Thesis (doctoral)--Universität Köln.

The aim of this thesis is to analyze the professional requirements of employers across all industries for graduates. Based on the gathered knowledge then submit proposals for the Faculty of Economics of the University of South Bohemia in České Budějovice, which are useful for adapting of faculty's syllabus. It should help its graduates to meet the most of the requirements of employers and thus to become the most competitive in the labor market.

Magister Philosophiae - MPhil / The research conducted has been undertaken to engage the stakeholders to explore the possibility of establishing workplace forums. The gains of workplace forums with respect to sharing decision making is a distinct advantage both business and labour seemingly do not realise because of a continued resolve to negotiate conditions of service annually exclusively. The research was undertaken by designing an interview questionnaire for distribution. The population for this research includes a cross section of employers from the industry in the Western Cape, parties to the Hairdressing Beauty and Cosmetology Bargaining Council, the Employers Organisation and the Employees Organisation or Trade Union. The criteria set for the questionnaire anticipate responses of respondents to the challenges before and after the possible incorporation of section 84 of the Act Finally the research results indicate that the parties to a collective agreement in this industry still gravitate towards distributive collective bargaining by negotiating salaries, wages and conditions of employment in Bargaining Councils. / South Africa

With effect from 26 October 2004, section 8C was introduced into the Income Tax Act No 58 of 1962 and replaced the previous section 8A. The main purpose of the new section was to effectively tax directors and employees on the receipt of income from equity based incentive schemes and therefore close potential ‘loopholes’ that existed in the previous section 8A. The purpose of this study was to critically analyse section 8C and specifically the principles of ‘vesting’ and ‘restricted equity instruments’ as introduced by the section. Since no case law exists and the application of the principles within the section is deemed to be detailed and complex, the possibility for inconsistent treatment or misinterpretation exists. Due to limited information being available regarding the application of section 8C and in order to determine whether different interpretations may exist in practice, selected tax practitioners and/or specialists were also asked to provide information through the completion of a questionnaire. Section 8C has already been amended since its introduction and as indicated in the study, further amendments may be necessary in order to address problem areas. Employers with equity based incentives need to be aware of the significant impact that section 8C has on the taxation of equity instruments and have to ensure that they comply. Depending on the instruments in use it could also have a major impact on the administrative duties of employers, who have the responsibility of calculating and paying the necessary taxes on time. Copyright / Dissertation (MCom)--University of Pretoria, 2010. / Taxation / unrestricted

Background: The transition and retention of newly graduated nurses are worldwide problems. With the nursing shortage and 33-61% of newly graduated nurses leaving their job within the first year, newly graduated nurses need to be work ready. Work readiness of new nurses is a new concept developed in Australia. Significance: New nurses are a vulnerable population that is dependent upon experienced nurses for knowledge, skills, and socialization into the profession. However, new nurses often experience rudeness, humiliation and conflict influencing professional success, patient care, and retention. Purpose: To apply the Work Readiness Scale – Graduate Nurses (WRS-GN) to a population of Baccalaureate (BSN) and Master’s Entry into the Profession of Nursing (MEPN) graduates from a southwestern university and determine if there is a relationship between the variables of work readiness, individual experiences of graduates, and the two groups. Research questions included: 1) What is the relationship between work readiness (social intelligence, personal work characteristics, work competence, and organizational acumen) and individual experiences? 2) Do newly graduated BSN and MEPN degree nurses differ on the WRS-GN constructs of social intelligence, personal work characteristics, work competence, and organizational acumen? Method: Descriptive correlational study with a convenience sample of graduates from a southwestern university. Participants received a survey through their school email account and a message was placed on the Alumni Facebook page. Results: Thirty participants (9.2% response rate), 93.3% were female, and 76.7% work in Arizona. None of the participants were planning to leave the profession of nursing in the next year. A statistically significant relationship was detected between work competency and length of nurse residency (r=.44, p=0.02) and a negative relationship was detected between personal work characteristics and nurse residency (r=-.41, p=0.02). No relationship was detected between the two groups and constructs of work readiness. Implications/conclusions: Work readiness is complex. Longer nurse residency is associated with greater work competence. Academia and employers should collaborate and provide courses that enhance the work readiness of newly graduated nurses. The WRS-GN has been tested once in a population of Australian graduate nurses therefore further research is needed to validate the WRS-GN.

