Thesis (M.Dev.) --University of Limpopo, 2018 / The aim of this study is to investigate and assess the effectiveness of Greater Tzaneen Municipality in implementing LED strategies in rural communities. Although the concept of Local Economic Development has been studied and widely debated in South Africa, the present study intends to determine the extent to which the implementation of LED strategy by Greater Tzaneen Municipality contributes towards improving the livelihood of communities for sustainable local economic development. In other words, the study purports to develop a more holistic understanding of the dynamics of local economic development efforts. This is a mixed method study in which elements of qualitative and quantitative approaches to collect, analyze, validate and interpret data were used. Quantitative design was used to profile respondents and do some statistical analysis of the population. The quantitative design used was in the form of a semi-structured survey questionnaire to acquire statistical data. Since the study is heterogeneous, stratified random sampling was used for the quantitative design whereby ward councillors, ward committees, project leaders and community stakeholders (n= 60) participated. For the qualitative aspect of the study face-to-face interviews schedule was used in order to construct the reality from the interviewees‟ world and to gain more in-depth dynamics and complexities by virtue of being the more natural form of interaction with respondents. Key municipal officials directly involved in LED and those who have more knowledge and information concerning LED implementation were identified by means of purposive sampling technique (n=10). The findings revealed that even though Greater Tzaneen Municipality on average is on the implementation side, there are some factors that hinder it from achieving the 100% LED strategy implementation. Even though policies are in place, it appears like LED strategies have produced very few success stories for various reasons country wide which among others includes lack of capacity within municipalities, financial constraints and poor and incorrect implementation. The other challenge is that communities regard LED as employment creation by municipalities and should not be viewed only as creating economic benefits, but as playing a vital role in poverty alleviation and therefore should have a strong social focus. As per the constitutional mandate Section 152 (1), (2) and Section 153 LED should be an integral part in the planning activities of municipalities across departments and not be afterthought. The process should clearly reflect participation by all wards and their respective communities, local economic growth, poverty alleviation and job creation as well as prioritizing human development initiatives.

Kaohsiung area has the excellent geographical position, eliminates has the deep water port which the transportation amount is among the best, also the international airport simultaneously has the shortest average distance with the neighbor country, not only the peripheral region correlation industry foundation is abundant, it really has the potential to develop "the Global Logistic Center" on behalf of Taiwan. But in the pass, Taiwan in both shore policy, the industrial policy, under the correlation law intriguing, creates the Kaohsiung double port area development to be unbalanced, also faces Mainland China and the Southeast Asia area, local city and so on and also South Korean Pusan¡¦s astringently challenge, therefore draining of the Kaohsiung double port competitive ability is becomes inevitably. Therefore, motive of this research, namely emphatically in: Kaohsiung has the sea and air double port condition, analyzes the region industry development and the global logistic tendency of, and establishes Kaohsiung to develop into the Global Logistic Center foundation.

跨境電商環境下物流企業的業務發展策略-以中国邮政為例 / After Chinese domestic ecommerce boom in the mid-2000s, cross-border ecommerce has become the hot topic and big trend in recent years. As one of the important part of ecommerce, logistics service providers also face some difficulties in changing from the domestic to cross-border e-commerce. The study starts from the business development trend and in view of postal express player to seek the effective strategies. For example, they should set up different strategies for different target customers and provide tailor-made products, establish the overseas warehouse for global network expansion, work with the government and participate in the pilot cities of cross-border ecommerce, design convenient and efficient customs clearance system, further improve the terminal network and customer service system, and finally create a better industrial atmosphere with the cross-border ecommerce practitioners and rejuvenate the postal express and logistics enterprises in business development.

