Dissertations / Theses: 'Human resource policies'

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Camelo, Rafael de Sousa. "Human resource policies in public education: empirical evidences for Brazil." reponame:Repositório Institucional do FGV, 2016. http://hdl.handle.net/10438/16572.

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This thesis brings three empirical exercises on human resources issues in Brazilian public schools, taking advantage of a large policy implemented in São Paulo state school system. This policy raises the wages for teachers working in poor urban schools and its assignment, based on an arbitrary cutoff on a socioeconomic index, allows the identification of causal impacts. In sum, the three papers point that allowances policies are able to, in fact, maintain teachers in disadvantaged schools and this effect, in turn, improves students’ academic performance. Besides, we also find that this policy also reduces teacher absenteeism. However, as a consequence of the policy design, there are no evidence that this allowance improves the profile of teachers allocated in those disadvantaged schools. The first paper evaluates the impacts of this policy on teacher turnover, students’ grades and teachers’ profile. We find that the wage compensation reduced the turnover rate by 7.2 percentage points, which means a drop of 15% over the pre-treatment average. In a reduced form model, we also find evidence that this policy can positively impact students’ performance. The second paper further analyzes the impacts on student learning, focusing on three possible mechanisms: i) the turnover itself; ii) the quality of teachers; iii) the wage increase. Estimates show that the only channel through which this compensatory policy affects students' performance is the reduction in teacher turnover. By reducing turnover rate in one standard deviation, the policy reduced the proportion of low performance students in about 50% of a standard deviation. The third paper evaluates how the wage differentiation created by this policy affects teacher absenteeism. Results show that, after controlling for teachers' and schools' fixed effects, paying a higher wage (on average a raise of 26%) causes a drop in teachers' absent days of 8-22%. Absences that do not lead to salary discount, like for medical leaves, don't respond to the wage differentiation and the impact is larger for teachers that receive a higher incentive.
Esta tese traz três exercícios empíricos sobre questões de recursos humanos em escolas públicas brasileiras, aproveitando-se de uma ampla política implantada na rede estadual de São Paulo. Esta política aumenta os salários para os professores que trabalham em escolas urbanas pobres e sua regra de alocação, baseada em um corte arbitrário em um índice socioeconômico, permite a identificação de impactos causais. Em resumo, os três artigos apontam que políticas de subsídios são capazes de, de fato, manter professores nas escolas mais pobres e este efeito, por sua vez, melhora o desempenho acadêmico dos alunos. Além disso, concluímos também que esta política também reduz o absenteísmo dos professores. No entanto, como consequência do desenho dessa política, não há evidências de que o subsídio melhora o perfil dos professores alocados nessas escolas. O primeiro artigo avalia os impactos dessa política sobre a rotatividade dos professores. Concluímos que a compensação salarial reduziu a taxa de rotatividade em 7,2 pontos percentuais, o que significa uma queda de 15% sobre a média pré-tratamento. Em um modelo em forma reduzida, encontramos também evidências de que esta política pode impactar positivamente o desempenho dos alunos. O segundo artigo analisa os impactos sobre a aprendizagem dos alunos, com foco em três possíveis mecanismos: i) a rotatividade; ii) a qualidade dos professores; iii) o aumento do salário. As estimativas mostram que o único canal através do qual esta política compensatória afeta o desempenho dos alunos é a redução da rotatividade dos professores. Ao reduzir taxa de volume de negócios em um desvio-padrão, a política reduziu a proporção de alunos de baixo desempenho em cerca de meio desvio-padrão. O terceiro artigo avalia como a diferenciação salarial criada por esta política afeta absenteísmo dos professores. Os resultados mostram que, após controlar efeitos fixos de professores e escolas, pagar um salário mais elevado (em média 26% a mais) provoca uma queda de 8-22% nas faltas dos professores. Ausências que não levam a desconto de salário, como por licenças médicas, não respondem à diferenciação salarial e o impacto é maior para os professores que recebem maior incentivo.

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Sayim, Kadire Zeynep. "Transferability of human resource policies and practices : American multinationals in Turkey." Thesis, De Montfort University, 2008. http://hdl.handle.net/2086/4104.

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This thesis aims to understand the influence of various institutional elements on the transfer of multinational corporations' human resource policies and practices to their international subsidiaries. Drawing upon comparative i.nstitutionalist theory, the thesis considers the host- and home-country national business systems at the macro level as the most significant impact factors on the formation and transfer ofthese policies. The thesis also aims to test the applicability of the national business systems approach in a distinctive 'hybrid transitional' business system, which is argued to be different from various typologies developed in the literature. To test 'dominance' effects, multinationals originating from one of the most powerful systems, the US, are studied. To investigate the influences ,I of other significant institutional elements at the industry and organisational levels on the substantive human resource management issues, a four-level analytical framework is developed.' At the empirical level, the thesis carries out qualitative case studies ofAmerican multinationals in the distinctive business environment ofTurkey mainly by using interviews. The cases are chosen according to theoretical sampling, and companies that exhibit features hypothesised to be important variables - sector, size, age, ownership structure, and unionisation - are investigated. Overall, the thesis argues that, firstly, the distinctiveness of 'hybrid transitional' business systems result from two elements. On the one hand such systems are characterised by a combination ofthe various institutional elements ofthe theoretical typologies, hence 'hybrid'. On the other hand, they are open to direct and significant influences of globalisation for institutional change from both internal and external organisations through 'trickle-down' and 'trickle-up' trajectories, thus 'transitional'. Such openness results not only from a permissive legal environment but also from the willingness of significant internal actors for change. Secondly, such 'hybrid transitional' business systems present both challenges and opportunities for the transfer of human resource policies and practices for multinationals. In the case ofTurkey, challenges stem mostly from labour market conditions, in terms of availability of skills and qualifications. The permissiveness and pro-business nature of the Turkish legal framework, and the weakness and cooperativeness of labour unions make it easier to transfer home-country policies. Large Turkish holding companies, although strong partners in international joint ventures, do not present major challenges. Local actors, including owners and professional managers of large Turkish companies with a positive attitude towards particularly American policies and practices, mean strong 'pull' effects are observed, in addition to 'push' effects of transnational and international institutions internally and externally.

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Saqib, Syed Imran. "Human capital resources, human resource management policies, and employee perceptions : an investigation of young professionals in the banking sector of Pakistan." Thesis, University of Manchester, 2018. https://www.research.manchester.ac.uk/portal/en/theses/human-capital-resources-human-resource-management-policies-and-employee-perceptions-an-investigation-of-young-professionals-in-the-banking-sector-of-pakistan(4961f666-91ae-4baf-a924-8dad3f811839).html.

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Situated within the human resource management and performance (HRM-P) link literature, this thesis explores the 'black box' of the mechanisms that link HRM practices and performance. By doing so, it sheds light on how and why HRM practices can lead to superior firm performance. Heeding calls for more nuanced and contextual work on understanding this link, this study uses qualitative responses from 79 industry experts, HR/senior managers, and young professionals, as well as artefacts and documents, to analyse the causal mechanisms that connect HRM policies, aimed at human capital resource (HCR) accumulation, to employee outcomes in five banking organizations in Pakistan. Using the strength of HR process conceptualization and the process model of HR, the thesis looks at the entire chain that connects intended, actual, and perceived HR policies to understand why HR managers' and young professionals' perceptions of both the content and the process of HR implementation varies, and how this is connected with the employee outcomes of turnover intentions and job satisfaction. The first set of findings reveals that there is considerable difference in how the quality of the content of HR systems is perceived from the point of view of young professionals in comparison with HR practitioners. Young professionals have strong negative perceptions of HR policies related to their long-term career development, which is explained in part by the incongruence and the lack of focus of HR on the goal of HCR accumulation. The second set of findings show that there are several processual factors that help to explain these varying perceptions, which dilute the implementation of HR practices. The analysis reveals that the competency of HR departments, the role of line managers, elements of the Pakistani culture, and the role of top management shape the quality of the HR system that is implemented. Connecting this to employee outcomes, the analysis reveals that the link between HR and performance is not straightforward; this helps to explain the moderate statistical effects noted in the extant HRM-P link research. Employee reactions are more related to their personal circumstances and other organizational factors rather than HR factors. The third set of findings expands the analysis to individual contexts of the five banks, further revealing that the mission of the organization, the presence of a strong HR leader, external economic factors, and the historical legacy of the organisation also shapes employee perceptions and, thus the effectiveness of HR policies and their implementation. The thesis makes a theoretical contribution to the HRM-P link literature by revealing that the competitive advantage that stems, in part, from the actions of HR departments derives from how well they navigate the various processual factors that can impede HR system implementation. It makes a methodological contribution by responding to calls for more in-depth qualitative research on the phenomenon, by using a specific segment of employees within the under-represented context of Pakistan. It makes a practical contribution by highlighting that many western prescriptions, such as talent management and bell curves, may be less effective if prevailing cultural constraints are not accounted for, especially in developing countries like Pakistan. Existing HRM-P link studies have not adequately considered these contextual and cultural factors in their analyses.

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Mohamed, Roslan. "Human Resource Management Policies and Practices : The Case of the Malaysian Civil Service." Thesis, University of Manchester, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.508510.

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Nitsche, Sabine. "Human resource management of multinational organisations operating in Europe : finding the proper balance between standardisation and differentiation of human resource policies and practices /." [S.l.] : [s.n.], 2003. http://aleph.unisg.ch/hsgscan/hm00089786.pdf.

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Miki, Megumi. "Human resource management policies and labour turnover : the case of Mitsubishi Motors Australia Ltd. /." Title page, table of contents and abstract only, 1993. http://web4.library.adelaide.edu.au/theses/09EC/09ecm6367.pdf.

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Shen, Jie. "International human resource management policies and practices : an integrative framework in the Chinese context." Thesis, Bucks New University, 2003. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.714449.

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Ng, Poh Chong Danny. "How do national employment policies influence Human Resource practices? A comparative study of the Integrated Resort and Hotel Industry in Macau and Singapore." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2018. https://ro.ecu.edu.au/theses/2105.

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Asia’s growth in prominence over the last decade is a phenomenon that has seen some governments and international financial institutions defining the twenty-first century as the Asian Century, in which Asia will be the focus of economic growth (Kohli, Sharma & Sood, 2011). The wealth in the major economies of Asia will see an increase in a dominant middle-income group, with strong spending power not only in terms of lifestyle domestically, but also internationally. This group’s quest for the finer things in life will transform the hospitality industry in countries such as Singapore and Macau: both are international metropolises with numerous five-star hotels and resorts. The subsequent expansion in the hospitality industry in these countries has resulted in a tight labour market whereby the respective governments introduced national policies with varying impact on the labour market. This research will investigate how these national policies are translated into Human Resources (HR) policies by HR managers; what the influencing factors in the translation process are; and the difference between the HR policies between Singapore and Macau. Before 2002, the then Sociedade de Turismo e Diversoes de Macau (STDM) (now Sociedade de Jogos de Macau) was the only organisation in Macau with a casino within its hotel. This changed when the Special Administrative Region (SAR) government liberalised the hospitality and gaming industry to enable the entry of other operators into the market, in the form of Integrated Resorts and Hotels (IR&H) with both gaming and non-gaming facilities. In 2005 Singapore passed legislation that allowed for the establishment of IR&H that encompass Meetings, Incentives, Conventions and Exhibitions (MICE) and a theme park. The relationship between the national employment policy, the constantly changing labour landscape and the political environment that impacts on the national regulatory policies requires HR personnel to keep abreast of the regulatory changes that could be translated into the HR practices of the IR&H. It is these various and varying factors as they relate to Macau and Singapore that will be examined in this study. The aim of this research, therefore, is to examine and compare the national employment policies of Macau and Singapore to determine how organisations translate these policies into their HR practice.

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Morgan, LaRoyce E. "The Impact of Work-Life Balance and Family-Friendly Human Resource Policies on Employees' Job Satisfaction." NSUWorks, 2005. http://nsuworks.nova.edu/hsbe_etd/78.

