...people are the only source of long-term competitive advantage. Companies that fail to invest in employees jeopardize their own success and even survival. In part, this practice has lingered for lack of alternatives. Until recently, there simply weren’t robust methods for measuring the bottom-line contributions of investments in human capital management (HCM) – things like leadership development, job design, and knowledge sharing. That’s changed. Over the past decade, we have worked with colleagues worldwide to develop a system for assessing HCM, predicting organizational performance, and guiding organizations’ investments in people. hbr.org | March 2007 | Harvard Business Review 115 TOOL KIT | Maximizing Your Return on People Using the framework we describe here has the obvious and immediate practical benefit of improving organizational performance. More broadly, though, as the links between people and performance come into focus, organizations will also begin to appreciate the long-term value of investments in human capital – and the folly of dwelling on narrow, near-term goals. Measuring Management When we researched the key HCM drivers of organizational performance, we found that most traditional HR metrics – such as employee turnover rate, average time to fill open positions, and total hours of training provided – don’t predict organizational performance. (One important...
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...CHAPTER ONE INTRODUCTION 1.1Background to the study Mining is the extraction of minerals and precious metals from the earth. These minerals and metals consist of manganese, tantalum, copper, tin, silver, diamonds and gold. Mining may be considered in two forms: large scale mining and small scale mining. Large scale mining generally employs large number of people and produces huge tonnes of gold. Examples of companies who engage in these are the Anglo-Gold Ashanti of Ghana, Newmont Ghana, Goldfields Ghana and Minas Serra Palade Mines in Brazil which employed about over thousands workers and yielded thousands tonnes of gold (Amankwah and Anim-Sackey, 2003). Small scale mining is a form of mining that is done at small levels and mostly employs relatively a low number of people (Appiah, 1998). It is generally engaged in by local people within the area where these activities occur, and comes along with it the influx of people from other areas. Small Scale Mining companies use a considerable number of the labour force in the country. While there is no accurate SSM employment number for Ghana (Appiah, 1998), it is estimated that some 500,000 people are openly employed in the sector while additional 500,000 may indirectly be benefiting from the doings. About half of those directly engaged in the S.S.M are said to be illegal operators (Amankwah & Anim-Sackey, 2003) commonly known as “galamsey operators”. The actions of small-scale miners also generate economic linkages with other...
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...ASSESSING HUMAN RESOURCE PRACTICES ALIGNMENT: A CASE STUDY HERBERT G. HENEMAN III AND A N T H O N Y T. M I L A N O W S K I Research has established the link between HR practices and organizational performance, suggesting that the HR system has great strategic potential to drive organizational effectiveness. To capitalize on this potential, the organization must design and deliver HR practices that focus on necessary employee performance competencies, creating an HR system with vertical and horizontal alignment around those competencies. Doing this requires that the organization first assess how its HR practices are currently aligned and then develop ideas for improving HR practice that will be alignment enhancing. We call this diagnostic process Human Resource Alignment (HRA) assessment. We describe an HRA assessment process we developed and applied in a large public school district for the key job of teacher. The assessment was based on the district’s formal teacher performance competency model used, and was conducted by a group of human resources and instructional job experts from the district. These experts rated the degree of vertical and horizontal alignment and then developed suggestions for HR practice changes that would improve alignment. After describing the process and results, we present a series of lessons learned and directions for future research. © 2011 Wiley Periodicals, Inc. Keywords: strategic human resource management, human resource alignment assessment ...
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...MOTIVATION IN PUBLIC SECONDARY SCHOOLS IN THIKA WEST DISTRICT, KIAMBU COUNTY BY TERESA KEMUNTO NYAKUNDI A RESEARCH PROJECT SUBMITTED IN PARTIAL FULFILMENT FOR THE AWARD OF DEGREE OF MASTER OF EDUCATION IN THE SCHOOL OF EDUCATION OF KENYATTA UNIVERSITY OCTOBER, 2012 DECLARATION This Research Project is my original work and has not been presented to any other university for a degree or any other award. Signature________________________________ Date__________________________ TERESA KEMUNTO NYAKUNDI REG. E55/CE/14342/2009 This Research Project has been submitted for examination with our approval as University Supervisors: Signature_______________________ Date ________________________ Prof. Grace Bunyi Associate Professor Department of Educational Management, Policy and Curriculum Studies, School of Education Kenyatta University Signature_______________________ Date ________________________ Dr. Libese Senior lecturer Department of Educational Management, Policy and Curriculum Studies, School of Education Kenyatta University ii DEDICATION I dedicate this study to my family. iii ACKNOWLEDGEMENT I acknowledge my supervisors Prof. Grace Bunyi and Dr. L.I Libese for their guidance during the writing of this project. If it were not for their guidance, this work could not have been a success. I also acknowledge teachers and principals of public secondary schools in Thika West District for giving information which...
