Tesi: "Result measurement in HR"

1

Facchini, Ana Rita. "Análise da relação entre práticas de recursos humanos, comprometimento e desempenho organizacional". reponame:Biblioteca Digital de Teses e Dissertações da UFRGS, 2007. http://hdl.handle.net/10183/30988.

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Abstract (sommario):

Este estudo trata das relações entre práticas de recursos humanos, comprometimento e desempenho organizacional. Seu objetivo central é o desenvolvimento de um modelo teórico descritivo para explicar como a percepção de práticas de recursos humanos influencia o comprometimento e o desempenho organizacional. Pesquisas anteriores indicaram a existência de relacionamentos entre práticas de recursos humanos e performance empresarial, bem como relacionamentos entre práticas de recursos humanos e comprometimento organizacional sem, no entanto, estabelecer relações causais consistentes. O objetivo do estudo foi atingido através de combinação de procedimentos metodológicos qualitativos e quantitativos. Uma primeira etapa, exploratória, foi baseada em entrevistas em profundidade com executivos de empresas gaúchas de ponta em seus segmentos produtivos, e serviu para a elaboração da escala do construto ‘práticas de RH’. A segunda etapa, quantitativa, foi baseada em um estudo de caso num grupo industrial paulista com múltiplas instalações. Investigou-se, junto aos empregados, através de uma survey, a sua percepção a respeito das práticas de RH, além de mensurar o seu grau de comprometimento organizacional com a utilização da escala de Meyer e Allen (1991). As medidas de desempenho utilizadas foram objetivas, ou seja, indicadores de desempenho real foram fornecidos pela empresa objeto do estudo de caso. Para testar as relações entre os construtos da pesquisa, foi utilizada a Modelagem de Equações Estruturais. Os resultados encontrados indicam forte relacionamento entre os três construtos empregados, cujas escalas de mensuração apresentaram evidências de validade. Os parâmetros do modelo sugerem que a percepção das práticas de RH induzem a um aumento do comprometimento, contribuindo para melhor desempenho organizacional (relação entre práticas de RH e comprometimento organizacional – γ= 0,89; relação entre comprometimento e desempenho organizacional – β= 0,70). A seleção interna explica 60% da variabilidade do construto de práticas de RH, enquanto que treinamento, coaching, desenvolvimento de líderes, responsabilidade social e segurança explicam 55% dessa variabilidade. A análise das inter-relações das diversas variáveis que compõem os construtos do modelo fornece informações importantes e relevantes para a gestão de recursos humanos, contribuindo para uma linha de pesquisa que, internacionalmente, investiga o relacionamento da gestão de recursos humanos e o desempenho organizacional.
This study approaches the relations between human resource practices, commitment and organizational performance. It primarily aims at the development of a technical descriptive model to explain how the perception of human resource practices influence both the commitment and organizational performance. Previous research has indicated the existence of relation between human resources practices and enterprise performance, as well as human resources practices and organizational commitment, without, however, establishing consistent causal relations. The objective of this study was achieved through a combination of qualitative and quantitative methodological procedures. A first step, called exploratory, was based on in-depth interviews with executives of major companies in their productive segments from the State of Rio Grande do Sul, The interviews were used to elaborate the scale of the construct ‘HR Practices’. The second stage – qualitative - was based on a case study in an industrial group with multiple facilities located in the State of São Paulo. The perception of employees about HR practices was investigated through a survey. The degree of organizational commitment was measured using the Meyer and Allen (1991) scale. The performance measures were objective, meaning that real performance indicators were supplied by the company. The Structural Equation Modeling was used in order to test the relations between research constructs. The results indicate a strong association between the three constructs employed, and the measurement scales seem to be valid. The model parameters suggest that the perception of the HR practices induces an increase in commitment, contributing to a better organizational performance (relation between HR practices and organizational commitment – γ= 0.89; and between organizational commitment and performance – β = 0.70). The internal labor market explains 60% of the variability of the HR practice construct, while training, coaching, leader development, social responsibility and security explain 55% of such variability. The interrelation analysis of the variables that compose the model constructs offer relevant information to human resource management, contributing to a research line that, internationally, investigates the relation between human resource management and organizational performance.

