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Seidu, Yakubu. "Human resource management and organizational performance : evidence from the retail banking sector." Thesis, Aston University, 2012. http://publications.aston.ac.uk/16500/.
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Underpinned by the resource-based view (RBV), social exchange theory (SET), and a theory of intrinsic motivation (empowerment), I proposed and tested a multi-level model that simultaneously examines the intermediate linkages or mechanisms through which HPWS impact individual and organizational performance. First and underpinned by RBV, I examined at the unit level, collective human capital and competitive advantage as path-ways through which the use of HPWS influences – branch market performance. Second and-, underpinned by social exchange (perceived organizational support) and intrinsic motivation (psychological empowerment) theories, I examined cross and individual level mechanisms through which experienced HPWS may influence employee performance. I tested the propositions of this study with multisource data obtained from junior and senior customer contact employees, and managers of 37 branches of two banks in Ghana. Results of the Structural Equation Modeling (SEM) analysis revealed that (i) collective human capital partially mediated the relationship between management-rated HPWS and competitive advantage, while competitive advantage completely mediated the influence of human capital on branch market performance. Consequently, management-rated HPWS influenced branch market performance indirectly through collective human capital and competitive advantage. Additionally, results of hierarchical linear modeling (HLM) tests of the cross-level influences on the motivational implications of HPWS revealed that (i) management-rated HPWS influenced experienced HPWS; (ii) perceived organizational support (POS) and psychological empowerment fully mediated the influence of experienced HPWS on service-oriented organizational citizenship behaviour (OCB), and; (iii) service-oriented OCB mediated the influence of psychological empowerment and POS on service quality and task performance. I discuss the theoretical and practical implications of these findings.
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Holden, L. T. "An Anglo Swedish Comparison of Employee Participation in the Banking Sector." Thesis, Cranfield University, 1994. http://dspace.lib.cranfield.ac.uk/handle/1826/4600.
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The purpose of this research was to compare employee
participation practices in a Swedish and a British bank.
There has been considerable interest in human resource
management over the past decade, of which employee
participation forms an important part, but there have been
very few studies which attempt a qualitative comparison of
international aspects of this subject. By using a wider
study, the Price Waterhouse Cranfield Project on .
International Human Resource Management, a European context
is provided for the case study material, which examines in
depth the forms and outcomes of employee participation in a
Swedish and British setting.
A triangulation methodology was employed using two
questionnaires given to employees of each organisation, a
series of in-depth interviews, a reading of company
documentation and personal visits. This enabled the use of a
multiple of approaches with the questionnaires providing a
framework for the in-depth interviews.
Four hypotheses were posed which offered tentative
explanations for the similarities and differences in
employee participation practices in Sweden and Britain.
The findings were then analysed using Poole's Framework of
Participation which proposes a number of contingent factors
which influence the outcomes of employee participation. The
thesis showed that Swedes allow greater participation in the
workplace than the British, explanations of which are rooted
in the cultural and ideological differences of the two
societies. Secondly, it was shown that the drive for profit
or financial stability will override participation
mechanisms if it is felt necessary for survival. Thirdly,
HRM techniques of employee participation are used mainly at
a micro (workplace) level in the organisation as they can
safely be distanced from any strategic decision making. Thus
the strength of employee participation is very much anchored
to the latent power of employees which is influenced by
convergent forces such as economic, technological and
political factors, and divergent forces such as cultural and
ideological factors.
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Wilkinson, Adrian. "Business strategy and the management of labour in the Co-operative Bank." Thesis, Durham University, 1990. http://etheses.dur.ac.uk/1425/.
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Poon, Hon Fun Irene. "Human resource management changes in China : a case study of the banking industry." Thesis, City University London, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.507433.
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Pavlou, Fotis. "Human resource management in the banking sector of Cyprus : intention, implementation and perception." Thesis, University of Manchester, 2011. https://www.research.manchester.ac.uk/portal/en/theses/human-resource-management-in-the-banking-sector-of-cyprus-intention-implementation-and-perception(28c02cec-dea4-4bd9-9722-4968ef6affa3).html.
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In the past much work has been done on HRM. A large portion of this work is dedicated to HRM ‘content’, whereas aspects related to ‘processes’ and ‘perceptions’ are often overlooked. To gain a holistic picture of HRM, this study brings together these three areas and investigates HRM from multiple perspectives. Under the spectrum of HRM as ‘content’, focus fall on exploring the different operating HR policies and practices and how these are horizontally integrated or vertically aligned. Under the spectrum of HRM as ‘process’ and ‘perceptions’, the aim is to explore the policy intentions of senior HR managers, their implementations by line managers and how they are perceived by non-managerial employees. This endeavor has been achieved in Cyprus – banking sector. By employing a contextualised case study approach, by triangulating results through questionnaires and interviews and by merging together various sources of information and different levels of participants (both within and beyond the bank), it was feasible to explore below the surface. This study adopts a pluralistic approach to HRM research, presents the ‘multi-vocality’ regarding several HR aspects and portrays the different and contrasting views of those affected by the operation of HRM.A number of main themes are central to this study. In particular, attention is drawn to: The main HRM policies and practices in the specific context The importance of influential forces shaping the operation of HRM The gaps between the intentions of senior managers and how policies are implemented by line managers The role of line managers and the barriers for effective delivery of HRM The way that employees experience and perceive HRM The reasons why employees have mostly negative perceptionsEmpirically testing theoretical propositions and models existing in HRM literature, a number of key findings have emerged. Concerning the content of HRM, in the particular settings, findings show that there are some ‘Core Plus Context’ specific HR practices. The presence of these practices (and the absence of some others) is influenced by various forces such as cultural/country features; legislation; sectoral / organisational characteristics and the nature of workforce employed by the bank. Concerning HRM as processes and perceptions, the findings unveil many factors contributing to the ‘gaps’ and ‘blockages’ that exist between intended-implemented and perceived HRM.In essence, results support one of the most critical concerns in HRM literature; the ‘rhetoric versus reality’ argument. This study confirms that it is one thing to know what the intended policies and strategic goals are (i.e. the content), another to explore how these are enacted (i.e. the process) and quite another to discover how employees at the ‘receiving-end’ experience and perceive these in their daily work (i.e. the perceptions).
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Saqib, Syed Imran. "Human capital resources, human resource management policies, and employee perceptions : an investigation of young professionals in the banking sector of Pakistan." Thesis, University of Manchester, 2018. https://www.research.manchester.ac.uk/portal/en/theses/human-capital-resources-human-resource-management-policies-and-employee-perceptions-an-investigation-of-young-professionals-in-the-banking-sector-of-pakistan(4961f666-91ae-4baf-a924-8dad3f811839).html.
