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Dissertations / Theses on the topic 'Outsourcing- HR'
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1
Nováčková, Lenka. "HR outsourcing jako nový nástroj strategického řízení lidských zdrojů." Doctoral thesis, Vysoká škola ekonomická v Praze, 2007. http://www.nusl.cz/ntk/nusl-76837.
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The dissertation thesis investigates the most up-to-date subject matter of contemporary business life, both internationally and locally -- Human Resources outsourcing, which appears to have become a new strategic tool for Human Resources Management. The concept means the strategically motivated external execution of some or all HR processes, which would otherwise be performed by internal staff, along with the assignment of the responsibility for those processes to external providers. Effective outsourcing initiatives have the potential to bring about significant benefits for the company, both operational and strategic. The dissertation thesis introduces a comprehensive and objective analysis of the global HR outsourcing model, including its microeconomic implications, the history of outsourcing, its evolution, benefits and possible risks, its different types of delivery models, suppliers'analysis and supply models, the cost aspects, the principles of effective management of the outsourcing project or the relationships of outsourcing with information and communication technologies. Another part of the thesis focuses on the phenomenon of offshoring, which represents one possible way outsourcing can be executed. Employees' outsourcing, its cost efficiency, legislation framework and private agencies' industry impact on the labour market is a subject of another part of the thesis. The consequent section includes empirical research executed with the aim to investigate the principles, models, scope and trends of HR outsourcing activities in the Czech republic. The results of the research are compared with scientific hypotheses that are based on the knowledge of the HR outsourcing global model which results in defining a local model of HR outsourcing. The concluding part of the dissertation thesis summarizes both the theoretical knowledge and practical findings and formulates a number of recommendations and advise for company top management about how to implement effectively HR outsourcing in the company or how to improve its quality if already implemented.
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Hedman, Mattias, and Charlotte Skinnar. "Human resources outsourcing : att släppa kontrollen." Thesis, Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-11484.
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Titel: Human resources outsourcing Högskola: Mälardalens högskola Västerås Institution: Akademin för hållbar samhälls- och teknikutveckling. Ämne: Kandidatuppsats i företagsekonomi - FÖA300 Författare: Mattias Hedman och Charlotte Skinnar Handledare: Ulla Pettersson Sidoantal: 43 Bilagor: 1 Nyckelord: Outsourcing, HR, relationer Syfte: Uppsatsens syfte är att utifrån teorin analysera Fortums och Foras val inom HRO och hur de hanterar den. Därefter presentera förslag på vad de skulle kunna lägga fokus på i framtiden utifrån teorin. Metod: Kvalitativ metod och deduktiv ansats. En fallstudie har genomförts genom semistrukturerade intervjuer på två olika företag. Teoretiska perspektiv: Teorin baseras på vetenskapliga artiklar och böcker om outsourcing och då främst outsourcing av personalavdelningens funktioner. Empiri: Fallstudien består av intervjuer med processägaren Lena Jonsson på energibolaget Fortums kontor i Stockholm, samt Pia Holm-Johansson, löneansvarig på försäkringsföretaget Fora i Stockholm. Dessutom har Fortums och Foras årsredovisningar från 2009 samt deras webbplatser använts. Resultat: Företagen överrensstämmer med teorin till stor del när det gäller relationen med leverantören och sin interna hantering av HRO. De har upplevt problem, dock ej längre, och företagens val med HRO överrensstämmer med teorin. Den största orsaken till att det finns skillnader mellan företagens HRO är storleken på företagen och tidslängden på relationen med leverantören. Fora bör skapa en alternativ plan och Fortum bör arbeta på sin relation med leverantören. Båda bör ha tydliga mål med outsourcingen samt allmänna principer för samarbetet, tillsammans med sin leverantör. Fortum och Fora bör även göra mer benchmarking och öka den tekniska integrationen.
