Submitted in fulfillment of the requirements of (the qualification as per the PG2 form), Human Resource Management, Durban, University of Technology, Durban, South Africa, 2017. / This study evaluated the effect of government expenditure on education attainment in South Africa by assessing the effect of the amount spent by government on education from 1980 to 2014 on human capital development. The study is centred around two objectives: (1) to analyse the effect of government expenditure on education attainment; and (2) to investigate the effect of education attainment on human development. Human capital development was measured using Gross Enrolment Ratio for secondary school, supplied by the South African Reserve Bank. Data on government expenditure on human capital was acquired from the Treasury database. The study draws from the human capital theoretical framework in explaining the effect of education expenditure on human capital development. The findings of the study showed that there is a positive relationship between human capital development and government expenditure. These findings showed a strong relationship between government expenditure and gross enrolment ratio at 99 % confidence interval (p< 0,0001). The theory of human capital is thus confirmed with these findings. / M

Abstracts in English, Afrikaans and Zulu / This study attempts to analyse the key FDI determinants in African countries using annual data for the period from 2003 to 2015. It firstly, gives the introduction and the background of FDI. Secondly, it provides both theoretical and empirical literature review on the key FDI determinants. Based on the literature review, the pre-estimation diagnostics (correlation analysis, descriptive statistics and mean and overall mean analysis), panel root tests, panel co-integration tests, main data analysis (fixed effects, random effects, pooled OLS, fully modified OLS and dynamic GMM) and robustness tests using the lagged variable approach were conducted to analyse the key FDI variables. Main data analysis indicated that the lag of FDI had a significant positive impact on FDI. The empirical results revealed that human capital development, infrastructure, growth rate, trade openness, natural resources, financial development, unemployment, exchange rate, government final consumption expenditure and population are the key FDI determinants in African countries. The robustness tests using the lagged variable approach were estimated to analyse if there is a causal relationship FDI and other variables such GDP, random effects revealed that there is uni-directional causality from GDP growth to FDI. Additionally, FDI was found to have been negatively but non-significantly affected by economic growth under the pooled OLS. / Hierdie studie poog om die sleuteleterminante van buitelandse direkte investering (BDI) in Afrikalande te ontleed deur gebruikmaking van jaarlikse data vir die tydperk 2003 tot 2015. Eerstens stel dit BDI bekend en verskaf ’n agtergrond daarvoor. Tweedens bied dit sowel ’n teoretiese as empiriese literatuuroorsig van die belangrikste BDI-determinante. Op grond van die literatuuroorsig is die volgende uitgevoer om die belangrikste BDI-veranderlikes te ontleed: voorskattingsdiagnostiek (korrelasieontleding, beskrywende statistiek en ontleding van gemiddelde en algehele gemiddelde), paneelworteltoetse, paneelkoïntegrasietoetse, hoofdataontleding (vaste effekte, ewekansige effekte, saamgevoegde gewone kleinste kwadrate [GKK], volledig gewysigde GKK en dinamiese veralgemeende momentemetode [VMM]) en robuustheidstoetse deur gebruikmaking van die gesloerdeveranderlike-benadering. Hoofdataontleding het aangedui dat die naloop van BDI ’n beduidende positiewe uitwerking op BDI het. Die empiriese resultate het aan die lig gebring dat mensekapitaalontwikkeling, infrastruktuur, groeikoers, handelstoegang, natuurlike hulpbronne, finansiële ontwikkeling, werkloosheid, wisselkoers, die staat se finale verbruiksbesteding en bevolking die belangrikste BDI-determinante in Afrikalande is. Die robuustheidstoetse deur gebruikmaking van die gesloerdeveranderlike-benadering het ten doel gehad om te ontleed of ’n kousale verband tussen BDI en ander veranderlikes soos BBP