Dissertations / Theses on the topic 'Principles of personnel management'
To see the other types of publications on this topic, follow the link: Principles of personnel management.
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 dissertations / theses for your research on the topic 'Principles of personnel management.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse dissertations / theses on a wide variety of disciplines and organise your bibliography correctly.
1
Lau, Nim-yan Rita. "Factors supporting principals and vice-principals in managing under-performing teachers in local secondary schools." Hong Kong : University of Hong Kong, 1999. http://sunzi.lib.hku.hk/hkuto/record.jsp?B21190835.
Full text
2
Bush, Mary Ann. "Applying adult education principles in an interpersonal management skills training program for hospital operations managers." CSUSB ScholarWorks, 1993. https://scholarworks.lib.csusb.edu/etd-project/704.
Full text
3
Merceron, Jean-Luc. "Principe de subsidiarité et management des organisations, possibilités, conditions et limites d'un management subsidiaire : le cas d'une banque régionale." Thesis, Nantes, 2016. http://www.theses.fr/2016NANT3022/document.
Full textAbstract:
Il n’y a pas de « bien être » sans « bien faire » (Clot, 2010). La question du « travail bien fait » mobilise chacun d’entre nous dans son activité quotidienne. Cependant, qu’est-ce que le travail bien fait ? De quelles ressources avons-nous besoin pour bien faire notre travail ? Qu’est-ce qui empêche le travail bien fait ? Ces questions fondamentales pour le bon fonctionnement d’une entreprise et la santé au travail méritent de mobiliser l’ensemble des travailleurs de la ligne hiérarchique afin de contribuer à un ajustement permanent et pertinent entre « fiabilité réglée » et « fiabilité gérée » (Petit, Dugué, Daniellou, 2011). Dans un contexte contemporain de diminution du « pouvoir d’agir » des individus au travail (Clot, 2008, 2010), une vieille notion de philosophie politique, la subsidiarité, fait un retour remarquable dans la recherche en sciences sociales : en ergonomie (Petit, Dugué, Daniellou, 2011), en droit (Barroche, 2012), en économie (Gomez, 2011), en gestion (Detchessahar, 2013 ; Melé 2005), parce que la subsidiarité envisage l’organisation par le bas en ayant le souci majeur de préserver l’agir créatif des individus et l’ambition permanente de placer la décision au plus près de l’action. Mais un management subsidiaire est-il envisageable concrètement ? Dans ce cas, quelles sont ses conditions de mise en oeuvre, et ses limites. Dans le cadre d’une recherche-intervention au sein d’une Banque Régionale, nous testons l’hypothèse suivante : la mise en place, dans les routines managériales, d’espaces de discussion sur le travail bien fait, permet d’alimenter un management subsidiaire qui concilie santé au travail et performance organisationnelleThere is no "well-being" without "well-doing" (Clot, 2010). The issue of « work well done » mobilizes each of us in its daily activity. However, what is a « work well done » ? What resources are needed to do our job properly ? What impedes work well done ? These fundamental questions for the proper functioning of a company and the health at work deserve to mobilize all the hierarchy of workers to contribute to a permanent and appropriate adjustment between "settled reliability" and "managed reliability" (Petit, Dugué, Daniellou 2011). In a contemporary context of decreasing "power to act" of individuals at work (Clot, 2008, 2010), an old concept of political philosophy, subsidiarity, made a remarkable comeback in the social science research: ergonomics (Petit, Dugué, Daniellou, 2011), law (Barroche, 2012), economics (Gomez, 2011), management (Detchessahar, 2013 ; Melé, 2005), because subsidiarity is considering organizing from the bottom to the top by having the aim of safeguarding the creative act of individuals and permanent ambition to place the decision as close as possible to the action. However, is a subsidiary management actually possible? In this case, what are the conditions of implementation, and limitations. In the framework of an intervention-research in a Regional Bank, we are testing the following hypothesis: the settlement of discussion areas about what is « work well done » into managerial routines (by managerial animation) allows to feed a subsidiary management that combines health at work and organizational performance
4
Lau, Nim-yan Rita, and 劉念恩. "Factors supporting principals and vice-principals in managing under-performing teachers in local secondary schools." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1999. http://hub.hku.hk/bib/B31961034.
Full text
5
Smit, Shelley. "Job stress in management personnel in secondary schools : an educational-psychological investigation / Shelley Smit." Thesis, Potchefstroom University for Christian Higher Education, 2000. http://hdl.handle.net/10394/8793.
Full textAbstract:
The aims of this study were to determine: • The nature of job stress. • Factors causing job stress in management personnel. • The perceived severity or intensity of job stress in management personnel in secondary schools. • The frequency of occurrence of job stress in management personnel in secondary schools.
In order to achieve these aims a literature study and empirical investigation were
undertaken. The data was investigated and evaluated and certain conclusions were
made. Appropriate primary and secondary sources were used in the literature study.
A DIALOG search was conducted using the following key words: job stress,
occupational stress, career stress, work stress, management and education. The
nature of job stress and factors causing job stress in management personnel were
discussed.
Spielberger's Job Stress Survey (JSS) was used for the empirical investigation. This
questionnaire was designed to determine the amount of stress associated with a
particular event and the frequency of its occurrence.
The population consisted of the management teams (principals, deputy principals and
heads of department) of 180 randomly selected secondary schools throughout South
Africa. The management teams of 102 secondary schools throughout South Africa
constituted the sample.
The data obtained in the empirical investigation was statistically analysed and
interpreted. In conclusion the study was summarised, findings were reported and
specific recommendations were made for implementation in practice and for further
research.Thesis (M.Ed.)--Potchefstroom University for Christian Higher Education, 2000
6
Лабенко, О. В. "Організація оцінювання персоналу та її ефективність (на прикладі ПАТ КБ «ПриватБанк»)." Thesis, Одеський національний економічний університет, 2021. http://local.lib/diploma/Labenko.pdf.
Full textAbstract:
Доступ до роботи тільки на території бібліотеки ОНЕУ, для переходу натисніть на посилання нижчеУ роботі були розглянуті різні підходи до найбільш істотних визначень поняття та сутності «оцінювання персоналу», визначені завдання, цілі процесу оцінювання, виділені найпоширеніші методи оцінки персоналу в сучасних умовах, їх переваги та недоліки. Розглянута загальна характеристика ПАТ КБ «ПриватБанк», аналіз його діяльності, а також проблеми та аналіз існуючої системи оцінювання персоналу. За результатами дослідження сформульовані шляхи вдосконалення процесу оцінювання персоналу та підвищення його ефективності в ПАТ КБ «ПриватБанк».
