Dissertations / Theses: 'Human resource information systems'

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Röhrs, Friedrich [Verfasser], and Stefan [Akademischer Betreuer] Strohmeier. "Process oriented human resource information systems : supporting a process orientation in human resources through information systems / Friedrich Röhrs ; Betreuer: Stefan Strohmeier." Saarbrücken : Saarländische Universitäts- und Landesbibliothek, 2016. http://d-nb.info/1152094556/34.

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Dlamini, Khulekani Enock. "Impact of data quality on utilisation and usefulness of integrated Human Resources Information Systems (HRIS)." Thesis, University of Western Cape, 2012. http://hdl.handle.net/11394/3375.

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Magister Commercii - MCom
Impact of data quality on utilisation and perceived usefulness of integrated Human Resources Information Systems (HRIS). Integrated HR Information systems have become prevalent in modern organisations. These systems promise operational efficiencies and competitive advantage. In order to deliver these benefits, the systems should be effectively utilised and perceived as a useful business tools. The utilisation and perceived usefulness of the HRIS could be influenced by quality of data it produces. The objective of this study was to investigate the impact of data quality on the utilisation and usefulness of the HRIS. The aim was to ensure that organisations realise their investments in HRIS. This would be achieved by improving qualities that ensures effective utilisation of HRIS. Moreover, the study sought to enhance the body of academic knowledge in HRIS as far data quality is concerned. Mixed research method was used to meet the objectives of the study. Survey research and qualitative interviews techniques were employed. Statistical and deductive analysis was applied to raw data in order to draw conclusions. The study found that data quality positively influence utilisation and usefulness of HRIS. Moreover, findings revealed that the HRIS was predominantly used for operational, rather than strategic tasks. HRIS data is also not generally perceived to be of poor quality. HR practitioners emphasise accuracy over other quality dimensions. Organisations that seek to maximise their investment in HRIS should implement data quality improvement initiatives. This will ensure that the system is effectively utilised and produces high quality information for decision-making. This could lead to competitive advantage. Further research could be undertaken to understand; success factors for HRIS data quality initiatives, determinants of HRIS user satisfaction, drivers for dedicated HRIS management roles and the impact of having HRIS manager among others.

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Tansley, Carole. "Politics and exchange in the development of global human resource information systems." Thesis, Nottingham Trent University, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.314334.

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Krulíková, Dagmar. "Human Resources Information System Analysis." Master's thesis, Vysoká škola ekonomická v Praze, 2007. http://www.nusl.cz/ntk/nusl-3859.

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One of the biggest and prolonged capital assets of society is investment in staff. If they are managed in the right way, these investments can be the source of innovation and growth, competitive advantage and previsions of leading position in the market. Viz.[7] This Diploma thesis is aimed on the analyses of the human resources management, structure and demands on the personal information system, which solves this area as a whole. Described systems and solutions are generalization of the author's theoretical and practical experiences with particular human resources information system. There are defined the demands on common concept of HR IS. In this diploma thesis you can find the description

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Sakuma, Masaru. "Strategic human resource management in Japan : a comparative study of information sharing systems." Thesis, London School of Economics and Political Science (University of London), 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.242028.

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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 linkage between impacts of human resource information systems (HRIS) on human resource management (HRM) performance. A conceptual model was developed with strong theoretical background by incorporating the works informed by Lee et al. (2012) and Paauwe and Richardson (1997) to test several hypotheses. In this research, the target population is human resources professionals who have access to HRIS within their organizations in a Canadian context. Since this study has a wide range of data distribution that tries to measure the strength of relationship between a HRIS-enabled HR practices and the HRM performance, this study adopts Kendall’s tau-b correlation, one of the best approaches to measure the strength of the relationship. The important findings of this study are that HRIS-enabled HR transactional, traditional and transformational practices, when implemented appropriately, significantly impact the HRM performance. Specifically, this study confirms that HRIS-enabled HR traditional management practices such as performance management, rewards, career development and communication predominantly significantly impact the HRM performance. In other words, this study specifically encourages an organization to adopt comprehensive performance management systems (PMS), an important component of HRIS, to manage their employees effectively.

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Zápotočný, Matej. "Kritické faktory implementace a provozu personálních informačních systémů." Doctoral thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2020. http://www.nusl.cz/ntk/nusl-409525.

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This dissertation thesis identifies critical factors of implementation and operation service of Human Resource Information Systems with all its specifics. In detail, the lifecycle of the system is described, system elements and types of organizations that might use it. The thesis aimes at four hypotheses that try to confirm or reject the importance of usage of Human Resource Information Systems in companies of various sizes on Czech and Slovak market. The thesis also describes detailed feedback of company representatives in areas of benefits and usage of these systems and presents a list of critical factors that were discovered and confirmed during the preparation of the thesis and related research.

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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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Poutanen, H. (Hilkka). "Developing the role of human resource information systems for the activities of good leadership." Doctoral thesis, University of Oulu, 2010. http://urn.fi/urn:isbn:9789514261725.

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Abstract The research of the thesis is a human- and context-oriented qualitative study in the field of information systems (IS) discipline. The thesis has five research concepts: human resource information systems (HRIS), leadership, human resource management (HRM), tacit knowledge and emotional intelligence (EI). HRIS and leadership are two main concepts of the research, whereas HRM provides an application area and managerial activities of leadership for HRIS. Tacit knowledge and EI, for their part, are used to describe and interpret actions that make good leadership activities human, sensitive and successful. The theoretical framework of the thesis consists of two ideas, 1) when thinking and acting in the current way, what kind of information systems it produces, and 2) when thinking and acting in another way, what kind of information systems it creates. The framework has its base on thinking and acting in a conventional, routine and stereotyped way, which hinders the process of observing, finding out, applying and using alternative thoughts and actions although they might provide useful and innovative solutions or activities for IS design. The research has been carried out and accomplished using hermeneutic phenomenography as a research method to understand, interpret and to describe the phenomenon of the activities of good leadership and the phenomenon of the role of HRIS in the case organizations. As a result of the interviews, the good leaders’ main activity is to learn to know their employees. The essential finding is that the role of HRIS is partly unclear and even non-specific in organizations. The results indicate that the leaders do not use HRIS willingly. In their opinion HRIS do not serve or support their leadership activities. The use of HRIS is more a burden for them than a useful system. The data of HRIS benefits the managerial activities partly but does not benefit the human activities that the leaders have described and emphasized. Thus, a construct of hermeneutic phenomenography has been developed as a contribution to describe the research phenomena and to demonstrate how the role of HRIS could be developed for the activities of good leadership.

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Fisk, Barbara Susan. "The use of computerised personnel information systems by human resource specialists in the public sector." Thesis, City University London, 1993. http://openaccess.city.ac.uk/7416/.

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This thesis examines the development of human resource management in three UK public sectors local government, the health service and higher education. The focus of the study is the problem of the lack of use of computerised personnel information systems by personnel specialists to develop the human resource management function. The literature of strategic management, human resource management and the fit between them are reviewed together with the history and the development of personnel systems in the UK. Senior personnel practitioners and their organisations in the three sectors were evaluated with respect to the stage of development of organisational planning and the contribution made by personnel practitioners using questionnaires, and in-depth interviews. The backgrounds and management styles of the practitioners were examined in order to evaluate their perceptions of: human resource management, computer systems and organisational planning. The degree to which practitioners made use of their computerised information systems for administrative and strategic purposes and the problems they perceived were evaluated in order to judge their degree of evolution from 'traditional personnel practice' to 'human resource management'. The research findings indicated that, although there were are number of significant differences between the three sectors studied, these had little effect when considering the broad issues embedded in the six hypotheses. The evaluation of these hypotheses indicated that the practitioners were making substantial use of their systems for administrative but not for strategic purposes. The number of perceived forces discouraging use and development of computerised personnel information systems was found to outnumber the perceived encouraging forces and were aggregated into a forcefield diagram. Furthermore it was shown that most practitioners had not yet evolved into proactive human resource managers. Suggestions for 'best practice' with respect to choice, use and development of CPIS are provided.

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Rich, Elizabeth L. "An Empirical Study of Critical Success Factors for Implementing Client/Server Human Resource Information Systems." NSUWorks, 1997. http://nsuworks.nova.edu/gscis_etd/801.

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The purpose of this dissertation was to develop and validate an instrument to identify factors critical to the successful implementation of human resource information systems (HRIS) based on client/server technology. An extensive review of the literature indicated that many organizations have attempted to implement client/server software applications, but that their efforts have often been unsuccessful. The small percentage of successful implementations is a significant problem considering that the vast majority of medium and large organizations today are migrating to a client/server computing environment. A correlational research study was conducted to examine the factors identified in the literature as client/server critical success factors and determine their relevance to client/server HRIS implementation success. The procedures for conducting this correlational research study included; (a) the development of a survey instrument, (b) a review of the instrument by an expert panel, (c) a pilot study to validate the instrument using a randomly selected population of 50 firms, and (d) the administration of the validated instrument to a sample of220 organizations. As a first step, a Likert scale questionnaire was developed based on the factors identified in the literature. To validate this instrument, a panel of client/server experts reviewed the survey instrument. This group of experienced systems professionals supported the validity of this instrument by giving it a mean score of 4.20 out of a possible 5.0. Next, a randomly chosen group of 50 HRIS professionals participated in a pilot study. These experts used the instrument to rate the importance of each factor to their specific HRIS client/server implementation and to assess the success of their project. Factor analysis and reliability tests supported the reliability of the instrument. As a final step, the survey instrument was administered to another randomly selected group of220 human resource systems professionals. The survey results were analyzed using descriptive and inferential statistics to determine the relationship between each factor and client/server HRIS implementation success as perceived by each respondent. Analysis of the descriptive data indicated that the factors were perceived to be important with mean scores ranging from a minimum of2.84 to a maximum of 4.68. Factor analysis resulted in the identification of 17 items that loaded significantly on seven factors including; (I) implementation methodology, (2) business integration, (3) technology planning, (4) technology selection, (5) system integration, (6) project scope, and (7) management support. Correlation analysis was conducted to test the hypotheses and identify associations between these factors and success. It was concluded that (a) there is a positive relationship between system integration and success, (b) there is a positive correlation between project scope and success, c) there is a negative correlation between technology planning and success, and (d) no significant association was found between success and implementation methodology, business integration, technology selection or management support. This research study concluded with the contribution of a validated instrument for measuring client/server critical success factors. This valid, reliable instrument can be used by organizations or other researchers interested in investigating the factors present in the implementation of a software application based on client/server technology.

