Public Private Partnership (PPP) is a well established methodology for procuring public works projects. By incorporating the private sector’s expertise, efficiency, innovation, business sense, risk sharing, financing etc. into public works projects, the quality of public services and facilities can be uplifted. Like many jurisdictions, Hong Kong is also keen to take aboard this methodology which is so familiar but yet so distant. Although they have been one of the first jurisdictions to utilise the private sector in public works projects, their comfortable financial reserves has meant that there has been no urge to push the movement until recently. PPP has become increasingly popular amongst governments. The Hong Kong Special Administrative Region (HKSAR) government is no exception. Some of the more active works departments have commissioned studies to investigate the best ways to deliver these projects, others have even trialed the method themselves. The efficiency Unit of the HKSAR government has also become an active arm in conducting research in this area. Although so, the information that is currently available is still very broad. Building from their works there is a need to develop a best practice framework for implementing PPP projects in Hong Kong by incorporating international experiences. To develop a best practice framework will require thorough investigation into the benefits, difficulties and critical success factor of PPP. PPP should also be compared with other procurement methods. In order to do so it is important to clearly understand the local situation by an analysis of projects conducted to date. Lessons learnt can further be derived from other countries and incorporated to those derived locally. Finally the best conditions in terms of project nature, complexity, types, and scales for adopting PPP should be derived. The aim and objectives of this study were achieved via a comprehensive literature review, in-depth case analyses, interview survey with experts from both Hong Kong and overseas, and finally a large scale data collection was conducted via a questionnaire survey with PPP practitioners. These findings were further triangulated before they were used as the basis to form the best practice framework presented in this thesis. The framework was then further validated by PPP experts to ensure it is comprehensive, objective, reliable and practical. This study has presented a methodology that can be adopted for future studies. It has also updated our knowledge on the development trends of PPP as well as opened up the experiences of other jurisdictions. The findings have shown that the local industry is familiar with “what” should be done in PPP projects but they are unsure of “how” these goals can be achieved. This framework has allowed this further knowledge to be delivered to PPP practitioners. As a result, the development of this framework can help to resolve the current economic crisis by encouraging more developments and business opportunities for the private sector. In addition, the correct projects can be delivered by PPP, the advantages of PPP can be maximised, and the general public can benefit from the private sector’s participation.

This thesis analyses and explores the Culture and Practices of Public Managers involved in implementing projects in Papua New Guinea. Project Implementation is an integral part of the overall project management cycle that has received a great deal of attention as a major development problem. In order for us to gain an insight of the theme of the thesis, the National AIDS Council Secretariat (NACS) was selected as the site for this case study. To investigate'how things were done in NACS', a variety of approaches were used to gauge the views, perceptions and experiences of programme and project managers in NACS, to help us understand the factors that affect staff practices. Poor management practice and the lack of a sound management culture and work ethic in PNG, is often blamed for the break down in the state?s capacity to deliver public goods and services to its citizens. Performance culture and good practice by public managers employed in State Institutions to handle projects have regressed in the last three decades, and as a result, projects are seen as failing to meet the goals and objectives of the state. The research question which the case study had to answer was: What is the nature of project management culture and practice among public sector managers in the National AIDS Council Secretariat? The study sought to investigate the extent to which the areas of command and control, project training, project knowledge and staff motivation were important integral managerial qualities in the attitudes and practice of public managers. The study showed that, of the four elements of managerial practices investigated, the inability of public managers to assume leadership, command and control and motivate their staff, were the most important elements missing among managers in NACS. Based on the findings and the evidence collected during the research, this thesis argues for substantial capacity building programmes to be designed and conducted around 'programme and project management' roles in state institutions and agencies in PNG, as the way to improve staff capabilities so as to enable project managers and their staff to efficiently implement projects.

