This thesis presents a study of intra-organisational legitimation of the Human Resource function in a large Australian airline. Major changes in senior management and strategy, under tumultuous circumstances for the industry and the firm, saw a repositioning of human resources in the organisation. The study draws on empirical ethnographic research conducted within a large global airline over approximately fourteen months, focusing on 2001. Using a longitudinal and processual research strategy, the study adopted enabled the close examination of the interrelationships between institutional structures and organisational action, embedded in an organisational setting. In particular, it considers the loss of legitimacy and agency of managers in a corporate human resources department and their response in re-establishing legitimacy in a new institutional context. Legitimacy implies the actions and existence of these actors and their sub-unit are both valued and considered valid by their constituencies. In the analysis of the unfolding multi-layered processes of legitimation, I employed elements of neo-institutional theory and critical realist ontology and applied this analysis to a modified conception of structuration, mapping out the HR managers' experience of the inner context and how it came to position their practices and constrain their agency. The study found that the human resource actors in the airline were able to re-form and regain the legitimacy of their sub-unit and of their major strategic initiative, by drawing on their stock of political relationships and on the plurality of logics, values and norms available within the large, diverse firm" Their reflexive awareness of their contextual positioning enabled them to alter their legitimation strategies and regain legitimacy" This thesis makes a contribution to our understanding of processes of deinstitutionalisation and legitimation and ongoing structuration in organisational settings. It also expands our conceptualisation of legitimacy, by focusing on legitimation as an act of becoming, and developing the notion of legitimacy struggles as institutional politics. Finally, the thesis contributes to critical human resource management research and our understanding of human resource managers' capacity for agency within broader institutional contexts.

This thesis presents a study of intra-organisational legitimation of the Human Resource function in a large Australian airline. Major changes in senior management and strategy, under tumultuous circumstances for the industry and the firm, saw a repositioning of human resources in the organisation. The study draws on empirical ethnographic research conducted within a large global airline over approximately fourteen months, focusing on 2001. Using a longitudinal and processual research strategy, the study adopted enabled the close examination of the interrelationships between institutional structures and organisational action, embedded in an organisational setting. In particular, it considers the loss of legitimacy and agency of managers in a corporate human resources department and their response in re-establishing legitimacy in a new institutional context. Legitimacy implies the actions and existence of these actors and their sub-unit are both valued and considered valid by their constituencies. In the analysis of the unfolding multi-layered processes of legitimation, I employed elements of neo-institutional theory and critical realist ontology and applied this analysis to a modified conception of structuration, mapping out the HR managers' experience of the inner context and how it came to position their practices and constrain their agency. The study found that the human resource actors in the airline were able to re-form and regain the legitimacy of their sub-unit and of their major strategic initiative, by drawing on their stock of political relationships and on the plurality of logics, values and norms available within the large, diverse firm" Their reflexive awareness of their contextual positioning enabled them to alter their legitimation strategies and regain legitimacy" This thesis makes a contribution to our understanding of processes of deinstitutionalisation and legitimation and ongoing structuration in organisational settings. It also expands our conceptualisation of legitimacy, by focusing on legitimation as an act of becoming, and developing the notion of legitimacy struggles as institutional politics. Finally, the thesis contributes to critical human resource management research and our understanding of human resource managers' capacity for agency within broader institutional contexts.

Research is increasingly acknowledging the pivotal role of national human resource development (NHRD) in economic development. There is a growing call to conduct research in country-specific contexts to further explore this concept and the factors that influence its outcomes. The concept differs from one country to another; therefore, many HRD studies focus on one country. However, few have focused on the Middle East region, and there has been even less research on Oman. The aim here is to fill this research gap by analysing Oman’s HRD practices. Specifically, the intent is to identify the gap in skillsets in Oman and to develop an NHRD model that is appropriate for the country’s economic requirements for national skills development.

