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1
Borg, Andrew Edward. „Strategies Agency Managers Use to Retain Recruiting Staff“. ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2790.
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The high rate of employee turnover in the staffing industry is costly and impedes sustainability of employment agencies. The focus of this qualitative single case study explored strategies that 10 human resource managers (HRMs) and 5 HR directors used to retain recruiting staff at one regional recruiting agency in the southeastern region of the United States. The target population and research site were selected because of prior success in employee retention strategies. The conceptual framework grounding this study was sustainability theory. Methodological triangulation was achieved with semistructured interviews and focus group data. Data were thematically analyzed using Atlas.ti7, and all interpretations from the data were member checked to ensure the trustworthiness of findings. Emergent themes from the analysis revealed that these HRMs and HR directors increased employee job training, improved transparency in strategic planning and business practices, and enhanced communication of their employees' roles and responsibilites. The application of the findings may contribute to social change by providing HRMs and directors with insights that could improve employee retention and organizational sustainability. Stakeholders may benefit from an increased understanding of employee retention strategies and potentially reduce employee turnover for the local community.
2
Shavers, Levi. „Strategies used to Retain Teachers in Hard to Staff Schools“. ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5123.
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Teacher attrition has serious consequences in hard to staff schools. Mostly poor and ethnic minority students are deprived of being taught by stable, experienced teachers. The purpose of this study was to explore the strategies used to effectively retain teachers in such schools through the perspective of teachers at a high school that comprises poor and ethnic minority students in southwest Georgia. The conceptual framework that guided this study was Chen's theory about race and social class which postulated that a high percentage of poor ethnic minority students results in low teacher morale. This study explored the reasons why teachers stay at a school where there is a high proportion of poor and ethnic minority students. In this research, the case study strategy of inquiry was employed and data were collected from interviews with 10 teachers (using a 16-question interview guide) to solicit their perspectives on the working conditions at their school. The data were then examined for patterns and themes in the text. The findings produced 4 consolidated themes that revealed (a) aspects of a successful environment created by the principal; (b) an effective mentoring program that was aimed at assisting, developing, and supporting new and inexperienced teachers; (c) good parental involvement where parents were enthusiastic about supporting the school and their child's educational progress; and (d) stable and charismatic leadership that promoted retention. If implemented at hard to staff schools, these best practices can lead to improved teacher morale, better prepared teachers, and higher student achievement.
3
Svensson, Karin, und Joakim Svensson. „Paying peanut, gettin monkeys? : Recruit and Retain Local Staff in China“. Thesis, Jönköping University, JIBS, Business Administration, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-335.
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Asplid, Angelica, und Nina Buonassisi. „Konsten att attrahera och behålla personal i en organisation : En kvalitativ studie utifrån anställdas perspektiv“. Thesis, Högskolan i Halmstad, Akademin för hälsa och välfärd, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-45103.
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Syftet är att undersöka vilka faktorer som upplevs viktiga för att behålla och i viss mån attrahera personal i en organisation utifrån anställdas perspektiv. Syftet är också att få en djupare förståelse för de olika faktorerna och dess innebörd för olika individer. Med hjälp av tidigare forskning om begreppen Employer Branding och kompetensförsörjning lades grundenför insamlingen av studiens empiriska material. Det empiriska materialet har analyserats medhjälp av ovanstående begrepp men även med inspiration av Maslows motivationsteori. Studiens empiriska material är insamlat via tio semistrukturerade intervjuer med respondenter från två olika organisationer. Båda företagen är stora företag i södra Sverige verksamma inom olika bransch och sektor. Huvudresultaten i studien visar att anställda vill erbjudas utvecklingsmöjligheter, en bra ledning och en välfungerande och tydlig kommunikation för att vilja arbeta kvar i en organisation samt för att attraheras till en eventuellt framtida arbetsgivare. Resultatet av studien visar att en bra ledning i denna studie främst syftar till en ledning som är lyhörd, erbjuder frihet under ansvar och har förtroende för de anställda. Studien visar även att värdet av ett företags rykte och anseende inte framkommer som särskilt viktigt, vilket är en stor skillnad gentemot tidigare forskning.The purpose of this study is to analyze which factors are perceived as important in order to retain and to some extent attract staff in an organization from the perspective of employees. The purpose is also to reach a deeper understanding of the various factors and their meaning for different individuals. The foundation for the collection of the empirical data of the study is based on a previous research of the concepts of Employer Branding and competence supply. The empirical material has been analyzed using the above concepts but also with inspiration from Maslow's motivation theory. The empirical material of the study was collected through ten semi-structured interviews with respondents from two different organizations. Both organizations are large companies, activein various sectors and situated in the south of Sweden. The main results of the study show that employees want to be offered development opportunities, good management and well functioning communication in order to remain in an organization and to be attracted to a possible future employer. The results of the study show that a good management in this study primarily aims at a management that is attentive, offers freedom under responsibility and has confidence in the employees. The study also shows that the value of a company's reputation does not appear to be particularly important, which is a big difference compared to previous research.