bestaan. Ewekansige effekte het getoon dat daar eenrigtingkousaliteit van BBP-groei na BDI is. Daarbenewens is bevind dat BDI negatief maar niebeduidend geraak is deur ekonomiese groei ingevolge die saamgevoegde GKK. / Lolu cwaningo luzama ukuhlaziya izinto ezinquma ngotshalo-mali lwamanye amazwe oluqonde ngqo olwaziwa ngokuthi yi-foreign direct investment (FDI) emazweni ase-Afrika ngokusebenzisa idata yonyaka yesikhathi sokusukela ngo 2003 ukuya ku 2015. Okokuqala, lwethula nokuhllinzeka ngesendlalelo nge-FDI. Okwesibili, luhlinzeka ngokubuyekeza imibhalo yethiyori kanye nobufakazi ngezinto ezibalulekile ezinquma nge-FDI. Ngokulandela imibhalo ebuyekeziwe, isilinganiso sokubonwa kwezimbangela okwaziwa nge-pre-estimation diagnostics (correlation analysis, descriptive statistics kanye ne-mean ne-overall mean analysis), uhlolo lwe-panel root tests, uhlolo lwe-panel cointegration tests, kanye nohlaziyo lwe-main data analysis (fixed effects, random effects, i-pooled ordinary least squares [OLS], i-fully modified OLS kanye ne-dynamic generalised method of moments [GMM]. kanye nohlolo olujulile ngokusebenzisa inqubo ye-lagged variable approach kwaqhutshwa ukuhlaziya izinto ezibalulekile ezinquma ngama-FDI variables. Uhlaziyo lwe-data enkulu lukhombise ukusalela emuva kwe-FDI kube nomphumela omuhle kwi-FDI. Imiphumela yobufakazi bocwaningo ikhombise ukuthi ukuthuthuka kwabantu, ingqalasizinda, izinga lokukhula komnotho, ukuvuleka kwezokuhwebelana, imithombo yemvelo, intuthuko yezezimali, ukusweleka kwemisebenzi, izinga lokushintshiselana ngezimali, izindleko zokusebenzisa izinto kukahulumeni, kanye nesizwe sonkana, yizinto ezinkulu ezinquma nge-FDK kumazwe ase-Afrika. Uhlolo olujulile olusebenzisa inqubo ye-lagged variable approach lwalinganiselwa ukuhlaziya ukuthi ngabe bukhona ubuhlobo bembangela yobuhlobo obukhona phakathi kwe-FDI kanye namanye ama-variable afana nawe-GDP. Imiphumela engahlelekile ye-random effects ikhombise ukuthi kukhona uhidehide lwembangela phakathi kokukhula kwe-GDP kanye ne-FDI. Nangaphezu kwalokho, i-FDI itholakale ichaphazeleka kabi kodwa ngokungabalulekile kakhulu ngokukhula komnotho ngaphansi kwe-pooled OLS. / Business Management / M. Com. (Financial Management)

Allgemeine Gleichgewichtsmodelle (Computable General Equilibrium (CGE) models) werden oft genutzt, um Erkenntnisse über die gesamtwirtschaftlichen Auswirkungen bildungspolitischer Maßnahmen zu gewinnen. Eine Literaturrecherche zur Integration des Bildungs- und Ausbildungssystems in CGE-Modellen zeigt klare Limitationen bisheriger Studien bezüglich der Darstellung des Bildungs- und Ausbildungssystems und identifiziert damit eine wichtige Forschungslücke, der sich diese Dissertation widmet. Vor diesem Hintergrund ist das Hauptziel dieser Dissertation die Entwicklung eines neuartigen Ansatzes zur Einbeziehung der anerkannten Bildungs- und Berufsbildungssysteme in CGE-Modellen, einschließlich aller potenziellen Verbindungen zwischen diesen beiden Systemen. Das entwickelte Modell ermöglicht die Akkumulation von Arbeitskräften entsprechend der Veränderungen der Anzahl der Absolventen und Schulabbrecher eines integrierten Bildungs- und Ausbildungssystems. Es handelt sich um ein rekursiv-dynamisches Ein-Land-CGE-Modell (STAGE-Edu), das die mittel- bis langfristigen gesamtwirtschaftlichen Effekte verschiedener Bildungs- und Ausbildungspolitiken abbildet. Der Sudan gehört zu den Ländern der unteren mittleren Einkommensklasse, die bezüglich der Förderung der menschlichen Entwicklung vor zahlreichen Herausforderungen stehen. Aus diesem Grund werden in der vorliegenden Dissertation verschiedene bildungspolitische Maßnahmen analysiert und deren Auswirkungen auf das Wirtschaftswachstum und die Humankapitalbildung im Sudan bewertet. Der entwickelte Modellierungsrahmen leistet einen wichtigen Beitrag zur gesamtwirtschaftlichen Darstellung der durch Bildung und Ausbildung bewirkten menschlichen Entwicklung sowie der drauf abzielenden politischen Maßnahmen. STAGE-Edu bietet politischen Entscheidungsträgern ex-ante Erkenntnisse bezüglich der potenziellen Auswirkungen von Maßnahmen zur Verbesserung der Arbeitsqualifikation und letztlich zur Erhöhung des Lebensstandards der Bevölkerung. / Computable General Equilibrium (CGE) models have been widely used to generate insights into the economy-wide implications of education policy measures. A literature review on incorporating the education and training system in CGE models reveals explicit limitations of previous studies depicting vocational education and training system, hence, identifying a significant research gap, which shall be addressed in this dissertation. Against this background, the main objective of this dissertation is to develop a novel approach to incorporate the acknowledged education and vocational training systems in CGE models, including all potential exiting bridges between these two systems. The developed model enables labor force accumulation according to changes in the number of graduates and dropouts from an integrated education and training system. It is a recursive-dynamic single-country CGE model (STAGE-Edu), which depicts the medium- to long-run economy-wide effects of various education and training policies. The Sudan is one of the lower-middle-income countries that face numerous challenges in accelerating human development. For this reason, in the dissertation at hand different education and training policy measures are analyzed and their implications on economic growth and human capital accumulation in the Sudan are assessed. The developed modeling framework contributes to the field of economy-wide depiction of human development triggered by education and training as well as related policy measures. STAGE-Edu provides policymakers with ex-ante insights on potential impacts of measures for enhancing labor skills and ultimately for improving the livelihood of the population.

In modern conditions, the formation and development of human capital within the enterprise is becoming increasingly important due to the fact that the required and specific competencies of employees are the basis for ensuring the competitiveness of the enterprise. The aim of the master's thesis is to develop guidelines for the formation and development of human capital of employees based on corporate education. The thesis examines the theoretical and methodological issues of human capital research, as well as the ways of its formation and development on the basis of corporate education. The sources used were teaching and research literature, regulatory acts, corporate statistics, official statistics of the Federal State Statistics Service and the Unified Interdepartmental Information and Statistics System on the topic of the study. In the master's thesis, methodological recommendations were developed on the formation and development of human capital of employees of an information technology enterprise based on corporate education, which allows us to improve the forms and methods of corporate training implemented at the enterprise, and increase the effectiveness of managerial decisions in the field of personnel policy. / В современных условиях формирование и развитие человеческого капитала внутри предприятия приобретает все большую значимость ввиду того, что необходимые востребованные и специфические компетенции сотрудников являются основой для обеспечения конкурентоспособности предприятия. Целью магистерской диссертации является разработка методических рекомендаций по формированию и развитию человеческого капитала сотрудников предприятия на основе корпоративного образования. В работе рассматривается теоретические и методические вопросы исследования человеческого капитала, а также способы его формирования и развития на основе корпоративного образования. В качестве источников использовалась учебно-методическая и научно-исследовательская литература, нормативно-правовые акты, данные корпоративной статистики, официальные статистические данные Федеральной службы государственной статистики и Единой межведомственной информационно-статистической системы по теме исследования. В магистерской диссертации были разработаны методические рекомендации по формированию и развитию человеческого капитала сотрудников предприятия сферы информационных технологий на основе корпоративного образования, что позволяет совершенствовать формы и методы корпоративного обучения, реализуемого на предприятии, повышать эффективность управленческих решений в сфере кадровой политики.