This thesis aims to contribute to a deeper understanding of human resource management (HRM) within cruise ship organizations. The cruise ship industry is one of the fastest developing sectors within the tourism industry. Therefore, it should come as little surprise that the demand for seafaring human resources has also grown. Assuming that effective management of crew members is key to the effective operation of cruise ships, the specifics and challenges for HRM in this particular organisational context are identified and analysed as well as the realities of the roles and relations of the shipboard HR function examined. The present study is original in its theoretical approach, as it brings two approaches together which obviously are not linked. Ulrich’s model talks about roles and the study used aspects of this framework in terms of the position of HRM. Goffman’s concept of total institutions was also consulted in order to frame internal business-specific conditions and social relations. The combination of both approaches allows for the examination of HR roles and professional relations in a much more detailed and contextualised manner. The cruise industry is acknowledged as being under-researched, and this is all the more true for research on HRM in this specific sector. Therefore, the nature of the research in this study is empirical and framed within an explorative approach. The analysis is based on a single case study within one cruise ship owner company, in which 23 semi-structured interviews were performed; there is also the use of ethnographic field notes recorded during a three-month assignment on one of the company’s cruise ships. The thesis contributes to the existing literature in three ways. Firstly, the research analyses shoreside HR and how it is coping with various business-specific challenges, i.e. high growth rates, a high demand for new cruise ship employees, high turnover rates of crew members and a distinctive context of ethnic and national diversity. The analysis reveals that the HRM approach of the cruise shipowner company could be characterised as generally reactive and short-term in focus, a pure strategic orientation is absent. Secondly, the thesis examines the content of shipboard HR work. The study reveals that the main focus of the shipboard HR function is on tactical HR work, especially training and development, employee relations, and advisory role in relation to shipboard leaders. The shipboard HR role includes HR activities that are not usually provided by HR business partners, such as the facilitation of training. This and the intense liaison between the shipboard HR function and its shoreside HR partners make shipboard HR work somewhat unique. Whereas a huge amount of transactional HR work does not necessarily add value to the business, strategic HR work is practically non-existent on cruise ships. Finally, the thesis examines the realities of HR roles and relations on board cruise ships. The analysis demonstrated that HRM on board cruise ships can currently be summarised as reactive and short-term in focus, and the strategic partner role is practically non-existent. It is more a series of functions with different stakeholders contributing to it in a variety of ways and with overlap in terms of task executions. This shared nature of HR adds complexity to the HRM approach. Furthermore, strong influential links from shoreside HR were identified, which undermines the ability of the shipboard HR function to become a stronger partner of the business. Nevertheless, the analysis revealed the potential in this specific sector for enhancements and for the further development of HRM on cruise ships.

Thesis (MTech (Human Resource Management))--Cape Technikon, Cape Town, 2003 / Co-operative education is an important sub-system of education that plays an essential role in the development of students' critical and creative thinking skills. The idea behind any co-operative education programme is that students alternate their academic periods at the academic institution with periods in the world of work, with the aim of implementing their theoretical knowledge in practical situations. The Co-operative Education lecturer plays an integral role in the co-operative education programme. He is an indispensable link in the interaction between the student the employer and the academic institution. The changing circumstances in South Africa's labour and education sectors warrant research into methods of improving current education systems and processes. A better understanding of what exactly a Co-operative Education lecturer is responsible for can lead to an improvement of the co-operative education process. Before the researcher undertook this study, there was no specific scientifically established model pertaining to the profile of a Co-operative Education lecturer in South Africa. Therefore, there were no set guidelines for the effective recruitment, remuneration, training and assessment of such a person. The objectives of this study were fourfold: • To define the current role, responsibilities, personality traits, abilities, characteristics, types of experience and level of qualifications of a Co-operative Education Lecturer. • To establish a profile of an ideal Co-operative Education Lecturer. • To create a job description that can be used as a guideline for the effective recruitment, remuneration, assessment and training of Co-operative Education Lecturers. • To identify areas for further research. The researcher investigated the roles and responsibilities; personality traits; abilities and characteristics; types of experience; and qualifications needed by the Co-operative Education Lecturer to complete his job successfully. From the investigation it is evident that the Co-operative Education Lecturer's function in the total co-operative education process is multi-dimensional. He plays an integral role in the effective functioning of the co-operative education programme and is an indispensable link in the interaction between the student, the employer and the academic institution. A profile of a Co-operative Education Lecturer was created as part of the research project This profile can be seen as a benchmark for Co-operative Education Lecturers in South Africa. The profile made it possible to obtain a holistic picture of the Co-operative Education Lecturer and what is expected of him to ensure that the co-operative education process is implemented successfully. The job description developed as a product of the research can be utilised as a tool in the effective recruitment, remuneration, training and assessment of Co-operative Education Lecturers in South Africa

