Masters of Science / South Africa’s female labour supply increased substantially over almost the past two decades. Female labour force participation is an imperative indication of the extent to which females participate in the economic activities of any country. Female Labour Force Participation (FLFP) rates have gained interest among researchers and development specialists worldwide due to their significant contribution in measuring progress related to gender disparities across various economic settings. Amsden (1980) further posits that there has been an increase in women contribution to modern sector activities. Despite the advances in female educational attainment and the expansion of the market economy, FLFP rates are still low in comparison with the rates of their male counterparts. This study employs the Human Capital Theory (HCT), which postulates that the education of women is positively related to the likelihood of their labour force participation, in order to investigate quarterly dynamics in the labour force. This approach is an advancement of knowledge gained from previous studies such as Serumanga-Zake and Kotze (2004) and Ntuli (2004) who investigated the annual dynamics in FLFP. Investigating quarterly dynamics in FLFP is prudent as the market economy is very dynamic particularly at a point when the world economy is experiencing recession. Data for the study are extracted from the 2008 Quarterly Labour Force Survey conducted by Statistics South Africa. Logistic regression analysis modeling was employed with the dependent variable, FLFP, as a binary outcome. Other variables controlled in the analysis are gender, population group, age, marital status, education status, sector, main industry, main occupation and province. The results show that there is association between education status and FLFP status. Findings from this research are expected to contribute to the knowledge about trends in FLFP in South Africa and aid in planning of interventions aimed at improving the status of women as one of the critical steps in achieving the Millennium Development Goals.

The esport industry is growing, and it is growing fast. Research suggests that the phenomenon of esport poses a great opportunity to research the development and assessment of human expertise in our modern digitized society. Consequently, the research in this thesis is that of a case study of an esport organization through which we have sought to answer the research question: "How do stakeholders within an esport organization view human capital, that is the investment in, and the development, assessment, and treatment of players?" We answered this research question by gathering relevant empirical material through five semi-structured interviews, which we analyzed to gain a deeper understanding of the underlying reasons and different justifications as to how human capital in the organization is viewed by different stakeholders within the organization. We present four general conclusions. Firstly, there were similar views among the different stakeholders regarding investments in and development of players. Secondly, it was apparent that the stakeholders viewed the players as the core of the business. Thirdly, upper management seemed to carry more of a goal-oriented perspective on the players development as opposed to stakeholders more ‘hierarchically’ adjacent to the players. And lastly, the investments in the players' development were justified through various aspects. Through these conclusions, we i) contribute to managerial/organizational knowledge on how or how not to invest in, develop, assess, and treat human capital in an esport organization, ii) contribute theoretically by applying various different theories and concepts in an esport context; thus expanding the theoretical knowledge of the capabilities and usage of said theories and concepts, and iii) contribute to the empirical body of literature regarding the esport phenomenon by portraying different stakeholder views of human capital within an esport context.

No description available.

