This thesis assesses the historical and current legislative provision for including nga iwi Maori in the management of national parks. The method of assessment is one of comparison between the legislative provisions and the guarantees promised to nga iwi Maori in te Tiriti o Waitangi. Part One, Chapter One, establishes the relevance of te Tiriti o Waitangi to the management of national parks. This chapter is designed to act as the benchmark for the assessment of national park legislation. Part Two outlines the early national park legislation. Chapter Two begins by focusing on the emergence of the national park estate in the late nineteenth, and early twentieth, centuries. Chapter Three focuses on the first consolidated national park statute, the National Parks Act 1952. Part Three assesses the present statutory provision for including nga iwi Maori in national park management. Chapter Four focuses on the original provisions of the National Parks Act 1980. Chapters Five, Six and Seven focus respectively on the major statutory amendments since made to the National Parks Act 1980: the Conservation Act 1987, the Conservation Law Reform Act 1990, and the Ngai Tahu Claims Settlement Act 1998. Chapter Eight turns to assess national park management documents. Part Four, Chapter Nine, concludes by exploring how legislation could be used in the future to provide for the Tiriti right of nga iwi Maori to be included in the management of national parks.

The purpose of this thesis is to analyse the evolution of New Zealand�s Quota Management System (QMS) for marine fisheries. Analysis is performed using institutional theory and methodology. A broad review of institutional theory is made. In contrast to neoclassical economic theory, of which institutionalists have been a major voice of dissent, institutionalism stresses a holistic approach to policy analysis. An understanding of the the forces for institutional change and the structure of that change are the primary focus of institutionalism. An institutional framework for understanding the common pool nature of fishery resources is adopted. This highlights how the physical and technical characteristics of the resource and related decision-making arrangements influence the patterns of human interaction that determine the outcomes of a management regime such as the QMS. It is shown that the QMS was adopted in 1986 to address the biological crisis that had occurred because of past open access management policies. The fiscal crisis and the economic ideology prevailing at the time were also influential in promoting the QMS. The system was not able to be expanded as was intended because of a series of challenges from Maori disputing the Crown�s right to fishery resources. The Deed of Settlement signed in 1992, has supposedly settled Maori claims to commercial fisheries and allowed expansion of the QMS. Assessing the QMS using the institutional framework developed, showed the strong influence that neoclassical ideology has played in determining the outcomes achieved. Inadequate information concerning biophysical, social and economic implications of fishing constrain the ability of the QMS to successfully manage the resource. Inconsistencies and inadequacies in the legislation are only just being addressed as part of a comprehensive legislative review process. The future development of the QMS is also addressed in terms of the likelihood of cooperative common property management regimes being adopted. The common pool nature of the fisheries makes common property management regimes preferable. Cooperative community cultures are claimed by institutionalists to improve the outcomes achieved in common property regimes. There was considered, however, to be only limited potential for cooperation within the current institutional structure for New Zealand�s fisheries. Although the changes of the legislative review appear to be making some progressive changes, the diversity of interest groups and the prevailing western culture are seen as potential impediments to a comprehensive cooperative regime.

This thesis is derived from a work project, the consideration of approaches to the development of Human Resource Management competency standards for the Australian Public Service. The thesis is a vehicle for examining and exploring a complex Human Resource Development strategy, through dealing with the details of the project. This project was undertaken from 16 January to 13 April 1995. The project occurred in a turbulent environment with limited resources. The decision whether or not to develop Human Resource Management competencies was an important step in the implementation of the National Training Reform Agenda by the Australian Public Service, being influenced by a number of changes in the national environment as well as having to accommodate a number of factors internal to the Australian Public Service. Factors included: the impact of changes to vocational education and training at the national level such as the introduction of the Australian Qualifications Framework; the impact of a devolved management structure; the differing needs of stakeholders; the need to accommodate industrial relations issues; and the impact of resource constraints (including time). The thesis explains the context and conduct of the project. It critically examines the development of action plans and progress made over the course of the project. It explains the process and content of project activities and provides comments on them. This allows insights into the development of Human Resource Development policy in the public sector. In particular it shows how the nature of the project changed from its anticipated focus on competency identification to its final focus on preparing advice to the Joint Australian Public Service Training Council. That advice recommended that separate Human Resource Management competency standards should not, after all, be identified. It concluded that they should be integrated with the core competency standards for the Australian Public Service. The thesis reflects on key aspects of the project including its subject matter, processes, and outcomes. Some of these concern the impact of the systemic, conceptual and structural changes in the National Training Reform Agenda on strategic Human Resource Development. In addition the thesis reflects on the many roles of the project officer in strategic Human Resource Development activities, suggesting that the project officer should act as a consultant rather than servant. To illustrate this point the thesis describes how the project officer was able to facilitate processes during this project that resulted in management accepting outcomes that differed from their expectations but better met their needs. The work of Lippitt and Lippitt (1986) is found to be helpful in identifying the project officer's roles. Finally the thesis considers the outcomes of the project in the light of the publication of the Karpin report (1995) and finds that the outcome is consistent with the thrust of that report.

