Relevant bibliographies by topics / HR transformation

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'HR transformation'

Author: Grafiati
Published: 4 June 2021
Last updated: 25 July 2025

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Journal articles on the topic "HR transformation"

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Chán, Jakub, and Miluše Balková. "Digital Transformation in HR." SHS Web of Conferences 135 (2022): 01004. http://dx.doi.org/10.1051/shsconf/202213501004.

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The onset of the fourth industrial revolution and lack of human capital puts pressure on the development of own staff in terms of improving their qualifications. In the last four years, there has thus been introduced new methods in the management of staff development. The paper builds on the available texts in the area of theory and digital transformation of talent management and recruiting and puts them into the context of requirements arising from the principles of the fourth industrial revolution. Using matrix analysis, it examines the degree of compliance with the available implementation
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Govil, Saurabh. "HR and Business Transformation." NHRD Network Journal 5, no. 3 (2012): 62–69. http://dx.doi.org/10.1177/0974173920120313.

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Devarajan, Harish. "HR Transformation - What's Next?" NHRD Network Journal 9, no. 1 (2016): 54–57. http://dx.doi.org/10.1177/0974173920160114.

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Das, Judhajit. "Implementation: Lean and Smart HR - HR Transformation Track." NHRD Network Journal 9, no. 1 (2016): 25–29. http://dx.doi.org/10.1177/0974173920160107.

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Syafri, Muhammad, and Mhd Andi Rasyid. "From Traditional HR To Digital HR: A Transformation Framework For The Future Workforce." International Journal of Science and Environment (IJSE) 5, no. 2 (2025): 90–95. https://doi.org/10.51601/ijse.v5i2.159.

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The digital revolution has radically reshaped the landscape of human resource management, demanding a fundamental shift from traditional HR practices to more agile, data-driven, and technology-integrated approaches. This study proposes a comprehensive transformation framework for Digital HR, designed to equip organizations with strategic direction in preparing for the future workforce. By synthesizing literature from strategic HRM, digital transformation, and workforce analytics, the framework outlines key dimensions including digital leadership, cultural agility, HR tech adoption, and data-in
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Gupta, Medha. "Digital HR Transformation: How Technology is Reshaping HR Practices." INTERNATIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 09, no. 05 (2025): 1–9. https://doi.org/10.55041/ijsrem48662.

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ABSTRACT This study looks at how digital technologies are changing human resources (HR) management. Technologies like artificial intelligence (AI), cloud computing, human resource information systems (HRIS), and predictive analytics are transforming processes like hiring, onboarding, performance management, and employee engagement. The study, which employed a mixed-methods approach with surveys from HR professionals and secondary data from academic and industry sources, found that while digital adoption improves operational efficiency and decision-making, it also faces obstacles like data secu
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Vieira, Danilo Garbazza, Thiago de Melo Rezende, Paulo Victor de Castro Marques Velloso Mariath, and Anderson da Silva Nascimento. "HR Digital Transformation: Petrobras' case." Rio Oil and Gas Expo and Conference 20, no. 2020 (2020): 480–81. http://dx.doi.org/10.48072/2525-7579.rog.2020.480.

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Arora, Ritu Gandhi, and Neha Kumari Siradhana. "HR Transformation Through Artificial Intelligence." International Journal of Information Systems and Social Change 13, no. 1 (2022): 1–16. http://dx.doi.org/10.4018/ijissc.309736.

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Artificial intelligence is an upsetting technology poised to unbridle the subsequent movement of digital revolution and is altering the approach of managing human resources. AI is assisting managers to work productively in making speedy, intelligent, and error-free decisions. The main objective of this paper is to understand the application/benefits of adopting AI and the challenges faced by HR managers while adopting the AI-based processes through literature review. This is an exploratory study that will help researchers in understanding the benefits of adopting these practices from hiring ti
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Boglind, Anders, Freddy Hällstén, and Per Thilander. "HR transformation and shared services." Personnel Review 40, no. 5 (2011): 570–88. http://dx.doi.org/10.1108/00483481111154441.

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Weller, Robert, and Sarah Zelt. "HR-Transformation durch People Analytics." Controlling & Management Review 68, no. 2 (2024): 8–13. http://dx.doi.org/10.1007/s12176-024-1400-5.