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Men and women are both faced with daily decisions that affect their families and their work. This paper will look at the overall satisfaction of employees as it relates to work &ndash life conflict. The concept has expanded as there are more responsibilities outside of the job setting that include volunteer commitments, personal development, home life and elder care. Since lifestyles have changed and there are significant pressures that all employees are facing, work &ndash life has become a significant benefit issue. Family &ndash friendly policies may help organizations to assist employees with balancing work and family. Conflict roles can spillover from the work domain to the family domain and from the family domain to the work domain. Time and technical connectivity are factors in work overload. Supporting employees could contribute to job satisfaction by offering alternative work schedules and family-friendly benefits. Organizations that offer flexible alternatives can engage employees and decrease job turnover.

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Al-Louzi, Musa Salameh. "Human Resource Policies in Jordan: An Exploratory Study of the Influence of Governmental Expenditures on Development." Thesis, University of North Texas, 1991. https://digital.library.unt.edu/ark:/67531/metadc332721/.

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This study was an assessment of governmental expenditures for human resource programs on economic and social development in Jordan from 1948 to 1988. An assessment was made of the impact of governmental expenditures for education, health, and welfare on the growth of the economy as measured by gross national product (GNP) and the quality of life as measured by the physical quality of life index (PQLI). The major purpose of the investigation was to provide policy makers with an alternative way of assessing the influence of governmental expenditures on development.

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Fu, Yu. "The impact of Chinese cultural values on human resource policies and practices within transnational corporations in China." Thesis, Heriot-Watt University, 2013. http://hdl.handle.net/10399/2697.

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This thesis focuses on key cross-cultural issues that transnational corporations (TNCs) face when formulating and implementing Human Resource (HR) policies and practices in their Chinese affiliates. The aim of this study is two-fold. The first is to investigate how employees perceive HR policies and practices that have been transferred from parent enterprises of TNCs, and the second is to explore the extent to which Chinese cultural values influence these HR policies and practices. These aims are addressed through an exploratory research design using in-depth qualitative interviews with seventy-six participants across twenty-one Western TNCs and two Chinese state-owned enterprises in China. By presenting the differences between the HR policies and practices with Western TNCs and Chinese companies, the distinctive Chinese cultural values can be interpreted against a more holistic background. This study contributes to international human resource management (IHRM) literature by empirically investigating the perceptions and views of both managerial and non-managerial employees on HR policies and practices within the participating companies. This study explores the contemporary Chinese cultural values and examines how these cultural values exert influence on the HR policies and practices. The findings of this study demonstrate a variation between global HR policies and practices of TNCs and their implementation at the local level. Moreover, the researcher finds that there are three national cultural values with Chinese characteristics which can affect HR policies and practices within TNCs in China; these are: guan-xi, valuing seniority, and the importance of the „human factor‟. It is indicated that Chinese cultural values are far more sophisticated than the ones conceptualised in previous literature, as these three cultural values appear to be interlinked and be embedded within the Chinese culture of collectivism. More importantly, the study shows that these deeply embedded cultural values can not be easily „ironed-out‟ by organisational culture and global HR policies and practices of TNCs. Therefore, it is argued that TNCs need to acknowledge cross-cultural differences and consider these Chinese cultural values when implementing their global HR policies and practices in China. Organisational and managerial commitment to such an approach would require conscious steps to be taken towards adopting a closely monitored HR implementation process and more inclusive HR policies and practices, rather than expecting Chinese employees to accept and adopt the global HR policies and practices which may be against their cultural values and norms.

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Ali, Ashique. "Human resource management practices and national culture : empirical evidence from Pakistan." Thesis, University of Bradford, 2010. http://hdl.handle.net/10454/5323.

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Abbah, Blessing. "Human Resource Policies in the Workplace: A Comparative Analysis on the Perception of Female African Immigrants and Female U.S. Born Workers." Thesis, University of Oregon, 2014. http://hdl.handle.net/1794/18316.

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A qualitative research design served to explore the effects of human resource policies in the workplace with narratives developed from a group of 15 women comprising African immigrants and their U.S counterparts in Oregon through analysis and interpretation of data from one-on-one interviews. The findings suggest that human resource policies in the workplace greatly impact women's work experiences. This study explored major factors such as pay difference, language and communication proficiency, cultural/religious differences, skill transferability and employment skill prejudice and discrimination and working conditions. Despite women's qualifications, competence and belief that equal skill mean equal opportunity, the strictures of human resource work policies makes it harder to excel in the workplace. Work experience and policies in Africa and America differ, and life circumstances of African women are distinctively different from those of their U.S counterparts. The analysis concludes with recommendations and implication for employers, managers, and human resource personnel.

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Rodrigues, Cremilde Maria Rebola. "Recursos humanos e gestão da qualidade: "estudos de caso" em instituições particulares de solidariedade social no Concelho de Estremoz." Master's thesis, Universidade de Évora, 2016. http://hdl.handle.net/10174/18735.

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Neste trabalho discute-se a relevância da performance nas Instituições de Solidariedade Social, com especial incidência a Gestão de Recursos Humanos, e a implementação da Gestão da Qualidade Total, na medida que se multiplicam as exigências em torno da eficiência, quantidade e qualidade dos serviços, e uma maior flexibilidade para assegurar a competitividade a nível nacional. A Gestão Estratégica de Recursos Humanos é a resposta possível e sustentada, de colocar os colaboradores no centro das Instituições, apelando à autonomia, criatividade, talento, estímulos, aspirações individuais e cooperativas, e considerar que são os colaboradores que fazem o sucesso das Instituições. Com este trabalho pretende-se chamar a atenção para a importância da GRH dentro das Instituições de Solidariedade Social, fazendo um diagnóstico da laboração na área de recursos humanos e propondo um plano de intervenção/reorganização destes mesmos serviços. Este trabalho de Dissertação segue a metodologia de três estudos de caso cuja recolha de dados foi realizada, tendo por base diversas fontes: análise documental, observação direta, questionário. Verificamos que as Instituições, objetos de estudo revelam poucos conhecimentos a nível da gestão de recursos humanos, e no que concerne à gestão da qualidade, duas das intuições não tem qualquer conhecimento, apenas a Cerciestemoz trabalha em prol da qualidade uma vez que é, uma Instituição já com vários certificados de qualidade. Face ao estudo empírico realizado constatamos que existe alguma dificuldade em prevalecer a gestão de recursos humanos e a gestão da qualidade, porque terão que estar inseridas as políticas de Gestão Recursos Humanos para que os colaboradores se sintam mais motivados e responsáveis pelas funções que desempenham, o que não é visível neste momento; ABSTRACT: This research discusses the relevance of performance in social solidarity institutions, with a focus on Human Resource Management, and the implementation of Total Quality Management, to the extent that multiply the requirements around efficiency, quantity and quality of services and greater flexibility to ensure competitiveness at national level. The Strategic Human Resource Management is possible and sustained response, placing employees at the center of the institutions, calling for autonomy, creativity, talent, stimuli, individual aspirations and cooperative skills, and consider that it is the employees that make the success of the institutions. This work is intended to draw attention to the importance of HRM in the institutions of social solidarity, making a diagnosis of laboring in the area of human resources and proposing an action plan / reorganization of these same services. This Master's work follows the methodology of three case studies in which data collection was carried out, based on several sources: document analysis, direct observation, questionnaire. We found that the institutions, objects of study reveal little knowledge in the management of human resources, and with regard to quality management, two of intuitions do not have any knowledge, only Cerciestemoz works for the quality since it is a institution already with several quality certificates. Given the empirical study found that there is some difficulty prevail human resource management and quality management, they will have to be inserted the policies of Human Resources Management for employees and feel more motivated and responsible for the functions they perform, the which is not visible at this time.

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Foster, Scott. "An investigation into organisational commitment to spirituality in the workplace." Thesis, Liverpool John Moores University, 2014. http://researchonline.ljmu.ac.uk/4362/.

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This study examined the emerging debate on spirituality in the workplace. As spirituality gains impetus, organisations have proactively accommodated the needs of their multi-ethnic and multi-faith workforce and have started integrating spirituality into their policies. The study sought to gauge the employees and managers’ perceptions of the importance of spirituality in the workplace. Spirituality represents a complex phenomenon that embraces an awareness of others, coupled with a sense of fulfilment and values, which add meaning to life. Overall, a lack of clear policy and acknowledgment regarding spirituality within organisations is apparent. The extant literature suggests that spirituality as a research topic suffers from fragmentation, dearth, and confusion which sometimes makes it difficult to propose a comprehensive theory. The complexity and ambiguity of spirituality as a concept means it is often confused with religious rituals. Spirituality is not the same as religion, although religion can be the focus of an individual’s spirituality or the way in which an individual’s spirituality is recognised and expressed. Both spirituality and religion can operate independently from each other. As a result, many scholars have realised the need for a more unified interpretation of the term spirituality. Adopting a predominantly positivist stance, two organisations in England were surveyed. Using a purpose-designed questionnaire, a return of 628 was achieved, with a reliability of 0.87 (Cronbach Alpha). Analysis was undertaken as a data set using independent variables which related to biographical factors, including a person’s faith and their organisation. This was supported by qualitative data using semi-structured interviews with senior management in both organisations. Findings and analysis highlighted that employees did not feel comfortable discussing spirituality; nor did they feel it was appropriate to practise spirituality within the workplace. In their perceptions of spirituality policies, both organisations proffered initiatives that, in the absence of a coherent policy, employees struggled to accommodate employee spiritual needs. Overall, the findings revealed that the limited policies or procedures that were in place often left the employees ambivalent as to whether the organisation had any genuine interest in their spiritual well-being. Since employee spirituality is under-researched, this study investigated the nature of workplace spirituality to benefit academic research through expanding the knowledge in this area, to produce a model of spirituality. The study findings will led to new knowledge on spirituality that can assist in the formulation of suitable strategies to enhance employee spiritual well-being. This study is pertinent in the current economic recession, whereby employees of different ethnic backgrounds may feel vulnerable, with the possibility of spirituality manifesting itself in the workplace as a source of conflict. To address the issue of potential spiritual conflict, organisations will need to build high-trust relationships in the workplace.

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Pinto, Carlos Alberto Castel-Branco Costa. "Gestão de recursos humanos numa empresa com responsabilidade social. O caso: Delta Cafés." Master's thesis, Universidade de Évora, 2011. http://hdl.handle.net/10174/15376.

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O trabalho final respeitante ao Mestrado em Gestão, especialização em Recursos Humanos, consistiu num relatório de estágio resultante de uma experiência profissional de 6 meses no Departamento de Recursos Humanos do Grupo Nabeiro – Delta Cafés. O tema abordado no relatório diz respeito à Responsabilidade Social Organizacional no plano interno. Por outro lado, o relatório de estágio apresenta as tarefas desempenhadas na área de Desenvolvimento de Recursos Humanos. Consistiu também numa análise/estudo das dimensões de Gestão de Recursos Humanos praticadas na empresa do Grupo, a Novadelta – Comércio e Indústria de Cafés, S.A. . Por último, houve um foco na sinalização de práticas de Responsabilidade Social nas dimensões da Gestão de Recursos Humanos da mesma empresa. O estudo realçou que além da responsabilidade social ao nível externo e com a comunidade, a Novadelta pratica uma Gestão de Recursos responsável e que considera o colaborador como recurso a preservar e desenvolver; ABSTRACT: The final paper relating to the Master in Management, specialization in Human Resources, consisted of a probation report resulting from a work experience of 6 months in the Department of Human Resources of Group Nabeiro - Delta Cafés. The issue raised in the report concerns the Organizational Social Responsibility in the internal. Moreover, the probation report presents the tasks undertaken in the area of Human Resource Development. Also consisted of an analysis/ study of the dimensions of Human Resource Management practiced in the company of the Group, Novadelta - Comércio e Indústria de Cafés, S.A. . Finally, there was a focus on signaling Social Responsibility practices in the dimensions of Human Resource Management from the same company. The study noted that in addition to social responsibility and externally with the community, the Novadelta to practice a responsible resource management that considers the employee as a resource to preserve and develop.

