Dissertations / Theses on the topic 'Human Resource Management competency standards'

This thesis is derived from a work project, the consideration of approaches to the development of Human Resource Management competency standards for the Australian Public Service. The thesis is a vehicle for examining and exploring a complex Human Resource Development strategy, through dealing with the details of the project. This project was undertaken from 16 January to 13 April 1995. The project occurred in a turbulent environment with limited resources. The decision whether or not to develop Human Resource Management competencies was an important step in the implementation of the National Training Reform Agenda by the Australian Public Service, being influenced by a number of changes in the national environment as well as having to accommodate a number of factors internal to the Australian Public Service. Factors included: the impact of changes to vocational education and training at the national level such as the introduction of the Australian Qualifications Framework; the impact of a devolved management structure; the differing needs of stakeholders; the need to accommodate industrial relations issues; and the impact of resource constraints (including time). The thesis explains the context and conduct of the project. It critically examines the development of action plans and progress made over the course of the project. It explains the process and content of project activities and provides comments on them. This allows insights into the development of Human Resource Development policy in the public sector. In particular it shows how the nature of the project changed from its anticipated focus on competency identification to its final focus on preparing advice to the Joint Australian Public Service Training Council. That advice recommended that separate Human Resource Management competency standards should not, after all, be identified. It concluded that they should be integrated with the core competency standards for the Australian Public Service. The thesis reflects on key aspects of the project including its subject matter, processes, and outcomes. Some of these concern the impact of the systemic, conceptual and structural changes in the National Training Reform Agenda on strategic Human Resource Development. In addition the thesis reflects on the many roles of the project officer in strategic Human Resource Development activities, suggesting that the project officer should act as a consultant rather than servant. To illustrate this point the thesis describes how the project officer was able to facilitate processes during this project that resulted in management accepting outcomes that differed from their expectations but better met their needs. The work of Lippitt and Lippitt (1986) is found to be helpful in identifying the project officer's roles. Finally the thesis considers the outcomes of the project in the light of the publication of the Karpin report (1995) and finds that the outcome is consistent with the thrust of that report.

In the contemporary business world firms are being transformed into project-based organisations when majority of functions are performed through projects while administrative support is provided by permanent organisational structures. Moreover, variety of industries develop characteristics of Project-Based organizations which implies that HR practices need to be adjusted to help project employees to acquire necessary skills to adapt technology and help company embrace changes in business environment. Therefore, the current research through empirical investigation seeks to explore up-to date understanding of required competences for project members in IT industry in France. Further, it aims to explore how and what HR practices contribute to development of project team members’ competences. The research employs multiple case study of four companies operating in France and IT industry is chosen as it best represents the project-based organisations. Data is collected through six semi-structured interviews and qualitatively analysed by two authors of the current research. Findings of the current research provide an understanding of which and how HR practices are used in IT industry in France to enhance project team members’ competences. Empirical data analysis allowed to identify key HR practices employed in project-based IT companies to support competence development of project team members which are knowledge-sharing, training, induction, lesson-learned and internal rotation. Besides, social media and dedicated website were identified as major knowledge-support tools in IT industry in France. Findings bring new insights to the relationship between HR practices and competence development in IT industry and highlights some discrepancies between literature and reality. Finally, they help to bridge the gap in the existing literature and to formulate some recommendations to the practitioners.

Thesis (M.B.A.)--Naval Postgraduate School, September 2006.
Thesis Advisor(s): L. Andrew Jones, Suzanne Bosque. "September 2006." Includes bibliographical references (p. 81-82). Also available in print.

Magister Commercii - MCom
Equitable access to quality health care is an essential element and a fundamental right for human development in any country. The South African health system prior to 1994 can be construed as one characterised with inequality and human development disparity. Various policies have since been promulgated and implemented to redress the inequalities of the past. Poverty related illnesses remain widespread, the reemergence of infectious diseases and social impacts are putting additional pressure on an already overburdened health system. These challenges have heightened expectations for leadership to manage the health system of the country more effectively and efficiently. A shortage of critical skills and trained health personnel have been cited as two of the major challenges for effective quality care within the health sector and have been described by The World Health Organisation as the heart of any successful health system in any country (Coovadia et al. 2009). However, there is a severe lack of formal evaluation of the competencies of hospital managers, as well as their needs for future training in South Africa. The public has become more health conscious and the request for quality care is increasing, demanding health professionals with increased levels of competence. There is a paucity of research in the health management literature that systematically specifies and assesses which competencies are important to facilitate leadership development, especially in a developing country context. The research aims to identify and determine a comprehensive set of managerial competencies for health leadership in South Africa that could enable leaders to successfully lead the health sector beyond the 21st century. The research is based on the National Center for Health Leadership (NCHL) framework that was developed through a synthesis of the literature on leadership and management competencies in health and related domains (NCHL, 2006). A survey approach using a pre tested questionnaire was administered to management in public and private sector hospitals. Respondents were asked to rate the level of importance of each of the 80 competency statements pertaining to the National Center for Health Leadership competency model.

