Cette thèse a pour objectif d'étudier l'impact de la présence d'un jeune enfant sur la participation au marché du travail et sur la qualité de l’emploi des parents (temps plein versus temps partiel et inactivité, ségrégation horizontale et verticale, salaire), tant de la mère que du père, et sur l’allocation du temps entre les parents. <p><p>Il s’agit de mettre en évidence la capacité des politiques à relever les nouveaux défis en matière d'emploi et de fécondité auxquels sont confrontés les pays européens aujourd'hui. En effet, l'objectif est d'identifier les dispositifs qui sont en faveur des familles bi-actives, et de déterminer quels sont les instruments politiques favorisant ou défavorisant la situation des femmes et des hommes sur le marché du travail (et plus particulièrement lorsqu'ils ont des enfants). Pour ce faire, nous analysons les politiques publiques visant à favoriser l'emploi des parents et couvrant plusieurs dimensions de la prise en charge de l'enfance: services de garde d'enfants, congé de maternité, congé de paternité, congé parental, mode d'imposition du système fiscal et possibilité de déduire les frais liés à la garde d'enfants.<p><p>Cette thèse vise à montrer la position relative de la Belgique au sein de l'Union Européenne afin d'identifier des exemples de bonnes pratiques qui pourraient aider à la formulation de recommandations politiques.<p> / Doctorat en sciences sociales, Orientation sciences du travail / info:eu-repo/semantics/nonPublished

The South African government has attempted to find a balance of interests between the employer and the employee by the introduction of the Labour Relations Act in 1995 and the Basic Conditions of Employment Act in 1997. It is critical to the health of the South African economy that these labour laws do not impact small businesses to the extent that the Gross Domestic Product of the country is negatively affected. There are conflicting reports as to how these labour laws affect small businesses. It is therefore important for government to be able to understand, define and measure the impact of its labour laws on small businesses, in order for it to strategise corrective measures, which may include reconsidering the application of the legislative directive, regulated flexibility, if required. The study was limited in the sense that it was solely based on evidence collected from employers. An interpretivist approach was applied as a research methodology to data collected through in-depth interviews. The main findings of the empirical analysis demonstrate that labour legislation does not heavily impact small firms. It was thus determined that extensive measures were not needed with regard to correcting the framework of regulated flexibility.

This document is a research report (Thesis) on the topic an Investigation in to the Recruitment Procedures in the Public Service a case study of the Ministry of Labour Public Service and Human Resource Development Republic of South Sudan. In line with the objectives, the study established a significant number of policies and legislations that guide recruitment in the ministry and in the South Sudan Public Service. The findings of the study revealed that recruitment procedures exist in the public service of South Sudan amidst challenges. The researcher provided recommendations to the challenges in the last chapter of this thesis. However, there will be a need for further research on some of the issues that affect recruitment in the ministry as provided by the respondents of this study. These issues are discussed in chapter four. Thus recruitment is very important to research on further in the Public Service of South Sudan so as to ensure efficient and effective service delivery through recruiting competent staff.

The purpose of this dissertation is to review the work of the personnel department at a chosen company. The theoretical-methodological part contains the description of the personnel dep. activity with the regard to the importance for a small company. The analytical part includes the analysis of the current process of the individual personnel activities and the description of the revealed weaknesses. The final part summarize the found facts and contains my recommendations to the member of the personnel department.

Magister Commercii (Industrial Psychology) - MCom(IPS) / The present study investigated the relationship between the Sense Of Coherence and Satisfaction With Life amongst the unemployed. The study attempted to test the following hypotheses. 1. People with a high Sense Of Coherence tend to be satisfied with their lives in general. 2. Demographic variables such as age, gender, race and level of education have an influence on the subjects' scores on the Sense Of Coherence and Satisfaction With Life scales. 3. Length of unemployment has an impact on the subjects' Sense Of Coherence and Satisfaction With Life. In this study, subjects were drawn from the Department of Manpower in the Western Cape region. The data were obtained from a sample of 100 participants. Of this 100, 52 were males. Subjects were asked to complete the Sense Of Coherence and the Satisfaction With Life scales. Statistical procedures that were used are Multiple Linear Regression analysis, Product Moment Correlational Co-efficients, Analysis of Variance test (ANOVA) and the Cronbach Alphas of the various scales. It was found that Sense Of Coherence correlated significantly with Satisfaction With Life, thus supporting the first hypothesis. This led to the conclusion that a person with a strong Sense Of Coherence tends to be more satisfied with his/her life. However, a person with a weaker Sense Of Coherence finds it difficult to make sense out of his/her life. It was also found that most of the demographic variables did not reach any statistical significance. The general trend in this sample was that younger people had higher education and had been unemployed for fewer years. In comparison, older people were found to have less education and had been unemployed for more years. It was concluded that formal and informal education system will be necessary to develop and equip both young and older people with the experience and skills to use at work. This study was concluded by the discussion of the implications of the findings and suggestions for future research.

