Nowadays, all the enterprises in the fashion industry face the problem of variability of supply and demand. Working in fashion implies facing rapid changes, and the success or failure of a company is often determined by the company's ability to adapt and respond quickly to these changes. In addition to having to deal with large quantities of information, the companies must ensure the availability of all their products, in all the stores worldwide, while optimizing inventory levels. This research will focus on Christian Dior Couture and more specifically on the Eyewear. The immediate objective of this research project is to optimize the inventory while maintaining the sales. The information on stock out rates crossed with the sales quantity, the stock and the coverage enables supply chain's managers to make decisions at a store level and at a reference level to reduce the stock at its optimal value without compromising the sales' level. In the future, further studies could be made to try and optimise the reordered quantities in addition to optimizing the current stores' stock.

Malawi, as a country with very limited resources, needs to have educational policies in place to maximize effectiveness of the public education system. Policymakers depend on accurate data, but variations in data between sources leaves policymakers uncertain as they attempt to craft policies to address the growing educational crisis in Malawi. A desk study was performed to evaluate the policy implications of employing data from multiple sources using primary school teacher supply and demand in Malawi as an illustration. This study examined one national organization, Malawi's Ministry of Education, Science, and Technology (MoEST); three international aid and assistance organizations (IAAOs), including The Department for International Development (DIFD) from the UK, Japan International Cooperation Agency (JICA), and the United States Agency for International Development (USAID); and one global organization, The United Nations Educational, Scientific and Cultural Organization (UNSECO). The study documented differences and similarities between the data sources. Among the factors considered were the nature of each institution and the effect it could have on data collection, aggregation, analysis and reporting; the definitions used by each organization, and their implications for data use; and each organization's methods of collection, aggregation, analysis and reporting. The study found significant variations in the teacher supply and demand data presented by the five organizations, with variations of up to 333% between sources. To address this problem, it is recommended that the Government of Malawi (GoM) establish a central agency to standardize education data. Three policy scenarios are detailed, presenting the probable outcome of various actions the GoM could take regarding this recommendation.

Companies face constant change in today's dynamic business landscape, navigating shifting customer demands, globalization, and economic fluctuations. To thrive, businesses must optimize costs and meet customer needs, making supply chain management necessary. At its core lies demand management, a strategic and operational process that aligns customer needs with the capabilities of the supply chain. The ever-changing demand sets challenges for the integration between supply and demand that need to be studied. While other studies may focus on individual activities, this study treats demand management as a holistic process. Through a case study in ABB Robotics focusing on the spare parts industry, renowned for its stringent service level requirements and extensive availability. This thesis investigates demand management practices, emphasizing integration between demand and supply units, uncovering challenges across the supply chain, and exploring improvement opportunities. The study employs a single case study design with an exploratory abductive approach, using a qualitative method and interviews to gather empirical data that is later analyzed against theoretical frameworks based on prior research. Despite solid inventory planning and collaboration levels, the study identifies several challenges the company faces in meeting demand effectively, including inadequate coordination and failure to incorporate supply capabilities, divergent goals, departmental silos, lack of alignment, and systematic process deficiencies hindering informed decision-making alignment. Also, unclear allocation strategies in supply limitations and customer prioritization are present. Figure 8 in this study advocates integrating demand and supply teams equally, which is crucial for optimized cost and value. The study suggests adopting Sales and Operations Planning (S&OP) to involve stakeholders systematically. Necessary actions include understanding roles and responsibilities, setting clear goals, sharing knowledge, enhancing customer and marketing segmentation, and increasing data transparency. In conclusion, successful demand management necessitates viewing it as an integrated process involving all teams focused on reducing variables through continuous information flow.

