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Dissertations / Theses on the topic 'Human resource organisations'

Author: Grafiati

Published: 4 June 2021

Last updated: 1 February 2022

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1

Al-Ali, Adnan A. S. "Human resource development : training and development practices and related organisational factors in Kuwaiti organisations." Thesis, University of Bradford, 1999. http://hdl.handle.net/10454/4936.

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This study examines and aims to disclose the current policies and practices of Training and Development (T&D) within Kuwaiti government and private/joint-venture organisations. The literature review indicates that although much attention has been devoted in studying Training and Development practices, a very few focus on T&D related factors on organisation performance in developing countries. The literature also indicates the need for considering these factors in order to have a better T&D effectiveness, and hence organisation overall performance. In this study the Training for Impact model wa

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2

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

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3

Garbash, Dor Avraham. "Organisational awareness : mapping human capital for enhancing collaboration in organisations." Thesis, Sorbonne Paris Cité, 2016. http://www.theses.fr/2016USPCB134/document.

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Comment peut-on devenir plus conscients des sources de connaissance au sein des organisations des humains? Les changements économiques et technologiques rapides forcent les organisations à devenir plus souples, agiles et interdisciplinaires. Pour cela, les organisations cherchent des alternatives pour les structures de communication hiérarchiques traditionnelles qui entravent les pratiques de collaboration ascendantes. Pour que les méthodes ascendantes soient efficaces, il est nécessaire d'offrir aux membres l'accès à l'information et à l'expertise dont ils ont besoin pour prendre des décision

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4

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

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5

Svensson, Anton, and Erik Dollerup. "Improving Project Resource Management in Project-Based Organisations : Improving project resource management in project-based organisations through a case study. A case study of a project-based organisation." Thesis, Tekniska Högskolan, Jönköping University, JTH, Produktionsutveckling, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-49749.

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In the current market situation today which is changing rapidly, many companies have decided to adopt the project-based organisational structure. However, the literature on this area has been lacking, particularly in the multi-project environment. This is an important subject to explore since it has a substantial impact on a company’s productivity. Therefore, the purpose of this work is to expand the knowledge on project resource management in multi-project organisations. The methodological approach of this work was a case study, where interviews and observations were conducted at a large PBO

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6

Zhai, Xiaofeng. "The role of human resource practices in enhancing employees' behaviours and organisational learning in Chinese construction organisations." Thesis, Loughborough University, 2010. https://dspace.lboro.ac.uk/2134/7104.

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Construction is complex and comprises a multitude of knowledge-driven activities and business interests from participating organisations with the people involved being subject to different organisational and disciplinary practices. People are fundamental to success because human capabilities in learning, innovating and changing creative directions are vital to long term development of organisations. In the last two decades, researchers have found that human resource (HR) management has positive effects on the organisational performance. However, the processes through which HR management lead t

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7

Chimanzi, Jacqueline S. "An empirical investigation of factors affecting collaboration between marketing and human resource management." Thesis, Cardiff University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.366354.

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8

Battal, Khalid Mohammed A. "Investigating the concept, practice and strategy of human resource development in Saudi public organisations." Thesis, University of Hull, 2011. http://hydra.hull.ac.uk/resources/hull:11867.

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This thesis explores how HRD is conducted in the under-researched context of the Arab Middle East, specifically in Saudi Arabian public organisations. Four research questions are addressed: how HRD is conceptualized by practitioners; what systems, processes and approaches are currently prevalent in these organisations, to what extent the HRD function in these organisations is strategic and what are the main challenges facing HRD now and in the future in Saudi public organisations. A mixed – methods approach was adopted, grounded on a pragmatic rationale. Quantitative data were collected from a

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9

Nitsche, Sabine. "Human resource management of multinational organisations operating in Europe : finding the proper balance between standardisation and differentiation of human resource policies and practices /." [S.l.] : [s.n.], 2003. http://aleph.unisg.ch/hsgscan/hm00089786.pdf.

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Barratt, Edward. "Representing and interpreting organisations in the recruitment process : a study of recruitment texts and job candidates readings." Thesis, Henley Business School, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.285055.

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11

Yahya, Khulida Kirana. "The effects of privatisation on human resource management practices, organisational commitment and job satisfaction : a study of two Malaysian organisations." Thesis, University of Strathclyde, 1998. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=21180.