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Situated within the human resource management and performance (HRM-P) link literature, this thesis explores the 'black box' of the mechanisms that link HRM practices and performance. By doing so, it sheds light on how and why HRM practices can lead to superior firm performance. Heeding calls for more nuanced and contextual work on understanding this link, this study uses qualitative responses from 79 industry experts, HR/senior managers, and young professionals, as well as artefacts and documents, to analyse the causal mechanisms that connect HRM policies, aimed at human capital resource (HCR) accumulation, to employee outcomes in five banking organizations in Pakistan. Using the strength of HR process conceptualization and the process model of HR, the thesis looks at the entire chain that connects intended, actual, and perceived HR policies to understand why HR managers' and young professionals' perceptions of both the content and the process of HR implementation varies, and how this is connected with the employee outcomes of turnover intentions and job satisfaction. The first set of findings reveals that there is considerable difference in how the quality of the content of HR systems is perceived from the point of view of young professionals in comparison with HR practitioners. Young professionals have strong negative perceptions of HR policies related to their long-term career development, which is explained in part by the incongruence and the lack of focus of HR on the goal of HCR accumulation. The second set of findings show that there are several processual factors that help to explain these varying perceptions, which dilute the implementation of HR practices. The analysis reveals that the competency of HR departments, the role of line managers, elements of the Pakistani culture, and the role of top management shape the quality of the HR system that is implemented. Connecting this to employee outcomes, the analysis reveals that the link between HR and performance is not straightforward; this helps to explain the moderate statistical effects noted in the extant HRM-P link research. Employee reactions are more related to their personal circumstances and other organizational factors rather than HR factors. The third set of findings expands the analysis to individual contexts of the five banks, further revealing that the mission of the organization, the presence of a strong HR leader, external economic factors, and the historical legacy of the organisation also shapes employee perceptions and, thus the effectiveness of HR policies and their implementation. The thesis makes a theoretical contribution to the HRM-P link literature by revealing that the competitive advantage that stems, in part, from the actions of HR departments derives from how well they navigate the various processual factors that can impede HR system implementation. It makes a methodological contribution by responding to calls for more in-depth qualitative research on the phenomenon, by using a specific segment of employees within the under-represented context of Pakistan. It makes a practical contribution by highlighting that many western prescriptions, such as talent management and bell curves, may be less effective if prevailing cultural constraints are not accounted for, especially in developing countries like Pakistan. Existing HRM-P link studies have not adequately considered these contextual and cultural factors in their analyses.
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Khilji, S. E. "Human resource management in a developing country : the case of banking industry of Pakistan." Thesis, University of Cambridge, 2000. https://www.repository.cam.ac.uk/handle/1810/273400.
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Tang, Tang. "Developing human resource accounting to improve human resource management : a case study of practicing HRA in a Chinese state-owned-enterprise." Thesis, University of Macau, 2002. http://umaclib3.umac.mo/record=b1636259.
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Aldrich, Paul. "The role and influence of human resource management in the capital markets and investment banking sector." Thesis, Durham University, 2008. http://etheses.dur.ac.uk/80/.
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This thesis presents research on the role and influence of human resource management in the capital markets and investment banking sector. The initial research targeted 22 leading banks in the capital markets and investment banking sector covering the period 2001 to 2003 and further, exploratory, research undertaken between March and May 2007 focused on 14 of these banks. The findings of this thesis indicate: that CEOs have greater influence over the human resource environment than human resource professionals and that where they are competent in human resource management then they can positively impact the human resource environment and following this, firm competitive advantage; that senior business line mangers must clearly understand and embrace their human resource management responsibilities for an integrated approach to human resource management to be successful; and, that the degree of human resource business partner influence is contingent on the degree of human resource business partner credibility. It is argued by this thesis that if human resource professionals have no credibility CEOs and senior business line managers are unlikely to include them in significant decision making. It is also argued that credibility can be both individual and institutional. The implications of these thesis findings include: a strategic approach to management of the talent portfolio, led by the CEO. This involves an understanding of the fundamental links between leadership and management competency as it relates to the human resource environment; talent portfolio management; and, better firm performance; an integrated and strategic working relationship between the human resource function and business managers; stronger numerical, analytical and commercial skills in the human resource function; greater measurement around talent, building up to sophisticated human capital metrics; and, the identification and active management of people related risk.
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Royal, Carol School of Industrial Relations & Organisational Behaviour UNSW. "Internal labour markets and human resource management in an international investment banking institution : deal makers in the global economy." Awarded by:University of New South Wales. School of Industrial Relations and Organisational Behaviour, 2000. http://handle.unsw.edu.au/1959.4/23047.
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This thesis investigates the continuing significance of the internal labour market construct for shaping human resource management practices in an international investment banking organisation. By adopting a historical perspective this study departs from existing literature and presents new explanations for understanding internal labour market theory in the investment banking industry. It also adds to existing scholarship on labour markets by considering more human resources indicators than have been previously used to differentiate labour market types. A range of approaches have been adopted. The BZW/ ABN AMRO case study has been investigated using both qualitative and quantitative methods and longitudinal and cross-sectional data. The theoretical framework elaborated has two dimensions. The first involves a model which highlights the importance of the organisational historical context for analysing the origins and functions of internal labour markets. It draws attention to certain recurring interrelated features that ultimately result in the adoption of internalised market arrangements. This aspect of the model also highlights the importance of emerging patterns in internal labour market structures that become evident over time. The second part of the framework involves a typology that establishes the existence of three different labour market types. The study revealed that a historical perspective is extremely valuable for understanding the origins and functions of internal labour markets, and for identifying two internal labour market types, the firm and occupational internal labour market types and also the occupational labour market type or external labour market. It was concluded that despite the claim made by various scholars that internal labour market arrangements are in decline, the dramatic changes experienced by the investment banking industry have proven that these arrangements are very resilient.
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Khilji, Shaista E. "An empirical study of human resource management in a developing country : the case of the banking industry of Pakistan." Thesis, University of Cambridge, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.392628.
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Dirbas, Mohammed Hussain. "The human resource based view of the firm : the development of a model and its empirical evaluation in the commercial banking industry of Bahrain." Thesis, City University London, 2005. http://openaccess.city.ac.uk/8534/.
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The study was designed to explore the distinctive attributes of firms' resources and their relationship with sustained competitive advantage (SCA). The emphasis is on the Human Resource-Based View (HRBV) of the firm and the strategic and managerial conditions under which human resources are a potential source of SCA. The objectives can be stated more specifically as follow: o To develop a resource-based view model of the firm that adequately describes the role of human resources, their management and human resource practices in the attainment of sustained competitive advantage. o To empirically test this model and in so doing estimate the contribution of human resources, their management and human resource practices to sustained competitive advantage. o To revise the HRBV model in the light of the empirical findings. Chapters I to 4 develop an HRBV model and its context. Chapters 5 to 8 deal with its empirical evaluation. Chapter 9 presents the conclusions of the empirical evaluation and revisions.
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Chan, Chi-ping Eliza, and 陳志萍. "Hong Kong competitiveness: human resources infinancial industry." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31267841.
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Dias, Ana Teresa Abrantes. "Gestão de competências no setor bancário : uma revisão de literatura." Master's thesis, Instituto Superior de Economia e Gestão, 2019. http://hdl.handle.net/10400.5/18951.
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Mestrado em Gestão de Recursos HumanosNos dias de hoje, e com a crescente informatização e digitalização das organizações, sendo estas tecnologias cada vez mais comuns no dia-a-dia de qualquer instituição bancária, os recursos humanos aparecem como o principal elemento distintivo entre diferentes instituições, sendo considerados os principais ativos das empresas. As competências aparecem neste sentido, podendo ser definidas como as habilidades, os conhecimentos e as atitudes que cada indivíduo possui, que têm impacto no seu desempenho e nos resultados obtidos. As competências devem, então, ser geridas, e aplicadas corretamente dentro da organização, para se obter os melhores resultados possíveis, maximizando, assim, os recursos humanos. Assim, este trabalho refere-se a uma análise da produção científica, na segunda década do séc. XXI, sobre a temática das competências e da gestão de competências no setor bancário. A principal contribuição deste trabalho consiste na síntese da produção científica sobre competências e gestão de competências no setor bancário, com o objetivo de verificar quais as principais competências identificadas e a importância que a gestão de competências tem para estas instituições. Apesar das competências técnicas e científicas serem muito importantes, também se deve dar importância às competências sociais e pessoais dos funcionários. A gestão das competências dentro de um banco vai permitir alocar indivíduos com determinadas competências em tarefas específicas, aumentando assim o desempenho e a eficiência das organizações.
