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1
Santos, Rute Pedrosa dos. "New trends on expatriation and challenges for IHRM : a state of the art." Master's thesis, Instituto Superior de Economia e Gestão, 2016. http://hdl.handle.net/10400.5/13319.
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Mestrado em Gestão de Recursos HumanosA globalização das economias, ao longo dos anos, levou ao aumento do número de empresas a operar internacionalmente. Consequentemente, o número de missões internacionais continua a aumentar, enquanto as empresas adoptam abordagens mais flexíveis. Surgem então alternativas às tradicionais missões de expatriados de longa duração, não sendo claro em que medida é que estas alternativas são menos disruptivas para a vida dos colaboradores. Apesar da crescente tendência entre as EMN (Empresas Multinacionais) em contar com estas formas de missões alternativas para levar a cabo negócios internacionais, o grosso da pesquisa e dos estudos permanece focado nas experiências dos tradicionais expatriados de longa duração. Dado este contexto, o objectivo principal desta dissertação é estudar as novas tendências ao nível das missões internacionais em EMN contemporâneas, bem como as suas implicações na área da GIRH (Gestão Internacional de Recursos Humanos). A hipótese principal baseia-se na ideia de que a predominância da expatriação de longa duração, tanto na literatura como na prática dos gestores de RH (Recursos Humanos), tem conduzido a uma relativa negligência ao nível da gestão das novas formas de missões internacionais.
The globalization of economies, over the years, has increased the number of companies operating internationally. Consequently, the number of corporate international assignments continues to rise and companies are adopting more flexible approaches. Alternatives to the traditional long-term expatriate assignment are emerging but it is not clear to what extent they are less disruptive to employees’ lives. Despite the growing trend among MNCs (Multinational Companies) to rely on these alternative forms of assignments to conduct international business, the bulk of the research remains focussed on the traditional long-term expatriate experiences. Given this context, the main aim of this dissertation is to study the new trends of international assignments in contemporary MNCs and their implications in the field of IHRM (International Human Resource Management). Our main hypothesis is that the predominance of long-term expatriation in both the literature and practice of HR (Human Resources) managers has led to a relative neglect of the management of new forms of dislocation.
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Gorman, C. Allen, and Klaus G. Melchers. "New Developments in Rater Training Research." Digital Commons @ East Tennessee State University, 2015. https://dc.etsu.edu/etsu-works/424.
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Rater training is important for various human resource activities. The proposed symposium highlights contemporary research on rater training in different arenas such as performance appraisal, job interviews, and foreign language testing. New and emerging trends in rater training research and practice will also be discussed.
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Ibragimova, Yuliya. "New Methods in Human Resources Management." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-193004.
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This diploma thesis concentrates on relationship between employee satisfaction and usage of new methods in Human Resources Management, particularly coaching and talent management. As employee satisfaction becomes one of the most important sources of influence on company's performance, it is also discussed in the theoretical background the relationship between employee satisfaction and company performance. The goal of the thesis is to find relationship between usage of new HRM methods (coaching and talent management) and employee satisfaction. The thesis has four chapters. First two chapters "Measurement Systems in an Organization" and "Methods in HR Management" set a theoretical background for the research. The third chapter concentrates on the research itself: employees of five Russian companies both with and without coaching and talent management, are tested. In the last chapter are compared research outcomes and theoretical approach, as well as, recommendations are given.
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Guebuza, Anchia Nhaca. "Civil service reform and human resources management priorities in Mozambique." Thesis, University of the Western Cape, 2006. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_6831_1264385573.
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This study focused on the developments of Civil Service Reform (CSR) in Mozambique, and the priority issues pertaining to human resources management in the country. This research investigation performed an assessment of the human resources management priorities and its effectiveness in civil service reform in the Government of Mozambique.
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Ozaltan, Asli. "Sociological Analysis Of New Trends In Vocational Education And Training (vet) In Turkey." Master's thesis, METU, 2010. http://etd.lib.metu.edu.tr/upload/2/12612014/index.pdf.
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The aim of this study is to put forth the relationship between the transformation of the labor market and the production process and the vocational education and training in Turkey. The Study will reflect the effects of transformation on the individual and society. The research is conducted through interviews with social partners. The study touches upon the reflection of the understanding of new vocationalism adopted in line with the flexibilisation in the organization of work on the vocational and technical education in Turkey. It tries to explain how this new educational approach is shaped on the basis of the main three discourses such as lifelong learning, employability and flexibility. Consequently, the research focuses on the idea that transformation of vocational education and training in Turkey has occurred at discursive level and also based upon the prevailing opinion on the necessity of developing human resources in compliance with the needs of the economythat the transformation process. Contrary to expectations of the new vocational education and training system, it produces individual who feel themselves anxious and uncertain about the future, fear and feel in insecure, and accordingly, experiences deprivation and social exclusion.
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Kolářová, Ivana. "Aplikace Age Managementu ve vybrané firmě." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2013. http://www.nusl.cz/ntk/nusl-224138.
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The theoretical part of the thesis dealing with the theme of Age Management contains a relatively new concept concerning the field of Human Resources Management which focuses on taking the age of eymployees into account. The theoretical part is also approaches current demographic trends in the Czech Republic and points out the problems that may arise in connection with future demographic development. The practical part deals with the analysis of the external and internal environment of a company which serves as the basis for initial proposals of the application of Age Management in a particular company.
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Chalupa, Pavel. "Návrh aplikace age managementu ve vybrané společnosti." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2016. http://www.nusl.cz/ntk/nusl-234712.
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This thesis deals with proposal of measures that may lead to risk mitigation associated with employees´aging under the terms of the Age Management application in the chosen company. The theoretical part explains the concepts of human resources management and current demographic trends are not omited either. The analytical part presents the analysis of external and internal business environment. The quantitative and qualitative research was conducted as well. Based on the obtained data initial proposals are made for the introduction of age management in the chosen company.
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Agostinho, Diogo Alexandre Figueiredo Gomes. "O ciclo formativo na Abylos Trends&Consulting." Master's thesis, Instituto Superior de Economia e Gestão, 2016. http://hdl.handle.net/10400.5/13099.
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Mestrado em Gestão de Recursos HumanosO presente relatório de estágio centra-se na temática da formação profissional, nomeadamente no ciclo formativo e na sua importância para o sucesso de todo o processo. Organizações que aprendem são organizações que se conseguem adaptar mais facilmente às solicitações inesperadas do meio. Nesse sentido, e vivendo nós num mundo VUCA (acrónimo anglo-saxónico para descrever o mundo como sendo volátil, incerto, complexo e ambíguo), a importância dessa adaptação é cada vez mais evidente, visto que as mudanças acontecem com maior frequência e imprevisibilidade do que nunca. A formação assume-se, assim, como um elemento fundamental de desenvolvimento do capital humano de forma a dar respostas eficazes a estas transformações. Este relatório tem como principal objetivo compreender os diferentes contributos teóricos sobre o tema e compará-los com a experiência tida em contexto organizacional na Abylos Trends & Consulting, uma startup da área de Consultoria e Formação que está no mercado desde 2014. Para isso, procedeu-se a uma descrição das atividades realizadas no período de estágio na Abylos, a uma revisão de literatura sobre o conceito de formação e sobre cada uma das fases do ciclo formativo e posteriormente à análise crítica do mesmo. Conclui-se que, no geral, o ciclo formativo da Abylos Trends & Consulting está alinhado com o referido na bibliografia estudada.