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2

Kratochvílová, Jana. "HR Controlling v organizaci". Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-193531.

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The present diploma thesis deals with HR controlling, which represents an effective way for organizations to monitor and assess quantitative and qualitative indicators. HR controlling is an efficient means of demonstrating the contribution of HR managers not only to their departments but also to the overall aims of organizations. The first part of the thesis defines basic theoretical prerequisites concerning the importance of HR management in organization efficiency, the HR system and HR controlling. The analytical part of the thesis begins with the presentation of the BUZULUK, a.s. company. The principal part of the thesis is comprised of a situational analysis, the definition of the needs of internal HR department customers and a new conception of personal indicators. The main aim of the thesis is to analyze the present approach of the BUZULUK, a.s. company to efficiency assessment in the field of human resources and, based on this, to propose a system of efficiency indicators, which might ultimetely help the implementation of HR controlling in the aforementioned company.

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3

Jansson, Frida, e Sandra Sellering. "HR-chefers legitimitet i svenska ledningsgrupper : En kvalitativ studie från HR-chefers perspektiv". Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-17211.

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Bakgrund: Utifrån HR-transformationen har HR-funktionen samt HR-chefer fått en ny inriktning. Istället för att vara omvårdande och administrativa ska de vara mer värdeskapande, strategiska och effektiva. I och med detta har även rollerna för HR förändrats där förväntningarna samt vad HR bör fokusera på i sitt arbete har blivit otydligt. Detta har i sin tur skapat ett legitimitetsproblem för HR som blivit speciellt påtagligt i ledningsgruppen, där HR-chefer nu ska verka som en strategisk business partner. Det kan finnas olika orsaker till varför detta legitimitetsproblem existerar i praktiken på den svenska arbetsmarknaden. Dock finns det bristande forskning kring HR-chefers legitimitet i ledningsgrupper i Sverige samt hur de upplever sin legitimitet. Syfte: Syftet med studien är att få en förståelse för hur HR-chefer i praktiken ser på deras legitimitet samt hur de tror att den eventuellt kan stärkas. Vidare är syftet att undersöka ifall HR-chefer använder sig utav mätverktyg gällande de mänskliga resurserna som hjälpmedel för att erhålla legitimitet. Metod: Studien har genomförts med en kvalitativ samt abduktiv metod där intervjuer har använts som datainsamlingsmetod. Det är 10 stycken HR-chefer som intervjuats från olika branscher med olika typer av erfarenheter. Vald metod grundar sig i att studien är ämnad att fokusera på att få en djupare förståelse för valt problemområde, snarare än att försöka hitta lösningar på problemformuleringen. Slutsats: Studien har resulterat i att HR-chefer generellt sett inte upplever att de har bristande legitimitet i vare sig sin yrkesroll eller i ledningsgruppen. Vidare har studien bidragit med en förståelse för att mätverktyg gällande de mänskliga resurserna faktiskt kan fungera som ett hjälpmedel till HR-chefer för att de ska erhålla eller stärka sin legitimitet. Studien har dessutom lyft fram andra faktorer som har visat sig ha en positiv inverkan på legitimiteten där kommunikation, visa sitt värde samt att vara insatt i hela verksamheten tas upp som exempel.
Background: After the HR transformation, the HR function and HR managers should be more strategic, effective and creating more value than being only an administrative function like they were before. Based on this new alignment the expectations and what the HR function should focus on have become unclear. In turn, this have created a legitimacy problem for HR and have also affected them in their ambition to become a strategic business partner in company’s boardrooms. There could be different reasons to why this legitimacy issue exists on the Swedish work market. However, are the research about HR managers legitimacy in boardrooms in Sweden and their experience around their own legitimacy insufficient. Purpose: The purpose of this study is to gain an understanding of how HR managers in practice look at their legitimacy and how they believe it can be strengthened. Furthermore, the purpose is to investigate whether HR managers use measuring tools regarding human resources in their ambition to obtaining legitimacy. Method: The study has been conducted with a qualitative and abductive method, where interviews have been used as a data collection method. 10 HR managers have been interviewed from different industries with different types of experiences. The chosen method is based on the study’s focus, which is to gain a deeper understanding of the chosen problem area, rather than trying to find solutions to the problem. Conclusion: The result of this study indicate that HR managers generally do not feel that they have a lack of legitimacy in either their professional role or in the company’s boardroom. Furthermore, the study has contributed to an understanding that measuring tools regarding human resources can function as a tool for HR managers in their ambition to obtain or strengthen their legitimacy. The study has also highlighted other factors that have proved to have a positive impact on the legitimacy where communication, showing their value and having knowledge about the entire business are addressed as examples.