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Dissertations / Theses on the topic "HR transformation"

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Johansson, Anna. "Kundernas upplevelser av HR-funktionen efter en HR-transformation." Thesis, Stockholm University, Department of Psychology, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-6776.

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<p>Ett företags personalarbete (Human Resources, HR) är en viktig nyckel till framgång eftersom en till företaget väl anpassad HR-funktion kan skapa stort värde. I skapandet av en effektiv HR-funktion är det betydelsefullt att undersöka hur HRs kunder (cheferna ute i organisationen) upplever HR. Tidigare studier har bl.a. visat på positiva samband mellan HRs involvering i strategisk planering och kundernas uppfattning av HR-funktionens effektivitet. Denna uppsats undersökte, genom en fallstudie på AstraZeneca, hur personalavdelningens kunder upplevde att personalarbetet fungerar, efter en HR-t
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Thörner, Linda, and Elisabet Birgersson. "HR-medarbetares upplevelse av HR-transformation- ideal eller verklighet?" Thesis, Högskolan i Halmstad, Akademin för hälsa och välfärd, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-42547.

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Syftet med studien är att ur ett individperspektiv undersöka HR-medarbetares upplevelser av HR-transformation. Studien besvarar följande frågeställningar: Hur påverkar den pågående HR-transformationen HR-medarbetarnas nuvarande arbetsuppgifter och funktion? Vilka förändringar anser HR-medarbetarna har påverkat deras upplevelser av HR-yrket? Hur ser HR-medarbetarna på HR-transformation i framtiden? Studiens syfte besvaras med kvalitativ metod genom sex semistrukturerade intervjuer med HR-medarbetare. Studiens teoretiska utgångspunkter som används för att analysera det empiriska materialet är ko
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Vestergård, Nielsen Maja, and Ida Bard. "HR-transformationens inverkan på HR-personal." Thesis, Högskolan i Halmstad, Akademin för hälsa och välfärd, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-40017.

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Syftet med denna studie är att undersöka om HR-personal upplever stress i förhållande till en HR-transformation. De frågeställningar som applicerades på uppsatsen innefattade; resultatet av HR-transformationen, vilka svårigheter den kunde medföra HR-personalen samt hur HRtransformationen inverkade på deras psykosociala arbetsmiljö med fokus på stress. Studien genomfördes med hjälp av sex respondenter som arbetar på HR-avdelningar och som i någon mån varit med om en HR-transformation. Insamling av data utgick från semi-strukturerade intervjuer och analyserades genom tematisk analys. Det som fra
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Andersson, Madelene, and Madeleine Thorell. "HR i molnet : - En systematisk litteraturgenomgång om digitaliseringens inverkan på HR-rollen." Thesis, Örebro universitet, Institutionen för humaniora, utbildnings- och samhällsvetenskap, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-65508.

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Digitalization and digital technologies is gaining increased influence in today's society and contribute to many societal changes, globally as well as locally. This has a great impact on organizations, as well as the work methods within these. Therefore, the aim of this thesis is to study how the HR function and the role of HR have been altered by the digital transformation and which effects this may lead to. In order to find trends and identify effects, a systematic literature review has been used as a way to gain a deeper understanding of how HR has been affected by digitalization. The study
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Jansson, Frida, and Sandra Sellering. "HR-chefers legitimitet i svenska ledningsgrupper : En kvalitativ studie från HR-chefers perspektiv." Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-17211.

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Bakgrund: Utifrån HR-transformationen har HR-funktionen samt HR-chefer fått en ny inriktning. Istället för att vara omvårdande och administrativa ska de vara mer värdeskapande, strategiska och effektiva. I och med detta har även rollerna för HR förändrats där förväntningarna samt vad HR bör fokusera på i sitt arbete har blivit otydligt. Detta har i sin tur skapat ett legitimitetsproblem för HR som blivit speciellt påtagligt i ledningsgruppen, där HR-chefer nu ska verka som en strategisk business partner. Det kan finnas olika orsaker till varför detta legitimitetsproblem existerar i praktiken p
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Gustafsson, Johanna, and Åsa Norling. "HR-funktionens förändrade roll : En studie om linjechefers uppfattning av HR-funktionen i Falu och Avesta kommun." Thesis, Högskolan Dalarna, Personal och arbetsliv, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:du-17942.

