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黃祐榮 und Yao-wing Robert Wong. „Strategic human resources management system“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1993. http://hub.hku.hk/bib/B31265856.
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Wong, Yao-wing Robert. „Strategic human resources management system /“. Hong Kong : [University of Hong Kong], 1993. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13497819.
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Krulíková, Dagmar. „Human Resources Information System Analysis“. Master's thesis, Vysoká škola ekonomická v Praze, 2007. http://www.nusl.cz/ntk/nusl-3859.
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One of the biggest and prolonged capital assets of society is investment in staff. If they are managed in the right way, these investments can be the source of innovation and growth, competitive advantage and previsions of leading position in the market. Viz.[7] This Diploma thesis is aimed on the analyses of the human resources management, structure and demands on the personal information system, which solves this area as a whole. Described systems and solutions are generalization of the author's theoretical and practical experiences with particular human resources information system. There are defined the demands on common concept of HR IS. In this diploma thesis you can find the description
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Sritharakumar, Sinnathamby. „Human resources information system (HRIS)-enabled human resource management (HRM) performance : a business process management (BPM) perspective“. Thesis, University of Salford, 2016. http://usir.salford.ac.uk/38034/.
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It is widely accepted that business process management (BPM), a contemporary management approach that focuses on managing overall business processes within an organization to accomplish the organizational goal, relies on modern information and communication technology (ICT) systems. Although there are plenty of academic discussions available on BPM and the firm performance relationship, the literature does not provide constructive information on how the adoption of ICT impacts the BPM performance. Therefore, this study creates an awareness of the contribution of ICT to BPM by analyzing the linkage between impacts of human resource information systems (HRIS) on human resource management (HRM) performance. A conceptual model was developed with strong theoretical background by incorporating the works informed by Lee et al. (2012) and Paauwe and Richardson (1997) to test several hypotheses. In this research, the target population is human resources professionals who have access to HRIS within their organizations in a Canadian context. Since this study has a wide range of data distribution that tries to measure the strength of relationship between a HRIS-enabled HR practices and the HRM performance, this study adopts Kendall’s tau-b correlation, one of the best approaches to measure the strength of the relationship. The important findings of this study are that HRIS-enabled HR transactional, traditional and transformational practices, when implemented appropriately, significantly impact the HRM performance. Specifically, this study confirms that HRIS-enabled HR traditional management practices such as performance management, rewards, career development and communication predominantly significantly impact the HRM performance. In other words, this study specifically encourages an organization to adopt comprehensive performance management systems (PMS), an important component of HRIS, to manage their employees effectively.
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Thomas, Peter James. „Conversation analysis in interactive computer system design“. Thesis, University of Hull, 1990. http://hydra.hull.ac.uk/resources/hull:3895.
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Chapter one discusses the rationale for, and the aims of, this study. The design of interactive computer systems is an enterprise quite distinct from the design of other artefacts: design, or inventing a pattern, for interactive computer systems is a matter of design for use.HCI research has recognised the need for a user-centred approach to design, and has correspondingly drawn upon a variety of disciplines. However, the dominance of psychological theory and method has led to the exclusion of a body of applicable findings and methods from disciplines which deal with human interaction, and to a failure to systematically investigate the the links between human interaction and human-computer interaction. Prospectively, conversation analysis provides the resources for design of more natural interactive systems,and represents the possibility of design guidance which avoids the problems inherent in current design guidelines. The methods and findings of conversation analysis, this chapter has proposed, will provide a principled approach both to the investigation of human-computer interaction, and to the design of interactive systems. Within the general aim of investigating the applicability of conversation analysis to HCI, the remainder of this study addresses both the theoretical issues, and illustrates the practical outcomes, in relation to an empirical study of user-system interaction. Chapter two examines in greater detail the perspective of ethnomethodology and the findings of conversation analysis. The expository materials, such as exist in these fields, are recognised as being difficult, especially so for those who may be approaching these topics for the first time, and from other than sociological backgrounds. Accordingly the discussion concentrates upon only their more central assumptions and findings. Chapter one observes that conversation analysis and ethnomethodology have not yet found expression in HCI research largely because of the divergence between their methods and those of psychology. The exact nature of those methods, and their advantages for HCI research, are explored in chapter three. This discussion concerns both the practical methodology adopted in this study, the relationship between experimental and non-experimental investigative methods, and the practical applicability of the methods of conversation analysis in the investigation of human-computer interaction.An empirical study of human-computer interaction is undertaken in chapter four. The examination of videotaped sequences of humancomputer interaction through conversation analytic methods is combined with the findings of conversation analysis, to formulate design guidelines and recommendations. Finally, chapter five attempts to assess the significance of this approach to HCI research and design. The promising route which conversation analysis provides for investigation of user-system interaction, and the possibility that it can inform the design of future interactive systems, is explored.
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Estanislau, João Carlos Martins dos Santos. „Human resources performance management system applied to a SME“. Master's thesis, Instituto Superior de Economia e Gestão, 2019. http://hdl.handle.net/10400.5/19122.
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Mestrado em Gestão/MBAO Sistema de Gestão de Desempenho de Recursos Humanos é reconhecido, nos dias de hoje, como um fator determinante para a criação contínua de valor na empresa e alcance de todo o seu potencial. O seu principal propósito é combinar e alinhar os objetivos da organização com o desempenho e o desenvolvimento do funcionário por meio de um processo de feedback integrado, permitindo uma gestão mais eficiente dos recursos humanos. As pequenas empresas, devido à sua natureza, não entendem a necessidade de medir e gerir de uma forma estruturada o desempenho dos seus recursos humanos ou são incapazes de encontrar um sistema adequado e aplicável ao seu contexto. Essa realidade tem um impacto negativo no desempenho e na motivação de seus funcionários e nos resultados da organização. A falta de um sistema estruturado de gestão de desempenho de recursos humanos deve ser considerada um risco, que, em situações extremas, poderá comprometer a existência da organização. Devido à importância económica e social deste tipo de empresa e à sua operação num mercado altamente competitivo, qualquer medida no sentido de melhorar desempenho e resultados deve ser suportada e tida como uma oportunidade de diferenciação e alavancagem. O objetivo deste trabalho é apresentar vantagens, requisitos e importância da implementação de um sistema de gestão de desempenho de recursos humanos em pequenas e médias empresas e fornecer uma sugestão aplicável para implementação prática na Empresa X, uma pequena empresa de EPC contribuindo assim para um eventual aumento e melhoria do seu desempenho e resultados.
The human resource performance management system is recognized as one of today’s significant factors towards the enterprise’s continuous creation of value and achievement of its full potential. Its main goal is to combine the organization’s objectives with the employee’s individual performance and development through an integrated feedback process and to allow a more efficient human resources’ management. Small enterprises, due to their nature and restrictions, either do not understand the need to structurally measure and manage their human resource performance or are unable to find a suitable management system applicable to their context. This reality has a negative impact on their employee’s performance and motivation, and ultimately in the organization’s results. Therefore, the lack of a structured human resource performance management system should be considered a business risk, which, in more extreme situations, is capable to jeopardize de organization’s existence. Due to the economic and social importance of these organizations and the highly competitive market in which they operate, any measure to raise performance and results must be nurtured and seized as an opportunity for positive differentiation and business leverage, therefore, the aim of this work is to present the advantages, requisites and importance of a human resource performance management system implementation in small enterprises and provide an applicable suggestion for a practical implementation through a case study approach in Company X, a small EPC company and, hopefully with that contribute, increase its performance and results.
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Sikorová, Markéta. „Možnosti řešení oblasti HR v informačním systému organizace“. Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-192355.
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This diploma thesis deals with personal work and human resource management in these days, when it comes to a number of modern information technologies. Main objective is to analyze the management of human resources, given the focus of the case studies, especially in the field of internet marketing, and based on this analysis, determining entitlement to the HR systems and a procedure for evaluating selected HRIS (Human Resource Information System). With main objective relates to show the established procedure evaluation of selected systems in practice. For this purpose a case study on a particular emerging company. Objective will be achieved by setting the steps of selecting, characterizing the selected products and specifying criteria for each of the four groups with the system of weights. Will be used the methods of analysis and comparison. The work is divided into four chapters. The first two - Human Resources and HRIS - are focused theoretically. The third chapter is focused on a market analysis, determination of the steps for the selection and evaluation criteria for selected products. At the conclusion of this chapter are products evaluated through clear tables. The last chapter is devoted to the case study and evaluation of products according to specific needs and requirements. There is to modify the system of weights and decommissioning some minor criteria. By thus adjusted weights is chosen the product that best matches.
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Rama, Ali. „Användarcentrerad förbättring av HR-system“. Thesis, Malmö högskola, Fakulteten för teknik och samhälle (TS), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-20310.
