Dissertations / Theses: 'Sustainable human resource management'

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Ehnert, Ina. "Sustainable human resource management a conceptual and exploratory analysis from a paradox perspective." Berlin Heidelberg Physica-Verl, 2008. http://d-nb.info/993394566/04.

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Bae, Youngsoo S. M. Sloan School of Management. "Strategic human resource management framework for Korean small and medium enterprises' sustainable growth." Thesis, Massachusetts Institute of Technology, 2016. http://hdl.handle.net/1721.1/104547.

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Thesis: S.M. in Management Studies, Massachusetts Institute of Technology, Sloan School of Management, 2016.
Cataloged from PDF version of thesis.
Includes bibliographical references (pages 52-54).
As Small and Medium Enterprises in Korea play a pivotal role in Korean economy, their sustainable growth is critical for Korea's development. One of drivers that enable SMEs to pursue sustainable growth is Human Resource Management. Since "People" is one of the most valuable assets in a company, its survival could depend upon strategic utilization of human resource. Korean economy has a Chaebol conglomerates centric business structure where Small and Medium Enterprises are difficult to compete with them for their survival. Especially, the human resource-related issues are the most significant and urgent for them to solve. Therefore, I would like to suggest possible and feasible strategic Human Resource Management framework for Korean Small and Medium Enterprises for their sustainable growth. In this thesis, the points that I will be focusing on are: i) Analyzing on Korean SME's problems on HRM ii) Deriving lessons from successful HRM cases iii) Coming up with Strategic HRM Framework that Korean SMEs can apply. 1. Do successful corporations have their unique Human Resource Management strategy? 2. How can Korean Small and Medium Enterprises acquire human resource-related core competency within Chaebol conglomerates-centered economy in Korea? To find answers to these questions and to develop a proper Human Resource Management Framework for Small and Medium Enterprises, case studies on Talent Management Wheel, Hidden Champions, and Yuhan-Kimberly were used as examples of successful Human Resource Management. In this case studies, it became clear that one of the key drivers for successful companies is a well-organized Human Resource Management system. Lastly, I conclude by suggesting a strategic Human Resource Management framework that Korean Small and Medium Enterprises can adopt for their sustainable growth and the significance of successful Human Resource Management system that creates invaluable virtuous circles in the society.
by Youngsoo Bae.
S.M. in Management Studies

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

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

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Hjalmarsson, Hanna, and Melina Åhlenius. "A Sustainable Place to Work : An exploratory study of Sustainable HRM’s contribution to Employer Attractiveness." Thesis, Umeå universitet, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-160710.

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Although sustainability within human resource management has increasingly received attention amongst scholars and practitioners, not enough has been done to demonstrate how the concept of Sustainable HRM translates into practice. In the light of digitalization and globalization, knowledge-based actors within the modern business environment are facing rapid changes whereby the retainment of valuable skills and competencies has become crucial for ensuring competitive advantage. On the individual level, knowledge- based workers encounter challenges such as work intensification, extensive availability and work-life-balance when conforming with the changing nature of work. In addition, since employees’ loyalty and demands are continuously shifting, the concept of EmployerAttractiveness is becoming a larger strategic concern for knowledge-based firms. Employer Attractiveness also serves as one of the primary reasons for linking Sustainability with HRM. From the overlapping problem backgrounds of Sustainable HRM and Employer Attractiveness this study found a research gap which formulated the research question of this study: “How can Sustainable HRM contribute to Employer Attractiveness?” The purpose of this study serves to create an understanding of how Sustainable HRM is practiced and how it in turn contributes to Employer Attractiveness in terms of employee retainment. A qualitative inductive approach was undertaken to fulfil this purpose, in which nine semi-structured interviews with consultants and HR-workers belonging to small-and medium sized firms acknowledged as attractive employers was conducted. The interviews and empirical findings were structured accordingly with the core components of Sustainable HRM. The key findings retrieved highlights the interconnectedness between the four Sustainable HRM dimensions; long-term, impact, substance and partnership orientations, and the five values; application, development, economic, interest, social, used for assessing Employer Attractiveness. Based upon the analysis, a conceptual model was established to demonstrate how Sustainable HRM, influenced by its context, can contribute to employee-perceived Employer Attractiveness. This study theoretically contributes a further understanding of the concepts of Sustainable HRM and Employer Attractiveness respectively and combined, by introducing new figures and models valuable for the existing field of research. In practical terms, this study offers valuable managerial insights of how leaders and firms should view Sustainable HRM an integrative part of the entire firm alongside with recognizing the strategic potential of sustainability within HRM in terms of Employer Attractiveness. On a societal level, this study addresses the importance of raising more attention to the employees as key stakeholders within the social dimension of sustainability.

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Cano, Ariana Margarita. "The Impact of Engagement With Community Supported Agriculture on Human Attitude Towards the Sustainable Food Movement." ScholarWorks @ UVM, 2015. http://scholarworks.uvm.edu/graddis/429.

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With a total of 164 community supported agriculture programs (CSA), Vermont is leading the "locavore" movement in the United States, ranked number one in the country with the most CSAs and Food Hubs per capita. ("Locavore Index," 2013) CSAs have a large positive impact on reducing carbon emissions, advancing local economic growth, and promoting healthy lifestyles of consumers. The purpose of this study is to explore the overall experience of individuals in comparison to their current social norm, individual attitudes, identity, and intentions of change, and understand any change overtime in their individual attitude and behavior. Attitude change was measured by conducting pre and post surveys of the Intervale Food Hub UVM student members, as well as regression analysis to understand any possible indicators of chance. The data analysis provided understanding of the impact of the Intervale Food Hub's CSA membership on individuals' attitudes, norms, and identity. Survey questions, based on the theory of planned behavior, inquired about individuals' preferences, skills, and behavioral intentions. Because of the complexity of food and human relations, this data was be supplemented by collecting qualitative data to more richly understand the relationship between individuals and their Intervale Food Hub food shares. The conclusion of this study will advance understanding of one form of community supported-agriculture and its impact on human attitudes. Study findings will also aid the staff of the Intervale Food Hub in understanding their customers and implementing more efficient practices.

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Enkhtsetseg, Mandukhai. "Barriers to sustainable water resources management : Case study in Omnogovi province, Mongolia." Thesis, Stockholms universitet, Kulturgeografiska institutionen, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-145128.

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This study examines the barriers to sustainable water resources management in water vulnerable, yet a mining booming area. The case study is conducted in Omnogovi province of Mongolia in Nov-Dec 2016. This study presents how the Omnogovi province manages its water with increased mining and examines what hinders the province from practicing sustainable water resources management and examines the involvement of residents in the water resources management of Omnogovi province. Qualitative approaches such as semi-structured interviews, participatory observation and literature review were used in this study. This study demonstrates that the water resources management of Omnogovi province is unsustainable in this time period, yet the implementation of IWRM approach has improved the water resources management of the province. The barriers to sustainable water resources management in Omnogovi province are inefficient governance and poor enforcement of law, today. Despite it, data-scarcity and transboundary water issues might become barriers to practice efficient water resources management in the province. The involvement of residents in water resources management of Omnogovi province is deficient, yet the implementation of participatory approach and establishment of RBC might improve the participatory governance. The study shows IWRM can improve the water resources management of a developing country, yet it can be time-consuming, costly and challenging to implement in a country, which is still in socio-economic and political transition.

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Selvanathan, Tharshanan. "The appliance of the concept of sustainability in human resource management in the corporate sector in Germany." Doctoral thesis, Universitat Politècnica de Catalunya, 2018. http://hdl.handle.net/10803/663910.

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Decline of resources, increasing expectation of stakeholders and radical transparency imposed by new technologies urges multinational enterprises to define sustainability as an important driver, which affects Strategic and Human Resource Management. An organization’s corporate social performance becomes increasingly important in attracting highly educated applicants with a high level of job choice, often a source of competitive advantage in the human resource area. This research investigates the usage of the concept of sustainability in Human Resource Man- agement in Germany. Hypotheses were derived, an empirical content analysis was executed and 8745 job advertisements analyzed on sustainable patterns. Annual reports and sustainability reports of organizations were evaluated on defining sustainability related targets in their compensation management. Personal interviews with Human Resource Managers of global market leaders were executed regarding the influence of sustainability in Human Resource Management. Although the Executives of companies state that sustainability plays a major role in Human Resource Management there is a gap in implementation. Sustainability concepts were found in less than one third of all job advertisements. A minority of the investigated companies formulates sustainability related targets in their compensation management. The interviews of the HR Managers confirm the high relevance of sustainability of Human Resource Management but points out the reason for the lack of implementation as a deficit of specified training and development. In order to attract highly qualified employees there is a need pointing out ecological, social and sustainable efforts by the company. By doing so the gap between Human Resource Management and Sustainability could be bridged and the term of Sustainable Human Resource Management practically applied.
La disminución de los recursos, una mayor expectación de las partes interesadas y una transparencia radical impuesta por las nuevas tecnologías instan a las empresas multinacionales a definir la sostenibilidad como un factor importante, el cual afecta la gestión estratégica y de los recursos humanos. El rendimiento socio- empresarial de una organización es cada vez más importante para atraer candidatos con una excelente formación y un alto nivel de elección de empleo, lo cual suele ser una ventaja competitiva en los recursos humanos. Este estudio investiga el uso del concepto de la sostenibilidad en la gestión de los recursos humanos en Alemania. Se han derivado un número de hipótesis, se ha realizado un análisis de contenido empírico y se han analizado 8 745 ofertas de empleo. Se han evaluado los informes anuales y de sostenibilidad para definir objetivos relacionados con la sostenibilidad en la gestión de la remuneración. Se han realizado entrevistas con gerentes de RR. HH. de empresas líder a nivel mundial sobre la influencia de la sostenibilidad en la gestión de recursos humanos. A pesar de que los ejecutivos de varias empresas indiquen que la sostenibilidad juega un papel fundamental en la gestión de RR. HH., existe una brecha en su implementación. Se han encontrado conceptos de sostenibilidad en menos de un tercio de todas las ofertas de empleo. Una minoría de las empresas investigadas plantean objetivos relacionados con la sostenibilidad en su gestión de remuneración. Las entrevistas con los gerentes de RR. HH. confirman la gran importancia de la sostenibilidad en la gestión de recursos humanos pero señala como culpable de la falta de implementación un déficit en la formación y el desarrollo. Para poder atraer empleados altamente cualificados las empresas deben resaltar sus iniciativas ecológicas, sociales y sostenibles. Al hacer esto la brecha entre la gestión de recursos humanos y la sostenibilidad podría desaparecer y así aplicarse el término Gestión de Recursos Humanos Sostenible.

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Murphy, Kevin S. "An Exploratory Study of Strategic Human Resource Management High Performance Work Practices for Unit Level Managers, in the Casual Segment of the Us Restaurant." Diss., Virginia Tech, 2006. http://hdl.handle.net/10919/28317.