Magister Educationis - MEd / This study investigated how workplace educator development programmes prepare workplace educators for their roles and responsibilities in facilitating learning in the workplace. Framed by the literature, the research shows that workplace educators’ qualifications prepare them for facilitating learning in the workplace. The most important findings show that their qualifications have prepared them for their roles and responsibilities in facilitating transformative learning within the workplace. Furthermore, the findings show that their qualifications, roles and responsibilities in facilitating learning in the workplace also impacted on workplace educators’ own thinking, prompting them to question their own values and beliefs. This perspective transformation allows for workplace educators better facilitating transformative learning in the workplace.

Immediately after the discovery of oil, the State of Kuwait put in place a plan for massive economic and social development for its people. This proposed plan required sophisticated labour skills to implement development requirements. However, over the years the country has continued to witness a labour market imbalance due to an inadequate supply of graduate skills that did not satisfy the demand from its workplace. The purpose of this study was to investigate the mismatch between outputs from higher education and labour market requirements. The present study employed a mixed approach to address its main research questions. It applied a quantitative approach using questionnaires prepared for graduates currently working and employers from both the public and private sector. It also utilized a qualitative approach using interviews with stakeholders in the labour market such as higher education personnel and policy makers. The literature review provided an overview of educational objectives and their relation to economic, social, and human resource development. It also looked at the nature of the relationship between higher educational institutions and the labour market, as well as providing some examples of the labour market gap around the world. The key findings indicated that higher educational institutions faced problems with regard to their role in the provision of knowledge and skills. The study found that employers believe that the quality of education provided by the institutions is low. Similarly, the study found that employers believe that the communication amongst stakeholders in the education system is not effective. In addition, employers reckoned that the main factors influencing graduates’ quality of education were the lack of skills, lack of motivation and weak communication. Similarly, graduates believed that the main factors influencing their quality of education were lack of skills, as well as overestimating job privileges and area of study. Furthermore, graduates satisfaction with their current jobs was influenced by many factors; such as low-quality education, disappointment with career development, source of skills, area of study, and gender. In fact, the literature identified the low quality of education as the main cause of the skills-gap worldwide, while it had always valued communication for closing the skills-gap. This study has confirmed that there is an imbalance within the Kuwaiti labour market. The theoretical and practical implications of the findings are discussed in the concluding chapter of the thesis.