Thesis (MCurr)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: The shortage of nurses in the intensive care units (ICU) affects both the nurse and the patient with regard to quality care and the quality of work life. Job satisfaction as well as factors within the organisation and work environment predisposes dissatisfaction. Identifying these factors may improve the quality of life at work and reduce staff shortages. The aim of this study is to evaluate the contextual factors influencing the turnover of intensive care nurses in specified hospitals in the Cape Metropole. The objectives were: • To determine the factors influencing the turnover of intensive care nurses in specified hospitals in the Cape Metropole. • To compare the findings of the data in the specified hospitals. An explorative, descriptive design with a quantitative approach has been applied. The research sample consists of all nurses working in the intensive care units in the specified hospitals at the time of the study. A convenience sampling was applied. A structured questionnaire containing predominantly closed-ended questions was used and data collection was conducted by the researcher herself. A pilot study consisting of 10% (N=21) of the sample was done in one of the hospitals to validate the reliability of the questionnaire. The 21 participants who completed the pilot test did not participate in the actual study. The reliability and validity of the findings was assured by the utilization of the statistician and experts in the nursing department. The data is presented in tables and histograms. A Chi -square test is used to test the statistical significance association between variables. Spearman’s ranks (rho) order correlation is used to show the strength of the relationship between two continuous variables. The findings of the study show that discontent with salaries, inferior working environments, organisational factors, physical as well as emotional stress and the lack of career development opportunities, were major determinants in the poor quality of life at work with regard to the two set objectives. Recommendations include those for better remuneration, improved career opportunities and the creation of a safe as well as a friendly work environment. The aim is to create a positive work environment and improve the quality of life at work. / AFRIKAANSE OPSOMMING: ’n Tekort aan verpleegsters in die intensiewesorgeenheid beïnvloed beide die verpleegster en die pasient sovêr dit die gehalte van sorg lewering en die kwaliteit van arbeidservarings in die werkplek betref. Werkstevredenheid, sowel as faktore binne die organisasie en omgewingsfaktore in die werkplek, is aanleidend tot ontevredenheid binne die organisasie. Deur hierdie faktore te identifiseer, mag die kwaliteit van werkslewe verbeter word en die verlies aan personeel verminder word. Die doel van hierdie studie is om die kontekstuele faktore wat die personeel omset van intensiewesorgverpleegsters in spesifieke hospitale in die Kaapse Metropool beïnvloed, te evalueer. Die doelwitte was: • Om die faktore wat die omset van intensiewesorgverpleegsters in spesifieke hospitale in die Kaapse metropool beinvloed, te bepaal • Om die bevindinge van die studie binne verskeiehospitale te vergelyk Om hierdie navorsingsvrae te beantwoord, is ’n verkennende en beskrywende ontwerp met ’n kwantitatiewe benadering aangewend. Die steekproef het bestaan uit alle verpleegspersoneel werksaam in die intensiewesorg-eenhede in die gespesifiseerde hospitale binne die studie vermeld . ’n Gerieflikheids-steekproef is uitgevoer. ‘n Goedgestruktueerde vraelys met hoofsaaklik geslote vrae is gebruik vir datainsameling en vraelyste was persoonlik deur die navorser ingeneem. ’n Loodsstudie wat 10% van die steekproef beslaan, (N= 21), is in een van die hospitale onderneem om sodoende die betroubaarheid van die vraelys te bevestig. Die 21 deelnemers was nie deel van die werklike studie nie. Die betroubaarheid en geldigheid van die betrokke studie is bevestig deur die statistikus en kenners in die verplegingsdepartement van sodanige inrigting. Data is voorgelê in die vorm van tabelle en histogramme. ’n Chi-vierkanttoets is gebruik om die statistiese-beduidends verwantskap tussen veranderlikes te toets. Spearman se rangorde (rho) korrelasie is gebruik om die sterkte van die verhouding tussen twee aaneenlopende veranderlikes aan te dui. Die bevindinge dui aan dat ontevredenheid oor salarisse, ‘n swak werksomgewing en organisatoriese faktore, sowel as fisiese en emosionele stres, asook ’n gebrek aan loopbaanontwikkeling, groot bepalers was van swak werkskwaliteit in terme van die twee voorgestelde doelwitte. Aanbevelings bestaan uit voorstelle vir beter salarisse, die skepping van loopbaangeleenthede en die daarstelling van ’n veilige, vriendelike, werksomgewing. Die doel is om ’n positiewe werksomgewing te skep en om die kwaliteit van werkslewe te verbeter.

