Dissertations / Theses: 'Personnel Administration'

1

Sanders, Martha Marie. "Managers' performer categories : content and impact on personnel decisions /." The Ohio State University, 1991. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487757723996399.

Full text

APA, Harvard, Vancouver, ISO, and other styles

2

Thompson, John E. "Perception of Selected Secondary School Personnel Related to Problem Detection." Digital Commons @ East Tennessee State University, 1988. https://dc.etsu.edu/etd/2806.

Full text

Abstract:

The problem of this study was to determine the current methodologies used by selected secondary school personnel in early problem detection as the basis for development of generic detection paradigms. The sample size of this study consisted of 48 principals, 46 guidance counselors, and 347 classroom teachers. The principal of each secondary school in the study area was selected for inclusion in the study, and the guidance department chairman of each secondary school was selected for inclusion in the study, while the teachers were randomly selected for inclusion in the study. The total group was described based on demographic data. The F test for independent samples and analysis of variances were used for statistical analysis. Twenty problems with a total of 61 indicators were analyzed by the use of mean scores for each sample group calculated for test purposes. The total mean score for each indicator was calculated to rank the indicators in the paradigms. There was general agreement among school personnel about the indicators listed as being indicative of the 20 problems listed by the jury members. It was also concluded that there was very little association between the persons' job titles and their mean perceptional score on each problem.

APA, Harvard, Vancouver, ISO, and other styles

3

Castro, Eden Velasco. "Navy Downsizing and its Effect on Active Enlisted Navy Personnel." Thesis, Walden University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3567670.

Full text

Abstract:

The overall scope of naval missions has remained largely unchanged despite the loss of more than 8,000 naval personnel each year since 2002. The downsized naval workforce experienced an overload in work assignments and an increase of health-related issues resulting in lowered morale, motivation, job satisfaction, and productivity. Maslow's theory of hierarchy of needs links personal satisfaction to work productivity, which is critical for naval personnel to protect national security, provide humanitarian services, and respond to international crises effectively. This phenomenological study included semi-structured interviews with military and civilian leaders at naval bases located in San Diego and El Centro, CA. Participants reflected on their lived experiences, feelings, and interactions concerning the downsizing phenomenon. Primary themes, generated by a modified van Kaam technique, were related to the change of personal values, Navy readiness and balance force, and leadership's effectiveness and efficiency. The primary finding was the need for naval leaders to communicate downsizing decisions effectively. Additional research is needed to expound on the perceived unfairness in the implementation of downsizing decisions. Social change may occur for naval personnel, community members, and other external stakeholders through the improvement of downsizing communication practices that might reduce health risk factors, economic deflation, and population migration.

APA, Harvard, Vancouver, ISO, and other styles

4

Piedra-Perez, Isidro. "The Venezuela National Institute of Housing-reforms in the department of personnel." DigitalCommons@Robert W. Woodruff Library, Atlanta University Center, 1987. http://digitalcommons.auctr.edu/dissertations/2946.

Full text

Abstract:

The intent of this degree paper is to describe and analyze problems of inefficiency in personnel administration in the Personnel Direction of the National Institute of Housing in Venezuela. The paper includes a general description of the National Institute of Housing, the actual structure and functions of the Personnel Direction as well as the functions of those divisions and departments attached to it. The study draws attention to those existent inefficiencies in personnel administration and authority distribution. The study found that public employees at the National Institute of Housing are not regulated by the provisions of the Administrative Career Law designed as a guide for the Venezuelan public administration system. Consequently, Public employees are laid off every five years, employees are not selected on merit basis, employees are promoted through political patronage and personal alliances, and they are paid inadequately. Furthermore, the Personnel Direction lacks sufficient delegated authority in the administration of personnel. The main sources of information were a combination of secondary sources and the writer's observation during his tenure as head of the department of classification and remuneration within the Personnel Direction. Included in this study are proposed reforms in the above mentioned areas in an attempt to help create a better and more efficient public administration system. The suggested reforms address the inequities of the Personnel Direction and are proposed as corrective measures for the Personnel Direction's present ineffective policies in recruitment, selection, promotion, authority distribution, and call for the enforcement of the Administrative Career Law.

APA, Harvard, Vancouver, ISO, and other styles

5

Naumann, Donald R. "Student Affairs Personnel as Agents of Institutional Mission at Catholic Colleges and Universities." Thesis, Notre Dame of Maryland University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3735891.

Full text

Abstract:

This study investigated the methods of professional development used for institutional mission education, the role of the senior student affairs officer in delivering professional development, and the frequency of mission education that entry-level staff receives within the Division of Student Affairs at Catholic colleges and universities. The targeted population for the study encompassed senior student affairs officers (SSAOs) working in student affairs at Catholic colleges and universities within the United States.

The study found that prior knowledge and understanding of institutional mission is important for new entry-level student affairs practitioners to join the Catholic college or university student affairs community. The study also categorized common strategies of education for institutional mission into two subgroups: formal and collaborative. Finally, the research study found that there were no institutional characteristics that were significantly linked to institutional mission education training for new student affairs staff. However research results showed a slight difference in that institutions with Offices of Mission offered mission training with greater frequency than institutions without an Office of Mission.

APA, Harvard, Vancouver, ISO, and other styles

6

Castro, Eden Velasco. "Navy Downsizing and its Effect on Active Enlisted Navy Personnel." ScholarWorks, 2011. https://scholarworks.waldenu.edu/dissertations/1069.

Full text

Abstract:

The overall scope of naval missions has remained largely unchanged despite the loss of more than 8,000 naval personnel each year since 2002. The downsized naval workforce experienced an overload in work assignments and an increase of health-related issues resulting in lowered morale, motivation, job satisfaction, and productivity. Maslow's theory of hierarchy of needs links personal satisfaction to work productivity, which is critical for naval personnel to protect national security, provide humanitarian services, and respond to international crises effectively. This phenomenological study included semi-structured interviews with military and civilian leaders at naval bases located in San Diego and El Centro, CA. Participants reflected on their lived experiences, feelings, and interactions concerning the downsizing phenomenon. Primary themes, generated by a modified van Kaam technique, were related to the change of personal values, Navy readiness and balance force, and leadership's effectiveness and efficiency. The primary finding was the need for naval leaders to communicate downsizing decisions effectively. Additional research is needed to expound on the perceived unfairness in the implementation of downsizing decisions. Social change may occur for naval personnel, community members, and other external stakeholders through the improvement of downsizing communication practices that might reduce health risk factors, economic deflation, and population migration.

APA, Harvard, Vancouver, ISO, and other styles

7

Galim, Ngong Irénée. "Le personnel gouvernemental au Cameroun 1957-1996." Bordeaux 4, 1996. http://www.theses.fr/1996BOR40040.

Full text

Abstract:

L'etude du personnel gouvernemental au cameroun concerne les 268 personnalites qui ont alterne au sein des differentes formations gouvernementales depuis le 16 mai 1957 ; jusqu'au 19 septembre 1996 qui marque la derniere modification de l'equipe gouvernementale. Ce faisant, le recrutement de l'ensemble de ces personnalites (1ere partie), obeit a une selection minutieuse (titre i) qui fait du president de la republique, le maitre de leur nomination (ch. 1). Ceci permet de decouvrir les filieres dominantes de selection du personnel gouvernemental (ch. 2) ainsi que le profil du personnel gouvernemental qui est passe de la mediocrite a l'excellence (ch. 3). Ceci impose par ailleurs des fonctions specifiques au recrutement gouvernemental (titre ii) qui donne une image symbolique de l'integration nationale (ch. 4) et permet la realisation des equilibres politiques (ch. 5). Une fois recrute, le personnel gouvernemental exerce ses fonctions (deuxieme partie) a partir d'une division hierarchique du travail (titre i) avec notamment un sommet de la hierarchie gouvernementale (ch. 6) qui comporte un corps et une base dudit personnel (ch. 7). D'ou un encadrement juridique desdites fonctions (titre ii) fait a la fois de principes de travail et de regles a observer (ch. 8) ainsi que de nombreux pouvoirs d'initiative de la regle de droit, d'administration et de gestion du personnel, et d'exercice surveille de pouvoirs financiers (ch. 9). L'issue de la carriere gouvernementale est sanctionnee par le president de la republique, tandis que la responsabilite dudit personnel devant les tribunaux reste encore au niveau de la seule theorie juridique. (ch. 10)
The study on the governmental staff in cameroon deals with the 268 personnalities who have alternated within different governmental teams from may, 16, 1957, when the first cabinet was made up to the last cabinet reshuffle in september 19 st 1996. The recruiting of those personnalities complies with a close selection (part one, title i) that presents the president of the republic as a master of their nomination (ch. I) ; as well as it enables to pick out the government personnal (ch. I). Also, behind an amelioration in quality of the government personnel, we can think of a republic of good students (ch. Iii). But the governmental recruiting cameroon requires specific fonctions (title ii). That lead to the search of national integration (ch. Iv) and of great balances between political forces (ch. V). Theremore, the governmental staff carries out its duties (second part) according to a hierarchical work division (title i) where you find a summit as well as the basis (chap vi + vii). All those categories develop in conditions which are legally protected by execution of their duties (title ii), made of regulations and principles to be respected in accomplishment of their missions (ch. Viii). As such, the governmental team uses its prerogatives for creating the law, for administration of the personnel and for financial engagement in name of the state. That needs support from the president of the republic, and incidentally from the prime minister (ch. Ix). Judged according to their action, each member of government has to take on his responsability at the end of career by a suspension from his functions before the president of the republic, or theoretically in a trial before a court by a sentence (ch. X)

APA, Harvard, Vancouver, ISO, and other styles

8

Livingston, Carolyn S. "The missing link in the personnel paradigm." CSUSB ScholarWorks, 1988. https://scholarworks.lib.csusb.edu/etd-project/366.

Full text

APA, Harvard, Vancouver, ISO, and other styles

9

Al-Ammaj, Bader H. "Administration in traditional society : the case of recruitment and selection in public sector employment in Saudi Arabia." Thesis, University of Southampton, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.239419.

Full text

APA, Harvard, Vancouver, ISO, and other styles

10

Alhazzaa, Sultan Mohammad. "Public personnel administration in the Civil Service of Saudi Arabia : policies, procedures and practices." Thesis, Boston Spa, United Kindom : British Library Document Supply Centre, 1992. http://ethos.bl.uk/OrderDetails.do?did=1&uin=uk.bl.ethos.304383.

Full text

APA, Harvard, Vancouver, ISO, and other styles

11

Maja, Tebogo Stanislaus Abel. "School Management Team members' understanding of their duties according to the Personnel Administration Measures." Diss., University of Pretoria, 2016. http://hdl.handle.net/2263/60955.

Full text

Abstract:

This study aimed to investigate and describe the School Management Team (SMT) members' understanding of their duties as stipulated in the Personnel Administration Measures (PAM, 1998). A qualitative research approach was used to investigate SMT members' understanding of their duties within school management teams. Principals of three purposively selected Secondary Schools, in the Sepitsi circuit of the Lebowakgomo District of the Limpopo Province of South Africa, acted as participants for this study, together with two purposively selected members of their school's SMT. Each participant was interviewed, using a semi-structured interview. The study was framed by a conceptual framework made up of concepts gleaned from distributed leadership theory, together with the core duties of SMT members as stipulated in the PAM (1998). The main findings of this study are that most principals still have a problem regarding the concept of working as a team and that although participants have access to the PAM document, many have not read it and therefore do not know what their roles on the SMT require. This causes conflict and disunity among SMT members, with a negative impact on leadership and management effectiveness.
Dissertation (MEd)--University of Pretoria, 2016.
Education Management and Policy Studies
MEd
Unrestricted

APA, Harvard, Vancouver, ISO, and other styles

12

Aman, Abdelmajid Savall Henri. "La formation intégrée, méthode de gestion des compétences expérimentation dans une administration publique marocaine /." [S.l.] : [s.n.], 2001. http://theses.univ-lyon2.fr/sdx/theses/lyon2/2001/aman_a.

Full text

APA, Harvard, Vancouver, ISO, and other styles

13

Van, Jaarsveld Ryno. "An exploratory study on the facilitators of employee engagement in private healthcare." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1020874.

Full text

Abstract:

The modern workplace continues to transform at a radical and accelerated pace and successful and competitive organisations are able to turn their strategies into action faster, manage their processes more efficiently and maximise their employees’ contribution and commitment (Brewster, Carey, Grobler, Hollard and Wärnick, 2010:5). In addition, Vestal (2009:6) adds that one of the biggest challenges that managers face at the moment, is to find ways to engage employees in the organisation and build a sense of belonging that, hopefully, will support retention and long term commitment. This research study aimed to explore and describe the nature and extent of employee engagement among nursing employees working in private healthcare. This exploration also encompassed five facilitators which are considered to be crucial in the promotion of an engaged workforce. The identified facilitators include: leadership behaviour, working environment, communication, training and development and rewards and recognition. This was attained by using a quantitative, exploratory, descriptive and contextual research approach. A structured questionnaire was used to collect data from nursing employees working in one of the private hospitals in the Nelson Mandela Metropole. From the data, the overall degree of employee engagement was established as well as the significance of the five identified facilitators in employee engagement. Based on the analysed data, guidelines for the advancement of employee engagement are proposed that can assist management in the development of employee engagement practices and strategy formulation.

APA, Harvard, Vancouver, ISO, and other styles

14

Davis, Monica Bojo. "Personnel Perceptions of Six Sigma as a Preparation Tool for Facilitating Change| A Case Study." Thesis, The University of Alabama, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10259696.

Full text

Abstract:

The higher education setting is a unique environment in which individuals are tasked with facilitating change. Numerous internal and external factors are causing institutions to need to change how they perform tasks and deliver educational opportunities to students. Therefore, institutional leaders must explore techniques for facilitating change. Within institutions, the people are the ones who lead change initiatives. However, there is limited empirical research on how personnel within institutions perceive change management programs.

This study provides empirical research regarding how personnel in higher education institutions perceive change management initiatives. More specifically, this study was a program evaluation of personnel at a single institution with a Six Sigma change management program. Document analyses as well as one-on-one and focus group interviews were used to evaluate the Six Sigma program. The interviews were used to understand how personnel perceive the Six Sigma program in the higher education setting and its ability to prepare them to facilitate change.

The themes developed from the interviews allowed for the conclusion to be drawn that Six Sigma does help prepare individual to facilitate change. Although, participants found the program in its entirety to help prepare them to facilitate change, they also acknowledged many shortcomings of the program. The helpful aspects included: the training program, the trainer(s), providing a process to follow, started the change conversation, knowledge can change, and confidence to lead change. The challenges included were rigidity of the program, statistical calculations, ability to influence change, and scope of the program. Additionally, participants did not perceive Six Sigma to align with the types of problems found in the higher education setting.

APA, Harvard, Vancouver, ISO, and other styles

15

Lane, Larry M. "The Office of Personnel Management: a study in the politics and administration of American governance." Diss., Virginia Polytechnic Institute and State University, 1989. http://hdl.handle.net/10919/54229.

