scholarly journals Adult Education and Lifelong Learning Policies

2019 ◽  
Vol 25 (1) ◽  
pp. 15-31
Author(s):  
Catarina Doutor ◽  
Paula Guimarães
Keyword(s):  
Adult Education ◽  
Adult Learning ◽  
Human Resources Management ◽  
Document Analysis ◽  
Comparative Approach ◽  
State Control ◽  
Education Policies ◽  
Resources Management ◽  
Management Policies ◽  
Learning Policies

This article discusses adult education policies in Greece and Portugal according to the model proposed by Lima and Guimarães (2011), which encompasses three analytical perspectives on adult learning and education. After the introduction, the methodological path followed is presented based on the document analysis of Greek and Portuguese national reports and the theoretical framework about adult education policies is discussed. A critical analysis of adult learning and education in both countries is made, based on a comparative approach. The conclusions stress the Europeanisation of adult education policies in the frame of human resources management policies as well as concerns about participation in adult education following modernisation and state control aims and conceptual elements. The findings show that both countries promote adult education as a strategy for modernisation and competitiveness in line with European Union guidelines but that there is a lack of evidence concerning democratic and emancipatory policies in adult education.

Civil Service 2000 Revisited: Old Assumptions — New Facts and Forecasts

1993 ◽  
Vol 22 (4) ◽  
pp. 669-674 ◽  
Author(s):  
Kristi Cameron ◽  
Joan Jorgenson ◽  
Charles Kawecki
Keyword(s):  
Civil Service ◽  
Human Resources Management ◽  
Resources Management ◽  
Office Of Personnel Management ◽  
Management Policies ◽  
Policy Direction ◽  
Employment Needs ◽  
Federal Workforce ◽  
Management Report ◽  
Made In

This article summarizes the U.S. Office of Personnel Management report, “Revisiting Civil Service 2000: New Policy Direction Needed”, published in September 1993. The OPM report revisits the widely circulated 1988 publication, Civil Service 2000, which predicted the future employment needs of the federal workforce. The report analyzes the assumptions made in Civil Service 2000 to determine if the directions it set are still valid guides for future federal human resources management policies. It argues that a shift in focus is now needed, moving from recruitment and retention issues as highlighted in Civil Service 2000 to a new emphasis on effective management of the existing workforce.

scholarly journals A nemzetközi felnőttoktatási politika változása és az UNESCO

2017 ◽  
Vol 4 (4) ◽  
Author(s):  
Zoltán Loboda
Keyword(s):  
Adult Education ◽  
Sleeping Beauty ◽  
Reference Points ◽  
The Political ◽  
Social Changes ◽  
The European Union ◽  
Education Policies ◽  
The Past ◽  
Policy Frameworks ◽  
Learning Policies

A tanulmány aktualitását az adja, hogy 2015-ben az UNESCO (United Nations Educational, Scientific and Cultural Organistion) közgyűlése a nemzetközi közösség felnőttoktatás-politikájára vonatkozóan új ajánlást fogadott el, amellyel egyben hatályon kívül helyezte a 39 évvel korábban elfogadott, és a nemzetközi felnőttoktatás-politikában sokáig meghatározónak számító ajánlását . Az új ajánlás nemcsak egy globális szakpolitikai reflexió az eltelt időszak politikai-ideológiai, társadalmi, gazdasági változásaira, hanem egyfajta szintézise is az UNESCO humanisztikus hagyományának és az OECD s az Európai Unió felnőttoktatás-politikájának. A tanulmány célja, hogy áttekintse, hogyan változott az elmúlt 40 évben a felnőttoktatás-politika célja, fogalmi és szakpolitikai keretrendszere, s hogyan ébredt az UNESCO a 2010-es évek közepére egy hosszú „csipkerózsika-álomból” s definiálta újra globális felnőttoktatás-politikáját.***Adoption of the new UNESCO Recommendation on adult education, and repailing the nearly forty years old recommendation, which provided reference points for international edult education policies and discourses, gave a momuntum for the analysis. The new recommendation is not only a global reflection on the political, ideological and econmical, social changes occured during this period but a sort of synthesis of the humanistic traditions of the UNESCO and the adult education (learning) policies of the OECD and the European Union. The aim of the study is to review how the concepts, policy frameworks and objectives of the international adult education policies changed in the past forty years and how the UNESCO awoke from its ’dream of Sleeping Beauty’ in the years of mid 2010’s and re-defined its new global adult education policy. 