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A study of the impact of privatisation on human resource management (HRM) practices was carried out on 319 employees of two privatised utilities in Malaysia, the telecommunication and electricity organisations. Employees were surveyed after privatisation, and two sets of data referring to before and after privatisation were obtained. Dependent variables comprised measures of organisational commitment and job satisfaction. Independent variables were human resource management practices concerning pay, promotion, benefits, performance appraisal, job security, physical working conditions and train

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12

Turner, Geoffrey. "Balancing the balanced scorecard : a new role for human resource accounting in sustaining the knowledge-based organisations of the future." Thesis, University of Kent, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.310205.

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13

Pietersen, F. L. (Flozenia Lizzet). "The emerging role of the human resource manager as strategic partner in South African organisations." Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/50148.

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Thesis (MA) -- University of Stellenbosch, 2004.<br>ENGLISH ABSTRACT: South African organisations, just as in other countries, are fighting to gain a competitive advantage over their competitors. In this struggle, human resources have become the focus point of debate and intervention in organisations. The task-related competencies of employees have suddenly become central with regard to the performance of organisations. This new-found importance with which human resources have been labeled, also has a spill-over effect on the importance of the human resources function in organisations,

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14

Radwan, Tahir A. "Change, stability and authority : the prospects for human resource development in two KSA public organisations." Thesis, University of Surrey, 2016. http://epubs.surrey.ac.uk/811738/.

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The Kingdom of Saudi Arabia (KSA) faces continuous challenges in meeting the demands of a growing economy and the impacts of globalization. This is especially the case in the public sector where a combination of economic restructuring, demographic change and public scrutiny are producing challenges for organization and service. This highlights the importance of Human Resource Development (HRD) as a means of responding to and designing individual and organisational change – as a predominantly human process. This thesis examines two public organizations in KSA and the way in which they organize

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15

Olomolaiye, Anthony O. "The impact of human resource management on knowledge management for performance improvements in construction organisations." Thesis, Glasgow Caledonian University, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.443160.

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16

Al-Enzi, Abrar A. "The influence of Wasta on employees and organisations in Kuwait : exploring the impact on human resource management, knowledge sharing, innovation and organisational commitment." Thesis, Loughborough University, 2017. https://dspace.lboro.ac.uk/2134/32601.

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This thesis examines the influence of wasta on employees and organisations in Kuwait. Wasta is a set of personal networks based on family or connections in which power and influence is used to accomplish things. As wasta evolved, it became deeply rooted in Kuwait. For instance, it became a tool which people use to get recruited in any position, regardless of their qualification. It is considered as a family obligation, a technique for doing business, and a practice which people use to maintain one s status. To date, there has been little research on the influence of wasta within organisations

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17

Putter, Anneke. "Human Resource management practices in small organisations in the event and exhibition industry in Cape Town, and how these practices contribute to organisational performance." Master's thesis, University of Cape Town, 2016. http://hdl.handle.net/11427/23719.

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This study aims to explore how human resource management (HRM) practices are implemented in small organisations in the event and exhibition industry in Cape Town, and to examine to what extent these practices influence these organisations' organisational performance. The researcher followed a qualitative case study research design and utilised a semi-structured interview and Likert scale survey. A review of current academic literature has revealed that small organisations, functioning within a highly pressurised environment, focus more on operational survival than on the organisational managem

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Creaby-Attwood, Nick. "Rewarding relationships : a study of the interaction of employment relationships and employee rewards systems in two unionised private sector organisations." Thesis, Northumbria University, 2010. http://nrl.northumbria.ac.uk/4415/.

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This study investigates the interactions between the employment relationship and the employee rewards system. There is an implied and broadly accepted connection between these aspects of organisational life, yet the connection has not been clearly developed within either the employment relations or employee rewards literature. Employment relations research commonly prioritises certain features: organisational context; parties’ ideologies; processes concerning the interaction of the parties; and outcomes of the relationship. This study attempts to be located in this tradition: it regards reward

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19

au, Janet Chew@cbs curtin edu, and Janet Cheng Lian Chew. "The Influence of Human Resource Management Practices on the Retention of Core Employees of Australian Organisations: An Empirical Study." Murdoch University, 2004. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20041201.150257.

