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Dissertations / Theses on the topic 'Human resource departments'

Author: Grafiati

Published: 3 June 2025

Last updated: 31 July 2025

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1

Barber, Harry C. "The Navy Human Resource Officer community : assessment and action plan /." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2003. http://library.nps.navy.mil/uhtbin/hyperion-image/03sep%5FBarber.pdf.

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Thesis (M.S. in Management)--Naval Postgraduate School, September 2003.<br>Thesis advisor(s): William Hatch, Bernard Ulozas, Benjamin Roberts. Includes bibliographical references (p. 165-168). Also available online.

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Leeamornsiri, Joseph Nantawut. "The perceptions of human resource professionals in five Thai banks about the human resource development competencies and programs used during the merger and acquisition process." Connect to resource, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1125373712.

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Thesis (Ph. D.)--Ohio State University, 2005.<br>Title from first page of PDF file. Document formatted into pages; contains xv, 241 p.; also includes graphics. Includes bibliographical references (p. 195-201). Available online via OhioLINK's ETD Center

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3

Kwok, Wai-shun, and 郭威信. "An analysis of human resource management in the Fire Services Department." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2009. http://hub.hku.hk/bib/B46757648.

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4

Green-Ivey, Starla Lynn. "Workplace competencies (SCANS) of job applicants as reported by human resource personnel /." free to MU campus, to others for purchase, 2002. http://wwwlib.umi.com/cr/mo/fullcit?p3055238.

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5

Bennett, Nathan. "Personnel/human resource departments and uncertainty : a test of Thompson's model of boundary spanning units." Diss., Georgia Institute of Technology, 1989. http://hdl.handle.net/1853/30069.

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6

Bulloch, Zoe. "Graduate human resource practitioners : an assessment of important competencies and the effectiveness of professional education." Thesis, Queensland University of Technology, 1999. https://eprints.qut.edu.au/36327/1/36327_Bulloch_1999.pdf.

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The pace of change within organisations has been widely discussed in recent academic literature. The management of people, as one of an organisation's key resources, has been emphasised as a core capability for organisations to be successful in a rapidly changing business environment. Consequently, human resource practitioners are increasingly being called upon to proactively contribute to the development of a distinct competitive advantage for their organisation. Within the context of the changing environment and heightened competition, HR practitioners are being called upon to adopt n

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7

Sowden, Mark Muirhead. "An investigation into reporting human resource information in the statements of service performance of government departments." Thesis, University of Canterbury. Accounting and Information Systems, 1995. http://hdl.handle.net/10092/2713.

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Human resource costs comprise a significant proportion of New Zealand government departments' operating expenditure, thus, reporting on these resources is important. Yet, to date, a practical alternative to the monetary valuation and reporting of human resources has still to be found. This thesis examines the usefulness and practicality of reporting non-monetary human resource information in government departments' statements of service performance. The examination was conducted through a mail questionnaire sent to all 39 government departments, with a response rate of 87% (34 questionnaires o

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8

Corner, Helen. "An exploration into transfer of knowledge acquired from taught MSc Human Resource Management (HRM) programmes into workplace Human Resource (HR) Departments and wider dissemination across intra-organisational boundaries." Thesis, University of Derby, 2018. http://hdl.handle.net/10545/622720.

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The purpose of this thesis was to explore how knowledge gained during taught Masters in Human Resource Management (MSc HRM) programmes was transferred into working organisations, whether knowledge gained from academic study could be transferred if individuals were motivated to transfer and if organisations had a culture that was receptive to transfer. The term knowledge transfer was defined as sharing of information between one individual and another individual or group. This study looked at the perceived value of Human Resource (HR) knowledge within organisational contexts, with a focus on ho

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9

Omar, Abduljabar A. "Perceptions of Role Conflict, Role Ambiguity, and Job Satisfaction among Selected Human Resource Development Practitioners." Thesis, University of North Texas, 1992. https://digital.library.unt.edu/ark:/67531/metadc278527/.

