This investigation examines the differences in perception of the role of staff-development trainer in organizations, a role identified as an emerging occupation, held by three professional groups. The focus is on sources of stress and strain in the job performance of the trainer. Purposes of the study are (1) to collect data from three coworker groups, administrators, directors of nursing, and trainers relative to the role of the trainer, (2) to examine differences in perception between the groups, (3) to examine the differences as potential sources of stress when viewed from the perspective of role theory, and (4) to delineate the role. This study indicates that knowledge about behavioral sciences and skill at interpersonal communications are important areas in both background and in personal qualities needed. Nurses and trainers widely perceive a lack of commitment to training by administrators. This relates to sources of strain in the role of trainer. There is a generally held expectation in the field that the role will grow in importance and scope.

Thesis (MTech (Business Administration))--Cape Peninsula University of Technology. / The paradigm shift from administrative to strategic Human Resource Management (HRM) has, arguably, necessitated the need for a more objective and quantitative HRM that shows how HRM interlinks with strategic organisational outcomes. Consequently, HR metrics, measurements and analytics can be tools, which can give HRM a status and position that is similar to other functional departments in organisations that provide numerical data. The purpose of this study was to explore HRM factors that are critical to determine strategic HR metrics. The purpose arose owing to documented scholarship, which argues that the current regime of HR metrics has no appeal to top management; is composed of too many metrics that are confusing; is suitable for traditional HRM; and does not give HRM a strategic status. The objective of the study was, therefore, to provide HR factors that link with strategic or organisational level outcomes and based on these factors, determine a metric that HR practitioners and top management can adopt as standard. The literature review had to be merged in a systems theory framework to develop the conceptual framework to start a grounded theory methodology. Within this methodology both secondary and primary data was collected and analysed. As part of its summary, the literature review included a meta study of prominent research on the HRM-firm performance relationship. The mini meta-analysis involved 27 studies whose mean coefficient of determination was calculated to show the strength of the variability in firm performance for which HRM accounted. This analysis revealed that HRM, on average, accounted for 31% of the variability in firm performance in the models that were used to investigate the relationship. An analysis was conducted of documents as part of a content analysis to collect secondary data, while questionnaires were used to collect primary data. The key finding was that the strategic HR factors are the HRM outcomes, namely employee engagement, commitment, satisfaction and embeddedness, while the HR metric that connects the HR factors and strategic outcomes is given as p=kH+c, where p is organisational performance, H are the HR factors, k is a constant of proportionality, and c is basic employee performance. It was also found that employee engagement had the most impact on organisational performance, relative to the other HR factors. As a result, the key recommendation made in this study is that organisations should use employee commitment, engagement, satisfaction and embeddedness to boost performance with special attention on employee engagement. The metric p=kH+c can be used to measure the level at which HR factors boost performance.

This study evaluated the recruitment and selection of educators in the Zambezi Education Directorate of Namibia. Its objectives were: (1) to investigate ways and means of facilitating the implementation of the Public Service Act (Act no. 13 of 1995) with regard to the recruitment and selection of educators in the Zambezi Education District of Namibia; (2) to assess the role played by environmental and contextual factors in the performance of officials responsible for recruitment and selection of educators in the Zambezi Education District of Namibia; and (3) to find out if there was a relationship between the high turnover of educators and the processes of recruitment and selection of educators during the period of the investigation. A qualitative research methodology was used to conduct the study. A sample of 21 participants was selected for the study. It was comprised of six officials from the division human resources management - responsible for receiving information about teachers needed in schools from the circuit offices and advertising vacant posts; six officials from division of professional services - responsible for ensuring that educators who are recruited possess the prescribed teaching qualifications and competences; two officials in management cadre - responsible for administrative and financial decisions on recruitment and selection of educators and ensuring that posts have been budgeted for before they are filled. Seven participants who were former employees of the Zambezi Education Directorate also formed part of the sample. The researcher used interviews to gather data from participants. He also consulted relevant official documents such as the Public Servant Staff Rules (PSSR), circulars and policies issued by the Office of the Prime Minister (OPM) the Public Service Act, (Act No. 13 of 1995) and the Education Act, (Act No. 11of 2000). The study found, among others, that some participants who were involved in the recruitment and selection processes were not aware of the relevant Recruitment and Selection Policy. The environment and the context in which the recruitment and selection policy was implemented created loopholes for inefficiency and ineffectiveness. Furthermore, the study found that there was a relationship between the turnover of educators and the processes of recruitment and selection of educators. Hence the study recommends various ways and means of improving the recruitment and selection process in the Zambezi Education Directorate.

