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Dissertations / Theses on the topic 'Staff of employees'

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Published: 28 May 2022

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1

Shikongo, Johanna Nelago. "Staff attraction and retention : a model for a Namibian state-owned enterprise." Thesis, Cape Peninsula University of Technology, 2011. http://hdl.handle.net/20.500.11838/1739.

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Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2011
In order for any organisation to achieve its goals, a committed workforce is essential. It has, however, become a great challenge for organisations to attract and retain employees as the power of success has shifted from organisations to employees. The organisation that is committed to attraction and retention of staff is likely to gain a competitive advantage, as staff members are satisfied and give optimum production levels. The purpose of the study was to determine and investigate factors that affect attraction and retention of staff at NIP in order to suggest possible interventions that could be employed to attract and retain staff in future. In order to obtain desired results, the researcher used a mixed-method approach. Questionnaires were distributed to all non-management NIP employees and semi-structured interviews were conducted with four (4) purposively selected NIP managers. Statistical analysis was used to analyse data, which was obtained by means of questionnaires, and content analysis was used for data that was obtained by means of semi-structured interviews. The study revealed that NIP staff members are dissatisfied with the company policies and practices, as the company does not always pay effective attention to them. Some of them indicated that they only worked as a means of survival; because of passion for their jobs; to save lives; and owing to the scarcity of jobs, since the industry is small. It is, therefore, necessary to pay attention to factors that this study has produced as obstacles in the way of NIP to employ an effective recruitment and retention strategy for its employees.

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2

Mokoditoa, Jocelyn Molly. "Academic staff recruitment and retention strategies at the University of Limpopo." Thesis, University of Limpopo (Turfloop Campus), 2011. http://hdl.handle.net/10386/393.

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Thesis (MPA)--University of Limpopo, 2011
The paper examines the causes of the high turn-over rate and the non-retention of the academic staff at the University, and come up with possible solutions to curb the problem. The study addresses the factors that affect the academic staff recruitment and retention strategies. The paper further address identification of factors contributing to the high turnover rate of the academic staff at the University of Limpopo, analyze causes of the problems, work on the feedback obtained from interviewees, and make recommendations that will enable the University to come up with possible and implementable strategies for the recruitment and retention of the academic staff. This was evident by the results of the study through the literature review and the interviews held that academic staff recruitment and retention is a problem. It is therefore advisable for the University to take note of the results of this study, and that there should be a turn-around strategy that could be implemented and monitored. The Human Resource department should have a database that tracks the career path of all academic staff, and notify all appointees who are coming up for tenure. This notice could go out at the start of the last but one year before the appointees become eligible for appointment with tenure. The university must develop a culture of reasonable, clearly articulated, and enforced deadlines for processing applications for promotion. Human Resources department have a role to play in the promotion process as well. Access to information about the promotion process can be enhanced by revamping the websites for some of the institutions which are not really helpful in this respect. Relevant documents (e.g., conditions of service, appointment and promotion guidelines, benefits) can then be made accessible via institutional websites in a very organized manner than is currently the case in many universities

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3

Ting, Tsui Wai-ming, and 丁徐慧明. "An evaluation of performance appraisal for model scale I staff." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1985. http://hub.hku.hk/bib/B31974582.

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4

Agado, Gloria Ale. "Staff development in effective border schools /." Digital version accessible at:, 1998. http://wwwlib.umi.com/cr/utexas/main.

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5

Zweni, Noluthando. "Employee participation in training and development at a selected municipality in the Western Cape, South Africa." Thesis, Cape Peninsula University of Technology, 2019. http://hdl.handle.net/20.500.11838/3029.

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Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2019
The study focuses on Human Resource Development through employee training and development practices. This research sheds light on the relationship between employee training practices and employee development, with specific emphasis on employee performance and job satisfaction. The purpose of training and development programmes is to improve employee competence and organisational performance. A number of employees are perceived to be reluctant to attend training and development opportunities and do not want to develop themselves. The objectives of the research were to investigate employee training and development practices followed at a selected municipality in the Western Cape in South Africa and to explore and understand the dimensions of employee training and job satisfaction. It was anticipated that this would give an indication of the various training and development programme types, as well as its benefits, offered to municipal employees of the selected municipality. It also focuses on employees’ expectations and involvement in such types of training programmes. The aim of the study is to analyse the implementation of training and development intervention practices of a selected municipality as well as its impact on the perceptions about employees who do not want to attend training and development interventions organised which, in the long run, will lead to job performance improvement and job satisfaction. An investment in training activities is returned in the form of retaining more productive and effective employees. Training and development intervention programmes may focus on individual or team performance. It is observed that municipalities following systematic and scientific training and development practices create high job satisfaction levels amongst employees. In contrast, municipalities who do not put training interventions in place to make sure employees are given opportunities to undergo training and development, do not perform well, and usually receive disqualified audit statuses and experience community protests for lack of service delivery. Municipal employees who attend training and development programmes are more committed towards better performance – results show positive outcomes. The development and implementation of training interventions should be based on needs analyses. Information obtained could be useful for the improvement of training and development practices in all departments. Factors affecting the effectiveness of training and development intervention practices in municipalities include lack of support from top management and peers, employees’ individual attitudes, job-related factors and deficiencies in training practices. In an era where Government struggles to address community’s crisis, public service employees should be managed efficiently and effectively by implementing systematic training and development intervention programmes in order to enhance job performance and understanding of job criteria. This will ensure effective transmission of basic services to communities. There is an urgent need to reshape training and development interventions in order for Government to provide advancement possibilities in Local Government and for departments to be centres of excellence. Government departments should design training policies that resonate with communities’ needs and develop guiding documents that are understandable and implementable. Departments also need to review training budgets and the relevance of training programmes. In addition, the training opportunities provided should be accredited and recognised to afford workers opportunities for growth and promotion as well as to gain a qualification that will give them access to obtaining a formal qualification.

