The development in the Kingdom of Saudi Arabia has been associated with its growing petroleum industry since late 1930s. This development has created a sudden wealth in the country that shaped its labour market as well as its skill formation systems in the years after. It has also, thanks to the government involvement, developed the country’s world class economy and its evolving private sector. However, this involvement has also created a duel labour market in which Saudis expect employment in the government while expatriates are continuously employed in private organizations. Employment in the government was always available to Saudis regardless of their qualifications which are dominated by theoretical literary majors over scientific and technical degrees. In the early days of the country’s development this did not produce major concerns to the government nor to Saudis. However, the country is producing one of the highest growth rates in the world with the majority of its citizens are under the age of 19. Government employment is always limited as the majority of employment opportunities are available in the country’s private sector. Since the late 1980s, this has generated high rates of unemployment among Saudis as government employment reached its peak and as the private sector continues in recruiting millions of cheap expatriates to increase its profits and competitiveness. This is creating an unbalanced labour market structure as well as economic, political and social problems. A number of government initiatives have been introduced to rectify such dilemma. One of which is Saudization to replace the country’s 4.7 million of expatriates recruited mainly (95%) in the private sector with as many qualified Saudis as possible. However, such efforts has not yet produced fruitful results as the private sector is still recruiting expatriates and as skill formation systems are still producing Saudis with incompatible skills, knowledge and attitudes with the private labour market needs. This research assumes that ineffective Saudization in the private sector is not the core problem of the employment process in Saudi Arabia. In fact it is the outcome of the government’s heavy and unnecessary involvement and control over skill formation systems in the Kingdom especially over the General Organization for Technical Education and Vocational Training (GOTEVT) which is the main skill formation provider for the private labour market This involvement imposes the government’s rigid bureaucracy and limited funding on a very dynamic, flexible and self-sufficient economy like the private market in Saudi Arabia that is operating in a very competitive and changeable environment. Investigation of such argument against empirical findings from interviews with a number of government, quasigovernment and private sector managers supports such conclusion. It even illustrates that government involvement and bureaucratization is hindering the implementation of Saudization strategy itself in private organizations. Recommendations are made about changing the role of GOTEVT to create industry-led training organizations to serve and link the outcomes of this skill formation organization to the employment needs of the labour market and to the needs of the economy in general.

The thesis deals with the issues of the management of human resourses in secondary vocational schools. It describes the headteachers' attitude and experience in this area. The aim is to map, analyse and form conclusions, which will be useful and helpful in headteacher's work, to show a potential for teachers development, to apply knowledge from this area of the general management to a specific school environment and to show the meaning and and the growing importance of these processes in schools. The conclusions are based on research made in secondary vocationals schools among the headteachers and teachers with the questionnaire as a research tool. KEYWORDS: Human resources, management, human resource development, human resources management system, training methods