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The previous chapters described in detail the literature, theory and research on Co-alignment, RBV and SHRM that was the basis for the development of a construct for the conceptualization of HPWP in the casual theme restaurant sector of the US hospitality industry for management. Firms able to implement such HPWP systems possessing universality, i.e. complementary internal fit, have been shown to increase the intangible value of their human capital (employees) and create greater economic value (Delery, 1998). This study used the co-alignment principle in conjunction with concepts in SHRM and RBV to develop a theory for a HPWP system for casual theme restaurants in the US, which is named a High Performance People System (HPPS). The co-alignment model for hospitality organizations which is the foundation of the theoretical model for this research (Olsen, West, and Tse;1998) describes the relationship between four key constructs, i.e. the environment, strategy choice, firm structure, and firm performance. Briefly, the four constructs in the model must be in alignment with each other in order for the firm to produce the greatest value for its stakeholders. Co-alignment theory purports that, "if the firm is able to identify the opportunities that exist in the forces driving change, invest in competitive methods that take advantage of these opportunities, and allocate resources to those that create the greatest value, the financial results desired by owners and investors have a much better chance of being achieved" (Olsen et al. 1998, p.2). SHRM researchers have been advocates of the theory that supports the causal relationship between HRM practices, sustainable competitive advantage (SCA) and firm performance. Several strategic human resource management researchers such as, Cappelli & Singh (1992),Wright & McMahan (1992), Pfeffer (1994), Lado & Wison (1995), Huselid (1995), Jackson & Schuler (1995),Becker & Gerhart (1996), Delany & Huselid (1996), Boxall (1998), Pfeffer (1998), Schuler & Jackson (2000), Ulrich & Beatty (2001), Lepak & Snell (2002), Hartog (2004) and others have directly or indirectly made attempts to theorize the effects of single or multiple human resource management variables on firm performance. These efforts have led to the incremental development of the strategic human resource management literature that stresses the relationships between the HRM practices, SCA and firm performance. There is an emergent body of evidence demonstrating that "the methods used by an organization to manage its human resources can have a substantial impact on many organizationally relevant outcomes" (Delery, 1998, p. 1). Convoluting the research on HPWP is incongruity among researchers on the micro HRM practices which are included in the SHRM system; there is little concurrence among scholars with respect to specifically which human resource practices should be incorporated (Becker & Gerhart, 1996; Rogers & Wright, 1998; Chadwick & Cappelli, 1999). RBV is one of the ten schools of thought in the field of management theory (Mintzberg, 2000) and is predicated on the concept that in order to create a sustainable competitive advantage and produce value for the firm, individual policies or practices produce the greatest results when they operate in a complex system that is not easily imitated (Barney, 1995). Resources are the "physical things a firm buys, leases or produces for its own use or the people hired on terms that make them effectively part of the firm" (Penrose, 1959: 67). Wernerfelt (1984) defines a firm's resources as "tangible or intangible assets which are tied semi-permanently to the firm" (p. 172). Barney (1991) further suggested that resources which can be used to create a SCA must have value, rareness, inimitability and substitutability The research focused on the discovery of the components of a HPWP system construct in the US casual theme restaurant segment for operating managers and the performance metrics used to judge their effectiveness. An exploratory study, in part using the Delphi method, serves as the overall research approach. A cross section of restaurant industry experts including company executives, consultants, academics and investors/owners contributed to the study. The outcome is a list of HRM work practices that are common to the casual theme restaurant industry and performance metrics. Based on prior empirical work the study started with 14 HRM work practice dimensions (See Table 3.1) and 3 performance measurements of productivity, turnover and financial performance (Huselid, 1995; Huselid & Becker, 1995; Delery & Doty, 1996; Becker & Huselid, 1996; Huselid & Becker, 1997; Hartog, 2004). These dimensions and performance metrics were presented to the panel of expert's making up the pilot study group as a starting point in the development of the HPWP system construct for the casual themed restaurant industry. After compiling the results of the pilot study and pretesting the survey instrument, the first Delphi survey (see Appendix 3) and a subsequent reminder were sent out electronically to the preselected Delphi participants for the study. A consensus on the research questions was not reached from the first-round survey according to the protocol Therefore, the second round was administered which provide opportunity for participants to change their position to help the group reach a consensus. Since consensus was reached according to the protocol (see tables 4.9, 4.12 & 4.13), the Delphi was concluded at this point. In summary, figure 1.1 put forth a conceptual model to clarify the relationships between the above mentioned schools of thought and firm performance. Figure 1.2 presented a working theoretical model which expounds on the relationships between the key concepts in the conceptual model and firm performance. Finally, figure 5.1 displays the results and the relationships of the study which methodically confirms the components of a HPPS for unit level managers, and identifies appropriate evaluation criteria for determining the performance of HPPS in the US casual restaurant market.
Ph. D.

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QUINHONEIRO, FERNANDO H. F. "Desenvolvimento de metodologia de análise de indicadores de sustentabilidade como ferramenta para tomada de decisão utilizando lógica fuzzy." reponame:Repositório Institucional do IPEN, 2015. http://repositorio.ipen.br:8080/xmlui/handle/123456789/26368.

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Submitted by Claudinei Pracidelli (cpracide@ipen.br) on 2016-06-22T11:03:52Z No. of bitstreams: 0
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Dissertação (Mestrado em Tecnologia Nuclear)
IPEN/D
Instituto de Pesquisas Energeticas e Nucleares - IPEN-CNEN/SP

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Al-Busaidi, Mohammed. "The struggle between nature and development : linking local knowledge with sustainable natural resources management in Al-Jabal Al-Akhdar Region, Oman." Thesis, University of Glasgow, 2012. http://theses.gla.ac.uk/3906/.

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Increasing awareness about the necessity for natural resources protection represents worldwide recognition of its importance as an important tool in mainstream development. This growing recognition is accompanied by a growing awareness about the importance of activating natural resource management systems to achieve greater sustainability. At present, experiences and studies in this field show the need for the participation of all stakeholders in the processes of decision making in natural resource management. There is also a need to initiate natural resource governance that ensures effective management to benefit sustainable development, the later representing a key foundation for environmental and natural resources management. Moreover, investigations of the prospects of applying traditional knowledge systems and their integration with Western scientific knowledge produces numerous calls to revisit this knowledge where it has proven useful in environmental and natural resources management, both in theory and practice. In this spirit, this thesis investigates the effectiveness of the natural resources management system in Oman using Al-Jabal Al-Akhdar Region (AAR) as a case study, and linking this management system with the local people’s practices, which rely on their traditional environmental knowledge. Based on theories and concepts of natural resource management and sustainability, multiple research methods were used to explore the strengths and weaknesses in the system of natural resources management in the region, to analyze the advantages of traditional practices and knowledge systems, and thus, to deepen the understanding of the continuous struggle between nature and development. Results indicated that although Oman is rich in environmental policies, represented by laws and legislation that theoretically govern protection of the environment, the transformation of these policies into practice is troubled by practical obstacles. On the natural side, there are volatile climatic conditions, and on the human side, there is inefficiency of planning and a lack of means and tools to implement sustainable natural resources management programmes. Both obstacles expose environmental sustainability to uncertainty. However, as this research points out, traditional environmental knowledge and management practices systems used by local people in the AAR are characterized by useful interpretations of environmental dynamics to guide the direction of resource utilisation and management, and to address any uncertainty on the course toward sustainability.

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Chams, Nour. "A holistic approach toward sustainability performance: the role of the human and financial factors." Doctoral thesis, Universitat Ramon Llull, 2020. http://hdl.handle.net/10803/670476.

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Al llarg de les últimes dècades i degut a les seqüeles de la revolució industrial, l'exercici de la sostenibilitat ha estat una preocupació "comuna" entre els legisladors i reguladors, científics i acadèmics, professionals i líders empresarials. En conseqüència, s'ha estat produint una dràstica metamorfosi i un canvi estratègic en el món empresarial i en diverses organitzacions per tal d’adaptar-se a la necessitat emergent d'acompliment sostenible i assolir els Objectius de Desenvolupament Sostenible de les Nacions Unides. Aquesta tesi doctoral investiga l'impacte del factor humà i els indicadors financers en l'exercici de la sostenibilitat. El propòsit principal d'aquesta tesi és desvetllar els antecedents de les pràctiques ambientals i socials en les perspectives organitzacional i transnacional. Adoptant dissenys d'investigació tant qualitatius com quantitatius, examinem els prerequisits de l'acompliment de la sostenibilitat des de perspectives multidisciplinàries: gestió de recursos humans ecològics, govern corporatiu com a junta directiva, i acompliment financer com liquiditat i valoració de mercat ferma. A més, ens assegurem confiar en índexs validats, fiables i comunament aplicats a la literatura: l'índex de sostenibilitat Dow Jones (DJSI) i l'índex ambiental, social i de governança (ESG) de la base de dades Eikon de Thomson Reuters, com indicadors de les pràctiques de sostenibilitat. L'estructura d'aquesta tesi doctoral consta dels següents capítols: Els capítols 1 i 5 constitueixen la Introducció i Conclusió de la tesi; Els capítols 2, 3 i 4 representen els tres estudis d'investigació realitzats durant el programa de doctorat. El capítol 2 consisteix en una revisió sistemàtica de la literatura que identifica els antecedents, resultats i barreres de la gestió sostenible dels recursos humans (SHRM). El capítol 3 comprèn una anàlisi empírica que investiga els determinants de la junta directiva (BOD) que milloren les pràctiques de sostenibilitat i examina les discrepàncies de les característiques de BOD entre organitzacions europees i no europees. Finalment, el Capítol 4 investiga el nexe entre l'acompliment financer (flux de caixa lliure i Tobin´s Q) i les mesures ambientals, socials i de governabilitat i prova empíricament l'efecte moderador de la gestió de la qualitat total (TQM) en aquesta associació. En general, els resultats del Capítol 3 revelen una associació positiva i significativa entre les característiques de la junta directiva i l'acompliment en sostenibilitat. A nivell transnacional, l'anàlisi de regressió proporciona evidències estadístiques que donen suport a les diferències entre els indicadors de BOD entre empreses europees i no europees. Els determinants demogràfics de la BOD són els antecedents de les pràctiques de sostenibilitat en les empreses europees; l'estructura i composició de la BOD són els requisits previs de l'acompliment de la sostenibilitat en un context no europeu. Pel que fa al capítol 4, els resultats indiquen un efecte catalitzador entre la liquiditat de l'empresa i l'acompliment ESG. Mentre, la interacció entre la TQM i el factor de liquiditat té un efecte negatiu en l'ESG, la interacció entre la TQM i la Tobin´s Q revela una relació positiva i significativa amb l'ESG.
A lo largo de las últimas décadas y debido a las secuelas de la revolución industrial, el desempeño de la sostenibilidad ha sido una preocupación "común" entre los legisladores y reguladores, científicos y académicos, profesionales y líderes empresariales. En consecuencia, se ha estado produciendo una drástica metamorfosis y un cambio estratégico en el mundo empresarial y en varias organizaciones para adaptarse a la necesidad emergente de desempeño sostenible y lograr los Objetivos de Desarrollo Sostenible de las Naciones Unidas. Esta tesis doctoral investiga el impacto del factor humano y los indicadores financieros en el desempeño de la sostenibilidad. El propósito principal de esta tesis es develar los antecedentes de las prácticas ambientales y sociales en las perspectivas organizacional y transnacional. Adoptando diseños de investigación tanto cualitativos como cuantitativos, examinamos los prerrequisitos del desempeño de la sostenibilidad desde perspectivas multidisciplinarias: la gestión de recursos humanos ecológicos, el gobierno corporativo como junta directiva, y el desempeño financiero como liquidez y valoración de mercado firme. Además, nos aseguramos de confiar en índices validados, contrastables y comúnmente aplicados en la literatura: el índice de sostenibilidad Dow Jones (DJSI) y el índice ambiental, social y de gobernanza (ESG) de la base de datos Eikon de Thomson Reuters, como indicadores de las prácticas de sostenibilidad. La estructura de esta tesis doctoral consta de los siguientes capítulos: Los capítulos 1 y 5 constituyen la Introducción y Conclusión de la tesis; Los capítulos 2, 3 y 4 representan los tres estudios de investigación realizados durante el programa de doctorado. El Capítulo 2 consiste en una revisión sistemática de la literatura que identifica los antecedentes, resultados y barreras de la gestión sostenible de los recursos humanos (SHRM). El capítulo 3 comprende un análisis empírico que investiga los determinantes de la junta directiva (BOD) que mejoran las prácticas de sostenibilidad y examina las discrepancias de las características de BOD entre organizaciones europeas y no europeas. Por último, el Capítulo 4 investiga el nexo entre el desempeño financiero (flujo de caja libre y Tobin´s Q) y las medidas ambientales, sociales y de gobernabilidad y prueba empíricamente el efecto moderador de la gestión de la calidad total (TQM) en esta asociación. En general, los resultados del Capítulo 3 revelan una asociación positiva y significativa entre las características de la junta directiva y el desempeño en sostenibilidad. A nivel transnacional, el análisis de regresión proporciona evidencias estadísticas que respaldan las diferencias entre los indicadores de BOD entre empresas europeas y no europeas. Los determinantes demográficos de la BOD son los antecedentes de las prácticas de sostenibilidad en las empresas europeas; la estructura y composición de la BOD son los requisitos previos del desempeño de la sostenibilidad en un contexto no europeo. En cuanto al Capítulo 4, los hallazgos indican un efecto catalizador entre la liquidez de la empresa y el desempeño ESG. Mientras la interacción entre la TQM y el factor de liquidez tiene un efecto negativo en la ESG, la interacción entre la TQM y la Tobin´s Q revela una relación positiva y significativa con la ESG.
During the last decades and the aftermath of the industrial revolution, sustainability performance has been a “common” concern among policy-makers and regulators, scientists and scholars, practitioners and business leaders. A drastic metamorphosis and strategic shifting have been occurring in the corporate world and in several organizations to accommodate the emergent need of sustainability performance and to accomplish the United Nations Sustainable Development Goals. Accordingly, this PhD thesis investigates the impact of the human factor and financial indicators on sustainability performance. The main purpose of this thesis is to unveil the antecedents of environmental and social practices at both organizational and cross-national perspectives. Embracing both qualitative and quantitative research designs, we examine the pre-requisites of sustainability performance from multi-disciplinary perspectives: from green human resources management, from corporate governance as board of directors, and from financial performance as liquidity and firm market valuation. Moreover, we make sure to rely on validated, reliable, and commonly applied indices in the literature i.e., Dow Jones Sustainability Index (DJSI) and environmental, social, and governance index (ESG) of Thomson Reuters Eikon database, as proxies of sustainability practices. The structure of this doctoral thesis consists of the following chapters: Chapters 1and 5 constitute the Introduction and the Conclusion of the thesis; Chapters 2, 3, and 4 represents the three research studies conducted during the PhD program. Chapter 2 consists of a systematic literature review identifying the antecedents, outcomes, and barriers of sustainable human resources management (SHRM). Chapter 3 comprises an empirical analysis investigating the determinants of board of directors (BOD) that enhance sustainability practices and examines the discrepancies of the BOD characteristics between European and non-European organizations. Last but not least, Chapter 4 investigates the nexus between financial performance (free cash flow and Tobin´s Q) and environmental, social and governance scores and empirically tests the moderator effect of total quality management (TQM) on this association. Overall, the results of Chapter 3 reveal a positive and significant association between board of directors characteristics and sustainability performance. At cross-national level, the regression analysis provide statistical evidences supporting the differences among BOD indicators between European and non-European firms. While, the BOD demographic determinants are the antecedents of sustainability practices in European companies, structure and composition of the BOD are the pre-requisites of sustainability performance in non-European context. As for Chapter 4, the findings indicate a catalyst effect between firm´s liquidity and ESG performance. While the interaction between TQM and liquidity factor has a negative effect on ESG, the interaction between TQM and Tobin’s Q reveals a positive and significant relationship with ESG.