Nowadays, with the increasing trend in the use of information and digitalization in organizations and with these types of technologies becoming ever more common in the day to day operations within banking institutions, human resources are being considered the most distinctive element between different institutions as well as considered the principal assets of companies. Competencies are therefore defined as abilities, knowledge as well as attitudes that each individual possesses, and those have an impact in their performance as well as in the results that they obtain. Competencies should, therefore, be managed and applied correctly within organizations, so that the best results can be achieved, therefore maximizing the human resources function. This paper refers to the analyses and scientific study in the second decade of the XXI century, about the competencies and the management of competencies in the banking sector. The first contribution in this paper consists in the syntheses of the scientific study about the competencies and the management of competencies in the banking sector, with the objective of verifying what are the main competencies identified as well as the importance that the management of competencies has for these types of institutions. Although the technical and scientific competencies are considered more important, we should also give importance to the social and personal competencies of employees. The management of competencies within a bank will allow the allocation of individuals with specific competencies in specific tasks and positions, like this increasing their performance and thus the efficiency of organizations.
info:eu-repo/semantics/publishedVersion
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El, Shafeey Tarek. "Radical service innovation capabilities and competences and its performance measurement in the Egyptian banking sector." Thesis, University of Portsmouth, 2013. https://researchportal.port.ac.uk/portal/en/theses/radical-service-innovation-capabilities-and-competences-and-its-performance-measurement-in-the-egyptian-banking-sector(eff013ba-0aed-440a-bd37-b2cd3dbf24f2).html.
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Established service firms acknowledge that successful radical innovations are critical to create substantial customer value by satisfying unmet needs, enhance long-term growth and the flows of idiosyncratic asset stocks that create sustainable competitive advantage. Despite these invaluable advantages, the failure rate of these costly and complex innovation initiatives is high and incremental innovation and imitation behaviour dominates most service industries, especially the financial service industry. Given the importance of services and the low performance records of these projects, it was expected that radical service innovation would be considered as a high research priority. Unfortunately, it was not the case. The central objective of the current research project is to develop a multi-layer (dynamic or evolutionary) conceptual framework for the key capabilities and competences of radical innovation success in the context of the Egyptian banking sector. An analytical, multi-layer conceptual framework was proposed before approaching the empirical study to guide the process of data collection and analysis. This conceptual framework elaborated on the major principles of the competence-based view of the firm. A (retrospective) longitudinal, multi-method, qualitative case study research was designed. Three data collection techniques were used: interviews; documents, and observations. A common framework of data analysis was employed: process narrative strategy; and synthetic strategy. The findings show that key to the success of radical service innovation is a complex set of capabilities and competences. These are: entrepreneurial (resource building) capability, theoretical (second-order) construct; core radical innovation competence, superordinate (third-order) construct; incubation capability, theoretical (third-order) construct; and acceleration capability, theoretical (third order) construct. Moreover, the success/performance of radical innovation is assessed through four categories of constructs. The first category is temporary competitive advantage (TCA), which may be: effectiveness advantage; or efficiency advantage. The second category is sustainable competitive advantage (SCA). The third category is a set of imitation barriers. The fourth category is the superior long-term financial performance. The findings show that the entrepreneurial (resource building) capability is causally linked to the core radical innovation competence, which is causally linked to both the incubation and acceleration capabilities. The findings also show that the incubation capability is causally linked to acceleration capability. The acceleration capability, on the other hand, is causally linked to TCA. The findings also show that the TCA-SCA relationship is contingent, and moderated by imitation barriers. Moreover, the SCA is causally linked to the superior long-term financial performance. Finally, the superior long-term financial performance is causally linked to core radical innovation competence. The current research project contributes to several streams of the literature in four main ways. First, it develops a process model for a radical service innovation project, from its inception to introduction. This model is developed based on a radical innovation at the national level: the National Program for Vehicle Replacement (NPVR), which is seen as success story in a developing country. Several national and international banks have played key roles in the incubation and acceleration phases of this program. Second, it delivers a set of original theoretical constructs (manifested by a consistent and comprehensive set of 72 first-order latent factors), and the propositions linking these theoretical constructs. Third, it identifies 13 criticisms for one of the most widely adopted theory within the (entrepreneurship, innovation, and strategic management) literature, the resource-based view (RBV) of the firm. Finally, it reinforces one of the least employed research methodologies, longitudinal qualitative research based on process data.
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Obi, Pamela. "Organizational Policy Prohibiting Marriage Between Coworkers in the Nigerian Banking Sector." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5644.
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The Human Resources (HR) policy prohibiting marriage between coworkers contributes to employee attrition and an unhappy, demoralized, and unengaged workforce in commercial banks in Nigeria. Marriage between coworkers has resulted in forced resignations in commercial banks in Nigeria and employees' perception of being unfairly treated in their organizations. The purpose of this qualitative case study, based on the conceptual framework of organizational justice, was to explore how bank employees whose spouses resigned due to the HR policy prohibiting marriage between coworkers respond to this policy. Fifteen such employees participated in semistructured, one-on-one interviews, and 5 other employees participated in a focus group. Data were also collected from staff handbook, exit interview records, and staff attrition reports. Data were analyzed and triangulated to ensure trustworthiness of the findings. Study findings revealed that the HR policy prohibiting marriage between coworkers negatively affected employees' perception of being fairly treated, which consequently affected their morale, sense of commitment, and productivity. Results from this study may guide decision makers and leaders in the banking sector in Nigeria in formulating policies on marriage between coworkers that will not stimulate employee turnover, disloyalty, low morale, and low productivity. Increased productivity promotes wealth and reduced unemployment, which often results in positive social change. A continuous increase in productivity and profitability may lead to business expansion, which may also lead to more employment opportunities.
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Ogundoro, Oluwafisayo. "In Search of Work-Life Balance: Organizational and Economic Challenges Confronting Women in Banking and Management Consulting Firms in Southwest Nigeria." Digital Commons @ East Tennessee State University, 2019. https://dc.etsu.edu/etd/3674.
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Married women in the banking and management consulting firms in Nigeria encounter challenges that affect their commitment to their families while working long hours in demanding jobs. This study explores the challenges married women encounter and the impacts they have on women’s family lives, social lives, and health. I analyze primary and secondary sources to understand how organizational work culture such as long working hours, work competitiveness, and Nigeria’s unstable economy negatively affect the work-life balance of married women in banking and management consulting firms. Although participants shared the belief that their workplaces practiced “equality,” their descriptions of daily life activities indicate that women did not enjoy egalitarian conditions at work or at home. This study brings to light the challenges faced by married women and suggests how the Nigerian government can promote gender equality in the workplace through the review and amendment of the Nigerian Labor policy.
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Monteiro, Cláudia Sofia Reis Camilo. "Práticas de gestão de recursos humanos e comprometimento organizacional no setor bancário português." Master's thesis, Escola Superior de Ciências Empresariais, 2014. http://hdl.handle.net/10400.26/6441.
