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Dissertations / Theses on the topic 'Human Resource professionals'

Author: Grafiati

Published: 4 June 2021

Last updated: 27 July 2025

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1

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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2

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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3

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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4

Pieterse, Ferdinandus Lukas Johannes Bartholomeus. "Roles and wellness of human resource professionals / Ferdinandus Lukas Johannes Bartholomeus Pieterse." Thesis, North-West University, 2007. http://hdl.handle.net/10394/1435.

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5

Dannheimer, Jörn G. "Important behavioural competencies for human resource professionals in South Africa." Diss., University of Pretoria, 2004. http://hdl.handle.net/2263/74927.

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Orientation: The job inherent requirements for Human Resource (HR) professionals, as is for any role, are constantly undergoing change due to the dynamic environment that we work and exist in. With the transition from traditional Personnel Management to more contemporary and strategic HR Management, these adjustments required for the role and of the incumbents have become more and more pronounced. It is important that, as HR professionals, one frequently reassesses and clarifies the inherent requirements for the role, based on the needs and demands from the broader world of work and its

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6

Osmun, William R. "Hiring the “Other”—A Biographical Narrative Inquiry of Progressive Human Resource Professionals." Antioch University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1558953727028898.

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7

Pappenfus, Barbara J. "How frequency of change within organizations affects burnout of human resource professionals." Thesis, Capella University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3608629.

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<p> Businesses are faced with many challenges in the global economy which require frequent changes to their organizational structure and business processes. One of the roles of the human resources (HR) department in any business is to act as the strategic partner for management in disseminating changes to the broader employee base. The HR professional who is faced with communicating and implementing these changes may encounter stressful situations as they are executing these new change processes. When stress is not treated it can lead to burnout. The purpose of this quantitative study was

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8

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)

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9

Opalka-Bentler, Melanie. "Retention of Direct Care Professionals Supporting Intellectually Disabled Individuals." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2567.

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In the health and human service industry, employee turnover affects business practices and causes disruption of the lives of vulnerable individuals with intellectual disabilities receiving support. Using a human capital conceptual framework perspective, the purpose of this multiple case study was to explore strategies used to increase employee retention. The criteria for participation included organizational leaders from 3 Pennsylvania human service agencies that supported individuals with intellectual disabilities, tracked employee turnover for at least 2 years, and developed strategies to in

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Ritzman, Matthew Elwood. "Human Resource Professionals and Workplace Bullying: A Systems Approach to Performance Improvement Intervention in Criminal Justice Agencies." University of Toledo / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=toledo1415354439.

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11

Nackoney, Claire K. "Living on Both Sides of the Fence: A Phenomenological Study of Human Resource Development Professionals as Downsizing Survivors and Strategic Human Resource Development Facilitators." FIU Digital Commons, 2012. http://digitalcommons.fiu.edu/etd/753.

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This phenomenological study explored how HR professionals who identified themselves as facilitators of strategic HRD (SHRD) perceived the experience of being an organizational agent-downsizing survivor. Criterion and snowball sampling were used to recruit 15 participants for this study. A semi-structured interview guide was used to interview participants. Creswell’s (2007) simplified version of Moustakas’s (1994) Modification of the Stevick-Colaizzi-Keen Method of Analysis of Phenomenological Data was used to analyze the data. Four main themes and corresponding sub-themes emerged from an induc

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12

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

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

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Leeamornsiri, Nantawut Joseph. "The perceptions of human resource professionals in five Thai banks about the human resource development competencies and programs used during the merger and acquisition process." The Ohio State University, 2005. http://rave.ohiolink.edu/etdc/view?acc_num=osu1125373712.

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14

Wootton, Danielle. "The impact of employment regulation on human resource professionals : a study set in the public sector." Thesis, University of Birmingham, 2016. http://etheses.bham.ac.uk//id/eprint/6730/.