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Ward, Catherine Dale. "Livelihoods and natural resource use along the rural-urban continuum." Thesis, Rhodes University, 2013. http://hdl.handle.net/10962/d1001669.

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Over the last century, developing countries have undergone rapid urbanisation resulting in marked social, economic and environmental changes. Africa is the least urbanised continent in the world but trends indicate that it is also the most rapidly urbanising region, accompanied by rising urban poverty. Urbanisation processes are often most pronounced in smaller urban centres since they experience the most severe pressures of population growth. Little is known about the role natural resources play along the rural-urban continuum and even less is known about the contribution of these resources within an urban context, particularly in small urban centres. In many sub-Saharan African cities, urban agriculture (the informal production of food in urban areas) has been used as a strategy to cope with increasing poverty levels but its role remains widely debated and uncertain. This thesis seeks to analyse the impacts of urbanisation on livelihoods and natural resource use, including home gardening and the collection of wild resources, in two South African towns and data was collected along the rural-urban continuum in Queenstown (Eastern Cape province) and Phalaborwa (Limpopo Province). Practices and contributions associated with agriculture and wild resource use were found to be significantly higher in Phalaborwa and this could be attributed to favourable environmental conditions and accessibility to wild resources due to the surrounding Mopani Bushveld. Rural households in Queenstown and Phalaborwa were more reliant on natural resources than their urban counterparts, but still diverse and incorporated a number of land-based and cash income generating strategies. Urban households tended to rely on one primary cash income strategy such as wage employment or state grants. However, natural resources did appear to play a subtle role in urban settings and particularly in the townships, where exclusion of natural resource contributions saw poverty levels increase up to 5%. Home gardening was practised by a wide range of people and not restricted to any one income group and, not surprisingly, wealthy cultivators who had access to resources such as land, water and fertilizer enjoyed increased benefits such as high produce yields. The results obtained suggest that rural-urban dynamics are complex and natural resource use in local livelihoods is contextualised within environmental settings, social preferences and historical contexts. Increasing pressures from the influx of people into small urban centres calls for a better understanding to how these processes are affecting livelihoods and natural resources to ensure sustainable management in the future.

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Delgado, Vera Alexandra da Silva. "O impacto da gestão de recursos humanos sustentável no bem-estar e na intenção de turnover dos colaboradores." Master's thesis, Instituto Superior de Economia e Gestão, 2019. http://hdl.handle.net/10400.5/19973.

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Mestrado em Gestão de Recursos Humanos
Os malefícios que várias práticas de Gestão de Recursos Humanos têm nos colaboradores de várias organizações têm sido um tema bastante explorado na literatura. Num mercado cada vez mais competitivo onde a perda de talento é cada vez mais crítica, revelou-se imperativo para as organizações repensarem o seu posicionamento e trabalharem cada vez mais para criarem ambientes de trabalho sustentáveis. As práticas de Gestão de Recursos Humanos Sustentáveis têm surgido na literatura como uma forma de contornar estas questões. Assim, o objetivo da presente dissertação é analisar se a implementação de Práticas Sustentáveis de Gestão de Recursos Humanos numa organização pode ser considerada como uma estratégia para aumentar os níveis de Bem-Estar dos colaboradores e reduzir a Intenção de Turnover dos mesmos. O modelo de investigação em causa foi testado numa amostra de 150 colaboradores numa consultora tecnológica. Aferiu-se que a Gestão de Recursos Humanos Sustentável impacta de forma significativa e positiva o Bem-Estar dos colaboradores. Mais ainda, verificou-se que a Gestão de Recursos Humanos Sustentável impacta de forma significativa e negativa a Intenção de Turnover dos colaboradores. Estes resultados vêm suportar vários estudos de outros autores e realçar a importância de continuar a investigação sobre esta nova abordagem à Gestão de Recursos Humanos.
The harm that various Human Resource Management practices have on employees from various organizations have been a subject widely explored in the literature. In an increasingly competitive market where talent loss is becoming increasingly critical, it has become imperative for organizations to rethink their positioning and work harder to create sustainable work environments. Sustainable Human Resource Management practices have emerged in the literature as a way to adress these issues. Thus, the present dissertation aims to analyze if the implementation of Sustainable Human Resources Management Practices in an organization can be considered as a strategy to increase Employee Well-Being levels and reduce their Turnover Intention. The research model in question was tested on a sample of 150 employees at technological consultancy. Sustainable Human Resources Management has been found to have a significant and positive impact on employee's Well-Being. Moreover, it was found that Human Resources Management has a significant and negative impact on Employee Turnover Intention. These results support several studies by other authors and highlight the importance of continuing the research on this new approach to Human Resource Management.
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Hamann, Maike. "Exploring connections in social-ecological systems : The links between biodiversity, ecosystem services, and human well-being in South Africa." Doctoral thesis, Stockholms universitet, Stockholm Resilience Centre, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-126318.

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A key challenge of the Anthropocene is to advance human development without undermining critical ecosystem services. Central to this challenge is a better understanding of the interactions and feedbacks between biodiversity, ecosystem services and human well-being, which interact in dynamic and complex social-ecological systems. These relationships have been the focus of much work in the past decades, however more remains to be done to comprehensively identify and quantify them, especially at larger scales. In this thesis, a social-ecological systems approach is adopted to investigate connections between biodiversity, ecosystem services and human well-being in South Africa. The country’s high levels of biological and socio-economic diversity, as well as its emerging economy make South Africa an interesting case for exploring these connections. Using data from a variety of public sources, and at different sub-national scales, the thesis first identifies and analyses a variety of bundles of ecosystem service use. Based on these bundles, three social-ecological system archetypes were identified and mapped in South Africa, namely the green-loop (high overall use of local ecosystem services), transition, and red-loop (low overall use of local ecosystem services) systems. Further analysis explored the social and ecological drivers of these patterns, and found the distribution of systems mainly influenced by social factors including household income, gender of the household head, and land tenure. Second, this thesis uses human well-being indicators to construct, analyse and map multi-dimensional human well-being bundles. These bundles were found to spatially cluster across the landscape, and were analysed for congruence with the ecosystem service use bundles. Discrepancies in the expected overlap of ecosystem service use and human well-being were highlighted and concur with findings elsewhere and the ongoing debate in the literature on the impacts of time-lags, indicator choice and scale of these interactions. Third, biodiversity in South Africa was analysed by employing an indicator of biodiversity intactness (BII) at the population level. The BII was found to have declined by 18.3% since pre-industrial times. Biodiversity loss was linked to the potential supply of ecosystem services, as well as human well-being patterns. A potential threshold at 40% biodiversity loss was detected, beyond which population abundances decline sharply. Finally, the thesis examines multiple perspectives on ecosystem services in sustainability research, including the social-ecological systems perspective, and discusses the complementarity of the different perspectives in furthering a deeper understanding of the connections between people and ecosystems. The social-ecological systems perspective employed throughout the empirical work presented in this thesis contributed towards cross-cutting insights, the testing of new kinds of data and the development of new approaches, all of which represent important steps towards unravelling the connections between biodiversity, ecosystem services and human well-being, and contributing to the key Anthropocene challenge of sustainable development.

At the time of the doctoral defense, the following papers were unpublished and had a status as follows: Paper 2: Submitted. Paper 3: Manuscript. Paper 4: Manuscript.

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Watson, Sarah Louise. "Assessing the Impacts of Unrestricted Pesticide Use in Small-Scale Agriculture on Water Quality and Associated Human Health and Ecological Implications in an Indigenous Village in Rural Panam[aacute]." Scholar Commons, 2014. https://scholarcommons.usf.edu/etd/5149.

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In 2014, the global pesticide industry's projected worth is $52 billion and by 2020, the developing world will make up one-third of the world's chemical production and consumption. Pesticides can have unintended negative consequences for human health and the environment, especially in the developing world where regulations are loose or nonexistent. One country with unrestricted use of pesticides is Panam[aacute], especially in Santa Rosa de Cucunatí. In this indigenous village, small-scale farmers and ranchers spray paraquat, glyphosate, picloram, and 2,4-D at higher elevations than the spring water source of a gravity-fed water system, the river, and the village. The objective of this study was to estimate the concentration of these pesticides in the water system and the river and to perform a human health and ecological risk assessment. Pesticide fate and transport models in the graphical user interface EXAMS-PRZMS Exposure Simulation Shell (EXPRESS), which was developed by the United States Environmental Protection Agency, were used to predict concentrations of the four mentioned pesticides in drinking water and the river using chemical properties, data from Food and Agriculture Organization and Smithsonian Tropical Research Institute, and the author's experience as a Peace Corps Volunteer. The results from Tier I model FQPA Index Reservoir Screening Tool (FIRST) were used to compare immediate and delayed rain events, noting minimal difference. The Tier II PRZM-EXAMS shell provided estimated drinking water concentration (EDWC) profiles. The paraquat profile was much lower than picloram, glyphosate, and 2,4-D, which had almost identical profiles with peak concentrations around 12 ppm and the average annual concentration 100 ppb. Average Daily Dose (ADD) via drinking water was calculated for men, women, and children using model results and compared to the oral reference dose (RfD). ADDs only exceeded the RfD with maximum peak EDWCs, implying low risk. However, RfD was used to calculate a breakpoint concentration, the concentration at which each pesticide presents a risk to the consumer. This was then compared to the maximum peak (highest, i.e. worst-case scenario) and annual (lowest, i.e. best-case scenario) EDWC profiles. In the best-case scenario, glyphosate and picloram did not pose a threat, paraquat posed a moderate threat and 2,4-D posed a high threat, with the concentration exceeding the breakpoint for 90 percent of the years. With respect to the worst-case scenario, all four chemicals posed high threats to the consumer. Individual exposure via consumption of fish from the river was calculated using a calculated bioconcentration (BCF) factor and calculated breakpoint concentrations. For the best case scenario, picloram presented a low risk and 2,4-D presented a high risk but for the worst case, both of these chemicals presented a very high risk. An additive exposure of these two human health pathways found that for the best case scenario, exposure from most of the four chemicals did not approach the RfD. However, for the worst-case scenario the exposures were significantly higher than the oral RfD--therefore, between the lowest and the highest concentrations, the general population is at risk. For the ecological risk assessment, the 96-hour peak profile was compared to the 96-hour lethal dose (LD50); glyphosate posed a high risk to fathead minnows and low risk to bluegills and 2,4-D presented a high risk to fathead minnows, low risk to channel catfish, and very high risk to bluegills. A more general risk assessment compared maximum peak and annual concentrations to the US EPA's aquatic life benchmarks. Glyphosate presented no threat and 2,4-D only presented a threat to plants. For picloram, fish were at very high risk at the chronic level and low risk at the acute level, and plants were at moderate risk. Paraquat presented the most significant threat to aquatic life, exceeding benchmarks for all plants and invertebrates at the chronic level 100 percent of the time. It presented no threat to fish in the best-case scenario, but a high risk for fish at the chronic level in the worst case scenario, as well as very high risk for all invertebrates and plants. Improvements in application and watershed protection as part of a multi-disciplinary approach are proposed in place of technological mitigation strategies. Recommendations for future studies include the development of a developing-world context model and experimental studies in the developing world to compare to model results, where possible.