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Dissertação de Mestrado em Gestrão Estratégica de Recursos HumanosO presente estudo tem como objetivo aferir a perceção dos trabalhadores em relação às práticas de gestão de recursos humanos e comprometimento organizacional no setor bancário português.O objetivo principal do estudo é o de identificar de que forma as práticas de gestão de recursos humanos podem cooperar para desenvolver e manter o comprometimento organizacional dos trabalhadores. Como objetivos específicos pretende-se aferir a perceção que os trabalhadores têm das práticas de gestão de recursos humanos em vigor na sua organização, assim como identificar o tipo de comprometimento organizacional desses mesmos trabalhadores. O estudo integra o enquadramento teórico e um estudo empírico. A nível teórico abordámos a evolução da gestão de recursos humanos, a gestão estratégica de recursos humanos e as práticas de gestão de recursos humanos, nomeadamente as de elevado desempenho. Recolhemos igualmente literatura sobre a temática de comprometimento organizacional e a sua relação com as práticas de gestão de recursos humanos. A nível metodológico, aplicámos um questionário que tem por base o modelo e instrumento dos autores Allen e Meyer (1997) no âmbito da temática do comprometimento organizacional e que tem vindo a ser amplamente investigado, tendo-se verificado elevados índices de precisão nos vários estudos realizados. Nascimento et al. (2008) realizaram um estudo de forma a validar o “Modelo dos Três Componentes do Comprometimento Organizacional” para o contexto português e foi o utilizado no presente estudo.Para aferir a percepção dos trabalhadores sobre as práticas de gestão de recursos humanos na organização, utilizámos o questionário aplicado e testado por Esteves (2008). Os resultados obtidos estão, de um modo geral, de acordo com outros estudos empíricos.
This study has the purpose of analysing the workers perception regarding human resources management and organizational commitment in the portuguese banking sector. The primary target is to identify how human resources management practices can help develop and maintain workers organizational commitment. This study also pretends to find out how well workers know the human resources management practices currently in use in their organization as well as their commitment to those practices. This study has also a theoretical positioning and an empirical study. Theoretically we approached the evolution, the strategy and practices on human resources management, specially on high performances. We collected literature about organizational commitment and its relation to human resources management techniques. The method used, was a number of questions based on the model and instruments of the authors Allen and Meyer (1997), regarding the organizational commitment that has been and still is widely investigated, with very high standards of accuracy. Nascimento et al. (2008), made a study to validate the “Model of the Three Components of Organizational Commitment” applied to Portuguese reality, a model we used in the present study. In order to know workers’ perception of human resources management techniques in the Organization, we used the Model of Questioning tested and applied by Esteves (2008). The results obtained are, in general, in line with other similar studies made.
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Francisco, Nazaré da Viegas. "Práticas de gestão de recursos humanos no setor bancário: estudo de caso na Caixa Geral de Depósitos (CGD)." Master's thesis, Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais, 2017. http://hdl.handle.net/10400.26/19904.
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Dissertação apresentada para cumprimento dos requisitos necessários à obtenção do grau de
Mestre em Gestão Estratégica de Recursos HumanosA gestão de recursos humanos é uma abordagem em ascensão e em constante mutação, exigindo-se às empresas capacidade de atração, motivação e retenção de recursos humanos. O presente estudo tem como objetivo analisar e refletir sobre as Práticas de Gestão de Recursos Humanos do Setor Bancário, especificamente na Caixa Geral de Depósitos - CGD. Este trabalho visa perceber se as denominadas práticas de trabalho de elevado desempenho estão presentes na CGD; analisar a importância e impacto destas práticas nas suas várias dimensões; analisar a influência que as características sociodemográficas e profissionais dos trabalhadores têm nas práticas de trabalho de elevado desempenho. O estudo integra, ao nível teórico uma reflexão sobre a evolução da gestão de recursos humanos, a gestão estratégica de recursos humanos e as práticas de gestão de recursos humanos, nomeadamente as práticas de trabalho de elevado desempenho. Ao nível metodológico, para avaliar a perceção dos trabalhadores da CGD sobre as práticas de gestão de recursos humanos na organização, utilizámos o questionário aplicado e testado por Esteves (2008). O questionário foi respondido por vinte trabalhadores daquela organização. Os resultados obtidos sobre as práticas de trabalho de elevado desempenho confirmam que as mesmas estão presentes na CGD, e que esta se preocupa com a gestão de pessoas, sendo que os trabalhadores dão sobretudo importância à avaliação de desempenho, à segurança no emprego e ao acesso à informação. De uma forma geral, a Instituição utiliza todas as práticas referidas, verificando-se, no entanto, que as práticas de remuneração e as oportunidades de carreira são pouco valorizadas pela perceção dos trabalhadores.
Human resources management is an ascending and ever-changing approach, requiring companies to attract, motivate and retain human resources. The present study aims to evaluate the Human Resources Management Practices of the Banking Sector: a case study at Caixa Geral de Depósitos - CGD. Our aim was to understand if the denominated high performance work practices are present in the CGD; analyze the importance and impact of these practices in their various dimensions; to analyze the influence that the sociodemographic and professional characteristics of the workers have on the high performance work practices. The study includes, at the theoretical level, a reflection of the evolution of human resources management, strategic human resource management and human resource management practices, including high performance work practices. At the methodological level, we used the questionnaire applied and tested by Esteves (2008) to evaluate the CGD workers' perception of human resource management practices in the organization. The questionnaire was answered by twenty workers of that organization. The results obtained on high performance work practices confirm that they are present at CGD, and that it is concerned with people management, with the emphasis on performance assessment, job security and access to information. In general, the Institution uses all the mentioned practices, but it is verified that the remuneration practices and the career opportunities are little valued by the perception of the workers.
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Macini, Nayele. "Sustentabilidade e Gestão de Pessoas: evidências do setor bancário brasileiro." Universidade de São Paulo, 2015. http://www.teses.usp.br/teses/disponiveis/96/96132/tde-15122015-153550/.
