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El presente trabajo nace de la necesidad de Hersil Representaciones SAC para lograr mejoras en el proceso de seguridad y salud, a través de la implementación de instrumentos de gestión que le permita cumplir con las exigencias que exige la norma de Seguridad y Salud en el Trabajo, Ley N° 29783. Hersil Representaciones SAC es una organización peruana dedicada a la compra, almacenamiento, promoción médica, venta y distribución de productos farmacéuticos de las empresas transnacionales que representa. El problema que enfrenta Hersil Representaciones SAC es el costo potencial de las multas por el incumplir la Ley N° 29783, originada por la inminente generación de accidentes de trabajo y enfermedades laborales. La empresa, solo aplica exámenes de caracter médico de ingreso y entrega, al trabajador, el reglamento interno de seguridad y salud en el trabajo. A través del diagrama causa-efecto y la curva de Pareto se establecieron y priorizaron las causas del problema, encontrándose tres elementos; falta de una gestión interna de la seguridad y salud en el trabajo, falta de formación e información y la falta identificación de potenciales peligros y evaluación de los actuales riesgos laborales. La alternativa de solución planteada, para cada una de las tres causas descritas en el párrafo anterior, fue conformar el comité de seguridad y salud laboral, establecer una metodología para la identificación de peligros y evaluación de riesgos y elaborar el programa anual de capacitaciones para las acciones de seguridad y salud laboral. Con la conformación del comité, la empresa está en la facultad de aprobar cualquier documento de seguridad laboral de acuerdo a la Ley N° 29783. Con la matriz de identificación de peligros, la empresa logró elaborar las matrices de los 36 puestos de trabajo. Con el programa de capacitaciones, logró realizar el 100% de las capacitaciones programadas con un 95% de asistencia. En general, Hersil Representaciones SAC, logró ahorrar, en costos potenciales por multas, la cantidad de S/86 196,00. This work arises from the need of Hersil Representaciones SAC to improve its safety and health management process, through the implementation of management tools that allow it to perform the obligations required by the Occupational Safety and Health Law, Law No. 29783. Hersil Representaciones SAC is a Peruvian company that is dedicated to the purchase, storage, medical promotion, sale and distribution of pharmaceutical products of the transnational companies it represents. The problem faced by Hersil Representaciones SAC is the potential cost of fines for non-compliance with Law No. 29783, caused by the imminent occurrence of work accidents and occupational diseases. The company only performs medical examinations of entry and delivery, to the worker, the internal regulations of safety and health at work. Through the cause-effect diagram and the Pareto curve, the causes of the problem were established and prioritized, finding three elements: lack of internal management of safety at work, lack of training and information on safety and health at work and failure to identify hazards and assess risks in jobs. The alternative solution proposed, for each of the three causes described in the previous paragraph, was to establish the occupational health and safety committee, establish a methodology for the identification of hazards and risk assessment, and prepare the annual program of training in occupational health and safety. With the formation of the committee, the company is empowered to approve any document on safety at work, as required by “Law No. 29783”. With the hazard identification and risk assessment matrix, the company managed to draw up the matrices of its 36 job positions. With the training program, it was able to carry out 100% of the programmed trainings with 95% attendance. In general, Hersil Representaciones SAC, managed to save, in potential costs due to fines, the amount of S/86 196,00.

Кириллова, Т. В. Подготовка сотрудников отделов по воспитательной работе с осужденными и режима воспитательных колоний в контексте компетентностного подхода / Т. В. Кириллова // Психология, педагогика и социология в правоохранительной деятельности : сборник научных трудов / УО "Академия Министерства внутренних дел Республики Беларусь". - Минск, 2019. - Вып. 1. - С. 125 - 132. Рассматривается вопрос о важности исследования психолого-педагогических особенностей воспитательной работы с несовершеннолетними осужденными, анализируются причины, обусловливающие рост преступности среди несовершеннолетних. Обосновывается необходимость повышения психолого-педагогической компетентности, овладения базовыми теоретическими знаниями, прежде всего психолого-педагогической направленности, занимающими значительное место в профессиональной деятельности сотрудников отделов по воспитательной работе с осужденными и режима воспитательных колоний при организации и проведении воспитательной работы с несовершеннолетними осужденными. Предлагается опыт внедрения дополнительной образовательной программы профессиональной переподготовки «Повышение психолого-педагогической компетентности» для сотрудников отделов по воспитательной работе с осужденными и режима воспитательных колоний. The author of the article substantiates the need to study psychological and pedagogical features of educational work with the convicted juveniles, analyzes the reasons for the increase in crime among the minors. The author proves the necessity to improve upon psychological and pedagogical competence, basic theoretical knowledge acguisition, first of all psychological and pedagogical orientation, necessary in the professional activities of educational departments staff with the convicts and regime of educational colonies in organizing and conducting educational work with the juvenile convicts. The experiencee of introducing an additional educational program of professional retraining “Enhancing psychological and pedagogical competence” for employees of the departments for educational work with the convicts and regime of educational colonies is proposed.