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The impact of employment legislation on the conduct of employment relations has been widely studied, but there has been relatively little attention to the effects on human resource professionals. The thesis investigates this issue by conducting thirty one semi-structured interviews at three public sector organisations. Three potential areas of impact are identified: The conduct of the role, notably whether it has become more legalistic; the potential to play a part in organisations’ wider strategies; and the professional status of human resource. With regard to the first, the role of the human

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15

Payton, Marc Andrew. "A Case Study of How Early Career Human Resource Professionals Handle Emotional Labor in the Workplace." Thesis, Capella University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10933378.

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<p> The business problem is that some human resource (HR) professionals lack the skills necessary to effectively manage emotional labor (EL) in the workplace. HR professionals are responsible for managing potentially high-stress situations within organizations, yet little research exists that describes what skills help to prepare early-career HR professionals for these work situations. The research purpose of this qualitative single case study is to explore the necessary skills needed for HR professionals to effectively manage EL intensive situations within the workplace environment. This rese

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Fournet, Clara, and Marissa Pauly. "How Human Resource Professionals Use Electronic Channels to Communicate CSR : A case study focused on Solvay's French industrial sites." Thesis, Linköpings universitet, Företagsekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-119430.

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Corporate Social Responsibility (CSR) has become a large concern for many companies with the rise of globalization. Oftentimes, companies are encouraged to communicate CSR externally, but not internally. This research focuses upon the internal communication of CSR, specifically how Human Resource (HR) professionals use electronic channels to communicate to employees. The scope of this research is focused solely upon HR professionals within Solvay’s French industrial sites, which produce chemicals. This research utilizes a case study to answer the research questions, which are how HR profession

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

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This thesis investigates the attitudes of human resource professionals towards human resource information systems (HRIS) in order to better understand their enablers and effects on individuals and organisations. Focusing on factors influencing HRIS acceptance, the study identifies key dimensions relating to HRIS benefits specifically perceived usefulness and user satisfaction, organisational, social, and technical drivers of acceptance, and the consequences of satisfaction with HRIS for organisational behaviour. Drawing mainly on the theory of reasoned action TRA, the technology acceptance mod

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18

Hall, Bruce A. "An assessment of human resource professionals' world view thinking and perceived personal wellness as an indicator of professional support for wellness programs in the work place." Virtual Press, 1997. http://liblink.bsu.edu/uhtbin/catkey/1048371.

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The primary purpose of this study was to design an instrument, the Professional Support Survey (PSS), to assess one's extent of world view thinking relating to wellness programming. The secondary purpose was to use the Perceived Wellness Survey (PWS) and the PSS to determine if a relationship exists between HR professionals' personal wellness and their support for wellness programs in the work place. Face and content validity was established for the PSS, test-retest analysis confirmed significant reliability («T, = 0.9239 and «T2 = 0.9464), and a significance test found - = 0.846 and adjusted

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Zirkle, Christopher John. "Perceptions of Vocational Educators and Human Resource/Training and Development Professionals Regarding Skill Dimensions of School-to-Work Transition Programs." The Ohio State University, 1995. http://rave.ohiolink.edu/etdc/view?acc_num=osu1391760951.

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20

Bernier, Judith D. "A Phenomenological Exploration Of How West Indian Professionals In South Florida Perceive Their Career Construction." FIU Digital Commons, 2010. http://digitalcommons.fiu.edu/etd/299.

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This phenomenological study explored how West Indian professionals in South Florida perceive their career construction. The study used Savickas’s (2005) theory of career construction as its theoretical framework. Semi-structured interviews were conducted, transcribed, and analyzed for 15 West Indian professionals, who self-identified as West Indians and met all the criteria for this study. Interview data were analyzed using inductive, deductive, and comparative analyses. Five themes emerged from the inductive analysis of the data: (a) vocational influences, (b) adjustment challenges, (c) emplo

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21

Lin, Yi-chun. "The perceptions of human resource development professionals in Taiwan regarding their working relationships with subject matter experts (SMEs) during the training design process." Columbus, Ohio : Ohio State University, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1147888139.

