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Tesi sul tema "HRM"
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Aust, Ina, Brian Matthews e Michael Muller-Camen. "Common Good HRM: A paradigm shift in Sustainable HRM?" Elsevier, 2019. http://dx.doi.org/10.1016/j.hrmr.2019.100705.
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Simic, André, e Benjamin Cicek. "Projektrapportering HRM mobil". Thesis, Örebro universitet, Institutionen för naturvetenskap och teknik, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-40616.
Testo completoAbstract (sommario):
Den här rapporten beskriver ett examensarbete som genomfördes åt Flex Datasystem med syfte att vidareutveckla Flex HRM mobile. Vår uppgift var att implementera projektrapportering som ingår i modulen Flex Tid, vilket innebär att användaren kan registrera eller redigera diverse projekt via mobila enheter. Vi använde oss av JavaScript, HTML5, CSS3 och även diverse ramverk för att fullfölja vårt arbete.This report describes a thesis conducted at Flex Datasystem with a view to further developing Flex HRM mobile. Our task was to implement the project reporting in the module Flex Tid, which means that users can register or edit various projects via mobile devices. We used JavaScript, HTML5, CSS3 and also various frameworks to pursue our work.
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Karlsson, Simon, e Daniel Johansson. "HRM mobil - Körjournal". Thesis, Örebro universitet, Institutionen för naturvetenskap och teknik, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-44877.
Testo completoAbstract (sommario):
Denna rapport redogörutvecklingen av ett tilläggi form av körjournal för mobila enheter i enwebbaseradmobilapplikation. Tilläggetskulle ge användarenmöjlighetenatt föra körjournal på resande fot på ett snabbt och enkeltsätt. Några av dagensmodernasteoch populärasteutvecklingsmetoder och verktyganvänds för att uppfylla de krav som ställts. Arbetetutfördes på Flex Datasystemi Örebro.This report describes the development of a supplementin form ofadriver's log for mobile devices in a web-based mobile application. The supplementwould give the user the opportunity to bring the logbook of travelsin a fast and simple way. Some of today's most modernand popular development methods and tools are used to meet the requirements set. The work was done on the Flex Data System in Örebro.
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Zimmermann, Daniel. "Partizipatives E-HRM : Beteiligung von Mitarbeitenden und Vorgesetzten an Personalprozessen durch HRM-Portale /". München ; Mering : Hampp, 2009. http://d-nb.info/995591466/04.
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MUGERWA, EDWARD. "HRM to E-HRM : Change in Human Resource Management; effect to social sustainability". Thesis, Umeå universitet, Företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-174681.
Testo completoAbstract (sommario):
Problem:Many businesses today, based on the stakeholder’s theory, suggest thatsustainability can only be achieved through the fulfillment of the stakeholder’s in-terests. These interests are centered around adding value to the stakeholders forexample; shareholders in terms of increased dividends. The value in form of profitmaximization, which suppresses the need for other pillars of sustainability to prevail.In this thesis, an argument is presented that a balance should be achieved in all threepillars of. The economic, social and environmental sustainability. It further arguesthat the shift fromH.R.Mtoe−H.R.Mis crucial for innovations and inventions,focused on the development of such technologies, that bolster social sustainability.However, any change may have to put into consideration the company or organiza-tion’s size, this is because somee−H.R.Mtools might not be efficient and effectivefor small-size companies as defined in the report. Purpose:The purpose of this study is to add insight to the concept ofe−H.R.M, and further explore to which extent ise−H.R.Ma driver towards social sus-tainability, reflecting onthe downside of the change which such sustainability mightcreate. Method:Data collection was through interviews. Three managers, two C.E.Os anda former employee from three companies were involved. The interviews were con-ducted via telephone that lasted between30to40minutes. However, a face-to-facefollow up interview was conducted for one of the participants. All interviews wererecorded with the consent of the participants and later transcribed and analysed. Results:The interviewees agreed thate−H.R.Mtools and strategies helped tocreate harmony at work and simplified communication, training and aided the per-formance and appraisal process of employees, which is used during the incentivesprocess, a form of motivation in the organisation. Conclusion:The conclusion from this study is that,e−H.R.Mis a good changefromH.R.Mand that it plays a big role in organizational social sustainability. Abalance should, however, be gained to also put into consideration other pillars. Thestudy contradicts the stakeholders’ theory that only focuses on the economic part ofsustainability through profit maximization, favorable for functional markets alone.
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Zimmermann, Daniel. "Partizipatives E-HRM Beteiligung von Mitarbeitenden und Vorgesetzten an Personalprozessen durch HRM-Portale". München Mering Hampp, 2008. http://d-nb.info/995591466/04.
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Boon, Cornelia Trijntje. "HRM and fit : survival of the fittest!? = HRM en afstemming : hoe meer, hoe beter!? /". Rotterdam : Erasmus Universiteit, 2008. http://opac.nebis.ch/cgi-bin/showAbstract.pl?u20=9789058921628.
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Gonzalez, Ruben, Daisaku Koizumi e Kinga Kusiak. "E-HRM and its outcomes. : A study of relational e-HRM in multinational companies". Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-15308.
Testo completoAbstract (sommario):
Human Resources Management (HRM) is a crucial part of every organization as it dealswith a vital resource: human capital. In the past 10 years, HRM has been going througha transformation adopting technological tools to improve its performance. Paauwe,Farndale and Williams (2005) said that “the HRM function is subject to radical anddramatic change because of the implications of web- based organizing”(p. 3). The combinationof information technology (IT) tools in HRM processes has been named “electronicHuman Resources Management” (e-HRM). E-HRM strives to implement all theoperational activities that HRM is concerned with, with the help of technological toolsin a fast and accurate way. The purpose of this thesis is to identify and explain the outcomesthat multinational corporations experience by using relational e-HRM.In this thesis, we chose to have a qualitative approach, gathering empirical resultsthrough in-depth, semi- structured interviews. A frame of reference that complementedour purpose was created based on previous e-HRM research. After gathering our findings,we analyzed the information using the theoretical framework. In the analysis wecompared our theory to the findings, in order to answer our research questions and fulfillour purpose.To conclude, we identified that the interviewed companies make use of e-recruitment, etrainingand e-performance appraisal in their HR processes. The most significant outcomeswere the increase of speed in processes, standardization, elimination of distanceconstraints and possibilities for data archiving. It is important to mention that in order toachieve better results, companies must combine e-HRM with face-to-face interaction.Lastly, it was discovered that apart from bringing positive outcomes, it is difficult to sayif e-HRM is effective because there are no concrete ways of measuring it.
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Orlova, Daria, Marcus Tuomela e Kajsa Ytterberg. "Flexibilitet och HRM : En studie av tillämpning inom e-handel". Thesis, Blekinge Tekniska Högskola, Institutionen för industriell ekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-10737.
Testo completoAbstract (sommario):
Syfte: Syftet med uppsatsen är att skapa en ökad förståelse för de konsekvenser som interna respektive externa ansatser till bemanningsflexibilitet och därtill hörande HRM-metoder får för verksamheten avseende flexibilitet, kostnad, kvalitet och leverans. Syftet är vidare att pröva teorin om bemanningsflexibilitet, HRM-metoder och dess effekter på verksamheten mot studiens empiriska material. Metod: Uppsatsens undersökning har genomförts med ett kvalitativt angreppssätt och grundar sig på en litteraturstudie samt egna primärkällor. Primärkällorna består av intervjuer med tre företag i e-handelsbranschen, en verksamhet där flexibilitet är av stor vikt. Slutsatser: Extern respektive intern flexibilitet fanns vara kopplade till skilda sätt att hantera personalresursen, vilket ledde till olika konsekvenser. Enligt resultatet av undersökningen påvisas extern flexibilitet vara förknippat med hårdare HRM-metoder och vissa negativa konsekvenser av detta, som t ex lägre motivation och lojalitet samt hög personalomsättning. Trots detta var den externa flexibiliteten i fokus hos samtliga företag i studien. Undersökningen tyder dock inte på att detta inverkade negativt på objektiva prestationsmått som produktivitet och kundnöjdhet.Purpose: The purpose of this study is to create a greater understanding of the impact that internal and external approaches to staffing flexibility and associated HRM practices have on organizational performance measures like cost, quality, delivery and flexibility. A further aim is to test the theory of staffing flexibility, HRM practices and its effects on operations on the study's empirical material. Method: The study was conducted with a qualitative approach and is based on a literature review together with primary sources. The primary sources consist of interviews with three companies in the e-commerce industry. Conclusions: External and internal flexibility was linked to different ways of manageing staff resources, leading to different consequences. According to the results of the survey external flexibility is associated with tougher HRM practices and certain negative consequences of this, such as lower motivation and loyalty and high employee turnover. Despite this the focus on external flexibility was prominent in all companies in the study. The study does not indicate tough that this had a negative impact on objective performance measures such as productivity and customer satisfaction.
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Channa, Khalil Ahmed. "Exploration of the influence of social position on HRM adoption : a case of HRM in Pakistan". Thesis, University of Edinburgh, 2016. http://hdl.handle.net/1842/22022.