The purpose of this study was to provide a snapshot of current Human Resources (HR) and Management curricula of four-year public universities in Texas in 2016 and evaluate their alignment with the competencies of the SHRM Competency Model®. This study used a mixed methods approach and analyzed course syllabi for a purposeful sample of 21 public universities in Texas. The course objectives referenced explicitly and/or implicitly all nine competencies. Three courses encompassed all nine competencies, and 84% of all programs demonstrated alignment with the competencies. “Business Acumen”, “Critical Evaluation”, “Communication” and “Relationship Management” were the most frequently referenced competencies in course syllabi. “Consultation” appeared the least frequently. This comprehensive analysis revealed that there is alignment between course curricula of public universities in Texas and competency expectations of graduates wishing to pursue a career in Human Resources. Recommendations applied to four areas including scholarship, university administration, professional associations, and practitioners.

Presently, within the human resource management (HRM) genre and including the construction management discipline, the identification and development of appropriate performance measures is seen as the only viable means for validating and engendering managerial excellence. There is also a growing awareness that appropriate predictive modelling practices can help engender the identification and development of these measures. Against the background that project-based sectors of the construction industry in developing countries need to adopt a proactive approach towards recognising and embedding performance measures in HRM practices, this thesis addresses the development of a model for predicting the performance of project managers (PMs) in mass house building projects (MHBPs) in Ghana. A literature review of the significance of performance measures in the HRM genre is first presented including an evaluation of the methodologies for measuring the performance of PMs. This is followed by a review of research and development in the management of human resources in the construction industry in developing countries including Ghana. Informed by the literature, an appropriate theoretical framework is adopted which draws on the organisational psychology theory of job performance, the conventional wisdom in project success criteria and an emerging framework of project lifecycle. Subsequently, a competency-based multidimensional conceptual model is developed. The conceptual model reflects both the elements of performance behaviours and outcomes in predicting the performance of PMs at the conceptual, design, tender, procurement, construction and operational phases of the project lifecycle. Adopting positivism as an appropriate research paradigm, structured questionnaire survey is used to elicit the relevant data from property developers in Ghana for the construction phase of the project lifecycle. Subsequently the data is analysed using one-sample t-test, factor analysis and multiple regression analysis (stepwise). From a broad range of competency-based measures used as independent variables, it is found that, the best predictors of the PMs’ performance at the “construction phase” of MHBPs are: job knowledge in site layout techniques for repetitive construction works; dedication in helping works contractors to achieve works programme; job knowledge of appropriate technology transfer for repetitive construction works; effective time management practices on the house-units; ability to provide effective solution to conflicts while maintaining good relationships; ease with which the PM is approachable by works contractors; and volunteering to help works contractors solve personal problems. These independent variables explained 74.4% of the variance in the model (at p < 0.0005). Validation of the model confirmed its goodness of fit and hence predictive accuracy. The findings suggest that at the construction phase of MHBPs, PMs who exhibit these behavioural competencies are likely to achieve higher levels of performance. Accordingly, PMs who aspire to achieve better managerial performance outcome on MHBPs should strive towards developing and improving these competencies. It is contended that the developed model could be used by property developers for the selection and recruitment of potential PMs and also for developing appropriate training requirements towards best practice improvement in the implementation of MHBPs. While the study focuses on Ghana, there is the potential for the model to be adopted for use by other developing countries towards the advancement of improved HRM activities in project management practice.

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Considering that Competency-based Human Resource Management must enhance economic value for organizations and social value for people, this present research aims to investigate among the staff of a company, which personal and professional gains were generated by the model implemented in the company they work for. To succeed in this, a qualitative character case study was taken in a public company that has been applying a Competency-based Human Resource Management System for five years, including all sub-systems (recruitment/selection, training/development, remuneration, performance evaluation and career program) to one hundred percent of all employees. In a process of before and after the Competency-based Human Resource Management System, the research covered which questionnaire and interview. To measure the gains obtained by the employees, there were used categories and subcategories of social gain, defined by Amyra Sarsur in her PhD dissertation, 2007. The results of this research show that, according to the employees perception, three categories were highlighted as social gain: development, conceptual comprehension of the company and self-development. The importance of this research is due to the increasing adoption of this human resources management model by Brazilian companies and the lack of researches that investigate the gains obtained by the employees with the Competency-based Human Resource Management.(AU)
Tendo como pressuposto de que a Gestão de Pessoas por Competências deve agregar valor econômico para a organização e valor social para os indivíduos, a presente pesquisa investiga com os empregados de uma empresa quais os ganhos trazidos na sua vida, profissional e pessoal, pelo modelo implementado na organização em que trabalham. Para alcançar esse objetivo foi realizado um estudo de caso, de caráter qualitativo numa empresa do setor público, que possui há mais de cinco anos um sistema de gestão por competências, contemplando todos os subsistemas (seleção, treinamento, remuneração, avaliação de desempenho e carreira) para 100,0% dos empregados. Num processo de antes e depois do sistema de gestão por competências, a pesquisa foi realizada por meio de questionário e entrevista. Para medir o ganho dos empregados, foram utilizadas as categorias e subcategorias de ganho social definidas na tese de doutoramento de Amyra Sarsur, 2007. Os resultados dessa pesquisa indicaram que, na percepção do empregado, três subcategorias destacaram-se como ganho social: desenvolvimento, compreensão conceptual da organização e autodesenvolvimento. A importância da pesquisa se faz devido à crescente adoção desse modelo de gestão de pessoas pelas empresas brasileiras e a ausência de pesquisas que investigam os ganhos dos empregados com a Gestão por Competências.(AU)