Introdução O modelo de aprendizagem em serviço é um elemento do processo educativo presente nos cursos destinados aos profissionais da área da saúde. O Programa de Aprimoramento Profissional (PAP), pertencente à Secretaria de Estado da Saúde de São Paulo (SES/SP) e administrado pela Fundação do Desenvolvimento Administrativo (Fundap), órgão do governo do Estado de São Paulo, desde sua criação em 1979, apresenta-se como formador de recursos humanos para o Sistema Único de Saúde (SUS). O programa ocorre em instituições públicas e privadas do Estado de São Paulo e oferece bolsas para profissionais recém-formados da área da saúde, denominados aprimorandos. Esse Programa de treinamento em serviço, conta com um supervisor que planeja as atividades que serão desenvolvidas ao longo do curso e orienta os aprimorandos no desenvolvimento das atividades propostas. Objetivo Caracterizar os supervisores do Programa de Aprimoramento Profissional e compreender seu desenvolvimento profissional, a influência e o significado dessa atividade na sua trajetória profissional. Procedimentos metodológicos A população do estudo foi constituída pelos supervisores credenciados no PAP em 2006, por meio do credenciamento e recredenciamento dos programas realizado pela SES/SP e pela Fundap. Para obtenção dos dados de caracterização, foram solicitadas aos referidos órgãos as informações sobre os supervisores, contidas no banco de dados do credenciamento 2006. Para os dados relativos ao exercício da supervisão e a questão da atualização do supervisor no processo de treinamento em serviço foi utilizado um formulário com perguntas abertas, enviado por e-mail. As respostas foram tratadas em uma abordagem centrada na análise de conteúdo de BARDIN (1977). Resultados Os resultados obtidos com o estudo revelaram que o supervisor do PAP possui o seguinte perfil: a maioria é constituída por mulheres, concentradas em uma faixa etária entre 41 e 50 anos, formadas em diferentes áreas da saúde, com predominância na área da medicina e enfermagem, com titulação acadêmica altamente qualificada, com título de mestrado e doutorado; algumas delas foram aprimorandas, estando na função há mais de quinze anos. Em relação aos resultados das respostas das perguntas abertas. foram criadas quatro categorias de análise, a saber: 1 - Os caminhos de chegada do supervisor, 2 O que aconteceu com o profissional ao exercer a supervisão , 3 - Entraves e dificuldades no exercício da supervisão e 4 - A construção do papel de educador no exercício da supervisão. / Introduction In-service learning models are part of the educational process available in courses directed to health professionals. The Professional Improvement Program (PAP), offered by the Health Department of São Paulo State (SES) and managed by the Administrative Development Foundation (Fundap), a São Paulo State\'s governmental agency, since his creation in 1979, presents itself as a human resource developer for the National Health System (SUS). The program takes place in public and private institutions at São Paulo State and offers grants for recent health/medical graduates called in-developers. This in-service program has a supervisor who plans the activities to be performed throughout the course and guides the in-developers to carry out the planned activities. Objective To characterize the Professional Improvement Program s supervisors and understand their professional development, the influence and the meaning of this activity in their professional career. Methodology Study population consists of the certified supervisors in the PAP in 2006 through the Accreditation and Re-accreditation of programs offered by the Health Department of São Paulo State and by the Administrative Development Foundation (Fundap). Data for the characterization was requested from SES and Fundap about the supervisors information in the data bank of the Accreditation 2006. For data regarding supervision performance and the issue about updating the supervisor in the training process, a form with open questions was sent by email to them. The answers were treated using the approach centered in content analysis by BARDIN (1977). Results: The results obtained with the study revealed that PAP supervisors has the following profile: women majority, concentrated in age group between 41 and 50 years old, graduated in different health areas, mainly in medicine and nursery, with academy title highly qualified, with doctor and master degree, been some of them improvement themselves, acting in function more than 15 years. In relation to answer results to open questions, were created four categories of analyses, to mention: 1 Arrival ways to supervisor. 2 Acting supervision what happens to professional, 3 Restraints and difficults in doing supervision e 4 Building educator role in doing supervision.

