Ce travail a pour finalité d'analyser l'évolution de la GRH au sein des entreprises marocaines vers l'avènement d'une nouvelle tendance « Talents », en prenant le cas du secteur bancaire. Ce secteur connaît actuellement un contexte concurrentiel rude, notamment en présence d'une conjoncture économique difficile, une crise financière internationale, et un turn-over important. Nous avons choisi une méthodologie qualitative qui fait appel à des échanges, des entretiens en face à face, et aussi téléphoniques, réalisés sur le terrain. Cette thèse vise à comprendre l'approche « Talents » non seulement du point de vue de l'entreprise, mais également de la discerner telle que nous pouvons l'apercevoir chez le salarié. En effet, l'évolution actuelle de la mondialisation peut être repérée dans plusieurs domaines, et principalement dans les marchés financiers. Cela entraine certes des changements dans le fonctionnement de ce secteur. D'où l'apparition des nouvelles pratiques RH. L'objectif principal de la présente recherche est de voir si la gestion des talents peut s'imposer au sein des entreprises marocaines comme une nouvelle pratique de la GRH. Pour ce faire, nous allons tout d'abord déterminer la politique actuelle mise en place par les banques en termes de GRH, puis nous allons essayer de discerner la place de la nouvelle tendance « Talents » au sein de celles-ci, et enfin, nous allons analyser les résultats obtenus, et confirmer ou infirmer les hypothèses formulées à la lumière de notre étude empirique. Les résultats de ce travail peuvent faire l'objet de recommandations pratiques aux banques marocaines, afin de revoir leur politique RH, et de faire face aux enjeux actuels. / The purpose of this work is to analyze the evolution of HRM in the Moroccan companies to the advent of a new trend "Talents", taking the case of the banking sector. This sector is currently experiencing a severe competitive environment, particularly in the presence of a difficult economic environment, international financial crisis, and high turnover. We chose a qualitative methodology that involves exchanges, face-to-face discussion or phone interview. This thesis aims to understand the "Talents" not only in terms of business approach, but also to discern it as we can perceive it from the employee. Indeed, the current evolution of globalization can be spotted in several areas, especially in the financial markets. This certainly leads to changes in the functioning of this sector. Hence the appearance of new HR practices. The main objective of this research is to see if the talent management may be required in Moroccan companies as a new practice of HRM. To do this, we will first determine the current policy implemented by banks in terms of HRM, then we will try to discern the place of the new trend "Talents" in them, and finally, we will analyze the results and confirm or refute the hypotheses that have been mad of our empirical study. The results of this work may be of practical recommendations to Moroccan banks to review their HR policies, and cope the current issues.

Graduate recruitment is an activity that is practiced by many organisations and HR professionals in South Africa (SAGRA, 2012), yet there is still much to learn about the challenge of what graduates perceive to be the most important factors in attracting and retaining them. In addition, it is generally known that the information and communications technology (ICT) industry is at “war for talent” (McKinsey&Company, 2007) among IT graduates due to the scarcity of the IT skills set (ITWEB, 2008). IT News Africa (2012) reports that South Africa has a growing shortage of skilled workers within the information and communication technology (ICT) field. This can particularly be indicated by the numbers released by South Africa’s Department of Home Affairs, which for instance, has issued a detailed list of 7,600 open ICT technical job vacancies (IT News Africa, 2012). The objectives of the study were: (1) to determine what firstly attracts IT graduates to ICT companies, and (2) to determine what retains these IT graduates. The purpose of this was to assist HR managers to overcome the challenge of attraction and retention within the ICT industry. Data for this study was collected by means of an online survey, namely the IT Graduate Recruitment Survey, on a purposive sample (N = 172) of IT graduates in the South African IT sector. Descriptive frequency, median, ranking and chi-square statistics revealed significant insight into the IT graduate’s perspective of attraction and retention factors. The main findings indicate that the top attraction factors for IT graduates include interest in the prospective organisation’s specific products, the services it provides and the employer’s brand in the industry; the overall reputation of the employer; career opportunities; security of employment; and to be able to make use of the IT qualification for which they studied. The two most influential advertising techniques to attract IT graduates are people who already work in the industry, and employer websites. The top retention factors include the availability of opportunities for further study, being supported by the employer and future career opportunities. The findings contribute valuable insight and knowledge to the field of Human Resource Management that can be applied in the recruitment, selection and talent management processes in relation to IT graduates in the ICT industry. Future research could compare different ethnic, gender and qualification groups – i.e. an IT degree candidate versus a diploma candidate – and their expectations when entering the workplace. The impact of on-boarding and induction can also be investigated in terms of the impact these have on retention. It is also recommended that researchers conduct in-depth qualitative interviews together with the current questionnaire to evaluate IT students’ and graduates’ perceptions of the viable attraction and retention techniques more critically. / Dissertation (MCom)--University of Pretoria, 2013. / Human Resource Management / unrestricted

