Die vorliegende Arbeit behandelt die Beziehungen zwischen Japan und Vietnam unter dem Gesichtspunkt eines spezifischen Kooperationsprogramms: des "Japanese Grant Aid for Human Development Scholarship" (JDS); ein Stipendienprogramm, das in den zahlreichen japanischen Entwicklungshilfe-Initiativen in Entwicklungsländern Asiens enthalten ist. Das JDS-Programm, das im Jahr 2000 gestartet wurde, bietet jungen Staatsbeamten und zukünftigen Führungskräften aus Entwicklungsländern in Zentral-, Süd- und Südostasien sowie Afrika Weiterbildungsmöglichkeiten in Bereichen wie Recht, Wirtschaft und Staatsverwaltung an öffentlichen und privaten Universitäten in Japan. Es wird argumentiert, dass Japan auch durch die JDS seine regionalen Beziehungen, insbesondere mit einigen Nationen Südostasiens, neugestaltet hat. Aus diesem Grund werden in der vorliegenden Studie die Hilfsbeziehungen zwischen dem südostasiatischen Land und Japan von 2000 bis 2015 dargestellt. Die ausgewählte Fallstudie zeigt eine diskursive Ambiguität der heutigen japanischen Außenpolitik auf. Es wird argumentiert, dass Hilfsinitiativen Japans für die Humanressourcenentwicklung von den verschiedenen Akteuren der öffentlichen Entwicklungshilfe diskursiv konzipiert wurden. Anstatt das Konzept der Entwicklung als einen einzigen diskursiven Apparat zu analysieren, untersucht diese Forschungsarbeit, wie unterschiedliche Diskurse und "Denkstile" zwischen Geber- und Empfängerland, Geber und anderen Gebern und sogar zwischen verschiedenen Geberorganisationen interagieren. Diese Denkstile wurden durch qualitative Interviews und dokumentarische Analysen ausgewertet. Zusammenfassend wird argumentiert, dass ein Zusammenspiel von Überlegungen, wie Japans "nationalem Interesse", Japans Zugehörigkeit zur internationalen Gesellschaft und Humanität die japanische wissensbasierte Hilfe seit 2000 geprägt habe. Das nationale Interesse scheint jedoch immer noch der stärkste Antrieb bei der Auszahlung von Beihilfen zu sein. / The study sheds light on contemporary Japan-Vietnam relations from the point of view of a specific cooperation program : the “Japanese Grant A id for Human Development Scholarship” (JDS), a scholars hip program included in the vast range of Japanese foreign aid initiatives in developing Asia. The JDS programme, started in 2000, offers training in areas like law, economics and public administration to young state officials and future leaders from developing countries in Central, South and Southeast Asia and Africa, in public and private universities in Japan. It is argued that also through the JDS, Japan has reshaped its regional relations, in particular with a number of Southeast Asian nations. The present study aid relations between the Southeast Asian country and Japan from 2000 to 2015 are presented. The study aims to shed light on an apparent discursive ambiguity of today’s Japanese foreign policy. It is assumed that aid initiatives in human resource development, have been discursively conceptualised by the different actors participating in Japanese official development assistance (ODA). Instead of looking at the concept of development as a single discursive apparatus, this research looks at how different discourses and “styles of thought” interact between donor/recipient country, donor/other donors and even among different donor’s agencies. These styles of thought have been assessed through qualitative interviews and documentary analysis. It is argued, in sum, that an interplay of considerations such as Japan’s “national interest”, Japan's affiliation to the international society and humanitarianism have shaped Japanese knowledge-based aid since 2000. National interest, however, still appears to be the strongest drive in aid disbursement.

