Дисертації: "Personnel management"

1

Stankiewicz-Mroz, Anna, and Maciej Bielecki. "FEATURES OF THE MANAGEMENT PERSONNEL EVALUATION." Thesis, НАУ, 2015. http://er.nau.edu.ua/handle/NAU/16983.

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2

Al-Hasan, Sulaiman. "Personnel management practices in Kuwait libraries." Thesis, Loughborough University, 1992. https://dspace.lboro.ac.uk/2134/7210.

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Checkland's soft systems methodology is adapted to investigate and suggest improvements to personnel management in Kuwait libraries. An initial study investigating relevant elements of personnel management in Kuwait, such as motivation, communication, etc., was conducted primarily by interviewing. A model was constructed on this basis to deduce relevant important issues, such as library services and motivation of library staff. These issues were further investigated in a second survey again primarily by interviewing. Because of the Gulf War, a third interview survey then took place to update data and to identify important changes regarding library management. Four activity-based models were then constructed to determine factors relating to the improvement of personnel management in Kuwait libraries and as guides for data analysis, as follows: a system of increasing the supply of competent information workers; a system to enhance communication inside and outside the library; a system which meets users' needs and encourages the use of the library; a system to enhance staff motivation. The conclusion examines possible solutions regarding personnel management problems in Kuwait libraries. In addition, the value of Checkland's soft systems methodology for this kind of analysis is examined.

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3

Au, Yeung Suk-fong Alsace. "Impact of Chinese culture on personnel management in Hong Kong & China : with study on cross-border business establishments /." [Hong Kong : University of Hong Kong], 1994. http://sunzi.lib.hku.hk/hkuto/record.jsp?B1378769X.

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4

Fitzpatrick, Peter George. "Integrated skills reinforcement in pharmacy personnel management /." Access Digital Full Text version, 1992. http://pocketknowledge.tc.columbia.edu/home.php/bybib/11229391.

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Thesis (Ed.D.)--Teachers College, Columbia University, 1992.
Includes tables. Typescript; issued also on microfilm. Sponsor: Carmine Paul Gibaldi. Dissertation Committee: L. Lee Knefelkamp. Includes bibliographical references (leaves 164-168).

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5

Sochynska-Sybirtseva, Iryna, and І. М. Сочинська-Сибірцева. "Personnel security management technology at the enterprise." Thesis, Ексклюзив-Систем, 2016. http://dspace.kntu.kr.ua/jspui/handle/123456789/3645.

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6

Palyvoda, O. M., and D. Barsuk. "Peculiarities of personnel management in small business." Thesis, КНУТД, 2016. https://er.knutd.edu.ua/handle/123456789/4899.

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7

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

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8

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

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9

Bougueddach, Khadija. "L'alignement des pratiques de gestion des ressources humaines au contexte stratégique et la performance : cas des chauffeurs dans les sociétés de transport en commun au Québec /." Thèse, Chicoutimi : Université du Québec à Chicoutimi, 2005. http://theses.uqac.ca.

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10

Neises, Glen E. "Personnel identity management and the expeditionary strike group." Thesis, Monterey, Calif. : Naval Postgraduate School, 2007. http://bosun.nps.edu/uhtbin/hyperion-image.exe/07Sep%5FNeises.pdf.

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Thesis (M.S. in Information Technology Management)--Naval Postgraduate School, September 2007.
Thesis Advisor(s): Baretto, Buddy. "September 2007." Description based on title screen as viewed on October 25, 2007. Includes bibliographical references (p. 71-73). Also available in print.

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11

Temindarova, Т. "Personnel management strategy as the direction of enterprise." Thesis, КНУТД, 2016. https://er.knutd.edu.ua/handle/123456789/2445.

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12

Low, Yuen-man Angela. "Would the role change of human resources function from being administrative to being strategic be successful in Hong Kong? /." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18831345.

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13

Bridges, Sarah Joanne. "Organisational performance and human resource management." Thesis, University of Newcastle Upon Tyne, 2002. http://hdl.handle.net/10443/443.

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Over the last 20 years there has been a growth in the relative importance of personnel economics as an area of economics. However, due to a lack of suitable data most of the work in this area has been largely theoretical. It is only in the past decade that there has been a growth in the availability of firm-based data sets, making it possible for researchers to begin to test some of these ideas empirically. This thesis analyses data from a rich source of monthly personnel and payroll records from a large banking sector firm. The data is confined to the organisation's U. K operations and is available over the period January 1989 to March 1997 (giving 99 monthly observations). Although personnel data of this this sort is available for the US (see, for example, Baker, Gibbs and Holmstrom (1994) and Lazear (1999)), this is one of the first data sets of its kind to be available for the U. K. This thesis focues on three areas of personnel economics. It analyses the issues of promotion, absenteeism, and labour turnover, paying particular attention in all three cases to gender differences.

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14

Stringer, Carolyn Patricia, and n/a. "Performance management : an empirical study." University of Otago. Department of Accountancy and Business Law, 2006. http://adt.otago.ac.nz./public/adt-NZDU20070501.145211.

