The educational changes that have been taking place in South Africa have seen the emergence of the new curriculum, the NCS, 2002 Policy. The process of implementing the new curriculum has created several challenges that ultimately had an impact on the performance of the public schools learners in the Limpopo Department of Education, particularly in Vhembe District. The new curriculum with its new pedagogical approach, a particular way of teaching methodology, the OBE focuses on the achievement of the outcomes. That on its own suggested the need for drastic changes in the teaching approach that educators have to apply. <p0> It is through this need for change that the Department of Basic Education suggested the training and development framework that provide capacity building of educators. The curriculum advisors were identified as trainers of the educators towards the effective implementation of the new curriculum. This move was needed to build a workforce that is capable, skilled, productive and committed to provide quality education to the South African public. However, the training and development that was provided did not take place without some challenges. The challenges identified were from both the perspectives of educators and the department. The analysis of all the problems that the study has identified and critically evaluated is a testimony that training and development alone cannot be the only solution to the challenges identified in measuring educator performance on curriculum delivery. As a result, overemphasis of training and development may overshadow other responsibilities that the Limpopo Department of education should take, such as the effective provision of resources. It is against this background that the study proposed an inclusive and balanced training and development framework. This is a conceptualised training and development framework that takes note of all the inputs that both the educators and the department make towards the effective achievement of the desired outputs after these inputs shall have been processed. For good management and administration to be achieved by the Limpopo Department of Education, it depends on a well-structured strategic plan that has been informed by the vision and mission of the department which in this study is the achievement of quality education. This approach will then mean the effective application of the basic values and principles that govern public administration in order to achieve good governance. / Thesis (PhD)--University of Pretoria, 2012. / School of Public Management and Administration (SPMA) / unrestricted

The current global labor market tends to be knowledge based and workers are consistently required to develop new competencies and adapt to changing environments. Bank employees in Nigeria do not have training that sustains future employment in other sectors, largely as a result of regulatory requirements that impede the development of soft skills and life-long learning opportunities. Little attention has been given to the lived experiences of these bank employees who are currently faced with the challenges posed by globalization and technology adoption. Guided by institutional analysis and development theory (IAD), this exploratory study examined the regulatory framework guiding bank employee career advancement in Nigeria. Qualitative data were collected from a total of 57 participants using semi-structured interviews administered on the three population samples drawn from the regulatory institutions, a pool of ex and current bank staff with a minimum of 8 years in the banking sector. Transcribed data were open coded, and then subjected to a thematic analysis procedure. The results offered a correlative effect and social cost of poor employee training to national development. The results indicated that competitive edge of Nigerian bank workers can be enhanced through acquisition of skills and training that will boost post-banking career transition opportunities. The positive social change implications of this study include recommendations to the three critical demographic blocks; the regulators, the banks and the bank employees. Recommendations of this study can improve the lives of many bank employees including those in other sectors, the economy, and the lives of those in the community.

No description available.

<p>In the current manufacturing industry, static work instructions (WI) are still widely used for manufacturing assembly training and they lack the dynamic information that interactive work instructions can offer. Augmented Reality (AR) training systems are receiving increasing interest in the scientific community, but there is a limited amount of research done on the long-term effect of the AR training systems compared with static training systems. This thesis study was done to investigate if interactive WIs such as AR WIs and 3D PDF WIs have an advantage on training efficiency and knowledge sustainability compared to static paper WIs. Within an experiment, it was observed that there are no differences between the three training methods when it comes to training efficiency, but AR WI proved to be more effective in sustaining the user’s long-term recall precision than paper WI.</p>

