Dissertations / Theses: 'Human resources'

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Sehi, Tamara Grullon. "Human resource professionals' perception of human resources' value to senior management." CSUSB ScholarWorks, 1997. https://scholarworks.lib.csusb.edu/etd-project/1486.

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This study examines and describes the perceptions of human resource professionals about their contribution and that of their departments to strategic planning and management. Human resource leaders from organizations with five hundred or more employees in Southern California responded to this survey. The significance of this study is its potential to increase our understanding of the contribution of the human resource function to strategic planning.

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Bullock, Michael L. "Successful Human Resource Outsourcing Strategies." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6181.

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Human resource outsourcing (HRO) is a strategic choice that managers implement because of a variety of anticipated benefits. The purpose of this qualitative case study was to identify HRO strategies managers used to reduce operating costs while maintaining human resource (HR) effectiveness. Data were collected from semistructured interviews using open-ended questions and a review of company documents. Study participants represented 3 midwestern firms with 50 or more employees. The participants drawn from the population consisted of a minimum of 2 participants per organization who had increased their organization's strategic value using HRO strategies. The transaction cost economics (TCE) theory was the conceptual framework for this study. Data were analyzed using methodological triangulation to identify codes from words, phrases, and sentences using multiple sources to identify recurring themes. Five key themes emerged: outsourcing strategies, outsourced functions, operational costs, organizational effectiveness, and success measurement. The findings of this study may lead to social change by supporting managers in making HRO decisions conducive to reducing operating costs while maintaining HR effectiveness, which might positively impact social change by providing core function jobs to the local community thereby decreasing unemployment rates.

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Blackburn, Alan. "The knowledge-based resources built through human resource management practice." Thesis, Lancaster University, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.418875.

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黃祐榮 and Yao-wing Robert Wong. "Strategic human resources management system." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1993. http://hub.hku.hk/bib/B31265856.

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Al-Sahhaf, Habeeb. "Human resources management in Kuwait." Thesis, Cranfield University, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.278719.

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Krulíková, Dagmar. "Human Resources Information System Analysis." Master's thesis, Vysoká škola ekonomická v Praze, 2007. http://www.nusl.cz/ntk/nusl-3859.

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One of the biggest and prolonged capital assets of society is investment in staff. If they are managed in the right way, these investments can be the source of innovation and growth, competitive advantage and previsions of leading position in the market. Viz.[7] This Diploma thesis is aimed on the analyses of the human resources management, structure and demands on the personal information system, which solves this area as a whole. Described systems and solutions are generalization of the author's theoretical and practical experiences with particular human resources information system. There are defined the demands on common concept of HR IS. In this diploma thesis you can find the description

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Wong, Yao-wing Robert. "Strategic human resources management system /." Hong Kong : [University of Hong Kong], 1993. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13497819.

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Harley-McClaskey, Deborah. "Leadership Impact on Human Resources." Digital Commons @ East Tennessee State University, 2008. https://dc.etsu.edu/etsu-works/4714.

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Evanson, Peter. "Being human." Thesis, University of Hull, 2001. http://hydra.hull.ac.uk/resources/hull:13139.

