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Dissertations / Theses on the topic 'HRM (Human Resource Management)'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

Zisiadis, Miltiadis. "Human Resource Management with Information Technology: A Systematic Literature Review." Thesis, Umeå universitet, Institutionen för informatik, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-105023.

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Information Technology (IT) systems have greatly impacted organizations and HumanResource Management (HRM) is no exception. In this context, IT is often introduced withthe rationale that it could offer benefits such as cost reduction, time savings and strategictransformation. Many organizations have invested in e-HRM systems in hope oftransforming the Human Resource department (HR) into a strategic ally. Extant research,however, shows that many organizations fail to achieve intended effects from their ITinvestments and as result beliefs around the strategic value of e-HRM vary. This thesisaims

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2

Mayrhofer, Wolfgang, Paul N. Gooderham, and Chris Brewster. "Context and HRM: Theory, Evidence, and Proposals." Taylor & Francis, 2019. http://dx.doi.org/10.1080/00208825.2019.1646486.

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Human resource management (HRM) has paid insufficient attention to the impact of context. In this article, we outline the need for HRM to take full account of context, particularly national context, and to use both cultural theories and, particularly, institutional theories to do that. We use research publications that utilize the Cranet data to show how that can be done. From that evidence, we develop a series of proposals for further context-based research in HRM.

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3

Barry, Shane Charles Francis. "Exploring the Human Resource Management Employee Performance Relationship." Thesis, Griffith University, 2009. http://hdl.handle.net/10072/366866.

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Understanding the relationship between Human Resource Management (HRM) and the performance of organisations has been an ongoing area of interest within management fields. Important in this domain has been ‘the black box’, the unknown construct of connections between HRM and performance, an area which has remained unable to be fully ‘illuminated’ by researchers. The significance of this being, that in increasingly competitive local, national and global markets, it is critically important for organisations to efficiently and effectively manage all forms of resources ’ involved in their operation

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4

MUGERWA, EDWARD. "HRM to E-HRM : Change in Human Resource Management; effect to social sustainability." Thesis, Umeå universitet, Företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-174681.

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Problem:Many businesses today, based on the stakeholder’s theory, suggest thatsustainability can only be achieved through the fulfillment of the stakeholder’s in-terests. These interests are centered around adding value to the stakeholders forexample; shareholders in terms of increased dividends. The value in form of profitmaximization, which suppresses the need for other pillars of sustainability to prevail.In this thesis, an argument is presented that a balance should be achieved in all threepillars of. The economic, social and environmental sustainability. It further arguesthat the shift fr

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5

Sritharakumar, Sinnathamby. "Human resources information system (HRIS)-enabled human resource management (HRM) performance : a business process management (BPM) perspective." Thesis, University of Salford, 2016. http://usir.salford.ac.uk/38034/.

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It is widely accepted that business process management (BPM), a contemporary management approach that focuses on managing overall business processes within an organization to accomplish the organizational goal, relies on modern information and communication technology (ICT) systems. Although there are plenty of academic discussions available on BPM and the firm performance relationship, the literature does not provide constructive information on how the adoption of ICT impacts the BPM performance. Therefore, this study creates an awareness of the contribution of ICT to BPM by analyzing the lin

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Riaz, Safa. "An investigation of how human resource management philosophy and human resource management strength influence high-performance work systems outcomes." Thesis, Griffith University, 2019. http://hdl.handle.net/10072/389685.

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High-performance work systems (HPWSs) have been a topic of debate due to the complicated links transforming human resource management (HRM) practices into valuable outcomes for both organizations and their employees. However, the complexity of these links between HPWS practices and outcomes has resulted in many incremental theoretical steps, one of which is to shed further light on the “black-box” of HRM – outcomes links. The black-box refers to the inadequate knowledge of issues; for example, how and when certain bundles of HPWS practices result in particular outcomes and why HPWSs do not alw

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Channa, Khalil Ahmed. "Exploration of the influence of social position on HRM adoption : a case of HRM in Pakistan." Thesis, University of Edinburgh, 2016. http://hdl.handle.net/1842/22022.