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Thersthol, Jonathan, und Eskil Höglund. „Hjälp, var tog kunskapen och kompetensen vägen? : En fallstudie av Svea Hovrätt och Uppsala Kommuns arbete med att kompetenssäkra verksamheten“. Thesis, Uppsala universitet, Institutionen för pedagogik, didaktik och utbildningsstudier, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-385737.
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Syftet med studien var att bidra till en djupare förståelse över hur organisationer arbetar med att kompetenssäkra verksamheten och hantera kunskapsförlust till följd av personalomsättning. Den här undersökningen utgörs av en fallstudie av Uppsala kommun och Svea Hovrätt och har en kvalitativ ansats. Det empiriska materialet har samlats in genom semistrukturerade intervjuer med sju respondenter. Studiens teoretiska ramverk vilar på Nonaka och Konnos uppdelning av kunskapsbegreppet i implicit respektive explicit kunskap. Hansen, Nohria och Tierneys begrepp kodifiering och personalisering om överföring och bevarande av kunskap samt Hansson respektive Lindelöws olika modeller över kompetensutveckling och behållande av personal. Studiens resultat visar att det effektivaste sättet att behålla kunskap och kompetens inom organisationen är genom att behålla personalen. Arbetet med att behålla personal inkluderar lönesättning, att organisationen erbjuder utvecklingsmöjligheter och andra hygienfaktorer som anställningstrygghet. Resultatet visar att kompetensutveckling fyller flera syften, både som ett sätt att se till att rätt kompetens finns inom organisationen, men också som ett sätt för att personalen ska trivas och vilja arbeta kvar. Arbetet med kompetensutveckling innehåller delar som introduktionskurser, medarbetarsamtal, seminarier och utbildningar samt uppföljning. Ytterligare ett sätt att kompetenssäkra verksamheten är att bevara den kunskap som finns inom organisation genom kodifiering och personalisering. Det framkommer i studien att det svåra är att dela och behålla implicit kunskap som bygger på erfarenhet när en medarbetare lämnar organisationen.The purpose of the study was to contribute to a deeper understanding of how organizations work to secure the competence and handle knowledge loss as a result of staff turnover. This study consists of a case study of Uppsala kommun and Svea Hovrätt and has a qualitative approach. The empirical material has been collected through semi-structured interviews with seven respondents. The study's theoretical framework rests upon Nonaka and Konno's breakdown of the concept of knowledge in implicit and explicit knowledge. Hansen, Nohria and Tierneys concepts of codification and personalization on transfer and preservation of knowledge, as well as Hansson and Lindelöw's both models of competence development and retention of staff. The study's results show that the most effective way of retaining knowledge and competence within the organization is by retaining the staff. The work of retaining staff includes wage setting, that the organization offers development opportunities and other hygiene factors such as job security. The result shows that competence development fulfills several purposes, both as a way of ensuring that the right skills are within the organization, but also as a way for the staff to feel comfortable and want to work. The work on competence development includes parts such as introductory courses, staff appraisals, seminars and training courses and follow-up. Another way to secure the competence is to preserve the knowledge that exists within the organization through codification and personalization. It appears from the study that the difficult thing is to share and maintain implicit knowledge based on experience when an employee leaves the organization.
6
Vieira, Ana Paula. „A study of occupational stressors in retail staff“. Thesis, University of Surrey, 1994. http://epubs.surrey.ac.uk/792169/.
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Han, Xiaotang. „Factors driving staff turnover within micro retail businesses“. Thesis, Cape Peninsula University of Technology, 2013. http://hdl.handle.net/20.500.11838/1692.