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Employee retention is one of the challenges facing many business organisations today. For many organisations, strategic staffing has become a concern because the ability to hold on to highly talented core employees can be crucial to future survival. This empirical study examined the current human resource management (HRM) practices of Australian organisations in the retention of their core employees. In particular, the research identified the core elements of HRM practices, which strongly influence the decision for core employees to stay. The study comprise three phases: (1) a preliminary in

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Chew, Janet Cheng Lian. "The influence of human resource management practices on the retention of core employees of Australian organisations : an empirical study." Chew, Janet Cheng Lian (2004) The influence of human resource management practices on the retention of core employees of Australian organisations : an empirical study. PhD thesis, Murdoch University, 2004. http://researchrepository.murdoch.edu.au/656/.

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Employee retention is one of the challenges facing many business organisations today. For many organisations, strategic staffing has become a concern because the ability to hold on to highly talented core employees can be crucial to future survival. This empirical study examined the current human resource management (HRM) practices of Australian organisations in the retention of their core employees. In particular, the research identified the core elements of HRM practices, which strongly influence the decision for core employees to stay. The study comprise three phases: (1) a preliminary i

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21

Browning, Victoria. "An investigation into the link between Human Resource Management practices and service-orientated behaviour in South African service organisations." Doctoral thesis, University of Cape Town, 2003. http://hdl.handle.net/11427/11781.

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Bibliography: leaves 181-200.<br>In line with global trends in the economy, the service industry is making an increasingly important contribution to South Africa's economy. In order to stay competitive in both the international and national economies, service organisations in South Africa face numerous challenges that have resulted from a country living through 40 years of Apartheid. A key challenge is the lack of skilled labour at both managerial and worker levels in organisations compounded by the need to manage a highly diverse workforce with different needs and expectations. Frontline empl

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22

Van, der Kevie Jéan. "The effect of diversity on teams in selected manufacturing organisations / J. van der Kevie." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4621.

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This study investigates employees' perceptions of diversity and its impact on the workplace, as perceived by employees themselves. The focus will specifically be on external diversity factors such as culture, race and gender and to what extent these factors can possibly be linked to differences in perceptions of the influence of diversity in the workplace. We know that equality and diversity programmes should be aligned with an organisation's core strategic objectives. Not only is this alignment critical to achieving equality and diversity goals, but it also enables organisations to benefit fr

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23

Albahussain, Sami A. M. A. "Human resource development: An investigation into the nature and extent of training and development in the Saudi private manufacturing sector." Thesis, University of Bradford, 2000. http://hdl.handle.net/10454/4944.

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This research explores the nature and extent of training and development (TD) provision, as well as top managers' and TD personnel's attitudes towards the TD function within the medium and large-size private manufacturing organisations of Saudi Arabia. Extensive details of the TD situation are provided and assessed for their adequacy, covering among other elements a descriptive analysis of the main characteristics of the organisations concerned, an evaluation of their TD plans and policies, and a review of their budget allocation and funding. The research then proceeds to describe and discuss

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24

Kapondoro, Lloyd. "Factors to determine standardised human resource metrics for strategic business management : a case of selected organisations from the hospitality industry in Cape Town." Thesis, Cape Peninsula University of Technology, 2015. http://hdl.handle.net/20.500.11838/2044.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology.<br>The paradigm shift from administrative to strategic Human Resource Management (HRM) has, arguably, necessitated the need for a more objective and quantitative HRM that shows how HRM interlinks with strategic organisational outcomes. Consequently, HR metrics, measurements and analytics can be tools, which can give HRM a status and position that is similar to other functional departments in organisations that provide numerical data. The purpose of this study was to explore HRM factors that are critical to deter

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Albahussain, Sami Abdullah M. A. "Human resource development : an investigation into the nature and extent of training and development in the Saudi private manufacturing sector." Thesis, University of Bradford, 2000. http://hdl.handle.net/10454/4944.

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This research explores the nature and extent of training and development (TD) provision, as well as top managers' and TD personnel's attitudes towards the TD function within the medium and large-size private manufacturing organisations of Saudi Arabia. Extensive details of the TD situation are provided and assessed for their adequacy, covering among other elements a descriptive analysis of the main characteristics of the organisations concerned, an evaluation of their TD plans and policies, and a review of their budget allocation and funding. The research then proceeds to describe and discuss

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26

Mohamed, Rosmah. "International comparative study of the effects of 'best practice' human resource management on worker outcomes in local government organisations : a case between England and Malaysia." Thesis, Cardiff University, 2007. http://orca.cf.ac.uk/54329/.

