Dissertations / Theses on the topic 'HUMAN RESOURCE MANAGEMENT TECHNIQUES'
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Tomlinson, Keith Charles. "The contested terrains of workplace disciplinary processes and practices." Thesis, University of Central Lancashire, 2015. http://clok.uclan.ac.uk/17688/.
Full textHoward-Johnson, Julia A. "Training Program Content Validation: A Practical Application of Educative Techniques." TopSCHOLAR®, 1993. http://digitalcommons.wku.edu/theses/1429.
Full textXaba, Mgadla Isaac. "Management development as a task of school managers at institutional level / Mgadla Isaac Xaba." Thesis, Potchefstroom University for Christian Higher Education, 1999. http://hdl.handle.net/10394/8995.
Full textThesis (PhD)--PU for CHE, 1999
Cecílio, Pedro Manuel da Costa. "O recrutamento e seleção na AutoVision." Master's thesis, Instituto Superior de Economia e Gestão, 2014. http://hdl.handle.net/10400.5/11590.
Full textPara que as empresas possam colocar no mercado produtos e serviços suficientemente competitivos, torna-se essencial avaliar as formas de Recrutamento e Seleção de pessoas, visto que os Recursos Humanos são fatores importantíssimos para o funcionamento de qualquer organização. Os processos de Recrutamento e Seleção são importantes em todas as organizações, porque é através destas técnicas de Gestão de Recursos Humanos que os candidatos podem ingressar no mercado de trabalho. É importante o empenho nesse processo para que as pessoas selecionadas possuam as competências e skills necessários para desempenhar as tarefas de uma determinada função. A importância do estudo do Recrutamento e Seleção sente-se quando é efetuada a análise entre o perfil do colaborador e a função a ocupar, tendo em consideração o índice de rotatividade, absentismo, produtividade e os custos resultantes ao colocar-se o candidato certo no lugar certo. O tema do projeto do Relatório de Estágio abordou a temática do Recrutamento e Seleção. A escolha deste tema deveu-se ao interesse particular nesse ramo da Gestão de Recursos Humanos, com o objetivo de realizar um Estágio Curricular e elaborar o Trabalho Final do Mestrado em Gestão de Recursos Humanos. O Estágio Curricular realizou-se no Departamento de Recrutamento e Seleção da AutoVision, com o objetivo de examinar que práticas e atividades foram efetuadas nas diversas fases do processo de Recrutamento e Seleção em contexto real.
In order for companies launch market products and services that are competitive enough, it becomes essential to evaluate ways to recruit and select people. Nowadays Human Resources are crucial factors for the functioning of any organization. The Recruitment and Selection processes are important in all organizations, because it is through these Management of Human Resources techniques candidates will eventually start working. It is important that the commitment process for people to be placed in vacancies, whom have the competences and skills needed to perform the tasks of a given function. The importance of the study of Recruitment and Selection is felt when the analysis is performed between the profile of the employee to occupy and the vacancy to be fulfilled, taking in consideration the turnover, absenteeism, productivity and the resulting costs to putting the right candidate in the right place. The theme of the Internship Report project addresses the issue of Recruitment and Selection. The choices of this topic is due to the particular interest in this branch of Human Resource Management, with the aim of carrying out a internship, and therefore to prepare the final project of the Master Degree in Human Resource Management. The Internship was at the AutoVision Recruitment and Selection Department, aiming at examining practices and activities that were carried out at various stages of the Recruitment and Selection process in a real situation.
Figueiredo, Catarina Sofia Duarte. "Recrutamento e seleção na Talenter tm." Master's thesis, Instituto Superior de Economia e Gestão, 2017. http://hdl.handle.net/10400.5/13918.
Full textO presente relatório de estágio explícita as fases de Recrutamento e Seleção (R&S) na empresa Talenter tm desenvolvidas em dois departamentos: Talenting Search Department e Talenter Store do Chiado. Este estágio permitiu-me desenvolver conhecimentos no tema de R&S, aprendidos em contexto académico, transportando-os para o contexto real de trabalho. Relativamente à estrutura deste relatório, a primeira parte foca-se na revisão da literatura, abordando conceitos e práticas relacionadas com as fases de R&S; o capítulo seguinte caracteriza a empresa a nível de missão, valores e estratégia; o ponto seguinte enuncia as atividades desenvolvidas ao longo do estágio; e, por fim, o último capítulo consiste no confronto da revisão da literatura com as funções que desempenhei no estágio, ações de melhoria e a conclusão.