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The dynamic nature of performance management is a significant issue for organisations. A review of the empirical performance management literature highlights that little research has examined an organisation�s holistic performance management framework. Most prior studies have been partial (i.e., examine various performance management elements), and there is a lack of depth in analysis (because of the short-term nature of many studies). In addition to the few studies that have examined the interconnections between the performance management elements, there has also been a lack of research examining incentive systems (especially at lower levels), target-setting, and performance evaluation. The literature review in this thesis also highlights the diversity in the performance management elements studied, the lack of theoretical development, diversity in who is interviewed and research sites, etc. This diversity in field study research provides a difficult base on which to build a cumulative body of literature (as most studies examine a different research question in a different context). This PhD research examines the overall performance management framework in a large and complex Australasian organisation, Sensol, over a 14 year period. The research is inductive, empirical and interpretative so as to gain a deeper understanding of Sensol�s performance management framework. The narrative highlights the multiple voices that exist in Sensol to illustrate the complexity of performance management at various levels. Otley�s (1999) performance management framework is a useful research tool (e.g., initial data analysis, structuring device). The documentary evidence traces the history and development of Sensol�s performance management framework. The designers� story tells about the sophisticated nature of Sensol�s approach to performance management. In contrast, the business unit managers describe the complexities in operationalising performance management in a complex, diversified and decentralised organisation. The researcher�s story explains the importance of understanding the highly interconnected nature of Sensol�s performance management framework and of understanding the behavioural issues (e.g., intense sibling rivalry, short-termism). It includes the importance of history, context (e.g., hierarchical culture), decentralised structure (e.g., interrelated business units), the trade-offs between financial and social objectives (and signalling effect of weightings), performance measurement issues (e.g., EVA�, scorecard, dominance of EBIT, transfer pricing), the subjectivity of objective setting and performance management processes (e.g., averaging, little differentiation between good and poor performers), problems with the annual incentive scheme (e.g., double dipping, risk and penalties, lack of understanding and line of sight, low trust), strategic programmes (e.g., lack of visibility), target-setting (e.g., conservative targets, impact of capping), and information flows (i.e., poor data, black boxes). The research also highlights the importance of understanding how the formal and informal performance management systems operate. There are considerable differences between the designers� rhetoric on the formal HPMF system (i.e., the intended design), compared to the system in use (e.g., formal and informal systems). This point has been recognised in some prior field studies but is an under-researched area. An understanding of the impact of the background to the performance management literature from classical management theory provides some insights into why the value-based management literature focuses on formal system design control tools, goal congruence, top-down focus, and the universal applicability of their techniques. Ignoring informal systems may be one reason that the traditional control problems remain evident with the new value-based management techniques. A final contribution of this PhD research is to use historical documents to identify how little change there has been over time and how performance management issues keep going around in circles (e.g., lack of accountability, transfer pricing). Some reasons for these circles include that history is lost, complacency, culture, communication issues (e.g., good news, blocking behaviours, standardisation). A feature of Sensol�s performance management framework is how it used EVA� and the balanced scorecard in a complementary manner. However, rather than adopting these new techniques as prescribed by consultants, Sensol built these new techniques onto their existing performance management system. This highlights the importance of understanding the history of an organisation�s performance management framework, so as to understand the reasons for the current design and operation.

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15

Miller, Benjamin Israel. "Estimating the firm's demand for human resource management practices." unrestricted, 2008. http://etd.gsu.edu/theses/available/etd-11192008-141353/.

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Thesis (Ph. D.)--Georgia State University, 2008.
Title from file title page. Bruce E. Kaufman, committee chair; Barry T. Hirsch, Klara S. Peter, Hyeon J. Park, committee members. Description based on contents viewed Sept. 22, 2009. Includes bibliographical references (p. 159-165).

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16

Lundstedt, Melissa. "The evolution of employer/employee relationships." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1995. http://www.kutztown.edu/library/services/remote_access.asp.

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17

Natarajan, Bharath. "Area Access Control Systems: Zone Management And Personnel Tracking." [Tampa, Fla.] : University of South Florida, 2005. http://purl.fcla.edu/fcla/etd/SFE0001247.

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18

Schwind, Cynthia E. "Automated Manpower Analysis and Personnel Management System (AMA/PMS)." Thesis, Monterey, California. Naval Postgraduate School, 1992. http://hdl.handle.net/10945/23822.

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19

Lofink, Raymond K. "Personnel and payroll management a guide for the comptroller /." Thesis, Monterey, California : Naval Postgraduate School, 1990. http://handle.dtic.mil/100.2/ADA237341.

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Thesis (M.S. in Financial Management)--Naval Postgraduate School, June 1990.
Thesis Advisor(s): Eberling, Glenn Second Reader: McCaffery, Jerry L. "June 1990." Description based on title screen as viewed on 19 October 2009. DTIC Identifier(s): Naval budgets, financial management, comptrollers, theses, civilian personnel, PCC (Practical Comptrollership Course). Author(s) subject terms: Comptroller, payroll management, civilian pay. Includes bibliographical references (p. 66). Also available in print.