Mestrado em Gestão de Recursos Humanos
Com o objetivo de consolidar e de aplicar os conhecimentos adquiridos ao longo da parte curricular do Mestrado em Gestão de Recursos Humanos (GRH), optei pela realização de um relatório de estágio como Trabalho Final de Mestrado. Surgiu, assim, a oportunidade de estagiar como Consultora Júnior na SDO Consultoria, uma empresa prestadora de serviços na área da Consultoria de GRH. Este estágio possibilitou-me a aquisição e o desenvolvimento de competências alocadas a diversas vertentes da GRH, nomeadamente nas áreas da Formação, da Seleção e Integração de Trainees, e da Análise e Descrição de Funções. No que se refere à estrutura do presente relatório, na primeira parte são desenvolvidas do ponto de vista teórico as áreas da Formação, da Gestão de Talentos através de Programas de Trainees e da Análise e Descrição de Funções. Num segundo momento, é apresentada a caracterização da SDO Consultoria. Em seguida, realiza-se a descrição das atividades realizadas ao longo do estágio curricular, nomeadamente as responsabilidades e tarefas desenvolvidas alocadas a cada uma das áreas e projetos. As atividades realizadas inserem-se nas áreas da Formação, do Assessment e Integração de Trainees, e da Análise e Descrição de Funções. Por fim, é apresentado um balanço crítico do estágio na sua globalidade, através da reflexão acerca das atividades desenvolvidas na empresa e da sua articulação com os conteúdos abordados ao longo do enquadramento teórico.
I opted for an internship as Final Work of Master in order to apply the knowledge acquired during the course of the Master in Human Resource Management (HRM). SDO Consultoria, a service company of HRM Consulting, gave me the opportunity to be a part of their team and work as Junior Consultant. This internship allowed me to acquire and develop skills allocated to various aspects of HRM, particularly in the areas of Training, Trainees' Selection and Integration, Analysis and Job Descriptions. Regarding the structure of this report, Training, Talent Management by Trainees' Programs, Analysis and Job Descriptions were developed in the first chapter. Secondly, the characterization of the SDO Consulting is presented. The description of the activities carried out during the internship, particularly the developed responsibilities and tasks allocated to each of the areas and projects, are presented next. The activities are part of the areas of Training, Trainees' Selection and Integration, and Analysis and Job Descriptions. Finally, a critical assessment of the stage as a whole is presented through the reflection on the activities of the company and its relationship with the content covered during the theoretical framework.

This thesis explores the relevance of Bio Data verses Personality for predicting Cultural Competence among Industrial and Organisational Psychology and Human Resource Management professionals and students in New Zealand. It also explores the relevance of the model (D.W. Sue, 2001) of Cultural Competence currently in use by the New Zealand Psychologists board and also the relevance of a four factor model of Cultural Intelligence (Early & Ang, 2003). The sample consisted of 113 participants drawn from a population of Industrial and Organisational Psychology, and Human Resource Management professionals and students. A questionnaire which measures the predictors of the Big Five Personality Factors (Goldberg, 1999), and Bio Data, and the criterion variables of Cultural Intelligence (Earley & Ang, 2003) and questions constructed specifically for this thesis was distributed online. The criterion variables were based on an existing three part (Awareness, Knowledge and Skills) Multidimensional Model for Developing Cultural Competence by D.W. Sue (2001). The results of this research were obtained through exploratory factor analysis and subsequent multiple regression analysis. A new model was constructed to represent the tested predictor and criterion relationship. Results suggest that overall Personality is a better predictor of Cultural Competence, with the Personality Factor of Agreeableness being the highest weighted Personality Factor. D.W Sue’s (2001) Multidimensional Model for Developing Cultural Competence maintained its three part structure in the analysis and consequently seems relevant to the unique socio-cultural, organisational and professional setting of the tested group. Ang and colleagues (Ang, Van Dyne, Koh, Ng, Templer, Tay & Chandraseker, 2007) Cultural Intelligence Scale maintained its four part factor structure and was reliable for this thesis.

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The purpose of this thesis is threefold. Firstly, to attempt to provide validity for the two-sided matching process; secondly, analyze FITREP attributes to determine their suitability for a weighted criteria evaluation system and; thirdly, compare the USMC promotion and assignment process with contemporary human resource management practices. Using data from the USMC Officer Accession Career file (MCCOAC), a logit model is used to estimate the effects of TBS preference and other officer characteristics on retention to the seven year mark. Findings indicate that there was little difference in the probability of retention throughout most preference levels except for the bottom sixth. Using USMC FITREP data, an ordinary least squares model is used to estimate the effects of rank and MOS on FITREP scores across all attributes. Multiple comparison tests demonstrated that there are statistical differences at the 0.05 level between the means of the MOSs. Additionally, reporting creep is continuing across all attributes. Surveys were also conducted. The first survey indicated that USMC officers believe the FITREP attributes were not all equally important within, and across each MOS - although the USMC assesses them as such. The second survey indicated that the USMC promotion and assignment process can be strengthened through a clearly defined HRM plan that extends beyond 'faces' and 'places', and provides very clear links to the organizational strategy. Based on the findings it is recommended that the USMC review its HRM processes and conduct further analyses on the FITREP data for: (1) correlation, (2) longitudinal analysis as a predictor for success and, (3) relevance and relationship to MOS characteristics, position descriptions, and organizational strategy.
Major, Royal Australian Infantry Corps
Major, United States Marine Corps