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I denna uppsats har det undersökts vilka användbarhetsproblem som är framträdande i HRutan, samt vilka förbättringar som kan härledas i HRutan avseende användbarhetsproblemen. HRutan är en samlingsplats för allmän självservice och information i anknytning till arbetet inom HR-området inom Malmö stad och används av anställda inom Malmö stad för arbetsrelaterade uppgifter. Undersökningen har gjorts genom att analysera ett utvalt HR-system med hänvisningar till utvalda designanvisningar och direktiv. Designanvisningarna och direktiven presenterades för den utvalda målgruppen genom en undersökning i form av intervjuer. Syftet med den första genomförda intervjun var att samla åsikter och synpunkter från målgruppen angående potentiella användbarhetsproblem i det utvalda HR-systemet. Datainsamlingen kom sedan att användas vid utformningen av ett prototypbaserat användargränssnitt. I samband men den första genomförda intervjun genomfördes även en expertutvärdering av användargränssnittet vars syfte var att styrka de användbarhetsproblem som målgruppen tidigare uttryckt. Detta genom att jämföra resultatet från båda undersökningarna och därmed finna ett framträdande resultat av användbarhetsproblem. Avslutningsvis genomfördes ytterligare en intervju med målgruppen avseende det prototypbaserade användargränssnittet för att finna underlag för om några förbättringar skett. Syftet med undersökningen är att fastställa vilka designanvisningar och direktiv som är relevanta för att uppnå en högre grad av användbarhet i ett HR-system och därmed leva upp till användarnas krav och behov. Detta för att finna de förbättringar som är vid behov för att underlätta de grundläggande funktionerna i ett HR-system och därmed finna hur design, struktur och navigering i ett HR- system kan förbättras ur ett användbarhetsperspektiv. Resultat tyder på att det finns en varierande grad av relevans för samtliga designanvisningar och direktiv där kategorierna felhantering samt feedback och återkoppling påvisar en högre grad av relevans. Kategorin hjälpmedel och genvägar tyder på en lägre grad av relevans i samband med HRutan. Resultatet påvisar även att det finns ett behov av förbättringar för samtliga kategorier. Förslagen till förbättringar baseras bl.a. på en ny konsekvent layout och dess innehållande information samt tydliggörandet av aktuella händelser och platser genom en indelning av de olika kategorierna i menyn i s.k. flikar. Andra förslag till förbättringar bygger på en ny strukturering och placering av information som presenteras med fokus på dess väsentlighet, meddelandefönster som är anpassade för de olika handlingarna men även tillägg av utgångs och ångerfunktioner. Förslagen till förbättringar belyser även vikten av ett system som sköter de grundläggande justeringarna och inmatningarna i systemet, genväg för den mest frekventa arbetsuppgiften samt en ny layout av användargränssnittet. Ytterligare förslag till förbättringar baseras på utnyttjandet av symboler samt genvägar till funktioner med flervalsalternativ för att uppnå en mer målgruppsanpassad sida. Avslutningsvis framhävs förbättringar i form av flerstegsanvisningar för utförandet av arbetsuppgifter och en logisk utformning av layout, menyer, termer, symboler och fraser.The thesis explores the most prominent usability problems in HRutan but also addresses the improvements that can be made. This has been accomplished by studying a specific/selected HR system with references to carefully selected design guidelines and directives. The design guidelines and directives were shown to the target group through a survey in the form of an interview. The aim of the first interview was to collect the opinions and the feedback of the target group regarding the usability problems of the selected HR system. These opinions and the feedback were later used in the design of a prototype-based user interface. Together with the first interview an expert evaluation was conducted which aimed to confirm the usability issues that the target group expressed. This was completed by combining the results of usability problems from both studies and thus find a prominent result of the usability problems on the selected HR system. Finally, one more interview regarding the prototype-based user interface was done by the target group. The intention of this interview was to examine if any improvements had been made. The aim of this study is first of all to determine what design guidelines and directives are relevant to achieve a higher degree of usability in an HR system and thus meet requirements and needs of the user. The second aim is to discover and determine the improvements necessary to simplify the basic features of an HR system from a usability perspective. The last part is the aim to identify how the design, structure and navigation of an HR system can be improved from a usability perspective. The results point out that there is a varying degree of relevance for each design guidelines and directives where the categories error handling, feedback and reconnection indicates a higher degree of relevance. The category tools and shortcuts point to a lower degree of relevance in the context of HRutan. The result show that there was a necessitate for a variable degree of improvement in all categories. The suggestions for improvements are for instance based on a new consistent layout of its information and a clarification of current events and places by division of the categories in tabs. Additional proposals for improvement are the structuring and placement of information based on essentiality, message windows for the various actions as well as the addition of a number of output and regret functions. The proposals for improvement give prominence to the importance of a system that handles the most basic adjustments and inputs but also highlight the weight of the shortcuts for the most frequent task. Shortcuts for functions with multiple choice options to achieve a more targeted custom page and multi-step directions, such as video clips for the execution of tasks, are further proposal of improvements. These improvements result in a new layout of the user interface with a consistent structure and design of the layout, the menus, terminology, symbols and phrases.
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Rawlings, Philip. „The reform of punishment and the criminal justice system in England and Wales from the late seventeenth century to the early nineteenth century“. Thesis, University of Hull, 1988. http://hydra.hull.ac.uk/resources/hull:3150.
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Agas, Konstantinos. „Design and implementation of a decision support system for assigning human resources in the Hellenic Navy“. Thesis, Monterey, California. Naval Postgraduate School, 2006. http://hdl.handle.net/10945/2680.
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This thesis is focusing on designing a DSS to facilitate Human Resource Management decisions for the Hellenic Navy. A mathematical, multi-criteria optimization model was designed and a software environment implemented employing this model to make job assignment decisions. The rationale was to develop a software solution able to adapt in the most automated way possible to different issues concerning HRM. Assigning HRM resources in an optimal way while considering multiple criteria is a very difficult task. There are many attributes to be taken into account some of which contradict each other. The human mind has limitations when dealing with multi attribute problems and the associated set of multiple tradeoffs. Providing a mathematical solution to the problem with the ability to evaluate tradeoffs could provide useful insight to decision makers and help reduce bias in the overall HRM assignment process. Design and implementation of such a system is the purpose of this thesis.
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Franěk, Vladimír. „Návrh změn konceptu řízení lidských zdrojů ve vybraném podniku“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2021. http://www.nusl.cz/ntk/nusl-442985.
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The thesis is focused on human resources management and particular activities of the human resources process. The first part of the thesis deals with theoretical starting points, by defining basic concepts and specific HR activities. In the empirical part of the thesis, quantitative research was conducted across the international companies in the B2B market and simultaneously they have the performance of their activities in the territory of the Czech Republic. Then a case study of the selected company was conducted and proposals for improvement in the sub-areas of human resources activities were formulated based on identified problem areas. Furthermore, recommendations for improvement in the field of individual human resources activities are suggested.
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Kaufman, Matthew. „EFFECTS OF A SUPPORT SYSTEM ON A FIRST GENERATION COLLEGE GRADUATE'S CAREER DEVELOPMENT“. NSUWorks, 2014. http://nsuworks.nova.edu/hsbe_etd/52.
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Purpose: The purpose of this research is to identify and describe the impact of the support system on the career development of first generation college graduates.
Research Questions:
--What comprises the first generation college graduates' support system for each generation (i.e. social network, friends, family and colleagues and mentors)?
--What is the relative importance/influence of each support system component in career development for each generation?
Design/Methodology/Approach: There were a total of 21 in-depth interviews with equal number of participants for all three generations (Baby Boomers, X and Y). The interviews were recorded, transcribed and then coded. Further, there are cross case and within case analyses.
Research Limitations: No participants were born outside of the range of 1946 to 1990. While women were equally represented during the purposeful sample selection, the research did not delve into gender differences study.
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Shekarriz, Mona. „The foundation of capability modelling : a study of the impact and utilisation of human resources“. Thesis, Brunel University, 2011. http://bura.brunel.ac.uk/handle/2438/5257.