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6

Redekopp, Helen Mary. "Staff nurses’ perceptions of the profession of nursing." Thesis, University of British Columbia, 1985. http://hdl.handle.net/2429/24420.

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In its struggle to be recognized as a legitimate profession, nursing has proceeded in several directions, promoting diversity of professional views among its practitioners. The many changes taking place in nursing supported the need for a study determining exactly how staff nurses view the profession of nursing. The criteria of a profession as defined by Valiga (1982): the boundaries, goals, and scholarly component of the discipline, the recipient of the discipline's service, the relationship of the discipline to others, and the independence, responsibility, autonomy, commitment, and activities of the discipline's practitioners (pp. 126-127), were the basis of the study. The views of the profession as held by the staff nurses were related to the variables of age, preparatory and/or additional nursing education, number of years worked since graduation, length of time in present employment, and the agency of employment. The 600 subjects were randomly selected by computer at the Registered Nurses' Association of British Columbia (R.N.A.B.C.). The Views About Nursing Questionnaire, developed by Valiga (1982), along with a background information questionnaire were sent to the subjects by the R.N.A.B.C. A total of 262 usable questionnaires were the basis of data analysis. Pearson product-moment correlations and analysis of variance were performed as appropriate. These analyses revealed that there was an inverse, but not statistically significant, relationship between age and number of years worked and scores on the Views About Nursing Questionnaire. There was no relationship between the scores and education and the scores and length of time in present employment. Because a large majority of respondents were employed in acute care hospitals, no analysis of the relationship of agency of employment and the scores was undertaken. Conclusions and implications of this study are addressed and suggestions for further study are presented.
Applied Science, Faculty of
Nursing, School of
Graduate

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7

Chen, Yingzhu. "Art preference of healthcare staff in break room environments." Pullman, Wash. : Washington State University, 2009. http://www.dissertations.wsu.edu/Thesis/Fall2009/Y_Chen_111409.pdf.

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Thesis (M.A. in interior design)--Washington State University, December 2009.
Title from PDF title page (viewed on Jan. 28, 2010). "Department of Interior Design." Includes bibliographical references (p. 62-69).

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8

Makapela, Lunathi Brian. "Staff motivation and job performance in the Frere Hospital maternity ward." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/8769.

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The topic of motivation continues to command substantial attention in the field of industrial or organisational psychology. Motivation has always been an essential factor in managing personnel and is a crucial variable in creating a high performance organization. Public administration research has largely ignored motivation as a topic, contrary to research of private sector management. Nurses represent one of the biggest profession group in South Africa's health care services and forms the vertebrae of the Primary Health Care in South Africa. South Africa has experienced large numbers of nurses immigrating to other foreign countries due to poor working conditions in South Africa. Government has a responsibility of ensuring that there is always a motivational climate in the institutions where nurses work. Several investigations have been conducted by various organisations regarding the state of South African Health Care System, due to a high rate of reported deaths in South African hospitals. Dispatch investigation team in 2005 revealed a number of findings that related to various motivational issues at the Eastern Cape Frere Hospital maternity ward. These motivational issues included but not limited shortage of nurses and doctors; use of interns on night duty without qualified doctors and anaesthetist; a cleaner confirmed to have been seen delivering a baby in the labour ward while wearing a doctor‟s coat, as well as accessing and dispensing medicine; no security to prevent people from wandering the labour ward and the entire maternity section; deaths due to negligence; inappropriate appointment of personnel, a situation causing problems for the nurses; employees complaining of work overload; absenteeism and sick leave leaving one nurse on duty at night in the nursery; lack of equipment like oxygen points, suction catheters, CPAPs and CTG machines, alleged by some nurses to be directly responsible for a number of avoidable deaths; staff shortages thus forcing inexperienced nurses to carry duties beyond their experience; detrimental shortages of labour beds; a general assistant dressed in a green nurse‟s gown rinsing blood-soaked linen before dishing up for, and serving food to patients, still wearing the same clothing. Since the Dispatch investigation and the subsequent investigations by political parties and the National Department of Health, no scientific research or investigation has been done around challenges at Frere Hospital maternity ward. The main purpose of this study is to investigate the levels of staff motivation and staff motivation levels' impact on job performance in the Frere Hospital maternity ward. In conducting this study the researcher explored five motivation theories which are amongst a group of motivational theories that have shaped worker motivation in both the public and private sectors. The study explored Maslow hierarchy of needs, Herzberg two factor theory, Vroom's expectancy theory, Locke's equity theory and Festinger‟s goal setting Theory. These theories were used with a view of gathering an understanding of staff motivation and job performance. The reasons for the researcher to choose these five motivational theories is that they are amongst the most popular theories used by scholars to measure staff motivation and performance both in the private and public sectors. These theories were also used due to their relevance to the organisation investigated. This study followed a quantitative approach and empirical study was conducted using a questionnaire with closed and open-ended questions. The empirical results from the nine sections researched showed some distinct findings, from which the following recommendations were drawn: management should consider employees' involvement during goal setting in the department; management should work towards building in job motivators into the employees’ jobs; management should ensure that there is a reputable performance reward and recognition system in place that is agreed upon with staff, instead of imposing the system; management should support nurses in ensuring that their working conditions and salaries and benefits are improved; and It is therefore the responsibility of managers to ensure that staff are always kept motivated in order to increase job performance.

