Submitted by Nadir Basilio (nadirsb@uninove.br) on 2016-06-10T15:18:22Z No. of bitstreams: 1 Claudiane Reis da Paixao.pdf: 1636553 bytes, checksum: ac8224af7851efbb7b46bfeb87c9c1b5 (MD5) / Made available in DSpace on 2016-06-10T15:18:22Z (GMT). No. of bitstreams: 1 Claudiane Reis da Paixao.pdf: 1636553 bytes, checksum: ac8224af7851efbb7b46bfeb87c9c1b5 (MD5) Previous issue date: 2015-03-24 / This thesis analyzed the strategic management and people and a career in an organization that excels in managing people, according to Aon Hewitt Ranking – published annually in the magazine's best in people management. The selected to compose this research organization was COPAGAZ – with the only presence in the yearbook since its first edition in 2003. The purpose of the thesis turned identify the alignment between the two constructs – Strategic people management and management of career – through the comparison between the perception of the professional area of people management and executive management of the organization regarding policies and human resource practices adopted in the organization. The study was designed based on the phenomenological and hermeneutical method and under the approach of qualitative research, exploratory in nature. The strategy adopted was the case study and one for the data collection contemplated are three sources of evidence: (a) semi-structured interviews with the supervisor of human resources and executive management of the organization; (b) the check list - filled with both - relevant to the constructs under consideration; (c) triangulation for data analysis was completed with the other two instruments. Documentary research - represented by the reports provided by the organization - as well as the editions of the referenced directory, included in the period 2003-2013. Observations made in facilities of the organization completed the data collection. All were analyzed for content, comprising the three analysis categories and sub-categories, all related to the topics. The analysis and discussion of the results showed the congruence of theoretical and empirical data as well as the assumptions and theoretical models announced in formatting the thesis, for each of the constructs: the model of vision transformed (strategic management of people); the model of subjective and Proteins careers (career management) and model of system administration career (the interaction between strategic people management and career management). The research question was answered by the evidence of policies and practices related to human resources management career held at Copagaz organization, thanks to a positioning of human resources, in line with the strategic management and therefore considered as strategic people management. The organization does not yet have a formal program aimed at managing career, but the structure of Copagaz – in particular their beliefs and organizational philosophy – enable them to develop policies aimed at professional development, such as subsidies for scholarships that promote involvement and engagement on the objectives and results of the organization. So says the alignment between the constructs analyzed in this thesis as perceived by the professionals interviewed. In this work suggest if new studies and research about the career, since professional activities represent one of the fields of human achievement. Organizations that excel in managing people demand sustainable management related to the management of people and aligned to career advancement, and professional development for development with mutual gains for individuals and organizations. / Esta tese analisou a gestão estratégica de pessoas e a carreira profissional, em uma organização que se destaca no gerenciamento de pessoas, segundo o Ranking Aon Hewitt, publicado anualmente na revista As melhores em gestão de pessoas. A organização selecionada para compor esta pesquisa foi a organização COPAGAZ, a única com presença no anuário desde a sua primeira edição, em 2003. O propósito da tese buscou identificar o alinhamento entre os dois constructos – a gestão estratégica de pessoas e a gestão da carreira profissional – por meio da comparação entre a percepção do profissional da área de gestão de pessoas e do gestor executivo da organização, em relação às políticas e práticas de recursos humanos, adotadas na organização. O estudo foi delineado com base no método indutivo, com abordagem qualitativa e natureza exploratória. A estratégia adotada foi o estudo de caso único. Para a coleta de dados, foram adotadas as seguintes fontes de evidência: (a) entrevistas semiestruturadas; (b) pesquisas documentais – representadas pelos relatórios disponibilizados pela organização –, bem como pelas edições do anuário referido, compreendidas no período de 2003 a 2014; (c) observações realizadas nas instalações da organização; (d) check lists elaborados com base nos constructos da teoria utilizada. Assim, estes quatro elementos de fontes de informação permitiram assegurar o que se denomina de “triangulação”. Estes dados primários foram quanto ao conteúdo, compreendendo três categorias de análise e respectivas subcategorias, todas relacionadas aos temas pesquisados. A análise e discussão dos resultados evidenciaram a congruência dos dados teóricos e os coletados no campo de pesquisa, bem como dos pressupostos e dos modelos teóricos anunciados na fundamentação da tese: o modelo da visão transformada, (gestão estratégica de pessoas); o modelo das carreiras subjetivas e proteanas (gestão da carreira profissional) e o modelo do sistema de administração da carreira (a interação entre a gestão estratégica de pessoas e a gestão da carreira profissional). A questão de pesquisa foi respondida por meio da evidência das políticas e das práticas de recursos humanos relacionadas à gestão da carreira realizadas na organização COPAGAZ, graças ao posicionamento da área de recursos humanos, em linha com a gestão estratégica empresarial e, por isso, considerada como gestão estratégica de pessoas. A organização ainda não possui um programa formal voltado à gestão da carreira profissional, mas sua estrutura, em especial, suas crenças e a sua filosofia organizacional, voltada ao trabalho com significado os capacitam a desenvolver políticas voltadas ao desenvolvimento profissional a exemplo dos subsídios para as bolsas de estudo que promovem envolvimento e engajamento quanto aos objetivos e resultados da organização. Assim, afirma-se o alinhamento entre os constructos analisados, nesta tese, segundo a percepção dos profissionais entrevistados. Neste trabalho sugerem-se novos estudos e pesquisas acerca da carreira profissional, uma vez que as atividades profissionais representam um dos campos da realização humana. Organizações que se destacam no gerenciamento de pessoas demandam uma administração sustentável ligada à gestão de pessoas e alinhada à carreira profissional, para o desenvolvimento e a evolução profissional, com ganhos mútuos para indivíduos e organizações.