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Todas as áreas de uma organização dependem em grande medida da ação das pessoas. Logo, se o intuito é ser sustentável, a organização deve proporcionar o alinhamento entre as diretrizes da sustentabilidade e suas iniciativas. Um dos desafios da gestão de pessoas está em gerir as organizações em relação aos seus recursos humanos-sociais, naturais e econômicos, envolvendo a sustentabilidade organizacional à sua área de atuação. O setor bancário brasileiro por apresentar um grande poder econômico e financeiro, tem capacidade de investir em ações abrangendo os âmbitos social e ambiental. Equilibrar os investimentos para os três aspectos do tripé da sustentabilidade é parte das transformações sugeridas pela GSP (Gestão Sustentável de Pessoas). A fim de identificar se a gestão de pessoas do setor bancário brasileiro está alinhada às estratégias de sustentabilidade organizacional, analisando suas iniciativas da GSP, foi desenvolvida uma análise descritiva, qualitativa-quantitativa, baseada em análise de conteúdo e análises das informações da triangulação de dados envolvendo: os relatórios anuais ou de sustentabilidade dos bancos, acórdãos trabalhistas finalizados no ano de 2014 do Tribunal Regional do Trabalho da 2a Região de São Paulo, e informações da Federação Brasileira de Bancos e do Sindicato dos Bancários e Financiários de São Paulo, Osasco e Região. Dentre os subsistemas de Gestão de pessoas analisados, a área de Recrutamento e Seleção, Sistema de Pagamento e Recompensa e Gestão de Desempenho e Avaliação, são os que precisam de maior detalhamento no reporte dos bancos. Dos acórdãos analisados, os índices mais recorrentes foram queixas relativas às horas extras, e em seguida, indenizações por assédio moral. As solicitações de doenças profissionais tiveram índices baixos, apresentando melhoria no setor frente à essas questões. Os bancos em geral não atingiram o nível de integrar e embutir extremamente as diretrizes em cada um dos aspectos do tripé da sustentabilidade, sendo o Itaú Unibanco o banco que apresentou mais detalhadamente suas ações. Embora o interesse na GSP, que agrega a sustentabilidade organizacional aos subsistemas de gestão de pessoas, tem sido recorrente, mais pesquisas são necessárias para dar forma e desenvolver um guia de implicações práticas, com clareza e objetividade para serem seguidas pelas organizações. Por meio da metodologia sistêmica (SSM), um quadro de ações foi desenvolvido, com intuito de proporcionar apoio, tanto estratégico quanto operacional, ao setor bancário brasileiro, para que a sustentabilidade organizacional seja implantada em suas ações. Nesse sentido, esta pesquisa agregou valor por avançar na exploração desta lacuna na literatura, bem como no delineamento das categorias dos subsistemas de Gestão de Pessoas. Por fim, a pesquisa proporcionou reflexões teóricas quanto a GSP e, a análise das ações e iniciativas do setor bancário brasileiro permitiu identificar o atual panorama do setor no que tange à sustentabilidade organizacional.All areas of organization depends largely on the action of the people. Therefore, if the organization\'s purpose is to be sustainable, it must provide the alignment between the guidelines of sustainability and its initiatives. One of the challenges of people management is to manage organizations in relation to their human and social, natural and economic resources, involving organizational sustainability to their area of expertise. The Brazilian banking industry presents a great economic and financial power, so it has the capacity to invest in actions covering the social and environmental spheres. Balance investments for the three aspects of sustainability tripod is part of the changes suggested by the Sustainable HRM (Human Resources Management). In order to identify if the people management of the Brazilian banking sector is aligned with organizational sustainability strategies, analyzing their Sustainable HSM initiatives, it was developed a descriptive analysis, qualitative and quantitative, based on content analysis and analysis of the data triangulation information involving: the annual reports or sustainability of banks, labor judgments finalized in 2014 of the Regional Labor Court of the 2nd Region of São Paulo, and information of the Brazilian Federation of Banks and the Union of Banking and Financiários of São Paulo, Osasco and Region. Among the Management subsystems analyzed people, the area of Recruitment and Selection, System Pay and Reward and Performance Management and Evaluation, are in need of more detailed reporting of the banks. Among the judgments analyzed, the most recurrent rates were complaints relating to overtime, and then compensation for bullying. Requests for occupational diseases had low rates, with improvements in the sector ahead to these issues. Banks in general have not reached the level to integrate and extremely embed the guidelines in each of the aspects of the triple bottom line, with Itaú Unibanco the bank presented in more detail their actions. Although interest in Sustainable HSM, which aggregates organizational sustainability to people management subsystems, have been recurrent, more research was needed to shape and develop a guide of practical implications, clearly and objectively to be followed by organizations. Through the soft systemic methodology (SSM), an action framework was developed, aiming to provide both strategic and operational support to the Brazilian banking sector, so that organizational sustainability is deployed in their actions. In this sense, this research has added value for advancing the exploration of this gap in the literature as well as in the design category of the subsystems of Personnel Management. Finally, the research provided theoretical reflections as the Sustainable HSM and the analysis of the actions and initiatives of the Brazilian banking industry has identified the current situation of the sector with regard to organizational sustainability.
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Lundy, Olive. "Strategic human resource management." Thesis, Queen's University Belfast, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.292572.
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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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Ashrafi, Elham. "Human Resource Management at Work." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-24422.
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Parsa, Seyed Jafar Sadjadi. "Human resource management in shipping industry." Thesis, London Metropolitan University, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.499581.
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Human Resource Management (HRM) is a new system of managing employees in the orgamsation. The use of this system and its models is growing very fast among companies in different industries. The outcomes of a proper HRM modeJ are business ice, customer satisfaction and employee commitment. There are factors, e if an appropriate model of HRM is not practiced in a company. These include but not are limited to high staff turnover, stress, ageing workforce and gender diversity. This research examines the implementation of HRM in the shipping industry.
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Bridges, Sarah Joanne. "Organisational performance and human resource management." Thesis, University of Newcastle Upon Tyne, 2002. http://hdl.handle.net/10443/443.
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Over the last 20 years there has been a growth in the relative importance of personnel economics as an area of economics. However, due to a lack of suitable data most of the work in this area has been largely theoretical. It is only in the past decade that there has been a growth in the availability of firm-based data sets, making it possible for researchers to begin to test some of these ideas empirically. This thesis analyses data from a rich source of monthly personnel and payroll records from a large banking sector firm. The data is confined to the organisation's U. K operations and is available over the period January 1989 to March 1997 (giving 99 monthly observations). Although personnel data of this this sort is available for the US (see, for example, Baker, Gibbs and Holmstrom (1994) and Lazear (1999)), this is one of the first data sets of its kind to be available for the U. K. This thesis focues on three areas of personnel economics. It analyses the issues of promotion, absenteeism, and labour turnover, paying particular attention in all three cases to gender differences.
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Kidger, P. J. K. "Human resource management in multinational enterprises." Thesis, University of Salford, 1999. http://usir.salford.ac.uk/14789/.
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The multinational enterprise (MNE) is now a significant part of the world economy both in temis of trade and employment. The performance of an MINE is in part dependent on the capability of its human resource. The knowledge and experience of employees is a source of competitive advantage, but whether this is realised or not may depend on having the right human resource policies. Managers therefore seek to implement best practice, and in multinationals there is the potential for intraorganizational learning across national boundaries. The aim of this thesis is to examine a number of questions arising from the proposition that multinational firms are contributing to the development of international norms of best practice in human resource management as a result of a trend towards greater coordination of management practice in MNEs. It is suggested that multinationals are developing mechanisms to encourage the transfer of knowledge and experience across national boundaries, and this is therefore an important aspect of international human resource management (HRM). The thesis contains a review of the literature, firstly on the management of multinationals, secondly on the development of a strategic view of human resource management, and thirdly on HRM in the MINE. From this material, a theoretical framework is developed that links together a number of research questions. These formed the basis for the design and execution of a qualitative research project in which information on strategy, structure and management practice was obtained from twentyfour companies. These represented a cross-section of country ownership, including the UK, other European countries, the USA and Japan. The design of the research project is explained, and this is followed by a presentation of the results. These support the proposition that as a consequence of the globalization of markets, multinationals are tending to adopt a more global perspective in which there is greater cross-national integration of operations, coordination of management practice, and the development of internationally orientated management. The analysis discusses the implications of this for international human resource management, and offers a number of recommendations for HRM in the multinational enterprise. Finally some suggestions are made for future research to build on and extend the findings of this project.
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Stewart, Pamela Jo. "Expatriation and international human resource management." Thesis, Hong Kong : University of Hong Kong, 2000. http://sunzi.lib.hku.hk/hkuto/record.jsp?B22763193.