Thesis (MBA (Business Management))--University of Stellenbosch, 2009. / ENGLISH ABSTRACT: This research report consists of an analysis of the impact of talent or human capital in ensuring business success and giving organisations a competitive advantage. It examines the literature, particularly recent literature and evaluates the most current thinking and practices in the area of talent management. Talent management is analysed from four perspectives, namely conventional aspects of talent management including sourcing and succession planning; leadership; and the development of talent and organisational culture. All four aspects need to be examined if we are to develop a holistic understanding of the field of talent management. Organisations that can implement advanced organisational practices in these four areas are reaping the rewards from a business profitability perspective. The report also includes the examination of a ground-breaking survey on the importance of talent for competitive advantage to companies in the late 1990s. This survey would later lead to the well-known concept of the 'war for talent'. The pertinent issue of succession planning is also covered because it is acknowledged that a failure to adequately plan for future talent requirements is the equivalent of leaving an organisation open to an enormous risk. There are clear findings that the most successful succession planning programmes are based on developing internal candidates. The latest research thinking and insights on how to manage the most productive employees or rather high-fliers in a company are also explored. There is a clear understanding that people make a definitive contribution to business success and the most talented individuals, who have the potential to contribute extensively, must not only be understood but should also be appropriately led. The availability of quality leadership is a key challenge facing organisations presently and into the future. The critical importance of leadership in modern organisations cannot be overstated. No talent management strategy is complete without paying special attention to the leadership talent within an organisation. This report therefore deals with new areas from which to source leaders in the context of a global shortage of leadership skills. It also looks at the creation of leadership brands and the benefits to a company of establishing a leadership brand. Particular attention is paid to the issue of succession planning and the leader's responsibility in this arena. The thorny and perpetual dearth and consequences of inadequate representation of women in the leadership ranks are also explored. The report also explores concepts around the development of talent. It is not sufficient for organisations to hire the best talent. Skills need to be kept sharp and relevant for companies to have sustainable success. An under-investment in the development of talent has enormous consequences for the future of an organisation. Toyota, one of the most successful companies in the world, is also analysed to evaluate the techniques that they use to create a culture of continuous learning which leads to a virtuous cycle of continuous improvement. Google is explored as a case study of the success that can be achieved when an entire organisation is designed around the concept of development and learning. The often-misunderstood and under-valued (by business leaders anyway) yet highly relevant topic of managing the organisational culture is also analysed. One critical aspect about building a winning culture is whether businesses have a culture that supports the ongoing changes facing the modern enterprise. Modern businesses need to be able to adapt faster and better to new challenges. A culture that manages change well is therefore a prerequisite to success. The most successful organisations in the world have demonstrated that there is a link between the culture that is followed by their employees and business success. We therefore examine and discuss the key components of a high performance culture. A number of case studies from businesses that have built impressive organisational cultures are also discussed. / AFRIKAANSE OPSOMMING: Hierdie navorsingsverslag bestaan uit 'n ontleding van die impak van talent of menslike kapitaal om sakesukses te verseker en organisasies 'n mededingende voordeel te gee. Dit ondersoek die literatuur, in besonder onlangse literatuur, en evalueer die jongste gedagterigtings en praktyk op die gebied van talentbestuur. Talentbestuur word uit vier perspektiewe ontleed, naamlik konvensionele aspekte van talentbestuur met insluiting van verkryging en opvolgbeplanning; leierskap; die ontwikkeling van talent en organisasiekultuur. Al vier aspekte moet ondersoek word as ons 'n holistiese begrip wil ontwikkel van die veld van talentbestuur. Organisasies wat gevorderde organisasiepraktyke op hierdie vier gebiede kan implementeer, pluk die vrugte uit die oogpunt van winsgewendheid vir hulle besigheid. Die verslag omvat ook die ontleding van 'n vernuwende oorsig oor die belangrikheid van talent vir 'n mededingende voordeel vir maatskappye in die laat 1990's. Hierdie oorsig sou later lei tot die welbekende konsep van die 'oorlog vir talent'. Die pertinente vraagstuk van opvolgbeplanning word ook gedek omdat daar aanvaar word dat 'n gebrek aan voldoende beplanning vir toekomstige talentvereistes dieselfde is as om 'n organisasie bloot te stel aan enorme risiko. Daar is duidelike bevindings dat die suksesvolste opvolgbeplanningsprogramme gebaseer is op die ontwikkeling van interne kandidate. Die nuutste navorsingsmenings en -insigte oor die bestuur van die produktiefste werknemers oftewel hoogvlieers in 'n maatskappy word ook ondersoek. Daar word duidelik begryp dat mense 'n bepalende bydrae maak tot sakesukses en dat die talentvolste individue, wat die potensiaal het om omvattende bydraes te maak, nie net met begrip behandel moet word nie maar ook