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Traditionellt har HR-arbetet främst varit fokuserat på administrativa uppgifter och inte ansetts vara tillräckligt effektivt och värdeskapande. För att HR-arbetet ska bli mer strategiskt behöver funktionen organiseras så att den tillgodoser dessa behov (Boglind et al, 2013). Vi menar att HR-funktionens relation till ledare och linjechefer är avgörande för hur framgångsrikt deras arbete blir. Syftet med detta arbete är därför att undersöka hur chefer uppfattar HR-funktionens förändrade roll och vilken typ av stöd de förväntar sig av den. Vi vill också undersöka om uppfattningen av HR-funktionen
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Eiserhall, Emma, and Petra Karlström. "Chefstöd idag och imorgon. : En kvalitativ studie om chefers syn på stödet från HR och hur det kan utvecklas i framtiden." Thesis, Umeå universitet, Pedagogiska institutionen, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-100077.

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Idag ställs allt större krav på chefer från såväl medarbetare, högre chefer, kunder samt samarbetspartners vilket leder till att chefer behöver hjälp för att klara sin roll. Således blir stödet från HR (Human Resources) betydelsefullt för att klara både dagliga utmaningar och långsiktiga höga mål. Studien syftar till att undersöka hur chefer inom en stor privat organisation upplever stödet från HR i dagsläget och hur det i framtiden kan utvecklas. Det centrala i studien är undersökningen mellan chefers förväntningar på stödet från HR kontra det stöd som levereras. Studien består av nio semistr
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Eriksson, Linda. "”Det viktigaste med rekrytering är att det blir rätt, juridiskt riktigt och rätt person!” : En studie som undersöker hur enhetschefer upplever den aktuella HR-transformationen för värdeskapande rekrytering på Verket." Thesis, Umeå universitet, Sociologiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-117232.

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Att hitta rätt person till rätt plats är en avgörande och gedigen uppgift som kräver hög kvalité och kunskap. Det är en uppgift som många chefer har axlat parallellt med deras vardagliga arbete. Under 2015 ska organisationen som undersöks anställa åtminstone  1 500 nya medarbetare, det är en av anledningarna till att organisationen nyligen genomgått en HR-transformation. HR-transformationen innebär bland annat att HR har bildat en expertenhet som jobbar med personalförsörjning, varifrån enhetscheferna ska beställa rekrytering istället för att själva vara huvudansvariga för rekryteringsprocesse
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Hellström, Amanda, and Frida Wiklund. "Det omorganiserade personalarbetet : Linjechefernas uppfattning av en centraliserad HR-funktion." Thesis, Högskolan Dalarna, Personal och arbetsliv, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:du-30327.

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Syftet med denna studie var att undersöka samt analysera hur linjechefer uppfattar en centraliserad HR-funktion, då tidigare forskning påvisar att en HR-transformation kan innebära utmaningar. Det har tidigare konstaterats att samspelet mellan linjechefer och HR-funktionen påverkas av omorganiseringen och aktörerna måste inta nya roller samt förvärva nya kunskaper. Tidigare forskning belyser även att det som förefaller effektivt på en övergripande nivå inte alltid upplevs som effektivt för linjecheferna och därmed behöver linjechefernas åsikter beaktas. Studien bidrar till att synliggöra utvec
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Lundgren, Helen, and Sandra Nordkvist. "En lyhörd HR-funktion? : - En kvalitativ fallstudie om hur chefer i en kommun uppfattar HR-funktionen och vad de efterfrågar för stöd i det vardagliga arbetet." Thesis, Högskolan Dalarna, Företagsekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:du-25298.

