Thesis (Ph. D.)--University of Washington, 2004. / Vita. Includes bibliographical references (leaves 119-126).

Thesis (Ph. D.)--University of Sydney, 2004. / Title from title screen (viewed 8 May 2008). Submitted in fulfilment of the requirements for the degree of Doctor of Philosophy to the Discipline of Work and Organisational Studies, School of Business, Faculty of Economics and Business. Includes bibliographical references. Also available in print form.

Orientador: José Dari Krein / Dissertação (mestrado) - Universidade Estadual de Campinas, Instituto de Economia / Made available in DSpace on 2018-08-24T14:58:49Z (GMT). No. of bitstreams: 1 Colombi_AnaPaulaFregnani_M.pdf: 2955686 bytes, checksum: e19c0e21f1ae7ecb1b95811efcc5f5a2 (MD5) Previous issue date: 2014 / Resumo: O objetivo deste trabalho consiste em analisar a atuação do Sindicato dos Bancários e Financiários de São Paulo, Osasco e Região durante os anos 2000 na tentativa de manter sua representatividade perante os trabalhadores e seu reconhecimento diante da sociedade num contexto de profundas mudanças no capitalismo contemporâneo com crescentes desafios à ação coletiva. A dissertação estrutura-se em três momentos: o primeiro visa reconstituir a trajetória da agenda sindical da referida instituição nos diferentes momentos de sua história com o intento de estabelecer um ponto de referência para a análise de sua atuação contemporânea; o segundo enfoca a descrição das atuais mudanças no setor, no conteúdo do trabalho e no perfil da categoria à luz das transformações no capitalismo contemporâneo com o intuito de elucidar os impactos negativos desses processos sobre a capacidade de mobilização coletiva dos bancários; e o terceiro trata da descrição das estratégias adotadas durante os anos 2000 pelo sindicato pesquisado para fazer frente ao cenário de dificuldades imposto à ação coletiva para, por fim, em perspectiva histórica, analisar e dar significação à sua atuação. A pesquisa mostra que a referida instituição logrou levantar as questões consideradas relevantes para a categoria, exercendo sua capacidade de representação dos interesses dos trabalhadores e dialogando com as aspirações dos bancários dentro dos limites colocados pela forma de organização do trabalho, que tende a individualizar e fragmentar os interesses da categoria e dificultar estratégias com sentido universalizante / Abstract: The aim of this research is to analyze the performance of the São Paulo Bank Workers¿ Union during the 2000s, in an attempt to maintain their representativeness and their acceptance in society in a context of deep changes in contemporary capitalism marked by growing challenges to collective action. The dissertation is divided into three parts: the first aims to reconstruct the past trajectory of the São Paulo Bank Workers¿ Union agenda at different times in its history as a way to establish a reference point for the analysis of its contemporary performance; the second focuses on the description of current changes in the banking system, in the profile and tasks of bank workers who have been impacted by the transformation of contemporary capitalism, as a way of highlighting the negative impacts of these processes on the capacity of bank workers to undertake collective mobilizations; and the third describes the strategies adopted during the 2000s by the São Paulo Bank Workers¿ Union as a response to the difficulties in adopting collective actions, as a way of analyzing and giving meaning to their actions in a historical perspective. The research illustrates that the São Paulo Bank Workers¿ Union succeeded in raising issues considered relevant to the profession, exercising its capacity to represent the interests of workers and dialoguing with their aspirations within the limits placed by the new forms of workplace organization that tend to individualize and to fragment the workers' interests, hindering strategies with a more universal scope / Mestrado / Economia Social e do Trabalho / Mestra em Desenvolvimento Econômico

Orientador: José Dari Krein / Dissertação (mestrado) - Universidade Estadual de Campinas, Instituto de Economia / Made available in DSpace on 2018-08-22T23:22:37Z (GMT). No. of bitstreams: 1 Gehm_TaiseCristina_M.pdf: 2366102 bytes, checksum: be801ff7a9594b0d08ac3b35657ded43 (MD5) Previous issue date: 2013 / Resumo: A presente dissertação objetiva compreender as transformações que ocorreram no trabalho bancário, tendo como referência o Banco do Brasil. À análise começa identificando as mudanças gerais que o sistema bancário sofreu no contexto brasileiro dos anos 1990 e 2000. Alterações de estratégia dos bancos, que vieram com o aprofundamento do processo de automatização, a externalização das atividades (como a terceirização e os correspondentes bancários), a mudança da natureza do bancário como vendedor. A reorganização do trabalho também foi fortemente influenciada pelo estabelecimento de metas, que provocou alterações nas condições de trabalho, gerando relações permeadas por hostilidade. A maior pressão e intensificação impactam na saúde física e mental dos trabalhadores. O conjunto das mudanças também influenciou as relações de trabalho e o perfil dos bancários / Abstract: The present dissertation intends to understand the transformations that occurred on the bank sector. The analysis focus on Banco do Brasil identifying general changes in the bank system during the period of 1990 and 2000, in Brazil. Among the bank strategies which are important to this study we mention: the automation increasing, outsourcing, the bank workers' selling activities. The reorganization of work was strongly influenced by goals' parameters, which has been modifying working conditions. These changes have been provoking hostilities among workers' relationship, due to more pressure and working intensification. This type of environment is directly responsible on workers' physical and mental health / Mestrado / Economia Social e do Trabalho / Mestra em Desenvolvimento Econômico