Human resources serve as the basis for development of the national economy, as a whole, and the construction industry, as its constituent part. The problem of inferior labor productivity within the framework of the national economy and its construction industry is considered in the paper. The author has identified the reasons why the productivity of the national economy and its construction industry is low. Low quality manpower is one of the reasons. Analysis of the statistical information has proven that the quality of the manpower in the construction industry is unsatisfactory. The author has also analyzed the relation between the construction industry development pattern and the quality of the manpower. Low manpower quality is a consequence of low personnel training and development expenditures assumed by local construction companies, if compared to the same assumed in the developed economies. Russian businesses do not invest any proceeds into their employees, as any employee may leave the company at any moment, and the employer will lose the investment. Therefore, the performance rate of the Russian construction industry cannot catch up with its western counterpart. The author also provides the analysis of the western personnel development concept. The author also makes his suggestions designated to reverse the unfavourable trend of the construction industry.

The 'mutual-investment' model argues that when employers invest more in the social exchange relationship between them and their employees, their employees will show more effort. In this paper we relate the 'mutual-investment' model to training and promotion (possibilities) and examine if these kinds of career-enhancing measures influence the willingness of employees within organizations to work overtime. To test this hypothesis, a vignette experiment was conducted in five organizations (N = 388; 1,531 vignettes). Multilevel analyses show that employees are more willing to work overtime when their employer has provided for training, when the employee recently was promoted, when the supervisor was supportive in the past and when co-workers approve of working overtime and behave similarly. But we did not find that future promotion chances affect willingness to work overtime.

El objetivo de la presente comunicación es la presentación de sugerencias sobre la forma de ampliar las posibilidades de fomento del empleo a través de las medidas establecidas por el Estado, con independencia de la edad o sexo, y ello con el objetivo prioritario de reducir la cuota de desempleo. El Gobierno español ha tomado diversas medidas de fomento de empleo a causa de las graves dificultades económicas y la elevada tasa de paro en las que se encuentra la población joven de España. A ello debe añadirse, la presión por parte de los organismos europeos para que sean adoptadas medidas con el fin de minimizar las desigualdades y la falta de oportunidades laborales de este colectivo tan gravemente afectado. Dentro de este colectivo se encuentran los jóvenes menores de treinta años, para los que la Estrategia de Emprendimiento y Empleo Joven ha creado medidas concretas, potenciando a través de bonificaciones e incentivos fiscales el acceso a un puesto trabajo. Todas estas iniciativas tienen como objetivo la reducción de la tasa de desempleo de este colectivo. Se trata de medidas que nos parecen acertadas para lograr la entrada en el mercado laboral. En ese sentido, lo que proponemos, es que aquellas medidas se amplíen también a jóvenes mayores a 30 años. Colectivo este último que sufrió la temprana inclusión en el mercado laboral a consecuencia de los tiempos de bonanza, generación que en estos momentos emigra al extranjero, con estudios o sin ellos, a causa de la necesidad de buscar una oferta de empleo por falta de trabajo en España, ni siquiera con la posibilidad de que las empresas puedan aplicar incentivos ni tampoco se lleven a cabo medidas concretas que promuevan el reciclaje del trabajador. En suma, nuestra propuesta consiste en que los planes de incentivación a la contratación deberían aplicarse a todo colectivo, con independencia de la edad o formación, y con el objetivo de lograr en un primer escalón, el pleno empleo, y en el segundo, que este sea de la mejor calidad posible., The purpose of this communication is to present suggestions on how to expand the possibilities of promoting employment through measures established by the state, regardless of the age or gender of the person, with the primary aim of reducing the share unemployment. The Spanish Government has taken various measures to promote employment as a result of the serious economic difficulties and high unemployment among young people. In addition to this, there is pressure coming from the European institutions for adopting measures whose purpose is to minimize the inequalities and the lack of employment opportunities that severely affects this group. Within this group, there are the young people under thirty years old, for whom the Strategy for Entrepreneurship and Youth Employment has created concrete measures, promoting their access to employment through bonuses and tax incentives. All these initiatives are aimed at reducing the unemployment rate of this group under 30 and they are successful in promoting the entry into the jobs market. In that sense, what we propose is that those measures should also be extended to people over 30, with or without studies, who suffered an early inclusion in the jobs market as a result of the good times and now are forced to migrate abroad in search of work, as there is not the possibility that companies can apply incentives or specific measures to promote their employment or the retraining of the workers. As a consequence of all the above mentioned, our proposal is that hiring incentive plans should be applied to the entire group, regardless of age or gender, with the primary aim of finding employment and, after that, making sure that the employment has the highest quality possible.