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This research aims at finding a foundation for assessment of capabilities and applying the concept in a human resource selection. The research identifies a common ground for assessing individuals’ applied capability in a given job based on literature review of various disciplines in engineering, human sciences and economics. A set of criteria is found to be common and appropriate to be used as the basis of this assessment. Applied Capability is then described in this research as the impact of the person in fulfilling job requirements and also their level of usage from their resources with regards to the identified criteria. In other words how their available resources (abilities, skills, value sets, personal attributes and previous performance records) can be used in completing a job. Translation of the person’s resources and task requirements using the proposed criteria is done through a novel algorithm and two prevalent statistical inference techniques (OLS regression and Fuzzy) are used to estimate quantitative levels of impact and utilisation. A survey on post graduate students is conducted to estimate their applied capabilities in a given job. Moreover, expert academics are surveyed on their views on key applied capability assessment criteria, and how different levels of match between job requirement and person’s resources in those criteria might affect the impact levels. The results from both surveys were mathematically modelled and the predictive ability of the conceptual and mathematical developments were compared and further contrasted with the observed data. The models were tested for robustness using experimental data and the results for both estimation methods in both surveys are close to one another with the regression models being closer to observations. It is believed that this research has provided sound conceptual and mathematical platforms which can satisfactorily predict individuals’ applied capability in a given job. This research has contributed to the current knowledge and practice by a) providing a comparison of capability definitions and uses in different disciplines, b) defining criteria for applied capability assessment, c) developing an algorithm to capture applied capabilities, d) quantification of an existing parallel model and finally e) estimating impact and utilisation indices using mathematical methods.
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Madeira, Sara de Oliveira Barradas Filipe. „Impact of the HRM content (i.e. practices) and process (i.e. strength) on individual and organizational outcomes, in the hotel industry“. Master's thesis, NSBE - UNL, 2013. http://hdl.handle.net/10362/11630.
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A Work Project, presented as part of the requirements for the Award of a Masters Degree in Management from the NOVA – School of Business and EconomicsThis study aims to explore the impact of the HRM content (i.e. HRM practices) on individual (proximal) and organizational (distal) outcomes, in the hotel industry context, as well as the influence of the HRM process (i.e. HRM strength) as a mediator in the link between HRM practices and individual and organizational outcomes. A total of 202 responses from non-supervisory employees and 38 from supervisors, from 7 hotels in Algarve, were collected and analysed. HRM practices were grouped into three HRM bundles, through an exploratory factor analysis – Internal Labour Market, Employee Involvement and Meritocracy and Security. These HRM bundles were found to have a significant association with both proximal and distal outcomes. Specifically, Internal Labour Market was associated with Job Satisfaction, Organizational Citizenship Behaviour, Work Engagement and Innovative Behaviour; Employee Involvement was associated with Job Satisfaction, Organizational Commitment towards the Organization, Organizational Citizenship Behaviour, Work Engagement and Innovative Behaviour; and Meritocracy and Security was only significant with Organizational Commitment towards the Organization, Organizational Citizenship Behaviour and Innovative Behaviour. Both Internal Labour Market and Meritocracy and Security positively affect Organizational Innovation. Some of the relationships obtained were mediated by Strength of the HRM system, but not all. Strength of the HRM system reveals itself as a signalling mechanism to increase visibility and relevance of some bundles of HRM practices. Implications of these findings are also discussed.
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Náhlovská, Klára. „Projekt výběru personálního informačního systému na příkladu konkrétní společnosti“. Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-192832.
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The Master thesis The project of selecting the human resources information system presented on the particular example is focused on the selection of a suitable personnel information system (PIS) for Jan Becher Karlovarská Becherovka a.s. company (Jan Becher). The main objective of this thesis is decide upon the best supplier of the PIS whose offer will be the most suitable for the requirements specified by Jan Becher company. In order to achieve this main objective of the thesis, there are the following targets. The first one, and most important, is to analyze and comprehend the way the human resources activities are currently being done. Based on the analysis the system's functional requirements will be specified. In addition to this, the selection criteria and desired target conditions will be set up. The second one is to carry out an IT focused research. This is done in order to address potential suppliers and obtain and assess the given quotations. Thereafter, the decision on the most suitable supplier of PIS for Jan Becher will be taken. The thesis is divided into the theoretical and practical part. The theoretical part is to define terms such as human resources evidence, human resources information system and a model of selecting and deploying PIS. In the practical part the company Jan Becher is introduced. Subsequently, the reasons laeding the company to a change in the current PIS are listed. Especially this part is focused on the analysis of the current situation in the company, market analysis of the information and communication technologies, assessment of the quotations and selection of the suppliers of PIS for the Jan Becher company.
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Vrabec, Peter. „Návrh efektivnějšího zabezpečování lidského potenciálu v organizaci“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2008. http://www.nusl.cz/ntk/nusl-221719.
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This master thesis is about human capital resourcing. The goal of this thesis is to make process of resourcing human capital in the company Red Hat Czech more effective. In the analysis part of the work the current status of the company process is evaluated from three perspectives: strategic aspects, recruitment and adaptation. New solutions based on investigated information and theoretical knowledge are designed. These solutions should help the company to hire desired number of employees with expected qualities in qualified time.
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Björklund, Susann. „What could a 4 temperament-based personality type system reveal about aid workers in the humanitarian field?“ Thesis, Uppsala universitet, Teologiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-278815.
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The humanitarian sector is in need to prioritize its human resources. Inadequate recruitment processes, aid workers that enter the field unprepared, failed interrelationships and team dissatisfaction leads to poorer work quality, poorer health, and a high employee turnover that are costly for the field, and negative on the side of accountability to the beneficiaries of aid. In order to address these problems the study is investigating the use of a personality type system tool developed by the researcher, the 4mpt-system (4 major personality types-system),that tentatively is constructed as a tool to be applied within human resources in the humanitarian sector to access individual preferences and character traits that would facilitate in addressing the issues mentioned above. The data is gathered via in-depth semi-structured interviews of 7 informants working in the international humanitarian sector. The first objective is to study the reliability and validity of the 4mpt-system. The second objective is to study what information that could be accessed via the 4mpt-system tool from the 7 informants participating in the study. The result of the study would demonstrate that all of the informants could be assigned to a specific temperament type via a qualitative data analyze method designed from the 4mpt-system and that the temperaments affected the informants to a large extent (from motivations and skills to organisational preferences and personal belief systems). Further, the answers of the informants matched the theoretical definitions of the traits assigned to the temperament types by Keirsey (1998) and Fisher (2009), which was a positive indication for a good validity of the 4mpt-system. By verifying the similarity between the answers of informants assigned to the same temperament type, validity was further confirmed. The results of the study supported the reliability and validity of the 4mpt -system. The type of information that could be accessed via the 4mpt-system in the study was among other the motivation for beginning in the humanitarian field, work task preferences, professional skills, problem-solving approaches, decision making processes, likes and dislikes with work and work tasks, organisational structure preference, preference for working directly in the field or working from the office, and general outlooks and personal belief systems.
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Hruška, Michal. „Návrh a tvorba Business Intelligence pro řízení lidských zdrojů ve společnosti AVG Technologies“. Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-193349.
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The aim of this thesis is -- based on the theoretical knowledge of human resource manage-ment and theoretical and practical knowledge in the field of Business Intelligence (BI) -- to design the Business Intelligence solution over the human resource management systems in the company AVG Technologies (hereinafter AVG). The thesis is divided into two parts: theoretical and practical. In the theoretical part I describe methods, principles and practices of the human resource management, especially in context of employee performance management, performance evaluation and calibration. Then I focus on employee development. The next stage of the theoretical part describes functioning of the HRM (Human Resource Management) sys-tems. The functionality is explained by description of the systems used in the AVG. At the end of the theoretical part I mention some specifics of BI solutions for HRM systems. In the practical part I describe the creation of the BI solution. This part begins with the analysis in which -- based on the theoretical knowledge and analysis of the AVG's needs and requirements -- I define the actual assignment for the BI solution implementation pro-ject. Then I describe other analysis and implementation steps leading to the creation of the complete BI solution. In the conclusion I evaluate the achievement of the objectives and also real benefits of the solution for the AVG. I also define the suggestions and recommendations for further de-velopment of this solution.
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Jurčo, Denis. „Návrh a implementace systému na transparentní správu projektových zdrojů na úrovni portfolia“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2021. http://www.nusl.cz/ntk/nusl-444611.
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The diploma thesis deals with the design and implementation of a transparent resource management system at the portfolio level. Its primary task is to present and implement this system, but also to describe the situations that occurred during its implementation at Garrett Motion. In order to better understand the issue, the theoretical foundations of project management and resource management are presented at the beginning of the thesis. These serve as the basis for the following analysis of the company's environment, design and subsequent implementation of the system.
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Kalms, Bryan Information Technology & Electrical Engineering Australian Defence Force Academy UNSW. „Living with information : the household as a negotiated information system : an exploratory study“. Awarded by:University of New South Wales - Australian Defence Force Academy, 2008. http://handle.unsw.edu.au/1959.4/39184.
