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Hierarchical workforce schedulingHung, Rudy Ka Yiu January 1990 (has links)
No description available.
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The transformation of work and attitudes in the UK integrated steel industrySleightholme, D. January 1999 (has links)
No description available.
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Factors affecting spatial labour mobility patterns in Greece in the period 1951-81 : An econometric analysisPaidoussis, J. A. January 1988 (has links)
No description available.
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The barriers affecting women's career progression in library and information services : a feminist critiqueMcDermott, Elizabeth January 1997 (has links)
No description available.
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The Experiences of Older Women Participating in the WorkforceSquire, Marjorie Olwyn January 2008 (has links)
The purpose of this study was to explore the experiences of older working nurses and the reason they were still in the workforce while the majority of their cohort had exited from active nursing. New Zealand's legislative changes in the Human Rights Act, 1993 and the Employment Relations Act, 2000 makes it unlawful to discriminate on the grounds of age. In effect, this means the abolishment of mandatory retirement as the individual is now able to exit from the workforce by choice. For nurses the choice for exiting the workforce occurs noticeably in the 50-54 age group with further declines in subsequent years. This research study revealed a group of older nurses who valued autonomy in their nursing practice and valued the contribution they made as experienced practitioners in a variety of health sectors in the Waikato. As the demographic shift in New Zealand's population is towards older age groups and likely to require future nursing care, it becomes essential to retain experienced nurses in the workforce. This small scale qualitative study interviewed ten registered nurses over the age of 60 to discover how social life was constructed as they aged.
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A crossfield literature review of the HIV and AIDS impacts on the Ugandan workforce through the HRD lensHoward, Debra Mayes 17 February 2005 (has links)
This study performed a literature review of five crossfields (economic,
educational, medical, political, and socio-cultural) utilizing human resource
development (HRD) models, tools, definitions, and theories to understand how
the findings of HIV and AIDS impacts on Uganda can be managed with HRD
importance to improve the workforce and decrease HIV and AIDS incidence and
prevalence.
The study concerns Ugandas (1) HIV and AIDS history, (2) workforce
demographics, (3) decentralized government for diffusion capabilities, (4) AIDS
fundings, international nongovernmental organizations (INGOs), and their
effectiveness, and (5) utilization of change agents to overcoming socio-cultural
barriers in the prevention and treatment of HIV and AIDS.
Human Resource Development (HRD) theories examined are Lewin Field
Theory involving leadership identification characteristics as they interact with the
group dynamics in force fields, Nadlers Hierarchal Order for Training and
Development, and Organizational Development in Systems, Swansons Systems
Ringland, and Shoemakers Performance Improvement Performance Needs
Model, Swanson and Holtons Basic Human Resource Development Model,
Kuhns use of paradigms, Dubins Theory Building Model, and The Body of
Knowledge Model.
Findings indicate ten major areas where the workforce could be improved
and decreases in HIV and AIDS incidence and prevalence could occur. These
areas are: (1) overcoming socio-cultural stigmas, (2) increased verifiable HIV
testing and treatment, (3) HRD instructions, strategies, tools, and skills for
training and development, organizational development, and cultural sensitivity for
Westerners; (4) evaluation tools for measuring INGO activities: accountability
needed, (5) implementation of the ABC Program transnationally, (6) advocacy
for maintaining philanthropy, (7) building of infrastructures and schools -
increasing teachers, managers, and engineers and apprenticeships, 8)
empowering women and orphans with skills and education, (9) partnering
resources and decision making amongst stakeholders and (10) outlining areas
for further research.
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The development of government policy in technical education and vocational training in the Sultanate of Oman : 1970-1990Al Shanfari, Abdullah Mubarak Salem January 1991 (has links)
No description available.
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Ideal nurses : the social construction of emotional labourMazhindu, Debbie January 2002 (has links)
No description available.
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An analysis of homeless veterans participating in the homeless veteran reintegration programCampbell, Katrina Lanelle 07 August 2010 (has links)
The purpose of this study was to conduct an analysis on ex post facto data of the federal grant supported Homeless Veterans Reintegration Program (HVRP) administered at Goodwill Industries of Lower South Carolina. Pre-existing data on variables such as performance goals, training activities, support services, and demographics from program years 2006-2008 were used as data sources for the study. A descriptive statistics method of program analysis was employed and results were used to determine if performance outcomes met initial performance goals. The results from the study revealed that in order to successfully reintegrate into the workforce, HVRP participants required basic employability and entry-level technical skills training, and access to support systems that would allow them to meet the needs of their families while they concentrated on gaining new competencies.
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Using Gentile's Reframing Diversity Model In Public Organizations: FDIC As An IllustrationSherrer, Brenda Joyce 22 February 2006 (has links)
This dissertation proposes that Dr. Mary C. Gentilel's (1998) descriptive Reframing Diversity model provides for the development of a public sector diversity program. The Reframing Diversity model does not suggest that diversity programs conform to a "one-size-fits all" design.
The dissertation applied the lenses (motivation, mindset, method, and measure) of Gentile's Reframing Diversity model to the Federal Deposit Insurance Corporation (FDIC) diversity program. The lenses of Gentile's model offer questions that are straightforward, easy to understand, and organizationally specific. Additionally, the project utilized the generally accepted approach for qualitative inquiry supported by Rubin and Rubin (1995) to develop an interview protocol for selected FDIC employees.
The most salient characteristic of Gentile's model, the lenses, apply to any program regardless of the target audience. The lenses of Gentile's model are the architecture upon which a public sector organization could build a successful diversity program. The model's descriptive nature allows public organizations to develop diversity programs that are voluntary in nature; inclusive of its total employee population; and incorporated into its day-to-day activities. / Ph. D.
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