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9

LaFleur, Tobias C. (Tobias Christopher). "Improving the Quality of Hotel Banquet Staff Performance: a Case Study in Organizational Behavior Management." Thesis, University of North Texas, 1994. https://digital.library.unt.edu/ark:/67531/metadc500375/.

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The banquet staff at a north Texas hotel were responsible for setting up 11 different functions (e.g., buffet dinners) for conferences and meetings. The functions were often set up late and items were often omitted. An analysis suggested that performance problems were the result of weak antecedents, inefficient work procedures, inadequate training and a lack of motivating consequences. An intervention consisting of task checklists, feedback, goal setting, monetary bonuses, training and job aids was designed to enhance the accuracy and timeliness of function setups. Performance increased from an average of 68.8% on the quality measure (accuracy plus timeliness) in baseline, to 99.7% during the intervention phase. Performance decreased to 82.3% during a follow-up phase in which parts of the intervention were discontinued by hotel management. Performance increased to 99.3% with the reintroduction of the intervention phase.

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10

Woo, Mei-wa Esther. "Comparative study of the staff development in academic libraries of Mainland China and Hong Kong." Click to view the E-thesis via HKUTO, 2005. http://sunzi.lib.hku.hk/hkuto/record/B31512355.

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11

Chan, Bing-tai, and 陳炳泰. "Collective bargaining in the Hong Kong public service: a study of Post Office Staff Unions." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1990. http://hub.hku.hk/bib/B31963730.

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12

Callery, Patrice Ren'e. "Perceptions of Personal and Job Stressors of Direct Care Staff: Implications for Counseling Services." Cincinnati, Ohio : University of Cincinnati, 2006. http://rave.ohiolink.edu/etdc/view.cgi?acc_num=ucin1138719755.

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Thesis (Dr. of Education)--University of Cincinnati, 2006.
Advisor: Albert Watson. Title from electronic thesis title page (viewed Oct. 15, 2008). Includes abstract. Keywords: Counseling; Ecological Counseling; Direct Care Staff; Nursing Home Employees; Employee Burnout; EAP's. Includes bibliographical references.

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13

Bond, Larry L. McGrath J. H. "Administrator and teacher perceptions of the utility of experiential learning in the private sector as a staff development strategy." Normal, Ill. Illinois State University, 1985. http://wwwlib.umi.com/cr/ilstu/fullcit?p8525558.

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Thesis (Ed. D.)--Illinois State University, 1985.
Title from title page screen, viewed June 22, 2005. Dissertation Committee: J.H. McGrath (chair), Mary Ann Lynn, Ron Laymon, Mike Winchell, Joe Talkington. Includes bibliographical references (leaves 200-206) and abstract. Also available in print.

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14

Gibson, Emily S. H. "Retaining Prison Staff: The Influence of Leader Emotional Intelligence on Employee Job Satisfaction." Diss., Piedmont International University, 2017. http://hdl.handle.net/10919/83946.

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Correctional leadership faces staffing challenges that potentially compromise safety and security and cause stress for remaining prison staff. Leadership is especially crucial in prisons due to threats of danger and stress. Leaders exhibiting emotional intelligence control their own emotions and manage interactions with others. Staffing shortfalls and the significance of prison leadership motivated a quantitative investigation of the relationship between leader emotional intelligence and employee job satisfaction. The researcher disseminated electronic surveys to prison staff in 5 southern states, which resulted in 1,174 surveys for analysis. Participants completed a survey that included the Genos Emotional Intelligence Inventory and the Job Satisfaction Survey. Results from a hierarchical linear regression revealed that both select demographic factors of prison employees and employee perception of their supervisor’s emotional intelligence are significantly predictive of prison employee job satisfaction. Findings provide both practical and theoretical implications for correctional leaders and support further research in the area of correctional leadership.
Doctor of Philosophy

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15

Wan, Chung-chu. "An analysis of the staff appraisal system in the Hong Kong government." [Hong Kong : University of Hong Kong], 1985. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12313361.

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16

Poon, On-ni Anny. "Evaluating HKU's performance review and staff development system a principal-agent perspective /." Click to view the E-thesis via HKUTO, 2008. http://sunzi.lib.hku.hk/hkuto/record/B41012902.

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17

Weidner, Laura E. "Understanding and application of Learning College concepts among community college support staff employees." ScholarWorks, 2008. https://scholarworks.waldenu.edu/dissertations/632.