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"What a piece of work is a man, how noble in reason, how infinite in faculties, in form and moving how express and admirable, in action how like an angel, in apprehension how like a god: the beauty of the world, the paragon of animals! And yet to me what is this quintessence of dust?" In his angry and depressed state, Hamlet finds no consolation in his fellow human beings, but that's not to say that he doesn't attribute them with many fine qualities. But what are we to make of this 'quintessence of dust'? What a piece of work is a (hu)man? How are we to understand ourselves? What's more to the point perhaps is, why should we try? One reason springs to mind immediately that we can point to in order to justify an attempt at such understanding. It is surely true that by way of a greater understanding of ourselves we can come to a more complete understanding of 'the way things are' per se. By coming to a greater and more complete understanding of being a human being we can start to see how what we are informs the way we are and vice versa. For instance, the sort of beings that we are as human beings allows us to experience the world around us in a particular way, it may 'open' the world up to us in some respects, whilst 'closing' it off in others. The kind of understanding that I am aiming for involves an exploration and clarification of what it is to be human; what it is to exist as a human being and if there is anything unique about being a human being. If we look for a dictionary definition of 'human being' we find something like the following: "Of or belonging to the genus Homo ... any man or woman or child of the species Homo Sapiens., Defining human beings in this way places them firmly in the 'natural order' of things, it makes them one species amongst many. Admittedly human beings are probably the most complex species in the natural world, but nevertheless they are open to understanding in just the same way as any other species be it an oyster, a cat or a chimpanzee. If we are to take this 'speciesistic', biological line then, we should aim to understand human beings in purely natural, materialistic terms supplied by the 'best' theory that science can offer to us at the time of investigation. In doing this though we might worry that we are missing out on something 'special' about human beings, surely there is something that sets human beings apart from the rest of the animal kingdom, for instance the fact that human beings possess the kind of consciousness that they do. In fact this worry goes deeper than just worrying about human beings being 'special' in some way and whether or not they are the only species that possess such consciousness. Indeed, we might think that there is in general something special about each animal species; namely that each one possesses a distinctive viewpoint upon the world and that this is only accessible if one is a member of that species. This is precisely the sort of worry aired by Nagel. Of course if Nagel is right, then human beings should have no problem with access to what it is like to be human beings, but he also argues that such access can never be explained in purely scientific, naturalistic terms. His argument focuses on attempts to capture experience from the objective perspective of science and he claims that "no matter how the form may vary, the fact that an organism has conscious experience at all means, basically that there is something it is like to be that organism.' This being the case, if a scientific naturalist account is to succeed '''something it is like to be' features must be given a physicalist account." Nagel denies that this is a possibility, he claims that: "Every subjective phenomenon is, essentially, connected with a single point of view, and it seems inevitable that an objective, physical theory will abandon that point of view." According to Nagel, materialist philosophies rest on the fundamental principle that the whole of reality can be described in objective physical terms. The physically objective world is the only world there is and it exists independently of subjective human or animal perspectives. He describes the materialist conception of reality as saying that underneath the different appearances of things there must lie a reality that is independent of how things appear to human beings or any other animals. The world would exist even if there were no human or other observers in it; hence its true nature must be detachable from how it seems to any observers. This means that according to materialist philosophies, if we wish to reach a conception of the world as it objectively is we have to not think of it from an individual point of view or perspective, and not think of it from a general human perspective. The physical world as it is in itself contains no points of view and nothing that can appear only to one particular point of view. Whatever it contains can be apprehended by a general rational consciousness divorced from the sensory organs of particular individuals or species. Although this conception of reality has been immensely useful in the development of physics, Nagel believes that it cannot be the whole story. He argues that the subjective perceptual points of view which are left out of the objective account continue to exist, furthermore they are the necessary conditions of human beings acquiring evidence about the physical world. Human beings cannot collect evidence except from their spatio-temporal location and this means they must have a perspective; as well as this, the objective conception of the world is formed by mental activity. For Nagel then, a complete explanation of reality will have to take account of these things because they are also part of reality. In his arguments against a scientific, objective conception of reality, Nagel appears to take an overly positivistic view of science and of philosophical analyses that take science seriously. However, I think Nagel is correct though in his attack on materialist theories of mind (and by implication, human beings) even if there are some problems with his arguments.7 In the next chapter I will show how materialist, conventionally naturalistic theories of human beings miss out on essential features of them, and also how non-naturalist accounts miss out on much the same sort of features. Much of this is due to both of them working with the same sort of disengaged view of the world, just the sort of view that Nagel is so critical of. I don't believe that Nagel's criticisms should make us give up on a naturalist programme altogether though. Rather what we need to do is to draw it in as inclusive a way as possible, a way that takes into account not just the 'objective' features of the world, but also the 'subjective' features of human experience of the world. In Chapter 2, I outline just such an inclusive, broad framework. Such a framework provides us with the opportunity to explore the continuity between human beings and other non-human animals, whilst at the same time preserving the uniqueness of being human without having to resort to any form of unnecessary or distorting humanism. In other words, it allows us to place human beings alongside other non-human animals firmly in the 'natural order' whilst at the same time recognising human beings unique characteristics. The most interesting of these characteristics is human beings' 'personhood', which I will explore in Chapter 6. However, human beings are also uniquely 'social' beings and I shall look at this fact in Chapter 4 and show how being a social being is an essential feature of being human. This sociality depends in part upon the 'lived' nature of the human beings bodies and I shall look in detail at this in Chapter 3. However, I believe we also need to guard against any unwarranted humanism whereby human beings are overly distanced from other non-human animals. To this end I shall show how human beings can be regarded as unique but at the same time as continuous with the rest of the 'animal kingdom' in Chapter 5. In the course of this thesis, my primary aim is not to provide conclusive or damning arguments against either conventional naturalism or non-naturalism; rather I hope to weave together the components of an alternative picture, one that presents a more convincing, persuasive and plausible alternative - broad naturalism. As Sherlock Holmes says: "One's ideas must be as broad as Nature if they are to interpret Nature." In other words I intend to show that to come to anything like a full understanding of what it is like to be a human being we have to adopt a broadly naturalistic framework. Conventional naturalism and non-naturalism will be shown to be lacking because they cannot fully account for human beings' experience of the world or of how they are 'at home' in their world. However, at the same time by taking the broad approach we can accept that there are 'truths' in both conventional pictures and weave these into a cohesive whole that can account for the experience of being a human being. Most of all though a broadly naturalistic account will allow us to see what a wonderful 'piece of work' a human being truly is.

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Hedman, Mattias, and Charlotte Skinnar. "Human resources outsourcing : att släppa kontrollen." Thesis, Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-11484.

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Titel: Human resources outsourcing Högskola: Mälardalens högskola Västerås Institution: Akademin för hållbar samhälls- och teknikutveckling. Ämne: Kandidatuppsats i företagsekonomi - FÖA300 Författare: Mattias Hedman och Charlotte Skinnar Handledare: Ulla Pettersson Sidoantal: 43 Bilagor: 1 Nyckelord: Outsourcing, HR, relationer Syfte: Uppsatsens syfte är att utifrån teorin analysera Fortums och Foras val inom HRO och hur de hanterar den. Därefter presentera förslag på vad de skulle kunna lägga fokus på i framtiden utifrån teorin. Metod: Kvalitativ metod och deduktiv ansats. En fallstudie har genomförts genom semistrukturerade intervjuer på två olika företag. Teoretiska perspektiv: Teorin baseras på vetenskapliga artiklar och böcker om outsourcing och då främst outsourcing av personalavdelningens funktioner. Empiri: Fallstudien består av intervjuer med processägaren Lena Jonsson på energibolaget Fortums kontor i Stockholm, samt Pia Holm-Johansson, löneansvarig på försäkringsföretaget Fora i Stockholm. Dessutom har Fortums och Foras årsredovisningar från 2009 samt deras webbplatser använts. Resultat: Företagen överrensstämmer med teorin till stor del när det gäller relationen med leverantören och sin interna hantering av HRO. De har upplevt problem, dock ej längre, och företagens val med HRO överrensstämmer med teorin. Den största orsaken till att det finns skillnader mellan företagens HRO är storleken på företagen och tidslängden på relationen med leverantören. Fora bör skapa en alternativ plan och Fortum bör arbeta på sin relation med leverantören. Båda bör ha tydliga mål med outsourcingen samt allmänna principer för samarbetet, tillsammans med sin leverantör. Fortum och Fora bör även göra mer benchmarking och öka den tekniska integrationen.

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吳貴權 and Kwai-kuen Eric Ng. "Human resources strategies for China operations." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B31266769.

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Gaspar, Dina Maria Brites. "Human resources tranformation in comprehensive outsourcing." Master's thesis, NSBE - UNL, 2004. http://hdl.handle.net/10362/11769.

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Ring, Emelie, and Agnes Källgren. "H:et som försvinner i Human Resources." Thesis, Karlstads universitet, Avdelningen för arbetsvetenskap, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-78881.

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Ibragimova, Yuliya. "New Methods in Human Resources Management." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-193004.

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This diploma thesis concentrates on relationship between employee satisfaction and usage of new methods in Human Resources Management, particularly coaching and talent management. As employee satisfaction becomes one of the most important sources of influence on company's performance, it is also discussed in the theoretical background the relationship between employee satisfaction and company performance. The goal of the thesis is to find relationship between usage of new HRM methods (coaching and talent management) and employee satisfaction. The thesis has four chapters. First two chapters "Measurement Systems in an Organization" and "Methods in HR Management" set a theoretical background for the research. The third chapter concentrates on the research itself: employees of five Russian companies both with and without coaching and talent management, are tested. In the last chapter are compared research outcomes and theoretical approach, as well as, recommendations are given.

