This study investigated the perceptions of public school educators and Federal Government engineers in the Central Florida area to determine their self-perceived current and desired career stages (Dalton, Thompson and Price, 1977). The influences of age, education and tenure variables on these perceptions and on the employee's preference for a technical or managerial career track were also examined. The rationale for the study is based upon findings in the literature which indicate that both occupations are experiencing motivation and retention problems caused by the requirement to leave classrooms or technical engineering positions and enter management ranks in order to gain promotions. Questionnaires were used to collect information on the four career stages (apprentice, colleague, mentor, sponsor), demographic data and career track preferences. The data indicated that a higher percentage of engineers than educators perceived that they work in apprentice and mentor positions in their organizations. Engineers reported a desire to ultimately achieve a mentor position while educators aspired to be colleagues. Older engineers perceived themselves as mentors while educators as a group perceived themselves as colleagues regardless of age. Analyzed by tenure, engineers with 15 or more years experience perceived themselves in a mentor position. Educators perceived themselves as colleagues regardless of their experience after 5 years. Engineers holding a bachelor's or master's degree perceived themselves as working in and desiring higher career stages than did educators with those same credentials. Both educators and engineers who perceived themselves as working in an apprentice or colleague position indicated a preference for a technical career track. Those who perceived themselves as working in a mentor or sponsor position indicated a preference for a managerial career track. It was recommended that additional research on career stages be undertaken in other occupations to determine if similarities exist and that practioners begin to define and include current and desired career stage perceptions in personnel profiles to permit more effective training development and succession planning.

Магистерская диссертация состоит из введения, двух глав, заключения, библиографического списка, приложений. В теоретической части представлены основные понятия, изучен современный опыт формирования системы управления персоналом в условиях удаленной занятости в IT-компаниях. В практической части описывается общая характеристика исследуемой организации, проведено исследование системы управление персоналом в условиях удаленной занятости на предприятии. На основе полученных данных разработаны рекомендации по совершенствованию системы управления персоналом в условиях удаленной занятости в компании. В заключении подведены итоги в соответствии с поставленными задачами. / The master's thesis consists of an introduction, two chapters, a conclusion, a bibliography, and appendices. The theoretical part presents basic concepts and studies the modern experience of forming a personnel management system in conditions of remote employment in IT companies. The practical part describes the general characteristics of the organization under study; a study of the personnel management system in conditions of remote employment at the enterprise was conducted. Based on the data obtained, recommendations were developed for improving the personnel management system in conditions of remote employment in the company. In conclusion, the results are summed up in accordance with the objectives.

The case study method is an important tool in modern science, as it allows you to immerse yourself in the object or phenomenon being studied, identify important factors and patterns, and develop practical recommendations based on the results obtained. Case studies allow researchers to better understand and explain complex phenomena and problems, and provide a basis for the development of new theories and models. The master's research confirms the effectiveness of using the case study method as a tool for studying personnel management problems in an enterprise, and the use of situational games in the personnel selection process, which allows more accurately assessing the skills, knowledge and abilities of candidates in real work situations, which reduces the risk of erroneous selection and increases success of candidates in a new position. Therefore, as recommendations, the author proposed algorithms for using the case study method in personnel management practice, both to study problems in the labour sphere of an enterprise and to increase the efficiency of the personnel selection process; it is recommended to introduce situational games that simulate real situations and test the key skills and abilities of candidates. / Метод кейс-стади является важным инструментом в современной науке, так как позволяет погрузиться в изучаемый объект или явление, выявить важные факторы и закономерности, а также разработать практические рекомендации на основе полученных результатов. Кейс-стади позволяет исследователям более глубоко понять и объяснить сложные явления и проблемы, а также создать основу для развития новых теорий и моделей. Магистерское исследование подтверждает эффективность использования метода кейс-стади как инструмента исследования проблем управления персоналом на предприятии, так и применения ситуационных игр в процессе подбора персонала, позволяющих более точно оценить навыки, знания и способности кандидатов в реальных рабочих ситуациях, что снижает риск ошибочного выбора и повышает успех кандидатов на новой должности. Поэтому в качестве рекомендаций автором предложены алгоритмы применения в практике управления персоналом метода кейс-стади как для изучения проблем в трудовой сфере предприятия, так и для повышения эффективности процесса подбора персонала рекомендуется внедрение ситуационных игр, имитирующих реальные ситуации и проверяющих ключевые навыки и способности кандидатов.