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Research on the Learning College indicates that everyone in the college must support learning. There have not been previous studies that centered on whether or not support staff, a major constituency group in community colleges, participates in supporting learning. This adapted phenomenological study examined staff in a Learning College to determine their understanding and application of the Learning College concept. Three research questions addressed how these employees understand the concept, perceive their roles, and apply Learning College principles. The study was conducted in a theoretical framework combining Learning College, change, and organizational culture theories. Data were collected from a purposive sample of full time employees classified by the human resources department as support staff using pre-screening questionnaires and in-depth interviews that were then coded and analyzed using a typological methodology. Themes identified emphasized learning, the availability of lifelong learning, and the importance of every employee. Support staff actions reflected some principles of Learning College theory, and though respondents understood their role in student success, they did not see this role as supporting learning. The study showed that staff do not fully understand the Learning College concept and believe that staff development would be useful in helping them support learning. With professional development, staff may gain greater understanding about supporting learning. The findings have the potential for impacting social change by: (a) helping support staff feel more valued, and, therefore, likely to perform more effectively; and (b) increasing staff understanding of student learning may give greater meaning to their work. Recommendations encourage college leaders to tap into the support staff as a resource.

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18

Ting, Tsui Wai-ming. "An evaluation of performance appraisal for model scale I staff." [Hong Kong : University of Hong Kong], 1985. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12316131.

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19

潘安妮 and On-ni Anny Poon. "Evaluating HKU's performance review and staff development system: a principal-agent perspective." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2008. http://hub.hku.hk/bib/B41012902.

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20

Tregaskis, Olga. "Multinational subsidiaries' learning and development systems : the case of R and D employees in UK based subsidiaries." Thesis, Cranfield University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.341056.

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21

Leung, Yu-fai, and 梁裕輝. "Conflict management in property services: a view from frontline staff." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2006. http://hub.hku.hk/bib/B45009004.

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22

Chong, Heung-chuen. "Death attitudes and their psychological correlates: n exploratory study of hospice staff." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1994. http://hub.hku.hk/bib/B29689119.

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23

Yoke, Holly. "Staff attitude change as a result of Response to Intervention implementation in West Virginia schools." Huntington, WV : [Marshall University Libraries], 2007. http://www.marshall.edu/etd/descript.asp?ref=738.

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24

Atiyeh, Stacey A. "Training Direct Care Employees in Active Engagement." Master's thesis, Temple University Libraries, 2017. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/423396.

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Psychology
Ed.M.
Active engagement is important in enhancing the quality of life of individuals with intellectual and developmental disabilities being served in residential programs. In addition, focusing on socially significant goals and communication is essential to ensure quality treatment. The following study examined the use of employee training in combination with positive reinforcement and in vivo coaching and modeling in a Behavioral Skills Training model to increase the efficacy and consistency of active engagement from direct care employees aimed toward clients with intellectual and developmental disabilities in a residential setting. The results of the current study demonstrated that direct care workers can be trained to increase active engagement with residents with developmental disabilities. Further, the study demonstrated that the instructional training method alone reflected a small increase in skill acquisition. However, more socially significant changes resulted from the establishment of the in vivo modeling component of Behavior Skills Training in relation to the skill development of direct care employees.
Temple University--Theses

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25

Ramarou, Moleboheng. "The implementation of the succession policy and staff retention strategy: Joe Gqabi District Municipality." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/19894.

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The aim of this study is to evaluate the implementation of the succession policy and staff retention strategy of the Joe Gqabi District Municipality (JGDM) in the Eastern Cape. Retention and succession are located within a broader understanding of administration and management, and specifically within the New Public Management theory. A qualitative research methodology was used. Semi-structured interviews were primary means of data collection, supplemented by documentary analysis. A non-probability, stratified sample of 12 senior managers, middle managers, supervisors and professionals employed by the district municipality constituted the target group. The findings reveal that both the succession policy and the staff retention strategy were hampered by severe implementation weaknesses, resulting in failure to stem the high rate of turnover and vacancies at the municipality. The study recommends a series of measures to enhance future implementation success.These include, amongst others, implementation action plans with clear deliverables andtimeframes, monitoring and evaluation; employee participation; linking execution to individual performance; and proactively addressing issues of staff satisfaction.

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Takagi, Kohei, and 高木航平. "Blurring boundaries and changing university staff : the case of the University of Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2014. http://hdl.handle.net/10722/209685.

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In the changing higher education environment, universities increasingly engage in areas outside the traditional teaching and research missions. The new missions extends over a wide yet specialized areas, such as technological advancement, internationalization, entrepreneurship, and enhancement of teaching and learning. To effectively handle these areas, universities require specific talents that may not be found in conventional academic and administrative cadres. The transformation highlights blurred boundaries between academic and non-academic spheres of university. Situated in the University of Hong Kong (HKU), this paper explores how the university utilizes new professionals and administrative staff in new missions. Qualitative interviews with university staff reveal their profiles and perceptions in evolving organizational structures. By examining understudied subjects in Hong Kong, it discusses implications for a new organizational model to optimize various talents of university. Drawing upon emerging literatures of professional staff at university, analysis of sociocultural influence is a crucial element of this research.
published_or_final_version
Education
Master
Master of Education

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27

Ha, Chau-ming. "Evaluation of training of the customs and excise department study to explore ways for enhancing job competency level of staff /." Click to view the E-thesis via HKUTO, 2008. http://sunzi.lib.hku.hk/hkuto/record/B41016087.