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Synek, Pavel. "HR Benchmarking a měření efektivity řízení lidských zdrojů". Master's thesis, Vysoká škola ekonomická v Praze, 2010. http://www.nusl.cz/ntk/nusl-73918.

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The theoretical part desribes some of the main concepts used in assessing human resources effectiveness especially those from the last decade written in anglo-saxon countries. There are three goals of the analytical part: comparison of the human resource management indices with international benchmarks, testing of stated hypotheses defined in cooperation with top management of the chosen company and determination of key human resources indices. Comparison and analysis are main methods used in the thesis. Beside partial recommendations there are two main indices proposed at the end to help top management to achieve goals of the business strategy.

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5

Clemensson, Lisa. "Utan data är HR bara en funktion med en åsikt? : En kvalitativ studie om datadriven HR inom offentlig sektor". Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-74720.

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HR-funktionen har genomgått en del förändringar under de senaste åren. Förändringarna har främst skett genom att HR har gått från att vara en personaladministrativ funktion till en allt mer strategisk funktion. Detta har ställt nya krav på HR-funktionens roll och dess arbete. Bland annat har HR behövt bli mer datadrivna. Störst utmaning har detta inneburit för HR-funktioner inom den offentliga sektorn, som till skillnad från privat sektor, fortfarande ligger efter i den datadrivna utvecklingen, och lite forskning har gjorts i den offentliga kontexten. Syftet med denna masteruppsats är därför att öka förståelsen för datadrivet HR-arbete inom offentlig sektor. För att göra detta undersöktes tre forskningsfrågor: (1) Hur påverkas HR-funktionens roll av datadrivet HR-arbete? (2) Vilka möjligheter och utmaningar finns med datadrivet HR-arbete? (3) Vad är unikt med datadriven HR i offentlig sektor? För att få svar på forskningsfrågorna har en kvalitativ flerfallsstudie genomförts i nio olika kommuner i Västra Götaland och Halland. Data samlades in genom semistrukturerade intervjuer och en tematisk analysmetod tillämpades vid sammanställningen av resultatet. Resultatet visar att HR-funktionens roll och deras arbete drivs mer i linje med rationell styrfilosofi när ett mer datadrivet HR-arbete tillämpas. Denna studie visar att datadriven HR riskerar att ta bort HR-funktionens fokus på mjuk HR, och istället främja hård HR inom HR-arbetet, där mätning och kontroller förekommer i större grad. Möjligheten med datadrivet HR-arbete är att kunna använda och nyttja stora mängder tillgänglig data för att ta bättre beslut och genomföra effektiva insatser inom HR-området. Det möjliggör ett mer strategiskt HR-arbete som kan bidra till ökad legitimitet och förtroende för HR-funktionen. Utmaningen är att det ofta saknas kompetens hos HR-personal att arbeta datadrivet. Resultatet visar också att offentlig sektor påverkas av det faktum att de förväntas tillämpa en allt mer tillitsbaserad styrning, vilket är en styrfilosofi som kan anses vara oförenlig med datadriven HR. Studien bidrar med djupare förståelse, och fyller en kunskapslucka, gällande datadrivet HR-arbete inom offentlig sektor. Studien bidrar med insikter gällande den stora avvägning HR-funktionen är på väg in i, när HR måste hitta sätt att integrera både mjuk och hård. HR-funktionerna står mitt emellan en betydande möjlighet av att använda data, samtidigt som det finns en kraft i tillitsbaserad styrning som menar att offentlig sektor måste sluta att mäta allting, då det kan skapa ett alltför stort fokus på kontroll och detaljstyrning. Utmaningen med datadriven HR är därför hur HR-funktionerna ska använda stora mängder data utan att bli allt för datadrivna. Studien belyser att det i datadriven HR måste finnas kunskap kring när mätningar kan anses vara säkra och användas för att göra förutsägelser eller utvärderingar, men också när mätningar kan skapa felaktiga incitament eller distraktioner. Denna studies resultat kan användas som ett hjälpmedel för HR-funktioner inom den offentliga sektorn och fungera som ett ramverk för dessa HR-funktioner i syfte att utvärdera sitt datadrivna HR-arbete.

