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An investigation into the gaps between tourism education provision and industry need in KwaZulu-NatalJugmohan, Sean January 2009 (has links)
Submitted in fulfillment of the requirements for the Masters Degree in Technology, (Tourism Management) in the Department of Hospitality and Tourism, Durban University of Technology, 2009. / There is a growing demand for professionally educated and trained staff in the
tourism sector. However, current literature reveals a significant disparity between the
tourism education provided by institutions and the skills required by the industry. A
major challenge facing tourism education institutions is the identification of industry
needs and requirements and the involvement of industry in curriculum design. The
aim of this research is to examine the education, skills and training required of
tourism employees and whether the provisions of higher education tourism courses
are adequately meeting industry needs. Identifying this „gap‟ will assist in improving
the development of tourism education programmes to meet the needs of industry. The
research examines the relevance of the tourisms qualification from three stakeholders‟
perspectives, namely, managers from the tourism sector, tourism graduate employees,
and tourism academics. Surveys, in the form of structured questionnaires, were used
to obtain information from the three groups.
The overall findings of the study revealed that gaps do exist in the tourism curriculum
according to the perceptions of stakeholder groups that participated in this study. The
recommendations are that closer collaboration is required between academics,
managers from the industry when designing tourism curriculum and also to sustain the
relevance of the curriculum to meet the needs of industry.
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Perceived fairness of performance assessments in the implementation of performance management and development system in a government department.Maseti, Pumza Penelope. January 2014 (has links)
M. Tech. Business Administration / The Department of Water Affairs has implemented the Performance Management and Development System for more than ten years, but every year the Department of Water Affairs Human Resources department has been dealing with various complaints from both supervisors and supervisees which signals some level of dissatisfaction with the system. The difficulty of measuring performance and the involvement of subjective human judgment makes the design of performance management systems challenging. This study was undertaken as an attempt to ascertain the employee perceptions of the procedural, distributive, and interactional fairness of performance assessments in implementing the Performance Management and Development System within the Department of Water Affairs.
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Performance management as a tool to improve performance outcomes at a water trading entity.Legong, Fhatuwani Emmanuel. January 2014 (has links)
M. Tech. Business Administration / Over the past few years, there has been increasing evidence in the literature on performance management of the importance of performance management (PM) as a tool to increase desired employee outcomes. The South African public service is facing significant challenges on several fronts in sustaining its human resource management so that it will be instrumental in providing quality service delivery to all public stakeholders in the 21st century. The continued success of any public institution in the service industry depends on its employees' contribution and commitment. This means that human resources are a vital resource that contributes to a public institution's effectiveness. In order to improve service delivery in the public sector, performance management was introduced as a means of improving employee outcomes in the Water Trading Entity (WTE). The purpose of this study was to investigate how the current performance management practices within the WTE (e.g., providing employees with feedback on strengths and weaknesses; development needs; resources needed by employees; as well as opportunities for monitoring) are related to the achievement of specific desired performance outcomes. The research was undertaken in the WTE that operates within the Department of Water Affairs.
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Towards a learning centred view of intellectual capital : the value of learning and knowledge in the human resource strategies of innovative small and medium-sized computer service firms in British ColumbiaBest, Amanda Jayne 11 1900 (has links)
This study examines the value placed on learning and knowledge by innovative small and
medium-sized computer service firms, using a framework for analysis adapted from
intellectual capital (IC). Knowledge is conceived as a specialized and appreciable asset
capable of being acquired, nurtured, developed, managed and commercially exploited.
Emphasis is placed on evaluating the strategies and practices that drive company learning
and knowledge transfer in smaller computer service companies with respect to
developing and making use of the knowledge owned by employees, customers and the
corporation. The study evaluates the extent to which short-term commercial objectives
impose conceptual boundaries on particular forms of intellectual capital - skill
development, experience and recurrent learning. Data is drawn from case studies and a
broader, provincial sample of companies based in British Columbia with ten to one
hundred employees.
The study concludes that small and medium-sized computer service firms narrowly
conceptualize and undervalue knowledge in the area of human resource development,
where supporting learning processes and structures are often poorly developed.
Companies place a premium value on new forms of knowledge with an obvious potential
to improve the skills and experience necessary to support commercial products and
services. In contrast, learning, knowledge and expertise related to professional
development and more long-term organizational and/or career benefits are consistently
and systematically marginalized.
The study outlines limitations of the IC framework in terms of the intrinsic values
attributed to sources and types of knowledge. Of particular concern is the importance
attached to formalized, external relationships with customers and the undervaluing of
knowledge with less obvious or potentially more long-term commercial value.
Suggestions for using the framework in small and medium-sized computer firms include
broadening the existing narrow focus of external knowledge sources to encompass the
extensive network of business relationships companies exploit, while the undervaluing of
knowledge found in professional development is countered by linking benefits to returns
from specific, rather than generic commercial goals. Emphasis is placed on potential
gains in efficiency and productivity offered by improvements to learning and
organizational processes.