Introduction The main aim of the study was to explore the technical capacity of members of the 12 Sector Human Resource Development committees of the Human Resource Development Council in the management of evidence-based policymaking in the course of implementing the national and sector-specific Human Resource Development plans for all matters of national human resource development. The study set out to contribute to the urgency and growing importance of research evidence as the basis for making informed policy and practical decisions across the world. There is a significant research gap in understanding how members of the Human Resource Development committees, as policymakers in the context of this study, use research-based evidence in the course of developing Human Resource Development plans. There is limited understanding of the factors that may induce or constrain members of the committees to use research-based evidence in implementing the national and sector-specific Human Resource Development plans. Methodology The study adopted an exploratory, sequential, inductive mixed methods approach in addition to the deductive use of the Canadian Institutes of Health Research (CIHR) knowledge-to-action framework. The target participants for the study were the members of the 12 Sector Human Resource Development committees of the Human Resource Development Council who were asked to complete a questionnaire. The questionnaire elicited respondents’ perceptions about their capacity to adapt knowledge generated; identify inhibiting/ facilitating factors; assess and approve research evidence and sustainable use of research evidence. Qualitative data was collected through conducting interviews with the chairpersons of the committees. The scope of the in-depth interview questions covered respondents’ perceptions on the same key areas as in the questionnaire. This was to allow respondents to express their feelings during the in-depth discussions without any limitations. Findings The insights based on the perceptions of chairpersons and members of the committees in this current study have revealed the areas for possible improvement in managing evidence-based policies in the context of Botswana. Issues that emerged with respect to the perceptions of respondents to adaptation of research evidence included packaging and presenting research evidence; lengthy reports and use of complex language; lack of understanding of the policymaking context by researchers, and inversely, policymakers not understanding the research process; lack of collaboration and engagement between researchers and policymakers; and lack of implementation plans. Issues that related to the perceptions of respondents on factors that may inhibit or facilitate the use of research evidence entailed positive attitude towards evidence-based policies; development of policy briefs; difficulty in accessing research articles, databases and journals; building policymakers’ ability to search for relevant research evidence; insufficient time to read and evaluate research articles; lack of organisational support; and authority and decision-making power. Concerning respondents’ perceptions on assessing and approving research evidence, issues raised covered skills in interpreting the research evidence; policymakers being generalists; lack of appraisal criteria and guidelines; and training on appraising research evidence being more theoretical than practical. As for the strategic interventions suggested to sustain evidence-based policies, respondents highlighted the need for skills development for both researchers and policymakers; participation of policymakers in the research process; and provision of incentive schemes. Conclusions In conclusion, the findings of the current study show that all the sub-constructs of adaptation of research evidence, factors inhibiting or facilitating the use of research evidence, and assessing and approving the quality of research evidence are significantly and positively related to research evidence informing policy and practice. Overall, the insights emerging from this current study provide conceptual tools to use research evidence to inform policy and practice. The study sought to complement and advance the literature on the field of evidence-based policy management, essentially contributing to the research-policy interface in Botswana context. Botswana, as an emerging economy, is still grappling with understanding the dynamics of evidence-based policy management. There is still a need to initiate, develop and sustain evidence-based policy management through strategic interventions. The insights gained from the current study can be used as a basis for future research. / Educational Management and Leadership / Ph. D. (Educational Leadership and Management)

No description available.

ABSTRACT:The purpose of this literature study is to study the dental caries status (DMFT) of 12-years-olds in Scandinavia and describe and compare the different preventive strategies and methods used by different dental care personal in each country and between these three countries. To achieve the objective information from scientific literature and publications, and data from WHO database on these three countries were used.DMFT for 12-year olds in Norway was 1.7 (2004), 0.7 for Denmark (2008) and in Sweden 0.9 (2008). During the past decade, changes have occurred in the prevention system of population- based prevention to individual-based prevention. This is a result partly of the low caries prevalence and partly because of a disproportional distribution of caries in this target group. It is regarded as a smart solution to be able to access the most affected or at risk patients who have the most dental care needs.The results showed different dental personals used different preventive strategies. Choices related to the use of fluoride vehicles were also varied. There were also differences in prevention strategies between different countries. This shows that despite the similarities in the dental teams, free and subsidized dental care for children there are also differences in quality of the offering of policies and practices. All this data confirm the differences between all three countries in choice of preventive method for risk and none-risk patients. This seems to be influenced by different cultural patterns within the dental professional communities of each country. Differences in caries incidence probably could be due to different combinations of preventive methods. There is a need for more research in this area. There is a need for a consensus about which strategy and approach is most effective and which one should be used against dental caries in risk and non risk patients, a consensus in which all countries agree to implement.