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This thesis explores human resource management (HRM) adoption by investigating the influence of multiple HRM actors’ social position, capital resource(s) exchange mechanism, dispositions, social classes, habitus, social expectation, and national and global environmental factors. The objectives of this thesis were achieved through systematically conducting three different studies for the thesis. The first study was carried out to gain insight into the influence of social position on HRM academics’ adoption. The major contribution of this study was a theorising model on HRM academics’ adoption.

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8

Dear, Brian. "The management of people at work strategy, HRM, discourse /." Thesis, Online version, 1997. http://ethos.bl.uk/OrderDetails.do?did=1&uin=uk.bl.ethos.388143.

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9

Erras, Michael. "HRM and organisational performance : an attempt to open the black box." Thesis, University of Strathclyde, 2002. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=25327.

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Over the last decade, much research has been conducted in the field of HRM and its association with organisational performance. Encouraged by substantial positive evidence for statistical associations between sophisticated HRM practices and enhanced organisational performance, HRM researchers have become more assertive in their claims that HRM contributes to performance. However, most of the research is based on questionnaire surveys and still leaves key questions unanswered, in particular by which processes HRM contributes to performance. This lack of knowledge about the processes involved in

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10

Jonsson, Emilia, and Zant Christopher Van. "Att Dela på HRM : Human Resource Management mellan Bemanningsföretag, Kundorganisation och Konsult." Thesis, Linköpings universitet, Företagsekonomi, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-85798.

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Background and Problem definition: Atypical employment is something that has becomeincreasingly common in recent decades, these are defined as positions where no relationship is of thetraditional type in which the employee has a long term relationship with the employer and where hecarries out his work at the premises of the employer. These atypical employments can take variousforms, it can be fixed term contracts, project work or jobs in employment agencies and so on. Thestaffing sector in Sweden has grown rapidly since the 90s, and since international research shows thatthe three-way relation

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11

Hur, Yongbeom. "ORGANIZATIONAL PERFORMANCE, TURNOVER, AND HUMAN RESOURCE MANAGEMENT: FOCUSING ON MUNICIPAL POLICE SERVICES." Lexington, Ky. : [University of Kentucky Libraries], 2007. http://lib.uky.edu/ETD/ukypaud2007d00576/ETD.pdf.

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Thesis (Ph. D.)--University of Kentucky, 2007.<br>Title from document title page (viewed on June 12, 2007). Document formatted into pages; contains: viii, 222 p. : ill. Includes abstract and vita. Includes bibliographical references (p. 205-219).

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Sozer, Seray. "An Evaluation Of Current Human Resource Management Practices In The Turkish Private Sector." Master's thesis, METU, 2004. http://etd.lib.metu.edu.tr/upload/12605640/index.pdf.

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This study explored human resource management (HRM) functions of 200 work organizations operating in Turkey using a questionnaire. The participating organizations were the members of either the Personnel Managers Association or the Quality Association in Turkey. Job analysis and design, recruitment and selection, orientation and employee training, performance appraisal, career planning and development, human resource planning, compensation management and incentives, managing employee health and safety were among the fields that were examined. In addition to the prevalent HRM functions, the pro

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Dickmann, Michael Frank. "Balancing global, parent and local influences : international human resource management of German multinational companies." Thesis, Birkbeck (University of London), 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.340491.

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14

Li, Shaoheng. "Human resource management in privately-owned SMEs in China : determinants, HRM practices and employee outcomes." Thesis, University of Manchester, 2016. https://www.research.manchester.ac.uk/portal/en/theses/human-resource-management-in-privatelyowned-smes-in-china-determinants-hrm-practices-and-employee-outcomes(99ed3e6b-a9cf-4e67-9a84-974cd1a1e916).html.