碩士
國立中山大學
人力資源管理研究所
97
When the global financial crisis struck, the economic downturn, the phenomenon of lay-offs continue, the survival of enterprises and the problems faced by employees。People have lost confidence in the leaders .The subject of talent issues become into a business topic. What are the specifications of talent ? What can be predicted effectively work or context or the reference standard for outstanding workers? Some scholars have pointed out the competency can provide as media between strategy and human resource management activities. Data from the study found the area of Taiwan''s current competency are concentrated in certain special duties, management level or scale of the establishment of specific Competency, but Competency for the business development background, pre-assessment, the import process, human resource practice, as well as assessment of the overall study is considerable proportion of the minority. Therefore this study were funded with the field of human resource, associations and consultants recommend the practice of competency or the effectiveness of a reputation for a sample case study. Through the practical application of business competency to explore and understand each case whether there is common or similar factors, and the implementation , application, conversion and other experience sharing, research and development competency in order to promote the practical value of the field and help those are interested in the future or into the competency of the difficulties now facing into the direction of the business guidelines. The results of this study show that: 1. Cases of human organizations in general are facing the issue of restructuring. Organizations in response to changes in the external environment, which are facing rapid growth or a merger of human re-engineering issues, have decided to choose the competency to solve the issue of talents in short-term or long-term planning of human resources. 2. For handling competency project, the input and investment to the human resources executives, depending on the support of chief executive in charge of the attention the extent of funding, communication objects and into the depth of the breadth of the scale, but with the company scope are not directly related to the scale. 3. The construction of the core competency and managerial competency model is used to the majority of cases , the main way to construct is carrying out a large number of interviews and meetings to high-level consensus. 4. The implementation of competency could be divided into the promotion of nature and linkage of human resource system. Comprehensive approach would be funded by the people planning the internal marketing activities, training activities to experience the competency carried out to collect examples of behavior sample to promote the human resource system. 5. Competency in the recruitment selection, training and evaluation of all cases of the competency generally used in surface structure, showing the practical application of these three is also the most popular. Career development and successors funded in comparison to others used less practical. One of the Consultant is the only one among the of the sample which adopts the competency-based payment. 6. The feedback Competency of the effectiveness of the use of a wide range of dimensions can be quantified in practice get a small number of indicators, such as improved retention rates or a decline in turnover rate, or most other acts of bias and cultural face and the impact surface. 7.Through the implementation, the general reaction feedback from staff are normally in ifficulty of the recognition and identification, even in the assessment took place with the staff in charge of the issue of cognitive differences. Cases suggested that a solution can be sustained and effective marketing activities or competency of the depth of training experience to lead the communication stage. 8. The support of executives of all companies surveyed unanimously agreed that an important key factor. Most other cases the company generally agreed that there are the success factors: choice of the competency of the application of tools and consultancy firms, as well as easy to understand the behavior described in the follow-up to facilitate communication, as well as HR need to have a good attitude and can adhere to the communication, continuous input and implementation. View from the case studies ,link the competency model to the human resources function, we can see based on the concept of competency has been greatly to replace the traditional job-based human resources management activities. Keywords: Competency, Competency model, Competency assessment, Human resource management activities

碩士
國立中山大學
人力資源管理研究所
94
The oil price in the global market hit new records in the recent years. Under the circumstance of opened market and fierce competition, the gas station industries toward lower profit due to high operation cost plus price war and intensive promotion. The station managers are responsible for operation management, market analysis, administrative, personnel as well as sale. Although the station scale is small, it is a business unit indeed. In the diversity of management and competition environment, the station managers shall possess not only the ability of certain expert or supervisory but also multiply requirement. Except personal technical skill, the station managers with the competency of human resource management are one of key successful factors. This research is trying to find out the human resource management is necessary for the station managers. Furthermore, this research would like to find out the interaction effects of management competency, human resource management and work motivation on operational performance.

碩士
國立高雄應用科技大學
人力資源發展系碩士班
95
In today’s organizations, importance of human resource management is much emphasized. With the concept of human capital popularizing, more and more organizations are thinking how to get HRM well done. People Capability Maturity Model is a roadmap for implementing HRM practices that improve the capability of an organization’s workforce and increase the maturity level of an organization. The business environment and nature of work are changing rapidly. HRM is not supposed to just focus attention on the work done by workers. Competency-Based HRM is dissimilar. It can keep off the dysfunctional job descriptions, and predict workers’ performance. Competency-Based HRM focuses attention on the people who do the work. This is another approach to implement HRM. In the future, it may be the new paradigm. By using People Capability Maturity Model as a framework model, collecting and analyzing the references of HRM, this research tries to construct Competency-Based HRM.