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22

Hijazy, Muhammad. "Equity perception and communication among Arab expatriate professionals in the Kingdom of Saudi Arabia." Thesis, University of Hertfordshire, 2017. http://hdl.handle.net/2299/17710.

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The research aims to study how the communication context within the Arab cultures influences the employees' perception of equity and reaction to inequity. Specifically, the study explores how employees from Arab cultural backgrounds communicate with each other within the Saudi working context; and how they collect, interpret and use the different contextual information - from the contexts in which they live and work - in order to make judgements about issues related to the perception of equity and reaction to inequity. In order to study the research topic, a conceptual framework is developed t

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23

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

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In the 21st century, retaining information technology (IT) professionals is critical to a company's productivity and overall success. Senior IT leaders need effective strategies to retain skilled IT professionals. Guided by the general systems theory and the transformational leadership theory, the purpose of this qualitative exploratory case study was to explore the retention strategies used by 2 senior IT leaders in Atlanta, Georgia to retain IT professionals. Semistructured interviews were employed to elicit detailed narratives from these IT leaders on their experiences in retaining IT profe

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Smith, Richard Kimball. "The impact of ciminal background checks on the selection of school volunteers as reported by human resource professionals of selected Texas public school districts." Texas A&M University, 2005. http://hdl.handle.net/1969.1/2447.

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The purpose of this study was to examine the impact of criminal background checks on the selection of school volunteers as reported by human resource professionals in selected Texas public school districts. Ninety Texas school districts were randomly selected for this study, and results were categorized by the size of the school district based on student population. Survey responses were analyzed using descriptive and inferential statistics. A Chi-square analysis was performed to determine if there were significant differences (p ? 0.05) in responses to research questions based on size of the

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25

Kong, Younghee Jessie. "A Comparison of the Practices Used by Human Resource Development Professionals to Evaluate Web-Based and Classroom-Based Training Programs within Seven Korean Companies." The Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=osu1243804074.

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26

Kyeyune, Catherine. "Towards the Development of a Cultural Competence Framework for Human Resource Development Professionals in International Business: A Study of Best Practice Learning and Diversity Companies." OpenSIUC, 2012. https://opensiuc.lib.siu.edu/dissertations/654.

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In a global environment, growing business corporations have recognized the role diversity plays in business development. However, the human resource development (HRD) profession charged with the responsibility for developing any organization's human resources, has not defined what cultural competence is and its role in improving the performance of HRD professionals. This study sought to define cultural competence and determine how it could be developed and assessed. The theoretical framework used was an intercultural perspective of intercultural competence, studies in HRD that focus on a trai

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Shapiro, Gail Joyce. "Identifying the Factors That Influence Conflict Management Behavior of Human Resource Professionals in the Workplace: An Analysis of the Relationship Between Personality and Conflict Management Behavior." NSUWorks, 2014. http://nsuworks.nova.edu/shss_dcar_etd/26.

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Effective conflict management in the workplace can reduce the negative consequences of conflict. These negative outcomes can include low productivity, health-related stress, increased employee turnover, or litigation. A Human Resource (HR) professional can help mitigate these negative outcomes in the workplace when using effective conflict management behavior with employees. However, there is a void in research pertaining to HR professionals’ use of conflict management behavior. This quantitative, correlational research study examined whether personality has an impact on assertive or cooperati

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Gordner, Eliza. "Nudge Theory's Perceived Influence on FMLA Among Midwestern Metropolitan Nonprofit Arts Organizations." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6208.

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The Family and Medical Leave Act (FMLA) has had significant influence on both for-profit and nonprofit employers since it was enacted in 1993. Because nonprofit organizations often have more limited resources than for-profit organizations, implementing family and medical leave policy mandates can be problematic. Arts-related nonprofit organizations often have even fewer resources available yet must still ensure legal compliance and market competitiveness while continuing to focus on meeting their missions. Even if a smaller nonprofit organization is not subject to the FMLA, it is subject to ot

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Lagarto, Floriano Manuel Graúdo. "Evolução das funções e novas competências emergentes: os profissionais da distribuição postal dos CTT." Master's thesis, Escola Superior de Ciências Empresariais, 2013. http://hdl.handle.net/10400.26/5124.