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An investigation into the gaps between tourism education provision and industry need in KwaZulu-NatalJugmohan, Sean January 2009 (has links)
Submitted in fulfillment of the requirements for the Masters Degree in Technology, (Tourism Management) in the Department of Hospitality and Tourism, Durban University of Technology, 2009. / There is a growing demand for professionally educated and trained staff in the
tourism sector. However, current literature reveals a significant disparity between the
tourism education provided by institutions and the skills required by the industry. A
major challenge facing tourism education institutions is the identification of industry
needs and requirements and the involvement of industry in curriculum design. The
aim of this research is to examine the education, skills and training required of
tourism employees and whether the provisions of higher education tourism courses
are adequately meeting industry needs. Identifying this „gap‟ will assist in improving
the development of tourism education programmes to meet the needs of industry. The
research examines the relevance of the tourisms qualification from three stakeholders‟
perspectives, namely, managers from the tourism sector, tourism graduate employees,
and tourism academics. Surveys, in the form of structured questionnaires, were used
to obtain information from the three groups.
The overall findings of the study revealed that gaps do exist in the tourism curriculum
according to the perceptions of stakeholder groups that participated in this study. The
recommendations are that closer collaboration is required between academics,
managers from the industry when designing tourism curriculum and also to sustain the
relevance of the curriculum to meet the needs of industry.
|
636 |
Towards a learning centred view of intellectual capital : the value of learning and knowledge in the human resource strategies of innovative small and medium-sized computer service firms in British ColumbiaBest, Amanda Jayne 11 1900 (has links)
This study examines the value placed on learning and knowledge by innovative small and
medium-sized computer service firms, using a framework for analysis adapted from
intellectual capital (IC). Knowledge is conceived as a specialized and appreciable asset
capable of being acquired, nurtured, developed, managed and commercially exploited.
Emphasis is placed on evaluating the strategies and practices that drive company learning
and knowledge transfer in smaller computer service companies with respect to
developing and making use of the knowledge owned by employees, customers and the
corporation. The study evaluates the extent to which short-term commercial objectives
impose conceptual boundaries on particular forms of intellectual capital - skill
development, experience and recurrent learning. Data is drawn from case studies and a
broader, provincial sample of companies based in British Columbia with ten to one
hundred employees.
The study concludes that small and medium-sized computer service firms narrowly
conceptualize and undervalue knowledge in the area of human resource development,
where supporting learning processes and structures are often poorly developed.
Companies place a premium value on new forms of knowledge with an obvious potential
to improve the skills and experience necessary to support commercial products and
services. In contrast, learning, knowledge and expertise related to professional
development and more long-term organizational and/or career benefits are consistently
and systematically marginalized.
The study outlines limitations of the IC framework in terms of the intrinsic values
attributed to sources and types of knowledge. Of particular concern is the importance
attached to formalized, external relationships with customers and the undervaluing of
knowledge with less obvious or potentially more long-term commercial value.
Suggestions for using the framework in small and medium-sized computer firms include
broadening the existing narrow focus of external knowledge sources to encompass the
extensive network of business relationships companies exploit, while the undervaluing of
knowledge found in professional development is countered by linking benefits to returns
from specific, rather than generic commercial goals. Emphasis is placed on potential
gains in efficiency and productivity offered by improvements to learning and
organizational processes. / Education, Faculty of / Educational Studies (EDST), Department of / Graduate
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Řízení pracovního výkonu v organizaci / Performance ManagementUvízlová, Drahomíra January 2011 (has links)
The Master's thesis "Performance management" is focused on performance of employees in health care system. The main incentive for a writing this Master's thesis was a growing dissatisfaction of employees. Analysis of the thesis is focused on performance management system, which is largely difficult to determinate in health care. For the analysis results to be relevant, it is supplemented with a survey among employees which has confirmed that the system has its flaws, especially in mutual communication between managers and their subordinates. One of the strengths of the system can be the fact that the company is trying to overcome the rigid human resources management system, which still dominates in the contemporary health sector.
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Motivační program pro talenty a jeho přínosy pro zaměstnance a zaměstnavatele / Motivational programme for talents and benefits for employee and employerKomárková, Andrea January 2011 (has links)
Master thesis is focused on the topic of talent management. It is divided into theoretical and practical part. The theoretical part defines basic terms of talent, talent management, talent management processes - acquisition, development and retention of talented employees in the organization. The second part of the thesis focuses firstly on the introduction of Unicorn and analysis of the current state of talent management in the company. Information was obtained by interviewing concerned people and by study of methodological materials of the company. Furthermore, the practical part presents an evaluation of the current state of work with talented employees in Unicorn and suggests improvements of the situation. The final section summarizes the outcomes and recommendations for Unicorn.
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The relationship between person-organization fit, attribution theory, and psychological contract violations within organizational settingsPhillips, Sarah Elizabeth 01 January 2003 (has links)
This study makes an attempt at bridging the theory between the constructs of person-organization (P-O) fit and psychological contract violations, through attribution theory.
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Odměňování zaměstnanců NNO / The remuneration system in the nonprofit organizationHanušová, Jitka January 2015 (has links)
Main focus of the thesis "Remuneration of employees in non-profit organizations" is an analysis of the remuneration of employees of non-governmental non-profit organizations in the Czech Republic. The goal is to determine which systems of remuneration are mostly used in NGOs and find out how important is remuneration for employees in non-profit organization and to what extent is it for them satisfactory
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