This research is mainly, composed of Mark H. Moore ¡§Creating Public Value¡GV.C.S. strategy management in government¡¨, and promoted by Wang, Ming-Shen with the viewpoint of ¡§An integrated public affair management ¡]PAM¡^ framework¡¨. Qualitative research method is used in this dissertation to analyze the process of local government promoting water resource development. The case study takes the main pusher of bureaucrats in local government as public manager. With¡§V.C.S. strategic triangle¡¨¡G Value, Capacity and Support, we discuss the mutual relation and make operational suggestions. Research result shows that with ¡§An integrated public affair management ¡]PAM¡^ framework¡¨,public manager will do good to evaluate the overall environment¡Fwith strategic triangle, public manager can evaluate the weakness of project promptly, and make practical suggestions. Therefore, we believe that V.C.S. strategy management can offer public manager broader thinking direction.

The majority of mentoring research has explored mentoring from the vantage point of protégé perceptions, reactions, experiences, and development (Wanberg et al. 2003; Kram, 1988). Participants in mentoring studies have commonly been employees, college students, or mid-level managers. Little is known regarding the impact of mentoring roles in relation to top executives who are, over the span of their careers, likely to participate in developmental relationships as both mentor and protégé. In fact, accessing people who are active CEOs has been extremely problematic for a majority of interested researchers (Thomas, 1995). Limited research on mentoring and especially that on CEOs is used to inform the current Human Resource Development (HRD) scholarship and practice. The current study will inform HRD and provide insight into how mentoring relationships can be used to develop individuals in organizations. Key findings from this study were reported from a qualitative study (Moustakas, 1994) involving twelve CEOs of large for-profit US corporations who detailed their experiences as both mentors and protégés. Emerging themes from the larger study overlap, in part, with key mentoring functions as identified by Kram (1988). In addition to reinforcing and informing the work of Kram (1988), key CEOs provided insight regarding their experiences in long-term (several years or more) mentoring relationships. The combined themes resulted in a framework demonstrating the development of mentoring relationships. In addition to a general discussion of a mentoring framework, I focused the study primarily on CEO perceptions regarding the impact of their mentoring related experiences on 1) how their mentors have impacted their development; 2) how they mentor others; and 3) the relational elements in mentoring relationships. Because a rarely assessed population was studied, scholars and practitioners in HRD will gain a unique understanding and greater insight into how mentoring relationships develop professionals, particularly CEOs.

Over the years, much attention has been given to copyright law in literature and as it pertains to textbooks and other original academic works. However, as the focus is narrowed to the copyright law as it relates to distance education within higher education, very little information or precedents can be looked to for guidance. For an institution of higher education involved in distance education, the problem demands that a model be developed specifically for universities to follow as they embrace distance education programs and course development. As the likelihood of lawsuits and grievances clearly exists, the motivation of faculty to create original works is potentially compromised when there is conflict between themselves and the universities who employ them. In addition, a set of guidelines in the form of a model lends a structural basis to university educators and administrators alike on which to formulate the process of developing distance education programs with a greatly reduced chance of legal incident. A case study design was chosen because it adds strength to what is known and deepens understanding of complex issues. According to Lincoln and Guba in their 1985 book, qualitative research involves the studied use and collection of a variety of empirical materials: case study, personal experience, introspective, life story, interview, observational, historical, interactive, and visual texts that describe routine and problematic moments and meanings in individuals

For the purpose of survival and maintaining excellent performance, the hospitals are seeking to adopt suitable strategies to fulfill organization development. By the uprising speed of economic development in China with the increasing demand of medical care, it is eager for us to understand what proper strategies the hospitals should take in order to fit the external environment and internal environment. Moreover, linking human resource development strategies such as training and career development with hospital business strategies to examine if there is any relationships. The result of research is pointed out: According to different inside and outside environment, the medical organization can develop a suitable operation style by itself. For example, the large-scale comprehensive tertiary hospital can choose the tactics trends of the difference or grouping strategies, and the medium and small-scale clinic or the section hospital can choose to refine the tactics specially. In human resource development, with the difference of the domestic and foreign environment, the medical organization also different methods. Especially on the employing mechanism, the public hospital has sounder system, bigger development space and brand benefit, but comparatively speaking, the private hospital has more flexible wages and promotion system. However, this research was conducted in qualitative method which case details were collected from two different government owned hospitals in Shanghais area in regard to investigate the linkage between hospital business strategies and human resource development strategies they apply. Since they are both owned by the government, this research found specific phenomenon for business practices and future research implications.