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Apelman, Lisa, Raik Klawitter, and Simone Wenzel. "Organizations as Functioning Social Systems : A Review of Social Sustainability in Management and Organizational Research." Thesis, Blekinge Tekniska Högskola, Institutionen för strategisk hållbar utveckling, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-2324.

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One of the reasons, why it is difficult to implement the concept of social sustainability into organizations, is its inherent complexity and vagueness. The new Social Sustainability Principles (SSPs) within the Framework for Strategic Sustainable Development (FSSD) offer a clear definition of success for the social system. This study aims to put the new SSPs into an organizational context. It investigates how people-related issues within organizations, discussed in six organizational and management journals, published between 2009 and 2014, are related to the SSPs. One fourth of the 3305 reviewed articles were found to relate to social sustainability. Most of the articles focused on improving performance through aspects related to social sustainability. The articles mainly discussed aspects related to barriers to the SSPs as problems, solutions or positive aspects that could remove barriers to the SSPs. The results show that for organizational research to be able to support organizations moving towards social sustainability, there is a need for a clear definition of success as well as a frame that takes the whole social system into consideration. The FSSD and the SSPs could help to structure the diverse topics, put research problems in a bigger context and discern relevant problems and solutions.

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Macini, Nayele. "Sustentabilidade e Gestão de Pessoas: evidências do setor bancário brasileiro." Universidade de São Paulo, 2015. http://www.teses.usp.br/teses/disponiveis/96/96132/tde-15122015-153550/.

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Todas as áreas de uma organização dependem em grande medida da ação das pessoas. Logo, se o intuito é ser sustentável, a organização deve proporcionar o alinhamento entre as diretrizes da sustentabilidade e suas iniciativas. Um dos desafios da gestão de pessoas está em gerir as organizações em relação aos seus recursos humanos-sociais, naturais e econômicos, envolvendo a sustentabilidade organizacional à sua área de atuação. O setor bancário brasileiro por apresentar um grande poder econômico e financeiro, tem capacidade de investir em ações abrangendo os âmbitos social e ambiental. Equilibrar os investimentos para os três aspectos do tripé da sustentabilidade é parte das transformações sugeridas pela GSP (Gestão Sustentável de Pessoas). A fim de identificar se a gestão de pessoas do setor bancário brasileiro está alinhada às estratégias de sustentabilidade organizacional, analisando suas iniciativas da GSP, foi desenvolvida uma análise descritiva, qualitativa-quantitativa, baseada em análise de conteúdo e análises das informações da triangulação de dados envolvendo: os relatórios anuais ou de sustentabilidade dos bancos, acórdãos trabalhistas finalizados no ano de 2014 do Tribunal Regional do Trabalho da 2a Região de São Paulo, e informações da Federação Brasileira de Bancos e do Sindicato dos Bancários e Financiários de São Paulo, Osasco e Região. Dentre os subsistemas de Gestão de pessoas analisados, a área de Recrutamento e Seleção, Sistema de Pagamento e Recompensa e Gestão de Desempenho e Avaliação, são os que precisam de maior detalhamento no reporte dos bancos. Dos acórdãos analisados, os índices mais recorrentes foram queixas relativas às horas extras, e em seguida, indenizações por assédio moral. As solicitações de doenças profissionais tiveram índices baixos, apresentando melhoria no setor frente à essas questões. Os bancos em geral não atingiram o nível de integrar e embutir extremamente as diretrizes em cada um dos aspectos do tripé da sustentabilidade, sendo o Itaú Unibanco o banco que apresentou mais detalhadamente suas ações. Embora o interesse na GSP, que agrega a sustentabilidade organizacional aos subsistemas de gestão de pessoas, tem sido recorrente, mais pesquisas são necessárias para dar forma e desenvolver um guia de implicações práticas, com clareza e objetividade para serem seguidas pelas organizações. Por meio da metodologia sistêmica (SSM), um quadro de ações foi desenvolvido, com intuito de proporcionar apoio, tanto estratégico quanto operacional, ao setor bancário brasileiro, para que a sustentabilidade organizacional seja implantada em suas ações. Nesse sentido, esta pesquisa agregou valor por avançar na exploração desta lacuna na literatura, bem como no delineamento das categorias dos subsistemas de Gestão de Pessoas. Por fim, a pesquisa proporcionou reflexões teóricas quanto a GSP e, a análise das ações e iniciativas do setor bancário brasileiro permitiu identificar o atual panorama do setor no que tange à sustentabilidade organizacional.
All areas of organization depends largely on the action of the people. Therefore, if the organization\'s purpose is to be sustainable, it must provide the alignment between the guidelines of sustainability and its initiatives. One of the challenges of people management is to manage organizations in relation to their human and social, natural and economic resources, involving organizational sustainability to their area of expertise. The Brazilian banking industry presents a great economic and financial power, so it has the capacity to invest in actions covering the social and environmental spheres. Balance investments for the three aspects of sustainability tripod is part of the changes suggested by the Sustainable HRM (Human Resources Management). In order to identify if the people management of the Brazilian banking sector is aligned with organizational sustainability strategies, analyzing their Sustainable HSM initiatives, it was developed a descriptive analysis, qualitative and quantitative, based on content analysis and analysis of the data triangulation information involving: the annual reports or sustainability of banks, labor judgments finalized in 2014 of the Regional Labor Court of the 2nd Region of São Paulo, and information of the Brazilian Federation of Banks and the Union of Banking and Financiários of São Paulo, Osasco and Region. Among the Management subsystems analyzed people, the area of Recruitment and Selection, System Pay and Reward and Performance Management and Evaluation, are in need of more detailed reporting of the banks. Among the judgments analyzed, the most recurrent rates were complaints relating to overtime, and then compensation for bullying. Requests for occupational diseases had low rates, with improvements in the sector ahead to these issues. Banks in general have not reached the level to integrate and extremely embed the guidelines in each of the aspects of the triple bottom line, with Itaú Unibanco the bank presented in more detail their actions. Although interest in Sustainable HSM, which aggregates organizational sustainability to people management subsystems, have been recurrent, more research was needed to shape and develop a guide of practical implications, clearly and objectively to be followed by organizations. Through the soft systemic methodology (SSM), an action framework was developed, aiming to provide both strategic and operational support to the Brazilian banking sector, so that organizational sustainability is deployed in their actions. In this sense, this research has added value for advancing the exploration of this gap in the literature as well as in the design category of the subsystems of Personnel Management. Finally, the research provided theoretical reflections as the Sustainable HSM and the analysis of the actions and initiatives of the Brazilian banking industry has identified the current situation of the sector with regard to organizational sustainability.

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Richard, Damien. "Management des risques psychosociaux : une perspective en termes de bien-être au travail et de valorisation des espaces de discussion." Phd thesis, Université de Grenoble, 2012. http://tel.archives-ouvertes.fr/tel-00780951.

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Cette recherche concerne le management du bien-être au travail à l'aide des espaces de discussion. En effet, la perspective pathogénique semble largement dominante aussi bien dans la littérature que dans les pratiques des professionnels - prévention des risques psycho-sociaux, du stress, du burnout, de la souffrance au travail...- pour aborder cette question de la santé au travail. Dès lors, l'enjeu de cette recherche est de proposer une vision plus appréciative de cette question à travers le concept de bien-être au travail. En s'appuyant sur la définition de la santé au travail de l'OMS (2007) qui définit la santé comme " un état de complet bien-être physique, mental et social ", et non pas seulement comme l'absence de pathologies, cette recherche vise à tracer les contours d'une perspective salutogénique du travail à travers trois recherches-interventions. La thèse défendue est que la construction et l'animation d'espaces de discussion par la DRH et le management constituent un puissant levier de préservation des ressources (compétences, règles de métier, capacités, pouvoir d'agir, identité professionnelle...) et conséquemment un facteur de bien-être - et de qualité - au travail. La confiance entre acteurs et la possibilité de dire et d'entendre une parole sur l'activité réelle et l'organisation effective du travail sont à la base de la construction de tels espaces de discussion, sans lesquels aucun bien-être durable n'est possible. Pour ce faire, une approche constructiviste aménagée articule trois recherches-interventions sur différents terrains -un Conseil Général, un service technique de mairie et une banque privée - mêlant étude qualitative et quantitative. Les résultats mettent en évidence l'importance des espaces de discussion centrés sur le travail pour préserver bien-être et santé au travail, à condition qu'ils n'empêchent pas de travailler et ne soient pas polluer par un climat de violence psychologique. L'apport principal de cette recherche est la présentation d'un modèle du management durable du bien-être au travail, à travers les espaces de discussion.

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Cabeça, Carolina Jasmins. "O processo formativo na AltranPortugal." Master's thesis, Instituto Superior de Economia e Gestão, 2016. http://hdl.handle.net/10400.5/13058.

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Mestrado em Gestão de Recursos Humanos
O estágio curricular teve lugar no Departamento de Recursos Humanos da Altranportugal, e desenvolveu-se na área da Formação Profissional. O principal objetivo consistiu em acompanhar o processo formativo da organização e averiguar as práticas de Gestão de Formação. Este relatório teve como propósito contrastar as práticas supracitadas e a realidade organizacional com uma fundamentação teórica sobre a temática; recorrendo a uma análise crítica, infere-se que a Altranportugal caminha de encontro às boas práticas de Gestão de Formação denotando-se porém espaço para melhoria em relação a algumas práticas no seu processo formativo.
The internship took place in the training domain of Altranportugal?s Human Resources Department. The main purpose was to follow the entire training process within organizational context, as well as its training management practices. This report aimed to contrast the aforementioned practices and organizational reality with a theoretical basis on the subject; relying on a critical analysis, it is reasoned that Altranportugal is on the right path regarding its practices and training management. However, there were found some gaps concerning the training process that may require some improvement.
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Weastell, Lynda. "Promoting sustainable management in local resource management issues." Thesis, University of Canterbury. Geography, 1994. http://hdl.handle.net/10092/10394.

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The Resource Management Act (RMA) 1991 is a much discussed and frequently criticised piece of legislation in New Zealand. The RMA 1991 is much discussed because it is part of a substantial reform of New Zealand's resource management law. It is much criticised because the overall purpose of the RMA 1991 is to promote the sustainable management of natural and physical resources (S.5(1)) but the meaning given to sustainable management in the RMA 1991 (S.5(2)) is ambiguous. These discussions and criticisms focus on the legislation. Little research on promoting sustainable management in the context of resource management practice has been undertaken so far. This research needs to be done because the context of resource management issues and the public planning process will influence how sustainable management is interpreted and applied in resource management practice. This thesis is a comparative analysis of promoting sustainable management in four local government resource management issues: the northern access road issue, Christchurch; underground coal mining at Mount Davy, Rewanui; subdivision of Travis Swamp and Kennedy's Bush Spur, Christchurch; and air access into Westland National Park. The aims of the research are to establish: how sustainable management is being promoted in resource management practice; how important the RMA 1991 and promoting sustainable management is in determining resource management outcomes in the public planning process; and whether promoting sustainable management is resulting in a radical change in resource management practice. The thesis makes three conclusions. Firstly, that while sustainable management is an ambiguous concept a 'working' interpretation is emerging in resource management practice based on managing adverse environmental effects. Secondly, that the RMA 1991 and promoting sustainable management is important to legitimise resource management proposals in terms of the law, but it is not the raison d'etre for these proposals. Thirdly, that promoting sustainable management has resulted in changes in the way in which resource management proposals are assessed, but there are a lot of conitunities in resource management practice despite resource management law reform.

