Dissertations / Theses: 'Resource Management and Administration'

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Tran, Giang Son. "Cooperative resource management in the cloud." Phd thesis, Toulouse, INPT, 2014. http://oatao.univ-toulouse.fr/11827/1/tran.pdf.

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Recent advances in computer infrastructures encourage the separation of hardware and software management tasks. Following this direction, virtualized cloud infrastructures are becoming very popular. Among various cloud models, Infrastructure as a Service (IaaS) provides many advantages to both provider and customer. In this service model, the provider offers his virtualized resource, and is responsible for managing his infrastructure, while the customer manages his application deployed in the allocated virtual machines. These two actors typically use autonomic resource management systems to automate these tasks at runtime. Minimizing the amount of resource (and power consumption) in use is one of the main services that such cloud model must ensure. This objective can be done at runtime either by the customer at the application level (by scaling the application) or by the provider at the virtualization level (by migrating virtual machines based on the infrastructure’s utilization rate). In traditional cloud infrastructures, these resource management policies work uncoordinated: knowledge about the application is not shared with the provider. This behavior faces application performance overheads and resource wasting, which can be reduced with a cooperative resource management policy. In this research work, we discuss the problem of separate resource management in the cloud. After having this analysis, we propose a direction to use elastic virtual machines with cooperative resource management. This policy combines the knowledge of the application and the infrastructure in order to reduce application performance overhead and power consumption. We evaluate the benefit of our cooperative resource management policy with a set of experiments in a private IaaS. The evaluation shows that our policy outperforms uncoordinated resource management in traditional IaaS with lower performance overhead, better virtualized and physical resource usage.

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Smirnova, Anna R. "The Misalignment of Resources to Preferred Strategies in Resource-Dependent Environments." Thesis, Regent University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3576854.

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Organizations work, interact, and depend on the environments that surround them. The quality, quantity, and type of resources attracted by the organization often misalign with needed resources and force the leader to make strategic choices and changes in order to sustain operations. Resource scarcities force organizations and their leaders to access resources from other actors in the environment and pursue new innovations that use alternative resources. This research applies a qualitative phenomenological approach to discovering the actual experiential process of 10 leaders as they faced the challenge of making strategic changes and choices in an attempt to realign available resources. Through content analysis of the interviews and the imaginative variation method of the findings, the study revealed that the major source of uncertainty in Russia are the laws and the government regulations, economic fluctuations and geopolitical complexities, and the instability of national contributors. The resource pool consists of human, financial, and intellectual resources, and nonprofits are highly dependent on its partners such as donors and volunteers, though consider it a subject for multiplication rather than reduction. The development of good relationships with partners is strategy number one for the purpose of the constant acquisition of resources and network development. The next strategy recommended by coresearchers is an ability to change and adapt, including the ability to anticipate changes in the environment and to act accordingly. There is also a discussion on the subject of the context and national ownership that were considered to be keys for any successful leadership in Russia. Rational choice, a part of the decision-making strategy that helps the leader to be a wizard with resources, align the existing ones and hunt for new ones in an ambiguous resource-dependent environment, which is also discussed.

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Li, Ling Xia. "Capacity resource management and performance in hospitals." Connect to resource, 1996. http://rave.ohiolink.edu/etdc/view.cgi?acc%5Fnum=osu1261407038.

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Goodman, Keith W. "Joint ventures and competitive advantage measured through performance and innovation| Resource dependence and resource-based perspective." Thesis, Argosy University/Seattle, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3557349.

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Entering into joint ventures for the purpose of addressing resource scarcity and maximizing resources with the goal of increasing competitive advantage has long been an effective strategy for companies in the United States. The question arises as to the value of such an arrangement on the long-term results of joint venture participation, specifically if this alliance strategy influences sustained competitive advantage. This dissertation examined joint ventures for firms involved in defense, technology and aerospace industries using post hoc quantitative analysis of secondary data between 1997 and 2006. This study sought to answer specific research questions to determine if firm performance, research and development intensity, and incremental innovation influences sustained competitive advantage. Results indicated that firm performance was not influenced by joint venture participation. Research and development intensity was influenced; however, results were in the opposite direction of those hypothesized. Incremental innovation among joint venture participants was highly significant for joint venture participation compared to non-participants.

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Sehi, Tamara Grullon. "Human resource professionals' perception of human resources' value to senior management." CSUSB ScholarWorks, 1997. https://scholarworks.lib.csusb.edu/etd-project/1486.

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This study examines and describes the perceptions of human resource professionals about their contribution and that of their departments to strategic planning and management. Human resource leaders from organizations with five hundred or more employees in Southern California responded to this survey. The significance of this study is its potential to increase our understanding of the contribution of the human resource function to strategic planning.

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Phan, Dien Dean. "Information systems project management: An integrated resource planning perspective model." Diss., The University of Arizona, 1990. http://hdl.handle.net/10150/185063.

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A major goal of information systems management is to improve the efficiency of the software development process. However, the history of software development is filled with failures, late deliveries, cost overruns, and user dissatisfaction. Ongoing efforts are being made to enhance the processes and techniques used in the management of software projects, but despite the gains that have been made in the past decade, we still lack an understanding of the modern software development process, especially in the area of management and control of environmental resource dependence. The objective of this research has been to study and model the general management strategies, processes, and techniques used in managing software projects from a resource dependence perspective. A survey of the literature and a survey of computer professionals were conducted to gain insight into the problems and opportunities in managing software development projects. Based on the literature and the survey findings, an integrated model for software project management was developed. This model was tested against data collected from a large software development project at a major corporation. Software project management trends were further explored by reviewing the latest development in software project management tools. From the findings of the model test and the review of software tools, a set of opportunities for future research in software project management were suggested.

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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 the central management and local units. This makes it difficult to work strategically with TM as the division of responsibility is locally based. Another finding was that the definition of talent should be mutual in order for organisations to be able to handle talents effectively and to design activities that facilitates the work towards the organisation's goals. Thus, this study should be able to support future research in the field of TM by identifying the challenges organisations might face and therefore creating opportunities for better managing or strategically developing the work with TM.

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Celaya, Tracy A. "Cloud-Based Computing and human resource management performance| A Delphi study." Thesis, University of Phoenix, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10004286.

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The purpose of this qualitative study with a modified Delphi research design was to understand the reasons human resource (HR) leaders are slow to implement Cloud-based technologies and potentially identify how Cloud-Based Computing influences human resource management (HRM) and HR effectiveness, and potentially the overall performance of the organization. Business executives and HR leaders acknowledge the effect of technology on business processes and strategies, and the leader's influence on technology implementation and adoption. Cloud-Based Computing is fast becoming the standard for conducting HR processes and HR leaders must be prepared to implement the change effectively. Study findings revealed characteristics demonstrated by HR leaders successfully implementing cloud technology, best practices for successful implementation, factors championing and challenging Cloud-Based Computing adoption, and effects on HRM and organizational performance as a result of using Cloud-Based Computing. The outcomes of this study may provide the foundation of a model for implementing Cloud-Based Computing, a leadership model including characteristics of technology early adopters in HR, and identify factors impeding adoption and may assist HR leaders in creating effective change management strategies for adopting and implementing Cloud-Based Computing. Findings and recommendation from this study will enable HR professionals and leaders to make informed decisions on the adoption of Cloud-Based Computing and improve the effectiveness, efficiency, and strategic capability of HR.

