The value of collaborative regional professional development partnerships as the mechanism for implementing a Comprehensive System of Personnel Development (CSPD), a mandate of the Individuals with Disabilities Education Act (IDEA) 1997, in one state was investigated. The historical organizational case study examined this issue from the perspectives of those initially and currently involved with regional professional development partnership implementation. Participants included individuals representing three different perspectives (i.e., state education agency, institutions of higher education, and local education agency) A qualitative case study research design was used to gain in-depth information from varied sources about participants' views of Florida's system of personnel development prior to the implementation of regional professional development partnerships, as well as the perceived value of the regional professional development partnerships from those who were currently involved. Data sources included interviews and a review of relevant documents. Data analysis included the process of inductive analysis which allowed themes of the study to emerge from the data. Conclusions drawn from the study's findings included: (1) the critical importance of leadership, (2) the importance of relationships, (3) the developmental nature of partnerships, (4) readiness, roles, and responsibilities, (5) benefits and barriers, and (6) the importance of institutional memory and active involvement. / Ph. D.

Thesis (Master of Military Studies)-Marine Corps Command and Staff College, 2008. / Title from title page of PDF document (viewed on: Feb 5, 2010). Includes bibliographical references.

Master's thesis consists of an introduction, two chapters, conclusion, bibliography, applications. The theoretical part presents the basic concepts, theories of stimulation. In the practical part describes the General characteristics of the organization under study, a study of the system of personnel development of the organization. In conclusion, the results were summed up in accordance with the tasks. / Магистерская диссертация состоит из введения, двух глав, заключения, библиографического списка, приложений. В теоретической части представлены основные понятия, теории стимулирования. В практической части описывается общая характеристика исследуемой организации, проведено исследование системы развития персонала организации. В заключении подведены итоги в соответствии с поставленными задачами.

Выпускная квалификационная работа состоит из введения, трех частей, заключения, списка использованных источников, приложений. В теоретической части представлены основные понятия, компоненты профессионального развития персонала, описание гибридного формата работы и инновационных методов обучения, связанных с этим форматом. В практической части описывается общая характеристика исследуемого предприятия и деятельность отдела управления персоналом, проведен анализ эффективности системы профессионального развития персонала в коммерческом подразделении ООО «Тема Ритейл Ру». На основе полученных данных разработаны предложения по совершенствованию данной системы. В заключении подведены итоги в соответствии с поставленными задачами. / The final qualifying work includes an introduction, three parts, a conclusion, a reference list and applications. The theoretical part presents the basic concepts and components of personnel development, a description of the work in hybrid approach and innovative training methods associated with this approach. The practical part describes the general characteristics of the enterprise under study and the work of the personnel management department, analyzes the effectiveness of the personnel professional development system in the commercial division of “Tema Retail Ru” LLC. The proposals have been developed to improve the existing system. The conclusion summarizes the results in accordance with the tasks set.

The purpose of this study was to establish if, and to what extent, management of nursing colleges enhanced personnel development with regard to the professional and personal development of nurse educators and clinical preceptors. From the literature survey, it was concluded that an effective personnel development programme that included all nursing personnel involved in the education and training of student nurses, was imperative for the rendering of continuous quality nursing education. The importance of co-operation between management of nursing colleges and nursing management of clinical facilities regarding the development of personnel involved in the education and training of student nurses, was emphasised. A programme for personnel development in nursing colleges was developed. The programme included suggestions for the educational development of both nurse educators and clinical preceptors/ registered nurses involved in the education and training of student nurses. It was suggested that nursing colleges should initiate the programme. Research consisted of an in-depth literature review about the management of personnel development in the educational milieu and a survey with regard to the management of the development of personnel involved in the education and training of student nurses. Principals of nursing schools, nursing educators, nursing directors of health services and clinical preceptors in clinical settings formed the population for the study. The theoretical framework used in this research with regard to personnel development in nursing schools, was Donabedian's theory on structural, process and outcomes standards as applied to quality improvement, as well as Alspach's theoretical foundation of nursing staff development. The focus of this study was to use data generated through research to develop a personnel development programme for all registered nurses involved in the education and training of student nurses. The most important conclusions of this research were as follows:  Personnel development was provided for nurse educators and clinical preceptors/ registered nurses involved in the education and training of student nurses in the clinical setting, but it did not necessarily meet the personal and professional developmental needs of these professionals.  The specific developmental needs of nurse educators and clinical preceptors/ registered nurses were related to educational skills, higher cognitive skill and skills related to research.  Available resources at nursing colleges did not facilitate and support the development of nurse educators and clinical preceptors involved in the education and training of student nurses. The main conclusion was that the establishment of a Department of Personnel Development at nursing colleges could provide for the educational needs of both nurse educators and clinical preceptors/ registered nurses, would benefit the personal and professional development of all learners involved and, ulitmately, would enhance the quality of patient care rendered by student nurses. / Advanced Nursing Sciences / D.Litt. et Phil. (Advanced Nursing Sciences)