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Lewis, Alison Jacqueline. "Human resource outsourcing and the HR function : opportunity or threat?" Thesis, University of Leeds, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.574518.
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Outsourcing is a growing phenomenon and the human resource (HR) function is not immune to its tentacle reach. HR outsourcing is driven by a continual push for those working within the HR function to prove their worth and demonstrate their added- value. Proponents of outsourcing HR provision believe it enables the HR function to focus on delivery improvement, enhancing its role within the business and increasing the credibility of the HR function overall. This thesis tests these assumptions. Through a survey of 315 respondents, semi-structured interviews and access to three case study organisations examining responses from multiple constituents, the thesis examines the impact of HR outsourcing on the HR function. In addition, it contrasts HR outsourcers with those working in fully internalised HR teams in order to better understand outsourcing impacts and provide explanation for these effects. The argument of the thesis is that HR outsourcing weakens the HR function through a diminution of its overall core competence. It becomes unable to cope with organisational demands, ceases to develop further HR skill and increasingly relies on the expertise of third party providers. The reasons offered for these detrimental effects include the prior experience and expectations of senior managers and their requirements of an HR function, the inability of those engaged in HRO to manage impressions effectively and showcase HR function successes, and more importantly, a lack of competence within the HR function to assume an enhanced strategic position and thus exert greater influence within the business as a whole. The evidence of increasing skill depletion amongst HR professionals engaged in HRO poses a serious threat to the HR function and perceptions of its organisational importance, and has stark implications for both the future of the HR professionals working within outsourced provision, and those considering its use.
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Moravcová, Hana. "HR Outsourcing - využití na současném trhu práce (případ středně velké společnosti)." Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-76462.
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This master thesis discusses the possibilities of outsourcing (in Czech also displacement of activities) in a human resources area, it also considers its forms and applications in companies. The main goal is to determine whether and to what extent HR outsourcing is worth to be implemented into small to medium sized companies and what steps are needed to be done to benefit from HR outsourcing. The work is divided into two parts. The first part is based on theoretical foundations. It contains a summary of general information regarding HR outsourcing and its types. It defines advantages and disadvantages, and the current situation of HR outsourcing in the world and in the Czech Republic as well. It also describes what phases a company must go through in the process of HR outsourcing implementation into its processes. The second part uses the knowledge and experience summarized in the theoretical part and shows a concrete example of its use in practice. It specifies the possible solutions for HR outsourcing within a medium-sized organization. Selected personnel services in a company are analyzed and considered for outsourcing as separate "projects". The conclusion summarizes the answer to the question to what extent spoken hypothesis is filled.
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Karlsson, Tina, and Marco Nicolaidis. "Fokus, speed och performance." Thesis, Malmö högskola, Fakulteten för teknik och samhälle (TS), 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-22604.