碩士
朝陽科技大學
工業工程與管理系
107
“People are the most important assets for a company.” Top companies in the world focus on authorizing and empowering employees to achieve high organizational efficiency and organizational targets. In the fast-changing transformation economy era, human resource management is the fundamental key advantage for enterprise to maintain competitive and even sustainable development. However, most companies still have a lot of problems in their business operation and waste a lot of resources dealing with bunch of deficiencies due to ignoring the importance of human resource management and competence development. On the other hand, the purpose of developing a lean organization is to remove all kinds of waste of organizational resources, and to construct an organization with less people but greatest efficiency. Because "things need to be done by people", the premise of developing a lean organization includes respect of humanity, people-oriented, and promoting creativity development through cultivation of their work competence, quality consciousness, and thinking power of continuous improvement. In order to assist enterprises develop lean organization , qualitative research method is adopted. By going through semi-structured interviews with industrial persons to discover issues regarding strategic human resources and competence development. And then referring to people capability maturity model and strategy map to construct a systematic method for developing competency development system for strategic human resource management in an organization. Hoping that through the study of this topic, the systematic method can contribute to improve competence of human resource management for any company.

碩士
輔仁大學
管理學研究所
97
Since 1980s, the age of internationalization has been coming. The trend of international trade and overseas investment increases dramatically all around the word. Researchers point out that solid human resource will lead the business into success in the change era of global environment. Besides that, encountering the new impact of globalization, the key factors to survival and growth for Taiwanese multinational companies (MNCS) to passive adaptation and active transformation for the external consistency and internal consistency of human resource strategy deserve us to explore. Base on the practical needs and academic motives of above issues, this research not only adopts qualitative case study for 4 Taiwanese MNCS, but also attempts to implement quantitative questionnaire research for 113 Taiwanese MNCS to understand the reality of the impact of human resource strategy and global competency as the global environment changes. This study demonstrates that the categories of customer will result in the type of MNCS change. Besides that, along the path of internationalization, this study proposes 3 international human resource models, as personnel maintain, local cultivate, and global proactive, for integrating the need of external and internal consistency. Finally, the 9 propositions and 2 findings that we discussed are worthwhile examples for practices and future studies.

碩士
國立政治大學
行政管理碩士學程
106
The policy of "one fixed day off and one flexible rest day" for the amendments of Labor Standards Act has been implemented since 2017, and the event has made the problems related to working time, overtime and leave of labors the most popular social issue. The two times of amendments in a very short period of time caused the conflict between labor and capital, and the media made daily reports of the reaction of labor, capital and the government with exaggeration. As most people in Taiwan know, the new policy has caused large human resource costs for service industry and transportation industry. To transfer the increased costs, the capital raised the prices of products to cope with the increase of human resource costs. For IT industry in which companies often have "overtime without pay", what impact has already been caused? Due to the change in the regulations, the HR managers in IT industry have to face thousands of employees of companies in order to do relevant promotion and communication, which makes them mentally stressed at work. Interviews were adopted as the research method in the study, and interviews with the personnel at the HR Department, managers and some ordinary employees of the case company were conducted respectively. It was found labor standards act amendment caused a very limited impact on the working time, salary and welfare of the employees of the company. However, the application procedure at the company for overtime pay was very complicated, and it resulted in the objection by the employees and the trouble to the personnel at the HR Department, which indeed affected the shift arrangement and personnel scheduling. Second, the HR policy of the company was in compliance with relevant regulations, but the ways the superiors adopted to manage ordinary employees were not always legal, causing damage to the right for workers to choose their overtime compensation. It was revealed that when there are too many management levels in an organization, the blind spots of HR management could be generated. Together with the very limited knowledge of workers toward laws and regulations related to their rights, they all are the problems that need to be addressed. The frequent changes in laws and regulations related to workers' right not only bring the impact on legal compliance, but cause the increase of operating costs in the first place based on the concept and assessment of preventive management for business operating. The government should conduct prudent assessment and risk analysis in advance, prepare preventive measures and modify the goal of the plan in time to let business owners and workers both have a good understanding and conduct assessments in order to generate significant benefits with the modification of laws and regulations related to workers' right, and the planned goal may be thus achieved. It is hoped that the labor, capital and government may all obtain positive feedback and results.