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This study empirically tests the universal thesis which proposes that 'best practice' HRM leads to enhanced individual and organisational performance. Research on the relationship between 'best practice' HRM and organisational performance has been of increasing interest over the last few decades. Findings from these studies have reported positive relationships between 'best practice' HRM and organisational performance however the majority of studies have used company-dominated performance measures. Few have considered the effects of HRM practices on worker outcomes - a significant omission in

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27

Kazi, Shehnaz. "Parameters of managerial effectiveness and development of third sector managers. An empirical study of HIV NGO managers in India." Thesis, University of Bradford, 2017. http://hdl.handle.net/10454/16807.

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This unique and first-time research explores the parameters of effectiveness among HIV/AIDS and development NGO managers in India. The aim of this research has been investigate and explore how these managers perceive and view their own effectiveness at work. This research contextualises Analoui's Model (1999, 2002) of eight parameters of managerial effectiveness and three contextual factors, which explores and identifies the inter-relationship between the factors and causal influences which form the basis for their increased effectiveness. The methodology employed include qualitative semi-stru

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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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29

Ben, Hassen Noura. "Le développement de l’employabilité dans les organisations : une aide à la rénovation de gestion des ressources humaines et à l’accroissement de performances économiques et sociales : cas d'entreprises industrielles tunisiennes." Thesis, Paris, CNAM, 2011. http://www.theses.fr/2010CNAM0759/document.

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Dans le cadre de leurs démarches de modernisation, les entreprises tunisiennes sont à la recherche d’un modèle de gestion efficace de leurs Ressources Humaines permettant, au-delà de la flexibilité et des restructurations nécessaires, d’assurer un développement de leurs performances, ainsi qu’une sécurisation des parcours professionnels de leurs salariés. L’hypothèse centrale que nous avons déterminée comme réponse à cette problématique est la suivante : la rénovation de Gestion des Ressources Humaines, par la mise en place d’une politique de développement de l’employabilité, aide les entrepri

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Petersen, Bernice. "The relationship between organisational commitment, organisational citizenship behaviour and turnover intentions at a retail organisation." University of the Western Cape, 2010. http://hdl.handle.net/11394/8458.

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Magister Commercii (Industrial Psychology) - MCom(IPS)<br>The South African employment industry is facing exhaustion as the demand for talented workers is higher than supply (Bakos, 2005) and it has become imperative that the employer no longer simply focus on the commitment of employees, but more so on the extra efforts that are exerted by these employees in order to ensure their sustainability (Netswera, Rankhumise & Mavundla, 2005). Extensive research has been conducted on organisational commitment because of its importance in predicting individuals' behaviour outcomes such as absenteeism a

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Santos, Paula Cristina Querido Gentil. "A gestão do recurso humano voluntário em organizações não governamentais para o desenvolvimento em Portugal." Master's thesis, Universidade de Évora, 2011. http://hdl.handle.net/10174/14092.

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À medida que cresce o seu impacto a nível global, a investigação e reflexão sobre os múltiplos aspectos que envolvem a temática do voluntariado tem vindo a aumentar e a consolidar-se nos circuitos relacionados com a economia social e com o denominado terceiro sector. As organizações que acolhem voluntários, integrados em projectos concretos, gerem por alguma forma este capital humano, mesmo que tal não seja entendido ou incorporado na entidade como gestão de recursos humanos. O presente trabalho pretende precisamente dar um contributo para a temática da gestão de voluntários enquanto recursos

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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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33

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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34

Syce, Chantal. "Predicting employee voluntary turnover using human resources data." Master's thesis, University of Cape Town, 2012. http://hdl.handle.net/11427/11711.

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Includes bibliographical references.<br>The current research attempted to answer the following question: Can voluntary employee turnover be predicted? The study made use of regression analyses to examine the relationship between employee turnover and a range of worker demographics. Data covering 2 592 employees in a South African general insurer formed the basis for the analysis. Several demographic variables (available in the HR management information system), were identified and investigated with the aim to develop a voluntary turnover prediction model. Fourteen variables were identified in

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35

Azizsafaei, Farzaneh. "The role of human resource management in achieving organisational agility." Thesis, Birmingham City University, 2017. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.739954.