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Dissertation submitted in fulfilment of the requirements for the degree
Master of Technology: Office Management and Technology
in the Faculty of Business
at the Cape Peninsula University of Technology
2013Employees are important to any business and without them businesses could be unsuccessful. This is particularly the case with micro retail businesses where employees are in direct contact with customers and more often than not, generate most of the revenue. Staff turnover on the other hand, may play a significant role and have an impact on business performance especially, in micro retail businesses. The success of micro retail businesses may be in understanding the possible causes of staff turnover and explored in this research. The aim of this research is to ascertain what causes staff turnover within micro retail businesses in Cape Town, South Africa, and how this can be reduced or prevented. To satisfy this goal, the research problem formulated as: It is unknown what interventions are needed for micro retail businesses to retain their staff The researcher conducted extensive literature analysis to understand the theoretical background and the possible factors that cause high staff turnover in micro retail businesses. Thereafter, the researcher uncovers the drivers causing staff turnover in micro retail businesses using a survey study. The research population is micro retail businesses in Cape Town, South Africa. Due to the nature of this research, a purposive sampling method is found to be the most appropriate. Questionnaires are used to collect primary data, whereas literature analysis assists with obtaining secondary data. The researcher found that remuneration, physical and employment working conditions and working hours are the top three most likely causes of staff turnover in micro retail businesses in Cape Town, South Africa. The researcher recommended that businesses should offer relevant and competitive remuneration packages, provide safe and secure working environments and arrange fair shift patterns. These would assist micro retail businesses to prevent or at least reduce high staff turnover.
8
Salazar-Prado, Talia-Milagros. „Identificación de los factores que determinan la alta rotación del personal de ventas en empresas de retail de prendas de vestir: caso tiendas Piero“. Bachelor's thesis, Universidad de Lima, 2016. http://repositorio.ulima.edu.pe/handle/ulima/1724.
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El presente trabajo de investigación, ha permitido identificar los factores que originan la
alta rotación del personal de ventas de las tiendas de la empresa Piero, y proponer un
portafolio de medidas que tendría que adoptar dicha empresa para reducir la alta
rotación de su personal de ventas.
La empresa Piero, produce y comercializa prendas de vestir a través de su propia
cadena de tiendas ubicadas en la ciudad de Lima y otras provincias del interior del país,
siendo una de las empresas más representativas del sector retail. Por ello, considero que
la metodología y los resultados de la presente investigación pueden servir de referencia
para que otras empresas del rubro traten de establecer los factores de rotación de su
personal o adopten las medidas que se proponen para reducir dicha rotación.
La presente investigación se basa en un tipo de estudio descriptivo,
toda vez que trata de analizar los factores que motivan las renuncias
voluntarias del personal de ventas de la empresa PIERO. También,
corresponde al tipo de investigación aplicada, en la medida que los
resultados del presente trabajo servirán para proponer un conjunto de
políticas orientadas a reducir la alta tasa de rotación.Trabajo de investigación
9
Soler-Font, Mercè 1991. „Prevention and management of musculoskeletal pain at work in nursing staff : Design, implementation and evaluation of a multifaceted intervention in the workplace“. Doctoral thesis, TDX (Tesis Doctorals en Xarxa), 2021. http://hdl.handle.net/10803/672387.
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Objectiu: Dissenyar, implementar i avaluar una intervenció multifacètica en el lloc de treball per prevenir i gestionar el dolor musculoesquelètic (DME).
Mètodes: Es va dissenyar, implementar i avaluar (efectivitat, procés i cost-efectivitat) un assaig controlat aleatoritzat per clústers d'un any. La intervenció va incloure ergonomia participativa, promoció de la salut i gestió de casos.
Resultats: Als 12 mesos, el grup d’intervenció va mostrar una disminució estadísticament significativa del risc de dolor d’espatlles, cervical i dorsal en comparació amb el control. No es va trobar cap efecte estadísticament significatiu per a DME en altres parts del cos, incapacitat temporal ni capacitat funcional. L’ergonomia participativa va mostrar un alt nivell d’implementació, la promoció de la salut va diferir segons l’activitat i la gestió de casos va mostrar un baix nivell d’implementació. Per reduir 1-punt-percentual extra el dolor d’espatlles, cervical i dorsal es necessitaven 3,63€ (perspectiva social) i 1,69 € (perspectiva del sistema sanitari).
Conclusions: Aquesta intervenció va ser efectiva i cost-efectiva per reduir el dolor d’espatlles, cervical i dorsal, i es va implementar majoritàriament com es pretenia.Objective: To design, implement and evaluate a multifaceted intervention in the workplace to prevent and manage musculoskeletal pain (MSP). Methods: A two-armed multifaceted cluster randomized controlled trial of one year duration was designed, implemented, and evaluated (effectiveness, process and cost-effectiveness). The intervention included participatory ergonomics, health promotion, and case management. Results: At 12 months, the intervention group showed a statistically significant decrease of the risk in neck, shoulders and upper-back pain compared to the control. No statistically significant effect was found for MSP in other locations, sickness absence nor work functioning. Participatory ergonomics showed a high implementation level, health promotion differed according to the activity and case management showed a low implementation level. To achieve 1-extra-percentual point reduction of MSP in neck, shoulders and upper-back were needed €3.63 (societal perspective) and €1.69 (health system perspective). Conclusions: This intervention was effective and cost-effective to reduce neck, shoulder and upper-back pain and predominantly implemented as intended.