Finding and developing key talent is one of the toughest business challenges that executives face. The main problem of this study was to identify strategies that could be implemented by the Bank of Zambia (BoZ) in order to retain key talent. To achieve this objective the following procedure was followed: - Talent management strategies that were used at that time to improve retention at the BoZ were presented and discussed. Four main strategies were identified; professional scales, promotions, cash awards and flexible working hours. - Data regarding the turnover of people with key talent at the BoZ was collected and analysed. Key talent was defined and key talent at the BoZ was identified. It emerged that a retention problem was experienced among employees with a first university degree or professional qualifications such as ACCA/CIMA. The employees were mainly employed at the middle management level. - A literature study was conducted to identify talent management strategies that organisations could use to manage key talent. The literature study focused on the talent management process as a whole. Attention was focused on who should take responsibility for talent management, the importance of talent management and talent management strategies related to motivation, leadership and human resource strategies were also highlighted. The three strategies were found to be inter-related. The theoretical study formed the basis for the development of a survey questionnaire to establish the extent to which the strategies revealed in literature were utilised at the bank. The survey was administered to a randomly selected group of middle management employees at BoZ 5 and BoZ 6 levels. iv The empirical results revealed that all the strategies identified were used but that there was room for improvement in some areas. It was evident that many respondents felt that talent management was not a business priority at the bank. Many respondents felt that human resources played an adequate role in talent management but that their direct supervisors and senior management should play a bigger role than was currently the case. It was also evident from the results that most respondents felt that the leadership style of supervisors at the BoZ was effective and supportive. The extent to which some of the human resource strategies were used could lead to low morale and dissatisfaction among people with key talent. Specifically, the results revealed that most respondents felt that performance appraisals were not fairly and consistently applied or linked to incentives. On the basis of the literature study and the results of the empirical study, a talent management model was developed for the effective implementation of retention strategies. However, the effectiveness of these strategies would depend on the support of management. Managers, supervisors and employees themselves have to be involved in talent management.

A well-run business combines motivated, trained employees with the right work environment to produce the greatest results at the least cost. When the results (from a product or service) do not exceed costs by a sufficient margin, at least one part of the system is not operating efficiently. This problem is caused by a production deficiency, which occurs when actual performance does not match the desired performance (Herem, 1979). In order to determine the root of this problem, two areas must be examined. These areas are (a) the nature of the work environment and its organizational structure, which may prevent performance in spite of employee effort, and (b) the employees themselves who may lack either the motivation or the skills to perform the job. Intervention can be designed for either or both of these areas to ameliorate the production deficiency. After implementation, the results of such interventions must be evaluated for their effectiveness. This paper will review the processes of deficiency assessment, intervention, and program evaluation as they might be found in a business or service setting.

