Based on the contract theorem, the thesis studies the wage structure of ¡uThe project of elite recruitment¡vin the industry of real estate in Taiwan.Try to build the model from the view of mechanism design explains why the industry of real estate in Taiwan have ¡uThe project of elite recruitment¡v.In the thesis, begins from the characteristics of Taiwan¡¦s real estate industry to explain the followings about the ¡uThe project of elite recruitment¡v. 1. The employers are willing to recruit and have trainings to those who have no related work experience in the industry of real estate. 2. In the training period, the employers pay the fixed compensation and do not take the incentive compensation as the optimal compensation. 3. The optimal compensation is higher than the reservation compensation in the training period.

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A key purpose of federal job training policy is to ensure that the workforce has the skills necessary to obtain and retain gainful employment. The purpose of this study was to describe and compare key elements of Virginia’s fourteen service delivery area (SDA) plans in order to determine how they would deliver programs to achieve the stated purpose of JTPA Title II-A, which targets disadvantaged adults. In addition, the plans were evaluated as to their potential to guide successful program implementation. The plans were reviewed to describe and analyze who is trained, how they are trained, and what objectives the plans establish. The plans were ranked as to their fulfillment of eight criteria drawn from JTPA studies on successful program strategies and from education program planning literature. Though the plans provided basic descriptions of SDA efforts to train disadvantaged adults, they did not reflect full use of successful strategies or education program planning techniques, especially in the areas of linking training to the local labor market and using overall evaluation. The SDAs did not use the plans to distinguish their local level activities, opting most often to meet minimal compliance with plan guidelines as to the information provided. The individual being trained is underrepresented in most of the plans. A few plans did meet many of the criteria and demonstrated how these strategies and planning tools can be reflected at this early stage of program implementation. The plan preparation guidelines themselves were found to be a factor in the limitations of the plans. Changes in policy requiring plans to better detail their programs could enhance their effectiveness as planning tools. / Master of Science

For the Emfuleni Local Municipality to successfully realize its fiduciary mandate of providing service. effectively and efficiently to the public, it is of paramount importance that the employee of the municipality have to possess the necessary skills, knowledge and understanding on the theoretical aspect of on-the -job training. The government has created an enabling environment through the enactment of legislation such as the Skills Development Act and the White paper on Public Service Training and Education to ensure that the municipality is able to realize this. mandate. The role of the training department of the Emfuleni Local Municipality (ELM) becomes central in enabling the council to realize this critical objective of service delivery. The success or otherwise of the municipality to deliver quality services is' inextricably interlinked with the capacity of the employees in the training department to provide up to date on-the-job training to employees of the municipality. The objective of this study is therefore to study the effects of on-the-job training on service delivery at the Emfuleni Local Municipality. For the purpose of this study, the hypothesis was formulated that the current deficiencies in performance management and low levels of payment of rates can be linked to the ineffectiveness and in efficiency of the Emfuleni Local Municipality in prioritising the training of its employees. In order to test the validity or otherwise of the hypothesis, a comprehensive theoretical exposition of the literature on on-the-job training was undertaken. The empirical method of interviews and questionnaire was employed to gather qualitative and quantitative data. These methods assisted in arriving at some of the following findings: • Training as a strategy to improve effective and efficient service delivery is supported by the employees of the municipality and as such should enjoy a larger slice of the budget allocation from the ELM executive. • There are at times when the training offered is incompatible with the actual work situation. • The majority of the resident of Emfuleni, including the very employees of the municipality are not content with the quality of the services delivered by the ELM as reflected by their ratings of the performance of the ELM, hence the need to capacitate the training department. • The Employees Assistance Programme’s existence is in name only with the majority of employees not utilizing its services, an indication of lack of confidence in the office/officer's ability to help employees with their problems. • Members of the public still have confidence in the relevance of local government as a sphere that should be able to respond to their needs, since they are able to interact with officials at that level as a result of their close proximity. The study ends with recommendations for management action by the Mayoral Committee of the Emfuleni Local Municipality / Thesis (M. Development and Management)--North-West University, Vaal Triangle Campus, 2008.

The hypothesis was investigated that school training was more effective than on-the-job training. Of a sample of 349 male subjects, 217 received on-the-job training and 132 received school training. Data were collected and analyzed on tenure, performance, promotions, salary increases, and accidents. Training type had a significant positive correlation with tenure and accident occurrence at the .01 and .05 level, respectively, and a significant correlation with salary increase at the .05 level. A regression model using accident occurrence and salary increase yielded a prediction of training type significant at the .05 level. No difference was found between the two types of training, as measured by the study variables.