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The household has always been a place of information consumption. While much is known about the modern household as a consumer of information and adopter of information-related technologies, virtually nothing is known about how the household -as a collectivity - processes and manages its information. This research represents the first systematic study of the household as a human information system and presents an understandingtype theory of household information practices. Using dimensional analysis (including theoretical sampling) as proposed by Schatzman (1991), the information practices of eleven households (28 householders) were explored. Each householder completed a questionnaire to identify the information and information-related devices and services used in the household. This was followed by an unstructured group interview that explored the information practices in the household. Analysis of the questionnaires and interviews revealed that within a household it is individual householders who process and manage information. They do so because information has a role in their life, that is, particular information is meaningful for them. Each householder thus devises their own individual information practices, representing the unique way in which a householder comes to live with information. Household information practices are the sum of these individual information practices. They are mediated by two enabling processes - taking charge and negotiating - and nine dimensions of action. Six of the dimensions affect the information practices of individual householders - which are themselves a dimension - while the final two represent, respectively, the consequences of living with and without information. All processes and dimensions operate against, and interact with, a changing structural context of information, technology and society. As a result, each household has a characteristic mode for dealing with information. The centrality of negotiation in developing household information practices indicates that the practices are socially constructed and represent an emergent phenomenon. This, in turn, suggests that the household as an information system is a negotiated order. Insights from the research can be applied to other types of organisations and other aspects of the Information Systems discipline. Areas of further work are identified to expand upon the exploratory nature of this research.
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Ortmann, Karen. „Planung der Human-Ressourcen : Funktionales Design eines Entscheidungsunterstützungssystems für die strategische Personalplanung / Planning of Human Resources : Functional design of a decision support system for strategic manpower planning“. Gerhard-Mercator-Universitaet Duisburg, 2005. http://www.ub.uni-duisburg.de/ETD-db/theses/available/duett-07202005-185936/.
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The objective of the dissertation "Planning of Human Resources" is the development of a functional design for a decision support system (DSS) for strategic manpower planning purposes. Utilizing the DSS manpower related goals and actions for decision processes in the context of strategic corporate management can be mapped computer based. This is aimed at the enhancement of a comprehensive and systematic consideration of quantitative and particularly of qualitative human resource related aspects in strategic corporate management processes. "What are the right human resources related goals and actions in order to achieve the best possible workforce structure in terms of business success?" This is the decision problem which to solve the DSS is aimed at. The concept for the DSS determines which variables have to be considered in order to solve the decision problem and how different planning alternatives can be simulated. Through the development of systematization schemes and the outlining of examples the concept demonstrates how both quantitative and qualitative manpower variables can be incorporated in the DSS. In addition, the concept illustrates approaches on how to link the manpower variables with superordinate, business success related variables such as profit or revenues. Last but not least the concept contains a design for the incorporation of costs and benefits of manpower related actions. Prior to the secluding evaluation of the concept and the identification of further development opportunities and possibilities a detailed concept for a prototype of the DSS is outlined. This outline contains on a detailed level the determination of the variables, operations, data input and output options, as well as a detailed description of a cost reduction case study. In the case study two alternative action bundles are opposed that could be seized as a reaction to a 20 percent reduction goal for personnel costs. The simulation of the two alternatives in the prototype indicates that in certain constellations it is economically advantageous not to strive for the achievement of the full cost reduction. In the case study the more advantageous action bundle over-compensates a failure in achieving the full cost reduction by a significant increase in revenues. This higher increase in revenues is traced back to a more adequate qualification structure than in the other action bundle which strives for the full cost reduction.
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Kvasňa, Roman. „Porovnání řešení oblasti "Řízení lidských zdrojů" v různých produktech pro malé a střední podniky“. Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-12412.
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This diploma thesis is focusing on comparison of two information systems with the accent on the branch of human resources management for small and medium enterprises. This thesis has many goals: (1) to compare two human resources information systems for small and medium enterprises; (2) to find out and analyze the trends of human resources information systems; (3) to make a detailed list of functions of the human resources information system, choose the functions which are above standard, and confront them with the trends; (4) to solve the need of a new information system in a small company as a case study. The goals are accomplished by means of communication with practice (preferably with HR analytics, HR managers and information systems suppliers). The detailed function structure is used as a comparison tool, and both information systems are confronted with it. The trends were found out by using researches and interviews with the HR analytics. Application of the information system for small company is the author's job content. The small company is using the information system in spite of the fact that it is not complete. Among the added values of this thesis we can state connection of the author's primary and secondary specialization (Information systems and technologies, Human resources management), application of knowledge into business practice, and confrontation of the trends with the opinions of the HR managers.
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Yu, Tiecheng. „Transfer and integration of human resources management knowledge within dynamic supply chains : cases from the automotive aftermarket distribution system in China“. Thesis, University of Manchester, 2017. https://www.research.manchester.ac.uk/portal/en/theses/transfer-and-integration-of-human-resources-management-knowledge-within-dynamic-supply-chains-cases-from-the-automotive-aftermarket-distribution-system-in-china(ddc4b5b2-25a8-47e3-aba8-d96d7a9e256f).html.
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This thesis explores the scope for the transfer and integration of human resources management (HRM) knowledge to provide the basis for the development of more productive and efficient supply chains, in the specific case of the aftermarket distribution channels of multinational companies in the automotive industry in China. Most studies of human resources management, supply chain management, and knowledge transfer have focused on internal transfer within multinational companies and there has been more limited research on the transfer of such knowledge across organisations in the supply chain, particularly in relation to distribution channels. Thus the starting point for the research was to understand the preconditions, mechanisms and effects on the distribution supply chain of the transfer and integration of HRM knowledge. To explore these issues the thesis compares and contrasts a poorly performing supply chain (that is Company J's supply chain) with two more successful supply chains in the automotive aftersales market (that is those of Company M and Company S). The aim was to identify whether the poorly performing supply chain could learn from the other two cases through a detailed exploration of the motivators and mediators that facilitate or hinder processes of HRM transfer and integration, and the outcomes of these processes on the performance of the supply chains and the manufacturers and distributors within the supply chains. A qualitative research approach was utilised. Data was gathered through one-on-one, semi-structured interviews with senior-level management, mid-level management, and frontline staff from the manufacturers and wholesale distributors in the three automotive aftermarket distribution channels and analysed using computer-assisted coding software, NVivo. In line with the extant literature, the thesis findings support the proposition that a relational supply chain network based on trust facilitates HRM knowledge transfer and integration, and provides a basis for competitive advantage in the supply chain. At the same time the findings suggest some important extensions to current knowledge and understanding of the processes and impact of HRM knowledge transfer. Firstly the research found that consideration should be given to recategorising the classic division between tacit and explicit knowledge with respect to HRM into fundamental and differential categories, in order to more clearly differentiate the type of strategic HRM knowledge transfer that could provide the basis for competitive advantage. Likewise the study found that it is not the mechanism of transfer- whether through systems or by inter-person channels- that should be the criteria to categorise knowledge, as a blended approach involving both types of transfer mechanisms was associated with better transfer effectiveness. Third the type of HRM to be transferred needs to fit the specific needs of distributors within the supply chain; in practice the best fit for this part of the supply chain can be considered a mix of paternalistic and transaction HRM, rather than the so-called 'best' practice HRM. Finally although there was potential in principle for the underperforming supply chain to learn from the experiences and practices of the higher performing supply chains, the extent to which Company J was likely to be able to emulate the more successful chains was constrained by significant internal barriers to learning (for example the pressure for short-term gains and the time needed to build trust, the lack of internal HRM expertise and the lack of local decision-making authority). However, an even more major constraint on the learning process came from the dynamic changes in the aftermarket distribution system that had the potential even to disrupt the trust-based partnerships in the exemplar supply chains. Thus the scope for applying the lessons from past practice, which has been the major focus of the comparative investigation of the three supply chains, may be limited by both the variations in internal conditions and by the fact that the key challenges for future development may be different from those faced in the automotive aftersales market in the past.
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Burton, Linda Kramer. „The effectiveness of an intelligent tutoring system on the attitude and achievement of developmental mathematics students in a community college“. FIU Digital Commons, 1998. http://digitalcommons.fiu.edu/etd/1896.
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This study examined the effectiveness of intelligent tutoring system instruction, grounded in John Anderson's ACT theory of cognition, on the achievement and attitude of developmental mathematics students in the community college setting. The quasi-experimental research used a pretest-posttest control group design. The dependent variables were problem solving achievement, overall achievement, and attitude towards mathematics. The independent variable was instructional method.
Four intact classes and two instructors participated in the study for one semester. Two classes (n = 35) served as experimental groups; they received six lessons with real-world problems using intelligent tutoring system instruction. The other two classes (n = 24) served as control groups; they received six lessons with real-world problems using traditional instruction including graphing calculator support. It was hypothesized that students taught problem solving using the intelligent tutoring system would achieve more on the dependent variables than students taught without the intelligent tutoring system.