Thesis (MBA)--Stellenbosch University, 2008. / ENGLISH ABSTRACT: Within a highly regulated industry such as banking, learning takes place not only to better equip staff to deal with problems which may cross their paths, but to enable them to develop and grow into new roles within the bank. In addition to the regulation in the industry, there is also legislation goveming the learning providers within the industry. These learning providers have to abide by multiple rules and regulations set out by the Skills Development Act and the Banking Sector Training Authority, which grants accredited training-provider status to in-house learning departments of the various banks. With all the reports and returns that now have to be submitted to the Department of Labour, and the Skills Development levy that is paid to the South African Revenue Service, businesses are turning their attention to the amount of money actually being spent on training, and are starting to ask pertinent questions about the impact of learning. To answer these questions, the learning strategies that organisations adopt in order to become learning organisations need to be scrutinised and analysed, before moving on to how the measurement of retum on investment in learning can be determined and integrated into the balanced scorecard measurement for learning and growth. In the course of this study, the issues mentioned above will be discussed from a generic, theoretical point of view, before applying them specifically to the case of First National Bank. / AFRIKAANSE OPSOMMING: In 'n hoogs gereguleerde bedryf soos die bankwese, vind leer nie net plaas om personeel beter toe te rus om probleme te hanteer wat oor hulle pad kan kom nie, maar ook om personeel nuwe rolle binne die bank te laat ontwikkel en aanneem. Bo en behalwe die regulasies van die bedryf, is daar ook wetgewing ingevolge waarvan verskaffers van opleiding binne die bedryf moet optree. Hierdie opleidingsverskaffers moet aan verskeie reels en regulasies valdoen soos neergele deur die Wet op Vaardigheids-ontwikkeling en die sektorale onderwys- en opleidingsowerheid vir die bankwese (BANKS ETA), wat geakkrediteerde opleidingsverskafferstatus aan interne opleidingsdepartemente van die verskillende banke toestaan. Met al die verslae en opgawes wat deesdae aan die Departement van Arbeid verskaf moet word sowel as die vaardigheidsontwikkelingsheffing wat aan die Suid-Afrikaanse Inkomstediens betaal moet word, word ondernemings al hoe meer bewus van die hoeveelheid geld wat hulle aan opleiding bestee, en begin vra hulle al hoe meer tersaaklike vrae oor die impak van opleiding. Om hierdie vrae te beantwoord, moet 'n mens die leerstrategiee wat organisasies aanvaar ten einde leerorganisasies te word, onder die loep neem en ontleed. Hierna kan die aandag verskuif na die wyse waarop die meting van opbrengs op belegging in opleiding bereken en geintegreer kan word by die gebalanseerde-telkaartmeting van leer en groei. In hierdie studie word bogenoemde sake uit 'n generiese, teoretiese hoek bespreek voordat dit meer bepaald op Eerste Nasionale Bank toegepas word.

by Kung Ching-Chuan, Anna. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1992. / Includes bibliographical references. / TABLE OF CONTENTS --- p.ii / INTRODUCTION --- p.1 / The Management Development Needs For Hong Kong In The Decade Of 90s --- p.4 / The Scope Of The Study --- p.6 / The Rationale For A Case Study On The Bank Of China Group --- p.7 / The Objectives Of The Case Study --- p.8 / LITERATURE REVIEW ON MANAGEMENT DEVELOPMENT & TRAINING --- p.10 / What Is Meant By Management Development & Training --- p.10 / The Purposes Of Management Development & Training --- p.12 / Meeting the Future Management Needs --- p.13 / Developing & Advancing the Individuals --- p.14 / The Historical Development Of The Concept Of Management Development --- p.15 / A CASE STUDY： THE BANK OF CHINA GROUP TRAINING & DEVELOPMENT CENTRE --- p.19 / The Development Trend Of The Training & Development Programme --- p.19 / The First Stage: 1980 - 1985 --- p.20 / The Second Stage: 1986 - 1988 --- p.20 / The Third Stage: 1989 and Onwards --- p.21 / The Structure Of The Bank Of China Group Training & Development Centre --- p.22 / The Corporate Strategy Of The BOC Group In The 1990s --- p.23 / The Overall Objective Of The BOC Group Training & Development Centre --- p.23 / The Purposes Of The Centre's Training And Development Programme --- p.24 / The Nature Of The Centre's Management Development And Training Programme --- p.25 / The Programme For The Lower Level Management --- p.27 / The Programme For The Middle Level Management --- p.30 / An in-depth elementary course on Management --- p.31 / Seminar on Leadership & Teamwork --- p.32 / Seminar on Interviewing Skills with Subordinates --- p.32 / A Course on Banking Business Development --- p.33 / A Course on Human Resources Management --- p.33 / The Programme For The Top Management --- p.34 / The English-Language Training Courses --- p.35 / Other Courses --- p.36 / The Role Of Trainers --- p.36 / As An Encourager --- p.37 / As A Facilitator --- p.37 / As A Deliverer --- p.37 / An Evaluation On The Programme --- p.38 / Its Future In The Coming Years --- p.39 / CONCLUSION --- p.42 / The Growing Importance Of Management Development In Hong Kong --- p.42 / A Change In The Approach of Management Development --- p.45 / The Common Management Development & Training Methods --- p.47 / BIBLIOGRAPHY --- p.50 / APPENDIX --- p.54

Thesis (M.B.A.)--University of Hong Kong, 1996. / Includes bibliographical references (leaf 70-71).

published_or_final_version / Business Administration / Master / Master of Business Administration