Submitted by Rafael Santana (rafael.silvasantana@ufpe.br) on 2017-07-14T17:11:00Z No. of bitstreams: 2 license_rdf: 811 bytes, checksum: e39d27027a6cc9cb039ad269a5db8e34 (MD5) DISSERTAÇÃO - (2016-04-13) - ELIS MAGALHÃES SANTOS DE FREITAS.pdf: 1416701 bytes, checksum: f2c08f9d685e5323ca19cf04ca9e6edc (MD5) / Made available in DSpace on 2017-07-14T17:11:00Z (GMT). No. of bitstreams: 2 license_rdf: 811 bytes, checksum: e39d27027a6cc9cb039ad269a5db8e34 (MD5) DISSERTAÇÃO - (2016-04-13) - ELIS MAGALHÃES SANTOS DE FREITAS.pdf: 1416701 bytes, checksum: f2c08f9d685e5323ca19cf04ca9e6edc (MD5) Previous issue date: 2016-04-13 / CNPQ / O estudo sobre o ensino superior em administração no Brasil ainda é bastante tímido e merece reflexão. É importante compreender como as Instituições de Ensino Superior têm preparado os administradores para encarar um mercado de trabalho cada vez mais competitivo. O que os contratantes desse mercado esperam de uma recém formado em administração? De que forma as políticas públicas voltadas para o ensino tem contribuído para essa inserção no mercado de trabalho? Essa dissertação busca, portanto, compreender se as questões das provas do Enade se aproximam ou se distanciam das necessidades dos contratantes do Vale do São Francisco no que diz respeito às competências comunicativas do administrador. Para tanto, vê-se na introdução um breve contexto da realidade dos cursos de administração em nosso país, bem como, a problematização e a justificativa em torno do Enade e da comunicação. A fundamentação teórica aborda os principais desafios do ensino superior em administração no Brasil; a importância da avaliação no processo de ensino-aprendizagem, dando um enfoque às diretrizes do Enade; os conceitos e abordagens sobre linguagem e comunicação, bem como, as especialidades que são de natureza comunicativa, tais como: liderança, trabalho em equipe, relacionamento interpessoal e negociação. Assim sendo, adota-se como abordagem metodológica a pesquisa qualitativa, descritiva e exploratória. O lócus da pesquisa é a região do Vale do São Francisco, conhecida mundialmente pela força do agronegócio, principalmente pela fruticultura irrigada, sendo a região que mais exporta manga e uva no país. O corpus, por sua vez, é composto por arquivos de entrevistas semiestruturadas com contratantes de empresas de fruticultura do Vale do São Francisco; e também por questões das provas de administração do Enade nos anos de 2006, 2009, 2012 e 2015. A análise dos resultados aborda como os contratantes enxergam os cursos de administração da região; o que a prova do Enade tem cobrado no que diz respeito à competência comunicativa desses profissionais; quais as necessidades dos contratantes no que se refere à essa competência; e qual a relação entre o que o Enade tem cobrado e as necessidades do mercado. Por fim, conclui-se que, na visão dos contratantes, os cursos de administração não têm preparado os administradores para atuarem na região; há pouca preocupação em se medir a competência comunicativa do administrador, nas provas do Enade, havendo mais um distanciamento do que aproximação das necessidades dos contratantes; e faz-se relevante haver maior aproximação entre universidade e mercado de trabalho. / The study on higher education in business administration in Brazil is still quite shy and deserves reflection. It is important to understand how higher education institutions have prepared managers to face an increasingly competitive labor market. What employers in this market expect from a fresh graduated in business administration? How public policies for education has contributed to this insertion in the labor market? This work tries, however, to understand whether the questions issued on Enade test approach or move away from the needs of contractors in São Francisco Valley referring to the administrator's communication skills. Therefore, we see the introduction on a brief context of the reality of management courses in our country, as well as the questioning and justification around the Enade and communication. The theoretical framework addresses the main challenges of higher education in business administration in Brazil; the importance of evaluating the teaching-learning process, giving a focus to Enade guidelines; concepts and approaches to language and communication, as well as the specialties that are communicative in nature, such as: leadership, teamwork, interpersonal relationships and negotiation. However, assuming as methodological approach to qualitative research, descriptive and exploratory. The locus of this research is the São Francisco Valley region, known worldwide for it's agribusiness potential, mainly for irrigated fruit growing, the region that most exports mango and grapes in the country. The corpus, is composed of semi-structured interviews files with fruit growing companies employers the São Francisco Valley; and also questions issued on Enade business administration tests in 2006, 2009, 2012 and 2015. The analysis covers how the employers see the management courses of the region; what Enade has required in relation to the communicative competence of these professionals; what are the needs of the employers in regard to such jurisdiction; and what is the relation between what the Enade test measure and what the market needs. Finally, it is concluded that, from the point of view of the employers , the business schools have not prepared managers to act in the region; there is little concern in measuring the communicative competence of the new administrator,the Enade test, is getting even further away than closing in the needs of contractors; and makes relevant the need for closer ties between the university and the labor market.

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.

The Intermountain School started in January of 1950, being converted from vacated arm hospital to a boarding school for Navajo students. Funds for the support of the school are appropriated by Congress through the Department of Interior and the Indian Bureau. The school is exclusively for Navajo students, and it grew as fast as facilities were remodeled and new buildings were constructed, until capacity was reached. During the first school year, 1950, there were enrolled 503 students. This has increased each succeeding year until capacity was reached in 1954-55 when 2,311 students were enrolled. The staff of the school has increased proportionally with the student body. At the time of this writing, school year 1954-55, there are 445 staff members. These include personnel for administration, supervision, instruction, guidance, accounting, health, food and clothing, custodian service, protective service and maintenance.

No description available.

Within the professional field of TESOL (Teaching English to Speakers of Other Languages), it is not unusual for highly qualified instructors to teach several part-time jobs in order to support themselves. Despite advocacy efforts carried out by the international TESOL organization, finding rewarding full-time employment in the United States can be very challenging. In addition, with the current state of the economy and high unemployment, TESOL professionals like others in various fields are seeking stable employment. Although this research will not solve the lack of full-time jobs, the intention is to help job seekers better prepare themselves for today's job market by knowing the skills, knowledge, and personal characteristics that employers are looking for in potential hires. To identify this information, a 12-month review was conducted of three well-established employment websites in an effort to capture advertisements seeking to hire TESOL professionals full-time for ESL related positions in the U.S. A total of 169 job advertisements were collected and reviewed to identify the skills, knowledge, and personal characteristics employers were seeking in qualified individuals. Data from the advertisements were organized into a 42-category coding scheme in an effort to delineate the skills, knowledge, and job characteristics mentioned previously. In addition, a second coding scheme containing 12 categories was created for analyzing the personal characteristics listed in the advertisements Results from this data revealed that employers seek applicants who have knowledge and experience in curriculum development, teacher education, and program administration. Top skills include written and oral communication and basic computer skills. With regards to personal characteristics, employers are most interested in individuals possessing strong interpersonal and teamwork skills. In addition to these skills and qualifications, the data provide important insights concerning the distribution of jobs by job type, degree, institution type, and salary across five regions of the United States.