The objective of this study was to evaluate the current recruitment and selection policy of the Department of Water Affairs and Forestry (DWAF) and to determine whether the recruitment and selection practices comply therewith. To establish whether the policy enhances DWAF’s objective to improve its service delivery, a content analysis of the recruitment and selection policy was executed. To determine whether the recruitment and selection practices comply with the written and accepted policy a questionnaire was designed based on the provisions of the policy and best practices. The questionnaire was personally delivered to 50 potential respondents, of which 35 completed it. The completed questionnaires were processed and analysed using Microsoft Excel 2000. The policy was found to be well researched, comprehensive and efficient to DWAF’s missions and objectives. It however showed signs that indicate the danger of being applied inconsistently. Clarity in terms of procedural sequence and conditions for use eluded some policy provisions, making it acceptable to assume and base decisions on the users discretion. Trained human resource managers guide recruitment and selection practices. The study concluded that the policy was being implemented: the recruitment and selection practices within DWAF complied with its accepted policy. There are standardisation on advertising as recruitment method, and interviewing as selection method. The recruitment and selection activities that are not mentioned within the recruitment and selection policy are done at the line manager and human resource manager’s discretion - this is found to be inconsistent and potentially dangerous to the process. DWAF employs recruitment and selection as tool to enhance performance management and effective service delivery. Recommendations are made to assist DWAF in its quest to achieve maximum return on investment from its human capital.

This qualitative study was undertaken to determine the organizational values shared by the professional employees of the Florida Cooperative Extension Service. Related topics that contributed to the literature review included human and organizational values, organizational culture, strategic planning, and the philosophical foundations of the Cooperative Extension Service. Focus group interviews were conducted in each of the five administrative districts and on the University of Florida Campus. A total of 40 individuals took part in the group interviews. Transcripts of the interviews were read, coded, and sorted by themes to develop a list of twelve categories of values shared by the professionals interviewed. Coded sections of the transcripts were transferred to a descriptive matrix in order to reduce and simplify the analysis. Three groupings of values emerged from the data and were described as "communities" of values. The three communities were personal, Personal values mission-related, and structural values. were rewards, relationships, and personal history. Mission-related values were organizational history, research-based information, relevance, comprehensiveness, life-long education, diversity, and service. structural values were shared ownership and system linkages. These three communities were depicted in figures that described the relationships of the values to one another. The final discussion described the inter-relatedness of the three communities in the overall organizational structure. Recommendations were made for further study and program development for the Florida Cooperative Extension Service.

The purpose of this study was to determine employees' attitudes and perceptions toward the effectiveness of workplace violence prevention training within a U.S. Government service agency with 50 offices located in Minnesota and Wisconsin. Chapter 1 presents an overview of the phenomenon of workplace violence, the movement toward prevention programs and policies and the implementation of prescreening processes during hiring and violence prevention training. Chapter 2 contains a thorough review of pertinent literature related to violence prevention training and the impact of occupational violence on organizations. This topic was worthy of research in an effort to make a significant contribution to training literature involving organizational effectiveness due to the limited amount of research literature covering the area of corporate violence prevention training and its effect on modifying attitudes and behaviors of its customers. The primary methodology involved the assessment of 1000 employees concerning their attitudes and perceptions toward the effectiveness of workplace violence prevention training. The research population were administered a 62 item online assessment with responses being measured, assessed, and compared. Significant differences were found calling for the rejection of the three study hypotheses. Chapter 4 described the findings of the population surveyed and recommendations were identified in Chapter 5.

The purpose of this study was to investigate the impact of size of performance pay increases on employee perceptions critical to the success of merit pay programs. Perceptions investigated in this study included: 1) instrumentality, 2) expectancy, 3) performance appraisal administration, 4) performance appraisal content, 5) trust in city management, 6) pay communication, and 7) importance of pay. It was hypothesized that individuals who received above average performance pay increases would exhibit significant positive changes toward perceptions of interest while individuals who received below average performance pay increases would exhibit significant negative changes toward perceptions of interest. / Master of Science

