Dissertations / Theses on the topic 'HR profession'
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Johansson, Jessica, and Albulena Kelmendi. "HR praktikers perspektiv i professionsfrågan - en studie kring HR uppdragets dilemman." Thesis, Malmö universitet, Malmö högskola, Institutionen för Urbana Studier (US), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-40674.
Full textReichhardt, Heléne. "HR-professionens syn på eHRM i praktiken : En intervjustudie med yrkesutövare inom personalområdet." Thesis, Linnéuniversitetet, Institutionen för samhällsstudier (SS), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-78688.
Full textMartin, Jason. "The virtuous Human Resource-practitioner : Can virtue ethics support the emerging role for the HR-profession in a changing labour market?" Thesis, Linköpings universitet, Centrum för tillämpad etik, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-119075.
Full textBailey, Moira. "Developmentalism : from here to there : is heutagogy the way there for HR?" Thesis, University of Stirling, 2013. http://hdl.handle.net/1893/17260.
Full textRahlen, Andrea, and Elin Horn. "HR-partnern: “En starkt rådgivande funktion” : En kvalitativ intervjustudie om rollen som HR-partner och lärande inom professionen." Thesis, Uppsala universitet, Institutionen för pedagogik, didaktik och utbildningsstudier, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-403166.
Full textIn the past decade, HR work has changed as a result of the HR transformation, which entailed the introduction of a new role, HR partner, in order to make the work more efficient and value-creating. The administrative general role would become more strategic and part of the organization's leadership, through the introduction of self-service services and the redistribution of tasks. Although, a change regarding the tasks made the role “HR partner” become unclear. Our study aims to investigate the role of HR partners to clarify what the role entails. Furthermore, the study intends to bring knowledge about how one can develop in the role by examining learning within the role. The study was conducted using a qualitative method with seven semi-structured interviews of HR partners at various companies in Stockholm and Uppsala. Conclusions of our study has been drawn from our theoretical framework: episteme, techne and fronesis, adaptive and developmental learning, and workplace learning. The study's questions have been answered with the help of a thematic analysis, which gave the result that the role is complex but that the role by all interviewees was explained to be a business-related support function with both operational and strategic tasks. However, we have seen tendencies that the role in some companies has not evolved into the strategic advisory function that was intended. The reason for this, we believe, may be due to lack of time and an experience of limited scope for action, which in turn may be due to clearly defined tasks. All respondents had some kind of network learning and have learned both informally and non-formally. All respondents expressed a desire for increased cooperation, especially with other HR-partners within the company. One conclusion from our study is that an increased focus on collaboration and a clearer definition of roles from the business could lead to an improvement and development of the role “HR partner”.
Palmer, Adam. "Developing professional HR practice and teaching in the university sector." Thesis, Middlesex University, 2007. http://eprints.mdx.ac.uk/13424/.
Full textHarrison, Patricia Audrey. "How the HR professional learns to practice : a 'novice learner' perspective." Thesis, University of Leeds, 2013. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.634207.
Full textSamuelsson, Erik, and Kalle Skirhammar. "”Vi sitter faktiskt inte bara och fikar” : En kvalitativ fallstudie om ledningsgruppseffektivitet och HR-professionen i ledningsgruppen." Thesis, Högskolan i Jönköping, Högskolan för lärande och kommunikation, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-44114.
Full textYennego, Jr Zubah Kollie, Fredrik Blomstervall, and Markus Rasmussen. "Purchasing Process of Services : A Study of the Purchasing Process of Human Resource (HR) Services." Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-64845.
Full textKinsey, Sue. "'Professional partner' or 'management's bitch'? : a discourse analytic study of the identity construction of HR practioners in English local government." Thesis, University of Nottingham, 2012. http://eprints.nottingham.ac.uk/12490/.
Full textTsagalidis, Helena. "Varför fick jag bara G? : vad bedöms i karaktärsämnen på HR-programmet?" Licentiate thesis, Stockholms universitet, 2003. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-83328.
Full textFrøstrup, Christensen Louise. "HR i professionelle servicevirksomheder : en analyse af motivationsfaktorers betydning for organisatorisk commitment : advokatbranchen som case = Human Resource Management in professional service firms? /." Aarhus : Institut for Økonomi, Aarhus Universitet, 2007. http://mit.econ.au.dk/Library/Specialer/20011302.pdf.
Full textJanse, van Rensburg Aletha Huma. "Human resource management as a profession in South Africa." Diss., 2009. http://hdl.handle.net/2263/29068.
Full textDissertation (MPhil)--University of Pretoria, 2009.
