<p>This exploratory study seeks to critically explore human resources development with regard to the career needs and stages of the Namibian Police (NAMPOL). Documents were perused on the issue of the current human resources development and its relevancy to the training and development within the Namibian Police. Questionnaires were completed by a representative sample of NAMPOL officials from different departments of the police. Interviews were also conducted with selected officials on training and development of personnel. Recommendations are given as a model for improving the Namibian Police human resources development system as an effective training and capacity building system for members of the police force to perform their tasks effectively.</p>

<p>This exploratory study seeks to critically explore human resources development with regard to the career needs and stages of the Namibian Police (NAMPOL). Documents were perused on the issue of the current human resources development and its relevancy to the training and development within the Namibian Police. Questionnaires were completed by a representative sample of NAMPOL officials from different departments of the police. Interviews were also conducted with selected officials on training and development of personnel. Recommendations are given as a model for improving the Namibian Police human resources development system as an effective training and capacity building system for members of the police force to perform their tasks effectively.</p>

Magister Administrationis - MAdmin / This exploratory study seeks to critically explore human resources development with regard to the career needs and stages of the Namibian Police (NAMPOL). Documents were perused on the issue of the current human resources development and its relevancy to the training and development within the Namibian Police. Questionnaires were completed by a representative sample of NAMPOL officials from different departments of the police. Interviews were also conducted with selected officials on training and development of personnel. Recommendations are given as a model for improving the Namibian Police human resources development system as an effective training and capacity building system for members of the police force to perform their tasks effectively. / South Africa

The Legal Regulation of Banking Activities Abstract The subject of this diploma thesis is the legal regulation of the activities of banks. Emphasis is placed on newly regulated areas and topical areas in respect to legislative changes. The primary aim of the thesis is to analyse areas related to the activities of banks and to assess the suitability and sufficiency or redundancy of the legal regulation of the selected areas in terms of the scope and depth of regulation. In this context, the work is complemented by proposals de lege ferenda. The first section is devoted to the subjects of banking regulation. Within this part, the term "bank" is defined, including the assessment of online banks. After that, supervisors, namely the Czech National Bank and the European Banking Authority, are presented together with an outline of their functions. The following section covers the general basis of the regulation of bank activities. The sources of regulation are described, and the objectives and reasons for and against regulation are outlined. A description of processes for entering and exiting the banking sector are included, with a more detailed analysis of procedures for obtaining a banking license. The third section contains an analysis of the selected obligations of banks arising from the legislation regulating...

No / This study explores how colonial laws and administrative practices shaped the evolution of employment management in Pakistan. It identifies important mechanisms used by the British Raj (the period of British rule of the subcontinent) to institutionalise legal and administrative frameworks: the legacies of these structures continue to influence contemporary management practices in government sector organisations. This article investigates the legacy of the Raj's ¿quota system¿ in the civil services and the doctrine of the ¿martial race¿ in military services, both of which offered enduring structural advantages in the labour market to designated groups. It further considers the implications of the study's findings for international HRM in particular, but also management theory, comparative HRM and comparative management in post-colonial societies.

This qualitative phenomenological dissertation explored The Departmental Work Lives of Full-Time Non-Tenure Track Faculty (FTNTT) at two public four-year universities located in the Southeastern region of the United States. This study is based on interviews with twelve (FTNTT) faculty members representing departments traditionally associated within the College of Arts and Sciences. This study found FTNTT faculty participants highly credentialed and reasonably satisfied in their positions. This study adds the descriptor heterogeneous to FTNTT faculty members’ job roles, work environments, daily engagements, and work experiences and contradicts existing literature that finds FTNTT faculty positions to be resource deficit and administratively non-supporting. Literature surrounding FTNTT faculty, Agency Theory, and the concepts of Agency of Perspective, Agency of Action, and Action of Avoidance informed this study. This study extended Agency of Action to include intentional, strategic behaviors of inaction (coined within this study as Action of Avoidance) toward the departmental contexts of policies and practices concerning discipline, employability, employment longevity, and personal FTNTT faculty career trajectories. Agency Theory, Agency of Perspective, Agency of Action, and Action of Avoidance, as identified by the researcher, emerged as strong frameworks used by FTNTT faculty to construct behaviors to successfully navigate long-term careers under short-term conditions. Based on FTNTT faculty responses, this study outlines policies and practices that are perceived as supportive or non-supportive. Policymakers may use this data to inform strategies for improving support among FTNTT faculty members.