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Ansen, Jerry Bature. "Information Security Management in a Human Resource Information System of a Selected University of Technology." Thesis, Cape Peninsula University of Technology, 2014. http://hdl.handle.net/20.500.11838/1768.

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SUBMITTED TO THE FACULTY OF BUSINESS IN PARTIAL FULFILMENT OF THE REQUIREMENTS FOR THE DEGREE OF MASTER OF TECHNOLOGY IN BUSINESS INFORMATION SYSTEMS AT THE CAPE PENINSULA UNIVERSITY OF TECHNOLOGY OF SOUTH AFRICA 2014
The study aimed to determine the information security management challenges in information systems (IS). The human resources department (HRD) of a selected university of technology (UoT) was used as a case study to investigate employee appointment processes data and its security management challenges. The unit of study was the human resource infomation system (HRIS) as a form of IS. An interpretive case-study approach and questionnaires were employed to support data gathering. Information gathered and managed by HRD during and after an employee’s appointment is vital to the institution. The rationale for this study therefore eminated from ongoing concerns in respect of ineffective information security in organisations, resulting in substantial losses. From the literature reviewed a conceptual framework was developed and used to guide the data analysis and interpretation of data. The research findings were further used to validate the conceptual framework. This was done to create a general framework, whereby the conclusions and recommendations from the data analysis and information security practices could enhance information security management in human resource systems at a university of technology.

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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 fromH.R.Mtoe−H.R.Mis crucial for innovations and inventions,focused on the development of such technologies, that bolster social sustainability.However, any change may have to put into consideration the company or organiza-tion’s size, this is because somee−H.R.Mtools might not be efficient and effectivefor small-size companies as defined in the report. Purpose:The purpose of this study is to add insight to the concept ofe−H.R.M, and further explore to which extent ise−H.R.Ma driver towards social sus-tainability, reflecting onthe downside of the change which such sustainability mightcreate. Method:Data collection was through interviews. Three managers, two C.E.Os anda former employee from three companies were involved. The interviews were con-ducted via telephone that lasted between30to40minutes. However, a face-to-facefollow up interview was conducted for one of the participants. All interviews wererecorded with the consent of the participants and later transcribed and analysed. Results:The interviewees agreed thate−H.R.Mtools and strategies helped tocreate harmony at work and simplified communication, training and aided the per-formance and appraisal process of employees, which is used during the incentivesprocess, a form of motivation in the organisation. Conclusion:The conclusion from this study is that,e−H.R.Mis a good changefromH.R.Mand that it plays a big role in organizational social sustainability. Abalance should, however, be gained to also put into consideration other pillars. Thestudy contradicts the stakeholders’ theory that only focuses on the economic part ofsustainability through profit maximization, favorable for functional markets alone.

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Masa'd, Fawzieh. "Applications of Human Resources Information Systems (HRIS) in Jordanian public universities." Thesis, Abertay University, 2010. https://rke.abertay.ac.uk/en/studentTheses/641ac627-8ad7-467a-8f28-aa6dc666e881.

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Human Resources Information Systems (HRIS) are normally used by organizations to acquire, store, analyze, retrieve, and distribute pertinent information regarding their human resources. They are important techniques that provide the HR department and managers with accurate and reliable information that helps in the decision making process. Hence the aim of this is to identify the current status of HRIS, their specifications, and the extent of their usage in Jordanian public universities. It also attempts to find out the obstacles that hinder the implementation of HRIS at these universities. Using an exploratory research approach, the primary data for this study were obtained through a field survey. The data were gathered from HR managers at nine Jordanian public universities. A total of 130 questionnaires were distributed and 95 were returned. Out of the 95 questionnaires, 92 were valid for statistical analysis. The response rate was 72%. The SPSS package was used for statistical analysis through using descriptive analysis frequencies, percentages, means and standard deviation. Also, ONE ANOVA analysis was used as well as Scheffe' test to show the differences between the means of the participants' responses. The findings of the study showed that the Computer centre at each university plays a prominent role in planning, designing, developing, operating and maintaining HRIS. The overall utilization of HRIS in Jordanian universities is concentrated on reward and compensation management more than other HR functions. The lack of support and commitment from top managers was the most frequently cited barrier to the implementation of HRIS. This research represents the first exploratory study of its kind to offer a description and explanation of HRIS applications in Jordanian universities. Therefore, it is claimed that this research contributed to filling the theoretical gap in the HRIS literature found in Arabic and Jordanian context. In practice, the study contributes to the understanding of applications of IT in HRM in Jordanian universities (e.g. private universities), and other universities in Arab countries, which are subject to similar circumstances to the universities studied.

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Ngai, Kin-fai, and 魏建輝. "An appraisal of computer-based management information systems in Hong Kong secondary schools with emphasis on human resource factors." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1992. http://hub.hku.hk/bib/B31956154.

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Ngai, Kin-fai. "An appraisal of computer-based management information systems in Hong Kong secondary schools with emphasis on human resource factors." Hong Kong : University of Hong Kong, 1992. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13890657.

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Kolatshi, Fatma Hussin M. "Factors affecting the acceptance and impact of human resource information systems (HRIS) : evidence from HR professionals in Libyan companies." Thesis, University of Huddersfield, 2017. http://eprints.hud.ac.uk/id/eprint/32607/.

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This thesis investigates the attitudes of human resource professionals towards human resource information systems (HRIS) in order to better understand their enablers and effects on individuals and organisations. Focusing on factors influencing HRIS acceptance, the study identifies key dimensions relating to HRIS benefits specifically perceived usefulness and user satisfaction, organisational, social, and technical drivers of acceptance, and the consequences of satisfaction with HRIS for organisational behaviour. Drawing mainly on the theory of reasoned action TRA, the technology acceptance model and the DeLoan & McLean success model, a comprehensive multidimensional model is suggested. Data were collected from companies in the Libyan oil, gas and banking sectors and multivariate analysis was used to test the proposed theoretical framework. The findings show that top management support has a significant impact on perceived usefulness and satisfaction with HRIS. Furthermore, information quality, HRIS flexibility, ease of use, and IT staff support have considerable impacts on satisfaction with HRIS via perceived usefulness. Findings also show that social influence and the number of strategic applications also have a significant influence on user satisfaction. User satisfaction has the strongest impact on affective commitment compared to continuance and normative commitment. The study contributes in two ways. In terms of theoretical value, this study extends and develops theory of technology acceptance by relating social interactions, organisational support, and number of HRIS applications in terms of routine and strategic contexts and organisational behaviour. Second, it expands the technology acceptance model to examine and explain the perceptions and attitudes of HR professionals towards HRIS. There is also a practical contribution as Libya is a developing country characterised by a lack of understanding about technology adoption and the impact of technology on human resources activities. The findings inform top management, HR professionals and IT staff about the current practice of HRIS in a Libyan environment highlighting the variables (enablers and barriers) which can enhance or impede individual and organizational performance.

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Al-khowaiter, Wassan Abdullah Ali. "Users' perception of human resource information systems in a Saudi Arabian public sector organisation : examining antecedents of usage, satisfaction and system's user success." Thesis, Swansea University, 2015. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.678278.

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XUE, RUI. "Human Computer Interaction Study : Designing a Mobile Web-based Vaccination Service System Interface for Uganda in Low Resource Settings." Thesis, Blekinge Tekniska Högskola, Sektionen för datavetenskap och kommunikation, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-2220.

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Recently, the coverage rating of child vaccination services in developing countries, like Uganda, is lower than developed countries. The low resource setting is the reason that causes the poor vaccination performance. Health workers suffer from the heavy workload, low budget supplement and bad traffic condition, etc. Which constrains the quality of vaccination services. In this thesis, the author designs a mobile web-based vaccination service system, to improve the quality of vaccination service, within the low resource setting. A study in HCI is carried out to design a vaccination service system in the low resource settings of Uganda. Through theoretical study, the author collects the knowledge about how to apply HCI theory to system interface design. A related work study is carried out to help the author to choose the design solution. Through comparing the design with related works, the strength of using the author’s design solution in low resource of Uganda is verified. A field study helps to collect information about the user’s characteristics, which is used for designing a user-friendly system interface. An internal focus group helps to improve the design quality. The author delivers a case study example which could be evaluated and borrowed by other researchers who design a similar system. Additionally, findings from the qualitative research could be used for further research.
The goal of this master thesis was to design a mobile web-based vaccination service system to improve the quality of vaccination service for the low resource settings of Uganda. Through the literature and field study about the local situation of vaccination services, the design challenges and the user’s characteristics were stated, and helped the author to identify the system functionality and usability. Additionally, the Nielsen’s 10 HCI criteria were used to influence the interface design, in order to design a user-friendly system. Through the study of related designs, the benefits of using mobile web-based system solutions in this study were discussed: brings mobility and flexibility of usage; enhances the remote communication and data transaction among users; low level of data input error occurrence and quality data storage. These strengths motivated the author to use the mobile web-based system solution.

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Pouransari, Somayeh. "The effect of human resource information systems (HRIS) on staff retention : a study of recruitment and selection in a UK based hospitality organisation." Thesis, Brunel University, 2016. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.707761.