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The purpose of this study was to investigate the role ambiguity, role conflict, and job satisfaction perceptions among selected Human Resource Development (HRD) practitioners. The study's target population was the American Society for Training and Development (ASTD)—Dallas Chapter. The independent variables used in this study consisted of HRD practitioners' gender, age, length of HRD experience, educational level, and HRD role category.

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10

Swarts, Koos Jakobus. "Management of human resource development by heads of department in primary schools in the Free State." Thesis, Welkom: Central University of Technology, Free State, 2006. http://hdl.handle.net/11462/221.

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Full Thesis<br>Thesis (Ph.D.) - Central University of Technology, Free State, 2006.<br>South Africa has a shortage of SMTs with well-honed management skills. SMTs are working under the most difficult conditions, especially during the transformation process in education. They are often not well-prepared for tasks they must perform and are neither given sufficient training. The focus of this research is to examine the role of HODs in the management of HRD. The EMD curriculum delivery nexus prompts the need to examine curriculum and education management and development, theories, practices an

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11

Lindberg, Mikael, and Ingrid Nielsen. "Det ligger nog i deras arbete att vara problemlösare : En kvalitativ fallstudie om HR-funktionens image och identitet ur ett intraorganisatoriskt perspektiv." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-37029.

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Introduction: HR departments have been developed to take care of the organizations most important resource: the human being. HR as a function has however faced criticism claiming that the function does not entail any value to organizations. The rest of the organization often have a hard time understanding what HR’s daily work means and thereof not having a clear image of the function’s purpose or the function’s role in the organization Aim: The purpose of this study is to describe the relationship between the organization's view of the HR department (image) and the HR department's image of t

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12

Richtner, Natalie. "I gränsen mellan HR och IT : Om lärande och förändring vid automatisering inom HR." Thesis, Stockholms universitet, Institutionen för pedagogik och didaktik, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-194481.

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Digitalisering och automatisering har alltmer kopplats till argument om förändringar i arbetslivet. I den här uppsatsen undersöks digitalisering och automatisering i praktiken genom att fokusera på HR-praktiker och organisering av automatisering i HR-avdelningar i större organisationer i Sverige. Trots att det finns flera rapporter, som hävdar att automatiseringsteknologierkommer att förändra HR, finns det få empiriska studier om denna förändring. Syftet med studien är därförattfå en djupare förståelse för digitalisering och automatisering på HR-avdelningar i större organisationer utifrån ett

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13

Vong, Tze Ngai. "Managing human resource development." Thesis, University of Macau, 2000. http://umaclib3.umac.mo/record=b1636787.

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Lei, Lin. "Intelligent human resource management system." Thesis, University of Macau, 2005. http://umaclib3.umac.mo/record=b1445897.

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15

Tang, Tang. "Developing human resource accounting to improve human resource management : a case study of practicing HRA in a Chinese state-owned-enterprise." Thesis, University of Macau, 2002. http://umaclib3.umac.mo/record=b1636259.

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Ho, Siu-chun Terina, and 何少珍. "Reform of the Leisure and Cultural Services Department: implications for human resource management." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2001. http://hub.hku.hk/bib/B31966524.

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Ho, Siu-chun Terina. "Reform of the Leisure and Cultural Services Department : implications for human resource management /." Hong Kong : University of Hong Kong, 2001. http://sunzi.lib.hku.hk:8888/cgi-bin/hkuto%5Ftoc%5Fpdf?B23295715.

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18

Kropp, Richard P. "The development and validation of an evaluation model for a corporate human resource development department." Thesis, Boston University, 1988. https://hdl.handle.net/2144/38059.