Amidst the ever-evolving dynamics of the labour market, business graduates continuallyfind themselves adapting their skill sets to stay competitive and relevant. Extensiveresearch has delved into employability, highlighting the pivotal role of soft skills inadequately preparing business students for today's labour market. Notably, existingliterature indicates that the cultivation of these skills often occurs during youth and isparticularly profound within university settings. However, a debate arises regarding theeffectiveness of business universities in imparting soft skills to students. Given this, priorstudies advocate for closer collaboration between business schools and industry to aligneducation with professional demands and equip students with essential soft skills. In thiscontext, internships emerge as a focal point, with previous research emphasizing theirrole in effectively developing soft skills among students. However, there remains a needfor further research to comprehensively understand how internships influence the processof the development of soft skills. Through a qualitative study and the incorporation ofwell-known theories related to this area, we will delve deeper into this subject. The purpose of this study is to examine the role of internships in enhancing theemployability of business students by contribution to the process of developing four keysoft skills: communication, teamwork, self-management, and problem-solving. Thisobjective is pursued by addressing the following research questions: How can internshipscontribute to the process of the development of communication, teamwork, self-management, and problem-solving skills among Swedish nationals enrolled in businesseducation programs? To achieve this, we conducted in-depth interviews with sevenformer business administration students, all of whom completed internships. Theseindividuals secured employment before their graduation dates, spanning from 2022 to2023, and are all Swedish nationals who pursued their business education at universitiesin Sweden. Through these interviews, we gained insights into their subjectiveexperiences. It has been found, with the application of the experiential learning theory, human capitaltheory, and emotional intelligence theory, that internships indeed contribute to the processof developing communication, teamwork, self-management, and problem-solving skillsamong business students. Furthermore, enhances students’ employability. The analysisindicates that alumni collectively emphasize that internships significantly contribute tothe development of these soft skills, crediting practical experiences, increasedresponsibility, and exposure to workplace dynamics. Consequently, we suggest thatbusiness students should engage in internships. Further, that both business universitiesand organizations at large should encourage and support them in achieving this goal

[pt] A Teoria do Capital Humano defende que a educação formal é necessária para aumentar a capacidade de produção de uma população: uma população educada é uma população produtiva e dotada de maior nível de bem-estar social, o que, por sua vez, proporciona a diminuição da pobreza e da desigualdade de renda. Na década de 1970, Carlos Geraldo Langoni estudou, de forma pioneira e com o auxílio da Teoria do Capital Humano, a variação da desigualdade de renda no Brasil na década de 1960. Seu trabalho demonstrou que a variável educação possuía a maior correlação para explicar os resultados observados de desigualdade nos rendimentos do trabalho. Desníveis provenientes do sistema educacional brasileiro, envolvendo crianças e adolescentes, resultavam em desníveis salariais entre os trabalhadores no mercado de trabalho. Langoni contribuiu para a formação de um grupo de pesquisadores brasileiros que, influenciados por aquela perspectiva teórica, participaram a partir da década de 1990, do debate público envolvendo a formulação de programas de transferências de renda condicionadas à frequência escolar. Embora as teses baseadas na Teoria do Capital Humano apresentadas por Langoni, em 1973, fossem consistentes e representassem importante contribuição para a compreensão da desigualdade de renda, o ambiente político e acadêmico dos anos de 1970 terminou por inibir a repercussão e o reconhecimento de seu trabalho. Apenas a partir de 1990, tendo à frente seus seguidores, aquelas ideias e a própria Teoria do Capital Humano passaram a influenciar governos, políticas sociais, e, de alguma forma, as escolhas da própria sociedade brasileira. / [en] Human Capital Theory proposes that formal education is necessary to increase a population s productivity: an educated population tends also to be a productive one and to present a higher level of social well-being that provides reduction of poverty and income inequality. Based on Human Capital Theory, Carlos Geraldo Langoni pioneered, in the 1970s, a study on the variation of income inequality in Brazil during the 1960s. His work demonstrated that education was the variable that best correlated with future income inequality. The inequality gaps involving children and adolescents in the Brazilian educational system were reproduced in wage gaps among workers in the labor market. Langoni contributed to the formation of a group of Brazilian researchers who were influenced by this theory. As of the 1990s, these researchers were involved in the public debate regarding the issuance of cash transfers conditional on school attendance programs. Although these conclusions based on Human Capital Theory presented by Langoni in 1973 were consistent and represented an important contribution to the understanding of income inequality, the political and academic environment of the 1970s ended by inhibiting the impact and recognition of the work. Starting in the 1990s, headed by his followers, those ideas and Human Capital Theory influenced governments, social policies, and somehow the choices of Brazilian society.