Testo completoAbstract (sommario):
This thesis explores human resource management (HRM) adoption by investigating the influence of multiple HRM actors’ social position, capital resource(s) exchange mechanism, dispositions, social classes, habitus, social expectation, and national and global environmental factors. The objectives of this thesis were achieved through systematically conducting three different studies for the thesis. The first study was carried out to gain insight into the influence of social position on HRM academics’ adoption. The major contribution of this study was a theorising model on HRM academics’ adoption. It shows which capital resource is very sought after and how it plays a role in developing HRM academics’ dispositions, which in turn provides them with the drive and motivation to adopt western HRM ideas and knowledge. The second study was carried out to gain insight into the mechanism and formation of capital resource(s) exchange that influences HRM practitioners to adopt western HRM ideas, knowledge, and practices. The main contribution of this study comprised empirical insights into the importance and role of social class (élite and emerging class); habitus and socialisation (primary and secondary socialisation) as developers and controllers of the mechanism of capital resource(s) exchange; and formation of social position. The third study investigated a gap between accepted (adopted) HRM ideas and knowledge, and actual HRM practices. The major contribution of this study was its theorising on the factors that influence this gap. It explored the influences of conflicting factors such as actors’ professional and occupational orientation and position, social position, and social expectation, which develop the gap. This thesis adopted a qualitative abductive research approach. It conducted qualitative indepth interviews with 19 HRM academics, 15 MBA-Alumni HRM practitioners, and 10 non-MBA-Alumni HRM practitioners. Qualitative observation in two business schools and five business organisations in multiple industries was carried out to enrich the data collection. This thesis contributes to the existing body of knowledge by providing insights into individual actors’ level HRM adoption, which is an underexplored area in Pakistan and similar developing countries. By employing theoretical and analytical tools based on Bourdieu’s theory of practices and social position, Rogers’s and Tarde’s theorising of adoption, and findings of empirical studies of macro institutions, cultural sensitive views, and institutional factors’ framework in the diffusion of HRM, this thesis explored, examined, and theorised HRM adoption at different individual actors’ level in business organisations and business schools in Pakistan. In that respect, this thesis theoretically contributes to Bourdieu’s theory and its unique use in international HRM, organisation studies, and management research. This thesis empirically contributes to the understanding of management and think tanks in business schools, business organisations, educators, HRM practitioners, and relevant government and regulatory bodies who can benefit from the findings of this research by understanding the different factors and social structures affecting western HRM’s effectiveness and its applications. It also suggests to these stakeholders the factors that affect individuals’ and employees’ adoption of western HRM and western management ideas, knowledge, and practices; any change in strategies, policies, and procedures; and problems in their implementation.
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Augello, Giuseppe. "IT and HRM : a literature review". Master's thesis, Instituto Superior de Economia e Gestão, 2020. http://hdl.handle.net/10400.5/20226.
Testo completoAbstract (sommario):
Mestrado em Gestão de Recursos HumanosAtualmente, as tecnologias de informação são integradas na quase totalidade das actividades humanas. Este estudo está baseado na revisão de literatura existente sobre o tema da intersecção entre Tecnologias de Informação (TI) e os processos organizacionais ligados à Gestão dos Recursos Humanos (GRH). Através da revisão da literatura, pudemos identificar alguns modelos que nos permitiram definir o conceito de Gestão Eletrónica de Recursos Humanos (e-GRH). Tal permitiu, por meio de uma comparação de modelos baseada na teoria, destacar uma possível interconexão entre o e-GRH e o desempenho dos funcionários. Propomos um modelo teórico simples, onde sugerimos que pode haver uma conexão entre o e-GRH (força e a qualidade do serviço de gestão de recursos humanos), a intenção comportamental do funcionário e o desempenho (comportamento real) do mesmo.
Nowadays, Information Technology (IT) is integrated with almost every human activity. This study is based on the review of the existing literature on the intersection between IT and Human Resources Management related processes (HRM). Through the literature review, we could identify a few models that allowed us to define the concept of electronic Human Resources Management (e-HRM). This allowed us, through a theory-based model comparison, to highlight a possible interconnection between e-HRM and the employees' performance. We propose a simple theoretical model where we suggest that there might be a connection between e-HRM (e-HRM strength and e-HRM service quality), the behavioral intention of the employee, and the performance (actual behavior) of the same.
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Bichsel, Christina. "Das HRM von heute - ein entscheidender Faktor für den unternehmerischen Erfolg von morgen : Gestaltungsempfehlungen für das Nachdiplomstudium HRM /". Bern : [s.n.], 2006. http://www.wirtschaft.bfh.ch/uploads/tx_frppublikationen/bichchri.pdf.
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Chio, Hio Kuan. "Changing HRM practices for Guangdong production workers". Thesis, University of Macau, 2008. http://umaclib3.umac.mo/record=b1872914.
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Guan, Weiwei. "HRM in transition: Chinese HR managers talk". Thesis, University of Surrey, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.531367.
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Wapshott, R., O. Mallett e David P. Spicer. "Exploring change in small firms' HRM practices". Springer, 2014. http://hdl.handle.net/10454/17815.
Testo completoAbstract (sommario):
yesThe academic literature widely acknowledges changes and variation in the practices of small firms but only a small amount of empirical work has explored the processes through which HRM practices undergo change. Research has tended, instead, to examine the presence and effectiveness of HRM in small firms and has often viewed this in terms of a deficit model relating such practices to an understanding of HRM derived from larger firms. This chapter focuses on the recruitment and selection and staff payment practices in use in three small services firms to explore the everyday, ongoing detail of their HRM processes and practices. Identifying the different processes through which recruitment and selection and staff payment practices changed in the participant firms provides a base for discussing persistent forms of informality and the lack of stability that reflects the everyday realities of the firms, not only in contrast to their formalized policies but in engagement with them. This chapter advances understanding of selected HRM practices in small services firms after periods of formalization and adoption of HRM policies and practices. The chapter also discusses how developing knowledge of small firms’ HRM practices in this way has implications for researchers and practitioners.
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Tintěrová, Markéta. "Competence Management a jeho využití v HRM". Master's thesis, Vysoká škola ekonomická v Praze, 2008. http://www.nusl.cz/ntk/nusl-5343.
Testo completoAbstract (sommario):
This thesis is introducing the main specifics of practical use of Competency Management in any firm or corporation. The Paper is providing answers to following questions: What is the crucial difference between Competency Management and traditional human resource management approach? What is the novelty of Competency Management? What are the main advantages of Competency management in practise?
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Mayrhofer, Wolfgang, Paul N. Gooderham e Chris Brewster. "Context and HRM: Theory, Evidence, and Proposals". Taylor & Francis, 2019. http://dx.doi.org/10.1080/00208825.2019.1646486.
Testo completoAbstract (sommario):
Human resource management (HRM) has paid insufficient attention to the impact of context. In this article, we outline the need for HRM to take full account of context, particularly national context, and to use both cultural theories and, particularly, institutional theories to do that. We use research publications that utilize the Cranet data to show how that can be done. From that evidence, we develop a series of proposals for further context-based research in HRM.
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Moretti, Francesco <1993>. "Confucian HRM: Application and paradoxes in China". Master's Degree Thesis, Università Ca' Foscari Venezia, 2017. http://hdl.handle.net/10579/11767.
Testo completoAbstract (sommario):
With the rapid economic development China has experienced, many are the foreign companies attracted by the Chinese market. At the same time, however, HR shortage still represents a difficult challenge for these firms. The Confucian HRM model, a synthesis of Confucian values and modern HRM practices, despite providing at first the tools necessary for the solution of these problems, recently has created a few contradictions and paradoxes with its original goals. In particular, the seven paradigms identified in Redding’s Summary and cited by professor Malcolm Warner-Harmony at Work, Control, Hierarchy, Group, Work-ethic, Training and Guanxi-could solve these problems or worsen them depending on their application.
The thesis body is divided in three main sections. In the first one, the Chinese historical background will be analyzed in order to contextualize the development of a HRM system with Chinese characteristics. The second part of the thesis focuses on the theoretical assumptions behind the concept of CHRM, with particular emphasis on the seven CHRM paradigms. Firstly, Hofstede’s research on cultural dimensions will be explained to identify the similarities and differences of the Chinese culture with “Western” countries in order to understand the cultural context of the Middle Kingdom. Secondly, the seven CHRM paradigms will be introduced and their possible theoretical results will be explained. The third part will focus on the analysis of the practical implementation of these paradigms, through the help of ten case studies of companies operating in the Chinese territory. The objective of this thesis is to demonstrate the danger these aspects represent if not properly handled, while at the same time solve the problems related to the infinitely vague “HRM with Chinese characteristics” through the identification of a successful HR system applicable to the Chinese environment.
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Crema, Anna <1988>. "Sustainable HRM: dal contributo individuale all’impegno collettivo". Master's Degree Thesis, Università Ca' Foscari Venezia, 2019. http://hdl.handle.net/10579/15615.
Testo completoAbstract (sommario):
Il tema della sostenibilità coniugato alla gestione delle risorse umane, il cosiddetto Sustainable Human Resource Management, è un tema abbastanza recente e ancora oggi ci si chiede quali siano i contributi che tale funzione aziendale possa fornire.
Con questa tesi ci si pone il quesito di come la gestione del personale possa impattare nella sostenibilità organizzativa scissa nei suoi tre aspetti: economico, sociale e ambientale.
L’elaborato inizia con una prima parte teorica, che raccoglie e analizza i contributi forniti dalla ricerca accademica. Vengono presi in esame i principali approcci implementati a livello organizzativo, i destinatari di queste politiche aziendali, cercando, infine, di delineare le principali finalità a cui conduce questo tipo di gestione del personale.
