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Dissertations / Theses on the topic 'Human resource management'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

Гладченко, Оксана Робертівна, Оксана Робертовна Гладченко, Oksana Robertivna Hladchenko, and A. Kuzmenko. "Human resource management." Thesis, Видавництво СумДУ, 2010. http://essuir.sumdu.edu.ua/handle/123456789/16947.

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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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3

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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4

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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6

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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7

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

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8

Blackburn, Alan. "The knowledge-based resources built through human resource management practice." Thesis, Lancaster University, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.418875.

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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 ava

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11

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 a

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12

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

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14

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

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

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15

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 anal

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17

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 de

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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

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19

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

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

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21

Knopff, Anton. "Finansialisering och Human Resource Management : En HR-verksamhet i förändring." Thesis, Stockholms universitet, Sociologiska institutionen, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-111288.

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Syftet med detta arbete är att studera finansialiseringens spridning och kopplingen mellan processer och strukturer inom finansialiserings-teori och Human Resource Management (HRM). Detta genom att studera en organisation och dess HR-praktik i jämförelse med ovan nämnda teorier. De två teoretiska perspektiven används för att illustrera vilka konsekvenser som kan tydliggöras för arbetstagare och organisation. I studien undersöks en HR-verksamhet på den svenska arbetsmarknaden där det empiriska materialet består av kvalitativa intervjuer med representanter från organisationens HR-funktioner. Stu

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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.<br>MICROFICHE COPY AVAILABLE IN ARCHIVES AND DEWEY.<br>Bibliography: leaves 217-220.<br>by Earnest William Deavenport, Jr.<br>M.S.

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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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<p>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.</p><p>Undersökningen visar att personalen i Telekomkedjan trivs bra på sin arbetsplats

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24

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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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.<br>Darbe nagrinėjamos aukštojo mokslo institucijų veiklos internacionalizavimo

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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 r

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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 Jordani

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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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29

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 m

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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 digi

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

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

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Bassett, G. D. "Human resource management competencies for health service managers." Thesis, Queensland University of Technology, 1996. https://eprints.qut.edu.au/226976/1/T%28BS%29%20122_Bassett_1996.pdf.

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It is clear that the public hospital system operates in an environment which is rapidly and constantly changing. A major effect of those changes is the devolution of authority and responsibility for a wide range of decisions to the line manager level. In particular, responsibility for human resource management is being altered. Hence, there are demands for different skills and attributes in the roles of clinicians and other health professionals who are often unprepared for those responsibilities. A need thus exists to identify the human resource management skills, attitudes, abilities a

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Pederiva, Lucia. "Studies on Human Resource Management Practices for Flexibility." Doctoral thesis, Università degli studi di Trento, 2021. http://hdl.handle.net/11572/321304.

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Flexibility is a term that recalls many different aspects in the life of organizations and employees. This thesis explores two different forms of flexibility to understand whether it can be strategically used by Human Resource Management as a tool to increase the performance of organizations. The first chapter of this thesis is conceived as an introduction to various forms of flexibility with a particular focus on numerical and temporal flexibility, which are at the core of Chapter 2 and Chapter 3. Chapter 2 analyzes aspects linked to numerical flexibility, namely the possibility of organizati

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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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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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El-Farr, Hadi. "Aligning human resource management to knowledge management within the UK management consulting sector." Thesis, University of Leeds, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.578613.

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This study aims at investigating the alignment between human resource management (HRM) and knowledge management (KM). The research was motivated by the increasing trend towards highlighting the role of HRM practices in supporting KM and its activities. Effective and efficient KM is claimed to only be possible if firms address its human dimension in addition to its information technology (IT) one. The review of relevant literature showed that there was a lack of sufficient empirical research to support the theoretical claims linking HRM to KM. Available empirical studies are rare and subject to

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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’ i

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Jenkins, Glenville. "The rise of human resource management : responsibility and reward." Thesis, University of South Wales, 2000. https://pure.southwales.ac.uk/en/studentthesis/the-rise-of-human-resource-management(c17b5757-dbf0-43bb-883e-31677b5ff705).html.

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The subject matter of this submission for a PhD by publication is the rise of human resource management in the UK. It specifically examines the responsibilities of line managers and personnel specialist and the importance of rewards in identifying the nature of human resource management in the UK at the end of the twentieth century. The submission presents an overview of a number of books and papers previously published by the author concerning two areas of inquiry (1) profit sharing and share ownership schemes and (2) managers attitudes to human resource management. Chapter 1 presents a criti

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Alamri, Muteb Ahmed. "Talent management challenges in Saudi Arabia." Thesis, Brunel University, 2015. http://bura.brunel.ac.uk/handle/2438/13623.