Submitted by Maicon Juliano Schmidt (maicons) on 2015-07-09T15:05:32Z No. of bitstreams: 1 Mariana Manfroi da Silva Bonotto.pdf: 809440 bytes, checksum: 180455c61e667ce271f70030fc62daa1 (MD5) / Made available in DSpace on 2015-07-09T15:05:32Z (GMT). No. of bitstreams: 1 Mariana Manfroi da Silva Bonotto.pdf: 809440 bytes, checksum: 180455c61e667ce271f70030fc62daa1 (MD5) Previous issue date: 2012-05-29 / Nenhuma / Este estudo objetivou traçar o perfil de uma amostra composta por 164 mestres em Ciências Contábeis da Região Sul do Brasil que exercem atividade docente, exclusivamente ou não, sob o enfoque da teoria do capital humano. Trata-se de uma pesquisa descritiva, documental e de natureza aplicada, com abordagem qualitativa e quantitativa do problema. Os dados foram coletados nos currículos Lattes dos mestres, atualizados com data igual ou posterior a 31 de dezembro de 2010. As categorias examinadas são: formação acadêmica; atuação profissional; gênero; domínio de idioma estrangeiro; cálculo da taxa de conversão e do índice de produtividade; produção intelectual e atividade acadêmica. Podem ser apontados como principais resultados do estudo: pouco mais da metade dos egressos se encontra exercendo atividade exclusivamente acadêmica; majoritariamente cursaram Ciências Contábeis como primeira graduação e levaram quase sete anos em média para ingressar no mestrado; a maioria custeou seus estudos; ainda apresentam pouco conhecimento em idioma estrangeiro; preferencialmente atuam na sua região de origem; publicam mais artigos em eventos científicos do que em periódicos científicos da área, realidade que tende a se modificar na medida em que forem se doutorando; as publicações já revelam uma importante migração para periódicos de estratos B2 e B3 do qualis-CAPES; a vinculação com grupos de pesquisa é ainda bastante modesta; assim como a participação em corpos editoriais e como revisores de periódicos. / This study aimed to profile a sample of 164 teachers in Accounting from Southern Brazil engaged in educational activity, whether or not exclusively, with a focus on human capital theory. This is a descriptive, documentary and applied nature, with qualitative and quantitative approach to the problem. Data were collected in the Lattes curricula of teachers, updated date on or after December 31, 2010. The categories are examined: education, professional experience, gender, mastery of foreign languages; calculating the conversion rate and the productivity index, the intellectual and academic activity. May be cited as the main results of the study: slightly more than half of graduates is exerting activity solely academic; attended mostly Accounting Sciences as the first graduate and took nearly seven years on average to enter the Masters, the majority has paid for his studies, yet have little knowledge in foreign language, preferably working in their region of origin; publish more articles in scientific journals than in the area, a reality that tends to modify the extent that it is a doctoral student; publications already show a significant migration to periodic strata of the B2 and B3 qualis-CAPES, linking with research groups is still quite modest, as well as participation in editorial boards and as reviewers of journals.