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Niza, Ricardo Miguel Ramalho Rosado Silvestre. "A gestão de recursos humanos numa empresa multinacional - Análise de políticas e práticas de RH." Master's thesis, Universidade de Évora, 2019. http://hdl.handle.net/10174/26696.

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O presente relatório surge do seguimento do estágio curricular no Mestrado de Gestão, com especialização em Recursos Humanos, na empresa multinacional TE Connectivity, sendo o seu objetivo o descrever pormenorizadamente as atividades e procedimentos efetuados no departamento de RH. Seguindo o plano proposto para o estágio curricular, ao longo dos 6 meses de duração, o relatório aborda a apresentação da organização, as suas políticas, as atividades desenvolvidas e as respetivas conclusões. As atividades desenvolvidas focamse no recrutamento, seleção, formação, desenvolvimento e avaliação de desempenho. De forma a desenvolver e adquirir competências na área de estudos pretendida em contexto real, o estagiário teve a oportunidade de participar nas atividades desenvolvidas pelo Departamento de Recursos Humanos da TE Connectivity; Abstract: “Human Resource Management at TE Connectivity – HR practices and policies” This report comes as the follow-up of the curricular internship in the Master Degree in Management, with specialization in Human Resources, at the TE Connectivity multinational company. The internship report objective is to describe in detail the activities and procedures performed in the HR department. Following the proposed curriculum plan for the 6-month internship, the report addresses the organization’s presentation, policies, activities and conclusions. The activities developed focus on recruitment, selection, training and development, performance evaluation. In order to develop and acquire skills in the intended field of study in real context, the intern had the opportunity to participate in the activities carried out by TE Connectivity’s Human Resource Department.

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Silva, Ana Isabel Valério. "Ética e gestão de remunerações e de benefícios." Master's thesis, Instituto Superior de Economia e Gestão, 2013. http://hdl.handle.net/10400.5/11206.

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Mestrado em Gestão de Recursos Humanos
O presente trabalho pretende apresentar um relatório de atividades desenvolvidas no decorrer do estágio curricular realizado na empresa Glinnt. Desenvolve-se ainda uma parte de analise subordinada ao tem a ética e gestão de remunerações e benefícios. Numa parte introdutória, referencia-se os fundamentos teóricos do tema,; a apresentação da instituição e do departamento onde estive durante o período de 3 (três) meses em que decorreu e numa última parte do relatório a descrição das atividades realizadas e que fazem parte do plano de estagio previamente elaborado.
This work intends to present a report of activities during the curricular internship in the company Glinnt. Still develops a part of analysis is subordinated to ethics and management of compensation and benefits. In an introductory part, reference is the theoretical foundations of the subject, the presentation of the institution and the department where I was during the period of three (3) months and held in the latter part of the report describing the activities and forming part of internship plan developed.

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Norbu, Tshewang. "The role of formal and informal HRM policies and practices in managing work and family conflict : the perspective of Bhutanese small and medium enterprises." Thesis, Queensland University of Technology, 2016. https://eprints.qut.edu.au/102040/4/Tshewang_Norbu_Thesis.pdf.

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In his thesis the impact of utilising formal and informal HRM policies and practices in managing work and family conflict in Bhutanese small and medium enterprises is examined through two studies. In study 1 employers and employees are interviewed to explore the current formal and informal HRM policies and practices that help employees to manage the balance between work and family demands. In study 2 an online survey is used to examine the link between employees’ utilisation of formal and informal HRM policies and practices and the conflict between work and family matters. The findings from Study 1 shows informal flexible working hours are important and study 2 findings indicate that using these informal HR practice significantly helps reduce conflict between work and family demands. The research extends our understanding of work and life balance and the HRM literature through unpacking the relationship between informal HRM practices in the context of an emerging economy.

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Monteiro, Amadeu Pires. "A metáfora informática na gestão de recursos humanos: custo versus investimento." Master's thesis, Universidade de Évora, 2012. http://hdl.handle.net/10174/15240.

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A gestão sustentou a ideia de sucessos através da vantagem tecnológica e do capital financeiro, hoje, a gestão pensa em novas fontes de vantagem competitiva e encontra na Gestão Estratégica de Recursos Humanos uma resposta possível e sustentada, se colocar as pessoas no centro da organização, apelando à autonomia, à criatividade, ao talento, a estímulos, a aspirações individuais e cooperativas, e considera que são as pessoas que fazem as grandes empresas. Este trabalho de dissertação segue a metodologia de um estudo de caso cuja recolha de dados foi realizada tendo por base diversas fontes: análise documental, observação directa, questionário e entrevista. Verificamos que a Empresa adopta a visão soft ao gerir os Recursos Humanos como activos valorizados e como fonte de vantagem competitiva. A realidade empresarial revela aspectos quantitativos e calculistas do modelo hard. A Gestão de Recursos Humanos evidencia um misto de práticas e políticas soft e hard que estrategicamente alinham as pessoas. As diversas práticas e políticas de gestão de Recursos Humanos alinham estrategicamente as pessoas com os objectivos organizacionais de forma a obter-se a melhor performance. Face ao estudo empírico realizado constatamos que existe alguma dificuldade em delimitar e verificar a prevalência dos dois modelos: soft numa lógica de investimento, e modelo hard numa lógica de custo. Observa-se a confluência dos dois modelos, prevalecendo mais um ou outro conforme as políticas de RH; ABSTRACT:The management supported the idea of success through technological advantage and financial capital. Today, the management thinks of new sources of competitive advantage lies in the Strategic Management of Human Resources and sustained a possible answer, if you put people at the center of the organization, calling for autonomy, creativity, talent, the stimuli, the individual aspirations and cooperative and sees the people who do large firms. The present dissertation follows the methodology of a case study and analysis of data, whose collection was done based on various sources: documentary analysis, direct observation, questionnaire and interview. We found that the Company adopts the soft view to Manage Human Resources as assets and valued as a source of competitive advantage. The business reality shows quantitative and calculating aspects of the model hard. The Human Resource Management practices and policies reflects a mix of soft and hard that strategically align people. The different practices and management of policies in Human Resources strategically align people with the aim of obtaining the best financial results. Therefore the empirical study accomplished, we found that there is a real difficulty of defining and verifying the prevalence of models: soft a logic of investment and model hard a logic of cost. Still we observe the confluence of two models, prevailing one more than another according to the RH’s policies.

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Pires, Tiago Alexandre Taniças. "O compromisso organizacional como o grande desafio da gestão estratégica de recursos humanos : O caso dos projectos de outsourcing da IBM Portugal." Master's thesis, Universidade de Évora, 2010. http://hdl.handle.net/10174/19233.

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Num contexto empresarial globalizado, a gestão de recursos humanos assume importância crescente. A valorização do capital humano e a preocupação com o compromisso e produtividade das pessoas revelam-se imperativos para a gestão de recursos humanos na contemporaneidade. As políticas e práticas de recursos humanos revelam-se a forma mais eficaz de comprometer as pessoas e, consequentemente, melhorar a performance organizacional. Este trabalho final de mestrado resultou de um estágio realizado num agrupamento complementar de empresa da IBM. Além das actividades desenvolvidas em contexto organizacional, efectuou-se urna descrição de todo o processo de gestão de recursos humanos e analisou-se a relação entre as políticas e práticas de recursos humanos e o compromisso organizacional, nas suas diferentes dimensões. Os resultados deste diagnóstico revelam que os colaboradores apresentam índices elevados de compromisso organizacional para com o ACE. Este compromisso materializa-se no alinhamento dos objectivos de negócio com os objectivos dos colaboradores. A principal causa destes índices elevados de compromisso são as políticas e práticas de recursos humanos. ABSTRACT: ln a globalized business environment, HRM assumes increasing importance. The human capital and concern for the commitment and productivity of people tum out to be imperative for the contemporary human resource management. Policies and practices of human resources prove to be the most effective way to engage people and thus improve organizational performance. This scientific work resulted from one stage held in a complementary group of the IBM Company. Besides the activities in organizations, took place a description of the whole process of resource management and examined the relationship of policies and practices in human resources with organizational commitment, in its various levels. The results of this diagnosis show that employees have high levels of organizational commitment towards the ACE. This commitment is materialized in the alignment of business goals with employee objectives. The main cause of these high levels of commitment are the policies and practices of human resources.

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Amante, Carla Maria Edite Alves. "Reinserção profissional de adultos: o papel dos estágios qualificação-emprego na reinserção profissional de adultos desempregados." Master's thesis, Escola Superior de Ciências Empresariais, 2012. http://hdl.handle.net/10400.26/6494.

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Dissertação de Mestrado em Gestão Estratégica de Recursos Humanos
A presente investigação tem como principal objetivo analisar a relação entre a reinserção profissional de adultos desempregados e a frequência de um estágio Qualificação-Emprego. Na análise, tenta-se compreender de que modo esta política pública de emprego, contribui para a reinserção profissional de adultos desempregados, considerando que se trata de uma política ativa de emprego que visa a qualificação profissional de adultos desempregados com mais de 35 anos de idade, quer pela via da formação profissional tradicional, quer pela via da formação em contexto real de trabalho. Assim, pretende-se com este estudo avaliar do ponto de vista dos destinatários/beneficiários da medida a adequação entre a formação realizada e as suas necessidades de qualificação efetivas, bem como das suas expectativas de empregabilidade, num contexto marcado pela inovação e pela volatilidade dos empregos. Do ponto de vista das entidades empregadoras, quais as mais-valias resultantes dessa participação e a relevância estratégica que a (re)qualificação profissional de adultos ativos trás às organizações em contextos de mudança profundos com o continuo desenvolvimento e progressão da sociedade do conhecimento. Para a prossecução deste objetivo, recorreu-se a um estudo de caso na área de abrangência do Centro de Emprego de Setúbal, analisaram-se os dados relativos ao programa de estágios Qualificação-Emprego nos concelhos de Palmela e Setúbal. Por último a análise de conteúdo e a triangulação das várias técnicas utilizadas na recolha de dados, permitiram tirar conclusões que poderão servir de ponto de partida a uma análise mais aprofundada, sobre esta problemática.
This research has as main objective to analyze the relationship between the reintegration of unemployed adults and the frequency of a stage-Employment Qualification. In the analysis, we try to understand how this public employment policy, contributes to the reintegration of unemployed adults, considering that it is an active employment policy aimed at the qualification of unemployed adults over 35 years old either via the traditional vocational training, either through training in a real work environment. Thus, the aim of this study was to evaluate the point of view of the recipients / beneficiaries of the measure the adequacy of the training undertaken and needs qualification effective as well as their expectations of employability, in a context marked by innovation and volatility jobs. From the point of view of employers, which the capital gains arising from such participation and the strategic importance that the (re) qualification for active adults back to organizations in changing contexts deep with the continued development and advancement of the knowledge society. To achieve this goal, we used a case study in the area covered by the Employment Centre de Setúbal, analyzed the data for the internship program Qualification-Employment in the municipalities of Palmela and Setúbal. Lastly content analysis and triangulation of the various techniques used in data collection, enabled conclusions that can serve as a starting point to further analysis on this issue.

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Rabelo, Jaqueline Cavalcanti dos Santos. "Práticas e políticas da gestão de recursos humanos nas instituições de ensino superior em Portugal." Master's thesis, Universidade de Évora, 2022. http://hdl.handle.net/10174/31783.