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Uppsatsen syfte är att analysera de för- och nackdelar som finns i en outsourcingprocess av en personalavdelningsfunktion. Efter att ha läst i tidningen Personal och ledarskap(2004 nr 3) ”att det pågår en förändring av personalfunktionen på flera företag i Sverige”, och att outsour-cing av personalfunktioner är ett ämne som är på tapeten nu, blev vi intresserade av att titta närmare på detta. Vi hade några grundläggande antaganden som vi ville få svar på. Några av dessa var att företag ”slänger ut barnet med badvattnet” vid en outsourcing eller, är personal-arbete en del av kärnverksamheten? För att få förståelse för dessa antaganden hämtade vi fakta från olika teorier. Dessa teorier handlade om outsourcing, organisationsstrukturer, företagskul-tur, Human Resource Management (HRM) och teorier om beslutsfattande. Vi intervjuade två större tjänsteföretag, en bank och en dagstidning för att pröva våra teorier i praktiken. För att angripa frågeställningen använde vi oss av semistrukturerade intervjuer och intervjuade en VD, en personalchef och en mellanchef i respektive organisation för att se hur dessa personer såg på outsourcing av deras befintliga personalavdelning. Det sammantagna intrycket vi fick var att beroende på var i organisationen hierarkiskt personerna vi intervjuade befann sig, desto större skillnad var synen och användningen av personalavdelningen. Vi kom fram till att VD: n hade ett kostnadsperspektiv, personalcheferna såg det ur ett koncernidentitetsperspektiv och mellancheferna såg det utifrån ett kompetensbehov. Vidare kom vi fram till att i en outsourcingprocess bör företagen vara medvetna om att det finns två sidor av samma mynt vilket vi ansåg framkom tydligt när vi jämför för- och nackde-larna med outsourcing. Detta innebar att vissa fördelar i vissa situationer kan bli nackdelar och viceversa.Det pågår en förändring av personalfunktionen på flera företag i Sverige. Detta innebär att mer personalansvar förläggs på mellanchefer, som är aktiva i produktionen. Då personalavdelning-en inte längre fyller en avgörande funktion blir det bättre och billigare för företagen att använ-da sig av externa leverantörer på dessa poster. Det primära syftet med denna uppsats är att analysera för- och nackdelar med outsourcing av HR-avdelningen. Det sekundära syftet är att definiera dessa med hjälp av två större tjänsteföretag. Ett företag är en bank och det andra fö-retaget är en dagstidning. Med hjälp av kvalitativ metod, semistrukturerande intervjuer som har gjorts på de båda företagen har en VD, en personalchef och en mellanchef intervjuats. Dessutom finns i empirin en debattdiskussion om outsourcing av HR-avdelningen. Vi menar att istället för att stirra sig blind på de för- och nackdelar som finns, är det lämpliga-re att se till de konsekvenser ett så kallat outsourcingbeslut lägger grunden för. I resultatet av vår uppsats kom vi fram till i jämförandet av för- och nackdelar med outsourcing att det finns två sidor av samma mynt. Med detta menar vi att vissa fördelar kan överväga nackdelarna och viseverse, beroende på den rådande situationen.
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Björkman, Oscar, and Tobias Wilhelm. "Kompetensförsörjning i den nya HR-funktionen : en studie av HR-funktionens strukturella förändringar och dess betydelse för strategisk kompetensförsörjning." Thesis, Linköping University, Department of Management and Economics, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-2741.
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Bakgrund: Medarbetarnas kompetens får en allt större betydelse för företagens konkurrenskraft. Detta innebär att företag kontinuerligt måste investera i mänskliga resurser för att bibehålla och utveckla den samlade kompetensen. Beslut om utvecklingsinsatser har omfattande konsekvenser och påverkar en organisation under lång tid. Trots detta har HR-debatten först under senare år börjat kretsa kring den strategiska betydelsen av kompetensförsörjning. Delade meningar råder dock fortfarande om hur personalfunktionen bör organiseras för att stödja kompetensförsörjningen på bästa sätt. Decentralisering och outsourcing av HR-aktiviteter är aktuella tendenser som får konsekvenser för hur kompetensfrågor hanteras. Decentralisering innebär att uppgifter som traditionellt hanterats av personalavdelningar i allt större utsträckning delegeras till linjechefer, som därmed får större ansvar för kompetensförsörjningen. Outsourcing av HR-aktiviteter är kontroversiellt då det i hög grad påverkar företags strategiskt viktiga kompetensförsörjning.
Syfte: Syftet med studien är att förstå sambandet mellan HR-funktionens struktur och förutsättningarna att bedriva strategisk kompetensförsörjning.
Metod: Studien bygger huvudsakligen på teorier som behandlar organisationsstruktur, HRM och kompetensförsörjning. Intervjuer har genomförts med två representanter från SAAB respektive två från Volvo för att illustrera den undersökta problematiken med två kontrasterande exempel från näringslivet.