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Dissertação de Mestrado em Gestão Estratégica de Recursos Humanos<br>Este trabalho tem como finalidade apurar as competências existentes na distribuição postal na empresa CTT – Correios de Portugal. As competências existentes e que estão previstas no acordo de empresa, as que existem e não estão previstas, que se foram desenvolvendo ao longo dos anos com a natural evolução da distribuição e as que poderão fazer falta, para fazer frente à concorrência e ao constante desenvolvimento da correspondência no séc. XXI. As técnicas de investigação que foram usadas, foram, o questionário, aplicad

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Lindblad, Augustin, and Johanna Odelkrantz. "Lära genom att göra? : En intervjustudie om nyutexaminerade personalvetares syn på kunskap och relationen mellan utbildning och arbetsliv." Thesis, Uppsala universitet, Institutionen för pedagogik, didaktik och utbildningsstudier, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-377787.

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Personalvetarprogrammet läses under tre år, studier visar dock att kunskapen som studenter får med sig när de är klara på många sätt är otillräcklig på dagens arbetsmarknad. Syftet med denna studie är att bidra med kunskap kring hur nyutexaminerade personalvetare ser på den kunskap som förvärvats genom utbildningen och i arbetslivet, samt vilken roll deras arbetsgivare spelat i detta. För att finna information om detta genomfördes åtta semi-strukturerade intervjuer med alumner som läst program med inriktning mot personal- och arbetslivsfrågor vid Uppsala universitet. För att generera kunskap o

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Gomes, Vitor José Larouco. "Perspetivas de carreira profissional dos profissionais da área de gestão de recursos humanos em Portugal." Master's thesis, Instituto Superior de Economia e Gestão, 2020. http://hdl.handle.net/10400.5/20793.

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Mestrado em Gestão de Recursos Humanos<br>Esta investigação tem como objetivo compreender as atitudes de carreira proteana e as atitudes de carreira sem fronteiras individualmente consideradas, assim como a relação que existe entre as mesmas no âmbito dos profissionais que trabalham por conta de outrem na área da Gestão de Recursos Humanos nas empresas privadas em Portugal. Complementarmente, também se investiga a relação entre dimensões sócio demográficas (salários, género e grau académico) desses profissionais com os dois tipos de carreira. Relativamente à Escala de Atitudes de Carreira Pro

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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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Brusina, A. "Analytical scheme of human resource planning for professional companies." Thesis, Вид-во СумДУ, 2005. http://essuir.sumdu.edu.ua/handle/123456789/13370.

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Sánchez, Torelló José Luis. "Las competencias profesionales en el ejercicio de la abogacía." Doctoral thesis, Universitat Ramon Llull, 2014. http://hdl.handle.net/10803/129629.

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L´objectiu principal d´aquest article ha estat la identificació de les competències professionals pròpies dels advocats que presten serveis professionals als despatxos d´advocats, en dos moments diferents de la seva carrera professional: les dels advocats junior que s´incorporen als despatxos d´advocats i les dels advocats que són socis dels mateixos. En una primera fase d´aquest estudi, s´han identificat les esmentades competències mitjançant un estudi qualitatiu que va consistir en 22 entrevistes a socis i responsables de recursos humans de despatxos de reconegut prestigi establerts a Espan

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Pritchard, Katrina Louise. "Knowledge at work : a study of Human Resources (HR) professionals." Thesis, Birkbeck (University of London), 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.498735.