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There is limited empirical research on the application of Human Resource Information Systems (HRIS) in staff retention and management. This study aims to examine and analyse the impact of quality human resource information systems (e.g. recruitment information, personnel information, and audit of training sessions) on staff turnover factors at the recruitment and selection stage (e.g. remuneration, human resource planning, quality of training programmes, and lack of promotion opportunities), and consequently the impact of HIRS in managing staff retention. This research is conducted in the context of the hospitality sector. The research aim is achieved through satisfying the objectives and the development of a relevant and a novel framework. A conceptual framework is developed to address the use of HRIS with regard to the recruitment and selection process and in aiding managers in staff retention within the context of the hospitality sector. The framework consists of three phases: recruitment and selection process including human resource management (HRM) and information technology systems (ITS) in the recruitment and selection stage; human resource information systems (HRIS) application areas; and staff turnover factors (external and internal). This framework developed by using two theories, the institutional theory and job characteristics theory, as the theoretical underpinning of this study. A single case study with multiple subcases strategy is employed to evaluate, extend and theorise the effect of HRIS on staff retention. The data for this research is collected by using in-depth semi-structured interviews. Qualitative data are collected from four branches of the UK based hospitality organisation. 27 employees completed in-depth narrative interviews (13 managers and 14 non-managers), which the results were used to confirm and validate the developed framework. The findings are triangulated by the adoption of a series of techniques, including focus group discussion, and document analysis. This study has made use the qualitative analysis computer software NVivo V.10.This research study contributes to the literature of both HRM and IT/IS by developing a comprehensive theoretical framework that considers the relationship between staff retention and HRIS functions at the recruitment and selection stage. The research findings support and showed that, not all the factors affected staff turnover can be monitored by HRIS, and some staff turnover factors may require other strategies with respect to monitoring. The framework will benefit scholars and managers in understanding the impact of a quality HRIS on staff retention, and extends the knowledge in this regard. The framework is extended for usage by different hospitality organisations with similar business nature to the one understudy. Also, the findings show that relevant retention strategies could be applicable during the entire employment period, e.g. before, during and after recruitment. These strategies enable the organisation to be stable and improve managing retention at the very beginning period of employment and avoid the costs of staff turnover. The empirical findings also advance our understanding of the various HRM activities that are linked to retention at the recruitment and selection stage. More importantly, the research findings identify the immediate activities after recruitment which is linked to improving retention. The study aims at providing a valid framework that integrates both HRM, ITS, and identifies the role of HRIS with regard to improving retention, by identifying staff turnover factors and put in place retention strategies to deal with them, for new jobs’ applications at the recruitment and selection stage. The originality of this study is that provide fresh insights on the subjective of retention in the hospitality sector in the UK. This research complements and advances the current literature on having a quality IT/IS which provides vital information to help managers to make the right decisions on retention of members of staff. In addition, this research could prove beneficial to practitioner’s (managers) who involve in the decision making in the recruitment process, thus better retention in the hospitality sector.

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Bester, Christoffel. "The management of information inside the general support base concept of the South African National Defence Force." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/16475.

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Thesis (MMil)--Stellenbosch University, 2003.
ENGLISH ABSTRACT: Managing any government institution has become increasingly complicated as the requirements for accountability; streamlined operations and greater flexibility have multiplied. As effective and efficient management becomes more complex and the demands of constant change are more insistent, consequently the role of information as an organisational resource assumes greater importance for management on all levels inside the organisation. Management relies heavily on information to thrive. The value of information is derived from the actions that managers take as a result of using information. Information management consumes a large portion of any organisations finite resources and it would be to the benefit of the South African National Defence Force to achieve goal congruence between the information management objectives and the organisational objectives. If information is to be viewed as a resource of comparable importance to staff assets, and finance it must be procured and managed as purposefully as any other resource. Information can be seen as a strategic resource for any organisation and must be managed accordingly. The Public Service Act, Act 103 of 1994, which classifies information as a strategic resource for the public sector, confirms this. The formal information management strategy of the Department of Defence must therefore enable the information systems of the South African National Defence Force to support the military and business objectives of the Department of Defence. This strategy specifies how an organisation matches its scares resources and capabilities with the opportunities in the environment to accomplish its objectives. The structure of the South African National Defence Force, before transformation, was centralised and structured into vertical silos. The current information systems in use are therefore functionally orientated supporting the centralised structure (vertical silos). Transformation restructured the South African National Defence Force into a more integrated forces concept (general support base concept), suggesting emphasis on co-operation, joint planning and joint operations. The management of information must move away from the islands and silos towards an integrated and shared environment that enables the integration of information amongst the integrated forces of the organisation. This joint engagement strategy places certain requirements on the resource information to enable it to support the military and business strategy of the Department of Defence. The South African National Defence Force is moving unavoidably closer to an accountability framework based on transparency and compliance with legislation and regulations. An integral part of this framework is the requirements to provide clear and unambiguous evidence of how and why decisions are made. If managers and commanders are going to be more accountable, information must be available to assist them in decision-making and control. With the introduction of the Public Finance Management Act and the Promotion of Access to Information Act, the ability to adhere to the requirements of accountability and responsibility has become a necessity. Relevant and timely information for decision-making and control purposes therefore must be provided to managers and commanders to assist them in decision-making and control. In its present state the available architecture of the information systems of the South African National Defence Force is inadequate to provide the required information for decision-making and control purposes. The information management practices including the information systems therefore must be improved to ensure adherence to the requirements of accountability and responsibility. This study is directed towards the improvement of the quality of information provided by the information systems of the Department of Defence to assist commanders and managers in decision-making and the provision of information for control purposes inside the general support base concept of the SANDF. This improvement can only be achieved by changing budget priorities to ensure a higher priority on information technology across the organisation. Failure to improve the information management practices will result in the ineffective execution of the defence strategies.
AFRIKAANSE OPSOMMING: Die bestuur van enige regeringsinstansie raak toenemend kompleks namate die eise van aanspreeklikheid, operasies en groter buigsaamheid meer word. Soos doeltreffende en doelmatige bestuur meer gekompliseerd en die vereistes vir voortdurende verandering meer veeleisend raak, word die rol van informasie as 'n organisasie hulpbron al hoe belangriker vir bestuurders op alle vlakke binne die organisasie. Bestuurders steun sterk op informasie om suksesvol te wees en die waarde van informasie word dan juis bepaal deur die aksies wat bestuurders neem deur informasie te gebruik. Informasiebestuur neem 'n groot deel van enige organisasie se beperkte hulpbronne in beslag en dit sal voordelig wees vir die Suid-Afrikaanse Nasionale Weermag om doelwitooreenstemming te bewerkstellig tussen informasiebestuurdoelwitte en organisasiedoelwitte. Indien informasie gesien word as 'n hulpbron van betreklike belang vir personeel, bates en finansies moet dit net so doelgerig as enige ander hulpbron bekom en bestuur word. Informasie is 'n strategiese hulpbron vir enige organisasie en moet dienooreenkomstig bestuur word. Dit word bevestig deur die Staatsdienswet, Wet 103 van 1994, waarin informasie as 'n strategiese hulpbron in die staatsdiens geklassifiseer word. Die formele informasie bestuurstrategie van die Departement van Verdediging moet dus die informasiestelsels van die Suid-Afrikaanse Nasionale Weermag in staat stel om die militêre en besigheidstrategie van die Departement van Verdediging te ondersteun. Hierdie strategie spesifiseer hoe 'n organisasie sy skaars hulpbronne en vermoëns verbind aan geleenthede in sy omgewing om sy doelwitte te bereik. Voor transformasie was die struktuur van die Suid-Afrikaanse Nasionale Weermag gesentraliseerd en in vertikale silo’s gestruktureer. Die informasiestelsels huidig in gebruik is derhalwe funksioneel georiënteer en ondersteun die sentrale struktuur (vertikale silo’s). Danksy transformasie is die Suid-Afrikaanse Nasionale Weermag hergestruktureerd in 'n meer geïntegreerde magtekonsep ("general support base concept") met die fokus op samewerking, gesamentlike operasies en gesamentlike beplanning. Die bestuur van informasie moet wegbeweeg van die eilande en silo’s-benadering na 'n meer geïntegreerde en gedeelde omgewing wat die integrasie van informasie tussen die geïntegreerde magte van die organisasie moontlik maak. Hierdie gesamentlike strategie stel sekere vereistes aan die hulpbroninformasie om die ondersteuning van die militêre en besigheidstrategie van die Departement van Verdediging moontlik te maak. Die Suid-Afrikaanse Nasionale Weermag beweeg onvermydelik nader aan ‘n aanspreeklikheidsraamwerk wat gebaseer is op deursigtigheid en die nakoming van wetgewing en regulasies. ‘n Integrale deel van hierdie raamwerk is die vereiste om duidelike en betroubare bewyse oor besluitneming te verskaf. Indien bestuurders en bevelvoerders meer aanspreeklik gehou gaan word, moet informasie beskikbaar wees om hulle by te staan in besluitneming en beheer. Met die implementering van die Wet op die Bestuur van Openbare Finansies ("The Public Finance Management Act") en die Wet op Openbaarmaking van Informasie ("Promotion of Access to Information Act") het die vermoë van organisasies om te voldoen aan die vereistes van aanspreeklikheid en verantwoordelikheid ‘n noodsaaklikheid geword. Relevante en tydige informasie vir besluitneming en beheer moet dus voorsien word aan bestuurders en bevelvoerders om hulle by te staan in besluitneming en beheer. Die huidige stand van argitektuur van die informasiestelsels van die Suid-Afrikaanse Nasionale Weermag is onvoldoende om die vereiste informasie vir besluitneming en beheer te verskaf. Die praktyke vir die bestuur van informasie moet dus verbeter word om uitvoering te gee aan die vereistes van aanspreekilikheid en verantwoordelikheid. Hierdie studie is gerig op die verbetering van die gehalte van informasie wat verskaf word deur die informasiestelsels van die Departement van Verdediging om bevelvoerders en bestuurders by te staan in besluitneming, asook die verskaffing van informasie vir beheer doeleindes binne die "general support base"-konsep van die SANW. Hierdie verbetering kan slegs bereik word deur begrotingsprioriteite te verander om te verseker dat ‘n hoër begrotingsprioriteit op informasietegnologie geplaas word reg deur die organisasie. Die onvermoë om die informasiebestuurspraktyke te verbeter sal die bereiking van die verdedigingstrategieë nadelig beïnvloed.

