Dissertations / Theses on the topic 'HR profession'

Den historiska utveckling som verkar splittra både HR:s arbetssätt och professionsfrågan åt många håll motiverade vårt syfte att studera frågan i Sverige ur HR– praktikerns perspektiv. I den akademiska ordboken beskrivs begreppet profession att det tillhör ett fack, ett yrke. Professionalism är att vara yrkeskunnig. Under kapitel fem presenteras dessa begrepp utifrån flera teorier då dessa är återkommande i studiens kontext. Debatten kring HR:s funktion och status som profession har pågått under lång tid. Denna har involverat både externa parter samt HR själva. En följd av detta är att yrkesverksamma inom HR försökt utveckla en egen professionalism emedan yrket inte uppnått en profession. Således har vi funnit att det finns ett behov att betrakta HR praktikers praktiska perspektiv i professionsfrågan. Syftet är mer specifikt att konkretisera hur HR–praktiker betraktar sin profession. Mot bakgrund av ett tydligt inslag i att tidigare forskning tar upp vad yrkesgruppen bör vara och göra anknyter vår studie till det forskningsspår som handlar om yrkets identitet. Datainsamlingen för uppsatsen utgörs av sju intervjuer med HR–praktiker vilka representerar en mångfald av varierande HR–befattningar verksamma inom skilda branscher. Genom semistrukturerade intervjuer och en kvalitativ studie kommer forskarna fram till att det finns en otydlighet i HR-rollen samt en diskrepans i vad rollen kan bidra till och vad organisationen tar tillvara på. Det är även en etisk yrkesintegritet som behöver bli legitim, för att HR ska uppfylla sin funktion.

Author: Heléne Reichhardt       Title: The HR Profession's View of eHRM in Practice. Subject: A sociological study on the importance of digitalisation for the HR profession's professional activity. Purpose: The study examines the HR profession's perception of the importance of using eHRM in the profession. Method: The study is based on secondary data (literature, articles, reports, surveys) and eight semi-structured interviews with professionals in the field of Human Resources in Sweden. Theory: To analyse the empirical data three key concepts are used: Abbott’s (1988) Jurisdiction, ‘Division of Labor’ and ‘Expert System’. Findings/Result: Digital tools (eHRM) are used by HR professionals for most HR-related tasks, mainly administrative. The eHRM is used to work in a similar way in standardized HR processes. Self-service systems are used for assignment of tasks, which releases time for the HR function. With the help of digitalisation, HR wants to create space for an increased strategic role, thereby strengthening its professional status. The introduction of eHRM tools involves negotiation between occupational groups on division of labor and delegation, where HR professionals are given increased control. Managers’ resistance to eHRM can be understood as a sign of ongoing negotiations between managers and HR professionals about who will control and perform administrative HR tasks. Key word: Digitalisation, eHRM, Human Resources Management, Profession

The purpose of this thesis is to evaluate the possibilities of applying virtue ethics in the HR-profession by presenting the foundation for virtue ethics and addressing how it could be transformed into virtue ethical principles for HR-practitioners in Swedish work-life. I address the questions how virtue ethics could support HR-practitioners in doing ”the right thing” and how a HR-practitioner should be. I argue that the fit between virtue ethics and the HR-profession rests on principles of moral consciousness and intellectual reflection and on the principles of practice and developing excellence. I also argue that moral institutionalization through measures of professional ethical codification could form an important practical feature. Mediated by the concept of phronesis, I define four core virtues for HR-practitioners: trustworthiness, cooperation, justice and integrity. I conclude that virtue ethics could be pivotal in promoting positive culture, forming the basis of increased trust, confidence and security within organizations.