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HR-funktioner har fått en allt viktigare roll i organisationer. Det har visat sig att HR-specialister ofta utför sina arbetsuppgifter utan direkt eftertanke vad aktörerna faktiskt efter-frågar och har behov av. Syftet med denna studie är att synliggöra hur en kommuns chefer uppfattar dess HR-funktion samt vilket stöd cheferna efterfrågar för att underlätta i deras var-dagliga arbete. Studien har sin utgångspunkt i en kvalitativ fallstudie där det utfördes semi-strukturerade intervjuer med sju av Borlänge kommuns chefer som var verksamma inom olika verksamhetsområden och hierarkiska nivåer. Res
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Books on the topic "HR transformation"

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Les, Palmer, and Hunter Ian 1963-, eds. HR transformation technology: Delivering systems to support the new HR model. Gower, 2008.

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1953-, Ulrich David, ed. HR transformation: Building human resources from the outside in. McGraw-Hill, 2009.

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1953-, Ulrich David, ed. HR transformation: Building human resources from the outside in. McGraw-Hill, 2009.

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1953-, Ulrich David, ed. HR transformation: Building human resources from the outside in. McGraw-Hill, 2009.

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1963-, Hunter Ian, and Radford Jo, eds. Six Sigma in HR transformation: Achieving excellence in service delivery. Gower, 2010.

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Parker, Owen. It's the journey that matters: 2005 strategic HR transformation study tour. Conference Board of Canada, 2006.

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Heuer, Beth. Human resources at the cabinet's table: A guidebook for HR transformation in higher education. Strategic HR Partners, 2011.

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Boudreau, John W. Transformative HR: How great companies use evidence-based change for sustainable advantage. Jossey-Bass, 2011.

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1968-, Jesuthasan Ravin, and Watson Towers, eds. Transformative HR: How great organizations use evidence-based change to drive sustainable advantage. Jossey-Bass, 2011.

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Khandelwal, Anil K. Transformational Leadership in Banking: Challenges of Governance, Leadership and HR in a Digital and Disruptive World. SAGE Publications Pvt. Ltd, 2021. http://dx.doi.org/10.4135/9789354793073.

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Book chapters on the topic "HR transformation"

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Weiss, Christian. "HR Transformation." In Dos and Don’ts in Human Resources Management. Springer Berlin Heidelberg, 2014. http://dx.doi.org/10.1007/978-3-662-43553-3_58.

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Kreutzer, Ralf, and Karl-Heinz Land. "Ausgestaltung der digitalen Transformation." In HR-Exzellenz. Springer Fachmedien Wiesbaden, 2016. http://dx.doi.org/10.1007/978-3-658-14725-9_8.

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Behler, Felicitas Margret, and Thymian Bussemer. "Herausforderung für HR: Telling Transformation." In HR-Storytelling. Haufe, 2024. https://doi.org/10.34157/978-3-648-18192-8_16.

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Schönenberg, Ulrich, and Matthias von Wnuk-Lipinski. "Digitale Transformation." In Prozessexzellenz im HR-Management. Springer Berlin Heidelberg, 2024. http://dx.doi.org/10.1007/978-3-662-68879-3_8.

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Ohri, Kashish, and Suruchi Pandey. "HR Transformation and Resiliency." In The Role of HR in the Transforming Workplace. Productivity Press, 2023. http://dx.doi.org/10.4324/9781003372622-12.

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Jung, Torsten. "State of the HR-Art — Systemische HR-Transformation." In Wertschöpfung im Unternehmen. Gabler Verlag, 2005. http://dx.doi.org/10.1007/978-3-322-89075-7_9.

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Farr, A., L. Oberaigner, A. Stadler, J. P. Wetzel, R. J. Floetgen, and H. Krcmar. "Erfolgreiche digitale Transformation von HR bei ZF." In Digitale Transformation. Springer Fachmedien Wiesbaden, 2022. http://dx.doi.org/10.1007/978-3-658-37571-3_9.

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ZusammenfassungDie digitale Transformation stellt für die meisten Unternehmen eine große Herausforderung dar. Noch komplizierter wird es, wenn es viele Arbeiter in der Produktion sowie eine Vergangenheit mit einer Reihe von großen Fusionen und Übernahmen gibt. Der ZF-Konzern stellt sich diesem soziotechnischen Phänomen, indem er neue Technologien einsetzt und alle Mitarbeiter in den Prozess einbezieht. In den vergangenen drei Jahren hat das ZF-Personalwesen ein globales System eingeführt, um einheitliche, transparente Daten und Prozesse zu schaffen. In dieser Studie haben wir neue HR-Technolog
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Sochneva, Elena Nikolaevna, Anna Andreevna Malakhova, Dmitry Ivanovitch Kravtsov, et al. "Digital Transformation in HR Management." In Artificial Intelligence in Intelligent Systems. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-77445-5_57.

