Dissertations / Theses on the topic 'Skilled workforce'
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Hoisington, Edward H. Jr. "Police Recruitment| Best Practices to Ensure a Competent, Skilled Workforce." Thesis, University of Phoenix, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10811880.
Full textThis researcher examined the recruitment process to identify best practices for law enforcement leaders to populate vacant positions with a competent and skilled workforce. The purpose of this qualitative exploratory case study was to identify best practices for law enforcement agencies to recruit and maintain trustworthy officers to protect local communities. The conceptual framework for this study was based on the historical evolution of recruitment practices. The researcher used a review of past and present police-recruitment practices to help identify best practices by which law enforcement administrators can select trustworthy officers. This case study was used to examine and compare recruitment practices, minimum requirements, disqualifiers, advertising campaigns, testing procedures, background investigations, and panel interviews. The researcher conducted face-to-face interviews with law enforcement officers and human resource personnel from four of Virginia’s law enforcement departments, and identified three themes based on the sample population’s responses: strategy, trends, and requirements. The researcher identified a progression of recruitment practices executed by a layered-approach. The recruitment process addressed eligibility requirements and potential disqualifiers established by hiring authorities and the State of Virginia. Through the findings of this study, law enforcement leaders may be armed with new knowledge to improve the recruitment process, with the end result of recruiting a qualified and competent workforce.
Eriksson, Sara. "Optimal Multi-Skilled Workforce Scheduling for Contact Centers Using Mixed Integer Linear Programming : A Method to Automatize Workforce Management." Thesis, KTH, Optimeringslära och systemteori, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-272833.
Full textDetta examensarbete i optimering och systemteori är framtagningen av två olika optimeringsmodeller formulerade för att schemalägga multikompetenta agenter för kontaktcenters beroende av den förväntade efterfrågan, tilldelad av Teleopti. Fyra blandade heltals linjära programmeringsmodeller skapas med optimeringsprogrammeringsspråket GAMS och löses av den internetbaserade lösaren NEOS. Två av modellerna är formulerade för att utföra en optimal schemaläggning som matchar en prognostiserad efterfrågan per skicklighet och dag och de återstående två modellerna är formulerade för att utföra en optimal schemaläggning som matchar en prognostiserad efterfrågan per färdighet, dag och en halvtimme. De två första modellerna i detta arbete benämns de Grundläggande Modellerna och de resterande två benämns de Komplexa Modellerna. Grundmodellerna inkluderar sju bivillkor och de Komplexa modellerna innehåller nio bivillkor, vilka beskriver arbetsvillkoren på kontaktcentret. Projektets huvudmål är att hitta en optimal lösning som resulterar i en jämn fördelning av under- eller överschemaläggning. Den schemalagda optimeringen täcker en period av 28 dagar, vilken börjar på en måndag vilket resulterar i fyra veckor. Optimeringsmodellerna är baserade på två uppsättningar data, det finns 104 tillgängliga agenter vilka har en, två eller tre av kompetenserna Channel, Direct och Product. Alla agenter är bundna att arbeta enligt det kontrakt som specificeras genom bivillkoren. I grundmodellen anges den prognostiserade efterfrågan i timmar per dygn och kompetens, efterfrågan är icke-cyklisk. I den komplexa modellen anges den beräknade efterfrågan i mängd halvtimmar per dag, kompetens och halvtimme. Varje dag är schemalagd från kl. 07.00 till 23.00 vilket resulterar i 32 tillgängliga halvtimmar. Alla optimeringsmodeller är utvecklade för att matematiskt beskriva de begränsningar som Teleopti specificerar. Alla icke-linjära ekvationer som uppstår linjäriseras för att upprätthålla linjäritet, detta är gynnsamt i avseendet mängd tid beräkningen av modellerna tar. Målfunktionerna i detta arbete är formulerade för att beskriva huvudmålet för jämn distribution så korrekt som möjligt. Resultatet för grundmodellen visar att en optimal lösning uppnås efter 34 sekunder. Denna modell innehåller 169,080 variabler och 39,913 ekvationer. I de komplexa modellerna uppnås heltalslösningar, men ingen optimal lösning hittas på 8 timmars beräkningstid. Den större komplexa modellen innehåller 9,385,984 variabler och 1,052,253 ekvationer och den mindre komplexa modellen innehåller 5,596,952 variabler och 210,665 ekvationer. Teleoptis schemaläggare producerar en heltalslösning som matchar den komplexa modellen på 4 minuter.
Gao, Hongman. "Preventive maintenance scheduling with multi-skilled workforce constraints : models, algorithms, and applications /." Full text available from ProQuest UM Digital Dissertations, 2007. http://0-proquest.umi.com.umiss.lib.olemiss.edu/pqdweb?index=0&did=1421616521&SrchMode=1&sid=5&Fmt=2&VInst=PROD&VType=PQD&RQT=309&VName=PQD&TS=1218826310&clientId=22256.
Full textShacklock, Kate Herring, and n/a. "Shall I stay?: The Meaning of Working to Older Workers in an Organisational Setting." Griffith University. Griffith Business School, 2005. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20060818.144021.
Full textShacklock, Kate Herring. "Shall I stay?: The Meaning of Working to Older Workers in an Organisational Setting." Thesis, Griffith University, 2005. http://hdl.handle.net/10072/366714.
Full textThesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Griffith Business School
Full Text
McDonald, Thomas N. "Analysis of Worker Assignment Policies on Production Line Performance Utilizing a Multi-skilled Workforce." Diss., Virginia Tech, 2004. http://hdl.handle.net/10919/26386.
Full textPh. D.
Searson, Aaron. "THE PROSPECT FOR COMMUNITY-BASED INTERVENTION INTO WORKFORCE DEVELOPMENT POLICY FOR LOW-SKILLED URBAN POPULATIONS." Master's thesis, Temple University Libraries, 2009. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/69878.
Full textM.A.
This case study documents the experience of the Opportunities Industrialization Center of America (OICA) during the transition to and implementation of the Comprehensive Employment and Training Act of 1973 (CETA). It explores the potential of maintaining a community-based workforce development model for low-skilled urban populations in changing policy contexts that rupture existing frameworks linking people to work. Community-based organizations with unique service delivery models, including OICA, were given less direct funding and influence in workforce development provision and production under CETA. I explore to what extent the government and OICA promoted community-based leadership in planning and ideal implementation of workforce development for low-skilled populations in this milieu. I analyzed archival data documenting correspondence between OICA and government and within OICA from the enactment of CETA in 1973 through 1977. OICA was instrumental in adopting context-specific orientations towards government and other service providers to maintain a voice and to garner funding, and also had internal strife over how to expand and prioritize community input within CETA's regulations. More consistent funding and a sincere commitment to community representation in workforce development provision and production by both the state and organizations like OICA is essential to promoting ideal workforce development for spatially and economically isolated urban communities. Support for and implementation of rigorous internal evaluation, with participation of all stakeholders, would also improve processes and outcomes for an organization looking to both promote community empowerment and expand nationally.
Temple University--Theses
Blum, Jutta, and Erik Henriksson. "What it is that skilled young adults seek in their workplace." Thesis, Högskolan Dalarna, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:du-27874.
Full textGreene, Jr James Irvine. "Acquisition and Retention of Skilled Employees for Industries in Giles County, Tennessee." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3680.
Full textJames, Jennifer Lynn 1972. "Prospects for low-skilled workers in the information technology (IT) sector : lessons for workforce development policy from Boston area IT firms and the staffing industry." Thesis, Massachusetts Institute of Technology, 2001. http://hdl.handle.net/1721.1/67540.
Full textIncludes bibliographical references (leaves 87-90).
This thesis investigates the role of workforce development policy in creating employment opportunities for lower skilled workers in the information technology (IT) sector and related businesses. It generally accepted that this sector creates job opportunities with superior wages and employment benefits compared to other sectors; this thesis explores entry-level employment in IT-related occupations as an opportunity out of low-wage, low-skill jobs through access to higher quality entry-level work and mobility into higher skilled position in the industry. Research on the occupational profiles along with the employment and hiring practices of IT firms highlights employment barriers faced by lower skilled workers in the IT sector. This investigation surveys two perspectives: the IT firms of Cambridge, Massachusetts that employ workers, and the Boston area staffing industry that supplies a significant amount of labor to these employers. Thus, the research presented in this thesis describes both the demand and supply sides of the IT labor market. The ultimate goal of this investigation is to look for ways to open up high-tech employment to workers beyond the norm of white, male, Caucasian, age 36 to 40, with a bachelor's degree, as reported by nationwide statistics on IT workers. Forging into the IT sector with workforce development policy requires more than short-term training to assist lower skilled workers in accessing jobs. The stringent education and skill requirements of core IT positions mandate the development of long-term training and education policies to increase the supply of workers qualified to enter into the field. In addition to long-term training, successful employment policy is needed to creatively assist lower skilled workers in qualifying for entry-level IT occupations, so that they can take advantage of the growing employment opportunities created by this industry. This thesis concludes with policy recommendations on how to provide employment and training opportunities that initiate careers for lower skilled workers in IT-related occupations, as well as spur opportunities for mobility out of entry-level work
by Jennifer Lynn James.
M.C.P.
Reilly, Mary Ellen. "Competencies and skills in the globalized workforce." [Tampa, Fla.] : University of South Florida, 2004. http://purl.fcla.edu/fcla/etd/SFE0000290.
Full textBolton, Kim. "Technology for the 21st Century Workforce: A Case Study of a Rural East Tennessee Workforce Community." Digital Commons @ East Tennessee State University, 2019. https://dc.etsu.edu/etd/3545.
Full textDean, Susan A. "Soft Skills Needed for the 21st Century Workforce." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3669.
Full textLene, Christina L., and Dawn M. Poppler. "Army contracting workforce development building core competencies and skills." Thesis, Monterey, California: Naval Postgraduate School, 2014. http://hdl.handle.net/10945/43945.
Full textOperational contracting support provided by the Army Mission and Installation Contracting Command to the warfighter includes everything from acquiring the necessary equipment, supplies, and services vital to the mission to the overall well-being of the Army Soldiers and their families. The Army faces issues and challenges throughout the acquisition process, particularly in the contracting career field. Assessing any contracting knowledge gap can be a challenge because of the sheer magnitude of the required knowledge involved in Department of Defense contract management. To capture the data needed to measure and analyze tacit knowledge and explicit knowledge, a knowledge assessment tool was used. Following the distribution of the assessment tool, an analysis of the knowledge gap was performed on multiple demographic categories. This information enables organizations to develop an on the job training task management guide that will not only train contracting personnel in all of the contracting phases but also focus in on the knowledge gaps identified within the research. Furthermore, there will be an increased visibility for supervisors and contracting officers to provide the feedback necessary through supplemental training to ensure the readiness of the contracting specialists within the 1102 career field.
Shaaban, Abdel Elrahem Safaa. "How learning improves workforce skills and qualifications : lessons fromTyne and Wear." Thesis, University of Newcastle Upon Tyne, 2007. http://hdl.handle.net/10443/653.
Full textPadilla, Charlette. "Online Learning and Contribution to Future Work Skills." The University of Arizona, 2015. http://hdl.handle.net/10150/555998.
Full textMohd, Puad Mohd Hazwan. "The role of employability skills training programs in the workforce of Malaysia." Thesis, Purdue University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3719684.
Full textEmployability skills training programs are an essential strategy to improve the skills of the workforce and minimize unemployment in Malaysia. However, there has been a lack of assessment and evaluation studies regarding local employability skills training programs. Existing local studies are focused more on the identification of the skills that allow a person to be employable. Due to the lack of assessment and evaluation studies, stakeholders seem perplexed about the direction of training programs. Therefore, the purpose of this study was to examine the perceptions of educators, employers, and recent graduates regarding the role of employability skills training programs in the workforce of Malaysia. The study also identified those factors that facilitate and improve training programs. The theoretical framework for this descriptive study was based on Human Capital Theory (Becker, 1993; Schultz, 1961). All participants for this study were from the central economic region of the west coast of peninsular Malaysia. The first population was engineering, technical, and vocational educators in public higher education institutions. The second population was employers in the manufacturing sector. The third population was recent graduates who were enrolled in employability skills training programs in higher education institutions and training centers. A questionnaire was adapted to gather perceptions from the respondents. The findings of this study revealed the importance of training programs for improving the skills, minimizing unemployment, and developing the workforce of Malaysia. Educators and recent graduates agreed about the positive impact of such programs on trainee skills. However, employers perceived that employability skills training programs neither ensure improvement in the skills, minimize unemployment, nor develop the workforce. The factors that facilitate the involvement of recent graduates in training programs and recommendations were also identified. Additionally, the findings revealed that employability skills training programs are relevant for recent graduates and workers in the labor force. Further, the findings identified the most integral skills that recent graduates should possess to obtain employment in the competitive job market as perceived by educators, employers, and recent graduates, including discipline and integrity, interpersonal skills, and professionalism, creativity and innovation, teamwork, lifelong learning, ability to apply knowledge, and knowledge in specific engineering disciplines.
Leader, Gillian. "Interpreting the Skills Strategy : discourse in post-16 learning and workforce development." Thesis, University of Greenwich, 2005. http://gala.gre.ac.uk/6221/.
Full textJenkins, Helen. "Infrastructure, education and productivity : a multi-country study." Thesis, University of Oxford, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.389765.
Full textLange, Thomas Wilhelm Karl. "Government intervention and the acquisition of workforce skills in Germany, Europe and beyond." Thesis, Staffordshire University, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.396434.
Full textAbdul, Murat N. "Estimating oral health needs and workforce requirements using sociodental and skill mix approaches." Thesis, University College London (University of London), 2012. http://discovery.ucl.ac.uk/1378552/.
Full textDeal, Robert Michael. "The Skills Gap in U.S. Manufacturing: The Effectiveness of Technical Education on the Incumbent Workforce." TopSCHOLAR®, 2017. https://digitalcommons.wku.edu/theses/2051.
Full textMaboa, Tsietsi Esrom Izzy. "Evaluating the impact of employment skills development services (ESDS) training programme of the Department of Labour." Diss., University of Pretoria, 2009. http://hdl.handle.net/2263/23817.
Full textDissertation (MEd)--University of Pretoria, 2009.
Science, Mathematics and Technology Education
unrestricted
Frampton, Keith MacKenzie, and keith_frampton@bigpond com. "Information Technology Architect Capabilities: Which are important and can they be improved?" RMIT University. Computer Science and Information Technology, 2008. http://adt.lib.rmit.edu.au/adt/public/adt-VIT20080821.161427.
Full textBronsburg, Stephen Edward. "The Impact of an Osteopathic Medical Program on Information Technology Skills of Physicians Entering the Workforce." NSUWorks, 2011. http://nsuworks.nova.edu/gscis_etd/103.
Full textMitchell, Geana Watson Skinner Leane B. "Essential soft skills for success in the twenty-first century workforce as perceived by Alabama business/marketing educators." Auburn, Ala, 2008. http://hdl.handle.net/10415/1441.
Full textBennett, Amanda Marie. "WORKFORCE SKILLS DEVELOPMENT IN OHIO 4-H CLUB MEMBERS: AN ANALYSIS BY GRADE, GENDER, AND LEADERSHIP EXPERIENCE." Columbus, Ohio : Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1243992717.
Full textCheek, Cheryl. "Promoting Life Management Skills to Enhance Employment among Women Receiving Services from the Division of Workforce Services." DigitalCommons@USU, 1999. https://digitalcommons.usu.edu/etd/2716.
Full textRoepen, Dean. "Business graduate perceptions of the development and application of non-technical skills within higher education and the workforce." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2015. https://ro.ecu.edu.au/theses/1634.
Full textFrederick, Consuelo V. "Analyzing Learner Characteristics, Undergraduate Experience and Individual Teamwork Knowledge, Skills and Abilities: Toward Identifying Themes to Promote Higher Workforce Readiness." Thesis, University of North Texas, 2009. https://digital.library.unt.edu/ark:/67531/metadc11044/.
Full textFrederick, Consuelo V. Sarkees-Wircenski Michelle. "Analyzing learner characteristics, undergraduate experience and individual teamwork knowledge, skills and abilities toward identifying themes to promote higher workforce readiness /." [Denton, Tex.] : University of North Texas, 2009. http://digital.library.unt.edu/permalink/meta-dc-11044.
Full textLi, Aijie. "The Indirect Impact of Entrepreneurial Gender on Innovation of Enterprises in China." Thesis, Université d'Ottawa / University of Ottawa, 2020. http://hdl.handle.net/10393/41553.
Full textTakei, Keiko. "The production of skills for the agricultural sector in Tanzania : the alignment of technical, vocational education and training with the demand for workforce skills and knowledge for rice production." Thesis, University of Sussex, 2016. http://sro.sussex.ac.uk/id/eprint/60644/.
Full textBall, James D. "Maryland Community College Academic Deans and Department Chair Perceptions of Higher-Order Skill Proficiencies for Associate Degree Completers." Diss., Virginia Tech, 1998. http://hdl.handle.net/10919/27179.
Full textEd. D.
Zender, Fabian. "An IPPD approach providing a modular framework to closing the capability gap and preparing a 21st century workforce." Thesis, Georgia Institute of Technology, 2014. http://hdl.handle.net/1853/51822.
Full textDigby, Janel Kathleen. "The experience of a lifetime : alumni perceptions of the development and transfer of life and workforce skills in the Ohio 4-H camp counselor program." Connect to resource, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1152636218.
Full textBonomi, Jo Anne M. "Addressing the workforce development goal of an online for-profit university| An examination of critical thinking skills and self-perception in degree-seeking undergraduate students." Thesis, Capella University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3688352.
Full textEducational organizations are being scrutinized for developing accredited programs that provide students with gainful employment. As industry prepares to face the forecasted gaps of an aging workforce, educational organizations are also pressured to provide corporations with critical thinking problem solvers who can think analytically and actively participate in the global economy by producing change that will improve organizational performance. This study exposes an existing gap in literature regarding perception and its effect on adult online students' critical thinking skills as opposed to their perceived beliefs. This study's exploration is grounded on a self-perception and social-cognitive theoretical framework that supports knowledge and reality-based assumptions. This quantitative study assumes we are all works in progress; therefore, it is possible to direct learning outcomes and drive economic change with strategies that build on life's experiences for valuable contributions to society. By employing a non-experimental quantitative correlational design, this study found a cause and effect relationship between adult online students' gender and adult online students' critical thinking skills.
Norton, Mark A. (Mark Arlington). "The role of community based organizations in a changing workforce development environment : Somerville Community Corporation's response to new skill demands and new workplace organizations." Thesis, Massachusetts Institute of Technology, 1997. http://hdl.handle.net/1721.1/69385.
Full textCrevacore, Carol. "Delegation practices between the registered nurse and the assistant in nursing in the acute care setting in Western Australia." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2021. https://ro.ecu.edu.au/theses/2477.
Full textKhatib, Samy. "COBOL-skills, Where art Thou? : An assessment of future COBOL needs at Handelsbanken." Thesis, KTH, Skolan för informations- och kommunikationsteknik (ICT), 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-187480.
Full textOrganisationer som underhåller COBOL system är oroliga inför den åldrande COBOL-arbetskraftens pensionering. COBOLs dominans inom den finansiella sektorn leder till att COBOL kod kommer att fortsätta utvecklas i minst tio år till. Den här uppsatsen är uppdelad i två delar. Första delen är en litteraturstudie om COBOL som programmeringsspråk, samt kunskapsbehovet som COBOL utvecklare. Intervjuer gjordes med nyckelpersoner inom Handelsbanken, kring det nuvarande tillståndet av COBOL och COBOLs framtid i Handelsbanken. Den andra delen består av en kvantitativ prognos kring Handelsbankens behov av COBOL utvecklare i framtiden. Prognosen bygger på data som samlats genom att skicka ut en enkät till alla COBOL utvecklare. Den fortsatta bristen på nya COBOL utvecklare på arbetsmarknaden kan skapa en kompetensbrist. Det är viktigt att samla kunskapen som de pensionerande utvecklarna bär på, eftersom ändringarna i systemen kan ha gått odokumenterade, vilket gör det väldigt svårt för nya utvecklare att förstå systemen utan vägledning. För att minska kompetensbehovet och möjliggöra modernisering av systemen, bör en extraktion av affärskunskap göras ur systemen. Att ta hjälp av utvecklarna av systemen kan avsevärt förenkla förståelsen av den extraherade informationen. Prognoserna av Handelsbankens COBOL arbetskraft baseras på data om utvecklarerfarenhet och anställning över de senaste fem åren. Prognoserna tar hänsyn till åldern när utvecklarna anställs, åldern när utvecklarna slutar, och tillväxten av deras sammanlagda erfarenhet under tiden de jobbar. Prognosen använder COBOL erfarenhetsbehovet i 2015 som en bas för prognosen. Prognosen beräknar behoven fram till år 2060. Prognoserna visar att om inga nya tillskott av utvecklare görs, så kommer de flesta av Handelsbankens erfarna utvecklare ha slutat vid år 2030. För att behålla deras nuvarande erfarenhetsnivå, så kommer Handelsbanken behöva kontinuerligt anställa utvecklare över kommande 45 åren. Handelsbanken kommer behöva anställa i genomsnitt 8,2 utvecklare per år fram till 2030, och därefter 6,5 utvecklare per år fram till 2060. Handelsbanken har lyckats ha en hög genomsnittlig anställningstakt de senaste fem åren, 7,6 personer per år.
Stewart, Lillian Frances. "The Job of Human Capital:What Occupational Data Reveal About Skill Sets, Economic Growth and Regional Competitiveness." Cleveland State University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=csu1450104157.
Full textPignoly, Ariane. "La mise en place de la démarche de gestion prévisionnelle des emplois et des compétences à la Ville de Lyon : manifestation d'une forme hybride de gestion des ressources humaines dans la fonction publique territoriale française ?" Thesis, Lyon 2, 2015. http://www.theses.fr/2015LYO22022.
Full textIn the last two decades Human Resource Management (HRM) has become one of the main concern of the French public sector. Indeed, for many years Human Resource Management was only focused on complying with the rules and headcount administration. Nowadays, due to public service evolutions, demographic challenges and organizational changes, strategic and technical evolutions, the burrowing of budgetary constraint, make Human Resources Management a strategic function. More than that in an international context of public sector modernization, based on New Public Management ideas, France wants to use a new logic in order to make the French administration more efficient. As a result the spreading of Strategic Workforce Planning is seen as an obligation in public organizations. In a context of demographic changes, resource sharing increase, decentralizations and control of public expenditures, Strategic Workforce Planning appears as an obligation to public sector executives. In the City of Lyon, we try to analyze how an administration is increasing its Human Resource Management by using Strategic Workforce Planning. Thanks to our work we want to better understand the current issues in French territorial civil service but also its evolution in terms of human resources management and production of public service. Strategic Workforce Planning in Lyon is an "hybrid" form of public HRM and private HRM : it mixes status (law and public rules) and private competencies and skills vision. This mix of practices of both private and public human resources management causes the emergence of a new model between tradition and renewal. We are facing a neo-bureaucracy oscillating between status logic and a new logic of "modern" HRM more focused on skills dimension
Bridgstock, Ruth Sarah. "Success in the protean career : a predictive study of professional artists and tertiary arts graduates." Thesis, Queensland University of Technology, 2007. https://eprints.qut.edu.au/16575/1/Ruth_Bridgstock_Thesis.pdf.
Full textBridgstock, Ruth Sarah. "Success in the protean career : a predictive study of professional artists and tertiary arts graduates." Queensland University of Technology, 2007. http://eprints.qut.edu.au/16575/.
Full textEitzen, Guy E. "Integer programming methods for solving multi-skilled workforce optimisation problems." 2002. http://arrow.unisa.edu.au:8081/1959.8/24940.
Full textthesis (PhDMathematics)--University of South Australia, 2002.
Kposowa, Sao John. "Motivation of the skilled workforce in the construction industry of South Africa." Thesis, 2007. http://hdl.handle.net/10539/3919.
Full textHolt, Lila Louise. "Self-direction and Technology Use Among New Workforce Entrants." 2011. http://trace.tennessee.edu/utk_graddiss/1191.
Full textMcIntosh, Bryan. "The future of mental health resource management." 2012. http://hdl.handle.net/10454/6505.
Full textRanasinghe, R., A. Hordacre, Robert A. Perrett, and J. Spoehr. "High Performing Workplaces: Workforce Futures Employer Survey - Playford & Salisbury Wave 3." 2015. http://hdl.handle.net/10454/10096.
Full textThe Workplace Futures Survey (WFS) – Playford and Salisbury is a longitudinal workplace survey implemented in Playford and Salisbury. The WFS is designed to capture in-depth information on a range of workplace issues and trends that will provide a comprehensive picture of the issues and challenges faced by employers in the region. This report focuses on Wave 3 of the WFS which was completed by 387 employers during October to November 2014. Results are compared with Wave 1, which was administered a year earlier (November 2013) to 451 employers and Wave 2 completed in May 2014 by 455 employers. The WFS includes a number of core questions on business sentiment, organisational performance along with vacancy and skill demand. Wave 2 also contained focus questions on the potential impact of the automotive closure, whereas Wave 3 explores establishment engagement with High Performance Workplace Practices (HPWP).
Department of State Development, South Australia
Ehrmantraut, Isabelle. "Workforce planning in the social welfare work." Master's thesis, 2016. http://hdl.handle.net/10071/13046.
Full textThe dissertation deals with the analysis of the participating company´s workforce planning process by analysing its current status and exploring the Human Resources challenges they are facing. Based on the gap anaylsis, the company will be aware of their areas of strength and the areas that need to be improved, which will be supported by analytics in this dissertation. Firtly, the dissertation will discuss the existing literature on workforce planning, with a focus on its process in an organisation and labour market dynamics. Secondly, its challenges and knowledge gaps will be outlined. Thirdly, the workforce planning process will be described in detail and will be supported by recent literature. Conceptual frameworks such as a SWOT analysis, an environmental scan and a competencies analysis will be the base of the analystics. Data triangulation will be found in the context of the dissertation with the distribution of the questionnaire as well as the interviews next to the literature. In order to analyse the process and find out about their existing HR challenges, a descriptive anaylsis will be conducted. Therefore, the use of a multiple regression analysis will be applied in order to deduct the causal relationships between the studied variables and to discover their knowledge gaps. The concept is divided into three different research objectives that follow the process of the workforce plan in a logical sequence.
A dissertação baseia-se na análise do processo de planeamento da força de trabalho da empresa participante, estudando o seu estado atual e descobrindo mais sobre os desafios da gestão de recursos humanos que a mesma enfrenta. Com base na análise das lacunas, a empresa ficará mais ciente dos seus pontos fortes e das suas áreas de melhoria, as quais são suportadas por análises apresentadas na dissertação. Primeiramente, a dissertação discutirá a literatura existente sobre o planeamento da força de trabalho, salientando o seu processo numa organização e as dinâmicas do mercado de trabalho. Em seguida, os seus desafios e as lacunas de conhecimento serão delineadas. Além disso, o processo de planeamento dos recursos humanos irá ser descrito em pormenor e será suportado por alguma literatura mais recente. Marcos conceptuais, como uma análise SWOT, um estudo ambiental e uma análise de competências serão a base dos estudos. A triangulação de dados vai ser encontrada no contexto da dissertação com a distribuição de questionários, com as entrevistas e a literatura. A fim de analisar o processo e descobrir mais sobre os seus emocionantes desafios de Recursos Humanos, será conduzida uma análise descritiva. Assim, será aplicada uma regressão múltipla a fim de deduzir as relações causais entre as variáveis estudadas e, finalmente, ser capaz de descobrir as suas lacunas de conhecimento. O conceito é dividido em três objetivos de investigação diferentes, que seguem o processo de planeamento da força de trabalho, numa sequência lógica.