Full text

Abstract:

This study examines the origins, development, and political significance of the U. S. Office of Personnel Management (OPM) during the ten-year period from its founding in the Civil Service Reform Act of 1978. The premise of the dissertation is that OPM has been significantly involved in the transformation of the guiding beliefs about the public service in America and that OPM's administrative actions have had important impacts on the institutions and capacity of American governance. OPM has been infused with values of political responsiveness to the detriment of competing values of merit, competence, and technical effectiveness. The study creates an analytical framework which reveals a fundamental realignment of the relationships of political institutions, values, and administrative organizations. The developmental events in OPH's history are traced in detail through the Carter and Reagan administrations. The contribution of OPM's policies and actions to the shift of values and institutional relationships is documented. The ultimate result has been the weakening of the institutions of the presidency as well as the public service. GPM’s policies have furthered the politicization of the federal personnel system and have contributed to the decline of public agency competence and performance. The study develops an evaluational framework for examination of OPM's performance in regard to legislative intent, the policy objectives of successive administrations, and the criteria of the public interest. The dissertation evaluates OPM's problematic performance both in what it has produced and in what it is as an organization of democratic governance. The current crisis of the public service, as documented by recent studies, is analyzed. The study concludes by identifying the essential aspects of the future role of the central personnel office in devising solutions to the challenges of effective human resource management in the public sector.
Ph. D.

APA, Harvard, Vancouver, ISO, and other styles

16

Knox, Terrance N. "Manual handling workload and musculoskeletal discomfort among warehouse personnel." ScholarWorks, 2010. https://scholarworks.waldenu.edu/dissertations/811.

Full text

Abstract:

Work-related musculoskeletal disorders (WRMSD), specifically physical and muscular discomfort in the upper arm, lower arm, thigh, lower leg, wrist, shoulders, back, or neck, are among the most frequently reported workplace injuries in the United States. The dearth of knowledge about the types of workloads that may contribute to the development of WRMSD was the impetus of this research. The study aimed to identify antecedents of WRMSD among warehouse workers in order to reduce WRMSDs and increase productivity as expressed in a systems perspective on industrial health. The research questions examined the prevalence of specific WRMSDs, the relationship of high-risk tasks of warehouse personnel with WRMSD incidence, and the relationship of job category and workload with WRMSD incidence. The sample included 82 warehouse workers, stockroom clerks, and forklift drivers. MANOVA was used as the data analysis technique. The results showed that WRMSD was the most prevalent in the upper back, lower back, knees, and lower legs. Various high-risk tasks were linked to WRMSD incidence including repeatedly bending to lift objects was associated with discomfort in the lower back, shoulders, and lower legs. Furthermore, the use of pallets led to reduced discomfort and work interference in the hips and buttocks, upper arms, and knees. Proper lifting form may reduce WRMSD in the shoulders, forearms, lower back, and wrists in particular. The social change implications of this study stem from the notion that increasing the employers' WRMSD prevention awareness will lead to an increase in safety attentiveness and decrease workers' injuries.

APA, Harvard, Vancouver, ISO, and other styles

17

Abegglen, William P. "Knowledge of United States Supreme Court Decisions Affecting Education Held by Selected Tennessee Public School Personnel (Law)." Digital Commons @ East Tennessee State University, 1986. https://dc.etsu.edu/etd/2621.

Full text

Abstract:

The purpose of this study was to determine the knowledge of United States Supreme Court decisions affecting education possessed by public school teachers, principals, superintendents, and board members; to determine if significant differences existed among these groups in their knowledge of Supreme Court decisions affecting education; and to determine if significant differences existed within each group depending on years of experience in education and level of education. Five hundred randomly selected subjects from the public school systems in Tennessee were asked to indicate their knowledge of Supreme Court decisions affecting education by completing the survey instrument, Supreme Court Decisions Impacting on Education. This instrument measured respondents' knowledge of Supreme Court decisions in five areas: (1) student rights; (2) employee rights; (3) church-state relationships; (4) race, language, and sex discrimination; and (5) school finance and organization. A total of 241 (48.2%) usable responses were returned. The data revealed that there was a general lack of knowledge of Supreme Court decisions affecting education. Significant differences were found to exist among the four groups in all areas except that of race, language, and sex discrimination. Superintendents scored significantly higher than teachers and board members in knowledge of Supreme Court decisions in the area of student rights. Superintendents and principals scored significantly higher than teachers in the area of employee rights. Superintendents scored significantly higher than all other groups in the area of church-state relationships. In the area of school finance and organization, superintendents and principals scored significantly higher than teachers. On overall knowledge of Supreme Court decisions affecting education, superintendents and principals scored significantly higher than teachers and board members. Years of experience in education was not found to be a significant factor within any of the four groups. Level of education was found to be a significant factor among superintendents. Superintendents with either a doctoral degree or a Master's degree plus additional coursework scored significantly higher than those with a Master's degree or an Education Specialist degree. Level of education was not found to be a significant factor within any other group.

APA, Harvard, Vancouver, ISO, and other styles

18

Camacho, Edgar Byrum Davis. "Frequent Superintendent Succession: The Impact on Personnel Trust and Morale." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/211.

Full text

Abstract:

A superintendent is vital to the success of school districts. Stability of an individual in this position is important for building trust and morale for district personnel over time. Small school districts in a large southern state have experienced increased rates of voluntary or involuntary superintendent succession, having had 2 or more superintendent changes within a 6-year period. Participative leadership theory served as the framework for this study. The guiding questions for this study investigated the impact of frequent superintendent succession in small school districts and the levels of trust and morale among district personnel. The variables for the study were superintendent succession between the years 2005 and 2011 and personnel trust and morale. Data were collected from Frequent Superintendent Turnover in Small School Districts and Impact on Personnel Trust and Morale surveys. Quantitative analysis of the survey data was conducted using the Spearman Rho correlation coefficient and chi-square analysis. Key findings indicated a significant relationship between frequent superintendent succession and decreased personnel trust and no significant relationship between morale of personnel. Chi-square correlation for trust showed a correlation to turnover and morale showed no correlation. It is recommended that districts provide training for school boards on the impact of frequent superintendent succession with an emphasis on administrative stability to enhance morale and trust among personnel. These actions could contribute to positive social change by building leadership capacity and sustaining high levels of morale and trust among district personnel.

APA, Harvard, Vancouver, ISO, and other styles

19

Miller, Jason. "Delivery Services Performed by Personnel Without Direct Supervision: Three Essays." The Ohio State University, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=osu1404731644.

Full text

APA, Harvard, Vancouver, ISO, and other styles

20

Heinritz, Debbie. "A study to determine the need for lean training by the health care employers of Northeast Wisconsin." Menomonie, WI : University of Wisconsin--Stout, 2006. http://www.uwstout.edu/lib/thesis/2006/2006heinritzd.pdf.

Full text

APA, Harvard, Vancouver, ISO, and other styles

21

Spanos, Bill. "Performance evaluation of non-academic personnel in a Quebec University." Thesis, McGill University, 1990. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=22397.

Full text

Abstract:

The purpose of this study was to find out if the performance appraisal system (the PMP) of non-academic nonunionized personal of a Quebec university was developed, implemented, administered and maintained adequately.
The literature emphasizes certain elements essential to the successful or adequate development, implementation and administration of a performance appraisal system, and it is in reference to this body of literature that the PMP was examined. To find out how the PMP was developed, implemented and administered in practical terms, the researcher interviewed four Human Resources staff members directly responsible for these processes.
The findings of this descriptive study showed that in order for a performance appraisal system to be successful, an organization must be thorough in addressing certain essential elements within each step of its development implementation and administration. (Abstract shortened by UMI.)

APA, Harvard, Vancouver, ISO, and other styles

22

Gauvin, René. "Les mouvements de personnel en région périphérique, le cas de la Sûreté du Québec en Abitibi-Témiscamingue." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/mq26829.pdf.

Full text

APA, Harvard, Vancouver, ISO, and other styles

23

Jubb, Esther Clare. "Seeking success in presidential transitions : the policy and personnel choices of Bill Clinton, 1992-1993." Thesis, Durham University, 1999. http://etheses.dur.ac.uk/4392/.