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The role of small and medium-sized enterprises (SMEs) in stimulating economy, promoting employment and enhancing social stability is increasingly recognised, especially in developing countries. Given SMEs' considerable contribution, it is necessary to facilitate their healthy growth. Human resource management (HRM) is highlighted for SMEs as 'people' are the key factors in determining the future of these organisations. Given that the existing HRM literature is largely centred upon western contexts and large-sized enterprises, the main aim of this research is to develop an understanding of how

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15

Drack, Silja Franziska. "Führungsförderndes Human-Resource-Management ein HRM-Instrumentarium zur Förderung von Führung in Unternehmen." Wiesbaden Gabler, 2010. http://d-nb.info/999463500/04.

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Nik, Mat Nik Hazimah. "The HRM role of line managers: A Malaysian case study." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2014. https://ro.ecu.edu.au/theses/1087.

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While HRM has long been part of the line manager’s role, it has now become a crucial component. Unfortunately, for many line managers, their HRM role is uncertain, in terms of their coverage and depth of involvement in HRM activities. It is therefore difficult to measure whether their involvement affects HRM effectiveness or contributes to organisational achievement. The purpose of this study is to explore the development of the line managers’ HRM role, based on the perceptions of key members of selected organisations. This exploration may lead to the understanding of the effect of line manage

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17

Erkander, Malin, and Astrid Sjunnesson. "Employer Branding : A faddish way of labeling operations or a valuable contribution to HRM?" Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-199514.

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Employer branding has become an increasingly popular subject among practitioners. In order to gain competitive advantage it is claimed that companies should hold the best employees. However, in this thesis it is argued that the purposes of employer branding and HRM are strikingly alike, since they both aim to attract and retain employees. Earlier research lacks to explain how companies work with employer branding. Therefore, it is reasonable to wonder how employer branding is practiced and whether employer branding contributes something of value to the company, especially to HRM. Thus, the pur

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18

Boyd, Carol. "Managing 'our most important asset' : the rhetoric and reality of HRM in the airline industry." Thesis, University of Strathclyde, 2001. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=20358.

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On the surface, airlines appear to embrace a 'soft', people-centred approach to HRM, demonstrated by the deployment of a range of HR strategies aimed at the 'soft' ideals of cooperation, commitment and trust. However, within the context of tight profit margins and competitive markets, a range of 'hard', cost-centred HR strategies, may dominate. In other words, the deregulated, competitive environment of the airline industry may find airline companies shifting from a 'soft', people-centred approach to a 'hard', cost-centred approach, where cost considerations take priority over all other concer

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19

Mahesar, Hakim Ali. "The impact of HRM bundles and organisational commitment on managers' turnover intentions." Thesis, University of Bedfordshire, 2015. http://hdl.handle.net/10547/584266.

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Despite the significance of understanding the reasons under which talented individuals are more likely or less likely to quit, the nature of the relationship between Human Resource Management Practices (HRMPs) and turnover intentions has proven to be unclear. Prior studies suggest that talented employees’ turnover imposes significant negative impact on organisational performance, e.g. decrease in productivity, profitability, innovation, serviceability and morale of remaining employees. Likewise, a serious talented Frontline Managers (FLMs) turnover is observed in the private banks of Pakistan.

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Van, Heerden Jeanne-Marie. "The impact of the implementation of E-HRM on the human resource management function." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/d1021239.

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The purpose of the research was to improve the use of electronic human resource management in South African businesses by investigating that there is a positive impact when implementing e-HRM on the human resource management function. The research was carried out within a South African business, whose parent business concern is based overseas and has branches operating within South Africa The research was significant as it shaped the researcher’s concern as to whether electronic human resource would be beneficial to a South African business if the business superiors decide to implement e-HRM w

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21

Skinner, Denise Olwyn. "Barriers to the evaluation of human resource management initiatives : three public sector case studies." Thesis, Open University, 2001. http://oro.open.ac.uk/19914/.