Resultat: Sambandet mellan HR-funktionens struktur och kompetensförsörjningen är ett företagsspecifikt och abstrakt fenomen. Detta försvårar förutsättningarna att göra normativa anspråk på relationen mellan HR-funktionen och kompetensförsörjningen. Anledningen är att HR-funktionens roll såväl som kompetensutvecklingen i hög grad är implicita fenomen som är"dolda"i företagskultur och arbetssätt. De strukturella förutsättningarna kan därför bara delvis användas för att förstå förutsättningarna för strategisk kompetensförsörjning. En djupare förståelse för kompetensförsörjningens förutsättningar kräver ett helhetsperspektiv som inbegriper företags affärsverksamhet, värderingar och omvärldssituation. En sådan förståelse kan i hög grad ses som förbehållen personer med nära anknytning till företaget, vilket delvis kan förklara varför outsourcing av kompetensförsörjning inte är etablerat i näringslivet.
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Hoang, Dee Thi Thuy. "Strategies for the Effective Management of Human Resources Outsourcing and Performance." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6217.
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Human resources (HR) outsourcing has become a norm that organizational leaders leverage as a strategic tool to achieve various business objectives. However, the outsourcing of specific HR functions generates unintended consequences and impacts the performance of internal staff. The purpose of this qualitative, descriptive multiple case study was to explore the strategies used by HR managers to mitigate the negative effects outsourcing has on HR staff performance. The conceptual framework underpinning this research was transaction cost theory. Data were collected from 6 HR executives with experience leading HR outsourcing initiatives in the financial services industry in the United States. Primary data were gathered by conducting semistructured interviews with a set of 8 consistent, open-ended interview questions. Data analysis involved coding of the interview transcripts and analysis of company documents provided by the participants to identify themes. Member checking and methodological triangulation enhanced the credibility of the study. Three themes emerged from the interviews with HR executives as key strategies for managing HR performance: training, communication, and performance management. The findings of this study may contribute to positive social change by providing best practices and strategies to increase the effectiveness of HR outsourcing by mitigating its impact on the performance of HR staff. Furthermore, the effective management of HR outsourcing decisions may increase employment stability, positively affecting the lives of HR staff, increasing the profitability of U.S. businesses, and contributing to a stable U.S. economy.
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Bautista, Andrea, Adriana León, José Rojas, and Carlos Raymundo. "Strategic planning model to increase the profitability of an HR outsourcing SME through digital transformation." Springer Verlag, 2020. http://hdl.handle.net/10757/656355.
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El texto completo de este trabajo no está disponible en el Repositorio Académico UPC por restricciones de la casa editorial donde ha sido publicado.The Human Resources (HR) outsourcing market in Peru is growing; however, it is dominated by large companies in this area, which prevents the development of new organizations or small- and medium-sized enterprises (SMEs). The latter, in spite of providing the same services, fail to reach the expected sales volume, thus reporting low profitability. This article analyzes the different factors that impede the growth of SMEs through a fishbone (Ishikawa) diagram and the assessment of initial indicators. It also proposes a model that is based on the three pillars of Digital Transformation and the importance of their alignment in its implementation. A pilot model has been conducted for validation in an SME that provides HR outsourcing services. The research results denote an increase in the company’s profitability and capacity.
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Swahn, Matilda. "Var hör jag hemma? : Tillhörighet och organisationskultur efter personalövertagande." Thesis, Stockholms universitet, Psykologiska institutionen, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-59514.
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Organisationskultur är de djupa strukturerna hos en organisation som är rotade i medlemmarnas delade värderingar, övertygelser och antaganden och som manifesteras i beteenden och artefakter. En viss känsla av tillhörighet behövs för att medlemmarna ska dela dessa värderingar och vara en del av organisationskulturen. Syftet med studien var att undersöka hur skillnaden i organisationskultur upplevs efter ett personalövertagande av ett outsourcingföretag. Fem vaktmästare på tre arbetsplatser som varit med om personal-övertagande intervjuades och en induktiv tematisk analys genomfördes. Respondenterna upplevde kulturförändring efter personalövertagandet men i varierande grad beroende på arbetsplats, de som tidigare varit anställda inom landstinget upplevde större förändring än de som redan arbetade på privata företag. Ingen av de intervjuade sade sig känna tillhörighet med outsourcingföretaget vilket kan begränsa möjligheterna för upplevd kulturförändring.