Made available in DSpace on 2016-04-27T16:32:40Z (GMT). No. of bitstreams: 1 Marcelo Peralli Broti.pdf: 1573445 bytes, checksum: eb0b57c529d022bfd305725bd7d674e8 (MD5) Previous issue date: 2012-08-31 / The research analyzed the history of the State Center for Technological Education Paula Souza (CEETEPS), between the years 1969 to 1976. We examined the first curriculum of the institution, within the mentioned period, emphasizing the relationship between curriculum and context. In addition, the survey sought to identify individuals who played important role in the institutional trajectory CEETEPS. The selected fonts are stored in the Document Management Center of the institution (CGD). The documentation has been analyzed from different types located in the collection. The analysis was based on theoretical references that discuss the curriculum and its relations with society, with emphasis on ideas and categories, and Michael W. Ivor F.Goodson Apple, in addition to the theoretical framework developed by the English historian EP Thompson. Inserted within the framework of social and economic transformations of the state of Sao Paulo in the early 1970s, the institution was an important vehicle for development policy of the state government in the period highlighted. Its curriculum was in line with situation university reform of 1968, based in many ways, in the human capital theory / A pesquisa analisou a história do Centro Estadual de Educação Tecnológica Paula Souza (CEETEPS), entre os anos de 1969 a 1976. Foram examinadas as primeiras grades curriculares da referida instituição, dentro do período citado, privilegiando as relações entre currículo e contexto. Além disso, a pesquisa procurou identificar sujeitos que desempenharam papel relevante na trajetória institucional do CEETEPS. As fontes selecionadas estão arquivadas no Centro de Gestão Documental da instituição (CGD). A documentação foi analisada a partir das diferentes tipologias localizadas no acervo. A análise fundamentou-se em referenciais teóricos que discutem o currículo e suas relações com a sociedade, com destaque às ideias e categorias de Ivor F.Goodson e Michael W. Apple, além dos aportes teóricos desenvolvidos pelo historiador inglês E.P. Thompson. Inserida nos marcos das transformações sociais e econômicas do estado de São Paulo no início da década de 1970, a instituição foi um importante veículo da política desenvolvimentista do governo paulista no período em destaque. Sua proposta curricular esteve em consonância à conjuntura da reforma universitária de 1968, fundamentada, em muitos aspectos, na teoria do capital humano

nÃo hà / Esta investigaÃÃo tem como objetivo analisar os sentidos das experiÃncias de educaÃÃo de adultos e de escolas da RFFSA, construÃdos pelos sujeitos, e sua relaÃÃo com os princÃpios das Teorias ClÃssicas da AdministraÃÃo e da Teoria do Capital Humano, norteadoras das prÃticas administrativas e educacionais da empresa. Tais experiÃncias ocorreram na dÃcada 1970, em Fortaleza-CE, quando a RFFSA jà mantinha escolas para os filhos dos ferroviÃrios e, promovia cursos de alfabetizaÃÃo de adultos direcionados aos trabalhadores de nÃveis mais baixos de escolarizaÃÃo; o domÃnio das habilidades de leitura e escrita e das operaÃÃes bÃsicas de matemÃtica dava-lhes a possibilidade de acesso a novos cargos, de acordo com o que determinava a empresa. Trata-se de pesquisa descritiva e explicativa, de abordagem qualitativa, caracterizada como estudo de caso histÃrico baseado em Bogdan e Bicklen. Os dados empÃricos foram colhidos atravÃs de entrevistas semiestruturadas com seis sujeitos idosos, bem como pesquisa documental. O referencial teÃrico utilizado para as categorias conceituais de educaÃÃo e alfabetizaÃÃo de adultos foram Freire, Haddad e Di Pierro, Saviani, FernandÃz, Carvalho, Costa e Furtado; para as Teorias ClÃssicas da AdministraÃÃo: Silva, Taylor, Fayol, Zanatta e Kuenzer; para a Teoria do Capital Humano: Schultz e Frigotto. Para contextualizaÃÃo das ferrovias, teve como suporte os estudos de Telles, Pereira e Muniz, Mota, Almeida, Azevedo, Possas e Segnini. Outros autores foram incluÃdos para referendar a anÃlise que, pautada na dialÃtica, busca analisar as circunstÃncias e as contradiÃÃes que ligaram o contexto histÃrico ao sentido das experiÃncias construÃdos pelos sujeitos. Constatou-se que as experiÃncias educativas ocorreram sob a Ãgide da pedagogia tecnicista, de visÃo utilitarista e orientada pelos princÃpios das Teorias ClÃssicas de AdministraÃÃo e da Teoria do Capital Humano, presentes nas polÃticas e nas prÃticas administrativas; desvelavam-se assim aspectos internos caracterÃsticos de uma cultura assistencialista e clientelista, bastante comum à Ãpoca. Evidencia-se