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Littenheim, Sofia, and Rika Takala. "Informationsbehov och informationsflöden : en studie av hur Human Resource Partners upplever informationsutbytet inom Human Resource organisationen på Astra Zeneca." Thesis, University West, Department of Social and Behavioural Studies, 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-1304.

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Bodén, Sofie. "Utmaningarna inom Human Resources : att lyckas möta förväntningarna." Thesis, Stockholms universitet, Psykologiska institutionen, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-87187.

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Personalarbetet har förändrats mycket de senaste åren, det har orsakat att delar av organisationerna inte följt med i denna förändring. Yrkesrollen var förr mer omsorgsinriktad och fokuserade mer på medarbetarna men idag innehåller yrkesrollen mer ett affärstänk samt har ett arbetsgivarfokus. Syftet med studien var att få en ökad förståelse för vilka utmaningar HR-arbetare möter i sin yrkesroll när de ska tillgodose ledningens direktiv och medarbetarnas behov. Om det finns några utmaningar, vad de i så fall innebär och hur HR-arbetare lyckas hantera dessa utmaningar. Sex personer från olika pr

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Wiener, Karl Kilian Konrad, and n/a. "DYNAMIC CHANGE PROCESS: HOW DO COGNITIVE READINESS DRIVERS INFORM CHANGE AGENTS ON EMPLOYEE BEHAVIOURAL CHANGE INTENTION." University of Canberra. n/a, 2008. http://erl.canberra.edu.au./public/adt-AUC20081217.120215.

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It is well accepted by now that most change initiatives are unsuccessful even though more organisations are experiencing change as they fight to retain and improve their competitiveness in the market place. It is against this background of change failure that researchers have looked for new strategies to improve change outcomes. Theoretical models conceptualising the dynamic change process advise on better change strategies, but little empirical evidence has demonstrated that these models are effective in improving change implementation outcomes. Theoretical models were also developed to count

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Elfman, Charlotte, and Elin Olofsson. "Strategic Human Resource Management : en strategi för att uppnå framgångsrika organisationer?" Thesis, Högskolan Väst, Avd för företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-9626.

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Bakgrund: I dagens samhälle präglas organisationer av ekonomiska förändringar, detta genom globalisering, förändrade kundförhållanden och en ökad konkurrens. Organisationer behöver hela tiden förbättra sin konkurrenskraft genom att effektivisera sin verksamhet. Idag ses medarbetarna som organisationers viktigaste tillgång eftersom att de förser organisationer med viktiga källor för att bli konkurrenskraftiga. Strategic Human Resource Management (SHRM) är ett arbetssätt som handlar om att utforma HR-strategier som gör att medarbetarnas kunskap och kompetens bidrar till att nå organisationens öv

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

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

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

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

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Loureiro-Koechlin, Cecilia. "Human and social aspects of software development for complex organisations : an online ethnography of software developers." Thesis, University of Hull, 2006. http://hydra.hull.ac.uk/resources/hull:5667.

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This thesis addresses the problem of human and social issues that affect software development. It is situated within the field of Information Systems and focuses on the processes of software production used within complex organisational processes: particularly decision-making, collaboration and workflow. Human and social issues are problems and situations caused by the members of the target organisations, software developers, and the dynamics of their working and social interactions. The objective of this thesis is to identify these human and social issues and see how they affect software deve

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Prytz, Liza, and Rebecka Olsson. "Kan human resource management vara med och bidra till en mer hållbar organisation? : En kvalitativ studie om human resource managements integration i hållbarhetsarbete." Thesis, Södertörns högskola, Företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-41293.

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Syftet med denna uppsats är att undersöka vad HRM arbetar med inom den social och miljömässig hållbarheten i organisationer samt vilka utmaningar som finns inom hållbarhetsområdet. Uppsatsen vill även undersöka om det finns konkurrensfördelar som HRM kan generera. Det empiriska materialet har samlats in genom tre stycken fysiska semistrukturerade intervjuer och två telefonintervjuer från två olika organisationer. De fem intervjuerna följde samma intervjuschema. Genom uppsatsen har det visat sig att HRM i större utsträckning arbetar med den social hållbarhet i jämförelse med den miljömässiga hå

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Gunnarsson, Eric, and Henrik Högberg. "Utvärdering av personalutbildning : En studie om organisationers utvärdering av utbildningsprogram." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-257396.