As empresas têm observado as mudanças no ambiente externo e têm notado a necessidade de se adaptarem a essas mudanças para se manterem no mercado, criarem vantagem competitiva e buscarem a excelência dos seus serviços. Para a área de recursos humanos as mudanças também são necessárias, pois ela congrega as pessoas na organização e determina as políticas e práticas condizentes ao negócio da empresa. Assim, as empresas se reestruturam frente às alterações vindas do seu ambiente de atuação e para isso, elas contam com a área de RH para que os funcionários desempenhem suas funções adequando-as aos objetivos estratégicos propostos por elas. Este trabalho buscou pesquisar empresas brasileiras classificadas entre as 150 melhores para se trabalhar segundo a revista VOCÊ S/A EXAME (2007) com a finalidade de identificar e descrever o papel que a área de RH das empresas brasileiras tem adotado diante dos desafios organizacionais e da evolução da função de RH e de suas políticas e práticas. Por meio de um questionário baseado no estudo americano de Lawler et al. (2006), aplicou-se a pesquisa e com a contribuição de 21 responsáveis da área de RH, pode-se concluir que as mudanças estão sendo trabalhadas na busca de atribuir ao RH o papel de parceiro estratégico, porém o papel identificado nos resultados da pesquisa como o mais forte, das áreas de RH das empresas, foi o papel de parceiro de negócios. / Companies have seen the changes in the external environment and have noted the need to adapt to these changes to stay in the market, creating competitive advantage and to pursue excellence of its services. In the area of human resources changes are also necessary because it brings people together in the organization and determines the policies and practices consistent to the business of the company. Thus, companies restructure its ahead of the coming changes to their environment of work and for this, they hope that HR area contribute with employees perform their duties adapting them to the strategic objectives proposed by them. This study aimed searching Brazilian companies classified among the 150 best to work according to the magazine VOCÊ S/A EXAME (2007) in order to identify and describe the role that the area of HR of Brazilian companies have adopted before the organizational challenges and the evolution of the function of HR and their policies and practices. By means of a questionnaire based on the american study of Lawler et al. (2006), applied to research and with the contribution of 21 responsible people of HR area, we can conclude that the changes are being worked in seeking to give the role of the HR strategic partner, but the paper identified in the results of search as the strongest, that human resources areas of enterprises have the role of business partner.