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Udekwe, Emmanuel. "The impact of human resources information systems in selected retail outlets in Western Cape." Thesis, Cape Peninsula University of Technology, 2016. http://hdl.handle.net/20.500.11838/2348.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2016.
Human Resource Information Systems (HRISs) are systems that merge Human Resources (HR) and Information Systems (ISs) for a fast, easy, and convenient way of operating and reporting the human and material resources in an organisation. The retail sector is an important and active sector in terms of its job creation and a major contributor to the economy. This research focuses on the level of impact HRISs have in the retail sector by reassessing its functions, problems, prospects, and benefits to the retail industries. This research further focuses on two retail outlets that use HRISs to explore how effective HRIS implementation is, the benefits these systems are able to offer, and its contribution to the organisation. A multiple case study was used as research strategy. Interviews and semi-structured questionnaires were conducted to collect the data. Data was analysed using summarising, categorising and thematic analysis. The problem statement is that HRISs are difficult to implement and maintain and as a result, organisations cannot effectively utilise these systems to their benefit. The aim of this research is based on exploring how HRISs can be implemented and maintained in order for organisations to gain the expected benefits of the system. The contribution of the study is a proposed guideline for retail organisations to assist in the effective implementation and maintenance of their preferred HRISs. All ethical standards as required by CPUT were followed. Consent was obtained in writing from the companies as well as the interviewees.

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Kalms, Bryan Information Technology &amp Electrical Engineering Australian Defence Force Academy UNSW. "Living with information : the household as a negotiated information system : an exploratory study." Awarded by:University of New South Wales - Australian Defence Force Academy, 2008. http://handle.unsw.edu.au/1959.4/39184.

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The household has always been a place of information consumption. While much is known about the modern household as a consumer of information and adopter of information-related technologies, virtually nothing is known about how the household -as a collectivity - processes and manages its information. This research represents the first systematic study of the household as a human information system and presents an understandingtype theory of household information practices. Using dimensional analysis (including theoretical sampling) as proposed by Schatzman (1991), the information practices of eleven households (28 householders) were explored. Each householder completed a questionnaire to identify the information and information-related devices and services used in the household. This was followed by an unstructured group interview that explored the information practices in the household. Analysis of the questionnaires and interviews revealed that within a household it is individual householders who process and manage information. They do so because information has a role in their life, that is, particular information is meaningful for them. Each householder thus devises their own individual information practices, representing the unique way in which a householder comes to live with information. Household information practices are the sum of these individual information practices. They are mediated by two enabling processes - taking charge and negotiating - and nine dimensions of action. Six of the dimensions affect the information practices of individual householders - which are themselves a dimension - while the final two represent, respectively, the consequences of living with and without information. All processes and dimensions operate against, and interact with, a changing structural context of information, technology and society. As a result, each household has a characteristic mode for dealing with information. The centrality of negotiation in developing household information practices indicates that the practices are socially constructed and represent an emergent phenomenon. This, in turn, suggests that the household as an information system is a negotiated order. Insights from the research can be applied to other types of organisations and other aspects of the Information Systems discipline. Areas of further work are identified to expand upon the exploratory nature of this research.

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Gustafsson, Daniel. "Business Intelligence, Analytics and Human Capital: Current State of Workforce Analytics in Sweden." Thesis, Högskolan i Skövde, Institutionen för kommunikation och information, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-6034.

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The way organizations make decisions today is very often purely based on intuition or gut-feeling. It does not matter whether decisions are of high risk for the company’s future or not, managers golden-gut is the only thing that determines whether invest- ments should be made or not. Analytics is the opposite of this intuition-based decision making. If taken seriously, almost all decisions in organizations are made on facts that are analytically derived from massive amount of data from internal and external sources such as customer relationship systems to social networks. Business leaders are becoming more aware of analytically based decisions, and some use it more than others. Analytics is usually practiced in finance, customer relationships or marketing. There is, however, one area where analytics is practiced by a small number of companies, and that is on the organization’s workforce. The workforce is usually seen as one of the most complicated areas to practice analytics. An employee is, of course, more com- plicated than a product. Despite this fact, companies usually forget that conducting analytics on employees is very similar to conducting analytics on customers, which has been practiced for many decades. Some organizations are showing great success with applications of Workforce Analytics (WA). Most of these organizations are located in the US or outside of Sweden. This thesis has conducted research on to what extent Workforce Analytics is practiced in Sweden. Empirical findings show that some com- panies use WA in Sweden. The practice is not of highest sophistication of WA. Also, they show aspiration towards the idea of WA and some are locally conducting various of applications.

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Felix, Dorinda. "Impacto das tecnologias de informação e comunicação na mudança organizacional: o caso da implementação de um ERP." Master's thesis, Escola Superior de Ciências Empresariais, 2013. http://hdl.handle.net/10400.26/4550.

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Dissertação de Mestrado em Gestão Estratégica de Recursos Humanos
Actualmente as organizações procuram agilizar os seus processos e as formas de trabalho para se tornarem mais competitivas. Neste sentido, os sistemas ERP (Enterprise Resource Planning) têm surgido como uma ferramenta adequada para fazer face às novas exigências e permitem às organizações disponibilizarem toda a informação essencial para a tomada de decisão numa única base de dados, permitindo o seu acesso de uma forma mais ágil e eficaz. Contudo, o processo de implementação dos sistemas ERP tem características específicas que obrigam a que a sua gestão seja elaborada como se de um processo de mudança organizacional se tratasse e não como um processo de mudança informática. Com base no pressuposto de que os sistemas ERP permitem integrar as informações relevantes das organizações, contribuindo assim para maximizar os negócios, o presente estudo pretende analisar e conhecer os principais impactos socio-organizacionais que a implementação de um ERP pode ter no funcionamento das organizações e em particular ao nível da função recursos humanos e das práticas que lhes estão associadas. Efectuou-se uma investigação qualitativa assente na metodologia de estudo multicaso efectuado em três PME’s do distrito de Setúbal que implementaram o ERP One-Key nos últimos 3 anos. Para a recolha de dados aplicaram-se seis entrevistas semiestruturadas aos responsáveis pelos recursos humanos e utilizadores do ERP One-Key e procedeu-se à análise do seu conteúdo. Complementaram-se os dados recolhidos através da análise documental e da observação participante. Os resultados obtidos indicam que o processo de implementação de um sistema ERP implica alterações nas tarefas e no nível de responsabilidade de cada área funcional pelo que todo o processo deve ser gerido como se de um processo de mudança organizacional se tratasse, envolvendo cada utilizador neste processo de forma a reduzir os níveis de resistência. Verificámos que a decisão de selecção e aquisição do ERP é da administração e que nos casos estudados surge da insatisfação com os softwares e assistências técnicas anteriores. As organizações procuravam um ERP com uma boa relação qualidade-preço, intuitivo e flexível que maximizasse os recursos materiais e humanos e os auxiliasse na tomada de decisão. O responsável pelos recursos humanos faz o elo de ligação entre a organização e a Keyword mas cada utilizador contribui para o desenvolvimento do ERP, aumentando o seu envolvimento no processo de mudança.
Currently organizations seek to streamline their processes and ways of working to become more competitive. In this sense, the ERP (Enterprise Resource Planning) have emerged as a suitable tool to meet new requirements and enable organizations to make available all information essential for decision making in a single database, enabling their access in a way more agile and effective. However, the process of implementation of ERP systems has specific characteristics which require that their management is designed as a process of organizational change and they were not as a process of change computing. Based on the assumption that ERP systems allow integrating relevant information from organizations, thereby helping to maximize business, this study aims to analyze and understand the main impacts socio-organizational implementation of an ERP can have on the functioning of organizations and particularly at the level of the human resources function and practices associated with them. Was performed based on a qualitative research methodology multicase study conducted in three SMEs of Setúbal district that implemented ERP-One Key for the past 3 years. For data collection were applied to six semi-structured interviews with human resources responsibilities and users of ERP-One Key and proceeded to the analysis of its contents. Complement the data collected through document analysis and participant observation. The results indicate that the process of implementing an ERP system involves changes to jobs and the level of responsibility of each functional area so that the entire process should be managed as a process of organizational change if it were, every user involved in this process to reduce resistance levels. We found that the decision of selection and acquisition of ERP is that the administration and in the cases studied arises from dissatisfaction with the previous software and technical assistance. Organizations seeking an ERP with a good quality-price ratio, intuitive and flexible to maximize the human and material resources and help in the decision making. The human resources responsibilities makes the link between the organization and Keyword but each user contributes to the development of ERP, increasing their involvement in the change process.

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Sikorová, Markéta. "Možnosti řešení oblasti HR v informačním systému organizace." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-192355.

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This diploma thesis deals with personal work and human resource management in these days, when it comes to a number of modern information technologies. Main objective is to analyze the management of human resources, given the focus of the case studies, especially in the field of internet marketing, and based on this analysis, determining entitlement to the HR systems and a procedure for evaluating selected HRIS (Human Resource Information System). With main objective relates to show the established procedure evaluation of selected systems in practice. For this purpose a case study on a particular emerging company. Objective will be achieved by setting the steps of selecting, characterizing the selected products and specifying criteria for each of the four groups with the system of weights. Will be used the methods of analysis and comparison. The work is divided into four chapters. The first two - Human Resources and HRIS - are focused theoretically. The third chapter is focused on a market analysis, determination of the steps for the selection and evaluation criteria for selected products. At the conclusion of this chapter are products evaluated through clear tables. The last chapter is devoted to the case study and evaluation of products according to specific needs and requirements. There is to modify the system of weights and decommissioning some minor criteria. By thus adjusted weights is chosen the product that best matches.

