Thesis (MPA)--University of Stellenbosch, 2011. / ENGLISH ABSTRACT: The dawn of the new South Africa, with the election of the first democratically elected government in 1994, provided a huge service delivery challenge to the public service. Delivery challenges included, the different own affairs services that had to be amalgamated into one public service, matters of transformation, with regard to representivity of all race groups in government, and to reduce the huge backlog of access to public services to millions of South Africans previously excluded. Notwithstanding various initiatives by government through legislation and policies, to support the public sector in developing necessary skills and competencies of public servants for the improvement of service delivery, there is currently massive dissatisfaction from citizens regarding government's inability to provide basic services. Research will prove that the “traditional manner” of skills development initiatives cannot alone assists public servants to improve their skills and competencies to allow government to deliver on its mandate to provide minimum services to its citizens. Furthermore the research will prove that the concept of the “learning organisation (LO)” or alternatively “organisational learning (OL)”: Can support the “traditional” training and development methods to improve the skills levels of public servants to deliver on the mandate of government ; Is a planned intervention which must be supported from management as change agents ; Benefit employees more from this approach to learn ; Must be supported by a change of the organisational culture, information and knowledge management and the appreciation of individual knowledge and experience. / AFRIKAANSE OPSOMMING: Met aanbreek van die nuwe Suid-Afrika in 1994, na die nuut verkose eerste demokratiese regering, is groot uitdagings ten opsigte van dienslewering aan die openbare sektor gestel. Hierdie uitdagings sluit onder andere in die verskeie eie-sake administrasies wat geamalgameer moes word, hervormingsaangeleenthede soos om verteenwoordiging van alle rasse in die openbare sektor te verseker en ook om die groot agterstand in dienslewering aan miljoene mense in Suid Afrika wat voorheen daarvan uitgesluit was, te verminder. Nieteenstaande verskeie regeringspogings om dienslewering te verhoog deur nuwe wetgewing te promulgeer om die nodige vaardighede en bevoegdhede van staatsamptenare te verbeter, is daar nog steeds grootskaalse ontevredenheid by die algemene publiek oor die regering se onvermoë om basiese dienste te verskaf. Die navorsing sal toon dat die "tradisionele" wyse van vaardigheids-ontwikkelingsinisiatiewe alleen nie voldoende sal wees om die vaardighede en bevoegdhede van staatsamptenare te verbeter om die regering in staat te stel om aan sy mandaat te voldoen om minimum dienste aan die publiek te lewer nie. Die navorsing sal ook toon dat die konsep van leef "organisatoriese leer (OL)": Die tradisionele manier van opleiding en ontwikkeling kan ondersteun om die vaardigheidsvlakke van staatsamptenare te verbeter en sodoende op die regering se mandaat te kan lewer ; 'n Beplande ingryping is wat deur bestuur ondersteun moet word wie as veranderingsagente in die organisasie moet optree ; Meer voordele bied aan werknemers om te leer ; Deur 'n verandering in die kultuur van die organisasie, inligting- en kennisbestuur, en die waardering van individuele kennis en ervaring, ondersteun moet word.

