Training Methods in Public Sector Case of Asia

• Autorzy: Seyed Kamal Vaezi
• Języki publikacji: EN

Abstrakty

EN

Training is an effort to increase the knowledge, skills, and abilities of employees and managers so they can better do their jobs. The principles of learning must be considered in all training activities for officials. In a good training program the main objective is the change in the behaviour of staff in order to achieve performance improvement. But the main question is what kind of changes are needed? A possible answer would be changes that support a capacity of building a framework for innovation and entrepreneurship abilities of officials in the administration system and public administration. This research is an attempt to discuss the question and provide an answer. By using a research literature review and an expert analysis approach, needs definitions, and utilization of national needs of the public sector, the findings were categorized into functions and recommendations. Also the paper deals with the success of the South Korean pioneer training system (NHI) which is an important and top priority center for Korean government, so the paper deals with the strategies and objectives of NHI.(original abstract)

Słowa kluczowe

EN

Training; Public administration; Innovations

PL

Szkolenia; Administracja publiczna; Innowacje

• Czasopismo: Scientific Journal of Bielsko-Biala School of Finance and Law
• Rocznik: 2017
• Numer: nr 4
• Strony: 188--200

Twórcy

autor

Seyed Kamal Vaezi

• University of Tehran

Bibliografia

• [1.] Bacon Niclas (2015), EXPLORING HIGH PERFORMANCE WORK SYSTEMS AND PERFORMANCE: THE IMPORTANCE OF FIRM SIZE, Human Resource Management Journal.
• [2.] Berman E, Bowman(2016) J, West J and Wart Human Resource Management in Public Service, 5th Edition, Sage Publication.
• [3.] Bindé, Jérôme (2005) Towards knowledge societies, UNESCO world report, SHS.2005/WS/44.
• [4.] COTI (2015), Highlights, Vol.25 - 2016, National Human Resources Development Institutes, Seoul, South Korea.
• [5.] COTI (2014),Highlights,Vol.24 - 2016,National Human Resources Development Institutes, Seoul, South Korea.
• [6.] COTI (2013),Highlights,Vol.23 - 2016,National Human Resources Development Institutes, Seoul, South Korea.
• [7.] COTI (2012),Highlights,Vol.22 - 2016,National Human Resources Development Institutes, Seoul, South Korea.
• [8.] COTI (2011),Highlights,Vol.21 - 2016,National Human Resources Development Institutes, Seoul, South Korea.
• [9.] COTI (2010),Highlights,Vol.20 - 2016,National Human Resources Development Institutes, Seoul, South Korea.
• [10.] COTI and MPA(2007)The Secret of Republic of Korea,
• [11.] Dumestre Marcel J (2016), Strategic Thinking for Innovation in Higher Education, Insidetrack Leadership Series www.insidetrack.com/leadership
• [12.] Henkle,M.1998, Evaluation in Higher Education:Conceptual and Epistemological Foundations, European Journal of higher education, Vol 33,No.3 pp.285-298.
• [13.] Hitt ,Ireland (2014), Strategic Management: Concepts: Competitiveness and Globalization, Cengage.
• [14.] Hwang, In-Pyo, (2016), Thoughts on NHI and its Role in the World NHI,Highlights,Vol.26 - 2016,National Human Resources Development Institutes .Seoul, South Korea.
• [15.] Kim, PanSuk (2016),Training for Ministers and Political Appointees in South Korea, case study in Berman ( 2016).
• [16.] Kim, Shin Bok(2014) Educational policy, Development of Education ,and Economic Growth in Korea, The Korean Government and Public Policies in a Development Nexus, Springer.
• [17.] Kwon, Yul (2016), Koreas OAD,NHI,Highlights,Vol.26 - 2016, National Human Resources Development Institutes, Seoul, South Korea.
• [18.] Kyung, Ho Cho (2016), Directions for National Human Resource Development,NHI,Highlights,Vol.26 - 2016, National Human Resources Development Institutes, Seoul, South Korea.
• [19.] Lee Sunk Won (2016), Evaluating International Development Programs CIDE, workshop in Seoul National University.
• [20.] Lynn E. Davis, Melanie W Sisson (2016), A Strategic Planning Approach RAND-INITIATED RESEARCH www.rand.org
• [21.] Yoon, Byeong Soo (2016), New Strategies to Develop Human Resources in Public Sector NHI,Highlights,Vol.26 - 2016,National Human Resources Development Institutes, Seoul, South Korea.
• [22.] MSH(2012), Designing and Implementation Training Programs, Management Science for Health, www.msh.org
• [23.] NHI(2016), Highlights,Vol.26 - 2016,National Human Resources Development Institutes, Seoul, South Korea.
• [24.] Oh Hyung_kook (2011) Achievements and Training Direction in 2011, COTI,Highlights,Vol.4 - 2011, National Human Resources Development Institutes, Seoul, South Korea.
• [25.] OPSR / Office of Public Service Reforms(2002), Report: Principles of Customer Feedback and Idle Framework for Research in Public Service.
• [26.] UNESCO(2005), A Training Manual for Educational Management - International Institute for Capacity Building in Africa, UNESCO.
• [27.] Snell, Soctt, & Bohlande, George, (2014), Managing Human Resources, Soth-western cenage learning.
• [28.] Vaezi,Seyed Kamal (2010), E-government and Innovation Policy in Universities, the Journal of Knowledge Economy Management, Volume v Spring 2010.
• [29.] Vaezi, Seyed Kamal (2006), A Review of Monitoring and Evaluation Roles in Research Development Program, Higher Education Forum, UNESCO, Paris.
• [30.] Van Vught, F; Westerheijden, D, (1993), Towards a general model of quality assessment in higher education, Quality Management and Quality Assurance in European Higher Education: methods.
• [1.] www.iitp.kr
• [2.] www.duthchas.org.
• [3.] www.clarktraining.com
• [4.] www.unido.org
• [5.] www.rand.org
• [6.] www.insidetrack.com/leadership