Full text

Abstract:

Presidential transitions mark the starting point of any regime change in the US federal executive. During this period newly elected Presidents structure their Whitehouse, fill thousands of political appointments and select their policy priorities. Using Carl Brauer's observations on the successful conduct of presidential transitions this thesis examines the personnel and policy choices of Bill Clinton during his 1992-1993 presidential transition. Presidential transition success is, according to Brauer, reliant upon the awareness of four essential factors; early planning, White House structure, setting a legislative agenda and assessing personal strengths and weaknesses. These factors form a framework for the analysis of four domestic policy issue areas. The policies considered are national service, economic and budgetary policy, health care reform and the use of Executive Orders as a policy-making tool. These issues reflect the broad policy intentions of the Clinton administration during its first year in office. In linking the processes of personnel and policy selection across these issue areas this thesis considers the extent to which the Clinton administration was able to achieve its stated aims and objectives in 1992 and 1993. Assessments are made concerning the levels of success in each of the four factors and conclusions are drawn about the influence of the transition on the conduct of the Clinton presidency. In examining Bill Clinton's use of Executive Orders in the cases of homosexuals in the military and the reauthorisation of abortion practices a new perspective on the conduct of the modern presidency is unveiled.

APA, Harvard, Vancouver, ISO, and other styles

24

Richards, Ruby Tolbert. "The adequacy of staff support for compliant and quality special educational programming as perceived by local school personnel." DigitalCommons@Robert W. Woodruff Library, Atlanta University Center, 1988. http://digitalcommons.auctr.edu/dissertations/2808.

Full text

Abstract:

This study examined the perceptions of local school personnel concerning the adequacy of staff support for Compliant and Quality special educational programming in relationship to selected demographics of subjects, i.e., Role Position, Administrative Area, Highest Earned Degree, Tenure in Present Position, Number of Special Education Classes for which Principal Has Responsibility, teacher's Delivery Mode, and teacher's Area of Exceptionality. Additionally, the study examined subjects' written comments for program improvement and their ratings of tasks of staff leaders to facilitate Compliant and Quality special educational programming. Participants included 30 principals with responsibility for and 87 teachers of exceptional students. A writer-designed questionnaire was used to secure data on all variables. Statistical procedures used were T-Test, ANOVA, and correlational analysis (Pearson r); the established level of significance was 0.05. Significant relationships were found between various Compliance indicators and Number of Special Education Classes for which Principal Has Responsibility, Number of Special Education Courses Taken by principal, and principal's and teacher's Tenure in Present Position; and between various Quality indicators and teacher's Delivery Mode and teacher's Tenure in Present Position. An intercorrelation of subjects' responses regarding Compliance and Quality indicators revealed a number of significant relationships. Among principals, these were Information Dissemination and Staff Training, Material Resources, and Teacher Motivation; and, Monitoring and Staff Training. Among teachers, all relationships between Compliance and Quality indicators were found to be significant. Respondents' written responses indicated that principals perceived the need for increased resources -to facilitate mainstreaming; and teachers, the need for improved communication, increased skills' training in instruction and classroom management, and the employment of staff to conduct school level Compliance tasks. An item analysis of mean scores revealed that subjects rated staff support for Compliant programming more favorably than that for Quality programming. The general implication was that differentiated activities were needed to accommodate various demographics. The general recommendations were that special attention should be given to indicators of Quality programming, i.e., staff training, material resources, and teacher motivation; and, that a division of leaders' responsibilities should be made to ensure improvement in both components of Special educational programming, i.e., Compliance and Quality.

APA, Harvard, Vancouver, ISO, and other styles

25

Walker, Stephanie Smith. "Professional Growth of Special Education Personnel through the Use of a Collaborative Process." Digital Commons @ East Tennessee State University, 2010. https://dc.etsu.edu/etd/1723.

Full text

Abstract:

This qualitative case study examined how special educators perceived their professional growth as a result of engagement in a collaborative process. Sixteen special educators participated in the research. Triangulation was attained through the use of document review, a focus group, and personal interviews. The 15 themes and patterns that emerged from data collection were: (a) increased expertise and use of technology, (b) exhibited collaborative skills and improved interpersonal relationships, (c) developed increased understanding of curriculum, (d) presented evidence of increased job satisfaction, (e) demonstrated analytical abilities, (f) illustrated enhancement in professional and creative expression, (g) understood the special education supervisorâ€Ÿs role, (h) awareness of the expertise of others, (i) increased respect from school professionals, (j) increased knowledge of current research, (k) leadership skills, (l) enhanced time management and organizational skills, (m) established consistency within the special education department, (n) developed diverse thinking, and (o) developed self-evaluation skills and empowerment. I concluded that while professional skills increased, a noticeable increase in morale, job satisfaction, empowerment, and self-confidence was observed. This case study could be of interest to school administrators in planning professional development, assessing how present staff development correlates with the collaborative process, and determining if modifications should be made.

APA, Harvard, Vancouver, ISO, and other styles

26

Binst, Marianne. "Modernité de l'organisation patriarcale en milieu hospitalier." Paris, Institut d'études politiques, 1988. http://www.theses.fr/1988IEPP0012.

Full text

APA, Harvard, Vancouver, ISO, and other styles

27

Lowry, Kurt S. "Perceptions of Leadership Personnel on the Breakfast in the Classroom Program| A Qualitative Case Stud." Thesis, California Lutheran University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3681176.

Full text

Abstract:

In partial response to poverty, food insecurity, and other risk factors believed to adversely impact academic achievement, school districts have begun to implement the Breakfast in the Classroom (BIC) program. While research identifies health, nutrition, and achievement-related benefits of school meal programs, few studies focus on leaders' perceptions of the BIC program. The purpose of this study was to examine the perceptions of district and school leaders on the BIC program implemented in their schools, as well as to examine their recommendations for long-term program success.

This case study employed Bolman and Deal's framework through which structural, human resources, political, and symbolic aspects of the BIC program were examined at two elementary schools. Twelve participants were interviewed. Findings indicated that leaders perceived the BIC program to be a valuable social program with benefits that outweighed its flaws. They recommended the importance of school-site support, implementation differentiation, an improved menu, and the establishment of a food donation program or classroom food storage system to ensure BIC program success.

APA, Harvard, Vancouver, ISO, and other styles

28

Kim, Yeong Seon. "The Chronicler's Description of the Temple Administration and the Incorporation of Non-priestly Cultic Personnel among the Levites." Thesis, Boston College, 2011. http://hdl.handle.net/2345/bc-ir:104295.

Full text

Abstract:

Thesis advisor: David S. Vanderhooft
To approach the lesser known topic of the temple administration in the post-exilic period (539-333 BCE), we have examined specific passages in the book of Chronicles that create a portrait of the temple administration. This portrait focuses on gatekeepers (1 Chr 9:17-32; 26:1-19); treasurers (1 Chr 9:26-28; 26:20-32); and tax collectors (2 Chr 24:5-11; 34:9-13). The first two sets of texts belong to what this work will call "David's Installation Block" which provides the major framework for the relevant material of the Chronicler, who authored the book of Chronicles around between the fifth and fourth centuries BCE. The third set of texts shares the Chronicler's characteristic redactional traits in common with "David's Installation Block." These three sets of texts communicate the Chronicler's ideal image of the temple administration. The guiding question in the present work is whether these selected passages can be used as a source to reconstruct the temple administration in the post-exilic period. We conclude that the Chronicler's description of the temple administration, especially his incorporation of non-priestly cultic personnel among the Levites, must be considered to comprise an argument for an ideal temple administration. The Chronicler's ideal was grounded in his creative exegetical approaches to Pentateuchal traditions and his responses to the contemporary debate about the legtitimate priesthood among different priestly circles; his ideal is not simply a projection of the administrative reality of his own time. For this purpose, we have expounded on the selected passages through a series of literary analyses. These analyses have enabled us to identify, building on the work of other scholars, the Chronicler's literary methods by which he built his sophisticated arguments. Furthermore, we have compared the Chronicler's presentations of the temple gates, the temple revenue, the temple tax, imperial taxes, and the temple staff with other post-exilic biblical and non-biblical data. This comparative approach successfully shows that the Chronicler's treatments of those topics deviated, to a greater or lesser extent, from his contemporaries, while the Chronicler's work displayed the linguistic and sociocultural peculiarities of Persian era Yehud. Although the book of Chronicles does not provide straightforward data to reconstruct the actual realities of the temple administration in the post-exilic period, the work done in this dissertation illuminates how the Chronicler engaged ancient traditions and contemporary situations to develop his image of the ideal future temple administration
Thesis (PhD) — Boston College, 2011
Submitted to: Boston College. Graduate School of Arts and Sciences
Discipline: Theology

APA, Harvard, Vancouver, ISO, and other styles

29

Sells, George Franklin. "A status study of classification/salary administration of office support personnel in North Carolina public schools 1985-1987." Diss., Virginia Polytechnic Institute and State University, 1987. http://hdl.handle.net/10919/49891.