Darbo temos aktualumą lemia tai,kad neformalusis darnaus vystymosi švietimas vieno rajono savivaldybės lygmeniu dar mažai tyrinėtas. Kadangi pokyčiai visose gyvenimo srityse reikalauja atitinkamų išsilavinimo pkyčių, švietimo sistemos institucijos turi siekti naujos tiek formaliojo, tiek neformaliojo ugdymo kokybės.Darbo tikslas – išanalizuoti neformalų ugdymą Mažeikių rajono švietimo institucijose darnaus vystymosi kontekste. Nagrinėjama tema nėra kol kas teoriškai pakankamai pagrįsta: nėra tinkamos tyrimo metodikos, kuri leistų nustatyti neformaliojo ugdymo kokybę ir jo tiekėjų kompetenciją. Darbe bandoma pagrįsti neformaliojo ugdymo uždavinius, stiprybes ir galimybes ekonominio sunkmečio sąlygomis. Galiausiai išryškinamos silpniausios neformaliojo ugdymo sritys ir pabrėžiama, kad daug dalykų būtina pakeisti tam, kad netolimoje ateityje neformalusis švietimas taptų pripažinta visos švietimo sistemos sritimi. / The relevance of the work is determined by the fact that non-formal and proportional development of education has not been explored enough on the level of municipality of only one district. Since the changes in all spheres require variations of appropriate background, education institutions must aspire after new training of both formal and non-formal quality. The goal of the work is to investigate the process of informal education and to reveal the factors that determine its quality and expansion. Unfortunately, the analyzed theme is not motivated enough in the abstract: there are not any appropriate methodology of providing the research that enable to estimate the quality of informal training and the competence of its providers as well. Moreover, according to the circumstances of this economical crisis, the problems, positive sides and potentialities of non-formal training are attempted to validate in brief in this research. Finally, the weak areas of non-formal training are clearly defined and it is emphasized that plenty of things should be changed in purpose to admit that informal education must become an established part of all education system in the nearest future.

Baigiamojo darbo aktualumą lemia tai, kad kiekvienam iš mūsų turi rūpėti kaip mūsų žmonės ir valstybė gyvens ateityje. Tai nusako darnaus vystymosi 3 lygiaverčiai komponentai (aplinkos apsauga, ekonominis bei socialinis vystymasis). Darnaus vystymosi principai bei darnaus vystymosi švietimo idėjos mokykloms visai naujas dalykas. Tyrimo tikslas – išanalizuoti, kaip darnaus vystymosi švietimo programa suprantama ir įgyvendinama Mažeikių rajono bendrojo lavinimo mokyklose. Darbe atskleisti strateginio planavimo principai, darnaus vystymosi koncepcijos esmė, darnaus švietimo vystymosi idėjos ir įvertinta Mažeikių rajono bendrojo lavinimo mokyklų įtraukimo į darnaus švietimo vystymosi strateginio planavimo procesą svarba. Mokyklų strateginiai planai buvo kuriami dažniausiai taip, kaip kam suprantama, neatsižvelgiant į kokybę ir tikrąją paskirtį. Paskutiniais metais buvo atkreiptas dėmesys į strateginio planavimo kokybę. Tyrimo rezultatai rodo, kad mokyklos palaipsniui įsijungia į darnaus vystymosi švietimo strateginio planavimo procesą. Mokyklose turi dirbti kompetetingi mokytojai, o mokiniai turi žinoti savo pareigas. Mokytojai mano, kad numatytos darnaus vystymosi švietimo nuostatos iki tikimosi laiko 2015 metų bus iš dalies įgyvendintos. Apibendrinant galima teigti, kad darnaus vystymosi švietimo principai ir konkretūs jų raiškos būdai dar nepakankamai veiksmingi ar tik pradedami taikyti Mažeikių rajono bendrojo lavinimo mokyklų ugdymo procese. / The relevance of this work is determined by the fact that every one of us must be concerned on how our people and state are going to act in the future. It is defined by three sustainable components of equal value (environmental protection, economical and social development). The concepts of sustainable development and educational ideas of sustainable development for schools are totally new for them. The goal of the research is to analyze how the program of sustainable development of education is understood and put in practice at comprehensive schools in Mažeikiai district. The concepts of strategy planning, the core of sustainable development of conception and the ideas of sustainable development of education are discussed in this work. The strategy planning at schools was mostly generated how it was individually understood ignoring its quality and the real purpose. The attention to the quality of strategy planning has recently been made. The results of the research indicate the fact that schools integrate gradually into the process of sustainable development of education of strategy planning. Qualified teachers should work at schools and students must know their obligations well. Teachers consider that the guidelines of sustainable development of education will partly have been realized by 2015. In summary, it is possible to maintain that sustainable development of educational principles and the concrete way of their expression are not effective enough or they are only being... [to full text]

