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1

Alshamasi, Areej Abdulrahman. "Effectiveness of leader-member exchange (LMX) in the Saudi workplace context during times of organisational change : an investigation of LMX roles and their potential to enhance employee outcomes." Thesis, University of Portsmouth, 2012. https://researchportal.port.ac.uk/portal/en/theses/effectiveness-of-leadermember-exchange-lmx-in-the-saudi-workplace-context-during-times-of-organisational-change(0020ce3c-f383-4efa-ab08-996acd22d35a).html.

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Successful adaptation to organisational changes may start with individuals’ successful adaptation to change at the task level. This study suggests that the success of employees’ adaptation to task change may depend on the quality of the relationships between them and their managers. Within the broad area of organisational leadership, leader-member exchange (LMX) theory has evolved into one of the more interesting and useful approaches for studying hypothesised linkages between the exchange relationships between employees and their managers, and employee outcomes. The current research adopts an
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Greenleaf, Arie Todd. "Human agency, hardiness, and proactive personality : potential resources for emerging adults in the college-to-career transition." Diss., University of Iowa, 2011. https://ir.uiowa.edu/etd/3310.

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Using Krumboltz's (2009) Happenstance Learning Theory as a theoretical framework, the three constructs of human agency, hardiness, and proactive personality were identified for their effectiveness in facilitating proaction and resilience during transitional and stressful circumstances. The purpose of this study was to explore whether human agency, hardiness, and proactive personality predict a successful college-to-career transition, measured by the confidence and readiness factors on the Career Transition Inventory (Heppner, 1991; Heppner, Multon, & Johnston, 1994). Linear regression analyses
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Dunville, Donna. "Personnel Managers' Attitudes Towards Affirmative Action & Its Potential Correlates." TopSCHOLAR®, 1993. https://digitalcommons.wku.edu/theses/2281.

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Despite the controversy surrounding Affirmative Action (AA), relatively little research has appeared about attitudes towards these programs. In this research, an exploratory approach is implemented to assess the support of personnel managers for the theory of AA as well as the mechanisms designed to carry it out. Also, the relationship to Supreme Court decisions, relevant legislation, and numerous demographic, attitudinal, and organizational variables are examined for their impact on Affirmative Action attitudes. A questionnaire was utilized to assess support for AA and its correlates. The maj
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Figlar, Marilyn K. "Perceived Effectiveness of Internal Executive Coaching Engagements by Participants in a High Potential Leadership Development Program." Diss., Virginia Tech, 2014. http://hdl.handle.net/10919/64328.

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The field of executive coaching has grown in popularity as a developmental tool for leaders. With the potential for a leadership continuity gap and the desire for organizations to strengthen leadership talent pools to prepare for succession planning, there is a need for empirical research regarding the effectiveness of executive coaching. The aim of this mixed method study was to explore the factors that contribute to successful coaching outcomes. The combination of an online survey of 68 high potential leaders and follow up interviews with 40 of those same leaders yielded information about th
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Sastourne-Gastou, Christophe. "Impacts de la normalisation du management des ressources humaines sur la création de valeur organisationnelle : cas d'une recherche-intervention au sein d'une PMI." Thesis, Montpellier 3, 2019. http://www.theses.fr/2019MON30047.

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La thèse réalisée est conduite sous la forme d’une recherche-intervention effectuée dans le cadre d’une Convention Industrielle de Formation par la Recherche (CIFRE), établit entre une PMI spécialisée dans la fabrication de produits en aluminium et le laboratoire CORHIS. La thèse étudie les normes internationales de management RH des séries ISO 9000 (management de la qualité) et ISO 30400 (gestion des ressources humaines), avec un focus particulier sur ces dernières qui sont les premières normes internationales dans le domaine de la GRH. Nous cherchons à déterminer en quoi la normalisation du
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Rönnlund, Josefin. "How to keep up with the war for talent? : A comparative study between talent management in Company X and literature suggestions for identification of talent." Thesis, Umeå University, Umeå School of Business, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-23999.

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<p><strong>Datum: </strong>2009-06-30</p><p><strong>Författare: </strong>Rönnlund Josefin</p><p><strong>Nivå/utbildning: </strong>Master Thesis, Management</p><p><strong>Handledare: </strong>Owe R. Hedström</p><p><strong>Titel: </strong> How to keep with the War for talent? A comparative study between talent management in Company X and literature suggestions for identification of talent</p><p><strong>Problem: </strong>The need for talent management and a company's assets in form of Human Capital creates the demand of consultant firms and their services. The problem for companies today is to ke
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Liventsova, A. M., and E. A. Domanyuk. "Ways of solving maritime economic and ecological problems of the coastal region." Thesis, Sumy State University, 2014. http://essuir.sumdu.edu.ua/handle/123456789/36175.