After the collapse of the Soviet Union in the early 1990's Kazakhstan experienced a socio-economic transition from a socialist economy to a free market economy and was challenged with building a newly independent state. In pursuit of fulfilling strategic nationwide tasks, the government undertook multidimensional measures in all spheres. However, in order to implement such profound changes and keep up with globalization, the newly independent state found itself in a position where there was a burning need for a serious update in knowledge and skills in all fields. In light of the National State Conception of Education Development of 2005 (NSCED), higher education in Kazakhstan is viewed as the most fundamental liaison between academia, research and innovation in industry and business of the country. Integration of these three components represents the concept of a national innovation system that will allow Kazakhstan to establish successfully its own competitive advantage in the global arena. Therefore, the higher education faculty of Kazakhstan becomes the driving force in fulfilling such grand tasks as relating research to practice, as well as increasing the knowledge, skills, and capacities of young specialists and researchers for a future sustainable society. In other words, there is a need to determine the current status of higher education faculty development which may then serve as a basis for a comprehensive approach and enable the compliance process with the Bologna international standards of education to be expedited. For the purpose of this study, a qualitative research methodology was used whereby the researcher was the primary research tool who interviewed 20 faculty members and university administrators from two large universities of national status in Kazakhstan. The data collection tools employed were semi-structured interviews, observations, and document analysis and field notes. Since the nature of this phenomenological study is exploratory and descriptive, it was considered holistically and based on interpretation and analysis of all study participants combined. Moreover, the phenomenon under study is complex due to a dynamic interaction and interdependence of multiple HRD levels; and consequently, it was viewed through the contexts of international relationships, the country's broad societal transformations, and its organizational and individual levels. The research findings indicate that there is no systematic and consistent approach to faculty development in the area of higher education in Kazakhstan. The majority of current faculty development and any professional development activities tend to have a spontaneous character without implementation of a thorough faculty needs task analysis or performance evaluation. The faculty as social subjects with different socio-cultural identities is currently in the process of constructing a new academic identity based on updated social values, beliefs, mentality and work styles. In the case of successfully updating professional expertise and higher education policy implementation, the faculty will constitute a group of highly educated experts and professionals who are capable of providing the younger generation with a high quality education according to international standards and conducting intensive research that will connect the theory and practice through real applications in various industries.

The purpose of this study was to assess nurse and medical assistant perceived needs prior to implementing an expended web-based training (WBT) program in physician clinics. This case study was conducted with a mixed-data approach using quantitative and descriptive survey data collection. A total of 239 nurses and medical assistants within the Trinity Mother Frances Hospitals and Clinics dispersed throughout east, north east and north central Texas participated. The participants shared knowledge and behaviors common to the culture of the organization. When new and existing clinical staff traveled to the distant primary campus for training, the operations of the clinic practice was disrupted. Employees are not hired in groups comprising convenient training class sizes, and mandatory training often cannot wait until a class is of a cost effective size. The data were collected using a 50-item survey evaluating computer access, computer usage, computer knowledge (satisfaction, frustration, and motivation to transfer learning), and WBT preference (employee's support and employee's perception of supervisor's support). Quantitative data were collected in the form of a dichotomous yes or no and ordinal data from two Likert type scales. Descriptive survey data was collected using open-ended questions emphasizing perceived strengths, weaknesses, opportunities and threats (SWOT) of WBT. Demographic data were collected to facilitate comparison of perspectives based on demographic information gathered. To support reliability and validity of the Clinic WBT Needs Assessment (CWBTNA), exploratory factor analysis, Cronbach's coefficient alpha, and correlations were utilized to validate the survey instrument. Chi-squares, ANOVAs, and t-tests were conducted. Following the Bonferroni control for Type I error rate (a), four t-test, two chi-squares, and three ANOVAs demonstrated significance. Descriptive responses generated from descriptive survey items were transcribed into an Excel spreadsheet which allowed coding and sorting. Themes consistent with order sets of the quantitative survey emerged. Among additional findings, statistical data demonstrated that staff perceived they transferred learning into the work place best when they perceived greater supervisor support. All findings are detailed in the document.

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The purpose of this qualitative multiple case study was to examine HR executives' perspectives on employability enhancement for employees and how it is operationalized in their workplace. The exploratory questions that guided the study were, What are the perspectives of HR executives regarding employability enhancement for employees, and In what ways and under what conditions is organizational support of employability enhancement demonstrated through workplace learning initiatives? The conceptual framework for this study is based on Clarke and Patrickson's (2008) list of assumptions concerning employability as the premise for the new employment contract. Data collected consisted of background questionnaires, semi-structured interviews, organizational documents, and researcher reflective journal notes. Cross case analysis yielded four major themes of "Shared Responsibility," "The Power of Learning Attitude," "Assessment for Growth," and "Resource Availability." These four themes include discussions of the roles and responsibilities for employability, desired employee learning attitudes, recommended assessment activities, and conditions affecting development opportunities provided by organizations. Implications for organizations, their employees, and HRD professionals are described. This study contributes empirical research on today's employment contract based on an employability model from the organization's perspective. It also adds to the body of literature on employability rarely focused on, employability enhancement for employees.

The purpose of the study was to investigate skills development within the Manufacturing, Engineering and Related Services Sector. The study investigates the reasons associated with the shortage of skills and the factors influencing the rate of skills development within this sector. / Thesis (M.B.A.)-University of KwaZulu-Natal, Pietermaritzburg, 2006.