toepaslike leiding moet ontvang. Die beskikbaarheid van goeie gehalte leierskap is 'n sleuteluitdaging waarvoor organisasies tans en in die toekoms te staan gaan kom. Die kritieke belangrikheid van leierskap in moderne organisasies kan nie oorbeklemtoon word nie. Geen talentbestuurstrategie is volledig sonder dat spesiale aandag gegee word aan die leierskapstalent binne 'n organisasie nie. Hierdie verslag behandel dus nuwe areas vir die verkryging van leiers in die konteks van 'n wereldwye tekort aan leierskapsvaardighede. Dit kyk ook na die skepping van leierskapshandelsmerke en die voordele wat die daarstelling van 'n leierskapshandelsmerk vir 'n maatskappy inhou. Daar word veral aandag gegee aan die kwessie van opvolgbeplanning en die leier se verantwoordelikheid in hierdie arena. Die moeilike en voortdurende tekort aan vroue in leierskapsgeledere en die gevolge van hierdie ontoereikende verteenwoordiging word ook ondersoek. Die verslag ondersoek ook begrippe rondom die ontwikkeling van talent. Dit is nie voldoende vir organisasies om die beste talent aan te stel nie. Vaardighede moet opgeskerp word en toepaslik bly vir maatskappye om volhoubare sukses te behaal. 'n Onderbelegging in die ontwikkeling van talent het enorme gevolge vir die toekoms van 'n organisasie. Toyota, een van die suksesvolste maatskappye ter wereld, word ook ontleed om die tegnieke te evalueer wat hulle gebruik om 'n kultuur van volgehoue leer te skep, wat lei tot 'n voortreflike siklus van deurlopende verbetering. Google word ondersoek as 'n gevalstudie van die sukses wat behaal kan word wanneer 'n totale organisasie ontwerp word rondom die konsep van ontwikkeling en leer. Die hoogs relevante onderwerp van die bestuur van organisasiekultuur word ook ontleed. Dit word dikwels misverstaan en onderwaardeer - deur sakeleiers in elk geval. Een kritieke aspek van die opbou van 'n wenkultuur is of besighede 'n kultuur het wat ondersteuning bied aan die voortgesette veranderinge waarvoor die moderne onderneming te staan kom. Moderne besighede moet vinniger en beter by nuwe uitdagings kan aanpas. 'n Kultuur wat verandering goed bestuur, is dus 'n voorwaarde vir sukses. Die suksesvolste organisasies in die wereld het aangetoon dat daar 'n skakel is tussen die kultuur wat deur hulle werknemers gevolg word en sakesukses. Ons ondersoek en bespreek dus die sleutelkomponente van 'n hoeprestasiekultuur. 'n Aantal gevalstudies van besighede wat indrukwekkende organisasiekulture opgebou het, word ook bespreek.

Thesis (MBA)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: This study looks at practical guidelines on how to make human capital the differentiating factor. It is the first phase of a process of further study, commentary and implementation. Students at the University of Stellenbosch Business School completed one assignment of their choice from one of eight key areas. These related to the following concepts: people management strategies delivering tangible results; entrenching a workplace culture that delivers optimum performance; high performance workplace practices; growth through competency-based skills training; team-based leadership; strategy processes for changing workplaces into major competitive advantages; transforming knowledge into power and enabling organisations to implement change. The approach followed in this study was to identify two or three well-researched (with regard to existing and international best practices) assignments in each of the eight areas and in this way conduct an assessment of what organisations are currently doing to make human capital the differentiating factor. It was clear that more world-class organisations recognize the bottomline value of a skilled and dedicated workforce. However, investing in human capital is not that easy. It requires many choices like, amongst others: What are the appropriate reward strategies for an organisation? Which benefits are competitive, cost-effective and valued? How do organisations deal with a globally mobile workforce? Valued lessons learnt and recommendations were identified, for future students and organisations, with regard to the second round of validating the information gathered in this research project. / AFRIKAANSE OPSOMMING: Hierdie studie ondersoek praktiese riglyne oor hoe om mense kapitaal die onderskeidende faktor te maak. Die studie is die eerste fase van 'n proses van verdere studie, kommentaar en implementering. Studente aan die Universiteit van Stellenbosch - Bestuurskool het elk 'n werkstuk van eie keuse in een van agt sleutel areas voltooi. Die onderwerpe het met die volgende verband gehou: mense bestuursstrategië wat tasbare resultate oplewer; vestiging van 'n werksplek kultuur wat optimum prestasie bewerkstellig; hoë-prestasie werksplek praktyke; groei deur vermoëndheids gebaseerde vaardigheids opleiding; span gebaseerde leierskap, strategiese prosesse om die werksplek in 'n grootskaalse kompeterende voorsprong te verander; die transformasie van kennis na mag en die instaatstelling van organisasies om verandering te implementeer. Die uitgangspunt van hierdie studie is gerig op die identifisering van twee of drie goed nagevorsde werkstukke(met verwysing na bestaande en internasionale beste praktyke) in elk van die agt areas en op hierdie wyse te bepaal wat organisasies doen om mense kapitaal die onderskeidende faktor te maak. Dit. het duidelik geword dat die meer wêreld-klas organisasies die grondwaarde van 'n vaardige en toegewyde werksmag erken. BeIegging in mense kapitaal is egter nie so eenvoudig nie. Dit vereis ondermeer keuses oor: Wat is die mees gepaste vergoedingsstrategie vir 'n organisasie? Watter voordele is kompeterend, koste-effektief en gewaardeerd? Hoe handel organisasies met 'n globaal mobiels werksmag? Waardevolle lesse en aanbevelings, vir die tweede fase van geldigheidsverklaring van die inligting versamel in hierdie navorsingsprojek, is vir toekomstige studente en organisasie identifiseer.