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28

Phillips, Lisa. "Staff retention and generational diversity : workplace characteristics that predict affective commitment and turnover intentions /." [St. Lucia, Qld.], 2007. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe20085.pdf.

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29

Crawford, Sue E. "Use of feedback to improve institutional staff performance." Scholarly Commons, 1987. https://scholarlycommons.pacific.edu/uop_etds/497.

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The following study assessed the effectiveness of two simple and inexpensive performance feedback conditions in improving the job performance of institutional staff. Participants were care staff employed at a large center for the developmenta1ly disabled. During two 3 week sessions participants from two separate treatment units received publicly posted feedback graphs with either their own personal names or self-chosen anonymous codes to designate whose graphs were whose. These graphs were posted in each unit's training room and depicted participant performance (use of rewards and prompts) during behavioral training sessions with developmentally disabled clients. These two conditions were investigated to determine whether designation by proper name is important in the effectiveness of public feedback. It was hypothesized that the use of personal names would have a greater effect than anonymously coded feedback. Results indicated that only one participant's performance improved during the personal name condition. For the same participant there was a decrease in performance during the subsequent anonymous code condition. For the other 5 participants, neither of the two feedback conditions were successful in improving their performance.

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Wan, Chung-chu, and 溫宗柱. "An analysis of the staff appraisal system in the Hong Kong government." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1985. http://hub.hku.hk/bib/B31974600.

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31

Adegbite, Adenrele Jonathan. "Exploring Regulatory Framework Guiding Bank Employees' Career Advancement in Nigeria." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7781.

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The current global labor market tends to be knowledge based and workers are consistently required to develop new competencies and adapt to changing environments. Bank employees in Nigeria do not have training that sustains future employment in other sectors, largely as a result of regulatory requirements that impede the development of soft skills and life-long learning opportunities. Little attention has been given to the lived experiences of these bank employees who are currently faced with the challenges posed by globalization and technology adoption. Guided by institutional analysis and development theory (IAD), this exploratory study examined the regulatory framework guiding bank employee career advancement in Nigeria. Qualitative data were collected from a total of 57 participants using semi-structured interviews administered on the three population samples drawn from the regulatory institutions, a pool of ex and current bank staff with a minimum of 8 years in the banking sector. Transcribed data were open coded, and then subjected to a thematic analysis procedure. The results offered a correlative effect and social cost of poor employee training to national development. The results indicated that competitive edge of Nigerian bank workers can be enhanced through acquisition of skills and training that will boost post-banking career transition opportunities. The positive social change implications of this study include recommendations to the three critical demographic blocks; the regulators, the banks and the bank employees. Recommendations of this study can improve the lives of many bank employees including those in other sectors, the economy, and the lives of those in the community.

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32

Naris, Sylvia Ndeshee. "The effectiveness of human resources code :staff development and training at a Namibian polytechnic." Thesis, Cape Peninsula University of Technology, 2009. http://hdl.handle.net/20.500.11838/1745.

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Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2009
Policies adopted by tertiary educational institutions play a key role in determining the future of an institution. When they are applied and monitored effectively, most of these policies bear positive results for the institution. However, where there is no clear monitoring system, it is a foregone conclusion that policies will not bring about desired results. Therefore, assessing the PoN policy and practices are imperative. The HR Code is a policy document of the PoN. The main objective of the study was to establish effectiveness of the HR Code: SDT. The research study established motivating factors for drafting the HR Code: SDT, and analysed its weaknesses in order to trace whether staff development is linked to strategic goals of the PoN. The researcher has also made an earnest attempt to find out reasons why staff members resign after attending development programmes, which would assist the institution to retain their staff, as it prepares itself to become a university of technology that requires more and better qualified staff. The enquiry adopted a case study approach because it dealt with a specific institution in Namibia. A triangulation method was utilised to solicit information from academics, administrative and support staff, by conducting semi-structured interviews with top management, HoD’s, sectional heads and ex-staff members. A closed-ended questionnaire was distributed to staff members. Institutional documents were also reviewed to corroborate empirical data that was collected. Research revealed that the aim of drafting the HR Code: SDT was to improve qualification levels of Namibian staff members and to improve work performances of staff members. However, research proved conclusively that there were no measurable objectives that were established to evaluate and monitor that the objective was achieved; there were also no staff development plans linked to strategic goals of the institution; staff members’ work performance was not assessed after training; and there were no retention strategies in place. It is evident from the research findings that the desired results of the HR Code: SDT will not be achieved and, therefore, recommendations are proposed that the PoN effectively communicates objectives of the HR Code to staff members; develop a comprehensive and complimentary staff development policy; a staff development plan; an innovative retention strategy; and appoint a staff development officer to monitor and ensure that desired goals are achieved as means to save the institution from an unnecessary waste of financial, material and human resources.

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Dalston, Teresa R. Turner Philip M. "Evaluating e-training for public library staff a quasi-experimental investigation /." [Denton, Tex.] : University of North Texas, 2009. http://digital.library.unt.edu/ark:/67531/metadc12113.