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Este trabalho visa identificar as políticas e práticas de Gestão de Recursos Humanos nas Instituições de Ensino Superior portuguesas. A pertinência do tema advém do papel estruturante das instituições para o seu desenvolvimento, implicando a necessidade de políticas adequadas e de práticas ajustadas às orientações estratégicas e às suas necessidades. Procura-se assim fazer uma caracterização das políticas e práticas, visando analisar como as mesmas são aplicadas/utilizadas pelas Instituições de Ensino Superior portuguesas, para compreender todo o processo interno as suas dimensões. Para o efeito, usa-se uma ferramenta de recolha de dados orientadas para as políticas e práticas aplicadas ao universo da Agência de Avaliação e Acreditação do Ensino Superior. Conclui-se que, o estudo está a favor da posição defendida pelo autor consultado na revisão bibliográfica, que Neves (2000), apresenta. “As 5 principais dimensões da Gestão de Recursos Humanos”; Abstract Human Resource Management Practices and Policies in Higher Education Institutions. This work aims to identify Human Resource Management policies and practices in Portuguese Higher Education Institutions. Their relevance of the theme comes from the structuring role of institutions for its development, implying the need for adequate policies and practices adjusted to strategic guidelines and their needs. The aim is thus to make a characterization of policies and practices, aiming to analyze how they are applied/used by Portuguese Higher Education Institutions, in order to understand the entire internal process and its dimensions. For this purpose, a data collection tool oriented towards the policies and practices applied to the universe of the Agency for Assessment and Accreditation of Higher Education is used. The conclusion of the study is that it is in favor of the position defended by the author consulted in the bibliographical review, which Neves (2000) presents. “The 5 main dimensions of Human Resource Management”.

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Shililifa, Wycliff. "An Exploratory Study on the Career Stages and the Career Development Needs of the Namibian Police." Thesis, University of the Western Cape, 2004. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_3408_1283516272.

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This exploratory study seeks to critically explore human resources development with regard to the career needs and stages of the Namibian Police (NAMPOL). Documents were perused on the issue of the current human resources development and its relevancy to the training and development within the Namibian Police. Questionnaires were completed by a representative sample of NAMPOL officials from different departments of the police. Interviews were also conducted with selected officials on training and development of personnel. Recommendations are given as a model for improving the Namibian Police human resources development system as an effective training and capacity building system for members of the police force to perform their tasks effectively.

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Al-Ghazali, Essa Mohammad. "Human resources policies and the welfare state administration in Kuwait." Thesis, University of Exeter, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.328513.

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Christiananta, Budiman. "Human resources development in Indonesia : policies and practices in East Javan manufacturing industry." Thesis, University of Edinburgh, 1986. http://hdl.handle.net/1842/18785.

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Mata, José Luís Martins da. "O impacto estratégico dos recursos humanos nos resultados de políticas públicas - o caso do setor público da educação na Região Autónoma da Madeira, no nível secundário." Doctoral thesis, Instituto Superior de Ciências Sociais e Políticas, 2020. http://hdl.handle.net/10400.5/19736.

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Tese de Doutoramento em Administração Pública, especialização em Administração e Políticas Públicas
Esta investigação considera que as organizações têm nos seus recursos humanos um meio indispensável para desenvolverem melhor a sua atividade. Por conseguinte, elaboramos um estudo no domínio da gestão estratégica de recursos humanos (Armstrong, 2008; Bilhim, 2006). É possível encontrar várias investigações acerca do impacto da gestão estratégica de recursos humanos sobre o desempenho organizacional. Mas não existem estudos específicos para o setor público da educação. A falta de literatura nesta área condicionou a nossa opção metodológica e a escolha recaiu no método qualitativo, conhecido por grounded theory. Mas, de acordo com os estudos que já foram desenvolvidos, também se compreende que o setor público é distinto do setor privado (Bilhim, 2000; Carvalho 2013). Assim, ao analisarmos estabelecimentos públicos de ensino secundário (restringidos ao grupo dos professores), apercebemo-nos que a noção de desempenho organizacional deveria ser vista como o resultado de políticas públicas de educação. Ambicionamos, com este estudo, compreender em profundidade, em contexto, e num determinado momento, um fenómeno social: a gestão dos professores nos estabelecimentos públicos de ensino. Por essa razão, envolvemos os vários parceiros que suportam o setor da educação: políticos; presidentes dos conselhos executivos escolares; professores; alunos e famílias; dirigentes sindicais dos professores e parceiros económicos. O decurso da investigação revelou a necessidade de integrarmos o quadro teórico 7-S da McKinsey, como suporte explicativo desta realidade. Também nos apercebemos das singularidades do meio onde os estabelecimentos de ensino estão inseridos, que não permitem uma análise unificada ou mimetizável das No decurso da nossa análise foi possível compreender que os melhores resultados de políticas públicas de educação surgem em consequência da gestão dos recursos humanos. Mas, para que tal se verifique, os professores têm de ser considerados num conjunto coerente e integrado com a organização. Entendemos ainda que o funcionamento das organizações está subjugado aos seus valores partilhados. A adequação docente/função e a avaliação estratégica dos professores evidenciaram-se como processos relevantes para promover melhores resultados no setor. Todavia, estes processos fazem parte de um conjunto maior, que deve ser apresentado com coerência. Conseguimos identificar neste estudo 25 categorias, fundamentadas pelo modelo teórico adotado e que organizamos em 7 agregados. Com o modelo proposto fornecemos um contributo teórico, já que apresentamos uma explicação sobre um fenómeno que ainda não tinha sido investigado. Pela natureza prática do modelo exposto, ambicionamos permitir aos gestores escolares uma visão mais abrangente das dimensões materiais e imateriais do sistema, que lhes possibilite uma gestão mais eficiente dos seus estabelecimentos de ensino. instituições. Portanto, acolhemos a teoria contingencial para estudar este fenómeno.
This research considers that organizations have in their human resources an indispensable mean to improve their activity. Therefore, we have developed a study on the strategic human resource management (Armstrong, 2008; Bilhim, 2006). It is possible to find several inquiries about the impact of the strategic human resource management on the organizational performance. However, there are no specific studies for the public educational sector. The lack of literature in this area conditioned our methodology and we chose the qualitative method, known as grounded theory. According to studies that have already been developed, it is also understood that the public sector is different from the private sector (Bilhim, 2000; Carvalho 2013). So, when we analyse the public establishments of secondary education in Portugal (strict to the group of teachers), we realize that the notion of organizational performance should be the result of public educational policies. The purpose of this study is to understand in depth a social phenomenon: the management of teachers in public schools. For this reason, we involved the various partners that withstand the education sector: politicians; chairmen of the executive school boards; teachers; students and families; union leaders and economic partners. The investigation revealed the need to include McKinsey's 7-S theoretical framework as an explanatory support of this reality. We also realized that the singularities of the environment, where the educational establishments are, do not allow a unified analysis of the institutions. Therefore, we accepted the contingency theory to study this phenomenon. During our analysis, it was possible to understand that the best results of public educational policies arise from the management of human resources. However, for this to happen, teachers need to be a coherent unit and involved with the institutions. We also believe that the smooth functioning of organizations is subdued to their shared values. The suitability teaching practice and the teacher’s strategic assessment became important processes to promote better results in the sector. However, these processes are part of a larger framework, which must be consistently presented. We were able to identify in this study 25 categories, based on the theoretical model adopted. They were organized in 7 sets. With the proposed model we provide a theoretical contribution, as we present an explanation for a phenomenon that had not yet been studied. By the practical nature of the adopted model, we aim to enable school managers a more comprehensive view of the material and intangible dimensions of the system, to allow them a more efficient management of their schools.
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Hunt, Anne. "State policies and the social construction of female domestic labour with particular reference to the care of pre-school children, 1918-1948." Thesis, University of Hull, 1987. http://hydra.hull.ac.uk/resources/hull:3102.

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Hur, Yongbeom. "ORGANIZATIONAL PERFORMANCE, TURNOVER, AND HUMAN RESOURCE MANAGEMENT: FOCUSING ON MUNICIPAL POLICE SERVICES." Lexington, Ky. : [University of Kentucky Libraries], 2007. http://lib.uky.edu/ETD/ukypaud2007d00576/ETD.pdf.

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Thesis (Ph. D.)--University of Kentucky, 2007.
Title from document title page (viewed on June 12, 2007). Document formatted into pages; contains: viii, 222 p. : ill. Includes abstract and vita. Includes bibliographical references (p. 205-219).

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Sharpe, Karen. "Red light, blue light : prostitutes, punters and the police in a northern city." Thesis, University of Hull, 1995. http://hydra.hull.ac.uk/resources/hull:3590.

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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.

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Mestrado em Gestão de Recursos Humanos
O 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.

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Paz, Gerso Lopes. "Unificação das Províncias Porto Alegre, São Paulo e Delegação do Chile na Rede La Salle [manuscrito]: uma análise dos seus impactos na gestão de recursos humanos." Universidade do Vale do Rio dos Sinos, 2016. http://www.repositorio.jesuita.org.br/handle/UNISINOS/5701.

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O estudo examina a gestão de recursos humanos a partir de uma análise dos impactos gerados a partir da unificação das Províncias Porto Alegre, São Paulo e Delegação do Chile. O objetivo da pesquisa foi descrever os impactos do processo de mudança a partir da unificação das Províncias Porto Alegre, São Paulo e Chile, hoje chamada Província La Salle Brasil-Chile, na gestão de recursos humanos das Escolas da Rede La Salle de Esteio, Canoas e Sapucaia. O plano metodológico adotado envolveu um estudo de caso e a pesquisa qualitativa amparada por objetivo de natureza descritiva, sendo que também utilizou-se de uma investigação quantitativa, que teve a função de melhor compreender a percepção de professores e funcionários da instituição, sendo que foram investigados 27 professores e colaboradores. Na parte qualitativa foram entrevistados três diretores de Escolas. Os resultados quantitativos da pesquisa evidenciaram que do total investigado, em torno de 70,00% dos entrevistados concordaram com as afirmações apresentadas no instrumento de pesquisa questionário. No entanto, não se pode desprezar o fato de que outros 30,00% dos entrevistados discordam, discordam totalmente ou desconhecem as ações afirmadas no citado instrumento de pesquisa, fato esse que revela um desalinhamento dessa parte dos investigados em relação às ações implementadas pela Rede La Salle. As conclusões obtidas no estudo mostraram que alguns impactos foram provocados na gestão dos recursos humanos das quatro Escolas investigadas da Rede La Salle dos municípios de Esteio, Canoas e Sapucaia do Sul do Estado do Rio Grande do Sul. Releva destacar que esses impactos foram provocados nessas Escolas, particularmente, a partir do processo de unificação das Províncias Porto Alegre, São Paulo e delegação do Chile, hoje chamada Província La Salle Brasil-Chile. Os principais impactos percebidos foram a formação integradora proporcionada pelo Plano de Formação do Educador Lassalista, comunicação considerada de média a alta, a participação dos funcionários no processo decisório, melhoria significativa na clareza das informações repassadas, a consolidação da imagem visual da Rede La Salle.
The study examines the human resource management from an analysis of the impacts from the unification of the Provinces Porto Alegre, São Paulo and the delegation of Chile. The objective of the research was to describe the impact of the change process from the unification of the Provinces Porto Alegre, São Paulo and Chile, now called Province La Salle Brazil-Chile, the human resources management of the Network of Schools La Salle Esteio, Canoas and Sapucaia. The methodological plan adopted involved a case study and qualitative research supported by objective descriptive in nature, and also used a quantitative research, which had the best function to understand the perception of teachers and staff of the institution, and were investigated 27 teachers and employees. In the qualitative part they were interviewed three schools directors. The quantitative results of the survey showed that the total investigated, around 70.00% of respondents agreed with the statements presented in the questionnaire survey instrument. However, one can not disregard the fact that the other 30.00% of respondents disagree, strongly disagree or are unaware of the actions stated in the said survey instrument, a fact that reveals a misalignment that part of the investigation in relation to the actions implemented by the Network La Salle. The findings from the study showed that some impacts were caused in the management of human resources of the four schools investigated Network La Salle in the municipalities of Esteio, Canoas and Sapucaia South of the Rio Grande do Sul State. Stresses noting that these impacts were caused these schools, particularly from the process of unification of the Provinces Porto Alegre, São Paulo and delegation of Chile, today called Province La Salle Brazil-Chile. The main perceived impacts were the integrative training provided by the Training Plan of Lasallian educator, considered medium to high communication, employee participation in decision-making, significant improvement in the clarity of the transferred information, the consolidation of the visual image of the Network La Salle.