Posttest mean scores for one teacher produced a significant difference in overall achievement for the experimental group. The same teacher had higher means, not significantly, for the experimental group in problem solving achievement. The study did not indicate a significant difference in attitude mean scores.
It was concluded that using an intelligent tutoring system in problem solving instruction may impact student's overall mathematics achievement and problem solving achievement. Other factors must be considered, such as the teacher's classroom experience, the teacher's experience with the intelligent tutoring system, trained technical support, and trained student support; as well as student learning styles, motivation, and overall mathematics ability.
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Halačková, Aneta. „Návrh změn v systému vzdělávání zaměstnanců ve vybrané společnosti“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2018. http://www.nusl.cz/ntk/nusl-377455.
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The thesis deals with the questions of the educational system and development of employees of delivery point in a selected company. The first part is focused on the basic theoretic concepts related to emloyee training. The second part analyzes the selected company and the educational system. The thirdpart contains the main proposals for the educational system.
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Vaněk, Adam. „Návrh změn v systému vzdělávání zaměstnanců ve vybraném podniku“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2020. http://www.nusl.cz/ntk/nusl-416811.
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Master’s thesis deals with issue of the educational system and development of employees in selected company. Thesis includes theoretic concepts related to employee training. Next part analyses current education system of selected company. Based on the results, there are suggestions which aims to improve current state of educational system in selected company.
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Grikinytė, Raimonda. „Valstybės tarnautojų tarnybinės veiklos vertinimo sistema Lietuvoje“. Master's thesis, Lithuanian Academic Libraries Network (LABT), 2006. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2007~D_20061222_180505-73251.
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The process of the personnel activity rating, that is one of the most crucial points of the human resources rating was studied in the Master degree working paper. Rating system that is organized properly and applied effectively, help the person and the organization to get the useful information and to make an important managerial decisions on duties and responsibilities distribution, conditions of payment, promotion, needs for qualification raising and for the establishing the potential. Although the rating process instigates many problems that are connected with organizational, administrative and human resource rating aspects.
To define possible imperfections and problems of the system, and to find development possibilities, the procedure of the service activity rating of the Lithuanian state service was analyzed in the paper.
The Master degree working paper consists of three parts. In the first part of the paper the importance and the relevance of the activity rating was described, as well as the rating importance for both, the organization and for the person rated.
The second part was theoretical. In order to clear up main aspects, those ensure effective and reliable rating system implementation and use in organization, the theoretical basics of personnel activity rating was examined.
In the third part of the paper the comparison of former and current state service activity rating was made. The current activity rating system was examined to detect possible problems.
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Payne, Lacy. „Implementation of a New Enterprise Resource Planning System“. TopSCHOLAR®, 2014. http://digitalcommons.wku.edu/theses/1401.
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The objective of this thesis was to upgrade an Enterprise Resource planning system that was outdated into a new age Enterprise resource planning system based centered on a scheduling algorithm. This was a key change that needed to be made to transform the company from old thinking to new. Primarily the testing of this implementation was done through mapping of processes, followed by trial and error, and finally improving and sustaining the processes it took to use the system correctly. The mapping of the processes was completed by the Process Manager as well as the Lead, Supervisor, or Manager of the area being revamped. When processes were originally mapped for the flow of the implementation, the chart was five pages. After implementation, the same processes streamlined using the new Enterprise resource planning system is now only two pages. After all implementations were complete, more than $150,000 in salaries was saved, as well as many unnecessary and tedious job functions. While continuous improvement must follow, the original objective of this thesis was met with great success.
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Swan, Lorraine M. „Minerals and managers : production contexts as evidence for social organization in Zimbabwean prehistory /“. Uppsala : Department of Archaeology and Ancient History, African and Comparative Archaeology, Uppsala University, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-8588.
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Jančová, Hana. „Návrh na zlepšení pracovní motivace ve společnosti PLASTIKA a.s“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2012. http://www.nusl.cz/ntk/nusl-223502.
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The thesis is focused on the improvement of the work motivation in the company Plastika a.s. It has been made survey an analysis of the curent motivational system in the company using internal resources and questionnaire survey. Possibilities how to improve the motivation system of this company have been formed on the basis of result this analysis and identification shortcomings.
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Matuszná, Veronika. „Návrh motivačního systému společnosti“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2018. http://www.nusl.cz/ntk/nusl-377604.
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This thesis deals with the current state of a selected company’s motivation system and its subsequent optimization. The theoretical part is concerned with rating, remuneration and motivation of employees. The practical part focuses on the evaluation of To & Mi Vdf. spol, s.r.o. motivation system. The last part of this thesis describes possible recommendations that should lead to the creation of a new motivation system.
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Neda, Terzić. „Uticaj sistema vrednosti i ličnih karakteristika davaoca usluga na kvalitet usluga u zdravstvenim sistemima“. Phd thesis, Univerzitet u Novom Sadu, Fakultet tehničkih nauka u Novom Sadu, 2019. https://www.cris.uns.ac.rs/record.jsf?recordId=110178&source=NDLTD&language=en.
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Predmet ovog istraživanja je uticaj sistema vrednosti i ličnih karakteristikadavaoca usluga na kvalitet usluga u zdravstvenim sistemima. Rezultatiistraživanja predstavljaju osnovu za planiranje aktivnosti kojima će seunapređivati kvalitet rada pa i zadovoljstvo pacijenata kao glavni izlaznirezultat.Cilj ovog istraživanja je da se sagleda koji je to uticaj sistemavrednosti i ličnih karakteristika davaoca usluga na kvalitet usluga uzdravstvenim sistemima, kao i faktori koji utiču na njihovo zadovoljstvo,odnosno nezadovoljstvo. Na osnovu rezultata ovog istraživanja, sagledavajućisisteme vrednosti zdravstvenih radnika i uvažavajući mišljenje korisnika,mogu se jasnije definisati prioriteti za poboljšanje i unapređenje kvalitetarada.The subject of this research is the influence of the system of values and personalcharacteristics of the provider of services on the quality of services in health systems.The results of the research are the basis for planning the activities that will improve thequality of work and the satisfaction of patients as the main output. The aim of thisresearch is to examine what is the impact of the system of values and personalcharacteristics of the provider of services on the quality of services in health systems,as well as the factors that influence their satisfaction or dissatisfaction. Based on theresults of this research, looking at the systems of values of health workers and takinginto account the user's opinion, priorities for improving and improving the quality ofwork can be clearly defined.
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Kousal, Ondřej. „Možnosti řešení oblasti ŘLZ v IS organizace“. Master's thesis, Vysoká škola ekonomická v Praze, 2008. http://www.nusl.cz/ntk/nusl-4403.
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My study focuses on methods of the human resources management in an information company. Human resources management and personal information systems present nowadays a very important aspect not only in terms of a management but also in terms of long-term company strategies. Proper human resources management and information system functioning provide an organization with a priceless competitive advantage in the form of effective usage of human resources. At first, human resources management is examined from the theoretic point of view and after that these theoretical needs are set against possibilities of a usage of personal information systems. Consequently, different functions of personal information systems and their supply on the Czech market are analyzed. In the separate chapter I bring in a practical example which summarizes the present state of human resources management and personal information systems in the Tyllco s.r.o. company and which also comprises my recommendation for an improvement.
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Gušiliková, Nina. „Personální informatika pro praxi“. Master's thesis, Vysoká škola ekonomická v Praze, 2013. http://www.nusl.cz/ntk/nusl-165090.
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The diploma thesis deals with the issue of management system support and human resources development through the use of personal information system in particular company. The main purpose of the thesis is to analyze benefits of human resources information system to increase efficiency, quality of human resource operations accuracy and to decrease human resources operations time consumption. The secondary purpose of the thesis is the knowledge generalisation and the identification of mistakes made by the company during the system implementation. Text of the diploma thesis is divided into two separate sections. First one is theoretically focused and contains three chapters where algorithm of basic activities of human control and new human resources is analysed, which at the end justifies the needs of support of all the personal information system processes. Characteristic of personal information systems and typology of personal information follows. Practical part of thesis deals with critical analysis of implementation of new personal system process in automotive company. The contribution of this thesis includes the summary of know-how gained within human resources system implementation. Conclusions of diploma thesis are based on results of basic pair methods of scientific work. Data for critical analysis were gained by analysis of project documentation, content analysis of company documents, interviews with company managers and form research between managers and company employees.
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Febriyani, Yeni. „The Perception of Knowledge Management System Implementation to Employee Performance is Measured With Balanced Scorecard at PT Vale Indonesia TBK“. TopSCHOLAR®, 2016. http://digitalcommons.wku.edu/theses/1598.