que as repercussÃes das experiÃncias de alfabetizaÃÃo e de qualificaÃÃo foram muito mais no Ãmbito pessoal e profissional. Neste sentido, se apresentam para os trabalhadores como a oportunidade de alfabetizaÃÃo e qualificaÃÃo tÃcnica que, apesar de aligeiradas, podem ter contribuÃdo para o acesso a outros cargos e resultado na elevaÃÃo da autoestima, sem que isso representasse significativas mudanÃas nas condiÃÃes de vida e de trabalho. Quanto Ãs experiÃncias nas escolas, propiciou o acesso à educaÃÃo aos filhos dos trabalhadores, e quando interrompidas geraram perdas tanto para os trabalhadores e suas famÃlias, como para as professoras. Constata-se, portanto, que os sentidos das experiÃncias nÃo confluem na mesma direÃÃo para todos os sujeitos, mas podem ser traduzidos como movimentos constantes de luta dos trabalhadores no sentido de mobilizaÃÃo-desmobilizaÃÃo, dominaÃÃo-resistÃncia, controle-ousadia. Verifica-se que, nos anos 1970, triunfa o poder desmobilizador do Estado autoritÃrio que, em nome da racionalidade, provoca a diminuiÃÃo do quadro de empregados, o fechamento das escolas com a supressÃo do ensino primÃrio para, nas dÃcadas seguintes, culminar no processo de privatizaÃÃo da estatal, em consonÃncia com a pauta neoliberal.

Submitted by Silvana Teresinha Dornelles Studzinski (sstudzinski) on 2015-05-04T14:07:56Z No. of bitstreams: 1 Marcio Morais.pdf: 1740392 bytes, checksum: 4c3a521a3dd1967e9772f74fc423f990 (MD5) / Made available in DSpace on 2015-05-04T14:07:56Z (GMT). No. of bitstreams: 1 Marcio Morais.pdf: 1740392 bytes, checksum: 4c3a521a3dd1967e9772f74fc423f990 (MD5) Previous issue date: 2012-12-14 / Nenhuma / O objeto deste estudo é a percepção de contabilistas do Estado de Mato Grosso sobre educação profissional continuada em IFRS aplicada às PMEs. Partindo do reconhecimento de crescimento econômico através da educação continuada, com aquisição de habilidades e competências, a Teoria do Capital Humano evidenciaria então, ao profissional da contabilidade, maior empregabilidade, rendimento potencial, projeção e satisfação. O Objetivo foi analisar a percepção de contabilistas do Estado de Mato Grosso sobre educação profissional continuada em IFRS aplicada às PMEs. Para a coleta das evidências, foram desenvolvidas duas etapas: na primeira, realizou-se entrevistas com quinze profissionais de empresas de serviços contábeis. Posteriormente, analisou-se o conteúdo das entrevistas, que contribuiu para a construção do questionário. Na sequência, este foi submetido à apreciação de cinco especialistas e incorporado as sugestões de melhorias. Em seguida, o questionário foi aplicado como pré-teste a dezoito contabilistas de empresas de serviços contábeis. Novos ajustes foram realizados e deu-se início a submissão aos contabilistas de empresas de serviços contábeis ativas do Estado de Mato Grosso. Com um total de 302 respostas, desenvolveu-se a análise descritiva por meio de distribuição de frequências, medidas de tendência central e variabilidade. As análises das respostas pela percepção dos contabilistas indicaram esperar efeitos positivos com a educação profissional continuada em IFRS para PMEs. Também, reconhecem a possibilidade de melhora no desempenho profissional, assim como maior empregabilidade e rendimentos. Como resultado da capacitação através da educação continuada em IFRS ambicionam a ampliação de oportunidades de trabalho e a valorização do profissional, conforme preconizado pela Teoria do Capital Humano. Também, a noção pela inserção da contabilidade de forma global, na falta de profissionais qualificados e cursos de capacitação. Estabelecem ainda, nível de dificuldade regular na apresentação das demonstrações contábeis de acordo com a nova norma: IFRS para PMEs. Para finalizar, indicam a necessidade e oferta de educação continuada, apontando o conselho regional de contabilidade e as universidades como agentes promotores importantes no processo de qualificação dos profissionais contábeis. / The object of this study is the perception of accountants in the State of Mato Grosso on continuing professional education on IFRS applied to SMEs. Recognizing economic growth through continuing education, with the acquisition of skills and competencies, Human Capital Theory would evidence then, to the accounting professional, greater employability, income potential, projection and fulfillment. The aim was to analyze the perception of accountants in the State of Mato Grosso on continuing professional education on IFRS applied to SMEs. To collect evidence, two steps were developed: first, interviews with fifteen professional from accounting service firms were conducted. Subsequently, it was analyzed the content of the interviews, which contributed