The present internship report explains the Recruitment and Selection (R&S) phases at Talenter developed by their two specialized departments: Talenting Search Department and Talent Store at Chiado. Throughout this experience I had the opportunity to develop my knowledge and skills about R&S, learned in my academic journey and address it at the work context. The report is divided in four chapters. The first one focus on the state of art, relating concepts and practices with the R&S; the second chapter defines and explains the company, their mission, vision and strategy as well; the third chapter describes the activities developed in the internship; and at last, the last chapter confronts the state of art with the activities and functions that I've performed on the Internship, further studies improvements and also the study conclusion.
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Proença, Rui Pedro Salcedas. "Recrutamento e seleção na Page Personnel." Master's thesis, Instituto Superior de Economia e Gestão, 2014. http://hdl.handle.net/10400.5/7691.
Full textO presente relatório surge no seguimento das atividades desenvolvidas durante o período de estágio curricular na Page Personnel - subsidiária do PageGroup -, empresa de recrutamento e seleção especializados. O estágio teve como enfoque o suporte a diversas equipas, em áreas tão díspares como: Finance, Human Resources, Tax & Legal e Commercial & Marketing, desenvolvendo tarefas de diversa índole, no que ao recrutamento e seleção dizem respeito. Para uma melhor compreensão das temáticas abordadas, propõe-se uma revisão de literatura relativa às técnicas e aos métodos utilizados em cada etapa do processo de recrutamento desenvolvido na Page Personnel. Por fim, é apresentada uma análise das atividades levadas a efeito, confrontando as atividades realizadas com as teorizações literárias, assim como uma apreciação pessoal da experiência de estágio.
This report follows on from the activities developed during a traineeship period at Page Personnel - PageGroup affiliate -, a specialized recruitment and selection company. The traineeship focused the support provided to several teams, in such diverse areas as Finance, Human Resources, Tax & Legal and Marketing & Commerce, carrying out different type of tasks regarding the recruitment and job-seekers selection area. For a clearer understanding of the topics approached, it is firstly proposed a literature review on the techniques and methods applied at each step of the Page Personnel?s recruitment process. At last, an analysis of the activities developed is presented, confronting the practical tasks with the correspondent literary theories, as well as a personal statement on the traineeship experience
Гладченко, Оксана Робертівна, Оксана Робертовна Гладченко, Oksana Robertivna Hladchenko, and A. Kuzmenko. "Human resource management." Thesis, Видавництво СумДУ, 2010. http://essuir.sumdu.edu.ua/handle/123456789/16947.
Full textLundy, Olive. "Strategic human resource management." Thesis, Queen's University Belfast, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.292572.
Full textLei, Lin. "Intelligent human resource management system." Thesis, University of Macau, 2005. http://umaclib3.umac.mo/record=b1445897.
Full textAshrafi, Elham. "Human Resource Management at Work." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-24422.
Full textWeiserová, Michaela. "Zvýšení efektivity manažerské práce v justici." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2011. http://www.nusl.cz/ntk/nusl-223072.
Full textParsa, Seyed Jafar Sadjadi. "Human resource management in shipping industry." Thesis, London Metropolitan University, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.499581.
Full textBridges, Sarah Joanne. "Organisational performance and human resource management." Thesis, University of Newcastle Upon Tyne, 2002. http://hdl.handle.net/10443/443.
Full textKidger, P. J. K. "Human resource management in multinational enterprises." Thesis, University of Salford, 1999. http://usir.salford.ac.uk/14789/.
Full textStewart, Pamela Jo. "Expatriation and international human resource management." Thesis, Hong Kong : University of Hong Kong, 2000. http://sunzi.lib.hku.hk/hkuto/record.jsp?B22763193.
Full textEkelöf, Sofie, Caroline Holmström, and Nathalie Lindberg. "Talang inom Strategisk Human Resource Management." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-85384.