Human resource development, abbreviated as HRD, is a new and developing field evolved from the human resources management, abbreviated as HRM. Compared with HRM, HRD more emphasizes on the development of people and organization, also growth of personal professional knowledge and career. More importantly, it can improve performance of employee and organization. With the introduction of HRD, nowadays human resource department has already migrated from administrative role to strategic partner role. HRD has a large scope, including at least management by objectives, competency management, training management and performance management, and all the HRD elements influence each other closely. By means of human resource development system, abbreviated as HRDS, HRD related policies can be implemented effectively and successfully. ¡@¡@This research¡¦s objective is to redesign HRDS software architecture with structure behavior coalescence to avoid omits or biases in creating this complicated information system. Furthermore, this research¡¦s results will improve communication efficiency and quality on system maintenance.

Utbildning och livslångt lärande är idag aktuella begrepp i samhället och det finns en självklarhet i att skaffa sig en formell yrkesutbildning. Dock finns än i dag arbeten som kräver fysiska handlingar och praktiska erfarenheter. Yrken där individer tillsatt sig kunskap genom att arbeta, inte genom att studera. Badmästare är en sådan yrkesgrupp, där flertalet anställda saknar formell utbildning. Genom en fenomenologisk forskningsansats undersöks på vilka sätt en praktisk yrkesgrupp upplever kompetensutveckling och möjligheten att utvecklas i arbetet. Syftet var att utöka kunskapen om kompetensutveckling och genom forskningsansatsen bidra med ny kunskap, betydelsefull för pedagogiken i arbetslivet. Sex respondenter deltog och intervjuades. I resultatet beskrev badmästarna kompetensutvecklings som en påfyllning av kunskap och ett sätt att lära sig mer om yrket. Kompetensutveckling upplevdes genom utbildningar, i samtal med kollegor och i det egna utförandet av arbetet. Badmästarna upplevde att möjligheten till utveckling i arbetet överlag är stor, då arbetet innehållet många områden, där det alltid finns behov av utveckling. I tolkningen sattes fenomenet i relation till lärande, där kopplingar mellan upplevelsen av kompetensutveckling och vuxnas lärande kunde dras.

This dissertation explored the perceived association between scenario planning and the development of leadership capability and capacity. Furthermore, this study explored sophisticated virtual environments seeking instances of adult learning and the conduciveness of these environments for innovative developmental activities to build leadership capability and capacity. Data sources included 1) fifty semi-structured interviews with five expert-practitioners purposively selected for their experience in both scenario planning and leadership development, 2) descriptive process and outcome data from scenario planning programs in university business schools, and 3) fifteen published scenario planning reports, 4) observations of the scenario planning process, and 5) a survey of forty-five individuals who participated in the study of sophisticated virtual environments. The first stream of inquiry that investigated the perceived association between scenario planning and the development of leadership capability and capacity revealed the development of a synthesis model integrated from three informing theoretical frameworks. The model was used for subsequent data collection, analysis, and organization. Each data source supported and further described the associative relationship between scenario planning and the development of leadership capability and capacity; leading to increased confidence in the synthesis model. This study is unique because it links scenario planning explicitly through empirical evidence with the development of leadership capability and capacity. Findings from the second stream of inquiry into sophisticated virtual environments included formal and informal learning in the 3D virtual world of Second Life (SL). Respondents in the study completed forty-five open-ended surveys and follow-up interviews that revealed six enablers of adult learning in SL: 1) a variety of educational topics for life-long learning; 2) opportunities for multidisciplinary collaboration; 3) collaboration across geographical boundaries; 4) immersive environment creates social; 5) health and emotional benefits; and, 6) cost savings over face-to-face experiences. Four barriers included: glitches in technology reduced effectiveness, addictiveness of SL, learning curve for "newbies" and funding issues for small businesses and nonprofits. Also, sophisticated technologies are creating media-rich environments found to be integrative spaces conducive for developmental activities in the field of human resource development (HRD). Scenario planning and leadership development were found to be reasonable developmental activities suited to these digital spaces. Virtual human resource development (VHRD) was identified as a new area of inquiry for HRD.