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Thesis (Ed.D>)--Boston University<br>PLEASE NOTE: Boston University Libraries did not receive an Authorization To Manage form for this thesis or dissertation. It is therefore not openly accessible, though it may be available by request. If you are the author or principal advisor of this work and would like to request open access for it, please contact us at open-help@bu.edu. Thank you.<br>The purpose of this study was to develop a model for the evaluation of training programs offered within corporate settings most often focused on the management staff. The study is based on the notion that in

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19

Nhlapo, Tsholo Mzawazi Solomon. "The implementation of human resource development strategy for total quality management within the Department of Correctional Services : focus on Groenpunt management area / Tsholo Mzawazi Solomon Nhlapo." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4831.

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To improve on service delivery, the challenge is to ensure that the correctional officials understand and are skilled in dealing with demands for better standard of service delivery by the public. There is a perception that current training programmes are too fragmented and that training does not receive the priority it deserves. There is also a feeling that current training is still too much focused on the training needs of the ''top" echelons (managers) and not the "bottom" end of the Department of Correctional Services, especially those directly dealing with day to day work situation. This

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20

Brooke, Joseph A. III. "A Web-Enabled Temporal Database Human Resources Application." UNF Digital Commons, 2001. http://digitalcommons.unf.edu/etd/167.

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Despite the inclusion of a variety of time-related or 'temporal' datatypes in the SQL-92 standard, vendors of commercially-available Relational Database Management Systems (RDBMS) have universally elected to not fully comply with the standard. Perhaps even more frustrating is the fact that each vendor has chosen to include a different subset of temporal datatypes than their competitors, with most vendors adding a proprietary twist to their datatypes not even contained within the standard. This lack of conformity has left users of these database products faced with a difficult choice: either av

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21

Moletsane, Judy Nombulelo. "An evaluation of the salary structure of an university of technology’s human resource department." Thesis, Cape Peninsula University of Technology, 2016. http://hdl.handle.net/20.500.11838/2100.

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Thesis (MTech (Public Management))--Cape Peninsula University of Technology.<br>Since the merger, changes occurred within CPUT and within its salary structure as a whole. Measures had to be taken in order to harmonise the two salary structures to produce a single in order to eliminate disparities and as to ensures equity among the different categories of employees and their respective levels of appointment. When the researcher discovered that there were disparities within our merged systems, the researcher decided to do a researcher concerning disparities with the new merged salary structure.

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22

Siswana, Batandwa. "The role of training in the human resource department of the south African parliament." University of the Western Cape, 1999. http://hdl.handle.net/11394/7765.

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Magister Administrationis - MAdmin<br>Training in the South African public service is a highly needed factor, especially in the process of transformation. In the "rationalisation" of the public service, training cannot be conducted in isolation. At the same time training should be seen as a process not an event. Empowering employees with skills and knowledge is vital because this could ensure that the goals of the organisation are attained. As Andrews (1988) argues, training is a systematic process of altering behaviour, knowledge and motivation of employees in order to increase organis

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23

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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24

Legodi, Koena Olivia. "Assessment of human resources records management practices in the Limpopo Department of Agriculture." Thesis, Stellenbosch : University of Stellenbosch, 2011. http://hdl.handle.net/10019.1/6618.

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Thesis (MPA)--University of Stellenbosch, 2011.<br>ENGLISH ABSTRACT: The research study assessed records management practices in the Limpopo Department of Agriculture (LDA), with the focus being on human resources records. Human resources records management practices were assessed in four key performance areas, namely: policy and regulatory framework, storage requirements, integrity of paper-based and electronic records, and efficiency and effectiveness of the registry system. The assessment tool, as prescribed in the Best Practice Model for Keeping and Managing Paper-Based Employee Records, w

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25

Farndale, Elaine. "The Intra-organisational power of the Personnel Department in Higher Education in the UK." Thesis, Cranfield University, 2004. http://hdl.handle.net/1826/132.

