Full metadata record
| DC Field | Value | Language |
|---|---|---|
| dc.contributor | Department of Management | en_US |
| dc.creator | Lee, Tang-jui Andrew | - |
| dc.identifier.uri | https://theses.lib.polyu.edu.hk/handle/200/3147 | - |
| dc.language | English | en_US |
| dc.publisher | Hong Kong Polytechnic University | - |
| dc.rights | All rights reserved | en_US |
| dc.title | A study of the staff development of engineer grade in the civil engineering department | en_US |
| dcterms.abstract | Staff development is an important aspect of the management of the Engineer Grade in the Civil Engineering Department (CED). There have been complaints from staff that the existing practices of staff development for the Engineer profession in the department are not adequate. As a result, the Engineers often consider themselves not to stay longer in the civil service. Other job opportunities and their level of job satisfaction may be overriding factors in considering their intention to stay. Other important considerations to decide on leaving are advancement, job itself and the staff development policies as adopted by both the grade management of the department and the Civil Service Branch. This research project examines and studies the performance appraisal, career development and training sub-systems of staff development as they apply to the Engineer Grade in the CED. It has been argued that for a staff development system to be effective, the three sub-systems need to be interactive and overlapping. Most personnel managers engaged in human resources management function are familiar with the concept of integrating the three sub-systems by making use of the staff performance appraisal form to obtain information about an officer's posting and transfer preferences and an assessment of his potential for further advancement. Information for the research project is obtained through survey questionnaire distributed to a selected number of samples of the grade. Interviews with the Grade Managers and departmental staff are also conducted to obtain the wide range of views. The results thus obtained are analysed and interpreted so as to obtain a conclusion about the policy of staff development. Several problems have been identified. These include the role of the Civil Service Branch in the implementation and policy formulation of the staff development framework. The difficulties experienced by the department in the implementation of the policy and the lack of integration between performance appraisal and other human resources management functions. To address the problems identified, some recommendations are made to develop and improve the system which encourage regular communication between grade management and staff, complement personal goals with organisational objectives, and identify career development and training needs so as to maximise the potential of individual officers. | en_US |
| dcterms.extent | 1 v. (various pagings) ; 30 cm | en_US |
| dcterms.isPartOf | PolyU Electronic Theses | en_US |
| dcterms.issued | 1994 | en_US |
| dcterms.educationalLevel | All Master | en_US |
| dcterms.educationalLevel | M.B.A. | en_US |
| dcterms.LCSH | Hong Kong. Civil Engineering Dept | en_US |
| dcterms.LCSH | Career development -- China -- Hong Kong | en_US |
| dcterms.LCSH | Civil engineers -- In-service training -- China -- Hong Kong | en_US |
| dcterms.LCSH | Civil engineers -- Rating of -- China -- Hong Kong | en_US |
| dcterms.LCSH | Hong Kong Polytechnic -- Dissertations | en_US |
| dcterms.accessRights | restricted access | en_US |
Files in This Item:
| File | Description | Size | Format | |
|---|---|---|---|---|
| b11525691.pdf | For All Users (off-campus access for PolyU Staff & Students only) | 2.79 MB | Adobe PDF | View/Open |
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