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Building on the contribution of practice perspectives in highlighting the social construction of knowledge, it is proposed that additional insights can be gained by considering knowledge as a local discursive achievement and knowing as discursively performed. HR provides a particularly germane context for this exploration. While a growing volume of research problematises HRM, literature regarding HR professionals remains broadly functionalist. It emphasises the roles necessary to successfully deliver HRM; roles achieved through the application of specialist professional knowledge. In contrast,

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Uotila, Aliisa. "Sustainable human resources management : Constructed and negotiated by HR professionals." Thesis, Umeå universitet, Sociologiska institutionen, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-173160.

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This present paper analyses how HR professionals construct and negotiate sustainable human resources management (HRM). The empirical data is collected through five interviews with six informants and in the Swedish working context. A Foucauldian inspired qualitative discourse analysis reveals how sustainability is seen as an important part of HR, and moreover, societal sustainability is seen as the main focus of HR. Contrary to most of the prior sustainability HR research, the discourse of ecological sustainability was not activated to the same extent as the other societal discourses. Instead,

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Benson, Victoria L. "Improving Employee Engagement through Strategic Planning by Human Resources Professionals." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4501.

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Turnover rates are climbing every year, with a lack of engagement cited as a top reason, costing employers money in lost productivity. Slightly over one-third of workers worldwide consider themselves engaged. Employers are at risk of losing top talent due to a lack of engagement. Business leaders need to adapt to changing engagement practices invoking human resources (HR) as a strategic business partner. This study focused on strategic planning tools HR leaders in used to increase employee engagement. Interviews with leaders in a small-sized cloud-based data storage company in the Southeast re

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Williams, Tania Marie. "Cultural competency in New Zealand industrial and organisational psychology and human resource management professionals and students: is personality or experience a better predictor? : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University, Auckland, New Zealand." Massey University, 2009. http://hdl.handle.net/10179/1091.

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This thesis explores the relevance of Bio Data verses Personality for predicting Cultural Competence among Industrial and Organisational Psychology and Human Resource Management professionals and students in New Zealand. It also explores the relevance of the model (D.W. Sue, 2001) of Cultural Competence currently in use by the New Zealand Psychologists board and also the relevance of a four factor model of Cultural Intelligence (Early & Ang, 2003). The sample consisted of 113 participants drawn from a population of Industrial and Organisational Psychology, and Human Resource Management profess

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Isaac, Dominic Ugochukwu. "Human Resources Management Professionals' Experience with Online Degree Holders in Recruitment." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7231.

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Online degree holders in Nigeria have poor acceptability during recruitment and promotion decisions because of reliability and legality perceptions of online degrees. There is little knowledge about how human resource (HR) managers identify employability skills in online degree holders. Guided by Bills's screening conceptual framework, the purpose of this case study was to explore how Nigerian recruiters identify employability skills in online degree holders. The participants for this study consisted of 2 participants from each of 10 sectors covering the government and nongovernmental organiza

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Solomon, Robert Tyree. "Strategies for Human Resources Professionals Using Social Networking Websites for Hiring Decisions." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6678.

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The use of social networking websites by employers without adequate strategies can lead to misuse of job applicant's information or discriminatory hiring practices. The purpose of this multiple case study was to identify strategies that some human resource professionals in the southeastern United States implemented to maximize the use of social networking websites in the hiring process. Signaling theory was used as the conceptual framework for this study. Semistructured face-to-face interviews were conducted with 8 purposefully selected human resource professionals who used social networking w

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Levy-Hecht, Evelyn S. "The Development of a professional identity in the human resource practitioner-in-training /." Access Digital Full Text version, 1987. http://pocketknowledge.tc.columbia.edu/home.php/bybib/10778299.

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Thesis (Ed. D.)--Teachers College, Columbia University, 1987.<br>Typescript; issued also on microfilm. Sponsor: Ellen Condliffe Lagemann. Dissertation Committee: Gary Natriello. Bibliography: leaves 135-143.

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Aronow, Julie A. Paleen. "The impact of organizational politics on the work of the internal human resource professional." Online version, 2004. http://www.uwstout.edu/lib/thesis/2004/2004aronowj.pdf.

