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In recent years, Taiwan have some unprecedented crises to be faced with. Such as the recession of economic growth, the raise of unemployment rate. Furthermore, joining to the WTO ( World Trade Organization ).made an incredible change of the whole industrial structure which never happened before . Therefore, globalization and internationalization have replaced with the traditional operation mode. Many enterprises involved in regrouping , merging, laying off, closing down. and the etc.. As a result, the enterprise have to transform their business structure urgently. The valid strategy for developing human resources can increase the efficiency of the organization. Urge the development of the organization to combine with the employee's career management mutually. Therefore, it provides help to raise the ability of employees and understand their own potential through the organization management. The enterprise can also program the strategy of human resource according the enterprise's long term goal to combine the employee's technical ability and the manpower which the organization need in future. The enterprise can exalt organizational performance and lends to win ¡Vwin situation. This research surveys with the human resource supervisors whose name listed in "The 5000 greatest enterprises in 2002" published by Chinese Credit Agency , Taichung human resource supervisor association membership, 2002 Taiwan science-based industrial parks union . There are 114 valid survey samples and the validity is 22.8%. All the data are analyzed by the SPSS & LISREL software . The substantial evidence shows that : (1)There is no obvious relationship between the transformation of enterprise and organizational performance . The organizational performance can be promoted through the operation of the human resource management. (2) The transformation of enterprise and the employee's training have highly positive relation. Hence, the organizational performance can be improved through it. (3)The transformation of enterprise and the organizational career management have highly positive relation, and the organizational performance can be promoted by the organizational career management. (4)Different enterprise characteristic has the obvious deviation on each factor. Key words: The transformation of enterprise, Human resource development , Organizational performance.

Thesis (Ed. D.)--Oklahoma State University, 2005. / Vita. Includes bibliographical references (p.132-140).

Research is increasingly acknowledging the pivotal role of national human resource development (NHRD) in economic development. There is a growing call to conduct research in country-specific contexts to further explore this concept and the factors that influence its outcomes. The concept differs from one country to another; therefore, many HRD studies focus on one country. However, few have focused on the Middle East region, and there has been even less research on Oman. The aim here is to fill this research gap by analysing Oman’s HRD practices. Specifically, the intent is to identify the gap in skillsets in Oman and to develop an NHRD model that is appropriate for the country’s economic requirements for national skills development.

Magister Educationis - MEd / This study investigated how workplace educator development programmes prepare workplace educators for their roles and responsibilities in facilitating learning in the workplace. Framed by the literature, the research shows that workplace educators’ qualifications prepare them for facilitating learning in the workplace. The most important findings show that their qualifications have prepared them for their roles and responsibilities in facilitating transformative learning within the workplace. Furthermore, the findings show that their qualifications, roles and responsibilities in facilitating learning in the workplace also impacted on workplace educators’ own thinking, prompting them to question their own values and beliefs. This perspective transformation allows for workplace educators better facilitating transformative learning in the workplace.

Immediately after the discovery of oil, the State of Kuwait put in place a plan for massive economic and social development for its people. This proposed plan required sophisticated labour skills to implement development requirements. However, over the years the country has continued to witness a labour market imbalance due to an inadequate supply of graduate skills that did not satisfy the demand from its workplace. The purpose of this study was to investigate the mismatch between outputs from higher education and labour market requirements. The present study employed a mixed approach to address its main research questions. It applied a quantitative approach using questionnaires prepared for graduates currently working and employers from both the public and private sector. It also utilized a qualitative approach using interviews with stakeholders in the labour market such as higher education personnel and policy makers. The literature review provided an overview of educational objectives and their relation to economic, social, and human resource development. It also looked at the nature of the relationship between higher educational institutions and the labour market, as well as providing some examples of the labour market gap around the world. The key findings indicated that higher educational institutions faced problems with regard to their role in the provision of knowledge and skills. The study found that employers believe that the quality of education provided by the institutions is low. Similarly, the study found that employers believe that the communication amongst stakeholders in the education system is not effective. In addition, employers reckoned that the main factors influencing graduates’ quality of education were the lack of skills, lack of motivation and weak communication. Similarly, graduates believed that the main factors influencing their quality of education were lack of skills, as well as overestimating job privileges and area of study. Furthermore, graduates satisfaction with their current jobs was influenced by many factors; such as low-quality education, disappointment with career development, source of skills, area of study, and gender. In fact, the literature identified the low quality of education as the main cause of the skills-gap worldwide, while it had always valued communication for closing the skills-gap. This study has confirmed that there is an imbalance within the Kuwaiti labour market. The theoretical and practical implications of the findings are discussed in the concluding chapter of the thesis.