There have been suggestions in recent times that the traditional criteria for defining professions is outmoded and inappropriate particularly in relation to the new professions, such as Human Resource Management (HRM). Evans (2008b) has suggested that a more appropriate evaluation is in terms of a commitment to professional development and has identified that this commitment be referred to as ‘developmentalism’. There are a number of ways in which professional development can occur and while traditionally this involved almost exclusively, formal experiences, such as courses, current thinking is now moving towards utilising more accessible, practice based, non-formal mechanisms. The research presented in this thesis investigates how non-formal learning is used to contribute to a climate of developmentalism by Human Resource (HR) practitioners. For this purpose, 17 in-depth semi-structured-interviews with a purposively selected sample of HR practitioners were conducted. The transcripts were analysed based on the four step process of phenomenographic analysis suggested by Marton (1994) cited by Schroder et al (2005) and Soon and Barnard (2002), to discover the qualitatively different ways in which HR practitioners describe, experience, understand and analyse their professional development and the use of non-formal learning in that development. What emerged from the analysis were two sets of categories of description; one for each of the phenomena namely professional development and non-formal learning. In addition, an outcome space for each of the phenomena emerged, illustrating the hierarchical relationship within each set of categories of description as well as the dimensions of variation relating to the phenomena. Also emerging from the analysis was a conceptualised model for professional development comprising non-formal learning using a heutagogical approach in conjunction with the empirically developed HR professionality continuum as a record of achievement. This model is offered as a means of encouraging HR practitioners to participate in professional development. Several recommendations arose from this research, and it is anticipated that these recommendations will be of interest to HR practitioners, their employers, HR educators, and the Chartered Institute of Personnel and Development (CIPD).

Det senaste decenniet har HR-arbetet förändrats i och med HR-transformationen som innebar införandet av en ny roll, HR-partner, i syfte att göra arbetet mer effektivt och värdeskapande. Den administrativa generalistrollen skulle bli mer strategisk och en del av organisationens ledning, genom införande av självbetjäningstjänster samt omfördelning av arbetsuppgifter. Detta ledde till en gränsdragningsproblematik och rollen som HR-partner blev otydlig. Vår studie syftar till att undersöka rollen som HR-partner för klargöra vad rollen innebär. Vidare avser studien att bringa kunskap om hur man i rollen kan utvecklas genom att undersöka lärandet inom rollen.   Undersökningen har skett genom en kvalitativ metod med sju semi-strukturerade intervjuer av HR-partners på olika företag i Stockholm och Uppsala. Slutsatser av vår empiri har dragits utifrån vårt teoretiska ramverk: episteme, techne och fronesis, anpassningsinriktat och utvecklingsinriktat lärande, samt arbetsplatslärande. Studiens frågeställningar har besvarats med hjälp av en tematisk analys, som gav resultatet att rollen är komplex men att den av samtliga intervjupersoner upplevs vara en verksamhetsnära stödjande funktion med både operativa och strategiska arbetsuppgifter. Däremot har vi sett tendenser till att rollen på vissa företag inte utvecklats till den strategiska rådgivande funktion som varit avsikten. Orsaken till det tror vi kan bero på tidsbrist och en upplevelse av begränsat handlingsutrymme, vilket i sin tur kan bero på otydligt definierade arbetsuppgifter. Samtliga respondenter hade någon form av lärande forum och har lärt sig både informellt och icke-formellt. Samtliga respondenter uttryckte en önskan om ett ökat samarbete, med främst andra HR-partners inom företaget. En slutsats från vår studie är att ett ökat fokus på samarbete och en tydligare definition av roller från verksamheten skulle kunna leda till en förbättring och utveckling av rollen som HR-partner.
In 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”.