Evaluating the use of human resource information systems (HRIS) by employees working in the human resource management (HRM) departments of the public universities in Saudi Arabia is one of the main aims of this project. Other researchers in this field have proposed several success models for HRIS use, and they are suitable for organisations working in the conditions and circumstances surrounding a particular region; however, they cannot be applied directly to Saudi organisations. Thus, it is very important to construct an HRIS use model for higher education institutions. In view of the weaknesses of other HRIS success models for the particular environment in Saudi Arabia, this study has integrated some incumbent factors into the DeLone and McLean HRIS success model to develop a new model that provides comprehensive insight into the most important factors affecting the issue of HRIS within the HR Departments of Saudi universities. This results in the development of a theoretical framework as a model to carry out the investigation into the impacts of various dimensions of the proposed model on the use of HRIS by employees. A mixed-method research design involving interviews and questionnaires was used to collect qualitative and qualitative data; analytical techniques along with SPSS20 were employed to analyse the data. The results obtained from the qualitative phase showed that there were six factors that affected the use of HRIS in the HR Departments of public universities: usefulness, a speedier decision-making process, system quality, ease of use, subjective norms (social and peer pressures), and the unification of systems. The impact of these dimensions on the use of HRIS was measured in the qualitative phase, showing the positive impact of system quality, service quality, and ease of use on the use of a system. Furthermore, the impact of HRIS on human resources (HR), based on performance and productivity, was investigated through interviews and surveys with the sample population. In general, it was found that HRIS have a significant and positive impact on the performance and productivity of the HR Departments of public universities in Saudi Arabia. This study’s main contribution is the successful development of an adoption model for the measurement of HRIS use in Saudi public universities, by taking into account the social elements that play an important role in the use of HRIS in Saudi Arabia. This is the first study of its kind that has been performed to measure the factors and map the strength of their relationship with the use of HRIS, user satisfaction and HRIS adoption.

M.Ed. (Educational Management) / Please refer to full text to view abstract

The environment in South Africa has changed dramatically with regard to health services during the past five years especially for state-funded hospitals in the public sector. At the Johannesburg Hospital the admittance of chronic patients has increased considerably over the past five years, thus increasing the workload for the physiotherapists. In spite of the increased workload the staff complement of the Physiotherapy Department has decreased from forty-one to eighteen staff members due to the severe budget constraints. This investigation was initiated to determine whether the department was operating optimally under present conditions, and what the major problem areas were. This document describes the methods used and results obtained during the investigation. Several known techniques such as the brainstorming and nominal group technique were used during the facilitation of workshops. Timesheets were completed over a six-month period and interviews were held with the personnel in the department. The approach followed with the statistical analysis of the timesheets was to use confidence intervals to compare the standard treatment times with the actual treatment times. Hypotheses testing were used to determine whether it would be possible to standardise on similar treatments in different treatment areas. The required capacity was calculated based on the amount of time spent on direct patient care by the physiotherapists during the six-month period of the investigation. Several major issues were identified during the workshops that need to be addressed. Important conclusions drawn were that there was indeed a shortage of staff in the physiotherapy department. It also became clear that standardisation of treatments in different treatment areas is not possible. There is a need for a recognition system and teambuilding exercises, which should have a favourable impact on the motivation of employees. A maintenance plan for equipment needs to be implemented and interdepartmental communication needs to improve. / Dissertation (MEng (Industrial Engineering))--University of Pretoria, 2006. / Industrial and Systems Engineering / unrestricted

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A thesis submitted in fulfilment of the requirements for the Degree of D.Litt in Communication Science, University of Zululand, 2004. / Human Resource Management has become one of the most discussed approaches to the practice and analysis of employment relationship in our modern society. In this thesis I present my recommendations that organisations will function more effectively and efficiently if the people who work in them are encouraged to develop professionally and to use that approach to undertake organisational tasks. Increasingly human resource management is being recognised as crucial, not only to the individual but also to the promotion of effective and efficient organisations. In this thesis I will focus on educational management in two ways — from the perspective of the individual and from the perspective of the organisation. Educational management is a diverse and complex range of activities calling on the exercise of considerable knowledge, skill and judgement by individuals, but its practice is dependent on the culture of particular organisational settings. I focus on this constant interplay between individual capability and organisational requirements, which make human resource management for educational managers both challenging and exciting. In this thesis I will examine how the concepts, skills and insights gained through professional development can be applied by educational managers to specific organisational tasks and systems. At best this thesis encourages school managers to ask questions about their own organisations and to develop their own solutions appropriate to their organisations. My research involves a mixture of theory and practical examples, which it is envisaged will spur students of learning and educational managers to apply and refine in the future. In the final phase of my research I reveal how the concepts, skills and insights gained through professional development can be applied bv educational managers to specific organisational tasks and systems in the effective use of human resources.

The desire to make the study reported in this paper came from four recent developments in the area of human relations as they apply to educational leadership. First, the writer was asked to participate in the Annual Supervisors Conference held in Gainesville in January 1953, in which he was a member of the group working cooperatively with the Florida Committee of Southern States Work Conference studying supervision. Originally, the statement of purpose was "How Principals and Supervisors can work together for more effective instructional leadership." Second, at the 1953 study conference of the Association for Childhood Education International held in Denver there were fourteen separate groups devoted to the study of "Human Relations in the Education of the Child." Third, a survey of the educational periodicals for the nine years just past shows a pronounced increase in the recognition that human relations is a major concern of schools today. Fourth, there has been an increasing awareness on the part of the writer that herein lies the solution to many of the misunderstandings and conflicting philosophies that are barriers to the progress in education. The limitations of this paper are: first, that it will emphasize human relations in principal-staff relationships and mention other phases of the school program only as they relate directly to the major emphasis; second, that it is a study of the literature only, together with an analysis of the writer's personal experience as a teacher and principal. However, it is hoped that the principles presented will be applicable to all relations with individuals in similar situations. / Typescript. / "August, 1953." / "Submitted to the Graduate Council of Florida State University in partial fulfillment of the requirements for the degree of Master of Science." / Advisor: Mildred E. Swearingen, Professor Directing Paper. / Includes bibliographical references (leaves 52-54).

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