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Havlovic, Stephen Joseph. "The impact of a worker participation process on production and human resource outcomes." The Ohio State University, 1987. http://rave.ohiolink.edu/etdc/view?acc_num=osu1269528766.

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King, Brian. "A multi-method study of venture capital firm strategy: resource dependence, specialization, and deliberate emergence." Thesis, McGill University, 2011. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=96744.

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This thesis investigates what drives strategy at United States venture capital firms. These firms work in a turbulent context, and studying their strategy processes may lend insight into how other organizations can develop strategy under uncertain conditions. Many prior studies of venture capital firm strategy examine how internal knowledge resources influence firm specialization. This thesis views the venture capital firm as one element within a larger system, and examines the influence of other actors—most notably the firm's capital suppliers—on firm strategy. An initial qualitative study of firm strategy processes finds that venture capitalists are bifurcated strategists: they insist on carefully controlled planning for their portfolio companies, while using more emergent strategies on their own behalf. It also finds that capital suppliers constrain the strategies of younger or less powerful firms. A follow-up longitudinal quantitative study combines niche theory and resource dependence theory to understand firm specialization. The findings of these two studies suggest that: (1) as new venture capital firms lack power relative to their capital suppliers, their search is constrained, hence they are impeded from moving to new sectors to take advantage of opportunities; (2) firms that can switch sectors are able to diversify, which may enhance firm survival; and (3) powerful firms are less constrained by their capital suppliers, which allows them to use deliberately emergent strategies. While each study makes individual contributions to our understanding of the venture capital empirical context and the strategy literature, together they highlight an important theoretical link: resource dependence can sometimes constrain firms' search opportunities and, in so doing, can limit their use of emergent strategies.
Cette thèse étudie les antécédents des stratégies des firmes de capital de risque aux États-Unis. Ces firmes travaillent dans un contexte turbulent, et l'étude de leurs processus stratégiques peut nous aider à comprendre comment d'autres organisations peuvent développer une stratégie dans des conditions incertaines. Plusieurs études antérieures de la stratégie des firmes de capital de risque ont examiné comment les connaissances influencent la spécialisation de l'entreprise. Cette thèse considère la société de capital de risque comme un des éléments d'un système plus large, et examine l'influence des autres acteurs, notamment ceux des fournisseurs de capital, sur la stratégie des firmes.Une première étude qualitative des processus de stratégie des firmes de capital de risque démontre que ces dernières sont des « stratégistes bifurquées » : elles insistent sur une planification soigneusement contrôlée pour leurs sociétés de portefeuille, tout en utilisant des stratégies plus émergentes pour leurs propres besoins. Cette étude permet aussi de constater que les fournisseurs de capital limitent les stratégies des firmes de capital de risque jeunes ou moins puissantes. Une deuxième étude longitudinale et quantitative combine les cadres théoriques que sont la niche theory et la resource dependence pour comprendre le processus de spécialisation des firmes.Les résultats de ces deux études suggèrent que : (1) puisque les nouvelles firmes de capital de risque ont moins de pouvoir par rapport à leurs fournisseurs de capital, leur recherche est limitée, ce qui les empêche de passer à de nouveaux secteurs et de profiter d'occasions qui pourraient se présenter; (2) les firmes qui peuvent changer de secteur sont en mesure de se diversifier, ce qui peut améliorer leurs chances de survie, et (3) les firmes puissantes sont moins contraintes par leurs fournisseurs de capital, ce qui leur permet d'utiliser des stratégies « délibérément émergentes ». Ces deux études, en plus d'apporter des contributions individuelles à notre compréhension du contexte empirique de l'industrie de capital de risque et de la littérature en stratégie, mettent en évidence un lien théorique important. En effet, la dépendance des ressources peut parfois contraindre les possibilités de recherche des firmes et, ce faisant, peut limiter l'utilisation de stratégies émergentes.

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Radzevičienė, Asta. "Internationalisation of higher education institutions: human resource management." Doctoral thesis, Lithuanian Academic Libraries Network (LABT), 2007. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2007~D_20070629.142139-24661.

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Enhancing of internationalisation in Higher education institutions is investigated in the dissertation, with the priority given to human resource management. The intercultural competence is identified as an instrument for complex improvement of internationalisation: its perspectives quantitative and qualitative results. The theoretical and empirical research results are summarised in the concept of HEIs’ internationalisation proposed, which is based on the idea of human resource intercultural competence development.
Darbe nagrinėjamos aukštojo mokslo institucijų veiklos internacionalizavimo tobulinimo problemos, prioritetizuojant žmonių išteklių vadybą. Analizuojama aukštojo mokslo institucijų internacionalizavimo samprata, subjektai ir veiksniai sąlygojantys internacionalizavimo plėtrą, bei kokybinius ir kiekybinius parametrus. Atliktų teorinių ir empirinių tyrimų rezultatai yra apibendrinami pateikiamoje aukštojo mokslo institucijų internacionalizavimo koncepcijoje, grįstoje aukštojo mokslo institucijų žmonių išteklių tarpkultūrinės kompetencijos formavimu. Darbe patiekiami sprendimai siūlomai koncepcijai realizuoti.

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Kelly, Anthony. "The management and administration of Irish post-primary schools." Thesis, University of Hull, 1996. http://hydra.hull.ac.uk/resources/hull:3984.

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Demographic trends suggest that change is inevitable in the Irish post-primary sector. Closures, amalgamations and general rationalisation will increase the average size of schools. This will increase the pressure and workloads of those already in principalship.Almost twenty-five percent of Irish post-primary schools are under two hundred and fifty pupils, and the constraints on the provision of a wide curriculum in such small schools are likely to become a serious factor in their struggle for existence. The participation rate at senior level will increase and therefore curricular diversity will become essential. Many small schools are in multi-school areas and it would be unreasonable to expect the State to duplicate (or even triplicate) ever more expensive educational provision. As the curriculum widens, so its provision becomes more costly. The post-primary curriculum in Ireland was traditionally biased towards the liberal and literary, which is relatively inexpensive to provide, even in triplicate. As scientific and technological subjects take their place in the 'new' broader curriculum, so the necessity for larger schools, and thereby non-duplication of provision, becomes more imperative. Amalgamations are inevitable, but the management profession is unprepared and under-trained, and those who will join the profession anew will be unable to avail of any substantial body of experience.Clearly, intensive training for incumbent and new principals and middle management personnel is demanded. In addition, a mass of statistical data on the post-primary system as it exists, is required for this purpose.Many references were made in the Green paper (1992) and the National Education Convention report (1994) to the changing role of principalship and the management and administration of schools. One of the aims of the proposed legislative changes is to radically devolve administration and introduce good management practices to schools.It is widely acknowledged that good leadership is a prerequisite to effective school management. Devolved administration and greater autonomy will make good principalship even more necessary. Principalship has an instructional leadership role which differentiates the position from an industrial manager or a commercial executive. Research has shown however, that principals spend little time planning or in any kind of leadership role (despite the fact that they value these activities as the most important!) and most time in low value tasks. Clearly, the time has come to assess what principals actually do and how satisfied they are with the administration of their institutions.While the principalship is the pivotal position in any school, the middle management structures that surround the principal will largely determine how successful (s)he is. The principal should be free to utilise his/her expertise in the more important functions like instructional leadership and staff motivation.It was in this context and against this background that this research was undertaken: to investigate the management and administration of post-primary schools in Ireland.The aim of this research is fourfold:1. To gather information on the characteristics of post-primary schools in Ireland. Specifically, to amass data on the following aspects of school structure:(a) The physical and human environment;(b) The academic environment and policy;(c)A profile of principals in principalship.2. To examine the administration of post-primary schools, by function, and to research the styles of management currently prevalent. Management of schools is not coincident with industrial or commercial management and the management of post-primary schools is dissimilar to that of third level institutions. Furthermore, the management of Irish post-primary schools is unique as a result of its particular history. While all will have some degree of similarity, there is an ever increasing level of synonymy as the institutions become more equivalent. Scientific investigation provides the basis for theoretical development and this research aims to:(a) categorise Irish post-primary schools according to styles of management and develop new theoretical models of management and conflict, in the context of existing theory.(b)place existing management structures and theoretical developments in an historical context.3. To gauge (dis)satisfaction within the educational management profession; not so much self-assessment of principalship by principals, rather assessment by principals of the success or otherwise of the school as an institution.4. Generally:(a) To contribute to the body of factual and scientific data about the post-primary sector.(b)To contribute to the theory of management and conflict in schools.(c) To contribute to the debate on the management of and practices in, Irish post-primary schools.(d) To raise the awareness of principals and middle managers at a time of change. Managing change is as important as changing management and it is hoped to contribute to the constructive development of the Irish post-primary system.