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Švejda, Jiří. "Diplomová práce." Master's thesis, Vysoká škola ekonomická v Praze, 2007. http://www.nusl.cz/ntk/nusl-2638.
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Práce hodnotí připravenost společnosti na její rozšíření a přesun závodu. Navrhuje, jak by měl být řešen dočasný HR management a jaké by měl mít pravomoce. Demograficky analyzuje novou lokalitu závodu. Práce přináší návod, jak by měly být v budoucnu zpracovány některé pracovně právní dokumenty.
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Araujo, Jucelia Laurindo de. "Um estudo sobre estratégias de recursos humanos de uma empresa terceirizada do setor de telecomunicações." Pontifícia Universidade Católica de São Paulo, 2016. https://tede2.pucsp.br/handle/handle/1155.
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The objective of the research conducted for this dissertation was to analyze the human resources (HR) strategies and policies adopted in an outsourced telecom company, considering its strategic importance in the economic and globalized scenario. Specific objectives were analyzing the telecom industry in Brazil and the service relations between outsourced and contracting companies. In order to make carrying out the research possible, an investigation was conducted of aspects related to HR strategies and policies, and of outsourcing from a strategic and critical viewpoint; also carried out were analyses of the telecom industry and its strategies of action, and, finally, of the case of an outsourced telecom company. The methodology adopted consisted of a case study involving an exploratory approach, which was qualitative by nature, by means of three sources of evidence: documentation, files on record and participant observation. The subject of the investigation selected was an outsourced company named Alfa, which is engaged in providing services for major telecom operators here in Brazil. The results obtained indicated that it is possible to obtain good human resources practices by improving the outsourcing strategies and also reducing the negative effects, viewed as a precarious factor in terms of working arrangements
Apresentou-se como objetivo na pesquisa desta dissertação, analisar as estratégias e políticas de recursos humanos adotadas numa empresa terceirizada do setor de telecomunicações, considerando sua importância estratégica no cenário econômico e globalizado. E como objetivos específicos, analisar o setor de telecomunicações no Brasil e as relações de serviços entre empresas terceirizadas e contratantes. Para que a realização da pesquisa fosse possível, foram investigados aspectos relacionados a estratégias e políticas de recursos humanos; a terceirização sob uma ótica estratégica e crítica; a análise do setor de telecomunicações e suas estratégias de atuação, e por fim, a análise do caso de uma empresa terceirizada do setor de telecomunicações. A metodologia adotada consistiu-se de um estudo de caso, de abordagem exploratória, de natureza qualitativa por meio de três fontes de evidências: documentação, registro em arquivos e observação participante. Selecionou-se como sujeito da investigação uma empresa terceirizada, denominada empresa Alfa, atuante como prestadora de serviços para grandes operadoras do setor de telecomunicações. Os resultados obtidos apontaram que é possível obter boas práticas de recursos humanos, aperfeiçoando as estratégias de terceirização e também reduzir os efeitos negativos, vista como uma precarização do trabalho
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Ken-Joof, Edrissa, and 肯久夫. "The organizational identification in triadic employment relationship: Using labor market intermediaries for HR outsourcing." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/7t32c5.