Full textKim, John Yongchae. "Resource management techniques for CDMA cellular systems." Diss., Georgia Institute of Technology, 2001. http://hdl.handle.net/1853/13906.
Full textVong, Tze Ngai. "Managing human resource development." Thesis, University of Macau, 2000. http://umaclib3.umac.mo/record=b1636787.
Full textVargas, Roslyn. "Adoption Factors Impacting Human Resource Analytics Among Human Resource Professionals." NSUWorks, 2015. http://nsuworks.nova.edu/hsbe_etd/5.
Full textSzierbowski-Seibel, Klaas [Verfasser]. "The development of the human resource function towards a strategic role - four essays in human resource management focusing on strategic human resource management involvement, human resource outsourcing and human resources mangement and the relationship with organizational performance / Klaas Szierbowski-Seibel." Paderborn : Universitätsbibliothek, 2019. http://d-nb.info/1186785934/34.
Full textCakar, Figen. "Business process approach to human resource management." Thesis, University of Strathclyde, 2004. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=21557.
Full textLowe, Martyn. "Human resource management in English local government." Thesis, Sheffield Hallam University, 2002. http://shura.shu.ac.uk/19982/.
Full textJesser, Peter Stewart. "SYSTEM THEORY: APPLICATIONS IN HUMAN RESOURCE MANAGEMENT." Thesis, The University of Arizona, 1985. http://hdl.handle.net/10150/291981.
Full textRiaz, Safa. "An investigation of how human resource management philosophy and human resource management strength influence high-performance work systems outcomes." Thesis, Griffith University, 2019. http://hdl.handle.net/10072/389685.
Full textThesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Dept Bus Strategy & Innovation
Griffith Business School
Full Text
Bullock, Michael L. "Successful Human Resource Outsourcing Strategies." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6181.
Full textDeavenport, Earnest William. "Human resource strategy : an integrative approach." Thesis, Massachusetts Institute of Technology, 1985. http://hdl.handle.net/1721.1/27942.
Full textMICROFICHE COPY AVAILABLE IN ARCHIVES AND DEWEY.
Bibliography: leaves 217-220.
by Earnest William Deavenport, Jr.
M.S.
Condeça, Fabíola Vasconcelos Esteves. "Políticas e estratégias de formação na Allianz." Master's thesis, Instituto Superior de Economia e Gestão, 2013. http://hdl.handle.net/10400.5/5902.
Full textO tema do presente Relatório de Estágio abordou a temática da formação e desenvolvimento organizacional. A escolha deste tema deveu-se ao meu interesse, durante o meu percurso académico, relativamente ao tópico da gestão da formação e também ao facto de ter realizado um estágio curricular nesta área, no âmbito do Trabalho Final de Mestrado em Gestão de Recursos Humanos. O estágio curricular teve lugar na Direcção de Pessoas- Departamento de Desenvolvimento e Comunicação da Companhia de Seguros Allianz Portugal, onde me foi dada a oportunidade de aplicar na prática os conhecimentos teóricos adquiridos ao longo do Mestrado, bem como obter experiência profissional, tomando contacto directo e participativo nas funções diárias deste Departamento. O objectivo deste relatório de estágio foi explanar e analisar as actividades desenvolvidas ao longo do estágio, para compreender como é feita a gestão da formação na prática organizacional. De modo a possibilitar uma análise crítica das práticas organizacionais sobre a gestão da formação, foi feita uma revisão da literatura sobre esta temática. Comparou-se o preconizado pela teoria com o praticado, o que permitiu demonstrar que a Allianz Portugal adopta boas práticas na gestão da formação, razão pela qual é uma organização certificada pela Bureau Veritas.
The subject of this Internship Report discussed the issue of organizational training and development. The choice of this topic was due to my interest during my academic path about the subject of training management and also because I had done a curricular internship in this field for my Master’s Final Work in Human Resource Management. The internship took place at the Development and Communication at Allianz Portugal Insurance Company, where I had the opportunity to apply in practice the theoretical knowledge acquired during the Master, as well as work experience, having direct contact and participating in the daily functions. The purpose of this Internship Report was to explain and analyze the activities performed along the internship, in order to understand how to manage training in an organization. First of all, was made a literature review that enabled a critical analysis of organizational practices on the training management field. At last, was made a comparison between the theory and the organizational practice, which proved that Allianz Portugal adopts best practices in training management, being even a certified organization by Bureau Veritas.