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20

Rushwaya, Mauru. "Online crisis management /." Full text available online, 2004. http://www.lib.rowan.edu/find/theses.

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21

Waldforst, Sebastian. "Die Wirkung von Zielen auf die Arbeitsleistung von Akteuren : eine experimentelle Untersuchung /." Wiesbaden Dt. Univ.-Verl, 2006. http://d-nb.info/982683391/04.

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22

Roberts, Susan Ann. "Re-thinking staff management in independent schools: an exploration of a human resource management approach." Thesis, Roberts, Susan Ann (2007) Re-thinking staff management in independent schools: an exploration of a human resource management approach. Professional Doctorate thesis, Murdoch University, 2007. https://researchrepository.murdoch.edu.au/id/eprint/279/.

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While the mission and 'core business' of schools has always been directed towards the education and pastoral support of the children, the staff who work to fulfil the mission and business have received less attention. With recent media reporting on anticipated teacher shortages, pedagogical issues and the quality of teaching the focus has shifted to the staff in schools. With evidence linking student achievements and academic outcomes to teacher impact, recruitment and retention have become significant issues, particularly in independent schools where parental expectations are high. Expertise in relation to human resource (HR) activities such as recruitment and retention, staff management and staff development, however, is not well developed in schools. This study therefore seeks to explore and understand staff management using a framework based on human resource management (HRM). It also examines the recent trend of appointing dedicated Human Resource (HR) practitioners to independent schools and the reasons behind these appointments. A qualitative research approach was adopted in order to better understand the issues and reveal the complexity that surrounds them. In all, seven independent schools were purposely selected from urban Western Australia, and the principals, finance directors and HR practitioners from these schools were interviewed to gain their perspectives. The conceptual framework draws on the business-derived human resource management (HRM) and the HR activities within this domain. The analytical framework used was that of the 'hard'/ 'soft' duality contained within HRM, which allowed tensions, such as that between 'independent schools as businesses' and independent schools as 'communities with heart', to be highlighted and examined. The interviews revealed a broad understanding and knowledge by respondents of HR activities considered 'necessary' for the recruitment, and the day-to day management of staff, including remuneration, and to some extent, induction and performance management systems. Most revealing in these schools was the lack of structure and strategy in the implementation of the various HR activities and ways to work through the hard/soft duality. By way of contrast, the HR practitioners appointed to five of the independent schools had a broad based knowledge of all HR activities and were attempting to 'educate' those in schools about HRM and what the function, collectively applied, could do for them. They encountered entrenched attitudes and, in some schools, resistance caused by misunderstandings associated with both the role and function. The thesis concludes with implications and recommendations for independent school leaders on the application of HRM in their schools. By re-thinking the paradigm of staff management in this way, and through the adoption of a systematic and holistic approach using the suite of HR activities, both hard and soft, the research points to the potential for improvements in the quality of teaching staff recruited and retained, and ultimately also in student outcomes.

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23

Roberts, Susan Ann. "Re-thinking 'staff management' in independent schools : an exploration of a human resource management approach /." Access via Murdoch University Digital Theses Project, 2007. https://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20080411.121602.

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24

Udekwe, Emmanuel. "The impact of human resources information systems in selected retail outlets in Western Cape." Thesis, Cape Peninsula University of Technology, 2016. http://hdl.handle.net/20.500.11838/2348.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2016.
Human Resource Information Systems (HRISs) are systems that merge Human Resources (HR) and Information Systems (ISs) for a fast, easy, and convenient way of operating and reporting the human and material resources in an organisation. The retail sector is an important and active sector in terms of its job creation and a major contributor to the economy. This research focuses on the level of impact HRISs have in the retail sector by reassessing its functions, problems, prospects, and benefits to the retail industries. This research further focuses on two retail outlets that use HRISs to explore how effective HRIS implementation is, the benefits these systems are able to offer, and its contribution to the organisation. A multiple case study was used as research strategy. Interviews and semi-structured questionnaires were conducted to collect the data. Data was analysed using summarising, categorising and thematic analysis. The problem statement is that HRISs are difficult to implement and maintain and as a result, organisations cannot effectively utilise these systems to their benefit. The aim of this research is based on exploring how HRISs can be implemented and maintained in order for organisations to gain the expected benefits of the system. The contribution of the study is a proposed guideline for retail organisations to assist in the effective implementation and maintenance of their preferred HRISs. All ethical standards as required by CPUT were followed. Consent was obtained in writing from the companies as well as the interviewees.