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Pace, Kevin K. "Outsourcing human resource competencies| A quantitative study of their influence on operational performance." Thesis, Capella University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10113229.

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The current quantitative study used statistical analysis to determine if a significant relationship existed between outsourced human resource core and non-core competencies (predictor variables) and firm performance (criterion variable). A random sample of 153 human resource professionals were selected from the targeted population of 351 personnel. Cronbach’s alpha reliability statistics were presented for the scales. Spearman rho correlation coefficient tests were conducted to address two research questions. Spearman’s rho indicated a significant association existed between outsourced payroll and overall financial performance (r_s = .43, p < .001). This finding indicated individuals who identified payroll as a core task also rated their firm’s overall financial performance higher. Spearman’s rho indicated significance (r_s = .26, p = .003) between outsourced information systems and overall financial performance. Four hypotheses were tested that involved the outsourcing of human resource core and non-core competencies and their effect on firm performance. The four null hypotheses were partially rejected in favor of the alternative hypotheses. In addition, results of the statistical analyses indicated that a significant association existed between payroll, information systems, overall financial performance, and overall non-financial performance.

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Sauter, Paul Kenneth. "A Public Utilities Internship at the Fairfield Water Treatment Plant." Miami University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=miami1515672307065945.

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Mafi, Shirine L. "Testing the appropriateness of the gap service-management model to the human resource development function in organizations." The Ohio State University, 2000. http://rave.ohiolink.edu/etdc/view?acc_num=osu1248456037.

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Sullivan, Linda S. "Post-implementation success factors for enterprise resource planning (ERP) student administration systems in higher education institutions." Orlando, Fla. : University of Central Florida, 2009. http://purl.fcla.edu/fcla/etd/CFE0002698.

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Reed, Kevin E. "How Outsourcing Influences the Human Resource Functions in the Federal Government| An Exploratory Multiple Case Study." Thesis, Northcentral University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10974137.

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Outsourcing provides organizations the opportunity for cost-saving and increased opportunities to build a competitive advantage, while better utilizing limited resources and focusing efforts on their strategic goals. There was a risk associated with deciding to outsource human resources (HR) functions in the federal government, which can influence management’s ability to make informed decisions and affect an organization’s effectiveness. Social groups inside an organization can influence knowledge, innovation, and productivity. Research has shown nothing emerges from a social group except individual behavior, and individual behavior can influence the organization’s growth in a marketplace. The purpose of this qualitative multiple case study was to explore the perceived risk to the federal government associated with deciding to outsource HR functions. This research was conducted using a qualitative method with a multiple case study design. Data collection and analysis focused on those federal agencies in the Washington, DC geographical area having at least 2,000 employees and outsourcing at least 40% of their HR functions (e.g., compensation and benefits, employee relations, and compliance) and support services (e.g., payroll, recruitment, and benefit administration). Once these organizations were identified, a review of historical documents related to outsourced functions covering a period of at least five-years will be performed using at a selected federal agency. Additionally, an observational research approach using naturalistic observation as teams of HR practitioners within the targeted agency was done as the practitioners performed duties within their everyday environment (e.g., approximately 3-5 teams with approximately 25 personnel as target sample size). Finally, one-on-one semi-structured interviews with purposefully selected HR staff and management (e.g., approximately 10-12 participants from the target agencies) was conducted. These interviews drew a deeper understanding of the shared experiences of the participants and the perceived influence outsourcing HR functions has on knowledge retention needed to be retained in the federal government. Knowledge gained from this study could add value to the body of knowledge for future HR professionals and management to make informed outsourcing decisions in the federal government. The findings of this research added value to the body of knowledge for future HR professionals to influence outsourcing decisions in the federal government. Additionally, this study may inspire future researchers’ study of the desired competencies of HR practitioners in the federal government.

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

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Businesses are faced with many challenges in the global economy which require frequent changes to their organizational structure and business processes. One of the roles of the human resources (HR) department in any business is to act as the strategic partner for management in disseminating changes to the broader employee base. The HR professional who is faced with communicating and implementing these changes may encounter stressful situations as they are executing these new change processes. When stress is not treated it can lead to burnout. The purpose of this quantitative study was to investigate if there was a relationship between frequency of change in organizations and burnout among HR professionals. The study also sought to explore the relationship between burnout and gender as well as the relationship between and burnout and position within the organization. The sample included 147 HR professionals who completed the Maslach Burnout Inventory (MBI), which measured burnout and the Frequency of Change Scale (FoCS) which measured change. The results indicated that the frequency of change in an organization does not have a significant effect on burnout among HR professionals. No relationships were found between burnout and gender or burnout and position. Additional research is needed in this area and recommendations are suggested.

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Campbell, James K. "Bridge leadership in school resource management: school business administrator perspectives." Diss., Wichita State University, 2011. http://hdl.handle.net/10057/3925.

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Understanding technical skills of financial resource management is clearly one of the most important aspects of the school business administrator‟s job. Less clear is their understanding of the collaborative role played in addressing issues of equity and low achievement of marginalized students, and how decisions made about use of resources advances social justice and equity or perpetuates oppression within the school setting. This study examines the perceptions of school business administrators about how they can work most effectively with school leadership teams to leverage district funds to best support student achievement and equitable educational practices, while minimizing the detrimental effects of nationwide budget cuts. Emergent research is necessary to connect the position of the school business administrator to resource management practices supporting equal opportunity for all learners, advance issues of social injustice and inequities within school systems, and establish the school business administrator‟s knowledge of resource allocation in the context of social justice and equity. The theoretical framework for this qualitative study merges social critical theory, leadership for social justice theory, and the construct of bridge leadership to elevate the leadership role a school business administrator can play in contributing to the overall effectiveness of education and instruction. The researcher interviewed 14 school business administrators across the U.S. and used the constant comparative method to analyze data. Implications from the research include the need to better connect leadership to required school business official technical skills and improve SBO training and professional development
Thesis (Ed.D.)--Wichita State University, College of Education, Dept. of Educational Leadership

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Fionov, Boris, and Vusal Mustafayev. "Human Resource Management Practices Contributing to Competency Enhancement of Project Managers and Team Members in Project-Based Organizations:The Case of IT Industry in France." Thesis, Umeå universitet, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-146347.