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Guimarães, José Mauro Carrilho. "A problemática da manutenção predial e de equipamentos em estabelecimentos de saúde pública do município do Rio de Janeiro." EPSJV, 2012. https://www.arca.fiocruz.br/handle/icict/8811.

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Fundação Oswaldo Cruz. Escola Politécnica de Saúde Joaquim Venâncio. Programa de Pós-Graduação em Educação Profissional em Saúde.
A gerência e manutenção da infraestrutura física dos estabelecimentos assistenciais de saúde da rede pública apresenta sérias insuficiências, pois, entre outras razões, nem sempre as etapas básicas do processo de desenvolvimento gerencial são articuladas entre o planejamento, o projeto, a execução e a manutenção. É inquestionável a dificuldade que as gerências dos serviços de saúde do país enfrentam para identificar e conduzir processos sistemáticos de planejamento, administração e avaliação do desenvolvimento da infraestrutura dos serviços de saúde, processos estes entendidos, enquanto a conjugação de recursos humanos, físicos e tecnológicos utilizando critérios de racionalidade e confiabilidade na análise da situação e na tomada de decisões. Neste trabalho, analiso as ações adotadas pelas ditas políticas públicas de saúde na área da Manutenção Hospitalar no âmbito da Administração Pública no Município do Rio de Janeiro a partir de minha trajetória profissional com atribuições na área em questão. A despeito de algumas intervenções, a situação ainda é muito preocupante, pois a carência de recursos humanos habilitados para a gerência e manutenção desse arsenal tecnológico, envolvendo edificações e equipamentos hospitalares, aliados à prática da terceirização dos serviços, muitas das vezes com custos exorbitantes e sem acompanhamento de controle de qualidade dos mesmos, torna a rede prestadora de serviço de saúde desigual, com desperdícios de recursos financeiros e em muitos casos negligenciando o gerenciamento e gestão do ambiente hospitalar. A formação técnica por itinerário no SUS representa uma importantíssima conquista da área institucional da saúde junto à da educação, porque permite a qualificação e a habilitação de quadros de serviços, aceitando a existência de um conhecimento tácito – e imprescindível –, provenientes da experiência acumulada no exercício ocupacional. Essa modalidade educacional, ainda, inclui todos os trabalhadores no processo de formação, uma vez que as etapas/módulos/percursos da formação não são excludentes, mas complementares, e estão organizadas sob o foco da complexidade das competências do perfil profissional e não da divisão técnica do trabalho. A precaução e detecção precoce de falhas ou defeitos evitam interrupções e interdições desnecessárias, mobilizam e dispêndios desnecessários. A manutenção se relaciona intimamente à eficiência operacional, tanto mais quanto mais vulnerável for o equipamento, a instalação ou o procedimento. Sabendo-se que não existe nenhum outro entorno, equipamento, máquina, aparelho ou instalação que não requeira certo grau de manutenção ou não esteja sujeito à fadiga ou a limitação da vida útil, donde a importância de uma manutenção programada, sistemática, efetiva, responsável e vigilante. Certamente isso representa um investimento dispendioso, mas, sem dúvida, retorna altos dividendos materiais e humanos. Em realidade, Humanização, Manutenção, Segurança, Prevenção de Incêndio, de invasão, de Infecção hospitalar e outros riscos previsíveis deve ser objeto de preocupação e planejamento desde a fase de concepção da futura instituição. Com parcos recursos, como os dedicados e aplicados ao sistema público de saúde, dificilmente se construirá um Sistema Único de Saúde efetivo em nosso país cuja situação exige atenção urgente.
The management and maintenance of physical infrastructure of health care facilities from the public has been deficient because, among other reasons, not always the basic steps of the process of management development are articulated between the planning, design, implementation and maintenance. Unquestionably the difficulty that managers of health services facing the country to identify and conduct systematic processes for planning, administration and evaluation of infrastructure development of health services, these processes understood as a combination of human, physical and technological criteria usingrationality and reliability in the situation analysis and decision making. In this paper, I analyze the actions taken by said public health policies in the area of Hospital Maintenance in Public Administration in the municipality of Rio de Janeiro from my professional career with assignments in the area in question. Despite some interventions, the situation is very worrying, because the lack of qualified human resources for management and maintenance of technological arsenal, hospital buildings and equipment involved, along with the practice of outsourcing of services, often with exorbitant costs and without accompanying quality control of the same, makes the network provider of health service uneven, with waste of financial resources and in many cases neglecting the management and administration of the hospital environment. Technical training for the SUS route represents an important achievement of the institutional area of health in the education, because it allows the characterization and qualification of staff services, accepting the existence of tacit knowledge – and essential – from the experience accumulated in the exercise occupational. This type of education also includes all workers in the training process, since the steps/modules/courses of training are not mutually exclusive, but complementary, and are organized under the focus of the complexity of the skills of the professional profile and not the division work technique. Precaution and early detection of flaws or defects avoid unnecessary disruption and interdiction, mobilize and unnecessary expenditures. The maintenance is closely related to operational efficiency, especially as most vulnerable for the equipment, installation or procedure. Knowing that there is no other environment, equipment, machine, apparatus or facility that does not require a degree of maintenance or is not subject to fatigue or limitation of life, hence the importance of scheduled maintenance, systematic, effective, responsible and vigilant. Certainly represents expensive investment, but undoubtedly high dividend returns and manpower. In fact, Humanization, Maintenance, Safety, Fire Prevention, invasion of infection and other hospital should be the object of concern and planning from the design phase of the future institution. With scarce resources, as the devoted and applied to the public health system, it is difficult to build an effective National Health System in our country where the situation requires urgent attention.

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Lewis, Robin A. "The politics of sustainabiilty: A case study of forestry policies in Peninsular Malaysia." Miami University / OhioLINK, 2006. http://rave.ohiolink.edu/etdc/view?acc_num=miami1143658171.

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Walker, Alan. "Effects of Three Organizational Policies on Individuals’ Attitudes About Drug Testing." TopSCHOLAR®, 1990. http://digitalcommons.wku.edu/theses/1849.

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The consensus of recent literature appears to be that drug testing is both legal and valid. However, a testing program can meet legal and technical criteria and still fail to meet organizational objectives because one vital component has been left out – employees’ attitudes. The present study uses data from 148 college juniors and seniors to assess the effects of three hypothetical drug testing policies: (a) consequences of detected drug use (termination vs. rehabilitation), (b) timing of the program (expected interval vs. random interval vs. reasonable cause), and (c) business purpose (weak vs. strong) on attitudes toward drug testing. It was hypothesized that attitudes would be most favorable when testing was for reasonable cause, with a strong business purpose, and detected use resulted in required rehabilitation. Results revealed a significant interaction between business purpose and consequence implying that organizations may reduce negative reactions to drug testing by first having a clear need for drug testing (e.g. in response to an increasing accident rate) and seeking to rehabilitate employees who are detected of using drugs rather than simply terminating them.

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Paixão, Claudiane Reis da. "Gestão estratégica de pessoas e carreira profissional: estudo de caso." Universidade Nove de Julho, 2015. http://bibliotecadigital.uninove.br/handle/tede/1413.

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This thesis analyzed the strategic management and people and a career in an organization that excels in managing people, according to Aon Hewitt Ranking – published annually in the magazine's best in people management. The selected to compose this research organization was COPAGAZ – with the only presence in the yearbook since its first edition in 2003. The purpose of the thesis turned identify the alignment between the two constructs – Strategic people management and management of career – through the comparison between the perception of the professional area of people management and executive management of the organization regarding policies and human resource practices adopted in the organization. The study was designed based on the phenomenological and hermeneutical method and under the approach of qualitative research, exploratory in nature. The strategy adopted was the case study and one for the data collection contemplated are three sources of evidence: (a) semi-structured interviews with the supervisor of human resources and executive management of the organization; (b) the check list - filled with both - relevant to the constructs under consideration; (c) triangulation for data analysis was completed with the other two instruments. Documentary research - represented by the reports provided by the organization - as well as the editions of the referenced directory, included in the period 2003-2013. Observations made in facilities of the organization completed the data collection. All were analyzed for content, comprising the three analysis categories and sub-categories, all related to the topics. The analysis and discussion of the results showed the congruence of theoretical and empirical data as well as the assumptions and theoretical models announced in formatting the thesis, for each of the constructs: the model of vision transformed (strategic management of people); the model of subjective and Proteins careers (career management) and model of system administration career (the interaction between strategic people management and career management). The research question was answered by the evidence of policies and practices related to human resources management career held at Copagaz organization, thanks to a positioning of human resources, in line with the strategic management and therefore considered as strategic people management. The organization does not yet have a formal program aimed at managing career, but the structure of Copagaz – in particular their beliefs and organizational philosophy – enable them to develop policies aimed at professional development, such as subsidies for scholarships that promote involvement and engagement on the objectives and results of the organization. So says the alignment between the constructs analyzed in this thesis as perceived by the professionals interviewed. In this work suggest if new studies and research about the career, since professional activities represent one of the fields of human achievement. Organizations that excel in managing people demand sustainable management related to the management of people and aligned to career advancement, and professional development for development with mutual gains for individuals and organizations.
Esta tese analisou a gestão estratégica de pessoas e a carreira profissional, em uma organização que se destaca no gerenciamento de pessoas, segundo o Ranking Aon Hewitt, publicado anualmente na revista As melhores em gestão de pessoas. A organização selecionada para compor esta pesquisa foi a organização COPAGAZ, a única com presença no anuário desde a sua primeira edição, em 2003. O propósito da tese buscou identificar o alinhamento entre os dois constructos – a gestão estratégica de pessoas e a gestão da carreira profissional – por meio da comparação entre a percepção do profissional da área de gestão de pessoas e do gestor executivo da organização, em relação às políticas e práticas de recursos humanos, adotadas na organização. O estudo foi delineado com base no método indutivo, com abordagem qualitativa e natureza exploratória. A estratégia adotada foi o estudo de caso único. Para a coleta de dados, foram adotadas as seguintes fontes de evidência: (a) entrevistas semiestruturadas; (b) pesquisas documentais – representadas pelos relatórios disponibilizados pela organização –, bem como pelas edições do anuário referido, compreendidas no período de 2003 a 2014; (c) observações realizadas nas instalações da organização; (d) check lists elaborados com base nos constructos da teoria utilizada. Assim, estes quatro elementos de fontes de informação permitiram assegurar o que se denomina de “triangulação”. Estes dados primários foram quanto ao conteúdo, compreendendo três categorias de análise e respectivas subcategorias, todas relacionadas aos temas pesquisados. A análise e discussão dos resultados evidenciaram a congruência dos dados teóricos e os coletados no campo de pesquisa, bem como dos pressupostos e dos modelos teóricos anunciados na fundamentação da tese: o modelo da visão transformada, (gestão estratégica de pessoas); o modelo das carreiras subjetivas e proteanas (gestão da carreira profissional) e o modelo do sistema de administração da carreira (a interação entre a gestão estratégica de pessoas e a gestão da carreira profissional). A questão de pesquisa foi respondida por meio da evidência das políticas e das práticas de recursos humanos relacionadas à gestão da carreira realizadas na organização COPAGAZ, graças ao posicionamento da área de recursos humanos, em linha com a gestão estratégica empresarial e, por isso, considerada como gestão estratégica de pessoas. A organização ainda não possui um programa formal voltado à gestão da carreira profissional, mas sua estrutura, em especial, suas crenças e a sua filosofia organizacional, voltada ao trabalho com significado os capacitam a desenvolver políticas voltadas ao desenvolvimento profissional a exemplo dos subsídios para as bolsas de estudo que promovem envolvimento e engajamento quanto aos objetivos e resultados da organização. Assim, afirma-se o alinhamento entre os constructos analisados, nesta tese, segundo a percepção dos profissionais entrevistados. Neste trabalho sugerem-se novos estudos e pesquisas acerca da carreira profissional, uma vez que as atividades profissionais representam um dos campos da realização humana. Organizações que se destacam no gerenciamento de pessoas demandam uma administração sustentável ligada à gestão de pessoas e alinhada à carreira profissional, para o desenvolvimento e a evolução profissional, com ganhos mútuos para indivíduos e organizações.