This report is centered on the organizational training concept, particularly on the training cycle and its importance to the success of the whole training process. Learning organizations are organizations that can adapt more easily to unexpected market requests. As we live in a VUCA world (volatile, uncertain, complex and ambiguous), the importance of this adaptation is increasingly evident as the changes are happening in an unpredictable way and more often than ever. As a consequence, training is a fundamental element of human capital development in order to respond effectively to these changes. The main objective of this report is to understand the different theoretical contributions that focused on this item and compare them with an internship experience at Abylos Trends & Consulting, a startup that operates on the consultory and training market since 2014. On that way, this report presents a description of the activities carried out on the internship at Abylos, a literature review about the training concept, particularly about each element that composes the training and, after that, a critical analysis. To conclude, the author suggests that the training cycle at Abylos Trends & Consulting is aligned with the literature studied.
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Simms, Christopher Don. "An analysis of the management of packaging within new product development : an investigation in the UK food and drinks sectors." Thesis, University of Portsmouth, 2012. https://researchportal.port.ac.uk/portal/en/theses/an-analysis-of-the-management-of-packaging-within-new-product-development(03da77f3-bb88-4ea9-bf67-1f72b0b9f8f9).html.
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Packaging plays a key role in product success within the highly competitive food and drinks sectors of the Fast Moving Consumer Goods (FMCG) industry. However, relatively little has been written about packaging in the marketing management literature. The majority of published research focuses on the marketing communications aspects of packaging. As a result, whilst there is substantial literature revealing the significance of packaging in purchasing decisions and perceptions of the product, its role in product development and the creation of new opportunities has been largely overlooked. Against this background, the research examines the management of packaging development within the FMCG industry: in particular, the food and drinks sectors. The purpose of the study is twofold: to examine how the development of a new product’s packaging is managed and integrated into the new product development (NPD) process of firms; and to explore how firms in the industry manage the opportunities that new packaging development may provide. The research finds that in their packaging development, most firms focus on ‘skindeep’ issues, such as the development of the label, and aesthetic modifications to the body of the packaging, such as changing the colour of a bottle. The analysis reveals three distinct levels of packaging development and argues that the development of new packaging formats and genuine packaging innovation is being overlooked by firms. The framework developed from the research reveals that the orientation of packaging development (skin-deep, aesthetic body modifications, or technological format change) is influenced by internal packaging capability, perceptions of the production process, the role of buyers, and concerns over the impact of changes on the product’s retailing. This in turn impacts on the role of the consumer and suppliers in development. This study contributes to the existing literature by providing new insight into the relationship between packaging development and NPD. The framework generated contributes to the existing stage based models of NPD by revealing that previous research has largely failed to analyse packaging development at the level of technological and format change. The findings also have implications for firms, identifying a need to re-examine their packaging development activities, to ensure that these address all three levels; not merely ‘skin-deep’ packaging.
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Venes, Mariana Saraiva dos Santos. "A new opportunity for human resources management to create value: Shaping a new business paradigm in the context of the Portuguese hotel industry." Master's thesis, NSBE - UNL, 2013. http://hdl.handle.net/10362/9772.
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A Work Project, presented as part of the requirements for the Award of a Masters Degree in Management from the NOVA – School of Business and EconomicsThis work project addresses the role of Human Resources Management in shaping and fostering Corporate Social Responsibility and Sustainability practices, within the context of the Portuguese hotel industry. For this purpose, an exploratory analysis was conducted, performing in-depth interviews to 12 HR managers. This study unveils that few HR managers are engaging in structured and valuable initiatives. None of them is measuring impacts of HR initiatives, or shaping CSR and CS concepts. It concludes that HR can exceed CSR and CS current practices, by addressing Shared Value creation.
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Hale, Patricia. "Manager Training: Professional Development Content for New and Newly Promoted Managers." Ohio University Honors Tutorial College / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=ouhonors1461322913.
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Liveris, Panagiotis D. "New public management reforms : an empirical study of human resources critical factors, in the context of the Greek public sector." Thesis, University of Derby, 2015. http://hdl.handle.net/10545/576013.
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This work is an endeavour on the subject of the Critical Success Factors imposed by Human Resources, in the process of reforms, under the context of New Public Management, particularly, as this applies in the Greek Public Sector and more specifically in the cases of ISO implementation. The fundamental issues it attempts to elucidate are the Human Resources policies that must be applied, so that employees become an integral element for the successful implementation of any introduced reforms. Many scholars have pointed out the gap in literature regarding the effect of New Public Management (NPM) reforms on the human factor. Moreover, in the current Greek reality, in the context of the economic recession and the debt crisis, where public administration reforms are mandatory, the thorough examination of the vital issues, pertaining to Human Resources, consists a major priority. The qualitative research method applied with the employees of the reformed organisations has further aspired to ponder and determine what really matters during the transformational process from the employees’ point of view. The conclusions we have reached underpin the importance of Human Resources motivational factors in the reform process, taking into consideration that the employee is the catalyst for any change effort. Some of those factors were found to be also part of the ISO concept per se, thus, their implementation would boost the employees’ morale, while others must be carefully analysed, planned and implemented by all the stakeholders to further facilitate the change process. We have to bear in mind that, especially under the current dire economic environment, quality reforms could be a challenge, as they combine fiscal discipline and at the same time aspire to increase the employees’ and citizens’ satisfaction. This study goes further to suggest that, the implementation of ISO reforms could help all the participants, provided that the decision makers take into serious consideration the Critical Success Factors outlined herewith, that have been extracted from a survey conducted pertinent to our research. This study focused on the reforms/ISO process as implemented by the Intermediate Managing Authority of the Ionian Islands. Further research on the implications from the implementation of NMP doctrines on Human Resources should be conducted in other Greek governmental organisations, in order to reaffirm the results and possibly enhance the suggested model. Conclusively, our ultimate target is to assist decision makers and encourage them to utilise the arguments depicted, towards the successful implementation of NPM doctrines.
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Bjurström, Erik. "Creating New Attention in Management Control." Doctoral thesis, Uppsala universitet, Företagsekonomiska institutionen, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-8234.