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Steiner, Patrik. "Die Digitale Transformation verstehen." In Die Zukunft der HR erfolgreich gestalten. Springer Fachmedien Wiesbaden, 2024. http://dx.doi.org/10.1007/978-3-658-45263-6_2.

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Dash, Sujata Priyambada. "HR Digital Transformation: Blockchain for Business." In Intelligent Systems Reference Library. Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-22835-3_3.

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Conference papers on the topic "HR transformation"

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Bhalke, Vedant Daulappa, Dhananjay S. Satanure, Pranav Suryakant Ghabade, and Aditi Vedalankar. "AI-Driven Transformation of HR: Enhancing Recruitment, Training, and Employee Retention." In 2024 4th Asian Conference on Innovation in Technology (ASIANCON). IEEE, 2024. https://doi.org/10.1109/asiancon62057.2024.10837981.

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Lukita, Chandra, Thomas Sumarsan Goh, Muhamad Rizki, Mochamad Heru Riza Chakim, Alexander Williams, and Ora Plane Maria Daeli. "Impact of Digital Transformation on HR Competency from a Tech-Based Organizational Perspective." In 2024 3rd International Conference on Creative Communication and Innovative Technology (ICCIT). IEEE, 2024. http://dx.doi.org/10.1109/iccit62134.2024.10701105.

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Archer, E. D., R. Brook, R. G. J. Edyvean, and H. A. Videla. "Selection of Steels for Use in SRB Environments." In CORROSION 2001. NACE International, 2001. https://doi.org/10.5006/c2001-01261.

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Abstract Hydrogen sulphide produced by bacterial action in offshore oil and gas wells has been known to cause brittle failure of some high strength stainless steels. Four grades of high strength steels have been investigated with respect to their suitability for use in such “sour” environments. The alloys studied were a martensitic stainless steel ER410, a controlled transformation stainless steel FV520B, and two grades of super duplex stainless steels ER329 and Zeron 100M. Plain wires were tested in tension, and under constant strain, while exposed to the “sour” environment, and in controlled
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Niraimathi, K. R., and D. Anitha Kumari. "The Transformative Impact of AI on HR Functions in the Manufacturing Industry: Navigating Industry 4.0." In 2024 2nd International Conference on Advances in Computation, Communication and Information Technology (ICAICCIT). IEEE, 2024. https://doi.org/10.1109/icaiccit64383.2024.10912128.

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Ilyukhina, Larisa Alekseevna, and Ekaterina Vyacheslavovna Zemlyanaya. "DIGITAL TRANSFORMATION IN HR-SPHERE." In Актуальные аспекты развития современной науки. Самарский государственный экономический университет, 2021. http://dx.doi.org/10.46554/cadms-2020-pp.286.

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Bannikov, S. A., and K. T. Abzeldinova. "Digital Transformation of HR Management System." In International Scientific and Practical Conference “Russia 2020 - a new reality: economy and society” (ISPCR 2020). Atlantis Press, 2021. http://dx.doi.org/10.2991/aebmr.k.210222.011.

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Danach, Kassem, Ali El Dirani, and Hasan Fayyad-Kazan. "Navigating HR 4.0: Harnessing AI for Ethical and Inclusive HR Transformation." In ISCDISD 2023. MDPI, 2024. http://dx.doi.org/10.3390/proceedings2024101018.

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Napal, Geetanee. "Incorporating Ethics in the HR Strategy." In Annual International Conference on Business Strategy and Asian Economic Transformation. Global Science and Technology Forum (GSTF), 2015. http://dx.doi.org/10.5176/2251-1970_bizstrategy15.01.

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McGinty, Nadezhda A., and Elena V. Lylova. "Transformation of the HR Management in Modern Organizations." In 1st International Conference on Emerging Trends and Challenges in the Management Theory and Practice (ETCMTP 2019). Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200201.004.