Submitted by Filipe dos Santos (fsantos@pucsp.br) on 2017-12-15T11:37:54Z No. of bitstreams: 1 Patricia Lima Dubeux Abensur.pdf: 1737151 bytes, checksum: 481d233fd44d8b9dc3c3c0250df0260d (MD5) / Made available in DSpace on 2017-12-15T11:37:54Z (GMT). No. of bitstreams: 1 Patricia Lima Dubeux Abensur.pdf: 1737151 bytes, checksum: 481d233fd44d8b9dc3c3c0250df0260d (MD5) Previous issue date: 2017-12-08 / Conselho Nacional de Pesquisa e Desenvolvimento Científico e Tecnológico - CNPq / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / This work is part of a national research, under the responsibility of Paulo Freire Chair of PUC-SP, supervised by professor Dra. Ana Maria Saul, which seeks to contribute to a review and reinvention of Paulo Freire’s thought on educational policies and practices. It aimed to investigate the possibilities and limits of constructing and experiencing a didactic-pedagogical practice for health professionals, based on Paulo Freire’s Pedagogy The theoretical reference considered Paulo Freire’s teaching-learning category as the main point of the research that together with the concepts of participation, dialogue, thematic investigation, knowledge and “ser mais” made Paulo Freire’s conceptual framework of research, which guided the construction of the didactic-pedagogical proposal and, in addition, the production, analysis and data presentation. The qualitative approach was adopted in the area of thematic investigation (FREIRE, [1970] 2003). The research proposal was achieved by the course “Formação didático-pedagógica em Saúde”, that has been developed in ten classes, with thirty-one graduate students of strito sensu courses in the health area of the Federal University of São Paulo at São Paulo city. In order to generate data, some methodological resources were used such as open and closed survey, classroom audio, written activities that were developed during the course and field diary. The first step of data generation was done during the development of the discipline in the second semester of 2016. A second moment of assessment of the didactic-pedagogical practice took place six months after the end of the course (May/2017), through the application of an open questionnaire to verify if and how this teaching experience has changed the practices of health professionals in terms of care or teaching. The reading and interpretation of the data showed us the importance of considering, as a start point of didactic-pedagogical work, the reality of the students; the need to create practical proposals for sharing, discussion and reflection on aspects of the professional environment of the learners, the appreciation of the collective dimension in the construction of individual knowledge and the need to look at practice as an object of knowledge and reflection with the aim of transforming it. This work can contribute for what has been researched in the didactic-pedagogical training area of health professionals, because it has built and developed a didactic-pedagogical practice that provoked the reflection and analysis of teaching and assistance, promoting changes, from a theoretical-methodological option that opposes the traditional way of thinking, showing its limits and possibilities / Este estudo integrou uma pesquisa nacional, sob a responsabilidade da Cátedra Paulo Freire da PUC-SP, coordenada pela professora Dra. Ana Maria Saul, que busca contribuir para a releitura e reinvenção do pensamento de Paulo Freire nas políticas e práticas educativas. Teve como objetivo investigar as possibilidades e os limites de se construir e vivenciar uma prática didático-pedagógica para profissionais da área da saúde, subsidiada pelos pressupostos da Pedagogia Freireana. O referencial teórico assumiu a categoria ensino-aprendizagem freireana como central para a pesquisa, que, junto com os conceitos de participação, diálogo, investigação temática, conhecimento e “ser mais” compuseram a trama conceitual freireana da pesquisa, que orientou a construção da proposta didático-pedagógica e, além dela, a produção, a análise e a apresentação dos dados. Adotou-se a abordagem qualitativa na vertente da investigação temática (FREIRE, [1970] 2003). A proposta de pesquisa concretizou-se na disciplina “Formação Didático-pedagógica em Saúde”, desenvolvida em dez aulas, com trinta e um estudantes de pós-graduação de cursos strito sensu da área da saúde do campus São Paulo da Universidade Federal de São Paulo. Na produção dos dados foram utilizados questionário aberto e fechado, áudio de aula, atividades escritas desenvolvidas no decorrer da disciplina e diário de campo. A primeira fase da produção dos dados foi realizada durante o desenvolvimento da disciplina, no 2º semestre de 2016. Um segundo momento - de avaliação da prática didático-pedagógica desenvolvida - ocorreu seis meses após o término da disciplina (maio/2017), por meio da aplicação de um questionário aberto para verificar se e como essa experiência docente provocou mudanças nas práticas dos profissionais da saúde, seja na assistência ou na docência. A leitura e interpretação dos dados mostraram-nos a importância de se assumir como ponto de partida do trabalho didático- pedagógico a realidade dos educandos; a necessidade de se criarem condições concretas para que ocorra a partilha, a discussão e a reflexão sobre aspectos do contexto profissional dos educandos, o reconhecimento da dimensão coletiva na construção do conhecimento individual e a necessidade de se olhar para a prática como objeto de conhecimento e reflexão, com o intuito de transformá-la. Este estudo pode oferecer contribuições ao que vem sendo pesquisado na área da formação didático-pedagógica dos profissionais da saúde, porque construiu e desenvolveu uma prática didático-pedagógica que provocou a reflexão e análise do fazer docente e assistencial, com vistas a promover mudanças, a partir de uma opção teórico-metodológica contra-hegemônica, mostrando seus limites e possibilidades