This research explores human resource development ‘HRD’ as a ‘nationalization strategy’ within developing contexts. A framework for managing nationalization challenges and issues is constructed based on a ‘development’ concept at a national level. The development concept researched in the study is examined and explored through HRD and capacity building. Nationalization as an HRD national strategy is of crucial importance in developing country contexts, and this is especially true for the Gulf Cooperation Council (GCC) countries in the Middle East. Nationalization strategies have been applied by GCC countries in the Middle East to increase national labour participation within the economy. Since the early 1980s, although nationalization strategies have been implemented through government authorities and ministries, the expatriate employment share remains at around 70 per cent with increasing national unemployment rates. The main aim of the research is to explore the role of nationalization programs within an HRD framework designed to build capacity from national human resources. Forces of resistance towards nationalization are addressed through a development framework that depends on human resource development and capacity building. Nationalization challenges are examined within developing contexts along with HRD theories presenting an intersection that positions ‘nationalization’ within HRD literature. Addressing nationalization issues through a ‘qualitative’ approach, distinct from quantitative measures such as quotas, proves to be a necessity for transitioning national labour towards a diversified economy in the GCC. The framework presented to address nationalization in the GCC was explored at the individual, organizational and national levels, hence presenting the nationalization challenges faced by the main executors of nationalization policies. The research findings reveal a strong correlation between the real practice of nationalization and HRD theories revealing the intersection between key concepts. The research findings demonstrate the significance of the intersection of nationalization and HRD, thus positioning nationalization within the HRD literature. The research findings reveal other ‘qualitative’ factors necessary to ensure long-term economic returns. The relevant areas include preparation of HRD professionals, coordination among entities, balancing supply and demand for labour, creating desired private sectors, education and culture. Considering retention strategies within nationalization indicates to be a crucial necessity to avoid lost investments in nationalization efforts. An examination of the role of career development in private sector organizations in Bahrain for managing and retaining local talents within nationalization initiatives reveals the importance of considering monetary rewards and creating suitable nationalized sectors that are attractive to nationals. The research examination of change management processes within nationalization in Bahrain provides strong evidence of the importance of considering qualitative approaches for developing economic sectors through national human resource interventions by embedding capacity building processes that can create long-term economic sustainable benefits within the economy. Therefore, the research findings provide a nationalization framework that takes a holistic approach by revealing findings at the individual, organizational and national levels that are essential to consider for increasing national human resources participation in developing economies such as the GCC countries where resistance towards nationalization persists.

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No / Taking a critical perspective, Skill, Training and Human Resource Development focuses on the way people are developed at work; the skills that are encouraged, the way they are controlled and the implications they have for people. It draws on a wide range of research and covers an array of organizational practices. Preface Acknowledgements Human Resource Development Skills at Work International Comparisons: Skills and Employment Systems Vocational Education and Training in Britain New Skills for Old? The Changing Nature of Skill Emotions and Aesthetics for Work and Labour: The Pleasures and Pains of the Changing Nature of Work Managing Culture Management and Leadership Development Knowledge Work and Knowledgeable Workers Developments and Developing in the New Economy References Index

Yes / Gender research can be a highly political process with significant impact, positively or negatively, on the researcher(s) and research participants. As a result there are key issues for consideration when preparing to undertake gender research in Human Resource Development (HRD). Gender research in HRD requires a mature level of researcher reflexivity in terms of personal understandings of gender; individual researcher values, philosophical positions and standpoints on gender; motivations for research; awareness of how gender research may construct researchers in their own professional settings and how research participants may respond to gender research. We contend that a process of researcher reflexivity, in critically reflecting upon and reviewing individual assumptions and standpoints, is essential before beginning gender research. Gender is a significant dimension of personal life, social relations and culture: an arena where we face difficult practical issues about justice, identity and even survival; where there is much prejudice, myth and falsehood, and where social sciences gender research is producing a relatively new form of knowledge (Connell, 2009). This chapter outlines key issues for gender researchers illustrated through research into gendered media constructions of women leaders. We introduce the importance of women leaders and gender aware learning and HRD and outline understandings of gender; diverse advances in gender research; consistency, harm, pleasure and power; participant-research relationships and the researcher’s position in gender research, by drawing upon our previous studies. We then present the key issues in practice, through our operationalization of a Multi-Stakeholder Framework for analysing gendered media constructions of women leaders. We utilize a mixed method design (Saunders, 2012) of statistical analysis of secondary data on women in senior positions in a UK region (geographies of gender); analysis of three Supplements of the Top 500 Influential Leaders via discourse analysis; a semi-structured interview with a media producer; group and individual interviews with selected aspiring and current women leaders and stages of on-going researcher reflexivity and accountability. We conclude with reflections on the constraints and possibilities of the multi-stakeholder framework approach.