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Ng, Kwai-kuen Eric. "Human resources strategies for China operations /." Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B14040268.

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Sritharakumar, Sinnathamby. "Human resources information system (HRIS)-enabled human resource management (HRM) performance : a business process management (BPM) perspective." Thesis, University of Salford, 2016. http://usir.salford.ac.uk/38034/.

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It is widely accepted that business process management (BPM), a contemporary management approach that focuses on managing overall business processes within an organization to accomplish the organizational goal, relies on modern information and communication technology (ICT) systems. Although there are plenty of academic discussions available on BPM and the firm performance relationship, the literature does not provide constructive information on how the adoption of ICT impacts the BPM performance. Therefore, this study creates an awareness of the contribution of ICT to BPM by analyzing the linkage between impacts of human resource information systems (HRIS) on human resource management (HRM) performance. A conceptual model was developed with strong theoretical background by incorporating the works informed by Lee et al. (2012) and Paauwe and Richardson (1997) to test several hypotheses. In this research, the target population is human resources professionals who have access to HRIS within their organizations in a Canadian context. Since this study has a wide range of data distribution that tries to measure the strength of relationship between a HRIS-enabled HR practices and the HRM performance, this study adopts Kendall’s tau-b correlation, one of the best approaches to measure the strength of the relationship. The important findings of this study are that HRIS-enabled HR transactional, traditional and transformational practices, when implemented appropriately, significantly impact the HRM performance. Specifically, this study confirms that HRIS-enabled HR traditional management practices such as performance management, rewards, career development and communication predominantly significantly impact the HRM performance. In other words, this study specifically encourages an organization to adopt comprehensive performance management systems (PMS), an important component of HRIS, to manage their employees effectively.

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Dalevi, Artelius Jacob. "Macro Trends in Chinese Human Resources : The Effects of Human Resources on the World's Most Populous Nation." Thesis, Jönköping University, JIBS, Political Science, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-1204.

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Makro Trender inom Kinesiska Human Resurser

Medan vi går mot en mer avancerad globaliserad ekonomi har vi också utvecklats från ett

jordbrukssamhälle till ett service samhälle. Som med alla andra delar av mänsklighetens

utveckling har vi fortsatt på en stig av entreprenörskap och förändring till det som vissa

idag kallar ett ”kreativt samhälle”. Det kan vara för tidigt att säga att vi är på väg in i en

ny era men det är klart att förändringar händer mycket snabbare och med en större effekt

runtom jorden och det skapar ett samhälle som är annorlunda jämfört med förut.

Ett samhälle där de begåvade, utbildade och kreativa är den ekonomiska utvecklingens

katalysator. Men uppkomsten av denna, den kreativa klassen, och globaliserings

processen innebär också problem. När människor höjer sig själva och dem runtomkring

till nya höjder genom omfattande förändring finns en risk att de människor som inte

klarar omställningen till en sådan värld lämnas kvar. Det är Globaliseringens paradox;

den ger rikedom till människor som kan anpassa sig medan de andra ofta lämnas för att ta

hand om sig själva.

Den här uppsatsen handlar om de effekterna på världens mest befolkade nation, Kina.

När de kommer till dessa, Human Resurser, de mest produktiva elementen av ett modernt

samhälle är Kina långt bakom. Det Kinesiska loppet mot att bli en global makt handlar

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lika mycket om att komma ifatt resten av världen ekonomiskt som socialt och politiskt.

Medan Kina spänner sina ekonomiska muskler för att förändras uppstår andra problem

och hastigheten som Kina förändras med leder till mer komplicerade sociala problem som

kan komma att hota landets utveckling.

Kina försöker göra det som det tog de främsta utvecklade länderna i världen den största

delen av de senaste 300 åren att göra inom loppet av en generation. Tvingade av

nödvändigheten av reformer jonglerar kommunistpartiet dessa politiska, ekonomiska och

utbildningsmässiga problem på mer och mer komplicerade sätt och längre och längre bort

från varandra. Den här historien börjar dock på ett tåg mellan Washington DC och New

York.

Macro Trends in Chinese Human Resources

As we move into a more advanced globalized economy we have developed from an

agriculture society to a service society. As with every other part of human development

we have continued down the path of innovation and change to what some today call the

“creative society”. It might be to early to say that we are entering a new age but it is clear

that changes happen faster and with greater impact across the globe and that is creating a

society that is different from before.

A society where the talented, educated, creative, are the catalyst of economic

development in a modern economy. But the rise of this creative class and the process of

globalization also offer problems. When people elevate themselves and those around

them to new heights through major change the people who are unable to transit into such

a world run the risk of being left behind. It is the paradox of Globalization; it brings

riches to the people who can adapt to it while the others are often left to tend for

themselves.

This thesis is about those effects on the world’s most populous nation, China. And when

it comes to these, the Human Resources, the most productive elements of a modern

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society, China is far behind. The Chinese race toward becoming a major global power is

as much about catching up to the rest of the world economically a socially and politically.

As China masses its economical muscles to change other problems evolve and the speed

of the change lead to even more complicated social problems that might come back to

haunt the country’s development path.

China is trying to do what it took the major developed nations of the world a larger part

of the last 300 years to do in one generation. Pushed by the need for reform the

communist party is juggling politics, economy, and education of their people in more and

more complicated ways and further and further away from each other. The story

however, starts on a train ride between Washington DC and New York.

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18

Artelius, Jacob F. Dalevi. "Macro trends in Chinese human resources : the effects of human resources on the worldś most populous nation /." Jönköping : Jönköping University. Jönköping International Business School, 2008. http://www.diva-portal.org/smash/get/diva2:3648/FULLTEXT01.

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Eastman, Scott James. "Human Resources: Is There Still a Need for a Human?" Thesis, The University of Arizona, 2013. http://hdl.handle.net/10150/297555.