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25

Beretu, Tendency. "The employability of human resources management graduates from a selected University of Technology in the Western Cape, South Africa." Thesis, Cape Peninsula University of Technology, 2018. http://hdl.handle.net/20.500.11838/2708.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2018.
Universities have been producing graduates at a fairly fast rate, yet the cry for technical expertise and educated graduates. Thousands of university graduates are not employed, or they end up in industries and places that have nothing to do with their education and or qualifications. Too often the unemployed graduates they owe money loaned for studies which they are not able to repay because they are essentially unemployable, the may be because of a stagnated economic growth thereby a general high level of unemployment. The levels of entrepreneurial activities have remained low and there are no expectations of a sudden turn around for the economy. The researcher looks at one aspect of the graduate studies, specifically human resources management qualifications offered by the Cape Peninsula University of Technology in the Western Cape South Africa from the period 2014 to 2017. The research was largely descriptive and partially exploratory which resulted in the use of an assorted method approach (qualitative and quantitative). The research focuses mainly on the activities of those employed as Human Resource practitioners and the expectations at their work stations. Together with this the respondents gave extra detail on what is expected of them together with duties frequently performed. Based on this, the data was captured and analysed for similarities of expectations from more than 50 organisations. The findings indicate that there is a serious disjuncture between what is taught in the class and what the industry practices and expects. Recommendations of the ideal course structure are added to the findings to enable institutions of higher learning to adjust their curricula in line with industry needs.

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26

Dahmann, Franz-Dietmar. "Correlation between quality management metric and people capability maturity model." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2003. http://library.nps.navy.mil/uhtbin/hyperion-image/03sep%5FDahmann.pdf.

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Thesis (M.S. in Information Technology Management)--Naval Postgraduate School, September 2003.
Thesis advisor(s): John Osmundson, J. Bret Michael. Includes bibliographical references (p. 83-84). Also available online.

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27

Van, Heerden Jeanne-Marie. "The impact of the implementation of E-HRM on the human resource management function." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/d1021239.

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The purpose of the research was to improve the use of electronic human resource management in South African businesses by investigating that there is a positive impact when implementing e-HRM on the human resource management function. The research was carried out within a South African business, whose parent business concern is based overseas and has branches operating within South Africa The research was significant as it shaped the researcher’s concern as to whether electronic human resource would be beneficial to a South African business if the business superiors decide to implement e-HRM within their business opinion and what impact it would have. The methodological components that guided the research were a structured questionnaire that was distributed by using a combination of convenience, snowball, and judgemental sampling techniques. Certain aspects highlighted in the literature review were used as the framework for the development of a questionnaire to assess how people perceive the implementation of e-HR on their working environment and if e-HR has helped the business run more efficiently and effectively. Six hypotheses were tested and all were accepted. The potential for generalisations of the findings are that given the potential that e-HRM has for the transformation of human resource, it is reasonable to expect that the sizeable changes required, both in organisation and mindset, are likely to provoke resistance from various end users. What was learned was that HR is often hindered by a multitude of manual, paper based processes and transactions, such as tax, payroll and benefits information, that are costly, prone to errors and time-consuming to manage. This makes it difficult for HR organisations to focus on higher value business in initiatives that may help to drive the profitability and efficiency of the organisations. The implication of the findings about the impact of the implementation of e-HR on the Human Resource Management function was that firms need to figure out how to make technology feasible and industrious, as managers and Human Resource professionals are responsible for redefining how work at their firms or business flow as they need to keep ahead of the information curve and therefore learn how to influence information for business results to be more efficient and effective. The theoretical and practical implications of the findings are discussed and recommendations based on these findings are provided.

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28

Au, Yeung Suk-fong Alsace, and 歐陽淑芳. "Impact of Chinese culture on personnel management in Hong Kong &China: with study on cross-border businessestablishments." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1994. http://hub.hku.hk/bib/B31265911.

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29

Lau, Nim-yan Rita. "Factors supporting principals and vice-principals in managing under-performing teachers in local secondary schools." Hong Kong : University of Hong Kong, 1999. http://sunzi.lib.hku.hk/hkuto/record.jsp?B21190835.

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30

Sohoni, Milind G. "A robust optimization approach to reserve crew manpower planning in airlines." Diss., Georgia Institute of Technology, 2002. http://hdl.handle.net/1853/24925.

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31

Al-khowaiter, Wassan Abdullah Ali. "Users' perception of human resource information systems in a Saudi Arabian public sector organisation : examining antecedents of usage, satisfaction and system's user success." Thesis, Swansea University, 2015. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.678278.

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32

Theron, Louis Francois. "Personnel Allocation for Engineering Projects." Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/86295.

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Thesis (MEng)--Stellenbosch University, 2014.
ENGLISH ABSTRACT: The logical allocation of tasks in engineering offices currently relies heavily on the experience and intuition of project managers. In large scale projects the complexity of the task allocation procedure exceeds the capacity of human intuition, and a systematic technique is required to aid project managers in assigning tasks to individuals. In this project such a systematic technique is modelled and implemented using the Java programming language. An equation was developed to calculate an individual’s workload, and used in conjunction with other criteria to intelligently and systematically select an optimal individual to complete engineering tasks. The software solution is network-based, and also aims to aid project managers in various managerial duties.
AFRIKAANSE OPSOMMING: Die logiese toekenning van ingenieurstake steun tans swaar op die ervaring en aanvoeling van projek bestuurders. In grootskaalse projekte is die kompleksiteit van die taak toekenningsproses veel groter as die kapasiteit van menslike intuïsie. Dus word ‘n sistematiese proses wat projek-bestuurders kan help met die toeken van take aan individue vereis. In hierdie projek is so 'n sistematiese tegniek ontwikkel en geïmplementeer met behulp van die Java-programmeringstaal. 'n Vergelyking is ontwikkel om 'n individu se werklading te bereken en is in samewerking met ander kriteria gebruik om take intelligent en sistematies toe te ken. Die sagteware is network en databasis-gebaseerd en kan ook gebruik word om projek-bestuurders te help met verskeie bestuurspligte.

