published_or_final_version / Business Administration / Master / Master of Business Administration

This qualitative study critically analyzes the extent to which the Career Pathing Policy (2006) of the Msunduzi Municipality reflects the requirements of the national government frameworks. The study further explores the parallels between the Msunduzi Municipality's experience of drafting a Career Pathing Policy (2006) and international experiences. International experiences were used to explore similarities and differences with a view to draw conclusions about the Msunduzi Municipality's Career Pathing Policy's (2006) potential for success. The international experience shows that career pathing is not a new phenomenon. Various organizations both in the public and private sector have embarked on career pathing projects, influenced by very similar issues experienced by the Msunduzi Municipality. The study further critiques the proposed implementation strategy of this policy. In so doing, it explores how the policy was created and assesses the likelihood of its failure or success in the light of the public policy theories, organizational context itself and the national government's legislative requirements on career pathing. The study established that the level of public participation was minimal during the policy making process; thus jeopardizing the final policy document and effective involvement of role players at the implementation stage of the policy. The study concluded that the implementation strategy of the Career Pathing Policy (2006) is weak in the light of the public policy theory, international experience and the organisational context. Indeed recommended polices need to be developed, resources allocated, interdepartmental relations strengthened and care taken that all the stakeholders understand and declare their support for the policy. Recommendations are offered as to the likelihood of the successful implementation of the Career Pathing Policy (2006) in the Msunduzi Municipality. / Thesis (M.Soc.Sc.)-University of KwaZulu-Natal, Pietermaritzburg, 2007.

Dissertation submitted in compliance with the requirements for the Masters Degree in Technology: Technikon Natal, Durban, 2000. / The aim of this investigation is to establish the relationship between the Activity and Impact .training approaches in selective South African food manufacturing companies in order to establish which training approach makes the greatest contribution to a Total Quality Management implementation strategy. The main characteristics of these two training approaches are the following: In the Activity training approach the focus is on individual training requirements. Here the trainee and/or the line supervisor subjectively identify individual training requirements (training needs). Furthermore, this approach has no conclusive form of evaluation being conducted, especially to determine whether the knowledge and skills gained during the training course has been transferred to the trainee's working environment Impact training focuses on results-orientated training aimed at meeting the needs of the organisation by providing employees with relevant knowledge and skills to improve their performance. The work environment is seen as an extension of the training programme enabling both the Human Resources Department (Training and Development Department) and the line manager to work in joint collaboration when measuring the trainees' performance in a practical environment A self-designed questionnaire was used to determine whether the selected sample population (n=171) follows an Activity or an Impact training approach when implementing a Total Quality Management strategy. The research revealed three pertinent findings: Firstly, Total Quality Management programmes implemented within the South African food manufacturing industry characterise both the Activity and the Impact training approaches. / M

Approved for public release; distribution is unlimited / The quality of software management in a development project is a major factor in determining the success of a project. The four main areas in which a software project manager can affect the outcome of a project are people management, requirements management, estimation/planning management and risk management. People management is the management area with the highest influence on project success. In this thesis a quality management metric (QMM) was evaluated with respect to its conformance with an established people capability maturity model (P-CMM). The survey elements of the QMM were mapped to the processes described in the maturity model. The analysis indicates a high level of conformance of the QMM with the P-CMM. The results of applying the QMM can be used to characterize the quality of software management. Based on the correlation of QMM survey elements to processes of the maturity model, the results can then be used to identify processes that need improvement to increase the likelihood of program success. Future work includes further refining and assessing the QMM. As new models in the field of software development management evolve, the QMM will need to be re-evaluated with respect to these new models. / Commander, German Navy

M.Inf. / This study was conducted within the context of human resources management. The empirical investigation involved nine provincial library and information services. A questionnaire was sent to nine directors with the purpose of investigating how provincial library services have changed to accommodate needs of diverse human resources. The aims of the research were to explore the perceptions managers have on differences brought by diverse cultural backgrounds, and how they have aligned management practices to suit the changed needs. It was found from the empirical research that most of the managers are aware of the changes that have to take place, but very little has been done to address changes in a constructive, organised manner. Recommendations are made on specific areas that need to be addressed, with a view to efficiently manage employees who come from different cultural backgrounds.

