學位論文

Permanent URI for this collectionhttp://rportal.lib.ntnu.edu.tw/handle/20.500.12235/73861

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Subject: search.filters.subject.Qualitative Study

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    A Study on Factors Responsible for Teacher Turnover in Public Junior and Senior Schools in The Gambia
    (2007) 艾瑪; Adama Ceesay
    The purpose of the study was to investigate the factors responsible for teacher turnover in public junior and senior schools in The Gambia and to provide recommendations on how to address the problem of teacher turnover. The sample comprised of seventeen (17) people who have either worked in education or are currently working in the education sector in The Gambia. The research participants were selected based on their experience as teachers and administrators in public junior and senior schools in The Gambia. Questionnaires were formulated for school principals and former Gambian teachers in the US, while interview sheets were formulated for foreign teachers, former teachers in UK, local teachers and the Senior Management Team. Data was collected and coded. The data was analyzed and summarized and tabularized. The research findings consequently shown that there are more pressing issues in teacher turnover in The Gambia than salary and allowance issues. It was highlighted that teachers leave the teaching profession due to various reasons which include, lack of career development prospects, inadequate teaching and learning materials in schools, poor implementation of bonds for teachers on study leave, inadequate policies to safe guard teachers, unfair postings procedures, lack of a good monitoring and evaluation system and the autocratic nature of some school principals.
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    A study of the Roles and Competencies for HR Professionals in Performance Consulting
    (2006) 宋黎曼; Souleymane Sonko
    There have been conducted many studies investigating the roles and competencies for HR/HRD professionals based in many competency models, but few have been done to address the roles and competencies needed by those professionals for performance consulting. Performance consulting means working with people to meet their business goals, by maximizing the effectiveness of their human resources; clearly identifying what is expected, and by building learning activities and opportunities to help employees achieve what is expected from them by management. Suggestions have been given for how to change from a HRD professional to a performance consultant or how to do serious performance consultant but the core roles and competencies for it are not explicitly addressed; here lies the importance of conducting this exploratory study.