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It is known that the State’s territory includes land, subterranean waters and air space. National water area also consists of internal and territorial waters, surrounding the coast of the state. Continental shelf is an integral part as well, with its natural resource potential (ERP) it is also a part of a state property. Established by coastal States, bounds of the shelf are final and binding, they are recognized by international maritime agreements. Thereupon, in the domestic economy considering shelves as a full-fledged Ukrainian territory, while respecting international human rights, conseq
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Ясько, Р. О. "Механізми формування кадрового потенціалу в гуманітарній сфері України". Thesis, Чернігів, 2017. http://ir.stu.cn.ua/123456789/15549.

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Ясько, Р. О. Механізми формування кадрового потенціалу в гуманітарній сфері України : дис. ... канд наук з держ. упр. : 25.00.02 / Р. О. Ясько. - Чернігів, 2017. - 215 с.<br>У дисертації здійснено комплексне дослідження теоретичних і практичних аспектів функціонування механізмів формування кадрового потенціалу в гуманітарній сфері України. Встановлено, що кадровий потенціал гуманітарної сфери складається з професійно-кваліфікаційної (включає в себе професійну структуру, кваліфікаційний рівень, структуру зайнятості за галузями і регіонами) та соціально-культурної (характеризується соціальним с
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Черевко, О. В. "Роль банківських ресурсів у формуванні трудового потенціалу регіону". Thesis, Українська академія банківської справи Національного банку України, 2007. http://essuir.sumdu.edu.ua/handle/123456789/60421.

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Забезпечення всебічного розвитку людського потенціалу регіонів вимагає детального дослідження розвитку людських ресурсів у кожному регіоні та вироблення відповідної системи заходів для їхнього розвитку.<br>Ensuring comprehensive human development of the regions requires a detailed study of the development of human resources in each region and the development of an appropriate system of measures for their development.
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Vargas, Roslyn. "Adoption Factors Impacting Human Resource Analytics Among Human Resource Professionals." NSUWorks, 2015. http://nsuworks.nova.edu/hsbe_etd/5.

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In today’s fast paced, ever-changing world, one cannot help hearing the terms Big Data and analytics. The Internet holds vast amounts of data and this data, for example in retail, is being used to predict shopping habits, current needs, trends, and more. Why should this be limited to the retail side of an organization? Today, there is a more significant push for Human Resource (HR) professionals to be strategic business partners, and, therefore, HR professionals need to work on leading, not lagging, in the area of measurements and analytics. Some organizations that have adopted the use of anal
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Гладченко, Оксана Робертівна, Оксана Робертовна Гладченко, Oksana Robertivna Hladchenko, and A. Kuzmenko. "Human resource management." Thesis, Видавництво СумДУ, 2010. http://essuir.sumdu.edu.ua/handle/123456789/16947.

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Шевченко, Тетяна Іванівна, Татьяна Ивановна Шевченко, Tetiana Ivanivna Shevchenko, and A. H. Portyanka. "Resource potential of technogenic deposits." Thesis, Сумський державний університет, 2013. http://essuir.sumdu.edu.ua/handle/123456789/31722.

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Today the problem of waste has gained environmental and economic importance for many countries. Accumulation of waste is transformed into significant danger factor that affects the quality of life and is one of the real threats to environmental security. When you are citing the document, use the following link http://essuir.sumdu.edu.ua/handle/123456789/31722
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Zíková, Šárka. "Talent management ve firemní praxi." Doctoral thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-126589.

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The dissertation is focused in detail on the topic of Talent Management - talent management in the corporate practice. The aim of the dissertation is to verify that the general trends of the current talent management are applied in the business (corporate) practice. The core of the initial part is the analysis of available resources to the topic of current talent management (vocational studies, outcomes of professional conferences, newspaper articles, publications and statements of respondents). The authentication part is based on a research study in the region of the former district Klatovy.
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Reis, Isabel Maria Lopes dos. "A aposta no potencial científico e tecnológico português através do investimento na formação avançada de recursos humanos: contextualização e análise comparativa." Master's thesis, Instituto Superior de Economia e Gestão, 2000. http://hdl.handle.net/10400.5/22039.

