In a qualitative analysis, based upon three cases of mid-career1 secondary education teachers, their strategies, philosophies, modalities, and student expectations were analyzed in an effort to understand the extent to which self-directed learning (SDL) can impact the success of studentsâ learning. These practical implications of the study by experienced teachers supported and also challenged theoretical concepts of primarily Piaget, Knowles, and Vygotsky, but also examined those of Bloom and Wlodkowski. Specifically, results demonstrated that the incorporation of some adult learning methodologies into secondary education environments has contributed significantly to the effectiveness of these teachers. Perhaps this knowledge can guide future research into how to best identify and further develop secondary education teachersâ pedagogies to utilize SDL techniques in the 21st century classroom.

Taiwan¡¦s computer game industry has gone through more than a decade. Yet, since the general social appraisal is not optimistic to the industry, very few contributions have been input. Without those who worked in computer game industry led by their interests at the early ages, we could hardly see the current achievements that Taiwan¡¦s computer industry gained. The low social evaluation on computer game workers in Taiwan has become the main reason that caused less success they obtained than computer game workers in the neighbor area, such as Japan and Korean, did. Neither a systemized training program to related workers for game industry nor a close observation to the human resource in the computer game companies we had ever done, and according to the rapidly growth of Taiwan¡¦s computer game industry in recent year, this study here present the poll and interview to human resource divisions of the major computer game enterprises in Taiwan, and hope we can get a better understand to this newly grown industry. All the data stated in this study are provided by computer game enterprises, we could barely see a concrete model of human resource in the field. Due to this industry is still rapidly growing; some of the data might lose its accuracy soon. The study author would like to, still based on the image we see now, here provide his opinion and some suggestions to related education groups and governmental organizations and to the game industry for modifying the current defects, then make the industry mature and better.

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The implementation of National Healthcare Insurance (NHI) Policy has greatly enlarged the coverage of the healthcare needs of the Taiwanese people. However, the Global Budget, a capped operational budget for hospitals, has forced the healthcare providers and pharmaceutical and medical device companies to operate in a much more cost efficient way than ever before. To survive, companies must find a better strategy than simply compete on price. Human resource is the key driver for business growth in any industry. It goes without saying that talents not only drive the business performance and but also create sustainable competitiveness for companies. Under-performed employees, largely due to in-appropriate job fit, however, would hinder both business development and employee¡¦s career development. It is imperative to put the most suitable people on the right position with adequate training. Sales person in the healthcare industry shares the same story. They work very independently and call on a variety of customers in hospitals. Level of competencies will decide their job performance. This study tries to identify the core competencies for sales person in healthcare industry. Through the analysis of job content, we have identified the competencies required to be successful in the job: the impact and influence cluster, achievement drive, aggressiveness, EQ, customer service, self-confidence, relationship build-up, analytical thinking, conceptual thinking, information gathering, organizational commitment, and expertise. With the reference to other studies, we established a core competencies table. After conducting survey and applying statistical methodology, our findings show: 1. Sales person¡¦s competencies and performance are highly correlated. 2. Sales person¡¦s age, level of education, working experience are highly correlated to their performance. The core competencies table developed in this study is aimed to provide companies a guide for talent selection, people development, and training. This systematic way of selecting, developing, and training people would, hopefully, improve the company¡¦s overall performance.

The preferences of individuals over working conditions may have profound effects on organizations and labour markets, and yet their impact has, for the most part, been marganalized. We argue that, in light of evolutionary developments in the workplace, a re-thinking of the impact of supply-side influences on specific labour market segments and organizations is called for. To this end, this study evaluates contemporary human resource issues, specifically - preferences of individuals to control working-time and the impact this may have on labour market segmentation theory and organizations. An analysis of data on such things as demographics, technology, payment systems and ethical views suggests an environment conducive for a more time-sensitive employee. We hypothesize that this time-sensitive employee may search for an organization, like the temporary agency, which provides the control over working-time that they prefer. Thus forming a unique supply-side driven labour market segment. We also assert that job forms like this, rather than being a peripheral secondary level job form, may be forming a new labour market segment that is neither primary nor secondary just atypical. Our hypotheses are derived from an approach that focuses on supply-side rather than demand-side influences, and a new adaptation and application of a more general time-sensitive model. We tested our hypotheses using a three tiered approach: (i) a secondary analysis of past data sets, (ii) analysis based upon our interviews with 17 managers from London temporary accountancy agencies and (iii) our own data set drawn from 175 employees of a Large London accountancy firm and 50 employees of a London temporary accountancy agency. We found that temporary agency employment when compared to large firm employment was associated with greater control over working-time and was associated with employees who exhibited a greater preference for control over working-time. Therefore, we found evidence for supply-side driven job-form choice. We also found that those employees related to the internal labour market's "core" exhibited a preference for control over working-time and received control over working-time in their compensation packages.

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On the surface, airlines appear to embrace a 'soft', people-centred approach to HRM, demonstrated by the deployment of a range of HR strategies aimed at the 'soft' ideals of cooperation, commitment and trust. However, within the context of tight profit margins and competitive markets, a range of 'hard', cost-centred HR strategies, may dominate. In other words, the deregulated, competitive environment of the airline industry may find airline companies shifting from a 'soft', people-centred approach to a 'hard', cost-centred approach, where cost considerations take priority over all other concerns, including those relating to employee health and safety. In an industry that claims 'people are our most important asset', one might expect 'good practice' in terms of occupational health and safety (OHS). However, the present research finds that cabin crew OHS is being overshadowed by airline companies' profit imperatives. Based on a cabin crew perspective, the research examines developments in OHS, in terms of the range and extent of OHS risks that are experienced by cabin crews. These developments in turn, provide an insight into the case study airlines' approach to people management. The research identifies a high prevalence of a range of illnesses and OHS risks, which can be linked to airline companies' people management policies. Overall, the thesis challenges the rhetoric of airlines' 'people-centred' approach, as well as current notions of the range and extent of OHS risks relating to the cabin crew labour process. In addition, the thesis offers an innovative review and analysis of HRM taken from an OHS perspective.

Thesis (Ph. D.)--Texas A & M University, 2003. / "Major Subject: Educational Human Resource Development." Title from author supplied metadata (automated record created on Oct. 15, 2004.). Vita. Abstract. Includes bibliographical references.