Dissertationen: „Police Personnel management“

1

Lau, Kit-man, und 劉傑文. „A police organization in a changing world: the experience of staff communications in the Hong Kong Police Force“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2012. http://hub.hku.hk/bib/B50255411.

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2

Kgomokaboya, Ngoako Charles. „An evaluation of the transformation process within the South African Police Services in the Capricorn District Municipality“. Thesis, University of Limpopo (Turfloop Campus), 2011. http://hdl.handle.net/10386/493.

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3

Onder, Seref G. „A distinctive organizational control practice: Geographic personnel rotation“. Diss., Virginia Tech, 2015. http://hdl.handle.net/10919/54547.

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Organizational control is a fundamental process which ensures organizations achieve their goals. The importance and difficulty increase when the organization is a law enforcement agency. Control within an organization can be implemented in several different ways. Regular rotations and transfers of personnel is one of the control mechanisms employed by organizations to direct, motivate and encourage employees to adhere to organizational standards and objectives. The Turkish National Police (TNP) rotates and transfers police officers geographically while providing security services throughout the country. Geographic personnel rotation (GPR) is a human resource management policy of the TNP which bans home city deployment and obligates officers to transfer regularly for various deployment periods and in differing regions. The research examines geographic personnel rotation policy as an organizational control mechanism. To help better understand GPR's impact on control, the study examined data collected from interviews with human resource managers and police chiefs who implement the policy, from participant observation, and from documents and archival records. GPR is a distinct control mechanism the TNP employs to maximize personnel performance and minimize police deviance. More significantly, GPR allows the TNP to reward and punish employees depending on their performance, as well as detect and reduce deviation from organizational norms. GPR also affects the formation of police identity, which may increase or decrease commitment to the organization based on the perceived fairness of the practice.
Ph. D.

4

Shililifa, Wycliff. „An Exploratory Study on the Career Stages and the Career Development Needs of the Namibian Police“. Thesis, University of the Western Cape, 2004. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_3408_1283516272.

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This exploratory study seeks to critically explore human resources development with regard to the career needs and stages of the Namibian Police (NAMPOL). Documents were perused on the issue of the current human resources development and its relevancy to the training and development within the Namibian Police. Questionnaires were completed by a representative sample of NAMPOL officials from different departments of the police. Interviews were also conducted with selected officials on training and development of personnel. Recommendations are given as a model for improving the Namibian Police human resources development system as an effective training and capacity building system for members of the police force to perform their tasks effectively.

5

Ketel, Belinda. „Management capacity-building in the South African Police Service at station level /“. Thesis, Stellenbosch : University of Stellenbosch, 2005. http://hdl.handle.net/10019.1/1079.

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6

Ncube, Brighton. „Managing for results: A case study of the Fontana Police Department“. CSUSB ScholarWorks, 2003. https://scholarworks.lib.csusb.edu/etd-project/2347.

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The research examined the work of the Fontana Police Department in light of a theoretical framework of managing for results. This study consists of a review of the literature, which provides background and basic knowledge on managing for results, high performing public agencies, strategic planning, outcome measurement, and results-based budgeting along with a policy analysis and an examination of the operations of the Fontana Police Department.

7

Landahl, Mark R. „First responder identity management policy options for improved terrorism incident response“. Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2006. http://library.nps.navy.mil/uhtbin/hyperion/06Sep%5FLandahl.pdf.

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Thesis (M.A. in National Security Studies (Homeland Security And Defense))--Naval Postgraduate School, September 2006.
Thesis Advisor(s): Robert Bach. "September 2006." Includes bibliographical references (p. 75-78). Also available in print.

8

Blignaut, Alice May. „An impact and cost-benefit analysis of some SAPS personnel capacity-building programmes / by Alice May Blignaut“. Thesis, North-West University, 2007. http://hdl.handle.net/10394/1816.

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9

Alfano, Nicolas. „De l'autorité au soutien : rôles et usages des rôles dans le commandement en gendarmerie départementale“. Thesis, Aix-Marseille, 2018. http://www.theses.fr/2018AIXM0595.

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La Gendarmerie nationale est une institution militaire française qui œuvre dans le domaine de la sécurité. Opérant dans les espaces ruraux et suburbains, elle a historiquement adopté une configuration particulière centrée sur la disponibilité des forces et un déploiement élargi sur le territoire. Poussée par des logiques de rationalisation issues de la nouvelle gestion publique et par des mouvements internes de contestation sociale, l’institution s’est engagée depuis la fin du XXème siècle dans un processus de transformation qui influence en profondeur la gestion de ses personnels. On observe alors une modification des règles du jeu sur lesquelles se base l’exercice du commandement. La condition du gendarme intègre de nouveaux droits jusqu’alors refusés ou fortement restreints par le statut militaire, et les marges de manoeuvre traditionnellement admises, basées sur la soumission sans réserve aux modes de la discipline et de la disponibilité, sont relativisées. Dans ce contexte, l'étude s’est intéressée à la pratique quotidienne des officiers en position de commandement, ainsi qu’à la manière dont ceux-ci abordent les transformations contemporaines de leur institution. Construite à la manière d’une enquête de terrain ethnographique, la démarche de recherche a permis une analyse en détail du travail de ces « chefs » au travers d’un répertoire de rôles. Ces rôles ont été envisagés comme des moyens d’agir sur le collectif, et décryptés au sein d’une grille de lecture stratégique. L’étude a ainsi pu mettre en évidence le choix qui est fait par certains officiers d’adopter une posture de soutien en lieu et place de la posture d’autorité traditionnelle dans le monde militaire
The Gendarmerie nationale is a military institution and one of the two French national police forces, with responsibilities regarding population security in rural and suburban areas. Due to public management reforms and several social movements, this institution is currently experiencing important changes in people management. As a result, the set of game rules that applies to command itself is subject to modifications. The gendarme condition – meaning the entire scale of rights, obligations and missions attached to the position – is evolving and traditional postures, based on disciplinary attitudes and availability standards, are weackened. This study focuses on the day-to-day work of officers in command positions and how these chiefs handle their new situation. Based on an ethnographic approach, the research process analyzes chief-work throught a set of roles, which are discused as means for action in a strategy-based approach. It shows how certain officers in command position choose to reshape the way they make use of their roles, adopting a support based posture rather than a more traditional authority based posture

10

Aulis, Angela Rena. „How much should the off-duty employment of police officers be regulated?“ CSUSB ScholarWorks, 2004. https://scholarworks.lib.csusb.edu/etd-project/2675.

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This project explored the question of whether or not the employment of off-duty police officers should be regulated. It includes two surveys, a statewide survey of agency regulations and a survey of Fontana Police Department personnel.

11

Dennis, Simone J. „Sensual extensions : joy, pain and music-making in a police band“. Title page, contents and abstract only, 2002. http://web4.library.adelaide.edu.au/theses/09PH/09phd4115.pdf.