Human Resource Management
unrestricted
Kjellgren, Erik, and Rickard Mårtensson. "Management of Violence : En elitstudie om ökad administration i Försvarsmakten." Thesis, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-72471.
Full textDuring 2006-2012 the Swedish Armed Forces underwent changes that would affect their ability to fulfill their task today. The period is often referred to as the strategic time-out. During this period the Swedish Armed Forces also decided to adopt a new business system for economy, HR and logistics. At the same time they also transformed the Human Resources structure that would come to affect the lower management levels amount of administration. The consequences that followed with these changes are studied by previous scholars but only at the lower levels of management. This study will investigate the problem from an elite perspective by interviewing five authority representatives. The interview will explore their view on the problem, how they wish to solve it and potential risks.The result indicates that the authority representatives are well aware of the problem. They see a number of solutions. The first is that the Swedish Armed Forces needs to better understand and learn how to use their new business system. They want to clarify and streamline the mandate at the different management levels. As a quick fix they want to hire administrators to relieve the company level of management from administration. The imminent risk if nothing is done to solve the problem4is that the Swedish Armed Forces core capabilities deteriorate. Finally, the profession needs to be strengthened through active measures by the Swedish Armed Forces to take effective control over their own progress and education, especially higher education.
Tsai, Yue-Hung, and 蔡岳宏. "The Relationship of Taiwan HR Participants between Core competency and Professional Developing Curriculums." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/wt6jva.
Full text國立中正大學
成人及繼續教育研究所
102
Abstract This study aims to discuss an analysis of correlation for the current difference between core competency and curricula of Taiwan human resource participants. The following are research purposes: 1. To discuss the HR practices’ core competency in current performance and evaluation. 2. To discuss the gap between performance and importance of HR core competency. 3. To discuss the HR core competency’s difference between performance and importance with different backgrounds’ HR participants. 4. To discuss the difference of importance HR core competency between experts and HR participants. 5. To analyze the situation and types of curricula related to HR, and the relationship between core competency. The method of study was questionnaire survey. A total of 363 HR questionnaires and 46 HR professionals’ effective copies returned. The data was analyzed by Two-sample t-test for paired data, One way ANOVA, two-way ANOVA, IPA analysis, and Multi regression analysis. The following are results: 1. The core competency of performance and importance are above the average for both of HR participants and experts. 2. According to IPA analysis of HR participants, the findings indicates that“Credible Activist”should keep up the good work. As for“Capability Builder”and“HR Innovator and Integrator”are concentrate here. 3. In“Credible Activist”,“Capability Builder”,“Strategic Positioner”, and“Change Champion”, HR participants in HR research and information system are less significant than other roles. 4. In“Credible Activist”, and“HR Innovator and Integrator”, the performance on ratings of HR managements are much significant than individuals. 5. In-service“4-6”year- HR participants whose performances are much significant than“2-4”years. The performance ratings of“2-4”year- experience in HR is much significant than“under 2”years. Besides,“4-6”year- seniority is much significant than“under 2”years. 6. In“Strategic Positioner”, and“Change Champion”, the“Service Industry”and“Finance Industry”are both much significant than“Manufacturing Industry”. 7. The staff’s training is positively related to core competency of performance. The more HR trainings were taken, the higher degree of job performance staff achieved. 8. To core competency of HR performance, HR participants whose majors are related to HR study 2-5 categories of professional development curriculums are much significant than study 1 category. 9. Different HR roles in“HR Innovator and Integrator”, the importance ratings of training and development and selection and recruitment are much significant than employees consulting and HR research and information system. 10. Both“4-6”year- HR participants and“4-6”year- HR seniority show positively in“Credible Activist”and“HR Innovator and Integrator”. They are much significant than“under 2”years. 11. In“Credible Activist”,and“Capability Builder”, HR participants in "Manufacturing Industry" are much significant than "Finance Industry." 12. The importance on ratings of core competency shows that HR participants who take 9 categories trainings are significant than other numbers of categories. 13. In“Capability Builder”, there is a remarkable difference of core competency importance in experts and HR participants. 14. Professional development curriculums related to the Department related to HR, based on a similar course name of the content analysis classify the nine categories, namely Training and Development category, Organizational Design category, the Labour Relations and Act category, integrated human resource planning category, career counseling category, Information Management and Learning System category, Performance and Compensation category, Basic Knowledge category and other category. 15. HR participants consider that the much important Training and Development curriculums are, the higher degree of importance of“Credible Activist”is. 16. HR participants consider that the much important Organizational Design curriculums are, the higher degree of importance of“Capability Builder”,“HR Innovator and Integrator”,and“Change Champion”are. 17. HR participants consider that the much important Labor Relations and Act curriculums are, the higher degree of importance of“Credible Activist”,“Capability Builder”,“HR Innovator and Integrator”,“Change Champion”are. 18. HR participants consider that much important Information Management and Learning System curriculums are, the higher degree of importance of“Capability Builder”,“Technology Proponent”,“Strategic Positioner”,“HR Innovator and Integrator”and“Change Champion”are. 19. HR participants consider that much important Performance and Compensation curriculums are, the higher degree of importance of“Credible Activist”is. 20. HR participants consider that much important Basic Knowledge curriculums are, the higher degree of importance of“Change Champion”is. 21. HR participants consider that much important“Labor Relations”and “Information Management & Learning System” curriculums are, the higher degree of importance of core competency is.