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6

Metzger, Andrew T. "Measurement of the abutment forces of a skewed semi-integral bridge as a result of ambient temperature change". Ohio : Ohio University, 1995. http://www.ohiolink.edu/etd/view.cgi?ohiou1179255923.

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7

Ibragimova, Yuliya. "New Methods in Human Resources Management". Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-193004.

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This diploma thesis concentrates on relationship between employee satisfaction and usage of new methods in Human Resources Management, particularly coaching and talent management. As employee satisfaction becomes one of the most important sources of influence on company's performance, it is also discussed in the theoretical background the relationship between employee satisfaction and company performance. The goal of the thesis is to find relationship between usage of new HRM methods (coaching and talent management) and employee satisfaction. The thesis has four chapters. First two chapters "Measurement Systems in an Organization" and "Methods in HR Management" set a theoretical background for the research. The third chapter concentrates on the research itself: employees of five Russian companies both with and without coaching and talent management, are tested. In the last chapter are compared research outcomes and theoretical approach, as well as, recommendations are given.

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Beminiwattha, Rakitha S. "A Measurement of the Weak Charge of the Proton through Parity Violating Electron Scattering using the Qweak Apparatus: A 21% Result". Ohio University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1368023450.

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9

Matsuoka, Kodai. "Measurement of the Neutrino Beam with the Muon Monitor and the First Result of the T2K Long-Baseline Neutrino Oscillation Experiment". 京都大学 (Kyoto University), 2011. http://hdl.handle.net/2433/142584.

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Knee, George C. "Concepts and applications of quantum measurement". Thesis, University of Oxford, 2014. http://ora.ox.ac.uk/objects/uuid:2838a30b-302c-4fac-9e86-1ca452a88a83.

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In this thesis I discuss the nature of ‘measurement’ in quantum theory. ‘Measurement’ is associated with several different processes: the gradual imprinting of information about one system onto another, which is well understood; the collapse of the wavefunction, which is ill-defined and troublesome; and finally, the means by which inferences about unknown experimental parameters are made. I present a theoretical extension to an experimental proposal from Leggett and Garg, who suggested that the quantum-or-classical reality of a macroscopic system may be probed with successive measurements arrayed in time. The extension allows for a finite level of imperfection in the protocol, and makes use of Leggett’s ‘null result’ measurement scheme. I present the results of an experiment conducted in Oxford that, up to certain loopholes, defies a non-quantum interpretation of the dynamics of phosphorous nuclei embedded in silicon. I also present the theory of statistical parameter estimation, and discover that a recent trend to employ time symmetric ‘postselected’ measurements offers no true advantage over standard methods. The technique, known as weak-value amplification, combines a weak transfer of quantum information from system to meter with conditional data rejection, to surprising effect. The Fisher information is a powerful tool for evaluating the performance of any parameter estimation model, and it reveals the technique to be worse than ordinary, preselected only measurements. That this is true despite the presence of noise (including magnetic field fluctuations causing deco- herence, poor resolution detection, and random displacements), casts serious doubt on the utility of the method.

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

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

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Rogers, David R. "A model based approach for determining data quality metrics in combustion pressure measurement. A study into a quantative based improvement in data quality". Thesis, University of Bradford, 2014. http://hdl.handle.net/10454/14100.

