Thesis (Ed. D.)--Illinois State University, 1987. / Title from title page screen, viewed August 3, 2005. Dissertation Committee: Walter D. Pierce (chair), Fay F. Bowren, F. James Davis, Wayne H. Galler, William D. Zeller. Includes bibliographical references (leaves 279-292) and abstract. Also available in print.

The work deals with competencies, competency model and with developing a project for the creation and implementation in selected company.

No / Purpose – The purpose of this paper is to discuss the development of a competency framework for staff working in a specialist service for people with dementia. Design/methodology/approach – A qualitative and purposive methodology was used and included focus groups, questionnaires and interviews. Content analysis together with synthesis of literature was used to generate the competency framework. Findings – A competency framework was developed with eight main clusters. These were: skills for working effectively with people with dementia and their families; advanced assessment skills; enhancing psychological well-being; understanding behaviours; enhancing physical well-being; clinical leadership; understanding ethical and legal issues; and demonstrating skills in personal and professional development. Research limitations/implications – Further research is needed to include service user perspectives. Practical implications – The framework could be implemented in practice by managers, health care professionals and training providers as a tool to identify strengths and limitations in knowledge skills and attitudes and to identify areas for competency development through specific training. Originality/value – The competency framework contributes to the development of a training curriculum for staff working within a specialist service.

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Globalization is in highly competitive era, talents are company's most important assets, the especially fine one hits the managerial cadre of the steps and is managed with one of the key factors of growing up continuously continuously forever by the company even more, this research object restricts the trade (industry ) , restricts the department , the steps executive is research objects that direct against Chinese enterprise of areas of both sides of the Straits (Jiangsu and Taiwan ), collect and research and analyse samples. With the research of the management function, hope to find out the management function which the steps executive should possess in the company objectively, offer enterprises to recruit and select the just , reference foundation of fostering and forming talents, it set up select Human Resource Department , not educating, with, leave managerial talent the systems at, probe into the result tentatively , expect that can propose a nucleus administrator's function way for enterprise's firm name in most key key management functions needed. So study the steps executive's management function in enterprises , operate for improving enterprises with the theoretical foundation of having the essence of national competitiveness and discussion value. This research questionnaire investigation analysis result is found, in Taiwan in the steps administrator studies in the management function index , and ' mood control ability ' superior to continent managerial cadre of the steps among the district in innovate with learning ability , surmount ability oneself.

The implementation of National Healthcare Insurance (NHI) Policy has greatly enlarged the coverage of the healthcare needs of the Taiwanese people. However, the Global Budget, a capped operational budget for hospitals, has forced the healthcare providers and pharmaceutical and medical device companies to operate in a much more cost efficient way than ever before. To survive, companies must find a better strategy than simply compete on price. Human resource is the key driver for business growth in any industry. It goes without saying that talents not only drive the business performance and but also create sustainable competitiveness for companies. Under-performed employees, largely due to in-appropriate job fit, however, would hinder both business development and employee¡¦s career development. It is imperative to put the most suitable people on the right position with adequate training. Sales person in the healthcare industry shares the same story. They work very independently and call on a variety of customers in hospitals. Level of competencies will decide their job performance. This study tries to identify the core competencies for sales person in healthcare industry. Through the analysis of job content, we have identified the competencies required to be successful in the job: the impact and influence cluster, achievement drive, aggressiveness, EQ, customer service, self-confidence, relationship build-up, analytical thinking, conceptual thinking, information gathering, organizational commitment, and expertise. With the reference to other studies, we established a core competencies table. After conducting survey and applying statistical methodology, our findings show: 1. Sales person¡¦s competencies and performance are highly correlated. 2. Sales person¡¦s age, level of education, working experience are highly correlated to their performance. The core competencies table developed in this study is aimed to provide companies a guide for talent selection, people development, and training. This systematic way of selecting, developing, and training people would, hopefully, improve the company¡¦s overall performance.

In the long run, people are confused between professionalism and specialized knowledge. Researcher discovered that specialized knowledge is not sufficient in conquering all the challenges in the real working field, professionalism is the key competency that we should have. But, what is professionalism? And how we can cultivate the ability? The study is to discuss the abilities what we should equip, the factors of professionalism, process of cultivation, under the¡ydynamic¡Bcomplex¡zindustry environment. Researcher also discovered the differences between professionalism and specialized knowledge and the dynamic process structure of ability cultivation. The dynamic learning structure is as follows¡G I. Career attitude A. Hard-working spirit B. Entrepreneurship of challenging courage C. Desire of learning II. Working sills A. Knowledge B. Imitation or experience copying C. Logical thinking D. Sense of conceptual issues

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Thesis (M.A. (Research Psychology))--University of Pretoria, 2003. / Includes bibliographical references.

Physical Education (PE) and School Sport (SS) in South Africa demonstrate extremes and inequities. Contrast is visible in all aspects of South African life, but most significantly in education. White and urban schools are relatively problem free, whereas black and rural schools have been adversely affected by the past governments’ apartheid and separate development policies (Walter, 1994). Some schools have well developed facilities, while the majority have next to nothing. PE teachers are qualified in some cases and grossly unqualified in many others. PE programmes in white schools and urban cities offer a wide and balanced variety of activities while in others opportunities are limited to a few movement activities. As a school subject PE has been neglected, misunderstood, seen as being of little importance and regarded as inferior when compared to other subjects in the school curriculum (Walter, 1994). In order to find out the status of PE and school sport among school children aged 6- 15years, we administered the Sport in Education (SpinEd) project questionnaire (Bailey, 2005) to 897 school children in two provinces and contrasting geographical locations in South Africa. The questionnaire focused on five main themes/domains that refer to specific aspects of children’s development and understanding through PE and school sport, i.e. physical development, lifestyle development, affective development, social development and cognitive development. The results showed some disparity in the perception and understanding of PE and SS among the respondents’ age group and geographical location, specifically with regard to ‘feeling’ about PE and SS, ‘values’ (importance) of PE and SS, ‘comparison’ of PE and SS with other school subjects and ‘self-rating’ on PE and SS. Responses to each of the five themes/domains varied across age group, and geographical location, indicating the fact that children need to achieve the five most important developmental competencies – foundational (knowledge), practical skills (psychomotor), reflexive (affective), physical (growth) and social skills for holistic development and for PE and SS to adequately address the needs of post-independent South Africa.