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Significant life experiences of naturalistsMitchell, Kathleen Marie 01 January 2005 (has links)
This research study addressed a current topic of interest in the environmental education community: How can people of non-European origin be recruited into the field of outdoor and environmental education?
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Do San Bernardino County, Department of Children's Services, licensed foster parents receive adequate trainings and services to care for foster children?Berryman, Ryan DeRay 01 January 2008 (has links)
The purpose of this study was to examine the training and support services that were available to foster parents licensed with San Bernardino County, Department of Children's Services. San Bernardino county is responsible for approximately 510 licensed foster homes.
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Foster parent satisfaction and retentionAlbarran, Ruth Maria, Sahachartsiri, Ranee Taechameena. 01 January 2008 (has links)
This study proposed to explore several factors that promote foster parent satisfaction in order to preserve quality foster homes to serve the 532,000 displaced children currently in the child welfare system. A sample of 52 foster parents were surveyed to determine overall satisfaction with their foster care experience at Children's Way Foster Family Agency in San Bernardino, California. It was hypothesized that the higher the level of foster parent satisfaction, the higher rates of retention. A modified version of an existing instrument titled "Foster Parent Satisfaction Survey" was utilized in this study.
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The features and use of mentoring as an activity in supervision of newly qualified social workersCloete, Veronica 03 1900 (has links)
Thesis (M Social Work)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: Mentoring, which is described as an activity in social work supervision, is promoted to assist
with the recruitment and retention of newly qualified social workers. However research relating
to the execution of mentoring within the context of social work supervision is limited. Also, a
lack of supervision of newly qualified as well as existing social workers has resulted in a critical
shortage of social workers in South Africa. This in turn decreases the quality of social work
service rendering to communities in South Africa. In an effort to reverse the aforementioned
circumstances, the South African government introduced the “Recruitment and Retention
Strategy for Social Workers” in 2006. The Recruitment and Retention Strategy for Social
Workers reaffirmed the value of supervision for social workers as well as the utilisation of
mentoring in order to provide adequate support to newly qualified as well as existing social
workers. Hence the study was undertaken, first to provide an overview of social work
supervision and second, to explore the use of mentoring in the context of social work
supervision.
A combined qualitative and quantitative research approach was utilised to explore the
experiences of social work supervisors in the Department of Social Development (Western
Cape), with regard to the use of mentoring as an activity of social work supervision. The
motivation for this study originated from an apparent lack of research relating to the use of
mentoring as an activity in social work supervision of newly qualified social workers within the
Department of Social Development in the Western Cape. The aim of this study is to gain an
understanding of the features and use of mentoring as well as how mentoring can be utilised as
an activity in social work supervision of newly qualified social workers.
The literature study first focused on giving an overview of social work supervision, to provide a
contextual basis for mentoring as an activity in social work supervision of newly qualified social
workers. The literature study then explored the features and use of mentoring as an activity in
social work supervision of newly qualified social workers.
The researcher utilised a purposive sample of 20 social work supervisors. These supervisors
have been appointed to the different regional and local offices of the Department of Social
Development in the Western Cape and provide supervision to social workers, specifically newly
qualified social workers. Newly qualified social workers refer to social workers with a maximum
experience of 24 months in the practical field. The researcher utilised an interview schedule as a
measuring instrument. The results of the investigation confirmed that supervision of newly
qualified social workers is essential to ensure quality service rendering. Second, the results
concluded that due to the allocation of responsibilities other than supervision, inadequate time is
spent on the execution of the social work supervision process. Third, the lack of formal training
of supervisors in social work supervision, has a negative impact on the execution of the
supervision process, as most of the supervisors provide supervision to newly qualified social
workers, based on their own experience of supervision as well as the fact that social work
supervision follows a process running parallel to the social work process. Fourth, a majority of
the social work supervisors execute mentoring on an informal basis. Fifth, most of the social
work supervisors are in favour of the appointment of multiple mentors for each newly qualified
social worker. Lastly, senior social workers are viewed as important mentors to assist newly
qualified social workers with the acquisition of skills relating to social work service delivery.