My goal in this research was to identify the reasons for the turnover of police officials in the Amhara National Regional State of Ethiopia in order for the Amhara National Regional State Police Commission to retain a greater number of police personnel in future. A further purpose was to share and introduce a number of important reasons for turnover, namely poor salary, low emphasis by government, risk of work in policing, hardship of policing, lack of extra pay for extra work, unfair decisions and unequal treatment, tentativeness of the rules and regulations, lack of an incentive/reward system, unfair transfer and lack of transfer, lack of promotion, lack of respect for policing on the part of the community, lack of participation in decisions, inadequate equipment, and lack of and unfair educational opportunities. The research describes to what extent the poor salary and low emphasis on policing by the government influence turnover. It clearly portrays the emphasis placed by all respondents on these two factors in particular. Finally, this research explains the responsibility of police management structures to establish and maintain diversified management situations so that relatively safe and agreeable conditions pertain at all levels of the police service and in all areas of the work of an official. Therefore, the researcher hopes that the senior management of the Amhara Police Commission will recognise the seriousness of the problem of turnover and will improve the internal management of the organisation in the interests of all inhabitants of the region. / Police Practice / M. Tech. (Policing)

The Performance Management System (PMS) has been introduced in the South African public service with the intentions of monitoring, reviewing, assessing performance, developing underperformers, and recognising and rewarding good performance. This study was undertaken as an attempt to investigate whether the PMS of the Department of Local Government and Housing (DLGH) in the Limpopo Province contributes to the improvement in departmental productivity. The literature review undertaken in this study shows that there is a general poor understanding of PMS in the public service and in the DLGH in particular. It (the literature review) further establishes that there are several challenges that hinder the effective implementation of a PMS in the public service. Other findings of the study include that there is a challenge of biased ratings (subjective assessment), and a setting of unrealistic performance targets which are unrealisable by employees. The foregoing justifies the reasons why productivity levels are not always realised and targets not achieved by the DLGH. The main finding of the study is that, although it plays a significant role in the improvement of productivity, the PMS has not contributed to the improvement of productivity of the DLGH in the Limpopo Province. The main recommendation on the basis of this finding is that there should be a regular and thorough training of officials within the DLGH about the PMS and how it influences productivity. Other additional recommendations include, inter alia, that the Departmental Moderating Committee should demand verifiable evidence to justify a higher rating during quarterly assessments, and that punitive/disciplinary measures be taken against those who do not comply with the provision of the PMS policy, particularly failure to submit performance instruments. / Public Administration / M Admin. (Public Administration)

Text in English, summary in English and Afrikaans / Acculturation refers to a culture change as a result of continuous and firsthand contact between the minority culture and the majority culture. Through urbanization, the black person is exposed to the Western culture by means of integrated workplaces, schools and neighborhoods. During the acculturation process, distinct changes occur within the individual on interpersonal and intrapersonal levels. Self-actualization is a familiar concept in the Humanistic paradigm and refers to the notion of living to one's full potential in order to become the kind of individual one wants to be. This research aims to investigate the impact of acculturation on the level of self-actualization of black personnel practitioners. A sample of 218 black personnel practitioners was used, consisting of an equal number living in urban and rural areas. The results of this introductory study indicated that urbanized black personnel practitioners show a higher level of self-actualization than respondents residing in rural areas. / Akkulturasie verwys na 'n kultuurverandering as 'n uitvloeisel van deurlopende en eerstehandse kontak tussen die minderheidskultuur en die dominante kultuur. Deur verstedeliking word die swart persoon blootgestel aan die Westerse kultuur, asook deur integrasie in die werkplek, skole en woongebiede. Gedurende hierdie akkulturasieproses vind daar definitiewe veranderinge plaas in individue op inter- en intrapersoonlike vlak. Selfaktualisering is 'n bekende konsep in die Humanistiese paradigma en verwys no die strewe van 'n individu om sy volle potensiaal te bereik en daardeur die persoon te word wat hy graag wil wees. Hierdie navorsing het ten doel om die invloed van akkulturasie op die vlak van self-aktualisering van swart personeelpraktisyns te ondersoek. 'n Steekproef van 218 swart personeelpraktisyns is gebruik waarvan gelyke getalle woonagtig is in stedelike en landelike gebiede. Die resultaat van hierdie voorlopige ondersoek toon dat verstedelikte swart personeelpraktisyns 'n hoer vlak van self-aktualisering toon as respondente wat in landelike gebiede woon. / Industrial & Organisational Psychology / M. Comm. (Industrial Psychology)