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The need to focus and economize on scarce attention is increasingly being acknowledged within management accounting and control literature. The aim of this study is to investigate how practitioners go about creating new concepts and measurements to induce attention towards new issues and as-pects of strategic importance for the organization. In this case study, we follow a project group in a Swedish municipality, creating a management control model of employee health. A close-up view is provided through a narrative approach, based on filming and participant observation, illustrating the highly situated and contextual character of atten-tion in sensemaking processes. The naming of the concepts of management control was found to be associated with a science-framing, while references to local practices of management control induced practice-framing strongly de-emphasizing characteristic features of management control. Line-managers of the study accepted the framework without demands for indica-tors or predictive models. This outcome is in line with a practice notion of management control and a language-game understanding of human communication: management control systems are part of the practices defining meaning and directing at-tention towards different aspects of any situation. Rather than being a lan-guage, management control concepts and measurement may not provide much more than the phonetics of business. Consequently, it may be ques-tioned whether what gets measured automatically gets managed. In line with the attention-based view of the firm and a practice notion of management control, this study suggests that new attention is created through the naming and framing of management control ideals, and as a result of the expressions of managerial intent through practices.
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Kunath, Marcus. "Personalpolitik in der Landesverwaltung und demografischer Wandel : unausgewogene Altersstrukturen als Handlungsfeld des strategischen Personalmanagements in den Landesverwaltungen Berlin und Hamburg." Master's thesis, Universität Potsdam, 2009. http://opus.kobv.de/ubp/volltexte/2011/5338/.
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Die vorliegende Arbeit untersucht am Beispiel der Stadtstaaten Berlin und Hamburg konkrete Handlungsoptionen des strategischen Personalmanagements angesichts unausgewogener Altersstrukturen in der Landesverwaltung unter den Rahmenbedingungen des öffentlichen Dienstes. Vor dem Hintergrund einer abnehmenden Erwerbsbevölkerung und der sinkenden Attraktivität des öffentlichen Dienstes als Arbeitgeber wird das Thema „Personal“ als die Schlüsselressource für die Leistungsfähigkeit der deutschen Verwaltung identifiziert. Die Untersuchung zeigt auf, wie eine absehbare Überalterung des Personalkörpers die Leistungserbringung der öffentlichen Verwaltung beeinträchtigen wird. Sie weist nach, dass sich beide Stadtstaaten bereits heute mit punktuellem Fachkräftemangel in technischen und Spezialisten-Berufen, aber auch bei Lehren und Ärzten, konfrontiert sehen. Diese Herausforderungen werden sich durch massive Altersabgänge ab dem Jahr 2015 und eine Alterung des bleibenden Personalkörpers noch erheblich verstärken. Die Untersuchungsergebnisse zeigen jedoch, dass die hamburgische Verwaltung, aufbauend auf einer langen Modernisierungshistorie und erleichtert durch Akteurszentralismus und eine ressortübergreifend abgestimmte quantitative und qualitative Personalbedarfsplanung, über einen gut institutionalisierten und gelebten Strategiekreislauf verfügt. Dies lässt den Schluss zu, dass die Hansestadt mit ihrem strategischen Personalmanagement gut für die Bewältigung der demografischen Herausforderungen aufgestellt ist. Dagegen wird beleuchtet, wie der Umgang mit dem Thema Personal in Berlin noch immer von chronischen Sparzwängen und einem Pluralismus der Akteure geprägt ist. Die daraus resultierende, hauptsächlich quantitativ agierende Personalwirtschaft und das Fehlen einer auch nur mittelfristigen Personalstrategie werfen erhebliche Bedenken bezüglich der zukünftigen Leistungsfähigkeit der Berliner Verwaltung auf.The present study examines the potential and limits of strategic human resources management in the German civil service by analyzing the cases of the länder of Berlin and Hamburg. Against the background of a decline in the working population and the diminishing attractiveness of careers in the civil service, only a state-of-the-art human resources management can ensure the performance of the public sector in the long run. The study demonstrates how an ageing workforce is bound to lead to a reduced performance of the civil service sector. Both of the länder analyzed are already confronted with a shortage of skilled labour for technical posts, but also for teachers and doctors. These challenges are going to be further exacerbated by massive waves of retirement and a constantly ageing employee workforce in the years from 2015 forward. The study reveals, however, that the civil service of Hamburg has developed and successfully applies a progressive human resources management strategy, due in part to the city’s rather long history of civil service modernization and the relative power of its human resources planners. Hamburg therefore seems to be rather well adjusted to face the future demographic challenges. Human resources management in Berlin, on the contrary, is continually limited by the city’s chronic budget deficit and the plurality of human resources planners. The subsequent lack of a long-term human resources strategy casts considerable doubt on the future performance of Berlin’s civil service.
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Payne, Lacy. "Implementation of a New Enterprise Resource Planning System." TopSCHOLAR®, 2014. http://digitalcommons.wku.edu/theses/1401.
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The objective of this thesis was to upgrade an Enterprise Resource planning system that was outdated into a new age Enterprise resource planning system based centered on a scheduling algorithm. This was a key change that needed to be made to transform the company from old thinking to new. Primarily the testing of this implementation was done through mapping of processes, followed by trial and error, and finally improving and sustaining the processes it took to use the system correctly. The mapping of the processes was completed by the Process Manager as well as the Lead, Supervisor, or Manager of the area being revamped. When processes were originally mapped for the flow of the implementation, the chart was five pages. After implementation, the same processes streamlined using the new Enterprise resource planning system is now only two pages. After all implementations were complete, more than $150,000 in salaries was saved, as well as many unnecessary and tedious job functions. While continuous improvement must follow, the original objective of this thesis was met with great success.
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Sharafinski, Clare Elizabeth. "New dimensions of organizational commitment: Effects of perceived on-the-job support and exchange ideology on absenteeism." CSUSB ScholarWorks, 1988. https://scholarworks.lib.csusb.edu/etd-project/347.
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André, Adriana Maria. "Gestão de unidades básicas de saúde e de pessoas: tendências para a próxima década." Universidade de São Paulo, 2010. http://www.teses.usp.br/teses/disponiveis/7/7140/tde-19082010-105446/.