The paper considers various approaches to the most important definitions of the concept and essence of "personnel evaluation", identifies tasks, goals of the evaluation process, highlights the most common methods of personnel evaluation in modern conditions, their advantages and disadvantages. The general characteristics of PJSC CB «PrivatBank», the analysis of its activity, and also problems and the analysis of the existing system of estimation of the personnel are considered. According to the results of the research, the ways of improving the process of personnel evaluation and increasing its efficiency in PJSC CB "PrivatBank" are formulated.
7
Dopf, Evan R. "Perceptions of teacher empowerment in New Jersey : principals and building representatives /." Access Digital Full Text version, 1990. http://pocketknowledge.tc.columbia.edu/home.php/bybib/1090959x.
Full text
8
Chartchai, Pookayaporn Azinger Albert T. "The difference between perceptions of principals and teachers concerning leadership behaviors of private vocational principals in Thailand." Normal, Ill. Illinois State University, 2002. http://wwwlib.umi.com/cr/ilstu/fullcit?p3064522.
Full textAbstract:
Thesis (Ph. D.)--Illinois State University, 2002.Parts of Appendices in English and Thai. Title from title page screen, viewed March 2, 2006. Dissertation Committee: Albert T. Azinger (chair), Kenneth H. Strand, Rodney P. Riegle, Mohamed A. Nur-Awaleh. Includes bibliographical references (leaves 119-124) and abstract. Also available in print.
9
Горбунова, Альона Олександрівна. "Удосконалення управління персоналом підприємства на засадах контролінгу." Bachelor's thesis, КПІ ім. Ігоря Сікорського, 2019. https://ela.kpi.ua/handle/123456789/28268.
Full textAbstract:
Дипломна робота на тему: «Удосконалення управління персоналом підприємства на засадах контролінгу» містить 108 сторінок, 32 таблиці, 17 рисунків, 2 додатки. Перелік посилань нараховує 33 найменування. Метою роботи є обґрунтування необхідності удосконалення інструментарію контролінгу, що використовується в процесі управління персоналом підприємства, надання відповідних рекомендацій та доведення їх економічної ефективності. Для аналізу дослідження та розробки пропозицій в роботі використанні: методи групування, графічний, ілюстрації, методи вертикального та горизонтального аналізу, логічні методи. В роботі доведено доцільність удосконалення методів контролінгу в системі управління персоналом. Метою впровадження запропонованих заходів є підвищення ефективності використання кадрів ТОВ «XXX», зниження рівня плинності кадрів та, як наслідок, збільшення обсягів прибутку. Аналітичні дослідження дозволили розробити рекомендації щодо доцільності використання запропонованих заходів для ТОВ «XXX». Також було розраховано економічний ефект від впровадження запропонованих заходів. Об’єкт дослідження – процес управління персоналом підприємства на прикладі ТОВ «XXX». Предмет дослідження – удосконалення управління персоналом підприємства на засадах контролінгу. Ключові слова: людські ресурси, персонал, система управління персоналом, контролінг персоналу, продуктивність праці, ефективність використання персоналу, кадрова структура, плинність кадрів, принципи управління персоналом.Bachelor's thesis includes 108 pages, 32 tables, 17 drawings, 2 attachments. The bibliography list consists of 33 items. The topic of bachelor's thesis is «Improvement of HR management of the enterprise on the basis of controlling». The purpose of the work is to justify the need to improve the control tools used in the process of staffing the company, providing relevant recommendations and prove their economic efficiency. To analyze research and development of proposals grouping methods, graphic, illustration, methods of financial analysis and logical methods were used in the study. The work proves the need to improve controlling methods in the personnel management system. The purpose of implementation of the suggested measures is to increase the efficiency of the use of personnel of LLC Delta Tex, reduce the rate of staff turnover and, consequently, increase its profits. Analytical research allowed to elaborate recommendations on the feasibility of using the proposed measures for LLC Delta Tex. Also, the economic effect of the implementation of the proposed measures was calculated. The object of research - the process of HR management of the enterprise on the basis of LLC Delta Tex. Subject of research - the іmprovement of HR management of the enterprise on the basis of controlling. Key words: human resources, personnel, personnel management system, staff control, productivity, staff utilization efficiency, personnel structure, personnel turnover, principles of personnel management.
10
Werawat, Wanasiri McCarthy John R. "Interpersonal conflict handling styles of private vocational school principals in Thailand." Normal, Ill. Illinois State University, 1995. http://wwwlib.umi.com/cr/ilstu/fullcit?p9633405.
Full textAbstract:
Thesis (Ph. D.)--Illinois State University, 1995.Title from title page screen, viewed May 18, 2006. Dissertation Committee: John R. McCarthy (chair), Larry D. Kennedy, George Padavil, William Tolone. Includes bibliographical references (leaves 99-106) and abstract. Also available in print.
11
Elsaesser, Leslie Anne. "The relationship between assessment center participation and subsequent staff development activities in practicing and aspiring principals /." Thesis, Connect to this title online; UW restricted, 1990. http://hdl.handle.net/1773/7706.
Full text
12
Woodard, Colleen A. "Merit in Principle, Merit in Practice: An Investigation into Merit-based Human Resources Management Through the Lens of Title 5-exempt Federal Organizations." Diss., Virginia Tech, 2000. http://hdl.handle.net/10919/26893.
Full textAbstract:
This dissertation research investigates whether merit-based principles and practices are embedded into the HRM systems of 19 Title 5-exempt federal organizations. Title 5-exempt organizations, such as government corporations, serve as a vehicle for exploring the question of what constitutes merit in more loosely regulated public environments. This research fills a void in the discussion about how we can sustain a merit foundation in deregulated and decentralized federal human resources systems. It also captures previously uncollected information about HRM in some organizations that operate fully or partially outside the general government management laws.
While the research focus is specific to certain organizations, the context is the broader issue of merit in modern government. A recognition that alternative merit-based HRM systems exist under the federal umbrella without the constraints of Title 5 is important to the overall question of what constitutes merit in federal HRM and whether merit practices must be centrally determined and controlled. The larger goal is that of offering an alternative perspective for embedding the democratic values that merit represents in a more flexible, responsive, and business-like government.
The dissertation is divided into three sections that include building a generic model of merit-based HRM to identify the intrinsic components of such public HRM systems, collecting HRM data from 19 organizations through multiple case methodology, and analyzing and comparing the findings to the merit model. The discussion covers six themes emerging from the research, including the institutionalization and legalization of HRM, the impact of collective bargaining on merit, and the limited formal oversight and accountability of HRM in the studied organizations. The findings suggest that even in less regulated political environments, merit-based systems do survive and serve the changing needs of the organization. The key recommendation proposes offering the traditional federal agencies the option to develop and defend their own merit-based HRM systems under a broad public policy and accountability framework. The growth of standard HRM policies and practices in all large organizations and the increased protections in the HRM systems stemming from civil rights and employment law as well as collective bargaining offer protections similar to those merit was originally intended to provide.Ph. D.