Thesis (MA)--University of Stellenbosch, 2004. / ENGLISH ABSTRACT: THE COMPETENCY PROFILE OF A TRAUMA DEBRIEFER IN THE SOUTH AFRICAN POLICE SERVICE: Trauma debriefing interventions are done in the South African Police Service to prevent the onset of Post Traumatic Stress Disorder. The existing trauma debriefing team rendering this service consists of psychologists, social workers and chaplains. There is currently no selection model or procedure available to select successful trauma debriefers and evidently not all professionals can automatically function effectively in a trauma work environment. The need has thus arisen to develop a competency profile of a successful trauma debriefer from which a selection battery can be develop. Before a profile can be compiled, a job analysis has to be done to discover the competencies of a trauma debriefer. For the purpose of this study the functional job analysis method was used and it can be described as: "Who performs what action for wat reason with which tools, equipment or job aids following what instructions." The information gathered from questionnaires to debriefers, questionnaires to victims of trauma, the critical incident method and a focus group were used to compile a job description for a trauma debriefer. Information was also obtained regarding the competency potential of a successful trauma debriefer specifically concerning knowledge (capacity) and personality traits (dispositions). Ten different trauma debriefer competencies were identified and discussed in conjunction with the mentioned competency potential. The given profile can now form the basis for the development of a selection battery for a successful trauma debriefer. / AFRIKAANSE OPSOMMING: Trauma-ontlonting in die Suid-Afrikaanse Polisie diens word gedoen om Posttraumatiese Stresversteuring sover moontlik te voorkom. Trauma-ontlonters, wat uit sielkundiges, maatskaplike werkers en kapelane bestaan, word gebruik om die diens te lewer. Daar bestaan egter geen keuringsmodel vir die keuring van die traumaontlonters nie. Die literatuur en die praktyk het dit bewys dat nie alle professionele persone noodwendig effektiewe traumawerkers is nie. Die nodigheid het dus ontstaan om 'n bevoegdheidsprofiel van 'n suksesvolle ontlonter saam te stel en daaruit 'n keuringsbattery te ontwikkel. Alvorens 'n profiel saamgestel kan word, moet 'n posontleding gedoen word om inligting oor die bevoegdhede van die trauma-ontlonter te bekom. Vir die doeleindes van hierdie studie is die funksionele posontledingsmetode gebruik wat beskryf kan word as: "Who perform what action for what reason with what tools, equipment or job aid following what instruction." Om die inligting te bekom is van vraelyste aan ontlonters, vraelyste aan getraumatiseerde lede, kritieke insident metode en 'n fokusgroep gebruik gemaak. Hieruit is die trauma-ontlonter se posbeskrywing opgestel. Verder is inligting bekom oor bevoegdheidspotensiaal van 'n suksesvolle traumaontlonter. Dit behels kennis (kapasiteite) en persoonseienskappe (disposisies). Dit is ook uit die literatuur en vanaf onderwerpkundiges bekom. Tien ontlontersbevoegdhede is geïdentifiseer wat omskryf is en waarby die bevoegdheidspotensiaal ingeweef is. Vanuit hierdie profiel kan 'n keuringsbattery ontwikkel word.

<p>Perceptions of performance management in the South African Public Sector was characterised by high levels of unfairness owing to a bias in favour of those individuals that can write essays well. The essays would provide the evaluation team with an indication of the achievement of the individual as its relates to job performance, knowledge, insight, interpersonal relations and leadership qualities. Although the Performance Management system has changed from what was called the Performance Appraisal System to the Personnel Performance Management System that involves both supervisor and employee inputs, fairness perceptions remain unchanged. This study aimed to ascertain perceptions of fairness toward performance appraisals amongst public service raters and ratees on Level 1 to 12 who are subject to use the Personnel Performance Management System in the office of a public service organisation: National Department of Land Affairs Chief Directorate : Surveys and Mapping.</p>