This submission for the award of Doctor of Professional Studies comprises a collection of the candidate's published work and selected strategy papers with an accompanying context statement. The key methodology used for constructing this submission is reflective practice and represents further developments in the writer's thinking through the process of compiling this context statement. The author has been introduced to recent work by Whitehead and Mcniff(2006) that gives him confidence that he can make this claim for a doctoral level award based on his learning journey thus far. In this sense it marks a new beginning in the way in which he will develop his approach to research. Significantly being able to put the "I" into this work, as demonstrated from page 5 onwards, has had a liberating effect on his writing. The publications presented however demonstrate the employment of a range of methodologies including action research, postal surveys with quantitative analysis, qualitative approaches using structured interviews and focus groups. This statement and the accompanying examples of public works is a narrative that traces the career path of a human resource professional, academic and practitioner as he moves from being a practitioner, to being an academic leader and teacher, to being a senior policy maker and then returning to his current role as an academic and teacher. He shares an emerging body of theory supported by a range of selected publications. The central theme of this account is how an HR practitioner tries to live out his values and beliefs as he seeks to influence the practice and development of both his colleagues and students within a rapidly changing world. Some of these changes come from the external environment, for example, the reducing resources threatening the viability of universities coping with large numbers of students. Other changes are within the writer himself as he moves from being an academic to being a policy maker and demonstrates what Mcniff and Whitehead (2006) would term his "living contradictions". The story tells how he has attempted to address this contradiction through maintaining the integrity of his values by working through a range of issues that are the subject of supporting publications: • How to cope with increasing number of students without compromising quality • How can academics best prepare and support students independent study • How to ensure learning resources are allocated in a fair and equitable way • How to support staff and colleagues in encouraging them to disseminate good practice • How to use case studies as a method for both inquiry and development of practice in the context of supporting the human resource function in small business • How to create HR strategy in a collaborative and inclusive way • How to encourage employment diversity in the small business sector • How to develop rewards for teachers that also have benefits for student learning.

The aim of this thesis is to discover how novice Human Resource (HR) professionals learn to practice. In addressing this aim, the thesis evaluated what processes supported and hindered the development of HR professional practice and explored if there was a relationship between the methods experienced while learning and, subsequent, professional development. The grounded theory method with a longitudinal, relativism, case study approach was adopted for the research. The research design involved a comprehensive review of the literature on professional practice and knowledge. The study followed the careers of five novice HR professionals which involved annual meetings with them and their manager over a period of three years, thus resulting in 30 in-depth interviews. The literature demonstrated the tensions for HR generally and, particularly, in terms of its status as a profession, with it being deemed by some to be an occupation (Caldwell 2003) or semi-profession (Hodson and Sullivan 2012). Furthermore, a critical feature of professions is the development of both explicit and tacit knowledge owing to them being what Eraut (2003:61) term an "applied field". A conceptual model was developed by the author to capture these points in the context of professional development for the novice. This research found a difference in professional development of novice HR professionals who were fully supported. Of the five participants in the research, two of them achieved greater professional development. This appeared to be attributable to five factors (role, management, organisation, personal and professionalism). The author has used these factors to build a professional development framework that may be helpful in cultivating HR practice. The research makes an important contribution in understanding the nature of tacit and explicit knowledge plus professional development within the context of a profession. Furthermore, contributions are made for the development of novice HR practitioners by developing a unifying, practical professional development framework. The fram,ework has been specifically designed as a 'practical tool to be utilised by managers and/or novice HR professionals. The study also highlights avenues for future research and suggests practical implications for both the HR professional body and Higher Education.

Title: Purchasing Process of Services: A Study of the Purchasing Process of HumanResource (HR) services Background: The rise in competition among organizations continues to increase. The rise in globalization, outsourcing and continuous pressure from customers have been the source for the increase in competition. Additionally, the instability in various industries is leading to high competition among firms. The purchasing of professional services is vital to organizations. Contemporary organizations spend a huge portion of their resources on the purchasing of professional services. The proper purchase of professional services can lead to cost saving and competitive advantage for companies or organizations. Research Questions:  How can the various purchasing models be used to develop a process for professional HR service purchasing? What are the factors involved in developing a process for the purchasing of professional HR services Purpose: The purpose of this thesis is to develop a purchasing process for the purchasing of professional HR services. It takes into consideration the various classifications models of purchasing and the factors involved in the purchasing of services in order to develop a purchasing process for professional HR services. Method: Through a qualitative case study, the thesis gathered empirical data and used the deductive scientific approach to building a foundation of theory. Additionally, pattern matching was used to analyze both the theory and empirical data. Conclusion: The thesis developed a new classification model for HR services which resulted in the development of a new purchasing process that takes into consideration the classification of services and integrates the effects of the classification in the purchasing process. Additionally, the thesis discovered that personal relationship, clarity of problem and solution, specification of supplier’s inputs, specification of supplier’s throughputs or processes, specification of supplier’s output and specification of supplier’s outcome and the characteristics of service are factors involved in the development of a purchasing process forHR Services. Keywords: Professional Human Resource Services, Categorization of service, PurchasingModels, Service Purchasing Process