Nella seconda parte, anch’essa teorica, si analizzano i principali modelli che hanno esplorato l’area della Sustainable HRM, contemplando i principali fattori che possono agevolarne l’implementazione e declinando i potenziali influssi per le tre aree economica, ambientale e sociale.
La ricerca proposta si conclude con lo studio di alcuni casi concreti, andando a studiarne l’applicazione, e, in particolare, il percorso di implementazione di una scelta che coinvolge non solo una funzione aziendale, ma l’organizzazione nel suo complesso.
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Zisiadis, Miltiadis. "Human Resource Management with Information Technology: A Systematic Literature Review". Thesis, Umeå universitet, Institutionen för informatik, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-105023.
Testo completoAbstract (sommario):
Information Technology (IT) systems have greatly impacted organizations and HumanResource Management (HRM) is no exception. In this context, IT is often introduced withthe rationale that it could offer benefits such as cost reduction, time savings and strategictransformation. Many organizations have invested in e-HRM systems in hope oftransforming the Human Resource department (HR) into a strategic ally. Extant research,however, shows that many organizations fail to achieve intended effects from their ITinvestments and as result beliefs around the strategic value of e-HRM vary. This thesisaims to critically examine the link between e-HRM investments and strategic value. To thisend, we ask the following research question: “why does E-HRM systems fail to effectuate astrategic transformation of the HR department given their perceived capabilities to thecontrary? “. To answer this question we conducted a systematic literature review of e-HRMresearch published between 2009-2014. The review focused on perceptions about e-HRMsystems within organizations and sought to unearth how perceptions shape the route of ITimplementation towards a strategy outcome. Our findings indicate that the majority of thestudies are not guided by a leading theoretical paradigm. Furthermore strategic barrierssuch as implementation problems and limited use of the system that does not reflect itspotential are identified and discussed. By examining some common factors that have beenidentified to shape the translation of e-HRM systems from initial perception to actualizeduse we lay the foundation for more nuanced theorizing of HRM use within contemporaryorganizations.
21
Sotiropoulos, Panagiotis. "HRM innovation through technology in Greece : factors influencing the adoption, diffusion and exploitation of e-HRM and social media". Thesis, University of Glasgow, 2014. http://theses.gla.ac.uk/5869/.
Testo completoAbstract (sommario):
Although, electronic human resources management (e-HRM) and social media technologies appear to be increasingly used by companies to design and deliver their human resources management (HRM) practices in order to face the demands of knowledge based economies, there is little empirical evidence concerning whether the absorption of these technologies leads to HRM innovation. To address this gap, this thesis examines the relationships between the absorptive capacity (ACAP) of organisations, e-HRM and social media technologies, and HRM innovation. Drawing mainly on the ACAP theory when paralleled with the innovation diffusion theory, a conceptual model was created from which a range of research hypotheses were deductively developed. These hypotheses were tested by surveying a sample of two hundred large companies that operate in Greece using varied statistical techniques such as parallel analysis, exploratory factor analysis (EFA), confirmatory factor analysis (CFA), mediation analysis with bootstrapping, moderation analysis and Pearson’s correlation. To examine the reasons and the ways firms have absorbed e-HRM and social media in Greece, semi-structured interviews were conducted with the human resources (HR) directors of eight companies that had participated in the survey and had demonstrated high information communication technology (ICT) adoption. The results suggested that the ACAP of firms for e-HRM and social media has a significant effect on HRM innovation. The factors that determine ACAP and HRM innovation are: (1) the e-HRM and social media technologies, (2) the characteristics of these technologies, (3) prior knowledge and experience of firms, and (4) national culture. The adoption reasons included improvements in: data management, information security, confidentiality of data, HR service delivery, organisational culture, institutional isomorphism, and environmentally friendly e-HRM. In the case of multinational companies (MNCs): need for control by the headquarters, transparency and standardisation. Based on these findings, this thesis contributes a new framework of HRM innovation from organisational ACAP for e-HRM and social media and an alternative operationalisation of ACAP for technological knowledge around HRM. Implications for HRM, e-HRM and ACAP academics as well as HR practitioners and their companies are concluded along with the limitations of this thesis and future research suggestions.
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Henriques, Paulo Lencastre Torres Gonçalves. "Analyzing the impact of HRM Systems on the organizational climate, culture and outcomes: the mediating role of HMR strength, organizational climate and culture". Master's thesis, NSBE - UNL, 2014. http://hdl.handle.net/10362/11781.
Testo completoAbstract (sommario):
A Work Project, presented as part of the requirements for the Award of a Masters Degree in Management from the NOVA – School of Business and EconomicsIt is the propose of this study to (1) analyze the impact of the Human Resource Management (HRM) content (i.e. practices) in the organizational climate, culture, and performance; (2) assess the influence of the HRM process (i.e. HRM Strength) as a mediator in the link between HRM content and the organizational climate, culture, and performance; and (3) investigate the mediating roles of climate and culture in the HRM-performance link. The proposed model was tested using a sample of 80 questionnaires, where 63 were responses from non-supervisory employees and 17 from supervisors, from 2 Hospitals. HRM practices were grouped into 4 bundles, through an exploratory factor analysis – Training, Internal Recruitment, Merit Compensation, and Participation & Job Stability. From these HRM bundles, Merit Compensation and Participation & Job Stability, were shown to have a significant impact on proximal outcomes. Specifically, Participation & Job Stability was associated with Organizational Citizenship Behavior, Merit Compensation was associated with Work Engagement, and both HRM bundles were associated with Innovative Behavior. The mediation effect was only visible in the case of Innovation & Flexibility and Reflexivity for the relation between Merit Compensation and Innovative Behavior, and only Innovation & Flexibility demonstrated to mediate the relation between Merit Compensation and Work Engagement. No mediation effects were found concerning HRM Strength. Both Merit Compensation and HRM Strength were found to have a significant association with all the climate dimensions except for Formalization.
23
Suebwongpat, Im. "The Role of HRM System and Organisational Culture in Employee Engagement and Organisational Performance". Thesis, University of Canterbury. Psychology, 2014. http://hdl.handle.net/10092/9032.
Testo completoAbstract (sommario):
Work engagement is a desirable attribute of employees that organisations must attempt to foster and enhance. Engaged employees are focused and fully immersed in their tasks, resilient to high levels of job demands, and experience a sense of pride and meaningfulness within their work. Therefore, it is important that organisations understand the mechanisms that enhance work engagement, particularly whether and how its HRM systems contribute to levels of engagement. The present study examined the contributions of HRM systems to engagement. Furthermore, although organisations implement HRM systems with the purpose of increasing the performance of their workforce, empirical evidence supporting the relationship between HRM systems and organisational performance is scarce, therefore this is also a focus of this study. Additionally, organisational culture will be investigated as the social context that enhances engagement and performance beyond the effects of existing HRM systems. Hence, this study explored the role of HRM systems and organisational culture on employee engagement and perceived organisational performance.
Ninety-seven Thai employees from various organisations completed an internet- based survey. Results from multiple regressions suggest that engagement can be maintained or enhanced to the extent that employees are offered responsibility in the organisation and participate less in job training, and that the organisational culture is one that focuses on flexibility, individualism, entrepreneurship, and innovativeness. Moreover, the findings show a positive association between organisational performance and opportunities for advancement, job security, and competitive and goal oriented organisational culture. The limitations and implications of this study were addressed, along with recommendations for future research.
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Johari, Hasanah. "Strategic HRM and its ethical dimension : : Designing and transforming organisational HRM in the context of the Central Bank of Malaysia". Thesis, University of Manchester, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.488433.
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Орловский, Дмитрий Леонидович, e Мухамед Файсал Авада. "Формирование кадрового резерва предприятия при поддержке HRM-системы". Thesis, НТУ "ХПИ", 2017. http://repository.kpi.kharkov.ua/handle/KhPI-Press/38099.
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Grassetto, Jessica <1993>. "Digital Transformation: implicazioni per HRM ed e-leadership". Master's Degree Thesis, Università Ca' Foscari Venezia, 2018. http://hdl.handle.net/10579/13999.
Testo completoAbstract (sommario):
La tesi vuole esaminare il rapporto che sussiste tra identità digitale delle aziende, concetto strettamente legato al fenomeno della digital transformation che sta investendo il mercato coinvolgendo il modo in cui si comunica, si consuma e ci si informa, e HRM, in quanto responsabile di guidare il cambiamento organizzativo dovuto all’adozione di nuove tecnologie.
L’elaborato vuole affrontare il problema della definizione di “digital transformation”, le sue diverse definizioni e le conseguenze che il fenomeno incorpora, ponendo l’accento sui relativi benefici e sfide.
Si prosegue con l’analisi dell’effetto diretto della diffusione delle tecnologie digitali, ovvero come si sia modificata la domanda delle competenze richieste nei lavoratori.
Infine, si analizza la nuova concezione di leadership (e-leadership), intesa come un sostanziale cambiamento nel modo di relazionarsi tra i membri di una organizzazione e le stesse imprese.
L’elaborato affronta, nell’ultimo capitolo, due casi aziendali: San Benedetto S.p.a. e Safilo Group S.p.a., riportando le informazioni a me personalmente rilasciate in due interviste effettuate rispettivamente con il Sig. Rosario De Marchi, Operations Director di San benedetto e con il Sig. Alessandro Masato, IT Delivery Manager BI & Digital di Safilo Group.