博士
國立東華大學
國民教育研究所
98
Abstract The main purpose of this study is to explore the three causal pathways and correlations among the human resource management, teachers’ core competency and school’s competitive advantage in elementary school and analyze the perception of the teachers from different backgrounds to the three variables. The researcher compiled the self-made questionnaire of “the correlations among the human resource management, teachers’ core competency and school’s competitive advantage in elementary school” as a tool, took the public elementary schools in 22 counties and cities (including Taipei and Kaohsiung) of Taiwan island as the respondents to survey 1606 teachers from 118 public elementary schools, and then collected 1173 valid questionnaires from 85 schools. The response rate was 73.04% and effective rate 92.24%. Data were analyzed by one-way ANOVA, Pearson correlation, canonical correlation, stepwise multiple regression analysis, and linear structural modeling. In this study, the variable of human resource management was divided into five dimensions of human appointment, manpower planning, human incentive, human development, and human performance evaluation strategy; the variable of the teachers’ core competency into four dimensions of curriculum planning capacity, class management capacity, teaching development skills, and interpersonal communication skills; the variable of the school’s competitive advantage into six dimensions of resource, administration and management, organizational capacity, environmental equipment, performance, and the image. The main findings of this study are as follows: A. There is a middle-to-high level about the operation of the human resource management in elementary school. Human incentive of the human resource management is rated the highest by the subjects. B. Teachers of male, senior and inexperienced, teachers with administrative duties and above graduate education background, and teachers in small scaled schools, remote districts schools and less years of school perceive higher school’s human resource management. C. Core competency of elementary school teachers is classified as high degree level. Class management capacity of teachers’ core competency is in the highest score. D. Teachers of senior and inexperienced and teachers with administrative duties perceive higher teachers’ core competency. E. Competitive advantage of elementary schools is classified as high degree level. The organizational capacity advantage is rated the highest scores in the perception of school’s competitive advantage. F. Teachers of male, senior, inexperienced and higher education background, teachers with administrative duties, and teachers in small scaled schools, remote districts schools and more than 51 years of school perceive higher schools’ competitive advantage. G. Human resource management, core competency and competitive advantage in elementary school are highly correlated between. H. Human resource management and teachers’ core competency have a high degree of predictability to school’s competitive advantage. I. The linear structural modeling about human resource management and teachers’ core competency to school’s competitive advantage in elementary school matches good, and human resource management and teachers’ core competency have a significant effect on school’s competitive advantage. Keywords elementary school, human resource management, core competency, competitive advantage

碩士
開南大學
公共事務管理學系
96
Along with the global competition potential state and the government restoration unrest, the promotion competitive power is the most important universal issue. Facing this competition point of view, the specialized accomplishment and the managed capacity are the key to promote the government potency, but core competency guarantees the knowledge core of the competitive advantage. To promote the core competency, utilizing the strategy ability resource management effectively is the most direct way, and it can joint the ability resource management strategy and the organization goal effectively. In that case, promoting the member ability value can be realized, and create the goal of the organization achievements. In addition, under the decentralization of the global tendency, the local government jurisdiction grows day by day. The topic of the paper is about the process to establish and the raise conforms to core of ability the new role depend on changes the standard the demand by local basic personnel. Thus, it can construct the foundation human resources management strategies which bases on the core competency, accomplish the ideology of strategical human resources management, give an impetus to service institution causes its strengthened support to organize all human resources management potency, and amplify the strategical function positively. The relevant influence between both “core competency” and “strategical human resources management” is also the discussion of the topic. This research attempts to delve and discuss the influence of the difference and both sides mutually, the strategical human resources management and the core competency, from the background of each local basic researcher. The time can provide the basic human affairs personnel to strengthen its management core competency and the union management strategy reference.

To stay competitive within the market, organizations need to accurately understand the skills and competencies of their human resources to better utilize them and more effectively respond to internal and external demands for expertise. This is particularly important for most services organizations which provide a variety of products and services to multiple and changing clients. The ability to accurately locate experts is also important to knowledge workers. From this perspective, finding individuals with appropriate knowledge and skills is important for accomplishing knowledge intensive tasks and solving complex problems. This thesis focuses on the problem of representing and reasoning about skills and competencies over time for more effective human resources management and expert finding. Proper modeling of skills and competencies provides, among other things, a common language for assessments, a foundation for consistent interviewing, a linkage between performance management and learning, and a means for aligning business strategy and skills for driving organizational performance. It also improves knowledge management by making explicit what the organization knows and can perform. In this thesis, we present a framework for profiling human resources over time. In particular, we use first-order logic to represent and reason about expertise, skills and competencies and capture information about sources of skill and competency information. The framework provides: - a formal ontology for skill and competency management which specifies how individuals should be represented and evaluated against a skill, - a technique for inferring and validating skills and competencies over time using different sources of information, - a systematic way of evaluating human resources in order to provide a more efficient, structured, and consistent assessment process, and - techniques for identifying unreliable sources of information and revising trust in these sources. This work enhances the ability of organizations to better utilize their human assets and improves the task of expert finding required for accomplishing knowledge intensive tasks and solving complex problems.