Thesis (MPA)--Stellenbosch University, 2000. / Full text to be digitised and attached to bibliographic record. / ENGLISH ABSTRACT: Managing human resources is crucial to the efficient and effective delivery of quality health care. However, turnover of nurses constitutes a major factor in the shortages of staff which are being experienced by the nursing profession in the Republic of South Africa. Shortages of trained nurses with experience, particularly in public sector hospitals, have adverse effects on the provision of efficient and effective quality health care to the consumers of this service. The aim of the study was to provide an understanding of and insight into those inherent problems in the health sector that propel nurses to leave public sector institutions. The overall objective was to investigate and identify some of the factors which exercised an influence on the turnover of registered nurses in public sector hospitals, so as to be able to provide suggestions to hospital managers on the more effective management of human resources, in order to retain nursing personnel. Theresearch was based on a model of nursing turnover which regarded voluntary withdrawal as a process in which feelings of satisfaction with pay, on the one hand, and the opportunity of obtaining alternative jobs in the labour market, on the other, were proposed as the primary causative factors of turnover behaviour. In addition the propositions, made in literature reviewed, that age, tenure, kinship responsibility, general training, education, professionalism, marital status, lintent to stay', job satisfaction, routinization, job autonomy and responsibility, instrumental communication, promotional opportunity, integration, supervisory relationships, distributive justice, work-load, and local kin acted as predictors of turnover, were also investigated. The research was conducted with a sample of 123 nurses in one hospital, Groote Schuur, situated in the Western Cape Province of the Republic of South Africa. The sample included registered nurses, senior professional (registered) nurses, and chief professional (registered) nurses. The data was gathered from respondents by means of a selfadministered questionnaire. In addition, data was gathered by means of semi-structured, open-ended discussions with nursing management. The hypothesised interactions between variables influencing nursing turnover were explored by means of basic statistics, which made it possible to assess the effects of both independent and dependent variables. The results of data analysis provided some support for the proposition contained in the hypothesis. The determinants whose increase produced a greater degree of turnover were firstly, the many jobs available outside the hospital and secondly, professionalism. The determinants whose increase resulted in reductions in turnover were "intent to stay" (which the researcher views as a dimension of commitment), the existence of local kin (kinship responsibilities), participation in making job-related decisions (job autonomy), the receipt of sufficient work-related information (instrumental communication and good supervisory relationships), and tenure. The determinants whose decreaseresulted in increased turnover werepromotional opportunities, distributive justice, pay satisfaction, job satisfaction, integration, opportunity for self-development,age and tenure. Turnover of nurses has serious ramifications for employers, patients, and the nursing profession itself. Effective management of employee turnover is of critical importance to health care providers, employees, and patients. Better control of turnover can improve the quality of patient care, reduce labour costs, and improve employee morale. / AFRIKAANSE OPSOMMING: Die bestuur van menslike hulpbronne is die deurslaggewende omstandigheid ten einde die lewering van effektiewe en doeltreffende gesondheidsorg van gehalte. Nietemin, dra die omset van verpleegkundiges grotendeels by tot die personeeltekort wat tans deur die verpleegprofessie in Suid-Afrika ondervind word. Die tekort aan ervare, opgeleide verpleegkundiges, veral in die openbare sektor staatshospitale, het 'n nadelige uitwerking op die voorsiening van effektiewe en doeltreffende gesondheidsorg van gehalte aan die verbruikers van hierdie diens. Die doelwit van die studie was om 'n begrip te ontwikkel vir, en 'n insig te probeer kry in, daardie inherente probleme binne die gesondheidsektor wat verpleegkundiges dryf om die staatsinstellings te verlaat. Die oorkoepelende doel was die ondersoek en identifikasie van sommige faktore wat die omset van geregistreerde verpleegkundiges in staatshospitale beïnvloed. Die doel hiervan was om voorstelle aan hospitaal bestuurders te kan voorsien ten opsigte van die meer doeltreffende bestuur van menslike hulpbronne, in die strewe na behoud van verpleegpersoneel. Die navorsing is gebaseer op 'n model van verpleegomset wat vrywillige onttrekking as 'n proses beskou het waar gevoelens van salaristevredenheid, aan die een kant, en geleentheid tot alternatiewe betrekkings in die arbeidsmark, aan die ander, as die primêre veroorsakende faktore van omset-gedrag voorgestel is. Daarbenewens is die stellings vanuit die literatuurstudie dat die volgende dien as voorspellers van omset ook ondersoek: ouderdom, ampstermyn of dienstyd, verantwoordelikheid teenoor familie, algemene opleiding, opvoeding, professionalisme, huwelikstatus, 'voorneme om te bly', werksbevrediging, roetine, selfbestuur en verantwoordelikheid in die werksomgewing, bevorderlike kommunikasie, bevorderingsgeleenthede, integrasie, toesighoudende verhoudings, toedelende gereg, werkslading en plaaslike naasbestaandes. Die navorsing is uitgevoer met gebruik van 'n monster van 123 verpleegkundiges van een hospital, die Groote Schuur Hospital, geleë in die Wes-KaapProvinsie van die Republiek van Suid Afrika. Die monster het geregistreerde verpleegkundiges, senior geregistreerde verpleegkundiges en hoof geregistreerde verpleegkundiges ingesluit. Die data is verkry van respondente deur middel van 'n self-toegediende vraelys. Daarbenewens is data versamel deur half-gestruktureerde, niegeslote besprekings met van die verpleegbestuur. Die interaksie tussen veranderlikes ten opsigte van verpleegomset wat veronderstel is, is ondersoek deur middel van basiese statistiek, dus kon die uitwerking van afhanklike en onafhanklike veranderlikes bepaal word. Die uitslae van data-ontleding het wel ondersteuning verleen aan die voorstelling soos uiteengesit in die hipotese. Die determinante wie se toename 'n toename in die omsetkoers tot gevolg gehad het was, eerstens, meer werksgeleenthede buite die hospitaal en, tweedens, professionalisme. Die determinante wie se toename tot 'n vermindering in omset bygedra het was 'voorneme om te bly' (wat die navorser as binne die omvang van toewyding beskou), deelname aan werksverwante besluitneming (werks outonomie), die ontvangs van genoegsame werksverwante inligting (bevorderlike kommunikasie en goeie toesighoudende verhoudings), en ampsduur (dienstyd). Die determinante wat tot 'n vermindering in omset lei is bevorderingsgeleenthede, toedelende gereg, salaris bevrediging, geleenthede tot self-ontwikkeling, ouderdom en ampsduur. Die omset van verpleegkundiges het verreikende gevolge vir werkgewers, pasiënte en die verpleegsberoep self. Doeltreffende bestuur van werknemer-omsetis van kritiese belang vir gesondheidsorg voorsieners, werknemers en pasiënte. Die meer effektiewe beheer van omset kan die kwaliteit van pasiëntesorg verbeter, arbeidsonkoste verminder en die moraal van werknemers verbeter.