涂榮錦. "Factors Related to Competency & HR Development Policy-Take Hydraulic Professional as an Example." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/2rykm6.
Full text中華大學
工業管理學系
106
The challenge of climate change has been an important issue that the government should meet in recent years. Therefore, the authorities of Hydraulic Professional have promoted a project named ”The Construction of Water Environment”. It aims at three constructive axes - the water and development, the water and security, the water and environment. With the new concept of countermeasure, adopting the methods of managing water, cleaning water, closing to new water environment, conserving water recycling new industry and so on, the goal of the policy considers flood prevention, water recourses and making excellent environment of water. When confronting high-complicated and challenging missons, besides the coordination of tangible and intangible recourses, the participation of distinguished people is the key for policy to success. Therefore, the cultivation of the professional talented is a necessary long-term policy investment. The research consists of five parts-sythesized schedule, hydrology and disaster prevention, engineering practice, the reservation and development of water recourses, the cultivation and development of leadership and professional succession. By the way of revising the expert questionnaire of Dolphi method, the research conducts a series of evaluation about beneficial extent of the cultivation of the Hydraulic Professional professional talented. The expert group suggested countermeasures in the process of the questionnaire investigation. In addition, they also offered some synthesized suggestions. As for The survey process, expert group proposed adding 7 nurturing factors and countermeasures and providing comprehensive suggestions. After the convergence results of the three rounds of questionnaires, of the total of 53 strategies with five major facets, the consensus of the expert groups was high and there was a consensus of 48 key items that were considered most necessary. According to the results of the study, the elements and countermeasures for the cultivation of water professionals are considered. The overall planning analysis capability is the logic of the overall system thinking, the analysis of problems and needs, and the ability of goal planning. Hydrological and disaster prevention facets are basic hydrological data collection and analysis capabilities, development of improvements, principles, and protection standards and decision-making capabilities. The engineering practice aspect is to draw up plans for project layout and design, budget preparation, implementation of plans, rivers and drainage management plans, strategies, comprehensive watershed management, and maintenance management capabilities (water control) plans. The water resources and conservation and development aspects of the water resources management include drought warning and strain plans, water resources economics and reclaimed water utilization planning capabilities. The leadership function training and professional inheritance facets provide three functional trainings for problem analysis and business planning, team building and performance management, policy discussion and communication. The comprehensive application ability also manifests its necessity in three aspects. This study believes that in the future, the water conservancy sector should focus on related regulations and professional knowledge, and should continue to apply relevant element breeding programs or courses. It is different from the traditional water conservancy engineering concepts in the development of water conservancy science and technology and industry, and should be added to the economic level curriculum. Design connotation, and at the same time, all professional courses should incorporate the design concepts of integrated links. The results of this study can provide reference for future plans for the development of key professionals in the water conservancy authorities.
Lin, Yu-Chi, and 林育琪. "A Study of Relationship of HR Professionals’ Role Stress and Professional Commitment-Using Intelligence as Moderator." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/31444582974522682212.
Full text國立新竹教育大學
人力資源發展研究所
99
Abstract The purpose of study was to analyze the relationship between HR’s role stress and professional commitment and further to examine the moderating effect of emotional intelligence on the role stress and professional commitment. The HR professionals in the Hsinchu Science Park was the research participant in this study. A survey method was adopted and total of 330 questionnaires was released. Finally, 223 questionnaires was received and the return rate was approximately 67.58%. After deleting the invalid questionnaires, there were totally 159 questionnaires and hence yielded an effective return rate was of 48.18%.The empirical results were as follows: 1.The HR professionals preceived a medium level of role stress at the present. 2.The HR professionals had a fairly high level of professional commitment at the present. 3.The HR had a fairly high level of emotional intelligence at the present. 4.HR professionals role conflict and role ambiguity had a negative influence on professional commitment. HR professionals role overload (quantity) had a positive influence on professional commitment. 5.HR professionals emotional intelligence had partially moderating effect between role stress and professional commitment.