Text in Afrikaans / The being, nature and importance of organisational climate as well as the role of the educational manager in this regard is described. A study regarding cultural differences in the South African milieu was conducted. A pilot study preceded the qualitative, empirical survey for which a questionnaire was designed. Interviews with principals and staff members of different cultural groups were conducted at a primary, secondary and tertiary educational institution. The data is described, analysed and interpreted. Results indicated that a closed organisational climate prevailed at the majority of educational institutions in South Africa with multi-cultural staff. Guidelines for the appointment, training and development of educational managers are given. It is recommended that applicants for educational manager posts are to be selected according to psychometric tests. Current educational managers should be trained with reference to the creation of organisational climate. Management principles, management style, leadership and cultural sensitivity should be addressed. / Na aanleiding van 'n literatuurstudie is die wese, aard en belangrikheid van organisasieklimaat asook die rol van die onderwysbestuurder in die verband beskryf. 'n Literatuurstudie in verband met kultuurverskille in die Suid-Afrikaanse milieu is onderneem. 'n Loodsstudie is gedoen. 'n Vraelys is antwerp vir 'n kwalitatiewe, empiriese ondersoek. Onderhoude is by 'n primere, sekondere en tersiere onderwysinstansie met drie hoofde en elf personeellede van verskillende kultuurgroepe gevoer. Die data is beskryf, geanaliseer en gei"nterpreteer. Daar is gevind dat 'n geslote organisasieklimaat by die meerderheid onderwysinstansies in Suid-Afrika met multikulturele personele heers. Riglyne is verskaf vir die aanstelling, opleiding en ontwikkeling van onderwysbestuurders. Daar word aanbeveel dat aansoekers vir onderwysbestuursposte na aanleiding van psigometriese toetsing gekeur word. Huidige onderwysbestuurders meet indiensopleiding en ontwikkelingsgeleenthede ontvang ten opsigtevanorganisasieklimaatskepping metverwysingnabestuursbeginsels, bestuurstyl, leierskap en kultuursensitiwiteit om hulle toe te rus vir hulle moeilike taak. / Educational Leadership and Management / M. Ed. (Onderwysbestuur)

Submitted in fulfilment of the requirements of the Degree of Doctor of Technology: Business Administration, Durban University of Technology, 2011. / The purpose of the research is to identify key factors influencing employee retention in the South African national government departments as a guide towards developing effective employee retention strategies. The research was conducted in three phases. For the determination of employee turnover rates and benchmarks, 33 national departments were classified into three homogenous subgroups with respect to their number of employees (Phase one). Thereafter the employee turnover rates for each department and benchmarks for each subgroup were determined (Phase two). These employee turnover statistics were analysed for all 33 national departments in the three subgroups and used as guidelines for the selection of cases for the multiple case (Phase three). Four departments were selected from each subgroup for the case study where selection was based on a department‟s turnover rate relative to the benchmark rate. These departments participated in a cross sectional survey. The data from the survey was analysed both quantitatively and qualitatively. The analysis confirmed a significant relationship between employee turnover rates and responses for the combined subgroups of selected small, medium and large departments. Significant relationships were also observed for the subgroups of small and large departments. Employee turnover has a significant impact on business performance primarily due to the fact that it takes too long to fill vacant posts together with uncompetitive salary scales and the lack of skilled candidates. Further, the lack of human resourcing strategies, recruitment difficulties, problems related to monitoring and measuring of employee turnover and employee retention difficulties were important issues that influence employee retention. Future research on knowledge and systems for managing employee turnover is recommended.