Thesis (MBA)--Stellenbosch University, 2014. / The government of South Africa aspires to achieve a six percent economic growth per annum. The scarcity of qualified and experienced people that are crucial in contributing to economic growth and creating job opportunities, poses a problem for the country. The current demand for skills that are out of reach for many workers and the prevailing unemployment that is caused by the mismatch between what an organisation seeks and what a potential candidate can provide, have been highlighted as a critical cause for the scarcity of skills. The aim of this research assignment was to examine the current crisis of the skills shortage in the South African economy, with the focus on the manufacturing sector within the FMCG industry. Semi-structured and open-ended interviews with human resource, training and development, as well as technical managers in manufacturing organisations in Cape Town, South Africa were conducted. Data was obtained from a sample of six managers. According to all respondents interviewed, it takes approximately two to six months to replace an employee who has the appropriate technical skills. All the respondents are concerned with the situation of the technical skills shortage in the country. Consequently, these respondents’ companies engage in a talent war in order to recruit the best talent. It is therefore obvious that the market dynamics of supply and demand are out of equilibrium with regard to technically skilled employees in the manufacturing segment of the South African FMCG industry. The interviews that were conducted identified some companies that train new employees in technical skills. However, the majority of the companies are not doing much to improve the situation. In addition, the companies in this sector also compete with the other industries in the South African and the global economy regarding technical skills.