10
Samochine, Dmitri Alexandrovitch. „Toward an understanding of the concept of occupancy in relation to staff behaviour in fire emergency evacuation of retail stores“. Thesis, University of Ulster, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.413860.
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Wilson, Krystal L. „Determining the Critical Elements of Evaluation for University Advancement Staff: Quantifiable and Nonquantifiable Variables Associated with Fundraising Success“. Digital Commons @ East Tennessee State University, 2015. https://dc.etsu.edu/etd/2565.
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As funds dwindle and costs rise university advancement staff have been given higher fundraising goals to meet the needs. In addition, university advancement staff have received pressure to review and lower the costs of fundraising to become more efficient (Drezner, 2011). To enable university advancement staff to attain goals, advocate for resources, or enhance processes, university advancement staff are challenged to measure their effectiveness. However, the process of measuring university fundraising success is unclear as there are many variables to consider and several ways to determine success. For this study the Delphi Technique (Hsu & Sanford, 2007) was used with 3 rounds of questionnaires. Seventeen experts of fundraising analytics were asked to identify both quantifiable and nonquantifiable variables that should be included in a comprehensive model to determine success in university fundraising. Findings include quantifiable measures such as return on investment, growth in giving reports, new and recaptured donors, and fundraiser performance and activity metrics. In addition, findings include nonquantifiable measures such as institutional and environmental forces were identified by the participants as critical components to comprise in a comprehensive model. Further findings include a variety of other metrics, both quantifiable and nonquantifiable, that were identified by the participants as critical components to comprise in a comprehensive evaluation model.
12
CHANG, HSIAO-FEN, und 張曉芬. „A Study on the Impacts of the Personality Traits of customer service staff on their retain intention- A Case of C Telecom Call Centers“. Thesis, 2016. http://ndltd.ncl.edu.tw/handle/m7zhbg.
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碩士開南大學
觀光運輸學院碩士在職專班
104
This study was designed to investigate the status and relationships of personality traits and retain intention of the telecommunications company customer service staff, and to analyzed the differences of personality traits and retains intention of the staff in the C telecom call centers .It is hoped to predict retain intention by personality traits. In this study, the research object was the C telecom call centers staff.Voluntary sampling and quota sampling was used.277 valid copies were returned from 300 distributed questionnaires. The results of questionnaires were statistically analyzed and summarized as follows: 1. The overall feelings of personality traits, retain intention were all moderate. Among personality traits, the agreeableness and the conscientiousness of personality traits was the highest. 2. The neuroticism of personality traits were negative-correlated with retains intention. There was negative prediction for the openness. The extraversion, openness, agreeableness and conscientiousness of personality traits were able to predict retain intention. There was positive prediction for the openness. 3. The customer service staff personality traits and retain intention due to their different backgrounds variables of gender, age, education, job seniority, work place, marital status and fertility status are different. The research results will be provided for the telecommunications company as a suggestion. It is hoped to elevate staff retain intention, maintain business operations, and provide recommendations for follow-up researchers for future research reference of related issues. Keywords: personality traits, remain intention
13
Lin, Shih-wei, und 林士為. „Study of The Effect of The Policy of Industry’s Heading West to China on The Inclination to Retain for Oversea Dispatching Staff - - To Take C Company as An Example“. Thesis, 2007. http://ndltd.ncl.edu.tw/handle/qq2ub4.
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碩士國立中山大學
人力資源管理研究所
95
In terms of global TFT-LCD industry, the most important competitors for Taiwan TFT-LCD industry are Korean Samsung & LG Philips (LPL) at present. To compete with them, it becomes one of the important strategies to work with Mainland China as working partners. The development of “strategy of heading west to China” becomes the most direct way to reduce cost & maintain business. When managers prudently evaluate industry’s heading west to China, how to reduce the conflict faced by the enterprise & employees is becoming one of the important issues for experts & enterprises recently. Referring to the interimportance & the interdependence of the criteria items that the experts selected in evaluation of the inclination to detain for oversea dispatching staff, AHP was applied to compare the interimportance of the clusters, and then ANP was applied to compare the interdependence of the clusters, and the expert questionnaires were collected. The interimportance of the questionnaires was calculated through AHP, and the interdependence was calculated through ANP in order to construct the weighting system of the inclination to detain for oversea dispatching staff, as the reference to the policy of oversea dispatch for the subject company. It can increase the scientific factors for human decisions. Data of C Company was analyzed through ANP & the findings were as follows. 1. The weight of all the criteria items for the effect of the policy of heading west to China on the inclination to detain for oversea dispatching staff. Criteria Item Weight Individual Factor Working Pressure 9.54% 59.82% Career Development 28.13% Individual Inclination 22.15% Organizational Factor Leadership 12.27% 40.18% Dispatch System 10.73% Supporting System 13.36% Organizational Culture 3.81% Total 100.00% 2. The Company should put primary stress on employees’ career development. 3. In terms of increase in individual inclination, it becomes the primary consideration for supporting the policy of oversea dispatch that the company assists the employee family.