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In the contemporary business world firms are being transformed into project-based organisations when majority of functions are performed through projects while administrative support is provided by permanent organisational structures. Moreover, variety of industries develop characteristics of Project-Based organizations which implies that HR practices need to be adjusted to help project employees to acquire necessary skills to adapt technology and help company embrace changes in business environment. Therefore, the current research through empirical investigation seeks to explore up-to date understanding of required competences for project members in IT industry in France. Further, it aims to explore how and what HR practices contribute to development of project team members’ competences. The research employs multiple case study of four companies operating in France and IT industry is chosen as it best represents the project-based organisations. Data is collected through six semi-structured interviews and qualitatively analysed by two authors of the current research. Findings of the current research provide an understanding of which and how HR practices are used in IT industry in France to enhance project team members’ competences. Empirical data analysis allowed to identify key HR practices employed in project-based IT companies to support competence development of project team members which are knowledge-sharing, training, induction, lesson-learned and internal rotation. Besides, social media and dedicated website were identified as major knowledge-support tools in IT industry in France. Findings bring new insights to the relationship between HR practices and competence development in IT industry and highlights some discrepancies between literature and reality. Finally, they help to bridge the gap in the existing literature and to formulate some recommendations to the practitioners.

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Etukudo, Rosaline Uduak. "Strategies for Using Analytics to Improve Human Resource Management." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6557.

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The use of analytics in human resource (HR) management has proven successful in improving company performance by reducing workforce costs, improving the quality of recruitment, improving talent management and employee engagement, and generally improving productivity. The purpose of this qualitative, multiple-case study was to explore how HR managers use analytics to improve company performance using the contextually based human resource theory as the conceptual framework. The target population comprised a purposeful sample of 5 HR managers in Washington DC; the United States; and Lagos, Nigeria, who had experience using analytics for HR management. Data were collected through semistructured interviews using face-to-face, telephone, and Internet communications and a review of company documents and websites. Data analysis included content and thematic analysis. Four themes emerged from data analysis: the need for HR analytics to align with organizational strategy, the need for understanding HR metrics and how insights derived from HR analytics improve company performance, influencers of HR analytics adoption, and the barriers to HR analytics adoption. The findings and recommendations of this study can assist HR managers in implementing HR analytics successfully. The implications for positive social change include the potential for increased employee satisfaction, improved productivity, and enhanced prosperity in local communities, leading to positive socioeconomic indicators.

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

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Perrin, Randolph D. "Evaluation of Information Resource Management: Measuring Change in a Federal Bureaucracy." PDXScholar, 1993. https://pdxscholar.library.pdx.edu/open_access_etds/4678.

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This is a case study of a federal bureaucracy and its Information Resource Management (IRM) organization. The Bonneville Power Administration (BPA), a federal power marketing agency and part of the Department of Energy, significantly impacts the western United States. BPA is responsible for developing electric power resources, transmission of electric resources. power conservation programs, and fish and wildlife programs. The focus of the study is the perception of the quality of information supplied to management, assuming that better information makes better decisions. The study uses a pre-experimental research design to evaluate the satisfaction executive and middle management with information they use to make decisions. The study uses both questionnaire and interview methodologies to examine management opinions before the establishment of IRM and two years after the establishment of IRM. Literature on bureaucracy indicates that decision making has limits and processes. Channels of communication, both formal and subformal are used by decision makers to gather information to fill information gaps. The gaps exist because formal channels of information do not supply sufficient information. Consequently, decision makers constantly search for information. There is a great deal of literature addressing IRM and other similar organizations. The technical and operational sides of information management are occasionally conflicting but, adequately addressed. Information assessment and evaluation are approached inadequately.

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Olhausen-Kaylor, Janalee. "Perceptions of Elementary School Parents, Principals, and School Resource Officers regarding Visitor Management Systems and School Safety." Thesis, Lindenwood University, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13814451.

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Currently, three out of 10 parents fear for their students? safety while attending classes within the public school setting (McCarthy, 2015). This study focused on two elements that directly affect safety within schools: visitor management and intruder prevention. To analyze each of these two elements, qualitative methodology was utilized through four focus groups to determine the perceptions of Elementary school administrators, parents, and school resource officers on school safety. After conducting multiple interviews, four common themes emerged. The first theme was monitoring access to school buildings. Participants asserted taking an active approach in this area would increase the overall safety of students. The second theme discussed by multiple participants was to take additional measures to make the entrances of school buildings secure. The third theme that emerged was the importance of the role of the school resource officer. The fourth and final theme that developed was the importance of training and communication for administrators, school resource officers, staff, students, parents, and community members. After facilitating focus groups and analyzing the data obtained, it became evident the measure of a safe school depends on two variables. These variables are (1) to create a safe building for students managed by procedures designed with student safety at the forefront and (2) to employ trained individuals with the purpose of generating a positive and secure atmosphere. The data collected in this study could prove useful to district administrators wishing to design a safe and secure learning environment for students.

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Johnsson, Björn, and Valentina Ericson. "Bachelor thesis in Business Administration : A qualitative investigation of recruitment freezes; How can they be managed and what are the consequences when they are implemented? ." Thesis, Mälardalens högskola, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-6480.

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Folcarelli, Elizabeth A. "The effects of resource dependence, institutional pressure, and strategic choice on financial performance of nonprofit community behavioral healthcare organizations." Thesis, Capella University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3670189.

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The research investigated factors that affect the sustainability of nonprofit community behavioral healthcare organizations (CBHOs) with annual revenues > $10 million. The theoretical framework encompassed resource dependence, institutional, strategic choice, and organizational effectiveness theories and used a systems model to delimit variables of interest. Using survey methodology, the quantitative study examined relationships between variables of resource dependence, institutional pressure, strategic choice, and financial performance (effectiveness) across a population of 508 CBHOs within the United States. To accomplish this, measures previously introduced by Bielefeld (1992a, 1992b) and Tuckman and Chang (1991) were adapted to align with the influencing environment of CBHOs. The following correlations were statistically significant: resource dependence and a revenue-seeking strategy; institutional pressure and a revenue-seeking strategy; institutional pressure and a legitimation strategy; resource dependence and financial performance; and a revenue-seeking strategy and financial performance. The study examined the extent to which variables of resource dependence, institutional pressure, and strategic choice explained variation in financial performance. The equity financial model was significant (R² = .13, F (5, 89) = 2.6, p < .05). The revenue concentration financial model was also significant ( R² = .13, F (4, 90) = 3.16, p < .05). The administrative expense financial model was not significant. Findings revealed the close linkage between the resource and institutional environment and a high level of dependence of the sector on government funding. Revenue-seeking strategy was significant in two of three financial models. The research holds promise for replication in other homogenous nonprofit sectors.

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Islam, Carolyn A. "Non-Governmental Organization Vulnerabilities: Donors and Resource Dependence." Scholarship @ Claremont, 2016. http://scholarship.claremont.edu/cmc_theses/1429.

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The main objective of my thesis paper is to determine which organizations from a wide range of NGOs, including their donor relationships, are susceptible to funding manipulation and why. Through review of a focused selection of literature and case studies, I seek to identify a pattern of characteristics or variables among the weaker organizations which increases vulnerability to such practices. I will review the organizations' size, market competition, funding strategies, and supply-led contracts. I intend to conclude with the various ways in which NGO's can protect against funding manipulation.