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34

Elanain, Hossam Eldin Mahmoud Abou. "Staff perceptions of service quality in Egyptian commercial banks : an internal and external perspective." Thesis, Loughborough University, 2003. https://dspace.lboro.ac.uk/2134/7577.

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The main objective of this research is to examine the relationship between the internal and external service quality dimensions in Egyptian commercial banks. To achieve this objective, the thesis introduced the internal–external service quality model which proposes that the internal service quality has a positive impact on the external service quality. The research model was developed and tested empirically through three main stages. The first stage was based on the extensive review of the literature in order to identity the concepts and measures of the internal and external service quality. In this stage, the research objectives were identified. The second stage was concerned with the building of the internal–external service quality model which proposed that the internal service quality dimensions have a significant positive impact on external service quality. To identify causal indicators for this relationship, some control variables were used and a set of empirically testable hypotheses were developed. [Continues.]

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Watson, Karen Elizabeth. "Staff nurses' perceptions of their power bases in a nursing care setting." Thesis, University of British Columbia, 1990. http://hdl.handle.net/2429/28818.

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The purpose of this study was to describe staff nurses' perceptions of their power bases in their work environment. Power, the capacity to set conditions, make decisions and take action that influences others, is an increasingly important issue within the nursing profession. In the nursing literature, nurses have been encouraged to consider the power to influence nursing care as an attainable goal and a necessary element in the change process. Empowering staff nurses may become a strategy for coping with the nursing manpower shortage. However, research about nursing power has focused on the nurse manager and little is written about staff nurses' perception of their power. A grounded theory research design was used to collect and analyze data. Data were collected through interviews of nine staff nurses in a 369 bed British Columbia community hospital. A comparative content analysis was used to analyze the data. The findings showed that the staff nurse participants were able to recognize certain factors in their work environment that impacted on their sense of power. The nature of nurses' work and the communication of information were found to be the most significant factors. The communication of information was perceived to positively influence nurses' sense of power, while the nature of nurses' work was found to limit nurses' sense of power. Nurses' lack of control over client care was found to contribute to a sense of powerlessness and was linked to units using team nursing. The eight power bases outlined in Randolph's framework, were useful as a basis for describing the staff nurses' perceptions of their organizational power bases. The staff nurses studied were found to have the most affinity for referent, expert, information, and connection power bases. These nurses were found to have the least affinity for reward, coercion, legitimate, and resource power bases. Primary nursing was found to enhance legitimate power while team nursing was found to enhance connection power. The source of power most frequently mentioned by the nurse participants was personal power in relation to oneself. This did not fit into Randolph's framework and was not well defined. This has implications for nursing since support for the professional nature of nurses' work was found to strenghthen nurses' sense of personal power. Knowledge about the perceptions described by the subjects in this investigation provides information to assist nurses' to identify power bases that they may not recognize. As well, increased understanding about staff nurses' perceptions of power should enable nursing administration to identify strategies for retaining nurses and enhancing client care.
Applied Science, Faculty of
Nursing, School of
Graduate

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Clason, Jenelle. "THE EFFECTS OF TRAINING AND FEEDBACK ON SALES PRACTICES BY AUTOMOTIVE DEALERSHIP EMPLOYEES." OpenSIUC, 2019. https://opensiuc.lib.siu.edu/theses/2546.

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Sales training and feedback is an important aspect of a successful business. Sales based businesses are dependent on effective customer relations. Implementing a training program that is focused on customer service could help increase sales revenue for the business as a whole. The purpose of this research study is to make recommendations for improving the process of initially greeting a customer in order to create a more positive experience from start to finish. It also examines the importance of feedback in regard to increasing desired behavior of a salesperson. After conducting a PDC with the owner, management and salespeople; recommendations for improving upon customer greetings was given to the management team.

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夏秋明 and Chau-ming Ha. "Evaluation of training of the customs and excise department: study to explore ways for enhancing jobcompetency level of staff." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2008. http://hub.hku.hk/bib/B41016087.

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Marmolejo, Erick K. "The effect of a weighted checklist and weekly feedback on university housing staff performance." Scholarly Commons, 2006. https://scholarlycommons.pacific.edu/uop_etds/635.

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Aversive control measures in the form of punishment and negative reinforcement are widely used in business and other organizations. The purpose of the present study was to systematically evaluate an alternative to aversive control. The effect of a package intervention consisting of a weighted checklist, weekly graphic feedback, and contingent social positive reinforcement in the form of praise was used with a university housing staff to increase duty performance. Five undergraduate Resident Assistants served as participants. A multiple baseline across staff members was used to evaluate the effect of the intervention. Results indicate that the intervention increased performance by an average of 45% and decreased variability in performance. These results suggest that interventions based on feedback and positive reinforcement are effective, cost efficient, and represent a practical alternative to aversive control measures.

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Shwababa, Fundiswa. "The implications of the merger on the morale of staff at the Walter Sisulu University." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1021091.