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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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Kaminsky, Alexander. "Social capital and fisheries co-management in South Africa: the East Coast Rock Lobster Fishery in Tshani Mankozi, Wild Coast, Eastern Cape." Thesis, Rhodes University, 2012. http://hdl.handle.net/10962/d1003110.

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It is evident that natural fish stocks are in rapid decline and that millions of people around the world rely on these resources for food and for securing a livelihood. This has brought many social scientists, biologists and fisheries experts to acknowledge that communities need to take more control in managing their natural resources. The paradigm shift in fisheries management from a top-down resource orientated control to a participatory people-centred control is now being advocated in many maritime nations in facilitating community-based natural resource management. At the heart of these projects is the establishment of institutions and social networks that allow for clear communication and information sharing, based on scientific data and traditional knowledge which ultimately allow empowered communities to collectively manage their resources in partnership with government, market actors and many other stakeholders. Central to the problem is the issue of access rights. In many situations where co-management of natural resources through community-government partnerships is advocated, the failure of coastal states to provide adequate legislature and regulatory frameworks has jeopardised such projects. A second issue is the failure of many states to provide adequate investments in social and human capital which will enable communities to become the primary stakeholder in the co-management of their natural resources. Whilst investments like capacity building, education, skills training and development, communications and institution building can initially require high financial investments, the regulatory costs for monitoring, controlling and surveying fish stocks along the coastline will go down as communities take ownership of their resources under sustainable awareness. The main unit of investment therefore is social capital which allows for the increase in trust, cooperativeness, assertiveness, collective action and general capabilities of natural resource governance. High levels of social capital require good social relations and interactions which ultimately create a social network of fishers, community members and leaders, government officials, market players, researchers and various other stakeholders. Co-management thus has an inherent network structure made up of social relations on a horizontal scale amongst community members as well as on a vertical scale with government and fisheries authorities. These bonding relations between people and the bridging relations with institutions provide the social capital currency that allows for a successful co-management solution to community-based natural resource governance. The South African coastline is home to thousands of people who harvest the marine resources for food security and securing a basic income. Fishing is a major cultural and historical component of the livelihoods of many people along the coastline, particularly along the Wild Coast of South Africa located on its South-eastern shoreline. Due to the geopolitical nature of South Africa’s apartheid past many people were located in former tribal lands called Bantustans. The Transkei, one of the biggest homelands, is home to some of South Africa’s poorest people, many of whom rely on the marine resources. By 1998 the government sought to acknowledge the previously unrecognised subsistence sector that lived along the South African coastline with the promulgation of the Marine Living Resources Act. The act sought to legalise access rights for fishers and provide opportunities for the development of commercial fisheries. The act and many subsequent policies largely called for co-management as a solution to the management of the subsistence sector. This thesis largely explains the administrative and legislative difficulties in transporting the participatory components of co-management to the ground level. As such co-management has largely remained in rhetoric whilst the government provides a contradictory policy regarding the management of subsistence and small-scale fishers. This thesis attempts to provide qualitative ethnographic research of the East Coast Rock Lobster fishery located in a small fishing village in the Transkei. The fishery falls somewhere on the spectrum between the small-scale and subsistence sector as there are a basket of high and low value resources being harvested. It will be argued that in order to economically and socially develop the fishery the social capital and social networks of the community and various stakeholders needs to be analysed in order to effectively create a co-management network that can create a successful collective management of natural resources thereby sustaining these communities in the future.

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El, Baqqaly Sidi Ahmed. "L'apport du contrôle de gestion sociale à la performance des entreprises - cas des entreprises marocaines." Thesis, Tours, 2017. http://www.theses.fr/2017TOUR1001/document.

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Toute entreprise ambitieuse et évolutive ne pourra nier la contribution cruciale de la fonction contrôle de gestion sociale dans sa performance. Cependant, cet apport est encore le sujet de multiples recherches. Plusieurs auteurs se sont mobilisés pour tenter d'éclairer cette "boite noire". En dépit de ce qui a été validé, il reste encore beaucoup d'aspects à découvrir. Dans la littérature, on trouve différentes approches théoriques à travers lesquelles plusieurs auteurs ont tenté de valider la pertinence de ce lien. Nous avons retenu l’approche de contingence pour identifier les facteurs qui influencent les pratiques du contrôle de gestion sociale dans les entreprises marocaines et qui peuvent par conséquent améliorer la performance de ces entités. Suivant un raisonnement hypothético-déductif, un modèle explicatif des pratiques de contrôle de gestion sociale est proposé. Notre modèle intègre une variable à expliquer « amélioration de la performance », douze variables explicatives de type organisationnel et comportemental, et une variable intermédiaire « Caractéristiques du contrôle de gestion sociale ». Ce modèle est ensuite testé empiriquement. Les données collectées sont traitées en utilisant une analyse exploratoire et une autre confirmatoire par les méthodes des équations structurelles
Even if the role of the function social management control in the improvement of the performance of companies are more and more recognized more than before, this link is still subject of several searches. Several authors tried to light this "black box". In spite of what was validated, many still remain to discover. In literature, we find various theoretical approaches through which several authors tried to validate the relevance of this link. We held the approach of possibility to identify the factors which influence the practices of the social management control in the Moroccan companies and which can consequently improve the performance of these entities

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Jamali, Nadia. "Environmental assessment tools for sustainable resource management." Thesis, Nantes, Ecole des Mines, 2014. http://www.theses.fr/2014EMNA0179/document.

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En 1987, la commission sur l'environnement et le développement des Nations-Unies définissait le développement soutenable/durable par ‘‘un développement qui répond aux besoins actuels sans compromettre les capacités des générations futures à répondre au leur’’. Cette définition vise à améliorer/maintenir la qualité de vie de l'humanité avec le temps en perspective. Le développement durable met en exergue trois actions : la diminution des besoins, l'utilisation d'énergies propres et renouvelables et le recyclage. Cette thèse vise à proposer des éléments de réponses à trois questions scientifiques : RQ1 : Comment évaluer l'impact environnemental résultant de l'exploitation des ressources minérales, en tenant en compte de leur abondance, de leur composition chimique, de leurs propriétés physiques et des effets de leur extraction?RQ2 : Comment évaluer la performance du recyclage, en prenant en compte les différentes pertes (de quantité et de qualité)?RQ3 : Substituer de l'énergie fossile par de la biomasse s'inscrit-il toujours dans le cadre du développement durable?La méthode émergétique est principalement utilisée pour cette recherche. Elle est complétée par l'exergético-écologie, l'empreinte carbone ou l'analyse exergétique du cycle de vie.L'émergie spécifique initiale (avant exploitation) des 42 minéraux les plus utilisés dans l'industrie est proposée, tout en respectant le principe de hiérarchisation des matériaux formulé par Odum. La performance environnementale du recyclage métallurgique a été étudiée tout en tenant compte des pertes de matière et de qualité. Une transformité moyenne et trois ratios sont proposés, permettant de quantifier une solution qualifiable de ‘‘éco-conception’’. Finalement, l'intérêt d'une substitution d'un combustible fossile par de la biomasse a été analysé à l’aide de deux exemples concrets
In 1987, the United Nations World Commission on Environment and Development defined sustainable development as ‘‘development that meets the needs of the present without compromising the ability of future generations to meet their own needs’’. The aim is to continuously improve the quality of life for both current and future generation without increasing the use of natural resources beyond the Earth's carrying capacity. The entire life-cycle of natural resources, from their extraction to their final disposal as waste, engenders negative environmental impacts. Waste recycling and the substitutionof excessively polluting resources with alternatives are considered as the key components of sustainable resource management. The flow of the thesis is formalized in the following three research questions:RQ1: Is it possible, and if so how, to assess the environmental impacts resulting from the exploitation of mineral resources, taking into account their abundance, their chemical and physical properties and the effects of their extraction?RQ2: Is it possible, and if so how, to evaluate the environmental performance of recycling, taking into account the chemical, physical and thermodynamic limits of the process?RQ3: To which extent a partial or complete substitution of fossil fuels with biomass is an environmentally friendly solution?The work is essentially based on the emergy approach, but also other environmental assessment tools has been used such as the exergoecology approach, the exergetic life cycle assessment and the carbon footprint. The specific emergy of about 42 main commercially used minerals has been calculated, respecting the material hierarchy developed by Odum. The environmental performance of metallurgical recycling has been studied, taking into account for the material and quality losses during the process. The use of an average transformity is proposed and three sustainability ratios have been defined to assess the benefits and limits of recycling processes. Finally, in order to determine the environmental impact of using biomass as substitute for fossil fuels, two concrete examples has been studied

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Mahmud, A. S. M. Hasan. "Sustainable Resource Management for Cloud Data Centers." FIU Digital Commons, 2016. http://digitalcommons.fiu.edu/etd/2634.

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In recent years, the demand for data center computing has increased significantly due to the growing popularity of cloud applications and Internet-based services. Today's large data centers host hundreds of thousands of servers and the peak power rating of a single data center may even exceed 100MW. The combined electricity consumption of global data centers accounts for about 3% of worldwide production, raising serious concerns about their carbon footprint. The utility providers and governments are consistently pressuring data center operators to reduce their carbon footprint and energy consumption. While these operators (e.g., Apple, Facebook, and Google) have taken steps to reduce their carbon footprints (e.g., by installing on-site/off-site renewable energy facility), they are aggressively looking for new approaches that do not require expensive hardware installation or modification. This dissertation focuses on developing algorithms and systems to improve the sustainability in data centers without incurring significant additional operational or setup costs. In the first part, we propose a provably-efficient resource management solution for a self-managed data center to cap and reduce the carbon emission while maintaining satisfactory service performance. Our solution reduces the carbon emission of a self-managed data center to net-zero level and achieves carbon neutrality. In the second part, we consider minimizing the carbon emission in a hybrid data center infrastructure that includes geographically distributed self-managed and colocation data centers. This segment identifies and addresses the challenges of resource management in a hybrid data center infrastructure and proposes an efficient distributed solution to optimize the workload and resource allocation jointly in both self-managed and colocation data centers. In the final part, we explore sustainable resource management from cloud service users' point of view. A cloud service user purchases computing resources (e.g., virtual machines) from the service provider and does not have direct control over the carbon emission of the service provider's data center. Our proposed solution encourages a user to take part in sustainable (both economical and environmental) computing by limiting its spending on cloud resource purchase while satisfying its application performance requirements.

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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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Chhotobhai, Hugo Hemal. "Impacto da gestão de recursos humanos sustentável na motivação e na perceção do desempenho individual : o papel da identificação organizacional." Master's thesis, Instituto Superior de Economia e Gestão, 2019. http://hdl.handle.net/10400.5/19270.

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Mestrado em Ciências Empresariais
As alterações que se têm verificado no paradigma empresarial, nomeadamente, na sustentabilidade organizacional e ambiental, têm aumentado a importância das práticas de Responsabilidade Social Corporativa, tendo por isso, o conceito de Gestão de Recursos Humanos Sustentável vindo a ganhar cada vez mais destaque. A presente dissertação pretende contribuir para esta nova temática de Gestão de Recursos Humanos, através da análise do impacto que a Gestão de Recursos Humanos Sustentável tem na Motivação e do papel que a Identificação Organizacional tem nessa relação. Consequentemente, também será alvo de estudo a relação entre a Motivação e a Perceção do Desempenho Individual dos colaboradores. Para realizar esta investigação, foi realizado um inquérito destinado a indivíduos que estivessem a desempenhar funções laborais no momento da divulgação deste inquérito. De uma amostra de 154 respostas, foi possível perceber que a Identificação Organizacional desempenha um papel de mediação positivo e significativo na relação entre a Gestão de Recursos Humanos Sustentável e a Motivação e que a Motivação também tem um impacto positivo na Perceção do Desempenho Individual de cada indivíduo. Assim conclui-se que a existência de práticas de Gestão de Recursos Humanos mais sustentáveis permite uma maior Identificação Organizacional dos colaboradores com as organizações e uma maior Motivação por poderem contribuir de forma positiva para a sociedade e meio ambiente, que depois se reflete no aumento da Perceção do Desempenho Individual de cada um.
The entrepreneurial paradigm has been changing, more precisely, the sustainability and the environment in companies. This led to a bigger awareness regarding Corporate Social Responsibility practices putting the concept of Sustainable Human Resources Management on the spotlight. This dissertation intends to contribute to this new subject of Human Resources Management, by analyzing if the Organizational Identification that people have, positively influences the relationship between Sustainable Human Resources Management practices and Motivation, and how Motivation and the Individual Performance of employees connect with each other. In order to pursuit this investigation, a survey was carried out with the aim to reach the working class. The 154 answers played a significant role to assume that Organizational Identification have a positive and significant mediation role in the relationship between the Sustainable Human Resources Management and Motivation. On top of that, Motivation also has an impact at the Individual Performance of the collaborators. Thus, the study concludes that the existence of more Sustainable Human Resources practices leads people to a deeper bond with the organizations they are inserted in (Organizational Identification) and a increasing trend of the motivation by employees because they can contribute positively to the environment, which is reflected in the higher productivity of each (Individual Performance).
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Singh, Jagdeep. "Beyond Waste Management : Challenges to Sustainable Global Physical Resource Management." Doctoral thesis, KTH, Industriell ekologi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-186517.

