The theoretical and empirical work focuses on human resources management with the aim to capture and analyze for a selected sample of heads of public and private secondary schools information on specific human resource management in educational organizations, focusing on possible differences in approach to human resource management according to the legal form of these schools. In the theoretical part, attention is focused on the key concepts of human resources management focusing on educational organizations. The research part uses a theoretical-empirical method to answer the research three questions, which includes an analysis of the literature and a research consisting of semi-structured interviews with three selected principals of secondary public schools and three principals of secondary private schools, two management tests, ČŠI inspection reports and analysis of documents of these schools. The research findings are assessed mainly in terms of the legal form of the school, while the specifics of human resource management related to the aspect are identified. KEYWORDS headmaster, employee, human resources management, human resources development, human capital

Staff training, education and development has come to the forefront in most organizations. Managers and employers have realized the benefits of training and developing their staff and various government initiatives have been introduced that highlight this. Library and Information Services took some time to realize the importance of training and developing their staff, more specifically continuing professional development. The study investigates staff training, education and development at the Durban Metropolitan Library (DML) and establishes the perceptions of staff about current training and development offered. The need for, and appreciation of the training and development offered, was evident. No structured program for staff training and development exist in DML. It is recommended that DML implement the Chartered Institute of Library and Information Professionals, previously known as the Library Association, Framework for Continuing Professional Development if it intends to survive in the competitive, changing environment. This will ensure that the organization functions according to the promulgated government regulations and has skilled, competent staff. / Information Science / (M.A. (Information Science))

The study sought to explore perception and attitude towards the study of African languages in high schools and the resultant implications on human resources development and management. The research basically explored the diverse perception and attitude that prevail towards African languages in African countries in general and Zimbabwe in particular. The descriptive survey research design was used mainly for its effectiveness in exploratory research. Participants were drawn from selected high schools and universities in Zimbabwe. Questionnaires, interviews, focus group discussions and documentary analyses were used to collect data. Data gathered were then subjected to both qualitative and quantitative analyses for triangulation purposes. Major findings indicated that the perception and attitude towards the study of African languages in Zimbabwean high schools is generally negative. English language is preferred to and valued more than African languages. Such perception and attitude determine choices of programmes of study at tertiary level and the selective channeling of people into specific professional fields. Consequently, that impact on the development and management of potential human resources in professions related to African languages. The current language policy in Zimbabwe has no clear instrument that defines the place of African languages in the curriculum and work place as is the case with English. The choice of language to study at high school is thus determined by fossilised perception and attitude towards languages in general, coupled with lack of career guidance on the link between African languages and related career opportunities, in the belief that English is the gateway to success. The study clearly reveals that it is the Zimbabwean education system that should realize the potential of schools as agents of change in improving the status of African languages. Hence the study advocates restructuring of the curriculum. Proposals and recommendations to re-engineer the Zimbabwean curriculum so that indigenous African languages are made compulsory up to ‘A’ level were made. Such a bold move would uplift the status of African languages and at the same time improve perception and attitude towards their study as well as indirectly, but positively, impacting on human resources development and management in related disciplines. / African Languages / D. Litt. et Phil. (African Languages)

The aim of this research is to investigate how succession planning can be used as a developmental tool in developing middle managers in the Department of Science and Technology (DST). The research shows that the DST has good strategies and policies in place for the development and retention of its employees, although there is no succession planning tool or system in place. Proposed interventions to address identified gaps in terms of succession planning include a quota system of positions that should be filled by internal candidates to encourage employees’ buy-in to succession planning; inculcating it in the institutional culture and therefore, preserving and retaining institutional memory; creating a robust reward management programme based upon a pay-scheme that seeks to reward middle managers for developing their competencies in line with institutional requirements / Public Administration / M.A. (Public Administration)

The master thesis deals with further education and training in the fields of prison and health services and education. It describes which methods are required in further education and why they can contribute to more efficient planning of education in the particular areas. The theoretical part defines the basic concepts of lifelong learning, analyzes the similarities and differences in the understanding of lifelong learning in strategic documents. Education forms an important part of human resources development and its efficiency depends on the choice of suitable teaching methods and on understanding learners' motivations. In theory, it surveys also training in the particular areas. The findings from the theoretical part are based on the practical part of the degree work, which forms the main point. This practical part is based on the opinions of the employees that have been identified through a questionnaire. The results provide information not only about the specifics of the education methods used in the monitored areas, but also about mutual similarities, and they get closer to the main motivating factors for education. It results from the survey that applied educational methods, which are basically consistent with respondents' views on their benefits and suitability of employees'...