Recommendations made by this study highlighted the importance of providing accredited
supervision training to social work supervisors as well as introducing a policy on the execution
of supervision, and mentoring as an activity in social work supervision. Further
recommendations focused on the provision of training to all selected mentors as well as on the
use of multiple mentors for each newly qualified social worker. Lastly, the use of senior social
workers both within the Department and organisations in the NPO sector is promoted, especially
to assist newly qualified social workers to attain those skills relating to the execution of their
statutory duties and to improve quality service rendering through the enhancement of their
professional report writing skills. / AFRIKAANSE OPSOMMING: Mentorskap, wat as ‘n aktiwiteit in maatskaplikewerk-supervisie omskryf word, bevorder die
werwing en behoud van pas gekwalifiseerde maatskaplike werkers. Navorsing wat verband hou
met die uitvoering van mentorskap binne die konteks van maatskaplikewerk-supervisie is egter
beperk. Daarbenewens het ‘n gebrek aan supervisie van pas gekwalifiseerde sowel as van die
meer ervare maatskaplike werkers gelei tot ‘n kritieke tekort aan maatskaplike werkers in Suid-
Afrika. Dit het weer gelei tot ‘n afname in die gehalte van maatskaplikewerk-dienslewering aan
gemeenskappe in Suid-Afrika. In ‘n poging om die genoemde omstandighede om te keer, het die
Suid-Afrikaanse regering die Recruitment and Retention Strategy for Social Workers in 2006
geloods. Die Recruitment and Retention Strategy for Social Workers benadruk die waarde van
supervisie aan maatskaplike werkers sowel as die benutting van mentorskap om voldoende
ondersteuning te bied aan pas gekwalifiseerde sowel as meer ervare maatskaplike werkers. Die
studie word dus onderneem, eerstens om ‘n oorsig van maatskaplikewerk-supervisie te verkry en
tweedens om die gebruik van mentorskap binne die konteks van maatskaplikewerk-supervisie te
verken.
‘n Gekombineerde kwantitatiewe en kwalitatiewe navorsingsbenadering is benut om die
ervarings van maatskaplikewerk-supervisors in die Wes-Kaapse Departement van Maatskaplike
Ontwikkeling, rakende mentorskap as ‘n aktiwiteit in maatskaplikewerk-supervisie van pas
gekwalifiseerde maatskaplike werkers te ontbloot. Die studie is gemotiveer deur ‘n opmerklike
gebrek aan navorsing ten opsigte van die benutting van mentorskap as ‘n aktiwiteit in
maatskaplikewerk-supervisie van pas gekwalifiseerde maatskaplike werkers in die Wes-Kaapse
Departement van Maatskaplike Ontwikkeling. Die doel van die studie was om begrip te
ontwikkel rondom die eienskappe en benutting van mentorskap sowel as hoe mentorskap as ‘n
aktiwiteit in maatskaplikewerk-supervisie benut kan word.
Die literatuurstudie verskaf eerstens ‘n oorsig van maatskaplikewerk-supervisie om sodoende ‘n
kontekstuele basis vir mentorskap as ‘n aktiwiteit in maatskaplikewerk-supervisie van pas
gekwalifiseerde maatskaplike werkers aan te bied. Die literatuurstudie verken voorts die
eienskappe en benutting van mentorskap as ‘n aktiwiteit in maatskaplikewerk-supervisie van pas
gekwalifiseerde maatskaplike werkers.
Die navorser het ‘n doelbewuste steekproef van 20 maatskaplikewerk supervisors benut. Hierdie
supervisors is werksaam in die verskillende streeks- en plaaslike kantore van die Wes-Kaapse
Departement van Maatskaplike Ontwikkeling en verskaf supervisie aan onder andere pas
gekwalifiseerde maatskaplike werkers. Pas gekwalifiseerde maatskaplike werkers verwys na alle
maatskaplike werkers met minder as 24 maande ervaring in die praktyk. Die navorser het ‘n
onderhoudskedule as meetinstrument benut. Die resultate van die ondersoek bevestig eerstens dat
die verskaffing van supervisie aan pas gekwalifiseerde maatskaplike werkers noodsaaklik is vir
die versekering van kwaliteit dienslewering. Tweedens bevestig die bevindinge ook dat, as
gevolg van die aanwysing van verantwoordelikhede, buiten supervisie, daar onvoldoende tyd aan
die uitvoering van maatskaplikewerk-supervisieprosesse bestee word. Derdens het die gebrek
aan formele supervisie-onderrig, ‘n negatiewe uitwerking op die uitvoering van die
supervisieproses, aangesien die meeste supervisors wat supervisie aan pas gekwalifiseerde
maatskaplike werkers verskaf, dit baseer op hul eie ervarings van supervisie sowel as die feit dat
die supervisie parallel verloop met die maatskaplikewerk-proses. Vierdens verrig die meeste
maatskaplikewerk-supervisors hul mentorskap op ‘n informele wyse. Vyfdens is die meeste
supervisors ten gunste van die aanstelling van meer as een mentor vir elke pas gekwalifiseerde
maatskaplike werker. Laastens word senior maatskaplike werkers beskou as belangrike mentors
om pas gekwalifiseerde maatskaplike werkers te help met die verkryging van daardie
vaardighede wat verband hou met maatskaplikewerk-dienslewering.