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Baluch, Igor. "Inovácia oblasti riadenia ľudských zdrojov." Master's thesis, Vysoká škola ekonomická v Praze, 2011. http://www.nusl.cz/ntk/nusl-81998.

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Igor Baluch, Inovation of the human resource management system, Department of information technology at the Faculty of informatics a statistics at the University of economics in Prague, head of the dioploma work doc. Ing. Norbert Žid, CSc., Prague 2011, 77 pages The diploma work brings and systematize the latest knowledge at the field of human resource management and it`s support by information technology. Focus of this work is addressed to the most suitable solution of a human resource information system in the VUB Bank, inc. Great attention is paid to the individual phases of the implementation of HRIS: HR strategy, company analysis, selection and implementation of appropriate solutions. The possible structu-re of the RFP is suggested for potential suppliers of solutions.

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Pejzlová, Zuzana. "Požadavky na informační systém pro řízení lidských zdrojů z pohledu manažerů, personalistů a zaměstnanců." Master's thesis, Vysoká škola ekonomická v Praze, 2011. http://www.nusl.cz/ntk/nusl-113561.

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This diploma thesis is focused on information systems for human resources management. These information systems represent connection of human resources management and information technologies. Information systems simplify decision-making process and make people management more efficient. An aim of the diploma thesis is evaluation of information systems for human resources management in Unicorn Systems a.s. - Unicorn Universe on basis of comparation with other chosen information systems from this area.

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Thomas, Shannon J. "Exploring Strategies for Retaining Information Technology Professionals: A Case Study." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/219.

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In the 21st century, retaining information technology (IT) professionals is critical to a company's productivity and overall success. Senior IT leaders need effective strategies to retain skilled IT professionals. Guided by the general systems theory and the transformational leadership theory, the purpose of this qualitative exploratory case study was to explore the retention strategies used by 2 senior IT leaders in Atlanta, Georgia to retain IT professionals. Semistructured interviews were employed to elicit detailed narratives from these IT leaders on their experiences in retaining IT professionals. A review of company documents, as well as member-checking of initial interview transcripts, helped to bolster the trustworthiness of final interpretations. Those final interpretations included 4 main themes: (a) job-related benefits and compensation; (b) people-related approaches such as promotion, rewards, and recognition; (c) management, organizational, and leadership essentials that include recruiting, hiring, and retaining employees; and (d) barriers, critical factors, and ineffective strategies affecting the retention of IT professionals. By implementing supportive management practice and encouraging employees to embrace the organization culture, company leaders can succeed in retaining key IT staff. These findings may influence social change by uncovering strategies to retain IT professionals within the company and help IT professionals understand leaders' retention strategies.

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Janeirinho, José. "O papel dos sistemas de gestão de informação numa multinacional." Master's thesis, Universidade de Évora, 2012. http://hdl.handle.net/10174/15427.

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Os sistemas de informação de recursos humanos, entraram na agenda das organizações na gestão de recursos humanos, bem como toda a informação que serve de suporte a esta área. O tema central do presente relatório de estágio é o papel dos sistemas de gestão de informação numa multinacional, resultante do estágio efetuado na empresa TE Connectivity Évora. Os principais objetivos do relatório são perceber qual o papel que os sistemas de gestão de informação ocupam na multinacional em que decorreu o estágio, e ao mesmo tempo, interligar toda a experiência adquirida no estágio com o conhecimento científico que o mestrado proporcionou. A estrutura do relatório, caracteriza-se primeiro por uma abordagem ao estágio e atividades desenvolvidas, e depois, por uma reflexão e análise acerca dos sistemas de informação, com especial enfoque para o sistema de informação de recursos humanos da empresa, o Gestão Integrada de Pessoal; ABSTRACT: Human resources information systems are in the human resources management agenda, including all the information related to this subject. The central subject of this internship report, is the role of management information systems in a multinational company, which is a direct result of the internship achieved in TE Connectivity Évora The major purposes of this report are the straight understanding of what role are played by the management information systems in the multinational company where the internship was made, and at the same time, a combination relating internship experience with master’s scientific knowledge. The report presents a structure raising the internship and all the activities and tasks that has been made, and with that, a reflection and analysis about the information systems, giving a higher focus to the company human resources information system: the Gestão Integrada de Pessoal.

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Helena, Lajšić. "Razvoj modela upravljanja ljudskim resursima uz podršku informacionih tehnologija." Phd thesis, Univerzitet u Novom Sadu, Doktorske disertacije iz interdisciplinarne odnosno multidisciplinarne oblasti na Univerzitetu u Novom Sadu, 2016. https://www.cris.uns.ac.rs/record.jsf?recordId=101245&source=NDLTD&language=en.

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Sposobnost za postizanje postavljenih ciljeva bilo kojeorganizacije, u kontekstu strategijskog i performansmenadžmenta, zavisi od sposobnosti te organizacije da uči, darazvija i upravlja razvojem svog intektualnog kapitala, odnosnoljudskim resursima. Inovacija i razvoj proizvoda, usluga iposlovnih procesa mogu se postići unapređenim znanjima iumjećima osoblja, nadmoćnom informacionom tehnologijom iuređenim procesima organizacije. Savremene organizacije svejasnije shvataju da im valjano upravljanje ljudskim resursimamože značajno doprinjeti sticanju održivih kompetitivnihprednosti. Značaj koncepata i pristupa upravljanja ljudskimresursima, a prema tome i vrednovanja i ocjenjivanja ljudskogkapitala, sa podrškom upravljačkih informacionih sistema, seprema svemu sudeći, zasniva se na činjenici da, zahvaljujućipomenutim sistemima, biva reorganizovano doskorašnjeshvatanje i razumijevanje doprinosa osoblja performansamaorganizacije.Upravljanje ljudskim resursima u svakom poslovnom sistemupostaje potpuno različito od dosadašnjeg. Ono se više ne shvatasamo kao puka funkcionalna aktivnost već i kao nova poslovnafilozofija koju treba provoditi na svim menadžerskim nivoima.Neki od neophodnih uslova za uspješno upravljanje ljudskimresursima i performansom se obezbjeđuju putem upravljanjainformacionim resursima organizacije (podacima,informacijama i znanjima) kao i od strane poslovneinteligencije kao osnove za sticanje potrebnih informacija.Stoga se značajan dio ove teze fokusira na koncipiranje i razvojupravljačkih informacionih sistema za podršku upravljanjuljudskim resursima.
The ability to achieve the set objectives of an organisationin the context of strategic and performance managementdepends on the organisation’s ability to learn, develop andmanage the development of its own intellectual capital i.e.human resources. Innovation and development of products,services and business processes can be achieved byimproved staff’s knowledge and skills, supremeinformation technology and regulated organisationalprocesses. Modern organisations are becoming more andmore aware of the fact that proper human resourcesmanagement can considerably contribute to gainingsustainable competitive advantages. The importance ofconceptions of and approaches to human resourcesmanagement, and therefore the evaluation and assessmentof the human capital supported by IT systems seems to bebased on the fact that the previous understanding of staff’scontribution to the organisation’s performance is beingreorganised owing to IT support. In every business systemhuman resources management is becoming totally differentthan before; it is no longer seen as a mere functionalactivity but also as a new business philosophy to beapplied on all levels of management.Some of the conditions necessary for successful humanresources management and performances are provided bythe informational resources of an organisation (data,information and skills) and business intelligence as thebasis for acquiring the necessary information. Therefore, asignificant part of this thesis is focused on conceiving anddeveloping the management information systems forhuman resources management support.

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Náhlovská, Klára. "Projekt výběru personálního informačního systému na příkladu konkrétní společnosti." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-192832.

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The Master thesis The project of selecting the human resources information system presented on the particular example is focused on the selection of a suitable personnel information system (PIS) for Jan Becher Karlovarská Becherovka a.s. company (Jan Becher). The main objective of this thesis is decide upon the best supplier of the PIS whose offer will be the most suitable for the requirements specified by Jan Becher company. In order to achieve this main objective of the thesis, there are the following targets. The first one, and most important, is to analyze and comprehend the way the human resources activities are currently being done. Based on the analysis the system's functional requirements will be specified. In addition to this, the selection criteria and desired target conditions will be set up. The second one is to carry out an IT focused research. This is done in order to address potential suppliers and obtain and assess the given quotations. Thereafter, the decision on the most suitable supplier of PIS for Jan Becher will be taken. The thesis is divided into the theoretical and practical part. The theoretical part is to define terms such as human resources evidence, human resources information system and a model of selecting and deploying PIS. In the practical part the company Jan Becher is introduced. Subsequently, the reasons laeding the company to a change in the current PIS are listed. Especially this part is focused on the analysis of the current situation in the company, market analysis of the information and communication technologies, assessment of the quotations and selection of the suppliers of PIS for the Jan Becher company.

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Langer, Lukáš. "HR informační systémy a jejich využití v organizacích." Master's thesis, Vysoká škola ekonomická v Praze, 2015. http://www.nusl.cz/ntk/nusl-202099.

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This thesis deals with theme of Human Resources information systems, sub domain of information systems. Focus of theoretical part of this work is to familiarize reader with term HRIS, its history and evolution, define importance for organization and its environment. Define and critically evaluate its benefits for organization, typical users of HRIS and architecture models, find, evaluate and discus present and future trends. Practical part is focused on solving present situation in real organization that has issues with its HRIS and IT/IS support of HR processes. Main goal of thesis is critically evaluate status of firm and recommend best solution. Findings from theoretical part are applied to analyze and evaluate needs of organization. At the end, recommendation is stated.

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Hruška, Michal. "Návrh a tvorba Business Intelligence pro řízení lidských zdrojů ve společnosti AVG Technologies." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-193349.