Made available in DSpace on 2016-04-27T14:32:05Z (GMT). No. of bitstreams: 1 Lurdes Caron desp (sem o anexo 3).pdf: 2878771 bytes, checksum: d714da1cad61d20558d9c7f721cb629f (MD5) Previous issue date: 2007-12-14 / In the history of Brazilian Education, there are researches that present different approaches towards teachers formation. However, there is the need of studies about the formation of Religious Studies teachers. Coming from this premise, this research intended to have, as a study object: Curricular Policies and Practices: Formation of the Religious Studies teachers. By the current law, this subject composes the normal schedule of the state school and requires skilled professionals and competence. These conditions impose new requirements to Religious Studies at school and broaden the requirements of the professional that is going to work in the area. The law # 9.475/97 defines that the procedures for admission of Religious Studies Teachers are up to the teaching systems. The decision # 97/99 of the National Education Council transfers the competence of this formation to the teaching systems. The state of Santa Catarina created the Religious Sciences Course Teaching course On Religious Studies by the Magister Program, developed in College Institutions: Universidade Fundação Regional de Blumenau, Universidade da Região de Joinville and Universidade do Sul de Santa Catarina. This research tried to answer to the following research question: Which policies and practices are used in the Religious Studies teachers formation? What are the results achieved? Its greatest objective was to identify and analyze current policies and tendencies of formation of Religious Studies teachers in the history of Brazilian Education; to know the position of teachers and graduates on the Religious Studies course Teaching Course On Religious studies, to identify policies, tendencies and results achieved in the formation of Religious Studies Teachers. The theoretical basis was founded on authors that deal with the methodology, the History, the educational policies and the teachers formation in a general matter. It is a qualitative research that adopted the study case, the documental analysis of interviews, having as subjects: teachers and graduates coming from the so-called course. Part of the 1988 Constitution and the Main Law of National Education in 1996, brings a history perspective to analyze, how the teaching system in Brazilian Education is organized and developed, and in it, the Religious Studies teaching in Brazil as a colony, in the Kingdom and in the Republic. After 1931 and 1934 and subsequent constitutions, it was called Religious Studies and little by little it started to receive a new treatment. Nowadays, it presents a new reading as for the epistemology conception. In order for the Religious Studies to serve, nowadays, to its purposes, public policies are necessary in the teachers formation. Besides that, the research tried to relate the evolution of the Brazilian Teaching System to the teaching formation present in each period of the History of the National Education and of the Sate of Santa Catarina. The study might give its social contribution in the organization of these policies to point to paths to access a continued formation of Religious Studies teachers / Na História da Educação Brasileira, existem pesquisas que apresentam diferentes abordagens a respeito da formação de professores. No entanto, há carência de estudos sobre a formação de professores de Ensino Religioso. Partindo desta premissa, esta pesquisa propôs-se, como objeto de estudo: Políticas e Práticas Curriculares: Formação de Professores de Ensino Religioso. Pela legislação vigente, este ensino compõe a grade curricular normal da escola pública e requer professores com habilitação e competência. Estas condições impõem novas exigências ao Ensino Religioso Escolar e ampliam-se os requisitos do profissional que poderá atuar na área. A Lei nº 9.475/97 define que os procedimentos para habilitação e admissão de professores de Ensino Religioso cabem aos sistemas de ensino. O Parecer nº 97/99 do Conselho Nacional de Educação transfere a competência desta formação aos sistemas de ensino. O Estado de Santa Catarina criou o Curso de Ciências da Religião Licenciatura Plena habilitação em Ensino Religioso pelo Programa Magister, desenvolvido em Instituições de Ensino Superior: Universidade Fundação Regional de Blumenau, Universidade da Região de Joinville e Universidade do Sul de Santa Catarina. Esta pesquisa procurou responder à seguinte questão norteadora: Quais as políticas e práticas utilizadas para formação de professores de Ensino Religioso no Estado de Santa Catarina? Quais os resultados alcançados? Sua meta maior foi identificar e analisar políticas e tendências atuais de formação de professores de Ensino Religioso no Estado de Santa Catarina. Seus objetivos específicos foram: contextualizar o Ensino Religioso na história da educação brasileira; conhecer a posição de professores e acadêmicos egressos do Curso de Ciências da Religião - Licenciatura Plena habilitação em Ensino Religioso; detectar políticas, tendências e resultados alcançados na formação de professores de Ensino Religioso. O respaldo teórico fundamentou-se em autores que tratam da metodologia, da história e das políticas educacionais e formação de professores, de maneira geral. Trata-se de uma pesquisa qualitativa que adotou o estudo de caso, a análise documental e entrevistas, tendo como sujeitos: docentes e acadêmicos egressos do curso em pauta. Parte da Constituição de 1988 e da Lei de Diretrizes e Bases da Educação Nacional de 1996, faz uma retrospectiva histórica para analisar, como se organizou e desenvolveu o sistema de ensino na educação brasileira e, nele, o ensino de religião no Brasil Colônia, no Império e na República. A partir de 1931 e da Constituição de 1934 e Constituições posteriores, denominou-se Ensino Religioso e aos poucos, começou a receber um novo tratamento. Na atualidade, apresenta uma nova leitura quanto à sua concepção epistemológica. Para que o Ensino Religioso, hoje, atenda a seus propósitos, são necessárias políticas públicas de formação de professores. Além disso, a pesquisa buscou relacionar a evolução do sistema de ensino brasileiro às políticas de formação docente presentes em cada período da história da educação nacional e do Estado de Santa Catarina. O estudo poderá dar sua contribuição social na organização dessas políticas ao apontar caminhos para acesso a uma formação continuada de professores de Ensino Religioso