Thesis (MBA)--Stellenbosch University, 2012. / Global Load Control (GLC) is a three-centre network with offices in Cape Town (South Africa), Brno (Czech Republic) and Istanbul (Turkey) that provides Weight&Balance services to its parent company, Lufthansa, and other airlines. The strategic direction of GLC includes growth in terms of expanding its customer base and target market as well as diversification into other services in the field of Ground Operations. Many of the airlines are re-evaluating their business model and service offering in order to increase their profitability and competitiveness in an industry that is going through a period of transformation. Historically, the industry has seen very small profit margins, which are expected to remain under immense pressure due to difficult macroeconomic conditions and strong competition. The human capital of GLC and the knowledge that exists within the organisation were identified as strategic assets during the strategy process. The shift towards a knowledge-driven economy and the importance of the ´knowledge worker´ has been acknowledged by scholars as well as the business community. Since then, ways to manage knowledge work and the productivity of the knowledge worker have received lots of attention. However, due to the contextual and subjective dimensions of knowledge, no blueprint exists for its successful implementation. The aim of the paper was to identify the contribution of knowledge management to the managerial process of positioning Global Load Control for strategic effectiveness. The research confirmed the growing recognition of the relevance of tacit knowledge as well as the importance of social capital to the organisational knowledge and intellectual capital, respectively. Important and relevant knowledge were found to be tacit and often lying in the action itself, which makes it difficult to codify and share with other employees. Strategic effectiveness of Global Load Control ultimately was found to be the ability to continuously support the customers in increasing their competitiveness, thereby creating strong ties with GLC as a business partner. This included the ability to maintain or increase its cost effectiveness and identifying new ways for the customer to gain an advantage. The research revealed that parts of the knowledge required for achieving this lie with the customer, which implied that they had to be integrated into the organisation´s knowledge base. Knowledge creation was found to be central in utilising GLC´s human capital to increase its intellectual capital. The importance of the social dimension, both internally and externally, was shown throughout the paper and found to be the linking element. Not ignoring the role and contribution of the physical infrastructure to the process of knowledge sharing, HR practices and policies play a vital role in creating enabling conditions for knowledge sharing and building of social capital, which are prerequisites for the creation of organisational knowledge and the development of GLC´s intellectual capital. Rather than being a stand-alone process, knowledge management is to be seen as a philosophy that provides valuable insights and gives guidance to the managerial processes of an organisation. When viewed as an integral part of the business, knowledge management can greatly contribute to positioning the organisation for strategic effectiveness. However, for this to happen, the subjective, dynamic and contextual nature of knowledge has to be acknowledged and the impact of factors such as organisational culture and learning styles be researched and integrated into the knowledge management strategy. The findings in this paper apply to the organisation researched only. However, it contributed to the body of knowledge by complementing the theoretical frameworks around knowledge management and intellectual capital with practical findings. It thus supports other organisations in identifying suitable research approaches and topics in their own organisation and allows academics to refine and question current concepts and thereby continue to develop our understanding of knowledge management.