This study explores career maturity, self knowledge and career knowledge and how they influence career decision-making processes among psychology honours students at a South African institution of higher learning. A mixed method approach was used to collect data among (N=62) students who were asked to fill in two career development questionnaires namely, the Career Decision-making Difficulties Questionnaire (CDDQ) and the Career Development Questionnaire (CDQ). 10 scales were measured using the CDDQ. Analysis of the CDDQ revealed moderate difficulties on the General Indecisiveness, Dysfunctional Beliefs and Occupational Information scales. Pertaining to the CDQ, 5 distinct scales which explore the levels of Self information (Self knowledge), Decision making, Career information (Career knowledge), Integration of self information and career information, and Career planning were assessed. Analysis of the CDQ revealed that respondents had adequate levels of career maturity. The results of the content analysis on the qualitative data indicate clinical psychology to be the most popular in relation to other fields of study, followed by research psychology counselling psychology and psychometry. / Dissertation (MA)--University of Pretoria, 2010. / Psychology / unrestricted

Försvarsmakten står inför en spännande utmaning genom att för första gången på mycket länge öka sin förmåga, med tillväxt av såväl numerära förband som förmågebredd och effekt. För att lyckas med detta är personalen en viktig komponent, kanske till och med den allra viktigaste. Det finns en stark politisk vilja att Försvarsmakten skall stärkas för att med bredare kompetens stå bättre rustad i hanteringen av en komplex hotbild. För att lyckas med en omfattande tillväxt kommer det kräva att Försvarsmakten kan behålla erfarenhet som finns inom organisationen samtidigt som det rekryteras ny personal. Denna undersökning är kvalitativ till sin utformning och fokuserar på att försöka förstå varför officerare vid K 3 väljer att söka alternativa karriärvägar. Den bygger i huvudsak på empiri från officerare som har slutat vid förbandet de tre senaste åren. Undersökningen handlar om relationen mellan en organisation och de individer som är en del av den. Resultatet visar att de huvudsakliga faktorerna till att officerare väljer alternativa karriärvägar och slutar vid förbandet handlar om att de inte tydligt kan se sina karriär- och utvecklingsmöjligheter samt bristande kommunikation avseende dessa. Individen upplever vidare en minskad samhörighet inom förbandet och att deras erfarenhet och kompetens inte omhändertas i tillräcklig omfattning.

This study explores career maturity, self knowledge and career knowledge and how they influence career decision-making processes among psychology honours students at a South African institution of higher learning. A mixed method approach was used to collect data among (N=62) students who were asked to fill in two career development questionnaires namely, the Career Decision-making Difficulties Questionnaire (CDDQ) and the Career Development Questionnaire (CDQ). 10 scales were measured using the CDDQ. Analysis of the CDDQ revealed moderate difficulties on the General Indecisiveness, Dysfunctional Beliefs and Occupational Information scales. Pertaining to the CDQ, 5 distinct scales which explore the levels of Self information (Self knowledge), Decision making, Career information (Career knowledge), Integration of self information and career information, and Career planning were assessed. Analysis of the CDQ revealed that respondents had adequate levels of career maturity. The results of the content analysis on the qualitative data indicate clinical psychology to be the most popular in relation to other fields of study, followed by research psychology counselling psychology and psychometry. / Dissertation (MA)--University of Pretoria, 2010. / Psychology / unrestricted