M.Phil. This study was aimed at gaining a deeper understanding of employees' perceptions of workplace learning. It furthermore represents a documentation of these perceptions in the form of this report. The essay examines perspectives on workplace learning, literature on "learning organisations", as well as the current legislative framework for workplace learning, as provided by the Skills Development Act. This report highlights aspects of the Act that are congruent with learning organisation theory. A qualitative research design was utilised for exploring the perceptions of employees for this study. The primary data collection instrument was semi-structured, in-depth interviews conducted with participants in the workplace context. Thereafter, data was analysed using the constant comparative method in order to search for recurring themes and patterns. Findings which emerged from the data analysis reveal that Human Resources, which is currently an outsourced function of the organisation in question, needs to be an integral part of organisational life to coordinate and account for learning. Furthermore, a more coordinated system of knowledge management is required within the workplace in order to encourage learning, and provide information and serve as institutional memory. The third finding involves the creation of an enabling environment that will enhance learning within the workplace. The creation of a knowledge base, as well as having someone in the workplace responsible for learning, concurs with aspects of the Skills Development Act, as well as learning organisation theory.

M.Comm. The general purpose of this study is to determine whether a professional South Africa services organisation has in general adapted to the principles of the fifth discipline as identified by Peter Senge. An empirical study was conducted to determine to what extent the organisation is implementing each of the five learning organisation disciplines, namely: (i) personal mastery, (ii) mental models, (iii) shared vision, (iv) team learning and (v) system thinking. A non-probability sampling design method was chosen to determine the research group of which 242 individuals from the chosen organisation responded. The statistical procedures utilised in the data analyses included the analysis of frequencies, reliabilities, significance, correlations as well as a factor analysis. The research indicated that the chosen organisation has to a large extent adapted to the first three principles of a learning organisation. The fourth discipline was moderately to a large extent implemented while the fifth discipline was in a small to moderate extent implemented. The organisation can therefore not be classified as a learning organisation. This research group was selective and is not representative of other professional services organisations. It is therefore not possible to generalize the findings of this study. Recommendations made to the organisation included: ensuring continuous employee learning opportunities; ensuring a culture where learning is encouraged and embraced; performance review practices to ensure goal setting; as well as measuring of progress towards goals and implement knowledge management databases to ensure data, information and knowledge are stored for future reference. Management should furthermore encourage employees to participate in worthwhile dialogue and discussions to ensure optimal learning. Continuous feedback need to be established in order to ensure further team learning and to enhance system thinking.

While as South Africans, we support the dream of an African Renaissance our developing country and economy has experienced a critical shortage of skills, which is clearly reflected in our matured gold mining industry. Against this background, I undertook a modernist qualitative study to (i) capture, describe, understand skills development on a marginal South African gold mine, and (ii) create a development framework for human development. Using symbolic interactionism as broad theoretical framework I designed a single case study, gathered material first hand through 22 unstructured in-depth interviews and other data sources, analysed the material by applying a blended strategy of grounded theory and analytical induction created with a black male skills development facilitator storyteller his life history. Exploring the fifteen sets of legislated transformational requirements, over forty practical opportunities emerged, including an indigenous mindset and cultural theme, UBUNTU. In addition to the range of recommendations, an UBUNTU driven skills development framework is suggested as catalyst for optimizing human resources development on our marginal gold mines. This broad framework could facilitate a learning culture where people could experience service delivery of legislation, implementation of existing policy, and effective skills development. The two-year study was generally written as a realist tale, which as I left the research scene represented a co-constructed story bordering an autoethnographical tale. Prof. Willem Schurink