碩士
修平科技大學
人力資源管理與發展碩士班
103
With the industry development gradually heading towards the knowledge economy era, business demand for talent has been taken more seriously. More education and training programs have been invested to strengthen human capital. Various countries’ governments, with a view to helping businesses develop human capital, enhance national competitiveness, promote training quality management systems, and then develop functional model. Through functional development, understand corporate human gap and demand. It is used to recruit and match personnel, for rotation selection, performance appraisal, compensation management and training development, etc. In addition, through the human resource function evaluation, help managers and employees understand what competency are needed for organization talent development, which competency can produce excellent performance through the implementation of training programs. This study focuses on the exploration on impact of the human resource personnel professional function and talent development quality management system recognition on the effectiveness of the training, employing questionnaire to quantify statistical analysis. The human resource management departments and their employees in SME units and civil organization societies in Taichung, Changhua, and Nantou region in recent years actually involved in the Ministry of Labor Workforce Development Agency’s "talent development quality management system" program are envisaged as the survey sample object of study. The Internet and paper questionnaires are adopted to distribute in parallel, 196 questionnaires collected, among which 160 questionnaires are valid. The effective rate of questionnaires collection is 65.84%. This study adopts item analysis, correlation analysis to confirm the correlation, by means of exploratory factor analysis validates efficiency, and by way of hierarchical regression analysis verifies the research hypothesis and conducts correlation analysis. The analytical results attain conclusions including: I. Human resources staff professional competency have significant positive relationship for the effectiveness of training. II. The talent development quality management system recognition has significant positive relationship for the effectiveness of training. III. The talent development quality management system recognition does not have the moderating effect between human resources staff professional competency and training effectiveness.

JEL classification system: O15 – human resources; D83 – information and knowledge
Este estudo tem o propósito de identificar quais as percepções dos colaboradores sobre o modelo de competências da Yamaha e quais os efeitos nas atitudes e comportamentos dos colaboradores. Especificamente, pretende analisar a relação entre a percepção geral dos colaboradores sobre o modelo, a percepção de apoio para o modelo e suas relações com as chefias para explicar seus comportamentos no trabalho, seu envolvimento com a empresa e seu sentimento de adequação. A amostra é composta por 100 colaboradores da Yamaha de diferentes trabalhos, idades e qualificações. A coleta de dados foi efetuada através da aplicação de um questionário e foram utilizadas análises de correlações e regressões para testar as hipóteses principais. Baseado nos resultados da pesquisa, concluímos que a maioria dos colaboradores apresentou uma atitude positiva sobre modelo de competências e que o aumento das atitudes positivas irão determinar um grande envolvimento e menos comportamentos de negligência. No final, foi discutido até que ponto a pesquisa contribuiu para um melhor entendimento da gestão de recursos humanos.
This study aims to identify what are the perceptions of employees toward the competency model of Yamaha and in what extent they affect employees’ attitudes and behaviors. Specifically it pretends to analyze the relationship between the general perception of employees toward the model, the perceptions of support to the model and their relationships with supervisors in order to explain their behaviors at work, their commitment toward the company and their feeling of adequacy. The sample is composed by 100 employees at Yamaha of different jobs, ages and qualifications. It was applied a survey and used made correlation and regressive analyses to test our main hypothesis. Based on the results of this research, it was concluded that most of employees show a positive attitude about the competency model, and that the increasing of positive attitudes will determine a greater involvement and less neglect behaviors. At the end it is discussed in what extent the research contributes to a better understanding of Human Resource Management.

碩士
國立中山大學
高階經營碩士班
99
With Chief Human Resources Officers in Taiwanese-based Enterprises as the study of objects, this paper applies Mr. Feng-lee Lin’s (2009) “The Perspective of the Resource-building Mechanism” as the Theoretical framework, and researching into its functional management model in China. The purpose of this paper is to see if this position, CHO, can bring up efficiency in areas of individual, employee, and organizational performance management, and the efficiency as a whole as well. Key figures were interviewed, secondary data were collected, applied, analyzed to get the following conclusions: 1. The functionalities of CHO in Taiwanese-based Enterprises in Mainland China include: People management, Things management, and Self-management. 2.The key elements of management functions are professional knowledge, communication skill, and self-concept. The three react upon each other, and have causal relationship between them. 3. Due to the complexity in environment, regulations and policies, CHOs in Taiwanese-based Enterprises in mainland China face more challenges in inter-cultural management, enterprise management staff mobility, the uncertainty in effectiveness of enterprise performance management system and quantitative mechanism.