14
Rocha, David Miguel martins. „Improving retail banking staff incentive systems“. Master's thesis, 2016. http://hdl.handle.net/10362/17196.
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This Work Project seeks to analyze the viability, utility and best way of implementing mechanisms of double accounting and of insertion of low (or null) sales objectives in an incentives program. The main findings are that both processes are possible and to a certain extent advisable, although in very specific ways and with some limitations. Double accounting processes are especially effective between different segments and networks and should have a greater impact in the first evaluation periods of each case and the null objectives, albeit usable, are recommended to be always substituted by positive objectives, even if quite small. Moreover, it is concluded that the formal structure of the incentives program influences significantly these concepts, namely concerning the duration of the evaluation periods and the interaction of the objectives of different entities for both the vertical (hierarchic) and horizontal (individual and collective) levels.
15
Ramos, Catarina Alexandra Teixeira. „Prescriptive Analytics for Staff Scheduling Optimization in Retail“. Master's thesis, 2019. https://hdl.handle.net/10216/122688.
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16
Vather, Bremavishnu. „The factors driving staff turnover in the hardware retail industry“. Diss., 2009. http://hdl.handle.net/2263/23299.
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The following quantitative study investigated staff turnover at Company H, a hardware retailer, where 174 former employees were telephonically interviewed via a questionnaire. The results showed that staff enjoyed various factors at Company H but found their present management better than that of Company H. The staff also viewed written and spoken English and PC skills as very important factors for their training in retail, their career advancement and their decisions to stay in retail. Issues of gender, age and further customer training was also found to be important factors. These findings were discussed in light of the literature review conducted and a detailed model of learning and turnover intentions was proposed. The study was concluded with a list of recommendations for company H and a list of areas for further research.Dissertation (MBA)--University of Pretoria, 2010.
Gordon Institute of Business Science (GIBS)
unrestricted
17
Liang, Yu-Pei, und 梁宇沛. „Ergonomics Study of Musculoskeletal Disorders for Retail Staff in Food Industry“. Thesis, 2011. http://ndltd.ncl.edu.tw/handle/21964022137131872086.
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碩士華梵大學
工業工程與經營資訊學系碩士班
99
While the retail staff of the food product are working, their body and limbs keep unnatural and repeated posture in a long-term, which cause serious cumulative musculoskeletal injuries easily. The purpose of this study is to explore the musculoskeletal injury conditions and the possible hazards of the retail staff, and provide related improvements. The research firstly acquires the basic information of workers, and explores their symptoms of musculoskeletal disorders by using effective Nordic Musculoskeletal Questionnaire. Moreover, the working postures are recorded by video-taped and saved into computer to code postures and analyze the levels of injuries based on Ovako Working Postures Analysis System. Finally, we use Musculoskeletal Disorders checklist to estimate the scores of musculoskeletal disorders and analyze dangerous factors of upper limbs, back and lower limbs according to results of MSDs. By the NMQ survey, the results show that, for the 130 respondents, 90.77% retail staff of the supermarket have the experiemce of musculoskeletal injuries, and the shoulder (77.69%), neck (75.38%) and hand (63.85% ) is the most serious. Staff think that some or all caused by the work as high as 78.96% and 16.83%, respectively. The results of the working posture analysis system of OWAS found that there were eight most hazardous working postures rating from AC2 to AC4, especially the merchandise display shelves, improvement methods must be taken immediately. Finally, the MSDs checklist of human factors found that in the upper extremity part (Table 1.) with 63.85% who score greater than or equal to 5 points, which have risks of musculoskeletal injuries on the upper limbs; in the back, lower extremity parts (Table 2.) has 75.38% who score greater than or equal to 5, suggesting that in the back, lower extremity part has occurred against the risk of musculoskeletal disorders. Overall, the retail staff have serious symptoms of musculoskeletal disorders. The main risk factors are repetitive work, improper work postures, excessive force, and lack of use of assistive devices, and with merchandise display shelves the most serious. Therefore, the retail staff should pay attention to improving the working posture, use of assistive devices and have long rest to reduce personnel risk of musculoskeletal discomfort.
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SU, HSIANG MIN, und 蘇湘閔. „The Influence of Resource Assistance and Relationship Trust of Employment Service Staffs on the Unemployed Jobseekers’ Optimism and Retain Propensity“. Thesis, 2018. http://ndltd.ncl.edu.tw/handle/vyw673.