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Technology is continually changing, and organizations are adapting to these changes. As a result of new technology and automation, the Human Resource Department is experience as transition phase in its structure and function. This paper first explores the current functions of the department. It then develops into the current challenges that the HR department faces moving forward. After taking a look at current product offerings available to automate the department, I discuss the possibility of fully automating the department. Implications to automating the department and using these services are also discussed. Can the department fully automate? If the department is using new services, what happens to the employees of the company, and the HR department as a whole? How do these changes not only impact the department, but how the organization operates? These are some questions addressed.

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Kamenistá, Michaela. "Návrh změn konceptu řízení lidských zdrojů v podniku." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2019. http://www.nusl.cz/ntk/nusl-402057.

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This diploma thesis deals with human resources management in a selected company with an emphasis on revealing deficiencies in the analyzed area of management and suggesting possible improvements. The main objective of the thesis is to analyze human resources management in a particular company, to reveal the strengths and weaknesses of this system and then to propose real improvements. The subject of this diploma thesis is the human resource management system of selected company. The object of the research is an anonymous company. The diploma thesis is divided into three main parts. In the first part of the thesis based on the theoretical backgrounds in human resources management and personnel management the basic concepts were formulated and defined as the main pillars of the research. The second analytical part is devoted to the results of research conducted in the company and, in particular, to direct interviewing methods through structured interviews, questionnaires and workshop prepared with external company. The third, final part brings suggestions and therefore presents the strengths and weaknesses of the human resources management system described in the previous section and provides recommendations on how to improve it. At the end of the thesis, the most important research findings are presented.

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Dalevi, Arelius Jacob. "Macro Trends in Chinese Human Resources : The effects of Human Resources on the world´s most populous nation." Thesis, Jönköping University, Jönköping International Business School, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-1132.

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Macro Trends in Chinese Human Resources

As we move into a more advanced globalized economy we have developed from an

agriculture society to a service society. As with every other part of human development

we have continued down the path of innovation and change to what some today call the

“creative society”. It might be to early to say that we are entering a new age but it is clear

that changes happen faster and with greater impact across the globe and that is creating a

society that is different from before.

A society where the talented, educated, creative, are the catalyst of economic

development in a modern economy. But the rise of this creative class and the process of

globalization also offer problems. When people elevate themselves and those around

them to new heights through major change the people who are unable to transit into such

a world run the risk of being left behind. It is the paradox of Globalization; it brings

riches to the people who can adapt to it while the others are often left to tend for

themselves.

This thesis is about those effects on the world’s most populous nation, China. And when

it comes to these, the Human Resources, the most productive elements of a modern

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society, China is far behind. The Chinese race toward becoming a major global power is

as much about catching up to the rest of the world economically a socially and politically.

As China masses its economical muscles to change other problems evolve and the speed

of the change lead to even more complicated social problems that might come back to

haunt the country’s development path.

China is trying to do what it took the major developed nations of the world a larger part

of the last 300 years to do in one generation. Pushed by the need for reform the

communist party is juggling politics, economy, and education of their people in more and

more complicated ways and further and further away from each other. The story

however, starts on a train ride between Washington DC and New York.

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22

Chan, Chi-ping Eliza, and 陳志萍. "Hong Kong competitiveness: human resources infinancial industry." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31267841.

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Соборайчук, Тетяна Юріївна. "Modern approaches to management of human resources." Thesis, Національний авіаційний університет, 2017. http://er.nau.edu.ua:8080/handle/NAU/33032.

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Al-Hamli, Ahmed Thani Juma. "Islam, democracy, and human rights : can universal human rights be applied in our relativistic world?" Thesis, University of Hull, 2006. http://hydra.hull.ac.uk/resources/hull:5842.

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This study mainly focuses on the compatibility of the international human rights with the diverse cultural and religious values of our world, in particular, the Islamic Shari'ah, consisting of values that not only extend across different regions but even form an important factor of legitimacy for most Islamic states. The study will extensively discuss the international conception of human rights and whether such rights are universal in character and hence applicable to all societies irrespective of their local values, or whether their local values are to a certain degree inevitable to establish real universal human rights with full realization of their essence. It will raise some religious and cultural matters that could form obstacles to the full realization of human rights, such as the complexity of the implementation of human rights under Islamic Shari'ah. It will also refer to traditional values and principles of the British common law, in which Parliament is the sovereign body accorded unrestrained power, which seems to pose the same difficulty that Islam could cause in human rights implementation. The study will demonstrate that the cultural tension with human rights is not exclusive to a certain culture but it is a result of the variety of diverse traditions of different nations that fonn our relativistic world. The study will suggest that although some of the local values of certain societies may raise tension with the principles and values of the current international trend of human rights, this does not mean that these local principles and values must be changed to comply. Rather, it may more appropriately be suggested that this developing notion of human rights should be reconsidered to make universal rights more universal and not relative to a certain regional part of the world.

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Dass, Ted K. "Human resource processes and the role of the human resources function during mergers and acquisitions in the electricity industry." Cincinnati, Ohio : University of Cincinnati, 2008. http://rave.ohiolink.edu/etdc/view.cgi?acc_num=ucin1227303612.

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Thesis (Ph.D.)--University of Cincinnati, 2008.
Advisor: Ralph Katerberg PhD (Committee Chair), Paula Dubeck PhD (Committee Member), Gail Fairhurst PhD (Committee Member), Joseph Gallo PhD (Committee Member), Suzanne Masterson PhD (Committee Member), Philip Way PhD (Committee Member). Title from electronic thesis title page (viewed Jan. 17, 2009). Keywords: mergers and acquisitions; HR; HR processes; case study; HR function. Includes abstract. Includes bibliographical references.

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De, Angelis Maria Ivanna. "Human trafficking : women's stories of agency." Thesis, University of Hull, 2012. http://hydra.hull.ac.uk/resources/hull:5823.