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Knowledge Management System (KMS) is a necessary concept as knowledge possessed by each individual employee is an intellectual property asset that will provide benefits for any organization. In a company, in terms of KMS, employees’ performance holds an important role in helping run the business of the company becoming sustainable and successful. Therefore, the measurement of employees’ performance based on a balanced scorecard is needed to understand the current business situation. This research helped focus on the perception between the KMS and employee’s performance based on a balanced scorecard (BSC) regarding a financial perspective, customer perspective, internal business process perspective, and learning & growth perspective. A survey was conducted at PT. Vale Indonesia Tbk (Vale) to ascertain these perspectives and perceptions of employees regarding performance based on a BSC. These perception data were analyzed, and conclusions were drawn regarding hypotheses. The findings section of this thesis shows the results in details. The results of the survey showed that the employees had a good perception of the value and benefits of KMS as measured with the BSC with the exception of the financial aspect. The interpretation of the results created recommendations to further implement KMS, and to improve employees’ performance at Vale.
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Qiu, Yiyu. „A framework of an effective online help system to support nurses using a nursing information system“. School of Information Systems and Technology, 2007. http://ro.uow.edu.au/theses/9.
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Research Aim and Questions: This research aims to develop a quality framework of an effective Online Help System (OHS) for a Nursing Information System (NIS). This involves the identification of the criteria for an effective OHS. The research questions are what content, structure, functions and aesthetics this OHS should have. The research will also provide guidelines about how to evaluate the usability of an OHS. To learn unfamiliar features or functions of a Nursing Information System (NIS), nurses need effective and efficient assistances. An OHS, which aims to bridge the gap between the complexity of a NIS and nurse-users’ need for simplicity, is one effective solution. However, systematic research on the design and evaluation of an OHS is not common. There is a lack of a comprehensive quality framework that could provide guidance on the design and evaluation of an OHS for a NIS. As nurses are important healthcare workers, their acceptance and usage of a NIS is important for the improvement of quality of healthcare data, it is imperative to conduct this research with strong potential to impact on the adoption of NIS by nurses. Research Methodology: Two phases of investigation were carried out. Guided by a grounded theory approach, we first proposed a quality framework of an effective OHS for a NIS. In order to prove the validity of this framework, an experiment was carried out in which an OHS for an authentic NIS (the Care Planning and Assessment Tool) was developed and evaluated. Various research methods were employed in collecting data, i.e. laboratory-based usability testing, focus group discussion and questionnaire survey. Results: The proposed framework was consisted of the five criteria (i.e. content, structure, functionality, aesthetics, and usability. The CPAT Online Help was designed according to the results of the needs assessment and the forty-three guidelines that reflect the quality indicators in the framework. The results of the heuristic evaluation of the CPAT Online Help shows that the help system highly reflect on the proposed framework. The results of the usability testing suggest that the usability of both online help and hard-copy help manual is similar (i.e. no significant group difference was found for the results of both laboratory testing and the answers to the user satisfactory survey between online help and hard-copy help manual). However, in the laboratory experiment, the overall performances of the participants who used the CPAT Online Help were obviously better than those of the participants who used the hardcopy user manual. In addition, the survey responses from the former were more positive than those from the latter. Discussion and Conclusion: The proposed quality framework and their indicators were validated and supported by our research results and findings. Our research suggested that 1) nurse users’ basic computer skills, knowledge about an NIS, knowledge about procedures of nursing documentation should be covered in an OHS; 2) function-oriented and task-oriented structure are the effective structures of an OHS; 3) table of contents, frequently ask questions, search engine and video demonstration are effective functions; 4) visual-effectiveness can facilitate a nurse-user’s problem solving 5) the indicators of the usability of an OHS is the 5Es: effectiveness, efficiency, error-tolerance, engaging and ease of learning.
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Pachlová, Petra. „Návrh změn konceptu motivačního systému ve vybraném podniku“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2015. http://www.nusl.cz/ntk/nusl-225238.
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Thesis is focused on proposing changes of motivational system in pharmaceutical company. Specific changes of motivational system which improve effectiveness and satisfaction of pharmaceutical representants are based on realized research of actual motivational system in company and it´s theoretical basis.
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Pravdová, Helena. „Řešení oblasti HR v malých a středních podnicích“. Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-17472.
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This diploma thesis covering HR solutions in small and mid-size companies, involving generic characteristics of human resource coordination and its development. In focus to software possibilities covering this topic, including SW assessment base on gathered informations about small and mid-size companies and their management processes. My study is composed into six major parts (introduction to the topic, current trends, description and presentation of researched sector, contemporary software implementations and abilities, analysis of highlighted application, case study). In the Chapter II, beginning of HR and its development as stand alone branch of economy science is explained, and pointed to it's current state. Next chapter features the whole scale of HR in relation to this research. The core of this research is covered in fourth, fifth and sixth chapter, where the assessment of HRIS is made according to demonstration company specifics. Final choice is based on analysis of gathered specifications of each HRIS, according to requirements stated by each company.
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Bento, Airosa Virgília Monteiro. „Avaliação de desempenho na Unicâmbio – Instituição de Pagamento, SA“. Master's thesis, Instituto Superior de Economia e Gestão, 2019. http://hdl.handle.net/10400.5/18948.
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Mestrado em Gestão de Recursos HumanosEste trabalho baseia-se na elaboração de um relatório do estágio, realizado na Unicâmbio, como parte conclusiva do 2º ano do Mestrado em Gestão de Recursos Humanos pelo Instituto Superior de Economia e Gestão, ISEG - Universidade de Lisboa. O relatório está estruturado em cinco capítulos, que foram desenvolvidos, dando maior enfâse na descrição e reflexão sobre as atividades desenvolvidas no período do Estágio. Procurei efetuar uma avaliação de todo o trabalho realizado e o conhecimento adquirido, com base na descrição e análise crítica de cada ponto. As principais competências exigidas enquanto estagiária foram: identificação das funções existentes, criação de perfis de competências, avaliação das funções, manual de competência e de desempenho e criação do sistema de avaliação de desempenho. Através de um sistema de avaliação de desempenho, é possível que a organização de uma empresa possa aumentar o desenvolvimento dos colaboradores. Permite, igualmente, ajudar na identificação e retenção de talentos e impulsionar a projeção de carreira dos colaboradores, pelo que, foi imperioso o envolvimento e comprometimento de toda a organização no sentido da criação do mesmo. Este estágio teve como objetivo colmatar a necessidade do um sistema de avaliação de desempenho na Unicâmbio. Permitindo assim, fornecer uma oportunidade de aprendizagem, promoção de aquisição de conhecimentos, e desenvolvimento das competências pessoais, interpessoais e técnicas adquiridas, como ponto de partida para reintegração no mercado do trabalho como Gestora de Recursos Humanos. Para além disso, permitiu-me também aplicar os conhecimentos até então adquiridos, a nível teórico.
This work is based on the preparation of an internship report, carried out at Unicâmbio, as a concluding part of the 2nd year of the MSc in Human Resource Management by the ISEG - University of Lisbon. The report is structured in four chapters, which we will develop throughout the work, with more emphasis on the description and reflection on the activities developed during the internship period. Therefore, we try to make an evaluation of all the work done and the knowledge acquired, based on the description and critical analysis of each point. The main skills required as a trainee were: identification of existing roles, profiling of competencies, evaluation of roles, competency and performance manual and creation of the performance evaluation system. Through a system of performance evaluation, it is possible that the organization of a company can increase the development of employees. It helps to identify and retain talent and boost the career projection of employees, so it was imperative the involvement and commitment of the entire organization in order to create the same. This stage was aimed at bridging the mistakes of an existing evaluation and performance system in Unicode. It allowed to provide an opportunity for learning, promotion of knowledge acquisition, and development of personal, interpersonal and technical skills acquired, as a starting point for reintegration into the labor market as a Human Resources Manager. In addition, it also allowed to apply the knowledge previously acquired, theoretically.
info:eu-repo/semantics/publishedVersion
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Kim, Hyondong. „Strategic impacts of compensation system on organizational outcomes an empirical study of the conceptualizations of fit and flexibility in the compensation design /“. Columbus, Ohio : Ohio State University, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1141829742.
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Horák, Ondřej. „Porovnání řešení oblasti ŘLZ v různých produktech pro velké podniky“. Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-12420.
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In my graduation theses I tried to define the system of human resource management in large companies, to analyse the requirements, and to predict developing trends in this sphere of business. According to the provided information I also made a compare of two products that are used in large firms based on portal fort the employee. For my work I mostly used information from companies that develop these systems, specialists in this field and from literature or other sources of information. All the sources are listed at the end of the theses. The theses are devided into five main parts: definition of the human resource management systems, description of large companies, requeirements, procedure of choosing the system for their comparison and the final recommendations, conclusions.