The state of Vermont faces increasing risk of costly damage from catastrophic flooding events as climate change increases the frequency of heavy rains and cumulative precipitation. In addition to increasing flood inundation risk, extreme precipitation events are leading to high rates damage from fluvial erosion—erosion caused by the force of floodwater and the materials it carries. As in all U.S. states, flood hazard governance in Vermont is shared by multiple levels of government and involves a complex compliance model that relies on local governments to regulate private property owners to achieve community, state, or federal goals. To encourage municipalities to adopt higher-standard flood regulations, the State government created higher-standard model flood hazard bylaws and has incentivized their adoption through the State Emergency Relief and Assistance Fund program. The higher standards modeled by the State apply no-fill, no-build, and an assortment of additional standards that exceed the Federal Emergency Management Association’s National Flood Insurance Program’s minimum standards. The State encourages the application of higher standards not only to the federally mapped flood hazard area but also to the State-mapped “river corridor.” Though these regulations are enforced through the local flood hazard permitting process, State floodplain managers are meant to play a substantial advisory role in their regulation. A decade after the first of these flood hazard regulations appeared in Vermont municipalities, little is known about how much encroachment still happens in flood hazard areas and how municipalities have handled permitting projects under these new controls. A better understanding of the local governance of flood hazard regulations can further inform State flood hazard governance. This study of twelve Vermont towns found in those towns a fairly high degree of conformance to local regulations but a mixed record on compliance with the State’s expectations for the permitting process. There was on average a little under one investment per town over a 4.3-year period that was significant enough to, by law, trigger a conditional permit review. Within the study sample, activity in the regulated flood hazard zone conformed to local bylaws at a rate of about 88%. However, only three of the ten projects that triggered conditional review were reviewed at the State level, as is the expectation for new, replacement, or improved structures, and the fact that none of the suspected non-conforming structures received a State-level review (and some missed local review) suggests that receiving full review will increase the rate of individual permit conformance. Interviews with State officials indicated that the State may be more interested in changing the culture of local flood hazard mitigation than in achieving perfect land use conformance. When local actions that promote access to information and the capacity to regulate are compared with a Town’s permitting compliance rate, a slight pattern emerges showing that communities that have flood regulation information available online, town-wide zoning, and a zoning administrator, are more likely to have projects be permitted by the Town and sent to the State for review. Interviews with State-employed flood managers and local floodplain administrators also suggest that additional social factors, such as whether bylaws have community “champions” and who acts as the zoning administrator, may influence the degree of community compliance. Often local authorities rely on their own discretion to regulate activity in the flood hazard area as a way of navigating tensions between regulations and private property rights, representing both a valuable point of flexibility for compliance and a potential sticking point in the State’s effort to facilitate a culture shift. Flood hazard mitigation regulation in Vermont most closely aligns with a cooperative enforcement model, which relies on long-term relationships and credible threat of enforcement (among other factors) in order to work. Because the findings show that breakdowns in the expected relationship between Town and State government clearly occur, one important approach to achieving a cultural shift would appear to be strengthening State-local relationships. This may involve increasing the State staff-to-community ratio, conducting more community visits and trainings, distributing a flood regulations enforcement manual, strengthening the capacity of regional planning agencies, and/or reducing the barriers to preparing permits for State review. Focusing on long-term relationship-building with a number of community members may help prevent the breakdown in communication that can occur as individual floodplain administrators come and go. A second strategy would continue to support the state-wide housing buyout program to mitigate inequitable outcomes and general resentment over property loss. And because the ERAF incentive program does not have any penalties that incentivize enforcement, a third beneficial approach would involve creating stronger incentives for local enforcement and compliance, such as ERAF criteria that mandates local enforcement actions and improved State-level monitoring of compliance. Yet while there may be room for strengthening flood hazard regulation enforcement, Vermont’s innovative regulations and incentives for adoption appear to be translating fairly well into local-level conformance and compliance, and could serve a model for other states.

In the context of human resource management can be argued that employee selection process is a major activity. This process is essentially based on competencies so job applicants including university graduates with an economic education, should have the desirable core and key competencies that result from job requirements. The aim of this doctoral dissertation is to build up a competency model of economically educated university graduates, according to the needs of employers from the South Bohemian Region's small and medium-sized enterprises and to identify the level of desirable key competencies of students of the Faculty of Economics, the University of South Bohemia in České Budějovice. Core and key competencies' preferences were collected through the questionnaire survey from the 189 human resource managers. The competency model creation was based on the statistical analysis of the identified results. Following the determined employers' preferences of the competencies, the skills of Faculty of Economics' students were also tested to find out their current level of key competencies.

This study is a systematic, objective investigation of educator empowerment, where the researcher explores the perspective of ABET educators. This study is presented against the backdrop of striking a balance between the conventional curriculum and Curriculum 2005 (OBE) because they exhibit a variety of challenges, anomalies and imbalances which led to the Revised National Curriculum Statements which will be implemented in 2006. It is informed by the fact that educators, if empowered, form an integral and central feature of changes in educational centres, especially in teaching adult learners to be able to assist their school-leaving children so as to improve provincial matric results, for example. The researcher focused on educators of ABET in Limpopo Province as the unit of analysis in this study. Interactive, cooperative, peer teaching, dialogic meditation, group and team teaching, constructivism and human resource development, reflective and multi-level approaches, are discussed with a particular focus on educator empowerment, including in-service training programmes. The researcher regards ”church settings” (her term) as inappropriate for effective teaching as they reduce educators to preachers and learners to congregants. This occurred as a result of the failure to recognise the importance of educator-learner, learner-learner and educator-educator interaction in the past curriculum. The study argues that the approaches mentioned are appropriate for this study. Educator empowerment is a lived-in and continuous process, monitoring and evaluating of in-service training to ensure quality. It was therefore necessary to develop a research design that would make it possible to enable educators to implement the new curriculum. Qualitative research is based on an in-depth inquiry which captures an educator's personal perspectives and experiences. Focus groups and in-depth interviews, which exemplify qualitative methods, were seen to be the best research tools in gathering the data for this study. The respondents, were UNISA ABET certificate students, and also professional educators at formal schools. They showed zeal in improving the educational situation. Their responses led to the model which has been developed in the thesis, culminating in uplifting the teaching profession and handling its multi-level led dynamic in an interactive and cooperative manner and reflecting in their experiences so that purposes of the National Qualifications Framework can be attained.
Educational Studies
D.Ed. (Didactics)