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Gorman, C. Allen, John P. Meraic, Slyvia G. Roch, Joshua L. Ray, and Jason S. Gamble. "An Exploratory Study of Current Performance Management Practices: Human Resource Executives’ Perspectives." Digital Commons @ East Tennessee State University, 2017. https://dc.etsu.edu/etsu-works/537.

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A survey of performance management (PM) practices in 101 U.S. organizations explored whether their PM systems, as perceived by human resources (HR) executives, reflect the best practices advocated by researchers to provide a benchmark of current PM practices. Results suggest that many of the PM practices recommended in the research literature are employed across the organizations surveyed, but several gaps between research and practice remain. Results also indicated that the majority of PM systems are viewed by HR executives as effective and fair. Implications for the science and practice of PM are discussed.

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Hoppas, Costas A. "Strategic human resource management and oganisational performance : a study of the university administrators in Cyprus." Thesis, University of Wolverhampton, 2013. http://hdl.handle.net/2436/322367.

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Nowadays, organisations are seeking to understand how one of the last truly competitive resources, their human resources, can be managed for competitive advantage (Allen and Wright, 2006). As Wright and McMahan (2011) state, today an organisation’s human resources have become more important than ever to their success. Consequently, a better understanding is needed of the role of HRM in creating better organisational performance. Although, human resource management practices have continued to be the focus of strategic HRM research (Combs et al., 2006), human capital has received little attention (Takeuchi et al., 2007), and human resource behaviours have received even less (Sun et al., 2007). This study theoretically develops and empirically tests a conceptual model that describes how the system of HRM practices is likely to have an impact on organisational performance. Drawing on the Resource Based View, the Behavioural Perspective and the Social Exchange Theory, the study provides a conceptual framework consisting of five constructs through which the underlying mechanisms linking the system of HRM practices and organisational performance are examined. It is proposed that HRM systems improve organisational performance by strengthening human capital and employee attitudes and behaviours (employee commitment). Primary data was collected from public and private universities in the Republic of Cyprus. The empirical analysis investigates the interrelationships between multiple independent and dependent variables that exist in the relationship between the perceived system of HRM practices and organisational performance. The study also intends to test the Resource Based View (RBV) and Social Exchange Theory at the higher education sector, by examining the level of human capital and employee commitment as mediating mechanisms through which a system of HRM practices affects university performance. To analyse the data and test the proposed hypotheses, Multivariate Analysis of Variance (MANOVA) and Structural Equation Modelling (SEM) were employed. Goodness-of-fit measures were utilised to assess the structural fit of the overall model. As the aim of the study was to test and investigate the structural model that explains the relationship between the five constructs, standardised path coefficients and the significance of the hypothesised relationships were utilised to test the postulated hypotheses in a causal diagrammatic form. The results of the analyses revealed that the perceived system of HRM practices has significant positive effects on both, the level of human capital and employee commitment. In addition, the analysis indicated that the level of human capital has significant positive effects on employee performance, while at the same time employee commitment has also significant positive effect on employee performance. Moreover, the impact of employee performance on organisational performance was found to be positive and statistically significant. The analysis also revealed that the perceived system of HRM practices has a significant positive and direct impact on organisational performance. Finally, the relationship between employee commitment and organisational performance is significant and direct. Interestingly, the model indicates no significant direct impact between the level of human capital and organisational performance. The current research can be considered as pioneering in the area of strategic HRM in higher education, since it demonstrates that the simultaneous use of the Resource Based View and the Social Exchange Theory can provide empirical evidence for examining the mediating role of organisational resources (the level of human capital) and employee attitude and behaviour (employee commitment) as well as employee performance at university-level education. In addition, the results of this thesis contribute to the existing body of research and knowledge and provide recommendations regarding the role of the perceived system of HRM practices as an organisational mechanism that may help universities to configure valuable bundles of committed administrative employees who are equipped with high level of knowledge, skills and abilities (KSA’s).

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Dixon, Marlene A. "The Relationship between Human Resource Management and Organizational Effectiveness in Non-Profit Sport Organizations: A Multi-Level Approach." The Ohio State University, 2002. http://rave.ohiolink.edu/etdc/view?acc_num=osu1392114612.

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Flores, Daniel Francisco. "Effect of Leadership Development Programs in the Workplace: Strategies for Human Resource Managers." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4441.

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Business leaders face the challenge of developing their employees to assume leadership positions within their organizations. However, business leaders devote less than 10% of their time to developing employee leadership capabilities through leadership development programs, resulting in poor leadership development programs designed to prepare employees to assume leadership positions. Using transformational leadership theory, the purpose of this multicase study was to explore strategies that human resource managers use to improve their employee leadership development programs. Participants were purposefully selected for their experience improving employee leadership development programs in organizations in Silicon Valley. Data were collected via semistructured interviews over Skype with 3 human resource managers and a review of organizational documents related to the improvement of leadership development programs. Data were analyzed using methodological triangulation through inductive coding of phrases and words. Three themes emerged from this study: CEO involvement was paramount for leadership development program success; fostering a learning organizational culture promotes innovation, engagement, and trust; and training is most successful when completed as a series. The implications for positive social change include the development of local and global leaders empowered to address larger problems, including homelessness, disease, lack of cultural acceptance, and environmental sustainability.

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

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Syftet med denna uppsats är att undersöka vad HRM arbetar med inom den social och miljömässig hållbarheten i organisationer samt vilka utmaningar som finns inom hållbarhetsområdet. Uppsatsen vill även undersöka om det finns konkurrensfördelar som HRM kan generera. Det empiriska materialet har samlats in genom tre stycken fysiska semistrukturerade intervjuer och två telefonintervjuer från två olika organisationer. De fem intervjuerna följde samma intervjuschema. Genom uppsatsen har det visat sig att HRM i större utsträckning arbetar med den social hållbarhet i jämförelse med den miljömässiga hållbarheten. Detta i relation till HRMs kompetenser, kunskaper samt humana resurser. I och med HRMs kompetenser inom den sociala hållbarheten kan de skapa konkurrensfördelar gentemot andra organisationer då de anses värdefulla och sällsynta. De slutsatser som identifierats är att HRM i dagsläget bör arbeta med den sociala hållbarheten och hållbart ledarskap. I framtiden kommer det krävas mer kompetenser och kunskaper för HRM för att kunna arbeta med den miljömässiga hållbarheten, vilket kan ses som en utmaning. En ytterligare utmaning inom HRM är tillgången till fler humana resurser. Fler humana skulle kunna öka möjligheterna för ett ännu bättre arbete med både den sociala hållbarheten samt hållbart ledarskap, men skulle även öppna upp möjligheterna för ett miljömässigt hållbarhetsarbete.
The purpose of this essay is to examine what HRM is working with within the social and the environmental sustainability in organizations and also which challenges there are within corporate sustainability. The essay also wants to examine if there are any competitive advantages that HRM can generate. The empirical materials have been gathered through three physical semi-structured interviews and two telephone interviews from two different organizations. The five interviews were conducted with the same questions. It has been found that HRM in greater occurrences works with the social sustainability in comparison to the environmental sustainability. This in relation to HRMs competencies, knowledge and human resources. As a result of HRMs competencies within social responsibility, they can create competitive advantages against other organizations as they are considered valuable and rare. The conclusions that are identified are that HRM should work with social responsibility and sustainable leadership. In the future, more competencies and knowledge will be required for HRM to be able to work with environmental sustainability, which can be a challenge. A further challenge within HRM may be the availability of human resources. More people working with HRM could increase opportunities for even better work with social sustainability and sustainable leadership and would also open up opportunities for work with environmental sustainability.