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Bibliography: leaves 210-226. Based on 18 months ethnographic fieldwork about the ways in which members of the South Australian Police Band make music. Studies their disconnection from the body of the community, acheived via an embodiment of emotional disconnection; the power of the Department to appropriate a particular order of emotion for the purposes of power; and, the misrecognition of the appropriation of emotion by members of the public who are open to the Department's emotional domination. The context material describes the reasons for the existence of the police band in the police view, while the core material of the thesis is concerned with describing what it is that police band members do, and what they do most of all is, in their own words, experience something that they call "the feel".

12

Huisamen, Petronella. „'n Evaluasie van die tydsbestuur, doelwitbeplanning en probleemoplossing kapasiteitsbouprogramme van die Suid-Afrikaanse Polisiediens / deur Petronella Huisamen“. Thesis, North-West University, 2003. http://hdl.handle.net/10394/408.

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Background Due to the restructuring of the South African Police Service (SAPS) in 1996, as well as other factors, Police Social Work Services decided to broaden the scope of its services to also include pro-active, capacity building interventions. The result was the development of 15 personnel capacity building programmes by 1999. The need arose for a comprehensive impact assessment of these programmes and the Evaluation of Personnel Capacity Building Programmes (EPCBP) study was subsequently launched in 2001. The evaluation of the Problem Solving, Planning of Goals and Time Management Programmes formed part of this research. Objectives: The primary aim of the study was to determine the effect of the Problem solving , Planning of Goals and Time Management Programmes on SAPS personnel's knowledge, attitude and behaviour. Method: In the research, the comparison group pre-test and post-test design and triangulation were used. Fourteen measurement scales and a presenter's evaluation questionnaire were developed and utilized. It involved 666 experimental group respondents, 132 comparison group members and 46 presenters. Results: All three of the programmes had a significant effect on the respondents' knowledge, attitude and behaviour and changed their personal and professional life in a very positive manner. The research proved without doubt that the programmes are effective capacity-building tools in the hands of Police Social Work Services. However there are still certain steps to be taken to further improve the programmes.
Thesis (M.A. (MW))--North-West University, Potchefstroom Campus, 2004.

13

Williams, Heiletje Marili. „The effect of the human relations and health maintenance components of the SAPS self-management programme / Heiletje Marili Williams“. Thesis, North-West University, 2006. http://hdl.handle.net/10394/1631.

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Background: The success achieved with the South-African Police Service’s generic Personnel Capacity-Building Programmes contributed to a 2003 decision by the National Commissioner that a similar type of intervention should be included in the basic training of SAPS recruits. This led to the development of the Self-Management Programme. This programme is, since July 2004, an integral part of the empowerment of more than 8000 recruits annually and is presented on a bi-annual basis. A comprehensive study into the programme’s short-term and long-term effect and return on investment (ROI) was launched in 2004. This thesis will report on the results achieved with the measurement of the programme’s human relation and health maintenance components. Objectives: The primary aim of the study was to determine the effect of the Self-Management Programme’s human relations and health maintenance modules on the knowledge, attitude and behaviour of SAPS recruits, as well as the programme’s return on investment coefficient. Method: The study utilised an experimental research design, as well as focus groups and triangulation. It involved an average of 520 recruits (400 for the experimental groups and 120 for the control groups) per module. This was supplemented by qualitative research in which 91 recruits participated in various focus groups. The modules and programme was also subjected to a structured and comprehensive return on investment analysis. Results: Through the triangulation of measurements it was ascertained that the human relations and health maintenance modules had a practical significant effect on the recruits’ knowledge, attitude and behaviour and empowered them on both a personal and a professional level. The ROI analysis also showed that the programme was of considerable financial benefit to the SAPS and should remain as an integral part of all new recruits’ training in the future.
Thesis (Ph.D. (Social Work))--North-West University, Potchefstroom Campus, 2006.

14

Cornelius, Andre. „The impact of time lost through absenteeism on service delivery in the South African Police Services (SAPS), the area Kuilsriver cluster, Cape Town, Western Cape“. Thesis, Cape Peninsula University of Technology, 2016. http://hdl.handle.net/20.500.11838/2358.

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Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2016.
Absenteeism in the South African Police Service is without doubt one of the most difficult aspects to manage. It is therefore important for the organisation to have measures in place to reduce absenteeism. More focus is put on the cost of absenteeism without realising the enormous adverse effect it has on service delivery in the South African Police Service. By reducing the absenteeism rate by just one day per employee, organisations can boost productivity, improve morale and improve their profit margins significantly (Nel, 2013:1). This research project examined the impact on service delivery of time lost through absenteeism in the South African Police Service with specific reference to the Kuils River cluster Cape Town, Western Cape, South Africa. Problems relating to absenteeism as well as the main contributors to absenteeism were identified by the researcher and recommendations were made. A quantitative research approach was followed with a survey amongst staff members. The data analysis from the questionnaire was compiled by the in-house statistician that was recommended by Cape Peninsula University of Technology. The research project makes recommendations that address the problems highlighted in this empirical study, as well as a recommendation for further studies.

15

Palatová, Radka. „Návrh změn konceptu personálního řízení ve státní správě“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2018. http://www.nusl.cz/ntk/nusl-377618.

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This master thesis analyzes the way of human resources management in a public service, specifically at the Police of the Czech republic. Specifies area of the human resource management with a focus on selected parts and compares the theoretical knowledge with reality. It contains design measures that will lead to the improvement of the human resources management and thus the successful development of the organization.

16

Clark, Edward William. „Die effek van personeelplasing op dienslewering in die Suid-Afrikaanse Polisiediens : Area Oos-Metropool : Kaapstad“. Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53370.