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33

Mok, Ho-nam Belle, and 莫可南. "Reviewing the long-term manpower strategy of the Hong Kong Housing Authority: a prinicipal-agent modelanalysis." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2009. http://hub.hku.hk/bib/B48714938.

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The Hong Kong Special Administrative Region Government is definitely a typical example of a tradition bureaucracy which translates policies into actions. It relies on neutral and career civil servants working in the Weberian hierarchy to deliver public goods and services. The principal-agent theory may be used to study the contractual and hierarchical relationships in the public bureaucracy. It postulates that agents have conflicts of interests and information advantages over their principals and make use of opportunities to manipulate their principals and the political process for gains. Hence, an appropriate manpower strategy, either by external labour market or internal labour market, is necessary to ensure agents choose those courses of actions that produce desirable outcomes so as to achieve organizational objectives and operational efficiency. The Hong Kong Housing Authority (“HKHA”), as a statutory body, is responsible for formulating public housing policies in Hong Kong whereas the Housing Department, as the executive arm of the HKHA and one of sixty-one government departments, is responsible for its implementation with the objectives of the Government’s Long Term Housing Strategy. In late 1990s, the Government embarked many public management reforms in which the fundamental ways in delivering public goods and services have been altered. Since 1998, the HKHA has introduced many substantial reforms in its core businesses, including an aggressive manpower strategy of employing contract staff and ceasing the recruitment of civil servants. The HKHA’s original long-term manpower strategy which mainly relies on the civil service fits the Internal Labour Market model very well and promotion serves as an effective mechanism to achieve organizational efficiency. However, the employment of contract staff which introduced a number of efficiency features from the external labour market fails to appreciate the importance of promotion, and operational inefficiency was found as evidenced by various documentary sources and analyses from interviewees. The findings of this study are consistent with the Hypotheses and it is recommended that the HKHA explore alternative human resource management policies and practices, in additional to the existing ones, to cope with the rising public expectations and the increasing challenges for the years ahead.
published_or_final_version
Politics and Public Administration
Master
Master of Public Administration

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34

Khatywa, Ongeziwe. "The effect of leadership styles on cultural diversity management of employees in the workplace." Thesis, University of Fort Hare, 2015. http://hdl.handle.net/10353/3110.

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This study investigates the effect of leadership styles on cultural diversity management of employees in the workplace. The main objectives of this study were to explore the relationship between leadership styles and cultural diversity management; and to develop a deeper understanding of the nature and extent of the relationship between leadership styles and cultural diversity management. Results indicated positive correlation on effect of leadership styles on cultural diversity management of employees in the workplace. The majority of the correlational results found in the study add to a generally high level of support for most of the relationships found in the literature.

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35

Pokela, S. (Saara). "Strategic management of personnel productivity:case study in Finnish healthcare organization." Master's thesis, University of Oulu, 2016. http://urn.fi/URN:NBN:fi:oulu-201606072418.

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The modern management theories show that workers perform best when they are happily engaged in what they do. The management of human productivity is all about advancing human factors which cause the employees’ welfare and reasonableness at work. These factors combine the context of work suction: the gumption, devote and getting absorbed in work. Single human competencies and human resource development of employees have strong connection not only to the organizational business performance, but also the quality of working life and organizational development, organizational creativity and innovations. The aim of developing personnel management lay in the deepest heart of organizational productivity and business efficiencies. The way in which an organization manages its human resources is also one of the centrally important factors to execution of its business strategy. When optimizing working life and organization’s productivity, the look turns to qualified management. The strategic management of personnel management includes the deep understanding of grounds and consequences of human behavior amongst working context. In optimal circumstances, human will be effective and innovative employee, when the demands and responsibilities as human being, as a family member and as a team member will be in optimal balance with working life. Opportunities for personal and occupational development and experience of success will cause work productivity, product quality and working flow. In my research I have tried to find means to improve the performance of Caritas Palvelut Corporation so, that the corporation’s vision settled for the future can be reached. I’ve tried to find out what are the effective human resources development processes, that focus on the development of organization specific ambition and intrinsic motivation drivers. I have research the aspects of lived workplace experiences including motivation drivers and every day welfare, cognitive participation like ambition stimulus, group coherence and management aspects related. I have found out, that good organizational culture verifies individuals’ willingness and talents to success together, I’ve noticed that workplace stimuli does not cause any occupational ambitions. Ambition and intellectual curiousness seem to be related more on working joy and inner reward of working tasks, than any kind of managerial approach or external factor. My research evidences, that belonginess to a group does not correlate to working joy, but rather management satisfaction and experience of knowledge leverage inside the organization. My research also verifies that the workers of target organization are willing to carry out responsibilities without too much guiding. On the other hand, working demands are seen to be adequate low. Positive managerial approach seems to correlate most favourable outcomes, but according to previous academic studies the level of managerial demands also matter. The occupational self-esteem and preciousness of one’s work relate to knowledge of one’s role in the team and organizational entity. These factors together correlate strongly with expressions of rewarding and gladness among work. Since the spirit of instrinsic motivation seems to be stemming from personal traits, the quality of working life will have only limited means for the enhancement. Still, person’s social environment and organizational culture can have a significant effect on person’s level of intrinsic motivation. In organizational context very small push and moves to the desirable direction may have remarkable outcomes. Therefore, management should be aware of the motivational drivers and existing values among working contexts.