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Mestrado em Economia e Gestão de Ciência e Tecnologia<br>A presente dissertação procede a uma incursão sobre como Portugal se tem vindo a preparar, em termos de recursos humanos de Ciência e Tecnologia, para um contexto de crescente internacionalização, de rápidas mutações sociais e tecnológicas. Iremos ponderar sobre o potencial Científico e Tecnológico nacional através da caracterização dos recursos humanos de Ciência e Tecnologia e do papel destes na nova sociedade do conhecimento o que implica questionar os actuais modelos de formação avançada de recursos humanos. A fim de fundamenta
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Benfatto, Maria Chiara. "Human Resource Information Systems and the performance of the Human Resource Function." Doctoral thesis, Luiss Guido Carli, 2010. http://hdl.handle.net/11385/200739.

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Historical overview – From transactional HR to Strategic HR. Benefits and Drawbacks. Empirical studies in HRIS. Elements of current technology in HRM. Trends in the HR technology. Impact of the HR integrated model. HR specialist systems in the back-office. Self-Service and Shared Service Systems. The integrated management of HRIS. Research Model. Rational and Design.
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Vong, Tze Ngai. "Managing human resource development." Thesis, University of Macau, 2000. http://umaclib3.umac.mo/record=b1636787.

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Lundy, Olive. "Strategic human resource management." Thesis, Queen's University Belfast, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.292572.

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Prudnikova, N. "Efficiency of Resource Potential of Enterprises." Thesis, Київський національний університет технологій та дизайну, 2017. https://er.knutd.edu.ua/handle/123456789/8445.

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Sikorska, Małgorzata, P. G. Pererva, and Kristina Kiss. "Efficiency of the enterprise resource potential." Thesis, Національний технічний університет "Харківський політехнічний інститут", 2018. http://repository.kpi.kharkov.ua/handle/KhPI-Press/39583.

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The economic value of the results obtained is to improve the methodological approaches to the diagnosis of the resource potential of light industry enterprises and the further development of theoretical aspects of the diagnosis of the enterprise.
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Lei, Lin. "Intelligent human resource management system." Thesis, University of Macau, 2005. http://umaclib3.umac.mo/record=b1445897.

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Ashrafi, Elham. "Human Resource Management at Work." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-24422.

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Starfield, Marc. "Human resource business process outsourcing." Diss., University of Pretoria, 2006. http://hdl.handle.net/2263/23687.

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This research was undertaken to explore the potential application of Human Resource (HR) Business Process Outsourcing (BPO) as an appropriate service delivery mechanism. The investigation included the identification of the primary internal drivers and external factors affecting HR departments, to craft the framework within which to consider HR BPO. Then the processes that could be delivered by HR BPO were identified. The study concluded with the identification of the critical success factors for implementing HR BPO and the expected benefits. The research was conducted by means of 26 in-depth,
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Bullock, Michael L. "Successful Human Resource Outsourcing Strategies." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6181.

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Human resource outsourcing (HRO) is a strategic choice that managers implement because of a variety of anticipated benefits. The purpose of this qualitative case study was to identify HRO strategies managers used to reduce operating costs while maintaining human resource (HR) effectiveness. Data were collected from semistructured interviews using open-ended questions and a review of company documents. Study participants represented 3 midwestern firms with 50 or more employees. The participants drawn from the population consisted of a minimum of 2 participants per organization who had increased
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Szierbowski-Seibel, Klaas [Verfasser]. "The development of the human resource function towards a strategic role - four essays in human resource management focusing on strategic human resource management involvement, human resource outsourcing and human resources mangement and the relationship with organizational performance / Klaas Szierbowski-Seibel." Paderborn : Universitätsbibliothek, 2019. http://d-nb.info/1186785934/34.

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Parsa, Seyed Jafar Sadjadi. "Human resource management in shipping industry." Thesis, London Metropolitan University, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.499581.

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Human Resource Management (HRM) is a new system of managing employees in the orgamsation. The use of this system and its models is growing very fast among companies in different industries. The outcomes of a proper HRM modeJ are business ice, customer satisfaction and employee commitment. There are factors, e if an appropriate model of HRM is not practiced in a company. These include but not are limited to high staff turnover, stress, ageing workforce and gender diversity. This research examines the implementation of HRM in the shipping industry.
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Bridges, Sarah Joanne. "Organisational performance and human resource management." Thesis, University of Newcastle Upon Tyne, 2002. http://hdl.handle.net/10443/443.