In 1988 the New South Wales (NSW) Government was the first in Australia, and amongst the first in the world, to commit to implement accrual accounting for its General Government Sector. Subsequently, accrual accounting has been implemented by numerous governments, including all Australian governments. This thesis examines why the NSW Government decided to implement accrual accounting and the impact of this accounting change on decision making within a General Government Sector organisation. The historical account is derived from a combination of archival and oral data sources whilst an organisational learning theoretical frame is used in a single-site case study to understand the impact of accrual accounting on managerial decision making. The history of the NSW Government adoption of accrual accounting is characterised by five notable features. First, the whole-of-government initiative was implemented with remarkable speed. Second, the change was aided by the actions of an epistemic community, in which private sector consultants were most active. Third, the change was justified through expected improvements in accountability and management. Fourth, a period of resistance to the change was followed by an absence of critical discussion on the implications of the change as forces supportive of the change synergistically combined. Fifth, the change is explained by mimetic forces that initially coalesced around phantom images, presented by consultants, and subsequently recognised self-interest as an integral part of the change to accrual accounting. The impact of accrual accounting on management decision-making at an organisational level from has been mixed. Information acquisition has expanded in that new sets of accounting data are collected. However, information distribution has been unchanged by accrual accounting whilst information interpretation only marginally changed at a top management level with no discernible change at operational levels. Organisational memory has been altered by accrual accounting in that additional accounting skills and information are now held. However, use of that organisational memory is severely impeded by organisational objectives and constraints that effectively render accrual accounting information irrelevant to public sector managers’ concerns. Policy implications arising from this project are that an alternative model of accrual accounting is required together with the dual recognition that centrally imposed change may produce unpredicted change at an operational agency level and that accounting change needs to be matched to organisational characteristics. Additionally, improvements in asset management, as sought by advocates of accrual accounting, could have been delivered by non-accounting means and there is little prospect for improved managerial decision-making from the current model of accrual accounting. / http://proxy.library.adelaide.edu.au/login?url= http://library.adelaide.edu.au/cgi-bin/Pwebrecon.cgi?BBID=1375063 / Thesis (Ph.D.) - University of Adelaide, Business School, 2009

In 1988 the New South Wales (NSW) Government was the first in Australia, and amongst the first in the world, to commit to implement accrual accounting for its General Government Sector. Subsequently, accrual accounting has been implemented by numerous governments, including all Australian governments. This thesis examines why the NSW Government decided to implement accrual accounting and the impact of this accounting change on decision making within a General Government Sector organisation. The historical account is derived from a combination of archival and oral data sources whilst an organisational learning theoretical frame is used in a single-site case study to understand the impact of accrual accounting on managerial decision making. The history of the NSW Government adoption of accrual accounting is characterised by five notable features. First, the whole-of-government initiative was implemented with remarkable speed. Second, the change was aided by the actions of an epistemic community, in which private sector consultants were most active. Third, the change was justified through expected improvements in accountability and management. Fourth, a period of resistance to the change was followed by an absence of critical discussion on the implications of the change as forces supportive of the change synergistically combined. Fifth, the change is explained by mimetic forces that initially coalesced around phantom images, presented by consultants, and subsequently recognised self-interest as an integral part of the change to accrual accounting. The impact of accrual accounting on management decision-making at an organisational level