The diploma thesis focuses on the employee training and development in Podzimek a synové, s.r.o. The main aim is to analyze the current system of employee training and development in the chosen organization and to suggest opportunities improving the system. On the basis of literary and electronic professional resources there are defined the basic concepts related to this area. There are characterized phases of training, motivating employees to learn and outlined the EU training support as well. The practical part is based on company introduction, a questionnaire survey, an interview with a human resources officer, an internal documentation and a personal observation. Information obtained through the use of above mentioned methods is interpreted and provides recommendations improving the current system of employee training in the company.

A good motivation and stimulation system is necessary to induct employees in a specific way towards goals stated by the motivator. This final project deals about the company motivation and stimulation system. The goal {\"\i}s to find out some solutions how to better the system and use motivators more effective. I have chosen a questionnaire method for determining goals and the research has been carried out in the international retail selling company. After evalution of the answers I found out that the employees weren´t satisfied with the motivators used in the company. I suggested some ways how to better the situation in the company and make the emplyees satisfied.

Staff training, education and development has come to the forefront in most organizations. Managers and employers have realized the benefits of training and developing their staff and various government initiatives have been introduced that highlight this. Library and Information Services took some time to realize the importance of training and developing their staff, more specifically continuing professional development. The study investigates staff training, education and development at the Durban Metropolitan Library (DML) and establishes the perceptions of staff about current training and development offered. The need for, and appreciation of the training and development offered, was evident. No structured program for staff training and development exist in DML. It is recommended that DML implement the Chartered Institute of Library and Information Professionals, previously known as the Library Association, Framework for Continuing Professional Development if it intends to survive in the competitive, changing environment. This will ensure that the organization functions according to the promulgated government regulations and has skilled, competent staff. / Information Science / (M.A. (Information Science))

The study sought to explore perception and attitude towards the study of African languages in high schools and the resultant implications on human resources development and management. The research basically explored the diverse perception and attitude that prevail towards African languages in African countries in general and Zimbabwe in particular. The descriptive survey research design was used mainly for its effectiveness in exploratory research. Participants were drawn from selected high schools and universities in Zimbabwe. Questionnaires, interviews, focus group discussions and documentary analyses were used to collect data. Data gathered were then subjected to both qualitative and quantitative analyses for triangulation purposes. Major findings indicated that the perception and attitude towards the study of African languages in Zimbabwean high schools is generally negative. English language is preferred to and valued more than African languages. Such perception and attitude determine choices of programmes of study at tertiary level and the selective channeling of people into specific professional fields. Consequently, that impact on the development and management of potential human resources in professions related to African languages. The current language policy in Zimbabwe has no clear instrument that defines the place of African languages in the curriculum and work place as is the case with English. The choice of language to study at high school is thus determined by fossilised perception and attitude towards languages in general, coupled with lack of career guidance on the link between African languages and related career opportunities, in the belief that English is the gateway to success. The study clearly reveals that it is the Zimbabwean education system that should realize the potential of schools as agents of change in improving the status of African languages. Hence the study advocates restructuring of the curriculum. Proposals and recommendations to re-engineer the Zimbabwean curriculum so that indigenous African languages are made compulsory up to ‘A’ level were made. Such a bold move would uplift the status of African languages and at the same time improve perception and attitude towards their study as well as indirectly, but positively, impacting on human resources development and management in related disciplines. / African Languages / D. Litt. et Phil. (African Languages)

The aim of this research is to investigate how succession planning can be used as a developmental tool in developing middle managers in the Department of Science and Technology (DST). The research shows that the DST has good strategies and policies in place for the development and retention of its employees, although there is no succession planning tool or system in place. Proposed interventions to address identified gaps in terms of succession planning include a quota system of positions that should be filled by internal candidates to encourage employees’ buy-in to succession planning; inculcating it in the institutional culture and therefore, preserving and retaining institutional memory; creating a robust reward management programme based upon a pay-scheme that seeks to reward middle managers for developing their competencies in line with institutional requirements / Public Administration and Management / M.A. (Public Administration)