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Current physical resource management (PRM) was investigated in a global perspective in this thesis, to gain a deeper understanding of its implications in a sustainability perspective. In particular, the main challenges to the current PRM system and the kinds of systemic changes needed for sustainable PRM were examined. In five separate studies, different theoretical and practical challenges to current PRM approaches were analysed. A descriptive literature review, causal loop diagrams and semi-structured interviews were performed to gather qualitative and quantitative inferences. Perspectives from industrial ecology, life cycle thinking, systems thinking and environmental philosophy were then applied to analyse global resource/waste management issues. The analysis resulted in an overview of the global ecological sustainability challenges to current PRM and identification of major challenges to the global waste management system. Causal loop diagrams were used to qualitatively analyse the structure and behaviour of production and consumption systems responsible for unintended environmental consequences of purposive actions to improve material and energy efficiencies. Ways in which resource quality could be maintained throughout the system of production and consumption systems were determined by identifying challenges facing product designers while closing the material loops. A planning framework was devised to operationalise the sustainable development demands in society, including production and consumption systems. A broader systems approach is proposed for future sustainable global PRM, focusing on ensuring societal functions within the human activity system. The approach involves designing and managing anthropogenic stocks of physical resources to reduce inflows of physical resources and outflows of wastes and emissions. Life cycle-based databases linking resource consumption with waste generation are needed for improved global PRM.
I denna avhandling undersöktes fysisk resursanvändning i ett globalt perspektiv, för att få en djupare förståelse av dess konsekvenser i ett hållbarhetsperspektiv. Framför allt undersöktes de största utmaningarna med den aktuella fysiska resurshanteringen och vilka typer av systemförändringar som krävs för en hållbar fysisk resurshantering. I fem studier analyserades olika teoretiska och praktiska utmaningar för den nuvarande fysiska resurshanteringen. Litteraturstudier, kausala loopdiagram och semistrukturerade intervjuer genomfördes för att samla kvalitativ och kvantitativ information. Perspektiv från industriell ekologi, livscykeltänkande, systemtänkande och miljöfilosofi tillämpades för att analysera globala resurs- och avfallshanteringsfrågor. Analysen resulterade i en översikt av den nuvarande fysiska resurshanteringens globala ekologiska hållbarhetsutmaningar och identifiering av stora utmaningar för den globala avfallshanteringen. Kausala loopdiagram användes för att kvalitativt analysera strukturen och beteendet hos de produktions- och konsumtionssystem som gör att ändamålsenliga åtgärder för att förbättra material- och energieffektivitet får oavsiktliga negativa miljökonsekvenser. Hur resurskvalitet kan upprätthållas i produktions- och konsumtionssystemen som helhet bestämdes genom att identifiera de utmaningar som produktdesigners möter när de sluter kretslopp av material. En planeringsmodell utformades för att operationalisera kraven på hållbar utveckling i samhället, bland annat produktions- och konsumtionssystem. Ett bredare systemtänkande föreslås för en hållbar global fysisk resursförvaltning i framtiden, med fokus på att säkerställa samhällsfunktioner inom det mänskliga aktivitetssystemet. Tillvägagångssättet innebär att utforma och hantera antropogena fysiska resurser i syfte att: minska inflödet av fysiska resurser; och utflödet av avfall och utsläpp. Livscykelbaserade databaser som länkar resursanvändning till avfallsgenerering behövs för att förbättra den globala fysiska resursförvaltningen.

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Keeley, Peter Michael. "Sustainable resource management via D.C. thermal plasma technology." Thesis, University of Birmingham, 2018. http://etheses.bham.ac.uk//id/eprint/8107/.

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The recovery of metals from secondary resources is increasing to alleviate supply risks associated with primary sources. Thermal plasma is widely used for platinum group metal recovery from automotive catalysts, but the mixing of various catalyst types makes their processing difficult. It was found that it was possible to separate silicon carbide based catalysts from cordierite based catalysts by a combination of magnetic and electrostatic separation processes resulting in a cordierite fraction of over 98 % purity, which would result in a more consistent feed material to the plasma process enhancing metal recovery. The flexibility of plasma means that the operational conditions in the furnace can be controlled to suit the chemistry of less noble metals such as rhenium and drive gas phase reactions. The technology was used to recover platinum and rhenium from spent petrochemical catalysts via a novel pyrometallurgical process with over 98 % recovery efficiencies of both metals. The plasma process produces a large amount of slag as a by-product which can be used in higher value applications to avoid waste and improve business models. Plasma derived slag was shown to be an effective, low carbon cement replacement which can potentially obtain a market value of £50/tonne.

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Torres, De Miranda Pinto Julian. "Sustainable resource management in european steel supply chains." Thesis, Université Clermont Auvergne‎ (2017-2020), 2019. http://www.theses.fr/2019CLFAD002/document.

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La présente thèse entend examiner les interactions présentes et futures entre l'industrie sidérurgique européenne et son environnement, avec pour objectifs principaux, l’amélioration de la prise de décision et l'élaboration de politiques industrielles en matière de durabilité et de circularité. La thèse contribue à l’émergence de propositions contribuant à façonner l'avenir de l'acier dans l’Union Européenne. L'industrie sidérurgique européenne est utilisée ici comme un cas d’école, visant à explorer les avantages potentiels pour l’économie circulaire et l’écologie industrielle, d’une intégration d’un outil (Analyse du Cycle de Vie – ACV) dans une méthodologie (Dynamique des Systèmes – SD). Un modèle modulaire pour l’industrie sidérurgique européenne a été construit et, pour 4 des 5 articles développés dans la thèse, 21 simulations ont été effectuées. 12 simulations ont permis d’identifier les contraintes potentielles et les avantages des stratégies de fin de vie; 5 d’évaluer les avantages et les inconvénients des différentes stratégies d’intégration de la chaîne d’approvisionnement (SCI) dans la filière européenne de l’acier; et 4 de traiter des interactions entre les dynamiques biophysiques et économiques sur le marché de l'acier. Le dernier article s’appuie sur une nouvelle méthodologie – les Cercles de Durabilité et le Métabolisme Urbain Durable – pour évaluer les défis et les contributions de l'acier dans le cadre de l’éco-fonctionnalité en milieu urbain. Les résultats ont montré que l’intégration de l’ACV dans les stratégies de développement durable permettait de reproduire assez fidèlement les résultats et les scénarios d’études scientifiques antérieures, tout en suggérant des apports méthodologiques relativement novateurs. Cette recherche opérationnelle est susceptible d'intéresser les managers et des chefs d’entreprises qui s’attachent aux questions d’efficience et de résilience de l’outil industriel, ainsi que les décideurs politiques qui souhaitent cerner les enjeux d’une pénurie de matières premières ou d’une politique de recyclage de l’acier à l’échelle européenne. D'après les résultats de chaque article, il a été observé que (a) le recyclage et la réutilisation pourraient générer des résultats intéressants à moyen et à long terme en matière de circularité, en abandonnant notamment les combustibles fossiles et en développant un tout nouveau marché autour des services de fin de vie; (b) différentes approches en matière de chaine logistique intégrée semblent être prometteuses d'un point de vue environnemental et stratégique; (c) six variables biophysiques clés peuvent avoir une incidence notoire sur les cours au comptant, les cours à terme, les marges d'EBITDA, l'utilisation des capacités de production, la distribution des dividendes et les coûts de fabrication de l'acier; et (d) la dynamique servicielle dans le cadre de l’éco-fonctionnalité peut apporter des avantages significatifs aux villes durables, tout en modifiant considérablement la structure de l’offre sur le marché de l’acier
The present thesis delved into the current and future interactions within the European Steel Industry and of it with the environment it is a part of, with the main objective of supporting decision- and policy-making efforts oriented towards sustainability and circularity, helping to shape the future of steel in the European Community. The thesis used the European Steel Industry as a case study to explore the potential benefits of integrating Life Cycle Assessment (LCA) into System Dynamics (SD) under the scopes of Circular Economy and Industrial Ecology. A model representative of the European Steel Industry was built modularly in Stella Architect, following ILCD and ISO guidelines and standards for LCA. Throughout 4 of the 5 articles developed for the present thesis, 21 simulation runs were performed on the aforementioned model: 12 on identifying potential constraints and benefits of End-of-Life policies; 5 assessing the advantages and disadvantages of different Supply Chain Integration (SCI) strategies along European steel supply chains; and 4 addressing the interactions between biophysical and economic dynamics in the steel market. An additional article was developed using the methodologies of Circles of Sustainability and Sustainable Urban Metabolism to appraise the challenges and contributions of steel as part of servitization initiatives in urban environments. Overall results indicated that integrating LCA into SD was not only feasible and capable of reproducing results, trends and behaviors from previous scientific studies, but also of contributing to both methodologies in different levels. This approach has potential to interest policy-makers who seek more granularity within the European Steel Industry as well as decision-makers searching for a broader understanding of their operation’s dynamics beyond the gates, notably regarding raw material scarcity, resource self-sufficiency, and resource ownership retention. From the results of each article it was observed that, (a) pushing for recycling and reuse could generate interesting medium- to long-term results for circularity, transitioning away from fossil fuels and developing a whole new market around end-of-life services; (b) different SCI approaches can be environmentally and strategically promising; (c) six key biophysical variables can distinctively affect spot prices, future prices, EBITDA margins, capacity utilization, dividend payouts, and costs of steelmaking; and (d) servitization can provide significant benefits to sustainable cities, while also being able to substantially alter the supply-side dynamics of steelmaking, highlighting how important it is for steelmakers to pay close attention to the service-providing initiatives that may concern their clients and products

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Lavers, Anthony. "Foundations of sustainable resource management : the legitimation function." Thesis, Imperial College London, 2015. http://hdl.handle.net/10044/1/40394.

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The literature on management of common-pool resources and social-ecological systems is extensive. It covers at least 40 years of research. In that time, significant progress has been made in understanding the conditions and factors that characterise sustainable management schemes, particularly community-based schemes. This thesis attempts to build on this literature. Its core concern and unifying theme is the 'factors' that explain why some management systems are successful and others are not. Of course, the list of factors identified in existing literature is extensive. Some of these factors - socio-economic heterogeneity, for instance - are explored in significant depth. This thesis does not propose to contribute to our understanding of such factors. Instead, it focuses on one factor - legitimacy - which is recognised as important by a large number of researchers, but has been subject to only limited investigation in the field. The thesis adopts a multi-disciplinary and mixed methods approach to ask how resource management systems - and the organisations that design and operate them - gain legitimacy. Much of the research is based on two case studies of resource management systems in Argentina and the United States. One of these systems is in the process of being implemented, but has been the source of much dissatisfaction to date. The other system, a fisheries management plan, was introduced in 1995, and has changed the fortunes of fishermen and other stakeholders in mostly positive ways. These case studies are the point of departure for developing a more complete picture of the factors that underpin legitimacy in resource management contexts.

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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 available over the period January 1989 to March 1997 (giving 99 monthly observations). Although personnel data of this this sort is available for the US (see, for example, Baker, Gibbs and Holmstrom (1994) and Lazear (1999)), this is one of the first data sets of its kind to be available for the U. K. This thesis focues on three areas of personnel economics. It analyses the issues of promotion, absenteeism, and labour turnover, paying particular attention in all three cases to gender differences.