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In the context of Human Resource Management (HRM), organisations have been increasingly encouraged to implement a range of practices which, it is argued, will improve their competitiveness in the global market place. Thus, change initiatives within organisations follow one after the other. Yet, although there is apparent acceptance among practitioners and academics that evaluation is a crucial step in any process of continual improvement the reality is often that little has been done to assess the impact and degree of success of each initiative before organisations progress to the next. Howeve

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22

López-Cotarelo, Pérez Juan Pablo. "HRM in practice : an application of actor-network theory to human resource management in retail." Thesis, University of Warwick, 2012. http://wrap.warwick.ac.uk/57619/.

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HRM practices have predominantly been seen as means put in place by top management to achieve certain ends. This thesis argues that approaching the HRM phenomenon in this way is limiting because it establishes a divide in HRM activities between those aspects that conform to top management intentions, contribute to consistency of HRM practices, and produce desired effects; and those that are not part of top management design, are a source of variability in HRM practices, and are at best irrelevant, at worst detrimental to the efficacy of HRM practices. Variability in HRM practices within organi

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Al, Wahshi Adnan S. "Human resource planning practices in the Omani Public Sector: An exploratory study in the Ministry of Education in the Sultanate of Oman." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2016. https://ro.ecu.edu.au/theses/1915.

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Human resource planning (HRP) is the management process that helps organisations prepare for the number of employees and the types of skills needed to achieve organisational goals and objectives. In short, the aim of HRP is to have the right people in the right place at the right time. However, unlike the private sector, HRP practices are not widespread in the public sector. Literature on the ways in which HRP is conducted in public sector organisations has been limited to date. While the process of moving from traditional models of public management to New Public Management (NPM), and the Res

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Орловский, Дмитрий Леонидович, та Мухамед Файсал Авада. "Формирование кадрового резерва предприятия при поддержке HRM-системы". Thesis, НТУ "ХПИ", 2017. http://repository.kpi.kharkov.ua/handle/KhPI-Press/38099.

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PAN, Shumin. "Do Cultures Really Matter? : A Case Study of Human Resource Management Strategies." Thesis, Uppsala University, Department of Business Studies, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-106314.

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<p>The purpose of this research study is to explore the relationship between cultures and Human Resource Management Strategies in Swedish Multinational Corporations. In order to achieve this purpose, a multiple-methods research design is adopted. The study consists of two steps. The first step is a pilot study which aims to give a general picture and the direction for the further case study. A case study is the second step; here, three companies are studied by conducting interviews: ArtsNordica, TeliaSonera and Company A, with the intention of highlighting the important issues of cultures and

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Venos, Taki. "HRM och Personalarbete : Bemanningsarbetets implementering i en medelstor kommun." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-39055.

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HRM innefattas av bemanningsarbete och hur man tillämpar detta genom strategiska arbetssätt (SHRM). Syftet med studien var att se hur åtta olika enheter arbetar med bemanningsfrågor och frågeställning var hur enheterna lyckas implementera bemanningsarbetet i linje med deras visioner, strategiska och praktiska arbetssätt. Resultatet visade två centrala delar, kvalité och internt samarbete som enheterna har som vision. Strategiskt och praktiskt sett finns där likheter och skillnader i bemanningsarbetet. Däremot om man lyckas implementera enhetliga definitioner av vad bemanningsarbete är samt att

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Beh, Soo Hian. "Human resource management competencies : implications for health service managers in the hospital system." Thesis, Queensland University of Technology, 2003.

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Modin, Klas, and Pettersson Christin. "Ledarskap och personalomsättning inom mäklarföretag med franchisestruktur : kan HRM bidra till minskad personalomsättning?" Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-11483.