Made available in DSpace on 2016-04-04T18:36:39Z (GMT). No. of bitstreams: 1 Gardenia Garcia Benossi Moreira.pdf: 591664 bytes, checksum: 58262fb7b5c6ea4e6032aca073e36cdf (MD5) Previous issue date: 2009-02-18 / The organizations have been pressioned to adapt to the economy, so fast, but is necessary to do the better in their job. This paper wanted, in this context, to verify the possibility of the relation between Knowledge Management, that look at the business intellectual capital and promoting it throughout the knowledge sharing and the personnel Training and Development area, that works with the employee learning capability. Other objectives were: to analyze the Knowledge Management and Training and Development concepts available in the literature, doing a relation with the available concepts in organizations sites that put into practice these processes in their environment, verifying if existing or not adjustment, trying to detect possibles contributions of the Information Science. The method was inductive with bibliographic and qualitative characteristics. To do the verifying about the possible relation between Knowledge Management and Training and Development processes, two organizations were chosen, because there was available in their sites some informations about these ones. The bibliography that has been chosen was the based to the analysis. After this, has been identified that the organization A do the Knowledge Management and Training and Development processes, like the directing tendencies to this area. The organization B didn t know clearly about the Knowledge Management, but apply overall the Training and Development processes, like the organization A following the directing tendencies. This paper also considered so that the Information Science has the information in it base, that this one contribute satisfactorily to the Knowledge Management and Training and Development processes therefore the information is the knowledge origin, and has been the base to this paper. Concluding, ratify that Knowledge Management and Training and Development processes are convergent whereas the business increasing and development presume, nowadays, the organization capacity to generate new knowledge, sharing it between the employees and join it through learning, to the proceedings, services and products. / As organiza??es est?o cada vez mais pressionadas a responderem ?s demandas do mercado e ?s mudan?as sofridas com rapidez, por?m buscando as melhores pr?ticas em seus processos. Esta pesquisa procurou, neste contexto, verificar a possibilidade de inter-rela??o entre a ?rea de Gest?o do Conhecimento, que visa o capital intelectual da empresa e seu fomento atrav?s do compartilhamento de conhecimento com a ?rea de Treinamento e Desenvolvimento de pessoas, que lida com a capacidade de aprendizado dos funcion?rios. Outros objetivos foram: analisar os conceitos de Gest?o do Conhecimento e de Treinamento e Desenvolvimento dispon?veis na literatura, relacion?-los ?s informa??es dispon?veis em sites de empresas que demonstraram aplicar tais processos em seu ambiente, verificando as adequa??es ou as inadequa??es existentes, e, identificar as contribui??es da Ci?ncia da Informa??o para estes processos. O m?todo que norteou esta pesquisa foi o indutivo, possuindo caracter?stica qualitativa e bibliogr?fica. Para tanto, foram escolhidas duas empresas que disponibilizam em seus sites informa??es sobre os dois processos. A bibliografia selecionada sobre tais processos embasou an?lise dos sites. Ap?s a an?lise, identificou-se que a empresa A pratica a Gest?o do Conhecimento e o processo de Treinamento e Desenvolvimento seguindo as tend?ncias norteadoras desta ?rea. A empresa B n?o tem uma pr?tica clara de Gest?o do Conhecimento, por?m o processo de Treinamento e Desenvolvimento, assim como na empresa anterior, segue as tend?ncias orientadoras da ?rea. Considerou-se tamb?m que a Ci?ncia da Informa??o, tendo a informa??o como seu insumo b?sico, contribui satisfatoriamente para estes processos, j? que lida com a ess?ncia que originar? a forma??o do conhecimento, e que foi a base de estudo nesta pesquisa. Concluiu-se que h? converg?ncia entre os processos de Treinamento e Desenvolvimento e Gest?o do Conhecimento, visto que o crescimento e desenvolvimento corporativo pressup?em, em dias atuais, a capacidade da empresa em criar conhecimento novo, compartilhando-o entre os funcion?rios e agregando-o, de forma concreta atrav?s do aprendizado, a processos, servi?os e produtos.

Service provision in both adult and juvenile correctional settings is an understudied phenomenon. Research has evaluated the use of evidence-based practices (EBP) in the treatment of mental health and substance abuse among adults and juveniles. Young, Farrell, Henderson and Taxman (2009) highlight the role of organizational factors including climate and culture, opportunities for staff training, resources, administrator attitudes and interagency collaboration in the application of EBP in correctional settings. The Oregon Youth Authority (OYA) aims to provide services to youth under the guise of EBP. Literature in the field of juvenile justice is limited in scope in areas of organizational factors, which are likely to influence the allocation of mental health treatment to youth. This study addressed this gap in existing research by using thematic analysis of focus group data with 28 OYA employees representing seven facilities. Data on 594 youth is offered to illustrate the variability of youth characteristics in OYA facilities. Facility data reflective of youth management and operations is presented to suggest context for staff observations and perceptions of how youth are identified for treatment. Results indicate staff knowledge about treatment and consistency in training along with frequency of organizational change affect climates in which treatment recommendations are made. Findings from this study will be beneficial to OYA as they attempt to meet the growing needs of mental health populations and address ongoing changes to agency staff, culture and climate. Implications from this study will contribute to literature on treatment service provision in juvenile correctional settings.

