South Africa (SA) is undergoing a transformation of governance from apartheid to a new country of inclusion and involvement of previously disenfranchised groups. The Reconstruction and Development Programme (RDP) is as an official document to guide efforts at nation-building. Human resource development (HRD) is a key component. As used in this study, HRD is broadly conceptualized as the deployment of human resources for the purposes of nation- building in SA. Consequently, an integral part of the program is the role of adult learning in this process. Literature indicates that blacks experience slower rates of moving up the corporate ladder, especially at senior management levels, and therefore they are not represented according to their proportion. Missing is the significant understanding of the experience and perception of black managers themselves. The purpose of this study was to gain some understanding of what black SA managers perceive to be their limited opportunities related to their corporate career. An additional aim was to determine the perceived impact that corporations and government policies, programs and legislation might play in addressing this problem. A survey was employed and descriptive statistics were used to generate data. A sample of 488 black managers listed in the SA Directory of Black Managers and the Executive 200 was surveyed. The results provide an understanding of factors black managers perceived as problems that impact them personally, and also have implications for corporations as well as the implementation of the RDP and therefore nation-building. This study demonstrated that black managers perceive personal, corporate- and government-related factors as serious problems contributing to their lack of corporate career success. These were: lack of work experience; lack of planning for career development of blacks; cronyism; lack of appropriate mentors for black managers; insufficient number of black managers to fill the positions available; their own lack of technical competence; and lack of government enforcement of affirmative action. Additionally, the insight provided by the findings in this study suggest that in a situation where they were experiencing difficulty moving up the corporate ladder, the most likely action black mangers would take would be to leave their companies. / Ph. D.

Abstract The aim of this research analyses municipal economic development capacity, using Ekurhuleni Metropolitan Municipality (EMM) as a case study. The research report endeavours to find out whether EMM’s Local Economic Development (LED) unit is adequately equipped to implement the Policy Guidelines for Implementing Local Economic Development in South Africa (a draft LED policy). This report argues that municipalities must be well resourced or capacitated to implement local economic development. However, the capacity problem has been a serious challenge in South Africa, particularly on issues of service delivery, nevertheless, studies have not adequately been done in relation to municipal capacity to implement LED. Additionally, this report established an understanding with regard to the role of municipalities in implementing LED. The report also discusses challenges confronting EMM’s LED unit as an institution to promote LED within the metro. However, this report also concludes that EMM’s LED unit is one of the well performing, perhaps resourced municipalities in terms of LED implementation.

This unique and first-time research explores the parameters of effectiveness among HIV/AIDS and development NGO managers in India. The aim of this research has been investigate and explore how these managers perceive and view their own effectiveness at work. This research contextualises Analoui's Model (1999, 2002) of eight parameters of managerial effectiveness and three contextual factors, which explores and identifies the inter-relationship between the factors and causal influences which form the basis for their increased effectiveness. The methodology employed include qualitative semi-structured individual interviews with 16 NGOs managers and 2 focus-group interviews with 16 non-managerial staff. The results revealed a myriad of factors and influences concerning the NGO managers’ perception, managerial skills and competencies, organizations criteria for effectiveness, opportunities, demands and constraints involved, as well as the inter-organisational relationship and the dominant managerial philosophy of effectiveness. All the parameters of effectiveness and contextual factors of the Model (1999, 2002) apply and are suitable for this context, however, based on the main findings and in-depth discussions, the model has been adapted and modified in order to fit this unique and complex, highly diverse, holistic, multi-faceted and culturally specific context. The findings also indicate to numerous inter-linked factors both internally and externally of the NGOs and, include various training and development (T&D) needs for managers, with implications for the formation of adequate policies and implementation of relevant development programmes to improve and increase NGO managers effectiveness in India.