This paper focuses on three main themes. Firstly, what is Strategic Human Resource Management (SHRM) and the rhetoric surrounding it? Secondly, does the reality match the rhetoric? Thirdly, is the model that has been adopted by the private sector an appropriate model for the Australian public sector to be using? HR has been criticised for being an administrative function that is regulatory and compliance based, adding little value to an organisation. SHRM provides a strategic focus, involving the partnering of HR and line areas to provide value added people services. SHRM has been described by some theorists (Ulrich, Rothwell et al) as the only way of the future for the HR function. The model/s of SHRM that have been adopted by the private sector are now being promoted by the Public Service and Merit Protection Commission as the way forward for HR in the Australian Public Service. This paper discusses the appropriateness of the SHRM model/s for the public sector by examining what is happening in the HR area in three Commonwealth Government departments: Health and Aged Care, Transport and Regional Services and Family and Community Services. It examines the dilemmas for the HR functions as they try to move to an SHRM approach in these organisations, and suggests models that are appropriate to the public sector context.

Marine environmental resource managers and consultants require comprehensive, accurate and current data on the status of marine biodiversity in order to fully evaluate resource consent applications that involve development, impact or encroachment within the marine environment, and for identifying areas of coast appropriate for conservation. The role and efficacy of existing global, national and regional marine biodiversity databases in delivering these types of data are evaluated. Consultation with environmental consultants revealed that none regularly, if ever used any existing marine biodiversity database during their routine consulting activities. Moreover, no existing biodiversity database had appropriate data-mining tools, although each was determined to provide information of value to resource managers and environmental consultants operating at national and regional scales; none was deemed to provide the sort of information required to manage marine resources at a local scale. To achieve the objectives of this research programme, resource managers, data users and data compilers were consulted to determine their ideal data and database requirements. Existing biodiversity data sets that included New Zealand marine biodiversity then were searched or procured, and these data and that of a novel data set of species occurring at 296 intertidal and 25 fringe-saline (effectively freshwater) sites within and proximal to the Hauraki Gulf Marine Park (from Mimiwhangata Bay in the north to Tauranga Harbour in the south) were compared with species inventories from environmental consultants operating in this region. Biodiversity data from the 296 saline, comprising presence/absence data for 713 taxa recorded from the survey region were analysed in detail. Significantly different species assemblages were identified amongst these 296 sites, five intertidal habitats being recognised, each with characteristic species assemblages: marine-hard shores, marine-soft shores, brackish-hard shores, brackish-soft shores, and mangrove shores. Species richness and diversity were consistently higher in marine habitats, and greatest on hard substrata. Most sites host unique assemblages of species. A novel index of species richness is proposed, and although the spatial distribution of richness isn’t particularly revealing, as obvious patterns in the distribution of richness are not apparent, this index has value in that the richness of any shore can be compared and contrasted with that of others throughout the region. Augmenting this richness index is a novel index of species rarity. Based on the frequency of occurrence of taxa on shores throughout the survey region, very rare through to ubiquitous taxa are recognised to routinely occur on almost all shores, regardless of the total species richness. Moreover, very rare to uncommon taxa often comprise a disproportionately high percentage of the total species occurring on any given intertidal shore, in any habitat. Accordingly, alarm bells should ring for reviewers of resource consent applications wherein environmental consultants state that an area subject to development ‘hosts no rare, unique or otherwise remarkable species or ecology.’ Two applications of these novel biodiversity data are demonstrated: the relationship between species richness and regional council consented activities is described, with a negative correlation reported for the intensity of disturbance (using the number of consented activities as a proxy for disturbance) and species richness on marine hard shores; and an appraisal of four selection criteria for marine reserves (naturalness, representativeness, uniqueness and complementarities), wherein the intertidal fauna and flora of no existing or proposed marine reserve appears to be natural, unique or representative, and effort seems to have been spent duplicating certain assemblages of species in reserve networks. The former is intuitively obvious, but the latter is alarming, and the ramifications of it far reaching in terms of conservation of the marine environment. Protocols for conducting biodiversity surveys must be established and implemented to elevate the standards of environmental consultants, resulting value judgements on the composition of species, and the likely and actual effects of these developments on the marine environment to ensure that statements made in reports are based on current data rather than perceptions and client expectations. It is possible that resource consents have been issued based on spurious appraisals of the immediate and cumulative effect of discharge on the environment, or of the relative rarity (or appreciation of this) of species that occur within it. Prior to development of the novel Monalisa data set, no existing database or data set existed that provided the information routinely required by managers and consultants to make informed judgements that affect coastal development throughout the survey region. Recommendations for additional research to build on findings detailed herein are made.