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碩士南臺科技大學
企業管理系
106
Public employment service agencies in Taiwan are not only the labor market media, but also face severe challenge of employment service performance. In order to solve the unemployment rate, they devote a lot of resources to establish employment service stations and employment service staffs. Therefore, whether the resource provided of employment service staffs and interaction relationship during service process can meet the needs of job seekers, so as to help shorten the pressure brought about by the unemployed, and to increase job seekers’ optimistic about things, and also the retain propensity working in future jobs. We first conduct literature review and then adopt convenient sampling method to implement questionnaire survey. 426 valid questionnaires are returned and SPSS 18.0 statistical analysis software is used to test hypothesis of this research, results are used to build relation model among difference constructs. According to the findings of the study, resource assistance and trust in relation to serving staff have a significant impact on the optimism and retention of Unemployed Jobseeker. And provide the government unit's suggestion.
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MENG, HSIEN-HSIANG, und 孟憲翔. „A Study of Mystery Shopper Survey, Aesthetic Labor, Job Satisfaction, and Job Performance–A Case of Frontline Service Staff of Cosmetics Retail“. Thesis, 2019. http://ndltd.ncl.edu.tw/handle/sfu2sy.
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碩士輔仁大學
織品服裝學系碩士在職專班
107
Taiwan has entered the economic model dominated by the service industry. The quality of service has been valued by corporate business, and is also the focus of company’s competitiveness. The mystery shopper survey is regarded as an important basis for testing service quality. How do they feel when the frontline service staff are serving customers and also facing the inquiry of mystery shoppers at any given time? Because of the lack of relevant research literature, this study attempts to explore the aesthetic labor of frontline service staff, the impact on their job satisfaction and job performance while facing mystery shoppers, furthermore, to analyze the pros and cons, and also propose suggestions. Therefore, we will further provide the result of this research for the reference for the related industry and management level. The study was conducted by a questionnaire survey and random sampling, then utilizing the Smart PLS (Partial Least Squares) method to inspect the overall structure and examine the research hypothesis after data collection. The questionnaire of this study was toward the frontline service staff members of cosmetics retailers in department stores, with a total of 300 valid samples. The result of the study shows that the mystery shopper survey has positive impacts on aesthetic labor, job satisfaction and job performance; as well as aesthetic labor on job satisfaction and job satisfaction on job performance. From the above verification, it is known that the operation of mystery shopper survey will enhance the aesthetic labor, job satisfaction and job performance of beauty consultants. It is also expected that the industry will pay more attention to the purpose and future of the mystery shopper survey, thus create a win-win situation among customers, front-line service personnel and corporate business.
20
Chen, Yung-An, und 陳勇安. „The Relationship of Emotional Intelligence and Personality Traits Test Scores to Job Performance Evaluation Scores for Retail Store Staff of a Chain Bookstore in Taiwan“. Thesis, 2006. http://ndltd.ncl.edu.tw/handle/42464050725577842015.
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碩士國立成功大學
企業管理學系碩博士班
94
Abstract For the past decades, concepts and theories on human intelligence have been constantly making progress. Intelligence is often divided into two basic groups—one is the so-called academic intelligence, typically measured by IQ-type test; the other is non-academic or non-cognitive intelligence, including social and emotional intelligence. Today many researchers believe emotional intelligence instruments could be more accurate in predicting performance in the workplace than traditional IQ-type tests. Based on relative literatures, this study reviewed the self-assessment job evaluation scores of the store staff of a large-scale chain bookstore in Taiwan, and compared these values to their self-statement emotional intelligence as well as personality traits scores through statistical analysis. The results showed correlation between the variables of emotional intelligence and job performance; nevertheless, no correlation existed between personality traits and job performance. Possible interpretation of the statistical results along with managerial implications for case company was also discussed.
21
Keet, Annaline Caroline Sandra. „A return on investment study of Employee Assistance Programmes amongst corporate clients of The Careways Group“. Thesis, 2010. http://hdl.handle.net/2263/25250.