Howard, Susan. "A Christian perspective on enabling spiritual formation in relation to work." Thesis, University of Winchester, 2017. http://repository.winchester.ac.uk/721/.
Full textAlmalfouh, Sami M. "Interference-aware resource management techniques for cognitive radio networks." Diss., Georgia Institute of Technology, 2011. http://hdl.handle.net/1853/43736.
Full textMezzavilla, Marco. "Advanced Resource Management Techniques for Next Generation Wireless Networks." Doctoral thesis, Università degli studi di Padova, 2014. http://hdl.handle.net/11577/3423728.
Full textL'esplosiva penetrazione di dispositivi mobili nella vita di tutti i giorni pone molteplici sfide nel campo della ricerca nelle comunicazioni 'senza fili', al fine di sostenere la crescente mole di dati generata dagli utenti cellulari, i quali richiedono connettività "in ogni momento, in ogni dove". Inoltre, le applicazioni più richieste, dotate di contenuti multimediali quali le trasmissioni video, richiedono l'utilizzo di molte risorse per sostenere stringenti vincoli di qualità. La limitatezza dello spettro, congiuntamente ai problemi legati all'interferenza, rappresentano i fattori chiave delle reti cellulari di nuova generazione. Conseguentemente, il design di tecniche per la gestione delle risorse risulta essere un aspetto particolarmente critico. A questo fine, proponiamo in primo luogo un modello per valutare le prestazioni simulate delle reti cellulari basate sulla tecnologia Orthogonal Frequency-Division Multiple Access (OFDMA). Un modello di astrazione del canale associato alla trasmissione in downlink di dati fornisce un'accurata metrica valutativa a basso costo computazionale. Il nostro modello combina metriche di compressione multi-portante basate sull'Informazione Mutua con profili prestazionali generati a livello di canale, esprimendo così la dipendenza del rate d'errore associato al blocco di dati trasmesso con i valori di SINR, e l'indice di codifica e modulazione (MCS) assegnato dall'allocatore di risorse. Inoltre, ci proponiamo di valutare l'impatto della trasmissione di Jumboframes in reti LTE, ovvero pacchetti la cui dimensione supera il massimo valore tradizionale di 1500 Bytes. Una valutazione comparativa viene eseguita relativamente a varie configurazioni di rete, in modo da mettere in luce specifiche limitazioni. In particolare, abbiamo potuto osservare una rapida saturazione del buffer di trasmissione legato alla trasmissione di maxi pacchetti attraverso link di bassa qualità. Abbiamo dunque proposto un'architettura di rete 'cross-layer' che ci permetta di prevenire tale esubero di risorse disponibili; si tratta di un approccio che rende possibile la regolazione della dimensione dei pacchetti a seconda della capacità istantanea del canale, nota attraverso procedure standard basate sulla conoscenza di predefinite sequenze pilota alle quali vengono associate valori di qualità (CQI). Nella ricerca applicata alle reti wireless è stato recentemente introdotto il concetto di condivisione delle risorse, visto come promettente approccio attraverso cui migliorare le prestazioni delle comunicazioni radio. Lo spettro radio è limitato, e il suo utilizzo risulta spesso inefficiente. Per questi motivi appare significativo proporre soluzioni nelle quali diversi operatori uniscano le proprie forze al fine di fornire accesso wireless a bande condivise piuttosto che proprietarie. Diversamente dalla semplicità concettuale di tale idea, l'analisi matematica che ne deriva può essere molto complessa. Per questo motivo proponiamo uno strumento atto a valutare le prestazioni delle tecniche di condivisone dello spettro nelle reti cellulari basate sulla tecnologia OFDMA, al cui interno è dunque possibile integrare, testare e valutare ogni politica di condivisione. D'altra parte, relativamente all'accesso a banda larga basato sulla contesa al mezzo, ci