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Collin, Isabelle, e Daniel Ericsson. "Projektledarens betydelse för kompetensutveckling". Thesis, Linköpings universitet, Institutionen för beteendevetenskap och lärande, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-81626.
Testo completoAbstract (sommario):
Projektorganisationer är en allt mer förekommande typ av organisation där det dagliga arbetet utförs nästan uteslutande i flera, temporära projekt som byter av varandra. I projekten finner vi projektdeltagarna och projektledaren. En del funktioner är inte i projektform utan finns där på permanent basis i organisationen. En problematik som återfinns i projektorganisationer är att det råder intressekonflikter mellan projektens mer kortsiktiga och den permanenta organisationens mer långsiktiga mål. Syftet med denna studie är att utforska projektledarens betydelse förkompetensutveckling av projektdeltagarna i en organisationskontext dominerad av projekt. Genom att göra detta kan projektledarens betydelse för ett mer långsiktigt arbete med kompetens också synliggöras. I denna kvalitativa fallstudie, som genomförts på Saab Aeronautics i Linköping, har vår datainsamling skett via personliga intervjuer samt dokumentgranskning. Denna data bearbetades genom en abduktiv analysansats. Vi finner att det inte finns en stor direkt intressekonflikt mellan de olika aktörerna på de olika nivåerna i organisationen. Det är snarare så att de samarbetar tätt och ansvarsområden flyter in i varandra. Att bara se tillprojektets ”bästa” är inte heller attraktivt för projektledarens framtida anställningsbarhet. Däremot finner vi att projektledaren kan begränsas i sin roll på grund av ramar som sätts upp av en organisation. Dessa ramar är bland annat bedömningskriterier för vad som anses vara ett lyckat projekt. I och med detta ser vi att det kan förekomma mer indirekta intressekonflikter, vilket vi i uppsatsens avslutande del diskuterar närmare. Avslutningsvis mynnar diskussionen ut i reflektioner och förslag kring hur dessa indirekta intressekonflikter skulle kunna hanteras för att organisationen ska nå ihållande konkurrenskraft.
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Cartwright, Kimberley. "A comparative case investigation of the retail industry : comparing the nature of HRM, emotional labour and the influence of the customer". Thesis, University of Manchester, 2014. https://www.research.manchester.ac.uk/portal/en/theses/a-comparative-case-investigation-of-the-retail-industry-comparing-the-nature-of-hrm-emotional-labour-and-the-influence-of-the-customer(13045a8d-138e-464d-8eb3-618b03a7b7b3).html.
Testo completoAbstract (sommario):
Retail work constitutes an estimated 10.5 per cent of the UK workforce (British Retail Consortium, 2011). The literature suggests homogeneity in the nature of HRM in the retail industry with low formal skills, pay and trade union density associated with this context (Skillsmart Retail, 2010; Department for Business Innovation and Skills, 2010). Furthermore, the downward pressure on the working conditions of employees is observed across front-line work in general and this, seemingly does not improve with competitive strategy (Kelliher and Perrett, 2001; Lloyd, 2005; Lloyd, Warhurst and Dutton, 2013). However, the service work literature reveals diversity at the workplace level in the performance of emotional labour (Bolton, 2000) and the different types of customer (Bolton and Houlihan, 2005). Yet there are gaps in the literature related to how the performance of emotional labour compares and contrasts across retail organisations through different management control mechanisms as well as how the employee-customer interaction may explain diversity at the workplace level. The thesis draws on a comparative case approach of four case study organisations in the retail industry each reflecting different market positions in clothing and electrical product markets. A total of 37 semi-structured interviews were conducted with managers and employees across the case study stores. In addition the methodology also included the analysis of the customer perspective which is traditionally missing in the work and employment relations literature (Korczynski, 2009) This included collecting data using eighteen customer shopping reports, a method based on qualitative diaries. The overall aim of the study was to compare and contrast management, employee and customer perspectives across different retail organisation contexts and explore how the nature of HR and the performance of emotional labour are framed and reframed by the dynamics and negotiations that take place between these three actors. The findings reveal homogeneity in the nature of HRM with no improvement in recruitment and selection, training, pay and collective employee involvement going up the quality chain in the retail industry. This confirms other studies in the service industry more generally (Kelliher and Perrett, 2001; Lloyd, 2005; Lloyd et al, 2013). However within this downward pressure on the nature of HRM there were elements of diversity in the management requirements for the performance of emotional labour and the conceptualisation of the customer which shaped the employee-customer interaction in much broader terms than Strategic HR theorists might have assumed. To understand diversity across the retail organisations it was necessary to analyse the nature of employee-customer interactions within the context of management performance strategies. This revealed that many of the nuances between the case study retailers related to the ways the customer shapes, and is shaped, by the performance of emotional labour. The thesis will argue for the continued relevance of the concept of triangular relations which has been recently criticised (Belanger and Edwards, 2013) because it recognises the three actors that shape the performance of emotional labour at the level of workplace relations.
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Beidas, Manal Yassin. "Can adherence to religious teachings, principles, values, and traditions affect HRM practices? : HRM practices in Saudi Arabia as a case study". Thesis, University of Leicester, 2009. http://hdl.handle.net/2381/9925.
Testo completoAbstract (sommario):
In its search for the sources of “ethics from within”, this thesis concurs with many researchers who believe that religions, or any belief systems, are the main sources of ethics, which found their way into the work place, and are still greatly affecting the cultures and economies of today’s world. The research aimed at discussing how religious principles, values and traditions have had, and will always have, a great impact on the ethics of the work place, provided that a certain level of adherence is observed. Culture, religion and economy are tied up in an inseparable matrix that has always been called upon whenever an answer to a problem is sought. The unique impact and influence that the belief of a Divine Omni-power exerts upon cultures and economies are unlike any other forces of change, leadership or otherwise. The research argues that its uniqueness lies in the fact that religious conviction is a power that stems from within people, and would need occasional stimulation rather than external supervision to produce a “self-monitoring” employee. The research is structured to zoom in from general idea towards a deeper analysis of a chosen case study. Chapter One discussed how culture and religion are interwoven notions that cannot be separated in any discussion of social characteristics, group behaviour, and national identity. Chapter Two investigated potential, relationships between economy and religion within the understanding that the sciences of economy and management cannot alone explain every aspect of human behaviour. Chapter Three attempted to answer whether ethics and morality rest on religion or not, and if so, how much influence do religions cast on the evolution of ethics and codes of proper conduct. Chapter Four took a closer look at professionalism - as a source of today’s ethics and work values - and its effect on the moral life of societies, aiming at exploring the role of ethical norms in the institutional life, and the way the structure and norms affect individuals and entire nations. Chapter Five shed more light on the necessity and importance of concepts like “Unsupervised Honesty”, “Quality from Within”, “Self- Discipline”, “Man as God’s Vicegerent”, and “Self-Appraisal” as driving forces behind “good” performance and as powerful regulators of human behaviour. Chapter Six discusses the methodology used in this study to attain quality data to support the research. Chapter Seven presents the results of the analysis of the quantitative and quantitative data gathered in the city of Jeddah, the international business centre of the Kingdom of Saudi Arabia, where major businesses established their headquarters, where the desired sample types existed, and where international HRM practices are observed. Chapter Eight presents the qualitative data selected from interviews with professional from the educational and business sectors. It also contains the opinions of specialised HR specialists. The aim of this chapter is to gather some point of views regarding the concept of Unsupervised Honesty, direct and indirect supervision, and religion as a regulator for human behaviour. The thesis concluded that Western HRM practices should be modified and adapted to the national context in which it operates, and that time-old religious tradition must be promoted and admitted to the work place in congruence with the newly adopted Western HRM practices. The concept of Unsupervised Honesty represents a general agreement among professionals. Most respondents confirmed that religion is a major source of ethics, while others supported the Unsupervised Honesty concept, but did not necessarily attribute it fully to religion, rather to morality and professional ethics. All managerial levels agreed that the self-monitoring employee is the ultimately sought personnel, regardless of their source of ethics and moral values.
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Andersson, Anna, e Louise Agerman. "Är digitala HRM-verktyg som ett dåligt Facebook? : En kvalitativ studie om HR-medarbetares uppfattningar om användandet av digitala HRM-verktyg". Thesis, Linköpings universitet, Institutionen för beteendevetenskap och lärande, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-167209.
Testo completoAbstract (sommario):
Studien syftar till att bidra med kunskap om hur HR-medarbetare uppfattar användandet av digitala HRM-verktyg i sitt dagliga arbete. Syftet preciseras genom de tre frågeställningarna; Vad kännetecknar användandet av HRM-verktyg i en HR-medarbetares dagliga arbete? Vilka konsekvenser får användandet av digitala HRM-verktyg för HR-funktionens arbete? Vilka konsekvenser får användandet av digitala HRM-verktyg för anställda och chefer i organisationen? Studien är av kvalitativ karaktär och baseras på en fenomenografisk metodansats för att undersöka informanternas uppfattningar om digitala HRM-verktyg. Studiens upplägg är en intervjustudiedesign och tio halvstrukturerade intervjuer genomfördes med HR-medarbetare från fem olika företag. Resultatet visade att HR-medarbetarna har varierande uppfattningar om hur de digitala HRM-verktygen används, men att de används i både strategiska och operativa syften. Även implementeringen uppfattades som en viktig faktor för hur verktygen skulle komma att användas samt att HR-medarbetarna själva vara ansvariga för lärandet. HR-medarbetarna uppfattade även att de digitala HRM-verktygen leder till automatisering, professionalisering och ökad rollspecialisering för HR-funktionen.