Through this study, a strategy for the localisation and development of the South African nuclear industry was developed. As background, the Korean localisation experience was investigated, along with international recommendations regarding nuclear localisation, and South African governmental policies. This research was used as foundation for the formulation of a localisation strategy. The possibility of using localisation and nuclear industry development as a means to address governmental socio-economic development goals was investigated. From the literature investigation localisation principles were identified. The focus areas of the localisation strategy were subsequently based on these principles. The principles are:  Aggressive human resource development  Governmental leadership and support  International co-operation The localisation strategy addresses general localisation recommendations, needed human resource development, structure of the Nuclear Energy Project Implementation Organization (NEPIO), roles of the participants of the NEPIO, and finally the supply-chain development and technology transfer guidelines. It was assumed that three nuclear power plants, consisting of two reactors each would be constructed. For localisation to be successful, a fleet approach must be followed to ensure economy of scale, and local participation must be incrementally increased with each power plant. The localisation strategy was circulated to industry for validation, and changes were made, based on industry feedback. The needed human resource development amounts to the training of 4 012 labourers per year (see Table 1). The local participation for each consecutive power plant is 30%, 50%-55% and 75%-80%, respectively. It was found that 100% localisation is not feasible. The planned nuclear power programme is too small to justify the development of globally leading components such as ultra-heavy forgings. The structure of the NEPIO is shown in Figure 1. It was found that the localisation and nuclear industry development would serve as a vehicle to help achieve governmental socio-economic development programmes. It was finally concluded that South Africa has the potential for localisation, but obstacles such as a lack of governmental commitment, negative public perception, and lack of industry confidence will be detrimental to the localisation efforts. If these, and other obstacles are not urgently addressed, South Africa will miss out on a much needed development opportunity. / MIng (Development and Management Engineering), North-West University, Potchefstroom Campus, 2013

Through this study, a strategy for the localisation and development of the South African nuclear industry was developed. As background, the Korean localisation experience was investigated, along with international recommendations regarding nuclear localisation, and South African governmental policies. This research was used as foundation for the formulation of a localisation strategy. The possibility of using localisation and nuclear industry development as a means to address governmental socio-economic development goals was investigated. From the literature investigation localisation principles were identified. The focus areas of the localisation strategy were subsequently based on these principles. The principles are:  Aggressive human resource development  Governmental leadership and support  International co-operation The localisation strategy addresses general localisation recommendations, needed human resource development, structure of the Nuclear Energy Project Implementation Organization (NEPIO), roles of the participants of the NEPIO, and finally the supply-chain development and technology transfer guidelines. It was assumed that three nuclear power plants, consisting of two reactors each would be constructed. For localisation to be successful, a fleet approach must be followed to ensure economy of scale, and local participation must be incrementally increased with each power plant. The localisation strategy was circulated to industry for validation, and changes were made, based on industry feedback. The needed human resource development amounts to the training of 4 012 labourers per year (see Table 1). The local participation for each consecutive power plant is 30%, 50%-55% and 75%-80%, respectively. It was found that 100% localisation is not feasible. The planned nuclear power programme is too small to justify the development of globally leading components such as ultra-heavy forgings. The structure of the NEPIO is shown in Figure 1. It was found that the localisation and nuclear industry development would serve as a vehicle to help achieve governmental socio-economic development programmes. It was finally concluded that South Africa has the potential for localisation, but obstacles such as a lack of governmental commitment, negative public perception, and lack of industry confidence will be detrimental to the localisation efforts. If these, and other obstacles are not urgently addressed, South Africa will miss out on a much needed development opportunity. / MIng (Development and Management Engineering), North-West University, Potchefstroom Campus, 2013

The study was aimed at discovering the extent to which the education system of Venda satisfies the human resource needs of that area. Chapter one not only outlines the aim of the study but also defines certain terminology used in the text. It also gives an outline of the research methodology. Chapter two identifies the theoretical guidelines with regard to how the education system is related to human resource needs. In defining the education system the chapter indicates that education cannot be divorced from the society in which it exists and therefore must be seen as a social, cultural and economic phenomenon. Chapter three examines the manner in which human resources function as a determinant of the education system. In examining the meaning of human resources it indicates the importance of developing the skills of the people as well as indicating the importance of attitudes towards work of the people, thus showing that skills and attitudes together help create good human resources for the growth and development of society. Chapter four indicates general educational needs as well as the criteria to be used for the purposes of this research. It indicates that basic skills should be developed in all people so that they can be able to adjust properly to the workplace. It emphasises the importance of reading, writing, computation and speaking abilities as the basis for education which intends to develop good human resources. Chapter five is the empirical study. It therefore indicates how the postal questionnaire was used. It also contains the results of the empirical study, and explains them. Chapter six gives the conclusions as well as the recommendations that are a result of this research. It concludes that the education system and society are bound together and should not be separated, that human resource development is an important aim of education systems and therefore development should not be one-sided but should be complete, that is, it should include social and cultural skills and economic development. Thus education in Venda should not ignore this, and should be of a good quality as from the lowest standards, so that whether a person has an education of up to Standard 5, 8 or 10 it should not be an insurmountable handicap to adjustment to the work situation. / Thesis (MEd (Vergelykende Opvoedkunde))--PU vir CHO, 1996