from has been mixed. Information acquisition has expanded in that new sets of accounting data are collected. However, information distribution has been unchanged by accrual accounting whilst information interpretation only marginally changed at a top management level with no discernible change at operational levels. Organisational memory has been altered by accrual accounting in that additional accounting skills and information are now held. However, use of that organisational memory is severely impeded by organisational objectives and constraints that effectively render accrual accounting information irrelevant to public sector managers’ concerns. Policy implications arising from this project are that an alternative model of accrual accounting is required together with the dual recognition that centrally imposed change may produce unpredicted change at an operational agency level and that accounting change needs to be matched to organisational characteristics. Additionally, improvements in asset management, as sought by advocates of accrual accounting, could have been delivered by non-accounting means and there is little prospect for improved managerial decision-making from the current model of accrual accounting. / http://proxy.library.adelaide.edu.au/login?url= http://library.adelaide.edu.au/cgi-bin/Pwebrecon.cgi?BBID=1375063 / Thesis (Ph.D.) - University of Adelaide, Business School, 2009

Le cadre juridique du recours des collectivités territoriales et de leurs groupements au crédit a subi d’importantes modifications lors des nombreuses réformes dont a fait l’objet le secteur public local.En dépit de ces évolutions, l’emprunt des collectivités territoriales continue d’être au coeur d’un paradoxe entre autonomie et contrainte. Il constitue d’abord un facteur d’autonomie pour les décideurs locaux comme cela s’est accentué avec la libéralisation du crédit qui s’est produite au cours de la seconde moitié du XXème siècle. Les collectivités territoriales doivent ainsi désormais user de cette autonomie pour répondre aux enjeux induits par la banalisation de cet instrument qui intègre dans une large mesure le champ du droit privé et dont les pratiques ne cessent de se complexifier. La liberté acquise n’est toutefois pas totale. D’une part, l’autonomie offerte au secteur public local dans son recours à l’emprunt ne reste que relative dès lors que l’État continue d’imposer un encadrement multiple et ce, tant à travers l’existence de règles que par la mise en place de procédures de contrôle.D’autre part, cette autonomie a fait émerger de nouveaux enjeux pour les décideurs locaux qui ont vula notion de risque financer s’inscrire au coeur de leurs politiques d’endettement. L’actualité la plus récente de l’emprunt local demeure du reste une parfaite illustration de ce paradoxe entre autonomie et contrainte avec des collectivités territoriales qui ont connu d’importantes difficultés liées à leur recours au crédit. / Regarding the recourse of local authorities and their consortiums to credit, the applicable legalframework went through a number of significant modifications. These modifications took place duringthe numerous reforms of the local public sector. In spite of these evolutions, the indebtness capacity of local authorities continues to be at the heart of an autonomy and constraint paradox. Theliberalisation of credit that took place during the second half of the XXth century accentuated theautonomy factor for local deciders. Local authorities must use this autonomy to find solutions to thechallenges induced by the trivialization of this tool - a tool that for a large part incorporates privatelaw - and the practices of which never cease to increase in complexity. The acquired liberty ishowever not absolute. On one hand the autonomy given to the local public sector in its recourse to debt remains relative as long as the State continues to impose a multi-layered framework - this takingplace not only through the existence of rules but also through the implementation of contro lprocedures. On the other hand, this same autonomy enabled the rise of new challenges for localdeciders : the notion of financial risk found itself at the very heart of their debt policies. The mostrecent event with regards to local debt is a perfect illustration of this autonomy and constraintparadox, and local authorities faced great difficulties regarding their resort to credit