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Syfte Vi vill undersöka om och beskriva hur Human Resource Management kan bidra till minskad personalomsättning inom franchisedrivna fastighetsmäklarorganisationer. Huvudfrågor: Hur upplever anställda och före detta anställda fastighetsmäklare att personalomsättning påverkar branschen och deras arbetssituation? Hur skulle en mer omfattande organisationsstyrning med inriktning på HRM kunna minska personalomsättning inom fastighetsmäklarorganisationer styrda enligt franchisestruktur? Metod I arbetet hålls ett Hermeneutiskt synsätt. Ämnet personalomsättning och dess orsaker har tidigare behandl

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Lorge, Malin, and Julia Storm. "Mångfaldsarbete i en kommun : en kvalitativ stuide utifrån ett ledningsperspektiv." Thesis, Högskolan i Jönköping, Högskolan för lärande och kommunikation, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-35761.

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Utgångspunkten för denna studie är att mångfald i arbetslivet är ett komplext område som är i ständig utveckling. Syftet med studien är att belysa en kommuns interna mångfaldsarbete utifrån ett ledningsperspektiv. Detta undersöks utifrån kommunens styrdokument, användningen av dessa och respondenternas uppfattning kring mångfaldsområdet. Empiri har inhämtats genom fem semistrukturerade intervjuer och analyserats med inspiration från hermeneutiken. Resultatet påvisar att styrdokumenten, dess implementering samt uppfattningen kring mångfaldsarbetet och mångfaldsområdet är oförenade. Det råder

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Bredin, Karin. "Human Resource Management in Project-Based Organisations : Challenges and Changes." Licentiate thesis, Linköping : Department of Management and Economics, Linköping University, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-7662.

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Crawley, Eugene. "The strategy process and human resource management in local government : a study in theory and practice." Thesis, Manchester Metropolitan University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.312226.

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Bredin, Karin. "Human Resource Management in Project-Based Organisations : Challenges, Changes, and Capabilities." Doctoral thesis, Linköping : Department of Management and Engineering, Linköping University, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-11533.

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Yue, Xiaofeng, and Pei Liang. "Workspace Optimization for Human Resource Management in Project-Based Organizations from a Managerial Perspective." Thesis, Linköpings universitet, Företagsekonomi, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-71159.

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The importance of office physical layout has never been studied by scholars andentrepreneurs from the perspective of managing human resources in project-basedorganizations (PBOs) from a managerial perspective. This paper believes that officephysical layout has great influence on organizations’ working efficiency in PBOs. Withthe increase of PBOs, it requires a new context for human resource management (HRM).The paper mainly focuses on the impact of office physical layout on communication andinnovation in PBOs. In the literature review part, the paper collects together relevantresearches, exper

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Löfgren, Jonna. "Human Resource Management i ett litet företag : Strukturerad som organisation eller familj?" Thesis, Stockholms universitet, Sociologiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-117554.

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Begreppet Human Resource Management, d.v.s. ledning av de mänskliga resurserna, har de senaste åren vuxit sig större. Detta beror bl.a. på att medvetenheten kring organisationer och hur man får anställda att öka produktiviteten har blivit större. Idag vet vi att de psykosociala faktorerna på en arbetsplats är av stor vikt för att få en ökad produktivitet och effektivitet. Före och under 30-talet ansåg forskare att människan drevs och motiverades av ackordslöner och andra belöningar. Idag vet vi bättre och företag som har ett HR-perspektiv arbetar aktivt för att skapa delaktighet, motivation, e

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Ballestrin, Francesca <1996&gt. "Employee Learning and Development ed Employee Engagement: l’impatto dell’Artificial Intelligence (AI) sullo Human Resource Management (HRM)." Master's Degree Thesis, Università Ca' Foscari Venezia, 2021. http://hdl.handle.net/10579/20208.