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Tshewang, Ugyen. "Civil service HRM reforms in a new democracy: The case of Bhutan". Thesis, Queensland University of Technology, 2015. https://eprints.qut.edu.au/89928/4/Ugyen_Tshewang_Thesis.pdf.
Testo completoAbstract (sommario):
This research investigates Bhutan Civil Service Human Resource Management strategies, policies and practices, and their contribution to achieving the national goal of Gross National Happiness. The study finds that the HRM of the Bhutanese civil service is meeting its strategic objective of contributing to GNH.
The civil service in Bhutan plays an important role in socio-economic development, influences private sector practices, strengthens good governance and provides continuity to the government. Participants in the study were government ministers and senior, highly experienced civil servants. A model of civil service HRM in Bhutan is developed.
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Rehnberg, Rebecka, e Gabrielle Svensson. "HR-funktionen : en praktiknära studie om HR-arbete". Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-10413.
Testo completoAbstract (sommario):
HR är ett yrkesfält som avser en verksamhets personalförvaltning, men har sedan det uppkom varit tvetydigt och under ständig utveckling. Många av de studier som bedrivits kring fältet har till följd av detta fokuserat på att fastställa vad HR är och vad dess funktion bör vara. Forskning har fokuserat på att finna universella svar, men det saknas studier som låter dessa frågor besvaras utifrån en specifik organisationskontext. Vidare finns även en brist på empirinära studier inom HR-fältet. Genom detta samt den tvetydighet och föränderliga bakgrund HR-fältet präglas av, har vi identifierat HR-funktionen som vagt inramad inom forskningen. Utifrån detta är studiens syfte att bidra med praktiknära kunskap om hur HR-arbetet sker i praktiken.Vi har genomfört en kvalitativ studie med en jämförande design. Baserat på ett teoretiskt urval inkluderades, genom semistrukturerade intervjuer, totalt tre företag med fristående HR-avdelning. I Varje företag intervjuades en HR-ansvarig respektive tre avdelningschefer. Analysen har tagit form utifrån en abduktiv ansats föranledd av ett hermeneutiskt perspektiv. Den teoretiska modell som tillämpades i analysen utvecklades via tidigare forskning och användes i syfte att belysa eventuella motsättningar i respondenternas synsätt avseende HR.Vår studie har lett till en slutsats om att HR som funktion inte bör fastställas i specifika termer, utan att vikten ligger i att skapa en för organisationen intern samstämmighet gällande HR’s roll och sedan kommunicera det till organisationens medlemmar. Detta för att främja enhetliga förväntningar kring funktionen och således minimera missriktad kritik. I samtliga företag framträder främst dualistisk HRM, genom vilken både mjuk och hård HRM återfinns. Till skillnad från en stor del av tidigare forskning som bedrivits inom fältet, inriktar sig denna studie på att undersöka HR praktiknära i sitt specifika sammanhang. Således bidrar studien till en djupare förståelse för hur HR-arbetet sker i praktiken givet en viss kontext.HRM, human resource management, is a profession concerning, as its name indicates, managing the human resources of an organization. Ever since emerging, it has been ambiguous and constantly evolving. Many of the studies conducted in the field has therefore focused on identifying what HR is and what its function should be. Research has focused on finding universal answers, but there are few studies that allow these questions to be answered on the basis of a specific organizational context. Furthermore, there is also a lack of empirical studies in the field of HR. Through this, as well as through the ambiguity and changing background the field of HR is characterized by, we have, in research, identified the HR function as vaguely framed. Based on this, the purpose of the study is to contribute with practice oriented knowledge about how HR work is managed in practice.We have conducted a qualitative study, on which we have applied a comparative design. Based on a theoretical sample, three corporations with an independent HR department were included in the study through semi-structured interviews. In every corporation a HR manager and three department heads were interviewed. The analysis has been shaped by an abductive approach, inspired by a hermeneutic perspective. The theoretical model used in the analysis, was developed on the basis of previous research and served purpose to help emphasize, possibly opposing, differences in the interviewees views, regarding HR.The findings of this study has led to conclusions that HR as a function should not be determined in specific terms. However, the importance is to create an internal consistency regarding the role of HR and then to communicate this throughout the organization. This, in order to promote consistent expectations of the function and thus minimize misguided criticism. In all the corporations, dualistic HRM was the most appearing approach, in which both soft and hard HRM exist. Opposed to the majority of previous presented research of the field, this study focus on exploring HR-practice in its specific context, thus it contributes to a deeper understanding the practice of the field. This paper is written in Swedish.
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Venos, Taki. "HRM och Personalarbete : Bemanningsarbetets implementering i en medelstor kommun". Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-39055.
Testo completoAbstract (sommario):
HRM innefattas av bemanningsarbete och hur man tillämpar detta genom strategiska arbetssätt (SHRM). Syftet med studien var att se hur åtta olika enheter arbetar med bemanningsfrågor och frågeställning var hur enheterna lyckas implementera bemanningsarbetet i linje med deras visioner, strategiska och praktiska arbetssätt. Resultatet visade två centrala delar, kvalité och internt samarbete som enheterna har som vision. Strategiskt och praktiskt sett finns där likheter och skillnader i bemanningsarbetet. Däremot om man lyckas implementera enhetliga definitioner av vad bemanningsarbete är samt att enheterna samarbetar mellan varandra och nyttjar varandras erfarenhet och kompetens, kan detta skapa godare förutsättningar för att nå upp till kommunens vision om ett bemanningsarbete som är garanterad, kostnadseffektiv och som lever upp till kundens behov.
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Larsson, Nicklas, e Emmanuel Ekedozie. "Fostering Knowledge sharing through HRM practicesin Competence Call Center". Thesis, Högskolan Dalarna, Institutionen för kultur och samhälle, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:du-37574.
Testo completoAbstract (sommario):
It is no longer news that organizations are now highly dependent on knowledge assets as a primary source of competitive advantage. It is for this reason that knowledge is considered as powerful because it one aspect that guarantees sustainable source of success of any organization. This thesis survey the postulation of knowledge codification and non-codification in the knowledge management perspective in a chosen company. The study of knowledge management perceives codification and noncodification as knowledge that can be retained, reused, shared and management. However, the existing studies pay little or no attention as to how both codificationand non-codification can be adopted at same time in an organization as a process to better improve value. In these regards, the research poses to examine, how both concepts can be used by human resource managers to foster knowledge within the organization. The research was carried out by examining several departments with special interest on the Human Resource Section of a consulting and service providing company (Competence Call Center) situated in Barcelona, Spain. It is important to note that this company has several branches and as such have a central repository where knowledge is stored for use and reuse by all workers. The study was actioned using a qualitative approach where interviews were made to the participants. Being a consulting and service providing company, the study focused on finding how codification of knowledge and human resource management practices which is linked to non-codified knowledge can be used to foster the sharing of knowledge in the organization and also, to know how the company codifies knowledge in such a way that it is not lost and can be reused by workers. The study finds that CCC being a company that check contents on social media platforms, such as Facebook, has a central repository were knowledge is stored, and a major finding is that such knowledge is stored in different languages which can be accessible to employees. Even though we examine the Barcelona branch of this company, it was discovered that all branches have similar working culture (cultural-fit) entailing that during recruitment decisions, that some sort of cultural training especially in information technology (IT) is carried out by the Human resource management department. These findings indicates that the knowledge domain of this company is of a codified nature and can be easily accessed but in addition CCC also ensures that noncodified knowledge is shared between workers through HRM practices. In the analysis, focus is on how codified and non-codified knowledge is shared inside the company. By this statement, we pose to say that the knowledge sharing is more than just codifying information or sharing non-codified knowledge, in contrast knowledge sharing is to create, to share, to retain and to reuse knowledge between individuals, individuals sometimes find difficult the process of knowledge sharing. Hence, in the adoption of codified and non-codified knowledge within the organization, the combination of working culture and other structured strategies or standardized professional roles for individual development, can pave way for the employee transparency and aid in improving individual domain knowledge.
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Dear, Brian. "The management of people at work strategy, HRM, discourse /". Thesis, Online version, 1997. http://ethos.bl.uk/OrderDetails.do?did=1&uin=uk.bl.ethos.388143.
Testo completo
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Nguyen, Thi Minh Phuoc. "HRM Practices of Multinational and Domestic Enterprises in Vietnam". Thesis, Griffith University, 2017. http://hdl.handle.net/10072/370430.
Testo completoAbstract (sommario):
Human resource management is important for improving enterprises’ competitiveness. Consequently, many enterprises have paid much attention to managing and developing their human resources and a great number of professional and academic studies have been produced in this field. However, the literature on the human resource management (HRM) practices of multinational enterprises (MNEs) and their performance in developing countries like Vietnam is considerably less voluminous.
This research is motivated by two main research questions:
RQ1. How do differing ownership types affect the adoption of HRM practices in Vietnam?
RQ2. To what extent do differing HRM practices in Vietnam affect employee job satisfaction and employee performance?
The research contributes to the existing literature in several ways. First, it adds to the literature on HRM in Vietnam, a topic which remains under-researched, despite the country’s increasing significance in economic and geopolitical terms, and the very large and growing literature on HRM in developed countries. Specifically, the study focuses on comparisons of four main types of enterprise ownership: enterprises considered as state-owned (SOEs where the state is the sole shareholder); equitised state-owned (ESOEs where part of the ownership is sold to other sectors); privately owned (POEs, with 100% domestic private ownership); and multinational (MNEs, with majority or 100% foreign investment).