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The merger has consequently brought about a lot of challenges on Walter Sisulu University (WSU) employees. While the amalgamation of the three historically disadvantaged institutions remains a noble initiative, on the other hand, it has brought about inequalities, such as disproportionate salaries among employees of the three campuses, poor work performance, which can only be attributed to lack of motivation and reluctance amongst the staff members to accept new conditions of service under WSU. A substantial number of those employees, some of whom were employed before the amalgamation, have terminated their service long before the merger even took place. The aim of this study was to explore the implications of the merger on the morale of employees at WSU. The objective of this study aimed firstly, to provide an understanding of those inherent factors, which adversely affected the morale of staff at Walter Sisulu University (WSU) and secondly, to reflect on the impact of the restructuring process on employees. This study employed a quantitative descriptive research design to analyse the data, using statistical procedures. Target population for this study was fifty academic and fifty non-academic staff members from the three sites of Walter Sisulu University, namely East London, Ibika and Umtata. There were, therefore, 100 questionnaires distributed electronically (e-mail), and also a few hand-delivered to the offices of the respondents, in order for them to complete at a time convenient to them. This study used purposive sampling because it is based entirely on the judgment of the researcher. The study established that indeed the merger had negative implications on WSU employees, even though these implications varied from category to category. Through the findings that emerged in this research, conclusions could be drawn that the merger brought about many challenges on WSU employees, namely staff development, human resource and management issues, job security and work environment. Suggestions and recommendations are espoused to eliminate the situation.

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Singer, Jacob T. "A comparison of staff training methods to improve accuracy of behavioral frequency recording." abstract and full text PDF (free order & download UNR users only), 2008. http://0-gateway.proquest.com.innopac.library.unr.edu/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:1456994.

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Chan, Fu-keung. "An analysis of the motivation of technical staff in the Housing Department." [Hong Kong : University of Hong Kong], 1992. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13236489.

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Woo, Mei-wa Esther, and 胡美華. "Comparative study of the staff development in academic libraries of Mainland China and Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2005. http://hub.hku.hk/bib/B31512355.

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Abu, Keir Mohammed Youssif. "Staff perceptions of how human resource management practices influence organisational performance : mediating roles of organisational culture, employees' commitment and employee retention in Bahrain private universities." Thesis, Cardiff Metropolitan University, 2016. http://hdl.handle.net/10369/8003.

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Recently in Bahraini private universities there has been an increased focus on the importance of HR practices. This research examined the link between HR practices and staff perceptions of organisational performance. The research explored staff perceptions of the link directly and also examined the effect of mediating variables – organisational culture, employee commitment and employee retention. The researcher developed a model, based on an extensive review of the literature and using the resource-based view and contingency theory. Within the model a set of HRM practices and mediators including organisational culture were suggested as determinants of organisational performance. A set of research hypotheses concerning the links between variables were formulated. Data was gathered using a set of questionnaires to measure staff perceptions. The questionnaires were designed to take cultural considerations into account and the survey was conducted ethically and objectively. The questionnaire survey was targeted at 300 academic and administrative staff employed by five Bahraini private universities. Stratified sampling was used and two hundred and eighty usable responses were received. The results were analysed to determine the relationship between variables in the model using PLS (Partial Least Squares). SPSS (Statistical Package for Social Sciences) was used for statistical analysis of the responses to the questionnaire which gave further insights into the use of specific HR practices. The research findings indicated that there was a direct relationship between HR practices and staff perceptions of organisational performance and this was also mediated by organisational culture, employee retention and employee commitment. This study contributes to the body of knowledge of HRM by providing new insights into the interplay between adoption of SHRM practices and organisational performance of private universities in a developing country. This contributes to the literature on the effects of HRM on organisational performance, which are currently drawn mainly from a Western context.

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Matelytė, Giedrė. "Organizacijos aprūpinimu personalu veiklų tobulinimas ŽŪB „Nematekas“ pavyzdžiu." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2013. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20130107_164554-32802.

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Baigiamojo darbo tikslas – atlikti ŽŪB „Nematekas“ aprūpinimo personalu veiklų analizę ir pateikti projektinius sprendimus darbuotojų planavimo, verbavimo, atrankos ir adaptavimo procesams. Baigiamajame darbe atlikta personalo veiklų sampratos teorinė analizė. Atliekama personalo valdymo informacinio aprūpinimo veiklų, organizacijos aprūpinimo darbuotojais ir darbuotojų efektyvaus panaudojimo ir išlaikymo veiklų analizė. Analitinė darbo dalyje naudojami keturi tyrimo metodai: mokslinės literatūros analizė, anketinė apklausa, antrinių įmonės duomenų analizė ir interviu. Pristatoma analizuojama įmonė ŽŪB „Nematekas“. Apklausos rezultatai parodo jog įmonė naudojasi netinkamais verbavimo būdais, įmonės darbuotojų paieška pagal geografinę vietovę labai siaura. Pagal respondentus adaptavimo visai nėra įmonėje. Projektinėje darbo dalyje, remiantis atliktais tyrimais, pateikiami projektiniai sprendimai išskirtų probleminių personalo valdymo veiklų tobulinimui. Ieškomi nauji personalo valdymo būdai, kad aprūpinimo veiklos būtų efektyvesnės.
An aim of a final thesis is to make an analysis of personnel supply activities of agricultural company “Nematekas” in addition, to provide project solutions for processes of a personnel planning, recruitment, selection and adaptation. The final thesis includes a theoretical analysis of a personnel activity concept. Moreover, there were made the analysis of the activities of a personnel management information supply, organization’s staff supply, and efficient use and retention of the staff. There are used four research methods in an analytical part of the final thesis: the analysis of a scientific literature, a questionnaire survey, the analysis of a company’s secondary data, also, an interview. The paper includes a presentation of the agricultural company “Nematekas”. Survey results shows that the company uses inappropriate methods of the recruitment, also, a staff search is very narrow by a geographic area. According to respondents, there is no adaptation in the company. According to the research, in a project part of the thesis there are presented the project solutions for an improvement of emphasized activities of a problematic personnel management. The search for new personnel management techniques for more effective supply activities is on a process.