soffermiamo su un'importante problematica all'interno delle reti mobili ad hoc WiFi, ovvero l'intrinseca inefficienza del protocollo di trasporto universalmente riconosciuto come standard, il TCP. Quest'ultimo presenta ridotte prestazioni, principalmente legate alle politiche di controllo della congestione. Infatti il TCP è stato originariamente pensato per le reti cablate, dove le perdite di pacchetti indicano una congestione. Diversamente, gli eventi di perdita nelle reti wireless possono essere legati alle variazioni del canale radio, o alla contesa sul collegamento. Intendiamo dunque definire un'architettura 'cross-layer' sufficientemente snella e dinamica, basata sul paradigma delle reti cognitive. Questo framework include una fase di osservazione, i.e., un 'training set' all'interno del quale vengono collezionati svariati parametri di rete; una fase di apprendimento, in cui viene estratta l'informazione da utilizzare per il miglioramento delle prestazioni di rete; una fase di pianificazione, in cui vengono definite le strategie da utilizzare con le informazioni 'imparate'; infine, una fase di azione che rappresenta l'esecuzione 'online' di tali strategie all'interno della rete. La più recente frontiera per le infrastrutture di rete di prossima generazione si sviluppa intorno al concetto di reti eterogenee. Tuttavia, la presenza di una moltitudine di dispositivi diversi fra loro, in quanto a tecnologia e tecniche di accesso al mezzo, pone nuove sfide. Fra tutte, l'incremento dell'interferenza legato alla densificazione dei nodi e alla pianificazione autonoma. Proponiamo dunque un approccio atto a supportare il reindirizzamento del carico di rete dalle macro celle alle femto celle, attraverso una cooperazione fornita dagli utenti mobili in modalità 'idle', che operano a tutti gli effetti come nodi relay. In questo modo aumentiamo la probabilità che un utente connesso alla macro cella possa alternativamente connettersi ad una femto cella (procedura nota come offload). Abbiamo così definito un modello di ottimizzazione congiunto per l'allocazione delle risorse e la determinazione del collegamento stazione radio base - utente. Un ulteriore tema particolarmente importante riguarda il controllo per l'accettazione di nuovi utenti nel sistema. Tale modello deve garantire il mantenimento dei margini di qualità (QoS) associati ai nodi precedentemente connessi alla rete. A questo fine consideriamo diversi approcci per il calcolo della proiezione di capacità allocata in reti wireless basate sulla tecnologia OFDMA. Infine proponiamo la soluzione 'E-Diophantine' basata sulla teoria diofantina, di cui forniamo le basi matematiche, e mostriamo l'incremento delle prestazioni che ne risulta.
Molloy, Janice C. "Bridging Micro and Macro Human Resource Management through Human Capital Research." The Ohio State University, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=osu1211954969.
Full textSehi, Tamara Grullon. "Human resource professionals' perception of human resources' value to senior management." CSUSB ScholarWorks, 1997. https://scholarworks.lib.csusb.edu/etd-project/1486.
Full textLarsson, Erik, and Andreas Nylund. "Medarbetarskap och Human Resource Management i en Telekomkedja." Thesis, Karlstad University, Faculty of Economic Sciences, Communication and IT, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-1549.
Full textTvå begrepp som ofta diskuteras inom organisationsteori är Medarbetarskap och Human resource management. Personalen ses ofta som ett företags främsta resurs. Denna uppsats bygger på en kvantitativ undersökning bland personalen inom en Telekomkedja. Vårt syfte är att bringa klarhet i frågan om i vilken utsträckning det ”myndiga medarbetarskapet” existerar, hur olika strategiska åtgärder påverkar försäljningen, vad som påverkar medarbetarnas motivation samt hur deras lojalitet gentemot arbetsgivaren ser ut.