The title of the research is "Ethical codes for training staff in South African Collieries -a case study". The research was conducted in coal mining training centres in the Free State, Gauteng and the Mpumulanga provinces of South Africa. The objective of the research was to examine ethical codes currently in place internationally and locally. Based on this research the research was then focused on its contribution to the human resource development arena. South African coal mining training centres staff were interviewed regarding how they perceived ethical codes and ethical conduct and the importance of these concepts to their daily work lives. It was found that training staff were aware of ethical behaviour and conduct. Factors such as age, the type of professional association a person belongs to were found to be significant. Recommendations were made regarding further research on ethical conduct in other mining products, companies a for human resource development practises. / Thesis (M.Ed.)--North-West University, Potchefstroom Campus, 2010.

To improve on service delivery, the challenge is to ensure that the correctional officials understand and are skilled in dealing with demands for better standard of service delivery by the public. There is a perception that current training programmes are too fragmented and that training does not receive the priority it deserves. There is also a feeling that current training is still too much focused on the training needs of the ''top" echelons (managers) and not the "bottom" end of the Department of Correctional Services, especially those directly dealing with day to day work situation. This study was therefore designed to examine how human resources are developed within the Department of Correctional Services, emphasizing on Human Resource Development Strategy for Total Quality Management within the Department. The research methods utilized in the investigation are qualitative and exploratory, since no comparative research on the implementation of Human Resource Development Strategy has yet been conducted in the Department of Correctional Services. The study took place at the Groenpunt Management Area. In order to obtain data, questionnaires and interviews were used and administered by the researcher with randomly selected individuals from the employees within Groenpunt Management Area. The investigation was based on the hypothesis that the effective implementation of human resource development strategy may lead to efficient total quality management in Groenpunt Management Area. The Department of Correctional Services (DCS) should utilize strategies to provide training and education to further the employees' development and chances of advancement to leadership positions. The DCS must be concerned to implement techniques that could serve to improve productivity and better service delivery. Greater employee involvement and development need to be encouraged. The findings of the study explore that the Human Resource Development Strategy for the DCS must be aimed at addressing the major human resource capacity constraints currently hampering the effective and equitable service delivery. The DCS must become a true learning organization and to ensure this the DCS must ensure that conditions necessary for improving service delivery have been established. The implementation of the HRD Strategy will ensure that the capacity of the staff within the DCS is built up to a level of competence that will ensure access to equal and competent service. The study concludes with the recommendation that appropriate human resources are required to implement strategies. The DCS further needs to have the right kind of people trained in the appropriate manner in order to carry out strategic plans. Where the implementation of strategies requires new knowledge and skills, it must be ensured that the information is built into the existing training courses and that new courses are developed if necessary. / Thesis (M. Development and Management)--North-West University, Vaal Triangle Campus, 2010.

To improve on service delivery, the challenge is to ensure that the correctional officials understand and are skilled in dealing with demands for better standard of service delivery by the public. There is a perception that current training programmes are too fragmented and that training does not receive the priority it deserves. There is also a feeling that current training is still too much focused on the training needs of the ''top" echelons (managers) and not the "bottom" end of the Department of Correctional Services, especially those directly dealing with day to day work situation. This study was therefore designed to examine how human resources are developed within the Department of Correctional Services, emphasizing on Human Resource Development Strategy for Total Quality Management within the Department. The research methods utilized in the investigation are qualitative and exploratory, since no comparative research on the implementation of Human Resource Development Strategy has yet been conducted in the Department of Correctional Services. The study took place at the Groenpunt Management Area. In order to obtain data, questionnaires and interviews were used and administered by the researcher with randomly selected individuals from the employees within Groenpunt Management Area. The investigation was based on the hypothesis that the effective implementation of human resource development strategy may lead to efficient total quality management in Groenpunt Management Area. The Department of Correctional Services (DCS) should utilize strategies to provide training and education to further the employees' development and chances of advancement to leadership positions. The DCS must be concerned to implement techniques that could serve to improve productivity and better service delivery. Greater employee involvement and development need to be encouraged. The findings of the study explore that the Human Resource Development Strategy for the DCS must be aimed at addressing the major human resource capacity constraints currently hampering the effective and equitable service delivery. The DCS must become a true learning organization and to ensure this the DCS must ensure that conditions necessary for improving service delivery have been established. The implementation of the HRD Strategy will ensure that the capacity of the staff within the DCS is built up to a level of competence that will ensure access to equal and competent service. The study concludes with the recommendation that appropriate human resources are required to implement strategies. The DCS further needs to have the right kind of people trained in the appropriate manner in order to carry out strategic plans. Where the implementation of strategies requires new knowledge and skills, it must be ensured that the information is built into the existing training courses and that new courses are developed if necessary. / Thesis (M. Development and Management)--North-West University, Vaal Triangle Campus, 2010.