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Thesis (MPA)--Stellenbosch University, 2003.
ENGLISH ABSTRACT: The General Elections of 27 April 1994 lead the country to a new democracy which caused changes in the political-, social- and constitutional domain in South Africa. This brought about new winds of change in the Public Sector too. The South African Police Service (SAPS) is also identified as a component of the Public Sector and this lead to an investigation of service delivery standards which are rendered to local communities by the SAPS. The hypothesis is that personal placement in the SAPS can have an effect on the organisation's service delivery standards. Various concepts were investigated and defined. Methodological considerations and research methods were applied as guidelines to the underlying principles, for possible answers to the research problem. A theoretical base was established as foundation of a practical investigation. Recruitment, selection and personnel placement are discussed with various references to current legislation includes aspects such as affirmative action and the implications it could have on service delivery. A final practical investigation included the distribution of questionnaires to police members and members of the public in the policing areas under discussion. The answers were processed where upon recommendations were made for the improvement of service delivery in the SAPS. Research was completed in the East Metropole, Cape Town to establish what effect personal placement could have on service delivery in the South African Police Service. The specific policing area (referring to the Area East Metropole) is used as a practical case study as if appears that currently personal placement within the SAPS could be implemented more effectively in order to enhance service delivery to all communities in the East Metropole. Due to personal shortages within the SAPS, these communities encounter problems such as increases in crime on a daily basis. The research process was encouraged by problems experienced by members of the SAPS and the public. Although the research outcome cannot be ruled as a success or failure, it was an attempt to focus on the effect that crime have on the lives of members of the SAPS and communities within the Area East Metropole.
AFRIKAANSE OPSOMMING: Die Algemene Verkiesing op 27 April 1994 het die land gelei na 'n nuwe demokrasie wat tot 'n totale verandering op die politieke-, sosiale- en konstitusionele terrein in Suid-Afrika gevolg het. Dit het die geleentheid geskep vir veelvuldige veranderinge in die Openbare Sektor. Hieronder is die Suid-Afrikaanse Polisiediens (SAPD) ook geïdentifiseer en dit het gelei tot 'n ondersoek in die dienslewering standaarde wat die SAPD aan plaaslike gemeenskappe verskaf. Die hipotese is dat personeelplasing in die SAPD 'n effek kan hê op die organisasie se dienslewering standaard. Verskeie konsepte is ondersoek en gedefinieer. Metodologiese oorwegings en navorsingsmetodes is as riglyne toegepas om 'n moontlike antwoord te vind op die navorsingsprobleem. 'n Teoretiese basis is geskep as fondasie vir 'n praktiese ondersoek. Werwing, keuring en personeelplasing word bespreek met verskeie verwysing na huidige wetgewing op aspekte soos regstellende aksie en die impak wat dit op dienslewering kan hê. 'n Finale praktiese ondersoek het die verspreiding van vraelyste onder polisiebeamptes en lede van plaaslike gemeenskappe in die polisiërings area onder bespreking, ingesluit. Die antwoorde is verwerk, waarna aanbevelings gemaak is tot die verbetering van dienslewering in die SAPO. Navorsing is voltooi in die Area Oos-Metropool, Kaapstad om te bepaal watter effek personeelplasing op dienslewering in die Suid-Afrikaanse Polisiediens kon hê. Hierdie spesifieke polisiëringsgebied (verwysend na die Area Oos-Metropool) word as 'n praktiese gevalle studie aangewend aangesien dit wil voorkom dat personeelplasing in die SAPD tans meer effektief geïmplementeer kan word ten einde dienslewering te verbeter aan alle gemeenskappe in die Oos-Metropool. As gevolg van personeel tekorte binne die SAPD ondervind hierdie gemeenskappe 'n toename in misdaad op 'n daaglikse basis. Die navorsingsproses is aangemoedig deur probleme wat deur lede van die SAPD en publiek ondervind word. Alhoewel die navorsingsuitkoms nie as 'n sukses of mislukking uitgeskakel kan word nie, was dit 'n poging om te fokus op die effek wat misdaad op die lewens van die lede van die SAPD en gemeenskappe in die Area Oos-Metropool het.

17

Tolbert, Harrison. „The effects of higher education on law enforcement“. CSUSB ScholarWorks, 2004. https://scholarworks.lib.csusb.edu/etd-project/2537.

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This paper focused on many aspects of higher education, and how this complex topic is affeccting law enforcement today and will continue to affect it in the future. The role of police officers has changed over the preceding two hundred years from watchman to professional peacekeeper. Experts attribute this change to increases in societal awareness of crime, the implementation of civil service protection, and educational advances.

18

林立. „論現代警力資源開發與管理“. Thesis, University of Macau, 2004. http://umaclib3.umac.mo/record=b1636895.

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19

Huisamen, Petronella. „Die effek van die besluitnemings- en lewensdoelkomponente van die SAPD se selfbestuur personeelkapasiteitsbouprogram / Petronella Huisamen“. Thesis, North-West University, 2005. http://hdl.handle.net/10394/1518.

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Background: In 2003, the National Commissioner of the South African Police Service gave instructions that all the new student constables should undergo a personnel capacity-building programme as part of their basic training. This led to the development of the Self-Management Programme by Police Social Work Services. This programme IS, since July 2004, an integral part of the empowerment of more than 8000 recruits annually. A comprehensive study into the short and long-term effects of the programme on recruits, as well as its overall return on investment (ROI), was started in 2004. In this document, only the results that were achieved with the measurement of the programme's decision-making and purpose-in-life components will, however, be covered. Objectives: The study had a twofold purpose. The first was to measure the short and long-term effect of the Financial Management, Planning of Goals, Self-knowledge, Problem-solving and HIV/AIDS Awareness modules on recruit's knowledge, attitude and behaviour. It, secondly, endeavoured to measure the programme's return on investment coefficient. Method: The study utilised an experimental research design, as well as focus groups and triangulation. It involved an average of 400 experimental group respondents, 120 control group members, 12 focus group participants and 14 presenters per module. A total of 23 questionnaires and a focus group schedule was designed and utilised in the generation of data. Results: All five modules had a practical significant effect on the respondents' knowledge, attitude and behaviour and improved their personal and professional functioning considerably. The "decision-making" and "purpose-in-life" components, as well as the programme as a whole, also produced a very high return on investment. It, therefore, implies that the Self-Management Programme should be seen as both a very effective capacity-building tool and a financial asset for the South African Police Service.
Thesis (Ph.D. (MW))--North-West University, Potchefstroom Campus, 2006.

20

Cheu, Yu-kok, und 趙汝珏. „How to grasp staff opinions before formulating departmental policy?“ Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2011. http://hub.hku.hk/bib/B4678021X.

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21

Chu, Man-kin, und 朱文健. „Personnel policy and the disciplined services 1985-1991: an evaluation of pay policy“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1992. http://hub.hku.hk/bib/B31964023.

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22

Chiu, Yin-wa David, und 趙燕驊. „An evaluation of the personnel discipline policy of the Hong Kong government“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B31964746.

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23

Shen, Jie. „International human resource management policies and practices : an integrative framework in the Chinese context“. Thesis, Bucks New University, 2003. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.714449.

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24

Chiu, Yin-wa David. „An evaluation of the personnel discipline policy of the Hong Kong government“. Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B14023817.

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25

Smith, Andrew Jameson. „Current Management of Computerized Personnel Files in Virginia Public Schools: A Legal and Policy Analysis“. VCU Scholars Compass, 1995. https://scholarscompass.vcu.edu/etd/5526.

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Privacy in the workplace will be a significant legal and policy issue in employment during the late 1990's. The impact of computer technology in employment highlights privacy concerns and issues and is particularly acute in public school employment. Public schools have a right to know information about teachers which relates to their fitness in working with children. At the same time, teachers have a legitimate expectation of privacy, especially as it applies to their professional reputations and their abilities to maintain or obtain future employment in teaching. This study had two purposes. One was to determine the extent of computer usage for personnel files in Virginia public schools, and the existence of policies and nature of practices for the management of data maintained in such a fashion through a survey of all school divisions in Virginia. The other was to make recommendations to assist public school divisions in the establishment or revision of management policies and practices governing computerized personnel files, after a thorough review of applicable sources of federal and state law. The study found that 83% of all public school divisions in Virginia responding to the survey use computers to maintain at least one category of personal information about their teachers. The categories of data range from contract information to employee assistance programs. School divisions use a variety of computer formats (i.e., mainframes, minicomputers, PCs) for these purposes. The results of the survey demonstrate that not all school divisions have written policies in place, or training of staff, or security mechanisms for their computer systems necessary for compliance with state statutes. These statutes, the Freedom of Information Act, the Privacy Protection Act, and the Computer Crimes Act, delineate the legal responsibilities of school divisions in the areas of employee privacy and management of personal information. The study concludes with specific recommendations for the areas of written policy, staff training, and system security.