Dissertation submitted in compliance with the requirements for the Master's Degree in Business Administration, Durban University of Technology, 2008. / The amalgamation of municipalities came into effect as a legislative requirement brought about a number of challenges for the local government. One such major challenge relates to the impact that these amalgamations will have on human resource practices of the various municipalities. Literature study reveals that during any merger or amalgamation, less attention is paid to the human element of a merger until the merger is almost complete. This lack of attention impacts negatively on the merger results. Like other municipalities, Ethekwini Municipality is a product of this legislative requirement. It was formed as a result of the amalgamation of different municipal entities that had different human resource practices. The problem facing eThekwini Municipality is the misalignment of human resources policies and their effect on the working environment. This study looks at the impact of this amalgamation on the human resources practices of the eThekwini Municipality. The sub-objectives of the study are: to ascertain employees' perceptions of amalgamation; to determine whether employees believe that the human resources' matters are handled in a manner that will bring about stability and equity in the workplace; and to establish whether different perceptions exist between employees of the former Durban Metro Central and those of the erstwhile entities. A stratified random probability sample of 150 employees was selected. The sample was drawn from 5 former entities that now form eThekwini Municipality, namely: Inner-west, Outer-west, Metro Central, North and South Operational entities. Using face-to-face interviews, employees were asked to complete a questionnaire. The results of the research revealed that there was generally a positive perception of the amalgamation process amongst employees. The study also revealed that different perceptions exist between the employees of the former entities and those of Metro central It is recommended that, during a merger, management should have detailed work plans. The plans should detail how the organization will deal with the structure of the organization, its people, culture, technology and processes. Secondly, management should consider a total reward system as opposed to total cost package. / M