Wie zufrieden sind die sächsischen Studierenden mit ihrem Studium? Was waren die Entscheidungsgründe ein Studium in Sachsen aufzunehmen? Planen die Bachelorstudierenden einen Masterstudium und an welcher Hochschule? Entspricht die Beratungs- und Betreuungssituation an sächsischen Hochschulen ihren Bedürfnissen und Ansprüchen? Konnten sie einen Auslandsaufenthalt oder ein Praktikum verwirklichen? Wie gestaltet sich die Lebenssituation der Studierenden und wie werden von ihrer Seite die Rahmenbedingungen des Studiums eingeschätzt? Diese und ähnliche Fragen können mit der vorliegenden Hochschulstatistik nicht beantwortet werden. Antworten darauf kann die Sächsische Studierendenbefragung geben, die 2012 bereits zum zweiten Mal durchgeführt wurde.

Ziel der großangelegten Onlinebefragung, bei welcher jede/r vierte sächsische Studierende befragt wurde, war die Erhebung der Studiensituation an sächsischen Hochschulen aus Sicht der Studierenden. Insbesondere durch die Umsetzung der Studienreform im Zuge des Bologna-Prozesses hat das Studium in Sachsen vielfältige Veränderungen erfahren. Eine systematische Bestandsaufnahme der Studiensituation und Studienqualität aus Sicht der Studierenden ist daher von hoher Wichtigkeit. Sie soll helfen, Stärken und Schwächen der Hochschulausbildung in Sachsen ausfindig zu machen und wichtige Informationen für die zukünftige Gestaltung der sächsischen Hochschullandschaft liefern. Dafür wurde bereits 2005 ein Erhebungsinstrument entwickelt und nunmehr aktualisiert, das auch auf die Erfahrungen des Konstanzer Studierendensurvey sowie der vom Hochschul-Informations-System (HIS) durchgeführten Studierendenbefragungen zurückgreift und somit Vergleichsmöglichkeiten offeriert. Die Studiensituation ist ein komplexes Konstrukt, welches sich aus mehreren Aspekten zusammensetzt. Der Fragebogen beinhaltet 10 Teilbereiche (u.a. zur Lehrqualität, persönlichen Belastungen oder Rahmenbedingungen des Studiums). Finanziert wurde diese Empirische Untersuchung durch das Sächsische Staatsministerium für Wissenschaft und Kunst.

No description available.

The purpose of the research was to recommend a model for strategic human resource management through an effective staff performance appraisal system in Botswana public libraries. Performance appraisal is not a new concept; however the evolution of performance appraisal tools and techniques has been slow compared to that of other management fields. This discrepancy is now being realised; organisations are starting to acknowledge the importance of comprehensive, regular appraisal of staff as part of an effective human resource management policy. Human resources are a scarce and valuable tool in any organisation and it is mainly through performance appraisal that they can be developed and maintained, to ensure organisational success. The theory underlying strategic human resource management and performance management has been studied. Empirical research through a questionnaire was carried out in 23 public libraries. From these it was possible to develop a model entitled "A recommended strategic human resource management model". From empirical investigation the main critical qualities for efficient public library services were revealed as enthusiasm; positive attitude; innovative thinking; capability and commitment; critical competencies as expertise; team-building; and leadership; critical external factors as external environment; global competition; shrinking budget; changing library customers and employees' needs and information technology; strategic management issues organisational culture; transformational leadership; employee recognition and reward systems; performance measurement system; productivity improvement; and customer orientation; critical staff issues as sense of purpose and achievement; feeling of self-worth; job-security; recognition; status; career development; and salary; motivational factors as effective communication; job satisfaction; delegation of authority; clear job description; performance feedback; conducive working environment; human resource strategy issues as motivation building among staff;continuous education and development; generating competitive advantage through human resources; and alignment of human resource strategy with strategic management plan. The study recommends a strategic human resource management model for libraries along with: conducive working environment; adequate IT infrastructure to store, organise and retrieve information; staff training for excellent customer service; objective, reward based staff appraisal; performance feedback; performance appraisal should be aligned with staff selection, library mission, staff motivation and promotion in order to use it strategically; and human resource strategy should be developed immediately. / Information Science / D. Litt. et Phil. (Information Science)