26

Chan, Yin-ling Linda, und 陳燕玲. „A study of the discipline policy in the Hong Kong Civil Service“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2000. http://hub.hku.hk/bib/B31966123.

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27

Seitz, Gilbert J. „The rights of lay employees an analysis of the personnel policies of the Archdiocese of Baltimore in light of canon 231, [par.] 2 /“. Theological Research Exchange Network (TREN), 1998. http://www.tren.com.

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28

Rivero, Napoleʹon E. Schlüter Holger. „Promotion policies and career management - an empirical analysis of below-zone promotion of U.S. Navy Officers /“. Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1997. http://handle.dtic.mil/100.2/ADA336545.

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Thesis (M.S. in Management) Naval Postgraduate School, March 1997.
Thesis advisors, Stephen L. Mehay, William R. Bowman. AD-A336 545. Includes bibliographical references (p. 119-120). Also available online.

29

Pickens, James F. „Experiential learning as a method of teaching personnel policy to managers a test of Kolb's theory /“. Access abstract and link to full text, 1988. http://0-wwwlib.umi.com.library.utulsa.edu/dissertations/fullcit/8809273.

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30

Alhazzaa, Sultan Mohammad. „Public personnel administration in the Civil Service of Saudi Arabia : policies, procedures and practices“. Thesis, Boston Spa, United Kindom : British Library Document Supply Centre, 1992. http://ethos.bl.uk/OrderDetails.do?did=1&uin=uk.bl.ethos.304383.

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31

Brand, Hugo. „Menslike hulpbronbestuur binne die veranderde Suid-Afrikaanse plaaslike owerheidsbestel“. Thesis, Cape Technikon, 2001. http://hdl.handle.net/20.500.11838/1762.

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Thesis (DTech( Human Resource Management))--Cape Technikon, Cape Town, 2001
Through this research it is shown that the involvement of human resource management in the transforming local government, which currently functions at a low level in the local authority sector, will become an ever increasing necessity in South Africa. Local authorities could either accept circumstances as they are, or accept the responsibility to change them. In this research the researcher accepted the responsibility to make a contribution towards a possible change by focusing on the contribution that the human resource manager, in more specifically local authorities in South Africa could make in this regard. The change that is envisaged and is being brought about in the South African local government sector with specific reference to the service delivery of the provision, management and control of local government, has led to the establishment of: • human resource management and comprehensive management functions; • participative involvement; • a requirement of new, additional techniques of human resource management for local authorities; and • an essential requirement for increasing employee, councillor and public involvement within local government. The outcome of the abovementioned is an incisive need of improving human resource management and sound labour relations. In order to obtain the aforementioned objectives, qualitative research was used. 5 With this study the research has endeavoured to determine: • why the involvement of human resource management in the transforming local authority sector is important; • what the nature of human resource involvement within local authorities is; • what the role, functions, involvement and methods of human resource managers in the transforming local government entails; and • how the human resource involvement within local authorities can be arranged and what the characteristics of the human resource manager should be.

32

Hendricks, Shahieda Bebe. „The Cape Technikon: a study of its human resource management training and development policy and practices“. Thesis, University of the Western Cape, 2005. http://etd.uwc.ac.za/index.php?module=etd&amp.

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This study investigates human resources management, training and development and their compliance with the skills development legislation and the link to the strategic goals of the Cape Technikon. The Cape Technikon is known as a previously &ldquo
white&rdquo
or advantaged institution. The institution's political history and consequent demographic profile display some scars of ignorance. This resulted in the institution's neglecting to invest in the development of those competencies needed to function in a constantly changing education, training and development environment. The success of any organisation depends on its human resources, who are the most important asset of any organisation, therefore effective and efficient human resources management and training and development management play a critical role in the well-being of employees. Human resources training and development policies, practices and activities guide the institution with implementation and should be considered to take on a strategic role to achieve their objectives.

33

Springer, Kathy L. „An examination of salary compression in the department administrative services of the City of Atlanta: Implications for public personnel management“. DigitalCommons@Robert W. Woodruff Library, Atlanta University Center, 1985. http://digitalcommons.auctr.edu/dissertations/1739.

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This degree paper examines salary compression in the Department of Administrative Services of the City of Atlanta. The primary intent of this paper is to determine whether salary compression is greatest in the relationship between the hourly subordin ates and the salaried supervisors. It is also the intent of this paper to examine the impact of compression on morale, productivity, and turnover. Survey research was employed in the analysis of the problem. Additional data were obtained through the Department of Administrative Services-Bureau of Personnel and Human Resources in the form of book lets, pamplets, and computer print-outs. Also a wide variety of sup portive materials (e.g., books, periodicals, and magazines) was used. The findings of this study suggest that salary compression in the Department of Administrative Services is a problem that is most severe in the relationship between the salaried subordinates and the salaried supervisors. This study also revealed that salary compression lowered morale, decreased productivity, and increased turnover in the organiza tion.

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Čechová, Kristýna. „Problematika personálního řízení ve vybrané firmě“. Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-10168.

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The main aim of the thesis is to create a complete overview of particular activities of the human resources politics from the perspective of a modern corporate management. On the basis of theoretical principles developed by the HR management to assess the individual activities in the example of selected company and propose improvements in areas, in which seems deficiencies. The thesis is divided into four chapters. The first part of the thesis summarizes the theoretical principles of HR management, which constitute the basis for the evaluation of the HR management in the selected company, referred in the practical part. The second chapter is devoted to the characteristics of the company, which is next featured under the fictitious name of Chemická, a.s.. The third part of the thesis presents a comprehensive view of HR management practice in the watched company. The structure of this part of the most deliberately corresponds theoretical part. Fourth part of the thesis evaluate on the basis of theoretical knowledge the real HR management in the selected company. The HR management is showing no sign of any serious failure. The activities are carried out professionally and secured by sophisticated company directives. The HR management seeks to meet both, corporate and the personal needs and goals. Chemická, a.s. respects in managing their human resources the modern approaches and strengthens so the strongest of the four pillars of business, the human resources.

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Veeran, Peter. „The impact of globalisation on human resources management policies and procedures in the South African public service: a study of selected national government departments“. Cape Peninsula University of Technology, 2012. http://hdl.handle.net/20.500.11838/1681.