13
Voorhis, George William. "The Zone of Tolerance and its effects on the hiring of school principals." Diss., The University of Arizona, 1989. http://hdl.handle.net/10150/184899.
Full textAbstract:
The Zone of Tolerance is a concept which describes the latitude of control that a community gives to its professional educators. Current research which attempts to delineate this zone indicates that community control of a district will vary, but is predictable when variables are arranged to meet certain criteria. Specifically, William Boyd (1976) concluded in a summary of the research that in large heterogeneous urban districts professional interests will dominate in routine internal issues such as personnel. This study used multiple qualitative methods to examine Boyd's contention by analyzing the hiring of successful principal candidates in a large heterogeneous school district. Interviews were conducted with principals selected by questionnaires and hired in the district during the period of time from 1975 to 1985. Corresponding data about school district events for the period were also collected from newspapers and other public archives. In addition, principals' perceptions of legitimacy affected by changes in influence on the hiring process were gathered. Data were then reduced, categorized and analyzed on the basis of shifting patterns of community and professional dominance. Results indicated that an increase in minority rights issues and the community's changing demographics shifted control of the hiring process from the school professionals to a newly elected school board more representative of community interests. Principals' perceptions of legitimacy affected by the changing patterns of dominance were varied and inconclusive, however the shift in control over personnel decisions regarding the hiring of principals was conclusive and contradicted Boyd's contention.
14
Fuller, Eric G. "Equipping a select group of young married couples of the First Baptist Church of Alexander City, Alabama, in principles of personal financial management." Theological Research Exchange Network (TREN) Theological Research Exchange Network (TREN) Access this title online, 2005. http://www.tren.com.
Full text
15
Frey, Jeffrey Daniel. "The Sustainability of Nonprofit Leaders: Principles and Practices that Encourage and Restore Personal Wellbeing and Professional Effectiveness." Case Western Reserve University School of Graduate Studies / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=case1559916763158355.
Full text
16
Haywood, Narvia D. "The Impact of Site-based Management on Perceived Roles of Superintendents, Board Chairpersons, Principals and Selected Central Office Personnel in Tennessee School Systems." Digital Commons @ East Tennessee State University, 1992. https://dc.etsu.edu/etd/2696.
Full textAbstract:
The introduction of site-based management has had an impact on the operation of school systems in Tennessee; however no one seems to know for certain what that impact was. Findings from this study revealed that there is a basic understanding of the impact of site-based management as perceived by superintendents, board chairpersons, principals, personnel, budget, curriculum, and staff development administrators. Findings also revealed that central office staff and principals, for the most part, perceive that the superintendents and board chairpersons were supportive of site-based management programs. One hundred and eighty-one educators, including board chairpersons, responded to a fifty-four item questionnaire. This questionnaire focused on the following areas: impact, roles, system-wide policies, personnel, relationships, staff development, morale, position authority, curriculum, policy making, budget and support. Using the F-test for analysis of variance, it was determined that significant differences in perceptions existed in the area of understanding the impact, sharing decisions at the school site, boards of education relinquishing policy making authority to the school site, and principals and faculties having control of the curriculum. The remaining eight (roles, system-wide policies, personnel, staff development, morale, position authority, budget, support) had no significant differences in the perceptions of the respondents. Conclusions of the study emphasize that in order for site-based management programs to be successful there must be a dramatic change in the traditional administrative role. Recommendations were extensive training, retraining, and education be provided so that all school and central office personnel and community members understand and have a sense of ownership of site-based management.
17
Pantili, Linda D. "A meta-analytic validity study of the National Association of Secondary School Principals' Assessment Center process." Diss., This resource online, 1992. http://scholar.lib.vt.edu/theses/available/etd-06062008-170216/.
Full text
18
Воронка, Р. А. "Методологічні засади удосконалення управління персоналом на основі використання принципів мотивації (на прикладі Білопільського дитячого будинку-інтернат»)." Master's thesis, Сумський державний університет, 2021. https://essuir.sumdu.edu.ua/handle/123456789/86981.
Full textAbstract:
Дослідження було спрямовано на одну із функцій менеджменту, мотивацію. У першому розділі роботи було проаналізовано методично-наукову літературу, на предмет управління персоналом на основі принципів мотивації. У другому розділі роботи було проаналізовано методологію управління персоналом. Та охарактеризовано принципи мотивації персоналу підприємства. У третьому розділі було проаналізовано Білопільський дитячий будинок-інтернат. Основний акцент було поставлено на систему управління персоналом та на принципи мотивації персоналу установи. Запропоновано наступні управлінські принципи мотивації, мотивація за потребами, мотивація за цілями, мотивація заснована на принципах корпоративної культури, економічна мотивація, адміністративна мотивація тощо. У другому підрозділі третього розділу було розроблено систему рекомендацій для керівництва установи, щодо удосконалення системи управляння персоналом на принципах мотивації.Исследование было ориентировано на одну из функций менеджмента, мотивацию. В первом разделе работы была проанализирована методически научная литература, на предмет управления персоналом на основе принципов мотивации. Во втором разделе работы была проанализирована методология управления персоналом. Но охарактеризованы принципы мотивации персонала предприятия. В третьей главе был проанализирован Белопольский детский дом-интернат. Основной акцент был поставлен на систему управления персоналом и принципы мотивации персонала учреждения. Предложены следующие управленческие принципы мотивации, мотивация по потребностям, мотивация по целям, мотивация основанная на принципах корпоративной культуры, экономическая мотивация, административная мотивация и т.д. Во втором подразделе третьего раздела была разработана система рекомендаций для руководства учреждения по совершенствованию системы управления персоналом на принципах мотивации.
The research was aimed at one of the functions of management, motivation. In the first section of the work the methodological and scientific literature on personnel management based on the principles of motivation was analyzed. The second section of the work analyzed the methodology of personnel management. And the principles of motivation of the enterprise staff are described. In the third section, the Bilopil orphanage was analyzed. The main emphasis was placed on the personnel management system and the principles of motivation of the institution's staff. The following managerial principles of motivation, motivation by needs, motivation by goals, motivation based on the principles of corporate culture, economic motivation, administrative motivation, etc. are proposed. In the second subsection of the third section, a system of recommendations for the management of the institution was developed to improve the personnel management system on the principles of motivation.
19
SILVA, Ladjane de Barros. "Percepção dos gestores de recursos humanos sobre as principais competências exigidas no recrutamento e seleção dos gestores técnicos das indústrias de grande porte do agronegócio da Região Metropolitana do Recife." Universidade Federal Rural de Pernambuco, 2011. http://www.tede2.ufrpe.br:8080/tede2/handle/tede2/4564.