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This thesis details a process for the development of reliable metrics that could be used to assess the quality of combustion pressure measurement data - important data used in the development of internal combustion engines. The approach that was employed in this study was a model based technique, in conjunction with a simulation environment - producing data based models from a number of strategically defined measurement points. A simulation environment was used to generate error data sets, from which models of calculated result responses were built. This data was then analysed to determine the results with the best response to error stimulation. The methodology developed allows a rapid prototyping phase where newly developed result calculations may be simulated, tested and evaluated quickly and efficiently. Adopting these newly developed processes and procedures, allowed an effective evaluation of several groups of result classifications, with respect to the major sources of error encountered in typical combustion measurement procedures. In summary, the output gained from this work was that certain result groups could be stated as having an unreliable response to error simulation and could therefore be discounted quickly. These results were clearly identifiable from the data and hence, for the given errors, alternative methods to identify the error sources are proposed within this thesis. However, other results had a predictable response to certain error stimuli, hence; it was feasible to state the possibility of using these results in data quality assessment, or at least establishing any boundaries surrounding their application for this usage. Interactions in responses were also clearly visible using the model based sensitivity analysis as proposed. The output of this work provides a solid foundation of information from which further work and investigation would be feasible, in order to achieve an ultimate goal of a full set of metrics from which combustion data quality could be accurately and objectively assessed.

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Zajac, Richard. "From Rainman to Rainmaker: A Presentation of Jim’s Journey and Rapidly Advancing Technologies: Integrating Proven Behavioral Therapies with Emergent Measurement and Testing Advances Will Result in Transformational Progress in Autistic Individuals". Scholarship @ Claremont, 2016. http://scholarship.claremont.edu/cmc_theses/1344.

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The autism treatment status quo was reviewed and accompanied by a narrative contextualizing past and present progress with my younger brother Jim’s journey with the condition, sharing proposed next steps for bettering the current state of affairs in the space. The impetus for this piece was to share in the lessons of Jim’s life thus far and the revelations of those who have supported him, as well as to determine ways to create more impactful, lasting change in the limited window of early intervention therapy whilst empowering individuals on the spectrum to optimize for their skills and talents rather than just simply mitigating the downsides of autism spectrum disorder. Feedback as to how to improve the prevailing course of treatment: (education and therapy) was solicited by leading experts in the fields of Applied Behavior Analysis (ABA), Electroencephalography (EEG), and autism more generally in the context of politics, insurability, and savant syndrome and splinter skills. The advice of the various vertical experts were synthesized and distilled into a new proposed course of treatment which were submitted to all respective experts for further feedback and review prior to publication. It was discovered that there is significant feedback to suggest that the prevailing wisdom that splinter skills and savant syndrome are found in a small minority of individuals with autism spectrum disorder may not be true and that further research is warranted that would implement the new proposed course of treatment and attempt to unlock the talents and gifts of these individuals consistent with the success we encountered raising Jim. While our methods were resource-intensive and conducted manually with many hours of intensive in-home therapy, there is significant feedback to suggest that a technology-driven approach to reforming autism treatment would achieve same or greater results with far fewer resources in the near and long term. By unlocking the greatest minds of our society (the majority of savants have historically been autistic) to take on the greatest challenges of our time, we can rapidly accelerate the progress of humanity and exponentially better the trajectory of society’s future at the global scale.

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Lång, Ida, e Anna Johansson. "The link between Performance Measurements and HRM systems in SMEs : Using Swedish case studies in the trade show industry". Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, ESOL (Entrepreneurship, Strategy, Organization, Leadership), 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-21496.

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Šrámek, Jan. "Vyjadřování nejistoty u přesných délkových měření II". Master's thesis, Vysoké učení technické v Brně. Fakulta strojního inženýrství, 2011. http://www.nusl.cz/ntk/nusl-229763.

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This diploma thesis is supposed to inform readers interested in the distance measurements uncertainty on practical issues connected with the solving of these troubles when utilising a frequently used calibration method - the Tesa NPL measure instrument. This measuring was implemented by the Czech Metrologic Institute, where the author works; therefore he could take advantage of his rich experience as well as experience of his superiors and colleagues. The author regards the national metrological institute (CMI) as a sufficient guarantee for the hereinafter presented materials, both regarding the professional qualification and from the perspective of formal rightness of this thesis.