平衡計分卡的概念，已成為全球數千個企業中重要的商業利器。目前「財星」（Fortune）一千大企業中已經有過半數的企業加以導入；平衡計分卡乃「財星雜誌」及「哈佛商業評論」（Harvard Business Review）前五百大企業所公認最具效力的管理工具。最近也被哈佛商業評論列為二十世紀中，七十五個最有影響力的概念之一。平衡計分卡與智慧資本、學習型組織並列，皆係2000年代管理的萬靈丹，係一全方位的績效管理制度、策略執行制度，及策略管理制度。 隨著大眾傳播的到臨，如今的民眾較諸以往都擁有更多的資訊與知識，要求對於政府加以課責（Accountability）；此外，人民也需要知道所繳之稅捐如何被使用，並產生最大的社會利益。為回應民眾對政府課責的殷切需求，目前各國政府再造的機制設計中，其課責的模式，往往是以績效及成果作為課責的根基，課責焦點著重在績效的層面，課責視為是績效提昇的方法，並且以成果為導向，因此，建立高績效的組織便是課責的目標；而發展並執行以績效衡量為基礎的課責制度，一直是各國在從事政府再造時所追求的主要目標。績效評量制度之建立已成為政府部門在進行改革時的首要之務。 本研究採個案研究方式，藉諸平衡計分卡探討交通部之績效衡量制度；並以問卷調查方法，瞭解員工對於平衡計分卡各構面指標之看法，以供個案交通部暨其他公務機關於採納平衡計分卡為績效管理制度，建構績效衡量指標之參考。期望我國全體政府部門儘早引進績效管理利器的平衡計分卡，俾建立一健全之績效管理制度，以改善政府組織績效，適足回應民眾對政府施政課責的殷切需求，終能提昇整體國家競爭力，使我國能在世界競爭之林中取得一席之地。 本研究經對問卷因素分析，問卷32項指標共萃取6項因素，分別為顧客構面下「服務品質與服務對象的認同」一項因素；財務構面下「預算成長及執行率」及「預算成本效益」二項因素；內部流程面下「內部管考與公共關係」一項因素；學習與成長面下「員工滿意度與教育訓練」及「能力及員工與組織的關係」二項因素。 在單因子變異數分析結果，發現員工之性別在平衡計分卡顧客、財務、內部流程及學習與成長等四個構面上，存有差異，係在各個構面各8個指標之中，只有1個指標之看法存有差異，即只有在各構面之服務回應性、平均人事費用、管理監督之合理性、員工離職率之指標上，看法存有差異；員工之年齡、服務年資則在平衡計分卡四個構面上，並不存有差異；員工之教育程度在顧客、財務及學習與成長等三個構面上，存有差異，依次為服務回應性、預算支用率、依限撥款速度、專案計畫之額度爭取及平均人事費用等指標上，存有差異；在學習與成長面，只有在員工離職率上，存有差異；而員工之教育程度在內部流程構面上，並不存有差異。員工之服務單位在顧客及財務構面上，存有差異；在顧客構面，只有在服務對象參與程度一個指標上，存有差異；在財務構面，只有在預算成本適當控制一個指標上，存有差異；至在內部流程及學習與成長二個構面上，並不存有差異。。 關鍵字：平衡計分卡（Balanced Scorecard）、智慧資本（Intellectual Capital ）、人力資本（Human Capital）

<p>This thesis is a collection of five independent but closely related studies. The overall purpose is to approach the analysis of learning outcomes from a perspective that combines three major elements, namely lifelonglifewide learning, human capital, and the benefits of learning. The approach is based on an interdisciplinary perspective of the human capital paradigm. It considers the multiple learning contexts that are responsible for the development of embodied potential – including formal, nonformal and informal learning – and the multiple outcomes – including knowledge, skills, economic, social and others– that result from learning. The studies also seek to examine the extent and relative influence of learning in different contexts on the formation of embodied potential and how in turn that affects economic and social well being. The first study combines the three major elements, lifelonglifewide</p><p>learning, human capital, and the benefits of learning into one common conceptual framework. This study forms a common basis for the four empirical studies that follow. All four empirical studies use data from the International Adult Literacy Survey (IALS) to investigate the relationships among the major elements of the conceptual framework presented in the first study.</p><p><u>Study I. A conceptual framework for the analysis of learning outcomes</u></p><p>This study brings together some key concepts and theories that are relevant for the analysis of learning outcomes. Many of the concepts and theories have emerged from varied disciplines including economics, educational psychology, cognitive science and sociology, to name only a few. Accordingly, some of the research questions inherent in the framework relate to different disciplinary perspectives. The primary purpose is to create a common basis for formulating and testing hypotheses as well as to interpret the findings in the empirical studies that follow. In particular, the framework facilitates the process of theorizing and hypothesizing on the relationships and processes concerning lifelong learning as well as their antecedents and consequences.</p><p><u>Study II. Determinants of literacy proficiency: A lifelong-lifewide learning perspective</u></p><p>This study investigates lifelong and lifewide processes of skill formation. In particular, it seeks to estimate the substitutability and complementarity effects of learning in multiple settings over the lifespan on literacy skill formation. This is done by investigating the predictive capacity of major determinants of literacy proficiency that are associated with a variety of learning contexts including school, home, work, community and leisure. An identical structural model based on previous research is fitted to the IALS data for 18 countries. The results show that even after accounting for all factors, education remains the most important predictor of literacy proficiency. In all countries, however, the total effect of education is significantly mediated through further learning occurring at work, at home and in the community. Therefore, the job and other literacy related factors complement education in predicting literacy proficiency. This result points to a virtual cycle of lifelong learning, particularly to how educational attainment influences other learning behaviours throughout life. In addition, results show that home background as measured by parents’ education is also a strong predictor of literacy proficiency, but in many countries this occurs only if a favourable home background is complemented with some post-secondary education.