Full textAbstract:
Submitted by (edna.saturno@ufrpe.br) on 2016-05-31T16:10:29Z
No. of bitstreams: 1
Ladjane de Barros Silva.pdf: 1595014 bytes, checksum: 5dff0a6cc09e26028ccc0274c77dcbd9 (MD5)Made available in DSpace on 2016-05-31T16:10:29Z (GMT). No. of bitstreams: 1 Ladjane de Barros Silva.pdf: 1595014 bytes, checksum: 5dff0a6cc09e26028ccc0274c77dcbd9 (MD5) Previous issue date: 2011-02-17
The changes that have occurred in the economic environment tend to lead to the reformulation of new concepts in special relating to industries, which have been forced to adapt to changes by modifying their structure, operations and production processes. it can be observed the need for a more effective participation of the employees in order to improve the response time of their actions, making the industry more active and competitive. The Brazil has its economy based and dependent on agribusiness, which covers all companies that processing and distribution, produce agricultural inputs and rural properties. This market to represent about 26% of national GDP and is also responsible for more than 40% of the revenue generated from exports. This present study searched to investigate what are the main individual skills required for the technical managers who work in the large industries of the agribusiness in the Metropolitan in the view´s Human Resources managers. The organizations seek in their processes of Recruitment and Selection to identify qualified professionals that meet the demand sectors quickly and clearly. For this it is necessary to define the profile of the professional which is wanted to attract, identifying then the set of knowledge, skills, attitudes and values that the professional should have, so it adds economic value to the organization and at the same time social value to itself. The Personnel Management enhances the human dimensions, such as subjectivity, desire, knowledge, intuition and creativity. The managers search to guide the employees to incorporate organizational goals, pledging to carry them out effectively, while accomplishing their personal goals. For the study of multiple cases was used the structuralized interview as research instrument with managers of HR of the agribusiness industries from RMR. The results show that the selected industries are from alimentary segment, 43% also work in the international market and an average of approximately 1,500 employees. Most HR managers are women, specialists in Personnel Management and participating actively in the processes Recruitment and Selection even when they are outsourced. For the position of technical manager of agribusiness, the organizations want to attract professionals aged 30 to 40 years with an experience in the specific area of operation from 2 to 5 years in organizations of similar size and performance for the available position. The results of the study show the main Competencies of Business that the technical manager must have: fulfilment deadlines, focus on quality, managing conflicts in the work environment, continuous process improvement, concern for safety and health, guide learn and to take decisions with impartially. Already the main Competencies Social identified were: to manage conflict, self-development, to stimulate learning and the professional development team, flexibility to deal with personal differences, leadership, pressure tolerance and teamwork. Finally, the main Competencies Technical skills identified in this study as the most important technical managers of agribusiness, were: experience, specific training in the area of operation, knowledge of industrial processes and management for results.
As mudanças que têm ocorrido no ambiente econômico tendem a induzir a reformulação de novos conceitos em especial os relacionados às indústrias, que foram obrigadas a se adaptarem às mudanças, modificando suas estruturas, operações e processos produtivos. Além disso, observa-se a necessidade da participação mais efetiva dos colaboradores no intuito de melhorar o tempo de resposta de suas ações, tornando a indústria mais ágil e competitiva. O Brasil tem sua economia baseada e dependente do agronegócio ou agribusiness, o qual engloba o conjunto de empresas de processamento e distribuição, de insumos agrícolas e propriedades rurais. Este mercado detém cerca de 26% do PIB nacional, sendo responsável por mais de 40% da receita gerada com exportações. O presente estudo buscou investigar quais as principais competências individuais exigidas aos gestores técnicos que atuam nas indústrias de grande porte do agronegócio da Região Metropolitana do Recife na visão dos gestores de Recursos Humano. As organizações buscam em seus processos de Recrutamento e Seleção identificar profissionais capacitados que supram a demanda dos setores com rapidez e objetividade. Para isto, é necessário definir o perfil do profissional que se deseja atrair, identificando, o conjunto de conhecimentos, habilidades, atitudes e valores que o indivíduo deve ter, de forma a agregar valor econômico à organização, e ao mesmo tempo, valor social a si mesmo. A Gestão de Pessoas valoriza as dimensões humanas, como a subjetividade, a vontade, o saber, a intuição e a criatividade. Os gestores buscam orientar os colaboradores a incorporarem os objetivos organizacionais, realizando-os com eficácia, ao mesmo tempo em que, realizam os seus objetivos pessoais. Para o estudo de casos múltiplos foi utilizado como instrumento de pesquisa a entrevista estruturada, com os gestores de RH das indústrias do agronegócio da RMR. Os resultados obtidos mostram que as indústrias selecionadas são do segmento alimentar, 43% atuam também no mercado internacional, e apresentam uma média de aproximadamente 1.500 colaboradores. A maioria dos gestores de RH é formada por mulheres, especialistas em Gestão de Pessoas e que participam ativamente dos processos de Recrutamento e Seleção mesmo quando estes são terceirizados. Para o cargo de gestor técnico do agronegócio, as organizações desejam captar profissionais com idade de 30 a 40 anos, com experiência na área especifica de atuação de 2 a 5 anos e exigem ainda que tenham trabalhado em organizações de porte semelhante para o cargo disponível. Os resultados do estudo mostram as principais Competências de Negócio que os gestores técnicos devem ter: cumprimento de prazos, foco na qualidade, gerenciar conflitos no ambiente de trabalho, melhoria contínua dos processos, preocupação com segurança e saúde, saber orientar e tomar decisões com imparcialidade. Já as principais Competências Sociais identificadas foram: administrar conflitos, autodesenvolvimento, estimular o aprendizado e o desenvolvimento profissional da equipe, flexibilidade para lidar com diferenças pessoais, liderança, tolerância a pressão e trabalho em equipe. E por fim, as competências técnicas identificadas neste trabalho como mais importantes aos gestores técnicos do agronegócio, foram: experiência, formação específica na área de atuação, conhecimento dos processos industriais e gestão para resultados.
20
Mosiichuk, Khrystyna, Христина Андріївна Мосійчук, Olena Volovyk, and Олена Іванівна Воловик. "Quality management principles in logistics." Thesis, National Aviation University, 2021. https://er.nau.edu.ua/handle/NAU/50525.