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This thesis is about women’s stories of agency in a trafficking experience. The idea of agency is a difficult concept to fathom, given the unscrupulous acts and exploitative practices which demarcate and define trafficking. In response to the three Ps of trafficking policy (prevention and protection of victims and the simultaneous prosecution of traffickers) official discourse constructs trafficking agency in singular opposition to trafficking victimhood. The ‘true’ victim of trafficking is reified in attributes of passivity and worthiness, whereas signs of women’s agency are read as consent in their own predicament or as culpability in criminal justice and immigration rule breaking. Moving beyond the official lack or criminal fact of agency, this research adds knowledge on agency constructed with, on, and by women possessing a trafficking experience. This fills an internationally recognised gap in the trafficking discourse. Within the thesis, female agency is explored in feminist terms of women’s immediate well-being agency (their physical safety and economic needs) and their longer term requirements for agency freedom (their capacity to construct choices and the conditions affecting choice). This feminist exploration of the terrain on trafficking found ways in which female agency takes shape in relationship and in degrees to women’s subjective and structural victimisation. Based upon the stories of twenty six women gathered through an in-depth qualitative study, agency is visible in identity, decision making and actions. Women fashioned individual trafficking identities from their subjective engagement with the official trafficking descriptors. Additionally, their identification with ties to home (expressed via family relationships, occupational roles, national dress and ethnic food) helped to sustain their pre-trafficking personas. Women exhibited agency in risk taking and choices (initial, shared, constrained and precarious), which characterised their journeys and explained their grading of trafficking ‘pains’. Significantly, the fieldwork raised women’s engagement with ‘the rules’ and practices of the host society, as a way of realising new social, recreational, educational, employment, sexual and consumer related freedoms. Acknowledging the international and UK serious organised crime frame on trafficking, the fieldwork also included fifteen interviews with anti-trafficking professionals involved in delivering the three Ps of trafficking policy. This complementary standpoint to women’s stories presents ways in which official actors helped and hindered women’s achievement of well-being and agency freedoms. Crucially, in addressing trafficking as an evolving and integral aspect in contemporary global movement - displaying similarity and cross over with migration, smuggling, asylum and refugee accounts - this research unearthed trafficking exploitations and experiences around transnational marriage, which have been traditionally isolated and overlooked by UK trafficking discourse and policy platforms.

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Szierbowski-Seibel, Klaas [Verfasser]. "The development of the human resource function towards a strategic role - four essays in human resource management focusing on strategic human resource management involvement, human resource outsourcing and human resources mangement and the relationship with organizational performance / Klaas Szierbowski-Seibel." Paderborn : Universitätsbibliothek, 2019. http://d-nb.info/1186785934/34.

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Bennett, Robert Thomas. "Effects of hypoxia on the human lung." Thesis, University of Hull, 2014. http://hydra.hull.ac.uk/resources/hull:11265.

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A large number of animal studies have investigated the effects of hypoxia on the pulmonary vasculature and hypoxic pulmonary vasoconstriction (HPV) is now established as an important homeostatic mechanism for perfusion-ventilation matching in the lung. However, there is a conspicuous lack of studies investigating HPV in human pulmonary vascular preparations. In comparison to the pulmonary vasculature only a limited number of studies have previously investigated the effects of acute hypoxia on the airways. In this thesis the effects of hypoxia on the human pulmonary vasculature and airways was investigated in a number of ex vivo human lung models. In isolated human pulmonary arteries and veins and in ex vivo perfused and ventilated human lungs it was found that hypoxia caused a vasodilation. This finding is at variance with a large body of published literature and it is suggested that a neuronal mechanism could play an important role in the regulation of pulmonary vascular tone under hypoxic conditions in vivo which is not present in the ex vivo models used in this thesis. In exploring the effects of hypoxia on the pulmonary vasculature it was identified that the pulmonary veins could play a more significant role in the regulation of pulmonary vascular resistance than was previously believed. It was also found that exposure of the pulmonary veins to hypoxia precipitated a phasic activity which was suggestive of an automaticity and that the isolated human pulmonary vein model could therefore be used to investigate arrhythmic activity and the efficacy of new antiarrhythmic agents. Exposure of ex vivo perfused and ventilated human lungs to hypoxia caused a reduction in the rate of oedema formation and it is hypothesised that this effect could be mediated by an inhibition of pulmonary vascular endothelial cell contraction and an increase in endothelial barrier function. In isolated human bronchi and ex vivo human lungs hypoxia caused a robust and reversible bronchodilation. The mechanism of hypoxic bronchodilation (HBD) was investigated and it was found that HBD could be mediated by a reversal of the calcium sensitisation mechanism. This mechanism represents a significant therapeutic target for the future development of effective bronchodilator therapies which are not subject to the limitations of GPCR agonists (desensitisation). Studies investigating the effects of changing oxygen concentrations on bronchial tone identified that oxygen concentrations above ambient levels (21%) caused a robust contraction of human airways which could have significant implications for the clinical use of oxygen therapy in constrictive airway disease. In investigating the putative role of hydrogen sulphide (H₂S) as an oxygen sensor it was found that H₂S is an effective vasodilator and bronchodilator in the human lung and could have significant therapeutic potential in the treatment of human pulmonary disease. Further studies have been planned to build on the significant findings in this thesis.

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Burwood, Stephen Anthony. "Towards a dialectical understanding of human embodiment." Thesis, University of Hull, 1995. http://hydra.hull.ac.uk/resources/hull:15293.

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This thesis is essentially programmatic. This is not to say that it should be seen as a prolegomenon to any future metaphysics of body and mind; I can hardly claim such an exulted status for what I have to say. Rather, I am content to raise certain questions and indicate certain directions in which I believe a more systematic investigation of these issues should take us. Equally, I also hope that enough of a case can be made out here for the claim that such an investigation, if not a full-fledged prolegomenon, is essential if we are to free ourselves from a fundamental impasse in contemporary philosophy of mind. It is no exaggeration to say that Cartesianism continues to stride our thought like a colossus, informing and shaping our conceptualisations of what it is to be a subject of thought and experience, as well as our more general conceptualisations of what we take the world to be and what our relationship with it actually is. The Cartesian turn in philosophy has generally left us with a framework of binary categories in which only a divisive account of these conceptualisations is possible. This is because these Cartesian binaries are not simply oppositional but are oppositional in ways such that their terms are construed as being intrinsically autonomous and exclusionary, with a privileging of one of the terms in each case.

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Baum, Thomas George. "Human resources in tourism : a study of the position of human resource issues in national tourism policy development and implementation." Thesis, University of Strathclyde, 1992. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=21580.