</p><p><u>Study III. The effect of literacy proficiency on earnings: An aggregated occupational approach using the Canadian IALS data</u></p><p>This study uses data from the Canadian Adult Literacy Survey to estimate the earnings return to literacy skills. The approach adapts a labour segmented view of the labour market by aggregating occupations into seven types, enabling the estimation of the variable impact of literacy proficiency on earnings, both within and between different types of occupations. This is done using Hierarchical Linear Modeling (HLM). The method used to construct the aggregated occupational classification is based on analysis that considers the role of cognitive and other skills in relation to the nature of occupational tasks. Substantial premiums are found to be associated with some occupational types even after adjusting for within occupational differences in individual characteristics such as schooling, literacy proficiency, labour force experience and gender. Average years of schooling and average levels of literacy proficiency at the between level account for over two-thirds of the premiums. Within occupations, there are significant returns to schooling but they vary depending on the type of occupations. In contrast, the within occupational return of literacy proficiency is not necessarily significant. The latter depends on the type of occupation.</p><p><u>Study IV: Determinants of economic and social outcomes from a lifewide learning perspective in Canada</u></p><p>In this study the relationship between learning in different contexts, which span the lifewide learning dimension, and individual earnings on the one hand and community participation on the other are examined in separate but comparable models. Data from the Canadian Adult Literacy Survey are used to estimate structural models, which correspond closely to the common conceptual framework outlined in Study I. The findings suggest that the relationship between formal education and economic and social outcomes is complex with confounding effects. The results indicate that learning occurring in different contexts and for different reasons leads to different kinds of benefits. The latter finding suggests a potential trade-off between realizing economic and social benefits through learning that are taken for either job-related or personal-interest related reasons.</p><p><u>Study V: The effects of learning on economic and social well being: A comparative analysis</u></p><p>Using the same structural model as in Study IV, hypotheses are comparatively examined using the International Adult Literacy Survey data for Canada, Denmark, the Netherlands, Norway, the United Kingdom, and the United States. The main finding from Study IV is confirmed for an additional five countries, namely that the effect of initial schooling on well being is more complex than a direct one and it is significantly mediated by subsequent learning. Additionally, findings suggest that people who devote more time to learning for job-related reasons than learning for personal-interest related reasons experience higher levels of economic well being. Moreover, devoting too much time to learning for personal-interest related reasons has a negative effect on earnings except in Denmark. But the more time people devote to learning for personal-interest related reasons tends to contribute to higher levels of social well being. These results again suggest a trade-off in learning for different reasons and in different contexts.</p>

This thesis is focusing on designing a DSS to facilitate Human Resource Management decisions for the Hellenic Navy. A mathematical, multi-criteria optimization model was designed and a software environment implemented employing this model to make job assignment decisions. The rationale was to develop a software solution able to adapt in the most automated way possible to different issues concerning HRM. Assigning HRM resources in an optimal way while considering multiple criteria is a very difficult task. There are many attributes to be taken into account some of which contradict each other. The human mind has limitations when dealing with multi attribute problems and the associated set of multiple tradeoffs. Providing a mathematical solution to the problem with the ability to evaluate tradeoffs could provide useful insight to decision makers and help reduce bias in the overall HRM assignment process. Design and implementation of such a system is the purpose of this thesis.