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36

VanBaale, Matthew, and John Smith. "Managing Personnel for Milking Parlors on Large Herds." College of Agriculture and Life Sciences, University of Arizona (Tucson, AZ), 2004. http://hdl.handle.net/10150/144744.

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4 pp.
As today's dairy consolidates, cows are being milked more rapidly through larger milking parlors on larger dairies than ever before. Because milk is the primary commodity and source of income for producers, the harvesting of milk is the single most important job on any dairy. Producing high-quality milk to maximize yields and economic value requires effective parlor management, an enormous challenge for producers. Managing large parlors includes managing labor, milking equipment, as well as monitoring and evaluating parlor performance. The goal of parlor management for large herds is to enhance profits by maximizing milk yield, udder health, and overall efficiency. This may be accomplished by adequately training and motivating employees to efficiently milking clean, dry, stimulated teats using proper milking hygiene.

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37

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

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38

Garofano, Jeffrey. "School-Based Concussion Management: Implementation Characteristics of Student Services Personnel." Scholar Commons, 2015. http://scholarcommons.usf.edu/etd/5949.

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Concussion is an injury that disproportionately affects children and adolescents and has the potential to negatively impact school performance. Currently, a significant proportion of youth with concussion go unreported due to a lack of effective concussion surveillance procedures. Additionally, many individuals who have daily contact with youth (e.g., parents, teachers) lack training in how to assess or manage a concussion. Schools may be the ideal setting to address both of these problems as they have a high level of access to students and employ personnel (e.g., school psychologists, nurses, social workers, counselors) with experience in assessment and intervention. What is not known is how to best design a school-based concussion management (SBCM) procedure in order to facilitate concussion surveillance and management. Accordingly, the overall purpose of this study was to identify and describe factors (i.e., provider implementation characteristics, concussion referral communication) which may inform the design and implementation of SBCM programming. Examining the relationship between relevant SBCM outcomes and factors associated with strong school programming may help build the foundation for future SBCM procedures. Factors that influence program fidelity and outcomes are called school programming implementation characteristics and they reside at multiple levels (i.e., community, school, climate, program, provider) and are positively related to successful outcomes across varied programming. This exploratory study which utilized secondary analysis of existing data focused on the provider level with the primary aim of identifying and describing student services personnel (SSP; n = 144) implementation characteristics. Indicators of provider implementation characteristics consisted of their beliefs, training, and experiences in order to quantify how these characteristics predict perceptions of the impact of concussion on academics, perception of current informal procedures, and the number of students with concussions served. The independent variables primarily under investigation in this study (role, career experience, recent concussion experience, and training subscale) align with empirically supported personnel implementation characteristics. The second aim of this study was to explore pre-existing communication patterns between SSP utilizing the independent variable referral source. It is of note that the school district from which the data were collected had no formal SBCM programming; therefore, all SSP implementation characteristics examined were viewed as baseline characteristics. Results indicated that as all SSP groups (i.e., school psychologists, nurses, counselors, social workers) perceive a need for SBCM as indicated by dissatisfaction with current procedures and agreement that concussion can negatively impact student performance. Although all groups indicated that they did not believe current concussion procedures to be effective, school psychologists and nurses reported the highest levels of dissatisfaction Additionally, nurses were found to have the highest levels of training in concussion assessment and management, and received significantly more concussion referrals per year when compare to the other SSP. These findings suggest that nurses may be effective in delivering concussion related service and establishing effective concussion surveillance procedures. Although more research is needed, this study represents the first step in bridging the gap between experimental concussion research and the successful delivery of these innovations through SBCM programming in order to help students recover from a concussion.

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39

Kong, Yook-seng, and 江毓星. "Personnel management in accounting profession: the challenges of small firms." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1988. http://hub.hku.hk/bib/B31264116.

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40

Соколовська, К. В. "Corporate culture as an element of the personnel management system." Thesis, Київський національний університет технологій та дизайну, 2018. https://er.knutd.edu.ua/handle/123456789/10792.