The annual cost of low employee engagement in Australian workplaces was $18.7 billion in 2015. Healthcare managers who adopt employee engagement strategies have the potential to achieve robust clinical, operational, and financial results that benefit both the organization and the community as a whole. The purpose of this single case study was to explore effective employee engagement strategies that some healthcare managers used to increase organizational performance. Social exchange theory was the conceptual framework for the study. Data were collected through semi structured interviews with 8 healthcare managers in Queensland, Australia. Participants who implemented successful employee engagement strategies were selected using a snowball sampling technique. Data analysis consisted of generating themes through coding using a deductive approach and reporting emergent themes. Five key themes that emerged from the data analysis were psychological ownership, job resources, leadership, training and development, and rewards and recognition. The process of member checking ensured that findings accurately represented participants' views. Recommendations from the study highlight the need for healthcare managers to implement employee engagement strategies that motivate discretionary efforts, resulting in improved quality patient care and organizational performance. The implications for positive social change include providing healthcare managers with effective employee engagement strategies that could improve patient experiences, operational efficiencies, and quality healthcare provisions in the healthcare industry.

Health care leaders who fail to apply effective retention strategies could negatively affect employee well-being, patient outcomes, and business performance. The purpose of this single case study was to explore effective strategies that leaders used to retain employees in a health care organization. Human capital theory was the conceptual framework for the study. Data were collected via on-site semistructured interviews with 10 leaders of a Texas health care organization who had a history of retaining employees for a minimum of 2 years from the date of hire, and from the review of organizational documents pertaining to employee retention. Data were analyzed using coding and word frequency to discern patterns. Three key themes emerged from the data: (a) healthy work environment, (b) manager relationships, and (c) training and development. The implications for positive social change include the potential to retain top talent in health care organizations, which could improve customer service, promote affordable health care, increase job satisfaction, and improve quality service to patients.

Magister Philosophiae - MPhil / This study focuses on the learning experiences of adult learners entering higher education for the first time. Based in the Department of Adult Education and Extra-Mural Studies at the University of Cape Town, it analyses the experiences of successful adult learners on the first year (1995) of a formal Certificate Programme in Adult Education, Training and Development. The study concludes that the ways in which contexts and learning relate is complex. We need to understand that it is at the intersection of the individual and the social that meaning is made and negotiated in learning. This understanding, it is argued, is crucial to better understand the relationship between access, learning and success - within but also across contexts. The implications of this are raised tentatively by looking at alternative approaches to curriculum development and teaching-learning processes.

Professional development is critical to the skill development and personal growth of 2-year college employees, and further research is needed to measure and evaluate the opportunities for professional development at 2-year colleges. The present study could be conducted at any institution across the country; however, Mississippi was used because of its award-winning community college system. The study investigated opportunities for professional development being offered; responsibility for professional development; and the perceptions of those managing professional development related to the importance of, amount and sufficiency of, and administrative support. This research was a qualitative, cross-sectional case study involving five professional development coordinators in Mississippi’s community colleges. Data collection was done through one-on-one telephone interviews with each participant in the summer of 2017. In addition, several of the professional development coordinators sent course listings, samples of individual development plans, and the researcher found information regarding professional development efforts of institutions’ websites. It was important to explore these perceptions because these were the professional development coordinators who have influence to make changes and ensure the needs of the staff, faculty, and administrators were being met. The present study found that many types of professional development opportunities were being conducted both on campus and off campus. Perceptions of professional development coordinators were all relatively high when asked about the importance of professional development, as well as how the administration supported professional development. Perceptions were mixed when asked about the amount and sufficiency of professional development opportunities. The positive finding was that what was being done was great; however, there were tremendous opportunities for growth in professional development offerings at the 2-year college.

In academia there are many ways to have a successful and meaningful career, but one—research -- often gets the bulk of the attention. This panel was assembled with the theme of the conference, “Developing the Whole Professor to Change the Organizational World,” to create a space for the conversation about alternative roles in academia, specifically administrative career options and choices. Sometimes an administrative career is part of a strategic career plan to advance outside of the traditional research-teaching-service role; for others, a situation arises and leadership is needed when a position needs to be filled. Whichever way you are called into administrative assignments, participants in this panel will share with you their motivations and concerns as they entered into administrative assignments. The panel includes current and former Dean’s, School Directors, Department Chairs, and Center Directors and was assembled to provide faculty and doctoral students at all career stages an opportunity to think beyond the traditional academic role as they consider their career in academia.

No description available.