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Personnel departments in general have a poor reputation for power and influence, although little is known empirically about their position in Higher Education institutions (HEI). There are various factors in the HEI context that suggest that the department should be important but not necessarily powerful. Therefore, by applying existing theory (strategic contingencies theory) to examine the determinants of power and the perceived level of power of the department, a more detailed view of the power of the Personnel department in Higher Education (HE) can be observed. The strategic contingencies

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26

Schouten, Theresa Lynn. "The impact recognition has on employees in the Human Resource Department at Bemis Company, Inc." Menomonie, WI : University of Wisconsin--Stout, 2006. http://www.uwstout.edu/lib/thesis/2006/2006schoutent.pdf.

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27

Chan, Wing-kit Eric, and 陳永傑. "An analysis of human resource management in correctional homes of the Social Welfare Department: implications forchange." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31965131.

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28

Yung, Yee Lee. "Human resources development in Macau hotel industry : a case study." Thesis, University of Macau, 1996. http://umaclib3.umac.mo/record=b1636793.

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Chan, Wing-kit Eric. "An analysis of human resource management in correctional homes of the Social Welfare Department : implications for change /." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18595753.

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30

Io, Choi Leng. "The human resources management practices in Macau government : an exploratory study." Thesis, University of Macau, 1997. http://umaclib3.umac.mo/record=b1636724.

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31

Claasen-Hoskins, Blanche Judith. "The impact of human immunodeficiency virus & acquired immunodeficiency syndrome in the Department of Agriculture: Western Cape : a human resource management planning strategy /." Link to the online version, 2005. http://hdl.handle.net/10019/19.

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Tsao, Chen. "Human resource practices of Chinese state-owned organizations in Guangdong (empirical study)." Thesis, University of Macau, 2000. http://umaclib3.umac.mo/record=b1636669.

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33

Byers, Mary C. "The Relationship of Creativity and Goal Orientation to the Demonstration of Strategic Human Resource Competencies in the Department of Defense." Diss., Virginia Tech, 2014. http://hdl.handle.net/10919/51767.

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Over the past 28 years, as a human resource (HR) professional, I observed much writing and research on the need for the HR function to focus more on strategic outcomes and less on administration (Lawlerand Boudreau, 2012; OPM, 1999; PPS, 2010; Ulrich 1997). The shift in focus from administrative to strategic has been slow, demonstrated by the fact that from 1995 to 2010 the HR function appears to have has not changed how it allocates its time, has not increased focus on strategic outcomes, and is not engaging in higher value-added activities (Lawler and Boudreau, 2012). Absent from the literat

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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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35

Olsson, Oksana. "Career Development and Counseling in an International Company in Shanghai." Thesis, Stockholms universitet, Institutionen för pedagogik och didaktik, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-95697.

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The aim of the study is to understand the significance and the impact of the careerdevelopment and counseling with consideration of cultural aspects in an internationalcompany in Shanghai, the People’s Republic of China. The aim has been achievedthrough three research questions. What experiences do employees have from careerdevelopment and counseling in an international company in Shanghai? Whatcontributions from the company do employees perceive to be necessary inexperiencing an ongoing upward trend in their career development? What kind ofcultural aspects influence employees’ career developm

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曾滿華 and Mon-wah Tsang. "Civil service reform: its impact on human resource management of the 'street-level bureaucrats' of theImmigration Department in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2002. http://hub.hku.hk/bib/B31967036.

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37

Skosana, Arthur Mzwandile. "Human resources strategies for effective management applications at Gauteng Department of Sports, Arts, Culture and Recreation / Arthur Mzwandile Skosana." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4774.

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This study investigates the restructuring and alignment processes within the Gauteng Department of Sports, Arts, Culture and Recreation. The nature of the study was neither inclusive nor an exclusive study accommodate every input of the sub-directorate, and review the staff capacity to meet with set objectives of the Department. It also investigates some of the problematic areas shortsighted by the restructuring and alignment processes in the hub and areas of concerns which included: Accommodation (office space and sports fields); support of staff by senior managers; contracting and performanc

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Schreuder, Hugo Amos Lambrechts. "The scientific calculation of the required human resources for maintenance in the engineering department at Sishen iron ore mine." Thesis, Stellenbosch : Stellenbosch University, 2007. http://hdl.handle.net/10019.1/22004.