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The purpose of this research is to conduct an evaluation of the return on investment value of Employee Assistance Programmes within the South African context. Assistance to employees originated from the 19th century. The term Employee Assistance Programmes was however formulated in the 1970’s in the United States. The Employee Assistance field has since seen a paradigm shift in its focus, significant growth in its market value (amount of corporate clients internationally investing in EAPs for their employees), the establishment of a regulatory and ethical body through EAPA and its formalization as an academic discipline. This study takes the concept of return on investment value of EAPs further than the ratio of benefit-to-cost. The utilization of different data sources, inclusive of quantitative and qualitative instruments creates an opportunity to explore areas of value perception of different role players in the field. It furthermore maps the subjective and objective experience of behaviour change resulting from personal problems and the journey of change as a result of focused interventions. The consistency of views across different datasources as well as between different industries strengthens the value add claims of EAPs as contributing to the financial bottom line of companies. This study advocates for the importance of programme evaluation as a central part of EAP contracting. It furthermore also highlights the importance of documentation of employee performance for evaluation purposes. It illustrates a journey that can be complicated by the failure to agree to evaluative terms at program inception as well as unstructured data-capturing within companies. Employee behaviour consists of both computable and incomputable elements. Generally the focus of a return on investment study would be the computable components of human behaviour. This investigation however highlights significant elements of risk relating to employee performance challenges that is not easy to include in a ROI but holds significant financial and reputational risks for corporate clients. The influence of individual performance challenges on teams and the challenges it holds for line managers is also highlighted through the qualitative journey of this study. Employee behaviour seems vulnerable to internal and external forces and as a result companies’ productivity can be affected by how individual employees respond to these forces. It could be accepted that interventions that is aimed at stabilising and improving employee behaviour, will inevitably impact work performance and as a result the financial bottom-line of the company. Employee Assistance Programmes often operates in an arena where other programmes aimed at impacting employee behaviour are also present. It is thus difficult to isolate it’s intervention as being one of the main behaviour changing facilitators of the company. This study acknowledges this challenge and changes focus to different data-sources reporting on employee behaviour before and after EAP intervention. The consistency of data across these different data-sources becomes one of the main reporting areas for this study. Eventually the challenges encountered in this study guides the advocacy in the recommendations for a thorough agreement of programme evaluation at inception, the areas that will be included in such evaluations, the availability of Human Resource data to ensure effective evaluation inclusive of ROI assessments, targeted assessments at service provider level with effective software support.Thesis (DPhil)--University of Pretoria, 2010.
Social Work and Criminology
unrestricted
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Giro, Pedro Lopes da Cunha. „Desenvolvimento de um modelo de escalonamento da força de vendas para uma loja megastore Worten“. Master's thesis, 2015. http://hdl.handle.net/10071/11687.
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Classificação JEL: JEL: L81 – Retail and Wholesale Trade; M12: Personnel ManagementO retalho tecnológico tem evoluído drasticamente na última década. Outrora vista como uma ferramenta laboral, hoje, a eletrónica de consumo está presente em todo o lado. O rigor no planeamento e organização das lojas é milimétrico e a menor falha pode incorrer em prejuízo. O mesmo nível de exigência é também esperado das equipas de venda. As mesmas que “dão a cara” e representam a marca. As mesmas que influenciam a experiência do consumidor e garantem a sua satisfação. As mesmas que fazem com que o cliente regresse. Mas, reunir estas condições por si só não é suficiente. É preciso definir equipas e distribuí-las de forma eficiente para potenciar o seu desempenho. Nesse sentido, a Worten sentiu necessidade de perceber melhor como otimizar as equipas de venda de modo a aumentar a sua eficácia. Este projeto procura dar resposta a essa necessidade, através da criação de um modelo de escalonamento da Força de Vendas para uma loja da marca, desenhado e alimentado com inputs resultantes de um estudo pormenorizado sobre o comportamento do cliente. O modelo, adaptado à realidade da loja e tendo em conta as suas limitações, procura satisfazer os requisitos mínimos da loja através do escalonamento do menor número possível de trabalhadores.
The retail of technology has evolved drastically in the last decade. While it has been seen as a working tool, today, consumer electronics is presented everywhere. The detail of planning and execution is so crucial that the tiniest flaw may incur in extreme loss. The same level of righteousness is also expected from the sales force. They are ultimately the consumer facing ambassadors of the brand. In fact, they will influence the customer’s experience and satisfaction; they are critical when it comes to making the potential one time shopper a returning customer. Although important, these characteristics of the business are not everywhere. It is important to set roles and responsabilities to each team member, making them efficient and enhance their performance. Even more important is the strategic distribution of each salesman across the store sections. Throughout the day thousands of visitors visit different places inside the store and it becomes a problem if there is insufficient number of salesman to help them. In that sense, Worten has understood the importance of optimizing its sales teams by increasing their allocation efficiency and ultimately its effectiveness. This project seeks to help on the achievement of that goal. Through the creation of a model that enhances the teams’ performance and effectiveness influenced by a detailed study on the consumer’s behavior, this project aims to give a clear answer to this need. The model is adjusted to the store day-to-day business environment and, considering its limitations, will focus on satisfying its minimum requisites with the most efficient number of employees.