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Globalisation has a significant impact on human resources management policies and procedures in the public service. The driving forces of globalisation have affected human resources management in a variety of ways, for example, the impact of technology demands different skills and competencies from public officials. Globalisation is defined as “the process whereby the world’s people become increasingly interconnected in all facets of their lives, culturally, economically, politically, technologically and environmentally” (Streeten, 2001:169). Kirkbride (2001:14) states that globalisation is the integration of business activities across geographical and organisation boundaries. It is the freedom to conceive, design, produce, buy, distribute and sell products and services in a manner which offers maximum benefit to the organisation without regard to the consequences for individual geographical location or organisational units. This research examines the impact of globalisation on human resources management policies and procedures in the South African public service. The main problem is that the current training and development in the South African public service do not take due cognisance of globalisation to equip public officials to interact internationally effectively and efficiently. An inability exists to adapt to the changing strategic public human resources management needs from an international perspective. The problem of lack of knowledge and understanding by public officials of globalisation results in an inability to manage and execute international human resources management trends. There is a needed skill for achieving, maintaining, enhancing and implementing cutting-edge human resources management theories and practices for globally competitive human resources management. Usually, employees are not expected to work at tasks for which they received no training. In this context, it is necessary to note that with limited training public 7 officials are often placed in positions of having to muddle through as best they can without fully understanding of what is expected of them. Enhanced and continuous training can equip them with skills and knowledge that would create an organisation that is focused on outputs and performance rather than hierarchical control of procedures and processes towards reaching goals and objectives. Once the human resources in an organisation have been properly trained and motivated, they can be utilised effectively and efficiently to perform their tasks with dedication, competence and in the spirit of the Batho Pele principles. The main function of human resources management is to manage the acquisition, training, utilisation and maintenance of a sufficient number of competent personnel responsible for community-oriented service delivery. If training is neglected, then the nature of service delivery will be poor (du Toit & van der Walt, 1991:15). The management and utilisation of human resources in a globalised setting poses a particular challenge. Van Dyk, Nel & Loedolff (1992:15) defines training as the systematic process of changing the behaviour and attitudes of people in a certain direction in order to attain the organisation’s objectives. The changing nature of public service delivery has contributed to certain inadequacies in the public service and since governments are collaborating at a global level for improved service delivery, the public service is obliged to co-operate effectively and efficiently at an international level. In order to achieve this successfully, public officials need to possess relevant and applicable skills. The objectives of the study are to determine the impact of the globalisation process on the training and development of public human resources management policies and to understand how public human resources departments in selected state departments in the South African public service are adapting to the dynamic change in the field of public human resources management. The main finding of the research indicates that the aspect of training is a key element in improving the globalisation of public human resources management. 8 Training and development are essential to ensure that the South African public service is competent to perform effectively and efficiently in the global arena. Employees need to possess the necessary skills to function at an international level. The specific purposes of training are to communicate information that is applicable to practical situations. It is expected after training, for public officials to be able to demonstrate changes in the behaviour or performance that contribute to their abilities to deal skilfully without broader global problems. This, in turn, will have a positive impact on public service delivery.

36

Groenewald, Johann P. „Counselling, coaching and mentoring : a missing tool in people development?“ Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53337.

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Thesis (MBA)--Stellenbosch University, 2003.
ENGLISH ABSTRACT: South Africa has a huge challenge to improve its world competitiveness status in order to ensure a better economic life for all. One of the more practical strategic approaches is investment in human capital and more specific people development. A more specific strategy might be to ensure that each and every supervisor is an effective counsellor/coach/mentor. From the research done its seems that this is not the case - probably due to the fact that these tools are not utilised or not well integrated in the larger human resource development strategy. It is quite clear that counsellors, coaches and mentors can and should utilise the different motivational and learning theories coherently in accordance with the applicability of the situation and the specific preferences of the individual protégé. This will ensure maximum efficiency of education, training and development interventions. But human resource systems do not seem to be integrated to the extent that the proverbial golden thread can be followed from work design to the termination of an employee. From the literature it is clear that all the necessary functions in human resources can be included in an integrative system to allow optimum efficient employees. The vagueness however (supported by the absence of work design and management information systems in some models) just aggravates the current researcher's concern about clear, exact guidelines to ensure proper counselling, coaching and mentoring. The human resource system and the function human resource development as well as performance management definitely allow for counselling, coaching and mentoring, but the support and reinforcement is not obvious. From literature surveys it is clear that that counselling, coaching and mentoring can be utilised effectively in human resource development. Insufficient evidence is however available to show appropriate application of these tools. It is thus clear that counsellors/coaches/mentors and protégés in South Africa do not have a complete, practical and integrated human resource system and programme that can facilitate maximum growth of the protégés. This is proven by the quiet period since the middle eighties till the middle nineties; where - after affirmative action and later the skills development act and employment equity act forced employers to relook their development programmes as well as our poor performance in supplying the number of managers needed for global competitiveness. Due to the lack of empirical research, but from published material one can derive that: Counsellors/coaches/mentors and or protégés in South Africa are not aware what competencies each should possess; culturally diverse groups hamper growing relationships in particular with coaches and protégés and that principles and guidelines governing the coach/mentor/protégé relationship seems not to be researched and shared in South Africa. More - over, inadequate processes exist to link and integrate counselling/coaching/mentoring closely with competencies, people development and human resource processes. However there are sufficient guidelines in overseas publications to ensure that one can compile well integrated coaching/mentoring programmes that will ensure that counselling, coaching and mentoring gain its legitimate place in people development.
AFRIKAANSE OPSOMMING: Suid-Afrika staan voor 'n geweldige uitdaging om sy mededingendheidsmag te versterk ten einde beter ekonomiese vooruitsigte aan sy burgers te skep. Een van die mees praktiese strategieë is belegging in menslike kapitaal, meer spesifiek deur die ontwikkeling van sy menslike hulpbronne. 'n Meer spesifieke strategie mag wees om sorg te dra dat elke toesighouer 'n effektiewe voorligter/afrigter/mentor is. Vanuit die skrywer se navorsing blyk dit nie die geval te wees nie, moontlik as gevolg van die feit dat hierdie toerusting nie deel is van die omvattende menslike hulpbron ontwikkelings strategieë nie. Dit is duidelik dat voorligters/afrigters/mentors die beskikbare motiverings- en leer teorieë geintegreerd, in samehang met die geskiktheid van die situasie en die spesifieke vooroordele van die individuele leerder moet aanwend ten einde maksimum effektiwiteit vanuit opvoedings-, opleidings- en ontwikkelings intervensies te verkry. Maar menslike hulpbron sisteme blyk minder geïntegreerd te wees. Die navorser kon nie die spreekwoordelike goue draad opspoor en volg vanaf werksontwerp tot en met diensverlating nie. Vanuit die literatuur is dit duidelik dat al die noodsaaklike funksies in menslike hulpbronbestuur in geïntegreerde sisteme ingesluit kan word ten einde meer effektiewe werknemers te hê. Die vaagheid van hierdie integrasie (soos gesien in die afwesigheid van byvoorbeeld werksontwerp en bestuurs-informasie in sommige modelle) vererger die huidige navorser se bekommernis rakende duidelike, definitiewe riglyne om kwaliteit voorligting, afrigting en mentorskap te voorsien. Voorligting, afrigting en mentorskap het definitief 'n plek in die menslike hulpbronsisteme en menslike hulpbronontwikkeling en veral prestasiebestuur, maar die ondersteuning en versterking is nie ooglopend nie. Dit is ook duidelik uit die literatuur dat voorligting, afrigting en mentorskap effektief aangewend kan word in menslike hulpbronontwikkeling, maar nie genoegsame bewyse is beskikbaar om die toepaslike gebruik van die hulpmiddele aan te dui nie. Dit is dus duidelik dat voorligters, afrigters, mentors en leerders in Suid Afrika nie volledige, praktiese geïntegreerde menslike hulpbronsisteme en programme het om maksimale ontwikkeling van die leerder te bewerkstellig nie. Dit word bewys deur die min gepubliseerde materiaal - vanaf die middel tagtigs tot die middel negentigs, waarna regstellende aksie, die vaardigheidsontwikkelings- en werknemergelykheids - wetgewing, werkgewers geforseer het om hernude ywer ten opsigte van ontwikkelingsprogramme te toon. Verder ook deur die land se swak vertonings ten opsigte van die voorsiening van genoegsame kwaliteit bestuurders nodig vir globale mededinging. Weens die gebrek van empiriese navorsing, maar uit gepubliseerde material, kan die navorser aflei dat: Voorligters, afrigters, mentors en leerders in Suid-Afrika nie besef oor watter vaardighede hul behoort te beskik nie; verskille in kulturele groepe die ontwikkeling belemmer van goeie verhoudinge spesifiek tussen afrigters en leerders en dat beginsels en riglyne wat die verhoudinge tussen voorligters, afrigters, mentors en leerders rig nie nagevors en versprei word in Suid-Afrika nie. Verder is daar onvoldoende prosesse om voorligting, afrigting en mentorskap duidelik met vaardighede, menslike hulpbronontwikkeling en menslikehulpbron prosesse te verbind en te integreer. Daar is egter genoegsame riglyne in oorsese publikasies om te verseker dat goed geïntegreerde voorligting-, afrigting- en mentorskapsprogramme opgestel kan word wat sal verseker dat voorligting, afrigting en mentorskap hul regmatige plek inneem in menslike hulpbronontwikkeling.