Drawing on the transcripts of 47 semi-structured interviews with HR practitioners in local government in the English Midlands, this thesis explores what Beech (2008) calls the ‘route to meaning construction of the self’ of HR practitioners as they navigate discourses of HRM and public sector reform in the pursuit of ‘professional’ identity and organizational legitimacy. Through the use of discourse analysis, the study makes three key contributions: firstly, it challenges the dichotomous characterisation of a ‘modernising’ public sector and identifies a discursive pragmatism, whereby public sector employees craft a workable identity reconciling ‘old’ public sector talk with a tempered public sector ‘reform’ discourse to forge ‘third way’ discourses. Secondly, it challenges the notion of ‘strategic’ legitimacy as the only means by which a plausible organizational identity might be constructed for the HR function, with the denigrated ‘administrative’ HR role rewritten as a problem solving and pragmatic orientation. Finally, it concludes that HR legitimacy will remain elusive whilst HR’s identity, particularly in relation to line management, is constructed through gendered and sexualised discourses. The title of the thesis, drawing on the words of interviewees, represents alternative conceptions of the HR function: legitimated through recourse to ‘professionalism’ and partnership talk, or managerial cipher, in thrall to public sector managerialization, particularly through the construction of HR’s role and identity in gendered and sexualised terms.

Syftet med undersökningen har varit att tydliggöra kunskapskvaliteter i yrkeskunnandet som har betydelse vid bedömning av karaktärsämnen för både lärare och elever. Undersökningsmetoderna har bestått av intervjuer med lärare och elever, elevenkäter och gymnasieskolans styrdokument. Det övergripande perspektivet har varit kulturhistoriskt med vars hjälp kunskapskvaliteter i yrkeskunnandet relateras till begrepp som yrkeskultur, yrkespraxis och yrkeskunskap. Resultatet kategoriseras till åtta nyckelkvalifikationer och specifika yrkeskunskaper. Nyckelkvalifikationerna som lärarna anger vara viktiga vid bedömning är: självständighet, samarbete, kommunikation, problemlösnings-förmåga,analysförmåga, planeringsförmåga, kundkontakt och utveckling. Huvudresultatet visar att det är dessa nyckelkvalifikationer som ger mervärde för eleven i form av ett högre betyg. Det är framförallt den rådande yrkeskulturen, där självständighet och samarbetsförmåga ingår, som lyfts fram som betydelsefull vid bedömningen. Vidare spelar yrkeskunskapen, där elevens problemlösningsförmåga ingår, en avgörande roll i lärarens bedömning. Elevernas beskrivning av vad de själva tror har betydelse vid bedömning i karaktärsämnen visar att de inte har uppfattat att t.ex. analys- och problemlösningsförmåga är av vikt. Slutsatsen som kan dras är att eleverna och lärarna behöver föra en dialog om grunderna i bedömningen av karaktärsämnen. Bedömning av prestationer i skolan förutsätter en dialog mellan lärare och elever om bedömningsgrunderna. Yrkesspecifika kunskaper, de grundläggande kunskaperna som behövs för ett godkänt betyg, tydliggörs väl av lärarna i studien och beskrivs med hjälp av dess egenskaper i studien.