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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 arising from the proposition that multinational firms are contributing to the development of international norms of best practice in human resource management as a result of a trend towards greater coordination of management practice in MNEs. It is suggested that multinationals are developing mechanisms to encourage the transfer of knowledge and experience across national boundaries, and this is therefore an important aspect of international human resource management (HRM). The thesis contains a review of the literature, firstly on the management of multinationals, secondly on the development of a strategic view of human resource management, and thirdly on HRM in the MINE. From this material, a theoretical framework is developed that links together a number of research questions. These formed the basis for the design and execution of a qualitative research project in which information on strategy, structure and management practice was obtained from twentyfour companies. These represented a cross-section of country ownership, including the UK, other European countries, the USA and Japan. The design of the research project is explained, and this is followed by a presentation of the results. These support the proposition that as a consequence of the globalization of markets, multinationals are tending to adopt a more global perspective in which there is greater cross-national integration of operations, coordination of management practice, and the development of internationally orientated management. The analysis discusses the implications of this for international human resource management, and offers a number of recommendations for HRM in the multinational enterprise. Finally some suggestions are made for future research to build on and extend the findings of this project.

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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 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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Vong, Tze Ngai. "Managing human resource development." Thesis, University of Macau, 2000. http://umaclib3.umac.mo/record=b1636787.

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Lainé, Annick. "Management coopératif et gouvernance coopérative : un trait d'union pour un développement soutenable des SCOP : analyse des pratiques de SCOP TPE-PME en Rhône Alpes." Thesis, Montpellier 1, 2011. http://www.theses.fr/2011MON10047.

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Ce travail de recherche doctoral a pour objet l'étude des relations entre la Gouvernance, le Management des Ressources Humaines et la Stratégie des SCOP. Ces entreprises coopératives, au projet politique originel et original, s'organisent à partir de valeurs issues du XIX ème siècle que sont la solidarité, la propriété collective inter-générationnelle et l'équité, eu égard à leur triple filiation économique, politique et sociale.L'identification de risques de tensions et d'éclatements inhérents à ce type de gouvernance hybride fait appel à un management adapté pour animer une organisation de salarié-e-s -associé-e-s majoritaires en co-responsabilité d'une organisation coopérative.Cette problématique à la croisée du terrain et de la littérature, s'inscrit dans une démarche innovante d'approche triptyque pour une méthodologie qualitative.L'analyse des pratiques et des discours recueillis auprès de gérant-e-s de 16 SCOP TPE PME de Rhône Alpes et d'animateurs du secteur coopératif a révélé d'une part des freins et des leviers et d'autre part des éléments de contingence au Développement Coopératif Soutenable des SCOP. Ces résultats ont permis l'élaboration d'un idéal type de Management Coopératif et de Développement Coopératif Soutenable complétés par le SCCORRET et la pyramide de l'équilibre coopératif, outils de gestion coopératifs proposés pour prévenir les risques de tensions individuels et collectifs et l'établissement du lien existant entre Gouvernance Coopérative-Management Coopératif et Développement Coopératif
This doctoral research aims to study the relationship between Governance, Human Resource Management and Strategy of SCOP. These co-operative enterprises have an original and innovative political project and are beneficiaries of a triple linage of economic, political & social nature. Their values which derived from the nineteenth century are of solidarity, collective inter-generational ownership and equity.The identification of risks of tension and disintegration inherent to such an hybrid form of governance calls for a adequate management to run a co-operative organisation where worker members have a majority vote in co-responsibility.This issue emerging from both the field and the literature is studied in an innovative triptych approach based on a qualitative methodology. The analysis of practices and speeches - gathered from managers of 16 micro co-operatives and small & medium co-operatives of Rhône Alpes and from leaders of the co-operative sector – has revealed, on one hand, brakes and levers and on the other hand, contingency elements to a sustainable co-operative development of SCOP.These results have allowed the development of an ideal type of co-operative management and sustainable co-operative development based on co-operative management tools designed to prevent the risk of individual and collective tensions and to strenghthen the link between co-operative governance, co-operative management and co-operative 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 analytics in their HR departments have been extremely successful. If this is the case, why are not more HR professionals adopting the use of human resource analytics (HRA)? The purpose of this study is to gain insight as to the reasons why more HR professionals are not using HRA to improve organizational performance and to gain and maintain a competitive advantage. An exploration of prior research was performed and resulted in the development of a model representing factors that impact the adoption of HRA. The model was then tested for content validity and reliability using Partial Least Squares of Path Modeling. Results of the study of 302 HR professionals, currently working in the field of HR, suggest the hypotheses testing social influence, tool availability, effort expectancy, performance expectancy, and quantitative self-efficacy as factors impacting the adoption of HRA were all significant. Conversely, the factors data availability, fear appeals, and general self-efficacy were not significant. Findings indicate that the factors impacting the adoption of HRA are not only in the hands of the HR professional but, to some extent, the organization as well. If organizations truly want to adopt HRA, they must make available to the HR professionals the tools, data, resources, and support necessary. This study contributes to the literature on individual-level adoption, specifically of HRA. Implications for theory and practice are discussed, as well as further research.

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Brewer, Charles Kenneth. "Remote Sensing Applications to Support Sustainable Natural Resource Management." The University of Montana, 2007. http://etd.lib.umt.edu/theses/available/etd-12282007-164513/.

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The original design of this dissertation project was relatively simple and straightforward. It was intended to produce one single, dynamic, classification and mapping system for existing vegetation that could rely on commonly available inventory and remote sensing data. This classification and mapping system was intended to provide the analytical basis for resource planning and management. The problems encountered during the first phase of the original design transformed this project into an extensive analysis of the nature of these problems and a decade-long remote sensing applications development endeavor. What evolved from this applications development process is a portion of what has become a "system of systems" to inform and support natural resource management. This dissertation presents the progression of work that sequentially developed a suite of remote sensing applications designed to address different aspects of the problems encountered with the original project. These remote sensing applications feature different resource issues, and resource components and are presented in separate chapters. Chapter one provides an introduction and description of the project evolution and chapter six provides a summary of the work and concluding discussion. Chapters two through five describe remote sensing applications that represent related, yet independent studies that are presented essentially as previously published. Chapter two evaluates different approaches to classifying and mapping fire severity using multi-temporal Landsat TM data. The recommended method currently represents the analytical basis for fire severity data produced by the USDA Forest Service and the US Geological Survey. Chapter three also uses multi-temporal Landsat data and compares quantitative, remote-sensing-based change detection methods for forest management related canopy change. The recommended method has been widely applied for a variety of forest health and disaster response applications. Chapter four presents a method for multi-source and multi-classifier regional land cover mapping that is currently incorporated in the USDA Forest Service Existing Vegetation Classification and Mapping Technical Guide. Chapter five presents a study using nearest neighbor imputation methods to generate geospatial data surfaces for simulation modeling of vegetation through time and space. While these results have not yet been successful enough to support widespread adoption and implementation, it is possible that these general methods can be adapted to perform adequately for simulation modeling data needs.

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Olugboye, Dayo. "Sustainable water resource and environmental management in developing countries." Thesis, University of Wolverhampton, 2017. http://hdl.handle.net/2436/620743.

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Water supply service delivery has been recognised as a complex challenge facing communities in developing countries. Its particularly serious in sub-Saharan Africa where a significant proportion of the population still lack basic access to safe drinking water supply. Over the years, many externally supported community-managed water facilities have failed to deliver sustainably. This results not only in a loss of financial investment but also constitutes a real threat to people’s health and well-being. Therefore, this study aimed to explore options for innovative water service delivery approach that can support vibrant water supply provision as well as provide a guidance framework for sustainable water service delivery in Nigeria. Due to the socio-technical complexity of the research, the mixed method approach was found to be the most suitable research method after extensive considerations and reviews of other several available research methodologies. The study found that the hand-dug wells (HDW) have enormous potential in sustainable water service delivery to households within the proposed framework arrangement. This research successfully presented a unique model, based on the concept of HDW self-supply, using rope pump technology in conjunction with a community-based water resource management concept. The proposed approach led to the production of a set of Guidance Frameworks that will aid planning and implementation of a proposed solution. This was validated with key stakeholders and it applicability was rated highly relevant in the water sector. The approach did not only address the question of technical and financial sustainability but also make a case for environmental sustainability. Hence, ensuring that meeting present domestic water needs will not jeopardise the ability of future generations to meet their own needs. Further research was recommended to ensure wider applicability of the model.

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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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Smeddle-Thompson, Lisa. "Implementing sustainable human settlements." Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/20153.

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Thesis (MPhil)--Stellenbosch University, 2012.
ENGLISH ABSTRACT: In our rapidly urbanising world, the need for sustainable settlement planning, particularly for the poor in developing countries, is essential. In South Africa, apartheid spatial constructs segregated black population groups, denying them equal access to economic opportunities; housing; as well as basic and social services. After the first democratic elections in 1994, policy makers attempted to redress these inequalities. Though early housing policy aimed to provide secure tenure: permanent residential structures, and access to basic services for the poor, these policies failed to meet the objectives of the policy makers. In articulating that the state could not meet the needs of the homeless, and that housing for the poor should be delivered within a normalized market in order to attract private investment, these policies (which promoted private sector, contractor-driven development) only served to heighten inequalities previously entrenched by the apartheid regime. In 2004, after measuring delivery failures, policy makers empowered the state to become an enabler of subsidised and low-income housing delivery, rather than leaving housing provision solely to the market. The new policy included the use of multiple finance and delivery mechanisms, multiple housing typologies, and clearly expressed the need for capacity development. It also espoused the need for citizens to become participants in sustainable settlement delivery. Despite this, policy implementation continues to be fragmented and mostly ineffectual. Interviews, survey results and site visits reveal that there are some examples of integrated sustainable human settlements in the South African (SA) context. A few recent examples showcase better quality houses, a broader variety of housing options and typologies, better locations, functioning developmental relationships and the use of multiple financing mechanisms. Conversely, case studies and comparative analysis of developments reveal that most projects designated as Breaking New Ground (BNG) responsive by government officials (as defined in the study) fail to meet BNG policy objectives. This study argues that low-income housing provision continues to focus on the delivery of free-standing subsidy houses without providing a range of typologies and tenure options. It argues that basic and socialservice provision is intermittent and, at times, non-existent. It argues that current funding models for the development of sustainable human settlements in low-income communities are unable to meet basic needs within communities. It shows that skills scarcities within government prevent the acceleration of housing delivery and that participation strategies have failed to meet the policy objective of enabling citizens to become participants in sustainable settlement development. In conclusion, it recommends that the current focus on and allocations of subsidies toward ownership models for shelter and housing delivery be re-examined. It suggests that support should be provided for lending institutions to extend finance to creditworthy, low- and middle-income families. Additionally, accredited capacitybuilding programmes should be developed and funded for local authorities, enabling local government to be the sole driver of local development. It argues that capacity should be built in community organisations to speed up delivery processes, and recommends that provincial government’s power and authority be incrementally devolved to local government as capacity is increased within local authorities.
AFRIKAANSE OPSOMMING: Weens die snelle verstedeliking in Suid-Afrika het die behoefte aan beplanning van volhoubare nedersettings noodsaaklik geword, veral vir armes in ontwikkelende lande. Tydens apartheid is gesegregeerde swart gemeenskappe gelyke toegang tot ekonomiese geleenthede, behuising, sowel as basiese en maatskaplike dienste ontneem. Na 1994 het beleidmakers gepoog om hierdie ongelykhede reg te stel. Hoewel vroeë behuisingsbeleid daarop gemik was om permanente residensiële strukture wat toegang tot basiese dienste sou verseker, het hierdie beleid egter gefaal. Toe die staat nie sy doelwitte kon bereik nie, is daar besluit om private beleggings te lok. Hierdie privaatsektor gedrewe beleid, wat ontwikkeling binne 'n genormaliseerde mark sou bevorder, het egter slegs gedien om ongelykhede te verskerp. Dit is dan ook dieselfde ongelykhede wat voorheen in die apartheidsbeleid verskans is. In 2004, na besef is dat verskaffing misluk het, het beleidmakers die staat bemagtig om te verseker dat gesubsidieerde behuising vir lae-inkomste groepe verskaf word, eerder as om behuising slegs aan die private sektor oor te laat. Die nuwe beleid het ingesluit die gebruik van verskeie finansiële en leweringsmeganismes, meervoudige behuising-tipologieë, en het duidelik die behoefte aan kapasiteitsontwikkeling vergestalt. Dit het ook die behoefte onderstreep wat daar bestaan vir landsburgers om deel te neem aan die proses van lewering van volhoubare nedersettings. Ten spyte hiervan is min sukses behaal. Hierdie studie voer aan dat daar 'n paar voorbeelde van geïntegreerde volhoubare menslike nedersettings in die Suid-Afrikaanse konteks bestaan. Onlangse voorbeelde dui op huise van ‘n beter gehalte, 'n groter verskeidenheid van behuisingsopsies en tipologieë, geskikter ruimtes, die funksionering van die ontwikkelingsverhoudings en die gebruik van verskeie finansieringsmeganismes. Aan die ander kant, alhoewel regeringsamptenare die meeste projekte aanvaar as synde dat hulle voldoen aan die vereistes van Breaking New Ground (BNG), voldoen hulle nie aan die vereistes van die BNG se beleid nie. Hierdie studie voer aan dat die voorsiening van lae-inkomste-behuising bly fokus op die lewering van subsidies vir vrystaande huise sonder dat 'n reeks tipologieë en ook opsies ten opsigte van verblyfreg verskaf word. Basiese en maatskaplike diensvoorsiening is gebrekkig en soms totaal afwesig. Hierbenewens is die huidige finansiële modelle vir die ontwikkeling van volhoubare menslike nedersettings in lae-inkomste gemeenskappe nie in staat om in die basiese behoeftes van die gemeenskappe te voorsien nie. Dis duidelik dat ‘n tekort aan vaardighede binne die regering verhoed dat die lewering van behuising versnel en dat die strategieë vir deelname deur burgers aan die proses ook gefaal het. Ten slotte beveel hierdie studie aan dat die huidige stelsel vir die toekennings van subsidies vir die lewering van skuiling en behuising weer nagegaan word. Ondersteuning moet gegee word aan instellings wat finansiering voorsien en dit behoort uitgebrei te word na lae- en middel-inkomste families wat kredietwaardig is. Kapasiteitsbou-programme behoort geskep te word vir plaaslike owerhede wat dan alleen sal omsien na plaaslike ontwikkeling. Gemeenskapsorganisasies behoort ook bemagtig te word om leweringsprosesse te bespoedig. Die provinsiale regering se magte en gesag moet inkrementeel oorhandig word aan plaaslike regering soos kapasiteit binne plaaslike owerhede self uitbrei.