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Rudokvas, Tamara. "Atração e retenção de talento na Portugal Telecom : relatório de estágio." Master's thesis, Instituto Superior de Economia e Gestão, 2013. http://hdl.handle.net/10400.5/6042.

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Mestrado em Gestão de Recursos Humanos<br>O tema deste Relatório de Estágio incide sobre a atração e retenção de talento na Portugal Telecom. O objetivo deste Relatório é desenvolver um estudo de caso e descrever as atividades desenvolvidas no âmbito do estágio efetuado na Portugal Telecom. Para isso, foram analisadas as estratégias de atração e retenção de talentos com duplo objetivo. Por um lado, conseguir captar os melhores recém-formados do mercado e por outro, reduzir as taxas de rotação de pessoal no Programa Trainees PT. Este estudo de caso incide maioritariamente nos profissionais de T

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Lee, Fung-ping. "Arbitration in employment in Hong Kong with a survey of human resources professionals attitude /." access abstract and table of contents access full-text, 2005. http://libweb.cityu.edu.hk/cgi-bin/ezdb/dissert.pl?ma-slw-b20833775a.pdf.

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Thesis (M.A.)--City University of Hong Kong, 2005.<br>Title from title screen (viewed 27 Mar. 2006). "A thesis submitted in partial fulfillment of the requirement for the degree Master of arts in arbitration and dispute resolution." Includes bibliographical references.

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Reichhardt, Heléne. "HR-professionens syn på eHRM i praktiken : En intervjustudie med yrkesutövare inom personalområdet." Thesis, Linnéuniversitetet, Institutionen för samhällsstudier (SS), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-78688.

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Author: Heléne Reichhardt Title: The HR Profession's View of eHRM in Practice. Subject: A sociological study on the importance of digitalisation for the HR profession's professional activity. Purpose: The study examines the HR profession's perception of the importance of using eHRM in the profession. Method: The study is based on secondary data (literature, articles, reports, surveys) and eight semi-structured interviews with professionals in the field of Human Resources in Sweden. Theory: To analyse the empirical data three key concepts are used: Abbott’s (1988) Jurisdiction, ‘Division

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

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

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Chambers, Stephen University of Ballarat. "An investigation into the professional competencies required by Australian HRM practitioners." University of Ballarat, 2006. http://archimedes.ballarat.edu.au:8080/vital/access/HandleResolver/1959.17/12765.

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"The role of human resource management (HRM), or simply human resource (HR), practitioners has changed dramatically, especially in the last 10 years. As a result of this change in role, as detailed in the literature review, HRM practitioners require appropriate competencies to maintain effectiveness and enhance the value of their contribution to their organisation..." --p. 1.<br>Master of Business

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Chambers, Stephen. "An investigation into the professional competencies required by Australian HRM practitioners." Thesis, University of Ballarat, 2006. http://researchonline.federation.edu.au/vital/access/HandleResolver/1959.17/32132.

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"The role of human resource management (HRM), or simply human resource (HR), practitioners has changed dramatically, especially in the last 10 years. As a result of this change in role, as detailed in the literature review, HRM practitioners require appropriate competencies to maintain effectiveness and enhance the value of their contribution to their organisation..." --p. 1.<br>Master of Business

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Tyner, Lee Jefferson. "The sexual harassment of human resource professionals." 2006. http://digital.library.okstate.edu/etd/umi-okstate-2130.pdf.

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Hussain, Zahid I., James Wallace, and Nelarine Cornelius. "The use and impact of human resource information systems on human resource management professionals." 2007. http://hdl.handle.net/10454/3986.

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No<br>Human resource information systems (HRIS) usage allows the human resource (HR) professional to become a strategic player. With both increasing functionality and affordability, HRIS are being used extensively in organisations of all sizes. Despite this, surprisingly little is know about the current usage, whether disparities exist between companies of different sizes, or about the impact HRIS has on the general professional standing of the HR professional. We developed and administered a survey and gave structured interviews to assess and compare the specific areas of use and to introduce

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