Huang, Shih-Hsiung, and 黃勢雄. "Professional Competencies of HR Graduate Students in Taiwan: an Application of the ASTD WLP Competency Model." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/78124638231699815578.
Full text南台科技大學
休閒事業管理系
97
This study investigated the perceived competency level of Human Resource (HR) graduate students in Taiwan in five selected Areas of Expertise (AOE) from the 2004 American Society for Training & Development (ASTD) Competency Study: Mapping the Future. These areas were selected because they have the highest weighting in the ASTD Certified Professional in Learning and Performance (CPLP) exam, and therefore can be considered as the most critical for success as a Human Resource Development (HRD) practitioner. The findings indicated that the perceived current level of knowledge for HR graduate students in Taiwan was below what they perceived would be needed as a future HRD practitioner for the five AOE’s included in this study. This may be a cause for concern. The result of this study should be useful to both the faculty as well as to program advisory councils. It may also be of interest to the prospective employers of program graduates.
Smit, Lindie. "An exploration of the design of job descriptions in the South African Police Service." Thesis, 2019. http://hdl.handle.net/10500/25553.
Full textUcwaningo lubandakanya ukuhlolisiswa komdwebo wezincazelo zemisebenzi (JDs) eNingizimu Afrika Amaphoyisa (SAPS). I-JD imelela idokhumenti esemthethweni echaza imisebenzi ejwayelekile, imisebenzi, kanye nemithwalo yemisebenzi ehlobene. It ichaza izici zomsebenzi kanye namakhono abalulekile adingekayo ukuze enze lo msebenzi. I-JDs iyigugu futhi ibalulekile ukuchaza imisebenzi ehambisana nomgomo wenhlangano efanele, izinhloso, izinhloso, umsebenzi kanye nombono. Abahlanganyeli kulolu cwaningo babekhethwe ngenhloso yokuqhuba izingxoxo ezihleliwe kanye namaqembu okugxila abasebenza nge-SAPS Human Resource (HR) abaqeqeshiwe abavela kuzo zombili ukusekela nokusebenza kwemifudlana yomsebenzi, ukuze bathole ukuqonda kwabo kanye nokubukwa kwizinhlelo ze-JD kuma-SAPS. I-Ofisi Eyinhloko Kazwelonke: Izigaba: Ukusetshenziswa Kwemithombo Yabantu (HRU) kanye ne-Operational Response Service (ORS) kanye nabasebenzi abacebile be-HR esifundazweni abanolwazi abaxhasa futhi baqaphe ukuqaliswa kwe-JDs kuma-SAPS bafakiwe kulolu cwaningo. Abahlanganyeli babuzwa ukuthi baphendule imibuzo evulekile ehlose ukuhlola ukuklama kwama-JD ku-SAPS. Lezi zincwadi zabhalwa nemvume yabahlanganyeli. Ulwazi olurekhodiwe luhunyushwe ngokucacile futhi luhlaziywe. Izingqikithi eziyisithupha eziyisisekelo ezivela ziyizi: inani nenzuzo ye-JDs; izinqubo zokuxhumanisa nokuqapha i-JDs ukuqinisekisa ukuphathwa okuphumelelayo; ikhono lama-JDs ukuthuthukisa ukusebenza kwamaphoyisa; ulwazi namakhono wokwakha i-JDs; isimo sengqondo, okuhlangenwe nakho, nezinselelo ze-JDs; kanye nezincomo zezinhlelo ze-JD zobuchwepheshe. Izihloko zachazwa ngokucaphuno okuqondile kusuka kubahlanganyeli njengoba zitholakale ngesikhathi sokuxoxisana. Imibono, okuhlangenwe nakho, izici zokuphatha, nokugxeka izici ezihlukahlukene ze-JDs ku-SAPS kuhlolwe. Ngamafuphi, izincomo zocwaningo nesiphetho zanikezwa. Imiphumela yalolu cwaningo ibonisa ukuthi kunezici eziningana ezingasiza futhi zenzeke ukufakwa ekusebenzeni okuphumelelayo kwe-JDs kuma-SAPS.