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The aim of this thesis is -- based on the theoretical knowledge of human resource manage-ment and theoretical and practical knowledge in the field of Business Intelligence (BI) -- to design the Business Intelligence solution over the human resource management systems in the company AVG Technologies (hereinafter AVG). The thesis is divided into two parts: theoretical and practical. In the theoretical part I describe methods, principles and practices of the human resource management, especially in context of employee performance management, performance evaluation and calibration. Then I focus on employee development. The next stage of the theoretical part describes functioning of the HRM (Human Resource Management) sys-tems. The functionality is explained by description of the systems used in the AVG. At the end of the theoretical part I mention some specifics of BI solutions for HRM systems. In the practical part I describe the creation of the BI solution. This part begins with the analysis in which -- based on the theoretical knowledge and analysis of the AVG's needs and requirements -- I define the actual assignment for the BI solution implementation pro-ject. Then I describe other analysis and implementation steps leading to the creation of the complete BI solution. In the conclusion I evaluate the achievement of the objectives and also real benefits of the solution for the AVG. I also define the suggestions and recommendations for further de-velopment of this solution.

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Qiu, Yiyu. "A framework of an effective online help system to support nurses using a nursing information system." School of Information Systems and Technology, 2007. http://ro.uow.edu.au/theses/9.

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Research Aim and Questions: This research aims to develop a quality framework of an effective Online Help System (OHS) for a Nursing Information System (NIS). This involves the identification of the criteria for an effective OHS. The research questions are what content, structure, functions and aesthetics this OHS should have. The research will also provide guidelines about how to evaluate the usability of an OHS. To learn unfamiliar features or functions of a Nursing Information System (NIS), nurses need effective and efficient assistances. An OHS, which aims to bridge the gap between the complexity of a NIS and nurse-users’ need for simplicity, is one effective solution. However, systematic research on the design and evaluation of an OHS is not common. There is a lack of a comprehensive quality framework that could provide guidance on the design and evaluation of an OHS for a NIS. As nurses are important healthcare workers, their acceptance and usage of a NIS is important for the improvement of quality of healthcare data, it is imperative to conduct this research with strong potential to impact on the adoption of NIS by nurses. Research Methodology: Two phases of investigation were carried out. Guided by a grounded theory approach, we first proposed a quality framework of an effective OHS for a NIS. In order to prove the validity of this framework, an experiment was carried out in which an OHS for an authentic NIS (the Care Planning and Assessment Tool) was developed and evaluated. Various research methods were employed in collecting data, i.e. laboratory-based usability testing, focus group discussion and questionnaire survey. Results: The proposed framework was consisted of the five criteria (i.e. content, structure, functionality, aesthetics, and usability. The CPAT Online Help was designed according to the results of the needs assessment and the forty-three guidelines that reflect the quality indicators in the framework. The results of the heuristic evaluation of the CPAT Online Help shows that the help system highly reflect on the proposed framework. The results of the usability testing suggest that the usability of both online help and hard-copy help manual is similar (i.e. no significant group difference was found for the results of both laboratory testing and the answers to the user satisfactory survey between online help and hard-copy help manual). However, in the laboratory experiment, the overall performances of the participants who used the CPAT Online Help were obviously better than those of the participants who used the hardcopy user manual. In addition, the survey responses from the former were more positive than those from the latter. Discussion and Conclusion: The proposed quality framework and their indicators were validated and supported by our research results and findings. Our research suggested that 1) nurse users’ basic computer skills, knowledge about an NIS, knowledge about procedures of nursing documentation should be covered in an OHS; 2) function-oriented and task-oriented structure are the effective structures of an OHS; 3) table of contents, frequently ask questions, search engine and video demonstration are effective functions; 4) visual-effectiveness can facilitate a nurse-user’s problem solving 5) the indicators of the usability of an OHS is the 5Es: effectiveness, efficiency, error-tolerance, engaging and ease of learning.

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Le, Dantec Christopher. "Community resource messenger: a mobile system and design exploration in support of the urban homeless." Diss., Georgia Institute of Technology, 2011. http://hdl.handle.net/1853/41128.

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Access to computers, to mobile phones, and to data connectivity has opened new avenues of interaction and created expectations about the flattening of society brought about by these new modes of production. These technologies have enabled us to recognize many forms of community---from close knit social groups to individuals who merely co-habit public spaces---and to support interaction with each other in novel ways. The notion that modern digital technology holds promises of democratization by expanding access to information and broadening modes of knowledge production often fails to acknowledge that these benefits rely upon devices and infrastructure whose availability reflect socioeconomic contours; that the technologies that enable information access can also reinforce rather than obviate marginality due to barriers to access and suitability. This assessment points to opportunities for better understanding and better designing technologies for the marginalized or dispossessed. The research presented in this dissertation discusses the findings from empirical, theoretical, and design based investigations of technology use with the urban homeless. The empirical work provides a foundation for understanding current technology practices among the homeless and their care providers. The theoretical investigation develops Deweyan publics as a novel frame for participatory design. The design-based investigation presents findings from the design and deployment of the Community Resource Messenger at a shelter for homeless mothers. The results of this research shed light on impact of social computing platforms on social service provision and on the ways the staff and residents used the Community Resource Messenger as a resource for identifying common issues and taking action to contend with those issues.

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Agas, Konstantinos. "Design and implementation of a decision support system for assigning human resources in the Hellenic Navy." Thesis, Monterey, California. Naval Postgraduate School, 2006. http://hdl.handle.net/10945/2680.

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This thesis is focusing on designing a DSS to facilitate Human Resource Management decisions for the Hellenic Navy. A mathematical, multi-criteria optimization model was designed and a software environment implemented employing this model to make job assignment decisions. The rationale was to develop a software solution able to adapt in the most automated way possible to different issues concerning HRM. Assigning HRM resources in an optimal way while considering multiple criteria is a very difficult task. There are many attributes to be taken into account some of which contradict each other. The human mind has limitations when dealing with multi attribute problems and the associated set of multiple tradeoffs. Providing a mathematical solution to the problem with the ability to evaluate tradeoffs could provide useful insight to decision makers and help reduce bias in the overall HRM assignment process. Design and implementation of such a system is the purpose of this thesis.

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Pierce, Adam O. "Exploring the Cybersecurity Hiring Gap." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3198.

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Cybersecurity is one of the fastest growing segments of information technology. The Commonwealth of Virginia has 30,000 cyber-related jobs open because of the lack of skilled candidates. The study is necessary because some business managers lack strategies for hiring cybersecurity professionals for U.S. Department of Defense (DoD) contracts. The purpose of this case study was to explore strategies business managers in DoD contracting companies used to fill cybersecurity positions. The conceptual framework used for this study was the organizational learning theory. A purposeful sample of 8 successful business managers with cybersecurity responsibilities working for U.S. DoD contracting companies that successfully hired cybersecurity professionals in Hampton Roads, VA participated in the study. Data collection included semistructured interviews and a review of job postings from the companies represented by the participants. Coding, content, and thematic analysis were the methods used to analyze data. Within-methods triangulation was used to add accuracy to the analysis. At the conclusion of the data analysis, two main themes emerged: maintaining contractual requirements and a strong recruiting process. Contractual requirements guided how hiring managers hired cybersecurity personnel and executed the contract. A strong hiring process added efficiency to the hiring process. The findings of the study may contribute to positive social change by encouraging the recruitment and retention of cybersecurity professionals. Skilled cybersecurity professionals may safeguard businesses and society from Internet crime, thereby encouraging the safe exchange and containment of data.

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Ziebell, Robert-Christian. "Digital transformation of HR - History, implementation approach and success factors - Cumulative PhD Thesis." Doctoral thesis, Universitat Politècnica de València, 2019. http://hdl.handle.net/10251/117608.

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[ES] La digitalización de los procesos de RRHH en soluciones basadas en la nube progresa continuamente. Esta tesis examina tales transformaciones, deriva un modelo de proceso concreto e identifica los factores críticos de éxito. La metodología utilizada para la investigación es de carácter cualitativo. Como base y medida preparatoria para abordar las cuestiones de investigación, se llevó a cabo un amplio estudio bibliográfico en el ámbito de los recursos humanos, con especial atención a las publicaciones sobre la gestión electrónica de los recursos humanos (en adelante, "e-HRM"). Basándose en este conocimiento y en la combinación de una amplia experiencia práctica con proyectos de transformación de RRHH, se publicó un estudio que presenta el desarrollo histórico de e-HRM y que ha derivado en un modelo de procesos optimizado que tiene en cuenta los requisitos técnicos de RRHH así como las limitaciones de la nueva tecnología de la nube. Posteriormente, se entrevistó a varios expertos en RRHH que ya habían adquirido experiencia de primera mano con los procesos de RRHH en un entorno de nube para averiguar qué factores de éxito eran relevantes para dicha transformación de RRHH. Las principales conclusiones de esta tesis son la derivación de un modelo de procedimiento de proyecto de mejores prácticas para la transformación de los procesos de RRHH en una solución basada en la nube y la identificación de obstáculos potenciales en la implementación de dichos proyectos. Además, se elaboran los motivos de dicha transformación, los factores que impulsan el proceso dentro de una organización, el grado actual de digitalización de los recursos humanos, los parámetros operativos y estratégicos necesarios y, en última instancia, el impacto en los métodos de trabajo. Como resultado, se realiza una evaluación del uso de las métricas de HR y se derivan nuevas ratios potenciales.
[CAT] La digitalització dels processos de RRHH en solucions basades en el núvol progressa contínuament. Aquesta tesi examina tals transformacions, deriva un model de procés concret i identifica els factors crítics d'èxit. La metodologia utilitzada per a la investigació és de caràcter qualitatiu. Com a base i mesura preparatòria per a abordar les qüestions d'investigació, es va dur a terme un ampli estudi bibliogràfic en l'àmbit dels recursos humans, amb especial atenció a les publicacions sobre la gestió electrònica dels recursos humans (en endavant, "e-HRM "). Basant-se en aquest coneixement i en la combinació d'una àmplia experiència pràctica amb projectes de transformació de RRHH, es va publicar un estudi que presenta el desenvolupament històric d'e-HRM i que ha derivat en un model de processos optimitzat que té en compte els requisits tècnics de RRHH així com les limitacions de la nova tecnologia del núvol. Posteriorment, es va entrevistar a diversos experts en RRHH que ja havien adquirit experiència de primera mà amb els processos de RRHH en un entorn de núvol per esbrinar quins factors d'èxit eren rellevants per a aquesta transformació de RRHH. Les principals conclusions d'aquesta tesi són la derivació d'un model de procediment de projecte de millors pràctiques per a la transformació dels processos de RRHH en una solució basada en el núvol i la identificació d'obstacles potencials en la implementació d'aquests projectes. A més, s'elaboren els motius de la transformació, els factors que impulsen el procés dins d'una organització, el grau actual de digitalització dels recursos humans, els paràmetres operatius i estratègics necessaris i, en última instància, l'impacte en els mètodes de treball . Com a resultat, es realitza una avaluació de l'ús de les mètriques de HR i es deriven nous ràtios potencials.
[EN] The digitisation of HR processes into cloud-based solutions is progressing continuously. This thesis examines such transformations, derives a concrete process model and identifies the critical success factors. The methodology used for the investigation is of a qualitative nature. As a basis and preparatory measure to address the research questions, an extensive literature study in the HR field was carried out, with a special focus on publications on electronic human resources management (hereinafter e-HRM). Based on this knowledge and the combination of extensive practical experience with HR transformation projects, a study was published which presents the historical development of e-HRM and derived an optimised process model taking into account the technical HR requirements as well as the limitations of the new cloud technology. Subsequently, several HR experts who had already gained first-hand experience with HR processes in a cloud environment were interviewed to find out which success factors were relevant for such an HR transformation. Main findings of this thesis are the derivation of a best-practice project procedure model for the transformation of HR processes into a cloud-based solution and the identification of potential obstacles in the implementation of such projects. In addition, the motives for such a transformation, the drivers within an organisation, the current degree of HR digitisation, the necessary operational and strategic parameters and ultimately the impact on working methods are worked out. As a further result, an assessment of the use of HR metrics is given and potential new key figures are derived.
Ziebell, R. (2019). Digital transformation of HR - History, implementation approach and success factors - Cumulative PhD Thesis [Tesis doctoral no publicada]. Universitat Politècnica de València. https://doi.org/10.4995/Thesis/10251/117608
TESIS