1 Introduction The 2004 drafting and the 2006 revision of a proposed Bill (“The Human Resource Professions Act”) by the South African Board for Personnel Practice (SABPP) has initiated much discussion on the merits of regulating the Human Resource (HR) profession. One of the key points raised in these debates, is whether in fact HR can be regarded as a profession. This is, in essence, the problem being addressed in this study. Losey (1997:147) unequivocally states that “human resource management is a profession”. Ulrich&Eichinger (1998:1) point out that “HR must become more professional”. Leading authors in the HR field (Armstrong 2000:23; Losey, Meisinger&Ulrich 2005:xix; Ulrich&Brockbank 2005:243) and various institutions (Harvard, Cornell, American Business Association) use the term “HR professionals” in their writings as a matter of course. 2 Purpose of the study For the purpose of establishing whether human resources can be regarded as a profession, the following goals have been set: 2.1 The goal of the study is to firstly describe and document the historic development of professional human resources in South Africa with specific reference to the history of the establishment of the SABPP, as a contribution to professionalization of HR in South Africa. 2.2 To identify, secondly, the foundational principles or pillars of professionalism and the ethical professional conduct issues (including values) which are embraced by internationally recognised professions. 3 Research questions The following research questions were considered: o How did professionalism within HR emerge historically in the South African context? o What are the foundational principles or pillars on which professionalism stand? o What are the ethical professional conduct issues (including values) which are embraced by internationally recognised professions? o What are the ethical professional conduct issues (including values) that should drive HR in South Africa? To achieve these objectives the study progresses as follows: o The study will firstly focus on the South African human resource (HR) environment. The history of the establishment of the South African Board for Personnel Practice (SABPP) as the standards body for HR in South Africa will be documented for the first time. The writer is in a unique position, having been the Registrar and CEO of the Board since 1989, to do this work. Permission has been obtained to access documents such as the minutes of meetings, newsletters and correspondence files. Interviews will be undertaken with some of the founding members who still recall the events. The Board was established in 1982 and recording this history from documents not in the public domain presents an opportunity to safeguard information that may otherwise be lost to the HR community. The current functions and focus of the SABPP are also recorded. o Four professions, the legal, the engineering, the medical and the accounting professions were selected for more detailed examination, as they are internationally recognised and have been practised for millennia. Background information on current burning issues within these professions will be looked at and also their value systems and how their regulating bodies operate, both locally and internationally. Their recognition of a specified body of knowledge as appropriate subject matter will be confirmed. The important elements of their professional values and ethics will be identified and will form the basis of the questionnaire that will be sent out. o The next step will be to examine the way in which HR is positioned internationally in order to establish to what extent HR has been professionalised globally or may be moving towards professionalism. The history, levels and criteria, recognised body of knowledge and codes of conduct of HR in three countries will be examined, by looking at their main HR bodies. The Chartered Institute of Personnel and Development (CIPD) in the UK, the Human Resource Certification Institute (HRCI) in the United States and the Canadian Council of HR Associations (CCHRA) have been selected for this purpose. The conduct issues and values addressed in their codes of conduct will be used in the questionnaire. It is hoped that this study will support the process of professionalising human resources in South Africa and indeed, the regulation of the profession. While this study covers many aspects of professionalism, its core focus is on the values and attitudes lying at the very heart of all major professions. Emerson once said (1917:96) “What you are stands over you the while, and thunders so that I cannot hear what you say to the contrary.” (own emphasis). Or a more contemporary quote from Elvis Presley: “Values are like fingerprints. Nobody’s are the same, but you leave ‘em all over everything you do” (Meisinger 2005:4). Copyright
Dissertation (MPhil)--University of Pretoria, 2009.
Human Resource Management
unrestricted

Mellan 2006 och 2012 genomförde Försvarsmakten förändringar som har påverkan på deras förmåga att fullgöra sitt uppdrag idag. Perioden refereras ofta till som den strategiska time-outen. Under denna period fattade Försvarsmakten beslut om att införa ett nytt verksamhetssystem (PRIO) för ekonomi, HR och logistik samt transformera personaltjänsten som fick konsekvensen att andelen administration, på de lägre nivåerna, ökade markant. Denna konsekvens är studerad av tidigare forskning men främst på de lägre nivåerna. Till skillnad från tidigare forskning ger denna studie ett elitperspektiv på problemet. Studien är inriktad på att intervjua myndighetsföreträdare för att se hur de upplever att problemet påverkar Försvarsmakten, vilka åtgärder de vill vidta för att motverka problemet samt vilka risker som finns på grund av problemet. På så vis har studien en konstruktiv ambition. För att få en övergripande elitsyn av hur Försvarsmakten ser på problemet intervjuas fem centralt placerade myndighetsföreträdare.Resultatet indikerar att myndighetsföreträdarna är väl medvetna om problemet och att lösningen på problemet är att lära sig använda verksamhetssystemet PRIO på ett skickligare sätt. Dessutom behöver mandaten renodlas och förtydligas på de olika ledningsnivåerna. För att få omedelbar avlastning med administration presenteras införandet av administratörer på kompaninivå som en lösning. Den överhängande risken, som påvisas i studien, är att Försvarsmakten blir sämre på sin kärnverksamhet om inte dessa åtgärder vidtas. Slutligen behöver professionen stärkas genom att Försvarsmakten får bättre kontroll över sin egen utveckling och utbildning, speciellt i förhållande till akademiseringen.
During 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.

