The development in the Kingdom of Saudi Arabia has been associated with its growing petroleum industry since late 1930s. This development has created a sudden wealth in the country that shaped its labour market as well as its skill formation systems in the years after. It has also, thanks to the government involvement, developed the country’s world class economy and its evolving private sector. However, this involvement has also created a duel labour market in which Saudis expect employment in the government while expatriates are continuously employed in private organizations. Employment in the government was always available to Saudis regardless of their qualifications which are dominated by theoretical literary majors over scientific and technical degrees. In the early days of the country’s development this did not produce major concerns to the government nor to Saudis. However, the country is producing one of the highest growth rates in the world with the majority of its citizens are under the age of 19. Government employment is always limited as the majority of employment opportunities are available in the country’s private sector. Since the late 1980s, this has generated high rates of unemployment among Saudis as government employment reached its peak and as the private sector continues in recruiting millions of cheap expatriates to increase its profits and competitiveness. This is creating an unbalanced labour market structure as well as economic, political and social problems. A number of government initiatives have been introduced to rectify such dilemma. One of which is Saudization to replace the country’s 4.7 million of expatriates recruited mainly (95%) in the private sector with as many qualified Saudis as possible. However, such efforts has not yet produced fruitful results as the private sector is still recruiting expatriates and as skill formation systems are still producing Saudis with incompatible skills, knowledge and attitudes with the private labour market needs. This research assumes that ineffective Saudization in the private sector is not the core problem of the employment process in Saudi Arabia. In fact it is the outcome of the government’s heavy and unnecessary involvement and control over skill formation systems in the Kingdom especially over the General Organization for Technical Education and Vocational Training (GOTEVT) which is the main skill formation provider for the private labour market This involvement imposes the government’s rigid bureaucracy and limited funding on a very dynamic, flexible and self-sufficient economy like the private market in Saudi Arabia that is operating in a very competitive and changeable environment. Investigation of such argument against empirical findings from interviews with a number of government, quasigovernment and private sector managers supports such conclusion. It even illustrates that government involvement and bureaucratization is hindering the implementation of Saudization strategy itself in private organizations. Recommendations are made about changing the role of GOTEVT to create industry-led training organizations to serve and link the outcomes of this skill formation organization to the employment needs of the labour market and to the needs of the economy in general.

A full understanding of nineteenth century Irish America requires close examination of emigration as well as immigration. Knowledge of Irish pre-emigration experiences is a key to making sense of their post-emigration lives. This work analyzes the regional origins, the migration and settlement patterns, and the work and associational life of the Catholic Irish in Brooklyn between 1850 and 1900. Over this pivotal half century, the Brooklyn Irish developed a rich associational life which included temperance, Irish nationalism, land reform and Gaelic language and athletic leagues. This era marked the emergence of a more diverse, mature Irish-Catholic community, a community which responded in a new ways to a variety of internal and external challenges. To a degree, the flowering of Irish associational life represented a reaction to the depersonalization associated with American industrialization. However, it also reflected the changing cultural norms of many post-famine immigrants. Unlike their pre-1870 predecessors, these newcomers were often more modern in outlook - more committed to Irish nationhood, less impoverished, better educated and more devout. Consequently, post-1870 immigrants tended to be over-represented in the ranks of associations dedicated to Irish nationalism, Irish temperance, trade unionism, and cultural revivalism throughout Kings County. Unsurprisingly, over 70 of Brooklyn's 96 Catholic churches in 1901 were built after July 1, 1870. The internal diversity of the Brooklyn Irish was extensive. The opportunities and experiences of some Irish differed markedly from those experienced by others. Gender, county of origin and skill level all served as factors in post-emigration success. Moreover, generation was especially pronounced as a socioeconomic agent in Brooklyn. Economic prospects for the Irish-born remained as poor in Brooklyn as anywhere in the nation, but improved more rapidly for the American-born Irish then anyone might realistically have considered possible. Increased opportunities for land ownership seemed to support the socioeconomic prospects of thrifty Irishmen, but occupational mobility strongly favored the second generation, more so than in other locales. Why do both popular and scholarly accounts tend to portray all nineteenth century Irish Americans as either an undifferentiated mass of unskilled proletarians or as nouveau riche "lace curtain" aristocrats when significant variation clearly existed? In Philadelphia, Detroit and Brooklyn, at least 30 percent of Irish-born male workers in 1880 could be classified as "skilled craftsmen." In five other major cities, from San Francisco to Providence, the corresponding figure was roughly one-fifth in the same census year. Meanwhile, the Brooklyn Irish displayed a curious pattern of halting socioeconomic progress among foreign-born men (55% nonskilled in 1850, 51% nonskilled in 1900) alongside impressive progress for their American-born sons (35% nonskilled in 1880, 22% nonskilled in 1900). Irish American socio-economic mobility paled in comparison to that of their German peers, especially among the foreign born. Their intra-urban geographic mobility patterns differed as well. Irish Americans, in Brooklyn and other Northeastern and Midwestern cities, tended to move out of the older core wards as soon as they enjoyed a degree of economic success. German Americans, conversely, seem to have reinvested their new wealth in "a nicer house in the old neighborhood." Germans tended to separate themselves, whether they lived in the tenement districts of New York's Germantown and Brooklyn's Williamsburg, or the single-family homes of Riverdale just south of the Bronx. By 1890, the Irish were virtually ubiquitous, inhabiting all areas and all housing types of Brooklyn.