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Rasque, Sara Samantha. "Assessment of the Memorial Student Center staff on high performance leadership characteristics evaluation of twelve leadership characteristics and the creation of a leadership performance characteristic instrument /." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001rasques.pdf.

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Dressler, Jacqueline Faith. "Factors which influence employee participation in training and development : a study of clerical staff at McGill University." Thesis, McGill University, 1994. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=22582.

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This study examines the participation of clerical staff in training and development. It also considers the potential benefits of participation and the influence of forces in the work environment on participation. A survey of the population of 937 clerical staff at McGill University yielded a response of 460. Three-quarters of staff indicated awareness of training and development opportunities, with approximately half of these having participated in 1993/1994. Staff consider performance enhancement as by far the most likely benefit of participation. They are also inclined to agree that their supervisors are supportive of training and development, while they tend to be unsure whether they have their co-workers' support. Further, staff tend to be unsure or to disagree that situational constraints influence participation. Significant interactions between several of the variables were found. This study discusses the implications of these findings for McGill and makes recommendations for further research.

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Ching'andu, Bruno Mubanga. "Client-centric strategy in South African banks: perceptions of bank employees as staff members and as bank customers." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/59802.

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Client-centric strategy has been viewed by many authors as a winning strategy to gains and satisfy customers as products and services get more commoditised. Aside from commoditisation of services, the global banking sector has the additional problem of loss of trust and high dissatisfaction post the global financial crisis. Silo structures have also been found to hamper client-centricity in banks. In the South African banking sector, all banks have stated that client-centricity would form a key part of their strategies to win over and service customers. However, the prevalence of client-centricity in their strategies remains unexplored. This research set out to measure the extent of client-centric practices used in South African banks from and triangulate these with customer perceptions. The study looked at four pillars of client-centricity from the available literature. These pillars were targeting, value proposition development, metrics and collaboration. The research also investigated the presence of some benefits of client-centricity, namely, trust, customer satisfaction, positive word of mouth, cross selling and customer loyalty were investigated in this research. The study was conducted on one of the major South African banks. It was a mixed methods approach with a sample 57 senior bank officials to provide insights on the strategy and 394 other staff members who were surveyed as bank customers. The results show that while the bank states client-centricity as a key imperative, targeting and definition of their market is mostly segment driven and not client driven. As such, customers are not used in the product development process and metrics used in the bank are primarily product based with relationship and engagement metrics used to a lesser extent. Cross departmental collaboration is lacking despite a belief among senior bank staff that other departments are willing and able to improve value propositions to clients. While the client-centric practices were not used in the bank, customers in the survey indicated that they trust their bank, are satisfied, say positive things about their bank, are likely to use the bank for future needs and are loyal to their bank. The results did show that while the benefits were realised, over a third do not believe the bank they work for is not client-centric.
Mini Dissertation (MBA)--University of Pretoria, 2017.
ms2017
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted

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Lightle, Kevin Eugene. "The perceived stress and turnover intention of direct-care staff of community residential facilities." Diss., Virginia Tech, 1990. http://hdl.handle.net/10919/39406.

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This study examines turnover among direct-care staff of community residential facilities. Turnover is of concern as the projected rate indicated by direct-care staff is 34%. A review of personnel records project an annual turnover rate of 40%. Stress is examined for its relationship to turnover. The Maslach Burnout Inventory is used to measure the perceived stress level of staff. Results indicate direct-care staff are not stressed to the point of burnout in two of the three subscales of the Maslach Inventory. Further analysis reveals no significant relationship between stress and turnover intention. Role conflict, role ambiguity, and role overload are examined for any relationship to degree of stress and turnover. No relationships were found between these sources of stress. Although no relationship exists between perceived stress, roles, and turnover, direct-care staff's reasons for leaving may be related to more money and better management. In order to reduce turnover, potential strategies for administrator's may to be to clearly define the job of direct-care staff and provide sufficient recognition.
Ed. D.

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Kogut, Thaddeus F. "Linear orientation video design for presentation to engineering staff ISO 9001 inspection, measuring, and test equipment /." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1994. http://www.kutztown.edu/library/services/remote_access.asp.

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Thesis (M.S.)--Kutztown University of Pennsylvania, 1994.
Source: Masters Abstracts International, Volume: 45-06, page: 2713. Abstract precedes thesis as [2] preliminary leaves. Typescript. Includes bibliographical references (leaves 41-43).

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Miller, Karen L. "The stocks paradox what is the impact on business-news sections and business-news staff when newspapers cut stock listings? /." Diss., Columbia, Mo. : University of Missouri-Columbia, 2007. http://hdl.handle.net/10355/5985.

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Thesis (M.A.)--University of Missouri-Columbia, 2007.
The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on April 14, 2008) Includes bibliographical references.

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