he research problem addresses the issue of learning taking place on broad walks of life. Such learning attracts limited recognition. The objective is to develop a system where structure could be given to such learning, for inclusion in formal systems. The researcher considers amongst other the role of organizational objectives, in determining required skills. Required human capital could be benchmarked against “formal learning programs”, with a view to create a formal credit transfer system. The research also probes the possibility of using such a system to determine specific skills gaps. Collectively, the research is contextualized within a Corporate Qualifications Framework (CQF), that measuring human capital in terms of a strategic plan. A Corporate Qualifications Framework operates on three principles – the required human capital (demand side), the actual human capital (supply side) and the gap. The demand side consists of job descriptions, qualifications and occupational profiles. Supply side standards are used to measure actual human capital by means of performance management, performance assessment and the recognition of prior learning (RPL).
The development of a Meta Business Framework suggests a business consciousness that recognizes the role of thinking and the development of alternative realities that recognizes the evolution of humanity. Meta Business suggests that business honours the relationship between mind and matter as well as the interconnectedness of all things. Thus, the evolution of educational thought, being integral to Meta Business, suggests the development of learning to serve business requirements, whilst business is designed for the benefit of humanity.
The discussion is centered on the possibility of using non-formal learning as formal credit in a process termed “work based learning”. The process entails creating a system whereby the training conducted at the workplace translates into credits in formal education. The roles of academic institutions are important to enhance legitimacy & credibility. The result is the creation of a framework that is industry based. The implications are that a CQF can be used to develop an integrated system of human capital management.
The integrated conclusion suggests a redesign of the current educational system in South Africa, to become adaptable and effective, serving the needs of industry and society at large.
Inhaltsverzeichnis (Table of Contents)
- Chapter one: Building articulation and integration
- 1.1 Introduction
- 1.2 Literature survey
- 1.3 The case for articulation
- 1.4 Corporate qualifications frameworks
- 1.5 Credit Accumulation
- 1.6 The Research Question
- 1.7 Research Objectives
- 1.8 The research question
- 1.9 Research design
- 1.10 The research assumptions
- 1.11 Research methodology
- 1.12 Data collection
- 1.13 Data analysis
- 1.14 The research stages
- 1.15 Research findings
- 1.16 Discussion
- 1.17 Themes that emerged from the study:
- 21.18 Summary of findings
- 1.19 Proposed further research
- 1.20 Conclusion
- Chapter two: Quantifying human capital
- 2.1 From National Qualifications Framework to Corporate Qualifications Framework
- 2.2 The Private Provider example
- 2.3 Basic requirements of learning to ensure realistic quantification
- 2.4 How the CQF quantifies learning in industry
- 2.5 How to determination credit value:
- 2.6 The CQF and employer benefits:
- 2.7 Conclusion
- Chapter 3: The role of Systems Thinking in Education
- 3.1 Existing creativity and innovation frameworks
- 3.2 The Innovation S-Curve
- 3.3 The innovation framework
- 3.4 Ambidextrous Organizations
- 3.5 Case Study: Innovation frameworks in the Infomage Rims Group
- 3.6 Human Capital
- 3.7 Technical Knowledge
- 33.8 Recommendations and Future Work
- 3.9 Compliance and the effect on creativity
- 3.10 The source of all creativity
- 3.11 Creativity Myths: the Rims Infomage RIMS Group
- 3.12 Conclusion
- 3.13 Summary
- Chapter 4: The innovation funneling process
- 4.1 The Group Process of searching for ideas
- 4.2 Two Dominant Models of the Development Funnel
- 4.3 The environment and its current shortcomings
- 4.4 Identify the area in which you could gain maximum benefit from the implementation of the new technology or process
- 4.5 Improving process maturity & capturing all elements of the process and the environment
- 4.6 Drawing a Process Based Transformation Plan
- 4.7 Strategies that could be used
- 4.8 Goals & Objectives for Rims
- 4.9 The way forward
- 4.10 Justify the capital expenditure versus the benefits
- 4.11 Demonstrate how you would generate a sustainable innovation competency within your organisation
- 4.12 How will compliance with the BPMM be appraised in Rims?
- 4.13 How will the BPMM and its appraisal methods be used?
- 4.14 Project 2
- 44.15 Structures of engagement
- 4.16 South African Alliances
- 4.17 Conclusion
- Chapter 5: Quality management system to support skills programmes & learnerships
- 5.1 Project implementation and quality assurance (PIMQA)
- 5.2. From start to finish - twelve steps
- 5.3. Looking at the current QMS
- 5.4. The marriage of QMS & Project Management (PM)
- 5.4.5 Close out reporting
- 5.5. Conclusion
- Chapter 6: Increasing your managerial awareness level
- 6.1 Functioning on the Meta Level
- 6.2. The levels of awareness
- 6.3. The Business Application
- 6.4. The Way forward
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
This document examines the concept of human capital and its implications for various aspects of education and business. It explores the role of accreditation, articulation, and corporate qualifications frameworks in building a more integrated and efficient system of learning and development.- The importance of human capital and its role in organizational success.
- The development and implementation of effective systems for quantifying and managing human capital within organizations.
- The application of systems thinking and innovation frameworks to enhance organizational creativity and innovation.
- The challenges and opportunities associated with managing and improving organizational innovation processes.
- The significance of quality management systems in supporting skills programs and learnerships within organizations.
Zusammenfassung der Kapitel (Chapter Summaries)
Chapter one investigates the case for articulation and integration within human capital development, exploring the role of accreditation and corporate qualifications frameworks. It examines the research question, objectives, design, and methodology employed in the study, presenting the findings and themes that emerged.
Chapter two focuses on quantifying human capital, delving into the transition from National Qualifications Frameworks to Corporate Qualifications Frameworks. It examines the private provider example, basic requirements for quantifying learning, and the CQF’s application within industry.
Chapter three explores the role of systems thinking in education and innovation, discussing existing frameworks and the concept of ambidextrous organizations. It presents a case study on innovation frameworks within the Infomage Rims Group, highlighting the importance of human capital, technical knowledge, and the impact of compliance on creativity.
Chapter four investigates the innovation funneling process, examining group idea-searching processes and the current shortcomings of the environment. It delves into strategies for improving process maturity and capturing relevant elements, culminating in a discussion of capital expenditure versus benefits and the generation of sustainable innovation competency within organizations.
Chapter five examines the use of quality management systems in supporting skills programs and learnerships. It discusses project implementation and quality assurance, outlines a twelve-step process, and explores the marriage of quality management and project management practices.
Chapter six explores the concept of managerial awareness levels, emphasizing the importance of functioning on the meta level. It examines the different levels of awareness and their business applications, outlining a path forward for increasing managerial awareness.
Schlüsselwörter (Keywords)
Human capital, accreditation, articulation, corporate qualifications frameworks, systems thinking, innovation, creativity, quality management, skills programs, learnerships, managerial awareness.- Quote paper
- Wynand Goosen (Author), 2012, Human Capital - A South African Perspective, Munich, GRIN Verlag, https://www.grin.com/document/202997