Submitted by Gustavo Gomes (gustavolascasas@gmail.com) on 2013-08-26T12:47:15Z No. of bitstreams: 2 Gest??o de Recursos Humanos no Estado de Minas Gerais.pdf: 1624741 bytes, checksum: 27b6a33ca2bf5563b9fdd144e7a52927 (MD5) license_rdf: 22192 bytes, checksum: 16508d913bcfe515c0f9e2bdf06ca16d (MD5) / Approved for entry into archive by Roger Guedes (roger.guedes@fjp.mg.gov.br) on 2013-08-26T15:38:05Z (GMT) No. of bitstreams: 2 Gest??o de Recursos Humanos no Estado de Minas Gerais.pdf: 1624741 bytes, checksum: 27b6a33ca2bf5563b9fdd144e7a52927 (MD5) license_rdf: 22192 bytes, checksum: 16508d913bcfe515c0f9e2bdf06ca16d (MD5) / Made available in DSpace on 2013-08-26T15:38:05Z (GMT). No. of bitstreams: 2 Gest??o de Recursos Humanos no Estado de Minas Gerais.pdf: 1624741 bytes, checksum: 27b6a33ca2bf5563b9fdd144e7a52927 (MD5) license_rdf: 22192 bytes, checksum: 16508d913bcfe515c0f9e2bdf06ca16d (MD5) Previous issue date: 2009 / Funda????o Jo??o Pinheiro / A d??cada de 90 se conformou como um per??odo crucial para a Administra????o de Recursos Humanos no setor p??blico. Este per??odo foi caracterizado por dois desafios: reduzir as fun????es administrativas e burocr??ticas no que tange ?? gest??o de pessoas e ampliar as fun????es estrat??gicas dessa ??rea. A necessidade de inova????o da gest??o de recursos humanos no setor p??blico destaca-se quando se analisa os esfor??os de Reforma do Estado e de introdu????o de pr??ticas gerenciais no ??mbito das organiza????es p??blicas. Assim, as organiza????es p??blicas tamb??m possuem o desafio de atrair e reter seus profissionais, por meio da implementa????o de pol??ticas e pr??ticas inovadoras de recrutamento e sele????o, desenvolvimento de pessoal, desenvolvimento de carreira, plano de cargos e sal??rios, remunera????o e benef??cios. Desse modo, o objetivo geral desta pesquisa consistiu em analisar em que medida as pol??ticas e pr??ticas de recursos humanos implementadas no Estado de Minas Gerais contribu??ram para a reten????o dos profissionais do cargo de Especialista em Pol??ticas P??blicas e Gest??o Governamental (EPPGG), respons??veis pela formula????o, avalia????o e supervis??o de pol??ticas p??blicas e pelo exerc??cio de atividades relacionadas ??s ??reas de planejamento e gest??o do Estado de Minas Gerais. Quanto ao tipo de pesquisa, esta se caracterizou por uma pesquisa de car??ter explorat??rio e descritivo. Quanto aos meios, foi feito um estudo de caso. Para tanto foi realizada uma pesquisa quantitativa, por meio da aplica????o de question??rio a amostra representativa dos EPPGG, membros da carreira e exonerados, e tamb??m uma pesquisa qualitativa, atrav??s da realiza????o de entrevistas semi-estruturada, com EPPGG e gestores da carreira. Os resultados demonstraram que o principal motivo para a evas??o dos EPPGG ?? a defici??ncia salarial (60,3%) e o principal motivo para a perman??ncia na carreira ?? o interesse pela ??rea p??blica (24,8%). Por meio da pesquisa p??de-se concluir que da totalidade de pol??ticas e pr??ticas de recursos humanos listadas, apenas 27,6% s??o visualizadas como pol??ticas e pr??ticas implementadas pelo Governo de Minas, na percep????o dos EPPGG. Ainda, das pol??ticas e pr??ticas, 17,24%, est??o contribuindo para a reten????o dos EPPGG, visto que possuem rela????o de depend??ncia com a perman??ncia na carreira (p<0,05) e foram bem avaliadas pela amostra, e 24,14% das pol??ticas e pr??ticas est??o contribuindo para a evas??o destes profissionais, visto que possuem rela????o de depend??ncia com a perman??ncia na carreira e foram consideradas inexistentes pelos EPPGG. Por meio da pesquisa, concluiu-se tamb??m que os EPPGG n??o possuem a mesma percep????o demonstrada pelo governo de Minas, pois n??o visualizam como adotadas grande parte das pol??ticas e pr??ticas de recursos humanos assumidas como implementadas pelos gestores da carreira. / The ninety decade became an important period to Human Resource Management in Public Sector. This period had as typical challenges: to reduce administration and bureaucratic functions, besides amplify it strategic functions. The necessity of innovation in Human Resource Management of public sector became evident by effort dedicated to State??s Reform and introduction of management practise in public organizations. Public organizations have difficulty to contract and maintain its professionals, for overcome this, they utilize new policies of recruiting and selection, individual and profession development, career??s plans and benefits. In this context, this work has as general objective measure the contribution of human resources policies to guarantee professionals retention. The research is focused in public career of specialists in governmental management and public policies (EPPGG), that have as activity to plan, to evaluate and to supervise public policies, besides work with planning and management of Minas Gerais State. The work is identified as exploratory and descriptive research, that utilized as methodology a case study. The case study was elaborated