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Geise, Gregory. "Application of Geographical Information Systems to Determine Human Population Impact on Water Resources of Yellow Springs, Ohio, and the Use of LiDAR Intensities in Land Use Classification." Wright State University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=wright1464399610.

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Svensson, Daniel, and Razmus Svenningson. "Att skapa förutsättningar för god praxis kring internationell medarbetarmobilitet : En systemutveckling av ett processtödjande informationssystem vid IKEA." Thesis, Växjö University, School of Mathematics and Systems Engineering, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-820.

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Denna uppsats grundar sig på vetskapen om att stora internationella företag har uttryckta strategier för att flytta medarbetare internationellt. Uppsatsen grundar sig också på ett uppdrag av IKEA. Syftet är att utveckla en prototyp för ett gemensamt centralt datoriserat informationssystem som kan stödja internationella medarbetarmobilitetsprocesser. Vidare är syftet att hitta förutsättningar för god praxis kring internationell medarbetarmobilitet.

Uppsatsen innehåller empiriska studier vid IKEA, Ericsson och Alteams Group. Tillsammans med våra teoristudier använder vi de empiriska resultaten för att diskutera kring hur företag kan använda gemensamma informationssystem för att stödja medarbetarmobilitetsprocesser. En prototyp för lagrings- och presentationsskikt av ett gemensamt informationssystem

utvecklas åt IKEA.

This paper based on the knowledge of that big international companies have strategies for mobilizing co-workers, crossing nation borders. It is also based on an assignment from IKEA. The purpose is to develop a prototype for a central computerized information system, which can support the process of mobilizing co-workers internationally. Furthermore the purpose is to find ways to create conditions for good praxis in international mobility of co-workers.

Our empirical work includes studies at IKEA, Ericsson and Alteams Group. We use the results from the empirical study together with our theoretical studies to discuss how companies

can use central computerized information systems to support the process of mobilizing co-workers. We also develop a prototype of a central computerized information system for

IKEA.

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Gunasegaran, A. "Employee relationship planning (ERPII)." Thesis, Coventry University, 2009. http://curve.coventry.ac.uk/open/items/b2f96d06-6463-b900-a09b-693f3e988b09/1.

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By triangulation of three longitudinal case studies with change leader practitioner survey, this research identified the following seven generative Employee Relationship Planning (ERPII) management strategies: 1. People Strategy 2. Capital Strategy 3. Information Strategy 4. Experience Strategy 5. Opportunity Strategy 6. Crisis Strategy 7. Result/Reward Strategy ERPII management strategies may facilitate development of organisational cultures where management enables employees to become aware of relevant capital, information, experience, opportunity and crisis situations to attain the result/reward of their collaboration and participation in business process reengineering activities for continuous improvements. These ERPI management strategies may facilitate practical application of current approaches in positive leadership, Emotional Intelligence, Spiritual Intelligence, Appreciative Inquiry and Kaizen.

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Souroulla, Timotheos. "Distributed Intelligence for Multi-Robot Environment : Model Compression for Mobile Devices with Constrained Computing Resources." Thesis, KTH, Skolan för elektroteknik och datavetenskap (EECS), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-302151.

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Human-Robot Collaboration (HRC), where both humans and robots work in the same environment simultaneously, is an emerging field and has increased massively during the past decade. For this collaboration to be feasible and safe, robots need to perform a proper safety analysis to avoid hazardous situations. This safety analysis procedure involves complex computer vision tasks that require a lot of processing power. Therefore, robots with constrained computing resources cannot execute these tasks without any delays, thus for executing these tasks they rely on edge infrastructures, such as remote computational resources accessible over wireless communication. In some cases though, the edge may be unavailable, or connection to it may not be possible. In such cases, robots still have to navigate themselves around the environment, while maintaining high levels of safety. This thesis project focuses on reducing the complexity and the total number of parameters of pre-trained computer vision models by using model compression techniques, such as pruning and knowledge distillation. These model compression techniques have strong theoretical and practical foundations, but work on their combination is limited, therefore it is investigated in this work. The results of this thesis project show that in the test cases, up to 90% of the total number of parameters of a computer vision model can be removed without any considerable reduction in the model’s accuracy.
Människa och robot samarbete (förkortat HRC från engelskans Human-Robot Collaboration), där både människor och robotar arbetar samtidigt i samma miljö, är ett växande forskningsområde och har ökat dramatiskt över de senaste decenniet. För att detta samarbetet ska vara möjligt och säkert behöver robotarna genomgå en ordentlig säkerhetsanalys så att farliga situationer kan undvikas. Denna säkerhetsanalys inkluderar komplexa Computer Vision uppgifter som kräver mycket processorkraft. Därför kan inte robotar med begränsad processorkraft utföra dessa beräkningar utan fördröjning, utan måste istället förlita sig på utomstående infrastruktur för att exekvera dem. Vid vissa tillfällen kan dock denna utomstående infrastruktur inte finnas på plats eller vara svår att koppla upp sig till. Även vid dessa tillfällen måste robotar fortfarande kunna navigera sig själva genom en lokal, och samtidigt upprätthålla hög grad av säkerhet. Detta projekt fokuserar på att reducera komplexiteten och det totala antalet parametrar av för-tränade Computer Vision-modeller genom att använda modellkompressionstekniker så som: Beskärning och kunskapsdestilering. Dessa modellkompressionstekniker har starka teoretiska grunder och praktiska belägg, men mängden arbeten kring deras kombinerade effekt är begränsad, därför är just det undersökt i detta arbetet. Resultaten av det här projektet visar att up till 90% av det totala antalet parametrar hos en Computer Vision-modell kan tas bort utan någon noterbar försämring av modellens säkerhet.

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Malan, Gunce. "Do Personality Tests have a place in Academic Preparation of Undergradute Hospitality Students." Scholar Commons, 2013. http://scholarcommons.usf.edu/etd/4533.

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This is a descriptive study that poses the questions and discussion regarding use of personality tests in prediction of future job performance of the current undergraduate hospitality students. A gap exists between the perception of the skills and competencies of high performers and the perception of hospitality students (Berezina et al., 2011; Malan, Berezina & Cobanoglu, 2012). The purpose of this study is to investigate if personality tests will help in predicting the success of students in their preferred job setting as compared to current high performers (managers). The use of personality tests increased substantially after 1988, when the government banned the use of polygraphs (Employee Polygraph Protection Act, 1988 as cited in Stabile, 2002). Although there is no right or wrong answer to personality test questions, the answers would allow employers to have a better idea if there is a sufficient fit between the applicant and the position sought. To compare the personality types of successful hotel managers and hospitality students to determine if there is a need to customize the hospitality curriculum in order to produce graduates who will fit to the correct type of positions, a convenient sample was drawn from a hotel management company's managers and hospitality students of a university in the Southeast USA. The sample for this study was 175 Managers and 150 Students. With the 144/175 (82% response rate) manager and 76/150 (51% response rate) students the main findings show there is a significantly difference between managers and students. This indicates that current hospitality students and current managers have different perceptions about hospitality industry. Since current students will work on the industry in the future, the difference needs to be eliminated by both curricular and extra-curricular activities. There are also significant differences among managerial positions' (general manager, assistant general manager, and director of sales) LDP scores. This could indicate that it might not be a good fit to promote these individuals from one position to other within the company since each position differs from each other.

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Fält, Felix, and Reuterstrand Adrian Torres. "AI och partiskhet vid beslutsfattande i rekryteringsprocesser : Hur artificiell intelligens kan hantera partiskhet i rekryteringsprocessen." Thesis, Linköpings universitet, Informationssystem och digitalisering, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-177501.