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...OF SELECTED SCHOOL BOARD MEMBERS REGARDING THE QUALITY AND CONDITION, MAINTENANCE, AND IMPROVEMENT AND RENOVATION OF EXISTING PUBLIC SCHOOL FACILITIES Introduction The quality and condition of existing public school facilities have been a topic of growing concern among educators across the country. Each year, the cost of maintenance, and improvement and renovation needed to maintain public schools continues to increase (Earthman, 1994). National studies conducted during the last fifteen years clearly indicate rising costs. In 1983, a random survey of school administrators in thirty-three states and the District of Columbia was undertaken by the American Association of School Administrators (AASA). This study was also supported by the Council of Great City Schools and the National School Boards Association (NSBA). A previous study was completed twenty-three years earlier in 1960 by AASA. The 1983 report revealed that at least $25 billion would be needed to address facility maintenance, and improvement and renovation needs, not including funds needed for new construction (AASA, 1983). The study reported “ . . . schools throughout the nation, particularly those in the older inner cities, have deferred billions of dollars of repairs” (p. 13). Six years later (1989), the Educational Writers Association (EWA) published its study, Wolves at the Schoolhouse Door. This study analyzed information received from twenty-eight state departments of education and the District of Columbia...
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...THE UNIVERSITY OF DODOMA SCHOOL OF SOCIAL SCIENCES DEPARTMENT OF BUSINESS ADMINISTRATION MBA-EXECUTIVE PROGRAMME 2009/2010 RESEARCH PROPOSAL By KIBIKI YUSTIN, L.M TITLE: MANAGEMENT OF CAPITATION GRANTS IN PRIMARY SCHOOLS OF TANZANIA: A CASE OF KIGOMA DISTRICT COUNCIL PROPOSED SUPERVISOR: DR MBOGORO DEPARTMENT OF ECONOMICS –UDOM 1. INTRODUCTION 1.1 Background to the Study Problem Sound Economic Governance is essential for the achievement of the desired reduction in poverty levels and improvements in economic growth in Tanzania. Good Public Financial Management (PFM) is important for efficient, effective and equitable utilization of scarce national resources (REF). Whilst the extent to which policy makers are held accountable to their constituents is an excellent indicator of good governance. Accountability and transparency go hand in hand in developing open and participatory decision-making processes. In 2005, the government of Tanzania reviewed the financial management practices and processes at the central government level. In 2006, the focus has shifted to local government, which now accounts for an increasing proportion of expenditures and is primarily responsible for service delivery in sectors such as primary education and primary health (URT, 2004). This kind of study is therefore wanting to provide a snapshot of how the resource allocation, resource management and control, resource utilization and accountability processes take place...
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....................................................... 1 2. BACKGROUND ..................................................................................................................................... 2 2.1 SECTOR ORGANISATION, FUNCTION AND MANAGEMENT ..................................................................................... 2 2.1.1 The Ministry of Health and national level institutions ...................................................................................... 3 2.1.2 National, Regional and General Hospitals .......................................................................................................... 3 2.1.3 District health systems ........................................................................................................................................... 4 2.1.4 Health sub-district (HSD)...