Second, the current study contributes to the broader international literature with regard to the possible relationship between HRM practices and employee outcomes. Although some previous research (e.g., Gardner, Moynihan, Park & Wright, 2001) has shown that employee outcomes play a crucial mediating role between HRM practices and enterprise performance, to date such a mediating role has been overlooked by most empirical HRM studies, which tend to focus on the direct relationship between HRM practices and enterprises outcomes (e.g., Arthur, 1994; Huselid, 1995; Macduffie, 1995, Wright et al., 2005). However, the relationship between employee outcomes and enterprise performance is beyond the scope of this research. This current research focuses on employee outcomes rather than organisational level outcomes. The current research covers HRM practices in four key areas: recruitment & selection (R&S), training and development (T&D), performance management (PM), and reward systems (RS). It considers two types of employee outcomes: employee performance and job satisfaction.
Third, this research uses a theoretical framework (RBV) to gain a deeper understanding of the various patterns of enterprise practices observed. This helps to address a weakness in the current literature, as most previous studies in this particular area have tended to give little consideration to the theoretical underpinnings of their findings.
This research adopts a qualitative method and involves two studies of in-depth, semi-structured interviews, both of which were carried out in the Northern region of Vietnam. In Study 1, 18 managers were interviewed; in Study 2, interviews were conducted with 49 employees. Qualitative content analysis was utilised first (Flick, 2014), followed by thematic analysis, to compare and synthesise findings from the two groups of interviews.
The main findings from the analysis are as follows. First, the perceptions of managers and employees regarding HRM philosophy and practices at the various types of enterprises are somewhat similar, although there are a number of instances where the employees provide the differences. The similar perspectives between managers and employees could be due to the fact that employees did not want to be seen differ from their managers’. Some employees had different perspectives from their managers because they may see things at their personal view while the managers had a broader view on the interviewed issues.
Second, it appears that participating MNEs were more inclined (than the participating domestic enterprises) to see human resource as a critically important resource, to treat HRM as a key part of efforts to achieve strategic goals, and to implement HRM systems and practices that are in line with international standards (and that evidence a RBV approach). By contrast, the relevant SOEs were least likely to do so, while the large POEs were often quite close to the position of MNEs, and ESOEs tended to take intermediate paths between these two approaches. It should be emphasised that ownership was not the only influence on the adoption of HRM practices. Other factors also play important roles, including national culture (e.g., collectivism, respect for seniority, and the importance of “face”). Third, while differences across the participating enterprises regarding employee outcomes are not as clear-cut as differences in terms of HRM practices, there are indications that employee outcomes at MNEs and large POEs are more favourable than at SOEs, especially for younger employees.
The findings suggest a number of practical implications for HR managers as well as for the government of Vietnam. The government should encourage and assist universities to provide prospective graduates with more up-to-date training, including more hands-on experience. Managers at domestic enterprises need to be familiar with the HRM practices of MNEs and should make an effort to select and adopt those practices that, on balance, are likely to enhance their own enterprise’s overall performance and competitiveness. Managers at MNEs could do more to ensure that their HRM practices do not conflict with the local business culture.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Dept Empl Rel & Human Resource
Griffith Business School
Full Text
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Tomanová, Barbora. "Analýza mikrobiálního složení vybraných probiotických výrobků metodou PCR-HRM". Master's thesis, Vysoké učení technické v Brně. Fakulta chemická, 2017. http://www.nusl.cz/ntk/nusl-295717.
Testo completoAbstract (sommario):
This work was focused on the detection of probiotic bacteria in four different probiotic products (probiotic cream, probiotic tampons, oral probiotics and soy beverages with probiotics). The viability of the bacteria contained in the products was verified. Complex matrices of the products were used to isolate DNA in a quality suitable for the PCR method, followed by identification of the declared bacterial genus and species. Amplification was achieved with conventional PCR and real-time PCR, genus- and species-specific primers were used. Bacteria, of the genus Lactobacillus and Bacillus and bacterial species Lactobacillus pentosus, Lactobacillus rhamnosus, Lactobacillus fermentum and Lactobacillus gasseri, were proven to be within the products. Subsequently, the DNA from mixed bacterial species in the probiotic tampon were distinguished using PCR-HRM. Five sets of primers were used to test this. Two sets of primers (primers P1V1, P2V1 and V1F-HRM, V1R-HRM) were evaluated as the most suitable for resolution.
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Gerosa, Giulia <1993>. "Confucian inheritance from educational system to HRM in China". Master's Degree Thesis, Università Ca' Foscari Venezia, 2018. http://hdl.handle.net/10579/13745.
Testo completoAbstract (sommario):
This thesis aims to show how the preparation of Chinese students in school years influences the modeling of HRM and the working performances. Memorization and the whole phase of learning based on superficial factual knowledge had always been the main characteristics of Chinese education because of Confucianism influence in the civil service examination. Furthermore, the mandatory daily exercise of writing and repeating the Chinese characters had conditioned the young minds of Chinese people; indeed, in this scenario the whole process of learning is only considered as a mean to pass and get into the next step of education. In a working environment some misunderstanding and misjudging situations may arise, especially in the case of foreign joint ventures or foreign companies which work with Chinese ones. Here arises the need to create and to adopt flexible standards when approaching Chinese working environment. Indeed, Confucian values had greatly influenced how Chinese people interact with others and which are the core behaviors that must always be respected.
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Elwin, Elin, e David Frostell. "Relationens betydelse för medarbetarsamtalet : En intervjubaserad studie om medarbetarsamtal inom industrin". Thesis, Linköpings universitet, Institutionen för beteendevetenskap och lärande, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-138097.
Testo completoAbstract (sommario):
Syftet med uppsatsen är att undersöka medarbetarsamtalet, granska möjligheterna med medarbetarsamtalet och föreslå eventuella förbättringsförslag. Studien har genomförts på ett stort och ett medelstort företag inom metallindustrin. Uppsatsens frågeställningar ämnar besvara hur och varför företagen arbetar med medarbetarsamtal samt möjligheter för kompetensbehovsanalys och dess utvecklingsmöjligheter i samband med samtalen. Totalt åtta informanter med olika befattningar har intervjuats. Resultatet visar att organisationerna använder sig av medarbetarsamtal och förberedda mallar. Processen är något mer noggrann på det större av företagen samtidigt som båda organisationerna saknar strukturerade uppföljningssamtal. De båda företagen tenderar att dras mot mer mjuk HRM. Kompetensbehovsanalys i samband med medarbetarsamtal är relativt begränsad i båda företagen eftersom det är något som hanteras separat från dessa. Våra slutsatser är att medarbetarsamtal skapar relationer mellan chef och medarbetare samt utvecklingsmöjligheterför båda parterna. Vi avslutar med en diskussion ifall anledningen till att hålla medarbetarsamtalet kan skilja sig åt beroende på företagets storlek.
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Ehnert, Ina, Sepideh Parsa, Ian Roper, Marcus Wagner e Michael Müller-Camen. "Reporting on sustainability and HRM: a comparative study of sustainability reporting practices by the world's largest companies". Taylor & Francis, 2015. http://dx.doi.org/10.1080/09585192.2015.1024157.
Testo completoAbstract (sommario):
As a response to the growing public awareness on the importance of organisational contributions to sustainable development, there is an increased incentive for corporations to report on their sustainability activities. In parallel with this has been the development of 'Sustainable HRM' which embraces a growing body of practitioner and academic literature connecting the notions of corporate sustainability to HRM. The aim of this article is to analyse corporate sustainability reporting amongst the world's largest companies and to assess the HRM aspects of sustainability within these reports in comparison to environmental aspects of sustainable management and whether organisational attributes - principally country-of-origin - influences the reporting of such practices. A focus in this article is the extent to which the reporting of various aspects of sustainability may reflect dominant models of corporate governance in the country in which a company is headquartered. The findings suggest, first and against expectations, that the overall disclosure on HRM-related performance is not lower than that on environmental performance. Second, companies report more on their internal workforce compared to their external workforce. Finally, international differences, in particular those between companies headquartered in liberal market economies and coordinated market economies, are not as apparent as expected. (authors' abstract)
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Wei, Bin, e Yichen Wang. "The Need of a HRM Change from Traditional to Strategic with Organizational Transition : A Case Study of a Swedish High-Speed-Growth Company". Thesis, Högskolan i Halmstad, Sektionen för ekonomi och teknik (SET), 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-18219.
Testo completoAbstract (sommario):
With organizational development, many of management systems should be established and developed to handle different challenges and situations. Flamholtz and Randle (2007) figure out different but typical management orientation and systems at different stages of this development process and emphasize the importance of organizational transition between the stages. Human resource management (HRM) is regarded as one of the most important management systems to overcome challengers and gain competitive advantages during organization development. This paper concentrates on a HRM perspective to research on the relationship between organizational transition and HRM changes. The findings show HRM correlated with organizational transition from an entrepreneurial stage to a professionally managed one needs to change from traditional to strategic. The essence of this process is correspondingly a role change from a service provider to a strategic participant. Meanwhile, the functions and abilities to support them in HRM should be changed also.