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博士元智大學
管理學院博士班
107
A considerable amount of literature has been published on organizational behavior but most of them investigate constructs like ‘commitment’ and ‘wellbeing’ in relation to standard, employee-employment relationships and human resource outsourcing through labor market intermediaries (LMIs). On the contrary, research on organizational identification relative to the effects of LMIs on workplace attitudes and behaviors are limited. Therefore, this creates a void in understanding the consequences of third party organizations (LMIs) on organizational identification in the contemporary work settings. Cognizant of this limitation, this study is designed to examine the patterns and strengths of employee organizational identification with labor market intermediaries (LMIs) contrary to client or employer organizations. It also investigates how these LMIs influence employees’ work behavior and attitudes. Additionally, it aims to understand how the constructs and models concerning individual-level outcomes, methods, theoretical and conceptual frameworks change when we enter triangular relationships where workers serve multiple masters. This research adopts a grounded theory approach to better understand organizational identification in such a triadic relationship. The participants interviewed include twenty-eight white-collar or professional employees in Taiwan who have the clients as their employers instead of the LMIs. Appealingly, findings suggested five common themes which prominently emerged from the experiences of the respondents. They include: relationship with the client; relationship with the LMI; favorable features of working through LMIs; vulnerabilities of employees; and evolving work dynamics. Based on these themes, a model of the consequence of LMIs on organizational identification was proposed. This model integrates these themes and highlights how the presence of LMIs affect organizational identification. The findings further indicated that the three-way “triangular” relationship creates “dual allegiance” issues, where workers feel ties to the agencies and their clients. Finally, evidence showed that the involvement of LMIs alter the constructs and models found in standard work relationships by either creating ambiguities due to the employees’ status of serving multiple masters or having the LMIs as mediators during conflicts. In conclusion, the findings of this study provide a starting point for theoretical development by amplifying the emergent state of organizational identification in triadic work relationships. The model of the consequence of LMIs on organizational identification would therefore afford us a fundamental grounding that we might be able to strengthen with additional theoretical insights to construct a detailed model of organizational identification.
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Chang, Shan-Yeong, and 張善湧. "A Study on the Impact of Relationship Quality upon the Performance of HR Outsourcing." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/01504478654757944391.
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碩士國立中央大學
人力資源管理研究所
91
Recently, increasing attention has been paid to building successful relationships in human resource (HR) outsourcing. This Study establishes relationship quality as a key predictor of outsourcing performance. We propose a theoretical framework for outsourcing relationship based on a social, rather than an economic, perspective. We identify the relationship-related variables from the relevant literature and clarify the concept of relationship quality by distinguishing between its components and its determinants. We then examine the impact of relationship quality and its determinants on outsourcing performance. Hypotheses on relationship quality were tested for 76 outsourcing service receivers. Results indicate that relationship quality may serve as an important predictor of outsourcing performance. Relationship quality was found to be positively influenced by factors such as participation and communication. Besides, outsourcing performance was found to be positively influenced by factors such as communication and coordination. Another purpose of this study is to investigate the factors that affect the outsourcing decision and verify the impact of organizational characteristics upon the outsourcing decision. The results show that the companies under 20 years have higher needs of HR outsourcing with the main purposes of cost saving and service quality improvement.
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Brites, Ana Rita Beato. "Wishlist: e-commerce and rewards outsourcing in collaboration with wishlist." Master's thesis, 2016. http://hdl.handle.net/10362/20452.
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CEMSThe B2B division of WishList has just completed a new service called the “API web service” that enables the display, sale and request of products on third party’s websites. The service goes beyond the concept of gift voucher, the normal offering of the firm, and opens a new line of business to WishList, allowing the access to different sales channels. This paper analyses the three potential markets for the service and concludes on the attractiveness of the e-commerce sector for the company’s new proposition, to which a list of companies to target is presented.
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Kazdová, Darina. "Personální agentury a jejich činnost očima uchazečů o práci." Master's thesis, 2013. http://www.nusl.cz/ntk/nusl-328297.