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Con il presente elaborato si andrà ad indagare l’impatto dell’Intelligenza Artificiale sui processi tradizionali di gestione delle risorse umane all’interno delle organizzazioni, concentrando l’attenzione sulle pratiche di formazione e sviluppo e di engagement dei dipendenti. Il focus sarà incentrato su questi due processi, in quanto è solo attraverso la valorizzazione e la crescita, nonché la motivazione e il coinvolgimento di queste risorse, che l’impresa può ottenere, non solo un vantaggio competitivo sostenibile nel tempo, ma anche un netto miglioramento del clima organizzativo, diventando

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Cloete, Annemarie. "Living organisational values in a multi-cultural environment : a South African case study." Diss., University of Pretoria, 2013. http://hdl.handle.net/2263/33421.

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Organisational values consist of enduring and indispensable tenets which underpin organisational culture and form the foundation for an organisation’s purpose and goals. It should represent a unique set of collectively shared values, which silently gives direction to the multitude of decisions to be made on a daily basis within the organisational domain. Unfortunately, companies seem to place an overt focus on articulating and promulgating their values as opposed to embedding it in the hearts and minds of their employees, who ultimately have to live the values. The challenge therefore still

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Hoppas, Costas A. "Strategic human resource management and oganisational performance : a study of the university administrators in Cyprus." Thesis, University of Wolverhampton, 2013. http://hdl.handle.net/2436/322367.

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Nowadays, organisations are seeking to understand how one of the last truly competitive resources, their human resources, can be managed for competitive advantage (Allen and Wright, 2006). As Wright and McMahan (2011) state, today an organisation’s human resources have become more important than ever to their success. Consequently, a better understanding is needed of the role of HRM in creating better organisational performance. Although, human resource management practices have continued to be the focus of strategic HRM research (Combs et al., 2006), human capital has received little attentio

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Skoglund, Natalie, and Shabnam Ismailova. "Medarbetarengagemang ur ett HRM perspektiv : En kvalitativ studie om faktorer som påverkar medarbetarengagemang." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-54479.

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I studien har fyra faktorer identifierats som anses ha en påverka påmedarbetarengagemang inom SME företag; Värderingar som anses öka känslan av meningsfullhet hos medarbetaren. Studiens resultat förespråkar fokus på bland annat individuella värderingar samt gemensamt framställda värderingar.Decentralisering anses också ha en påverkan på känslan av meningsfullhet hos medarbetaren. Här rekommenderas hög grad av autonomi och medarbetarinvolvering inom beslutsfattanden. Trygghet i chefer och kollegoranses bidra till en ökad psykologisk säkerhet hos medarbetaren. Studiens resultat förespråkar trans

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Ostrowski, Romuald, and n/a. "Outsourcing the human resource development function in the Australian Public Service." University of Canberra. Professional & Community Education, 1999. http://erl.canberra.edu.au./public/adt-AUC20060823.170859.

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The Howard Government has made public its agenda to significantly reform the Australian Public Service (APS). It has presented its vision for a highly efficient APS which is globally competitive by being customer focused, and by benchmarking best practice in organisation management. Outsourcing of a range of internal functions is but one of the strategies Commonwealth agency Chief Executive Officers are applying or considering to apply in achieving the Government's vision for a reformed APS. When examining functions to be outsourced within Commonwealth agencies it seems that many senior manage

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Elm, Dana, and Rebecca Grindeland. "Strategic Human Resource Management : en kvalitativ studie om organisationens förmåga att behålla nyckelmedarbetare." Thesis, Högskolan Väst, Avd för företagsekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-11146.

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Under de senaste decennierna har HRs roll förändrats inom organisationerna. Från att vara enlägre administrativ funktion har HR ökat i betydelse och anses idag vara en strategisk resurs,vilket har lett till att begreppet SHRM myntats. Inom SHRM återfinns rekrytering, hanteringav humankapitalet och bevarande aktiviteter. Fokus bör ligga på bevarandet av nyckelmedarbetaresom är viktiga för organisationens konkurrenskraft på arbetsmarknaden när det idag tillstor del är arbetstagarens marknad. Syftet med vår studie är att undersöka hur organisationeranvänder HR-funktionen för att locka nyckelmedar

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Wapshott, R., O. Mallett, and David P. Spicer. "Exploring change in small firms' HRM practices." Springer, 2014. http://hdl.handle.net/10454/17815.