Made available in DSpace on 2016-08-02T21:42:36Z (GMT). No. of bitstreams: 1 Joel Adame Tinti.pdf: 963210 bytes, checksum: 539f932d774f5f4f678afe8775726b80 (MD5) Previous issue date: 2014-05-06 / The aim of this study is to investigate whether the policies and practices of human resources (PPHR) impacts organizational citizenship behaviors (OCB) in order to provide managers an overview on how individuals, so different, behave inside and outside the organization towards what is established for them by the human resources area. In theoretical works, were considered Milkovich and Boudreau (1994), Dessler (2002), Demo et al. (2012) among others to address PPHR theme and Handy (1978), Organ (1990), Siqueira (2003) among others for the thematic OCB thematic. The methodology used in this study is a quantitative survey among 156 employees from public, private and mixed companies located in the State of São Paulo, and for data acquisition were used self-report questionnaires composed of two scales, being one of them related to the PPHR (DEMO et al., 2012), and the other one whose questions were related to OCB (BASTOS et al., 2014). As its results, was identified that PPHR imposes significant impact over OCB and that political involvement, is about creating an emotional bond between the organization and its employees, contributing to their welfare in terms of recognition, relationship, participation and communication (Demo et al. (2012 , p.38 ), is what most significantly impacts OCB, when compared to the impacts of recruitment and selection policies, training and development, workplace conditions, performance evaluation and compensation and rewards. We also conclude that the PPHR factors impacts with greater significance the OCB ones, denominated dissemination of organizational image and creative suggestions. There were no significant impact between PPRH and cooperation with colleagues factor. / O objetivo deste estudo é investigar se as políticas e práticas de recursos humanos (PPRH) impactam os comportamentos de cidadania organizacional (CCO), a fim de proporcionar aos gestores uma compreensão de como os indivíduos, tão diferentes entre si, comportam-se dentro e fora da organização diante daquilo que lhes é estabelecido pela área de recursos humanos. No campo teórico, foram consideradas as obras de Milkovich e Boudreau (1994), Dessler (2002), Demo et al. (2012) entre outros para abordar a questão de PPRH e os trabalhos de Handy (1978), Organ (1990), Siqueira (2003) entre outros para a temática CCO. A metodologia utilizada nesse estudo trata-se de uma pesquisa quantitativa entre 156 trabalhadores de empresas públicas, privadas e mistas localizadas no Estado de São Paulo, sendo que para a captação dos dados foram aplicados questionários de autopreenchimento, composto por duas escalas, sendo uma voltada a PPRH (DEMO et al., 2012) e outra cujas questões são relacionadas a CCO (BASTOS et al., 2014). Como resultados, identificou-se que PPRH impacta de forma significativa CCO e que a política de envolvimento, que trata da criação de um vínculo afetivo entre a organização e seus colaboradores, contribuindo para o seu bem-estar em termos de reconhecimento, relacionamento, participação e comunicação (Demo et al., 2012, p.38), é a única que impacta de forma significativa CCO, se comparados aos impactos causados pelas políticas de recrutamento e seleção, treinamento e desenvolvimento, condições de trabalho, avaliação de desempenho e remuneração e recompensas. Conclui-se também que o conjunto de PPRH impacta com maior significância os fatores de CCO denominados divulgação da imagem organizacional e sugestões criativas. Não houve impacto significativo entre PPRH e o fator cooperação com os colegas.