The purpose of this study was to establish if, and to what extent, management of nursing colleges enhanced personnel development with regard to the professional and personal development of nurse educators and clinical preceptors. From the literature survey, it was concluded that an effective personnel development programme that included all nursing personnel involved in the education and training of student nurses, was imperative for the rendering of continuous quality nursing education. The importance of co-operation between management of nursing colleges and nursing management of clinical facilities regarding the development of personnel involved in the education and training of student nurses, was emphasised. A programme for personnel development in nursing colleges was developed. The programme included suggestions for the educational development of both nurse educators and clinical preceptors/ registered nurses involved in the education and training of student nurses. It was suggested that nursing colleges should initiate the programme. Research consisted of an in-depth literature review about the management of personnel development in the educational milieu and a survey with regard to the management of the development of personnel involved in the education and training of student nurses. Principals of nursing schools, nursing educators, nursing directors of health services and clinical preceptors in clinical settings formed the population for the study. The theoretical framework used in this research with regard to personnel development in nursing schools, was Donabedian's theory on structural, process and outcomes standards as applied to quality improvement, as well as Alspach's theoretical foundation of nursing staff development. The focus of this study was to use data generated through research to develop a personnel development programme for all registered nurses involved in the education and training of student nurses. The most important conclusions of this research were as follows:  Personnel development was provided for nurse educators and clinical preceptors/ registered nurses involved in the education and training of student nurses in the clinical setting, but it did not necessarily meet the personal and professional developmental needs of these professionals.  The specific developmental needs of nurse educators and clinical preceptors/ registered nurses were related to educational skills, higher cognitive skill and skills related to research.  Available resources at nursing colleges did not facilitate and support the development of nurse educators and clinical preceptors involved in the education and training of student nurses. The main conclusion was that the establishment of a Department of Personnel Development at nursing colleges could provide for the educational needs of both nurse educators and clinical preceptors/ registered nurses, would benefit the personal and professional development of all learners involved and, ulitmately, would enhance the quality of patient care rendered by student nurses. / Advanced Nursing Sciences / D.Litt. et Phil. (Advanced Nursing Sciences)

The masters thesis consists of introduction, two chapters, conclusion, bibliography and seven appendices. In the theoretical part of the study, a general idea of the system of in-house training is given, definitions of concepts such as "training", "in-house training" are given. In the practical part of the work, a characteristic of the enterprise is presented, on the basis of which the study is conducted: the results of industrial and economic activities, the personnel management mechanisms in the company are studied. A study of the needs of employees in training was carried out, the results of a partial implementation of the model for improving the system of in-house training were described. In conclusion, the conclusions obtained during the work are summarized in accordance with the tasks set. / Магистерская диссертация состоит из введения, двух глав, заключения, библиографического списка и семи приложений. В теоретической части исследования дано общее представление о системе внутрифирменного обучения, даны определения таких понятий как «обучение», внутрифирменное обучение». В практической части работы представлена характеристика предприятия, на основе которого проводится исследование: изучены результаты производственно-хозяйственной деятельности, механизмы управления персоналом в компании. Проведено исследование потребностей сотрудников в обучении, описаны результаты частичного внедрения модели совершенствования системы внутрифирменного обучения. В заключении обобщены выводы, полученные в ходе работы, в соответствии с поставленными задачами.