武舉常科創自武曌（則天），長安二年（702）始設。歷後各朝，除元代不開武科，宋、金、明三代偶有停罷，武科相沿一千二百年，幾與文科相埒。職是之故，近世中國之造士與選士，於文科、儒學、儒經、文廟一系之外，另有武科、武學、武經、武廟一系。兩系雖各有輕重，然並駕駢行千餘載，交互制衡，以保政治之平穩暢達。 / 入關伊始，清廷即詔令因襲前明舊制，開設文武科考。自順治二年（1645）開科鄉試，至光緒二十七年（1901）正式廢除，清代武科持續運作二百五十餘年，幾與王朝相伴始終。清代武科之主要層級同於文科，皆始於童試，繼而鄉試、會試，終於殿試。各級武考中式者，亦相應得授武生員、武舉人、武進士出身。武科各級考試，均分別外場、內場進行，以外場試武藝，內場試文藝。錄取權衡時外場重於內場，外場技藝之中，馬、步箭及開弓又重於舞刀、掇石。 / 清代武科之制度設計及考試內容，延續中國歷代選士「文武合一」之一貫理想，然現實中卻文武殊途。清代武科之設計與運作，既體現旗民之別，八旗內部又有滿蒙與漢軍之別、京旗與駐防之別。武科之正面影響遠不及文科，然文武科考皆為常規掄才途徑，兩者所揭櫫清代政局大勢與掄才需求之變化，實際異曲同工。通過文武兩途考選，清代科考人才之宏觀佈局，呈現南方文風熾盛、北方技勇突出之特徵。武進士之初始授職，以皇宮侍衛及地方營、衛守備為主，然武科選途清初即病壅滯，實授遷轉甚難。 / 清廷之復武科，宣稱旨在遴選「干城之才」，以為「腹心之寄」。然武科內場考試，自乾隆朝廢止《四書》，嘉慶朝盡廢論、策之試，改為默寫《武經》，日漸形同虛設。武科士子之文化素養，亦日益下降。武科外場所試技藝，係屬展示表演，而非對抗實戰。而且，自乾隆間改試鳥槍之議被禁，外場各項冷兵器技藝考核陳陳相因，與實際戰局日漸疏離。職是之故，清代中期以降，武科越益頹化為授予功名之儀式與恩榮，而非掄才要徑、晉身要途。武進士初始授職之品級，雖遠較文進士為高，然武科出身之仕途前景與政治影響遠不及文科。更有甚者，武科內、外場不僅弊情嚴重，不少武科士子更危害一方，成為地方社會亂源，大悖設科初衷。 / 清代武科出身雖有功勳卓著、官居高位者，然究屬鳳毛麟角，且集中於清代初中期。整體而論，這套幾乎橫貫全國、縱跨全清之掄才制度，得材甚少。其對帝國整體軍事力量，亦鮮少實質促進。然武科之存續，仍有平衡文武、調劑滿漢之功用，清廷既可藉此驅策雙方、維持動態均勢，又可以之宣示恩典威權、籠絡地方。因此，清代武科雖然實效不彰，卻又相沿不輟。必至清末內憂外患之鉅變衝擊，始與文科相繼停廢。復因武科之影響遠不及文科，故廢除武科所致近代中國社會之震盪，亦不可與停廢文科同日而語。 / Established by Empress Wu in 702, the imperial military examination system lasted, albeit having been suspended in the entire Yuan dynasty and in part of the Song, Jin and Ming dynasties occasionally, for 1200 years, which was nearly as long as the period of existence of the imperial civil examination system. In effect, the military examination system, associated with military schools, military classics and military temples, functioned as a mechanism parallel to the civil examination and its related institutions (i.e., Confucian schools, Confucian classics and Confucian temples) for cultivating and recruiting talents in late imperial China. Although the two systems exerted influence in different degrees on the Chinese empire, they co-existed and managed to keep a balance between them for more than a millennium so as to contribute to the stable and smooth governance of traditional China. / The Manchu court, immediately after entering Beijing, decreed to resume the civil and military examinations by adopting the former Ming institutions. Since its restoration in 1645, the military examination system ran consecutively for more than 250 years until it was eventually abolished in 1901. The vertical levels of the military examination, which were the same as those for its civil counterpart, included Tongshi (examination for junior students), Xiangshi (provincial examination), Huishi (metropolitan examination), and Dianshi (palace examination). Candidates who passed examinations at different levels were conferred the corresponding status of Wushengyuan (military government students), Wujuren (military provincial graduates) and Wujinshi (military metropolitan graduates). At each level, the military examination consisted of the outer session for tests of martial arts and physical strengths and the inner session on military classics and literary abilities. As for selection criteria, the outer session often carried greater weight. Among the examination items for the outer session, mounted archery, standing archery and bow-drawing were more important than long-handled sword-brandishing and stone-lifting. / To integrate literary and martial competence, the long-standing ideal of talent-recruitment in traditional China, was also materialized in the Qing military examination. In reality, however, the civil and military tracks diverged remarkably from each other. The design and implementation of the military examination system evinced a clear distinction between banner people and commoners. Even within the Eight Banners, there were different arrangements for Manchus, Mongols and Han military bannermen, and for capital banners and provincial garrison banners as well. In terms of positive influence, the military examination system could not compare with the civil one. However, the vicissitudes of both the civil and military examination systems, as components of the mechanism for the recruitment of talents, reflected almost similarly the changes in political development and the correspondent needs for helps from social elites in Qing times. Under these two systems, the macro-spatial distribution of talented candidates in the Qing demonstrated that those from the south were versed in literary skills, whilst those from the north were excellent in martial arts. The initial position for a newly admitted military Jinshi was usually the imperial guard or mid-ranking officer in the local Green Standard Army. But the career prospects of the military degree holders started to dim as early as the beginning of the dynasty. The situation became increasingly difficult afterwards when promising appointments with promotion prospects were hard to come by. / The Qing court constantly claimed that the restoration of military examination aimed at nurturing able military talents to serve as reliable defenders of the empire. Yet after Emperor Qianlong cancelled the test on The Four Books and Emperor Jiaqing further replaced discourse essay composition with short paragraph writing of the military classics from memory, the inner session of the examination was gradually turned into something in name only. The result was an increasing decline of the overall literary level of the candidates. More problematically, the test of martial skills in the outer session of the examination was more on individual demonstrative performance than actual confrontational combat. And since Emperor Qianlong had banned the inclusion of musket as an item of examination in the outer session, the use of traditional cold weapons and relevant skills were tested repeatedly without substantial reform, making the examination further and further irrelevant to actual warfare. Thus after the mid-Qing era, the military examination degenerated gradually into something ceremonial and honour-endowing, rather than a key mechanism of talent recruitment. Despite the superior rankings of initial appointments, the subsequent career prospects and political influences of the military Jinshi were far less favorable than those of their literary peers. What further worsened the situation was the phenomenon that, apart from severe malpractice and corruption in the examination, many military degree holders even committed infamous deeds and thus became the source of unrests in local society, starkly betraying the original intention of the institution of imperial examination. / Cases of military degree holders who performed meritoriously in military and political realms did exist. They were nevertheless rare and mainly appeared during the first half of the dynasty. A holistic evaluation of the military examination system, which was operated spatially all over the empire and temporally nearly throughout the entire dynasty, nurtured few serviceable military talents. It could therefore hardly make significant contribution to the empire’s overall military strengths. Paradoxically, the military examination system did continue to function as an institution to balance the civil and military sectors, and Manchus and the Han, in terms of interest and power. In adopting it, the Manchu court could manipulate both sides and keep a dynamic balance between them, meanwhile bestowing favours on, declaring authority over, and winning the support of society. Therefore, the military examination system remained in operation although it did not work effectively as a due talent-recruiting institution. It was officially abrogated, shortly before the abolition of its civil counterpart, in the very late period of the Qing under the impact of a series of social upheavals and tremendous political changes, amid external military threats. As the influence of the military examination system could nowhere match that of the civil examination system, the abolition of the latter seemed to have brought a much bigger shock to Chinese society in transition to the modern era. / Detailed summary in vernacular field only. / Detailed summary in vernacular field only. / Detailed summary in vernacular field only. / Detailed summary in vernacular field only. / Detailed summary in vernacular field only. / 李林. / Thesis (Ph.D.) Chinese University of Hong Kong, 2014. / Includes bibliographical references (leaves 345-360). / Abstracts also in English. / Li Lin.

