Thesis PlanB (M.S.)--University of Wisconsin--Stout, 2009. / Includes bibliographical references.

Thesis (Ph. D.)--Ohio State University, 2004. / Title from first page of PDF file. Document formatted into pages; contains x, 123 p. Includes bibliographical references (p. 120-123). Available online via OhioLINK's ETD Center

Thesis (Ph. D.)--University of Missouri-Columbia, 1999. / Typescript. Vita. Includes bibliographical references (leaves 86-91). Also available on the Internet.

Thesis (Ph. D.)--Southern Illinois University, Carbondale, 2004. / Vita. Includes bibliographical references (leaves 103-114).

Thesis (M.A.)--Thammasat University, 2001. / "A thesis submitted in partial fulfillment of the requirement for the degree of Master of Economics (English Language Program), Faculty of Economics, Thammasat University, Bangkok, Thailand, May 2001." Includes bibliographical references (leaves 74-77).

Thesis (Ph. D.)--University of California, San Diego, 2009. / Title from first page of PDF file (viewed July 9, 2009). Available via ProQuest Digital Dissertations. Vita. Includes bibliographical references.

A country that is unable to develop the skills and knowledge of its people and to utilise them effectively in the national economy is unable to develop. No country can sustain economic development and international competitiveness if its human resources are not developed to contribute significantly to the economy. Human capital refers to the knowledge and skills that people in the work force acquire through education, on-the-job training and self-teaching. According to human capital theories, education and training enhance a person’s stock of human capital, increasing productive potential and leading to higher earnings. South Africa has a shortage of skilled workers and an oversupply of unskilled workers that resulted from bottlenecks in the labour market generated by apartheid. People play a crucial role in any company’s ability to produce products and services that will improve a country’s productivity and economic growth. The role of human capital and resources for development is of paramount importance in a country like South Africa, as its human resources are underdeveloped and the potential of people are not realised or taken into account. Experts agree that to maintain a relative standard of living, countries must upgrade the education and skill levels of the labour force. Labour plays an essential role in the economic growth of the country and it is important to develop manpower efficiently to be able to supply the necessary skills required by a growing economy. The SADC region should continuously improve its human capital to enhance high levels of productivity and, by employing modern technology, the standard of living will be harnessed. During 2001, 10,2 percent of the manufacturing labour force was classified as highly skilled. It is important for the manufacturing sector to keep up with technological advancement in order to compete globally. To increase exports, labour productivity, employment level and wages, the manufacturing sector should continuously train, retrain and educate its labour force. Without technological changes, growth would come to a standstill and education and training should therefore continue to meet these technological changes. The South African manufacturing sector is characterised by structural changes that are shifting from labour intensive, low technology and resource-based industries, to medium and high technology and sales-based industries. The manufacturing, finance and communications sectors have shifted from semi-skilled to highly skilled industries. In the secondary sector, skills that are in demand include an understanding of global markets and the regulations governing access to these markets. There should be better linkages with, and co-operation between education and training. Training is part of the world of work. Training should remain the responsibility of employers, the Departments of Labour and Education, training providers and government and should be at the heart of the new institutional regime for skills development. Therefore, it necessitates individual employers to improve the co-ordination of training and increases their investments in skills formation. Improving human capital should be regarded as a benefit with positive externalities. SETA’s are required to respond to the skills backlog and the enterprise training needs of the various stakeholders by overseeing designated skills training programmes and development initiatives. The guidelines of the Skills Development Act and the Skills Development Levy Act govern such requirements set for the SETA’s. / Prof. G. Van Zyl

This study surveyed a sample population of manufacturing companies in Oregon. Respondents were surveyed concerning their perceptions of ergonomics and their use of ergonomic consulting services from three potential sources of ergonomic consulting services. The sources of ergonomic consulting services were the Oregon Occupational Safety and Health Administration (OR-OSHA), Workers' Compensation insurance carriers and private consultants. The study found that companies with less than 100 employees were the least likely to be familiar with ergonomics. Such companies were also the least likely to have used ergonomic consulting services. The perception of manufacturing companies of ergonomic consulting services was positive. Respondents felt that recommendations provided by consultants from the different sources were effective in meeting their ergonomic objectives. They indicated that ergonomic consulting services were useful and should be used more frequently. This was particularly true of respondents who had used services from OR-OSHA or services from their Workers' Compensation insurance carriers. / Graduation date: 1996

Thesis (M. Phil.)--University of Hong Kong, 2001. / Includes bibliographical references (leaves 166-178).

Thesis (doctoral)--University of Göteborg. / Includes bibliographical references (p. 131-134).