Aanbevelings wat in die studie gemaak is beklemtoon die belangrikheid van die verskaffing van
geakkrediteerde supervisie-onderrig aan maatskaplikewerk-supervisors, die daarstelling van ‘n
supervisiebeleid sowel as die benutting van mentorskap as ‘n aktwiteit in maatskaplikewerksupervisie.
Verdere aanbevelings fokus op die verskaffing van opleiding aangaande die proses
van mentorskap. Laastens word die gebruik van senior maatskaplike werkers sowel in die Wes-
Kaapse Departement van Maatskaplike Ontwikkeling as in ander organisasies in die nieregerings
sektor, as mentors ondersteun, ten einde meer spesifiek pas gekwalifiseerde
maatskaplike werkers te help met die aanleer van daardie vaardighede wat verband hou met die
uitvoering van hul statutêre verpligtinge en om die kwaliteit van dienslewering te bevorder deur
die verbetering van die professionele skryfvaardighede van pas gekwalifiseerde maatskaplike
werkers.
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Developing a talent management framework for a South African sectoral education and training authorityButhelezi, Nkosinathi Charles 12 1900 (has links)
Thesis (MBA)--University of Stellenbosch, 2010. / This study was driven by a need that was identified within a sectoral training authority in South Africa to modify its talent management strategy in order to better deliver on its mandate. The need to modify its talent management strategy was identified as a result of a review of the Sector Education and Training Authorities (Setas) on their functioning and management commissioned by The National Economic Development and Labour Council (Nedlac). The aim was to identify critical challenges affecting their ability to deliver on their mandate and to develop recommendations to improve operational efficiency and effectiveness
The review exercise was completed and report submitted to the office of the presidency. The report notes that due to the largely negative publicity Setas have received, their ability to source, attract and retain talent for effective and efficient functioning is severely restricted.
It also highlights the fact that high attrition rates have resulted in a lack of institutional knowledge and understanding of the purpose of the skills development legislation and policies. It further recommends that an audit of current Seta human resources procedures be conducted, as well as the development of standard competency profiles for senior managers to inform recruitment, performance management, training and development, assessment of current capacity and the development of a generic induction programme.
It concludes by recommending the implementation of various interventions to support Seta management, including executive coaching, mentoring and other organisational development support.
This study was therefore focused on two parts: the development of a broad talent framework based on the latest literature on the subject of talent management, and secondly, the evaluation of the training authority's current talent management practice based on employee perceptions.
The initial part of this study describes the development of a talent management evaluation with a broad talent management framework addressing the themes of planning, development and training, performance management, reward management as well as the related sub- themes.
This objective was achieved by means of a literature search supported by input from industry practitioners. The questionnaire consists of 35 statements subdivided into eight categories
contextualised under different talent management sub themes. The sample consisted of 44 employees, six of which were at management level and 38 were at non managerial level. Thirty-five questionnaires were returned of which three could not be used.
The questionnaire was then administered to examine the perceptions of the 35 employees who provided usable feedback on the training authority‟s performance, based on eight themes of talent management practices.
The empirical results revealed that the training authority did not have strategies to ensure that there is a pool of talent to draw from in order to meet current and future needs. Concerns were raised on the training authority's ability to retain talented employees within the organisation. Issues relating to the creation and modification of roles and job descriptions to help individuals realise their career aspirations were raised. Employees were also concerned about the training authority's inability to provide resources for the support of individuals' career plans. Employees further raised transparency issues on expected behaviour, development and factors identifying individual's potential as major concerns. Reward and compensation were found to have a weak link to performance and market offering. Managers were found to have limited flexibility in distributing their pay budget.