[Truncated abstract] Objective: To investigate the demographics, success rate of application, nature and frequency of complication and the survival outcome of patients receiving advanced airway management in the pre-hospital setting. Design: Prospective observational cohort study. Participants: Patients who were attended to by St. John Ambulance Paramedics in the Perth Metropolitan area and selected regional areas within Western Australia. The patients were unconscious, unresponsive with no gag reflex and where application of an advanced airway would improve ventilation. Methods: Ambulance Paramedics received mannequin training within the classroom environment on the techniques for the application of the Endo-Tracheal Tube and the Laryngeal Mask Airway. The indication for the application of an advanced airway was any patient whose ventilation may be improved by intubation. These patients would be either deeply unconscious and areflexic, long term transport, severely injured (especially head injured) or cardiac arrest patients. Results: ... Paramedic assessment demonstrated that 14 (7.4%) 3 patients had an improvement in outcome. Of the 14 patients, 5 (2.7%) cardiac arrest patients survived to discharge from hospital compared to a 2.1 % survival rate for all cardiac arrest cases attended by the WAAS in 2002. Conclusion: Ambulance Paramedics can successfully apply an advanced airway apparatus in the pre-hospital environment. There was no statistical significance to demonstrate whether the introduction of advanced airway skills was beneficial or detrimental to patient survival outcome.

Целью исследования является выявление особенностей и проблем в работе с персоналом на предприятиях общественного питания при отелях. Исходя из поставленной цели, в данной работе решаются следующие задачи: дать определение понятию «управление персоналом»; определить цели управления персоналом; рассмотреть теоретические аспекты основы системы управления персоналом на предприятиях общественного питания; посмотреть и изучить организацию системы управления персоналом ресторана Тенет; посмотреть и изучить процессы отбора, методы оценки, адаптации, аттестации, мотивации персонала в ресторане Тенет; определить проблематику в управлении персоналом в ресторане Тенет. В выпускной квалификационной работе используются следующие методы исследования: аналитический, метод системного анализа, контент-анализ. Данная работа состоит из двух глав, введения и заключения. В первой главе рассмотрены и описаны процессы управления персоналом и их теоретические аспекты, кадровая политика в мире. В данной главе дипломной работе мы узнали, что управление персоналом: конкретное воздействие на определенную группу людей, которые осуществляют свою трудовую деятельность в организации; данное воздействие тесно связано непосредственно с целями и задачами организации; воздействие и управление стимулирует движение трудовых ресурсов, а также регулирует их рациональное использование. В каждой организации управление персоналом происходит по определенным факторам: набор персонала, развитие персонала, мотивация и стимулирование, управление карьерой, управление текучестью кадров. Во второй главе рассмотрена организационная структура ресторана Тенет. Проведен анализ деятельности службы, управления персонала, выявлены недостатки и достоинства. Рассмотрены 5 сегментов управления персоналом. В целом можно сделать вывод, что управление персоналом в ресторане Тенет эффективно, за исключением некоторых факторов таких как, управление текучестью кадров и мотивация и стимулирование сотрудников. Были предложены методы как улучшить эти процессы. В заключение в дипломной работе было выявлено, что цель управления сотрудниками в ресторане состоит в том, чтобы мотивировать их на предоставление Гостям качественного обслуживания. А это невозможно без соответствующей координации действий сотрудников, мотивации и формирования корпоративной культуры. Необходимо уметь правильно управлять персоналом на предприятиях, чтобы сотрудники были заинтересованы в данной сфере и делали так, чтобы услуги, предоставляемые предприятием были производительными, эффективными, качественными. / The purpose of the study is to identify the features and problems in working with personnel at catering establishments at hotels. Based on this goal, the following tasks are solved in this work: give a definition to the concept of "personnel management"; define the goals of personnel management; to consider the theoretical aspects of the basis of the personnel management system in public catering enterprises; to see and study the organization of the personnel management system of the restaurant Tenet; to view and study the selection processes, methods of assessment, adaptation, certification, staff motivation in the Tenet restaurant; to define the problematic in personnel management in the Tenet restaurant. In the final qualifying