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Pereira, Vijay. "A longitudinal case-study examination of HRM practices in high-performing work organisations in the Indian HRO/BPO industry". Thesis, University of Portsmouth, 2013. https://researchportal.port.ac.uk/portal/en/theses/a-longitudinal-casestudy-examination-of-hrm-practices-in-highperforming-work-organisations-in-the-indian-hrobpo-industry(e0e67389-0547-42c0-8385-0d99544f1556).html.
Testo completoAbstract (sommario):
This research is concerned with the Human Resource contribution to High Performance Work Systems in High Performing Human Resource Offshoring and Business Process Offshoring organisations in India. Indian Business Process Offshoring organisations offer knowledge intensive services dependent on human resources for delivery. Technology underpins the delivery of services and processes; however, the employees of Human Resource Offshoring Business Process Offshoring are central to organisational resources and represent a cornerstone for value creation. The management of Human Resources is therefore central to overall performance and success. There is a lack of research on High Performance Work Systems strategies adopted and adapted by successful Indian firms in this sector. This study bridges this gap through an empirical longitudinal study. Methodologically, longitudinal qualitative reflexive case study examinations have been rare in management and organisation research. Previous studies have concentrated on being ‘snap-shot’ whereas this study’s longitudinal nature enabled a more holistic and contextualised view of the Human Resources processes. Fieldwork was conducted in three phases, (ten visits) over five years. Data gathering methods included interviews and focus groups. A longitudinal reflexive research methodology using inductive and deductive approaches was utilised via an innovative and robust combination of ‘template’ ‘processual’ and ‘systematic’ analysis. Findings suggest a complex, global, networked and dynamic business context, wherein Human Resource Management is understood and enacted in different forms, characterised by 'shape-shifting', a dynamic 'entanglement' of problem solving and strategic adoptive and adaptive approaches to attrition and performance. Phase 1 of the research witnessed attrition anxiety drive both a focus on employer branding and perceived sophisticated Human Resources. In Phase 2, an 'attritioncentric' approach that integrated both employer branding and other Human Resources practices took hold and in Phase 3 a distinctive blend/bundles of attrition-centric Human Resources and employer branding emerged. Influences were seen to include the complexities of life cycle, leadership ambitions, economic and market fluctuations, cultural, social, socio-cultural, national, sub-national and institutional contexts. Theoretically, this phenomenon suggested a unique Human Resource Management-performance link in the Indian Business Process Offshoring industry and was grounded and premised on the ‘evolutionary resource-based view’, as an alternative to the traditional human capital versus resource-based view. This idiosyncratic theoretical form is supported by six identified dimensions including tacit knowledge, the knowledge based view, resource dependency, core competencies and core- related specificity, casual ambiguity, and social complexity, thus contributing to academic knowledge.
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Dickmann, Michael Frank. "Balancing global, parent and local influences : international human resource management of German multinational companies". Thesis, Birkbeck (University of London), 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.340491.
Testo completo
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Li, Shaoheng. "Human resource management in privately-owned SMEs in China : determinants, HRM practices and employee outcomes". Thesis, University of Manchester, 2016. https://www.research.manchester.ac.uk/portal/en/theses/human-resource-management-in-privatelyowned-smes-in-china-determinants-hrm-practices-and-employee-outcomes(99ed3e6b-a9cf-4e67-9a84-974cd1a1e916).html.
Testo completoAbstract (sommario):
The role of small and medium-sized enterprises (SMEs) in stimulating economy, promoting employment and enhancing social stability is increasingly recognised, especially in developing countries. Given SMEs' considerable contribution, it is necessary to facilitate their healthy growth. Human resource management (HRM) is highlighted for SMEs as 'people' are the key factors in determining the future of these organisations. Given that the existing HRM literature is largely centred upon western contexts and large-sized enterprises, the main aim of this research is to develop an understanding of how HRM practices function in privately-owned SMEs in the mainland of China by exploring the current situation regarding the adoption of HRM practices, the influential factors in shaping HRM practices, and how HRM practices impact on employee outcomes. A conceptual framework is constructed by drawing on concepts found within existent HRM frameworks and theories. The resulting research framework sheds light on the connections among three types of influential factors, five groups of HRM practices by function, and two HR outcomes at the individual level in the chosen context. This research adopts a mixed methodology approach to answering the set of research questions emerging from the literature review. The data were collected by 227 valid self-completed questionnaires (Cronbach's alpha=0.923) and 48 semi-structured interviews in 24 privately-owned SMEs located in Jiangsu and Shaanxi provinces in China. The research findings reveal a number of similarities and differences in HRM practices in the SME sector in China. More importantly, they suggest that SMEs have tended to adopt increasingly formal HRM practices over time though informalities remain in some aspects, providing a positive indication that SMEs are moving forward in formalising the practices. The findings also reveal that different HRM practices exist in different locations in China, suggesting distinct HRM patterns might exist across or even within provinces in China. The findings further reveal that institutional factors force SMEs to improve the practices in order to better cope with the emerging problems and conflicts embedded in the labour market and the changes in legislation. Given the market orientation of SMEs and the younger generations' characteristics, the impacts of cultural values of respect for hierarchy and seniority appear to have become increasingly weakened in the sector. The examination of relationship between HRM practices and HR outcomes demonstrates that all five groups of HRM practices are predictors for affective commitment, normative commitment and turnover intention, among which training and development and reward management practices have the strongest predictive power. It is noted that continuance commitment is not found applicable to the Chinese sample, indicating the partial transferability of the western three-component model of organisational commitment into the Chinese context. Therefore, theoretically, the findings extend the knowledge in the field of HRM in SMEs by developing the framework of determinants-HRM practices-outcomes and revealing the causality of HRM practices-employee outcomes in the SME sector in China. Practically, the findings are likely to be helpful to SME owners and practitioners in formulating effective HRM policies and practices to achieve desirable outcomes. The findings in relation to the impacts of institutional factors offer a potential contribution to national policy development for the purpose of assisting the growth of SMEs.
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Gustafsson, Isabell, e Matilda Johnsson. "Att lyckas behålla anställda : En studie om vad man som organisation och ledning arbetar med i det dagliga arbetet för att lyckas med retention". Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-51086.
Testo completoAbstract (sommario):
Inledning: Kvarhållandet av anställda har idag blivit en allt viktigare fråga då fler företag kommit att inse att deras anställda kan vara en framgångsfaktor, om de hanteras på rätt sätt. En global ekonomisk återhämtning efter flera år av lågkonjunktur och dålig tillväxt har resulterat i en ökning av att fler anställda frivilligt väljer att lämna en organisation, och då även ökat arbetsgivares medvetenhet kring denna tendens. Det kapital, tid och andra resurser ett företag lägger på att rekrytera, välja ut samt involvera rätt person i organisationen blir endast en givande investering om denna väljer att stanna kvar en längre tid. Vad arbetar man då med som organisation och ledning i det dagliga arbetet för att lyckas hålla kvar de anställda inom företaget? Syfte: Syftet med denna studie är att ge ett bidrag till området retention genom att studera och få en förståelse för vad man i det dagliga arbetet arbetar med för att främja retention. Metod: Vi har i denna studie valt att använda oss av en kvalitativ forskningsmetod och en abduktiv forskningsansats. Då vi ämnade skapa oss en förståelse för vad man i det dagliga arbetet arbetar med för att främja retention, valde vi att utgå ifrån en hermeneutisk kunskapssyn. Vi har gjort en fallstudie och samlat in vårt empiriska underlag genom användning av semi-strukturerade intervjuer. Slutsats: Den slutsats vi i denna studie kommit fram till är man i det dagliga arbetet arbetar med ett flertal faktorer vilka kan ha en främjande inverkan på retention. De nyckelfaktorer vi i detta arbete påträffade var; frihet, ledarskap och relationer på en arbetsplats, variation i arbetet, utveckling, rekrytering, förbindelsen mellan organisation och anställd, organisationskultur samt hängivenhet till en organisation.Background: To keep employees have today become an increasingly important issue because more companies have come to realize that their employees can be a success factor, if used in the right way. A global economic recovery after several years of recession and poor growth has led to the increase of more employees choosing to leave an organization, and also the increase of employers’ awareness of this tendency. The amount of money, time and other resources an organization spend to recruit, select and involve the right person into an organization only becomes a rewarding investment if this person choose to stay for a longer time. But what do an organization and managers work with in practice to succeed in keeping employees? Purpose: The purpose of this thesis is to make a contribution to the research field of retention by studying and getting an understanding of what you can work with in practice to succeed with retention. Method: We have chosen, in this thesis, to use a qualitative method and an abductive approach. With the aim to get an understanding of what you can work with in practice to succeed with retention, we chose to use a hermeneutic approach to knowledge. We have done a case study and collected our empirical basis through the usage of semi-structured interviews. Conclusions: The conclusion that we have arrived to in this thesis is that you in practice can work with several components, which can have a positive effect on retention. The key components we in this thesis encountered was: freedom, leadership and relationships at the workplace, variation in the work, development, recruitment, the attachment between the organization and the employee, organizational culture and dedication towards an organization.
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Westman, Daniel, e Peter Lindfors. "Leaders and Social Media : Improving HRM through better internal communication". Thesis, Umeå universitet, Företagsekonomi, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-60694.