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Ekelöf, Sofie, Caroline Holmström, and Nathalie Lindberg. "Talang inom Strategisk Human Resource Management." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-85384.
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Although Talent Management (TM) is a well-known concept, there are certain limitations in the area. Primarily it is about talent being an ambiguous concept and that there is currently no clear definition. Furthermore, previous research shows that there are no actual routines on how TM-activities should be designed. The specific contribution from the current study is therefore about identifying the challenges that exists for TM from an employer perspective. The findings we have noticed in the study are mainly derived from the structure of an organisation where there is a certain dynamic between the central management and local units. This makes it difficult to work strategically with TM as the division of responsibility is locally based. Another finding was that the definition of talent should be mutual in order for organisations to be able to handle talents effectively and to design activities that facilitates the work towards the organisation's goals. Thus, this study should be able to support future research in the field of TM by identifying the challenges organisations might face and therefore creating opportunities for better managing or strategically developing the work with TM.
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Vong, Tze Ngai. "Managing human resource development." Thesis, University of Macau, 2000. http://umaclib3.umac.mo/record=b1636787.
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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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Szierbowski-Seibel, Klaas [Verfasser]. "The development of the human resource function towards a strategic role - four essays in human resource management focusing on strategic human resource management involvement, human resource outsourcing and human resources mangement and the relationship with organizational performance / Klaas Szierbowski-Seibel." Paderborn : Universitätsbibliothek, 2019. http://d-nb.info/1186785934/34.
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Jesser, Peter Stewart. "SYSTEM THEORY: APPLICATIONS IN HUMAN RESOURCE MANAGEMENT." Thesis, The University of Arizona, 1985. http://hdl.handle.net/10150/291981.
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Cakar, Figen. "Business process approach to human resource management." Thesis, University of Strathclyde, 2004. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=21557.
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This research presents the Business Process perspective of HRM and demonstrates gaps in HR field. The research follows a combination of Constructive and Case Study research methodologies and complies with the quality criteria set for this type of research. In this light, the research develops the HRM Business Process Model by defining HRM as a business process. The first version of the model was initially developed following an extensive literature survey. Initial validation of the model involved several companies in the UK through a structured questionnaire. Second version of the model was developed according to the comments and recommendations received from companies. The second version of the model was validated by academics from HR and Business Process fields. The Model represents a hard systems model of HRM process, which is intended to be normative outlining the key activities and information flows. An audit methodology was produced based on the Model. The HRM business process of four companies were audited using the audit methodology. These four in-depth case study companies together with the research leading up to this point led to development of new insights to the HRM theory and practices. The most significant contributions of this research are as follows: Introduced HRM as a business process and classify it as a support process; Demonstrated that, the HRM activities can be modelled as a business process, taking a systems engineering approach. This provides a "Hard Systems" perspective to HRM; Demonstrated that, the Model provides a framework that would facilitate effective deployment of business objectives to HR objectives; HRM is a business process that supports other business processes. However, in practice HRM is not recognised as a cross-functional business process; Companies with no formal HR function seem to have the most complete HR business process where the process is embedded into each function; Impact of HR process / activities are not measured or monitored in an objective explicit manner.
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Lowe, Martyn. "Human resource management in English local government." Thesis, Sheffield Hallam University, 2002. http://shura.shu.ac.uk/19982/.
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This thesis analyses Human Resource Management (H.R.M) in English local government. The research shows how H.R.M in local authorities has been influenced by the development of New Public Management (N.P.M) that has adopted some but not all of the characteristics of H.R.M. N.P.M and H.R.M appear to have important differences arising from the unique nature of local government culture, organisation and structure. These differences were found in this study to prevent the full implementation of a strategic and effective form of H.R.M. As a result of these differences local government in England has developed a hybrid form of H.R.M suitable to the particular to the needs of local authorities. The study presents evidence that some cultural change has occurred in local authorities under H.R.M, particularly in the structure of organisations, and in the relationship between HR staff and managers. However, the inability of local authorities to overcome specific barriers to H.R.M means that the contribution H.R.M might make to the organisational performance of local councils is still unknown. These barriers are the inability of councils to produce integrated business and H.R strategies; underdevelopment of line managers; incomplete processes of devolution and decentralisation of HR responsibilities and issues arising from the political nature of local authorities.
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Bullock, Michael L. "Successful Human Resource Outsourcing Strategies." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6181.
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Human resource outsourcing (HRO) is a strategic choice that managers implement because of a variety of anticipated benefits. The purpose of this qualitative case study was to identify HRO strategies managers used to reduce operating costs while maintaining human resource (HR) effectiveness. Data were collected from semistructured interviews using open-ended questions and a review of company documents. Study participants represented 3 midwestern firms with 50 or more employees. The participants drawn from the population consisted of a minimum of 2 participants per organization who had increased their organization's strategic value using HRO strategies. The transaction cost economics (TCE) theory was the conceptual framework for this study. Data were analyzed using methodological triangulation to identify codes from words, phrases, and sentences using multiple sources to identify recurring themes. Five key themes emerged: outsourcing strategies, outsourced functions, operational costs, organizational effectiveness, and success measurement. The findings of this study may lead to social change by supporting managers in making HRO decisions conducive to reducing operating costs while maintaining HR effectiveness, which might positively impact social change by providing core function jobs to the local community thereby decreasing unemployment rates.
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Deavenport, Earnest William. "Human resource strategy : an integrative approach." Thesis, Massachusetts Institute of Technology, 1985. http://hdl.handle.net/1721.1/27942.
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Thesis (M.S.)--Massachusetts Institute of Technology, Sloan School of Management, 1985.MICROFICHE COPY AVAILABLE IN ARCHIVES AND DEWEY.
Bibliography: leaves 217-220.
by Earnest William Deavenport, Jr.
M.S.
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Sehi, Tamara Grullon. "Human resource professionals' perception of human resources' value to senior management." CSUSB ScholarWorks, 1997. https://scholarworks.lib.csusb.edu/etd-project/1486.
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This study examines and describes the perceptions of human resource professionals about their contribution and that of their departments to strategic planning and management. Human resource leaders from organizations with five hundred or more employees in Southern California responded to this survey. The significance of this study is its potential to increase our understanding of the contribution of the human resource function to strategic planning.
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Molloy, Janice C. "Bridging Micro and Macro Human Resource Management through Human Capital Research." The Ohio State University, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=osu1211954969.
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Radzevičienė, Asta. "Internationalisation of higher education institutions: human resource management." Doctoral thesis, Lithuanian Academic Libraries Network (LABT), 2007. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2007~D_20070629.142139-24661.
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Enhancing of internationalisation in Higher education institutions is investigated in the dissertation, with the priority given to human resource management. The intercultural competence is identified as an instrument for complex improvement of internationalisation: its perspectives quantitative and qualitative results. The theoretical and empirical research results are summarised in the concept of HEIs’ internationalisation proposed, which is based on the idea of human resource intercultural competence development.Darbe nagrinėjamos aukštojo mokslo institucijų veiklos internacionalizavimo tobulinimo problemos, prioritetizuojant žmonių išteklių vadybą. Analizuojama aukštojo mokslo institucijų internacionalizavimo samprata, subjektai ir veiksniai sąlygojantys internacionalizavimo plėtrą, bei kokybinius ir kiekybinius parametrus. Atliktų teorinių ir empirinių tyrimų rezultatai yra apibendrinami pateikiamoje aukštojo mokslo institucijų internacionalizavimo koncepcijoje, grįstoje aukštojo mokslo institucijų žmonių išteklių tarpkultūrinės kompetencijos formavimu. Darbe patiekiami sprendimai siūlomai koncepcijai realizuoti.