work, the following research methods are used: analytical, system analysis method, content analysis. This work consists of two chapters, an introduction and a conclusion. The first chapter examines and describes the processes of personnel management and their theoretical aspects, personnel policy in the world. In each organization, personnel management occurs according to certain factors: recruitment, personnel development, motivation and incentives, career management, personnel turnover management. The second chapter examines the organizational structure of the Tenet restaurant. The analysis of the activities of the service, personnel management, identified disadvantages and advantages. Considered five segments of personnel management. In general, we can conclude that personnel management in the Tenet restaurant is effective, with the exception of some factors such as personnel turnover management and employee motivation and incentives. Methods have been proposed to improve these processes. In conclusion, in the thesis it was revealed that the purpose of managing employees in a restaurant is to motivate them to provide guests with quality service. And this is impossible without appropriate coordination of employees' actions, motivation and the formation of corporate culture. It is necessary to be able to properly manage personnel at enterprises so that employees are interested in this area and do so that the services provided by the company are productive, efficient, and of high quality.

Магистерская диссертация состоит из введения, двух глав, заключения, библиографического списка, приложений. В теоретической части рассмотрены теоретические аспекты внутрифирменное обучение сотрудников, теория и практика осуществления в сфере оказания услуг, разработана модель оптимизации внутрифирменного обучения современной организации .В практической части даются общая характеристика исследуемого предприятия, анализ его кадрового состава, системы управления персоналом и основных составляющих модели оптимизации внутрифирменного обучения линейных сотрудников. На основе полученных данных разработаны рекомендации по совершенствованию текущей модели внутрифирменного обучения сотрудников. В заключении подведены итоги в соответствии с поставленными задачами. / The master's thesis consists of an introduction, two chapters, a conclusion, a bibliographic list, and appendices. In the theoretical part, the theoretical aspects of in-house training of employees, the theory and practice of implementation in the field of service provision are considered, a model for optimizing in-house training of a modern organization is developed. In the practical part, a general description of the enterprise under study, an analysis of its personnel, personnel management system and the main components of the model for optimizing the internal training of line employees are given. Based on the data obtained, recommendations were developed to improve the current model of in-house employee training. In conclusion, the results are summarized in accordance with the tasks set.

Выпускная квалификационная работа состоит из введения, двух частей, заключения, библиографического списка, приложений. В теоретической части дана характеристика терминам, значимым для осмысления темы исследования, проведен обзор и анализ текущей практики оценки эффективности обучения, а также приведены модели оценки эффективности обучения персонала и анализ возможностей их применения в ходе оценки обучения, прошедшего в условиях цифровизации. В практической части дана характеристика организации-базы проведения исследования, проведено исследование системы обучения персонала в исследуемой организации, выведена и апробирована комплексная модель оценки эффективности обучения персонала, созданная на базе известных моделей оценки эффективности обучения персонала. В заключении подведены итоги в соответствии с поставленными задачами. / The final qualifying work consists of an introduction, two main parts, a conclusion, a reference list and applications. The theoretical part gives the characteristic of terms significant for understanding the study, provides a review and analysis of the current practice of evaluating the effectiveness of personnel training. It presents models for assessment the efficiency of personnel training and it gives an analysis of the possibilities of their application during the evaluation of training that took place in the conditions of digitalization. The practical part gives the characteristics of the organization under the research. The study of the personnel training system is conducted in the organization, a comprehensive model for evaluating the effectiveness of personnel training is derived and tested, created on the basis of well-known models for evaluating the effectiveness of personnel training. The conclusion summarizes the results in accordance with the tasks set.