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41

Kgomokaboya, Ngoako Charles. "An evaluation of the transformation process within the South African Police Services in the Capricorn District Municipality." Thesis, University of Limpopo (Turfloop Campus), 2011. http://hdl.handle.net/10386/493.

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42

Багмут, А. В. "Шляхи підвищення ефективності управління персоналом на підприємстві (на матеріалах АТ «ЧЕРНІГІВОБЛЕНЕРГО»)". Thesis, Чернігів, 2020. http://ir.stu.cn.ua/123456789/19968.

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Багмут, А. В. Шляхи підвищення ефективності управління персоналом на підприємстві (на матеріалах АТ «ЧЕРНІГІВОБЛЕНЕРГО») : магістерська робота : 073 Менеджмент / А. В. Багмут ; керівник роботи Кичко І. І. ; Національний університет «Чернігівська політехніка», кафедра управління персоналом та економіки праці. – Чернігів, 2020. – 79 с.
Мета випускної кваліфікаційної роботи полягає у вивченні теоретичних та практичних підходів до ефективності управління персоналом на підприємстві. Об’єктом дослідження процес управління персоналом на акціонерному товаристві «ЧЕРНІГІВОБЛЕНЕРГО». Предметом дослідження є розробка заходів щодо підвищення ефективності управління персоналом. Методи дослідження. У ході дослідження використано такі загальнонаукові та спеціальні методи: системний історико-логічний метод; класифікаційно-аналітичний метод; методи статистичного аналізу, економіко-математичні та теоретико-концептуальні методи. Практична значущість отриманих результатів. Одержані результати можуть бути прийняті до розгляду та використання на АТ «ЧЕРНІГІВОБЛЕНЕРГО» з ціллю підвищення ефективності управління персоналом.
The purpose of the final qualification work is to study the theoretical and practical approaches to the effectiveness of personnel management in the enterprise. The object of the study is the process of personnel management at the joint stock company Chernihivoblenergo. The subject of the study is the development of measures to improve the effectiveness of personnel management. Research methods. In the course of the study the following general scientific and special methods were used: systematic historical-logical method; classification and analytical method; methods of statistical analysis, economic-mathematical and theoretical-conceptual methods. The practical significance of the results obtained. The results obtained can be accepted for consideration and use at JSC Chernihivoblenergo in order to improve the efficiency of personnel management.

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43

Sauviat, Chantal. "Qualité et management participatif : théorie et pratiques, un écart significatif." Paris 9, 1991. https://portail.bu.dauphine.fr/fileviewer/index.php?doc=1991PA090043.

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Depuis le début des années 80, la qualité des produits est présentée comme un atout majeur pour les entreprises nationales dans le contexte économique actuel. Une première partie mettra en évidence les raisons pour lesquelles les composantes compétitives de la qualité se révèlent pertinentes que ce soit dans une stratégie de domination par les couts ou une stratégie de différenciation. Toutefois, l'obtention de la qualité requiert de la part du personnel des attitudes et des compétences nouvelles, lesquelles débouchent sur un nouveau mode opératoire. Le management participatif, tant par ses fondements que par ses outils, satisfait aux exigences sociales d'une démarche qualité (deuxième partie). A l'épreuve des faits, l'on constate que la relation "management participatif qualité" n'a pas toujours eu les effets positifs escomptés. Cet écart constaté entre la réalité observée et le discours dominant s'explique. Ce dernier véhicule fréquemment une image exagérément simplificatrice et mécaniste de la firme ; il présente, en outre, ce management participatif comme une technique aisément transposable et systématiquement porteuse de succès. La pratique de la qualité rappelle que l'entreprise est avant tout une organisation humaine qui ne saurait être entièrement cernée par un outil de management (troisième partie)
Since the beginning of the 1980's the quality of the products has been considered as a great asset for the national firms in today's economical context. A first part will show the reasons why the competitive components of quality prove pertinent, whether in a strategy of domination by costs, or in a strategy of differentiation. To obtain quality, however, new attitudes and competences, which open on to new proceedings, are required from the staff. A participative management, by its structures as well as by its means, meets the social requirements of a search for quality (second part). Facts have shown that the "participative management-quality" relationship has not always had the positive results that have been expected. The gap between the facts that be observed, and the prevailing discourse can be explained. The later usually conveys an exaggeratedly simplifying and mechanist idea of the firm. Moreover, it shows, participative management as an easily transposable technique systematically leading to success. The search for quality recalls that a firm is above all a human organization which can't be entirely determined by any means of management

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44

Robinson, Macon R. "Marine leadership of Civilian Personnel : an analysis of Marine Contracting Officers' Management of Civilian P&C Personnel /." Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1997. http://handle.dtic.mil/100.2/ADA342653.

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45

Law, Cho-wa. "Change management : a people-oriented approach /." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18003771.

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46

Ramcharan, Aneel. "Managing human resources in education : applying organisational communication in educational management." Thesis, University of Zululand, 2004. http://hdl.handle.net/10530/321.