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Thesis (MBA)--Stellenbosch University, 2007.<br>ENGLISH ABSTRACT: Human resources budgeting at Sishen mine had been done, for as long as the researcher has been employed at the mine, according to history as well as according to the demands of the financial situation. Consequently, human resources shortages have been corrected by external labour which is often more expensive than internal labour. During the annual budgeting period when top management applies pressure to cut costs, the operations budget is easy to defend. With the help of Excel spreadsheets or maintenance management syste

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Pan, Khang Aun. "Environmental training and strategic human resource development planning with reference to the Department of Wildlife and National Parks (DWNP), Peninsular Malaysia." Thesis, University of Salford, 2001. http://usir.salford.ac.uk/26851/.

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This thesis attempts to explore and analyses environmental training (ET) in Malaysia, Singapore and the United Kingdom. It discusses the relationships of ET with environmental education, human resource development, learning, training and strategic planning. The main goal of the research was to assess which were the most commonly used ET protocols or 'best practices' that can be used and adapted in a variety of organisations. The research was based on a detailed literature survey and drew on the results from a postal questionnaire survey of 94 different organisations of varying size, age and ha

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September, Charl J. "Human resource planning challenges - a case study of the Department of Library and Information Services in the City of Cape Town." Thesis, University of the Western Cape, 2012. http://hdl.handle.net/11394/5197.

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Magister Administrationis - MAdmin<br>This study focuses on the human resource planning challenges of the Department of Library and Information Services in the City of Cape Town. In line with this focus the study seeks to determine the way in which the human resource planning strategies of the City of Cape Town impacts on departmental effectiveness and service delivery output of the Department of Library and Information Services. The study further endeavours to determine what the human resource planning processes in the Department of Library and Information Services entails as well as w

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Tsang, Mon-wah. "Civil service reform : its impact on human resource management of the 'street-level bureaucrats' of the Immigration Department in Hong Kong /." Hong Kong : University of Hong Kong, 2002. http://sunzi.lib.hku.hk/hkuto/record.jsp?B2513971.

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林春慶. "Human Resource Management Problems in Changing Environment: A Case Study of IC Equipment Engineering Departments." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/77b442.

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碩士<br>國立清華大學<br>工業工程與工程管理學系<br>92<br>In today’s high tech world, we face a competed working environment. In semiconductor industry, the duty of semiconductor equipment engineers is to keep semiconductor production machines working properly and consistently. The article is investigating about how to motivate semiconductor engineers in challenge working environment, and what is the strategy for semiconductor companies to encourage their employees in today’s rapid changing world. Due to the education level rise up, the demanding of today’s employees also increase. How to increase the diversity of

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Yu, Han-Yu, and 游涵宇. "A Study of the Human Resource Management Strategies and Practices of Taipei City Sports Centers’ Fitness Departments." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/10281904477723015388.

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碩士<br>輔仁大學<br>體育學系碩士在職專班<br>103<br>The purpose of this study was to explore the current condition, planning factors, major practices and the effectiveness of human resource management at the Department of Fitness and Recreation in Taipei Sports Center, and to discuss its future human resource requirements. By using qualitative research methods, this study was proceeding with interview records with the management level of the Department of Fitness and Recreation in the seven Taipei Sports Centers, assisted with observation findings and related documents. The above data were analyzed and re-exam

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Chung, Hsi-Mei, and 鍾喜梅. "Institutional and Rational Determinants of Organizational Structure: The Degree of Professionalization of Human Resource Departments in Taiwanese Public Companies." Thesis, 2002. http://ndltd.ncl.edu.tw/handle/23368277432592182732.