by Fong Chi-leung Sunny & Tang Chak-kin. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1994. / Includes bibliographical references (leaves 85-88). / ABSTRACT --- p.ii / TABLE OF CONTENTS --- p.iv / LIST OF TABLES --- p.vi / LIST OF ILLUSTRATION --- p.vii / ACKNOWLEDGEMENTS --- p.viii / CHAPTER / Chapter I. --- INTRODUCTION --- p.1 / Characteristics of the China Labour Market --- p.1 / Problems Encountered by Foreign Companies in PRC --- p.2 / Challenges to Human Resources Practitioners in China --- p.3 / Objectives of the Project --- p.4 / Chapter II. --- METHODOLOGY --- p.7 / Target Population --- p.7 / Research Process --- p.9 / Structure of the Questionnaire --- p.9 / Chapter III. --- LEGAL FRAMEWORK OF LABOUR MANAGEMENT IN CHINA --- p.11 / National Laws and Regulations --- p.11 / Provincial Regulations --- p.13 / SEZ Regulations --- p.13 / Enforcement of Law --- p.15 / Chapter IV. --- CURRENT PERSONNEL PRACTICES - RESEARCH FINDINGS --- p.16 / Establishment of the Personnel Function --- p.16 / Job Analysis --- p.16 / Recruitment --- p.17 / Promotion Policy --- p.20 / Remuneration & Benefits --- p.21 / Performance Management --- p.25 / Employee Communications & Welfare --- p.26 / Training & Development --- p.27 / Role of the Personnel Department --- p.29 / Chapter V. --- PROBLEMS & ISSUES --- p.30 / Role of Personnel --- p.30 / Market Intelligence --- p.31 / Recruitment --- p.33 / Salary Increase --- p.37 / Benefits Policy --- p.38 / Training & Development --- p.39 / Attitude of the China Government --- p.40 / Mentality of People --- p.42 / Labour Relations --- p.43 / Chapter VI. --- COMPARISON WITH HONG KONG PERSONNEL PRACTICES --- p.44 / General --- p.44 / Job Analysis --- p.45 / Recruitment --- p.45 / Localisation Policy & Brain Drain --- p.47 / Remuneration & Benefits --- p.48 / Employee Relations & Welfare --- p.50 / Role of Personnel Management --- p.53 / Chapter VII. --- RECOMMENDATIONS AND CONCLUSION --- p.55 / Role of Personnel in PRC Business --- p.55 / Market Intelligence --- p.56 / Close Relationship with Relevant Parties --- p.57 / Targeted Selection --- p.57 / Remuneration --- p.58 / Housing Benefits --- p.60 / Training & Development --- p.62 / Performance Management --- p.64 / Labour Relations --- p.64 / Conclusion --- p.65 / APPENDICES --- p.68 / Chapter I --- LIST OF TARGET COMPANIES --- p.68 / Chapter II --- QUESTIONNAIRE --- p.69 / Chapter III --- COVER LETTER --- p.83 / Chapter IV --- MAIN BODY OF NATIONAL LEGISLATIONS --- p.84 / BIBLIOGRAPHY --- p.85

by Yu Chi-wan, Yusuf. / Thesis (M.A.Ed.)--Chinese University of Hong Kong, 1989. / Bibliography: leaves 142-144.

by Mo Ka-Keung, Loar, Yuen Wai-Yiu, Elza. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1996. / Includes bibliographical references (leaves 71-73). / ABSTRACT --- p.ii / TABLE OF CONTENTS --- p.iii / LIST OF FIGURES --- p.iv / ACKNOWLEDGMENT --- p.v / Chapter / Chapter I --- INTRODUCTION --- p.1 / Background --- p.1 / Objective --- p.3 / Chapter II --- LITERATURE REVIEW --- p.4 / Chapter III --- METHODOLOGY --- p.7 / Chapter IV --- ANALYSIS & RESULTS --- p.10 / Chapter V --- CONCLUSION --- p.27 / Discussion --- p.27 / Survey by Questionnaire --- p.27 / Linking Findings to Theory --- p.28 / Encouraging Opinions --- p.29 / Major Concern Areas --- p.30 / Other General Opinions --- p.33 / Summary --- p.34 / Chapter V --- RECOMMENDATION --- p.35 / APPENDIX --- p.41 / BIBLIOGRAPHY --- p.71

Peiguan Wu. / Thesis (Ph.D.)--Chinese University of Hong Kong, 1998. / Includes bibliographical references (p. 73-89). / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Mode of access: World Wide Web.

International joint ventures (IJVs) represent a tripartite relationship in which the senior management of IJVs, local and foreign partners, may have different objectives. The divergence of interests and goals is acute given the volatile context of China. Agency theory specifies that control mechanisms could be designed to align the interests of the agents with their principals. Management control literature has suggested four major control mechanisms on human resources aspects: behavior-oriented control, outcome-oriented control, input control and self-control. / The effects of self-control on achieving financial goals are also adversely affected by the divergence of goals between partners. Lastly, trust between partners contributes positively to the achievement of both financial and non-financial goals of IJVs when the senior executives are highly experienced. Trust can also enable the partners to overcome the difficulties encountered when relying heavily on local raw material supplies. / The main theme of this research is to find out how the four control mechanisms designed for IJV senior executives could be adapted to different contextual environments facing IJVs in China in order to enhance the performance of IJVs. The role of trust is also introduced as another form of control because of the relationship-oriented nature of Chinese society. For IJVs, and the IJVs in China in particular, studies of different types of control mechanisms have not been popular. Studies linking such mechanisms with particular situations facing IJVs in China are even fewer. / Through the empirical study of 300 manufacturing IJVs and 178 Chinese parent companies located in Beijing/Tianjin, Shanghai and Guangzhou, behavior control was found to produce a positive effect on performance of those IJVs relying heavily on local raw material supplies. If the partners are culturally distant from each other, behavior control may not be appropriate. Conversely, the financial performance of IJVs is more sensitive to behavior control when their senior executives are highly experienced. / When the goals of the partners are widely divergent, outcome control may help secure better financial results. For IJVs targeting local markets, outcome control would not be appropriate in achieving financial aims. Meanwhile, input control is strongly and directly related to the achievement of both financial and non-financial objectives of IJVs. However, the effects on financial results would be dampened by the divergence of goals between partners. / Ng Wai-kit, Paul. / "May 2000." / Advisers: Mee-kau Nyaw; Chung-ming Lau. / Source: Dissertation Abstracts International, Volume: 61-08, Section: A, page: 3255. / Thesis (Ph.D.)--Chinese University of Hong Kong, 2000. / Includes bibliographical references (p. 206-221). / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Electronic reproduction. Ann Arbor, MI : ProQuest dissertations and theses, [200-] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Electronic reproduction. Ann Arbor, MI : ProQuest Information and Learning Company, [200-] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Abstracts in English and Chinese. / School code: 1307.