Human Capital Development Sample Clauses

Human Capital Development. 24. The North East Combined Authority will create an integrated employment and skills system tailored to the specific needs of the area, and thereby raise labour market participation and skills at all levels, to increase productivity, improve the life chances of young people, help people into work and meet the skills shortages experienced by North East employers.
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Human Capital Development. As a cornerstone of a shared Human Capital Development (HCD) strategy the CSIR and Eskom will facilitate the following: • The coordinated exchange of personnel between the organisations to improve the collaborative partnership from the “bottom up” o Gain experience in a different work environment e.g. R&D versus implementation o Improve dissemination of knowledge and new ideas o Promote and facilitate interaction x Xxxxxx coordinated research, development and implementation activities o Build strong personal links between the organisations, thereby strengthening long term cooperation and the development of new joint programmes and projects o Create an integrated network of excellence and build research capacity through collaboration and knowledge-sharing between experts in multi- disciplinary fields • Development of joint training programs and the establishment of strategically aligned Higher Education Institutions (HEIs) programs in consultation with the HEIs o Grow local Science, Engineering and Technical (SET) capabilities o Enhance training activities for SET students to increase exposure to R&D and industry domains o Increase training activities and support o Create professional development opportunities through internships and/or mentorships
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Human Capital Development. Learning opportunities to enhance an employee’s competencies, knowledge, skills and abilities to support business needs are routinely provided via Customer HR/Payroll processing workshops, job aids, informative website and list serves.
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Human Capital Development. Staff can be re-employed to support school’s effort in developing staff capabilities, promoting employee engagement and work-life harmony among staff. Specific areas include:
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Human Capital Development. Government recognises that educational attainment is a key determinant to employability and in this regard it is committed to invest in human capital development through education and training which are the major drivers in achieving social and economic objectives173. Statistics show that in 2012, the employment rate in Malta ranged from 47.9% for individuals with lower than upper-secondary and post- secondary education; to 67.4% for persons with upper-secondary and post-secondary education, and to 86.7% for those with tertiary attainment level. Profiling of the early school leavers (ESL) in 2012, also gives a good indication of the importance of education attainment vis-à-vis employment related prospects. In fact, 31.4% of the ESLs in 2012 were not in employment.174 This calls for further efforts to direct ESI funds to ensure that every individual has the potential to acquire educational attainment levels which match the needs of the labour market. Throughout the years, Government has invested heavily in the educational sector. Reform in the education services has been ongoing with the main changes revolving around elimination of streaming, the introduction of benchmarking tests (primarily having a diagnostic function), introduction of the middle school concept, and a pilot co-education system in secondary schools, all with the aim to smoothen the transition from primary to secondary education, whilst ensuring a more successful secondary cycle of education. Such reforms were complemented by investment in the facilities and infrastructure mainly financed through EU funds, comprising both compulsory education schools and investment directed towards higher-education institutions. The latter offer hundreds of undergraduate programmes in a relatively large number of disciplines, including PhD programmes.
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Related to Human Capital Development

  • Staff Development ‌ The County and the Association agree that the County retains full authority to determine training needs, resources that can be made available, and the method of payment for training authorized by the County. Nothing in this subsection shall preclude the right of an employee to request specific training.

  • Professional Development 9.01 Continuous professional development is a hallmark of professional nursing practice. As a self-regulating profession, nursing recognizes the importance of maintaining a dynamic practice environment which includes ongoing learning, the maintenance of competence, career development, career counselling and succession planning. The parties agree that professional development includes a diverse range of activities, including but not limited to formal academic programs; short-term continuing education activities; certification programs; independent learning committee participation. The parties recognize their joint responsibility in and commitment to active participation in the area of professional development.

  • Policy Development 2.2.1 LIDDA shall develop and implement policies to address the needs of the LSA in accordance with state and federal laws. The policies shall include consideration of public input, best value, and individual care issues.

  • Continuing Professional Development The Official Agency shall provide appropriate training for staff performing official controls, enabling them to undertake their duties competently and to carry out official controls in a consistent manner, as per legislative requirements. The Official Agency shall identify training needs for staff performing official controls and ensure that staff carrying out official controls are kept up to date in their area of competence and develop specialised expertise, in partnership with the Authority and other Local Authorities. While the provision of training is the primary responsibility of the Official Agency, the Authority may provide training interventions where the Official Agency has highlighted areas where training is required. The Authority will endeavour to facilitate networking and collaboration with other Official Agencies to assist in improving knowledge in such areas. The Authority will provide e-learning resources and training for official control staff so as to promote a consistent understanding and application of new legislation, guidance or procedures, as appropriate. The Official Agency shall support participants in using e-learning resources, disseminating knowledge or skills acquired and encourage the application of learning gained through the Authority’s training in official control activities. The Official Agency shall ensure that contractors used in the performance of the Service Contract provide evidence of Continuous Professional Development and Compliance with this section. Where staff from the Official Agency need to travel outside the Official Agency functional area to attend training courses/meetings, this shall be facilitated by the Official Agency. The Official Agency in partnership with the Authority shall develop and implement training programmes for all staff engaged in the performance of the Service Contract. Where staff have participated in Better Training for Safer Food (BTSF) the training content shall be disseminated to relevant staff/contractors in the Official Agency and other local authorities in partnership with the Authority.

  • Economic Development 1. The Parties aim to promote balanced economic growth, poverty reduction and the reduction of social-economic disparities.

  • Research and Development (i) Advice and assistance in relation to research and development of Party B;

  • Staff Development Leave (a) An employee shall be granted leave without loss of pay, at her basic rate of pay, to take courses (including related examinations), conferences, conventions, seminars, workshops, symposiums or similar out-of-service programs, at the request of the Employer. The amount of pay received by an employee shall not exceed the full-time daily hours of work as outlined in Article 14.2. When such leave is granted, the Employer shall bear the full cost, including tuition fees, entrance or registration fees, laboratory fees, and course-related books. The Employer shall also reimburse the employee for approved travelling, subsistence, and other legitimate, applicable expenses.

  • Professional Development Leave A. Policy. Professional development leave shall be made available to employees who meet the requirements set forth below. Such leaves are granted to increase an employee's value to the University through enhanced opportunities for professional renewal, educational travel, study, formal education, research, writing, or other experience of professional value, not as a reward for service.

  • Professional Development Plan Professional Development Plan (PDP) refers to plans developed by faculty members addressing the criteria contained in Article 22 and Appendix G.

  • Career Development The City and the Union agree that employee career growth can be beneficial to both the City and the affected employee. As such, consistent with training needs identified by the City and the financial resources appropriated therefore by the City, the City shall provide educational and training opportunities for employee career growth. Each employee shall be responsible for utilizing those training and educational opportunities made available by the City or other institutions for the self- development effort needed to achieve personal career goals.

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