Thesis (MBA)--Stellenbosch University, 2014. / Eskom as a recognised engineering company attracts a number of engineers yearly. Despite the success in attracting engineers, the state-owned utility has been raising concerns about a shortage of engineering skill. The case study sought to explore different programmes and processes Eskom has in place that will contribute in building and retaining the successfully attracted engineers. The aim of the study was to gain appreciation of current methods used for engineer career management. Furthermore, the intention was to make recommendations on the best way to ensure that an integrated career path for engineers in training for sustainable skills development is realised in all business units in the Western Cape Operating Unit (WCOU). The main question the research sought to answer is: What programmes and processes does Eskom have in place that will contribute to building an integrated Engineer in Training (EIT) career path for sustainable skills development? Secondary questions The investigative questions for the proposed research in support of the research question are as follows: - How do the current human resource management strategies and practices contribute to building an integrated career path for EITs in Eskom WCOU? - How do the Eskom WCOU business processes and organisational culture support the career developmental initiatives for EITs? - What career life cycle management approach is used by Eskom WCOU? Primary data for the research was gathered using two research instruments. These were a survey and semi-structured interviews. A survey questionnaire was used to collect data from engineers that have been part of the EIT programme and that have been employed in the Eskom WCOU unit from 2005 to date. Semi-structured interviews were used to collect data from senior managers and the general manager in WCOU. Non-probability purposive sampling was used, as the intention of the research was specifically to gain knowledge about those involved in engineering careers in this province. The research revealed nine critical variables that influence sustainable engineer skills development in the province. These are: - Leadership - Employee approach to learning - Organisation structure - Mentorship and coaching - Peer reviews - Development programme - Cross divisional exposure - Sustainable engineer skills development. The findings revealed that the first three variables listed above, namely visible, supportive leadership, positive approach to learning by employees and better use of the current organisational structure, are the main drivers for sustainable skills development in the province.

In this study, the possibility that money demand of one country might be affected by macroeconomic activities of other countries is investigated. We use the seemingly unrelated regression (SUR) technique, which takes into account all covariances between residuals of country-specific money demand equations. Efficiency of estimates using the SUR technique is enhanced because it uses information contained in the contemporaneous correlation of the error terms. The hypothesis of economic interdependence is tested. A proxy for foreign influence, deviation from interest rate parity (DIRP), is tested for significance in the money demand function.

This diploma work deals with the description, analysis and suggestino of improvement of the imperfect traffic service of important cities in the southeastern part of southern Bohemia in relation to České Budějovice. These problem points are solved: clash traffic supply with the demand, missing tact graphicon, bad transfers and missing integrated traffic system.

The diploma thesis focuses on housing market in Hodonín and Uherské Hradiště. The goal of this thesis is the evaluation of some housing market determinants in both cities and the identification of their influence on the housing market supply and demand as well as on the diference of the flat prices in both mentioned cities. The characteristic of the housing fund in Hodonín and Uherské Hradiště and the analysis of the flat prices in these cities, which has been accomplished with usage of the own examination, is also the object of this diploma thesis.