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Jesser, Peter Stewart. "SYSTEM THEORY: APPLICATIONS IN HUMAN RESOURCE MANAGEMENT." Thesis, The University of Arizona, 1985. http://hdl.handle.net/10150/291981.

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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 developed according to the comments and recommendations received from companies. The second version of the model was validated by academics from HR and Business Process fields. The Model represents a hard systems model of HRM process, which is intended to be normative outlining the key activities and information flows. An audit methodology was produced based on the Model. The HRM business process of four companies were audited using the audit methodology. These four in-depth case study companies together with the research leading up to this point led to development of new insights to the HRM theory and practices. The most significant contributions of this research are as follows: Introduced HRM as a business process and classify it as a support process; Demonstrated that, the HRM activities can be modelled as a business process, taking a systems engineering approach. This provides a "Hard Systems" perspective to HRM; Demonstrated that, the Model provides a framework that would facilitate effective deployment of business objectives to HR objectives; HRM is a business process that supports other business processes. However, in practice HRM is not recognised as a cross-functional business process; Companies with no formal HR function seem to have the most complete HR business process where the process is embedded into each function; Impact of HR process / activities are not measured or monitored in an objective explicit manner.

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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 developed a hybrid form of H.R.M suitable to the particular to the needs of local authorities. The study presents evidence that some cultural change has occurred in local authorities under H.R.M, particularly in the structure of organisations, and in the relationship between HR staff and managers. However, the inability of local authorities to overcome specific barriers to H.R.M means that the contribution H.R.M might make to the organisational performance of local councils is still unknown. These barriers are the inability of councils to produce integrated business and H.R strategies; underdevelopment of line managers; incomplete processes of devolution and decentralisation of HR responsibilities and issues arising from the political nature of local authorities.

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Ram, Justine. "Distribution and sustainable development in a natural resource-based economy." Thesis, London School of Economics and Political Science (University of London), 2012. http://etheses.lse.ac.uk/469/.

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There is still some ambiguity about what is sustainable development. From an economic point of view it involves maintaining a stock of assets for posterity that is equal to or greater than the stock of assets of the current generation. This is the basis of the capital approach to sustainable development. To measure how sustainable an economy is, based on the capital basis of sustainable development, multilateral institutions such as the World Bank use wealth accounting combined with the genuine savings approach to measure how well economies are saving for the future, net of current asset depreciation. These measures are useful for telling policy makers how their policies are contributing to sustainability and whether their economies are on a sustainable development path. Although these measures tell which assets are being depleted and the level of savings required, they do not tell why inadequate savings or inadequate investments might be occurring and how these assets are distributed among income groups within the economy. These measures are also not linked explicitly with the development prospects of the country and the needs of the current generation. This thesis attempts to assess if distributional outcomes affect how much countries save and therefore whether this has any impact on sustainability. To examine the impact of distribution on sustainability, a case study of Trinidad and Tobago (T&T) is conducted. T&T has had a negative genuine savings rate for most of the last two decades, primarily due to the excessive exploitation of its natural resources (oil and natural gas) without sufficient savings or reinvestment of the revenues from these resources. Has the distribution of these resource rents had any impact on saving outcomes? An attempt is made to answer these questions by assessing how government expenditure is distributed and who benefits most from the exploitation of the natural resources. The analyses contained within the thesis show that expenditure on energy subsidies, the distribution of human capital and the overall distributions of rents are all regressively distributed.

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Condeça, Fabíola Vasconcelos Esteves. "Políticas e estratégias de formação na Allianz." Master's thesis, Instituto Superior de Economia e Gestão, 2013. http://hdl.handle.net/10400.5/5902.

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Mestrado em Gestão de Recursos Humanos
O tema do presente Relatório de Estágio abordou a temática da formação e desenvolvimento organizacional. A escolha deste tema deveu-se ao meu interesse, durante o meu percurso académico, relativamente ao tópico da gestão da formação e também ao facto de ter realizado um estágio curricular nesta área, no âmbito do Trabalho Final de Mestrado em Gestão de Recursos Humanos. O estágio curricular teve lugar na Direcção de Pessoas- Departamento de Desenvolvimento e Comunicação da Companhia de Seguros Allianz Portugal, onde me foi dada a oportunidade de aplicar na prática os conhecimentos teóricos adquiridos ao longo do Mestrado, bem como obter experiência profissional, tomando contacto directo e participativo nas funções diárias deste Departamento. O objectivo deste relatório de estágio foi explanar e analisar as actividades desenvolvidas ao longo do estágio, para compreender como é feita a gestão da formação na prática organizacional. De modo a possibilitar uma análise crítica das práticas organizacionais sobre a gestão da formação, foi feita uma revisão da literatura sobre esta temática. Comparou-se o preconizado pela teoria com o praticado, o que permitiu demonstrar que a Allianz Portugal adopta boas práticas na gestão da formação, razão pela qual é uma organização certificada pela Bureau Veritas.
The subject of this Internship Report discussed the issue of organizational training and development. The choice of this topic was due to my interest during my academic path about the subject of training management and also because I had done a curricular internship in this field for my Master’s Final Work in Human Resource Management. The internship took place at the Development and Communication at Allianz Portugal Insurance Company, where I had the opportunity to apply in practice the theoretical knowledge acquired during the Master, as well as work experience, having direct contact and participating in the daily functions. The purpose of this Internship Report was to explain and analyze the activities performed along the internship, in order to understand how to manage training in an organization. First of all, was made a literature review that enabled a critical analysis of organizational practices on the training management field. At last, was made a comparison between the theory and the organizational practice, which proved that Allianz Portugal adopts best practices in training management, being even a certified organization by Bureau Veritas.

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Rubio, López Javier. "Resource management techniques for sustainable networks with energy harvesting nodes." Doctoral thesis, Universitat Politècnica de Catalunya, 2016. http://hdl.handle.net/10803/396309.

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his dissertation proposes novel techniques for assigning resources of wireless networks by considering that the coverage radii are small, implying that some power consumption sinks not considered so far shouldnow be introduced, and by considering that the devices are battery-powered terminals provided with energy harvesting capabilities. In this framework, two different configurations in terms of harvesting capabilities are considered. First, we assume that the energy source is external and not controllable, e.g. solar energy. In this context, the proposed design should adapt to the energy that is currently being harvested. We also study the effect of having a finite backhaul connection that links the wireless access network with the core network. On the other hand, we propose a design in which the transmitter feeds actively the receivers with energy by transmitting signals that receivers use for recharging their batteries. In this case, the power transfer design should be carried out jointly with the power control strategy for users that receive information as both procedures, transfer of information and transfer of power, are implemented at the transmitter and make use of a common resource, i.e., power. Apart from techniques for assigning the radio resources, this dissertation develops a procedure for switching on and off base stations. Concerning this, it is important to notice that the traffic profile is not constant throughout the day. This is precisely the feature that can be exploited to define a strategy based on a dynamic selection of the base stations to be switched off when the traffic load is low, without affecting the quality experienced by the users. Thanks to this procedure, we are able to deploy smaller energy harvesting sources and smaller batteries and, thus, to reduce the cost of the network deployment. Finally, we derive some procedures to optimize high level decisions of the network operation in which variables from several layers of the protocol stack are involved. In this context, admission control procedures for deciding which user should be connected to which base station are studied, taking into account information of the average channel information, the current battery levels, etc. A multi-tier multi-cell scenario is assumed in which base stations belonging to different tiers have different capabilities, e.g., transmission power, battery size, end energy harvesting source size. A set of strategies that require different computational complexity are derived for scenarios with different user mobility requirements.
Aquesta tesis doctoral proposa tècniques per assignar els recursos disponibles a les xarxes wireless considerant que els radis de cobertura són petits, el que implica que altres fonts de consum d’energia no considerades fins al moment s’hagin d’introduir dins els dissenys, i considerant que els dispositius estan alimentats amb bateries finites i que tenen a la seva disposició fonts de energy harvesting. En aquest context, es consideren dues configuracions diferents en funció de les capacitats de l’energia harvesting. En primer lloc, s’assumirà que la font d’energia és externa i incontrolable com, per exemple, l’energia solar. Els dissenys proposats han d’adaptar-se a l’energia que s’està recol·lectant en un precís moment. En segon lloc, es proposa un disseny en el qual el transmissor és capaç d’enviar energia als receptors mitjançant senyals de radiofreqüència dissenyats per aquest fi, energia que és utilitzada per recarregar les bateries. A part de tècniques d’assignació de recursos radio, en aquesta tesis doctoral es desenvolupa un procediment dinàmic per apagar i encendre estacions base. És important notar que el perfil de tràfic no és constant al llarg del dia. Aquest és precisament el patró que es pot explotar per definir una estratègia dinàmica per poder decidir quines estaciones base han de ser apagades, tot això sense afectar la qualitat experimentada pels usuaris. Gràcies a aquest procediment, es possible desplegar fonts d'energy harvesting més petites i bateries més petites. Finalment, aquesta tesis doctoral presenta procediments per optimitzar decisions de nivell més alt que afecten directament al funcionament global de la xarxa d’accés. Per prendre aquestes decisions, es fa ús de diverses variables que pertanyen a diferents capes de la pila de protocols. En aquest context, aquesta tesis aborda el disseny de tècniques de control d’admissió d’usuaris a estacions base en entorns amb múltiples estacions base, basant-se amb la informació estadística dels canals, i el nivell actual de les bateries, entre altres. L'escenari considerat està format per múltiples estacions base, on cada estació base pertany a una família amb diferents capacitats, per exemple, potència de transmissió o mida de la bateria. Es deriven un conjunt de tècniques amb diferents costos computacionals que són d'utilitat per a poder aplicar a escenaris amb diferents mobilitats d’usuaris.

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Dissertations / Theses on the topic 'Sustainable human resource management'

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