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yes<br>The academic literature widely acknowledges changes and variation in the practices of small firms but only a small amount of empirical work has explored the processes through which HRM practices undergo change. Research has tended, instead, to examine the presence and effectiveness of HRM in small firms and has often viewed this in terms of a deficit model relating such practices to an understanding of HRM derived from larger firms. This chapter focuses on the recruitment and selection and staff payment practices in use in three small services firms to explore the everyday, ongoing deta

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Bao, Chanzi. "Senior management perception of strategic international human resource management effectiveness : the case of multinational companies performance in China." Thesis, University of Bradford, 2010. http://hdl.handle.net/10454/4437.

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The intense competition arising from globalisation requires MNCs to manage their HRs globally and strategically to become a source of competitive advantage. Hence, SIHRM acknowledges the need to balance global integration and local responsiveness, together with emphasising the importance of seeking strategic fit between HR policies and business strategy, which in turn leads to superior firm performance. Furthermore, this development also increased awareness and recognition of the role of senior managers and cultural traditions. Therefore, the primary purpose of this research was to explore the

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Alnuaimi, Asma. "Happiness at work in the UAE : the role of leadership style and human resource management." Thesis, University of Manchester, 2018. https://www.research.manchester.ac.uk/portal/en/theses/happiness-at-work-in-the-uaethe-role-of-leadership-style-and-human-resource-management(0c69e769-c454-4261-9c4e-b622d357f2d2).html.

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There is a wealth of literature on job satisfaction from both Western and Eastern experiences and perspectives, but the literature is limited when it comes to happiness at work, especially in the Arab region. This study is an attempt to encourage research studies in the field of happiness at work in the Middle East and specifically in the United Arab Emirates, the context of the present research, to influence planning in government organisations in implementing a strategy for long-term impacts on happiness levels. This research uses a mixed methods approach of both questionnaires and interview

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Thilén, Frida, and Elin Pettersson. "Talent Management : Utan Talent Management?" Thesis, Högskolan i Jönköping, Högskolan för lärande och kommunikation, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-30081.

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Syftet med denna studie är att kontrastera en utvald organisations strategier för att attrahera, behålla, utveckla och avveckla de viktigaste resurserna mot Talent Management och dess komponenter. Studien ämnar således mot att göra en kontrastering mellan traditionellt kompetensförsörjningsarbete mot det mer moderna konceptet Talent Management. Författarna har valt att undersöka detta genom att samla empiri från intervjuer med sex medarbetare kombinerat med analys av interna dokument. Resultatet visar att delar av myndighetens arbete med kompetensförsörjning kan likställas med Talent Managemen

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Granath, Inger, and Ann Bergfeldt. "Kompetens och Evidens : inom boendestöd socialpsykiatri i Värmland och Dalsland." Thesis, Karlstads universitet, Fakulteten för humaniora och samhällsvetenskap (from 2013), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-31569.

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Syftet med studien var att kartlägga vilka förutsättningar boendestödjare i Värmland och Dalsland har att hantera sina arbetsuppgifter utifrån kompetens och evidens. Vi använde oss av en kvantitativ metod och gruppenkäter för att kunna göra denna kartläggning. Studien riktade sig till enhetschefer inom socialpsykiatrin samt dess personal som jobbar inom boendestöd mot brukare med egen bostad. Två enkäter gjordes varav den ena riktades mot enhetscheferna och den andra mot personal. Totalt tillfrågades 23 kommuner att delta i studien och av de svarade 17 kommuner på enkäterna vilket ger en svars

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Gustavsson, Aron. "Att mäta HR - Ett oviktigt behov? : En studie om att mäta Talent Managements ekonomiska effekter." Thesis, Linnéuniversitetet, Ekonomihögskolan, ELNU, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-19789.