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Ghufli, Ali-Hamad Badi. "Training needs analysis : an empirical study of the Abu Dhabi police." Thesis, Brunel University, 2014. http://bura.brunel.ac.uk/handle/2438/9207.

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Training Needs Analysis (TNA) is often considered the most important step among the stages in the training cycle and, therefore, should precede any training intervention. However, in spite of the importance of TNA, the literature contains little empirical work on the topic. This study investigates the current practice of TNA within the Abu Dhabi Police (ADP), in order to identify the different barriers to its effective implementation, and to develop a suitable framework that can not only be applied to the Abu Dhabi Police, but also has wide applicability to other public sector organisations. Four areas are examined, these being: current practices of TNA, training decisions, effectiveness of TNA, and the barriers to its implementation. The study adopts a phenomenological approach, using inductive qualitative data in the main. The research population is categorised into three groups: a) policy-makers, top management, and academics, b) trainers, and c) trainees. In total, 51 individuals from the ADP are interviewed. The results show that TNA in the ADP is generally conducted formally on a regular basis. To a certain extent, all the methods are in use by the ADP in identifying its training needs, and the overall perceptions of the respondents regarding TNA practices are high. However, the study has identified some barriers to the implementation of effective TNA practices in the ADP. It is to be noted here that lack of expertise of the trainers; nepotism, kinship and personal relations between the supervisors and the employees, disrupt the training selection process in the ADP. Based on the findings this study has suggested some recommendations. This study hopes to contribute to, and extend, the body of knowledge on TNA by developing a novel, holistic conceptual framework, which provides general guidelines for TNA practitioners in the public sector of the UAE to ensure the successful and effective implementation of TNA. Additionally, it will contribute to the body of knowledge of TNA in the Middle East generally, and TNA in the Middle Eastern public sector, being the first exploratory empirical study conducted in the United Arab Emirates (UAE) as far as the author believes.

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Axelsson, Martin. "HR-medarbetares upplevelser kring spelprevention och policyimplementering på arbetsplatsen." Thesis, Stockholms universitet, Psykologiska institutionen, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-154516.

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Skadligt bruk är ett brett begrepp som omfattar många olika former av bruk, till exempel av alkohol, droger eller spel om pengar vilket kan påverka arbetsprestationen negativt hos en arbetstagare. På uppdrag av Folkhälsomyndigheten ville man värdera verkningsgraden av genomförda utbildningsinsatser kopplat till problematiskt spelande. Syftet med den här studien är att kvalitativt utvärdera upplevelser av genomförda utbildningsinsatser som organisationen Alna genomfört kring skadligt bruk med fokus på spelproblem. Tematisk analys användes och datainsamling skedde genom semistrukturerade intervjuer med tio HR-medarbetare, vars fem organisationer ingick i utbildningsprojektet Spel och spelförebyggande insatser för arbetslivet. Resultatet visar att Alnas metoder och verktyg upplevs som effektiva och värdefulla av undersökningsdeltagarna. Vissa hinder för effektiv implementering av uppdaterade policys och riktlinjer identifierades och dessa kunde bestå av tidsbrist, underbemanning eller eftersatt prioritering av spelfrågan. Vidare framgår det att Alnas utbildningsinsatser främjat utformandet av policys och riktlinjer kring skadligt bruk med fokus på spel och spelproblem i organisationerna.
The complex concept regarding harmful use of different nature, could be related to the use of alcohol, drugs or gambling. Such activities could affect the efficiency and productivity of an employee in a workplace environment in a negative way. At the request of the Public Health Agency of Sweden, a group of scientist was given the task to evaluate a project regarding education concerning problematic gambling. The purpose of the current study is to evaluate a project regarding education concerning gambling and gambling prevention, and was carried out by the organization Alna. Thematic analysis was used and collection of data was done with semi structured interviews, with ten HR-employees whose five organisations was included in the project Gambling and gambling preventive efforts directed towards the labour market. The results show that the methods and tools used by Alna is perceived as efficient and valuable by the participants. Some obstacles which works against efficient implementation of updated policies and guidelines were identified and these could consist of time constraints, under staffing or subordinated priority of the gambling issue per se. Furthermore it seems that the education project regarding gambling prevention performed by Alna has contributed to the development of policies and guidelines regarding harmful use of different kinds with focus on the gambling issue.
Utvärdering av projektet Spelförebyggande Insatser för Arbetslivet – Praktisk Tillämpning och utvärdering.

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Quintanilla, Alboreca Javier. "The configuration of human resources management policies and practices in multinational subsidiaries : the case of European retail banks in Spain." Thesis, University of Warwick, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.322683.

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Galiano, Helena Isabel Costa. "O papel do estado na educação: fatores de sucesso e insucesso escolar no programa integrado de educação e formação no agrupamento de escolas de Alcabideche." Master's thesis, Instituto Superior de Ciências Sociais e Políticas, 2012. http://hdl.handle.net/10400.5/4369.

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Dissertação de Mestrado em Administração Pública na especialização em Administração da Educação
O Programa Integrado de Educação e Formação (PIEF) é uma medida educativa que atua de forma transversal em três vertentes: educação, formação e reinserção social, possibilitando a (re) integração social e escolar de jovens e a consequente igualdade de oportunidades. Tratase de uma estrutura organizacional inovadora, onde os valores como a colaboração e a participação de toda a equipa de trabalho técnico-pedagógica são contributos para uma organização que funciona em rede através do estabelecimento de parcerias. Propomo-nos, neste trabalho, realizar um estudo de caso de um PIEF, na região de Cascais, através da análise do seu funcionamento, divulgando o contributo deste programa para o combate de fenómenos como o abandono escolar e o consequente trabalho infantil. Na primeira parte, fazemos menção ao papel do Estado na educação através de políticas educativas de combate à exclusão escolar, à Teorias do Capital Humano como forma de investimento no potencial humano e descrevemos a organização PIEF e a metodologia utilizada. Na segunda parte, procedemos à análise e interpretação dos dados recolhidos através de entrevistas e questionários, tendo em vista a resposta às perguntas inicialmente formuladas. Como consequência do nosso trabalho, registamos as conclusões finais sobre o nosso estudo e tecemos algumas recomendações que julgamos pertinentes.
The PIEF (Comprehensive Programme of Education and Formation) it’s an educational programme that unfolds into aspects of education, formation and also as a social policy since it enhances the (re)integration of teenagers and youngsters in the pursuit of equal opportunities. PIEF’s structure is innovative and the values of cooperation and participation underlie the whole work of the technical and pedagogic teaching team and constitute a major contribution to an organization that works through established partnerships. We intend, with this work, to analyse a case study of a PIEF group in Cascais area, considering its functioning and its success in preventing school’s drop out and child labor. In the first part we will mention both the government’s educational policies against exclusion at school and the human capital theories as a mean to invest in human potential. We will describe the PIEF’s organizational structures and methodology. In the second part, we will analyse interviews and questionnaires in order to answer to the formulated questions. Conclusions will be drawn and some recommendations will be presented.

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Palatová, Radka. "Návrh změn konceptu personálního řízení ve státní správě." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2018. http://www.nusl.cz/ntk/nusl-377618.

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This master thesis analyzes the way of human resources management in a public service, specifically at the Police of the Czech republic. Specifies area of the human resource management with a focus on selected parts and compares the theoretical knowledge with reality. It contains design measures that will lead to the improvement of the human resources management and thus the successful development of the organization.

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Onder, Seref G. "A distinctive organizational control practice: Geographic personnel rotation." Diss., Virginia Tech, 2015. http://hdl.handle.net/10919/54547.

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Organizational control is a fundamental process which ensures organizations achieve their goals. The importance and difficulty increase when the organization is a law enforcement agency. Control within an organization can be implemented in several different ways. Regular rotations and transfers of personnel is one of the control mechanisms employed by organizations to direct, motivate and encourage employees to adhere to organizational standards and objectives. The Turkish National Police (TNP) rotates and transfers police officers geographically while providing security services throughout the country. Geographic personnel rotation (GPR) is a human resource management policy of the TNP which bans home city deployment and obligates officers to transfer regularly for various deployment periods and in differing regions. The research examines geographic personnel rotation policy as an organizational control mechanism. To help better understand GPR's impact on control, the study examined data collected from interviews with human resource managers and police chiefs who implement the policy, from participant observation, and from documents and archival records. GPR is a distinct control mechanism the TNP employs to maximize personnel performance and minimize police deviance. More significantly, GPR allows the TNP to reward and punish employees depending on their performance, as well as detect and reduce deviation from organizational norms. GPR also affects the formation of police identity, which may increase or decrease commitment to the organization based on the perceived fairness of the practice.
Ph. D.

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Veeran, Peter. "The impact of globalisation on human resources management policies and procedures in the South African public service: a study of selected national government departments." Cape Peninsula University of Technology, 2012. http://hdl.handle.net/20.500.11838/1681.

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Globalisation has a significant impact on human resources management policies and procedures in the public service. The driving forces of globalisation have affected human resources management in a variety of ways, for example, the impact of technology demands different skills and competencies from public officials. Globalisation is defined as “the process whereby the world’s people become increasingly interconnected in all facets of their lives, culturally, economically, politically, technologically and environmentally” (Streeten, 2001:169). Kirkbride (2001:14) states that globalisation is the integration of business activities across geographical and organisation boundaries. It is the freedom to conceive, design, produce, buy, distribute and sell products and services in a manner which offers maximum benefit to the organisation without regard to the consequences for individual geographical location or organisational units. This research examines the impact of globalisation on human resources management policies and procedures in the South African public service. The main problem is that the current training and development in the South African public service do not take due cognisance of globalisation to equip public officials to interact internationally effectively and efficiently. An inability exists to adapt to the changing strategic public human resources management needs from an international perspective. The problem of lack of knowledge and understanding by public officials of globalisation results in an inability to manage and execute international human resources management trends. There is a needed skill for achieving, maintaining, enhancing and implementing cutting-edge human resources management theories and practices for globally competitive human resources management. Usually, employees are not expected to work at tasks for which they received no training. In this context, it is necessary to note that with limited training public 7 officials are often placed in positions of having to muddle through as best they can without fully understanding of what is expected of them. Enhanced and continuous training can equip them with skills and knowledge that would create an organisation that is focused on outputs and performance rather than hierarchical control of procedures and processes towards reaching goals and objectives. Once the human resources in an organisation have been properly trained and motivated, they can be utilised effectively and efficiently to perform their tasks with dedication, competence and in the spirit of the Batho Pele principles. The main function of human resources management is to manage the acquisition, training, utilisation and maintenance of a sufficient number of competent personnel responsible for community-oriented service delivery. If training is neglected, then the nature of service delivery will be poor (du Toit & van der Walt, 1991:15). The management and utilisation of human resources in a globalised setting poses a particular challenge. Van Dyk, Nel & Loedolff (1992:15) defines training as the systematic process of changing the behaviour and attitudes of people in a certain direction in order to attain the organisation’s objectives. The changing nature of public service delivery has contributed to certain inadequacies in the public service and since governments are collaborating at a global level for improved service delivery, the public service is obliged to co-operate effectively and efficiently at an international level. In order to achieve this successfully, public officials need to possess relevant and applicable skills. The objectives of the study are to determine the impact of the globalisation process on the training and development of public human resources management policies and to understand how public human resources departments in selected state departments in the South African public service are adapting to the dynamic change in the field of public human resources management. The main finding of the research indicates that the aspect of training is a key element in improving the globalisation of public human resources management. 8 Training and development are essential to ensure that the South African public service is competent to perform effectively and efficiently in the global arena. Employees need to possess the necessary skills to function at an international level. The specific purposes of training are to communicate information that is applicable to practical situations. It is expected after training, for public officials to be able to demonstrate changes in the behaviour or performance that contribute to their abilities to deal skilfully without broader global problems. This, in turn, will have a positive impact on public service delivery.