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Aoulmi, Aïssa. "Contribution à l'étude des propriétés thermodynamiques des hydrocarbures polycycliques, aromatiques et des alcanes à longue chaine". Vandoeuvre-les-Nancy, INPL, 1994. http://www.theses.fr/1994INPL140N.

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Les propriétés thermodynamiques des fluides pétroliers, en particulier les propriétés PVT, dépendent fortement de la nature des constituants lourds. Il est donc très important de disposer d'informations sur ce type de constituants. Le but de notre travail est une contribution à la mesure des propriétés thermodynamiques de tels constituants et de leurs mélanges et leur corrélation par des méthodes de contribution de groupes. Nous avons mesuré les capacités calorifiques de 23 hydrocarbures en phase liquide. Les résultats sont utilisés pour vérifier la méthode de contribution de groupe de Benson dans le cas d'hydrocarbures lourds et l'extension de sa validité à des températures élevées. Pour accéder aux fonctions thermodynamiques de mélanges, nous avons effectué les mesures de 13 systèmes de solubilités et 13 systèmes d'enthalpie de mélanges. Le traitement thermodynamique de ces mélanges est réalisé au moyen des méthodes de contribution de groupes de Larsen, Gmehling et Kehiaian

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Čevorová, Nina. "Problematika ROI v oblasti získávání a výběru zaměstnanců". Master's thesis, Vysoká škola ekonomická v Praze, 2010. http://www.nusl.cz/ntk/nusl-77881.

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The paper brings answers on the the question whether it is possible to measure the field of recruitment. Via quantifying the administrative process of recrutment, the paper reflects the savings of time and costs by using e-recruitment application (applicant tracking system ATS) and it searchs for the relationship between quality of hire and increase of company value and its profit.

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Chang, Chun-Po, e 張鈞博. "The Automatic Locating and Result Interpretation of Distributed Brillouin Scattering Measurement System". Thesis, 2009. http://ndltd.ncl.edu.tw/handle/25643240396552616965.

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Kebert, Michele. "Measurement of soft tissue profile changes as a result of placement of orthodontic brackets". Thesis, 2008. http://hdl.handle.net/10539/4660.

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ABSTRACT This research report quantifies the soft tissue profile changes that occur as a result of the placement of orthodontic brackets. It also assesses whether patients are able to perceive any changes in their own profiles immediately post bonding. Using a standardised photographic technique, profile photographs were taken of a group of patients both before and immediately after the placement of orthodontic brackets. A series of angular and linear measurements were made each on the photographic images using a computer software program. The data obtained from the ‘before’ and ‘after’ photographs were then compared. Patients were also asked several standard questions about their ‘before’ and ‘after’ photographs. The results indicate that the placement of orthodontic brackets can cause changes in the soft tissue profile of patients. Statistically significant changes were found for four of the ten profile measurements that were investigated, namely the Nasolabial Angle, the Maxillo-Mandibular Contour, the Interlabial Angle and the Lower Lip Projection. It was also found that patients are able to perceive changes in their profiles brought about by the placement of orthodontic brackets, and that most are able to correctly recognise which photograph was taken after bracket placement. The majority of patients prefer the photographs of their profiles taken before bracket placement. This study was conducted using a standardised orthodontic bracket. Future research may be carried out to compare profile changes occurring with other bracket systems. This may assist manufacturers in designing brackets that are more comfortable and acceptable for patients.

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CHIEN, CHUN-LING, e 簡純怜. "A Study On Applying The Result Of Performance Audit To Improving Performance Measurement of policy implementation". Thesis, 2014. http://ndltd.ncl.edu.tw/handle/44629798217560696757.