趙雨樂. / 複印本. / Thesis (M.A.)--香港中文大學. / Fu yin ben. / Includes bibliographical references (leaves 308-316). / Zhao Yule. / Thesis (M.A.)--Xianggang Zhong wen da xue. / Chapter 一 --- 緒論 / Chapter 二 --- 唐末五代三班官制之發展及其武官化趨勢 / Chapter (一) --- 唐代三班官制之形成過程 / Chapter (二) --- 五代三班官制之擴充下與軍制之接合現象 / Chapter (三) --- 五代三班之職責類別 / Chapter (四) --- 五代三班官武官化趨勢之總檢討 / Chapter 三 --- 五代宋初三班官之轉遷途徑－三班官軍職與使職性格初探 / Chapter (一) --- 五代宋初軍職與使職系統之內容 / Chapter (二) --- 三班官在使職與軍職二系統內之轉遷形態 / Chapter (三) --- 親軍系統逐漸確立下使職性格之凝固─宣徽院地位之轉變與三班院成立之背景 / Chapter 四 --- 宋初之三班官制及其改革 / Chapter (一) --- 宋初三班職名考實 / Chapter (二) --- 太祖、太宗前期三班官制之承襲與演變 / Chapter (三) --- 太宗後期三班官制之改革 / Chapter 五 --- 三班差遣之確立與帝王新興耳目之產生 / Chapter (一) --- 三班官階與差遣類目之關係 / Chapter (二) --- 三班官制改革下賤職觀念之強化 / Chapter (三) --- 三班親信功能之沒落與新興監察機構之出現 / Chapter 六 --- 結論 / 附表 / 唐末至宋初三班職名發展簡表 / 五代殿直與內殿直本班基層之發展簡表 / 五代三班結構完整下之職官簡表 / 殿前親軍與羽林軍之發展規律簡表 / 殿直軍吸納殿直本班之簡表 / 控鶴軍吸納控鶴本班之簡報 / 五代三班官各種職責簡表 / 五代三班官從事各種活動性質之統計總表 / 五代至宋初三班本班與軍、廂之轉遷關係表 / 五代至宋初諸司使職名之承襲與轉變簡表 / 《長編》卷八四、真宗大中祥符八年正月聖節、南郊恩蔭簡 / 表 / 《長編》卷一四五、仁宗慶曆三年十一月 （一至四品）恩蔭 / 簡表 / 《宋史》卷一六九、職官九、流外出官法簡表 / 《長編》所見宋代中期三班官與差遣類目之配搭關係表 / 北宋中期三班官階與差遣關係總表 / 徵引書籍及論文

Thesis. 1979. M.C.P.--Massachusetts Institute of Technology. Dept. of Urban Studies and Planning. / MICROFICHE COPY AVAILABLE IN ARCHIVES AND ROTCH. / Bibliography: leaves 170-176. / M.C.P.