Humboldt-Univ., Diss.--Berlin, 2005. / Literaturverz. S. 333 - 350.

Thesis (MPhil (Information Science))--University of Stellenbosch, 2011. / ENGLISH ABSTRACT: This thesis focuses on the problem of knowledge retention and transfer in the face of the imminent retirement of experts, who are hard to replace for demographic or skill shortage reasons. Distinctions between technical, social and structural knowledge are made, and the theory on what makes knowledge “sticky” for transfer between generations of workers is reviewed. Thereafter, a case study of the knowledge retention situation at a public water utility is presented. In this regard, a large number of technical experts are due to retire within the next five years. Knowledge audit interviews were conducted with fifteen experts that have been with the organisation for most of their career and are due to retire soon. They were asked about what they considered to be their ‘hard to replace’ knowledge and professional networks, to what extent this could be captured or transferred, and what they considered to be the difficulties in terms of retaining this knowledge and these networks after their retirement. It was found that the motivation of experts to contribute to knowledge transfer and retention was low. This had to do with the perception that more junior members of the organisation are in any case likely to leave and with an organisational culture that was not supportive of knowledge transfer and retention activities. Moreover, a lack of knowledge leadership and formal knowledge management systems hindered knowledge transfer and retention practices. This study concludes that as far as the case in question is concerned, there is a need for a formal knowledge management system and strategy, and that top management commitment is critical for the success of knowledge transfer and retention. With regard to the theory of the stickiness of knowledge, the case study highlighted the importance of organisational culture and trust when it comes to the motivation of retiring experts to transfer their knowledge. It also emphasised that a silo-type organisational structure limits absorptive capacity, and that the social knowledge of professional networks, rather than technical knowledge, are the most difficult to retain. / AFRIKAANSE OPSOMMING: Die tesis fokus op die problem van kennisbehoud en –oordrag teen die agtergrond van diensverlatende spesialiste wat moeilik vervangbaar is vanweë redes van demografie of vaardigheidtekort. Onderskeidinge word getref tussen tegniese, sosiale en strukturele kennis en ʼn oorsig word gegee van die teorie oor “klewende kennis” in die oordrag van kennis tussen generasies van werkers. Daarna word ʼ n gevallestudie van die kennisbehoudsituasie in ʼ n publieke waterverskaffer ondersoek. In hierdie geval sal ʼn groot getal tegniese spesialiste binne die volgende vyf jaar die organisasie se diens verlaat. ʼ n Kennis-oudit is met behulp van onderhoude met vyftien sulke spesialiste, wat die grootste deel van hulle loopbane by die onderneming werksaam was, onderneem. Hulle is uitgevra oor wat hulle sien as die kennis wat met hulle diensverlating vir die organisasie verlore sou gaan en omtrent die professionele netwerke wat hulle onderhou. Hulle is gevra tot watter mate hierdie twee kategorieë van kennis oordraagbaar is om so vir die organisasie behou te kan word en wat hulle reken die probleme is wat in die pad van kennisbehoud na hulle aftrede staan. Daar is bevind dat die spesialiste se motivering om by te dra tot kennisbehoud en –oordrag laag was. Dit het te make met die siening dat die jonger lede van die organisasie in elk geval die organisasie sou verlaat en met ʼn organisasie-kultuur wat nie kennisbehoud en –oordrag ondersteun nie. Verder is dit toe te skryf aan ʼn gebrek aan kennisleierskap en formele kennisbestuursisteme. Die gevolgtrekking word gemaak dat sover dit die gevallestudie aangaan, ʼn formele kennisbestuurstelsel en –strategie krities is vir die sukses van kennisbehoud en –oordrag. Met betrekking tot die teorie oor klewende kennis het die gevallestudie die belang van organisasie kultuur en vertroue wanneer dit kom by die motivering van spesialiste om hulle kennis te deel belig. Dit het ook beklemtoon dat ʼn silo-gebaseerde organisasie kultuur die kennis absorpsie vermoë verlaag en dat die sosiale kennis van professionele netwerke moeiliker is as tegniese kennis om te behou.

Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2011 / As global and national markets become more competitive, businesses are forced to become more adaptable and the public service is by no means exempt from this phenomenon. Owing to a dynamic and ever-changing work environment, it is necessary for public servant employees to continuously update their knowledge and skills. However, in most organisations, the impact of training and development programmes are undermined. The value placed on increasing knowledge and skills is limited to attending a training programme. As a result, the newly acquired information and competencies are very seldom transferred from the classroom to the workplace and without a definite increase in performance and in service delivery; the contribution of actual learning is questionable. This research study therefore uses the Integrated Integrated Human Resource Administration and Persal (IHRAP) Programme (presented by the Western Cape Provincial Training Institute) to gauge the importance of post training evaluation and the benefits that can be derived from it, both for the department and the employee. In addition, the study evaluates whether the participants of the training programme are able to apply concepts and techniques learned in the classroom. It focuses specifically on human resource employees employed within the Provincial Government of the Western Cape, who is responsible for performing a number of different human resource functions. A survey was conducted amongst the participants of the IHRAP programme using a research questionnaire. After the results of the survey were collected and analysed, the researcher was able to determine where there were gaps in the post training evaluation process. Several recommendations are made to bridge these gaps and in doing so, enable the training programme to have a greater impact on the participants and in the workplace. In addition to evaluating the IHRAP programme, the need for continuous improvement in skills will always be essential, but departments must create the opportunities for participants to exercise these acquired skills effectively.

Submitted in fulfillment of the requirements for Doctoral Degree in Philosophy – Management Sciences, Durban University of Technology, Durban, South Africa, 2017. / South African municipalities are key institutions that are close to the heart of communities and therefore, their employees form the cornerstone of service delivery to communities. Many municipalities have been blamed for unreliable delivery of basic services whilst those that are located in rural areas still struggle to generate own revenue and faces serious skills shortages. It is important to note that there has been very little research conducted in rural districts and other similar sized municipalities on evaluating the impact of skills development, service delivery and management of learning transfer. Existing studies although they provide useful data, they seem to be aggregate, broad and not tailor made for rural district[s] and some other South African municipalities. Studies which are directed at local municipalities adopts ‘one size fit all approach’ and they did not consider that rural district municipalities have enourmous challenges in evaluating the impact of skills development in service delivery and attracting people with requisite technical and managerial expertise. According to Punia and Kant (2013) most literature on impact and evaluation of transfer training is mainly drawn from the corporate sector. Furthermore, Topno, (2012), Pallares, (2012), Bird and Cassel (2013), they similarily pointed that existing models on evaluating effectiveness of development programs in various companies have the most limitations in assessing post training job performance and organisational impact. This is supported by Wenzel and Cordery (2014 stresses that for the past 40 years, evaluation and impact of learning transfer concept remained complex, underdeveloped and with limited clearly defined empirical findings. Raliphada, Coetzee and Ukpere (2014) indicates that there are organisational factors affecting learning transfer in the South African Public Service. The identification of factors affecting learning transfer is a critical step toward ensuring that successful strategies are developed to remove barriers to learning transfer and ultimately improve implementation which leads to enhanced service delivery (Raliphada et al 2014). Since 2000, Government has undertaken steps to transform South African municipalities. However, systematic problems contributing to poor management and service delivery challenges have continued to engulf local government and in most instances such grievances translated to service delivery protests across the country. Amongst dilemmas facing local government in South Africa is the shortage of skills, poor management, corruption, conflict management and unreliable service delivery. Researchers consistently argued that grievances concerning local government relates to unreliable service delivery, shortage of skills and poor management. The purpose of this is to assess the role of line managers in implementation of skills development at the UMzinyathi rural – district and other similar sized municipalities and impact on service delivery. The study investigated perceptions of line managers, skills development facilitators and employees about the impact of skills development on service delivery at uMzinyathi District Municipality in Kwazulu Natal. The study investigated challenges experienced by managers in training and skills development. The questions were to indicate how challenges in training and skills development can be addressed in rural –district municipality and other South African municipalities. The research adopted qualitative methodology. Furthermore, thematic analysis was used for presentation and discussion of the results. The responses or data collected from participants was interpreted and analysed. The findings of the study imply that there is no human resource development strategy, absence of mentoring and coaching, managers are not involved in skills development, there are no Skills development facilitators, high management turnover, poor planning, absence of effective employee performance management system across all levels in a municipality, no proper training and development sections and there are no tools to measure impact and success of training in local municipalities of a District. The research proposes that integrative transfer of training model developed by Lee C et al (2014), be extended to UMzinyathi District municipality in KwaZulu-Natal and other South African municipalities. The study is also suggesting that existing transfer of training model be modified to add the evaluation of impact and post organisational performance. The study targeted a rural district municipality because of limited research directed at this sphere of government. The modified Integrative Transfer of training Model will contribute to the new knowledge which is currently not existing in the municipalities. The model is modified to consider not only post training job performance but to add the evaluation of organisational performance and impact influenced by skills development programmes. / D