Full text

Abstract:

This study investigated the present status of classification/salary administration of office support personnel employed in the public schools of North Carolina. Although this study was limited to office support personnel positions, it had implications for all classified positions within the public schools. The purpose of the study was to provide information and develop recommendations for planning and establishing classification/salary administration policies for classified personnel. The recommendations addressed concerns identified through the review of literature, a questionnaire which was completed by administrators across the state, and interviews with administrators from five school systems. The results from this study indicated that superintendents, more often than other administrators, were responsible for classification/salary administration of office support personnel. The majority of office support personnel were classified in the lowest state classification levels. The criteria most often used for determination of classification levels was matching job description with state job classification level descriptions. The interview and observation methods were the two methods most often used for collecting job classification information. The majority of administrators believed: the local school systems should determine classification status, there should be a standardized performance appraisal instrument, there should be performance-based pay, and salaries of office support personnel were slightly lower than the local business community. Uniformity issues were perceived to exist both internally with the respective school system and externally by comparison of school systems. As a result of this study, recommendations for school systems to follow in their classification/salary administration policies and procedures for classified personnel were developed. The ultimate aim of these recommendations was to eliminate some of the inconsistencies found to exist.
Ed. D.
incomplete_metadata

APA, Harvard, Vancouver, ISO, and other styles

30

Al-Khayat, A. H. A. "The development and reform of the United Arab Emirates public bureaucracy : With special reference to personnel and training." Thesis, University of Exeter, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.383342.

Full text

APA, Harvard, Vancouver, ISO, and other styles

31

Lifer, J. David. "A comparison of the computer skills needed by business administration graduates as perceived by personnel directors in Ohio and current skills being taught in Ohio colleges and universities." Connect to resource, 1992. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1240591068.

Full text

APA, Harvard, Vancouver, ISO, and other styles

32

O'Grady, Ryan. "Effectiveness of professional learning communities for related services personnel| Nebraska school psychologist perceptions on utilizing learning communities." Thesis, University of South Dakota, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3589849.

Full text

Abstract:

Schools continue to change in many ways. Technology, diversity, Response to Intervention (RtI), 21st Century Skills, and other initiatives warrant the need for continued professional development for all school staff. School psychologists play a key role in the school system and can bring significant contributions to the school team. School psychologists often have multiple schools to serve in rural and urban settings and, at times, have to serve schools in isolation away from other school psychologists. School psychologists need opportunities to engage in meaningful professional development and have the opportunity for collegiality and collaboration with other school psychologists. This study investigated the effectiveness of school psychology learning communities as a way to provide professional development, collegiality, and collaboration school psychologists need to contribute to the education environment.

A qualitative case study design was utilized in this study. Data sources from interviews, observations, and documents chronicled the perceived impact of utilizing professional learning communities for school psychologists as a method of professional development in a seven-district special education cooperative in the Midwest.

The findings of the study uncovered that the learning community produced an increase in knowledge and skills for school psychologists. It also provided a forum to study and find consistency in services school psychologists provide to schools. Data also showed that school psychologists felt that the goal setting process within the group served as a guide to identify continued professional develop needs. In addition, data revealed that school psychologists felt that collaboration within the learning community had an impact on student achievement and that the learning community increased job satisfaction of school psychologists.

APA, Harvard, Vancouver, ISO, and other styles

33

Bewley, Elizabeth Emma. "Informing Royal Navy people strategy : understanding career aspirations and behaviours of naval personnel." Thesis, London Metropolitan University, 2016. http://repository.londonmet.ac.uk/895/.

Full text

Abstract:

Following a series of imposed redundancies in the Royal Navy (RN) there was a need to understand the career desires of remaining personnel and how these interact with important organisational behaviours and turnover. Taking a social psychology perspective, this thesis addresses criticisms over the high use of non-working populations in research and provides the first empirical evidence for the utility, applicability and relevance of specific psychological theories to the RN. Chapter 2 explores the relationship between career anchors and psychological contract violation, organisational commitment and turnover. Evidence was found for the applicability and potential generalisability of civilian-based research to the RN. RN career anchor preferences were similar to some non-military organisations, and these preferences differentially influenced the variables explored. Chapter 3 presents an intervention developed to support newly appointed Career Managers to increase awareness of human resource issues, representing the first exploration of induction on later attitudes of ‘experienced newcomers’ in the RN. The induction did not influence attitudes; although time did, indicating the importance of role clarity. Chapter 4 provides a critical literature review of work-family conflict (WFC) and its influence on turnover intentions of military personnel and effects on military spouses. The expected negative relationship between WFC and turnover was found, although not consistently; types of satisfaction mediated this relationship, and WFC was linked to stress. Chapter 5 provides new empirical understanding of the interactions between ethos, organisational identity, and engagement on career motivation, perceived future opportunities and intentions to stay. Differences in these constructs were also explored between discrete RN groupings. The relationship between identity and ethos, and engagement, identity and ethos were explored to advance theoretical understanding of these constructs, finishing with an extension to Chapter 2 through revisiting career anchors. In conclusion, this thesis provides new contextual insights, interactions and relationships for academic knowledge, psychological theory and addresses a practical organisational issue within a highly regarded and inaccessible organisation. The outcomes provide the first empirical evidence of career-related behaviours within the RN, and more generally indicate the applicability of civilian based psychological theories to a military population, in particular, career anchors, ethos and focus on opportunities and their importance for people strategy decisions supporting evidence-based decision making within the workplace.

APA, Harvard, Vancouver, ISO, and other styles

34

Sjögren, Lindquist Gabriella. "Essays on personnel economics and gender issues /." Stockholm : Institutet för social forskning (SOFI), Stockholms universitet, 2004. http://www.diva-portal.org/diva/getDocument?urn_nbn_se_su_diva-248-1__fulltext.pdf.

Full text

APA, Harvard, Vancouver, ISO, and other styles

35

Corack, Luc. "Le Statut des sapeurs-pompiers professionnels en droit français." Rouen, 1995. http://www.theses.fr/1995ROUEL240.

Full text

Abstract:

Les sapeurs-pompiers professionnels sont des fonctionnaires publics territoriaux. La première partie de la thèse présente leur cadre statutaire. La seconde partie met en exergue la spécificité de leur statut. Elle souligne qu'un statut spécial aurait pu leur être attribué. Ils possèdent actuellement un statut particulier
Professional firemen are territorial civil servants. The first part of the thesis sets out their statuary frame. The second part highlights the specidicity of their status. It emphasizes (the fact) that they could have enjoyed a special status. At the moment, they have a specific status

APA, Harvard, Vancouver, ISO, and other styles

36

Cauchon, Christophe. "La hiérarchie face aux réformes de la grande entreprise de service public en réseau et de son marché interne du travail : les cadres de la SNCF." Aix-Marseille 2, 1997. http://www.theses.fr/1997AIX24005.