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Chiang, Jiann-Chyi, and 蔣健琦. "The study of critical success factors for the transition in human resource departments of different subsidiaries in financial holding company." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/jzfsz3.

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碩士<br>國立臺灣師範大學<br>工業科技教育學系在職進修碩士班<br>96<br>Nowadays, financial industry is facing challenges due to excessive opening of banks, join of WTO, practice of financial holding laws, and the government's financial revolution policy. In order to survive in such a challenging and competitive environment, financial industry merchants, especially financial holding companies, must try to expand the size of their company and increase core competence through amalgamation or internal organization change. The main purpose of this research is to discuss the motivation, the purpose, the position, and the p

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Legg, Ronald Leslie. "Sources of stress among human resource practitioners : a study of the inter-relationship between career orientation, role stress and burnout : an investigation into sources of work-related stress in a sample of human resource practitioners in KwaZulu-Natal." Thesis, 2002. http://hdl.handle.net/10413/4983.

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Human Resource Management (HRM) has undergone significant changes during the past twenty-five to thirty years in response to the demands made upon the Human Resource function. With the change in emphasis in HRM has come the need for human resource practitioners (HRPs) to adapt to the new demands made upon them to contribute directly to the bottom line success of their organisations It is argued that HRM is inherently ambiguous, attempting to meet both the needs of the business and the individual employee. This places pressure on HRPs to become "specialists in ambiguity" as they attempt to meet

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Bouchard, Chelsea. "Evaluating Variances Between Departments of Transportation in New England to Create a Strategic Transportation Workforce." 2017. https://scholarworks.umass.edu/masters_theses_2/495.

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As the baby boomer generation approaches retirement, the transportation workforce is increasingly under strain. Employees are exiting the industry in larger volumes than incoming hires; which is creating a need to reevaluate and revamp work processes. In addition, the industry is transitioning into the 21st century and that is requiring the adaptation of new technologies. The gap between old and new employee skills is growing and seen throughout the industry. There is a growing need and opportunity to develop a new set of job competencies which create job specifications and job postings, which

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Chen, Yu-Zhen, and 陳右振. "The Situation and Potentiality of Human Resource on Developing Health Touring in Taiwan – The Case of the University’s Students of the Medical Tourism Related Departments." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/72243905780837989387.

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碩士<br>中臺科技大學<br>健康產業管理研究所<br>99<br>Pourpose : Heath Care Management and medical students are the important human resources of medical tourism and will play a big role in its development in the future. With regard to the effect of work values on a person’s views and attitudes toward work, inherently moderating or mediating his or her work behaviors and performance, this study aims to explore the labor power of medical tourism, and work values, perceptions of and attitudes toward medical tourism of this industry-related students in Taiwan. Research Method : To explore the labor power in medical

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Wu, Doreen, and 吳伶麗. "The development of human resource department service quality scale." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/10537651187764090642.

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碩士<br>國立中央大學<br>人力資源管理研究所<br>91<br>The purpose of this study is to development a scale of human resource department. By this scale we can understand and evaluate internal customers’ viewpoints about human resource department precisely. Then we can diagnose and improve the service of human resource department. Furthermore, we also try to find the relationship between the service of human resource department and the evaluation of internal customers toward human resource department.

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Lin, Chu-chiang, and 林衢江. "Constructing human resources department performance measurement model:Balance scorecard viewpoint." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/87368763782216522691.

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碩士<br>國立中山大學<br>人力資源管理研究所<br>92<br>As a result of human resources for an enterprise’s importance will get increasingly day by day, and human resources department’s role will not to be a simply administration and assistant department. It will to be a strategic role and create some performances for an enterprise; therefore, how to estimate human resources department performance will to be an importance key point to evaluate enterprise competitive. Nearly years, Balance Scorecard (BSC) concept was used on scholarly researches popularly, but about human resources management scope are very fewer;

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