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This thesis is concerned with the relationship between tourism policy, its formulation and implementation, at a national and regional level, and human resource concerns within tourism. The thesis includes detailed literature reviews in two main areas, i) tourism policy formulation and implementation and ii) human resource issues in relation to the tourism/hospitality industries. Through the execution of two surveys of national tourism organisations, the study considers a) the extent to which employment and related human resource determinants shape wider tourism policies; b) how human resource policy, planning and implementation are managed within tourism; c) the specific role of national tourism organisations within the development of policy and implementation strategies for human resource matters within tourism, and changes that have occurred in the role since a previous WTO study in 1975; and d) mechanisms that can be implemented to integrate human resource concerns more closely with mainstream tourism policy development. The study reports considerable fragmentation in the management of human resources, within tourism, both in terms of policy and the implementation functions. As a result, the area is seen as peripheral to the mainstream concerns of most tourism industries, is accorded low status and does not receive the same attention or support as related product and marketing concerns. A conceptual framework is proposed, which is designed to assist in the creation of an integrated approach to policy development and planning for human resources within tourism. The framework is developed in the context of a case study, based on Malaysia.

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Dömeland, Narvaez Dörte. "Empirical studies on human capital and natural resources." Doctoral thesis, Universitat Pompeu Fabra, 2006. http://hdl.handle.net/10803/7345.

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El primer capítulo de la tesis sobre "Estudios Empíricos sobre Capital Humano e Instituciones" presenta estimaciones de retornos a la educación en Alemania y analiza los determinantes de las preferencias educativas. El segundo capítulo utiliza estimaciones de retornos a la experiencia en el país de origen de inmigrantes en Estados Unidos para proporcionar evidencia empírica que el comercio aumenta la acumulación de capital humano en el trabajo, incluso en los países menos desarrollados, resolviendo la ambigüedad teórica si el comercio aumenta o disminuye "learning-by-doing". La acumulación de capital humano en el trabajo es también positivamente asociada con el PIB per capita, un alto nivel de educación y una mayor calidad de políticas e instituciones. El último capítulo analiza el efecto de recursos naturales y asistencia externa sobre la calidad de instituciones, proporcionando evidencia empírica que -contrario a la asistencia externa, la abundancia de mineral y combustible tiende a ser asociada negativamente con la calidad de instituciones si la fragmentación étnica es grande.
The first chapter of the thesis on "Empirical Studies on Human Capital and Institutions" presents estimates of returns to education in Germany and analyses the determinants of educational choices. The second chapter uses estimated returns to home country experience of US immigrants to provide empirical evidence that trade increases on-the-job human capital accumulation even in less developed countries, thereby resolving the theoretical ambiguity whether trade increases or decreases learning-by-doing. Similar to trade, GDP per capita, a high average level of educational attainment and stronger quality of policy and institutions are found to be positively associated with on-the-job human capital accumulation. The last chapter analyses the effect of natural resources and aid on institutions, providing empirical evidence that contrary to aid, mineral and fuel abundance tends to be associated with significantly lower quality of institutions if ethnic fractionalization is large.

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Gandell, Joy. "Mergers and acquisitions : a unified human resources model." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/MQ59280.pdf.

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Bodén, Sofie. "Utmaningarna inom Human Resources : att lyckas möta förväntningarna." Thesis, Stockholms universitet, Psykologiska institutionen, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-87187.

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Personalarbetet har förändrats mycket de senaste åren, det har orsakat att delar av organisationerna inte följt med i denna förändring. Yrkesrollen var förr mer omsorgsinriktad och fokuserade mer på medarbetarna men idag innehåller yrkesrollen mer ett affärstänk samt har ett arbetsgivarfokus. Syftet med studien var att få en ökad förståelse för vilka utmaningar HR-arbetare möter i sin yrkesroll när de ska tillgodose ledningens direktiv och medarbetarnas behov. Om det finns några utmaningar, vad de i så fall innebär och hur HR-arbetare lyckas hantera dessa utmaningar. Sex personer från olika privata företag i Stockholms län intervjuades, materialet transkriberades och analyserades tematiskt. Resultatet visade att en utmaning var att det fanns olika förväntningar på HR. En annan utmaning gällde att ledningen och medarbetarna hade olika maktpositioner, vilket påverkade HR:s prioriteringar. Dessa utmaningar hanterade intervjupersonerna genom kommunikation, tydlighet samt genom att klargöra representantfokus vilket tolkades motverka en rollkonflikt.

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Brouillet, Miriam. "Is it justified to patent human genetic resources?" Thesis, McGill University, 2003. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=19699.

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In the past century, the scope of patentable objects has greatly expanded. Patents are now being granted on living organisms, human biological material and genes. What are the consequences of such practices for scientific research and health care? One of the fundamental philosophical questions behind this issue is the following: are we justified in patenting human genetic material? An examination of the traditional philosophical justification of intellectual property will allow us to critically explore whether or not this practice is ethically justifiable. It will be argued that the consequentialist justification of intellectual property requires, in this present case, that we modify the patent regimes in order to maximise social benefits and minimize public burdens.

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Cheung, Wing-yee Kelly, and 張詠. "Human resources management of joint ventures in China." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1994. http://hub.hku.hk/bib/B42574249.

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Hall, Kristin. "Human resources: a key aspect in company innovation." Honors in the Major Thesis, University of Central Florida, 2011. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/393.

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Innovation is a key factor for companies. It is also essential on an individual scale for employees. To ensure they are utilizing employees to the utmost efficiency, companies must implement practices to ensure the attraction and retention of top employees. Human resource practices can help to define and explain essential techniques to help employees gain satisfaction from their work, creating intrinsic motivation, and allowing them to ultimately perform more efficiently and perhaps even creatively for the company, helping to generate significant profits. The intent of this thesis is to analyze human resource practices on an empirical study of eight companies (provided from a previous study by Erwin Danneels, Ph.D.) and to determine whether or not human resource practices can help predict a firm's ability to enter new markets and implement new technologies, ultimately leading to innovation. Companies are grouped depending on their residual values generated from Danneels' study and analysis. His research observes the ability to predict new market entrance and technology implementation through five company characteristics: constructive conflict, willingness to cannibalize, slack, learning from failure, and various types of environmental scanning. This thesis seeks to find positive relationships between human resource practices and the companies where the model proves to be a good fit. I define human resource practices by the following six categories, breaking them up into incentives and skill development: extra benefits, fitness incentives, social responsibility, and continuous learning, global opportunities, and rewards/opportunities for advancement. This analysis hopes to contribute to further research by generating an association between human resource practices and company innovation.
B.S.B.A.
Bachelors
Business Administration
Management

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Brooke, Joseph A. III. "A Web-Enabled Temporal Database Human Resources Application." UNF Digital Commons, 2001. http://digitalcommons.unf.edu/etd/167.