Full textAbstract:
1. Vorobyov D.O. «Application of logistics standards in quality management», 2002.
2. Morozov O.B. « The basics of logistics theory in the practice of successful modern business », 2006
3. Talib, F., Rahman, Z. and Qureshi, M.N. (2011), "A study of total quality management and supply chain management practices", International Journal of Productivity and Performance ManagementIn the modern economy, which is becoming socially oriented, the problems of the quality of manufactured and sold products are put forward in the first place. The solution to the quality problem is in the center of attention of manufacturing enterprises, for which there are special subdivisions - quality management services. The quality that meets the requirements of consumers and the achievements of scientific and technological progress determines the competitiveness of the enterprise, and at the same time - the commercial success and stable financial condition. Competition is the incentive that makes all subjects of the economy constantly improve the quality of goods and services, develop an operational and strategic policy in the field of quality.
У сучасній економіці, яка стає соціально орієнтованою, на перше місце висуваються проблеми якості виготовленої та реалізованої продукції. Вирішення проблеми якості знаходиться в центрі уваги виробничих підприємств, для яких існують спеціальні підрозділи - служби управління якістю. Якість, що відповідає вимогам споживачів та досягненням науково-технічного прогресу, визначає конкурентоспроможність підприємства, і в той же час - комерційний успіх та стабільний фінансовий стан. Конкуренція - це стимул, який змушує всіх суб’єктів господарства постійно підвищувати якість товарів і послуг, розробляти оперативну та стратегічну політику в галузі якості.
21
Datye, Shlok. "Money Management Principles for Mechanical Traders." Thesis, KTH, Matematisk statistik, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-104332.
Full textAbstract:
In his five books during 1990-2009, starting with Portfolio Management Formulas, Ralph Vince made accessible to mechanical traders with limited background in mathematics various important concepts in the field of money management. During this process, he coined and popularized the terms “optimal f" and “leverage space trading model." This thesis provides a sound mathematical understanding of these concepts, and adds various extensions and insights of its own. It also provides practical examples of how mechanical traders can use these concepts to their advantage. Although beneficial to all mechanical traders, the examples involve trading futures contracts, and practical details such as the back-adjustment of futures prices are provided along the way.
22
Grugan, Cecilia Spencer. "Disability Resource Specialists’ Capacity to Adopt Principles and Implement Practices that Qualify as Universal Design at a 4-Year Public Institution." Wright State University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=wright1526997302503817.
Full text
23
Tancogne-Dejean, Manuela. "Anticiper la crise : ingénierie d'évacuation des bâtiments et management de l'évacuation, principes et éléments." Troyes, 2012. http://www.theses.fr/2012TROY0038.
Full textAbstract:
La mise en sécurité des personnes lors d’un incendie passe par l’évacuation des bâtiments. Dans le contexte sociétal actuel, l’évacuation doit être repensée. L’objectif est d’anticipation de la crise qui peut survenir chez les personnes face à une situation d’urgence fondées sur le comportement humain et le processus d’évacuation. La loi Accessibilité de 2005 a fait ressortir que nous sommes tous concernés à un moment ou à un autre. La présence de fumées plus ou moins toxiques, d’obstacles entravant les déplacements, de bruits étourdissants,… ont des conséquences négatives sur nos capacités et facultés, et complique d’autant le déroulement de l’évacuation. La démarche adoptée consiste à partir de l’étude de la perception du risque de personnes vulnérables qui vivent concrètement la situation de handicap pour pouvoir ensuite la transposer à tous, car il est admis que la phase de conscience du danger est la plus importante du processus l’évacuation. Trois méthodes ont été utilisées : une analyse qualitative par questionnaire pour appréhender la perception du risque; une approche systémique pour comprendre le processus d’évacuation dans sa globalité et une approche cindynique pour déterminer les sources de danger. Les résultats obtenus ont permis de caractériser les facteurs et les biais de la perception du risque, de faire une modélisation statique et dynamique du processus d’évacuation et de proposer deux outils d’anticipation de la crise : l’ingénierie d’évacuation et le management de l’évacuationEnsuring people’s safety in case of fire requires evacuating the building. In the current societal context, evacuation must be rethought. The objective is to propose two tools with which to anticipate crisis that could occur in people facing an emergency based on human behaviour and the evacuation process. The Accessibility law of 2005 highlighted that we will all be affected by it at one time or another. The presence of more or less toxic fumes, impeding obstacles, and confusing noises. . . Have a negative impact on our abilities and faculties and complicate the evacuation process. The approach is based on a study of the perception of risk by elderly persons and of persons with disabilities, so as to be able to transpose the experience to all, which, as it is agreed that the phase of awareness of danger is the most important in the evacuation process. Three different methods were used: a qualitative method of questionnaire analysis to understand the perception of risk, a systemic approach to understand the process of evacuation in its entirety and a cindynic approach to determine the sources of danger. The results lead to the characterisation of the structuring factors and bias engaged in risk perception, to creating a static and dynamic modelling of the evacuation process and to propose two crisis anticipation tools: Building evacuation engineering and Evacuation management
24
Branson, Steven R. "Equipping Christians in principles of conflict management." Theological Research Exchange Network (TREN), 1987. http://www.tren.com.
Full text
25
Stahl, Günter, Ingmar Björkman, Elaine Farndale, Shad S. Morris, Jaap Paauwe, Philip Stiles, Jonathan Trevor, and Patrick Wright. "Six principles of effective global talent management." Massachusetts Institute of Technology, 2012. http://epub.wu.ac.at/3616/1/globaltalent.pdf.
Full textAbstract:
To determine how leading companies in North America, Europe, and Asia develop and sustain strong talent pipelines, this research investigates talent management processes and practices in a sample of 37 multinational corporations, selected on the basis of their international scope, reputation, and long-term performance. In-depth case studies and a Web-based survey of human resources professionals identify various effective practices that can help companies attract, select, develop, and retain talent. However, the results suggest that competitive advantage comes not primarily from designing and implementing best practices but rather from the proper internal alignment of various elements of a company's talent management system, as well as their embeddedness in the value system of the firm, their links to business strategy, and their global coordination.
26
Byrd, Rebekah J., and T. B. Bradley. "Introductory and Organizing Principles." Digital Commons @ East Tennessee State University, 2013. https://dc.etsu.edu/etsu-works/875.
Full textAbstract:
Book Summary: Applying Techniques to Common Encounters in School Counseling: A Case-Based Approach helps counselors in training bridge the gap between theory and practice by showing them how to theoretically frame or understand the problems and issues they encounter, how to proceed, and what action steps to take when they enter the field as school counselors. It answers the questions new counselors have in real school settings, such as What is it really like to live the life of a professional school counselor? How does the theory presented in the classroom apply to the myriad of situations encountered in the real life, everyday school setting? Case studies and scenarios give readers examples of many commonly encountered presenting issues. For each scenario the case is introduced, background information is supplied, and initial processing questions are posed. The authors include a discussion of the theoretical models or frameworks used to address the issue, along with a table segmented by theoretical paradigm and grade level that includes other techniques that could be used in the presenting case. With these tools at their disposal, readers gain a firm understanding of the issues from several frames of reference, along with interventions meant to create movement toward a successful resolution.