37

Feni, Monde Ludick. „An evaluation of the implementation of education training and development policy in the Eastern Cape: the case of Cacadu health district“. Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/8261.

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The purpose of this study was to evaluate the implementation of the Education, Training and Development Policy of the Eastern Cape Department of Health: A Case Study of Cacadu District. The Cacadu Health District as with all Districts is the Eastern Cape Department of Health experiences a few challenges with the implementation of the Education, Training and Development Policy. Through observation these problems seem to be stalling progress in the implementation of this policy. The study seeks to investigate whether there can be an improvement in the implementation of the Education, Training and Development Policy. The focus of the study will be the Cacadu Health District. Provision of Education, Training and Development is key to any organisation especially if performance of employees needs to be of high standard. If the performance of employees is of high standard service delivery will improve. Chapter one provided an introduction which gave a brief overview of the study, problem statement, research objectives and questions, preliminary literature review and research methodology to be employed by the study. Chapter two provided a literature review of education, training and development framework and legislative framework for guiding the development and provision of education, training and development in an organisation. The chapter also looked into mentoring and mentoring strategies. Chapter three looked into detail on the training evaluation strategies and what training evaluation entails. It looked at the different approaches that can be used in evaluating training in an organisation. Chapter four provides proposals for the approaches and strategies to improve the implementation of the Education, Training and Development Policy of the Eastern Cape Department of Health in the Cacadu District. The chapter will also provide an analysis of participants’ responses from the questionnaire. Chapter five will give a summary with concluding remarks and recommendations. This chapter came up with conclusions about the study and gave recommendations and way forward on how best to improve the implementation of the education, training and development policy in the Eastern Cape Department of Health: Cacadu District.

38

Chitondo, Pepukayi David Junior. „Data policies for big health data and personal health data“. Thesis, Cape Peninsula University of Technology, 2016. http://hdl.handle.net/20.500.11838/2479.

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Thesis (MTech (Information Technology))--Cape Peninsula University of Technology, 2016.
Health information policies are constantly becoming a key feature in directing information usage in healthcare. After the passing of the Health Information Technology for Economic and Clinical Health (HITECH) Act in 2009 and the Affordable Care Act (ACA) passed in 2010, in the United States, there has been an increase in health systems innovations. Coupling this health systems hype is the current buzz concept in Information Technology, „Big data‟. The prospects of big data are full of potential, even more so in the healthcare field where the accuracy of data is life critical. How big health data can be used to achieve improved health is now the goal of the current health informatics practitioner. Even more exciting is the amount of health data being generated by patients via personal handheld devices and other forms of technology that exclude the healthcare practitioner. This patient-generated data is also known as Personal Health Records, PHR. To achieve meaningful use of PHRs and healthcare data in general through big data, a couple of hurdles have to be overcome. First and foremost is the issue of privacy and confidentiality of the patients whose data is in concern. Secondly is the perceived trustworthiness of PHRs by healthcare practitioners. Other issues to take into context are data rights and ownership, data suppression, IP protection, data anonymisation and reidentification, information flow and regulations as well as consent biases. This study sought to understand the role of data policies in the process of data utilisation in the healthcare sector with added interest on PHRs utilisation as part of big health data.

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Peter, Zola Witness. „An evaluation of personnel provision policy in selected public secondary schools in the Eastern Cape province“. Thesis, University of Fort Hare, 2008. http://hdl.handle.net/10353/213.

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The Eastern Cape Department of Education has a constitutional and legislative mandate to provide quality public education in all public schools within the province. The commitment to improve also involves ensuring effective educator personnel provisioning in public secondary xii schools. However, despite various legislative and policy measures relating to educator personnel provisioning, serious concerns have been raised. There have been concerns over the shortage of educators. There are concerns over the lack of suitably qualified educators, especially in Mathematics and Science subjects. Disparities have been noted between legislative and policy directives with regard to educator personnel provisioning and the expectations of educators based on the realities in public secondary schools. The complications and challenges thereof have called upon for the appraisal of educator provisioning. The objective of the study is to describe and explain the nature and place of personnel provisioning in public secondary schools. Thereafter, evaluate its application at selected public secondary schools in the Eastern Cape Province. The basic intention is to prove that the educator personnel provision policy implementation in public schools needs to be examined and possibly changed for effective results. Basically, personnel provisioning is the first step in the personnel process. It is classified into: Human resources determination; and the Filling of posts The process of filling public personnel posts involves recruitment, selection, appointment, placement, transfer and promotion. In evaluating personnel provisioning policy in public secondary schools, a research study has to be conducted. As an integral part of scope of study, the survey area includes public secondary schools, provincial department offices and educator union/association offices. The questionnaire is used as the appropriate data collection instrument for this survey. The total population for the study are provincial department officials, public secondary school principals, school governing body chairpersons and educator unions/associations. xiii When data was analysed and interpreted, there were various significant findings. The respondents’ demographic details provided a significant insight into the study and its findings. They ensured divergence of opinions and understanding of the personnel provisioning. Regarding human resources determination and the filling of posts in public secondary schools, it was found that there are challenges in terms of the employment of suitably qualified educators. These include among other issues educator dissatisfaction and lack of effective procedures in the filling of posts. This also results in educator shortage in public secondary schools.