Introdução O modelo de aprendizagem em serviço é um elemento do processo educativo presente nos cursos destinados aos profissionais da área da saúde. O Programa de Aprimoramento Profissional (PAP), pertencente à Secretaria de Estado da Saúde de São Paulo (SES/SP) e administrado pela Fundação do Desenvolvimento Administrativo (Fundap), órgão do governo do Estado de São Paulo, desde sua criação em 1979, apresenta-se como formador de recursos humanos para o Sistema Único de Saúde (SUS). O programa ocorre em instituições públicas e privadas do Estado de São Paulo e oferece bolsas para profissionais recém-formados da área da saúde, denominados aprimorandos. Esse Programa de treinamento em serviço, conta com um supervisor que planeja as atividades que serão desenvolvidas ao longo do curso e orienta os aprimorandos no desenvolvimento das atividades propostas. Objetivo Caracterizar os supervisores do Programa de Aprimoramento Profissional e compreender seu desenvolvimento profissional, a influência e o significado dessa atividade na sua trajetória profissional. Procedimentos metodológicos A população do estudo foi constituída pelos supervisores credenciados no PAP em 2006, por meio do credenciamento e recredenciamento dos programas realizado pela SES/SP e pela Fundap. Para obtenção dos dados de caracterização, foram solicitadas aos referidos órgãos as informações sobre os supervisores, contidas no banco de dados do credenciamento 2006. Para os dados relativos ao exercício da supervisão e a questão da atualização do supervisor no processo de treinamento em serviço foi utilizado um formulário com perguntas abertas, enviado por e-mail. As respostas foram tratadas em uma abordagem centrada na análise de conteúdo de BARDIN (1977). Resultados Os resultados obtidos com o estudo revelaram que o supervisor do PAP possui o seguinte perfil: a maioria é constituída por mulheres, concentradas em uma faixa etária entre 41 e 50 anos, formadas em diferentes áreas da saúde, com predominância na área da medicina e enfermagem, com titulação acadêmica altamente qualificada, com título de mestrado e doutorado; algumas delas foram aprimorandas, estando na função há mais de quinze anos. Em relação aos resultados das respostas das perguntas abertas. foram criadas quatro categorias de análise, a saber: 1 - Os caminhos de chegada do supervisor, 2 O que aconteceu com o profissional ao exercer a supervisão , 3 - Entraves e dificuldades no exercício da supervisão e 4 - A construção do papel de educador no exercício da supervisão. / Introduction In-service learning models are part of the educational process available in courses directed to health professionals. The Professional Improvement Program (PAP), offered by the Health Department of São Paulo State (SES) and managed by the Administrative Development Foundation (Fundap), a São Paulo State\'s governmental agency, since his creation in 1979, presents itself as a human resource developer for the National Health System (SUS). The program takes place in public and private institutions at São Paulo State and offers grants for recent health/medical graduates called in-developers. This in-service program has a supervisor who plans the activities to be performed throughout the course and guides the in-developers to carry out the planned activities. Objective To characterize the Professional Improvement Program s supervisors and understand their professional development, the influence and the meaning of this activity in their professional career. Methodology Study population consists of the certified supervisors in the PAP in 2006 through the Accreditation and Re-accreditation of programs offered by the Health Department of São Paulo State and by the Administrative Development Foundation (Fundap). Data for the characterization was requested from SES and Fundap about the supervisors information in the data bank of the Accreditation 2006. For data regarding supervision performance and the issue about updating the supervisor in the training process, a form with open questions was sent by email to them. The answers were treated using the approach centered in content analysis by BARDIN (1977). Results: The results obtained with the study revealed that PAP supervisors has the following profile: women majority, concentrated in age group between 41 and 50 years old, graduated in different health areas, mainly in medicine and nursery, with academy title highly qualified, with doctor and master degree, been some of them improvement themselves, acting in function more than 15 years. In relation to answer results to open questions, were created four categories of analyses, to mention: 1 Arrival ways to supervisor. 2 Acting supervision what happens to professional, 3 Restraints and difficults in doing supervision e 4 Building educator role in doing supervision.

Thesis (M. Dev.) -- University of Limpopo, 2015 / Although a number of studies have recognised the relationship between human resource development (HRD) and organisational performance, the mechanisms through which HRD leads to school performance remain still unexplored. The purpose of this study is to clarify the significance of human resource development and its effect on school performance in the White Hazy Circuit, in Mpumalanga Province. HRD plays a critical role in directing school programmes and the realisation of the set goals. Educators and the management of the schools are the engines in the operation of the school. Alignment of the individual goals to the school goal creates a comprehensive working environment. The purpose of HRD is to build a capacitated workforce that will enhance school performance. Performance management does not entail one activity only, it is part of the employee development life cycle. The results of the survey indicate that performance management and the development processes should not be underestimated. School managers should ensure that goals are clearly communicated. Thus, this study does not only support that HRD has a positive influence on school performance but also explains the mechanisms through which HRD improves school performance.