to the construction of the questionnaire. Following, it underwent assessment of five experts and incorporated to suggestions for improvements. Later, the questionnaire was administered as pre-test to eighteen accountants from accounting service firms. New adjustments were performed and the submission to accountants from accounting service companies active in the State of Mato Grosso started. With a total of 302 responses, it was developed a descriptive analysis using frequency distribution, measures of central tendency and variability. The analysis of responses for the perception of accountants indicates positive effects expected with continuing professional education on IFRS for SMEs. They also recognize the possibility of improvement in job performance, as well as greater employability and income. As a result of training through continuing education on IFRS, aspire to expand job opportunities and professional enhancement as recommended by the Human Capital Theory. Also, the notion by inserting accounting globally and in the absence of qualified Professionals and training courses. Establish also difficulty regulating in the presentation of financial statements according to the new standard: IFRS for SMEs. Finally, indicate the need and way of conducting continuing education, pointing the regional council of accounting and universities were identified as important agents in the process of qualification of accounting professionals.

This thesis is broadly concerned with the future of the Human Resources function within organisations. The nature of these concerns is two-fold: first, how can Human Resources deal effectively with the challenges of organisational life today; second, how can Human Resources convince senior management that it is both relevant, and necessary, to the economic success of the enterprise, and so assure its future as an internal organisational function. This thesis posits that not only does an involvement in the knowledge management process hold considerable benefits for an organisation through a direct and positive influence on the �bottom-line�, but that such an involvement takes on a specialised set of aims and objectives within the human resource perspective that should not be ignored. The argument is that Human Resources, with its own knowledge-awareness and overview of the structures, manpower, performance and reward systems, and training and development programs, is uniquely placed to be instrumental in creating the open, unselfish culture required to make a success of Knowledge Management, and secure its own future as a trusted and valued strategic partner, fully contributing to the enhancement of organisational performance, and ultimately, the organisation�s place in the world. The thesis commences with an overview of how Human Resources has defined its role within organisations since the 1980s. The challenges and concerns of human resources professionals are discussed, and the opportunity for them to take the lead in developing the social networks that are vital to the capture and transfer of knowledge is foreshadowed. An examination of knowledge and knowledge management concepts and principles, and a discussion of the specialised aims and objectives that a knowledge management system can be argued to have within a human resources management perspective in the 21st century is discussed next. As learning from experience with the aim of improving business performance is one of the uses of knowledge management, a discussion of �learning� and the concepts of the �learning organisation� follows. The chapters in the first part of the thesis contain the theoretical material concerning knowledge and knowledge management, learning and the Learning Organisation, and the argument that Human Resources is in a position to play a major role in moving the organisation's culture to one of value creation and valuable strategic decision-making capability, through its awareness of the concept of knowledge and its implementation of knowledge systems, policies, and practices. The second part of the thesis is more empirically based, and reports the results of recent research by the author into the levels of awareness of the knowledge concept, and the degree to which knowledge management systems, policies, and practices are being implemented. The purpose of the study was to test a number of hypotheses about knowledge and knowledge management and the role of the Human Resources function vis-a-vis these issues. The results and their implications are subsequently discussed. The thesis concludes with some reflections on the concepts of knowledge and learning, and the specialised role that the Human Resources professional can play in knowledge work.