Full text

Abstract:

Les grandes entreprises de service public en réseau constituent les derniers emblèmes du compromis fordien. Elles sont aux prises, depuis les années 70, avec un mouvement de déstabilisation et de recomposition affectant l'ensemble des dimensions constitutives du modèle public d'action économique. Ainsi, les différentes directions sont amenées a gérer, avec le proprietaire-regulateur et les salariés, une double mise en tension : celle du déplacement de l'entreprise vers une cible encore en discussion et celle du positionnement du personnel (origines, compétences, représentations, avenir) compatible avec les nouvelles missions. Dans cette perspective, les cadres disposent d'une place véritablement centrale. Comme composante de la hiérarchie, ils sont vecteurs du discours entrepreneurial et acteurs des nouveaux objectifs productifs. Comme composante du salariat, ils contribuent à l'évaluation des déplacements proposes de la trajectoire productive et du rapport entre contributions et rétributions de la main d'oeuvre. La SNCF sur la période 1982-1996, constituera le champ d'observation de cette rencontre. L'entreprise publique ferroviaire permet d'illustrer une série de tensions génériques aux grandes entreprises de services publics en réseau. Or, le management n'a pu mettre en cohérence le système de rétribution avec les nouvelles contributions. Ces carences se traduiront par la mise sous tension du groupe professionnel cadre. La défaillance d'une fraction des cadres rend improbable la réussite de la politique de modernisation. Ces reformes sont composées d'une accumulation de changements mécaniques périphériques qui ne sont pas cohérentes avec les attentes de la coalition interne. Face à ces blocages, l'Etat est tenté de procéder à un changement structurel affectant la relation salariale publique. Il semble, au contraire que l'établissement de nouveaux principes de régulation stabilisés ne pourra se réaliser que si les différents acteurs en passent par des changements organiques, i. E. S'ils apprennent à concilier l'ancien et le nouveau, en utilisant les ressources humaines déjà produites.

APA, Harvard, Vancouver, ISO, and other styles

37

Шейко, Є. В. "Кадрове адміністрування в системі управління персоналом на сучасних підприємствах." Thesis, Сумський державний університет, 2014. http://essuir.sumdu.edu.ua/handle/123456789/38599.

Full text

Abstract:

Персонал (кадри) – це штатний склад працівників організації, що виконують різні виробничо-господарські функції [1]. В даний час доцільно розглядати персонал як основне багатство будь-якої організації. Це найважливіший потенціал господарської системи. Від його якості та повноти реалізації залежить значною мірою успіх у досягненні поставлених перед організацією цілей.

APA, Harvard, Vancouver, ISO, and other styles

38

Cox, Herbert Oliver. "Staff development practices used in Virginia's public schools: A comparative analysis of personnel perceptions from rural and other districts." W&M ScholarWorks, 1994. https://scholarworks.wm.edu/etd/1539618714.

Full text

APA, Harvard, Vancouver, ISO, and other styles

39

Claassens, Elmien. "Management of volunteers in faith-based organisations." Pretoria : [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-01122005-120239.

Full text

APA, Harvard, Vancouver, ISO, and other styles

40

Havlovic, Stephen Joseph. "The impact of a worker participation process on production and human resource outcomes." The Ohio State University, 1987. http://rave.ohiolink.edu/etdc/view?acc_num=osu1269528766.

Full text

APA, Harvard, Vancouver, ISO, and other styles

41

Saleilles, Séverine. "L'entrepreneur néo-rural et son réseau personnel: une étude exploratoire." Phd thesis, Université Montpellier I, 2007. http://tel.archives-ouvertes.fr/tel-00519243.

Full text

Abstract:

Malgré l'intérêt des pouvoirs publics à favoriser l'accueil d'urbains qui quittent la ville pour créer une entreprise à la campagne et un manque d'outils d'accompagnement dédiés, l'entrepreneuriat néo-rural n'a fait l'objet que de très peu de recherches jusqu'ici. Or, ce champ constitue un angle d'entrée nouveau dans la problématique du réseautage en entrepreneuriat. En effet, en montrant que la constitution et la mobilisation d'un réseau personnel est un facteur clef de réussite et s'appuie sur l'activation d'un réseau social et/ou professionnel pré-existant essentiellement local, le courant de recherche de l'entrepreneur « encastré » justifie la propension des entrepreneurs à créer là où ils vivent. Cette recherche a pour objet de comprendre les pratiques de réseautage d'un type particulier d'entrepreneurs : les entrepreneurs néo-ruraux. L'étude exploratoire et qualitative conduite dans les Monts et Montagne d'Ardèche montre la diversité des cheminements vers la création d'entreprise à la campagne selon la familiarité du créateur avec le contexte fonctionnel et selon le contexte géographique dominant de la création. Cependant, la réussite de cet acte (qui s'exprime par les performances économiques mais aussi par la satisfaction personnelle, les perceptions de l'avenir et l'intégration au territoire) implique la constitution et la mobilisation d'un réseau à la fois local et non-local. Or, les pratiques de réseautage local et non-local sont différentes. La constitution d'un réseau personnel local nécessite des pratiques plus « calculées » que la simple activation du réseau pré-existant, généralement très petit et inadapté. Par la suite, il est développé et mobilisé de façon beaucoup plus informelle. Au contraire, la constitution du réseau non-local s'appuie essentiellement sur l'activation du réseau social et/ou professionnel pré-existant et le recours à Internet. De plus, l'activation, la création et l'entretien de relations géographiquement éloignées impliquent de pallier l'absence de proximité géographique par l'utilisation des TIC, une proximité géographique temporaire (déplacements) et, idéalement, une proximité cognitive.

APA, Harvard, Vancouver, ISO, and other styles

42

Kalule, Lawrence. "Perceptions et pratiques de supervision du personnel enseignant en Ouganda." Doctoral thesis, Université Laval, 2014. http://hdl.handle.net/20.500.11794/25603.

Full text

Abstract:

Cette étude porte sur les perceptions de superviseurs (directeurs, directeurs adjoints et directeurs de programmes d’études) (N=106) et d’enseignants (N=442) d’écoles secondaires de l’Ouganda en ce qui a trait aux pratiques de supervision. Les résultats des analyses sur les superviseurs (des analyses factorielles, la corrélation, l’analyse de la variance (ANOVA) et le test-t) montrent que ces derniers utilisent surtout le modèle différencié, le modèle à 360°, l’étape avant et après la séance d’observation en classe et les activités directives et collaboratives de développement professionnel de l’enseignant. Les superviseurs ont un sentiment d’efficacité collectif plus fort que leur sentiment d’efficacité personnel et professionnel et leurs perceptions quant à l’efficacité sont associées à leurs pratiques. Les résultats concernant les enseignants (menées par des analyses factorielles, la corrélation, l’analyse de la variance (ANOVA) et le test-t) montrent que les superviseurs adoptent un modèle différencié et un modèle à 360°, suivent une étape de supervision avant et après la séance d’observation de cours, et des activités de développement professionnel. Les jeunes enseignants et les moins expérimentés sont plus associés au modèle de supervision à 360° et à l’étape de supervision après la séance d’observation de cours que les enseignants plus âgés ou plus expérimentés. Les enseignants non-permanents et ceux des écoles privées sont plus associés aux activités de développement professionnel proposées par leurs superviseurs que ceux qui ont un poste permanent ou qui enseignent dans des écoles publiques. L’analyse d’une question ouverte sur les superviseurs a permis d’identifier deux grands thèmes: le premier porte sur le domaine interne du développement professionnel de l’enseignant (adaptation des pratiques pédagogiques, confiance et recherche continue) et le deuxième sur le domaine externe du développement professionnel de l’enseignant (discussion professionnelle, support et travail d’équipe). Les superviseurs disent que la supervision pédagogique occasionne des changements dans la pratique du supervisé et que ces changements s’inscrivent dans un processus continu de développement professionnel de l’enseignant.
We examined perceptions of in-school supervisors (principals, vice-principals and study program directors) (N=106) and of teachers (N=442) of secondary schools in Uganda regarding teacher supervision practices. Factor analysis, correlations, t-test analysis, and analysis of variance (ANOVA) were performed. Results of the survey of supervisors indicate that the supervisory practices most used were a differentiated model and a 360° supervision model, a supervision phase prior to in-class observation, and a phase following in-class observation, as well as directive and collaborative teacher professional development guidelines. The supervisors’ perception of collective efficacy was stronger than was their perception of self- or professional efficacy, and the supervisor efficacy perceptions were associated with their practices. Results of the survey of teachers (factor analysis, correlations, analysis of variance (ANOVA), and t-test analysis) showed that supervisors used a differentiated model and a 360° supervision model, a supervision phase prior to and following the in-class observation, and proposed professional development activities to their teachers. Young and less experienced teachers were more associated with the 360° supervision model and the supervision phase following the in-class observation than the older and more experienced teachers. Non-permanent teachers and those in private schools were more associated with the professional development guidelines proposed by their supervisors compared to permanent or public school teachers. From the analysis of an open-ended question concerning the supervisors’ perceptions with regard to teacher supervision, we identified two major themes namely: the internal domain of teacher professional development (adapting teaching, confidence and ongoing research) and, the external domain of teacher professional development (professional discussion, support and teamwork). From the supervisors’ point of view, teacher supervision brings about changes to the supervised teacher and these changes are part and partial of a continuous teacher professional development process.