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Sammanfattning Examensarbete, Human Resource Management, Ekonomihögskolan vid Linnéuniversitetet. Organisation, VT2012. Bakgrund: Intresset för Talent Management har växt allt starkare bland svenska företag men det finns lite forskning som stödjer dess lönsamhet. HR och personalavdelningar har länge försökt att mäta ekonomiska effekter av de aktiviteter som är kopplade till företagens mänskliga resurser. Dessa mätningar förväntas ge HR-avdelningar ett större inflytande i företagen och skulle kunna ge Talent Management teoretisk legitimitet. Syfte: Uppsatsens syfte är att kartlägga i vilken u

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Saqib, Syed Imran. "Human capital resources, human resource management policies, and employee perceptions : an investigation of young professionals in the banking sector of Pakistan." Thesis, University of Manchester, 2018. https://www.research.manchester.ac.uk/portal/en/theses/human-capital-resources-human-resource-management-policies-and-employee-perceptions-an-investigation-of-young-professionals-in-the-banking-sector-of-pakistan(4961f666-91ae-4baf-a924-8dad3f811839).html.

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Situated within the human resource management and performance (HRM-P) link literature, this thesis explores the 'black box' of the mechanisms that link HRM practices and performance. By doing so, it sheds light on how and why HRM practices can lead to superior firm performance. Heeding calls for more nuanced and contextual work on understanding this link, this study uses qualitative responses from 79 industry experts, HR/senior managers, and young professionals, as well as artefacts and documents, to analyse the causal mechanisms that connect HRM policies, aimed at human capital resource (HCR)

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Lenz, Sabrina. "Open innovation and the challenges of human resource management." reponame:Repositório Institucional do FGV, 2014. http://hdl.handle.net/10438/11808.

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Submitted by Sabrina Lenz (sabrina_lenz@hotmail.de) on 2014-05-30T12:43:14Z No. of bitstreams: 1 Master Thesis Sabrina[2].pdf: 1181478 bytes, checksum: 690e74c292c4f0837d89716d3161fb40 (MD5)<br>Approved for entry into archive by ÁUREA CORRÊA DA FONSECA CORRÊA DA FONSECA (aurea.fonseca@fgv.br) on 2014-05-30T16:51:29Z (GMT) No. of bitstreams: 1 Master Thesis Sabrina[2].pdf: 1181478 bytes, checksum: 690e74c292c4f0837d89716d3161fb40 (MD5)<br>Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2014-06-02T13:49:47Z (GMT) No. of bitstreams: 1 Master Thesis Sabrina[2].pdf: 118

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De, Barros Jerome, and Panut Chanboonyawat. "Human Resource Management Concepts Within Micro Businesses : The study of Thai micro businesses." Thesis, Jönköping University, Jönköping International Business School, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-9334.

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<p> </p><p>Micro businesses are the most common form of business in the world and they play an important role in the economic growth of every country. They are usually characterized by a lack of financial resources, which influences the management of such firms. The role of the owner manager is crucial in micro businesses and has a strong influence on every aspects of the business and one of these aspects is human resource management.</p><p>Compared to the research about larger companies, the number of researches in the scope of human resource management (HRM) specifically within micro busines

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Foster, S. "Making sense of e-HRM : technological frames, value creation and competitive advantage." Thesis, University of Hertfordshire, 2010. http://hdl.handle.net/2299/4511.

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A wide range of Human Resources (HR) processes and information can now be managed and devolved to line managers and employees using e-HRM (‘electronic Human Resource Management’). E-HRM has been defined as “An umbrella term covering all possible integration mechanisms and contents between HRM and information technologies, aiming at creating value within and across organisations for targeted employees and management.” (Bondarouk & Ruel, 2009, p.507). Contemporary e-HRM technologies contain powerful functionality that can support organisations in reducing the cost and improving the quality of Hu

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