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Chang, Yung-Fen, und 張永芬. „The study of the job satisfaction and the willingness to retain among teaching and administrative staffs of Hsin-Chu City and Hsin-Chu county - the abolition of the military personnels and teachers after salary income tax exemption“. Thesis, 2013. http://ndltd.ncl.edu.tw/handle/05152032222208909550.
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碩士國立新竹教育大學
教育行政碩士學位在職進修專班
101
The purpose of this investigation is to understand the job satisfaction and to retain the current job’s relationship of the teachers and administrative staffs of the elementary school in Hsinchu City as well as Hsinchu County. This investigation is taking random analysis method. And the tool is using – investigation Q&A form for the job satisfaction and current job retaining status of the teachers and administrative staffs of Hsinchu City and Hsinchu County as well. The targets of this investigation are the year 101 elementary school’s teachers as well as the administrative staffs. There are 328 copies of the form having sent out and 317 copies have been collected. The total percentage of receiving rate is 96.6 percent. The affective receiving copies are 303 copies. The percentage of usable is 95.58 percent. The conclusion of this investigation are obtained by using average, standard deviation, t-test, one way ANOVA, Pearson Product-Moment Correlation and Stepwise Multiple Regression. The conclusions are listed below: 1.High satisfaction and retention rating by Hsinchu City and Hsinchu County public elementary school faculty members in administrative positions. 2.High satisfaction rating by Hsinchu City and Hsinchu County public elementary school faculty members in administrative positions, those who are with seniority, married, holders of a Bachelor’s degree, certified administrators, with high class-counts, and employed by the general district. 3.High retention rating by Hsinchu City and Hsinchu County public elementary school faculty members in administrative positions, those who are married, and faculty members with administrator certifications. 4.Positive correlation between satisfactory and retention ratingamongst Hsinchu City and Hsinchu County public elementary school faculty members in administrative positions. 5.Employment content, evaluation, and promotions as best predictors of retention rate amongst Hsinchu City and Hsinchu County public elementary school faculty members in administrative positions.
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Racine-Gagné, Marie-France. „Les relations entre les intervenants et les parents d'adultes ayant une déficience intellectuelle en contexte d'hébergement“. Thèse, 2009. http://hdl.handle.net/1866/3445.
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Dans le domaine de la déficience intellectuelle, des relations de nature partenariale entre les parents et les intervenants sont maintenant souhaitées. D’ailleurs, les avantages d’établir un partenariat dans les relations entre les parents et les intervenants ne sont plus à démontrer. Pourtant, les écrits portant sur ce sujet dressent un portrait où le partenariat est plutôt absent des relations entre les intervenants et les parents. En situation d’hébergement, le partenariat entre les parents et les intervenants est encore plus pertinent puisqu’il constitue un facteur influençant positivement l’implication des parents auprès de leur enfant ayant une déficience intellectuelle. Par contre, le sujet spécifique des relations entre les intervenants et les parents de personnes ayant une déficience intellectuelle en contexte d’hébergement a été peu exploré dans les écrits.
Dans le cadre du présent mémoire, une recherche qualitative a été menée afin de connaître la perception de parents d’adultes ayant une déficience intellectuelle de leurs relations avec les intervenants dans un contexte d’hébergement. Dix parents ont donc été rencontrés en entrevue. Les objectifs de cette recherche étaient de qualifier, à partir de la perception de parents, la nature des relations qu’ils entretiennent avec les intervenants et de cibler les facteurs qui influencent leurs relations.In the mental retardation field, partnership relationships between parents and caregivers are now a must. In fact, the advantages of a partnership in the relationships between parents and caregivers no longer need to be validated. Still, written documents on this subject usually depict a picture of a partnership that is somewhat lacking in the relationships between the caregivers and the parents. This partnership between caregivers and parents is even more important in foster homes settings as it strongly influences the parents’ involvement in the life of their child with learning disabilities. However, the actual subject of relationships between caregivers and parents of adult children with mental retardation in foster homes settings has been seldom documented. This thesis required a qualitative research be made to better understand the perception of parents of adult children with mental retardation with respect to their relationship with the caregivers in a foster home setting. Ten parents were interviewed. The purpose of this research was to better qualify, according to the parents’ perception, the type of relationships they have with the caregivers and to identify the factors that influence these relationships. The results showed that most parents are satisfied with their relationships with their adult child’s caregivers. The description they give of their relationships brings us to conclude that there is in fact a partnership. From an ecological analysis, we have grouped these factors according to different systems. The familial systemic model also enabled us to analyze the factors at a deeper level. Amongst the identified factors, some are more important than others. First, there is the factor that caregivers recognize the importance of the parents’ contribution. Then, there is the factor that the parents notice a sense of well-being in their child. Finally, there is the factor that the parents are able to voice their point of view and their expectations.