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Over the last 20 years there has been a growth in the relative importance of personnel economics as an area of economics. However, due to a lack of suitable data most of the work in this area has been largely theoretical. It is only in the past decade that there has been a growth in the availability of firm-based data sets, making it possible for researchers to begin to test some of these ideas empirically. This thesis analyses data from a rich source of monthly personnel and payroll records from a large banking sector firm. The data is confined to the organisation's U. K operations and is ava
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Kidger, P. J. K. "Human resource management in multinational enterprises." Thesis, University of Salford, 1999. http://usir.salford.ac.uk/14789/.

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The multinational enterprise (MNE) is now a significant part of the world economy both in temis of trade and employment. The performance of an MINE is in part dependent on the capability of its human resource. The knowledge and experience of employees is a source of competitive advantage, but whether this is realised or not may depend on having the right human resource policies. Managers therefore seek to implement best practice, and in multinationals there is the potential for intraorganizational learning across national boundaries. The aim of this thesis is to examine a number of questions a
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Deavenport, Earnest William. "Human resource strategy : an integrative approach." Thesis, Massachusetts Institute of Technology, 1985. http://hdl.handle.net/1721.1/27942.

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Thesis (M.S.)--Massachusetts Institute of Technology, Sloan School of Management, 1985.<br>MICROFICHE COPY AVAILABLE IN ARCHIVES AND DEWEY.<br>Bibliography: leaves 217-220.<br>by Earnest William Deavenport, Jr.<br>M.S.
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Hudyma. "WAYS TO INCREASE HUMAN RESOURCE PERFORMANCE." Thesis, Київ 2018, 2018. http://er.nau.edu.ua/handle/NAU/33714.

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Dirks, Suzanne C. "The Hmong a human resource transition /." Online version, 2000. http://www.uwstout.edu/lib/thesis/2000/2000dirkss.pdf.

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Stewart, Pamela Jo. "Expatriation and international human resource management." Thesis, Hong Kong : University of Hong Kong, 2000. http://sunzi.lib.hku.hk/hkuto/record.jsp?B22763193.

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Ekelöf, Sofie, Caroline Holmström, and Nathalie Lindberg. "Talang inom Strategisk Human Resource Management." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-85384.

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Although Talent Management (TM) is a well-known concept, there are certain limitations in the area. Primarily it is about talent being an ambiguous concept and that there is currently no clear definition. Furthermore, previous research shows that there are no actual routines on how TM-activities should be designed. The specific contribution from the current study is therefore about identifying the challenges that exists for TM from an employer perspective. The findings we have noticed in the study are mainly derived from the structure of an organisation where there is a certain dynamic between
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Grugulis, C. Irena. "Skill, training and human resource development." Palgrave Macmillan, 2006. http://hdl.handle.net/10454/3736.

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No<br>Taking a critical perspective, Skill, Training and Human Resource Development focuses on the way people are developed at work; the skills that are encouraged, the way they are controlled and the implications they have for people. It draws on a wide range of research and covers an array of organizational practices. Preface Acknowledgements Human Resource Development Skills at Work International Comparisons: Skills and Employment Systems Vocational Education and Training in Britain New Skills for Old? The Changing Nature of Skill Emotions and Aesthetics for Work and Labour: The P
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Mansour, Hala Fawzy. "Human resource management reform and organisational effectiveness : perspectives of human resource professionals in UK Higher Education institutions." Thesis, Keele University, 2011. http://eprints.keele.ac.uk/1834/.

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The starting point of this thesis is the idea in the literature that the main objective of NPM is to apply strategic direction to public organizations (Truss, 2006) that could help to achieve economic and cost-cutting objectives (Boyne, ibid.). Achieving these objectives is, in part, based on applying management reform (Hood, 1995) through a focus on performance management, the setting of quality standards, the adoption of a philosophy of enhancing value for money and the replacement of the allegedly traditional bureaucratic structure of management based on satisfying organizational members’ i
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Tanguy, Morgane. "Managing the human resource diversity as a competative advantage : a new issue for contemporary human resource management officers." Thesis, Högskolan i Kalmar, Handelshögskolan BBS, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hik:diva-702.

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In organisation, diversity in term of human resource is a new phenomenon which evolves and takes everyday more place in the global strategy of the company. For different reasons, human resource diversity could make the organization competitive in the market where the competition is all the time stronger. But the difficulties for human resource management officers is to elaborate human resource policies based on reaching the organization’s objectives and in the same time managing the workforce diversity in order to satisfy the all protagonists and in order to manage the diversity to make it a c
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Long, Kristine A. "Menhaden (Brevoortia tyrannus): utilization as a potential food resource." Thesis, Virginia Polytechnic Institute and State University, 1985. http://hdl.handle.net/10919/50053.