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碩士
東吳大學
會計學系
102
In recent years, with the wave of the new public management, each advanced nation is active to establish and use various management policies for improving efficiency and effect in resources utilization, as well as ensuring smoothly promoting national development and public welfare. Such as United States, United Kingdom and Canada, the audit function of government was transferred from the financial audit which focus on the compliance and legality of public expense to the performance audit which focus on the administration performance of government for building the financial obligation system of performance orientation, and by the result to improve the service quality of government. In 2001, Our government referred to " Government Performance and Results Act " to promulgate " Directions for Administrative Performance Management for the Agencies under the Executive Yuan ", in order to promote the performance evaluation system for enhancing administrative efficiency. Besides, government audit agencies went with the tide to promote performance audit vigorously since 2006. With the document analysis, the research collected domestic and abroad related data to arrange, analysis, and compare with them. The conclusions include there is a considerable time lag in information feedback between results of performance audit and performance evaluation of policy implementation; the assessment standards, comment results and accountability of performance audit and performance evaluation are inconsistent; the information management and publication are not enough to attract people's attention, and not all of local governments have not implemented performance management yet. Therefore, this study suggests that government should modify related rules to shorten the time lag about information feedback； make the preparation of fiscal year budget indicated to achievement； strengthen to audit performance measurement； improve user benefit of performance audit and performance evaluation reports； boost rewards and punishments mechanism；timely convey performance information to user； build evaluation standard of database regarding performance assessment and performance audit； conduct surveys online to know whether polices carried on by government are in accord with the aspirations of the people or not； promote local government to implement performance management system and so on. This study is expected to afford the suggestions for government agencies to improve performance management system.

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21

Lee, Yu-Hsuan, e 李育瑄. "A Study of HR Consulting Firms' Performance Measurement Indicators by Using Balanced Scorecard—Analysis of Fuzzy AHP". Thesis, 2010. http://ndltd.ncl.edu.tw/handle/w5m7ej.

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碩士
元培科技大學
企業管理研究所
98
In the fast changing economic environment, enterprises need to increase their operational efficiency and concern the personnel cost; some companies refer their departments or faculties to outsourcing of HR consultants. Therefore, HR consulting firms have become a larger and gradually independent from the management consultant corporations. Performance is an important aspect in a corporation. As a result, how to develop the indicators for measurement the HR consulting firms become the main study of this research. This study used Balanced Scorecard to construct the performance measurement indicators for HR consulting firms. The research methods of this study were applied Fuzzy Analytic Hierarchy Process (FAHP) for analysis, preceded by the relevant experts and scholars in-depth interviews, in turn, to build up HR industry measures of hierarchical structure pointer. The results of the study, the experts of the FAHP indicated that among the main dimensions of HR consulting firms’ performance assessment, "HR consulting firms’ knowledge management" is most important; among the assessment indicators of the dimension of employees' professional skills, "familiarity with clients’ industries" is most important; among the assessment indicators of the dimension of HR consulting firms’ knowledge management, "ability to utilize information technology" is most important, among the assessment indicators of the dimension of high level HR consultants' reputation, "group leadership" is most important; among the assessment indicators of the dimension of value assessment among HR consultation firms’ value assessment, "total annual production value" is most important. Based on this study results for HR consulting firms, the management level of HR consulting firms consider first is internal process that is HR consulting firms' knowledge management. Secondly, it should be increasing the dimension of learning and growth, which means employees' professional skills. Next emphasis is to promote dimension of customer that is reputation of high-level HR consultants. Finally, it needs to improve dimension of finance such as HR consulting firms' value assessment.

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22

Lee, Yao-Chu, e 李曜竹. "An Empirical Study of Human Resoure Mangement Performance Measurement model in Taiwan Top 1600 Enterprises-HR Scorecard perspective". Thesis, 2009. http://ndltd.ncl.edu.tw/handle/e43ana.