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Nosál, Daniel. „Návrh sociálního programu společnosti“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2008. http://www.nusl.cz/ntk/nusl-221754.
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The diploma thesis is focused on an employee advantages issue of a company. The aim of this thesis is, on a basis of theoretical background and research done, to identify weak points and suggest improvement of a social programme of the company. The thesis consists of four consequential chapters, in the first one there are working hypotheses which are to be proven. In the second chapter there is theoretical description of the problem. The third chapter then comprises of the company data and analyzes questionnaire. In the final part of the work are the hypotheses interpreted and stated the suggestions for advancement.
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Fourie, Andries J. „Total quality management : middle and top management perceptions of the successful application of a quality management system from a general management, strategic management, quality management and human resources management view“. Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/836.
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Thesis (MBA (Business Management))--University of Stellenbosch, 2009.ENGLISH SUMMARY: Total quality management (TQM) can be defined as a systemic approach on a global level, based on process management of continuous quality improvement by all human resources within the business or company environment, with the specific intent to satisfy the implicit expectations of all stakeholders in the specific business environment. Various factors play a role in the active drive towards a quality-driven learning environment. These factors include increasingly changing market forces, changes in customer requirements and the very way in which quality is perceived by the employees within a company. The above statement raises some important questions, such as • What is the quantifiable value of quality, and • Why is it very easily ignored by various companies? The reason for such questions is the significant shift needed in the thought patterns of management, difficulty in abandoning misconceptions about TQM and difficulty in learning from own mistakes and those of others. It seems that the biggest barrier to the implementation of a total quality system is the misconception that quality will immediately be perfect and is a quick solution which is self-sustaining. TQM is, in fact, not a model that is built in concrete, but a journey consisting of sequential steps. As with any staircase, it can only be sustainable if it is solidly founded on factors such as managerial commitment, drive, fairness, motivation and mobilisation of human resources.
AFRIKAANSE OPSOMMING: Totale gehaltebestuur word gedefinieer as ‘n sistemiese metode op ‘n globale vlak, gebaseer op die bestuur van deurlopende gehalteverbetering deur al die menslike hulpbronne binne 'n onderneming, dit wil sê die sake- of maatskappy-omgewing, met die spesifieke oogmerk om aan die implisiete verwagtinge van die aandeelhouers in die onderneming (besigheidsomgewing) te voldoen. Daar is verskeie faktore wat 'n rol speel in die aktiewe strewe na ‘n kwaliteitsgedrewe leeromgewing. Hierdie faktore behels onder meer die voortdurend veranderende markkragte, veranderinge in die verwagtings van kliënte, en die kwaliteitsbeskouing van die werkers binne ‘n maatskappy. Bogenoemde ontlok belangrike vrae, soos • Hoe word die meetbare waarde van kwaliteit bepaal, en • waarom word dit so maklik deur ondernemings geïgnoreer? Hierdie soort bevraagtekening is 'n aanduiding dat daar ‘n merkbare en betekenisvolle gedagteskuif by bestuur nodig is ten opsigte van hul beskouing van gehalte, dat wanbegrippe oor totale gehaltebestuur verander moet word, en dat probleme in verband met die leer van lesse uit eie foute en dié van ander oorbrug sal moet word. Die grootste probleem ten opsigte van die ontwikkeling van ‘n totale gehaltebestuurstelsel, is die wanpersepsie dat gehalte meteens foutloos sal wees, dat dit ‘n vinnige oplossing is en dat dit selfonderhoudend sal wees. Totale gehaltebestuur is nie ‘n model wat, by wyse van spreke, in beton gegiet is nie, maar ‘n proses met opeenvolgende stappe. Soos met enige stel "trappe", kan dit net volhoubaar wees as dit ‘n sterk fundering het, wat gerugsteun word deur bestuursbetrokkenheid en - deursettingsvermoë, dryfkrag, regverdigheid, motivering en die mobilisasie van die werksmag.
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Přívratská, Martina. „Motivace a odměňování pracovníků ve vybrané společnosti“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2020. http://www.nusl.cz/ntk/nusl-416794.
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The diploma thesis is focused on motivation and remuneration of employees in the company Zemědělsko obchodní družstvo Zalší. The theoretical parts explain the basic concepts related to the issue. In the practical part of the thesis the company is introduced and trough employee survey analyzed the current way of motivation and remuneration. Based on results, at the end of the thesis there will be presented proposals and recommendations that could help to an improvement in the current situation and to increasing employee satisfaction.
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Pereira, Júnior Lindolfo Caetano. „O uso da água em Goiás, potencialidade, demanda para irrigação por pivôs centrais e perspectivas“. Universidade Federal de Goiás, 2017. http://repositorio.bc.ufg.br/tede/handle/tede/7209.
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Fundação de Amparo à Pesquisa do Estado de Goiás - FAPEG
In this paper, an analysis of expansion of central pivots irrigation in the estate of Goiás from 1984 to 2015 was performed, with the objective of identifying the conditioning factors of this occupation process and its relation with the water compromise in the study area. For this, images obtained by Landsat satellite sensors and Government data were used to map these facilities. In order to define the water compromise, we also mapped the existing equipment in the Distrito Federal. In addition, was used as reference the Medium Long Term Flow (QMLT), generating a scenario of maximum hydrological potential. As final phase, was performed the analysis of the commitment in catchment basins for public supply, having as a reference the max water right capacity. The state had 3,489 facilities covering an irrigated area of 242,128 hectares in 2015. There was a clear pattern of distribution of irrigation pivots within the state, 60% of existing equipment are located on flat relief terrain with latosols and as close as 10 kilometers of a paved highway. This technique is consolidated in Goiás and tends to expand in the coming years, being a gradual and continuous expansion that facilitates long-term water resource management action. The mapped equipment is located in mid-priced land areas, more distant from the major urban centers, however with the required infrastructure for the production distribution. The area of study (Goiás and Distrito Federal) presented an average water availability in the order of 17 l.s-1 (km²)-1 with a maximum around 32 l.s-1 (km²)-1 and a minimum around 9 l.s-1 (km²)-1 . This availability is distributed in a heterogeneous manner, with the largest flows being in the south of the state of Goiás. The annual surface hydrological potential in the study area is of the order of 178 km³.year-1 . For the state of Goiás, this potential is around 175 km³.year-1 and for the Distrito Federal is approximately 2.5 km³.year-1. The hydrographic region that presented the highest potential volume was the Corumbá, Verissimo and São Marcos rivers, with an offer of the order of 26 km³.-1, a volume that represents about 15% of the total. The average volume required for irrigation by central pivots was 4,800 m³.year-1 .ha-1 , ranging from about 3,800 m³.year-1 ha-1 in the south to around 8,000 m³.year-1.ha -1 in the northeast of Goiás; Resulting in a demand of 1.23 km³-year, with reference to the year 2015. About 68,857 (85%) of the segments analyzed do not present any interference generated by this irrigation sector. This technique also does not present itself as a factor of pressure on the pumping for human supply (using the methodology adopted for granting in Goiás) since only one hydrographic basin presented demand superior to QMLT.