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Almeida, Luciana Pavanelli Von Gal de. "Política de recursos humanos em saúde: análise de documentos oficiais do ministério da saúde." Universidade de São Paulo, 2007. http://www.teses.usp.br/teses/disponiveis/22/22132/tde-13112007-162850/.

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A reforma do setor saúde no Brasil levou à criação do Sistema Único de Saúde que contemplou a saúde como um direito social. Dessa forma, na atualidade, a saúde é tratada como um bem universal a ser provido para todos os cidadãos, implicando no princípio da equidade, em que cada cidadão tem direito a ações e serviços requeridos para manutenção e recuperação de sua saúde. Esse ideário tem forte implicação com os recursos humanos em saúde, em termos de definições políticas e técnicas relacionadas à gestão do trabalho e à formação profissional. A construção de uma política de recursos humanos, na perspectiva do gestor do sistema de saúde leva em conta a noção de política de governo como processo de escolhas públicas direcionado à razão pública e ao interesse público. Em especial, a política nacional de recursos humanos em saúde tem forte relação com o processo de construção do Sistema Único de Saúde. A capacidade institucional dos sistemas de saúde em gestão de recursos humanos tem sido insuficiente para assegurar as condições institucionais para que o desempenho humano contribua com eficácia, qualidade e produtividade para o alcance dos objetivos dos serviços de saúde e das reformas setoriais. Esse estudo tem como objetivo identificar no marco das Conferências Nacionais de Saúde e de Recursos Humanos em Saúde, no período de 1986 a 2005, as políticas públicas que direcionam a gestão do trabalho dos profissionais de saúde, no Brasil. Trata-se de pesquisa documental com análise categorial de dados históricos oficiais do Ministério da Saúde. Os dados foram coletados através do site oficial do Ministério da Saúde e da biblioteca da Faculdade de Saúde Pública de São Paulo. O material foi submetido à técnica da análise de conteúdo conforme os pressupostos de Laurence Bardin. A análise dos dados revelaram duas categorias de grande importância uma referente A formação e capacitação de recursos humanos em saúde que revelou quatro sub-categorias: os marcos legais da formação em saúde; a dimensão curricular na formação em saúde; a perspectiva das metodologias de ensino-aprendizagem; capacitação de recursos humanos em saúde. A outra categoria denominada Gestão do trabalho em saúde configurou duas sub-categorias: a regulação do trabalho em saúde e a precarização do trabalho no SUS. Os excertos dos documentos revelam que no final da década de 90 algumas recomendações começam a expressar com mais nitidez a preocupação com as políticas de recursos humanos tendo em vista as pressões sociais para assegurar as políticas de saúde no país. A temática de recursos humanos em saúde na atualidade tem repercussão nacional e internacional mediante a crise de valorização instalada ao longo das duas últimas décadas, o que culminou com o posicionamento político da Organização Mundial de Saúde, ao decretar em 2006, o Decênio de Recursos Humanos em Saúde, com o objetivo de valorizar os profissionais da área tendo como objetivo a sustentabilidade dos sistemas de saúde.
The health sector reform in Brazil originated the Sistema Único de Saúde [Single Health System], which contemplates health as a social right. Hence, nowadays, health is treated as a universal asset that should be promoted to every citizen. This implies the equity principle, in which each citizen has the right to the actions and services required to maintain and recover health. This proposal has strong implications on health human resources, in terms of political and technical definitions related to work management and professional education. Building a human resource policy, from the perspective of a health system administrator, takes into consideration the idea of government policy as the process of public choices directed to public rationale and interest. Particularly, the national health human resource policy has a strong relation with the process of creating the Single Health System. The health systems\' institutional capacity of administrating human resources has been insufficient to ensure the necessary institutional conditions to allow human performance to contribute efficiently, with the quality and productivity needed to reach health service goals and promote sector reforms. The purpose of this study is to identify, in the National Health and Health Human Resources Conferences from 1986 to 2005, the public policies that ruled health professionals\' work administration in Brazil. It is a documental research using categorical analysis of official Health Ministry reports. Data were collected by means of the official Health Ministry website and at the Sao Paulo Public Health College library. The material was subjected to content analysis according to Laurence Bardin\'s presuppositions. Data analysis revealed two rather important categories. The first refers to health human resource education and empowerment, and revealed four sub-categories: the legal milestones of health education; the curricular dimension in health education; the perspective of teaching-learning methodologies; health human resource empowerment. The other category, named health work administration, had two sub-categories: health work regulation and the precariousness of working in the Single Health System. Document excerpts revealed that, in the late 1990s, some recommendations started to express, more clearly, the concern with human resource policies due to social pressures to ensure health policies in the country. The current theme of health human resources has gained national and international repercussion due to the appreciation crises established over the last decades. This culminated with the World Health Organization\'s political position, by decreeing the Health Human Resource Decennium in 2006, with the purpose of valuing health professionals with a view to health system sustainability.

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Silva, Patrícia Ribeiro da. "Influência da cultura no processo de expatriação : estudo de caso." Master's thesis, Instituto Superior de Economia e Gestão, 2012. http://hdl.handle.net/10400.5/10404.

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Mestrado em Gestão de Recursos Humanos
Com a globalização, o avanço tecnológico e o surgimento de novas estratégias competitivas, as empresas não ficam mais limitadas no seu próprio país. Para obter sucesso numa economia internacional, é necessário ter boas estratégias e profissionais eficazes, com capacidade de controlar e gerir as operações de forma globalmente coordenada, respeitando as particularidades culturais de cada local. Esta pesquisa tem como objectivo analisar a influência da cultura no processo de expatriação. Em particular, procura identificar as dificuldades para se trabalhar em diferentes culturas, as principais estratégias e características pessoais que incentivam a expatriação e que promovem uma melhor adaptação cultural, analisando a influência da empresa nesse processo. Para compreender melhor esse problema, foi efectuado um estudo de caso numa empresa multinacional com operações em Portugal. Com os resultados deste estudo, foi possível verificar a influência que a cultura pode gerar no processo de expatriação, bem como identificar algumas possibilidades de melhorar a adaptação cultural.
With globalization, technological advances and the emergence of new competitive strategies, companies are no longer limited to their own country. To succeed in an international economy, they need good strategies and effective professionals with the ability to control and manage the operations globally, respecting the cultural particularities of each site. This research aims to analyze the influence of culture on expatriation. In particular, it aims to identify the difficulties to work in different cultures, different strategies and personal characteristics that encourage expatriation and promote a better cultural adaptation, by analyzing the influence of the company in this process. To better understand this problem, we carried a case study in a multinational company with operations in Portugal. With the results of this study, we confirmed the influence of culture in the expatriation process and identified some possibilities for improving cultural adaptation.

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Sharma, Reetu. "Coordination of frontline workers for improving the health of children in Rajasthan (India) : a case study." Thesis, University of Oxford, 2014. http://ora.ox.ac.uk/objects/uuid:04fb82a2-5291-4233-9b52-e9b2656b5170.

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All governments aim to ensure better health and nutrition to children. The Rajasthan state (India) has implemented a unique frontline coordination model where Accredited Health Social Activist (ASHA) Sahyoginis are expected to support two other frontline workers (FLWs) i.e. the Anganwadi Workers from the Integrated Child Development Services and the Auxiliary Nurse Midwives from the Health department to improve child health. This thesis focuses on examining the existing coordination between the three groups of FLWs in Rajasthan by exploring FLWs' participation in child immunisation and Vitamin A supplementation (two common activities), service coverage and beneficiary's' knowledge (expected outcomes), and the challenges faced and areas that need improvement for better frontline coordination. A mixed methods design was used. Sixteen villages from two blocks (tribal and non-tribal) of Udaipur district (Rajasthan) were selected using multistage purposive sampling. The formative stage included 12 FLWs' in-depth interviews (IDIs) as well as a review of FLWs' job descriptions to understand the process and government expectations on their participation in routine childhood immunisation, polio camps, routine Vitamin A supplementation and Vitamin A campaigns. The next stage included data collection from the 16 selected villages i.e. structured questionnaire survey of FLWs (46), observations of Maternal and Child Health and Nutrition Day (16), review of FLWs' immunisation and Vitamin A registers (32) and a structured questionnaire survey of registered infants' mothers (321)-all to ascertain the actual participation of FLWs in these four activities and the outcomes. IDIs with FLWs (46) and FLWs' line managers (17) were conducted to understand their experience, issues and solutions for better frontline coordination. The participation of FLWs in three of the four activities (except Polio Camps) was found to be limited. The FLWs and their line managers were also dissatisfied with coordination between FLWs. Poor outcomes also indicated unsatisfactory coordination. Overall, frontline participation and outcomes were better in tribal than non-tribal villages. A variety of factors (i.e. personal, professional, organisational, and geo-socio-cultural) appeared to affect coordination between FLWs. Appropriate recruitment, training, monitoring and supervision and rewards to the FLWs along with greater political commitment for coordinated approached and addressing intra-departmental challenges are proposed to improve frontline coordination and child health in Rajasthan.

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Carrasco, Daniela Avoila. "A gestão de recursos humanos num grupo hoteleiro: o caso Vila Galé." Master's thesis, Universidade de Évora, 2020. http://hdl.handle.net/10174/29040.

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O presente relatório visa apresentar os resultados obtidos aquando do estágio curricular realizado no Vila Galé Évora, na vertente da gestão de recursos humanos. O Vila Galé Évora insere-se num dos principais grupos hoteleiros portugueses que incorpora o ranking das 182 maiores empresas hoteleiras a nível mundial. Relativamente à estrutura de recursos humanos, o hotel é constituído por uma média de 50 colaboradores internos em low season, podendo variar em função da sazonalidade que o setor implica. Deste modo, o presente relatório de estágio tem como principal objetivo a descrição detalhada das atividades executadas ao longo do estágio, bem como a apresentação de um projeto estruturado, em parceria com o grupo Vila Galé, no qual a motivação e a comunicação interna são o principal enfoque. Por fim, o estágio curricular permitiu a passagem pelas diversas áreas da unidade hoteleira, oferecendo um contacto permanente com as equipas de trabalho. Desta forma, este contacto permitiu conhecer as dinâmicas de cada secção, possibilitou a observação direta de todas as atividades desempenhadas pelos seus colaboradores, e ainda expor, sempre que necessário, sugestões que visem a melhoria contínua da unidade; Abstract: Human Resource Management in Hotel Group: The Vila Galé case This report aims to present the results obtained during the curricular internship held at Vila Galé Évora, in the area of human resource management. Vila Galé Évora is part of one of the main portuguese hotel groups that incorporates the ranking of the 182 largest hotel companies worldwide. Regarding the human resources structure, the hotel consists of an average of 50 internal employees in low season, which may vary depending on the seasonality that the sector implies. Thus, this internship report has as its main objective the detailed description of the activities carried out throughout the internship, as well as the presentation of a structured project, in partnership with the Vila Galé group, in which motivation and internal communication are the main focus. Finally, the internship allowed the passage through the different areas of the hotel, offering permanent contact with the work teams. In this way, this contact allowed to know the dynamics of each section, made it possible to observe directly all the activities performed by its employees, and also to expose, whenever necessary, suggestions aimed at the continuous improvement of the unit.

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Collins, Joshua C. "A Critical Examination of the Experience of being a Gay Officer in the Masculinized Industry of Law Enforcement." FIU Digital Commons, 2014. http://digitalcommons.fiu.edu/etd/1447.