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Thermally processed menhaden products were evaluated as potential food products. Nine canned menhaden products judged to be satisfactory in pilot studies were canned or pasteurized and evaluated by a six member semi—trained panel. Panelists scored product characteristics of menhaden products and commercially canned tuna in oil, tuna in water and mackerel. Three canned menhaden products were incorporated in "pizza" sauce and in fish salad recipes that were scored for preference by consumer panelists. Objective measurements for drained weight and total fluid were recorded. Descriptive analys
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Cakar, Figen. "Business process approach to human resource management." Thesis, University of Strathclyde, 2004. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=21557.

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This research presents the Business Process perspective of HRM and demonstrates gaps in HR field. The research follows a combination of Constructive and Case Study research methodologies and complies with the quality criteria set for this type of research. In this light, the research develops the HRM Business Process Model by defining HRM as a business process. The first version of the model was initially developed following an extensive literature survey. Initial validation of the model involved several companies in the UK through a structured questionnaire. Second version of the model was de
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Lowe, Martyn. "Human resource management in English local government." Thesis, Sheffield Hallam University, 2002. http://shura.shu.ac.uk/19982/.

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This thesis analyses Human Resource Management (H.R.M) in English local government. The research shows how H.R.M in local authorities has been influenced by the development of New Public Management (N.P.M) that has adopted some but not all of the characteristics of H.R.M. N.P.M and H.R.M appear to have important differences arising from the unique nature of local government culture, organisation and structure. These differences were found in this study to prevent the full implementation of a strategic and effective form of H.R.M. As a result of these differences local government in England has
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Aburawi, Izidean Musbah. "System dynamics modelling for human resource planning." Thesis, Sheffield Hallam University, 2005. http://shura.shu.ac.uk/19196/.

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The research undertaken in this thesis concerns the application of system dynamics to the field of Human Resource Planning (HRP). Human resource planning has been defined as the process whereby a company develops and deploys the right staff at the right places, at the right times to fulfil both organization and individual objectives. In this process staff are recruited and trained before they can contribute to an organisation's goals. Recruitment and training of new staff needs to be carefully planned to prevent staff shortages or staff surpluses. Such planning, in turn, very often makes use o
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Oye, Joshua. "IMMIGRANT ENTREPRENEURS AND THEIR HUMAN RESOURCE STRUCTURE." Thesis, Blekinge Tekniska Högskola, Institutionen för industriell ekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-19379.

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Most immigrants relocate to the "land of opportunities" in search of greener pastures. Because of their desperate circumstances, they often work much harder than the average American to succeed. Strong social ties embedded in ethnic communities of immigrant populations have been considered vital assets for immigrant entrepreneurs (Yang et al. 2011, p. 639). However, little quantitative research has been done on the influence of biological kinship and altruism within the arena of ethnic entrepreneurs. It is well-documented that successful immigrant entrepreneurs and businesses can create jobs f
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Чаплян, Олександр Олегович, та Oleksandr Chaplyan. "Удосконалення ролі людського потенціалу організації як складової її конкурентоспроможності". Магістерська робота, 2020. https://dspace.znu.edu.ua/jspui/handle/12345/2847.

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Чаплян О. О. Удосконалення ролі людського потенціалу організації як складової її конкурентоспроможності : кваліфікаційна робота магістра спеціальності 281 "Публічне управління та адміністрування" / наук. керівник О. О. Фурсін. Запоріжжя : ЗНУ, 2020. 113 с.<br>UA : В кваліфікаційній роботі розглянуто теоретико-методологічні засади ролі людського потенціалу організації як складової її конкурентоспроможності. Розглянуто особливості ролі людського потенціалу ПАТ «Запоріжсталь» як складової її конкурентоспроможності. Певна увага приділяється виявленню перспектив і недоліків ролі людського потенціа
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PULKRÁBKOVÁ, Mirka. "Podniková kultura a role vzdělávání v řízení podniku." Master's thesis, 2014. http://www.nusl.cz/ntk/nusl-173631.