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Despite the inclusion of a variety of time-related or 'temporal' datatypes in the SQL-92 standard, vendors of commercially-available Relational Database Management Systems (RDBMS) have universally elected to not fully comply with the standard. Perhaps even more frustrating is the fact that each vendor has chosen to include a different subset of temporal datatypes than their competitors, with most vendors adding a proprietary twist to their datatypes not even contained within the standard. This lack of conformity has left users of these database products faced with a difficult choice: either avoid temporal functionality within their database applications or develop and manage complex and often convoluted code to insert, maintain, and query this important data. Industry is replete with examples of both choices; not all of which have happy endings. This project demonstrates some of the options available to RDBMS users who choose to employ temporal functionality in their applications. Alternatives are presented using a conceptual human resources application deployed via internet. Data is stored in a commercial RDBMS product. Solutions to temporal storage and query issues are presented.

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Edholm, Peter. "Artificial Human Intelligence Resources : Speech recognition i anställningsintervjuer." Thesis, Umeå universitet, Pedagogiska institutionen, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-182689.

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Syftet med denna studie var att med en kvalitativ ansats undersöka hur rekryterare ställde sig till implementeringen av AI-baserad speech recognition i anställningsintervjuer, hur de trodde att denna teknik kommer att påverka HRM, vilka fördelar de anser hade kunnat uppnås samt vilka etiska principer som borde beaktas vid införandet av denna teknik. Undersökningen gjordes genom att tematiskt analysera de intervjuer som hölls. Resultatet visar på att rekryterarna var ambivalenta till denna teknik. Rekryterarna uttryckte både farhågor och förhoppningar med ett eventuellt införande i deras organisation och i rekryteringsbranschen. En slutsats som kunde dras utifrån denna studie var att det fanns en föreställning hos rekryterare om att målet med denna teknik var att ge Speech recognition agenter beslutsmandat och ersätta mänskliga rekryterare.

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Syce, Chantal. "Predicting employee voluntary turnover using human resources data." Master's thesis, University of Cape Town, 2012. http://hdl.handle.net/11427/11711.

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Includes bibliographical references.
The current research attempted to answer the following question: Can voluntary employee turnover be predicted? The study made use of regression analyses to examine the relationship between employee turnover and a range of worker demographics. Data covering 2 592 employees in a South African general insurer formed the basis for the analysis. Several demographic variables (available in the HR management information system), were identified and investigated with the aim to develop a voluntary turnover prediction model. Fourteen variables were identified in the human resources information system to be included for analysis. From 14 potential predictors, the procedure selected only five variables, i.e. cost centre, years of service, performance, age and tenure - family size interaction for inclusion in the regression equation.

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Kovach, Matthew. "Causal Inference of Human Resources Key Performance Indicators." Bowling Green State University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1542361652897175.

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Nichols, Lucy P. "Structural adjustment and human resources in Costa Rica." Thesis, University of Sussex, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.357633.

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Řídká, Klára. "Human resources marketing in Tesco Stores ČR a.s." Master's thesis, Vysoká škola ekonomická v Praze, 2010. http://www.nusl.cz/ntk/nusl-73775.

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The thesis describes main aspects of human resources marketing, its objectives, tasks, tools and significance for employers. It focuses on the latest trends and approaches which are currently applied in human resources marketing. In the practical part the author describes the operation of human resources marketing in a selected company -- Tesco Stores ČR a.s.. It presents results of the research that focused on opinions and attitudes of pharmacists and students of pharmacy on selecting their employer. The aim of the thesis is to evaluate human resources marketing in Tesco Stores ČR a.s. and on the basis of the research results, to suggest suitable strategies to help the company to recruit employees for their chemist's.

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Cheung, Wing-yee Kelly. "Human resources management of joint ventures in China." Click to view the E-thesis via HKUTO, 1994. http://sunzi.lib.hku.hk/hkuto/record/B42574249.

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Chan, Chi-ping Eliza. "Hong Kong competitiveness : human resources in financial industry /." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B1883100X.

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Johnson, Karen Anne. "Implementing Human Resources Best Practices in Volunteer Selection." Thesis, The University of Arizona, 2012. http://hdl.handle.net/10150/243977.

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While human resource best practices have been proven to reduce turnover and absenteeism and increase employee satisfaction and productivity, many nonprofits neglect this realm of volunteer management. Specifically, volunteer selection is a field that has been given little discussion in the context of volunteer management strategies. Through my research, I discovered that some volunteer roles are very similar to paid positions and thus may benefit from rigorous selection methods. While nonprofits that utilize a larger number of low skill or episodic volunteer may not find it worthwhile to screen volunteers, organizations that serve vulnerable populations and rely heavily on volunteers should consider implementing human resource best practices by requiring a volunteer selection process. Such screening methods might test for volunteer success predictors such as reliability and dependability. Nonprofits may find that the most effective and efficient volunteer screening tools are application blanks and structured interviews. By focusing more on volunteer selection, nonprofits may be able to ensure that they are fostering a long term partnership with the highest quality potential volunteers.

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Sherwood, Peter. "Withering unions: human resources conspiracies or ineffective unionism?" Thesis, Queensland University of Technology, 1993. https://eprints.qut.edu.au/226978/1/T%28BS%29%20192_Sherwood_1993.pdf.

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The purpose of this study is to investigate the phenomenon of declining trade union membership density in Australia since the early 1980s. The study looks at the various possible causes of that decline by attempting to apply the most important theoretical approaches to industrial relations: unitarism, Marxism, corporatism and pluralism. It examines the increasingly visible practical approaches to employee relations generally subsumed under the heading of Human Resources Management (HRM), and the influence of the New Right both at the level of individual disputes and in terms of the changing macropolitical scenarios shaping up for industrial relations in Australia in the 1990s. All these influences will be borne in mind in examining a case study of an industrial dispute in the Queensland tourism industry in the 1980s, in which the union effectively self-destructed.

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Vargas, Roslyn. "Adoption Factors Impacting Human Resource Analytics Among Human Resource Professionals." NSUWorks, 2015. http://nsuworks.nova.edu/hsbe_etd/5.