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A comunidade global, via rede de observatórios de recursos humanos em saúde, propõe ações visando à valorização dos recursos humanos na próxima década, e o Pró-Saúde incentiva a produção de pesquisas acadêmicas que gerem conhecimentos que favoreçam implementar estratégias para reforçar a formação de profissionais de saúde para atuar nos cenários locais. Com esse pressuposto, os objetivos da pesquisa foram: identificar quais fatores estariam produzindo novas tendências no gerenciamento das UBS, que mudanças os gestores projetam nos modelos de gestão, identificar as dificuldades dos mesmos, quanto ao gerenciamento de sua equipe e como as políticas de gestão de pessoas influem nesse processo; identificar se estes estão a par das tendências do macro contexto e das modificações impulsionadas pelas Organizações Sociais de Saúde; identificar o perfil de competências para ocupar esse cargo e formular propostas de desenvolvimento de recursos humanos em saúde alinhadas às novas demandas da próxima década. Para atingir os objetivos da pesquisa, foi utilizada a Metodologia Delphi, que é uma técnica de pesquisa prospectiva. Os métodos prospectivos são adequados basicamente para dois tipos de situações: para prever quando um novo processo ou produto será largamente adotado e quais novos desenvolvimentos ou descobertas ocorrerão em uma área específica. Os resultados mostraram que as Unidades Básicas de Saúde não estão se antecipando às mudanças do ambiente externo. A formação e a educação permanente de profissionais de saúde para assumir a gestão desses serviços estão desalinhadas das tendências. Os perfis evidenciados quanto à formação do gestor e as competências para o cargo foram: ter formação acadêmica geral em Ciências da Saúde e específicas em gestão de serviços de saúde, ter responsabilidade ética e social, ter visão sistêmica abrangente e de longo prazo; ter comunicação eficaz; saber negociar; saber gerir as mudanças e conflitos, desenvolver e aglutinar equipes, ter competência política, ser um bom negociador, saber liderar e trabalhar com planos, ações e resultados. Conclusões: o recrutamento, a seleção, o desenvolvimento e a avaliação desses profissionais devem ser norteados pela avaliação dessas competências e essas devem estar alinhadas à missão, à visão, aos valores e aos modelos de gestão. A formação acadêmica deve ser revista não só quanto aos conteúdos, mas também quanto às formas e estratégias de desenvolvimento desses profissionais alinhados ao contexto atual.The global community, via Observatories Network of Human Resources for Health proposes actions aimed at upgrading human resources in the next decade and Pro-Health encourages the production of academic research; they manage to implement strategies that encourage knowledge to strengthen the training of health professionals to act in the local scenarios. By means of this assumption, the research objectives were: To identify what factors would be producing new trends in the management of the Basic Health Units, which changes are managers projecting in the management models, identify the most important problems and difficulties that the managers are facing, identify the difficulties to manage the team and how people policies management affects this process, to identify whether they are aware of the trends in the macro context and the changes pushed by the Social Organizations of Health, to identify the profile of skills to fill this position and to formulate proposals for human health resource development aligned to the new demands of the next decade. To achieve the objectives of the research the use of Delphi Methodology as a prospective technique was chosen, prospective methods are suitable primarily for two types of situations: to predict when a new process or product will be widely adopted and what new developments or discoveries occur in a particular area. The results showed that the Basic Health Units are not anticipating the changes in the external environment. Training and continuing education of health professionals to assume management of these services are misaligned trends. The profiles shown on the manager\'s training and skills for the position were: General Education in Health Sciences and Specific Education in Management of Health Services, talking about the competences listed they were: Ethics and Social Responsibility, Systemic Vision in a Comprehensive Long-Term, Effective Communication, Manage Change and Conflict, Develop and Unite Teams, Political Skills, Negotiation, Ability to Lead and Work with Plans, Actions and Results. Conclusions: Recruitment, Selection, Development and Evaluation of these professionals should be guided by the assessment of these skills and these should be aligned to the mission, vision, values and management models. The academic education should be reviewed not only about their content, but also on ways and strategies of these professional development aligned to the current context.
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Lourenço, Cristina Alexandra Eloy Morão. "Impacto das mudanças na gestão de recursos humanos da Administração Pública: estudo de caso." Master's thesis, Universidade de Évora, 2009. http://hdl.handle.net/10174/21022.
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A reforma administrativa em Portugal, assente num modelo gestionário de administração, começou a desenhar-se por volta de meados dos anos 80, coincidindo com a adesão de Portugal à Comunidade Económica Europeia. Esta reforma tem-se traduzido numa série de iniciativas de mudança da própria Administração Pública através dos sucessivos governos e até à presente data. Visou, entre outros objectivos, aumentar a qualidade dos serviços públicos, orientando-os para uma gestão por objectivos. Foram vários os assuntos abordados, onde a grande mudança se operacionalizou através da nova lei que define o sistema integrado de avaliação de desempenho na Administração Pública (SIADAP}, a lei de vínculos, carreiras e remunerações (LVCR) e o regime de contrato de trabalho em funções públicas (RCTFP). Através da realização de um estudo de caso, suportado pela pesquisa documental aqui retratada e pelas entrevistas realizadas a um conjunto de dirigentes do Centro Distrital de Segurança Social de Santarém, tentou-se proceder a uma caracterização das principais medidas previstas em três diplomas legais fundamentais para a agenda de inovação administrativa do XVII Governo Constitucional e ao levantamento da opinião dos dirigentes inquiridos sobre as ditas e seu impacto. – ABSTRACT: Portuguese administrativa reform, based upon a managerial administrativa model, has started to be sketched around the mid-80s, by the time Portugal has become a member of the European Economic Community (EEC). This reform has been translated into several initiatives aiming to change Public Administration, throughout several governments, to the present date. lt has pursued, among other objectives, an increase in the quality of public services, giving them a Management by Objectives (MBO) orientation. Different subjects were addressed, but the real change carne through three decrees: the new integrated system of performance assessment for public administration, the new contractual ties, careers and remuneration bill and the new employment contract scheme for public servants. The objective of this dissertation is to characterize the main body of measures that the cited decrees entail and to assess its impact, in the opinion of middle and top civil servants from one organization. Documental analysis and a case study, based on qualitative methodological tools, namely, semi-structured interviews, were conducted.
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Šebestová, Jana. "Proces adaptace zaměstnanců." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2016. http://www.nusl.cz/ntk/nusl-241655.
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This thesis is focusing on work process and process of social adaptation of new employees. The theoretical part explains the related concepts. I’m describing human resources strategy, processes and also corporate culture which is very important not only for the adaptation of employees. In the practical part will be assessed the proces of adaptation in the company. Focusing to both work, social environment and also to integration on corporate culture. Then will be on the base on the results of the analyzes as well as my experiences will be voiced suggestions to improve the proces of adaptation in company.
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Seifert, Claudia. "Personalmarketing auf Social Network Sites. Die Top-100-Arbeitgeber auf Facebook." Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2013. http://nbn-resolving.de/urn:nbn:de:bsz:14-qucosa-126063.
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Das Rekrutieren der so genannten High Potentials innerhalb des Social Web ist ein heiß diskutiertes Thema unter den Personalverantwortlichen der Unternehmen. Ganze Blogs von Personal- und Marketingexperten, wie bspw. personalmarketing2null.wordpress.com oder saatkorn.wordpress.com, beschäftigen sich fast ausschließlich mit diesem Thema. Allerdings mangelt es an kommunikationswissenschaftlicher Forschung zu Personalmarketing-Aktivitäten deutscher Unternehmen in Sozialen Netzwerken. Zwar liegen verschiedene Befragungen Personalverantwortlicher zu Sinn und Zweck von Personalmarketing in Sozialen Netzwerken vor, zwar gibt es zahlreiche How-to-Anleitungen, Handlungsempfehlungen und vielseitige Stimmen aus den verschiedensten Bereichen zu diesem Thema. Allen entbehrt es aber an einer grundlegenden Analyse von Erwartungen, Möglichkeiten und dem Status Quo von Personalmarketing auf Social Network Sites. Diese Lücke möchte die vorliegende Arbeit zumindest aus kommunikationswissenschaftlicher Perspektive schließen.