碩士
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.

碩士
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.

碩士
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.

碩士
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.

The research entailed an exploration of the design of job descriptions (JDs) in the South African Police Service (SAPS). A JD represents an official document that defines general duties, tasks, and related job responsibilities. It details the job features and the essential abilities required to perform the job. JDs are fundamental and vital to outline the job duties harmonised with the relevant organisation’s policy, ethos, goals, mission, and vision. Participants in this study were purposefully chosen to conduct semi-structured interviews and focus groups with information-rich SAPS Human Resource (HR) practitioners from both the support and operational career streams, to gain their insights into and viewpoints on the JD processes in the SAPS. The National Head Office: Divisions: Human Resource Utilisation (HRU) and Operational Response Service (ORS) and the information-rich provincial HR practitioners who support and monitor the implementation of JDs in the SAPS were included in this study. The participants were asked to answer open-ended questions that aimed to explore the design of JDs in the SAPS. The interviews were recorded with the participants’ permission. The recorded information was translated verbatim and analysed. The six fundamental themes that emerged are: value and benefits of JDs; processes to coordinate and monitor JDs to ensure effective management; the potential of JDs to enhance police performance; knowledge and skills for designing JDs; attitudes, experiences, and challenges of JDs; and recommendations of electronic JD systems. The topics were delineated using direct quotations from the participants as gained during the interviews. Opinions, experiences, administrative aspects, and criticism of the various features of JDs in the SAPS was explored. In summary, the research recommendations and conclusion were given. The results of this study show there are several factors that can enable and optimise inclusion in the effective designing process of JDs in the SAPS.
Ucwaningo 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)

碩士
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.

Through three exploratory studies encompassing different stake-holder perspectives, this thesis examines what happens when people complain about workplace bullying. In the first study, thirty one participants who had submitted formal complaints described a wide range of negative workplace behaviours as bullying, and all reported detrimental psychological and physical consequences as a result. Perceptions of unfairness was a major theme to emerge from the interviews, as was the importance of complainants validating their experience and obtaining justice through legal and other types of advocacy. Sixty-three per cent of complainants submitted a workers' compensation claim as a result of bullying and an accepted workers' compensation claim was viewed as validating their perception of the bullying. Thirty accused bullies participated in the second study. Antecedents to the workplace bullying complaints were similar to those found in studies of bullied targets. Many participants viewed themselves as victims of bullying by their staff and others defended their behaviour as legitimate performance management techniques. The accused bullies reported negative psychological health outcomes in terms of depression, anxiety, post-traumatic stress and suicidal ideation, irrespective of whether they had been found guilty of bullying or not. The third study examined the bullying complaint process from the perspective of the human resources' (HR) consultant, using focus groups. The main themes to emerge were the framing of bully complaints as conflicts, a push to manage bully complaints through conflict management and conciliatory processes and the lack of follow-up after complaint resolution. These results are discussed in light of the negative perception of fairness that a conflict-management perspective could have for complainants who believe their bullying allegations have not been taken seriously by the organisation. Overall, results highlight the subjective nature of the term bullying and suggest that a perception of injustice is central to an understanding of workplace bullying. The way that a bullying complaint is framed and managed by HR personnel can serve to exacerbate this sense of unfairness. These studies break the long tradition of primarily only listening to the victims' perspective in work-place bullying research.
Thesis (Ph.D.) -- University of Adelaide, School of Psychology, 2011