Text in Afrikaans / Werkontleding word onderneem om die onderskeie funksies wat in 'n instelling uitgevoer word, te ontleed en te groepeer as pligte van individuele betrekkings wat in die proses ge1dentifiseer word. Inligting wat op grond van werkontleding verkry is, kan daartoe bydra dat die uitvoering van personeelfunksies doeltreffend en effektief geskied. 'n Li teratuurstudie en empiriese narvorsing is in hierdie·studie onderneem om te bepaal wat die rol van werkontleding in die ui tvoering van funksionele personeelbedrywighede in die Stadsraad van Lichtenburg is. Empiriese navorsing is onderneem in al die Departemente van die Stadsraad van Lichtenburg. Ten einde die doel van die studie te verwesenlik is vier navorsingsvrae gestel. Deur middel van vraelyste wat aan die teikengroep gestuur is, is data oor die navorsingsvrae ingesamel. Die empiriese studie het daarop gedui dat inligting verkry op grond van werkontleding wel kan bydra tot die effektiewe uitvoering van funksionele personeelbedrywighede. Dies studie het egter ui tgewys dat nie alle leidinggewende amptenare bewus is dat die inligting op grond van werkontleding verkry,. die uitvoering van hul personeelfunksies kan vergemaklik nie. / respective functions performed in an institution, as duties of individual jobs identified in the process. Information gathered on the basis of the job analysis, can contribute to the fact that the performing of personnel functions transpires efficiently and effectively. A literature study as well as empiricial research were undertaken in this study to determine ' what the role of job analyses is in the performing of functional personnel activities in the City Council of Lichtenburg. .on the basis of job analysis can definitely contribute to the effective performing of functional personnel activities. The study indicated however, that not all leadinq officials were aware that information gathered on the basis of job analysis, could expedite the performing of their personnel functions. / Public Administration / M.Admin. (Public Administration)

Corrections has always been conventionally known as an occupational discipline and not a profession. The organization of corrections has been spoken of as a penitentiary, bearing in mind that the models of the buildings were meant for punishment; with correctional officers recognized as guards. The role of the guards was that of the keeper of the keys and their duty was mainly custodial in nature. The occupation was mainly attractive to white males with a record of unemployment and not much education. The occupation was stable, and did not require for any extra skill. Certain researchers believe that the selection methods for prison warders were extremely relaxed with a small amount of empirical validity. There was also thinking that a correctional officer needed a 20/20 vision and an IQ of an imbecile. Conversely, it has been perceived that a correctional officer can be the most significant individual in the offender’s life, having an influence in refining or declining the success of the different treatment programs that an offender undergoes (Josi & Sechrest, 1998, p. 3). Corrections is a human service occupation. Therefore, human service workers need to have knowledge of human behaviour and be able to assess their perspectives on any behaviour wisely and thus formulate reliable estimations. This will give them the opportunity to enjoy suitable decision making powers and formulate a trend on professional behaviour. Their knowledge of human behaviour will also strengthen the capability to foresee behaviour and give special knowledge to prevent any hesitancy(Williamson, 1990, p. 43). The role of the correctional officers (security staff) has intensely changed over the past few decades.The correctional officer is in today's corrections, expected to balance security and still be responsible for changing the behaviour of offenders constructively (Josi & Sechrest, 1998, p. 11). In order to have a comprehensive understanding of the distinctive and contradictory role of the correctional officer, it is very important to appreciate the changes that have transpired in penal philosophy all through the centuries. Throughout the research, the researcher will make an effort to capture the heritage of corrections and the evolving systems of punishment of Europe, the United States of America and South Africa and look at the applications of the rehabilitation concept and how the Correctional Officer has been utilised as a skilled and knowledgeable professional in the whole process. The aim of the research being to determine the effect that correctional and professional officers have on rehabilitation of offenders and determine the process by which the Correctional environment can be transformed to a true profession of highest integrity and competence. Objectives for the study will be: • To analyse the history and development of Corrections internationally and its philosophical background • To examine the impact of the history of rehabilitation in the South African Corrections system, from the development of the first prisons in 1652 to the demilitarisation of prisons system in the 1990s, right through to the actualisation of the South African White Paper on Corrections, 2005 • To critically examine the professional status of the Corrections occupation against other existing professions. The issues on education, training, credentialing, autonomy, code of ethics and special expertise are some of the aspects that will be looked at as the primary criterion for professions • To explain the conception of rehabilitation and its development and application both internationally and nationally • To critically look at the importance of Corrections system while highlighting the mandated role of the Correctional officer and the duality of the role of balancing security and rehabilitation. The study will contribute on the basis of knowledge in particular regard to Education and Training of Correctional Officers. A model will be developed for South African Correctional Services Systems and predominant focus will be on the performance and education and training of Correctional Officers in South Africa. / Penology / D. Litt. et Phil. (Penology)