through a quantitative research that administered a questionnary for a representative sample of EPPGG, career members and exonerated. Also, it was utilized a qualitative research through semi-structured interview to career??s managers and EPPGG. The results evidence that salary??s deficiency (60,3%) constitute principal motive to lose professionals, and the principal motive that sustain EPPGG in his career is interest by public sector (24,8%). It was identified that in whole scope of policies and practices human resource??s, only 27,6% are observed as a Government policy by EPPGG. It was verified that 17,24% of those policies and practices are important to EPPGG??s permanence in career, whereas exist a dependence relationship between career permanence and those policies. Otherwise, 24,14% of practices and policies are contributing to escapement of professionals, considering a dependence relationship with career permanence and the inexistence of those practices by the sample. It was conclusive with this work that EPPGG do not identify several policies and practices human resource??s as introduced by the government, that was defended as established by career??s managers. / Governo e Pol??tica

Bakgrund: Ett behov att finna strategier för att minska matsvinnets negativa miljöpåverkan har identifierats inom svensk offentlig sektor. De dagliga tallriksavskrapen inom kommunala skolkök kostar samhället miljonbelopp, dessutom uppstår ytterligare matslöseri vid tillagning. Vinster antas kunna göras genom ett förbättrat resursutnyttjande inom skolköken. Med anledning att styrningsverktyget lean tidigare tillämpats inom ett antal olika kontexter, dock med ett varierande resultat, är det av intresse att studera om lean är möjligt samt meningsfullt att implementera i kommunala skolkök i syfte att reducera matsvinn. Syfte: Studiens syfte är att bidra till ökad förståelse av vilka faktorer som påverkar uppkomst av matsvinn i de kommunala skolköken och således utreda möjligheten till en effektivare resursanvändning genom tillämpning av styrningsverktyget lean. Metod: Studien vilar på ett hermeneutiskt perspektiv och har en abduktiv ansats. För datainsamling har en kvalitativ flerfallsstudie genomförts på tre olika skolor inom olika kommuner. Nio semistrukturerade intervjuer har kompletterats med observationer samt dokumentstudier, i syfte att uppnå en helhetsförståelse för kontexten. Slutsats: Studien visar att styrningsverktyget lean har potential att reducera matsvinn. Det har dock framkommit att den strategiska nivån av lean inte är enkelt tillämpbar i skolkök. Faktorer som tidsbrist, diffust kundbegrepp samt lagar och regleringar har identifierats begränsa dess applicerbarhet. Avseende den operationella nivån av lean har potential att reducera matsvinn genom implementering av utvalda leanverktyg identifierats, trots bristande tillämplighet av den strategiska nivån. / Background: A need to find strategies to reduce the negative environmental impact from food waste has been identified within the Swedish public sector. The daily plate waste in municipal school kitchen cost society millions and additional food waste occur during cooking. Profits are expected to be made through improved resource utilization within school kitchens. Due to the fact that the management tool lean previously has been applied in a number of different contexts, though with various results, it is interesting to study whether lean is possible and meaningful to implement in municipal school kitchens in order to reduce food waste. Purpose: The study aims to contribute to the understanding of factors affecting the generation of food waste in municipal school kitchens and therefore investigate the possibility of a more efficient use of resources by implementation of the management tool lean. Research Method: The study rest on a hermeneutic perspective and have an abductive approach. For data collection, a qualitative multiple case study on three different schools in different municipalities has been conducted. Nine semi-structured interviews have been supplemented with observations and document studies, in order to achieve a holistic understanding for the context. Conclusion: The study concludes that lean as a management tool has potential to reduce food waste. However, it has been found that the strategic level of lean can not easily be implemented in school kitchens. Factors like time constraints, a diffuse customer definition and laws and regulations primarily limit the strategic levels applicability. Regarding lean on an operational level, potential to reduce food waste by implementation of selected lean tools has been identified, despite the lack of applicability of the strategic level.