(...)
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Rosa, Rodrigo de Moraes. "O diferente universo da mulher executiva em Exame: gênero, trabalho e identidade profissional." Universidade do Estado do Rio de Janeiro, 2008. http://www.bdtd.uerj.br/tde_busca/arquivo.php?codArquivo=720.
Full textAbstract:
A pesquisa contextualizou as projeções formais acerca das transformações no mundo do trabalho contemporâneo, investigando de que maneira eram construídos discursivamente os arranjos e dinâmicas nos modelos empresariais de produção, gestão e ocupação no final do século XX. A partir do estabelecimento dos perfis e prescrições da nova realidade laboral, sob a perspectiva de fontes públicas estratégicas no mercado empresarial brasileiro, o estudo teve como objetivo verificar o sentido atribuído à inserção e promoção das mulheres nas funções executivas, gerenciais e os princípios que orientariam a aceitação, por parte da cultura organizacional, de uma nova realidade ocupacional marcada pela expressiva e sistemática participação das mulheres. Concluiu-se que a contratação e promoção das executivas nos cargos de chefia e comando nas organizações empresariais brasileiras estão ligadas a um tipo de narrativa e processos de construção de categorias que, a partir do recorte de gênero, são capazes de estruturar as carreiras. Um mecanismo de hierarquização e segregação que destitui a realidade das atividades funcionais no mundo do trabalho do paradigma clássico da racionalidade burocrática, tornando as contratações e investimentos devedores não só da meritocracia ou competência, mas dos diferentes e antagônicos atributos conferidos pela experiência de gênero.The research put in a context the formal projections concerning the transformations of the contemporary world of work, investigating how the arrangements and dynamics in the enterprises models of production, management and occupation in the end of the century XX were discoursely built. From the establishment of the profiles and prescription of the new labor reality under the perspective of strategic public sources in the brazilian enterprise market the study had as objective to verify the signification assigned to the insertion and promotion of women in the executive and management functions, and the principle that would guide the acceptance, on the part of the organizational culture, of a new occupational reality marked by the expressive and systematic participation of the women. One concluded that the act of contract and promotion of executive women in the management and command in the brazilian enterprise organizations are connected to a type of narrative and processes of construction of categories that, starting from the genre clipping, are capable of structuralize the careers. A mechanism to create hierarchy and segregation that dismisses the reality of functional activities in the world of the work of the classic paradigm of the bureaucratic rationality, becoming the acts of contract and debtor investments not only of the merit or competence, but of the different and antagonistic attributes conferred for the genre experience.
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Enqvist, Johan. "Stewardship in an urban world : Civic engagement and human–nature relations in the Anthropocene." Doctoral thesis, Stockholms universitet, Stockholm Resilience Centre, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-146193.
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Never before have humans wielded a greater ability to alter and disrupt planetary processes. Our impact is becoming so noticeable that a new geological epoch has been proposed – the Anthropocene – in which Earth systems might no longer maintain the stable and predictable conditions of the past 12 millennia. This is particularly evident in the rapid expansion of urban areas, where a majority of humans now live and where environmental changes such as rising temperatures and habitat loss are happening faster than elsewhere. In light of this, questions have been raised about what a more responsible relationship between humans and the rest of the planet might look like. Scholars in sustainability science employ the concept of ‘stewardship’ in searching for an answer; however, with multiple different applications and definitions, there is a need to better understand what stewardship is or what novelty it might add to sustainability research. This thesis investigates stewardship empirically through two case studies of civic engagement for protecting nature in cities – Bengaluru, India and New York City, USA. Further, the thesis also proposes a conceptual framework for how to understand stewardship as a relation between humans and the rest of nature, based on three dimensions: care, knowledge and agency. This investigation into stewardship in the urban context uses a social–ecological systems approach to guide the use of mixed theory and methods from social and natural sciences. The thesis is organized in five papers. Paper I reviews defining challenges in managing urban social–ecological systems and proposes that these can more effectively be addressed by collaborative networks where public, civic, other actors contribute unique skills and abilities. Paper II and Paper III study water resource governance in Bengaluru, a city that has become dependent on external sources while its own water bodies become degraded and depleted.Paper II analyzes how locally based ‘lake groups’ are able to affect change through co-management arrangements, reversing decades of centralization and neglect of lakes’ role in Bengaluru’s water supply.Paper III uses social–ecological network analysis to analyze how patterns in lake groups’ engagements and collaborations show better fit with ecological connectivity of lakes.Paper IV employs sense of place methods to explore how personal bonds to a site shapes motivation and goals in waterfront stewardship in New York City. Finally,Paper V reviews literature on stewardship and proposes a conceptual framework to understand and relate different uses and underlying epistemological approaches in the field. In summary, this thesis presents an empirically grounded contribution to how stewardship can be understood as a human–nature relation emergent from a deep sense ofcare and responsibility, knowledge and learning about how to understand social–ecological dynamics, and theagency and skills needed to influence these dynamics in a way that benefits a greater community of humans as others. Here, the care dimension is particularly important as an underappreciated aspect of social–ecological relations, and asset for addressing spatial and temporal misalignment between management institutions and ecosystem. This thesis shows that care for nature does not erode just because green spaces are degraded by human activities – which may be crucial for promoting stewardship in the Anthropocene.At the time of the doctoral defense, the following papers were unpublished and had a status as follows: Paper 3: Manuscript. Paper 4: Manuscript. Paper 5: Manuscript.
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Lundqvist, Elin, Jiewen Cheng, and Elshani Kreshnik Fatos. "Occupational Burnout - An Organizational Challenge & Managerial Responsibility : A qualitative study on leadership and managerial factors’ impact on burnout. Case study conducted on four compulsory schools in Sweden." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-44312.