scholarly journals Adoption of Human Resources Management Policies for Practices: Harvard Model versus Religious Model

2018 ◽  
Vol 7 (1) ◽  
pp. 51
Author(s):  
Oginni Babalola ◽  
Erigbe Patience ◽  
Ojo Afolabi ◽  
Laosebikan, ‘Sola ◽  
Ogunlusi, ‘Femi
Keyword(s):  
Human Resources ◽  
Process Model ◽  
Human Resources Management ◽  
Resources Management ◽  
Business Organisation ◽  
Commitment Cost ◽  
Management Policies ◽  
Model Versus ◽  
Core Issues ◽  
Better Than

The paper set out to explore two different models of Human Resources Management as a policy for practice that will be adequate for adoption by any organisation. The Harvard and Religious models were the two models critically examined vis – a – vis their implications on the practice of Human Resources Management (HRM). It was revealed that Harvard model of HRM is a content model as it is contingent on specific core issues (work system, reward system, employees’ influence and flow of people) in human resources management while Religious model of HRM is a process model as it is based on identification of relationship among components units (management and employees) Harvard model of HRM as a policy is embedded in the organisation through congruence, commitment, cost effectiveness and competence and Religious model of HRM is anchored on value based ideology through morality, honesty, sincerity, fairness and integrity. The two models are practicable but Harvard model of HRM has no exception to a particular party in business organisation while Religious model of HRM is averse to development of trade union in organisation. Therefore, the adoption of the two models will make world of work conducive, however, Harvard model of HRM aligned more with the nature and belief of business. However, combination of the two models to give a contingency – hybrid model will make the workplace to be better than adopting one of the models. 

Training Pathways for Adult Learning Professionals in Higher Education: Case of Hungary and Serbia

2021 ◽  
pp. 074171362110315
Author(s):  
Viktória Beszédes
Keyword(s):  
Adult Education ◽  
Adult Learning ◽  
Historical Development ◽  
Training System ◽  
Comparative Approach ◽  
High Quality ◽  
National Education ◽  
National Education Policy ◽  
University Level ◽  
Learning Professionals

The topic of the professionalization of adult education is receiving a great deal of attention worldwide. This is justified because the competencies among adult learning professionals have a significant impact on the effectiveness of adult learning. The professional preparedness of adult learning practitioners is therefore a basic condition for the high-quality realization of the adult learning process. Nevertheless, the training system for adult learning professionals varies greatly from country to country. Professionals in adult education are often andragogically unskilled individuals, and national education policy also plays a key role in this. A comparative approach has been used in this study to examine the historical development and content elements of university-level andragogy programs in Hungary and Serbia. The findings show that although Hungary and Serbia are neighbors, the development of adult education as a profession has followed completely different trends in the two countries.

scholarly journals Alveolars International Human Resources Faux Pas: Their History And One Managers Influence

2008 ◽  
Vol 4 (3) ◽  
pp. 35-42
Author(s):  
Nivia A. Navia ◽  
Bahaudin G. Mujtaba
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Human Resources Management ◽  
Employee Morale ◽  
Resources Management ◽  
Hr Practices ◽  
International Human Resources ◽  
International Human Resources Management ◽  
Management Policies ◽  
International Human

The purpose of this case is toinstill inthe reader the importance of human resource management policies and practices and how they contribute to an international companys competitiveness. International Human Resources Management (IHRM) and sound HR practices should be present at all levels within the context of strategic business objectives, culture, and resources management constraints. This case willshowcase Alveolar International, Inc., an international corporationthat specializes in the manufacturing and sales ofdental implants. It will include an overview and history, an analysis of their management constraints,some examples of non-compliance of HR practices within the firm and itseffect on employee morale, and lastly, the actions that should have been taken place from an IHRM perspective. An explanation will be provided as to how these very same blunders could have potentially contributed to the sale of the company and, furthermore, the takeover of Alveolar ina recent merger. The analysis is provided to the reader from the perspective of an employee of the corporation as well as a researcher. It should be noted that for the protection of employers and employees, the identities and names of those involved have been changed.

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