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The overarching purpose of this collected papers dissertation was to examine the experience of being a gay officer in the masculinized industry of law enforcement (LE). In general, in LE careers, gay men are less accepted, perceived as less capable and less masculine, and typecast or pigeonholed into certain roles. Yet, research on the lived experiences of gay male law enforcement officers (LEOs) is scant. This dissertation unfolded across three studies and four collected papers. Study #1, a structured literature review of masculinized industries, supported a forward-looking understanding of what makes an industry masculinized, namely that these industries perpetuate implicit division between heterosexual and gay officers as a form of symbolic privilege and homo-resistance. Study #2, an explanatory and instrumental case study of gay former police officer Mike Verdugo, elucidated the possibility that LE, as a masculinized industry, may inhibit the experiences of gay LEOs by placing a greater value on the perspectives and opinions of heterosexual officers than on those of gay LEOs. Study #3.1, a phenomenology utilizing inductive analysis, articulated five tacit rules of engagement that 12 gay LEOs perceived and followed as a part of a survival consciousness developed to enable them to cope with LE as a heterosexual context that dictates dissimilar experiences across the domains of gender and sexual orientation. Study #3.2, a phenomenology utilizing deductive analysis, was based on Derlega and Grzelak’s (1979) five functions of self-disclosure (expression, self-clarification, social validation, relationship development, and social control). Study #3.2 shed light on some important aspects of the disclosure experiences of the 12 gay LEO participants, among these aspects that coming out is not always an option and that heteronormativity and microagressions limit control over disclosure processes and decisions. Overall, the insights from the data reported across all four collected papers provide clues for human resource and other professionals employed in law enforcement, who wish to be inclusive of gay officers but are not sure how to be so. The studies each provide hints that further understandings of how gay LEOs experience work as frequent exceptions to male privilege and gendered rules on the job.

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Garcia, Rosana Aparecida 1964. "Parcerias entre instituições de ensino e serviços de saude do distrito sudoeste de Campinas : um olhar sobre os (des)encontros." [s.n.], 2009. http://repositorio.unicamp.br/jspui/handle/REPOSIP/312032.

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Orientadores: Sergio Resende Carvalho, Heleno Correa Rodrigues Filho
Dissertação (mestrado) - Universidade Estadual de Campinas, Faculdade de Ciencias Medicas
Made available in DSpace on 2018-08-13T06:08:28Z (GMT). No. of bitstreams: 1 Garcia_RosanaAparecida_M.pdf: 6680896 bytes, checksum: 2af1dbd755a80ba9d8eb448f43745511 (MD5) Previous issue date: 2009
Resumo: O percurso empreendido por Campinas (SP) para a interface entre a rede de serviços de saúde de Campinas (SP) e a formação na área, motivou-me a escrever este trabalho. Por ser uma grande metrópole, Campinas possui diferenças regionais significativas, que facilitam ou dificultam na realização de parcerias com escolas. Estando implicada na gestão local de um serviço de saúde localizado no Distrito Sudoeste de Campinas, motivei-me a cartografar a partir deste espaço, os (des)encontros relacionados às parcerias com Instituições de Ensino Superior. O potencial pedagógico deste Distrito é reconhecido pelos parceiros da Instituição de Ensino, apesar das adversidades em seu território (distância, a violência e a exclusão social) dificultarem estes processos. Até o ano de 2002 eram poucas as parcerias existentes neste Distrito, e estavam ligadas a iniciativas pontuais dos gestores da região. Este estudo se propõe a realizar a cartografia dos (des)encontros entre os sujeitos envolvidos nas Instituições de Ensino Superior e nos Serviços de Saúde do Distrito de Saúde Sudoeste no período compreendido entre 2001 a 2008. O movimento cartográfico é metaforizado através de um convite a entrar em um "barquinho", que navega através de mares, remetendo à novas formas de produção que valorizam as diferenças entre os parceiros envolvidos, e (re) inventa condições para que o diferente seja diferente. Para ajudar a empreender novos rumos ao "barquinho", convidei Clarice Lispector, Carlos Drummond de Andrade, Fernando Pessoa, Vinícius de Moraes, Chico Buarque, Milton Nascimento, Ronaldo Bôscoli, Salvador Dali, Cecília Meireles, Rubem Alves, dentre outros. A linguagem poética foi escolhida, em alguns momentos, para expressar idéias não possíveis de serem registradas através da linguagem escrita. A interlocução com a Análise Institucional (Lourau) e com a Filosofia da Diferença (Deleuze e Guattari) possibilitou que este trabalho analisasse os conflitos e dissensos entre as instituições como parte da heterogeneidade dos sujeitos, e não como relações dicotômicas. O espaço de co-gestão destas parcerias é defendido como local onde os diferentes sujeitos se encontram para um diálogo entre as partes, e que deve ser potencializado processualmente.
Abstract: The journey undertaken by Campinas (SP) to the interface between the network of health services of Campinas and the formation in this area, motivated me to write this research. As Campinas is a metropolis, it has meaningful regional differences that help or bring difficulties in the realization of partnerships with schools. As I was involved directly in a health service localized in Southwest district in Campinas, I decided to map starting from this space, the (un)meets related to partnerships with Higher Education Institutions. The pedagogic potential of that District is recognized by partner from the Education Institution, although the adversities into its territory (distance, violence and social exclusion) have been difficulties on this procedure. Until 2002, there were not so much the partnerships existed in the District mentioned and they were linked to punctual initiatives from the regional managers. This research proposes the mapping of the (un)meets between the people involved in the Education Institution and the Health Services from the Southwest District starting from 2001, until 2008. The map movement is worked with a metaphor throw an invitation to came into a baby boat which browses all over seas, referring to new productions ways, which value the differences between the partners involved and (re)invent conditions for what's different can be different. To help the baby boat browse new rums, I invited Clarice Lispector, Carlos Drummond de Andrade, Fernando Pessoa, Vinícius de Moraes, Chico Buarque, Milton Nascimento, Ronaldo Bôscoli, Salvador Dali, Cecilia Meirelles, Rubem Alves, and other ones. The poetic language was chosen, in some moments, to express non-possible ideas to be introduced throw just wrote language. The interlocution with the Institutional Analyze (Lourau) and with the Differences Philosophy enabled that this research analyzed the conflicts and dissents between the institutions as part of the heterogeneity of the subjects, not as dichotomous relationships. The space of co-management is defended as where the different subjects meet each other to a dialogue, and that needs to be aggravated procedurally.
Mestrado
Saude Coletiva
Mestre em Saude Coletiva

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Sarsur, Amyra Moyzes. "Gestão por competências: a percepção de ganho social do trabalhador." Universidade de São Paulo, 2007. http://www.teses.usp.br/teses/disponiveis/12/12139/tde-05072007-115400/.

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Este estudo teve como objetivo analisar a visão dos trabalhadores sobre o sistema de gestão por competências e sua percepção sobre o ganho social agregado aos trabalhadores por meio da implementação desse sistema. O estudo originou-se da inquietação relativa à crescente adoção de sistemas de gestão por competências pelas organizações no Brasil, acenada como uma nova tecnologia de gestão e/ou ainda, como uma ferramenta inovadora de gestão de pessoas. O pressuposto foi o de que os sistemas de gestão por competências adotados deveriam agregar valor econômico para as organizações e valor social para os indivíduos. Tal ganho social foi definido como um conjunto de aspectos que favorece o desenvolvimento do trabalhador como ser humano, em sua dimensão mais ampliada: como pessoa, profissional, cidadão, política e socialmente determinado. Considera-se relevante, não apenas a perspectiva do desenvolvimento profissional do trabalhador, mas sua inserção na sociedade e os impactos que, por meio dele, o grupo social pode auferir. Para alcançar os objetivos foi realizado um estudo de caso, de caráter qualitativo, em organização multinacional que adota a gestão por competências verticalmente, desde os níveis executivos até a base. Foram realizadas entrevistas semi-estruturadas com os trabalhadores que vivenciam o processo de adoção do sistema de gestão por competências, além de profissionais responsáveis pelas ações de Recursos Humanos e um profissional de consultoria em gestão por competências. O ganho social foi aferido por meio de categorias, subcategorias e seus respectivos componentes de análise construídos a partir de levantamento e análise da literatura. São três as categorias propostas e suas respectivas subcategorias de ganho social ? funcional (carreira, desenvolvimento, remuneração, conhecimento e capacidade cognitiva, compreensão conceptual da organização); comportamental (participação, autodesenvolvimento, comunicação e feedback, realização profissional); pessoal (identidade e significado do trabalho; equilíbrio entre vida pessoal e profissional, interesse social e valores). A revisão da literatura contemplou a gestão por competências, as transformações no mundo do trabalho, mudanças nas relações entre empregadores e trabalhadores e o posicionamento contemporâneo da área de Recursos Humanos, bem como processos de certificação de competências profissionais. Os resultados deste estudo indicam que a gestão por competências resulta em implicações contraditórias para o trabalhador. Por um lado, aponta para um caminho de valorização do trabalho e do trabalhador que passa a ser demandado com novas e mais complexas competências para atender às crescentes exigências do mercado; por outro, pode servir como estratégia para o aumento das demandas sobre o trabalhador, em termos de maior pressão sobre resultados, prazos e aumento das qualificações, crescente insegurança e instabilidade no emprego e ascendente individualização com a redução da força de representação coletiva e transferência de responsabilidade para o indivíduo. Na percepção do trabalhador, três subcategorias de ganho social na adoção do sistema de gestão por competências, destacaram-se como valor adquirido: autodesenvolvimento, compreensão conceptual da organização e interesses sociais e valores. As demais se apresentam, na realidade organizacional e na vivência dos trabalhadores, com um alcance ainda tímido e impactadas negativamente pelas contingências do mercado e da organização.
This study aims to analyze some workers? view on competence-based management as well as their perception of the social gain aggregated to workers when such a system is used. This present study has its origin in concerns with the increasing use of competence-based management by Brazilian organizations, as it has been considered a new management technology and/or an innovative tool in human resources management. The main assumption was that the use of competence-based management should aggregate both economic value to the organizations and social value to the individuals involved. Social gain was defined as a set of features that foster workers? development as human beings in their utmost dimension: as persons and professionals, and also as politically and professionally influenced citizens. The relevance of the workers? development as professionals was taken into account as well as their insertion into society and the impacts they can cause in their social group. In order to achieve the goals proposed, a case study was carried out through a qualitative research in a company located in the state of Minas Gerais. This company uses the competence-based management in a vertical way, i.e., from the executive level to the basis. Semi-structured interviews were done with workers that had undergone the process of competence-based management, Human Resources professionals involved in the actions taken, and a competence-based management consultant. The social gain was measured through categories and subcategories, and their respective analysis components were construed from a review of the literature available. The categories and their subcategories of social gain are three ? functional (career, development, payment, knowledge and cognitive capacity, conceptual understanding of the company); behavioral (participation, self-development, communication and feedback, professional accomplishment); personal (identity and job meaning; balance between personal and professional life, social interest and values). The literature review considered the competence-based management, transformations in the labor world, changes in the relationship between employers and employees, the contemporary position of Human Resources as well as certification processes of professional competences. The study outcomes indicate that the competence-based management causes contradictory implications on the workers. On one hand, it points to some valorization of the work and the workers, who are more required by the new and more complex competence in order to meet the growing demands of the market. On the other hand, this system can be used as a strategy to increase the demands on workers as for pressures on results, deadlines and qualifications, more insecurity and instability on the job, and a tendency to individualize and thus reduce the strength of representation of workers as groups. In the workers? perception, three categories of social gain in the use of competence-based management were pointed out as an aggregated value: self-development, conceptual understanding of the organization and social values. The remaining categories have a small significance in the organizations? reality and in the workers? experience, and have had negative impacts from the market and from the organization itself.

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Dissertations / Theses on the topic 'Human resource policies'

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