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Abstract Background Occupational Burnout is one of the greatest challenges affecting the labour markets today. It is mainly caused by prolonged stress exposure due to the psychosocial work environment and is nowadays the fastest growing cause of long-term sick leave in Sweden. It therefor affects both the society, organisation and individual. It is thus a managerial concern to manage and structure the organisations in a sustainable way that maximises the use of human resources, rather than burning them out. Purpose The aim of the thesis is to investigate the high level of sick-leave or burnout due to organisational and managerial factors in the Swedish educational sector, by focusing on the role leadership, organisational and psychosocial work environment plays in preventing/causing employees’ burnout. The authors attempt to contribute knowledge on why theory may not match reality in this case, as statistics of sickleave due to stressrelated illness remains high. Methods In this qualitative study principals, administrators, and teachers of four public compulsory schools in Jönköping and Öckerö are interviewed. Using semi-structured interviews, data is gathered, coded and analysed in relation to modern research literature on the topic of burnout as well as Swedish Work Environment Authority guidelines, to spot key elements of positive and negative factors which have affected the stress situations of the schools’ employees. Several factors from organizational and leadership perspective are examined to assist organizations to avoid or prevent burnout. Results Prevalence of high burnout rates in schools in the cases studied, was associated with recent large reorganization of employees and administration; weak and inefficient leadership which did not strive to build relationships and open communication with teachers; low integration between sectors and working groups; lack of support and monitoring of stressed employees; low ability of employees to contribute to their workplace environments; the shortage of budgets issued by municipality. Conclusions 1.The reason sick leave related to stress and burnout is high in the cases studied, is that implementation of research and policy guidelines is lacking behind in schools which suffer from employee stress related issues. As well as the current management model of the public sector may not benefit to prevent employee burnout. 2. It is possible to avoid employee burnout through adjusting the management and organizational structure, as adaptations toward dealing with employees’ stress are showing a positive sign on preventing the development of burnout.
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Sehnalová, Petra. "Rozvoj personálního řízení firmy." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2008. http://www.nusl.cz/ntk/nusl-221752.
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Master´s thesis is focusing on the development of personal management of STAS - Pavel Sehnal company. First part of the thesis describes common requirements of personal management. In the second part I analyze present state of the company. The result of the thesis are suggestions, how to improve the personal management.
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KŘIKLAVA, Jiří. "Formování osobnosti manažera ve spojitosti s motivací a stimulací." Master's thesis, 2007. http://www.nusl.cz/ntk/nusl-46897.
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The aim of this thesis is to determine the influence of both inner and outer environments on the formation and growth of the manager{\crq}s personality as well as to explore new trends in human resources management with an emphasis on his/her motivation and stimulation. The research has been carried out in two companies: Budějovický Budvar n. p. and Coca {--} Cola Beverages Česká republika, spol. s r. o. The first part of the work summarizes the theory of the manager{\crq}s personality, his/her motivation, stimulation and the new trends in human resources management. The applied methods are a questionnaire survey, an interview and observation. The answers to individual questions are shown in charts and graphs and they are supplemented with results and discussions. The research in the companies was aimed at senior executives and managers. The system of motivation and stimulation in both companies is very elaborate, which ensures the managers{\crq} personality development. Moreover, a great emphasis is placed on further training and care for their personal growth. The questionnaire survey revealed that Czech managers favour team leadership, self-realization, career advance and appropriate income. Human capital is the most valuable asset of any company and the role of its executives is to be able to motivate, stimulate and develop their subordinates and themselves sufficiently, effectively and continually.
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Mommsen, Peter. "Understanding how and why Human Resource Management trends become adopted and disseminated by Human Resource Practitioners." Diss., 2010. http://hdl.handle.net/2263/24399.
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This whole research project evolved to ultimately understand how and why human resource practitioners across several industries discover, adopt or implement certain human resource management trends into their industries and organisations. Since the explosion of information technology and the effects of globalisation it was interesting to explore and discover intimate knowledge from various human resource management experts. Through exploratory research, a series of in-depth interviews were set up with several human resource (HR) directors and managers across various global companies and industries in South Africa. This research investigated the views of these human resource experts and how various human resource trends impact and influence the human resource practitioner in this ever evolving global economy. The outcome of this research can facilitate human resource practitioners in enhancing their knowledge and understanding in the human resource field with regards to making them more competitive in attracting, maintaining and retaining talent for their organisations, by certain human resource management trends. Furthermore, the research may provide an insightful understanding of how and why certain human resource management trends become disseminated into various organisations for the human resource manager.Dissertation (MBA)--University of Pretoria, 2010.
Gordon Institute of Business Science (GIBS)
unrestricted
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Shu, Shin-yun, and 許馨允. "Changing Trends of Taiwan Civil Servant Retirement System in the 21st Century --- A Perspective of Strategic Human Resources Management." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/83035406976715366945.
Full textAbstract:
碩士國立暨南國際大學
公共行政與政策學系
95
Human resource is the most precious resource of the government and the civil servant retirement system is the advance undertaking and guarantee provided to all civil servants by the government. When the public service department is in a booming economic cycle period, people will have lower requirement on the responsibility of the government. Although there is requirement on realizing the impartiality and rightfulness of the civil servant retirement system, yet they will still cooperate with the planning trend of government policy. However, during the economic depression cycle, people will have high requirement on the responsibility of the government due to the big change in the external environment. Regarding the reform on the planning of civil servant retirement system, the government can no longer base on the perspective of guarantee to explore the problem of the rights and interests of retirement and instead consideration should be given to the effect of the overall environment including the political factor, economic factor and social factor. For the research technique of this research, literature analysis and in-depth interview are adopted. In addition, it is of the opinion that under the retirement manpower resource management system environment structure and in order to achieve the goal of its establishment, for the retirement system reform plan under the perspective of strategic human resource management, organization has to adjust in order to cope with the change of the overall environment. Therefore an overall review should be conducted on the present retirement system. This research discovers that for the planning of civil servant retirement system, consideration has to be given to problems like government finance, premature idling manpower, political factor, retirement income and the impression of the general public. This research provides a few suggestions in policies in the retirement system reform plan under the principle of not contravening the trust and protection including: cancellation of additional issue of one time five basic units of retirement pay at 55 years old, the voluntary retirement age should be raise, implement deferred annuity and the retirement system should aim at a diversified development. In regard to the reform of plan of rationalization of retirement income, this should include: reducing the replacement rate of Earning , reducing the preferential deposit interest and preferential deposit limit. Moreover, in respect of the reform on public insurance payment to the aged, it should progress towards the integration of annuity and national annuity and the above are provided to relevant unit as a reference during policy planning.
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Chen, Ching-Chan, and 陳敬梴. "The Performanece of Human Resources Management in Planning and Design Phase: A Study of New Construction Projects in Navy." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/b5mz44.