本研究乃在探討個人內在衝突、人際衝突、個人生涯規劃的瞭解程度以及生涯發展效能之間的關係，並提出衝突管理的技巧與方法以做為個人生涯規劃時的技術之一。 　　本文共分為六章，第一章為「緒論」，說明本文之研究緣起與研究目的、研究範圍、研究方法與研究限制、及重要名詞界定。 　　其次，本文採文獻探討法與問卷調查法，在文獻探討方面，於第二章為「生涯發展的理論基礎與相關文獻」，將說明生涯發展理論的概況、生涯發展的理論與模型、生涯發展的階段與任務以及生涯發展的效能。第三章為「衝突管理的理論基礎及其應用」，探討衝突管理的基本內涵、衝突管理的理論與模型、衝突管理的方法與技巧。 　　再者，在問卷調查方面，本研究之抽樣對象為財政部賦稅署、高雄市國稅局、臺灣省南區國稅局、台北市稅捐稽徵處及花蓮縣稅捐稽徵處等五個機關，總計531位稅務人員。研究量表為筆者自行編製，主要的變項為個人內在衝突、人際衝突、個人生涯規劃的瞭解程度以及生涯發展效能四大部份，資料分析方法則採次數分配、t考驗、變異數分析、相關分析及迴歸分析等方法。這些內容皆於第四章「實證研究調查與設計」中，分為相關研究與本文研究架構及假設、研究對象的探討、研究工具及樣本特性、及資料分析方法四節說明之。 　　再次，於第五章「研究結果分析與討論口說明本研究的結果，而本文的研究發現可歸納為以下數點： 　　1.男性、已婚者、主管人員、年齡較長者、服公職年資較久者、及簡任官等人員對生涯規劃的瞭解程度較高。 　　2.女性、未婚，在目前機關任職五年以下者、及委任官等人員之「個人一角色的衝突」較高。 　　3.年齡較輕者與服公職年資較短者，其個人的內在衝突較高。 　　4.男性、主管人員、年齡較輕者、服公職年資較短者、及薦任官等人員，對人際衝突處理風格較偏向採取「整合」的方法。 　　5.男性、已婚、主管人員、年齡較長者、服公職年資較久者、監察政風人員、官等較高者、及花蓮縣稅捐稽徵處人員，其生涯發展的效能較高。 　　6.個人生涯規劃瞭解程度與個人內在衝突、人際衝突的處理風格及生涯發展效能的相關性，分別呈負相關、正相關及正相關。 　　7.個人內在衝突與人際衝突的處理風格、及與生涯發展效能的相關性，皆呈現負相關。 　　8.「整合」、「專斷」及「妥協」等人際衝突的處理風格與生涯發展效能呈現正相關。 　　9.個人的生涯規劃瞭解程度、個人內在衝突及人際衝突對生涯發展效能的預測力不盡理想。 　　10.在本研究中，稅務人員人際衝突的處理風格僅出現四種，亦即整合、謙恭、專斷、及妥協四種風格。 　　最後，第六章「結論」將綜合前述的研究結果加以討論，並就理論探討與實証研究部份提出研究建議。

The purpose of the research was to recommend a model for strategic human resource management through an effective staff performance appraisal system in Botswana public libraries. Performance appraisal is not a new concept; however the evolution of performance appraisal tools and techniques has been slow compared to that of other management fields. This discrepancy is now being realised; organisations are starting to acknowledge the importance of comprehensive, regular appraisal of staff as part of an effective human resource management policy. Human resources are a scarce and valuable tool in any organisation and it is mainly through performance appraisal that they can be developed and maintained, to ensure organisational success. The theory underlying strategic human resource management and performance management has been studied. Empirical research through a questionnaire was carried out in 23 public libraries. From these it was possible to develop a model entitled "A recommended strategic human resource management model". From empirical investigation the main critical qualities for efficient public library services were revealed as enthusiasm; positive attitude; innovative thinking; capability and commitment; critical competencies as expertise; team-building; and leadership; critical external factors as external environment; global competition; shrinking budget; changing library customers and employees' needs and information technology; strategic management issues organisational culture; transformational leadership; employee recognition and reward systems; performance measurement system; productivity improvement; and customer orientation; critical staff issues as sense of purpose and achievement; feeling of self-worth; job-security; recognition; status; career development; and salary; motivational factors as effective communication; job satisfaction; delegation of authority; clear job description; performance feedback; conducive working environment; human resource strategy issues as motivation building among staff;continuous education and development; generating competitive advantage through human resources; and alignment of human resource strategy with strategic management plan. The study recommends a strategic human resource management model for libraries along with: conducive working environment; adequate IT infrastructure to store, organise and retrieve information; staff training for excellent customer service; objective, reward based staff appraisal; performance feedback; performance appraisal should be aligned with staff selection, library mission, staff motivation and promotion in order to use it strategically; and human resource strategy should be developed immediately. / Information Science / D. Litt. et Phil. (Information Science)