Bakalauro baigiamajame darbe analizuojamas Leader programos įgyvendinimas Radviliškio rajone. Pirmoje bakalauro baigiamojo darbo dalyje nagrinėjami kaimo plėtros įgyvendinimo aspektai, pasitelkiant Lietuvos ir užsienio autorių įžvalgas atskleista kaimo plėtros samprata bei raida. Atskleista Leader metodo samprata, apžvelgti metodo principai, įgyvendinimo etapai. Taip pat šioje dalyje išanalizuotas Leader programų įgyvendinimas Lietuvoje. Empirinėje bakalauro baigiamojo darbo dalyje atliekama Leader programos įgyvendinimo Radviliškio rajone situacijos analizė, analizuojama vietos plėtros strategija bei jos įgyvendinimas. Taip pat atliekamas VVG veiklos vertinimas procesų aspektu. Kokybinių duomenų rinkimo metodas – formalizuotas interviu su informantais (vietos veiklos grupės atstovais, seniūnijų seniūnais ir bendruomenės pirmininkais) ir su ekspertu (Šiaulių univeriteto socialinių mokslų fakulteto dėstytoju, Kaimo plėtros tyrimų centro direktoriumi). Remiantis teorinėje dalyje aprašytais Leader metodo principais, sukonstruotas tyrimo instrumentas – interviu klausimynas. Jo pagalba apibrėžiamos Leader programos įgyvendinimo Radviliškio rajone tobulinimo galimybės, vietos plėtros strategijos įgyvendinimo problemos, jų priežastys, nustatytos strategijų tobulinimo galimybės. Atlikta Leader principų bei neurbanizuotų vietovių funkcijų įgyvendinimo Radviliškio rajone analizė, bei stiprybių ir galimybių analizė. / There is analyzed realization of Leader programme in Radviliškis area in this Bachelor’s thesis. There are analyzed aspects of realization of rural development in the first part of Bachelor’s thesis. Also, through some insights of Lithuanian and foreign authors and opinion, conception and evolution of rural development is revealed. The conception of Leader method is revealed, principles of this method and stages of implementation are reviewed. Moreover, the Leader programme realization in Lithuania is analyzed in this part of Bachelor’s thesis. In empirical part of this Bachelor’s thesis the situational analysis of Leader programmes’ realization in Radviliškis area is performed, local development strategy and its implementation are analyzed. Moreover, local activity groups performance is evaluated by aspects of processes. The method of qualitative data collection – formalized interview with informants (representatives of local activity group, elders of parish and councils of communities) and with an expert (Šiauliai university Social Sciences Faculty, Rural Development Research Center Director). The survey instrument – interview questionnaire – was designed basing on principles of LEADER method in theoretical part of Bachelor’s thesis. The opportunities for improvement of Leader programme realization, the realization problems and their causes of local development strategy in Radviliškis area are defined, the opportunities for strategies improvement are set. The analysis of... [to full text]

In 2001 the first Human Resource Development Strategy of South Africa (HRDSA) was implemented. The lack of institutional arrangements, structures, procedures, processes and capacity and the location of the HRDSA, 2001, at both the then Departments of Education and Labour, severely hampered the implementation and effective functioning of the Strategy. This study aims to find solutions to the main implementation difficulties experienced with the HRDSA, 2001, in order to ensure increased performance regarding the strategic priorities of the revised HRDSA, 2010 – 2030. An empirical study was conducted to determine potential challenges pertaining to the implementation of the revised HRDSA. Interviews were conducted with senior officials and experts at relevant national departments and with the Gauteng Provincial Government and social partners and relevant stakeholders, including organised labour and organised business. Questionnaires distributed among human resource development (HRD) practitioners addressed matters pertaining to possible solutions with regard to the appropriate location of the HRDSA, challenges in implementing the HRDSA, capacity needs, appropriate governance structures, political support and budgetary constraints. Best practice for the implementation of a national HRD strategy in a number of countries is outlined and discussed with a view to benchmarking the HRDSA and learning from the mistakes made by them in the implementation of their national HRD strategies. Based on these lessons learnt by those countries, and valuable information gathered through the results obtained from the questionnaires and interviews, recommendations are made to support the successful implementation of the revised HRDSA. The recommendations are focused on the effective, efficient, economic and sustainable implementation of the revised HRDSA commitments, strategic priorities, strategic objectives, programmes and projects to improve social and economic growth, as well as HRD, human development (HD) and accelerated quality service delivery in South Africa. / Thesis (M. Development and Management)--North-West University, Potchefstroom Campus, 2011.