Submitted in fulfilment of the requirements for the degree of Masters in Technology: Business Administration, Durban University of Technology, Durban, South Africa, 2017. / Skills Development is one of the key priorities of the National Development Plan Vision for 2030, which views it (skills development) as a catalyst for the unemployment reduction in South Africa. Skills Development is a key National Priority in South Africa and requires a new approach to training and development, one that calls for positive interventions. However, a challenge has been identified, namely the lack of commitment and support to skills development by line managers at municipal level. The problem was not confined to the institutional capacity of the Municipality but included the individual capacity of the line managers who is responsible for managing employees. The challenge was ensuring that they have the relevant capacity and skills to undertake their functions. Managers are accountable for the development of their subordinates but tend to neglect their role in the area of skills development. Existing research focuses on the role of line managers in training and development and the significance of managerial support in training and development. However, there is a gap because managers understand training and development but do not understand their role in supporting and developing their subordinates, which impacts negatively on the performance of the organisation which in turn impacts negatively on the delivery of services. Human Resource Development (HRD) literature remains largely theoretical and rhetorical in encouraging line managers to take responsibility for training and development. The overall aim of the study was to identify the role of line managers in the implementation of skills development at a local municipality and the impact thereof on service delivery. A quantitative research study was undertaken to achieve the objectives of the study. One hundred and ten managers on Patterson Grades D1 to E2 were targeted for the study. They were required to complete self-administered questionnaires. The findings of the study will assist line managers to understand the positive impact that training and development has on the performance of employees, which ultimately impacts on the achievement of business goals and objectives. The findings are; • Managers understand the training and development practices of the municipality but do not know how to support the training and development of their subordinates. • Managers believe that the organisation supports training and development but do not know if the organisation has an approved Workplace Skills Plan (WSP) that is being implemented; whether the organisation has a training and development strategy which is related to the overall strategy of the organisation; and whether the training of employees is given adequate importance in the organisation and is being managed in a proactive way. • A majority of the managers believe that training and development of employees has an impact on service delivery, but cannot agree whether training and development has helped improve the performance of employees in the organisation. • In terms of what can be used to encourage managers’ buy-in to training and development within the organisation, the overall average level of agreement was 88.0% .The scores for this section demonstrated that managers lack the necessary skills and competencies when it comes to the identification of training needs and training gaps. The findings of this research has identified that although managers are experienced in local government and have an understanding of the training and development practices of the municipality, they tend to get stuck in the authoritative managerial role and cannot switch into the facilitator role, which impacts on the way that they perform their skills development function as a manager. This therefore impacts negatively on the development of employees and on the delivery of services by the municipality. Without skilled, competent employees, no services can be rendered to communities. / M