Submitted by Viviane Lima da Cunha (viviane@biblioteca.ufpb.br) on 2016-03-15T10:10:07Z No. of bitstreams: 1 arquivototal.pdf: 3083946 bytes, checksum: 992873321990f47d0eb9ffd5925fe127 (MD5) / Approved for entry into archive by Viviane Lima da Cunha (viviane@biblioteca.ufpb.br) on 2016-03-15T10:10:28Z (GMT) No. of bitstreams: 1 arquivototal.pdf: 3083946 bytes, checksum: 992873321990f47d0eb9ffd5925fe127 (MD5) / Approved for entry into archive by Viviane Lima da Cunha (viviane@biblioteca.ufpb.br) on 2016-03-15T10:11:03Z (GMT) No. of bitstreams: 1 arquivototal.pdf: 3083946 bytes, checksum: 992873321990f47d0eb9ffd5925fe127 (MD5) / Made available in DSpace on 2016-03-15T10:12:19Z (GMT). No. of bitstreams: 1 arquivototal.pdf: 3083946 bytes, checksum: 992873321990f47d0eb9ffd5925fe127 (MD5) Previous issue date: 2015-02-27 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / The main objective of this study is to analyze the configuration of the policies and practices of personnel management aimed at people with disability in João Pessoa-PB, with regard to their insertion and inclusion in the workplace. There was an effort to identify the perception of people with disability about the policies and practices of personnel management offered by the organizations where they work; to verify, from the perception of employees with disability, which inclusive policies and practices are adopted by the organizations; and to compare the perception of employees with and without disability on policies and Human Resources practices. The theoretical framework covers four sections: (a) people with disability and initial definitions; (b) the paradigms of people with disability; (c) the labor market, the perspectives and challenges for this population; and (d) policies and practices of personnel management focused on people with disability. In order to facilitate the achievement of the objectives, a descriptive quantitative survey has been carried out. The research was made with people with and without disability, working and living in João Pessoa-PB. In total, 90 people participated – 45 with a disability and 45 without. The questionnaire was administered face-to-face as well online, using Google Docs. Data analysis was made using the software SPSS, which was used for descriptive analysis, the factor analysis, the analysis of variance (ANOVA), the non-parametric test Kruskal- Wallis and the median. The results indicate that, in addition to being indifferent to the policies and practices of personnel management, people with disability do not see the applicability of these policies. Also, companies do not implement any inclusive policy. It was also observed that people with disability better notice the applicability of special policies and practices than people without disability. Only the construct Recognition has significant difference between the two groups. The results revealed that, despite the fact that the individuals with disability can perceive changes in the policies and practices developed for them in the organizations, those are still not sufficient to ensure that people with disability will be included in the job market. / O objetivo central deste estudo é analisar como se configuram as políticas e práticas de gestão de pessoas voltadas às pessoas com deficiência em João Pessoa-PB, no que se refere à sua inserção e inclusão no trabalho. Buscou-se identificar a percepção das pessoas com deficiência acerca das políticas e práticas de gestão de pessoas oferecidas pelas organizações onde trabalham; verificar a partir da percepção dos trabalhadores com deficiência, quais políticas e práticas inclusivas são adotadas pelas organizações; e comparar a percepção de funcionários com e sem deficiência acerca das políticas e práticas de Recursos Humanos. A fundamentação teórica compreende quatro seções: (a) as pessoas com deficiência e suas definições iniciais; (b) os paradigmas sobre as pessoas com deficiência; (c) o mercado de trabalho, as perspectivas e desafios para essa população; e (d) as políticas e práticas de gestão de pessoas voltadas as PcD. Para viabilizar a consecução dos objetivos, foi realizada uma pesquisa do tipo quantitativa, de caráter descritivo, utilizando o método survey. A pesquisa foi desenvolvida com pessoas, com e sem deficiência, que trabalham e residem em João Pessoa-PB. No total, participaram 90 pessoas, sendo 45 com deficiência e 45 sem deficiência. O questionário foi aplicado presencialmente e disponibilizado através do sistema do Google Docs, via internet. A análise dos dados contou com o auxílio do SPSS, e subsidiou a realização da análise descritiva, análise fatorial, análise de variância (ANOVA), do teste não paramétrico, Kruskal-Wallis e da mediana. Os resultados apontam que além de serem impassíveis as políticas e práticas de gestão de pessoas, as pessoas com deficiência, não percebem a aplicabilidade de duas políticas. Além disso, as empresas não adotam nenhuma política inclusiva. Observou-se também que as pessoas com deficiência percebem melhor a aplicabilidade das políticas e práticas de GP do que as pessoas sem deficiência, e que apenas o construto Reconhecimento sinaliza diferença significativa, entre os dois grupos. Os achados revelaram que apesar dos respondentes com deficiência perceberem evoluções nas políticas e práticas de gestão de pessoas desenvolvidas pelas organizações, esses ainda não se apresentam como suficientes para assegurar a efetivação do processo de inclusão das pessoas com deficiência no mercado de trabalho. Palavras-chave: Pessoas com Deficiência. Inclusão no Mercado de Trabalho. Políticas e Práticas de Gestão de Pessoas.