Phuputso e kenyeletsa ho hlahloba moralo oa litlhaloso tsa mosebetsi (JDs) Lefapheng la Mapolesa a Afrika Boroa (SAPS). JD e emela tokomane ea molao e hlalosang mesebetsi e tloaelehileng, mesebetsi le mesebetsi e amanang le mosebetsi. E hlalosa lintlha tsa mosebetsi le bokhoni ba bohlokoa bo hlokahalang bakeng sa ho etsa mosebetsi. Li-JDs ke tsa motheo le tsa bohlokoa ho hlalosang mesebetsi e lumellanang le leano la mokhatlo o hlophisitsoeng, litokelo, lipakane, mosebetsi le pono. Barupeluoa thutong ena ba ne ba khethiloe ka boomo ho etsa lipuisano tse hlophisitsoeng hantle le lihlopha tse tsepamisisang maikutlo le basebeletsi ba ruileng ba SAPS Human Resource (HR) ba tšehetso le litšebeletso tsa mesebetsi e le hore ba fumane litlhaloso tsa bona le maikutlo a bona ka ts'ebetso ea JD SAPS. Lekala la Sechaba: Likarohano: Tšebeliso ea Lisebelisoa tsa Botho (HRU) le Tšebeletso ea Likarabo tsa Ts'ebetso (ORS) le basebetsi ba ruileng ba profinseng ba HR ba tšehetsang le ho shebella ts'ebetsong ea JDs ho SAPS ba kenyelelitsoe thuputsong ena. Barupeluoa ba ile ba botsoa hore ba arabe lipotso tse bulehileng tse neng li reretsoe ho hlahloba moralo oa JDs ho SAPS. Lipuisano li ngotsoe ka tumello ea barupeluoa. Boitsebiso bo tlalehiloeng bo fetoletsoe ka mantsoe le ho hlahlojoa. Lihlooho tse tšeletseng tsa bohlokoa tse hlahang ke: boleng le melemo ea JDs; e sebetsana le ho hokahanya le ho hlahloba li-JD ho etsa bonnete ba hore tsamaiso e nepahetseng; bokhoni ba JDs ho ntlafatsa ts'ebetso ea mapolesa; tsebo le bokhoni ba ho theha JDs; boikutlo, liphihlelo le mathata a JDs; le litlhahiso tsa mekhoa ea JD ea elektronike. Lihlooho li hlalositsoe ka litlhaloso tse tobileng ho tsoa ho barupeluoa tse fumanoang nakong ea lipuisano. Maikutlo, liphihlelo, likarolo tsa tsamaiso, le ho nyatsa likarolo tse sa tšoaneng tsa JDs li SAPS li ile tsa hlahlojoa. Ka kakaretso, liphuputso le liphello li ile tsa fanoa. Liphello tsa phuputso ena li bonts'a hore ho na le lintlha tse 'maloa tse ka khonang le ho ntlafatsa ho kenngoa tshebetsong e sebetsang ea ho qapa li-JDs ho SAPS.
Police Practice
D. Litt. et Phil. (Police Science)
Lai, Guan-Yu, and 賴冠羽. "Professional Competency and The Relationship of HR Employment in Children’s Accomplishment Instructors:A Study of Children’s Accomplishment Schools in Chiayi, Taiwan." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/92612774438782897469.
Full text國立嘉義大學
管理研究所
93
Abstract The main purpose of this thesis is to explore the professional competency and the relationship of HR employment in children’s accomplishment Instructors. The research adopts the qualitative and quantitative method on 62 children’s accomplishment schools in Chiayi with questionnaires and finally got 158 questionnaires. In data analysis, adopts the discriminate analysis to find the degree of discriminate between the professional competency including Professional Knowledge, Basic accomplishment Abilities, Basic Teaching Skills, General Knowledge, Continuing Professional Development, Research Ability, Teaching Attitude and Behavior and the employment relationship from teachers in children’s accomplishment schools. And from the result of data analysis, we can find that the professional competency will indeed effect the employment relationship and have well discrimination. In the same time, we adopt the qualitative research in-depth interview to investigate the affect between the employment relationship and the HR decisions. And we find that the employment relationship to HR decisions will be effect from the size and the items in the accomplishment schools was partly supported. So we made some suggestions to the teacher and management in the children’s accomplishment schools.
Jenkins, Moira Fay. "Workplace bullying: the perceptions of the target, the alleged perpetrator and the HR professional: integrating stakeholders’ voices to improve practice and outcomes." Thesis, 2011. http://hdl.handle.net/2440/68744.
Full textThesis (Ph.D.) -- University of Adelaide, School of Psychology, 2011
Noble, Aaron P. "Determining the effectiveness of the International Public Management Association for Human Resources certified professional certification program in assisting HR managers in performing the responsibilities of their job." 2005. http://www.lib.ncsu.edu/theses/available/etd-04292005-135217/unrestricted/etd.pdf.
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