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...Research Methodology Post-Earthquake Relief Action Submitted to, Prof Anuj Bawa By, Shridhar Nayak (CP0812) Romil Sagar (CP1212) Construction and Project Management CEPT University 6th Nov, 2012 Contents 1. Abstract 2. Background 3. Literature review 4. Aim 5. Hypothesis 6. Scope 7. Method of Data collection 8. Survey Questionnaire 9. Gujarat’s Vulnerability to Earthquake 10. Case Study: Bhuj Earthquake 11. Drawbacks of the Bhuj earthquake 12. Gujarat State Disaster Management Authority (GSDMA) 13. Data Analysis 14. Conclusion 15. Bibliography ABSTRACT India has been traditionally vulnerable to natural disasters on account of its unique geo-climatic conditions. Floods, droughts, cyclones, earthquakes and landslides have been recurrent phenomena. About 60% of the landmass is prone to earthquakes of various intensities; over 40 million hectares is prone to floods; about 8% of the total area is prone to cyclones and 68% of the area is susceptible to drought. In the decade 1990-2000, an average of about 4344 people lost their lives and about 30 million people were affected by disasters every year. This paper emphasis on management during and after an disaster and readiness of the state in response to future earthquakes. BACKGROUND Many Natural Disasters in India have caused havoc to the life and property of citizens and nature as a whole from time to time. These disasters include Cyclones...
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...Research Methodology Post-Earthquake Relief Action Contents 1. Abstract 2. Background 3. Literature review 4. Aim 5. Hypothesis 6. Scope 7. Method of Data collection 8. Survey Questionnaire 9. Gujarat’s Vulnerability to Earthquake 10. Case Study: Bhuj Earthquake 11. Drawbacks of the Bhuj earthquake 12. Gujarat State Disaster Management Authority (GSDMA) 13. Data Analysis 14. Conclusion 15. Bibliography ABSTRACT India has been traditionally vulnerable to natural disasters on account of its unique geo-climatic conditions. Floods, droughts, cyclones, earthquakes and landslides have been recurrent phenomena. About 60% of the landmass is prone to earthquakes of various intensities; over 40 million hectares is prone to floods; about 8% of the total area is prone to cyclones and 68% of the area is susceptible to drought. In the decade 1990-2000, an average of about 4344 people lost their lives and about 30 million people were affected by disasters every year. This paper emphasis on management during and after an disaster and readiness of the state in response to future earthquakes. BACKGROUND Many Natural Disasters in India have caused havoc to the life and property of citizens and nature as a whole from time to time. These disasters include Cyclones, Floods, earthquakes, volcanic eruptions, Famines, Drought, and Landslides etc. Amongst all the ones mentioned floods and earthquakes are the most common...
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...ABSTRACT The purpose of this study was to determine if differentiated instruction had an effect on student achievement. The researcher sought to answer two research questions “Does differentiated instruction have an impact on student achievement?” and “Are there components of differentiated instruction that have a greater impact on student achievement than others?” The study followed a mixed method design and consisted of two parts. First, a quantitative analysis of test scores from the Michigan Education Assessment Program (MEAP) and teacher and student survey results were analyzed as a means to outline broad relationships from the data. Results from the quantitative findings directed the researcher on how to frame the qualitative design. Second, a qualitative analysis of classroom observations and interviews with teachers was conducted. The qualitative portion of this study followed a social interactionism orientation adopted by social interactionism theorist (Blumer, 1969). This approach allowed the researcher to analyze relationships between the differentiation variables. The quantitative data methods of surveys and test scores, qualitative techniques of classroom observations, and teacher interviews were triangulated. Triangulation of data was used to support research findings through independent measures to point to the same conclusions (Webb et al., 1965). The conceptual framework (Hall, 2004) served as the foundation in the identification of the differentiation variables...
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...Memo District Hospital A Lesson in Governance Executive Summary Barclay Memorial Hospital (BMH) has been an important asset to their community. The hospital has been around for over 50 years and has been known to provide excellent patient care. There have been many changes that have taken place within the hospital’s organization over the past years. BMH has faced a merger with a physician group that ended negatively. Barclay Memorial Hospital did recover from this and since has went back to being a public tax district hospital, now BMH is facing many new challenges internally and externally. BMH is not reaching is full patient census. There are many departments within the hospital that need to be reevaluated since they have the potential to bring in additional profit. Many of the current physicians are against listening to changes within their departments and are threatening to leave the organization. Financial projections show the hospital will soon be losing $2 million a month. The current CEO has left this organization. Many employees are in fear of the hospital becoming a for-profit hospital. This will change the culture of the organization. Employees also fear this will lead to layoffs, benefits cuts, and frozen salaries. Communication amongst board members is poorly managed. They are in fear of many physicians. There is a lack of leadership and teamwork. Many members of the board and physicians have lost the best interest of the hospital. They are not focusing on the...
