Caucus on "Action Learning with Virtual Transnational Teams: Management Training in Asia", San Diego, 1998.
Place: San Diego
Caucus on "Conducting Change Projects in the United Nations and Related Intergovernmental Organisations: How to Deal with Porous Boundaries?", Boston, 1997.
Place: Boston
Caucus on "Information Technology & National Competitiveness in Developing Countries", Boston, 1997.
Place: Boston

The International Monetary Fund's Influence on Trade Policies of Low-income Countries: A Valid Undertaking? (August 2007).
Author: Saner, R. & Guilherme, R.

Saner, R. "A challenge for international youth development: commitment and values -in search for universal love, friendship and understanding". International Youth Conference, Taipei, 1989.

Saner, R. "Culture Bias of Gestalt Therapy: Made-in-USA The Gestalt Journal". Vol IXX, No 2, 1989.

20090918-icon7Staugard, F. (Ed.). The Role of Women in Health Development, The report of an international workshop held at the Nordic School of Public Health, 5-9 June, 1989.
Author: Saner, R. & Yiu, L.

20090606-cover-Assessment-and-AccreditationThis chapter provides an overview of the non-formal management education and in-service training and identiļ¬es various assessment tools used in Western Europe and Northern America. The chapter ends with an examination of options of safeguarding the value of non-formal management education and management development programmes in the spirit and context of life-long learning. Published in June 2009 in The Sage Handbook of Management Learning, Education and Development by Steven J Armstrong and Cynthia V Fukami. Author: Lichia Yiu, Raymond Saner

20090502-Human Resources I S booksSince the 1990s, more and more corporate learning has been moved online to allow for flexibility, just-in-time learning, and cost saving in delivering training. This trend has been evolved along with the introduction of web-based applications for HRM purposes, known as electronic human Resource Management (e-HRM).

Author: Yiu, L., Saner, R.
View article For copy of the full article, please contact the authors

Human capital is seen as one of the key factor conditions contributing to national competitiveness and economic performance (Porter, 2002). Productivity performance of OECD countries tends to correspond to the skill levels of the workforce in specific countries. Hence, governments increasingly view human capital formation, both quantity and quality of workforce, as one of the key levers in ensuring sustained productivity gains and standard of living.
Author: Yiu, L., Saner, R.

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