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The purpose of this qualitative multiple case study was to examine HR executives' perspectives on employability enhancement for employees and how it is operationalized in their workplace. The exploratory questions that guided the study were, What are the perspectives of HR executives regarding employability enhancement for employees, and In what ways and under what conditions is organizational support of employability enhancement demonstrated through workplace learning initiatives? The conceptual framework for this study is based on Clarke and Patrickson's (2008) list of assumptions concerning employability as the premise for the new employment contract. Data collected consisted of background questionnaires, semi-structured interviews, organizational documents, and researcher reflective journal notes. Cross case analysis yielded four major themes of "Shared Responsibility," "The Power of Learning Attitude," "Assessment for Growth," and "Resource Availability." These four themes include discussions of the roles and responsibilities for employability, desired employee learning attitudes, recommended assessment activities, and conditions affecting development opportunities provided by organizations. Implications for organizations, their employees, and HRD professionals are described. This study contributes empirical research on today's employment contract based on an employability model from the organization's perspective. It also adds to the body of literature on employability rarely focused on, employability enhancement for employees.

With recent increases in mineral prices, the Canadian Arctic has experienced a dramatic upswing in mining development and exploration. The communities living in close proximity to proposed mining are poised to experience dramatic change in the face of industrial development and an injection of wage employment. With the development of the Meadowbank gold mine, the nearby Hamlet of Baker Lake, Nunavut is currently experiencing these changes firsthand. In response to an invitation from the Hamlet of Baker Lake, this research seeks to document Baker Lake residents’ experiences with the Meadowbank mine. During two months of fieldwork in 2010 and 2011, these experiences - manifest in stories, opinions and concerns - were recorded. It is evident that the community has changed with the opening of the mine. The employment rates and income have increased, and there have been resulting decreases in food insecurity, increases in hunting participation and increased hope for the future of Baker Lake. However, these outcomes are not felt homogeneously across the community; indeed, residents’ experiences with mining have been mixed. Beyond this core finding, the research suggests four further notable insights. First, employment has provided the opportunity for people to elevate themselves out of welfare/social assistance, provide for their families and pay down debts. Second, the pursuit of high school and post-secondary education has become more common, but some students are leaving high school to pursue mine work. Third, local businesses are benefiting from mining contracts, but this is generally limited to those companies that had the capital and equipment in place before the mine; economic diversification and the development of small business have been minimal. Finally, varied individual experiences are in part generated by an individual’s context; that is, the experience of the mine is conditioned by personal context (finances, education, family, personal history) and personal choices (e.g. alcohol vs. debt repayment, unskilled mine employment vs. education/training). The documentation of these experiences is useful not just for our understating of mining’s impacts on Aboriginal communities, but also for the efforts of the Hamlet of Baker Lake and higher government authorities to develop mitigation measures including niche programs.

The purpose of the study was to investigate skills development within the Manufacturing, Engineering and Related Services Sector. The study investigates the reasons associated with the shortage of skills and the factors influencing the rate of skills development within this sector. / Thesis (M.B.A.)-University of KwaZulu-Natal, Pietermaritzburg, 2006.