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Larsson, Erik, and Andreas Nylund. "Medarbetarskap och Human Resource Management i en Telekomkedja." Thesis, Karlstad University, Faculty of Economic Sciences, Communication and IT, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-1549.
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Två begrepp som ofta diskuteras inom organisationsteori är Medarbetarskap och Human resource management. Personalen ses ofta som ett företags främsta resurs. Denna uppsats bygger på en kvantitativ undersökning bland personalen inom en Telekomkedja. Vårt syfte är att bringa klarhet i frågan om i vilken utsträckning det ”myndiga medarbetarskapet” existerar, hur olika strategiska åtgärder påverkar försäljningen, vad som påverkar medarbetarnas motivation samt hur deras lojalitet gentemot arbetsgivaren ser ut.
Undersökningen visar att personalen i Telekomkedjan trivs bra på sin arbetsplats. Det ”myndiga medarbetarskapet” existerar till stor del och personalen anser sig ha goda möjligheter att påverka. Vi har även lyckats hitta ett antal strategiska åtgärder som påverkar försäljningen positivt. Motivationsfaktorerna är främst beroende av sociala relationer och det har visat sig att relationer medarbetarna emellan är minst lika viktiga som relationen mellan medarbetaren och närmsta chefen. Medarbetarna uppger även att de har en stark lojalitet mot företaget ifråga både till den närmsta butiken där de arbetar, gentemot butikskedjan som helhet samt koncernen de tillhör.
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Ornatowski, Gregory K. "The End of Japanese-Style Human Resource Management?" MIT-Japan Program, 1996. http://hdl.handle.net/1721.1/7575.
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Denisova-Schmidt, Elena. "Human Resource Management in Russia: Some Unwritten Rules." Department für Fremdsprachliche Wirtschaftskommunikation, WU Vienna University of Economics and Business, 2011. http://epub.wu.ac.at/3153/1/08%2Ddenisova_endversion.pdf.
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In spite of the fact that Western companies have been actively developing the
Russian market over the last twenty years, they are still faced with the Soviet-era
heritage in human resource management. This paper gives an overview of the
common Soviet human resource practices of the past. Understanding traditional
human resource practices in the Soviet Union prior to the end of communism will
help practitioners to design human resource management systems for Russia
more efficiently today. Moreover, this article makes recommendations for HR professionals
on some unwritten rules of human resource management, summarizes
current best practices for the recruitment, selection and retention of employees
and helps to reduce potential cultural misunderstandings and conflicts between
the two different systems: market and planned economies.(author's abstract)Series: WU Online Papers in International Business Communication / Series One: Intercultural Communication and Language Learning
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Baddar, Al-Husan Faten. "French multinationals and human resource management in Jordan." Thesis, Middlesex University, 2004. http://eprints.mdx.ac.uk/7634/.
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This study set out to contribute to the literature on international human resource management (IHRM) strategies of multinational corporations (MNCs) and the factors that influence them. In doing so it sought to address a number of weaknesses in the existing literature, notably a marked lack of research into the strategies adopted by MNCs in developing economies, particularly when they become involved under the auspices of privatisation programmes. More specifically, the study sought to investigate the human resource management (HRM) reforms introduced by three French MNCs in privatised Jordanian companies and the factors that influenced them. The research utilised a longitudinal multiple-case design to achieve the study's aim and objectives, and was conducted in three phases over three years. More specifically, the study was based upon a sample of three case studies of privatised Jordanian companies that had recently come under the control of French MNCs operating in different sectors. Primary data was gathered through 67 in-depth semi-structured interviews with company directors, senior line and finance managers, and HR staff, including senior personnel based at headquarters in France. In addition, 14 interviews were conducted with government officials in Jordan and a range of supplementary documentary evidence was examined. In general, the findings from the case study companies revealed that in each of the Jordanian subsidiaries a wide range of changes had been made to the previously existing HRM policies. These encompassed the making of reforms in each of the specific areas of HR activity investigated: the people management responsibilities of line managers; staffing, recruitment and selection; training and development; performance appraisal; rewards; and communication and consultation. Taken together, the case studies highlighted similarities in terms of the objectives and broad thrust of the structural, policy and cultural reforms that were introduced. However, they also showed the companies to differ in terms of the way in which the reforms were centrally authored, the extent to which they were implemented in a participative way, the types of control mechanisms that were used to support the reform process, and the pace with which the reforms were introduced. The above similarities and differences appeared to nave been influenced by a number of interrelated factors. Most important was the beliefs that senior management held of what constituted 'good and appropriate' human resource practice. Others related to the characteristics of the industries in which the MNCs operated and the implications these had for company business strategies and structures; the parent company's country of origin and experience in managing international operations; the strategic role of the subsidiaries and their mode of establishment; and a number of host country effects. Overall, it is argued, that the study's findings contribute to existing knowledge in a number of ways. First, the findings lend some further support to the validity of Perlmutter's typology of the IHRM strategies that are adopted by MNCs, while also raising doubts about its future usefulness. They also add weight to the view that a process of convergence is occurring in respect of the HRM policies utilised by MNCs, and that this convergence is centred around an Anglo-Saxon conceptualisation of HRM best practice. At the same time, they also lend weight to the argument that this process of Anglo-Saxonisation is occurring in the context of national specific frameworks. As a result, the study suggests that there remains some country of origin influence over the way MNCs mange their human resources. More generally, the study's findings tend to suggest, contrary to some arguments in the literature, that MNCs do not apply different IHRM strategies and practices to their subsidiaries in developing economies. They also suggest that more attention needs to be paid to the way in which government policies and wider political pressures, surrounding the privatisation programmes of such countries act to influence the way in which MNCs approach the process of reform in subsidiaries acquired as a result of privatisation. More generally, the study's findings tend to suggest, contrary to some arguments in the literature, that MNCs do not apply different IHRM strategies and practices to their subsidiaries in developing economies. They also suggest that more attention needs to be paid to the way in which government policies and wider political pressures, surrounding the privatisation programmes of such countries act to influence the way in which MNCs approach the process of reform in subsidiaries acquired as a result of privatisation. More generally, the study's findings tend to suggest, contrary to some arguments in the literature, that MNCs do not apply different IHRM strategies and practices to their subsidiaries in developing economies. They also suggest that more attention needs to be paid to the way in which government policies and wider political pressures, surrounding the privatisation programmes of such countries act to influence the way in which MNCs approach the process of reform in subsidiaries acquired as a result of privatisation. More generally, the study's findings tend to suggest, contrary to some arguments in the literature, that MNCs do not apply different IHRM strategies and practices to their subsidiaries in developing economies. They also suggest that more attention needs to be paid to the way in which government policies and wider political pressures, surrounding the privatisation programmes of such countries act to influence the way in which MNCs approach the process of reform in subsidiaries acquired as a result of privatisation.
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Gerard, Charles J. (Charles Joseph). "Dimensions of human resource management on commercial vessels." Thesis, Massachusetts Institute of Technology, 1994. http://hdl.handle.net/1721.1/35427.
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Itakura, Hiroaki. "Human resource management of foreign companies in Japan." Thesis, Massachusetts Institute of Technology, 1996. http://hdl.handle.net/1721.1/10957.