27
Byrd, Rebekah J. "An Introduction to Principles of Play Therapy." Digital Commons @ East Tennessee State University, 2015. https://dc.etsu.edu/etsu-works/903.
Full text
28
Al-Hasan, Sulaiman. "Personnel management practices in Kuwait libraries." Thesis, Loughborough University, 1992. https://dspace.lboro.ac.uk/2134/7210.
Full textAbstract:
Checkland's soft systems methodology is adapted to investigate and suggest improvements to personnel management in Kuwait libraries. An initial study investigating relevant elements of personnel management in Kuwait, such as motivation, communication, etc., was conducted primarily by interviewing. A model was constructed on this basis to deduce relevant important issues, such as library services and motivation of library staff. These issues were further investigated in a second survey again primarily by interviewing. Because of the Gulf War, a third interview survey then took place to update data and to identify important changes regarding library management. Four activity-based models were then constructed to determine factors relating to the improvement of personnel management in Kuwait libraries and as guides for data analysis, as follows: a system of increasing the supply of competent information workers; a system to enhance communication inside and outside the library; a system which meets users' needs and encourages the use of the library; a system to enhance staff motivation. The conclusion examines possible solutions regarding personnel management problems in Kuwait libraries. In addition, the value of Checkland's soft systems methodology for this kind of analysis is examined.
29
Stankiewicz-Mroz, Anna, and Maciej Bielecki. "FEATURES OF THE MANAGEMENT PERSONNEL EVALUATION." Thesis, НАУ, 2015. http://er.nau.edu.ua/handle/NAU/16983.
Full text
30
Lim, Brian Yoo-Jin. "Principles for architecting complex systems." Thesis, Massachusetts Institute of Technology, 1998. http://hdl.handle.net/1721.1/9902.
Full text
31
Sikorska, Małgorzata, and O. P. Kosenko. "Principles of intellectual-innovative technologies." Thesis, Харківський національний автомобільно-дорожній університет, 2018. http://repository.kpi.kharkov.ua/handle/KhPI-Press/36518.
Full text
32
McKinnon-Russell, Tiffany Suzanne. "Transformational Leadership Principles within Small Businesses." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/891.
Full textAbstract:
Small businesses in the United States experience a high rate of failure. The purpose of this phenomenological study was to identify and explore consistent strategies small business owners in Harrisburg, Pennsylvania used to lead successful companies. Transformational leadership theory formed the conceptual framework for this study. A mixed purposive sample of 20 small business owners participated in semistructured face- to-face and telephone interviews. Each of the participants possessed a minimum of 3 years of successful business operation and employed fewer than 500 individuals. Using Moustakas' modified van Kaam analyses, 6 main themes emerged: characteristics and experiences, leadership behaviors, managing operations, managing employees, employee behaviors, and achieving success. The study findings highlighted the need for small business owners to nurture the leader-follower relationship to inspire and motivate employees. Further, the results indicated the importance of utilizing integrated business practices to influence employee and business performance. The findings in this study promote positive social change by identifying strategies to empower nascent and existing entrepreneurs. Small business owners can apply these results to improve the leader- follower relationship within their organizations, and boost overall business success.
33
Posner, Tomer. "Application of lean management principles to election systems." Thesis, Massachusetts Institute of Technology, 2005. http://hdl.handle.net/1721.1/35633.
Full textAbstract:
Thesis (S.M.)--Massachusetts Institute of Technology, Dept. of Mechanical Engineering, February 2006.Includes bibliographical references (p. 74-76).
Lean was first adopted as a management technique for improving results in manufacturing environments. It is based on the 5 principles of identifying the Value to be created, mapping the Value-Stream (incremental addition of value), ensuring process Flow, orienting the process towards the Pull of the customer and finally eliminating all Waste through a process of continuous improvement. This framework is highly adaptable, and has been applied in recent years to non-manufacturing efforts, such as product development and the retail and service industries. We explore the application of Lean to voting. Applications can be found in the phases of technology development, production, deployment, poll management and more. By following a structured approach based on Lean, the efforts to advance voting solutions in the US can gain in efficiency, security, privacy and credibility over their current state. These will be adapted to deal with the voting environment, which imposes a unique set of challenges and follows priorities different from normal corporations. Additional Lean elements, such as eliminating irregularities through standardization, improved training and process transparency will be reviewed.
(cont.) The development and deployment of Brazilian voting system will be presented as an example of how Lean elements can be used in the voting setting. While not intentionally created by the Lean model, the design, deployment and current use of the Brazilian system is highly complimentary to this model. Finally, we suggest ways in which such an approach can be applied to the U.S. voting system. With a theoretical structure in place, specific improvement efforts can be devised and applied in the field. This study, therefore, is intended as a preliminary effort of identifying a problem and modeling it. It hopes to induce a commitment to Lean which will put in motion a cycle of implementation, elaboration and continuous improvement.
by Tomer Posner.
S.M.
34
Agarwal, Sudha Rani, and Timea Kalmár. "Sustainability in Project Management : Eight principles in practice." Thesis, Umeå universitet, Företagsekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-115219.
Full textAbstract:
This research studies the eight principles of sustainability applied in Project Management. To be more precise the research fulfils four objectives which are: firstly, to review and identify key principles of sustainability in project management from existing literature; secondly, to adopt a multiple case study method to assess the applicability of the principles in project management; thirdly, to determine the barriers that impede certain principles to be applied in projects and the resulting trade-offs; and lastly, to refine the concept of sustainability in project management.The study adopts a subjectivist ontological viewpoint and an interpretivist epistemological outlook. The paper deductively studies the research question and adopts a qualitative mono-method research design, with a multiple case study strategy. The project case studies analysed belong to six different industries namely Pharmaceutical, Information Technology (IT), Automotive, Transportation, Furniture and Fast-moving consumer goods (FMCG). All case studies fulfil the criteria of being multinational organisations, operating in the private sector, having sustainability as a strategic pillar and projects executed in developed countries with a similar macroeconomic climate. The data has been collected through the semi-structured interview technique and examined using a thematic analysis. The results show that not all eight principles of sustainability are implemented in project management despite of multiple proactive endeavours of engaging in social and environmentally focused business practices. The two principles that show a limited applicability in project management are values and ethics as well as consuming income and not capital.The theoretical contribution of the research is realised through the first collective analysis of the eight principles of sustainability and their implementation in project management through empirical case studies. An additional contribution is through the selection of case studies from industries that have not been examined before. The practical implication of the research is to offer guidance to organisations on what principles they need to build their sustainability project management practices on and to point out the commonly faced barriers and trade-offs.
35
Au, Yeung Suk-fong Alsace. "Impact of Chinese culture on personnel management in Hong Kong & China : with study on cross-border business establishments /." [Hong Kong : University of Hong Kong], 1994. http://sunzi.lib.hku.hk/hkuto/record.jsp?B1378769X.
Full text
36
Wadzwanya, Faith Chivimbiso. "Managing small and medium enterprises using project management principles." Thesis, Cape Peninsula University of Technology, 2017. http://hdl.handle.net/20.500.11838/2652.
Full textAbstract:
Thesis (MTech (Business Administration (Entrepreneurship)))--Cape Peninsula University of Technology, 2017.Although SMEs are aware of project management, it seems that a vast majority of firms are not actually well-informed about what project management is, and therefore, might not even be adhering to project management principles. Hence, the main objective of this study was to determine the extent to which SMEs (involved in construction, events and information technology and located in the Cape Metropolitan area in South Africa) apply project management principles. This study used a mixed method approach (both qualitative and quantitative) and various relevant instruments to collect and analyse data. A total of 223 questionnaires were administered to employees working in conjunction with a project management department, and five face-to-face interviews were conducted with owner-managers of selected SMEs. The statistical package for social science (SPSS) was used to analyse the quantitative data with results presented in a tabulated format; content analysis was used to transcribe qualitative data and categorise this data into themes. The study found that the project management sector is still predominately male-dominated, and project teams are not selected on the basis of experience. Furthermore, those who lack experiences are not trained. The nature of work done, company understaffing, time and financial constraints and poor team dynamics were all cited as factors affecting the application of project management principles within SMEs. Several recommendations emerged from the findings. First, it was recommended that women be empowered as active participants in project management, thereby reducing the evident gender imbalance; training and development should regularly be conducted to fully equip employees with vital skills and competencies. This will more strongly ensure that clients are satisfied with quality outcome and thereby establish a good reputation for SMEs. Project managers should create contingency plans for potential challenges. Additionally, the project manager should ensure that by virtue of the company being understaffed, specific roles and responsibilities of individuals should be clearly delineated, clearly communicated and clearly understood. Alternatively, the company may employ more personnel for particular projects, or independent contractors could be hired to assist. Moreover, time constraints can be eradicated by establishing timelines through the Gantt chart and measuring milestones. Finance and other resources should be allocated economically with and ongoing budget-cost analysis for monitoring expenditure. It was also deemed advisable that project managers send their teams for wellness training to avoid negative team dynamics, and as for labour unrest, senior managers should engage proactively with unions and delegates.
37
Fitzpatrick, Peter George. "Integrated skills reinforcement in pharmacy personnel management /." Access Digital Full Text version, 1992. http://pocketknowledge.tc.columbia.edu/home.php/bybib/11229391.
Full textAbstract:
Thesis (Ed.D.)--Teachers College, Columbia University, 1992.Includes tables. Typescript; issued also on microfilm. Sponsor: Carmine Paul Gibaldi. Dissertation Committee: L. Lee Knefelkamp. Includes bibliographical references (leaves 164-168).
38
Sochynska-Sybirtseva, Iryna, and І. М. Сочинська-Сибірцева. "Personnel security management technology at the enterprise." Thesis, Ексклюзив-Систем, 2016. http://dspace.kntu.kr.ua/jspui/handle/123456789/3645.
Full text
39
Palyvoda, O. M., and D. Barsuk. "Peculiarities of personnel management in small business." Thesis, КНУТД, 2016. https://er.knutd.edu.ua/handle/123456789/4899.
Full text
40
Neethling, Gideon Hugo. "Performance improvement by applying lean manufacturing principles at MultiMech." Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/8329.
Full textAbstract:
Thesis (MBA)--University of Stellenbosch, 2009.ENGLISH ABSTRACT: The political changes in South Africa since 1994 and globalisation have brought about a dramatic increase in competition for South African companies. To ensure long-term survival and success, companies have to focus their strategies on continuous improvement and the ability to adapt to continuous change. Lean manufacturing principles were derived from the Toyota Production System (TPS) which was created by Taiichi Ohna, who is widely credited to be the father of Lean manufacturing principles. Lean principles originated in the automotive industry and transformed an industry that previously focused all its improvement efforts on the theory of mass production. Lean principles can be summarised as continuous improvement through focus on the elimination of waste from processes. Lean principles specify that organisations: • Change from using their view to using the view of the customer when evaluating value-creating activities; • Change production plans that focus on mass production to production plans that produce only what customers want now in flow production with small production batches; • Reduce lead times; • Improve quality; and • Achieve the above-mentioned by eliminating waste in all processes. Lean principles are based on the assumption that once waste is removed, the process improves and results in reduced lead time, improved quality, reduced costs and improved customer service. The aim of this research study was to test Lean principles by implementing applicable parts of it in the engine rebuilding section of MultiMech, a division of Golden Arrow Bus Services. The changes that formed part of the implementation included: • Reduced work in progress through improved production planning; • Improved performance of inbound processes through improved communication based on improved production planning; and • Improved productivity due to improved inbound processes and improved performance measuring. The results from the pilot implementation of Lean principles at the engine rebuilding section support the benefits documented in the theory. The major results were: • An increase in the number of engines built for the months June to September, from 54 in 2007 to 88 in 2008 which represents a 63 per cent improvement in productivity; • A decrease in the number of works orders from 58 to 21, which represents a decrease of 63 per cent in work in progress; and • A reduction in stores' lead time from 3.5 days to 1.4 days, which represents an improvement of 60 per cent. The results from the pilot implementation is only an indication of the total potential that will be realised when Lean principles are implanted throughout MultiMech.