Undersökningen visar att personalen i Telekomkedjan trivs bra på sin arbetsplats. Det ”myndiga medarbetarskapet” existerar till stor del och personalen anser sig ha goda möjligheter att påverka. Vi har även lyckats hitta ett antal strategiska åtgärder som påverkar försäljningen positivt. Motivationsfaktorerna är främst beroende av sociala relationer och det har visat sig att relationer medarbetarna emellan är minst lika viktiga som relationen mellan medarbetaren och närmsta chefen. Medarbetarna uppger även att de har en stark lojalitet mot företaget ifråga både till den närmsta butiken där de arbetar, gentemot butikskedjan som helhet samt koncernen de tillhör.
Ornatowski, Gregory K. "The End of Japanese-Style Human Resource Management?" MIT-Japan Program, 1996. http://hdl.handle.net/1721.1/7575.
Full textRadzevičienė, Asta. "Internationalisation of higher education institutions: human resource management." Doctoral thesis, Lithuanian Academic Libraries Network (LABT), 2007. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2007~D_20070629.142139-24661.
Full textDarbe nagrinėjamos aukštojo mokslo institucijų veiklos internacionalizavimo tobulinimo problemos, prioritetizuojant žmonių išteklių vadybą. Analizuojama aukštojo mokslo institucijų internacionalizavimo samprata, subjektai ir veiksniai sąlygojantys internacionalizavimo plėtrą, bei kokybinius ir kiekybinius parametrus. Atliktų teorinių ir empirinių tyrimų rezultatai yra apibendrinami pateikiamoje aukštojo mokslo institucijų internacionalizavimo koncepcijoje, grįstoje aukštojo mokslo institucijų žmonių išteklių tarpkultūrinės kompetencijos formavimu. Darbe patiekiami sprendimai siūlomai koncepcijai realizuoti.
Denisova-Schmidt, Elena. "Human Resource Management in Russia: Some Unwritten Rules." Department für Fremdsprachliche Wirtschaftskommunikation, WU Vienna University of Economics and Business, 2011. http://epub.wu.ac.at/3153/1/08%2Ddenisova_endversion.pdf.
Full textSeries: WU Online Papers in International Business Communication / Series One: Intercultural Communication and Language Learning
Baddar, Al-Husan Faten. "French multinationals and human resource management in Jordan." Thesis, Middlesex University, 2004. http://eprints.mdx.ac.uk/7634/.
Full textGerard, Charles J. (Charles Joseph). "Dimensions of human resource management on commercial vessels." Thesis, Massachusetts Institute of Technology, 1994. http://hdl.handle.net/1721.1/35427.
Full textItakura, Hiroaki. "Human resource management of foreign companies in Japan." Thesis, Massachusetts Institute of Technology, 1996. http://hdl.handle.net/1721.1/10957.
Full textHoward, Tara. "High commitment human resource management and employee wellbeing." Master's thesis, University of Cape Town, 2013. http://hdl.handle.net/11427/6841.
Full textRoos, Johanna, and khazzar Sumaia El. "Användandet av digitala verktyg inom Human Resource Management." Thesis, Malmö universitet, Fakulteten för teknik och samhälle (TS), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-20060.
Full textThis study aims to investigate how digital tools support the HR department and affect thecommunication and interaction between HR managers and other employees within anorganization. To gather information in order to understand the employee's experience andopinions about how digital tools affect their work, have qualitative interviews been conducted. However, we have also focused on the relationship between HR managers and the rest of the organization's employees are affected by the new technology. With our research questions that include both the effects of the digital tools and how new technology changed the relationship and the interactions between HR managers and other employees. Did the results show that the digital tools facilitated the work of HR managers. Also, the communication between HR managers and other employees did not get affected negatively with the use of different digital and the interaction have changed but also gives new opportunities.
Barry, Shane Charles Francis. "Exploring the Human Resource Management Employee Performance Relationship." Thesis, Griffith University, 2009. http://hdl.handle.net/10072/366866.
Full textThesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Griffith Business School
Department of Management
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Bassett, G. D. "Human resource management competencies for health service managers." Thesis, Queensland University of Technology, 1996. https://eprints.qut.edu.au/226976/1/T%28BS%29%20122_Bassett_1996.pdf.
Full textPederiva, Lucia. "Studies on Human Resource Management Practices for Flexibility." Doctoral thesis, Università degli studi di Trento, 2021. http://hdl.handle.net/11572/321304.