Submitted in fulfillment of the requirements for the Degree of Master of Technology: Human Resources Management, Durban University of Technology, 2013. / The research investigation focused on performance appraisal policy and its impact on employee performance in Guaranty Trust Bank in Nigeria. The aim of the study was to ascertain the extent to which the performance appraisal policy at Guaranty Bank contributed to employee performance. Arising out of the performance appraisal reviews, an important finding revealed that the training which employees received resulted in improved job performance. The performance appraisal reviews also showed that when feedback reports were effectively used they consequently improved employee performance. The research design was quantitative in nature and a closed ended structured questionnaire was used to gather the primary data. The survey method was used for all the employees of Guaranty Trust Bank in Nigeria. The questionnaire was administered to all 150 target respondents using the personal method and a high response rate of 100% was obtained. The data gathered were analyzed using the Statistical Program for Social Sciences (SPSS) for the statistical tests. The initial analysis involved the use of descriptive statistical tools. The main findings revealed that employee participation in the performance appraisal was generally high and this increased job satisfaction and enhanced employee performance. The results also revealed that manager-subordinate interaction was very cordial and this boosted employee performance. Moreover, the majority of respondents preferred performance appraisal to be used regularly for career pathing in the organization. The study recommends a set of guidelines which could be used in improving the current performance appraisal policy and further boost employee performance. The study concludes with directions for future research.

Thesis (MBA)--Stellenbosch University, 2005. / ENGLISH ABSTRACT: Workplaces around the world have recently experienced a wide variety of formal and informal changes in the organisation of work. The pace of change appears to have accelerated since the early 1990's with increased organisational restructuring efforts. New forms of work organisation, popularly labeled "high performance work systems' are reported in the academic and business literature. These workplace systems are characterised by more flexible job designs and work arrangements, team/group work, performance related compensation, greater information sharing and employee involvement in decision-making and cooperative labour-management relations to foster a participative enterprise culture. The general objective of the study is to define the work, organisational culture and human resources management processes and practices that will enable an organisation to make it's human capital the differentiating factor compared to it's competitors or similar organisations in the same industry. The research design consists of a literature study and the formulation of a strategy and implementation plan to transform the leadership behaviour and organisational culture of the organisation, based on experience with the implementation of leadership and culture interventions described in the literature. A clinical-descriptive approach was followed with data being collected to enable the researcher to propose a process to implement a high performance culture in the organisation. Recommendations for further research are made. / AFRIKAANSE OPSOMMING: Die werksomgewing het verskeie veranderinge ondergaan in die afgelope jare. Dit wil voorkom asof die tempo van verandering versnel sedert die begin van die 1990's met 'n toenemende aantal organisasie-herstrukturering wat plaasvind. Nuwe vorme van werksplekherstrukturering, onder 'n populere beskrywing van "hoogs presterende werksplekstelsels", word rapporteer in die bestuurs- en akademiese literatuur. Hierdie werksplekstelsels word gekenmerk deur meer buigsame posbeskrywings en samestelling van posinhoud, groter klem op die deel van inligting oor alle vlakke in die organisasie, groter werknemer betrokkenheid in die neem van besigheidsbesluite, asook samewerkende verhoudings tussen georganiseerde arbeid en die bestuur van die organissasie wat lei tot 'n meer deelnemende organisasie kultuur. Die doelstelling met hierdie studie is om die werkspraktyke, organisasie kultuur en mensbestuurpraktyke te definieer wat 'n organisasie in staat kan stel om sy menskapitaal te kan omskep in 'n onderskeidende element, in term van organisasie prestasie, in vergelyking met kompeterende maatskappye in dieselfde industrie. 'n Kwalitatiewe navorsingsontwerp is gebruik om verskeie klimaatstudies wat reeds binne die organisasie gedoen is, te ontleed en aan die hand van die literatuurstudie, is 'n voorstel gemaak van 'n implimenteringsprogram om die leierskap-gedrag en organisasie kultuur in die organisasie te verander. Aanbevelings vir toekomstige navorsing word aan die hand gedoen.