AFRIKAANSE OPSOMMING: Die politieke veranderinge in Suid-Afrika sedert 1994 en globalisering het 'n dramatiese verhoging in mededinging vir Suid-Afrikaanse maatskappye tot gevolg gehad. Ten einde langtermyn oorlewing en sukses te verseker, moet maatskappye hul strategiee fokus op aanhoudende verbetering en die vermoe om by konstante verandering aan te pas. 'Spilvrye' vervaardigingsbeginsels ('Lean manufacturing principles') is afgelei van die Toyota produksiestelsel ('Toyota production system') (TPS), wat ontwikkel is deur Taiichi Ohno, wat algemeen beskou word as die vader van spilvrye vervaardigingsbeginsels. Hierdie beginsels het ontstaan in die motorvervaardigingsindustrie en 'n industrie transformeer wat voorheen al sy verbeteringspogings gefokus het op die teorie van massaproduksie. Spilvrye beginsels kan opgesom word as konstante verbetering deur te fokus op die eliminasie van verspilling uit prosesse. Spilvrye beginsels bepaal dat organisasies: • Nie meer vanuit hulle eie perspektief nie, maar vanuit die klient se perspektief waardeskeppende aktiwiteite beoordeel; • Produksieplanne verander wat fokus op massaproduksie tot produksieplanne wat slegs produseer wat kliente nou wil he in 'n vloeiproduksieproses met klein produksievolumes; • Wagperiodes verminder; • Kwaliteit verbeter; en • Bogenoemde bereik deur verspilling in alle prosesse te elimineer. Spilvrye beginsels is gebaseer op die aanname dat sodra verspilling verwyder is, die proses verbeter en verkorte wagperiodes volg, kwaliteit verbeter, kostes verminder en klientediens verbeter. Die doel van hierdie navorsingstudie was om Spilvrye beginsels te toets deur toepaslike gedeeltes daarvan te implementeer in die enjinbou afdeling van MultiMech, 'n divisie van Golden Arrow busdienste. Die veranderinge wat deel uitgemaak het van die implementering sluit in: • Verminderde werk-in-proses deur verbeterde produksiebeplanning; • Verbeterde prestasie van inkomende prosesse deur verbeterde kommunikasie gebaseer op verbeterde produksiebeplanning; en • Verbeterde produktiwiteit as gevolg van verbeterde inkomende prosesse en verbeterde prestasiemeting. Die resultate van die loodsimplemetering van Spilvrye beginsels by die enjinbou afdeling ondersteun die voordele wat in die teorie gedokumenteer is. Die vernaamste resultate sluit in: • 'n Toename in die aantal enjins gebou vir die maande Junie tot September, van 54 in 2007 tot 88 in 2008 wat 'n 63 persent verbetering in produktiwiteit verteenwoordig; • 'n Afname in die aantal werksopdragte vanaf 58 tot 21, wat 'n afname van 63 persent in werk-in-proses verteenwoordig; en • 'n Afname in store se wagperiode van 3.5 dae tot 1.4 dae, wat 'n verbetering van 60 persent verteenwoordig. Die resultate van die loodsimplementering van Spilvrye beginsels is 'n teken van die totale potensiaal wat gerealiseer sal word met die implementering in ander departemente van MultiMech.
41
Van, Alstyne Marshall W. (Marshall Ware). "Managing information : networks, value, policy, and principles." Thesis, Massachusetts Institute of Technology, 1998. http://hdl.handle.net/1721.1/9820.
Full text
42
Tort, Ayala Laura Susana. "Principles and recommendations to design aging-friendly homes." Thesis, Massachusetts Institute of Technology, 2019. https://hdl.handle.net/1721.1/122341.
Full textAbstract:
Thesis: S.M. in Engineering and Management, Massachusetts Institute of Technology, System Design and Management Program, 2019Cataloged from PDF version of thesis. "Some pages in the original document contain text that runs off the edge of the page. (See Appendix C)"--Disclaimer Notice page.
Includes bibliographical references (pages 82-84).
The aging population is increasing at an unprecedented rate, and with it, the number of older adults that decide to age in place. Some public and private efforts have been made in order to better understand the mobility and physical needs of older adults in home environments. However, most of these efforts have missed a holistic definition of home and how the human dwelling is influenced by aging. This thesis is composed of three studies: a national survey, a series of in-home interviews, and an intergenerational workshop. The overall objective of these studies was to understand how older adults live and move within their homes, as well as what their emotional and functional expectations of their homes are. The outcome of this work is a set of principles and recommendations that design professionals can use when designing home environments or home-related products. These principles and recommendations are meant to serve as a guide to approach a project with the right mindset-a mindset that augments empathy and understanding for older adults, and that challenges the preconceptions of what a home is and what it should do for us as we age.
by Laura Susana Tort Ayala.
S.M. in Engineering and Management
S.M.inEngineeringandManagement Massachusetts Institute of Technology, System Design and Management Program
43
Wheeler, John J., and David Dean Richey. "Behavior Management: Principles and Practices of Positive Behavior Supports." Digital Commons @ East Tennessee State University, 2014. http://amzn.com/0133386600.
Full textAbstract:
The case studies provide realistic portrayals of current dilemmas in policing, courts, corrections, and juvenile justice. Political and noble cause corruption, perjury and judicial/prosecutorial misconduct, ethnic and gender prejudice, and many other social and criminal justice themes are featured. Following each scenario are thought-provoking questions to facilitate personal reflection and class discussion. Each section contains a bibliography of topical books and articles for readers interested in a more in-depth treatment of the issues.https://dc.etsu.edu/etsu_books/1030/thumbnail.jpg
44
Wheeler, John J., and David Dean Richey. "Behavior Management: Principles and Practices of Positive Behavior Supports." Digital Commons @ East Tennessee State University, 2019. https://dc.etsu.edu/etsu_books/167.
Full textAbstract:
Unlock the power of positive behavior intervention supports for your students Behavior Management: Principles and Practices of Positive Behavior Supports provides readers with a thorough overview of behavior analysis and PBIS theory and applications. Using vignettes and student examples, the book shows teachers how to achieve optimal behavioral and learning outcomes for their students–regardless of the challenging behavior exhibited. Chapters address universal tools such as reinforcement, meaningful instruction, and student progress monitoring. Behavior support plans demonstrate how to implement techniques for students at all levels and abilities across learning environments Referencing the latest research in the field, the 4th Edition expands its coverage of prevention, schoolwide PBIS, and student progress monitoring.https://dc.etsu.edu/etsu_books/1187/thumbnail.jpg
45
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.
Full text
46
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.
Full text
47
Bougueddach, Khadija. "L'alignement des pratiques de gestion des ressources humaines au contexte stratégique et la performance : cas des chauffeurs dans les sociétés de transport en commun au Québec /." Thèse, Chicoutimi : Université du Québec à Chicoutimi, 2005. http://theses.uqac.ca.
Full text
48
Low, Yuen-man Angela. "Would the role change of human resources function from being administrative to being strategic be successful in Hong Kong? /." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18831345.
Full text
49
Neises, Glen E. "Personnel identity management and the expeditionary strike group." Thesis, Monterey, Calif. : Naval Postgraduate School, 2007. http://bosun.nps.edu/uhtbin/hyperion-image.exe/07Sep%5FNeises.pdf.
Full textAbstract:
Thesis (M.S. in Information Technology Management)--Naval Postgraduate School, September 2007.Thesis Advisor(s): Baretto, Buddy. "September 2007." Description based on title screen as viewed on October 25, 2007. Includes bibliographical references (p. 71-73). Also available in print.
50
Temindarova, Т. "Personnel management strategy as the direction of enterprise." Thesis, КНУТД, 2016. https://er.knutd.edu.ua/handle/123456789/2445.
Full text