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Ferm, Linda, and Malin Jakobsson. "How the Competencies of a Project Manager are Valued : A Case Study of a Swedish Energy Company." Thesis, Linköpings universitet, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-151389.

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The purpose of this study is to examine howthe intellectual, social/emotional and managerial competencies of a project managers are valued by the line manager and project manager to provide a framework for categorizing the competencies which can be used for HR purposes. Previous research has developed a framework of 15 competencies connected to intellectual, emotional and managerial intelligence. Studies have linked the competencies of a project manager to project success. Research emphasizes the need of integrating and involving the project manager to have an active role in competence management. However, the competence management of the project manager is not as widely discussed. With this background, it is therefore interesting to study how the employees involved ina project value the competencies of a project manager and to further discuss the HRM practices for a project manager. Six interviews were held with one line manager and five project managers working at a Swedish energy company. Inline with previous research, this study found that the 15 competencies of a project manager are valued important by the line manager and the project managers. Based on the empirical findings the 15 competencies were categorized into four categories; perceptive competencies, strategic competencies, interpersonal competencies and elemental competencies. Furthermore, the empirical data show a difference in what competencies the line manager hopes for the project manager to have, and what competencies the project managers hope to achieve. Both the theoretical and the practical contribution are a framework based on the categorization of the 15 competencies of a project manager. The suggested use of the framework is as part of competency -based human resource management, and more specifically as part of performance management. Further, the study presents a behavior-anchored rating scale for evaluating of the 15 competencies of a project manager.

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Gheliji, Elham. "Human Resource Management Strategies in Hospitality Industry : Employees’ competence, attitude, behavior and organizational operation (management perspective)." Thesis, Högskolan Dalarna, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:du-29713.

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The current study demonstrates human resource strategies in hospitality industry (Hotel segment) and its impact on employee competencies and skills. The human resource management enhances employee performance and their credibility to maximize overall firm goals in hotel segment. Employees with level of attitude and behavior provide best services and performances. In this regard, service managers need to support and improve their employees’ skills and competencies related to the organization structure and strategy. Therefore, it is necessary for organization to have strong human resource management strategies to optimize the employees’ competencies and performance which drives higher organizational productivity. The research question of this thesis is how managers perceive that human resource management strategies influence on employees’ skill and competence in the hotel segment of Gothenburg? The data collection indicates that different human resource strategies executed to sustain employee roles and responsibilities. Various human resource strategies should implement to achieve valuable outcomes contributing to employees’ satisfaction and organization performance. Training practices, recruitment and selection, compensation and incentive practices, performance management and job design are essential human resource strategies which are identified in this research study. The thesis applies qualitative approach. Empirical data are collected through structured interviews. Moreover, the interactive model is used to analyze the collected empirical data.

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Clemmons, Susan Yvonne. "The impact of information technology on organizations : a study of enterprise resource planning system influences on job design and organizational culture." FIU Digital Commons, 2005. http://digitalcommons.fiu.edu/etd/2385.

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The primary purpose of this research is to study the linkage between perceived job design characteristics and information system environment characteristics before and after the replacement of a legacy information system with a new type of information system (referred to as an Enterprise Resource Planning or ERP system). A public state University implementing an academic version of an ERP system was selected for the study. Three survey instruments were used to examine the perception of the information system, the job characteristics, and the organizational culture before and after the system implementation. The research participants included two large departments resulting in a sample of 130 workers. Research questions were analyzed using multivariate procedures including factor analysis, path analysis, stepwise regression, and matched pair analysis. Results indicated that the ERP system has introduced new elements into the working environment that has changed the perception of how the job design characteristics and organization culture dimensions are viewed by the workers. The understanding of how the perceived system characteristics align with an individual's perceived job design characteristics is supported by each of the system characteristics significantly correlated in the proposed direction. The stronger support of this relationship becomes visible in the causal flow of the effects seen in the path diagram and in the step-wise regression. The perceived job design characteristics aligning with dimensions of organizational culture are not as strong as the literature suggests. Although there are significant correlations between the job and culture variables, only one relationship can be seen in the causal flow. This research has demonstrated that system characteristics of ERP do contribute to the perception of change in an organization and do support organizational culture behaviors and job characteristics.

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Owusu-Nyamekye, Dwobeng. "Determinants of Foreign Direct Investment| Natural Resources a Driven Factor| The Case of Ghana, Nigeria, and Togo." Thesis, Keiser University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10841615.

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The disappointing economic performance of Nigerian, Ghanaian, and the Togolese economies, coupled with the globalization of activities in the world economy, have forced them to look outward for development strategies. Many studies have been attempted to estimate the impact of natural resources on foreign direct investment (FDI) inflows around the world, but very few have been focused on Ghana, Nigeria and Togo. This study departed from previous studies and employed a gravity-type framework to explicitly explore the question of whether natural resource endowments was a more relevant factor that explained the FDI’s attraction to the countries under study. The study also included other FDI determinants. Accordingly, this study served to investigate whether natural resources attracted FDI inflows in Ghana, Nigeria, and Togo. Using time series data from 1980–2015, the study was conducted to answer two research questions. Two models were established utilizing the pooled ordinary least square method to estimate the coefficients of the models. Preliminary results were obtained using both the random effect and fixed effect models. The results of the study yielded by both techniques registered natural resources to be significant as a driven factor for FDI inflows to the countries under review. Other factors such as GDP per capita, trade openness, political stability, and economic liberalization were also found to be significant in FDI determination.

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Maxwell, Sabrina Michele. "An Exploration of Human Resource Personnel and Toxic Leadership." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/548.

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An Exploration of Human Resource Personnel and Toxic Leadership by Sabrina Michele Maxwell MA, Pepperdine University, 2006 MA, BIOLA University, 2003 BS, BIOLA University, 2001 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Management Walden University May 2015 ' Toxic leaders are destructive of morale, productivity, and organizational effectiveness. Literature has reported the perspectives of followers, and sometimes how organizations address those toxic behaviors, but research has not examined the perspectives of human resource (HR) managers who must detect the existence of toxic behaviors and handle with the consequences of them. To address that gap, the purpose of this study was to determine how HR managers handle the destructive effects of toxic leaders. Schmidt's definition of toxic leadership guided this phenomenological study about the lived experiences of HR managers involving the presence of a toxic leader. The goal of this study was to discover the processes used by HR personnel to identify and manage the conflict created by the behavior of the toxic leader. With this knowledge HR may be more effective and toxicity may be managed at an earlier stage. Face-to-face interviews were conducted with 9 HR managers who reported some experience with a toxic leader and who belonged to the Professionals in Human Resource Association. The results identified a process commonly used by HR for managing conflicts created by a toxic leader, and revealed a negative impact of managing the conflict on the HR managers themselves. Positive social change may occur within organizations by applying the process outlined in this study for identifying and reducing the negative effects of toxic leaders before significant damage to people and organizations can occur.

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Plaskoff, Joshua Adam. "Learn or die covenantal communities as a new approach to human resource development /." [Bloomington, Ind.] : Indiana University, 2008. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3331281.

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Thesis (Ph.D.)--Indiana University, Dept. of Instructional Systems Technology, 2008.
Title from PDF t.p. (viewed on Jul 24, 2009). Source: Dissertation Abstracts International, Volume: 69-11, Section: A, page: 4302. Adviser: Thomas Schwen.

