of the Human Resource Development Strategy for South Africa / Andrew Willie Bartlett." Thesis, North-West University, 2011. http://hdl.handle.net/10394/5556.

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In 2001 the first Human Resource Development Strategy of South Africa (HRDSA) was implemented. The lack of institutional arrangements, structures, procedures, processes and capacity and the location of the HRDSA, 2001, at both the then Departments of Education and Labour, severely hampered the implementation and effective functioning of the Strategy. This study aims to find solutions to the main implementation difficulties experienced with the HRDSA, 2001, in order to ensure increased performance regarding the strategic priorities of the revised HRDSA, 2010 – 2030. An empirical study was condu

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44

Hill, Rosemary. "Human resource development in small and medium-sized enterprises : barriers to National HRD." Thesis, Nottingham Trent University, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.341265.

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45

Plaskoff, Joshua Adam. "Learn or die covenantal communities as a new approach to human resource development /." [Bloomington, Ind.] : Indiana University, 2008. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3331281.

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Thesis (Ph.D.)--Indiana University, Dept. of Instructional Systems Technology, 2008.<br>Title from PDF t.p. (viewed on Jul 24, 2009). Source: Dissertation Abstracts International, Volume: 69-11, Section: A, page: 4302. Adviser: Thomas Schwen.

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Hurt, Andrew Christopher. "Exploring Paradigms of Human Resource Development." Thesis, 2010. http://hdl.handle.net/1969.1/ETD-TAMU-2010-08-8253.

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This study focused on the issue of paradigms in Human Resource Development (HRD). Its purpose was to validate the HRD Cube as a synthesized model of HRD and to explicate some of the extant paradigms of HRD. The study was carried out by examining the text of articles published in Academy of Human Resource Development (AHRD)-sponsored journals. Purposeful, stratified, and random sampling was used to select 16 articles published in AHRD-sponsored journals. Articles were treated as if they were the representative voice(s) of their author(s). Data units from within each article were identified and

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Lin, I. Ping, and 林宜平. "Human Resource Development in New Venture Business." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/p8m9wq.

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碩士<br>國立臺灣科技大學<br>管理學院MBA<br>101<br>Changes are rapidly occurring more than we can predict. In order to survive in changeable external market environment that includes unpredictable competitors and consumers’ strong desire for new products, companies should constantly adjust to these instable factors. While some of them adjust to existing product, some choose to stretch their business, and others keep focusing on original industry and then become leading enterprises. No matter which choice we choose, we will always face with different challenges. By overcoming these challenges, one will be abl

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Konkobo, Helene Lydia Marguerite Tenin, and 康莉雅. "A Study on the Human Resource Development Competencies of Human Resource Managers in Burkina Faso." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/90942388332951739490.

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碩士<br>國立臺灣師範大學<br>國際人力資源發展研究所<br>103<br>The purpose of this study was to identify the development needs of HR professionals in Burkina Faso by determining the expertise level and the importance of the HRD competencies as it relates to their functions. The study used a mixed mode approach in order to minimalize the limitations of both quantitative and qualitative approaches. This study aimed at contributing to knowledge on HRD in providing a base line that can be used to develop the practice of HRD in Burkina Faso. The target population of this research was the HR managers in the country. The s

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Chatpalli, Vishnukanth S. "Human resource development strategies in certain selected industries." Thesis, 2001. http://hdl.handle.net/2009/2093.

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Ma, Chung-chiang, and 馬純強. "Human Resource Management of Multiple Software Development Projects." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/47677899070990057057.

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碩士<br>國立臺灣科技大學<br>資訊管理系<br>102<br>This case described the resource management issue under information systems of a BL Company. The systems were old; the vendors were also not available; and the maintenance requests were frequent due to the change of laws and regulations. Additionally, because security trading systems were not only real-time but also highly risky, the decision makers of the BL Bank chose Dimerco Company as the new system development agent. However, after receiving the system development project, the manager Michael faced with a big problem. Before not receiving BL security syst

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