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This thesis investigates talent management challenges in public and private organizations in Saudi Arabia. The lack of studies into talent management challenges has motivated the researcher’s work, in particular focusing on whether talent management challenges are applicable to both private and public organizations. In order to answer the research questions, the researcher reviews previous research related to talent management in general and talent management challenges in particular. A list of talent management challenges was provided and then those challenges were linked to institutional the

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Boesch, Benjamin. "Die Besonderheiten des Human Resource Management in karitativen Organisationen." St. Gallen, 2006. http://www.biblio.unisg.ch/org/biblio/edoc.nsf/wwwDisplayIdentifier/02603629001/$FILE/02603629001.pdf.

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Trifunovska, Kristina, and Robin Trifunovski. "Human Resource Management : motivation among emplyees in multinational corporations." Thesis, Högskolan Kristianstad, Sektionen för Hälsa och Samhälle, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-7849.

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Problem: Motivation is the number one problem facing businesses today. It is essential for employers to recognize what motivates employees in order to improve productivity and ensure the success of the company (Wiley, 1997). Even though employee motivation is a well researched topic, most studies have particularly focused on small domestic companies. Opportunities within MNCs and small companies are significantly different. Qualitative methods in the field of management is very limited, which the article by Cassell, Symon, Buehring and Johnson (2006) supports. Purpose: The purpose of this dis

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Yang, Hui-O., and n/a. "Human resource management in the hotel industry in Taiwan." Swinburne University of Technology, 2007. http://adt.lib.swin.edu.au./public/adt-VSWT20070704.091205.

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This thesis examines contemporary human resource management (HRM) in the hotel industry in Taiwan. The hotel industry and the effective management of its human resources are of great economic significance for Taiwan, given the government's plans for doubling the number of international arrivals between 2002 and 2008 (Tourism Bureau 2005b). Yet previous research on this topic is scarce, consisting of only four studies, three of them unpublished Master's theses. Access to two of the studies is limited and all four studies have adopted a 'single issue' perspective in their investigation. This st

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Mikulicz-Radecki, Johannes von. "Die Rolle von Fertigungsmitarbeitern im strategischen Human-Resource-Management." Mannheim Univ. Press, 2006. http://madoc.bib.uni-mannheim.de/mup/frontdoor.php?sourceo̲pus=7.

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Yang, Hui-O. "Human resource management in the hotel industry in Taiwan." Australasian Digital Thesis Program, 2007. http://adt.lib.swin.edu.au/public/adt-VSWT20070704.091205/index.html.

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Thesis (DBA) -- Swinburne University of Technology, Australian Graduate School of Entrepreneurship, 2007.<br>Doctor of Business Administration, Australian Graduate School of Entrepreneurship, Swinburne University of Technology, 2007. Typescript. Includes bibliographical references (p. 264-285).

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Miller, Benjamin Israel. "Estimating the Firm’s Demand for Human Resource Management Practices." Digital Archive @ GSU, 2008. http://digitalarchive.gsu.edu/econ_diss/34.

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This dissertation investigates two related aspects of firms’ choice of HRM practices. The first is why some firms expend a great deal of resources on HRM practices for each employee while others spend very little; the second is the extent to which firms’ bundles of HRM practices sort into general discrete employment systems. In order to empirically address these issues, this dissertation uses an economics-based theoretical approach. The key theoretical link to economics is to treat HRM as a separate factor input in the production process, which allows me to derive an HRM input demand function.

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Al-Amri, Haiyaf Salih. "Human resource management practices & performance indicators in hospitals." Thesis, University of Birmingham, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.251835.

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GUAN, JEHNG JER, and 官政哲. "Strategic Human Resource Management." Thesis, 1997. http://ndltd.ncl.edu.tw/handle/83508868729669433729.

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WEN, HSIA SHU, and 夏淑雯. "The Relationships among Institutional Isomorphism, Human Capital, Innovative Human Resources Management and Human Resource Management Effectiveness." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/66622689113765564057.

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碩士<br>國立高雄應用科技大學<br>人力資源發展系碩士班<br>95<br>『To BE, OR NOT TO BE ? That is a institution problem』。The institutional theory gives and important message for human resource management: A firm’s existence strategy and practice about human resource is affected by the institutional environment. In order to understand this phenomenon, the purpose of this article is to explore the relationship among the institutional environments, human capital, innovative human resource and human resource management effectiveness. Through empirical research, 109 effective samples have been collected from high tech indust

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BUI, KA-PO, and 貝家寶. "Exploring Relationship Between Human Resource Competencies, Human Resources Management and Strategic Human Resources Management: Exemplified by Taiwan Paper Industry." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/24829739863886567889.

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碩士<br>逢甲大學<br>企業管理所<br>100<br>The strategy requires staff to implement, through effective human resource management, the performance on strategy will more successfully. Recently, about the research on human resources management has a substantially increase, and the strategic human resource management has been taken seriously. However, from human resources management to strategic human resource management, rely on the management to promote is not enough, the competence of the human resources is equally important. The purpose of this study is exploring the relationship between the competence of

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