Thesis (MPA)--Stellenbosch University, 2000. / ENGLISH ABSTRACT: The affirmative action process has accelerated dramatically since the democratisation of South Africa. After the 1994 general election equity became entrenched in legislation. The employment equity legislation together with other labour legislation is there to undo long-standing segregation policies. The Employment Equity Act, 1998, holds unique challenges for organisations to reach their employment equity goals. A limited time period has also been set for organisations to apply a temporary intervention to endeavour to correct the imbalances caused by the apartheid regime. The apartheid legislation, which resulted in 45 years of racial separation, had the adverse effect of denying certain South Africans equal employment opportunities. This caused an imbalance in the labour demographics of South Africa. This study focuses on the effects of the implementation of the Employment Equity Act, 1998, and other legislation on human resource planning within Telkom SA. Telkom SA, being the largest communications company in South Africa, has committed itself to employment equity and has already embarked on an affirmative action programme. However, the various pieces of legislation require certain criteria to be met. With the distortion of the labour demographics, Telkom SA finds has difficulty in finding suitably qualified candidates in certain race groups within the Western Cape. Perceptions of affirmative action have also been negative and this has led to resistance to the process. As soon as a commitment to the process occurs, then all human resources can be utilised effectively. / AFRIKAANSE OPSOMMING: Regstellende aksie het dramaties versnel sedert die 1994 algemene verskiesing van Suid Afrika en gelykheid het deel begin vorm van aIle wetgewing. Die wetgewing op gelyke geleentheid, tesame met ander arbeidwetsgewing is daarop gestel om rasse verwydering te beveg. Die Wet op Gelyke Geleenthede, 1998, vereis dat instansies hulle gelyksheid doelwitte bereik binne 'n gegewe tydperk. Die tydelike tussenkoms om die wanbalans te herstel, wat deur die ou regering veroorsaak is, is van kardinale belang. Die apartheids wetgewing het veroorsaak dat daar na 45 jaar steeds 'n negatiewe uitwerking is vir sekere rassegroepe. Dit het ook veroorsaak dat daar 'n wanbalans in die demografie van Suid Afrika is. Hierdie studie is gemik daarop om die uitwerking van die verskeie wetgewing se uitwerking op die beplanning van die menslikehulpbronne van Telkom SA te ondersoek. Telkom SA, is tans die grootste kommunikasie maatskappy in Suid Afrika en hulle is daarop gemik om gelyke geleenthede te bevorder en het die nodige stappe alreeds geneem ten opsigte van die regstellende aksie plan. Die verskeie wetgewing stel sekere vereistes aan Telkom SA weens die feit dat hulle deel vorm van die aangewese maatskappye soos die wetgewing bepaal. Hulle vind dit moeilik om 'n geskoolde persoon uit sekere rassegroepe te kry, weens die feit dat hulle nie gelyke geleentheid gehad het om te ontwikkel nie. Regstellende aksie is ook negatief ontvang deur sekere werknemers en dit kan die proses vertraag. Sodra persone toegewyd word aan die voordele van so 'n proses, sal die dienste van aIle Suid-Afrikaners effektief gebruik kan word.

Absenteeism in the workplace is a longstanding challenge practised by employees for various reasons. It persists despite the numerous efforts undertaken to curb it. The City of Tshwane Metropolitan Municipality is concerned with excessive employee absenteeism. Present research evaluates the City of Tshwane’s human resources policy for managing absenteeism. Causes of absenteeism are critically examined, particular attention being paid to the different leave-types that impinge on service delivery within the City of Tshwane. Within a qualitative research framework, personal semi-structured interviews were used to gather data from staff members of the Leave Capturing Office of the City of Tshwane. The targeted office is responsible for leave management, which includes capturing, recording and encashment of leave. In addition to the questionnaire, the leave management policy as well as sick-leave statistics were brought to bear on this study of absenteeism at the City of Tshwane. Study findings highlighted factors such as job dissatisfaction, unpleasant working relations, favouritism, low wages, lack of resources, stress at the workplace alongside boredom with routine unchallenging tasks as significant causes of absenteeism. The study also found sick-leave to be the form of reported absence most misused by employees. In general, employees take two days sick leave, which is the maximum an employee can take without requiring a medical certificate. Recommendations include that management should invest in a total process that can control and mitigate absenteeism related risks that may adversely affect operations at the City of Tshwane. / Public Administration / M. Admin. (Public Administration)