As educational funding from traditional sources decreases and the cost of operating educational programs increases, community colleges are seeking ways to diversify funding streams and increase revenue. For many 2-year colleges, resource development, particularly the procurement of government grants and contracts, represents a viable source of revenue. The purpose of this research was (a) to establish a profile of grant development programs in Florida community colleges and (b) to identify factors associated with successful grant development. A cross-sectional survey design was used to collect information about grant development programs at the 28 publicly-supported community colleges in the state of Florida. Twenty-six colleges completed the survey. The grant success rate, return on investment, and organizational and operational integration of institutional advancement functions of the respondent colleges were incorporated into linear mathematical models to predict grant development success. Although no statistically significant predictive relationships were determined, organizational and operational integration of institutional advancement functions can not be considered to be without some influence on a college's ability to generate grant revenue. The potential for community college efforts to yield increasing grant funding will continue to transform higher education. The study of the components and characteristics that allow for predicting successful grant acquisition is of continuing research interest and mounting practical importance to community college presidents, administrators, trustees, and resource development professionals.

The research investigates the health services of Pakistan by exploring current Human Resource Development (HRD) practices and social skills training opportunities for the development of nursing staff. The research aims to explore the best practice in social skills and competency development through HRD activities by detailing a project to identify the learning needs of registered nurses leading to improved quality care services. An exploratory research approach has been adopted to achieve research objectives. This mixed method oriented research, is primarily quantitative case study, supplemented by qualitative interviews to validate and enrich data findings from questionnaires to substantiate the research. The data was collected through 600 questionnaires and 10 interviews from five major public hospitals of Lahore, Pakistan. The research has identified multiple and diverse challenges of inadequate and improper HRD infrastructure, transformational leadership and participative style of management is resulting into degenerating attitudes and negative behaviours thus causing further slump. These counterproductive elements are failing to imbibe positive social skills and abilities in nursing staff resulting in creating impediments in deliverance of quality care services. This clearly indicates that there is no policy in place therefore, based on empirical evidences, as well as critical review of the literature, it proposes a model for achieving critical social skills development through training and development in order to achieve quality care standards based on the broad and long-term perspective of the strategy of input, process, output and outcome to support nursing sector, social skills development in particular to achieve optimum quality care objectives.

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This national study developed a descriptive data base for the characteristics, functions, leader behaviors, and effectiveness ratings of development officers who belong to the National Council for Resource Development. These data were examined with respect to their relationship to institutional size, community wealth, size of staff, and age of the foundations. Twelve percent of these development officers were minorities and 43 percent were female. The mean age of the development officers was 44 years and more than 30 percent held doctoral degrees. Their graduate majors clustered in four disciplines, while their graduate degrees were overwhelmingly in education. They reported little previous experience in development work, though most prior work experience had been in the field of education. Nearly 70 percent reported directly to the presidents of their institutions. Almost 92 percent of these institutions were found to have foundations and more than half of these foundations were less than five years old. Development officers indicated that the functional area of greatest importance and the one for which they had the greatest responsibility was that of program planning. Two of the most important program planning functions were those of: (a) identifying funding sources, and (b) cultivating potential funding sources. Yet, the functional area of least importance and the one for which development officers reported the least responsibility, was that of fund raising. This finding was partially explained by the artificial grouping of the functions and by the fact that most development officers reported sharing rather than carrying primary responsibility for the fund raising functions. Development officers rated high on both the task-oriented and on the person-oriented dimensions of the leadership scale. They were rated by their supervisors as high in overall effectiveness. They were also rated as effective in both fund raising and in "friend raising." Younger development officers were perceived as more effective than their older counterparts. No other relationships were found between characteristics, leader behaviors, functions, effectiveness, and situational differences among institutions. lmplications for these findings include pre-service and in-service education as well as use in the selection and the evaluation of development officers. / Ed. D.

Millions of dollars are collected through Mississippi’s timber severance tax every year which then funds the Forest Resource Development Program (FRDP). This study analyzed their contributions to Mississippi’s economy and found that the total possible contribution was estimated to be $6.0 million in industrial output and 222 full-time and part-time jobs in 2019. However, only about 70 percent of the FRDP funds were expended in that year, and the actual contribution was short by $1.80 million in output and 80 full-time and part-time jobs. This study also examined the impact of the severance tax and FRDP on forest investment, using Multivariate Adaptive Regression Splines (MARS). Results suggest that participation in the program is the most important factor to increase the returns from forest investment and the incentives offered by the program are more important for some landowners than others.