Automatic speech recognition (ASR) technology has matured over the past few decades and has made significant impacts in a variety of fields, from assistive technologies to commercial products. However, ASR system development is a resource intensive activity and requires language resources in the form of text annotated audio recordings and pronunciation dictionaries. Unfortunately, many languages found in the developing world fall into the resource-scarce category and due to this resource scarcity the deployment of ASR systems in the developing world is severely inhibited. In this thesis we present research into developing techniques and tools to (1) harvest audio data, (2) rapidly adapt ASR systems and (3) select “useful” training samples in order to assist with resource-scarce ASR system development. We demonstrate an automatic audio harvesting approach which efficiently creates a speech recognition corpus by harvesting an easily available audio resource. We show that by starting with bootstrapped acoustic models, trained with language data obtain from a dialect, and then running through a few iterations of an alignment-filter-retrain phase it is possible to create an accurate speech recognition corpus. As a demonstration we create a South African English speech recognition corpus by using our approach and harvesting an internet website which provides audio and approximate transcriptions. The acoustic models developed from harvested data are evaluated on independent corpora and show that the proposed harvesting approach provides a robust means to create ASR resources. As there are many acoustic model adaptation techniques which can be implemented by an ASR system developer it becomes a costly endeavour to select the best adaptation technique. We investigate the dependence of the adaptation data amount and various adaptation techniques by systematically varying the adaptation data amount and comparing the performance of various adaptation techniques. We establish a guideline which can be used by an ASR developer to chose the best adaptation technique given a size constraint on the adaptation data, for the scenario where adaptation between narrow- and wide-band corpora must be performed. In addition, we investigate the effectiveness of a novel channel normalisation technique and compare the performance with standard normalisation and adaptation techniques. Lastly, we propose a new data selection framework which can be used to design a speech recognition corpus. We show for limited data sets, independent of language and bandwidth, the most effective strategy for data selection is frequency-matched selection and that the widely-used maximum entropy methods generally produced the least promising results. In our model, the frequency-matched selection method corresponds to a logarithmic relationship between accuracy and corpus size; we also investigated other model relationships, and found that a hyperbolic relationship (as suggested from simple asymptotic arguments in learning theory) may lead to somewhat better performance under certain conditions. / Thesis (PhD (Computer and Electronic Engineering))--North-West University, Potchefstroom Campus, 2013.

Automatic speech recognition (ASR) technology has matured over the past few decades and has made significant impacts in a variety of fields, from assistive technologies to commercial products. However, ASR system development is a resource intensive activity and requires language resources in the form of text annotated audio recordings and pronunciation dictionaries. Unfortunately, many languages found in the developing world fall into the resource-scarce category and due to this resource scarcity the deployment of ASR systems in the developing world is severely inhibited. In this thesis we present research into developing techniques and tools to (1) harvest audio data, (2) rapidly adapt ASR systems and (3) select “useful” training samples in order to assist with resource-scarce ASR system development. We demonstrate an automatic audio harvesting approach which efficiently creates a speech recognition corpus by harvesting an easily available audio resource. We show that by starting with bootstrapped acoustic models, trained with language data obtain from a dialect, and then running through a few iterations of an alignment-filter-retrain phase it is possible to create an accurate speech recognition corpus. As a demonstration we create a South African English speech recognition corpus by using our approach and harvesting an internet website which provides audio and approximate transcriptions. The acoustic models developed from harvested data are evaluated on independent corpora and show that the proposed harvesting approach provides a robust means to create ASR resources. As there are many acoustic model adaptation techniques which can be implemented by an ASR system developer it becomes a costly endeavour to select the best adaptation technique. We investigate the dependence of the adaptation data amount and various adaptation techniques by systematically varying the adaptation data amount and comparing the performance of various adaptation techniques. We establish a guideline which can be used by an ASR developer to chose the best adaptation technique given a size constraint on the adaptation data, for the scenario where adaptation between narrow- and wide-band corpora must be performed. In addition, we investigate the effectiveness of a novel channel normalisation technique and compare the performance with standard normalisation and adaptation techniques. Lastly, we propose a new data selection framework which can be used to design a speech recognition corpus. We show for limited data sets, independent of language and bandwidth, the most effective strategy for data selection is frequency-matched selection and that the widely-used maximum entropy methods generally produced the least promising results. In our model, the frequency-matched selection method corresponds to a logarithmic relationship between accuracy and corpus size; we also investigated other model relationships, and found that a hyperbolic relationship (as suggested from simple asymptotic arguments in learning theory) may lead to somewhat better performance under certain conditions. / Thesis (PhD (Computer and Electronic Engineering))--North-West University, Potchefstroom Campus, 2013.

The title of the research is "Ethical codes for training staff in South African Collieries -a case study". The research was conducted in coal mining training centres in the Free State, Gauteng and the Mpumulanga provinces of South Africa. The objective of the research was to examine ethical codes currently in place internationally and locally. Based on this research the research was then focused on its contribution to the human resource development arena. South African coal mining training centres staff were interviewed regarding how they perceived ethical codes and ethical conduct and the importance of these concepts to their daily work lives. It was found that training staff were aware of ethical behaviour and conduct. Factors such as age, the type of professional association a person belongs to were found to be significant. Recommendations were made regarding further research on ethical conduct in other mining products, companies a for human resource development practises. / Thesis (M.Ed.)--North-West University, Potchefstroom Campus, 2010.