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碩士國立高雄應用科技大學
土木工程與防災科技研究所
104
The military has continued to promote the streamline of human resource with organization reform from government. How to properly use manpower and avoid following the old habits that result the errors occur again is an urgent problem to be solved and needs to the right way to promote the project. Therefore, this study takes the new construction project from Navy as target and explores the impact of its existing implementation modalities of human resources. This study was based on the planning and design phase that is the most important part of human resource management with a new construction project in military. It will affect the overall effectiveness on from the funds reasonable and operation costs. So the research investigates the status of supervision, including outsourcing the design and supervision, self-handling design and supervision, commissioned for professional consultants. Under the existing conditions of mechanisms, policy, legal and technical, etc., it applies a method of questionnaire survey to understand the performance on limited human resources. The questionnaire includes five phases and twenty factors, and be validated the assumptions through descriptive statistics, one way ANOVA, correlation analysis and regression analysis. The result shows that the service units of background variables from respondents have significant influence with each phase. And on the correlation analysis between each phase, it has no correlation on phase “technical” and “quality”. Another it verifies the significant of phases by regression analysis, and shows that phase “quality", "technology", "scale" with significant influence. Therefore, it tries to understand the advantages and disadvantages characteristic of contracting strategies on new construction projects under the hypothesis testing, and then consolidates and analyze different combinations of contracting strategies to make sure the effectiveness of human resources management in Navy.
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Cowie, Sarah. "Utilising the human dimensions of wildlife management approach to initiate an understanding of the ways in which New Zealanders value wildlife in Aotearoa, New Zealand /." 2006. http://adt.waikato.ac.nz/public/adt-uow20060904.130427/index.html.
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Durães, Sara Raquel Gomes. "Os sistemas de informação na gestão estratégica de pessoas." Master's thesis, 2014. http://hdl.handle.net/10071/8448.
Full textAbstract:
O alinhamento das estratégias de recursos humanos, com a estratégia de negócio, possibilitará às empresas desenvolver relações win-win, com vantagens tanto para os trabalhadores como para as organizações.
Os profissionais de recursos humanos terão de ser capazes de aproveitar e analisar grandes quantidades de informação para gerar resultados de desempenho do negócio.
O objetivo do projeto consiste em efetuar uma análise crítica a dez Sistemas de Informação de Recursos Humanos, identificando os fatores críticos, percecionados quer pelas empresas de desenvolvimento destes sistemas, quer pelos utilizadores. Com o propósito de responder a esta análise, foram realizadas entrevistas exploratórias a dois grupos diferentes de intervenientes dos sistemas de gestão, de um lado os owners das empresas de sistema de informação informático, e do outro lado os responsáveis pelo departamento de recursos humanos. Foram analisados dez sistemas de informação, que oferecem soluções para a gestão de recursos humanos em Portugal, efetuando uma análise crítica às características que os distinguem. Após a recolha desta informação, foi elaborada uma proposta de um sistema de gestão de pessoas que corresponda às necessidades atuais e tendências futuras da gestão estratégica da função.
Os resultados mostram que, na generalidade a visão dos owners das empresas de sistemas de informação sobre as necessidades de um departamento de recursos humanos atual está alinhada com o que os responsáveis pela função revelaram nas entrevistas. Verificou-se, ainda, que os sistemas de informação analisados apresentam diferenças ao nível core do produto, ou seja, existem módulos que não são explorados por todos os sistemas em análise e são essenciais à gestão de pessoas nas organizações.The alignment of human resources strategies with the business strategy will enable companies to develop win-win relationships with advantages for employees and organizations the human resource professionals need to be able to enjoy and analyze large amounts of information to generate performance results of the business. The project goal is to make a critical analysis to ten Information Systems of Human Resources, identifying critical factors, either by perceived companies developing these systems, either by users. In order to respond to this analysis exploratory, interviews were conducted with two different groups of stakeholders in the management systems, the owners of computer software companies and, on the other hand, the people responsible for the human resources department. Ten of the existing software solutions for the management of human resources available in the Portuguese market were evaluated and analyzed, to see the differences between them. After collecting this information, this thesis has as a main goal to find a system of personnel management that meets current needs of the different type of companies and future trends in strategic human resources management function. The results show that, in general, owners of software companies vision over the needs of an existing human resource department, is aligned with those people responsible for the function revealed in the interviews. It was also found that the software keeps analyzed differences in core product level, i.e., there are modules that are not exploited by all Information System in this analysis and are essential to the management of people in organizations.
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Silva, Sara Muna Maia. "The role of new technologies for the human resources management: in which way the new technologies could influence the increase of people's retention, the decrease of the turnover and the management of internal marketing?" Master's thesis, 2019. http://hdl.handle.net/1822/61035.
Full textAbstract:
Dissertação de mestrado em Gestão de Recursos HumanosNew Technologies have created a new generation of employees and the organizational structure has changed. In this perspective, New Technologies enable not only greater integration and flexibility, but also the ability for employees to have a greater share of voice, ability to analyse, select and critically evaluate information in order to investigate and solve work-related problems and, also, to develop a collaborative knowledge base while engaging in organizational practices within an organizational context. The present study “The Role of New Technologies for the Human Resources Management: in which way the new technologies could influence the increase of people’s retention, the decrease of turnover and the management of internal marketing?”, through the analysis of the telecommunications field in Portugal, aims to demystify the strategies that are being used, in a technological era, to achieve organizational goals regarding employee satisfaction and, by other side, employee turnover. Given the quick changes in technology in the past decades, technology has had a dramatic impact on Human Resources Management, and as technology evolves it is likely to move the field in some very new directions in the future. It also became a challenge for the Internal Marketing. The world has experienced a cultural, societal and economical changes based on the increasing dominance of digital technologies, as such, the present study aims at analysing and highlighting the internal marketing’s efficiency and effectiveness of Internal Marketing tools in order to achieve a successful organizational strategy to combat turnover. In sum, these changes have led to the current period called the digital age or digital era. This theme’s subjectivity and the necessity for the development of this field studies, has led to the selection of an exploratory qualitative approach through interviews, focus group and direct observation.
As Novas Tecnologias criaram uma nova geração de colaboradores e a estrutura organizacional mudou, por sua vez. Nessa perspetiva, as Novas Tecnologias permitem, não apenas, maior integração e flexibilidade, mas também a capacidade de os colaboradores terem uma maior participação ativa, capacidade de analisar, selecionar e avaliar criticamente as informações para que possam investigar e resolver problemas laborais e, também, desenvolver uma base de conhecimento colaborativo traduzindose em práticas organizacionais dentro de um contexto organizacional. O presente estudo "O Papel das Novas Tecnologias na Gestão de Recursos Humanos: de que forma as novas tecnologias podem influenciar o aumento da retenção de pessoas, a diminuição do turnover e a gestão do marketing interno?", através da análise do setor das telecomunicações em Portugal, intende desmistificar as estratégias usadas atualmente, numa era tecnológica, para atingir as metas organizacionais em relação à satisfação dos seus colaboradores e, por outro lado, a rotatividade sofrida. Dadas as rápidas mudanças tecnológicas nas últimas décadas, a tecnologia teve um impacto muito significativo na Gestão de Recursos Humanos, o que irá gerar novas direções no futuro. Tornandose também um desafio para o Marketing Interno. O mundo experienciou mudanças culturais, sociais e económicas baseadas no crescente domínio das tecnologias digitais, assim o presente estudo tem como objetivo analisar e destacar a eficiência e eficácia do uso de ferramentas de Marketing Interno a fim de alcançar uma estratégia organizacional de sucesso, para combater a rotatividade. Em suma, essas mudanças levaram ao atual período chamado era digital. A subjetividade deste tema e a necessidade do desenvolvimento de estudos nestas áreas, levaram à preferência de uma abordagem qualitativa exploratória através de entrevistas, grupo de foco e observação direta.
