by Chan Miu Fan, Shiu Man Ping, Gabri. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1996. / Includes bibliographical references (leaves 66-68). / ABSTRACT --- p.i / TABLE OF CONTENTS --- p.ii / Chapter / Chapter 1. --- INTRODUCTION --- p.1 / Chapter 2. --- LITERATURE REVIEW --- p.3 / Chapter 2.1 --- Definitions of Competency --- p.3 / Chapter 2.2 --- Differences between the American and British Competency Models --- p.5 / Chapter 2.3 --- Relations to Human Resources Management --- p.7 / Chapter 2.4 --- Identification of Competency --- p.10 / Chapter 3. --- METHODOLOGY --- p.13 / Chapter 4. --- INTERVIEW RESULTS --- p.14 / Chapter 4.1 --- Hang Seng Bank Limited --- p.14 / Chapter 4.2 --- Hong Kong and Shanghai Banking Corporation (HongkongBank) --- p.18 / Chapter 4.3 --- Mass transit Railway Corporation (MTRC) --- p.20 / Chapter 4.4 --- Saville & Holdsworth Limited (SHL) --- p.23 / Chapter 5. --- DISCUSSION --- p.25 / Chapter 5.1 --- Recruitment and Selection --- p.25 / Background --- p.25 / Application in General --- p.27 / Case Illustration --- p.29 / Areas of Concern --- p.30 / Chapter 5.2 --- Succession Planning --- p.33 / Background --- p.33 / Application in General --- p.34 / Case Illustration --- p.34 / Areas of Concern --- p.35 / Chapter 5.3 --- Training and Development --- p.37 / Background --- p.37 / Application in General --- p.38 / Case Illustration --- p.41 / Areas of Concern --- p.42 / Chapter 5.4 --- Performance Appraisal --- p.44 / Background --- p.44 / Application in General --- p.45 / Case Illustration --- p.46 / Areas of Concern --- p.48 / Chapter 5.5 --- Reward Management --- p.50 / Background --- p.50 / Application in General --- p.51 / Case Illustration --- p.52 / Areas of Concern --- p.52 / Chapter 5.6 --- Controversies of the Competency Model --- p.54 / Chapter 5.7 --- Conclusion --- p.57 / Chapter 6. --- SUMMARY --- p.59 / APPENDIX --- p.61 / BIBLIOGRAPHY --- p.66

Thesis (M. Soc. Sc.)--University of Hong Kong, 1982.

published_or_final_version / Public Administration / Master / Master of Social Sciences

Thesis (Ph. D.)--University of Wisconsin--Madison, 1963. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Thesis (M.B.A.)--University of Hong Kong, 1997. / Includes bibliographical references (leaf 59).

Thesis (M.Soc.Sc.)--University of Hong Kong, 1982. / Also available in print.

Thesis (doctoral)--Maastricht School of Management, 2005. / Includes bibliographical references (leaves 125-140).

It came to the attention of the Researcher that there is a lack of communication between the management and the personnel in most of the workplaces that could lead to the achievement of common objectives as set out by the organisation. Therefore this study mainly focused on the poor standards of communication within the workplace between management and subordinates. The Department of Agriculture, Conservation, Environment and Rural Development (DACE & RD), Mmabatho Chief Directorate was identified as the population for this study. Permission was then sought from the Head of the Department to use this Chief Directorate as a study population. A total group of seventy (70) out of two hundred and seventy-eight (278) employees were given questionnaires to complete, and only fifty-one (51) well completed forms were returned and analyzed by the researcher. The views of the respondents were obtained through this method. The study reflected different views of the respondents starting from the demographic data, educational background, occupation and the different opinions regarding the topic. The demographic data assisted the researcher in knowing the background of the respondents. The results of the study show that different employees have got different viewpoints regarding the flow of communication with in their work environment. The findings from this research show that most of the respondents have indicated that there is no effective communication in this department. They further show that effective internal communication, leadership and employees seem to be three crucial aspects of critical importance for the potential success of any organisation or government department. / Thesis (M.A.(Communication) North-West University, Mafikeng Campus, 2011

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