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The aim of this master thesis is to specify a corporate culture and the system of education of the ČSOB a. s., Příbram and to define the influence of this system on the company. Four research methods were used for the achieving of this aim: observation, questionnaire, comparison and dialogue. Employee education is currently very important factor of the company´s success. It is profitable for companies to invest to employee education especially in this modern age, which is full of frequent changes. The opportunity for education, development and growth is very highly motivating factor for employ
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Мироненко, Олена Валеріївна, та Olena Mironenko. "Розробка заходів підвищення ролі людських ресурсів в організації в умовах ринку (на прикладі ТОВ “Сільпо-Фуд”)". Магістерська робота, 2020. https://dspace.znu.edu.ua/jspui/handle/12345/2334.

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Мироненко О. В. Розробка заходів підвищення ролі людських ресурсів в організації в умовах ринку (на прикладі ТОВ “Сільпо-Фуд”) : кваліфікаційна робота магістра спеціальності 073 " Менеджмент" / наук. керівник В. Г. Воронкова. Запоріжжя : ЗНУ, 2020. 141 с.<br>UA : Розкрито методологію підвищення ролі людських ресурсів організації в умовах ринку. Проаналізовано понятійно - категоріальний апарат підвищення ролі людських ресурсів в організації в умовах ринку. З’ясовано зарубіжний досвід підвищення ролі людських ресурсів в організації в умовах ринку. Сформовано організаційно-управлінську струк
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Soares, Mariana de Morais Barros Sampaio. "Identifying key competencies of a high potential candidate for a position of a district manager at Calzedonia Portugal." Master's thesis, 2017. http://hdl.handle.net/10362/27880.

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The following Direct Research Work Project aims at solving the challenge of recruiting appropriate candidates for a position of a District Manager at Calzedonia Portugal. The purpose of this work project is to identify key competencies of a high potential District Manager for that position and to help the company in the process of finding these competencies on candidates. A sample of twenty seven responses from the employees working for Calzedonia Portugal was obtained and analysed. Results indicate that the top five key competencies of a high potential District Manager at this company are le
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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.

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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. Tornand
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Vazačová, Alžběta. "Lidské zdroje jako faktor rozvoje venkova." Master's thesis, 2010. http://www.nusl.cz/ntk/nusl-295787.

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Problems of rural development are influenced by changes in perception and conception of rural areas in developed countries, there is paradigm shift within the theory. It is reflected into the policy of single countries and into the structural policy of EU on the global level. Differentiated rural space requires differentiated approach in the form of local development which is based on endogenous potential. Activity and initiative of local human resources - human capital and especially social capital is able to cause differentiated development of rural areas. This thesis tries to confirm the re
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Taičmanová, Pavla. "Rozvojový potenciál nejmenších obcí." Master's thesis, 2015. http://www.nusl.cz/ntk/nusl-335883.

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The present thesis deals with the influence of human resources for the development potential of selected villages situated in the area of inner periphery of the Vysocina Region. Within the scope of polarized geographical space areas with varying degrees of stability and potential for development can be identified, where endogenous development opportunities can be considered as crucial factors- in particular the level of human resources. The present thesis monitors the quality of human and social capital on the example of three villages, using the combination of quantitative and qualitative res
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ADAMOVÁ, Markéta. "AUDIT VZDĚLÁVACÍHO STŘEDISKA VE VYBRANÉM PODNIKU." Master's thesis, 2013. http://www.nusl.cz/ntk/nusl-153507.

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This thesis contains theoretical definitions of a knowledge-based company, human capital development and education. The second part analyzes the data obtained from the monitored period 2008-2012 and includes standardized and non-standardized interviews, overt participant observation and a questionnaire survey.
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HOVORKOVÁ, Ivana. "Nové směry v rozvoji lidských zdrojů a podniková kultura." Master's thesis, 2007. http://www.nusl.cz/ntk/nusl-46806.

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The main objective of my diploma work is to specify the current management of human resources including the analysis of corporate culture with the focus on further development of human resources. The analysis and research were carried out in a producer cooperative in České Budějovice that is engaged in metal working, tool manufacture and locksmith´ s trade. For the purposes of the research of corporate culture and human resources development an investigation was carried out in the form of a questionnaire. The company management acknowledges management of human resources as a matter of high pri
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Šindlerová, Leonarda. "Analýza vzdělávacích potřeb ve vybrané organizaci." Master's thesis, 2020. http://www.nusl.cz/ntk/nusl-411580.

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The main aim of this thesis entitled "Education Needs of Selected Organization" is the analysis of the established education system of a company, with focusing on recruitment method called assessment center and employee evaluation method called development center. The first part of the thesis contains basic characteristics of the human resources management, the tools used within the education systems and the recruitment system. The next chapters include specific descriptions of the methods assessment center and development center. The selected organization is described in the thesis including
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