For the Emfuleni Local Municipality to successfully realize its fiduciary mandate of providing service. effectively and efficiently to the public, it is of paramount importance that the employee of the municipality have to possess the necessary skills, knowledge and understanding on the theoretical aspect of on-the -job training. The government has created an enabling environment through the enactment of legislation such as the Skills Development Act and the White paper on Public Service Training and Education to ensure that the municipality is able to realize this. mandate. The role of the training department of the Emfuleni Local Municipality (ELM) becomes central in enabling the council to realize this critical objective of service delivery. The success or otherwise of the municipality to deliver quality services is' inextricably interlinked with the capacity of the employees in the training department to provide up to date on-the-job training to employees of the municipality. The objective of this study is therefore to study the effects of on-the-job training on service delivery at the Emfuleni Local Municipality. For the purpose of this study, the hypothesis was formulated that the current deficiencies in performance management and low levels of payment of rates can be linked to the ineffectiveness and in efficiency of the Emfuleni Local Municipality in prioritising the training of its employees. In order to test the validity or otherwise of the hypothesis, a comprehensive theoretical exposition of the literature on on-the-job training was undertaken. The empirical method of interviews and questionnaire was employed to gather qualitative and quantitative data. These methods assisted in arriving at some of the following findings: • Training as a strategy to improve effective and efficient service delivery is supported by the employees of the municipality and as such should enjoy a larger slice of the budget allocation from the ELM executive. • There are at times when the training offered is incompatible with the actual work situation. • The majority of the resident of Emfuleni, including the very employees of the municipality are not content with the quality of the services delivered by the ELM as reflected by their ratings of the performance of the ELM, hence the need to capacitate the training department. • The Employees Assistance Programme’s existence is in name only with the majority of employees not utilizing its services, an indication of lack of confidence in the office/officer's ability to help employees with their problems. • Members of the public still have confidence in the relevance of local government as a sphere that should be able to respond to their needs, since they are able to interact with officials at that level as a result of their close proximity. The study ends with recommendations for management action by the Mayoral Committee of the Emfuleni Local Municipality / Thesis (M. Development and Management)--North-West University, Vaal Triangle Campus, 2008.

The master thesis presented deals with the  question of whether superiors in the engineering field in Germany should undergo managerial training to be better-suited managers than superiors without such training. This thesis looks into this question through a survey of a homogenous group of engineering professionals working in Germany. The survey strives to gain information from the engineering professionals regarding their opinions and experience as managers with and/or without managerial training and their capacity to fulfill their managerial duties. This problem resonates widely in the engineering world, yet it seems that not enough action is being taken towards educating personnel in elevated positions throughout a company’s hierarchy.

Löneskillnader mellan kvinnor och män på arbetsmarknaden är ett väl utforskat ämne i tidigare studier, såväl i Sverige som internationellt. Dessa studier utgår ofta ifrån att löneskillnaderna beror på olika investeringar i humankapital mellan kvinnor och män eller att vissa grupper utsätts för diskriminering på arbetsmarknaden. I denna uppsats undersöks betydelsen av personalutbildning för lön med fokus på sektorstillhörighet och könsskillnader i avkastning från sådan utbildning. Detta görs utifrån humankapitalteorins antaganden om att utbildning ökar individers produktivitet och i förlängningen lönen. I uppsatsen ges en teoretisk bakgrund till hur personalutbildning förväntas inverka på lön samt hur avkastningen från personalutbildning förväntas skilja sig för kvinnor och män och offentlig respektive privat sektor. För att undersöka detta används svensk riksrepresentativ data från Levnadsnivåundersökningen 2000. Analysen genomförs i tre delar där hela arbetsmarknaden först studeras följt av två analyser där offentlig respektive privat sektor studeras separat. Resultaten visar på ett klart samband mellan personalutbildning och högre lön, förutsatt att kausalitetsförhållandet inte är det omvända. Den bivariata analysen pekar på en högre medellön för de individer som genomgått personalutbildning. De tre multivariata analyserna visar resultat i samma riktning. Vidare konstateras könsskillnader i offentlig sektor, till mäns fördel, avseende avkastningen från personalutbildning. Inga signifikanta könsskillnader i avkastning från personalutbildning hittas i privat sektor.

Manufacturing employment in Georgia has declined as thousands of jobs have been lost to foreign suppliers and improvements in productivity. Changes in the state s industrial structure have created mismatches between worker capabilities and the skills required to work in a new field. The transition from a manufacturing to a services economy has strained the ability of many in the state s workforce to acquire to the new job skills demanded by employers. In order to regain employment and maintain former wage levels, structurally unemployed workers need new skills to work new jobs. Unemployed workers sometimes turn to workforce development system (WDS) programs to upgrade skills and provide access to better employment. The purpose of WDS job training services is to facilitate the transition from job loss to stable re-employment. Which job training strategies work or do not work and or for which demographic groups was the focus of this research. The fundamental question posed by this research was, "Can job training help alleviate the adverse wage impacts and time spent in prolonged job search resulting from structural unemployment in Georgia, and if so, which programs work better?" Answering this question requires that structurally unemployed workers in Georgia be assessed with respect to industry, demographics, geography, and Georgia Department of Labor training program exposure as explanatory factors for post-training wage and job search time differentials, both direct indicators of program efficacy to workers. Multivariate regression techniques were used to estimate the impacts of GDOL job training services on workers exiting the state's structurally declining industries and reentering new employment. Among the findings of this research were that: job training was often associated with lower worker wages once re-employed and longer times spent in job search; compared to short-term unemployed workers from declining industries, the long-term unemployed experienced significantly larger adverse wage effects and longer job search times; job training services were found to be most beneficial to workers leaving less-skilled industries and less beneficial to unemployed leaving higher-skilled industries such as manufacturing; and informational job training services were determined to be more cost-effective than occupational skills training.

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