Some Economic Development and Human - Resource Development Issues for Consideration within MBA Programmes of South African and African Business Schools

2013 ◽  
Vol 3 (3) ◽  
pp. 95-104
Author(s):  
Anis Mahomed Karodia ◽  
Dharam Sewraj ◽  
Ahmed Shaikh
Keyword(s):  
Economic Development ◽  
Human Resource Development ◽  
South African ◽  
Human Resource ◽  
Business Schools ◽  
Resource Development

A conceptual framework for examining HRD and NHRD linkages and outcomes

2014 ◽  
Vol 38 (4) ◽  
pp. 265-285 ◽  
Author(s):  
Meera Alagaraja ◽  
Pradeep Kotamraju ◽  
Sehoon Kim
Keyword(s):  
Economic Development ◽  
Social Development ◽  
Human Resource Development ◽  
Human Resource ◽  
Workforce Development ◽  
Resource Development ◽  
Development Strategies ◽  
Vocational Education And Training ◽  
Content Type ◽  
Development Outcomes

Purpose – This paper aims to review technical vocational education and training (TVET) literature, identify different components of the TVET system and develop a conceptual framework that integrates human resource development (HRD) and national human resource development (NHRD) outcomes. The renewed focus on technical vocational education and training (TVET) is important for human resource development (HRD), as it expands current understanding of its role in economic development through workforce training. National human resource development (NHRD) perspectives recognize the role of TVET in linking regional and national economic development strategies. Furthermore, TVET’s focus on literacy education, poverty alleviation and inclusion of marginalized and vulnerable populations emphasizes social development outcomes that are critical for NHRD. Using this background, the integration of HRD and NHRD outcomes into one conceptual TVET framework for addressing workforce, economic and social development outcomes has been proposed. Design/methodology/approach – A targeted literature review approach was used for exploring relevant research on TVET systems, identifying the components which support and/or inhibit its effectiveness and an integrative framework that connects education, workforce development, social development and economic development was developed. Findings – Three major themes were identified. The first theme identifies nine sub-themes that make an effective TVET system. These are as follows: national TVET policy, regional TVET policy, training, participation, curriculum, coordination of stakeholder institutions, individual and institutional attitudes toward skill development, managing supply-demand mismatches and economic and social development outcomes. The second major theme underlines the increasing overlap and connection between workforce development, social development and economic development strategies. In the third and final finding, effective TVET systems are positioned as the linking pin connecting the four TVET components (skills, education, innovation and knowledge) to the strategic goals of workforce development, economic development and social development. Originality/value – Integrating national and organizational-based HRD strategies is a unique focus and reflects the broader examination of the differences in the relationship between corporate HRD and more traditional TVET systems. It is argued that the role of TVET in social and workforce development at the regional and societal level cannot be ignored. HRD and NHRD outcomes were integrated by utilizing TVET as a framework for linking economic, social and workforce development strategies.

scholarly journals Motivational theory and knowledge sharing in the public service

2017 ◽  
Vol 19 (1) ◽  
Author(s):  
Nthabiseng N. Mosala-Bryant ◽  
Ruth G. Hoskins
Keyword(s):  
Knowledge Sharing ◽  
Human Resource Development ◽  
South African ◽  
Human Resource ◽  
Public Service ◽  
Extrinsic Motivation ◽  
Resource Development ◽  
Motivational Theory ◽  
The South ◽  
Homogeneous Groups

Background: Knowledge sharing has been identified as the core process of knowledge management for institutions which are interested in the retention of knowledge invested in their human capital in the event of their departure from the institutions. To this end, knowledge sharing has been the focus of research institution-wide, and less focus has been paid to communities of practice (CoPs) within the South African public service.Objectives: This study aimed to explore factors that motivated knowledge sharing practices in a South African public service CoP.Method: This study used the mixed methods design through the lens of the motivational theory. Primary quantitative data were collected by means of self-administered questionnaires returned by 23 of the 31 KwaZulu-Natal (KZN) Provincial Human Resource Development Forum (PHRDF) members to whom the questionnaires were distributed. In addition, primary qualitative data were collected from the senior managers of Human Resource Development (HRD) units from 10 different KZN Provincial Departments of the 14 managers requested. The quantitative analysis was established using SPSS software, whereas qualitative analysis was established using thematic codes with the NVIVO software.Results: The findings from the results revealed that PHRDF members were intrinsically motivated to share their knowledge rather than extrinsically motivated.Conclusion: Although literature confirmed the main barrier to knowledge sharing in organisations as being the unwillingness to share, CoPs were likely to reduce the extent to which knowledge sharing was hindered. Members of a CoP ultimately related to one another as homogeneous groups despite representing different departments. To this end, hedonic intrinsic motivation occurred as members shared knowledge for the good of the whole regardless of the absence of extrinsic motivation. Departmental silos fell away, and there was no anticipation of rewards or incentives for knowledge sharing. It is, therefore, imperative that the South African public service strategically positions CoPs as knowledge sharing platforms to curb the loss of knowledge when employees leave its employ for whatever reason.