40

Ramarou, Moleboheng. „The implementation of the succession policy and staff retention strategy: Joe Gqabi District Municipality“. Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/19894.

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The aim of this study is to evaluate the implementation of the succession policy and staff retention strategy of the Joe Gqabi District Municipality (JGDM) in the Eastern Cape. Retention and succession are located within a broader understanding of administration and management, and specifically within the New Public Management theory. A qualitative research methodology was used. Semi-structured interviews were primary means of data collection, supplemented by documentary analysis. A non-probability, stratified sample of 12 senior managers, middle managers, supervisors and professionals employed by the district municipality constituted the target group. The findings reveal that both the succession policy and the staff retention strategy were hampered by severe implementation weaknesses, resulting in failure to stem the high rate of turnover and vacancies at the municipality. The study recommends a series of measures to enhance future implementation success.These include, amongst others, implementation action plans with clear deliverables andtimeframes, monitoring and evaluation; employee participation; linking execution to individual performance; and proactively addressing issues of staff satisfaction.

41

Alakpa, George Edafese U. „Perceptions of military personnel| Analysis of the Department of Defense?s counter bioterrorism measures at the tactical level for the enhacement of civil security, leadership, management, and policy“. Thesis, New Jersey City University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3730740.

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The Department of Defense, at the time of this study, had over 38 combat Forward Operating Bases (FOB) with both U.S. military and non-military personnel residing and engaged in the mission. Also in these FOBs, are local nationals of the countries, who are employed to perform certain duties in these FOBs after having had certain security and medical background checks. However, while on military mission in Afghanistan and other Middle Eastern countries between 2009 and 2011, this researcher, observed and detected more than once, local nationals (LNs), Afghans, with certain infectious skin conditions working in the DIFACs (dining facilities) at major FOBs, serving food to soldiers inside the base. These LNs reside outside the FOB facility and gain entrance into the FOB daily, passing through already set security parameters put in place by the Department of Defense (DoD). There are Tactics, Techniques, and Procedures (TTP) to prevent or mitigate Person-borne Improvised Explosive Device (PBIED), Vehicle-borne Improvised Explosive Device (VBIED), and to also respond to, or recover from, Chemical, Biological, Radioactive, and Nuclear (CBRN) attacks on FOBs. Researcher is unaware of any TTP specific for HB-BA terrorist, capable of detecting, deterring or destroying a terrorist with bioagents breaching a combat post ECP; nor the training of soldiers of how to conduct a search on a bio-agent (BA) – or even what a bio-agent would look like if they found one. The purpose of this research was to determine whether there are current military counter bioterrorism measures in place to combat a human-borne with a bioagent (HB-BA) terrorist attempting to breach a combat FOB at the ECP, and how effective they are.

To accomplish this, a survey tool had to be developed and employed to determine the perceptions about the effectiveness of current ECP TTPs in detecting, deterring preventing, and mitigating a HBBA terrorist at the ECP, from military personnel. A survey tool (questionnaire) was developed, validated, and subjected to a reliability testing using Cronbach’s Alpha on a mix-method cross sectional survey, a pretest. Results showed a Cronbach’s Alpha of 0.82 and 0.89 for the survey’s two constructs. Also, 92.3% of respondents had recently been in combat deployment. All of them claimed that bioterrorism is very possible, but 61.5% believe it is either very possible or possible for a terrorist with a bioagent (BA) to successfully breach a FOB ECP. Only 3.8% felt that it would be impossible to breach the FOB ECP with a bioagent. Similarly, only 28% of respondents surveyed believe that current ECP TTPs are effective against a BA, 48% believe that current CBRN TTPs are either not effective, or somewhat effective, against BA at the ECP. In conclusion, the preliminary study, indicated that combat FOBs are vulnerable to breach by human-borne with BA terrorist at the ECP, as there exists no currently effective ECP TTP that could detect, deter or destroy a terrorist with a biological agent at a combat FOB ECP.

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Sümpelmann, Johannes Sebastian [Verfasser], Stefan [Akademischer Betreuer] Dierkes, Stefan [Gutachter] Dierkes, Olaf [Gutachter] Korn und Michael [Gutachter] Wolff. „Valuation with Personal Taxes under Different Financing and Dividend Policies / Johannes Sebastian Sümpelmann ; Gutachter: Stefan Dierkes, Olaf Korn, Michael Wolff ; Betreuer: Stefan Dierkes“. Göttingen : Niedersächsische Staats- und Universitätsbibliothek Göttingen, 2019. http://d-nb.info/1189419610/34.

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43

Sümpelmann, Johannes Sebastian Verfasser], Stefan [Akademischer Betreuer] [Dierkes, Stefan Gutachter] Dierkes, Olaf [Gutachter] [Korn und Michael [Gutachter] Wolff. „Valuation with Personal Taxes under Different Financing and Dividend Policies / Johannes Sebastian Sümpelmann ; Gutachter: Stefan Dierkes, Olaf Korn, Michael Wolff ; Betreuer: Stefan Dierkes“. Göttingen : Niedersächsische Staats- und Universitätsbibliothek Göttingen, 2019. http://d-nb.info/1189419610/34.

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Maritz, Andre. „Development of a Human Resource development strategy for the Border-Kei motor industry cluster“. Thesis, Port Elizabeth Technikon, 2000. http://hdl.handle.net/10948/23.

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DaimlerChrysler’s investment of R 1.4 billion in its East London Plant has resulted in the formation and development of an industry cluster, with DaimlerChrysler as the main industry driver. The rest of the cluster is made up of suppliers to the motor industry, as well as organisations involved in attracting and stimulating economic development in the region. The investment by DaimlerChrysler signalled the entry of DaimlerChrysler South Africa (DCSA) into global markets, supplying right-hand drive C-Class vehicles to the rest of the world. As a global player, world-class quality standards are expected of DCSA and, in turn, their suppliers. World-Class skills are therefore expected of the employees from all of the organisations within the cluster. This factor poses a challenge to South African organisations who are subjected to and challenged by the legislation that seeks to address and correct the societal imbalance of the past. The research problem addressed in this study was two-fold. The first objective was to determine whether or not there was a competitive advantage to be gained by being part of an industry cluster. The second objective was to determine how suppliers to DCSA from within the cluster developed world-class skills despite the constraints imposed upon them by South African legislation. To achieve these objectives, a theoretical study was conducted on existing conditions within clusters worldwide, as well as on methods being implemented by global organisations to develop world-class skills. An empirical study, covering the topics of competitive advantage and developing world-class skills, was developed and sent to suppliers of DCSA to test the degree of concurrence between methods implemented in the Border-Kei Motor Industry Cluster and global organisations elsewhere in the world. The results of the empirical study indicated a strong concurrence in many of the factors, and essentially only differed in instances where a cluster was more developed.