Full textGeary, John. "Human resource management in practice : labour management in Irish electronics plants." Thesis, University of Oxford, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.316763.
Full textMansour, Hala Fawzy. "Human resource management reform and organisational effectiveness : perspectives of human resource professionals in UK Higher Education institutions." Thesis, Keele University, 2011. http://eprints.keele.ac.uk/1834/.
Full textEl-Farr, Hadi. "Aligning human resource management to knowledge management within the UK management consulting sector." Thesis, University of Leeds, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.578613.
Full textKuo, Li-Fang, and 郭麗芳. "Applying data warehouse and on-line analytic processing techniques on human resource management." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/50229450298370823662.
Full text國立中山大學
人力資源管理研究所
92
For being in this changed rapidly new economic era, network technology has brought significant reform for enterprise operational mode, human resource information system has developed with the advantage of information technology, and become a necessary manage instrument gradually, adopt systematic and statistical analyze mode, collocated to display with visional graphic table (such as analytic form or statistic sketch), let high-level and human resource chief be capable of scientific and specific policy assistant data. Data Warehouse is a new technology for data storage, within the data warehouse not only could compile data, even more proceed to decompose、merge and intersect in different range and layer, and then utilizing the function of On-Line Analytical Processing (OLAP) or Data Mining to obtain one step ahead of information, providing applicable message for policy maker. Therefore, in recent year, data warehouse has become the main data source of Decision Support System (DSS) gradually. This research attempts to establish a data warehouse fledgling model for human resource management, providing the basic requirement for rapidly inquire related statistic data for policy maker, and extract data from human manage information system data base, establish a related multiple dimension data model. And apply the technology of Data Warehouse and OLAP, via Internet, policy maker could depends on his requirement inquiring related statistic data elastically and rapidly, and enhance the quality and time effectiveness of decision. This research could establish the systematic benefits as below: Ⅰ.Provide convenience to inquire data: via mouse proceed dragging action, rapidly and time effectively let user operate conveniently in data inquiring procedure. Ⅱ.Multi-dimensional analyze data: owing to OLAP could support multi-dimensional inquire, and makes different intersect analyze and variation comparison, could let the manager make decision reference material more explicitly. Ⅲ.Obtain necessary information elastically: could depend on user’s requirement, arbitrarily change dimension, obtain necessary information, increase user’s inquiring elasticity. Ⅳ.Via network medium access: establishing the base system by web-base, via network and browser could forward to inquire, enhance the system’s mobility and convenience. Ⅴ.Function of data base examination: through OLAP statistic outcome, could reach examine database correctly and completely.
JUNEJA, BHAVNEESH. "UNDERSTANDING THE CHALLENGES AND ISSUES FACED BY THE START-UP COMPANIES IN THE NATIONAL CAPITAL REGION WITH RESPECT OT THEIR FINANCIAL AND HUMAN RESOURCE MANAGEMENT TECHNIQUES." Thesis, 2013. http://dspace.dtu.ac.in:8080/jspui/handle/repository/17399.
Full textMonteiro, Alfredo João. "Estratégias, processos e técnicas na área da gestão de recursos humanos." Master's thesis, 2018. http://hdl.handle.net/10400.2/7471.
Full textOver the last few years, Human Resource Management (HRM) has gained a more prevalent role in organizations, thus becoming a critical success factor in the quest to improve performance driven results. Thus, this report aims to present and describe the activities and tasks performed over the course of the internship in Human Resource Department of the Business Development Institute (BDI). The internship which serve as the basis for this report is part of the Masters in Business Administration Program of the Universidade Aberta (UAb). The relevance of this report relates to the study of the discipline known as human resources, which was developed under the main them: „‟Strategies, Procedures and Techniques in the Field of Human Resource Management‟‟. This report consists of four main chapters. This first chapter discusses the theoretical background, strategy, procedures and techniques of HR management. The second chapter addresses the practical paradigm, with a detailed presentation of the host organization, as well as the duties performed over the course of the internship period. The third chapter offers a critical analysis of the duties performed during the internship, thus establishing a link between the theoretical paradigm and the practical reality. The fourth and final chapter presents the final considerations with special regards to work related limitations and recomendations.