No description available.

<p>Date June 04, 2008</p><p>Level Master Thesis EFO705, 10 points (15 credits)</p><p>Authors Pornratchanee Sethakaset Tanawan Santimataneedol</p><p>Bangkok, Thailand Bangkok Thailand</p><p>Date of Birth: 28 October 1982 Date of Birth: 5 March 1984</p><p>Title The Application of Human Resource Management in Thai SMEs –</p><p>A Case Study of Albatross Company Limited</p><p>Supervisor Mona Andersson</p><p>Problems : How can the entrepreneur of SMEs manage their human resources?</p><p>Can previous research and studies about HRM in SMEs be applied in the Thai entrepreneurial SME?</p><p>Does the HRM in the company change and transform over time?</p><p>Purposes : The purposes of this study are to review the relevant studies and research about HRM in SMEs in order to investigate how human resources are managed in SMEs and to determine if the previous studies are applicable to Thai entrepreneurial SMEs.</p><p>Methodology : This master’s thesis is based on a qualitative approach in order to investigate HRM in SMEs and easier to understand the behavior in a certain case. The main secondary data is also collected from website which is the utilizing material for this thesis.</p><p>Conclusion : In this study, it was concluded that this Thai SME manages its human resource in a mixture between informal and formal way. HRM is used and practiced more as the company grows which the entrepreneur plays a central role in the Human Resource Management in SMEs.</p>

<p> </p><p>High pressure on water from competing users has changed the past perception of water as gift to water as a resource that requires sustainable management. Management of water resource needs active stakeholders’ involvement for its sustainability. Many organizations along with the national water policy have been calling for active stakeholders’ involvement for management of the resource.  In Usangu catchment conflicts over accessing water between farmers and pastoralists and between upstream and downstream have been common. Water allocation in the catchment has been done without involving stakeholders and adequate consideration of the rivers’ carrying capacity. This study focuses on stakeholders’ involvement in Usangu catchment. Six villages in three sub-catchments were studied and data were collected using questionnaire through face to face interview and focus group discussion. The study found that there is limited stakeholders’ involvement in Usangu catchment. In some places involvement is at basic stage, in other places there is no involvement. Interaction within stakeholders’ category was documented, while no stakeholders’ interaction between sub-catchments was discovered. Moreover, some challenges for active involvement were noted, such as lack of coordination between institutions operating in the catchment, high illiteracy rate and lack of awareness, and with lack of legislation support. The issue of limited stakeholders’ involvement in Usangu catchment is complicated, there is no single and comprehensive solution; integration of different approaches which are cross-sectoral in nature is needed for sustainable water management.</p><p> </p>

<p>A current trend in the information society is that traditionally fixed computing resources are made available to mobile users. Most of the existing techniques for communication have been developed for stationary computing, and they must be adapted to the different connection properties of the mobile environment. One of the emerging mobile computing environments is the Universal Mobile Telecommunication System, UMTS. This system places demands on the quality of service that is provided to data flows, which requires resource management in the connection network. The most scarce resources in this system is the radio resources. The easiest way to conduct research in new and adapted techniques for communication is to perform simulations. Management of resources places restrictions on connections, and to get reliable results during simulations it must be included in the simulated environment. The thesis discusses and builds a basis for development of UMTS radio resource management in the network simulator ns-2. A limited version of UMTS radio resource management is added to ns-2 and evaluated.</p>

<p>Många multinationella företag (MNC) ställs inför problemet hur de skall kunna implementera sina strategier i alla sina dotterbolag då det kan finnas både stora kulturella och legala skillnader mellan olika länder. Ett område som detta märks tydligt på är human resource management (HRM) då företaget måste anpassa sig till både den lokala arbetsmarknadens regler och lagar samt MNC:ts övergripande strategi. För att kunna hantera det här problemet finns det flera lösningar och ett vanligt sätt är att föra över mer eller mindre beslutanderätt till dotterbolaget.</p><p>Den här uppsatsen undersöker vilken autonomi ett svenskt dotterbolag till ett amerikanskt läkemedelsbolag har när det gäller HRM. För att kunna undersöka det har vi gått igenom aktuell forskning inom området för att se vad som finns skrivet om liknande fall utomlands. Därefter har vi gjort en fallstudie med två kvalitativa intervjuer på Merck Sharp & Dohmes (MSD) svenska dotterbolag. Utifrån vår teori har vi sedan analyserat intervjusvaren och kommit fram till att MSD Sverige har en begränsad autonomi när det gäller HRM. Generellt gäller att MSD Sverige har att röra sig inom de ramar som moderbolaget sätter upp i form av policys och andra regler. Vi generaliserar även mot vår teori och kan med relativt stor säkerhet säga att dessa förhållanden även gäller andra amerikanska dotterbolag i Sverige. Avslutningsvis ger vi förslag på intressanta ämnen för framtida forskning.</p>