APA, Harvard, Vancouver, ISO, and other styles

43

Aman, Abdelmajid. "La formation intégrée, méthode de gestion des compétences : expérimentation dans une administration publique marocaine." Lyon 2, 2001. http://theses.univ-lyon2.fr/sdx/theses/lyon2/2001/aman_a.

Full text

Abstract:

Ces dernières années l'administration publique marocaine a fait l'objet d'un ensemble de critiques ayant trait à son management, à son organisation, à sa lenteur et à la qualité de ses prestations. Les diagnostics opérés par les différentes instances internationales et nationales laissent entendre que la gestion des ressources humaines reste le parent pauvre de l'administration marocaine. Cette dernière recèle semble-t-il beaucoup de compétences pointues mais qui ne sont plus adaptées aux nouvelles missions qui lui sont confiées. Ainsi, elle doit faire face à l'épineux problème de l'adéquation des formations aux emplois. A cet effet, l'Administration cherche à mettre en place des méthodes de développement des compétences qui soient efficaces, efficientes et permettant d'améliorer cette adéquation Formation-Emploi. Dans ce cadre nous avons proposé la méthode de formation intégrée mise au point par le professeur H. Savall et l'équipe des chercheurs de l'institut de Socio-Economie des Entreprises et organisations (ISEOR). Cette méthode dont l'objectif principal est d'assurer la meilleure adéquation formation-emploi possible, se distingue par son efficacité, son efficience et son caractère décentralisé. Aussi permet-elle d'améliorer la polyvalence des personnels et d'atténuer la vulnérabilité des services. Sa mise en œuvre est largement facilitée par l'utilisation d'outils opérationnels tels que le diagnostic des compétences, les grilles de compétences et les manuels de formation intégrée. Avant d'expérimenter sur le terrain sa faisabilité et son adaptabilité, nous étions amenés à nous interroger au préalable sur la spécificité du management publique et de celle de sa gestion des ressources humaines. Les analyses que nous avons effectuées à ce sujet nous ont permis de constater que la frontière tracée entre le management public et le management privé est artificielle et que les spécificités du management public ne s'opposent nullement à une mise en œuvre efficace de la méthode de formation intégrée dans l'administration publique. En outre, les expérimentations menées ont permis non seulement de confirmer l'adaptabilité de cette méthode au contexte spécifique de l'administration marocaine, mais aussi de la généraliser à l'ensemble des structures relevant de notre terrain de recherche. La vérification de notre hypothèse centrale minimale et de notre corps d'hypothèses a contribué à renforcer le caractère universel de cette méthode
These last years, Moroccan public Administration has been criticised about its management, its organization, its slowness, and the quality of its services. Diagnoses made by different international and national authorities mean that the human resources management is remaining the weak point of the Moroccan Administration. It apparently groups many acute competencies, but they are no longer adapted to the new missions which are entrusted to it. Thus, it must face the thorny problem of the equivalence of training's to jobs. For that purpose, the Administration is trying to set up methods of competencies development which will be effective, efficient and allow the improvement of this training - jobs relevance. In this frame, we proposed the integrated training method, worked out by Professor H. Savall and the researchers team of the Institute of Socio-Economics of Organizations (ISEOR). This method, whose main objective is to ensure the best possible relevance training - jobs, is remarkable by its efficiency and decentralization particularity. Thus it enables to improve the staff polyvalence and to lower the departments vulnerability. Its implementation is widely facilitated by the use of operational tolls such as the competencies diagnosis, competencies bars and guides of integrated training. Before experiencing on the ground its reality and adaptability, we were brought to wonder first about the specificity of public management and about its human resources management. Analyses we carried out on this subject have allowed us to notice that the border between the public and private management is artificial, and that the specificities of the public management are no contradiction at all to an efficient implementation of the training integrated method in the Public Administration. Besides, led experimentations allowed not only to confirm the adaptability of this method to the specific context of the Moroccan Administration, but also to use it widely in all the structures related to our searching ground. Checking our minimal central hypothesis and our hypotheses body has contributed to strengthen the universal character of this method

APA, Harvard, Vancouver, ISO, and other styles

44

Brown, Carl. "Exploring Leadership Strategy Influence on Nursing Personnel Retention Within Safety-net Hospitals." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3142.

Full text

Abstract:

Frequent turnover among a hospital's nursing staff can profoundly impact organizational operating costs. With a national turnover rate of 17% in 2015, understanding the impact of management approaches on nurse attrition is vital to business success. Guided by Homan's social exchange theory, the purpose of this single case study was to explore leadership strategies used by safety-net hospital leaders to increase nursing personnel retention. Data collection consisted of semistructured interviews from a purposive snowball sampling of 8 senior directors working at a safety-net hospital in southern Maryland. Additional information collected involved documents and artifacts related to human resources management policies and guidelines. Constant comparative method enabled the analysis and identification of latent patterns in words used by respondents. Through methodological triangulation, several themes emerged. These themes included engagement and management support, education and career development, teamwork and work atmosphere, recognition, relationship building and communication, and health reform and innovation. According to the study results, increasing employee engagement, offering training and career development, performing technological upgrades, and developing sustainable relationships are appropriate approaches for gaining nursing personnel commitment. The findings of this study are important to senior leaders and middle managers in healthcare and other industries as they seek to attract talented staff members to sustain their organizations. The conclusions in this study may contribute to positive social change through improved nursing staff retention, leading to better patient experiences, healthier communities, and more satisfied customers.

APA, Harvard, Vancouver, ISO, and other styles

45

Liu, Yin. "Personnel Instability, Personnel Management, and the Company Image of Small Tourism Enterprises in Remote Destinations : A Case Study of Abisko Mountain Lodge." Thesis, Uppsala universitet, Institutionen för samhällsbyggnad och industriell teknik, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-416013.

Full text

Abstract:

In recent decades, tourism has been developed rapidly in the world. With such development, tourism sustainability has drawn great attention, especially in remote destinations. In Swedish Lapland, the studies have been focusing on social sustainability in terms of local communities and other external factors. Personnel as an important part of the tourism industry received less attention. Therefore, this research aims to provide an in-depth examination of the reasons behind personnel instability, personnel management, as well as maintaining the company image with personnel instability in small-sized tourism businesses in remote destinations. By using Abisko Mountain Lodge as the case, this research conducted five in-depth interviews with personnel, and one interview with the manager. The findings of this research revealed that personnel took the job without any aim for material needs, and the reasons for leaving Abisko include the location of the hotel, lack of living necessities, and emotional loneliness. Personnel management is mainly a flexible personnel strategy while a transformational leadership style plays a critical role. The company image of this case is ‘including’. Though new ideas are welcomed, the image will remain the same for all stakeholders. The limitations of this research include lack of interviews with permanent personnel and lack of nationality differentiation.