Целью магистерской диссертации является изучение принципов процесса управления транспрофессиональными компетенциями персонала, исследование уровня транспрофессионализма сотрудников в организациях индустрии СМИ, разработка предложений по усовершенствованию процесса развития транспрофессиональных компетенций. В теоретической части рассмотрены основы управления транспрофессиональными компетенциями персонала, сформулированы особенности их управлением, а также проведена оценка степени распространение транспрофессионализма в современных СМИ. В практической части описаны база исследования, дана краткая характеристика системы управления и кадрового состава исследуемых организаций индустрии СМИ, обозначены методические основы исследования, проведен анализ уровня транспрофессионализма сотрудников в исследуемых организациях и обобщены его результаты. На основе полученных данных разработаны предложения по совершенствованию процесса управления транспрофессиональными компетенциями сотрудников. Научная новизна исследования определяется как постановкой научной проблемы, так и полученными результатами: впервые предпринят теоретический и эмпирический анализ транспрофессиональных компетенций персонала в организации индустрии средств массовой информации и осуществлен анализ проблем управления, влияющих на развитие транспрофессиональных компетенций в организации индустрии СМИ. / The purpose of the master's thesis is to study the principles of the process of managing the personnel transprofessional competencies, to investigate the level of transprofessionalism of employees in media industry organizations, to develop proposals for improving the process of developing transprofessional competencies. In the theoretical part, the foundations of the management of personnel transprofessional competencies are considered, the features of their management are formulated, and the degree of spread of transprofessionalism in modern media is assessed. The practical part describes the basis of the research, gives a brief description of the management system and staffing of the media industry organizations under study, outlines the research methodological foundations, analyzes the level of transprofessionalism of employees in the organizations under study and summarizes its results. Based on the data obtained, proposals were developed to improve the process of managing the employees transprofessional competencies. The scientific novelty of the research is determined by both the formulation of the scientific problem and the results obtained: for the first time, a theoretical and empirical analysis of the transprofessional competencies of personnel in the organization of the media industry was undertaken and an analysis of management problems affecting the development of transprofessional competencies in the organization of the media industry was carried out.

This dissertation examines personnel/staff development at Nazarene College of Theology (NCT) in Siteki, Swaziland. The argument developed is that an educational institution needs a personnel development programme that will continuously improve the teaching skills of its teachers/lecturers and improve their performance. A literature study was used to investigate the historical and educational developments that occurs at NCT. Data was collected by means of two interviews. The study was limited to a small group of eight respondents since the entire staff at NCT amounted to that number. The findings indicated that two activities, namely, continuing education and participation in academic/professional conferences are being used. The findings also revealed the limitations related to the high cost of tertiary education, personal problems, the length of time to complete a university course and a lack of adequate staff development policy. Based on these findings, brief recommendations to improve practice of staff development are suggested. / Educational Studies / M.Ed. (Education Management)

This dissertation examines personnel/staff development at Nazarene College of Theology (NCT) in Siteki, Swaziland. The argument developed is that an educational institution needs a personnel development programme that will continuously improve the teaching skills of its teachers/lecturers and improve their performance. A literature study was used to investigate the historical and educational developments that occurs at NCT. Data was collected by means of two interviews. The study was limited to a small group of eight respondents since the entire staff at NCT amounted to that number. The findings indicated that two activities, namely, continuing education and participation in academic/professional conferences are being used. The findings also revealed the limitations related to the high cost of tertiary education, personal problems, the length of time to complete a university course and a lack of adequate staff development policy. Based on these findings, brief recommendations to improve practice of staff development are suggested. / Educational Studies / M.Ed. (Education Management)