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Attracting and retaining nursing educators : a study conducted within a private nursing education institution in South AfricaFebruary, Tracy Joan 04 1900 (has links)
Thesis (MBA)--Stellenbosch University, 2015. / ENGLISH ABSTRACT: The shortage of nurse educators has an effect on the training of current and future nurses. A shortage of nurse educators leads to the inability to increase the number of student nurses, which results in a lack of trained nursing staff to meet the healthcare needs of the South African population. There is a need to gain an understanding of why nurse educators enter into and remain in academia versus the reasons why nurse practitioners – specifically registered nurses (RN) – choose to enter into and remain in practice.
The prioritised reasons for entering into and remaining in nurse academia were investigated with a focus on:
i.) The difference between the reasons why RNs enter into and remain in nursing practice
ii.) The difference between the reasons why nurse educators enter into and remain in academia
iii.) The difference between the reasons why RNs enter into nursing practice and reasons for nurse educators entering into academia
iv.) The difference between the reasons why RNs remain in nursing practice and reasons why nurse educators remain in academia
A descriptive, quantitative design was used to explore the factors that lead to nurses entering into and remaining in academia. An on-line, self-administered survey was used as the primary data collection instrument. Data was tabulated and presented in histograms and frequencies.
The study found that:
i.) RNs enter into and remain in nursing practice for the same reasons
ii.) That nurse educators enter into and remain in academia for different reasons
iii.) That RNs enter into nursing practice and nurse educators enter into academia for different reasons
iv.) The primary reason for RNs remaining in nursing practice and nurse educators remaining in academia are the same
The shortage of nurse educators is critical and it is essential that NEIs begin to institute plans focussing on the reasons behind nurse educators’ decision to stay in nursing education. Private NEIs should use the findings of this study to focus on areas that indicate satisfaction with the position rather than dissatisfaction in order to develop specific attraction and retention strategies.
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Local talent and international standards: theemergence of global graduate employment in Hong KongKan, Mee-lin, Hayley., 簡美蓮. January 2009 (has links)
published_or_final_version / Education / Doctoral / Doctor of Philosophy
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Training and localisation policy: a case study of Swaziland.Mthethwa, Kholekile F January 2004 (has links)
The aim of the study was to investigate why it was deemed necessary to train and localise the public and private sectors by the Swaziland government. The efforts began shortly before Swaziland attained independence in 1968. Many of the initiative to localisation started in pre-colonial Swaziland in 1966 leading to independence. The study also examined the drawbacks to training and localisation and how these were overcome. Swaziland inherited and was strongly dependent upon a strongly entrenched cadre of top-level public service and private administrators who were expatriates. The study also examined how far localisation has gone to date.
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Selection of Warehouse Employees Using a Weighted Application BlankParker, Larry L. 05 1900 (has links)
The purpose of this study was to develop a weighted application blank (WAB) which would aid in the selection of employees who would be more likely to remain on the job for 3 months or more. The 31 biographical items for long- and short-tenure employees were compared to see which items differentiated. A somewhat improvised approach which compared trends of both groups (weighting group N = 169, holdout group N 89), produced five items which were significant at the .05 level and resulted in a 70% improvement over the previous method of selection. The long-tenure employee could be described as a slightly older (20 years or more) married person who lives close to the job, less educated (8th grade or less), and who can list three references.
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A survey of mentor/mentee activities in beginning teacher induction programs in Region XIWright, Telena 05 1900 (has links)
The recruitment and retention of teachers demand attention with estimates of two million new teachers needed in the next decade. Hiring under qualified teachers necessitates adequate induction programs. Development of a recommendation for a teacher induction program comprises the purpose of the study. The recommended induction and support program addresses the activities perceived as valuable by both mentors and mentees. The researcher describes the mentor programs currently in place in Region XI in northern Texas by surveying the mentors and mentees; of particular relevance is a determination and description of the program model in place. Data sources include the literature review and information obtained from Region XI mentors/mentees. Data shows the model in Region XI is primarily a colleague model. Mentors and mentees are matched for grade level, content area and physical proximity. Three of the most frequently occurring activities are in the category emotional support, three in logistical concerns, two in systems information, one in student management, and one in instructional support. Mentees believe those activities associated with classroom management and organization and developing confidence and self-esteem are most important. Mentors concur. Specific recommendations for structuring a comprehensive beginning teacher induction and support program include reexamining the program currently in use, prioritizing timing of implementation, articulating campus mentoring goals, adhering to logistical areas of concern, providing training for the mentors in a program of psychological support that focuses on the psychological needs of the beginning teacher, providing time within the day, and evaluating current programs at the end of each year using those beginning teachers involved.
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