APA, Harvard, Vancouver, ISO, and other styles

46

Mack, Carolyn Denise. "Recruiting Strategies for Increasing the Number of Emergency Medical Technician Personnel." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7164.

Full text

Abstract:

Demand for the emergency medical technician (EMT) is 2 times greater than that of all other occupations. Sustainability of ambulance services (AS) personnel is dependent upon the recruitment of EMTs into the industry. The purpose of this multiple case study was the exploration of the recruiting strategies that AS administrators used to increase the number of EMTs. Herzberg's 2-factor theory of motivation was the conceptual framework for this study. The data collection instrument included semistructured interviews with 6 AS company executives in southeastern New Mexico and southwestern Texas. Secondary data and document from each state's emergency medical services personnel and websites related to EMTs were reviewed. Data were analyzed using thematic analysis alignment between the recruiting strategies and the conceptual framework. Two key themes emerged: AS administrators have minimal data-driven recruitment tracking mechanisms and recruiting strategies for EMTs must align with the motivational aspects of growth, advancement, recognition, and responsibility in the AS business to entice people into the industry. The implications of this study for social change include the potential for AS executives to identify recruiting strategies they might use to increase the recruitment of EMTs to meet patient and community needs for medical transport while reducing the demand for EMTs nationwide.

APA, Harvard, Vancouver, ISO, and other styles

47

Grier, Jr Posey. "An Analysis of Junior Enlisted Personnel Attrition in the U.S. Army." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7654.

Full text

Abstract:

Junior enlisted personnel are the workforce of the U.S. Army and a recruiting pool for Warrant and Officer Candidate School training programs. Before fulfilling their initial obligation of 8 years, 25 to 30 percent of enlistees receive separation orders from the Army. Consequently, attrition in this group has created a substantial problem in maintaining a trained and ready Army. The purpose of this correlational study was to understand what factors contribute to unfilled service of enlisted personnel. Specifically, this study focused on the number of years of service before departure, the cause of the early separations, and the subcategories as factors contributing to early separations. This was in comparison to the recruiting results of first-term, junior enlisted personnel. The data for this study came from the U.S. Department of Defense Demographics reports for years 2008 through 2013. These data were analyzed using a factor analysis procedure. The findings indicated 5 subcategories of early separations: Failure to meet military requirements, behavior unbecoming a soldier, inability to achieve the minimum Army standards, individual voluntarily requests for discharge, and serving their minimum active duty contractual obligations. The factor analyses revealed the percentage of variance of the early separations were most significant for individual voluntary requests for discharge and serving the minimum active duty contractual obligations. The positive social change implications stemming from this study include recommendations to the Defense Department to support eliminating the females’ exemptions from registering. This will allow all eligible individuals to register with the Selective Service, thereby advancing the integration of women into combat arms positions throughout the military services.

APA, Harvard, Vancouver, ISO, and other styles

48

Rogers, Donald A. "Actual and Desired Attributes of Shared Decision-making as Viewed by School Board Chairpersons, Central Office Personnel, and Principals in the First Educational District of Tennessee." Digital Commons @ East Tennessee State University, 1994. https://dc.etsu.edu/etd/2776.

Full text

Abstract:

The purpose of this study was to identify actual and desired attributes of shared decision making by practicing school leaders in the First Educational District of Tennessee. This study examined the relationships between selected demographic variables, organizational decision-making areas, and the responses of school board chairpersons, central office personnel, and principals. The research design included five research questions along with six null hypotheses testing the relationship between actual and desired attributes of shared decision making for each of the three positions of school leader. One hypothesis tested the demographic variables--gender, age, educational level, and years of professional educational experience--as related to the actual and desired attributes of shared decision making. The instrument used included 10 areas of common organizational decisions related to the school setting. The Shared Education Decision Survey (SEDS) had 92 questions, with each having a two-part (actual-desired) response. A statistically significant difference ($p \leq .05)$ for central office personnel was found in all 10 organizational decision-making areas testing actual compared to desired participation in shared decision making. A statistically significant difference ($p \leq .05$) was found for principals in all 10 areas of organizational participation in shared decision making. The statistically significant difference ($p \leq .05$) for demographic variables by position and gender indicated eight areas of interest for principals and seven areas for central office personnel. The variable of age had significance ($p \leq .05$) in two areas for principals and three areas for central office personnel. The variable of educational level held significance ($p \leq .05$) for the overall population in three areas but none for the individual positions. The demographic of experience at the level of significance ($p \leq .05$) was found in the central office personnel in one area of organizational decision making. The nonparameter tests of Kruskal-Wallis, Mann-Whitney, and Wilcoxon were used to test the hypotheses.

APA, Harvard, Vancouver, ISO, and other styles

49

Dougherty, Kelly F. "Enrollment variations as related to selected support personnel hiring practices at four major universities in Indiana." Virtual Press, 1986. http://liblink.bsu.edu/uhtbin/catkey/469580.

Full text

Abstract:

The purpose of the study was to determine whether the State supported Universities in Indiana adjust the number of selected support positions as enrollments vary. To facilitate reporting the data the study was written in five chapters. Chapter I included an overview that delineated the purpose for the study and organization for subsequent chapters.Chapter II presented a review of related research and literature directly pertaining to the study. No literature or research has been found that quantitatively describes what a minimum selected support staff should be, or what existing ratios are. Evidence exists within the literature and research to support the concept that the human resources approach to the personnel function is impacting higher education through the larger society. Evidence exists to support the notion that unions will continue to play a vital role in assuring that support services within higher education will receive a larger percentage of administrative attention within the next decade.Chapter III contained an explanation of the methods and procedures employed to derive the necessary data. The chapter contained procedures for selecting the population, methods used in the collection of data and methods used for analysis of data.Chapter IV contained the data collected from the respective Directors of Personnel Services of the selected institutions and enrollment data collected from the National Center For Educational Statistics. The data was presented in narrative form with the tables and figures utilized to report the raw data.Chapter V provided a summary of the study, findings, conclusions, and recommendations. The findings support the following selected conclusions:1. There has been a generally positive relationship among enrollments and the number of selected support staff positions during the time span stipulated within the study.2. During the time span stipulated within the study, enrollments at all universities have increased at a greater rate than selected support staff positions, although specific yearly negative relationships did occur.3. There appears to have been no conscious effort on the part of personnel directors at any institution studied to either establish appropriate support staff to student ratios or to maintain any such ratio.

APA, Harvard, Vancouver, ISO, and other styles

50

Ewangue, Jean-Lucien. "L' économie de plantation et son impact au Cameroun sous administration française, 1916-1960." Paris 7, 2007. http://www.theses.fr/2007PA070005.

Full text

Abstract:

Le Cameroun a connu l'une des expériences les plus poussées d'économie de plantation en Afrique pendant la période coloniale. Pour assurer l'activité des plantations au Cameroun, la France a eu largement recours, comme l'Allemagne, à la contrainte et à la coercition. Les plantations ont été un catalyseur des changements dans les sociétés Camerounaises pendant la période coloniale. Cette étude de l'économie de plantation au Cameroun sous administration française met en exergue les facteurs de « modernité » et de changement qui ont eu lieu dans la société camerounaise pendant la période coloniale. Elle montre ta diversité des situations et des réactions régionales
Cameroon experienced a rapid growth in the domain of plantation economy in Africa during the period of colonisation. To assure the development of plantations in Cameroon, France as well as Germany used hard measures to force workers to work on these plantations. Plantations have been a catalyst of changes occurred within the Cameroonian societies during the colonial period. Thus, this study based on plantation economy in Cameroon under the French administration reveals the factors of ' modernity" and change that took place in the Cameroonian society during the period of colonisation. This research has equally brought out the divergences of situations and regional reactions

APA, Harvard, Vancouver, ISO, and other styles

Dissertations / Theses on the topic 'Personnel Administration'

Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles