Thèses : « Skilled human resources »

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Sarkar, Durlav. « Globalisation and its effects on migration of skilled human resources from India with special reference to IT sector ». Thesis, Th 338.954:S245g, 2010. http://hdl.handle.net/123456789/1326.

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Chamberland, Caroline. « Obstacles and Enablers to the Professional Development of Skilled Birth Attendants : a Case Study of the Shoklo Malaria Research Unit on the Thailand-Myanmar Border ». Thesis, Université d'Ottawa / University of Ottawa, 2016. http://hdl.handle.net/10393/35100.

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Although Skilled Birth Attendance has been universally acknowledged as essential to progress in the field of maternal health (WHO, 2004), Human Resources for Health (HRH) deficits are currently impeding the sustainability of essential maternal health interventions on a global scale. Over the past 30 years, the Shoklo Malaria Research Unit (SMRU), along with other agencies such as non-governmental organizations and community-based organizations, have developed a self-contained health system, which provides health services, including maternity care, to migrants and refugees at the Thailand-Myanmar Border. The staff necessary to the provision of care in SMRU’s clinics are mostly recruited from within the migrant and refugee populations, and trained internally by SMRU. In the last decade, SMRU has experienced high-turnover rates and shortages of Skilled Birth Attendants (SBA). Consequently, their current maternity workforce is characterized by an acute shortage of SBAs who have attained senior status, and a higher concentration of SBAs at the assistant and junior levels. As a response to these HRH challenges, this case study aimed to conduct a multi-level analysis of obstacles and enablers to professional development amongst Skilled Birth Attendants working for SMRU. This single descriptive case study with embedded units of analysis, which incorporated non-participant observation, a template-based personnel file review, individual interviews, and focus groups at two of SMRU’s Birthing Units, represented a unique opportunity to observe and analyze the multiple influences that interact at various levels of a relatively self-contained health system. By highlighting the obstacles and enablers present within the system, this study purposed to identify means by which to empower lower level SBAs, support their professional development, and create a more sustainable maternity workforce. The study found that SMRU has been successful in providing its SBAs with the appropriate midwifery skills to fulfill a limited scope of practice, and in fostering strong intra-professional relationships that allow the SBAs to motivate and mentor each other. Achieving workforce sustainability with a model of care that implements task-shifting requires a balance of appropriate and constructive consultation structures without enabling the stagnation of SBAs’ skills and confidence. This study also reveals the importance of context and culture to a health system’s capacity to optimally plan and implement its HRH functions. Finally, in the case of SMRU, persistent recruitment and retention concerns underscore that workforce sustainability cannot be achieved through professional development alone. Therefore, this study reveals a need for further inquiry into the complexities of maternal health workforce planning in contexts of protracted displacement, and the challenges associated with developing appropriate supervisory structures for lower level health professionals.

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Kim, Hyeon Jin. « The impact of learning on low-skilled workers' skill-improvement ». Columbus, Ohio : Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1243956905.

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Grugulis, C. Irena. « Skill, training and human resource development ». Palgrave Macmillan, 2006. http://hdl.handle.net/10454/3736.

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No
Taking a critical perspective, Skill, Training and Human Resource Development focuses on the way people are developed at work; the skills that are encouraged, the way they are controlled and the implications they have for people. It draws on a wide range of research and covers an array of organizational practices. Preface Acknowledgements Human Resource Development Skills at Work International Comparisons: Skills and Employment Systems Vocational Education and Training in Britain New Skills for Old? The Changing Nature of Skill Emotions and Aesthetics for Work and Labour: The Pleasures and Pains of the Changing Nature of Work Managing Culture Management and Leadership Development Knowledge Work and Knowledgeable Workers Developments and Developing in the New Economy References Index

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Sauer, Juergen. « Human skill maintenance in complex work environments : applications to extended spaceflight ». Thesis, University of Hull, 1997. http://hydra.hull.ac.uk/resources/hull:8298.

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This thesis examines human performance under sub-optimal working conditions during work with complex and highly-automated process control systems. The operational context focuses on applications in extended spaceflight but the generic approach allows for generalisations beyond this target work environment The methodological approach is based on the use of a computerised multiple-task environment to carry out generic simulations of real work environments (micro-worlds) with a high level of ecological validity. For that purpose, a PC-based task. environment was developed to simulate the operation of a life support system in a spacecraft. This task environment has been used in lab-based experiments with trained participants from the student population and with real space crews during large-scale mission simulations. A series of six experiments was carried out (3lab and 3 field studies) to investigate the impact of different configurations of sub-optimal working conditions and unfavourable operator states, using the following independent variables: sleep deprivation, dialogue control, social isolation and confinement, training, noise, extended lay-off period and different types of system faults (corresponding to variations in workload). The task environment comprised up to five tasks, allowing for the observation of differential effects of the independent variables on different levels of cognitive activity. Dependent variables included primary task performance, secondary task performance, system control behaviour, information sampling behaviour, and subjective state measures. The findings suggested that primary performance was rarely affected, whereas certain secondary task measures and, notably, information sampling strategies appeared to be good indicators of changes in demand under the unfavourable conditions. The isolation and confinement experiments revealed no serious breakdown of performance among the crew but some indications of strain were observed. The use of two different training approaches displayed a very complex picture, with no method showing clear superiority over the other concerning performance, though there were differences in knowledge structure and system management behaviour. An important implication of the experimental work is that a broad methodological approach is needed in order to investigate the complex adjustment patterns displayed by individuals during the management of task demands under unfavourable conditions.

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

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

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Ojikutu, Rasheed Babajide. « An exploration of the Nigerian skilled workers' 'lived experiences' under the strategic human resource management model ». Thesis, Heriot-Watt University, 2017. http://hdl.handle.net/10399/3357.

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The nature of Human Resource Management in Nigeria has been studied previously, but knowledge is lacking on the lived experiences of Nigerian workers under the Strategic HRM (SHRM) model (Anakwe, 2002; Muogbo, 2013; Badejo, 2015). To address the gap in the knowledge, this study focuses on Nigerian workers’ lived experiences under the SHRM model using a phenomenological paradigm. The phenomenological paradigm informs about both the method design itself and a theoretical framework which states that humans know and perceive the world through their lived experiences. The research method design involved recruiting fifty-three skilled Nigerian bank workers using purposive sampling. Purposive sampling selection units were framed around the workers’ lived experiences. The data was then gathered using mainly semi-structured telephone interviews. The interviews collected were recorded and transcribed for analysis and interpretation using Smith et al’s (2009) Interpretive Phenomenological Analysis (IPA) framework. In summary, the participants believed that the HRM and SHRM models in Nigerian banks had elements of both Western and indigenous practices which influenced their lived experiences and agency. Discussions with the participants raised key themes such as; the trans-vergence approach, work-life conflicts, gender issues, the incompatibility of some Western policies and the role of the agency of Nigerian workers in shaping their SHRM model. The participants argued that there are gaps between the SHRM rhetoric and reality, partly because the implementation of SHRM policies is the responsibility of managers who have deeply rooted socio-cultural beliefs. Furthermore, the participants suggested that their ‘work-world’ has been influenced by Western practices while their ‘personal lifeworld’ is influenced by enduring indigenous beliefs. The implication for management is that this study advances our understanding of the nature of HRM, and the role that the agency of Nigerian workers has in shaping the SHRM model. Lastly, the research limitations have been discussed and suggestions offered with regard to future studies and the benefit from cross- industry and longitudinal studies.

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Woolcock, Peter Howard. « IS/IT competences under outsourcing ». Thesis, Henley Business School, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.480899.

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Grabrovaz, Meaghan. « An investigation into the forecasting of skills in nuclear decommissioning ». Thesis, University of Central Lancashire, 2017. http://clok.uclan.ac.uk/23759/.

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This study explores the nature of skills forecasting in nuclear decommissioning and that which makes skills forecasting information useful. The study adopts a pragmatic approach using an interpretative, qualitative case study research design and draws on aspects of a critical realist approach to uncover, deconstruct and challenge some ‘norms’ in skills forecasting. The study makes an original contribution to knowledge through the identification of nineteen factors that influence skills forecasting in the nuclear industry. It also generates a baseline of knowledge on the theory and practice of skills forecasting and management through a review of the literature on skills, forecasting, skills forecasting and workforce planning and relevant aspects of public sector management and HRM. The study documents and compares current skills forecasting practice amongst UK site licensed companies and selected supply chain companies. Such research has not previously been conducted in the nuclear decommissioning industry. This answers research questions about why, and how, different groups in the sector perform skills forecasting and how variations in approaches affect the information produced. It also answers research questions about who uses skills forecasting information, and how. Together with a review of current problems with skills information, this contributes to an understanding of what makes skills information useful. The research evidences that while the industry has some common features with other High Reliability Organisations, there are unique dimensions which make this research significant. Some ‘norms’ operating in skills forecasting were challenged including how it is being used, eg as an agent for change by some groups, and assumptions about the potential availability of skills from the supply chain. The literature review was used to construct a practical-ideal type, an approach derived from classical pragmatism offering a version of a nearly ideal process, on the understanding that this is socially constructed and subject to continual change. Existing practice is evaluated against this practical-ideal type in a unique application of this methodology in the nuclear decommissioning context.

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Green-Ivey, Starla Lynn. « Workplace competencies (SCANS) of job applicants as reported by human resource personnel / ». free to MU campus, to others for purchase, 2002. http://wwwlib.umi.com/cr/mo/fullcit?p3055238.

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Greene, Jr James Irvine. « Acquisition and Retention of Skilled Employees for Industries in Giles County, Tennessee ». ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3680.

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The U.S. manufacturing industry produces products that ship all over the world. Because of the shortage of skilled labor, some manufacturing human resource professionals lack the strategies and processes necessary to acquire and retain skilled employees. Guided by Maslow's hierarchy of needs theory and Herzberg's motivation-hygiene theory, the purpose of this qualitative multiple-case study was to explore the strategies and processes that manufacturing human resource professionals use to acquire and retain skilled employees. Data were gathered from a population of manufacturing human resource professionals in Giles County, Tennessee from individual interviews; focus group; and participants' internal documents, public documents, and websites. Transcribed interview data and focus group data, along triangulated data from other gathered documents, were inductively coded following Yin's approach to analysis. Six themes emerged as key strategies to acquire and retain skilled employees: company culture, succession, benefits, finding new employees, incentives, and employee attraction and retention. These findings may contribute to improving business practices in manufacturing industries or human resource management. The implications for positive social change include the potential for the community to become more attractive for other industries and improve the quality of life for individuals who reside in the community.

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Conlin, Ronald P. « A comparative study of leadership skill requirements across sales, human resource and finance functions ». Thesis, Pepperdine University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10102770.

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The purposed of this quantitative study was to identify whether leadership skill requirements to perform one’s job effectively varies by job function. This research focuses on leadership skill rather than other leadership constructs such as leadership traits because leadership skills can be developed and improved upon. Past research in this area has identified that leadership skill requirements vary by level within an organization (executive, middle management, lower management) but nothing exists examining by job function (Mumford, Campion, & Morgeson, 2007). In this research, the job functions examined were sales, human resources, and finance, and 146 interviews were completed. The results showed that certain softer leadership skills (listening and critical thinking) were more important leadership skills across all 3 functions. The findings also suggest that leadership skill requirements were not the same for the 3 job functions. Sales professionals required more interpersonal skill than their finance counterparts.

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Lu, Ying-Wei. « Important skills for Taiwanese hospitality and tourism graduates as perceived by hospitality educators and human resources managers ». Online version, 1999. http://www.uwstout.edu/lib/thesis/1999/1999lu.pdf.

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Smith, Francois. « A human resource forecast model to support new plants in the oil and gas industry ». Thesis, Stellenbosch : Stellenbosch University, 2006. http://hdl.handle.net/10019.1/85162.

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Thesis (MBA)--Stellenbosch University, 2006.
ENGLISH ABSTRACT: The shortage of skilled labour in South Africa and also abroad is well documented and has been discussed and debated in various media and on various stages. For the construction industry, the only response is to increase remuneration in order to attract the required resources from a limited pool. At the completion of a project, these resources are returned to the open market until another project has been secured. The cycle of supply and demand then continues and project capital costs increase. Sasol is small player in a very large and fiercely competitive global petrochemical industry. Its globalisation drive focuses on the establishment on new petrochemical facilities based on its ground breaking Gas-to-Liquids technology. Naturally, this requires many skilled and experience people – both in Sasol’s unique production processes as well as people able to commission and start-up a pioneer plant in a remote location. Due to the fact that the labour pool available to Sasol is insufficient to supply in its needs and that Sasol’s capital expansion plan spans a period of more than 10 years, a long-term view on supplying the required labour should be taken. This includes estimating the demand and then training pro-actively in order to supply the right skills at the right time from internal resources. The objective of this study is to do exploratory research into estimating the manpower requirements from an owner perspective from the initiation of construction through to steady state operation of a new petrochemical facility. The research will culminate in a proposed spreadsheet model that can be used in the estimating process.
AFRIKAANSE OPSOMMING: Die tekort aan geskoolde arbeid in beide Suid Afrika en die internasionale mark is al by verskeie geleenthede en in vele media bespreek. Die gevolg van die tekort aan geskoolde arbeid is dat die lone wat deur die konstruksie industrie aan voornemende werkers aangebied moet word om hulle dienste te verseker, al hoër word. Met die voltooiing van ’n projek, keer die werkers dan weer terug na die beperkte arbeidspoel totdat ’n volgende werksgeleentheid aangebied word. Die siklus van aanbod en aanvraag herhaal homself en die koste van projekte verhoog. Sasol is ’n klein speler in die baie mededingende internasionale petrochemiese sektor. Sasol se globaliseringsambisies is geskoei op ’n model wat voorsiening maak vir die duplisering van sy kommersieel beproefde Gas-na-Vloeistof tegnologie soos bedryf in Suid Afrika. Uit die aard van die saak vereis so ’n strategie baie geskoolde arbeid – arbeid wat vertroud is met Sasol se gepatenteerde tegnologie sowel as arbeid wat kennis het van die bou en inbedryfstelling van nuwe aanlegte. Die huidige bronne van geskoolde arbeid tot Sasol se beskikking is onvoldoende vir sy huidige en ook toekomstige behoeftes. Sasol se beplande kapitaal projekte strek tot verby 2015 en daarom is ’n langtermyn oplossing noodsaaklik en ook geregverdig. Die langtermyn plan moet onder meer voorsiening maak vir ’n beraming van die behoefte en dan proaktiewe opleiding inisieer wat die regte tipe geskoolde arbeid op die gegewe tyd sal kan aflewer. Die oogmerk van die studie is om eksploratiewe navorsing te doen in die beraming van mannekrag behoeftes vir die toekomstige eienaar vanaf die inisiëring van konstruksie vir ’n nuwe petrochemiese aanleg tot by bestendige bedryf. Die navorsing sal beslag vind in ’n sigblad model wat as instrument gebruik kan word om die beraming van mannekrag behoeftes te vergemaklik.

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Amenshiah, Ambrose K. « Capacity building of human resources in the oil and gas sector in Ghana : An exploration into the public-sector capacity building of human resources in the emerging oil and gas in Ghana ». Thesis, University of Bradford, 2018. http://hdl.handle.net/10454/17452.

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This empirical research explored the capacity building of human resources in the emerging oil and gas sector in Ghana. Ghana’s oil and gas were discovered in commercial quantities in 2007 by GNPC and its partners in Jubilee field in the Cape Three Point in the western region, which signified a turning point in the development effort of the state. Local skills shortage perceived as a significant challenge. Thus the government envisaged the need to build local skill capacity which attracted an initial grant of US$38 million from World Bank to facilitate the implementation of oil and gas capacity building project in 2010. The study adopted a mixed method approach for primary data collection. Matched samples of employees (226) working in four public sector organisations in the oil and gas sector were surveyed using the simple random technique, while human resource/training and development directors (9) were purposively sampled and interviewed on the human resources capacity building to assess and corroborates the survey data. The study findings confirmed shortcomings in local skills in the public organisations in the petroleum industry. Comparatively, the results suggested that the performance appraisal tools could be further improved. The study also found local skills mismatch. It revealed that inadequate funding and delays in the release of funds affected local skill capacity building in the public-sector organisations in the industry. Originality, this is one of the very few studies to explore the shortcomings of local skill capacity in the selected organisation including the strategies used in addressing the skill gap. Research implications, more matched-sample studies are necessary to understand further how private companies (IOC’s) contributing to local skill capacity building. Practically, the study is of significance to the policymakers to address the skill gap in the energy sector. The main contribution of the research is to conceptualise the concept of HRM in Ghana’s context. The thesis, therefore, is an essential contribution to our understanding of the skill gap in the oil and gas industry in Ghana and the role of HR in this field.

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Poon, Sau-yu Kerry. « Human resource management in Hong Kong Civil Service : a case study of the development of a multi-skilled general support service / ». Hong Kong : University of Hong Kong, 1999. http://sunzi.lib.hku.hk/hkuto/record.jsp?B21036998.

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Albadir, Anfal Fouad. « Investigating the skills-gap in the Kuwaiti labour market : perspectives from policy makers, employers, graduates, and higher educational institutions ». Thesis, University of Manchester, 2014. https://www.research.manchester.ac.uk/portal/en/theses/investigating-the-skillsgap-in-the-kuwaiti-labour-market-perspectives-from-policy-makers-employers-graduates-and-higher-educational-institutions(f7278087-8e85-403a-be77-39fc3c44c31a).html.

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Immediately after the discovery of oil, the State of Kuwait put in place a plan for massive economic and social development for its people. This proposed plan required sophisticated labour skills to implement development requirements. However, over the years the country has continued to witness a labour market imbalance due to an inadequate supply of graduate skills that did not satisfy the demand from its workplace. The purpose of this study was to investigate the mismatch between outputs from higher education and labour market requirements. The present study employed a mixed approach to address its main research questions. It applied a quantitative approach using questionnaires prepared for graduates currently working and employers from both the public and private sector. It also utilized a qualitative approach using interviews with stakeholders in the labour market such as higher education personnel and policy makers. The literature review provided an overview of educational objectives and their relation to economic, social, and human resource development. It also looked at the nature of the relationship between higher educational institutions and the labour market, as well as providing some examples of the labour market gap around the world. The key findings indicated that higher educational institutions faced problems with regard to their role in the provision of knowledge and skills. The study found that employers believe that the quality of education provided by the institutions is low. Similarly, the study found that employers believe that the communication amongst stakeholders in the education system is not effective. In addition, employers reckoned that the main factors influencing graduates’ quality of education were the lack of skills, lack of motivation and weak communication. Similarly, graduates believed that the main factors influencing their quality of education were lack of skills, as well as overestimating job privileges and area of study. Furthermore, graduates satisfaction with their current jobs was influenced by many factors; such as low-quality education, disappointment with career development, source of skills, area of study, and gender. In fact, the literature identified the low quality of education as the main cause of the skills-gap worldwide, while it had always valued communication for closing the skills-gap. This study has confirmed that there is an imbalance within the Kuwaiti labour market. The theoretical and practical implications of the findings are discussed in the concluding chapter of the thesis.

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Perunicic, Darko, et Rickard Palmqvist. « Business Graduates in Small Firms : Recruitment Possibilities and the Skills Gap ». Thesis, Jönköping University, JIBS, Business Administration, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-935.

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The trend that more and more recently graduated (business) students are having trouble entering the Swedish labor market, and the fact that many of Sweden’s small firms are perfect absorbers of labor − putting aside the larger firms − how well do these two supply and demand sides match. The recurring theme of this thesis was to analyze the perceptions that small firm managers in Jönköping area, in the business-related sectors, had of business graduates and business graduate skills and competences. It was the skills approach that was the main focus of this thesis. Here we restrict ourselves to the small firms that employ less than fifty people and more than ten.

To supplement the reflections of small firm managers on graduates, soon-to-become business graduates in Jönköping area (undergraduates or postgraduates) were asked for their own opinion on small firm recruitment possibilities, and which ‘basket of skills’ they acquired and thus found to be important for small business firms. It is because of these two complementing perceptions that the authors had a chance to underline interesting graduate recruitment results, and perception on skills gaps.

The research design was of mostly qualitative nature coupled with additional integrated quantitative data serving as a supplement to the former. The empirical work was conducted through four interviews with small businesses and three focus groups with graduates.

Two of the companies had a basic aversion towards employing graduates, while one was indifferent and another welcomed graduates into the company. Graduates were seen as a ‘fresh applicant’, with new ideas and good social competence. However, lack of work experience and practicality, risks of hiring and over qualification brings the employability down.

The authors cannot identify a clear indication of a skills gap or skills match, but when taking into account the categorization of skills between practical and non-practical ones, there is a very positive skills match between graduates and small firms. In this way recommendation for designing educational business programs on the basis of practical skills seems to be appropriate for having business students well equipped for the small business labor market. In addition to that, other interesting results point out to that the skills preferences/demand by small firms varies when taking into account whether they recruit graduates to specific job posts or just for general work.

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Dias, Ana Teresa Abrantes. « Gestão de competências no setor bancário : uma revisão de literatura ». Master's thesis, Instituto Superior de Economia e Gestão, 2019. http://hdl.handle.net/10400.5/18951.

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Mestrado em Gestão de Recursos Humanos
Nos dias de hoje, e com a crescente informatização e digitalização das organizações, sendo estas tecnologias cada vez mais comuns no dia-a-dia de qualquer instituição bancária, os recursos humanos aparecem como o principal elemento distintivo entre diferentes instituições, sendo considerados os principais ativos das empresas. As competências aparecem neste sentido, podendo ser definidas como as habilidades, os conhecimentos e as atitudes que cada indivíduo possui, que têm impacto no seu desempenho e nos resultados obtidos. As competências devem, então, ser geridas, e aplicadas corretamente dentro da organização, para se obter os melhores resultados possíveis, maximizando, assim, os recursos humanos. Assim, este trabalho refere-se a uma análise da produção científica, na segunda década do séc. XXI, sobre a temática das competências e da gestão de competências no setor bancário. A principal contribuição deste trabalho consiste na síntese da produção científica sobre competências e gestão de competências no setor bancário, com o objetivo de verificar quais as principais competências identificadas e a importância que a gestão de competências tem para estas instituições. Apesar das competências técnicas e científicas serem muito importantes, também se deve dar importância às competências sociais e pessoais dos funcionários. A gestão das competências dentro de um banco vai permitir alocar indivíduos com determinadas competências em tarefas específicas, aumentando assim o desempenho e a eficiência das organizações.
Nowadays, with the increasing trend in the use of information and digitalization in organizations and with these types of technologies becoming ever more common in the day to day operations within banking institutions, human resources are being considered the most distinctive element between different institutions as well as considered the principal assets of companies. Competencies are therefore defined as abilities, knowledge as well as attitudes that each individual possesses, and those have an impact in their performance as well as in the results that they obtain. Competencies should, therefore, be managed and applied correctly within organizations, so that the best results can be achieved, therefore maximizing the human resources function. This paper refers to the analyses and scientific study in the second decade of the XXI century, about the competencies and the management of competencies in the banking sector. The first contribution in this paper consists in the syntheses of the scientific study about the competencies and the management of competencies in the banking sector, with the objective of verifying what are the main competencies identified as well as the importance that the management of competencies has for these types of institutions. Although the technical and scientific competencies are considered more important, we should also give importance to the social and personal competencies of employees. The management of competencies within a bank will allow the allocation of individuals with specific competencies in specific tasks and positions, like this increasing their performance and thus the efficiency of organizations.
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Amaral, Marta Isabel Casteleiro. « A qualificação dos recursos humanos no sector turístico para o século XXI ». Master's thesis, Universidade de Évora, 2002. http://hdl.handle.net/10174/15527.

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A aquisição de qualificação profissional constitui cada vez mais, uma chave para o progresso e mesmo para a «sobrevivência» dos recursos humanos no mercado de trabalho, perante os desafios da sociedade do século XXI. No caso específico do Alentejo, os baixos níveis de qualificação são um obstáculo a ultrapassar para que esta região também possa evoluir e tornar-se competitiva face às restantes. O sector turístico é uma das grandes potencialidades de desenvolvimento da região, pelo que os primeiros passos começam a ser dados de modo a apresentar formas de turismo alternativas ao turismo massificado.ONo entanto, como é sabido, a grande maioria dos empregos no sector turístico continua a não exigir qualificações específicas, pelo que, grande parte das vezes, os empresários acabam por recorrer a trabalho não qualificado. Para além disso, este sector também tem vindo a assumir uma dimensão importante quer pela introdução de inovações tecnológicas, quer pelo próprio grau de exigência dos turistas, muito mais informados e dominadores do conhecimento, o que requer da parte dos recursos humanos que operam neste sector, um conjunto de novas competências, adquiridas quer por via formal (educação, formação profissional) ou informal (experiência). Inserido nesta problemática, encontra-se o tema da presente investigação, que teve, como principais objectivos analisar a opinião dos empresários do sector turístico sobre a importância da qualificação dos recursos humanos perante as exigências do século XXI e sensibilizar os empresários daquele sector para a necessidade de recrutarem recursos humanos devidamente qualificados e incentivarem à reciclagem profissional daqueles que já se encontram no activo. O modelo de análise que sustentou esta investigação baseou-se, sobretudo, na relação entre a qualificação dos recursos humanos e o desenvolvimento (competitividade) empresarial (Rodrigues, 1994; Pfeffer, 1995; Cruz, 1998; Kovács e Moniz, 1997; Kovács et al., 1994) e a qualidade do serviço prestado (Peyraut s.d.; Baptista, 1997), bem como na perspectiva de que a qualificação do indivíduo é o processo de aquisição de um conjunto de competências (técnicas, gerais, comportamentais e sociais), por via formal e informal (Kovács et al., 1998; Kovács, 1999; Lopes et x1.,1999). No presente estudo optou-se pela utilização de um inquérito por questionário aplicado a todos os empresários (proprietários e/ou gerentes) dos estabelecimentos de Alojamento e Restauração do Baixo Alentejo. Porque se tratou, essencialmente, de uma investigação de carácter quantitativo, a estratégia de análise de dados circunscreveu-se à análise descritiva univariada e à análise multivariada (análise factorial por componentes principais, análise de variância multivariada e a análise de regressão linear múltipla), para assim se responder aos objectivos propostos. Os resultados obtidos revelam a influência das variáveis sociodemográficas em cada um dos factores da qualificação dos recursos humanos, destacando-se a idade, a preparação do empresário para a utilização dos novos equipamentos/tecnologias, há quanto tempo é gestor, e quando integrou o mercado de trabalho. Por outro lado, os factores da qualificação de recursos humanos revelaram-se determinantes para o desenvolvimento empresarial, em especial o conhecimento de línguas estrangeiras/boa cultura geral e a actualização de conhecimentos (no caso dos empregados); boa preparação geral e técnica (no caso dos empresários). A qualificação dos recursos humanos também se revelou determinante na melhoria da qualidade do serviço prestado, particularmente os aspectos comportamentais e empíricos (experiência), assim como a formação superior e a capacidade de adaptação a novas situações (no caso dos empregados); e a capacidade de liderança e a boa preparação geral e técnica (no caso dos empresários). É de salientar ainda que a formação também foi considerada determinante na construção da qualificação dos recursos humanos do sector turístico, em especial nas suas componentes tecnológica e comportamental. Conclui-se, por fim, que as características (competências) mais valorizadas pelos empresários do sector, estão relacionadas essencialmente com o aspecto comportamental e empírico dos seus empregados e a capacidade de liderança dos dirigentes dos estabelecimentos. *** - Abstract - The acquisition of professional qualification becomes increasingly a key factor for the progress and even the «survival» of human resources, namely in sight of the challenges posed by twenty-first century society. In the specific case of Alentejo, the low levels of qualification are an obstacle to overcome, so that this region can develop and become competitive towards others. The tourism sector is one of the great potentialities for of the region's development, and the first steps have been given to present alternative forms to massif tourism. However, as it is known, the great majority of the jobs in the tourism sector do not require specific qualifications, yet, so that the entrepreneurs often resort to unqualified workforce. The tourism sector has also been taking on an important role, not only through the introduction of technological innovations, but also due to increasingly demanding tourists, much better informed and knowledgeable, which require the human resources operating in this sector to possess a whole set of new skills, acquired either formally (general education, professional training) or informally (experience). The main objectives of this research were to analyze the opinion of the entrepreneurs of the tourism sector on the importance of human resources qualification in the twenty-first century and also to sensitize the entrepreneurs for the need of requiring well-qualified human resources and to stimulate the professional recycling for the ones already working. The analysis model, which sustained this research, was mainly based on the relationship between human resources qualification and entrepreneurial development and competitiveness (Rodrigues, 1994; Pfeffer, 1995; Cruz, 1998; Kovács e Moniz, 1997; Kovács, 1994), and the quality of the rendered service (Peyraut, s.d.; Baptista, 1997). Moreover, the qualification model is that which regards the individual's qualification as a set of skills (general, behavioral and social skills) acquired either formally or informally (Kovács et al., 1998; Kovács, 1999; Lopes et a1.,1999). The employed methodology rested mainly on the use of a questionnaire applied to all entrepreneurs (owners or managers) of accommodation and restaurant establishments in the district of Beja. As far as the handing of statistical data is concerned and since this research had a mainly quantitative character, the data analysis strategy was confined to descriptive univariate analysis and multivariate analysis (factor analysis, multivariate analysis or Manova, regression linear model). The conclusions reveal the influence of socio-demographic variables in each one of the factors of human resources qualification, such as age; entrepreneur ability to use new equipment I technologies; how long he / she has worked in management; when he I she entered the labor market. On the other hand, factors like the knowledge of foreign languages and general culture and the update training (employees) and a good general and technical preparation (entrepreneurs) have an important relation to business development and competitiveness. Personal training and general education had been considered determining in the construction of human resources qualification in the tourism sector, especially the behavioral and technological components. Finally, the skills more valued by the sector's entrepreneurs are essentially related to experience and behavioral skills (employees) and leadership (entrepreneurs).

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Albino, Ema Gabriela Sardinha de. « Relatório de estágio : a formação de recursos humanos no Banco BIC Português, S.A ». Master's thesis, Instituto Superior de Economia e Gestão, 2011. http://hdl.handle.net/10400.5/3740.

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Mestrado em Gestão de Recursos Humanos
A gestão reconhece, cada vez mais, a formação dos recursos humanos como um modo de desenvolver competências, melhorar a produtividade, a qualidade do trabalho e a fidelização à empresa. O estágio curricular no Banco BIC Português, S.A., para obtenção do grau de mestre em Gestão de Recursos Humanos, teve como objectivo primordial efectuar um estudo em torno da importância e implicação da formação para o desenvolvimento individual e colectivo dos recursos humanos. O trabalho encontra-se dividido em três partes, das quais: na Parte I, desenvolvemos conceitos teórico-conceptuais, onde é explanada a importância da formação no quadro de uma Gestão dos Recursos Humanos orientada para o desenvolvimento de competências e respectivo plano de formação nas organizações; a Parte II consiste na exposição dos resultados da aprendizagem obtida no estágio; por fim, a Parte III apresenta a apreciação pessoal do estágio, bem como as considerações finais e conclusões.
Management acknowledges, increasingly, training of human resources as a way to develop skills, improve productivity, quality of work, and loyalty to the company. The traineeship in Portuguese Banco BIC, SA, for the Master Degree in Human Resources Management, had as primary objective the conduction of a study on the importance and implications of training for the individual and collective development of human resources. The work is divided into three parts, of which: In Part I we developed theoretical and conceptual concepts in order to explain the importance of training within a Human Resources Management philosophy oriented to skills development and respective training plan in organizations; Part II consists in presenting results obtained during the learning stage; finally, the personal evaluation of the trainee, the final considerations, and conclusions, will be made in Part III.

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Singh, Ramendra. « An Analysis of Transformational Leadership Skills of Marketing, Sales, Human Resources, and Information Technology Leaders in Relation to Their Job ». Thesis, Brandman University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10242925.

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Purpose: The purpose of this quantitative descriptive study was to identify transformational leadership skills exhibited by executives in mid-size companies, working in the fields of Marketing, Sales, HR, and IT. Additionally, this study also tried to identify top domains and skills for each group, and analyze the similarities and differences between groups.

Methodology: The study was structured around three research questions. As this was a quantitative study, self-rating data on 10 domains and 80 skills were collected using the Transformational Leadership Skills inventory instrument. These data were then analyzed using multiple statistical methods.

Findings: Analysis of data produced multiple findings in relation to top, middle, and bottom tier skills and domains for each group, thereby supporting the hypothesis that the situational context of job function is material for transformational leadership.

Conclusions: There were six conclusions that applied to all groups, thereby providing valuable insights in relation to similarities across job functions. Additionally, there were multiple differences found in the use of transformational leadership skills across Marketing, Sales, HR, and IT functions, leading to the creation of distinct transformational leadership skill portfolio for each group.

Recommendations: There were six implications for actions that were developed from the conclusions, ranging from hiring, to talent development, to succession planning. Additionally, eight recommendations for future research were also presented, ranging from logical extensions of this study into different verticals, to complementary new studies that would expand the body of knowledge, to longitudinal cross-sectional study that can be developed over time.

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Fernandes, Luís Miguel Ribeiro. « Formação na Saint-Gobain Sekurit Portugal ». Master's thesis, Instituto Superior de Economia e Gestão, 2015. http://hdl.handle.net/10400.5/10064.

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Mestrado em Ciências Empresariais
O estágio a que este relatório se refere decorreu nas instalações da empresa SAINT GOBAIN, cuja atividade se centra na indústria vidreira e na fabricação de subprodutos do vidro. O estágio foi desenvolvido no Departamento de Recursos humanos no período compreendido entre Novembro de 2014 e Janeiro de 2015. No âmbito deste estágio on the job estudou-se o comportamento de um universo de 159 colaboradores em contexto laboral, tendo-se comparado as suas apetências profissionais antes e após formação, pelo que o presente estudo se foca essencialmente na relevância que a formação assume na performance de uma organização. Este estudo acaba por concluir que o capital humano das organizações é a principal vantagem competitiva de uma empresa. De facto, o seu ativo intelectual, o seu saber-fazer num elevado nível de desenvolvimento, o seu relacionamento interpessoal e o papel da sua credibilidade na captação e fidelização de clientes são um conjunto de elementos não materiais (imateriais) associados ao desenvolvimento do negócio e que valorizam inevitavelmente a reputação de uma empresa. Este trabalho apresenta as conclusões relativas ao impacto que a formação tem a nível pessoal e organizacional na SAINT GOBAIN, conclusões extraídas das fichas de avaliação e de um inquérito preenchido pelos colaboradores, formadores e diretores de setores-chave da empresa. Conclui-se que a formação é instrumento fundamental no desenvolvimento da empresa, por ser uma base fundamental de aquisição de conhecimentos, técnicas e comportamentos necessários ao melhor posicionamento da empresa no mercado competitivo em que atua.
The stage at which this report refers took place at the premises of the company SAINT GOBAIN, which focuses on the glass industry and the manufacture of glass products. The stage was developed in the Department of Human Resources during the period from November 2014 to January 2015. Within this stage on the job he studied the behavior of 159 workers in the employment context, having compared their professional cravings before and after training, so this study focuses mainly on relevance that training takes in performance of an organization. This study ultimately concluded that the human capital of organizations is the key of the competitive advantage of a company. In fact, their intellectual assets, the know-how at a high level of development, their interpersonal relationships and the role of its credibility in customer acquisition and loyalty are a set of elements immaterial (intangible) associated with the development of business and that inevitably value the reputation of a company. This paper presents the findings on the impact that training has a personal and organizational level in SAINT GOBAIN, conclusions drawn from the evaluation forms filled in by employees, trainers and directors of key sectors of the company. We conclude that training is key tool in the development of the company, as a fundamental basis for the acquisition of knowledge, skills and behaviors necessary to better position the company in the competitive market in which it operates.

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Blankenship, Charles Michael. « Human Resource Managers' Perceptions of Soft Skills, Involuntary Employment Turnover, and the Efficacy of a Proposed Career Pathway Model ». Thesis, Mississippi State University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10260656.

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The purpose of this study was to conduct qualitative interviews of 10 Human Resource Managers to determine their perceptions of the soft skills necessary for successful employment, to determine the primary causes of involuntary turnover, and to determine their perceptions of the proposed Smart Start Pathway to improve potential employee success and employment retention.

10 businesses located in a 9-county region in central Mississippi were purposively selected to participate in this study. 2 of the businesses were service sector employers, and 8 were manufacturers. Interviews were scheduled with the Human Resource Manager for each business, and the manager was supplied with a copy of the interview questions and a copy of the career pathway curriculum to review. Interviews were conducted, transcribed, and analyzed to determine results.

Human Resource Managers revealed that communication skills and dependability were the most frequently cited soft skills important for employee success; the most frequently cited causes of employee dismissal were attendance, rule violations, and behavior problem; and finally, the managers interviewed were positive in their perceptions of the efficacy of the proposed career pathways model.

The study showed that soft skills identified by Human Resource Managers and those skills contained in the training modules of the career pathway model are similar. The managers were in agreement that these skills might be better learned and retained at an earlier age than those who will be taking this training to enter the workforce. Additional research is recommended to quantify career pathways program outcomes upon implementation, to determine the causes of employee attendance issues, to determine the practices of employers who demonstrate low turnover rates, and to determine the viability of offering this training as part of the secondary education process.

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Danquah, Joseph K. « Human Resource Development : An assessment of capacity development initiatives of World Bank projects in Ghana ». Thesis, University of Bradford, 2017. http://hdl.handle.net/10454/15923.

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The significance of capacity development programmes, as key driver for sustaining development goals, is anchored in all international fora. This research complements and extends our present understanding of the contribution of capacity development approaches to development and achievement of the SDGs. This is achieved by critically assessing the impact of capacity development initiatives sponsored by the World Bank. This thesis has focused on analysis of implementation strategies and critical assessment of the impact of the projects using multidisciplinary approach, utilising a range of quantitative and qualitative methods. It provides a sound empirical basis for assessing the complexities of these projects. This empirical investigation has identified a wide range of disparities of implementation strategies utilised for capacity development initiatives among the major international players (World Bank and UNDP). These findings clearly indicate that there is no single strategy for the implementation of capacity development initiatives. Thus, based on empirical evidence, as well as a critical review of the literature, the study proposes a model for achieving critical sustainable capacity development based on broad and long-term strategies; input, process, output, and outcome which defines the appropriateness of policies and practices that support sustainable development. It is concluded that capacity development initiatives are relevant and essential ensuring national development and sustainable results. The recommendations include the focus on individual, organisational, and societal factors when planning, developing and adopting strategies for implementing all government/national programmes.

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Petrides, Mónica Andreia. « Na óptica dos clientes, quais são as competências necessárias valorizadas ? : o caminho para a vantagem competitiva ». Master's thesis, Instituto Superior de Economia e Gestão, 2013. http://hdl.handle.net/10400.5/11423.

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Mestrado em Ciências Empresariais
A Gestão de Recursos Humanos é a base para atingir o sucesso de uma empresa e, nesse sentido, pretende-se estudar uma organização do ramo da Nutrição e Dietética para perceber, na óptica do cliente, quais as competências necessárias valorizadas numa técnica alimentar e, a partir daí, ter uma base para o desenvolvimento da técnica que leve ao aumento da fidelização dos clientes. Para tal, utilizou-se um questionário com 20 competências a serem avaliadas pelos clientes e obtiveram-se 187 respostas de indivíduos divididos por 8 lojas de nutrição na zona da Grande Lisboa. Para a análise dos resultados calcularam-se as médias de cada competência por loja e pelo total dos questionários e o coeficiente de correlação de Pearson. Após interpretar os resultados obtidos, concluiu-se que a competência mais valorizada pelos clientes das 8 lojas é o conhecimento técnico que a técnica alimentar revela. Além disso, observou-se que existe uma correlação significante entre as competências estudadas, a idade e a localização das lojas. Em estudos futuros poder-se-ia alargar a população estudada, para possibilitar uma maior sustentação e uma viabilidade mais elevada dos resultados alcançados.
The Human Resource Management is the basis for success of a company and, therefore, this work intends to study an organization that operates in the field of Nutrition and Dietetics to understand, from the perspective of the customer, what competencies are needed and valued on a dietetic technician and, after that, have a basis for the development of the technician that will lead to the increase of customer loyalty. For that purpose, a questionnaire with 20 competencies evaluated by the customers was used and 187 responses were obtained from individuals divided by 8 Nutrition stores in the Great Lisbon area. For the data analysis, the average of each competencie in each store and in the total of questionnaires and the Pearson correlation coefficient were calculated. After the interpretation of the results, the conclusion was that the competence most valued by the customers from the 8 stores was the technical expertise that the technician reveals. Moreover, it was observed that there is a significant correlation between competencies and age and the location of stores. In future studies it would be interesting to extend the study to a larger population, to provide greater sustain and a higher viability outcomes.

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Čapková, Michaela. « Zvýšení efektivity vedení lidí ». Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2011. http://www.nusl.cz/ntk/nusl-223063.

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Abstract The master’s thesis is concerned on personality of manager and his method of leadership. Describes theoretical knowledge of qualities and skills of manager and evaluates actual situation. On the end, contains project of trainings and next courses that contribute the development of manager’s professionalism and effectiveness.

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November, Mark David. « Skills development and its relevance in a healthcare facility : a case study of Tygerberg Hospital ». University of the Western Cape, 2013. http://hdl.handle.net/11394/4825.

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Masters in Public Administration - MPA
The public health sector over the years had been under constant criticism for the lack of or substandard service delivery. The post1994 democratic era was accompanied by slogans such as ‘a better life for all ’. These slogans in part stem from the Constitution of the Republic of South Africa, 1996. The Constitution, chapter two, in its discussion on the Bill of Rights states that everyone has the right to quality health care services. The critics argue that the fundamental r right enshrined with in the Constitution in as far as it pertains to healthcare has been violated. The state introduced various interventions, such as human resource capacity development t programs, to turn the dismal state of public health care around. This research focused on the impact and the relevance of the human resource development within the public health sector. The following research question had been formulated to guide the research; is skills development within the state undertaken for compliance sake or is it a focused interventionist approach aimed at improving the skills set of staff to perform effectively and efficiently? The research was qualitative in nature and the case methodology was used. In this regard Tygerberg hospital was used as the case study. A number of findings emanated from the data collection process, amongst other, that the skills development is not workplace specific but rather undertaken for compliance sake. Furthermore, that no individual staff development plans exist. The end result is that the skills development intervention aimed at improving the staff capacity and the state of health service generally is not making any meaningful impact. The major recommendation is that a health audit must be done, which must inform the development of the hospital staff skills development plan. This in turn must be used to develop individual staff f development plans. This alignment of development plans from provincial level to hospitals and then to the individual will result in a more focussed skills intervention and ultimately an improved public health sector.

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Gheliji, Elham. « Human Resource Management Strategies in Hospitality Industry : Employees’ competence, attitude, behavior and organizational operation (management perspective) ». Thesis, Högskolan Dalarna, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:du-29713.

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The current study demonstrates human resource strategies in hospitality industry (Hotel segment) and its impact on employee competencies and skills. The human resource management enhances employee performance and their credibility to maximize overall firm goals in hotel segment. Employees with level of attitude and behavior provide best services and performances. In this regard, service managers need to support and improve their employees’ skills and competencies related to the organization structure and strategy. Therefore, it is necessary for organization to have strong human resource management strategies to optimize the employees’ competencies and performance which drives higher organizational productivity. The research question of this thesis is how managers perceive that human resource management strategies influence on employees’ skill and competence in the hotel segment of Gothenburg? The data collection indicates that different human resource strategies executed to sustain employee roles and responsibilities. Various human resource strategies should implement to achieve valuable outcomes contributing to employees’ satisfaction and organization performance. Training practices, recruitment and selection, compensation and incentive practices, performance management and job design are essential human resource strategies which are identified in this research study. The thesis applies qualitative approach. Empirical data are collected through structured interviews. Moreover, the interactive model is used to analyze the collected empirical data.

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Dobrosavljević, Andrea, et Snežana Urošević. « Perceptions of importance of development of specific skills in small and medium-sized enterprises of the clothing industry ». Thesis, Київський національний університет технологій та дизайну, 2021. https://er.knutd.edu.ua/handle/123456789/19078.

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Small and medium-sized organizations need to resist the challenges of the contemporary business environment. Development of professional skills of employees is seen as important factor, which contributes to overall business improvement. Purpose of this paper is to evaluate difference in perception of employees from small and medium sized enterprises (SMEs) of clothing industry about the importance of development of professional skills.

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Adrian, Johnsson Jenny. « Hur HR chefer inom turismföretag värderar högskoleutbildning i sin rekrytering ». Thesis, Södertörns högskola, Institutionen för ekonomi och företagande, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-17780.

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Turismutbildningar på högskolenivå har växt fram som ett resultat av att förstärka kompetensförsörjningen och konkurrenskraften inom turistbranschen. Studien undersöker hur HR chefer inom turismrelaterade företag värderar högskoleutbildning i sin rekryteringsprocess. Utifrån en hermeneutisk analysmetod är målet med studien även att få inblick i chefernas uppfattning kring utbildnings och kompetensbehovet i deras bransch idag. Uppsatsens empiriska resultat utgörs av fyra kvalitativa intervjuer med HR chefer från resebranschen respektive mötesbranschen. En femte intervju utfördes även med en forskare från Etour som ett viktigt kunskapsbidrag. Resultatet som styr värderingen av en akademisk examen i rekryteringsprocessen avgörs av tjänst och position. Inom nyckelpositioner med spetskompetenser krävs en högskoleutbildning. Resultatet visade även att yrkesutbildningar och arbetslivserfarenhet värderas samtidigt som möjligheten att arbeta sig upp från vissa positioner genom internrekrytering är vanligt förekommande.
Higher education related to tourism has emerged as a result of strengthening human resource management and the competitiveness in the tourism industry. The objective of this study is to examine how HR managers value an academic degree in their recruitment process. From a hermeneutic analysis, the goal of the study is also to gain insight into managers' perception of educational and skills needs in their industry today. The empirical result of this study consists of four interviews with HR executives from the travel industry and the meeting industry. A fifth interview was also made with a senior university lecturer from Etour as an important contribution of knowledge. The result showed that the valuation of an academic degree in the recruitment process is determined by the kind of tourism employment and location or position. In key positions with core competencies it’s required an academic degree. The results also showed that vocational training and work experience is valued, while the ability to work their way up from certain positions through internal recruitment also is common

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Zirkle, Christopher John. « Perceptions of Vocational Educators and Human Resource/Training and Development Professionals Regarding Skill Dimensions of School-to-Work Transition Programs ». The Ohio State University, 1995. http://rave.ohiolink.edu/etdc/view?acc_num=osu1391760951.

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Selvanathan, Tharshanan. « The appliance of the concept of sustainability in human resource management in the corporate sector in Germany ». Doctoral thesis, Universitat Politècnica de Catalunya, 2018. http://hdl.handle.net/10803/663910.

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Decline of resources, increasing expectation of stakeholders and radical transparency imposed by new technologies urges multinational enterprises to define sustainability as an important driver, which affects Strategic and Human Resource Management. An organization’s corporate social performance becomes increasingly important in attracting highly educated applicants with a high level of job choice, often a source of competitive advantage in the human resource area. This research investigates the usage of the concept of sustainability in Human Resource Man- agement in Germany. Hypotheses were derived, an empirical content analysis was executed and 8745 job advertisements analyzed on sustainable patterns. Annual reports and sustainability reports of organizations were evaluated on defining sustainability related targets in their compensation management. Personal interviews with Human Resource Managers of global market leaders were executed regarding the influence of sustainability in Human Resource Management. Although the Executives of companies state that sustainability plays a major role in Human Resource Management there is a gap in implementation. Sustainability concepts were found in less than one third of all job advertisements. A minority of the investigated companies formulates sustainability related targets in their compensation management. The interviews of the HR Managers confirm the high relevance of sustainability of Human Resource Management but points out the reason for the lack of implementation as a deficit of specified training and development. In order to attract highly qualified employees there is a need pointing out ecological, social and sustainable efforts by the company. By doing so the gap between Human Resource Management and Sustainability could be bridged and the term of Sustainable Human Resource Management practically applied.
La disminución de los recursos, una mayor expectación de las partes interesadas y una transparencia radical impuesta por las nuevas tecnologías instan a las empresas multinacionales a definir la sostenibilidad como un factor importante, el cual afecta la gestión estratégica y de los recursos humanos. El rendimiento socio- empresarial de una organización es cada vez más importante para atraer candidatos con una excelente formación y un alto nivel de elección de empleo, lo cual suele ser una ventaja competitiva en los recursos humanos. Este estudio investiga el uso del concepto de la sostenibilidad en la gestión de los recursos humanos en Alemania. Se han derivado un número de hipótesis, se ha realizado un análisis de contenido empírico y se han analizado 8 745 ofertas de empleo. Se han evaluado los informes anuales y de sostenibilidad para definir objetivos relacionados con la sostenibilidad en la gestión de la remuneración. Se han realizado entrevistas con gerentes de RR. HH. de empresas líder a nivel mundial sobre la influencia de la sostenibilidad en la gestión de recursos humanos. A pesar de que los ejecutivos de varias empresas indiquen que la sostenibilidad juega un papel fundamental en la gestión de RR. HH., existe una brecha en su implementación. Se han encontrado conceptos de sostenibilidad en menos de un tercio de todas las ofertas de empleo. Una minoría de las empresas investigadas plantean objetivos relacionados con la sostenibilidad en su gestión de remuneración. Las entrevistas con los gerentes de RR. HH. confirman la gran importancia de la sostenibilidad en la gestión de recursos humanos pero señala como culpable de la falta de implementación un déficit en la formación y el desarrollo. Para poder atraer empleados altamente cualificados las empresas deben resaltar sus iniciativas ecológicas, sociales y sostenibles. Al hacer esto la brecha entre la gestión de recursos humanos y la sostenibilidad podría desaparecer y así aplicarse el término Gestión de Recursos Humanos Sostenible.

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Monk, Robert Edward. « An investigation into the work of managers in Great Britain : with particular reference to the management of human resources, and the skills and knowledge used ». Thesis, Middlesex University, 1994. http://eprints.mdx.ac.uk/6145/.

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The Study is in four parts. The first part provides a background to the original research through a short twentieth century history of management and synopses of the work of selected earlier writers and researchers. The second part provides the results of a new empirical study of managerial work in Great Britain in the early nineteen-nineties. This study follows the lead of earlier researchers such as Carlson, Stewart and Mintzberg and invstigates managerial work using three methodologies. A quantitative study through a questionnaire survey is complemented by a smaller diary study and thirty face to face interviews with a range of managers from widely differing organisations and jobs. A statistical analysis of the data provides a very detailed review of how managers spend their time, requirements for effective performance, how performance is measured, major changes which have affected them, and the skills and knowledge used. Analysis of the diary data provides a very detailed profile of managerial work. Factor analysis is used to identify a new managerial typology; and using data from the various elements of the study a series of detailed managerial models, identifying both similarities and differences, is provided for an average manager, a general manager, five types of functional manager and five hierarchical levels of manager. Using information from the interview case studies, together with the statistical analysis, the management of human resouces, or "getting things done through other people", is addressed and a range of abilities, skills and knowledge required for effective people management identified. This section, particularly, contributes to the field of knowledge and provides guidance for the development of management education and training. Part three provides a comparison of the present study with earlier researches and shows that whilst the fundamental nature of managerial work changes relatively. little, the environment within which it takes place is constantly changing. Recent changes identified include greater customer orientation and demands for quality, new legislation, "de-layering" and the very rapid development of new technologies within both offices and factories. The evidence suggests that the work of managers is becoming continually more demanding and increasingly difficult. Part four provides a range of very detailed appendices in support of the main text.

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Villers, Lance Carlton. « Influences of situated cognition on tracheal intubation skill acquisition in paramedic education ». [College Station, Tex. : Texas A&M University, 2008. http://hdl.handle.net/1969.1/ETD-TAMU-2714.

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McAloon, Patrick O. « Chinese at Work : Evaluating Advanced Language Use in China-related Careers ». The Ohio State University, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=osu1218548897.

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Van, Dijk Hilligje Gerritdina. « Critical issues impacting on skills development in the Department of Public Service and Administration trends and options / ». Thesis, Pretoria : [s.n.], 2003. http://upetd.up.ac.za/thesis/available/etd-02242004-110247.

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Nhlapo, Job Mphikeleli. « The role of school management teams in human resource management in selected township schools in the Mpumalanga Province / Nhlapo Job Mphikeleli ». Thesis, North-West University, 2008. http://hdl.handle.net/10394/2527.

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Education in South Africa faces many challenges; among them is the betterment of teaching and learning in order to improve the performance in schools, particularly in township schools where the results of learners are still not up to the required standard. For schools to function effectively, the School Management Teams (Principal, Deputy Principal, HODs), need to understand the importance of the effective management of human resources. The proper and effective management of people cannot be neglected if the schools as organisations want to attain their goals. School Management Teams as managers of schools are accountable for the effective running of the schools and the task of proper management of human resources rest on their shoulders. In this study an investigation into human recource management in selected township schools in the Gert Sibande Region (Mpumalanga Province) was done. Central to the study is the School Management Team's (SMTs) understanding of the concepts management and leadership, human resource management and related aspects. An investigation was also done regarding the knowledge, skills and strategies needed to improve education in township schools. With regard to the proper training of SMTs, various recommendations are made to expose them to more rigorous training, especially in Human Resource Management as this is the cornerstones of effective school management.
Thesis (M.Ed.)--North-West University, Vaal Triangle Campus, 2009.

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Al-Shammari, Serhan Abdullah. « Saudization and skill formation for employment in the private sector ». Thesis, University of Stirling, 2009. http://hdl.handle.net/1893/679.

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The development in the Kingdom of Saudi Arabia has been associated with its growing petroleum industry since late 1930s. This development has created a sudden wealth in the country that shaped its labour market as well as its skill formation systems in the years after. It has also, thanks to the government involvement, developed the country’s world class economy and its evolving private sector. However, this involvement has also created a duel labour market in which Saudis expect employment in the government while expatriates are continuously employed in private organizations. Employment in the government was always available to Saudis regardless of their qualifications which are dominated by theoretical literary majors over scientific and technical degrees. In the early days of the country’s development this did not produce major concerns to the government nor to Saudis. However, the country is producing one of the highest growth rates in the world with the majority of its citizens are under the age of 19. Government employment is always limited as the majority of employment opportunities are available in the country’s private sector. Since the late 1980s, this has generated high rates of unemployment among Saudis as government employment reached its peak and as the private sector continues in recruiting millions of cheap expatriates to increase its profits and competitiveness. This is creating an unbalanced labour market structure as well as economic, political and social problems. A number of government initiatives have been introduced to rectify such dilemma. One of which is Saudization to replace the country’s 4.7 million of expatriates recruited mainly (95%) in the private sector with as many qualified Saudis as possible. However, such efforts has not yet produced fruitful results as the private sector is still recruiting expatriates and as skill formation systems are still producing Saudis with incompatible skills, knowledge and attitudes with the private labour market needs. This research assumes that ineffective Saudization in the private sector is not the core problem of the employment process in Saudi Arabia. In fact it is the outcome of the government’s heavy and unnecessary involvement and control over skill formation systems in the Kingdom especially over the General Organization for Technical Education and Vocational Training (GOTEVT) which is the main skill formation provider for the private labour market This involvement imposes the government’s rigid bureaucracy and limited funding on a very dynamic, flexible and self-sufficient economy like the private market in Saudi Arabia that is operating in a very competitive and changeable environment. Investigation of such argument against empirical findings from interviews with a number of government, quasigovernment and private sector managers supports such conclusion. It even illustrates that government involvement and bureaucratization is hindering the implementation of Saudization strategy itself in private organizations. Recommendations are made about changing the role of GOTEVT to create industry-led training organizations to serve and link the outcomes of this skill formation organization to the employment needs of the labour market and to the needs of the economy in general.

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Jacobsson, Therese, et Jessica Palmqvist. « Internationell kompetensförsörjning : tre svenska företags erfarenheter av expatriering och expertskatten ». Thesis, Södertörn University College, School of Business Studies, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-3705.

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Frågeställningar: Hur använder svenska multinationella företag expatriering? Hur fungerar expertskatten i förhållande till dess syfte? Vilka konsekvenser medför användandet eller icke-användandet av expertskatten för företagen?

Syfte: Syftet är att undersöka hur svenska multinationella företag använder sig av expatriering som kompetensförsörjning och i det perspektivet utreda huruvida expertskatten fungerar i förhållande till dess syfte.

Metod: En tvärsnittsundersökning genomfördes vid insamling av det empiriska materialet. Primärdata samlades in med hjälp av intervjuer från tre undersökningsföretag. Viss kompletterande sekundärdata har även bidragit till undersökningen.

Slutsatser: Vid de tillfällen då företagen inte kan tillgodose sitt kärnkompetensbehov på en lokal marknad är expatriering en metod att tillgå. Expatriering leder då till en kunskapsförflyttning över de nationella gränserna. Samtliga undersökningsobjekt ställer sig positiva till användandet av expatriering och använder det främst vid behovsdrivna uppdrag. Företagen använder sig av expatriering vid både korta och långa uppdrag. Expatriering är en anställningsform som är förknippad med mycket höga kostnader för företagen och för att kunna behålla konkurrenskraften på de internationella marknaderna finner företagen det absolut nödvändigt med politiska incitament i form av skattelättnader för att kompetensförsörjningen fortsättningsvis ska kunna fortsätta. Det politiska incitament som idag förekommer i form av expertskatten har visat sig inte nyttjas i särskilt stor utsträckning av olika anledningar och med anledning av detta ställer vi oss kritiska till om expertskatten verkligen fungerar i förhållande till dess syfte.

Problem: How do Swedish multinational companies use expatriation? How does the tax relief for foreign key personnel function in relation to its purpose according to the companies? What consequences does the use or non-use of tax relief for foreign key personnel according to the companies?

Purpose: The purpose is to examine how Swedish multinational companies use expatriation as maintenance of competence and in that perspective, analyze whether the tax relief for foreign key personnel function in relation to its purpose.

Method: A cross-sectional survey was conducted for collection of the empirical material. Primary data were collected through interviews from three companies. Some additional secondary data have also contributed to the study.

Conclusion: At times when companies are not being able to meet their core competencies necessary for a local market, expatriation is a method available to use. Expatriation leads to a knowledge transfer across national borders. All survey items are in favor of using expatriation and use it primarily when they have a need-driven mission. The companies use expatriation at both short and long-term missions. Expatriation is associated with very high costs and to maintain competitiveness on international markets, the companies find it absolutely necessary to be able to use political incentives in the form of tax relief for foreign key personnel. The political incentives that currently exist in the form of tax relief for foreign key personnel have been identified as not used to any great extent for various reasons. Because of the results in this thesis we are critical about whether the tax relief for foreign key personnel actually works in relation to its purpose.

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Machika, Dimakatjo Mokgaetji. « Capacity building programmes for the skills development of employees at the Gauteng Department of Education / D.M. Machika ». Thesis, North West University, 2014. http://hdl.handle.net/10394/13189.

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Since the inception of the National Skills Development Framework for Employees in Public Education in 2006, every organisation has its own WSP to offer skills development training to employees. This study aims to analyse the implementation challenges of the capacity building programme/s at head office of the Gauteng Department of Education. These programmes, including internships, workplace skills plan and short courses were explored from the circumstantial status at the national level (general) and will focus on the Gauteng Department of Education (specific context). In this context, the study sets out to explore the following specific problem exploring that there are challenges in the effective implementation of capacity-building programmes for job-related skills development of employees at Gauteng Department of Education at managerial levels. In the search for answers to the research problem, a hypothesis was formulated, and various primary and secondary sources were utilised. The findings from the literature review and empirical research undertaken in this study indicate that there are significant challenges to overcome in the effective implementation of capacity-building programmes. The study offers relevant recommendations to improve the challenges.
MA (Public Management and Administration), North-West University, Vaal Triangle Campus, 2014

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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.

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Zechner, Solveig Antonia. « Self-assessment of managerial competencies of nurse managers in South Africa - identifying the skills gaps ». Thesis, University of the Western Cape, 2008. http://hdl.handle.net/11394/2718.

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Magister Commercii - MCom
Broad access to healthcare services is a key factor of human development in any country. The current health care situation in South Africa can be diagnosed as critical. The hospitals are understaffed, over-occupied and the diseases like Human Immunodeficiency Virus (HIV) give health care workers additional challenges. The demand for management skills in the health sector including those for nurse managers is high. A recent World Health Organization (WHO) study of nurses working in maternal health services identified good management as more important than salary, unless the remuneration was dramatically higher. In South Africa, little empirical research exists about the management skills of nurse managers, even though proper management of human resources is vital to achieve better outcomes and access to health care around the world. In South Africa, a greater focus on human resource management in health care and more research is needed to develop new policies that will help to address the skills gap of nurse managers. The object of this research project was to identify the gaps between required and existing management skills of senior nurse managers in South Africa in private and public hospitals. Once identified, this skills gap assessment can be used by employers and policy-makers to define the management education that nurse managers require. The research is based on a survey of nurse managers in private and public hospitals using a questionnaire. The survey instrument was based on prior research of hospital managers' competencies in South Africa, and a review of the related theoretical literature.
South Africa

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Pearce, Alison. « How can international staff exchange be implemented as part of the execution of an internationalisation strategy in UK higher education ? : the case of a strategic entrepreneur ». Thesis, Northumbria University, 2011. http://nrl.northumbria.ac.uk/5456/.

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This work constructs a bridge across the "knowing-doing gap" of international staff exchange: the gap between strategy formulation and its execution within the constraints of a post-1992 university business school in the UK. It goes beyond the common, well-intentioned and yet vague statements involving the "encouragement" of international staff exchange to propose a model of execution through strategic entrepreneurship. The promotion of international staff mobility is a founding principle of the "Bologna Process", designed to create a converged system of higher education across Europe. Many UK "new" (ie post-1992) universities are engaged in the development of internationalisation strategies which include staff exchange. Meanwhile, the failure to execute strategy is increasingly acknowledged as a major problem in organisational performance. Using a first-, second and third-person Insider Action Research (AR) approach, the author initiated, planned, organised and implemented an international staff exchange between universities in the UK and France. Data generated were subjected to a double process of analysis in order to construct the new model. A policy of "subjectivity with transparency" and transcontextual credibility throughout enables the reader to judge transferability. Duality is the nature of this "bridge" and the simplistic transplant of the expatriation policies of commercial organisations is avoided. Concepts from the theoretical literature in three domains - strategic management and entrepreneurship in higher education, internationalisation of higher education and strategy execution through strategic entrepreneurship - are combined with the research analysis to propose that "strategic entrepreneurs" can execute the riskier elements of an internationalisation strategy, such as staff exchange. Members of the creative class, strategic entrepreneurs are attracted and motivated by the foundation of a diverse environment and entrepreneurial culture promoted by a university's values-driven, holistic approach to internationalisation. Their autonomous strategic behaviour must be facilitated by an execution-focussed organisational architecture. In a university, the overall approach to staff exchange should combine central and local (school-based) functions and resource both to develop strategic initiatives and to exploit tactical opportunities. This work broadens AR from education into strategic management, specifically linking the areas of strategic execution and strategic entrepreneurship.

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Nunes, Beatriz Pinto Batista. « Inteligência artificial na GRH : competências necessárias aos gestores para a criação de valor ». Master's thesis, Instituto Superior de Economia e Gestão, 2019. http://hdl.handle.net/10400.5/18699.

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Mestrado em Gestão de Recursos Humanos
A digitalização tornou-se um fator de mudança com efeitos significativos nos processos de Recursos Humanos (RH) e os gestores começam a recorrer a desenvolvimentos recentes, como a Inteligência Artificial (IA). Estas ferramentas antecipam necessidades e tendências, poderão garantir a diferenciação no mercado, e influenciar o papel estratégico, mas existe pouca informação sobre os conceitos e como os gestores podem contribuir. Neste sentido, pretendemos analisar o fenómeno da digitalização e dos seus desenvolvimentos na Gestão de Recursos Humanos (GRH), investigar quais as competências dos gestores que mais contribuem para a criação de valor a partir de IA, e verificar se as competências poderão contribuir para o papel estratégico dos RH. O trabalho baseou-se em duas metodologias: quantitativa e qualitativa. Foram aplicados questionários a uma amostra significativa, complementados pela realização de entrevistas semiestruturadas através das quais foi possível analisar a interpretação dos indivíduos. Resultados: Para a criação de valor a partir de IA e automatização, o ideal será a combinação entre competências técnicas e sociais, para a resolução de lacunas e foco em tarefas estratégicas. A digitalização é algo positivo para a estratégia de GRH e organizações, e as funções que irão sofrer mais alterações serão as administrativas, como Payroll e recrutamento. Conclusões: Os colaboradores consideram ter poucos conhecimentos para lidar com novas ferramentas, mas não demonstram motivação para desenvolver novas competências. É essencial o apoio da gestão de topo para fomentar a mudança de mindset, a comunicação e o desenvolvimento de conhecimentos para um equilíbrio entre soft e hard skills.
Digitization has become a factor of change with significant effects on Human Resources (HR) processes, and managers are beginning to resort on recent developments such as Artificial Intelligence (AI). These tools allow anticipating needs and trends, can ensure market differentiation and influence the strategic role, but there is little information about the concepts and how managers can contribute. In this sense, this study intends to analyze the phenomenon of digitization and its developments in Human Resources Management (HRM) and to investigate which competencies of HR managers contribute most to the creation of value from AI, and to verify if the competences can contribute to the strategic role of Human Resources. This work was based on two methodologies: quantitative and qualitative. Questionnaires were applied to a significant sample and were complemented by semi-structured interviews through which it was possible to analyze the interpretation of the individuals. Results: For more value creation through AI and automation, the ideal will be a combination of technical and social skills, to solve possible gaps and focus on strategic tasks. Digitization is positive for HRM strategy and organizations, and administrative functions such as Payroll and recruitment are pointed as the ones that will suffer more changes. Conclusions: Employees consider they have few knowledges to deal with new tools, but do not show motivation to develop new skills. This means that the support from top management to promote mindset changes, communication and the development of knowledge will be essential for a balance between soft and hard skills
info:eu-repo/semantics/publishedVersion

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Pieschl, Jordan Marie. « Assessing supply, demand, and professional development needs of employees in water-related careers ». Thesis, Kansas State University, 2017. http://hdl.handle.net/2097/35441.