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Zainal, Abdul Samad John Robert. "Telekom Malaysia : privatisation and strategic management." Thesis, University of Hull, 1996. http://hydra.hull.ac.uk/resources/hull:3947.

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This thesis is concerned with an evaluation of decisions and practices of the government of Malaysia and top management of Telekom Malaysia (TM) in the preparation for and after privatisation of the entity.The thesis shows that in reality the Malaysian government has pursued policies contrary to its stated privatisation goals by denying independent decision making in TM and hence the evolution of strategic management practices in the privatised entity. Instead of an independent decision-making body, the top management of TM are little more than acquiescent political and civil service appointees, who are obliged to accept passively directives from the government which clearly will affect the ability to achieve the stated corporate goals of Telecommunications Vision 2005 - to put in place a first class network and organisation which is capable of providing services on a par with those existing in the advanced countries by the year 2005.On the basis of this study, the researcher has arrived at several propositions. The most important contribution of the thesis is that it presents to both the government and top management of TM, recommendations to adopt an appropriate strategic management and long-term approach to achieve the stated goals based on long-term growth, efficiency and higher bumiputra equity, that supports the realisation of TM's ambitious goal of Telecommunications Vision 2005.

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MUGERWA, EDWARD. "HRM to E-HRM : Change in Human Resource Management; effect to social sustainability." Thesis, Umeå universitet, Företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-174681.

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Problem:Many businesses today, based on the stakeholder’s theory, suggest thatsustainability can only be achieved through the fulfillment of the stakeholder’s in-terests. These interests are centered around adding value to the stakeholders forexample; shareholders in terms of increased dividends. The value in form of profitmaximization, which suppresses the need for other pillars of sustainability to prevail.In this thesis, an argument is presented that a balance should be achieved in all threepillars of. The economic, social and environmental sustainability. It further arguesthat the shift fromH.R.Mtoe−H.R.Mis crucial for innovations and inventions,focused on the development of such technologies, that bolster social sustainability.However, any change may have to put into consideration the company or organiza-tion’s size, this is because somee−H.R.Mtools might not be efficient and effectivefor small-size companies as defined in the report. Purpose:The purpose of this study is to add insight to the concept ofe−H.R.M, and further explore to which extent ise−H.R.Ma driver towards social sus-tainability, reflecting onthe downside of the change which such sustainability mightcreate. Method:Data collection was through interviews. Three managers, two C.E.Os anda former employee from three companies were involved. The interviews were con-ducted via telephone that lasted between30to40minutes. However, a face-to-facefollow up interview was conducted for one of the participants. All interviews wererecorded with the consent of the participants and later transcribed and analysed. Results:The interviewees agreed thate−H.R.Mtools and strategies helped tocreate harmony at work and simplified communication, training and aided the per-formance and appraisal process of employees, which is used during the incentivesprocess, a form of motivation in the organisation. Conclusion:The conclusion from this study is that,e−H.R.Mis a good changefromH.R.Mand that it plays a big role in organizational social sustainability. Abalance should, however, be gained to also put into consideration other pillars. Thestudy contradicts the stakeholders’ theory that only focuses on the economic part ofsustainability through profit maximization, favorable for functional markets alone.

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Fox, Hanna, Ellinor Axelsson, and Tilma Lundkvist. "Are Companies Prepared for Water Scarcity? : A Study on Strategic Water Resource Management in Water-Dependent Companies." Thesis, Internationella Handelshögskolan, Jönköping University, IHH, Företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-49091.

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Purpose: The aim of this research is firstly to find out whether or not companies have strategies to address future scenarios of water scarcity. It is of importance to find out what they are doing to mitigate the issues they already have or will encounter in the future. Secondly, motivational drivers who have affected their decision-making are discussed in order to fully understand the process of working with water scarcity. Method: The qualitative research paper is based on five in-depth interviews with open-ended questions. The interviewee was able to explain the processes and strategic decision-making of the company. Follow-up questions were sent via email to complement these. Findings: The study declares that the majority of the companies had vague strategies to minimize water consumption and mitigate the issues they would encounter in a situation of water scarcity. They were more like visions or intentions. The motivational drivers and pressures companies have encountered and which have initiated the process and developing strategies were primarily the four following: (1) economic, (2) environmental, (3) social, and (4) impact from authorities.

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Lönnberg, Erik, and Beverly Law. "Väst möter öst : Ett MNC:s överföring av human resource management från Sverige till Kina." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-414580.

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Denna studie undersöker hur ett svenskt medelstort multinationellt företag (MNC) överför och anpassar sina HRM-aktiviteter till sitt dotterbolag i Kina. De HRM-aktiviteter studien undersöker är: rekrytering och urval, utbildning och utveckling samt prestation och belöning. Intressant att undersöka är sambandet mellan ett utvecklat land som Sverige med ett utvecklingsland och en tillväxtmarknad som Kina då fler MNC:s väljer att etablera sig på just dessa marknader. För att analysera överföringen av HRM-aktiviteter i denna kontext används Den gyllene triangeln för MNC:s där tre olika strategier presenteras: standardisering mot huvudkontoret (HQ), standardisering mot det globala “bästa” samt lokalisering. Resultatet indikerar att företaget gör lokala anpassningar av sina HRM-aktiviteter hos det kinesiska dotterbolaget för att klara av lokala förhållanden, framförallt gällande rekrytering och urval. Studien har även funnit en grad av standardisering mot HQ inom de övriga HRM-aktiviteterna vilket indikerar att en hybridstrategi används av företaget.

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Joish, Vijay. "Development of the Diabetes Resource Consumption Index and profiling quality of diabetes care in the Veterans Health Administration." Diss., The University of Arizona, 2003. http://hdl.handle.net/10150/280360.

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The purpose of this study was to develop and validate a risk-adjustment index for one year healthcare resource use specific to diabetic patients, based on severity of illness measures; and to profile quality of diabetes care between outpatient clinics. The data for this study was collected from four outpatient clinics within the Southern Arizona Veterans Affairs Healthcare System, Tucson, AZ. The DRCI was developed using a sample size of 367 diabetic subjects that had complete information on diabetes-specific variables. Individual DRCI weights, based on the magnitude of one year healthcare resource use and socio-demographic characteristics, ranged from -471.5 to 3,081.2 for total healthcare costs, from -304.3 to 1,582.1 for outpatient costs, and -0.19 to 0.93 for risk of hospitalization. The DRCI was better than or equivalent to the Chronic Disease Score in predicting health care costs. Diabetics in the second cohort were predominantly elderly (mean = 66yrs ± 11.1), married (61%), white (73%), males (96%), had a high BMI (31 ± 6.3 kg/m²), and mean comorbidity score of 4.2 ± 1.8 conditions. Screening for HbA1c and microalbuminuria was frequently performed in all clinics. Overall, 61% and 36% of study patients did not have evidence of foot or eye examinations during the entire study period, respectively. Approximately, 27% (n = 408), 41% (n = 643), and 26% (n = 515) of the study patients had poor glycemic, renal function, and lipid control, respectively. Significant differences (p < .05) in HbA1c and creatinine clearance rates between the clinics were observed after adjusting for patient case-mix. However, differences between the clinics in cardiovascular outcome were not observed after adjusting for patient case-mix. This study demonstrated an association between diabetes severity with healthcare resource and costs. The DRCI, using laboratory data, is a diabetes-specific severity measure for prediction of one year healthcare resource use. Future studies are needed to validate this index in other settings. Finally, the results from this study emphasize the need to adjust for case-mix variable when comparing quality of diabetic care outcomes between outpatient clinics.