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...A Case Study Comparison of Charter and Traditional Schools in New Orleans Recovery School District: Selection Criteria and Service Provision for Students with Disabilities By Copyright 2008 Nikki L. Wolf B.S., Northwest Missouri State University, 1985 Submitted to the Department of Special Education and the Faculty of the Graduate School of the University of Kansas in partial fulfillment of the requirements for the degree of Doctor of Philosophy. Dissertation Committee: _____________________________ Chairperson _____________________________ ___________________________________ ___________________________________ ___________________________________ Dissertation defended: April 28, 2008 3336479 Copyright 2008 by Wolf, Nikki L. All rights reserved 2008 3336479 The Dissertation Committee for Nikki L. Wolf certifies that this is the approved version of the following dissertation: A Case Study Comparison of Charter and Traditional Schools in New Orleans Recovery School District: Selection Criteria and Service Provision for Students with Disabilities __________________________ Chairperson Date approved _________________ ii ABSTRACT In post-Katrina New Orleans, there is a growing concentration of charter schools. The Recovery School District (RSD) has oversight for the majority of these schools. To explore charges from community advocates that RSD charter schools restricted admission and provided inadequate services for students with disabilities...
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...remained on the agenda of the government. There has been a significant focus on poverty reduction through various development schemes and projects. Government of Punjab did not have a special poverty reduction programme as such in the past. This meant that while resources were spent on various poverty alleviation schemes and projects, there was no significant attention paid to the poor as the focal point in such programme. Consequentially we neither had a proper data base on poverty nor were any assessments made of the projects and Programmes vis-à-vis their impact on the lives of the poor. The present Punjab Poverty Reduction Strategy Paper [P-PRSP] is an effort to streamline the system and to ensure that poverty and the poor are specially targeted for various interventions. Similarly, review and monitoring is being ensured with a view to creating a feedback loop, allowing us to improve programmes as they are implemented. Poverty reduction is a complex phenomenon that many countries in the world are grappling with. There are many variables in the fight against poverty. Most of these cannot be encompassed in a single equation. With WTO and globalization, these hitherto national and regional interdependencies are on the verge of becoming international in nature. The number and variety of...
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...corresponding supervisor. It is the process of obtaining, analysing, and recording information about the relative worth of an employee to the organization. Performance appraisal is an analysis of an employee's recent successes and failures, personal strengths and weaknesses, and suitability for promotion or further training. It is the formal assessment by a supervisor (the “appraiser”) of a subordinate’s (or “appraisee’s”) work performance over an agreed period of time. Ghana Health Services (GHS) is responsible for managing health services and staff within public health institutions. As part of its human resources management responsibilities, GHS has a procedure for evaluating staff performance. Until 2006, GHS used the standardized Civil Service forms and processes for conducting staff performance appraisals. Desiring to focus performance appraisal more on performance improvement and less on promotion, GHS developed its own performance appraisal process, which was pilot tested in four regions. Whilst the Civil Service performance appraisal system was conducted mainly by site managers and was supposed to be done yearly, the GHS new performance appraisal system was designed to be conducted by service delivery or ward managers (immediate supervisors) and to be completed every quarter. The main purpose of the GHS staff performance appraisal (SPA) system was to streamline the use of the SPA as an effective tool for Human Resources Management at all levels in the Health Sector. It is...
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...evaluation of employees is believed to have been adopted for the first time during the First World War at instance of Walter dill Scott, the US army adopted the ‘man to man’ rating system for evaluating military personnel. During 1920 to 1930 hourly paid workers in industrial units were evaluated on the basis of rating sources. This early appraisal system was called merit rating. In early fifties performance appraisal techniques began to be used for technical, professional, & managerial personnel. A performance appraisal is a part of guiding and managing career development. It is the process of obtaining, analyzing, and recording information about the relative worth of an employee to the organization. Performance appraisal is an analysis of an employee's recent successes and failures, personal strengths and weaknesses, and suitability for promotion or further training. It is also the judgment of an employee's performance in a job based on considerations other than productivity alone. Performance appraisal is the process of determining how well the employees do their jobs in relation to establish the standard and communication of that assessment to employees. It can also be called as: Performance evaluation, Performance review, and employee rating, merit rating, staff assessment, etc. It used in many organization to evaluate employee current performance and measures have to be taken to improve future performance....
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