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Master of Science
Department of Communications and Agricultural Education
Shannon G. Washburn
STEM fields represent between 5% and 20% of all employed in the United States (United States Department of Labor – Bureau of Labor Statistics, 2015). Many employers of job positions in the STEM field have indicated an ongoing challenge of demand for such employees exceeding supply (Hira, 2010). Literature suggests a skills gap exists in some career fields and labor markets (Sentz, 2013). A topic that falls in many STEM fields in water resources. In Kansas, both supply and demand of water resources vary greatly across the state. A growing trend statewide, however, is a need to focus efforts on preserving the quality and quantity of Kansas’ water supply. Anecdotal evidence suggests the focus on water resources increases the demand for employees prepared for careers in related STEM fields (S. Metzger, personal communication, May 3, 2016). Drawing on both the Human Capital Theory and the Theory of Work Adjustment, descriptive survey research and qualitative interviews based in symbolic interactionism were used to gather data from employers of water-related job positions. The data indicated that a variety of employability and technical skills describe both employers’ ability requirements and employees’ ability sets. The results of the study suggest that, while employers have not recently experienced much challenge filling job vacancies, demand for employees could increase in the near future. Additionally, employers utilize a variety of professional development resources, and would utilize others if available. While levels of correspondence range among ability requirements and ability sets depending on the job position, efforts in education and recruitment could help address the supply of candidates for these positions.

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Mouillac-Delage, Agathe-Marianne. « Les établissements de santé à l'épreuve de la Gestion Prévisionnelle des Emplois et des Compétences ». Thesis, Montpellier 1, 2014. http://www.theses.fr/2014MON10033/document.

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Les Ressources Humaines représentent l'élément le plus important et le plus coûteux des soins de santé. Anticiper les besoins en Ressources humaines par le bais d'une Gestion Prévisionnelle des Emplois et des Compétences (GPEC), représente aujourd'hui un enjeu fondamental, dans un contexte sanitaire, social et médico-social en pleine mutation. Consacrée par la « loi Borloo », la GPEC est souvent perçue comme une notion paradoxale, à double visage, dont les contours mal définis lui confèrent de multiples interprétations. Souvent considérée comme un simple mécanisme obligatoire, source de sanction et de contentieux jurisprudentiel, la GPEC doit pourtant être vu « autrement ». S'il est vrai qu'elle est parfois le signe avant-coureur de restructurations à venir, elle est avant tout une véritable « démarche » prévisionnelle et opérationnelle, permettant d'anticiper et gérer les besoins en ressources humaines, dans le but de développer les activités des établissements de santé et d'assurer la qualité de la prise en charge des patients
Human resources represent the most important and most expensive part of health care. Anticipating the need for human resources through a forward planning of jobs and skills (FPJS), represents, today, a fundamental challenge in a health, social and medico-social context undergoing profound mutation. Established by the « law Borloo », «FPJS » is often seen as a paradoxical notion with a double face, of which the unclear contours, confer on it, multiple interpretations Often considered as a simple obligatory mechanism, source of sanction and jurisprudence litigation, nevertheless, « FPJS » has to be seen « differently ». If it's true that it's sometimes the first sign of restructuring, it is, above all, a real predictive and operational « approach » to anticipate and manage the human resource needs, in order to develop activities of health facilities and ensure the quality of patients care

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Arney, Janna Bridger. « A comparison of computer skills needed by business administration graduates as perceived by colleges and universities in Indiana and as perceived by human resource managers in Indiana / ». The Ohio State University, 1997. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487942739806499.

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Lagarto, Floriano Manuel Graúdo. « Evolução das funções e novas competências emergentes : os profissionais da distribuição postal dos CTT ». Master's thesis, Escola Superior de Ciências Empresariais, 2013. http://hdl.handle.net/10400.26/5124.

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Dissertação de Mestrado em Gestão Estratégica de Recursos Humanos
Este trabalho tem como finalidade apurar as competências existentes na distribuição postal na empresa CTT – Correios de Portugal. As competências existentes e que estão previstas no acordo de empresa, as que existem e não estão previstas, que se foram desenvolvendo ao longo dos anos com a natural evolução da distribuição e as que poderão fazer falta, para fazer frente à concorrência e ao constante desenvolvimento da correspondência no séc. XXI. As técnicas de investigação que foram usadas, foram, o questionário, aplicado dentro da área da distribuição, aos profissionais da mesma, responderam 68 profissionais, nas categorias de GCDP, SD e CRT. E entrevistas, que foram aplicadas a um assistente comercial, uma chefia intermédia, um quadro superior e dois diretores de primeira linha. Os resultados indicam que, para além da constante evolução dentro do produto correspondência, existe uma constante mutação no mercado, a constante abertura e encerramento de parceiros comerciais. Indicam também a necessária e imediata formação para os profissionais da distribuição conseguirem fazer frente a todos estes predicados. Também foi referido a necessidade de uma boa e justa avaliação de desempenho, para um bom desempenho.
This paper aims to ascertain existing skills in postal distribution in the CTT - Correios de Portugal. Existing skills and those listed in the company agreement, those that exist but are not foreseen, those that have been developed over the years with the natural evolution of the distribution and others that may be missed in order to take on the competition and the constantly developing correspondence in the XXI century. The investigation techniques that were used were the questionnaire, applied within the area of distribution to the professionals where 68 of them answered in the categories of GCDP, SD and CRT. And interviews, which were applied to a trading assistant, one middle management, a senior staff and two top directors. The results indicate that, in addition to the constantly changing of the product, there is an ever changing market and a continuous opening and closing of the trading partners. Also it indicates the necessary and immediate training for professionals in distribution in order to face the situation. Also mentioned was the need for a good and fair performance evaluation, for a good performance.

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Amaral, Jorge Manuel Rodrigues. « Criativos precisam-se ? : criatividade e praticas de GRH ». Master's thesis, Instituto Superior de Economia e Gestão, 2015. http://hdl.handle.net/10400.5/10961.

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Résumé :

Mestrado em Gestão de Recursos Humanos
Este trabalho visa compreender o papel das práticas de gestão de recursos humanos na orientação da criatividade, enquanto competência estratégica de inovação, em contextos de trabalho. A metodologia seguiu o cenário do estudo de caso, assegurando uma análise descritiva e compreensiva. Com este intuito, desenvolveu-se um Guia para Avaliação de Competências Criativas e Práticas de Gestão de Recursos Humanos. Este instrumento examinou as perceções de uma organização portuguesa sobre a criatividade em contexto de trabalho colocando o foco sob as práticas de Gestão de Recursos Humanos (GRH). Realizaram-se um conjunto de entrevistas (n=5, aos principais diretores de departamento) numa empresa inovadora, que faz parte do ranking Great Place to Work português (SISCOG). Os resultados desta investigação demonstram a influência entre as diversas práticas de gestão de recursos humanos e o desenvolvimento de Competências Criativas (CC) dos colaboradores. Estrategicamente, as políticas de GRH, via as práticas implementadas, podem incrementar a criatividade: recrutando e selecionando, formando, promovendo, reconhecendo e recompensando. Deste modo, promovem-se ambientes, onde a criatividade é um requisito posto à prova. Relativamente às implicações do presente trabalho, estas dividem-se em três grupos: i) teóricas - onde foi apresentada a definição de criatividade e sistematizadas as competências que lhe estão relacionadas; ii) práticas - através da apresentação de um guia de boas práticas gestão de recursos humanos para a inovação, sustentando-se a abordagem das CC; e ainda iii) metodológicas - através da exposição do Guia para Avaliação de Competências Criativas e Práticas de Gestão de Recursos Humanos.
This work aims to understand the role of human resource management practices in the creativity orientation as a strategic skill for innovation in work contexts. The methodology used was a case study scenario to ensure a descriptive and comprehensive analysis. In order to do so, a guide for the evaluation of creative skills and human resource management practices was developed: Guia para Avaliação de Competências Criativas e Práticas de Gestão de Recursos Humanos. This instrument studied the perceptions of a Portuguese organization about creativity in work context, focus on Human Resource Management practices. Several interviews were carried out (n=5, to the directors of the main departments) in an innovative company that is part of the ranking of the Great Place to Work in Portugal (SISCOG). The results of this research demonstrate the influence between several human resource management practices and the development of Creative Skills of employees. Strategically, the human resource management policies, through the implemented practices, can increase creativity by: recruiting and selecting, training, developing, recognizing and rewarding. The implications of this work are divided into three groups: i) theoretical - where was presented the definition of creativity and systematized the skills that are related to it; ii) practical - through the presentation of a guide of good practices of human resource management for innovation, based on a creative skills approach.; and also iii) methodological - by providing the Guia para Avaliação de Competências Criativas e Práticas de Gestão de Recursos Humanos.

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Thèses sur le sujet « Skilled human resources »

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