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A thesis submitted in fulfilment of the requirements for the Degree of D.Litt in Communication Science, University of Zululand, 2004.
Human Resource Management has become one of the most discussed approaches to the practice and analysis of employment relationship in our modern society. In this thesis I present my recommendations that organisations will function more effectively and efficiently if the people who work in them are encouraged to develop professionally and to use that approach to undertake organisational tasks. Increasingly human resource management is being recognised as crucial, not only to the individual but also to the promotion of effective and efficient organisations. In this thesis I will focus on educational management in two ways — from the perspective of the individual and from the perspective of the organisation. Educational management is a diverse and complex range of activities calling on the exercise of considerable knowledge, skill and judgement by individuals, but its practice is dependent on the culture of particular organisational settings. I focus on this constant interplay between individual capability and organisational requirements, which make human resource management for educational managers both challenging and exciting. In this thesis I will examine how the concepts, skills and insights gained through professional development can be applied by educational managers to specific organisational tasks and systems. At best this thesis encourages school managers to ask questions about their own organisations and to develop their own solutions appropriate to their organisations. My research involves a mixture of theory and practical examples, which it is envisaged will spur students of learning and educational managers to apply and refine in the future. In the final phase of my research I reveal how the concepts, skills and insights gained through professional development can be applied bv educational managers to specific organisational tasks and systems in the effective use of human resources.

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47

Yang, Hui-O. "Human resource management in the hotel industry in Taiwan." Australasian Digital Thesis Program, 2007. http://adt.lib.swin.edu.au/public/adt-VSWT20070704.091205/index.html.

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Thesis (DBA) -- Swinburne University of Technology, Australian Graduate School of Entrepreneurship, 2007.
Doctor of Business Administration, Australian Graduate School of Entrepreneurship, Swinburne University of Technology, 2007. Typescript. Includes bibliographical references (p. 264-285).

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48

Janse, van Rensburg A. H. "Human resource management as a profession in South Africa." Pretoria : [S.n.], 2009. http://upetd.up.ac.za/thesis/available/etd-10262009-160146.

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49

Lamendour, Eve Lemarchand Yannick. "Management et représentation enquête sur les représentations du management dans le cinéma français, 1895-2005 /." [S.l] : [s.n.], 2008. http://castore.univ-nantes.fr/castore/GetOAIRef?idDoc=53786.

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50

Graner, Nathalie, and Gyllström Madeleine. "Perfect match? : Kombinationen av Knowledge Management & Human Resource Management i konsultbolag." Thesis, Linköpings universitet, Företagsekonomi, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-79368.

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Background: We have identified the combination of Knowledge Management and Human Resource Management as interesting because of this constellation has been mentioned scarcely in previous studies. There also seem to be some interesting correlations with personnel turnover. Aim: The aim of this study is to describe and understand the theoretically best combination of Human Resource Management and Knowledge Management, by creating a model. The model is also going to be tested empirically through consulting firms, to see if they meet the ideal combination. With this model we also want to describe in what way the different combinations of strategies will affect the personnel turnover. Definitions: A huge part of this study concerns the theoretical area Human Resource Management, which we have entitled HRM. Similarly, Knowledge Management has been entitled KM. Completion: The study is designed both as a literature review and as a comparative case study in which empirical data has been collected through qualitative interviews with four Swedish management consulting firms. Results: The best combinations of KM and HRM are according to this study that strategies should consist of a thoroughgoing personalization or codification. The result also gives a description of how various HRM-aspects can be adapted in line with the best combination. The result stresses that the companies concerned in these case studies don’t follow these recommended combinations. The result also includes descriptions of the varying effects on personnel turnover that comes along with different combination of KM and HRM.
Bakgrund: Vi har identifierat kombinationen av Knowledge Management och Human Resource Management som intressant då denna konstellation behandlats sparsamt i tidigare studier. Det finns även intressanta samband i termer av personalomsättning som fångat vårt intresse. Syfte: Syftet med denna studie är att skapa en modell för att beskriva och förstå hur de teoretiskt bästa kombinationerna av Human Resource Management och Knowledge Management kan se ut. Modellen ska även testas empiriskt på konsultföretag för att se om de uppfyller idealkombinationerna. I modellen vill vi även beskriva på vilka sätt olika strategikombinationer kan påverka personalomsättningen. Definitioner: Stora delar av studien kretsar kring det teoretiska området Human Resource Management vilket vi har förkortat HRM. På samma sätt har Knowledge Management förkortats som KM. Genomförande: Studien är utformad dels som en litteraturstudie och dels som en komparativ fallstudie där empirin bygger på kvalitativa intervjuer med fyra svenska managementkonsultbolag. Resultat: De bästa kombinationerna av KM och HRM är enligt studien när de genomgående utgörs av personalisering eller kodifiering. Resultatet ger även en beskrivning av hur olika HRM-aspekter kan anpassas i linje med dessa bästa kombinationer. Studien visar även att företag (fallföretagen i denna studie) inte följer idealkombinationerna i praktiken samt att olika kombinationer kan få varierande effekter på företags personalomsättning.

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