To improve on service delivery, the challenge is to ensure that the correctional officials understand and are skilled in dealing with demands for better standard of service delivery by the public. There is a perception that current training programmes are too fragmented and that training does not receive the priority it deserves. There is also a feeling that current training is still too much focused on the training needs of the ''top" echelons (managers) and not the "bottom" end of the Department of Correctional Services, especially those directly dealing with day to day work situation. This study was therefore designed to examine how human resources are developed within the Department of Correctional Services, emphasizing on Human Resource Development Strategy for Total Quality Management within the Department. The research methods utilized in the investigation are qualitative and exploratory, since no comparative research on the implementation of Human Resource Development Strategy has yet been conducted in the Department of Correctional Services. The study took place at the Groenpunt Management Area. In order to obtain data, questionnaires and interviews were used and administered by the researcher with randomly selected individuals from the employees within Groenpunt Management Area. The investigation was based on the hypothesis that the effective implementation of human resource development strategy may lead to efficient total quality management in Groenpunt Management Area. The Department of Correctional Services (DCS) should utilize strategies to provide training and education to further the employees' development and chances of advancement to leadership positions. The DCS must be concerned to implement techniques that could serve to improve productivity and better service delivery. Greater employee involvement and development need to be encouraged. The findings of the study explore that the Human Resource Development Strategy for the DCS must be aimed at addressing the major human resource capacity constraints currently hampering the effective and equitable service delivery. The DCS must become a true learning organization and to ensure this the DCS must ensure that conditions necessary for improving service delivery have been established. The implementation of the HRD Strategy will ensure that the capacity of the staff within the DCS is built up to a level of competence that will ensure access to equal and competent service. The study concludes with the recommendation that appropriate human resources are required to implement strategies. The DCS further needs to have the right kind of people trained in the appropriate manner in order to carry out strategic plans. Where the implementation of strategies requires new knowledge and skills, it must be ensured that the information is built into the existing training courses and that new courses are developed if necessary. / Thesis (M. Development and Management)--North-West University, Vaal Triangle Campus, 2010.

To improve on service delivery, the challenge is to ensure that the correctional officials understand and are skilled in dealing with demands for better standard of service delivery by the public. There is a perception that current training programmes are too fragmented and that training does not receive the priority it deserves. There is also a feeling that current training is still too much focused on the training needs of the ''top" echelons (managers) and not the "bottom" end of the Department of Correctional Services, especially those directly dealing with day to day work situation. This study was therefore designed to examine how human resources are developed within the Department of Correctional Services, emphasizing on Human Resource Development Strategy for Total Quality Management within the Department. The research methods utilized in the investigation are qualitative and exploratory, since no comparative research on the implementation of Human Resource Development Strategy has yet been conducted in the Department of Correctional Services. The study took place at the Groenpunt Management Area. In order to obtain data, questionnaires and interviews were used and administered by the researcher with randomly selected individuals from the employees within Groenpunt Management Area. The investigation was based on the hypothesis that the effective implementation of human resource development strategy may lead to efficient total quality management in Groenpunt Management Area. The Department of Correctional Services (DCS) should utilize strategies to provide training and education to further the employees' development and chances of advancement to leadership positions. The DCS must be concerned to implement techniques that could serve to improve productivity and better service delivery. Greater employee involvement and development need to be encouraged. The findings of the study explore that the Human Resource Development Strategy for the DCS must be aimed at addressing the major human resource capacity constraints currently hampering the effective and equitable service delivery. The DCS must become a true learning organization and to ensure this the DCS must ensure that conditions necessary for improving service delivery have been established. The implementation of the HRD Strategy will ensure that the capacity of the staff within the DCS is built up to a level of competence that will ensure access to equal and competent service. The study concludes with the recommendation that appropriate human resources are required to implement strategies. The DCS further needs to have the right kind of people trained in the appropriate manner in order to carry out strategic plans. Where the implementation of strategies requires new knowledge and skills, it must be ensured that the information is built into the existing training courses and that new courses are developed if necessary. / Thesis (M. Development and Management)--North-West University, Vaal Triangle Campus, 2010.