scholarly journals Strategic programs of socio-economic development as the main element of effective formation of human potential

2020 ◽  
pp. 33-43
Author(s):  
Valeriy Nikiforenko
Keyword(s):  
Economic Development ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Human Potential ◽  
Development Programs ◽  
Social Production ◽  
Development Management ◽  
Socio Economic Development

The author’s interpretation of the development of human potential as a driving force of personal and social progress, which is a dynamic process of changes in the quantitative and qualitative characteristics of human resources, is proposed in the article. The purpose of this study is to determine a clearer relationship between the formation and development of human potential and socio-economic development with highlighting of methodological approaches to the formation of appropriate development programs. To achieve this goal, the author investigated the relationship between the concepts of «socio-economic development», «human potential» and «formation and development of human potential». The provisions on the meaningful interpretation of human resources and human potential as human abilities and capabilities, which become the basis for creating appropriate conditions in social production for dynamic human development, have been clarified. It is substantiated that in the methodological aspect, when forming programs of socio-economic development, it is advisable to distinguish between social development as a main goal of these programs, and economic development as a means of achieving this goal with the simultaneous mutual influence of these components. It is proposed to consider the systemic transformation of human resource development management as a main component of the prerequisites formation for human potential accumulation and social production development. The main components of the updated human resource development management system, namely the goals, principles and levels of development, the functions of managerial influence, have been determined. It has been substantiated that the main goal of socio-economic development programs should be the continuous development of a person as a carrier of human potential; and the use of innovation, complexity, knowledge orientation – as a principles of their construction on the basis of organizational, systemic and humanistic approaches.

scholarly journals Competencies For Human Resource Development Practitioners

2010 ◽  
Vol 9 (8) ◽  
Author(s):  
Barney Erasmus ◽  
Vadm Pieter Loedolff ◽  
Mr Filip Hammann
Keyword(s):  
Data Analysis ◽  
Human Resource Development ◽  
South African ◽  
Human Resource ◽  
Tertiary Education ◽  
Resource Development ◽  
Satisfaction Level ◽  
Training Programmes ◽  
Level Of Importance ◽  
And Training

This paper reports on research into the required competencies of human resource development practitioners (HRD) in selected South African organizations.  The research identified the level of importance and of satisfaction with the main competencies amongst HRD practitioners. Data was gathered from a random sample of business establishments. Data analysis indicated, firstly the importance of various competencies and the present satisfaction level, and secondly the differences between groups of some biographical variables in terms of the average level of importance and satisfaction of competencies. The results obtained have definite implications in the field of HRD and for education and training programmes offered by tertiary education institutions.

Human Resource Development: the South African Case

2004 ◽  
Vol 6 (3) ◽  
pp. 315-325 ◽  
Author(s):  
Susan A. Lynham ◽  
Peter W. Cunningham
Keyword(s):  
Human Resource Development ◽  
South African ◽  
Human Resource ◽  
Resource Development ◽  
The South

scholarly journals KEWIRAUSAHAAN MANDIRI PEREMPUAN BERBASIS KEARIFAN LOKAL DAN FILOSOFI HINDU DI BALI

2016 ◽  
Vol 16 (2) ◽  
pp. 237 ◽  
Author(s):  
Made Wahyu Adhiputra
Keyword(s):  
Economic Development ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Training Model ◽  
Local Potential ◽  
The Third ◽  
Good Relation

ABSTRACTThe topic focus on human resource development by education and entrepreneur training based on potention and local wisdom in pushing the gender equele and empowerment of women according the third aspec of MDGs. The aim of this research are: (1) to identify the necessary and local potention which use indenpenden effort for woman in Bali Province in acceleration of economic development. (2) To make design enterpreneur training model for woman based on local wisdom and can be use as acceleration of economic development in Bali Province. This result showed that 1) Many effort based on local potential spreedheaded by woman, can be developed in the area of economic acceleration. 2) Indigenous woment have Bali in entrepreneurship that “‘’bani meli bani ngadep’’. This sentence means “brave dare buy sell”. Based on Hinduism philosophy: Tri Hita Karana (Three Holy Deeds) which focusing on the balance of good relation between human and God, among human, and human with their surrounding or environment.

Sign in / Sign up

Export Citation Format

Share Document