The skills shortage is one of the problems that existed in South Africa as a result of its historic political situation. South Africa was characterized by a white dominant government in an economy which was marked by exclusions of various people of race and gender. In the working environment, the situation reflected job reservation for white males, limited career opportunities for white females with repercussions of isolation, sanctions and global deprivation. The 1994 elections brought a change in leadership and a democratic government had as its primary mission skills development for all. On a macro level, South Africa was marginalized from global participation and on a micro level, many people were not able to enter the workforce because of a lack of skills let alone be active in the economy. The South African government’s resultant Human Resources Development – (HRDS) and National Skills Development Strategy (NSDS) were driven by supportive legislation namely the Skills Development Act No 97 of 1998, Employment Equity Act No 55 of 1998, Skills Development Levies Act of 1999 and the South African Qualifications Authority Act No 58 of 1995. These strategies and legislative measures intended to address the skills shortages through the implementation of learnerships as a national qualification. Following from the high level strategy were the initial over-ambitious targets for people to become qualified learners. The result was a push-through effect of individuals who were not necessarily suited to a particular learnership nor were they able to function on the required standard. Low level evaluations were used to ‘certify’ potential learners in terms of their numeracy and literacy levels only. This provided an opportunity to evaluate the suitability of learners on the New Venture Creation Learnership in terms of their entrepreneurial functionality and leadership qualities. After evaluating a number of models (Carland Entrepreneurial Index, the Bar-on Emotional Intelligence test and the Myers-Briggs Type Indicator), the Functional ii Intelligence Assessment Tool (FIAT) scientific model was selected because of its holistic approach of the individual and his/her functionality within an environment. The Functional Intelligence Assessment Tool identified and substantiated the suitability or non-suitability of the respondents in terms of entrepreneurial requirements. An additional questionnaire was administered to evaluate leadership qualities which are an essential component of the entrepreneur. The first of three research goals were attained when the respondents who were in the process of completing the New Venture Creation Learnership were successfully assessed in terms of entrepreneurial functionality. The outcome of this research concluded that only three (3) out of nineteen (19) candidates were found to be suitable for the entrepreneurial environment while two of the three had leadership qualities. The analysis of one candidate was such that no accurate analysis in terms of leadership qualities could be obtained. In terms of Functional Tendency, eight (8) candidates showed extrovert tendencies, six (6) showed introvert tendencies while five (5) candidates rendered results that did not give a clear indication of the individual’s functionality. Nine (9) individuals intentionally tried to manipulate their results but were identified through their inconsistent results while candidate 1 manipulated her results unintentionally; Five (5) individuals tried to disguise their results by giving extreme scores thereby hoping to impress with their choice of answers (impression management) while two (2) individuals were in denial about their situation having scored unrealistic results. Two (2) individuals had serious problems with their emotional functioning to the extent that they should consult a professional person (professional intervention). Twelve (12) individuals revealed inconsistent results while the remainder of candidates shows some or an insignificant degree of inconsistency in their results. Only three (3) individuals should be re-assessed due to the extent of their inconsistency. iii The second research goal to give comprehensive feedback to the Services Seta and respondents regarding the outcome of the Functional Intelligence Assessment Tool assessments will only be attained after this thesis but it sets the base for follow-up of the respondents’ progress and to conduct future research. The third research goal is also more medium - to long term - to apply this tool to potential learners and – employees in addition to the initial research performed. This goal will also only be attained after negotiations with SETAs and continuous populating of a central database with the FIAT’s assessments. The holistic approach to assessing the functionality of an individual gives the person a vast number of areas known as super constructs (self perception and emotional functioning; relationships and corporate functioning, personal – and organizational value comparison) that will either highlight a serious situation or spell out how the individual will react and interact in certain situations. Small business is said to drive the economy of a country. It is therefore critical that the entrepreneurs in a country are identified early (through a scientific instrument such as FIAT) and skilled appropriately (through learnerships or other educational routes). It is equally important that individuals that are not entrepreneurs be found their rightful vocation and then everyone can contribute effectively to the economic activity. Prof. J.J.D. Havenga

Organisations are changing rapidly due to the multitude of environmental factors and pressures with which they are faced. In order for them to remain current and competitive they need to constantly learning and adapting to these changes. Having learning entrenched into the culture of the organisation would ensure that it is always ready for change and that it is also able to move toward the state of a learning organisation. The Standard Bank of South Africa’s Retail Bank branch network was perceived as not having an adequate learning culture, as displayed by an apparent lack of focus and responsibility being taken for learning by employees. A literature review was conducted to better understand a number of fundamental concepts such as learning, culture and organisational learning, as well as the nature and meaning of what a learning culture is. The literature review was also used to identify key elements within organisations, which could be considered vital for the creation of a successful learning culture. It was these elements against which the SBSA Retail Bank branch network was to be measured against, during the course of an empirical study, to determine the nature and extent of their existing learning culture. The empirical study made use of a quantitative descriptive research design, due to the large numbers of SBSA employees involved, who were widely dispersed across the country. Two electronic questionnaires were placed on the SBSA Intranet site for one week, to cater for both managerial and non-managerial responses, and a response rate of 95% was achieved for both groups. The research data was given to Statkon, (Rand Afrikaans University’s statistical consultation department) for analysis. The results of this survey indicated that the Branch network do in fact have an established learning culture, however this needed to be further developed and improved to ensure a greater alignment to the elements identified in the literature review. Incorporating the recommendations that are proposed will assist this development and improvement of the existing learning culture further, as will by taking note of the learning culture strategy and implementation suggestions put forward. Further investigation will still be required for some of the learning culture aspects, to better understand their nature and situation, as well as their possible impact. Suggestions are also identified for possible further research, some of which relate to researching the finer relationships and trends within the SBSA Retail Bank branch network, such as demographic factors and the development of a comprehensive learning culture strategy. All of this is necessary to ensure the creating and sustaining of a learning culture that will support and facilitate the development of a learning organisation. Hannelize Jacobs