Thesis (MDF)--University of Stellenbosch, 2010. / For many years, people have migrated to other parts of their countries or across national borders. The reasons for the phenomenon of migration are many. People tend to migrate from poorer regions or countries to those that are comparatively better than their places of origin. Migration affects both host and destination countries in many ways. While there is evidence to support positive effects from migrations, mostly in developed countries, there is ongoing debate in most developing countries as to the effect of this phenomenon of migration. Immigrants are often associated with negative effects in destination countries. The purpose of this research is to determine the contribution of skilled professional immigrants to the South African economy. This report will narrow its focus to a case study of the contribution of skilled professionals in the health and higher education sectors but will also take a cursory look at the broad effects of other immigrant categories in South Africa. This research report focused on selected sectors of the South African economy since 1994 and found enough evidence to conclude that immigrants contribute positively to the South African economy. This is contrary to commonly held assumptions that foreign immigrants negatively affect the South African economy. However, this research only focused on the higher education and health sectors. A broader understanding of the effects of immigrants on the South Africa economy therefore requires further investigation.

M.Comm. / The general conclusion arrived at in this dissertation is that the quality of infrastructure in South Africa has resulted in a large and increasing inflow of students from the other African countries. The ensuing influx of international students has been sustained through the activities of networks based on kin, acquaintance and the support of the source country governments. This has resulted in a large inflow of foreign revenue and growth of employment opportunities and income for South Africa. Although the revenue from the inflow of international students in South Africa is impressive, it is still trivial in comparison to what other countries such as the USA, the UK, Australia and China receive. Another advantage is that the presence of international students offers a potential boost to the skills shortage in South Africa. The direct benefits from international students to South Africa have the capacity to be further enhanced but a proper policy for facilitating such inflow is lacking. Certain administrative processes and practices in South Africa aggravate the situation. These procedures include visa application difficulties, university registration bureaucracy, and police behaviour. Worse still, crime and xenophobia in South Africa are common and they present some of the greatest threats to the continued inflow of international students.

Submitted by Renata Lopes (renatasil82@gmail.com) on 2017-07-13T20:20:39Z No. of bitstreams: 1 josewilsonaquinodebrito.pdf: 2695206 bytes, checksum: 3bde584d1a5844a4f2c9ae314c649731 (MD5) / Approved for entry into archive by Adriana Oliveira (adriana.oliveira@ufjf.edu.br) on 2017-08-08T15:52:53Z (GMT) No. of bitstreams: 1 josewilsonaquinodebrito.pdf: 2695206 bytes, checksum: 3bde584d1a5844a4f2c9ae314c649731 (MD5) / Made available in DSpace on 2017-08-08T15:52:53Z (GMT). No. of bitstreams: 1 josewilsonaquinodebrito.pdf: 2695206 bytes, checksum: 3bde584d1a5844a4f2c9ae314c649731 (MD5) Previous issue date: 2017-06-09 / O principal objetivo desse trabalho foi estimar os impactos das externalidades do mercado de trabalho analisadas por meios de graus de especialização, variedade relacionada e não relacionada da mobilidade no crescimento regional no Brasil de 1996 até 2008. Tanto a taxa de crescimento de emprego como taxa de crescimento da produtividade do trabalho foram utilizadas como medidas de crescimento. Para realizar as estimações foi utilizado o modelo de Métodos de Momentos Generalizados (MMG) devido uma possível endogeneidade entre mobilidade e crescimento regional. Os resultados indicaram que o grau de variedade de conhecimento inter-regional é um dos principais impulsionadores do nível de emprego. O grau de especialização intrarregional impacta positivamente no emprego regional. Apenas os graus de variedade de conhecimento apresentaram resultados positivos no crescimento da produtividade do trabalho. Os resultados encontrados nesse trabalho sugerem que a variedade de conhecimento proveniente da mobilidade mão de obra qualificada é um dos principais impulsionadores do crescimento regional. / The main objective of this study was to estimate the impacts of externalities in the labor market analyzed by degrees of specialization, related and unrelated variety of mobility in regional growth in Brazil from 1996 to 2008. Both the employment growth rate and the Labor productivity growth were used as growth’s measures. To estimate the equations was used Generalized Moment Methods (GMM) due to soften a possible endogeneity between mobility and regional growth. The results indicated that the degree of variety of inter-regional knowledge is one of the main drivers of the level of employment. The degree of intraregional specialization has a positive impact on regional employment. Only the degrees of variety of knowledge presented positive results in the growth of labor productivity. The results found in this study suggest that the variety of knowledge derived from skilled labor mobility is one of the main drivers of regional growth.