Neste trabalho, foi realizada a análise da expansão da irrigação por pivôs centrais no estado de Goiás no período compreendido entre 1984 e 2015, com o objetivo de identificar os fatores condicionantes desse processo de ocupação e sua relação com o comprometimento hídrico da área. Para tal, foram utilizadas imagens obtidas pelos sensores do satélite Landsat e dados Governamentais para o mapeamento destes equipamentos. Para definição do comprometimento hídrico, foram mapeados também os equipamentos existentes no Distrito Federal, além disso utilizou-se como referência a Vazão Média de Longo Termo (QMLT), gerando um cenário de potencial hidrológico máximo. Como fase final, realizou-se a análise do comprometimento em bacias de captação para abastecimento público, tendo-se como referência a vazão outorgável. No ano de 2015, o estado apresentou um total de 3.489 equipamentos perfazendo uma área irrigada de 242.128 ha. Observou-se um claro padrão de distribuição da irrigação por pivôs no estado, sendo que 60% dos equipamentos existentes encontram-se em área de relevo plano, com Latossolos e até 10 quilômetros de uma rodovia pavimentada. Esta técnica está consolidada em Goiás e tende a se expandir nos próximos anos, sendo esta uma expansão gradual e continua, fatos que facilitam as ações de gestão dos recursos hídricos a longo prazo. Os equipamentos mapeados encontram-se em áreas de preço médio da terra, mais afastadas dos grandes centros, mas com a infraestrutura necessária para o escoamento da produção. A área de estudo (Goiás e Distrito Federal) apresentou uma disponibilidade hídrica média da ordem de 17 l.s-1 .(km²)-1 com máxima por volta de 32 l.s-1 .(km²)-1 e mínima em torno de 9 l.s-1 .(km²)-1 . Esta disponibilidade distribui-se de forma heterogênea, estando as maiores vazões situadas no sul do estado de Goiás. O potencial hidrológico anual superficial na área de estudo é da ordem de 178 km³.ano-1 . Para o estado de Goiás, esse potencial fica por volta de 175 km³.ano- 1 e para o Distrito Federal é de aproximadamente 2,5 km³.ano-1 . A região hidrográfica que apresentou maior volume potencial foi a dos Rios Corumbá, Veríssimo e São Marcos, contando com uma oferta da ordem de 26 km³.ano-1 , volume que representa cerca de 15% do total. O volume médio necessário para irrigação por pivôs centrais foi de 4.800 m³.ano-1 .ha-1 , variando de cerca de 3.800 m³.ano-1 .ha-1 no Sul até por volta de 8.000 m³.ano-1 .ha-1 no Nordeste de Goiás; resultando em uma demanda de 1,23 km³.ano- ¹, tendo-se como referência o ano de 2015. Cerca de 68.857 (85%) dos segmentos analisados não apresentam qualquer interferência gerada por esse setor de irrigação. Esta técnica também não se apresenta como um fator de grande pressão sobre as captações para abastecimento humano (utilizando-se a metodologia adotada para outorga em Goiás) uma vez que apenas uma bacia hidrográfica apresentou demanda superior à QMLT.
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Ďurčová, Ivana. „Concept for Motivational System Change in a Selected Company“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2017. http://www.nusl.cz/ntk/nusl-356995.
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Hlavním cílem této diplomové práce je navrhnout změnu motivačního systému ve Společnosti XY v konkrétním sídle v Amsterdamu v Nizozemí. Na základě teoretického základu motivačních teorií, údajů získaných kvalitativním a kvantitativním výzkumem byl navržen návrh motivačního systému s cílem zlepšit motivaci a pracovní spokojenost zaměstnanců.
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Carhuanina, Rosalia Edith Caya. „Modelagem de um componente adaptativo para o gerenciamento dos recursos de acessibilidade de um sistema computacional de uso geral“. Universidade de São Paulo, 2015. http://www.teses.usp.br/teses/disponiveis/3/3141/tde-22072016-095848/.
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Neste trabalho, é apresentada a modelagem de um componente que, através do uso de técnicas de tecnologia adaptativa, permite a reconfiguração da interface de usuário de um sistema legado de uso geral. A mencionada reconfiguração foca-se no gerenciamento adequado dos recursos do sistema para fornecer acessibilidade aos usuários com necessidades especiais no contexto corrente. Nossa proposta procura responder à necessidade de colocar ao alcance das pessoas com deficiência os recursos tecnológicos presentes na sociedade da informação, assim como seus benefícios associados. Assim, o objetivo é diminuir a barreira criada pelo desenvolvimento de sistemas computacionais sob a conceição tradicional de um perfil de usuário padrão, entre as tecnologias e os usuários com necessidades especiais. Ao respeito desse assunto, as propostas encontradas na literatura apresentam três abordagens: uma abordagem reativa ou tecnologias assistivas, uma abordagem proativa ou tecnologias inclusivas e uma abordagem dentro do marco legal. No entanto, no contexto de sistemas legados já imersos na sociedade, existe um problema em aberto. Nesse caso não é viável, logística e economicamente, a aplicação da abordagem reativa, já que significaria adicionar sistemas com tecnologias assistivas para as comunidades específicas, por exemplo: cegos, surdos, deficiência física, entre outros. Da mesma maneira, não é possível implementar a abordagem proativa pois ela só é aplicável para tecnologias em processo de desenvolvimento, e no nosso caso trata-se de sistema já em uso. Nossa proposta é a modelagem de um componente que através de técnicas de tecnologia adaptativa possa assistir na reconfiguração dos recursos próprios do sistema em questão levando em conta tanto as informações de contexto corrente da interação (contexto do usuário, contexto do sistema, contexto do ambiente de execução) quanto as informações históricas da sua execução. Para atingir o nosso objetivo é especificada uma meta-arquitetura inspirada na programação orientada a componentes que permite flexibilidade, baixo acoplamento e mantém a integridade original do sistema. Finalmente é realizada uma prova de conceito que permite confirmar a viabilidade técnica do modelo proposto.This work is presents the modeling of a component that, by Adaptive Technology\'s techniques, allows the reconfiguration of the user interface inside an inherited general use system. The mentioned reconfiguration focus in the adequate management of system resources in order to provide accessibility for users with special needs at real time. Our propose intent to answer the need for putting at reach of people with disabilities the technological resources existing in the information society, as well as it corresponding benefits. Therefore, the objective is to decrement the barrier created by the developing of computational systems under the traditional conception of the \"standard user\" profile, between the technologies and the users with disabilities. About this matter, previous proposals found in literature classify them within three different approaches: a reactive approach or so called assistive technologies, a proactive approach or inclusive technologies, and a legal approach related to building an international legal framework. Nevertheless, in the context of inherited systems, which are already immerse in our society, a problem has kept underlying. In these cases, it is not affordable, from logistics as well as economics, the application of the reactive approach, because it will imply to add new versions of systems that implement assistive technologies at every spot and for every kind of specific community, for example: blind, deaf, motor impairment, and so on. In the same way, it is not possible apply the proactive approach because it can be only put into practice during the first phases of the development process of a software, and our case of interest is with already in use systems. Our propose to help solving this problem is the modeling of a component which through the incorporation of Adaptive Technology\'s techniques can assist in the reconfiguration of the own resources inside an inherited system taking into account the current context information(user context, system context, and environmental context) as well as the historical information gather from previous executions. To achieve this goal a meta-architecture is specified taking the component oriented programming paradigm as inspiration to provide flexibility, loose coupling and keep the integrity of the original system. Finally, a concept test is implemented to expose the viability of our propose from the technological perspective.
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Silva, Otavio Tosi da. „Transformações organizacionais e gestão de pessoas no setor financeiro“. Pontifícia Universidade Católica de São Paulo, 2012. https://tede2.pucsp.br/handle/handle/1021.
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Previous issue date: 2012-03-02Coordenação de Aperfeiçoamento de Pessoal de Nível Superior
This research aims at studying the impact on the human resources processes used in banks in Brazil that have participated in the process of merger and acquisition. There was also a specific purpose to conduct a review of the literature on organizational transformations and personnel management in the financial sector. This study approaches comparative multiple case study in two organizations, through qualitative research. The banks Santander and Banco do Brasil were selected as research subjects. Data were collected through semi-structured exploratory interviews, besides analysis of documents and sites. The survey showed that in both banks the human resources policies are well developed, but the practical implementation is still weak. The main focus is to achieve the established targets, no matter in what form. Thus, the best human resources practices are eventually put aside. Another finding was that the relationship of financial institutions with the labor union, due to downsizing policy and changes from the automation processes, has been under transformation, which points to the need for changes in the practices of union institutions
O objetivo da pesquisa é estudar o impacto provocado nos processos de recursos humanos utilizados em bancos no Brasil que participaram do processo de fusão e aquisição. Teve-se, ainda, como objetivo específico realizar uma revisão da literatura sobre as transformações organizacionais e gestão de pessoas no setor financeiro. A pesquisa se aproxima de estudo de casos múltiplos comparativos em duas organizações, por meio de pesquisa qualitativa. Foram selecionados os bancos Santander e do Brasil como sujeitos de investigação. Os dados foram coletados por meio de entrevistas exploratórias semiestruturadas, além de análise documental e de sites. A pesquisa apontou que em ambos os bancos há políticas de recursos humanos bem desenvolvidas, mas que a aplicação na prática deixa a desejar. O foco é cumprir as metas estabelecidas, não importa de qual forma. Dessa maneira, as melhores práticas de recursos humanos acabam sendo deixadas de lado. Constatou-se também que a relação dos estabelecimentos financeiros com o sindicato da categoria de seus funcionários, devido à política de enxugamento do quadro e de mudanças decorrentes dos processos de automação, vem sofrendo uma transformação, o que aponta para a necessidade de mudanças das práticas das instituições sindicais
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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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Röhrs, Friedrich [Verfasser], und Stefan [Akademischer Betreuer] Strohmeier. „Process oriented human resource information systems : supporting a process orientation in human resources through information systems / Friedrich Röhrs ; Betreuer: Stefan Strohmeier“. Saarbrücken : Saarländische Universitäts- und Landesbibliothek, 2016. http://d-nb.info/1152094556/34.
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