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Novo Melo, Pedro, and Carolina Machado. "THE ROLE OF HR ANALYTICS FOR DIGITAL HRM TRANSFORMATION." In 15th International Technology, Education and Development Conference. IATED, 2021. http://dx.doi.org/10.21125/inted.2021.2205.

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Reports on the topic "HR transformation"

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Williams, Penny, Tyge Kummer, Mazlan Maskor, and Catherine Kennon. The State of AI in Australian Human Resources. Australian Human Resource Institute, 2024. https://doi.org/10.5204/rep.eprints.254106.

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Alongside work of all forms, the human resources profession is undergoing a transformation fuelled by rapid developments in artificial intelligence (AI) and the automation of HR and Management processes. This report presents findings from research undertaken as a collaboration between Queensland University of Technology (QUT) and the Australian Human Resources Institute (AHRI), to understand how these transformations are shaping the experiences of HR professionals in Australia, including their concerns and perspectives on the use of Generative AI in the workplace.
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Wilson, Thomas E., Avraham A. Levy, and Tzvi Tzfira. Controlling Early Stages of DNA Repair for Gene-targeting Enhancement in Plants. United States Department of Agriculture, 2012. http://dx.doi.org/10.32747/2012.7697124.bard.

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Gene targeting (GT) is a much needed technology as a tool for plant research and for the precise engineering of crop species. Recent advances in this field have shown that the presence of a DNA double-strand break (DSB) in a genomic locus is critical for the integration of an exogenous DNA molecule introduced into this locus. This integration can occur via either non-homologous end joining (NHEJ) into the break or homologous recombination (HR) between the broken genomic DNA and the introduced vector. A bottleneck for DNA integration via HR is the machinery responsible for homology search and s
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Li, Zhenqi, Guangfu Zhang, Jia Liu, and Xiaolin Li. Risk factors for gallbladder Cancer:A meta-analysis based on nearly a decade of research. INPLASY - International Platform of Registered Systematic Review and Meta-analysis Protocols, 2022. http://dx.doi.org/10.37766/inplasy2022.4.0065.

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Review question / Objective: Gallbladder cancer is a rare tumor that is mostly advanced once detected. The efficacy of surgical treatment is still controversial. Therefore, primary prevention of gallbladder cancer is important. There are many studies on risk factors for gallbladder cancer, but at present it is difficult to identify independent risk factors for gallbladder cancer, except for a history of symptomatic chronic cholecystitis and malignant transformation of a single polyp. Laparoscopic cholecystectomy is popular worldwide and can be a preventive procedure for gallbladder cancer in a
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Loebenstein, Gad, William Dawson, and Abed Gera. Association of the IVR Gene with Virus Localization and Resistance. United States Department of Agriculture, 1995. http://dx.doi.org/10.32747/1995.7604922.bard.

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We have reported that localization of TMV in tobacco cultivars with the N gene, is associated with a 23 K protein (IVR) that inhibited replication of several plant viruses. This protein was also found in induced resistant tissue of Nicotiana glutinosa x Nicotiana debneyi. During the present grant we found that TMV production is enhanced in protoplasts and plants of local lesion responding tobacco cultivars exposed to 35oC, parallel to an almost complete suppression of the production of IVR. We also found that IVR is associated with resistance mechanisms in pepper cultivars. We succeeded to clo
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Bunse, Simone, Caroline Delgado, and Marie Riquier. Towards Humanitarian Action that Intentionally Promotes Peace in South Sudan. Stockholm International Peace Research Institute, 2024. http://dx.doi.org/10.55163/rdez3422.

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Humanitarian action that promotes peace and addresses the causes of conflict is vital for food security and community resilience in South Sudan. In Upper Nile state, the South Sudan Red Cross (SSRC) has the potential to promote peaceful coexistence and social cohesion, although the peace impacts of its Humanitarian Response (HR) Project are currently unintentional. This paper proposes four theories of change for intentional peacebuilding: The first relates to livelihood opportunities and keeping children in school. The second concerns the connectedness between diverse ethnicities and communiti
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