Magister Pharmaceuticae - MPharm / Prior to 2007, South Africa’s government became concerned about the loss and inability to retain certain professionals in its employment. Health human resources were distributed in favour of the private sector and urban areas while rural areas survived on a meagre portion of health employees. In 2007, the government introduced a re-designed remuneration structure for individual skilled professions namely, Occupation Specific Dispensation (OSD), with the goal to attract and retain professionals. This study qualitatively explores the perceptions of public sector employment (PSE) by pharmacists to extract how OSD-policy may or may not be succeeding. It also investigates the opinions of pharmacists on the promotional structure of OSD and opportunity for career advancement (CA) as a possible indication of organisational commitment. Participants were recruited from four career streams in OSD’s structure, all employed in the Department of Health, Provincial Government of the Western Cape. In the first stage of data collection, one-on-one interviews were conducted with key-informants which consisted of policy specialists (n=2) and management (n=2). In the second stage, focus group interviews were conducted comprising of production and supervisory pharmacists (n=27). Sampling strategies encompassed purposive, snowball and stratified sampling to ensure saturation of data and provide comparisons between groups and sub-groups. Thematic analysis of interview transcripts was performed using inductive coding in the first stage and apriori coding in the second stage. Themes and sub-themes were “reflexed” onto Human Resource and Work Motivation Theory by engaging a three question reflexive framework to ensure consistency in the interpretation of results. Eleven major themes emerged: overlapping of salary grades; variety of positions; being a manager of professionals; envisioning promotion; pay versus responsibility; pay equity and expectancy; OSD and attraction; OSD and retention; over-time and after-hours remuneration; interpreting OSD; and using unions to negotiate policy for professionals. 41 sub-themes that emerged were positively, negatively or neutrally connected to perceptions of PSE or CA. Positive sub-themes of PSE is that OSD has “ensured that entry level positions are extremely attractive” and OSD is “attracting more junior pharmacists to management positions”. Negative sub-themes of PSE include that a “retention strategy for experienced pharmacists tends to be neglected” and “some work related factors may nullify retention strategies”. Negative or stagnant perceptions of PSE produce an image that fails to care for individual employee needs and tarnishes the image of public sector employment. Positive sub-themes of CA are that OSD now “permits individual freedom of career path choice” and OSD “has created a variety positions through a broadened post structure”. Negative subthemes of CA are that “experienced pharmacists stagnate in their career” and “supervisors have a lot more responsibilities but get paid the same as production pharmacists”. Since the perception of career mobility is related to organizational commitment and retention, negative perceptions of career advancement may result in apprehension to develop via promotion or career path change. This can lead to employee boredom, complacency or frustration of career ambitions and eventual loss of staff. Some aspects of OSD, such as overlapping of salary grades, should be addressed by policy-developers to ensure the successful accomplishment of policy goals.

The subject of this diploma thesis is a municipal enterprise performances evaluation. In the introduction part of the thesis there is a literary research aimed on an explanation of the cooperation between public and private sector importance and the description of financial analysis with emphasis on municipal entities distinctions requiring modifications. In the application part both general and specific evaluating methods are applied on particular municipal company operating in the waste disposal field - Technické služby Třeboň, s.r.o. Secondary aim of the thesis is to suggest to company management some improving precautions in order to save public funds and use them more wisely. Performances are compared among business municipal companies and funded organization in this field, moreover there are also described differences between these legal forms.

[pt] Que se espera de um funcionário público que se aposenta ainda jovem: trabalhar ou usar o tempo livre para lazer? Caso trabalhe, então a reforma previdenciária de 1998 - que impôs idade mínima para aposentadoria - causa perda de renda futura que deve ser compensada por aumento de poupança corrente. Caso a opção seja por lazer, a reforma resulta em perda de lazer futuro, o que, sob a hipótese de complementaridade entre consumo e lazer, implica na realocação de consumo futuro para o presente, ou seja, decréscimo de poupança corrente. Usando uma amostra com dados da PNAD de 33.893 funcionários públicos, mostramos que, com a implementação da reforma, a poupança dos servidores civis caiu relativamente aos militares, que não foram atingidos pela reforma. Como as decisões de lazer e trabalho dependem do salário de mercado, o experimento sugere que o setor privado não dá um valor significativo para o capital humano dos servidores públicos. / [en] What should we expect from public employees that retire at early ages: continue working or enjoy full leisure time? If they continue working, the Brazilian 1998 pension reform - that established minimum retirement age for public employees - reduces future income and increases current savings, as consumption is smoothed through time. If the answer is leisure, the reform implies additional work and savings decrease in consequence of future consumption transfer to the present. This is the case of leisure and consumption being complements in the utility function. We use a sample with 33,893 public employees from the PNAD database (1996 to 2002) to show that there was a decrease in saving relative to the military, which were not affected by the reform. Since work and leisure decisions rely on the market alternative wage, this result suggests that the private sector does not greatly value the human capital of public employees.