<p>This study focused on the developments of Civil Service Reform (CSR) in Mozambique, and the priority issues pertaining to human resources management in the country. This research investigation performed an assessment of the human resources management priorities and its effectiveness in civil service reform in the Government of Mozambique.</p>

<p>A mixed methods approach was employed and included a document study, questionnaires and a focus group interview. Participants included post level one teachers, and non-teaching staff and members of the school management team at one school in the Western Cape. Research findings indicated that the school management team only implemented IQMS to comply with departmental requirements and to ensure that teachers received pay progressions. It also emerged that planning was only done for compliance resulting in no real school development taking place at the school due to a number of constraints. It is recommended that the school management team employs a more balanced approach to school evaluation with a strong focus on both Developmental Appraisal (DA) and Performance Management (PM) as they employ whole school v development. It is further recommended that the school management team plans for school development with the intention to implement these in order to improve the conditions in the school. A final recommendation is that the Department of Education establish a directorate of school development in order to fund and assist schools with translating evaluation into school development.</p>

Personalentwicklung ist mit erheblichem Aufwand für Humankapitalinvestitionen für Unternehmen verbunden, wobei die Aneignung des Investitionsobjektes selbst und auch der Erträge aus der Investition unsicher sind. Zunächst werden aus realgeschichtlichen Befunden betriebswirtschaftliche Begründungen für die Personalentwicklung abgeleitet, und ökonomisch interpretiert. Im Hauptteil wird die Personalentwicklung innerhalb des Rahmens eines dreigeteilten Arbeitsmarktes ökonomisch analysiert. Schlussendlich werden einige Prognosen zur künftigen Rolle der Personalentwicklung auf Basis der aktuellen Entwicklungen am Arbeitsmarkt erstellt.

The objective of the current study is to explore and identify the Critical Success Factors (CSFs), which impact upon the effective implementation of Human Resource Development (HRD) initiatives in support of nationalisation, and to recommend a model for practical application and future research. Accordingly the study focused on identifying and analysing the various factors in the localisation of a workforce with regard to five broad categories, namely: national level factors, organisational (policies and practices related) factors, organisational (HR related) factors, individual level (expatriate and experienced staff related) factors and individual level (UAE national related) factors. The data for the study was collected using both qualitative and quantitative methods. Qualitative methods were used to develop an in-depth case study of the Emiratisation process in an oil and gas organisation, as well as for identifying the critical success factors to be included in the survey questionnaire for collecting the quantitative data. The results of the study indicated that the critical success factors identified in the study are part of a complicated reality and need to be managed to ensure success of the localisation of a workforce. The mean scores obtained on the various factors differed significantly across the organisations or sub groups of respondents used in the study. This indicates that the impact of various factors that facilitate or constrain the localisation efforts are highly contextual and organisation specific. The findings of the study revealed valuable insights that could enrich not only future research in the area, but also the practical application of HR tools and methods to support the localisation process. The current study also developed a model for practical application and future research in the area. The model identified the role of HR strategies and tools as critical for managing the CSFs and ensuring the success of the process of localisation. The model developed in the current study also emphasises the need to define the 'success' of localisation in much broader terms, by addressing complex issues such as, employee morale and motivation, expectations of all employees, including expatriates and so forth, rather than just focusing on the number of UAE nationals employed and their competencies. The current study also identified some of the limitations of the study and highlighted suggestions for future research.

<p>This study focused on the developments of Civil Service Reform (CSR) in Mozambique, and the priority issues pertaining to human resources management in the country. This research investigation performed an assessment of the human resources management priorities and its effectiveness in civil service reform in the Government of Mozambique.</p>