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This thesis deals with the most common HR service which is usually outsourced - recruitment agencies. The first, theoretical part is to introduce the agenda and it consists of several chapters: outsourcing in HR (what do companies outsource and why), and furthermore recruiting agencies (what kind of agencies can be found in the Czech republic, their legal background, what kind of services do they offer), how can these agencies help agencies and job applicants, their pros and cons. The second part, which is based on interviews with job applicants, describes how people perceive recruitment agencies - what do they expect, what are their experiences, whether they use the service that agencies offer, what are their opinion about recruitment consultants etc. The research concludes with several suggestions for job applicants and for recruitment consultants. KEYWORDS Recruitment and selection, recruitment agency, work agency, outsourcing, recruitment consultant, interview, counselling.
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Martins, Ana Catarina da Silva. "As vantagens da internalização dos RH : estudo de caso de uma empresa de IT." Master's thesis, 2021. http://hdl.handle.net/10400.14/36857.
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O presente trabalho final foi realizado no âmbito do mestrado em gestão, tendo como tema “As vantagens da internalização dos RH- estudo de caso de uma empresa de IT”. A escolha deste tema, deveu-se ao fato de considerar os recursos humanos de uma empresa, fundamentais na organização e um dos principais fatores de diferenciação entre empresas, levando à existência de um departamento organizado, para que as pessoas se sintam motivadas a trabalhar na empresa. Neste sentido, com o presente trabalho analisou-se a implementação da GIRH na empresa de IT onde foi realizado o estágio curricular deste mestrado. A implementação desta metodologia resultou da decisão desta entidade em alterar a metodologia de gestão de recursos humanos que praticava até então, que era a GRH através de outsourcing. Para o efeito abordou-se a literatura existente relativamente a essas duas metodologias procurando perceber quais os principais aspetos que as distinguem, procurando aferir quais os motivos que levaram à tomada desta decisão. Assim conclui-se, que a principal razão que esteve na base da alteração de metodologia feita por esta entidade prendeu-se com a constatação de que seria necessário um acompanhamento mais próximo dos colaboradores e daí a opção tomada pela GIRH uma vez que uma das principais vantagens associadas a esta metodologia está relacionada com o acompanhamento mais próximo que a mesma proporciona e que necessariamente tem impacto ao nível da motivação dos colaboradores, sendo que tal não era possível conseguir com o outsourcing.This final work was carried out within the scope of the master's degree in management, with the theme “The advantages of internalizing HR - case study of an IT company”. The choice for this theme was due to the fact that it considers the human resources of a company, fundamental in the organization and one of the main differentiating factors between companies, leading to the existence of an organized department, so that people feel motivated to work in the company. This work analyzed the implementation of IHRM in the IT company where the internship of this masters was held. The implementation of this methodology resulted from the decision of this entity to change the human resources management methodology that it used until then, which was HRM through outsourcing. For this purpose, the existing literature regarding these two methodologies was approached, seeking to know what the main aspects are that distinguish them and trying to find the reasons that led to this decision. Thus, we conclude that the main reason behind the decision of changing the methodology was the finding that closer monitoring of employees would be necessary and one of the options taken by IHRM is the advantages associated with this methodology, related to the closer monitoring that it provides, which necessarily has an impact on the level of employee motivation, which was not possible to achieve with outsourcing.
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Rubešová, Tereza. "HR procesy ve společnosti Microsoft, se zeměřením na potenciál outsourcingu." Master's thesis, 2008. http://www.nusl.cz/ntk/nusl-291174.
Full textAbstract:
Graduation thesis HR processes of Microsoft with detail on potential of outsourcing concentrates on problems of company processes with correspondence of nowadays trends of society as well as dynamics of business. This concentration is important because of Microsoft is a dynamic company and not only that; it is company which wants improve itself. The self-improvement is not only for the outside world, to make better branding, but it's going from the inside of the company, because simplifying of processes is the key to bigger success and effectiveness. In this thesis you'll find out more about processes of Human Resources department and above that, I'll concentrate on processes which were identified as ineffective and as processes with potential of outsourcing. The target of this thesis is to prepare space for realization of outsourcing.