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Dagens rekryteringsprocessen drivs oftast av en mänsklig rekryterare, men på senare tid har det blivit allt mer populärt att använda sig av AI verktyg för att effektivisera delar av processen, men också för att motverka den inneboende partiskhet som finns hos människor. Detta arbete syftar till att analysera hur rekryterare med erfarenheter kring användning av AI, och utvecklare av sådana system, upplever huruvida AI kan användas som ett verktyg för att möta partiskhet inom rekryteringsprocessen. Genom att genomföra semistrukturerade intervjuer med intressenter som är insatta i både rekryteringsprocessen, men också i utveckling av AI-system med rekrytering som huvudfokus, har vi fått insyn kring hur verksamheter jobbar och utvecklar dessa typer av system. Hur de förhåller sig till etiska frågor har varit avgörande för att kunna utvärdera om AI är lämpligt för denna uppgift. Vår slutsats visar att det finns användningsområden för AI i rekryteringen, men istället som ett komplementerande verktyg för den mänskliga rekryteraren snarare än en ersättare, som AI ofta spekuleras att vara. Fördelar som vi såg var bland annat att AI kan behandla fler kandidater än dess mänskliga motpart och i de flesta fall ta beslut som är kompetensbaserade eftersom AI:n inte påverkas av externa faktorer på samma vis som vi människor gör. Även om AI har sina brister, där den kan efterbilda negativa beteenedemönster från oss människor och att den mänskliga kontakten reduceras, så fann vi att de positiva aspekterna var övervägande, och att det finns en optimistisk inställning kring vidare studier inom området.
The recruitment process of today is often driven by human recruiters and lately it has become increasingly popular to use AI-driven tools to streamline parts of this process, but also to try to counteract the inherent bias present in humans. This study aims to analyze how recruiters with experience in the use of AI, and developers of such systems, experience whether AI can be used as a tool to meet bias in the recruitment process. By performing semistructured interviews with relevant parties familiar with the recruitment process, but also with the development of AI-systems with recruitment as the main focus, we have gained insight into how companies work and how they develop these types of systems. How they relate to ethical issues has been useful in being able to evaluate whether AI is appropriate for this task. Our conclusion shows that there are uses for AI in recruitment, but instead as a complementary tool for the human recruiter rather than as a replacement, as AI is often speculated to be. Advantages that we saw included that AI can treat more candidates than its human counterpart and in most cases make decisions that are competency based because AI is not affected by external factors in the same way as we humans do. Although AI has its flaws, where it can mimic negative behavioural patterns from us humans and that human contact is reduced, we found that the positive aspects of AI were predominant, and that there is an optimistic attitude towards further studies in the field.

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Bettencourt, Sara Sofia Pestana. "A gestão de recursos humanos e os sistemas e tecnologias de informação." Master's thesis, Instituto Superior de Economia e Gestão, 2015. http://hdl.handle.net/10400.5/10390.

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Mestrado em Gestão de Recursos Humanos
O presente relatório de estágio para a realização do Trabalho Final de Mestrado incide sobre a gestão de recursos humanos e os sistemas e tecnologias de informação, que a empresa AXA, multinacional inserida na atividade seguradora dispõe. Os sistemas e as tecnologias de informação da empresa AXA que este trabalho vai abordar são: o People IN, a intranet ONE e o GESVEN GRH. Contudo, o sistema de informação que este trabalho dá mais enfoque será o GESVEN GRH, isto porque o papel deste sistema é de bastante relevância no departamento de recursos humanos na AXA Portugal. Ao longo deste trabalho final de mestrado será revelada a importância que os sistemas e tecnologias de informação têm nas atividades administrativas de recursos humanos, bem como a importância destas ferramentas no dia-a-dia dos profissionais desta área.
The following internship report for the conclusion of the Master's Degree Final Paper focuses on human resources management and on the information systems and technologies, which the company AXA, a multinational inserted into the insurance business, has available. The technologies and information systems of the company AXA which this paper will address are: People IN, ONE intranet and GESVEN HRM. However, the information system that this paper focuses the most is the GESVEN HRM, due to the fact that the role of this system is extremely relevant in the human resources department at AXA Portugal. During this final master's degree paper will be uncovered the importance that the information systems and technologies have in the administrative activities of human resources, as well as the importance of these tools in human resources' professionals day-to-day work.

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Stenborg, Vera, and Louise Högren. "“People analytics kan jämföras med tonårssex: alla pratar om det, ingen har gjort det och ingen vet hur man ska göra” : En kvalitativ studie om hur svenska praktiker upplever people analytics." Thesis, Linköpings universitet, Informatik, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-159325.

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Teknisk utveckling har varit en drivande kraft för effektivisering av organisationer genom historien. I takt med denna effektivisering har även arbetssätt och krav på anställda förändrats vilket har lett till ett behov av att strukturerat hantera personalrelaterade frågor. Utifrån detta har human resources (HR) som organisatorisk funktion vuxit fram. Den tekniska utvecklingen fortsätter och idag används tekniska lösningar som verktyg för många av organisationens funktioner. Dock menar tidigare forskning att HR inte hänger med i denna utveckling vilket påverkar HR-funktionens roll i organisationen och är en utmaning idag och framöver. En uppmärksammad teknisk lösning idag, i form av en uppsättning teknikbaserade vertyg, aktiviteter och arbetssätt, som anses kunna hjälpa HR som funktion att ta nästa steg i utvecklingen är people analytics. Syftet med denna studie är att öka förståelsen för people analytics i Sverige, vilka effekter som eftersträvas samt vilka möjligheter och utmaningar som finns för att uppnå dessa effekter. Detta grundar sig i att det finns ett behov av empiriskt grundad forskning i en svensk kontext eftersom det finns en avsaknad av detta idag. Genom tillämpning av en kvalitativ surveyundersökning av tolkande karaktär med semistrukturerade intervjuer framkommer ett empiriskt material som analyseras med hjälp av tidigare forskning och socioteknisk teori. Studien visar att people analytics är en uppsättning aktiviteter som är värdefulla för såväl organisationer som HR-funktioner eftersom det möjliggör evidensbaserat strategiskt arbete, med data och statistik som grund, i personalrelaterade frågor. Genom att använda people analytics kan organisationer följa upp sitt personalrelaterade arbete på ett mer strukturerat sätt och HR som funktion har även fått ökad legitimitet i organisationen på grund av detta. Däremot finns det ett antal komplext sammanflätade faktorer som idag agerar hindrande för att people analytics ska nå sin fulla potential i svenska organisationer, dessa faktorer återfinns både i sociala och tekniska aspekter av arbetet med people analytics. Genom att skapa förståelse för varför dessa faktorer påverkar användandet och effekterna av people analytics bidrar denna studie med värdefulla insikter för både praktiker och akademiker. Dessa insikter handlar om hur arbetet med people analytics kan uppnå de långsiktiga mål och syften som finns både inom forskning och hos svenska organisationer.

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Skelton, Orlando. "Exploring Knowledge Management Practices in Service-Based Small Business Enterprises." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/272.

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Small business enterprises (SBEs) are significant contributors to business growth and employment in the United States, but despite governmental support, the failure rate of SBEs is high. Some small business leaders lack the critical management skills to detect or discover when underperformance in revenue-generation is due to gaps in organizational knowledge or business practices associated with managing knowledge assets. Guided by the knowledge-based view of the firm, the purpose of this multiple case study was to address that gap by exploring the skills needed by leaders to understand how deficiencies in their knowledge management practices contribute to underperformance. Semistructured interview data were collected from a sample of 10 small business leaders in the northeast and west. Data from publicly available documentation consisting of sales brochures, press releases, and participant company websites were also collected. Data analysis entailed using keyword frequency comparisons, coding techniques, and cluster analysis. The key themes indicate that the participants' document management practices and misaligned core business practices impeded value creation. The recommended change in business practices for small business leaders is to formalize social engagement with customers, use document management tools, and adopt process management techniques. The implications for social change include mitigating the harmful effects of business failure on society associated with job loss, stress-related disabilities, and reduced charitable donations to groups serving disadvantaged citizens. The beneficiaries of this research include small business leaders, business practitioners, and policy makers.

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Vargas, Roslyn. "Adoption Factors Impacting Human Resource Analytics Among Human Resource Professionals." NSUWorks, 2015. http://nsuworks.nova.edu/hsbe_etd/5.

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In today’s fast paced, ever-changing world, one cannot help hearing the terms Big Data and analytics. The Internet holds vast amounts of data and this data, for example in retail, is being used to predict shopping habits, current needs, trends, and more. Why should this be limited to the retail side of an organization? Today, there is a more significant push for Human Resource (HR) professionals to be strategic business partners, and, therefore, HR professionals need to work on leading, not lagging, in the area of measurements and analytics. Some organizations that have adopted the use of analytics in their HR departments have been extremely successful. If this is the case, why are not more HR professionals adopting the use of human resource analytics (HRA)? The purpose of this study is to gain insight as to the reasons why more HR professionals are not using HRA to improve organizational performance and to gain and maintain a competitive advantage. An exploration of prior research was performed and resulted in the development of a model representing factors that impact the adoption of HRA. The model was then tested for content validity and reliability using Partial Least Squares of Path Modeling. Results of the study of 302 HR professionals, currently working in the field of HR, suggest the hypotheses testing social influence, tool availability, effort expectancy, performance expectancy, and quantitative self-efficacy as factors impacting the adoption of HRA were all significant. Conversely, the factors data availability, fear appeals, and general self-efficacy were not significant. Findings indicate that the factors impacting the adoption of HRA are not only in the hands of the HR professional but, to some extent, the organization as well. If organizations truly want to adopt HRA, they must make available to the HR professionals the tools, data, resources, and support necessary. This study contributes to the literature on individual-level adoption, specifically of HRA. Implications for theory and practice are discussed, as well as further research.

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Schaan, Andréa Brandelli. "Small Hydropower Resource Assessment using Geographical Information Systems." Dissertação, Faculdade de Economia da Universidade do Porto, 2009. http://hdl.handle.net/10216/44716.

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Dissertations / Theses on the topic 'Human resource information systems'

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