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In today’s fast paced, ever-changing world, one cannot help hearing the terms Big Data and analytics. The Internet holds vast amounts of data and this data, for example in retail, is being used to predict shopping habits, current needs, trends, and more. Why should this be limited to the retail side of an organization? Today, there is a more significant push for Human Resource (HR) professionals to be strategic business partners, and, therefore, HR professionals need to work on leading, not lagging, in the area of measurements and analytics. Some organizations that have adopted the use of analytics in their HR departments have been extremely successful. If this is the case, why are not more HR professionals adopting the use of human resource analytics (HRA)? The purpose of this study is to gain insight as to the reasons why more HR professionals are not using HRA to improve organizational performance and to gain and maintain a competitive advantage. An exploration of prior research was performed and resulted in the development of a model representing factors that impact the adoption of HRA. The model was then tested for content validity and reliability using Partial Least Squares of Path Modeling. Results of the study of 302 HR professionals, currently working in the field of HR, suggest the hypotheses testing social influence, tool availability, effort expectancy, performance expectancy, and quantitative self-efficacy as factors impacting the adoption of HRA were all significant. Conversely, the factors data availability, fear appeals, and general self-efficacy were not significant. Findings indicate that the factors impacting the adoption of HRA are not only in the hands of the HR professional but, to some extent, the organization as well. If organizations truly want to adopt HRA, they must make available to the HR professionals the tools, data, resources, and support necessary. This study contributes to the literature on individual-level adoption, specifically of HRA. Implications for theory and practice are discussed, as well as further research.

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Alexander, Tim. "Cue competition between shapes in human spatial learning." Thesis, University of Hull, 2009. http://hydra.hull.ac.uk/resources/hull:2175.

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In many species, including humans the basic ability to move to a goal is essential to survival. Central to understanding how this ability operates in the cognitive systems of humans and other animals is whether learning about spatial relationships follows the same principles as learning about other kinds of contingent relationships between events. In non-spatial contingent relationships, learning about one stimulus can influence learning about other stimuli. For example, in blocking, learning that cue-A predicts an outcome can reduce learning about a subsequently added cue-B that is paired with cue-A when both cues predict the same outcome (Kamin, 1969). To the extent that spatial learning operates according to similar principles to other forms of contingency learning, spatial cues that can be used to locate a goal should also compete with each other. Failure to find blocking between spatial cues that can be used to locate a goal would be consistent with an alternative account of how spatial knowledge is acquired and used: one that assumes a quite different learning mechanism. For example, the hypothesis of locale learning assumes that a cognitive map of the environmental layout is automatically updated when cues are added or removed from the environment (O'Keefe and Nadel, 1978). Automatic updating implies that added or removed cues will be processed irrespective of what is learned about other cues, rather than competing with or otherwise interacting with those other cues. A second, related, hypothesis is that the geometric properties of the environment are processed in an independent module that is impervious to cue competition from non-geometric features (Cheng, 1986; Gallistel, 1990). This hypothesis implies that geometric cues within the module are also immune to competition from each other. In the current experiments, evidence for blocking of goal location learning was investigated in virtual environments (VEs) in which the presence or absence of large-scale structures can be manipulated. Experiment 1 found that an irregular-shaped flat-walled enclosure blocked learning about a landmark subsequently placed within its boundaries, providing preliminary evidence that shape may not be processed in a specialised module. However, many participants appeared not to be using shape to locate the goal. In the remaining experiments, spatial cues were large-scale 2D shapes presented on the ground which ensured that participants perceived overall shape. Experiments 2 and 3 found no evidence of blocking between shapes when these stimuli were presented in the context of minimal "auxiliary" cues. When additional auxiliary stimuli were presented throughout learning in Experiment 4, a direction consistent with blocking was found, but the effect was not statistically significant. In Experiments 5 and 6 a clear blocking effect was found under circumstances that suggested that the critical variable to finding blocking was the number of irrelevant shapes present either during training or at test. Experiment 7 confirmed that, rather than the test conditions, the presence or absence of stimuli during one or both training phases was the crucial variable in promoting blocking. Experiment 8 investigated the hypothesis that an initial process of learning to ignore irrelevant shapes in phase 1 is a requirement for blocking of learning. In the absence of auxiliary cues in phase 1, blocking was not found. The implications of these outcomes are discussed in relation to the hypothesis of specialised geometric processing, changes in attention, and the conditions of discrimination learning.

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Carvey, Richard J. "Rapid detection of human facial attractiveness in groups." Thesis, University of Hull, 2017. http://hydra.hull.ac.uk/resources/hull:16601.

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In a world full of great visual repetition, humans have evolved to simplify visual processing, taking redundant information and compressing it into a simpler form (Alvarez, 2011). This compressed form is an ensemble representation, an abstract singular entity that conveys the relevant information about its constituents. Haberman & Whitney (2009) demonstrated that even with stimuli as complex as human faces, and specifically their emotional expressions, such a representation can be generated, and the mean expression of a group can be accurately identified from brief presentations. Other research has shown that the attractiveness of faces can be rapidly assessed from very brief exposures (Olson & Marshuetz, 2005; Willis & Todorov, 2006), but this has not considered more than a single face in a presentation. Those that have, only considered estimates of frequency of attractiveness comparing between brief exposures and longer presentation times, not taking into account how accurate these estimates were. The aim of this thesis was to explore the accuracy with which participants could judge the attractiveness of a group of faces, either as a two-alternative-forced-choice task judging which of two groups contained more attractive faces, whether a single group contained more attractive or more unattractive faces, and estimating the number of attractive faces in a group. The results showed that the judgements of attractiveness were accurate from brief exposures, but this judgement was modulated partially by the task at hand. This modulation was further explored by comparing various ratings of attractiveness of the groups, and suggested that the ensemble representation might be formed by some combination of statistical and visual averaging. Finally, the use of eye-tracking technology showed no bias in visual attention towards more attractive faces, and that fixation duration patterns were, to some extent, also modulated by the task.

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Ornatowski, Gregory K. "The End of Japanese-Style Human Resource Management?" MIT-Japan Program, 1996. http://hdl.handle.net/1721.1/7575.

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Dissertations / Theses on the topic 'Human resources'

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