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碩士
長榮大學
經營管理研究所
97
Present day, the industry entered a formal knowledge-based economy era, and business trends of globalization, together with the information and network technology advances, business for the measurement of organizational performance can no longer have a single financial indicators to measure the organizational performance; human resources as a result of the importance of the enterprise will be the increasing role of human resources is not simply an administrative and staff of the unit, but to become a corporate strategy to create the role of performance; Therefore, how to assess the performance of human resources will be to assess the competitiveness of enterprises indispensable. This study in scale development stage, the researchers used the experience to explore the literature, exploratory factor analysis and other methods. Construction stage in the measurement model, will provide multiple indicators and the use of narrative analysis, confirmatory factor analysis, reliability and validity analysis, provide a set of rigorous method of calculation. Integrated on, we can see that this study used quantitative and qualitative research methods. The results showed that Taiwan Top 1600 Enterprise, a measure of its human resources management to measure performance "strategy dimensions" dimensions of "the cultivation of leadership staff," the most important; "financial aspects" in the dimensions of "human resources activities, return on investment rate "the most important;" operation dimensions "in the dimensions" of human resources planning activities, "the most important;" customer dimensions "are dimensions of" employee loyalty "the most important. Finally, this study can be based on the functional properties of different departments to other departments to build scorecards, such as: procurement or marketing scorecard scorecard, in order to develop a comprehensive performance measurement functions scorecard.

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23

Neng, Chen Yao, e 陳耀能. "A study on the automatic measurement of steel bar with application to structures by scanning and result judgement". Thesis, 2005. http://ndltd.ncl.edu.tw/handle/09015544364314806021.

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24

Lin, Yu-Min, e 林祐民. "Influence of Measurement Error on Parameter Identification Result of a System Identification Method for High Dimensional Vehicle Dynamics Modeling". Thesis, 2018. http://ndltd.ncl.edu.tw/handle/36u9w9.

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碩士
國立屏東科技大學
車輛工程系所
106
The purpose of this study is to investigate the influence of measurement error on the estimated value of parameter identification method for high dimensional, The measurement error is formed by adding three different noise range disturbances.The purpose is to observe the influence of these errors on the process and results of parameter identification, and analyze the difference between the identified parameters and the actual values to define the range of measurement error acceptable for this identification method. The identification method is based on the vehicle dynamic simulation software - Carsim model, which is composed of Design of Experiments with hybrid Optimization Algorithm.In the identification method, the Design of Experiments is used to find the parameters that affect the dynamic to be variables, and Differential Evolution is used to find the range of the global optimum.Finally, the Simulated Annealing is used to find the best solution of the global optimal.And a number of dynamic simulations are planned, which contain longitudinal tests, driving vertical motion tests, and lateral test. Finally, a dynamic test and dynamic variables affected by all parameter values are used to perform parameter identification. This study performs parameter estimation and evaluation of four types of vehicle parameters.The results show that the sprung mass parameters in the parameter identification are less affected than the center of height and the wheelbase;the influence on the frontal area, the steering system and the suspension system are significant, and has a significant impact on the steering accuracy of the kingpin offset; In the dynamic simulation, the difference between the estimated value of the Pitch rate and the average value is better than the Roll rate and the Yaw rate, indicating that the difference in the Pitch rate estimation is less affected by the measurement error.Comprehensive judgment, the effect of parameter identification begins to fail when the noise signal ratio exceeds 10%. This is an acceptable error range when using the system identification method of this study for parameter identification.

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25

Markom, Lee-ann Verushka. "Generational differences in the military : a focus on job satisfaction and emotional intelligence". Diss., 2018. http://hdl.handle.net/10500/27107.

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The aim of the study was to explore the differences between generations X and Y in the military by exploring whether belonging to a particular generational cohort influences perceptions of job satisfaction and emotional intelligence (EI). Data on generational groupings, job satisfaction and EI was drawn from a convenience sample of 187 members from the Human Resources (HR) Division in the South African National Defence Force (SANDF). Descriptive statistics, correlations and t-tests for independent samples were used to analyse the data. Analysis revealed that job satisfaction has a significant positive relationship with EI. Furthermore, the empirical study also yielded evidence to support a difference between Gen X and Gen Y in relation to two job satisfaction facets, namely promotion and supervision. The findings, however, did not support a difference between Gen X and Gen Y in terms of overall job satisfaction and total EI. The leadership of the SANDF may be able to use the study’s findings to guide effective organisational policies and processes to maintain and retain a loyal and productive human resources pool working in cohesion despite underlying differences.
Industrial and Organisational Psychology
M. Com (Industrial and Organisational Psychology)

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