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This study examines how and why organizations evaluate training and development within the organizations. The study has a qualitative approach based on semi-structured interviews, with office and organization development managers. The purpose of the study is to contribute with knowledge about how three large Swedish organizations evaluates training and development programs for staff members. Another purpose is to describe why the organizations evaluate training and development programs and to research if there is a further need to develop the organization evaluation methods. Therefore the rese

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Abdul-Razaq, Muhammad Alimi. "The Organisation of African Unity and the promotion and protection of human rights in Africa." Thesis, University of Hull, 1988. http://hydra.hull.ac.uk/resources/hull:3578.

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The adoption of the African Charter on Human and Peoples Rights (AFCHPR) on 17 June 1981 by the O. A. U. Assembly of Heads of States and Government is, singly, the most significant act in the field of Human Rights protection in Africa. The Charter entered into force on 21 October 1986. These developments have inspired the Commission of this thesis.The aim of this thesis is to examine the promotion and protection of human rights in Africa in three main areas, namely, historical/cultural perspectives, national and regional legal regimes for the promotion and protection of human rights in Africa.

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Gill, Leanne Margaret. "Building organisational capability." Queensland University of Technology, 2006. http://eprints.qut.edu.au/16234/.

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Much has been written about the benefits to be derived from maximising organisational capability as a means of increasing competitive advantage, establishing human resource functions as a strategic partner and improving stakeholder satisfaction. However, there is very little in the research on how organisations build their organisational capability (OC). This thesis explores how developments in our understanding of strategic planning and human resource practices have contributed to a focus in organisations on building their organisational capability. The emergence of the resource-based theo

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Delcid, Natalie. "Organisationers påverkan på human resource management : En fallstudie över hotellkedjor i Kalmar." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-59801.

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Den är studien avser en fallstudie över tre olika hotell i Kalmar. I studien har det undersökts vilka organisatoriska faktorer som påverkar frontlinjepersonalen på ett hotell. Human resource management har varit det största fokuset i studien. Det studien har kommit fram till är att de tre största och viktigaste aspekterna hos Scandic Kalmar Väst, Kalmarsund hotell och First hotel Witt när det gäller HRM är organisationsstruktur, motivation och till sist gästvänlighet. Organisationsstrukturen påverkar huruvida ett hotell som tillhör en större kedja kan arbeta med HRM och därmed motivation. Moti

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Albawardy, Faisal Abdullah. "The strategic value of learning : a comparative study between multinational private and public sectors organisations in Saudi Arabia." Thesis, University of Portsmouth, 2010. https://researchportal.port.ac.uk/portal/en/theses/the-strategic-value-of-learning(71e1fd87-7ba8-40c3-972f-23c64875e5d7).html.

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Although there is consensus that national Human Resource Development policy is important, in the Kingdom of Saudi Arabia (KSA) the ways in which strategic human resources development (SHRD) is undertaken by employing organisations remains under-researched. The study investigated the value attached to learning in multinational private and also public organisations in Saudi Arabia. The three research objectives were to: examine the strategic value of learning from CEO managers‟ and HRD practitioners‟ perceptions in multinational private and public organisations in Saudi Arabia; establish the ext

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Skinner, Denise Olwyn. "Barriers to the evaluation of human resource management initiatives : three public sector case studies." n.p, 2000. http://library7.open.ac.uk/abstracts/page.php?thesisid=92.

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Sakurai, Yuka, and Yuka Sakurai@anu edu au. "Problems and Prospects in Cross-Cultural Interactions in Japanese Multinational Corporations in Australia." The Australian National University. Faculty of Economics and Commerce, 2001. http://thesis.anu.edu.au./public/adt-ANU20020122.092141.

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As multinational corporations (MNCs) are extending their international operations they need to examine issues such as the localisation of human resource policies and management, and the effective use of local and expatriate managers. Examination of expatriate studies indicates a lack of attention given to the relationships between expatriate managers and local managers or the perspectives of local managers working in MNCs. This thesis attempts to fill these gaps by focusing on the cross-cultural interactions between expatriate and local managers. This thesis addresses the importance of positiv

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