In 2001 the first Human Resource Development Strategy of South Africa (HRDSA) was implemented. The lack of institutional arrangements, structures, procedures, processes and capacity and the location of the HRDSA, 2001, at both the then Departments of Education and Labour, severely hampered the implementation and effective functioning of the Strategy. This study aims to find solutions to the main implementation difficulties experienced with the HRDSA, 2001, in order to ensure increased performance regarding the strategic priorities of the revised HRDSA, 2010 – 2030. An empirical study was conducted to determine potential challenges pertaining to the implementation of the revised HRDSA. Interviews were conducted with senior officials and experts at relevant national departments and with the Gauteng Provincial Government and social partners and relevant stakeholders, including organised labour and organised business. Questionnaires distributed among human resource development (HRD) practitioners addressed matters pertaining to possible solutions with regard to the appropriate location of the HRDSA, challenges in implementing the HRDSA, capacity needs, appropriate governance structures, political support and budgetary constraints. Best practice for the implementation of a national HRD strategy in a number of countries is outlined and discussed with a view to benchmarking the HRDSA and learning from the mistakes made by them in the implementation of their national HRD strategies. Based on these lessons learnt by those countries, and valuable information gathered through the results obtained from the questionnaires and interviews, recommendations are made to support the successful implementation of the revised HRDSA. The recommendations are focused on the effective, efficient, economic and sustainable implementation of the revised HRDSA commitments, strategic priorities, strategic objectives, programmes and projects to improve social and economic growth, as well as HRD, human development (HD) and accelerated quality service delivery in South Africa. / Thesis (M. Development and Management)--North-West University, Potchefstroom Campus, 2011.

This research aims to investigate the diverse uses of thermal springs and to develop strategies to identify those most appropriate for Sagole with due regard given to the economic, social and environmental aspects. The aim specifically determines the optimum use of the Sagole thermal spring. The following potential uses for Sagole were identified, discussed and analysed in terms of the environmental, social and economic aspects: tourism, aquaculture and geothermal education. The potential cost and benefit of each were also analysed. According to the research finding, the establishment of a Geothermal Education Centre appears to be the most sustainable project with the highest Feasibility Index. It is followed by Health Tourism and then Aquaculture. / Environmental Sciences / D. Phil. (Environmental Management)

Magister Administrationis - MAdmin / The lack of skills and capacity has been cited as one of the key reasons for organisations failing to recruit staff, with 81% of companies in South Africa experiencing recruitment challenges. More specifically, the problem of low skills and capacity has had an impact on the ability of the state to meet its goals and objectives in a variety of public service areas. In fact, in 2006, a question time session in the National Assembly revealed the enormity of the problem. The President, while being questioned on the crisis arising from a lack of suitably qualified people in the Public Service, referred to a skills audit conducted in 2004. The audit, conducted across 284 municipalities, revealed the number one challenge in the context of service delivery as that of a lack of skills. In this context, the City of Cape Town has adopted an ambitious Human Resource Strategy. One of the Human Resource initiatives is the Skills Development Strategy .This broad strategy provides for the implementation of various interventions that facilitates the development, capacity and retention of local government officials in the City. This notwithstanding, it would seem that the City’s remedial action in terms of skills development and retention is not meeting the prescribed intentions of its HR strategy.The study was guided by the following assumptions:The skills development strategy of the City is aimed at appropriate training and development of local government officials that will facilitate career planning and retention of staff.The City’s broader HR strategies will create an enabling environment in achieving the strategic objectives of the various interventions aimed at skills development and retention.The skills development strategy will enhance employee motivation and loyalty towards the City and hence reduce employment turnover.Successful implementation of the City’s skills development strategy is dependent on effective and innovative human resources policies and interventions aimed at developing the talent pool of the City.The primary objective of the study was to critically examine the strategic aims of skills development strategy as adopted by the City of Cape Town in 2007.In this regard, secondary objectives include:critically examining the legislative and regulatory framework for skills training and development in South Africa, critically examining the policy and regulatory framework that informs the management and development of human resources in the City Of Cape Town,contextualising the need for more rigorous training and development interventions within the City of Cape Town,identifying the strengths and weaknesses of the various interventions put in place to facilitate the implementation of the skills development strategy of the City, and finally proposing recommendations to overcome the implementation challenges. The research relied on theoretical research methodology to collect data for the study. Primary and secondary sources of data were used. Secondary sources included books, journals, and government policies and documents. Primary sources included interviews and personal observations.