45

Tran, Anh Q. „A comparative study of the personnel policies for the laity of the Diocese of Fort Worth in the light of the Code of canon law“. Theological Research Exchange Network (TREN), 1996. http://www.tren.com.

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Karlsson, Elin, und Hanna Ottosson. „Personalpolicy – En kreativ process!“ Thesis, Högskolan Dalarna, Personal och arbetsliv, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:du-25423.

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Syfte: Syftet med detta arbete är att undersöka vilken påverkansfaktor personalpolicy och personalhandböcker har i ett medelstort företag i Sverige. Det är även av intresse att se hur dessa dokument är utformade och hur de implementeras i verksamheten. Metod: Forskningsansatsen är en kvalitativ metodtriangulering. En fallstudie med semistrukturerade intervjuer samt en dokumentstudie av policydokument och personalhandböcker från organisationen i fråga. Ett abduktivt synsätt har tillämpas i och med att vi har dragit slutsatser från vårt resultat för att applicera på koncernen, men även utgått från teori ur litteraturen för att kunna tillämpa dessa på studieobjektet. Ett hermeneutiskt perspektiv har tillämpats under den genomförda dokumentanalysen, för att se materialet både i delar och som en helhet. Empiri: Datainsamlingen har genomförts med hjälp av fem intervjuer där respondenterna representerade fem separata verksamheter inom koncernen. Respondenterna har olika roller inom organisationen men samtliga innehar en ledarposition med ett personalansvar. Slutsats: Enbart ett välarbetat dokument bidrar inte med effektivitet utan faktorer som ledarskap och organisationskultur behöver även ingå i ekvationen för att policyn ska bidra med värde till organisationen.
Purpose: The purpose of this study is to explore the impact of the documents on personnel policy and personnel manuals in a medium-sized company in Sweden. It is also of interest to see how these documents are designed and how they are implemented in the organization. Method: The research approach is a qualitative method triangulation. A case study with semistructured interviews and a text study of policy documents and personnel manuals from the organization in question. An abductive approach has been applied as we have drawn conclusions from our results to apply to the group, but also based on literature theory in order to apply these to the study object. A hermeneutic perspective has been applied during the completed text analysis, to see the material both in parts and as a whole. Empirics: The data collection was carried out by means of five interviews, in which respondents represented five separate operations within the concern. Respondents have different roles within the organization, and all of them have a personnel responsibility. Conclusion: Only a well-worked document does not contribute to efficiency. Factors such as leadership and organizational culture also need to be included in the equation for the policy to contribute value to the organization.

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Labajová, Ivona. „Přeměna personální práce ve skupině ACTIV v důsledku transformace podniku z malého na střední“. Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-15480.

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This thesis's objective was to analyse and evaluate change of HR management in the group ACTIV which had passed through the process of transformation within 2004 to 2006. ACTIV's staff growing had significant impact to the decision making processes and organisation of the whole group including HR management. The thesis's conclusion highlights positives and negatives of transformation process, especially in the part of personnel work and management of human resources.

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Souza, Ana Mara Dutra. „Práticas organizacionais frente ao consumo de substâncias psicoativas: um estudo em indústrias de vitória da conquista“. Universidade Federal da Bahia, 2005. http://www.adm.ufba.br/sites/default/files/publicacao/arquivo/ana_mara_dutra_souza.pdf.

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p. 1-91
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Este estudo teve como objetivo analisar as práticas gerenciais de sete indústrias de Vitória da Conquista, frente ao consumo de substâncias psicoativas por trabalhadores. Foram identificadas a percepção dos gestores sobre as práticas adotadas nas respectivas organizações. Adota-se como referencial teórico os modelos explicativos do consumo de substâncias psicoativas divididos em três grandes eixos: saúde, religiosidade e psicosocial. Participaram do estudo sete empresas de Vitória da Conquista, onde foram entrevistados os diretores e gestores como informantes-clave. Entrevistaram-se também, três instituições que atuam diretamente com saúde do trabalhador: SESI, FUNDACENTRO e CESAT. Esta investigação é de natureza descritiva, transversal, usando entrevistas e questionários para coletas de dados. As práticas e a percepção dos gestores foram analisadas e sistematilizadas adotando a estratégia metodológica de mapas cognitivos, o que possibilitou organizar as falas dos entrevistados por ordem e freqüência de evocação do tema. Os principais resultados indicam que as práticas, gerenciais se limitam a encaminhamentos para instituições religiosas (comunidades terapêuticas), respaldando sua internação à questão de cunho moral e religioso. Assim, atribui-se toda a responsabilidade de problemas decorrentes do consumo de substâncias psicoativas apenas ao trabalhador, não desenvolvendo ações de prevenção, de redução de danos e de tratamento por iniciativa própria, uma vez que a Legislação trabalhista não regulamenta ações de saúde para esta área. Finalmente, este estudo permite indicar o fato de não haver políticas específicas que regulem legalmente o consumo de substâncias psicoativas entre trabalhadores, como uma questão de saúde e conseqüentemente de co-responsabilidade das empresas, juntamente com a família, o trabalhador e o Estado.
Salvador

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周游. „新加坡人力資源政策分析以及對澳門的啟示“. Thesis, University of Macau, 2009. http://umaclib3.umac.mo/record=b2554119.

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MacNeill, Jessica Dawn. „The effects of labour law on small firms in South Africa : perceptions of employers in the hospitality sector in Pretoria, Gauteng“. Thesis, Rhodes University, 2015. http://hdl.handle.net/10962/d1018934.

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The South African government has attempted to find a balance of interests between the employer and the employee by the introduction of the Labour Relations Act in 1995 and the Basic Conditions of Employment Act in 1997. It is critical to the health of the South African economy that these labour laws do not impact small businesses to the extent that the Gross Domestic Product of the country is negatively affected. There are conflicting reports as to how these labour laws affect small businesses. It is therefore important for government to be able to understand, define and measure the impact of its labour laws on small businesses, in order for it to strategise corrective measures, which may include reconsidering the application of the legislative directive, regulated flexibility, if required. The study was limited in the sense that it was solely based on evidence collected from employers. An interpretivist approach was applied as a research methodology to data collected through in-depth interviews. The main findings of the empirical analysis demonstrate that labour legislation does not heavily impact small firms. It was thus determined that extensive measures were not needed with regard to correcting the framework of regulated flexibility.

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