This research explores human resource development ‘HRD’ as a ‘nationalization strategy’ within developing contexts. A framework for managing nationalization challenges and issues is constructed based on a ‘development’ concept at a national level. The development concept researched in the study is examined and explored through HRD and capacity building. Nationalization as an HRD national strategy is of crucial importance in developing country contexts, and this is especially true for the Gulf Cooperation Council (GCC) countries in the Middle East. Nationalization strategies have been applied by GCC countries in the Middle East to increase national labour participation within the economy. Since the early 1980s, although nationalization strategies have been implemented through government authorities and ministries, the expatriate employment share remains at around 70 per cent with increasing national unemployment rates. The main aim of the research is to explore the role of nationalization programs within an HRD framework designed to build capacity from national human resources. Forces of resistance towards nationalization are addressed through a development framework that depends on human resource development and capacity building. Nationalization challenges are examined within developing contexts along with HRD theories presenting an intersection that positions ‘nationalization’ within HRD literature. Addressing nationalization issues through a ‘qualitative’ approach, distinct from quantitative measures such as quotas, proves to be a necessity for transitioning national labour towards a diversified economy in the GCC. The framework presented to address nationalization in the GCC was explored at the individual, organizational and national levels, hence presenting the nationalization challenges faced by the main executors of nationalization policies. The research findings reveal a strong correlation between the real practice of nationalization and HRD theories revealing the intersection between key concepts. The research findings demonstrate the significance of the intersection of nationalization and HRD, thus positioning nationalization within the HRD literature. The research findings reveal other ‘qualitative’ factors necessary to ensure long-term economic returns. The relevant areas include preparation of HRD professionals, coordination among entities, balancing supply and demand for labour, creating desired private sectors, education and culture. Considering retention strategies within nationalization indicates to be a crucial necessity to avoid lost investments in nationalization efforts. An examination of the role of career development in private sector organizations in Bahrain for managing and retaining local talents within nationalization initiatives reveals the importance of considering monetary rewards and creating suitable nationalized sectors that are attractive to nationals. The research examination of change management processes within nationalization in Bahrain provides strong evidence of the importance of considering qualitative approaches for developing economic sectors through national human resource interventions by embedding capacity building processes that can create long-term economic sustainable benefits within the economy. Therefore, the research findings provide a nationalization framework that takes a holistic approach by revealing findings at the individual, organizational and national levels that are essential to consider for increasing national human resources participation in developing economies such as the GCC countries where resistance towards nationalization persists.

Globalisation has led to an increased need for MNEs to expand their operations and appoint expatriate managers in foreign countries. The failure of these expatriates has been identified as a major concern for multinationals, as failure rates range between 30 and 40 percent and may cost an enterprise up to US$1.2 million. Many studies have found the inability of the trailing spouse to adjust in the host country to be the most common cause of expatriate failure. As they are more immersed in the host-country’s culture than the expatriate, spouses may experience severe culture shock, isolation, and stress, and need to come to terms with the various differences in healthcare systems, housing arrangements, cuisine, language and gender roles. The adjustment of the trailing spouse has been found to be significantly related to the success of an international assignment, making enterprise-assistance programmes essential. The aim of this study was to determine the preparation, training and support requirements of trailing spouses in order for MNEs to reduce the likelihood of failure amongst their assignees. A literature study was conducted in order to investigate the causes of failure and to identify best practices for the preparation, training and support of spouses accompanying expatriates on assignment. The literature study was then followed by an empirical study, in which a link to an online questionnaire was distributed through MNEs and online forums to trailing spouses currently on assignment. Spouses were required to answer demographic questions and give their opinion regarding various preparation, training and support requirements by rating their level of agreement, on a four-point Likert Scale, as to whether or not they required any of the listed items for adjustment and whether or not these were provided to them by the enterprise. The data was then analysed using a factor analysis, Cronbach’s Alpha, a t-test, paired t-test, an analysis of the mean scores and other inferential statistics. This study has revealed that enterprises are not providing expatriate trailing spouses with the preparation, training and support that they require, and has identified what preparation, training and support is required by spouses in order to adjust in the host country. Recommendations have been made based on these findings to assist enterprises in developing preparation and training programmes and providing adequate support to spouses prior to and during the assignment. It is important to remember that the key to expatriate success is the trailing spouse’s adjustment. These recommendations should therefore enable MNEs to design and implement expatriate programmes and processes that take into consideration the needs of trailing spouses in order to reduce the likelihood of expatriate failure. / Dissertation (MCom)-- University of Pretoria, 2016. / Business Management / Unrestricted

Tato práce je zaměřena na oblast lidských zdrojů, konkrétně na optimalizaci a zefektivnění interních personálních procesů ve společnosti IT/Telco, a to pomocí souboru ukazatelů Human Resource Scorecard. Teoretická část definuje termíny, jakými jsou například balanced scorecard, human resource scorecard a benchmarking. Dále popisuje jednotlivé ukazatele a jejich vzorce. Praktická část uvádí výpočty ukazatelů za čtvrtletí let 2008 a 2009, jejich zhodnocení, vývoj a interní benchmarking a navrhuje řešení na zlepšení procesů v dané oblasti.