Testo completoAbstract (sommario):
The purpose of this study is to create understanding for how social media affects the relationship between employees and leaders in organizations, and how social media could be used to improve internal communication. We also want to explore how this type of internal communication could be implemented in large organizations. From a theoretical perspective our ambition is to see how our findings relate to the theoretical field of internal communication and human resource management. The empirical findings in this study were gathered by conducting an interview with the CEO to reveal his intentions, methods and practices when working with social media. A questionnaire was then developed by using the knowledge gained from the interview with the CEO, as well as by using theories regarding communication, social media and corporate culture, this questionnaire was filled out by company employees. The empirical data that was gathered was analyzed in the light of relevant theory. We also checked the various data variables for correlation. This was done so we could study what factors determine why an employee follows the blog, and also so we could study which factors are impacted by the employee reading the blog. The results of this study show that social media as a communication tool has enormous potential to transcend geographical barriers and to flatten the organizational hierarchy in a way that is not possible through the usage of conventional communication methods. Social media can affect the relationship between a leader of an organization and its employees and has the power to spread values, practices, routines and build corporate culture. Social media however, has a sensitive nature and factors such as accessibility, target group characteristics and planning are directly relevant to the outcome when a CEO uses social media to communicate with the employees. Accessibility problems can result in some employees having a hard time being reached by social media communication and the lack of a proper integration plan can cause disturbance in the communication, employees may not be aware of the purpose of the CEOs efforts or maybe not even be aware that the CEO has started using social media tools. However the individuals who do follow the CEOs practises are likely to gain a better relationship with their leader. The informal nature of social media is a great way for CEOs to show more of their personalities and in that way form a closer bond with the employees. We believe that if planned and used in the right way, CEO social media communication has even more potential than this study reveals.
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Ramirez, Jacobo. "Technology, culture and HRM : a 'neo-contingency' Anglo-French comparison". Thesis, University of Newcastle Upon Tyne, 2005. http://hdl.handle.net/10443/595.
Testo completoAbstract (sommario):
The objective of this research is to provide a new perspective on how technology, culture and human resources management policies and practices (HRWP) are approached by firms located in France and England. This thesis offers a new perspective: 'neo-contingency' approach; which analyses both the contingency and the divergence theories. The contingency variable chosen in this study is technology. The divergence theory is specifically illustrated by the national education approach. The HRMPP studied are: recruitment and selection, organisation, training and compensation. One hundred and sixty-three high-, mid- and low-tech firms answered a questionnaire which is analysed along with twenty-five semi-structured interviews in eight firms located in both France and England. The technological aspect of the neocontingency approach is validated in two factors: 1) technological profile and 2) longterm approach to training. The cultural aspect is notable in two cases: 1) long-term approach to training, and 2) compensation based on performance. A key implication of the findings in this thesis is that employees working in intensive technology firms need a creative and adaptive HR management approach, which would better enable them to cope with the challenge presented by the business environment. The results that this thesis report are illustrated by the strong influence of educational systems on managers' behaviour. French firms seem to prefer higher levels of control and formalisation in recruitment and selection, training and compensation than the W which could be interpreted as a reflection of the French educational system. It is important to highlight that the culture and technology factors cannot be the total 'determinants' of organisations. At most, they are important features that, along with others, Cinfluence' organisations' internal operation. Future 'neo-contingency' studies using other organisational characteristics as moderators and a large sample are needed in order to gain insights into the neo-contingency approach proposed in this thesis.
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Ibrahimi, Jehona, e Sihana Salihu. "Arbetsmiljö inom Ellos : Ur ett effektivitets- HRM- och kultur perspektiv". Thesis, Högskolan i Borås, Institutionen Handels- och IT-högskolan, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-20527.
Testo completoAbstract (sommario):
I takt med dagens samhällsutveckling och den rådande konkurrensen i marknaden blir det allt viktigare för företag att satsa på effektivitet. Förr i tiden sa man, ”Den som väntar på något gott väntar aldrig för länge”. Nu har det tankesättet förändrats, vilket innebär att i dagens läge kräver kunden kvalité. Medvetandet om vad man kan få har ökat hos både kunden och företaget. Man vill både ha kvalité till lågt pris och detta på så kort tid som möjligt. Dagens företag har detta som en utgångspunkt när de lägger upp sina mål och blir avgörande för hur deras styrsätt ser ut.Aldrig har det tidigare genom historien arbetats mer med att lyfta fram människans potential och dess värde, bland annat genom Human Resource Management. Samtidigt som man aldrig har arbetat mer med att ta fram de mest effektiva arbetssätten som ska leda till vinst.Den hårda konkurrensen har bara förstärkt maskinbyråkratins grund eftersom strukturer blir allt tydligare inom organisationer.Syftet med den här uppsatsen har varit att undersöka Ellos arbetsmiljö, utifrån ett effektivitets- HRM- och kultur perspektiv och hur den påverkar de anställda. Genom att förhålla effektivitetskrav mot arbetsmiljö skapades ett underlag för en djupare förståelse för arbetet inom Ellos lager.För att uppnå vår syftet intervjuade vi en teamledare, klubbordförande och en anställd på Ellos lager. Vi har även gjort en enkätundersökning med de anställda för att kunna få olika synpunkter gällande arbetsmiljön. Det vi har lärt oss och den kunskap vi har fått under utvecklingens gång är genom de tre intervjuerna, 29 enkäterna parallellt med de valda teorierna till vår uppsats.Vid analysen valde vi att jämföra de svar vi hade fått från intervjuerna och enkäten för att sedan bedöma dessa utifrån teorierna.Genom denna studie har vi kommit fram till att de mänskliga resurserna inom Ellos lager utnyttjas inte på rätt sätt. För hög fokusering på effektiviteten har skapat hierarkier, samt begränsade möjligheter till inflytande och att beröm inte existerar på lagret. Genom att öka medinflytande och kontakt mellan lagerpersonal och ledning kan engagemang och arbetsmiljö förbättras, vilket på sikt troligen även förbättrar företagets ekonomi.Program: Kandidatutbildning i företagsekonomi
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Wearing, Matthew. "Moments of vision : HRM and the individualisation of academic workers". Thesis, Cardiff Metropolitan University, 2010. http://hdl.handle.net/10369/2563.
Testo completoAbstract (sommario):
In an increasingly global knowledge economy universities are recognised as strategically important institutions due to their knowledge creation potential. This has led to a period of significant change for higher education (HE) sectors across the world as national governments have sought to influence their strategic direction. In the UK the adoption of market principles and the creation of a mass system of HE delivery has caused universities to reform their long established operating practices and become more ‘business-like.’ In an effort to improve standards of people management in universities the government introduced the Rewarding and Developing Staff in Higher Education (RDS) initiative in 2001. RDS required universities to produce HR strategies identifying detailed HR objectives and systems for managing the individual performance of staff according to a model of Human Resource Management (HRM). This research, based on a study informed by ethnographic methods, provides a critical evaluation and analysis of RDS and considers the extent to which it reflects a specific neoliberal policy trajectory seeking to reconstitute the nature of academic work through a process of individualisation. My data points to the existence of such a strategy that has been only partially successful. Academics have gradually become enfolded into the discourse of managerialism, leading to an erosion of their status and authority and the collegiate traditions and practices from which it derived. There has been an evident transference of power to managers, a heightened presence and involvement of HR personnel and a growth in the size of HR departments. But the discourse remains contested, leading to a complex picture of resistance at different levels of the university. I conclude that RDS was an ultimately flawed strategy. The attempt to introduce a homogeneous model of HRM into an area of work that is characterised by complexity, not only misjudged the rather unique nature of academic work but also, as a consequence, risks damaging the core of the academy itself.
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Campos, Joana da Palma. "HRM practices in employees' centered outcomes : a pharmaceutical company analysis". Master's thesis, FEUC, 2014. http://hdl.handle.net/10316/27516.
Testo completoAbstract (sommario):
Relatório de estágio do mestrado em Gestão, apresentado à Faculdade de Economia da Universidade de Coimbra, sob a orientação de Teresa Carla Oliveira e Bruno Néné.O presente relatório foi elaborado como parte integrante do Mestrado em Gestão da Faculdade de Economia da Universidade de Coimbra no âmbito de um estágio curricular com duração de cinco meses desenvolvido durante o 2º semestre de 2014 no departamento de Recursos Humanos da Bluepharma, Indústria Farmacêutica S.A. Esta actividade de formação e desenvolvimento contemplou um conjunto de actividades, entre as quais destacamos a organização de registos de formação e gestão administrativa de recursos humanos. Para além disto, foi conduzido um estudo empírico focado nas percepções dos trabalhadores sobre atitudes e comportamentos no trabalho. Fazendo uso de um questionário e contando com a colaboração de 38 trabalhadores, foi feita uma avaliação de vários indicadores-chave, nomeadamente a intenção de saída, e o estado de bem-estar no trabalho, que ajudam a medir não só a satisfação no trabalho como também as perspectivas futuras de carreira. Mais ainda, foram analisadas as correlações entre as práticas de recursos humanos em conjunto com outras variáveis e a satisfação com o trabalho, com a carreira e com a vida, com o intuito de perceber em que ponto é que os inquiridos se encontravam em cada uma destas dimensões. Concluímos que as práticas de RH influenciam positivamente a satisfação dos trabalhadores em relação ao seu trabalho, à sua carreira e à sua vida. No entanto, o resultado desta análise disse-nos que há uma percentagem de inquiridos com excesso de horas de trabalho e níveis significativos de stress. O resultado mais surpreendente desta análise é a lealdade esperada pelos inquiridos com maior grau académico, pois são estes que possuem mais intenção de saída.