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Goldston, Justin. "Critical Success Factors in Enterprise Resource Planning Implementation in U.S. Manufacturing." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6567.

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Organizational leaders have increasingly turned to enterprise resource planning (ERP) applications, also known as decision-support systems, to make their firms' operational, tactical, and strategic processes more efficient and effective in the changing global marketplace. High failure rates in ERP systems implementations make these projects risky, however. Most prior research on critical success factors for conventional ERP implementation has been on large enterprises, resulting in a gap in knowledge on these factors in the small and medium enterprises that constitute the majority of U.S. employer firms. A qualitative modified Delphi study with an expert panel of U.S. manufacturing consultants and 3 iterative rounds of data collection and analysis revealed consensus on 8 critical success factors in ERP implementations, with the highest agreement on top management support and commitment, enterprise resource planning fit with the organization, quality management, and a small internal team of the best employees. In addition to furthering knowledge in the fields of leadership and enterprise applications, the study expands enterprise resource planning experts' and scholars' understanding of strategies to improve project success and the triple bottom line for any size enterprise in the manufacturing industry. Practitioners in the ERP industry can also apply approaches outlined during ERP implementations to mitigate risk during these engagements. Implications for positive social change include additional job opportunities and higher wages through increased efficiencies in ERP applications.

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Arthur, Elizabeth A. "Successful Enterprise Resource Planning System Implementation: A Higher Education Managerial Perspective." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3016.

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The overall success rate of implementing enterprise resource planning systems is about 30%. Guided by systems theory, the purpose of this qualitative single case study was to explore the strategies used to ensure a successful implementation by information technology managers working in higher education settings. The data were derived from semistructured interviews of 6 managers and documentation from a higher education institution in the northeastern United States that successfully implemented an ERP system. Data analysis consisted of reviewing interview transcripts, from which themes and patterns were identified and coded. Three recurring factors arose throughout the analysis involved commitment, communication, and change management. The main themes included pre-implementation strategy activities, implementation strategies, post-implementation strategy activities, and continuous improvement. Managers engaged in enterprise resource planning systems implementations should frame the strategic approach with a strong commitment, effective communication, and a comprehensive change management plan throughout the process. The implications for positive social change include the potential to improve the institution's business processes, cultivate a more knowledgeable workforce, increase student academic experience, and improve the institution's performance overall.

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Dobrovolný, Michael. "ANALÝZA PERSONÁLNÍHO MANAGEMENTU VE VZDĚLÁVACÍCH ZAŘÍZENÍCH." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-193359.

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Thesis is focused on personal management in public administration with accent on educational facilities. The base for quality as well as effective function of those facilities (schools) is created by human resources. Analysis and evaluation of personal management at selected schools located in the area of Chrudim district, incl. assessment of requirements for improvement of state-of-art situation, are the aim of the thesis. The positions of an officer and of an educational facility employee are compared. Individual activities of personal management are also engaged next to it. The thesis is based on professional literature as well as on the Act No. 561/2004 Coll. on pre-school, basic, secondary, tertiary professional and other education. Practical part of the thesis is based on materials provided by schools. Evaluation of this problem and proposal of recommendations are based on these materials.

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Barrett, Jason Roy. "Examining the effect of government structure and size on the performance of Mississippi community water systems." Thesis, Mississippi State University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3700108.

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Mississippi has an abundant supply of underground aquifers which are utilized by community water systems as their source of drinking water. As the demand for water increases through the increasing population and the influx of industries, there is a need to manage the consumption and distribution of this valuable resource. Since its inception, the Mississippi drinking water industry has spawned new regulations, new management options, and creative ideas to promote a safer more efficient community water system.

The Mississippi State Department of Health-Bureau of Public Water Supply's Capacity Development Assessment is a comprehensive survey completed annually for every community water system in Mississippi. The Capacity Development Assessment will be used to gauge the quality of performance of the specified community water systems based exclusively on size classification, exclusively on government structure classification, and government structure by size classification.

Over the past 15 years, Mississippi has seen several centralization efforts occur, where a municipality, utility district, and/or a rural water association merges with one or multiple adjoining or close proximity community water systems. This results in one of the three main legal structures of government over community water systems increasing in size in an effort to heighten performance. This research has analyzed the size (population) and government structures of Mississippi community water systems and has determined that economies of scale do exist. Government structure alone does not have an effect on the performance of community water systems but size alone does have an effect on the performance of community water systems. Municipalities and rural water associations reach optimal performance at the medium size classification and utility districts reach optimal performance at the small size classification.

Regardless of the driving force, it is valuable to see that all of the Mississippi consolidating government structures are able to achieve optimal performance. Future state and/or federal legislatures, county governments, city governments, public water supply associations, and business economic drivers can benefit by knowing which structure(s) of community water system governance is the most productive and efficient when the time comes to explore the option of persuasion or mandates to increase viability or heighten performance.

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Stains, Dianne Marie. "Spiritual Well-being, Job Meaningfulness, and Engagement for Human Resource Managers." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6128.

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Employee engagement is a significant problem for leaders in most organizations today. Though many reasons are given for the growing number of disengaged employees, little is understood about what role spirituality in the workplace may play into employee engagement. Humanocracy theory guided the study on three aspects of workplace spirituality, employee engagement, and meaningfulness of work. An online survey combining elements of a Spiritual Well-being Scale, the Work and Meaning Inventory, and the Utrecht Work Engagement Scale was administered to 325 human resource managers. Linear multiple regression results showed a strong negative correlation between spiritual well-being and job engagement, and no significant correlation between spiritual well-being and workplace meaningfulness, which contradicted findings in the literature. Results indicated the need for future research and to further refine a working definition of spirituality as it applies to the workplace and to identify or redefine traditional variables to better assess engagement and meaningfulness within a new workplace landscape. The findings may also be indicative of how the landscape of traditional workplace culture is shifting with the values and motivations of a workforce of newer generations. The findings of this study make apparent the urgency to rethink the definition of spirituality and its application to the workplace and employee engagement. The workplace today is often a barometer of societal norms and values. Understanding the need for new ways to view engagement, spirituality, and meaning has the potential to extend beyond the organization to the communities and society the organizations exist within and serve.

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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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Fertig, Jason. "What Does That Piece of Paper Really Mean? An Inquiry Into Certification Motivation." Diss., Temple University Libraries, 2009. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/32849.

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Business Administration
Ph.D.
Though under-analyzed, third-party employee competency certifications are increasing in number; many feel that accumulation of certifications is essential for career success. I argue that in their current form, certifications are double-edged: their purpose is to reduce transaction costs, enhance performance, and foster development; but they can also be used as 'credentials' to gain prestige, rewards or influence. I suggest that excessive use for this latter purpose can undermine their contribution to performance. In this study of HR practitioners that draws on Self-Determination Theory (SDT), I test the relationship between certification-seeking motivation and obtaining certification, perceived job competence, and affective occupational commitment. Hierarchical regression results show an association between autonomous motivation and both obtaining certification and commitment; however, professional association membership may also play a role in fostering such motivation. I end with suggestions for future research.
Temple University--Theses

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Dissertations / Theses on the topic 'Resource Management and Administration'

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