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Howard, Tara. "High commitment human resource management and employee wellbeing." Master's thesis, University of Cape Town, 2013. http://hdl.handle.net/11427/6841.
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This study examined the relationship between Human Resource Management (HRM) and employee wellbeing in three large South African organisations (N = 284). Employee wellbeing was defined as the subjective experiences of employees and was indicated by job satisfaction, affective commitment and psychological wellbeing. Particular attention was paid to how the HRM system relates to employee wellbeing through an investigation of the content and process components of the HRM system. Regression analyses revealed significant relationships between HRM content and employee wellbeing, namely performance management and career management practices. No significant relationships were found for the process component, namely the strength of the HRM system. The research findings provide a basis for future research into which particular types of HRM practices lead to employee wellbeing, and how they could be implemented in practice. The discussion of the findings is intended to produce positive implications for organisations, HRM practitioners and employees.
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Roos, Johanna, and khazzar Sumaia El. "Användandet av digitala verktyg inom Human Resource Management." Thesis, Malmö universitet, Fakulteten för teknik och samhälle (TS), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-20060.
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Denna studie avser att undersöka användandet av digitala verktyg inom HR samt hur kommunikationen och interaktionen har påverkat HR-personalen och de övriga anställda inom organisationen. För att vidare forska inom studien har kvalitativa intervjuer genomförts med syfte till att samla in information kring de anställdas uppfattningar och åsikter kring användandet av digitala verktyg. Vi har även valt att fokusera på hur relationen mellan HR anställda och resterande av organisationernas medarbetare påverkas vid kommunikation via digitala verktyg. Med forskningsfråga som har inriktning i hur digitala verktyg har påverkat HR avdelningens arbetssätt och hur kommunikationen och interaktionen mellan HR personalen och övriga anställda påverkats. Resulterar det till att digitala verktyg har effektiviserat HR avdelningens arbetssätt. Kommunikationen har inte påverkats negativt och interaktionen mellan HR personalen och övriga anställda har förändrats, men därmed bidragit till nya möjligheter.This study aims to investigate how digital tools support the HR department and affect thecommunication and interaction between HR managers and other employees within anorganization. To gather information in order to understand the employee's experience andopinions about how digital tools affect their work, have qualitative interviews been conducted. However, we have also focused on the relationship between HR managers and the rest of the organization's employees are affected by the new technology. With our research questions that include both the effects of the digital tools and how new technology changed the relationship and the interactions between HR managers and other employees. Did the results show that the digital tools facilitated the work of HR managers. Also, the communication between HR managers and other employees did not get affected negatively with the use of different digital and the interaction have changed but also gives new opportunities.
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Li, Hao. "Banking theory based distributed resource management and scheduling for hybrid cloud computing." Thesis, University of Huddersfield, 2013. http://eprints.hud.ac.uk/id/eprint/23544/.
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Cloud computing is a computing model in which the network offers a dynamically scalable service based on virtualized resources. The resources in the cloud environment are heterogeneous and geographically distributed. The user does not need to know how to manage those who support the cloud computing infrastructure. From the view of cloud computing, all hardware, software and networks are resources. All of the resources are dynamically scalable on demand. It can offer a complete service for the user even when these service resources are geographically distributed. The user pays for only what they use (pay-per-use). Meanwhile, the transaction environment will decide how to manage resource usage and cost, because all of the transactions have to follow the rule of the market. How to manage and schedule resources effectively becomes a very important part of cloud computing, and how to setup a new framework to offer a reliable, safe and executable service are very important issues. The approach herein is a new contribution to cloud computing. It not only proposes a hybrid cloud computing model based on banking theory to manage transactions among all participants in the hybrid cloud computing environment, but also proposes a "Cloud Bank" framework to support all the related issues. There are some of technology and theory been used to offer contributions as below: 1. This thesis presents an Optimal Deposit-loan Ratio Theory to adjust the pricing between the resource provider and resource consumer to realize both benefit maximization and cloud service optimization for all participants. 2. It also offers a new pricing schema using Centralized Synchronous Algorithm and Distributed Price Adjustment Algorithm to control all lifecycles and dynamically price all resources. 3. Normally, commercial banks apply four factors mitigation and to predict the risk: Probability of Default, Loss Given Default, Exposure at Default and Maturity. This thesis applies Probability of Default model of credit risk to forecast the safety supply of the resource. The Logistic Regression Model been used to control some factors in resource allocation. At the same time, the thesis uses Multivariate Statistical analysis to predict risk. 4. The Cloud Bank model applies an improved Pareto Optimality Algorithm to build its own scheduling system. 5. In order to archive the above purpose, this thesis proposes a new QoS-based SLA-CBSAL to describe all the physical resource and the processing of thread. In order to support all the related algorithms and theories, the thesis uses the CloudSim simulation tools give a test result to support some of the Cloud Bank management strategies and algorithms. The experiment shows us that the Cloud Bank Model is a new possible solution for hybrid cloud computing. For future research direction, the author will focus on building real hybrid cloud computing and simulate actual user behaviour in a real environment, and continue to modify and improve the feasibility and effectiveness of the project. For the risk mitigation and prediction, the risks can be divided into the four categories: credit risk, liquidity risk, operational risk, and other risks. Although this thesis uses credit risk and liquidity risk research, in a real trading environment operational risks and other risks exist. Only through improvements to the designation of all risk types of analysis and strategy can our Cloud Bank be considered relatively complete.
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Geary, John. "Human resource management in practice : labour management in Irish electronics plants." Thesis, University of Oxford, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.316763.
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Mansour, Hala Fawzy. "Human resource management reform and organisational effectiveness : perspectives of human resource professionals in UK Higher Education institutions." Thesis, Keele University, 2011. http://eprints.keele.ac.uk/1834/.
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The starting point of this thesis is the idea in the literature that the main objective of NPM is to apply strategic direction to public organizations (Truss, 2006) that could help to achieve economic and cost-cutting objectives (Boyne, ibid.). Achieving these objectives is, in part, based on applying management reform (Hood, 1995) through a focus on performance management, the setting of quality standards, the adoption of a philosophy of enhancing value for money and the replacement of the allegedly traditional bureaucratic structure of management based on satisfying organizational members’ interests and demands a more market- or competition-based set of arrangements. In UK higher education institutions (HEIs), human resource management (HRM) has had a major influence by orchestrating these changes to achieve organizational effectiveness (Brown, 2008). Thus human resource professionals must address these changes when planning and carrying out their roles and programmes. This thesis proposes that there are two models that can be adapted to public sector organizations, such as universities: Stakeholder Satisfaction (SS) model and Instrumental Rationality (IR) model. Stakeholder Satisfaction model is concerned with balancing the demands and interests of different stakeholders and members. It is related to political, social and communicative forms of rationality as a base to achieve Organizational Effectiveness (OC). The HRM role in this model seems to focus on operations and people to satisfying members’ interests (Employee Champion role) and to perform administrative activities (Administrative Expert role). Instrumental Rationality model is seeking to achieve economic goals. The OE perspective under this model is related to technical and economic rationality. HRM within this model is concerned with achieving strategic orientation in an organization (Business Partner role). I argue that applying New Public Management (NPM) may influence public sector organizations to move from the Stakeholder Satisfaction model to the Instrumental Rationality model. Similarly, this might well be accompanied by HRM departments in universities shifting their main focus from the role of ‘Employee Champion’ to that of ‘Business Partner’.