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Rodrigues, Carolina de Nóbrega. "Reorganização da gestão administrativa de recursos humanos na Luís Simões." Master's thesis, 2010. http://hdl.handle.net/10071/3781.
Full textAbstract:
O projecto que realizei consiste numa proposta de Reorganização da Gestão Administrativa
de Recursos Humanos da Luís Simões, com o objectivo de optimizar as tarefas
administrativas para a aquisição de uma Nova Aplicação de recursos humanos.
Com o intuito de identificar as necessidades de funcionamento da Nova Aplicação, a
metodologia que utilizei iniciou-se com um estudo dos Sistemas de Informação de Recursos
Humanos e um levantamento da legislação laboral, de forma a incluir estes requisitos na Nova
Aplicação, seguindo-se a descrição da organização e o diagnóstico da Gestão Administrativa
de Recursos Humanos.
A partir dos dados obtidos, elaborei um levantamento funcional da Gestão Administrativa de
Recursos Humanos e um Caderno de Encargos, para a escolha ponderada da Nova Aplicação.
Através da estruturação de toda a informação criei por fim o projecto, onde são definidos os
procedimentos de implementação da Nova Aplicação.The purpose of this project consists on the reorganization of Human Resources Administrative Management of Luis Simões, which aim is to gather all of the administrative monthly tasks in newly human resources software. The used methodology began with the initial study of Human Resource Information Systems (HRIS) and labor legislation, followed by the organization description and the diagnosis of all the necessary tools to the correct administrative management procedures. After it, an internal regulation for Human Resources Administrative Management diagnosis will be done, as well as a proposal for reorganization consistent with the Contract Specifications, in order to select the best new human resources software. Finally, it´s presented the project with the basis for a new software specification, according to the Human Resources Administrative Management needs, which will provide significant improvements to all procedures that the target area demands.
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STEJSKALOVÁ, Dana. "POŽADAVKY NA ROZVOJ MANAŽERA V SOUČASNÉM ŘÍZENÍ LIDSKÝCH ZDROJŮ." Master's thesis, 2007. http://www.nusl.cz/ntk/nusl-85736.
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The target of this graduation thesis was to specify new views and requirements which effect on managers´ personalities´ formation and development in present HR management. For necessary information acquisition 6O managers completed a questionnaire which was about manager`s personality development. Managers and employees in monitored companies generally know (or subconsciously anticipate) how the superior HR management in nowaday trends should be proceeded and how it should look like. key-managers know about the need of superior personal work and the question is when this range becomes the same preference as economics or production
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Luís, Sandra Cristina Alves. "O papel das novas tecnologias na atração de candidatos de elevado potencial : estudo de caso." Master's thesis, 2014. http://hdl.handle.net/10071/9298.
Full textAbstract:
O capital humano é considerado o ativo mais valioso das organizações, pois é fundamental para a competitividade, para flexibilidade e para as estratégias. Por outro lado, este tem de se munir cada vez mais de conhecimentos. Assim, a função de recrutar no mercado de trabalho, é cada vez mais exigente e complexa, mais rápida e menos dispendiosas. As novas tecnologias vêm facilitar as tarefas ao departamento dos Gestão Recursos Humanos (GRH), permitindo ao recrutamento/e-recruitment a utilização de diversas ferramentas eletrónicas, tais como anúncios, redes sociais e sites especializados. Tornando mais eficaz e eficiente o processo de recrutamento, atraindo o perfil de candidatos adequado, para que a seleção se processe de forma criteriosa e objetiva. E também, para que as organizações possam ter um capital humano de elevado potencial, tornando-se mais assim, competitivas.
Assim, analisou-se uma turma de um mestrado de gestão, para averiguar quais as fontes e fatores de atração no processo de recrutamento/e-recruitment, e a utilização das redes sociais, sites especializados e anúnciosHuman capital is considered the most valuable asset of organizations, because it is essential to competitiveness, flexibility and strategies. On the other hand, it has to update itself with increasingly knowledge. Therefore, the function of recruiting in the working market is becoming more demanding and complex, faster and less expensive. New technologies are facilitating the Human Resources Management Department (HRM) tasks´, allowing the recruitment/e-recruitment to use several electronic tools, such as advertisements, social networks and specialized sites. Making more effective and efficient recruitment process, attracting suitable candidates’ profile, so that the selection is done in a thorough and objective way. Also, for organizations to have high human potential capital, becoming more competitive. Thus, it was analyzed a master's management class to determine which are the sources and pull factors in the recruitment process / e-recruitment, and the use of social networks, specialized websites and ads.
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Cowell, Eva Lynn. "Generational Perceptions of Productive/Unproductive Information Received from Management through Different Communication Channels." 2010. http://trace.tennessee.edu/utk_graddiss/684.
Full textAbstract:
This exploratory study identified generational preferences for receiving information from management through different communication channels and determined if age predicted productivity for productive and unproductive information received through different communication channels. This is the first study to empirically examine the relationship between age cohorts, communication channel preferences, information categories, and productivity. Sample participants worked as Extension agents at a major land-grant university. The four generations represented in the sample utilized multiple communication channels and were geographically dispersed throughout the state. The survey was administered electronically and completed by 204 (74%) of the eligible 275 employees in the organization. Independent Samples t-tests, General Linear Modeling, ANOVA’s, means analysis and linear regressions were employed to analyze the data to test the hypotheses.
Regarding channel preference, the findings determined that face-to-face communication was preferred by both generations for receiving private and confidential information and for training. Media was preferred by both generations for routine and procedural and time-sensitive information. Lastly, the analysis revealed that written documents were the preferred method of both generational cohorts for compensation and benefits. Regarding productivity, the findings determined that age predicted a perceived increase in productivity tasks for production information received face-to-face from management, but did not predict a perceived increase in productivity tasks for the other communication channels. Both generational cohorts perceived productive information received face-to-face from management to increase morale and decrease stress. The cohorts, however, differed on the increase of trust as a result of receiving productive information face-to-face. Both generational cohorts perceived unproductive information received from management through all communication channels to negatively impact productivity tasks. Finally, both cohorts perceived unproductive information received face-to-face from management to negatively impact morale, trust and stress.
Empirical examination of generational workforce issues is relatively new to Human Resources and research is needed to further examine generational perceptions. The study begins to open dialogue that the supposed differences inherent in the multigenerational workforce are not as much a factor of the generation as the information. The development of the new instrument in this study provides a new tool to examine organizations preferences and productivity.