No description available.

L’objectif de cette thèse est de comprendre le processus d’articulation entre la GRH et l’innovation en PME. Nous faisons le choix de rompre avec l’approche traditionnelle qui consiste à souligner les enjeux de l’alignement stratégique entre ces deux éléments. A partir des enseignements tirés de la pré-étude exploratoire menée auprès de quatre PME innovantes, nousnous inscrivons dans une perspective relationnelle au travers du don. L’analyse se fonde donc sur la théorie du don/contre-don, couplée à une grille de lecture sur la GRH en PME.Une étude de cas multiples, s’appuyant sur 52 entretiens semi-directifs, des observations ainsi que des analyses documentaires, a été conduite auprès de trois PME innovantes. Nous aboutissons à une structuration des données et à une modélisation processuelle selon la méthode dite « à la Gioia ». Les résultats de la recherche montrent que l’articulation entre la GRH et l’innovation en PME, au travers des relations de don/contre-don entre acteurs, repose sur un processus composé de trois étapes : libérer les dons, mobiliser les dons et repenser les dons. Enfin, nous sensibilisons les dirigeants et les relais RH aux trois éléments suivants : l’évolution du contexte organisationnel, le rôle des liens sociaux intenses et les pratiques de GRHmobilisées. / This thesis aims to understand the process of articulation between HRM and innovation in SMEs. We choose to break with the traditional approach of highlighting the issues of strategic alignment between these two elements. Based on the lessons learned from the exploratory prestudy carried out in four innovative SMEs, we opt for a relational perspective through gift. The analysis is therefore based on the theory of gift exchange, combined with an interpretative framework on HRM in SMEs.A multi-case study, based on 52 semi-structured interviews, observations and documentary analysis, was conducted on three innovative SMEs. We lead to a data structuring and a processual modeling according to the ‘Gioia’ method. The results show that the articulation between HRM and innovation in SMEs, through gift exchange relationships between actors, is based on a process consisting of three stages: unleashing gifts, mobilizing gifts and rethinking gifts. Finally, we raise the awareness of owner-managers and HR relays to the following three elements: the evolution of the organizational context, the role of the intense social ties and the mobilized HRM practices.

The diploma thesis aims to describe the functional disorders of the upper gastrointestinal tract with an emphasis on gastroesophageal reflux disease. The theoretical part describes the anatomy, pathophysiology, etiology of GERD and treatment options. In the practical part is measured postural reactivity of the diaphragm in the selected 15 probands with GERD. We measured the postural reactivity of the diaphragm using high resolution manometry in various postural situations: lying on the back with flexion of lower limbs above the surface, standing and standing on the AIREX mat, for standing patients, we used weights of 3,6 and 9 kilos inside and outside the center of gravity. Patients also completed the GERD Health-Related Quality of Life questionnaire. The measurements confirmed an increase in resting pressure in all positions except standing, which correlated with the highest occurrence of reflux episodes in standing. The results were compared with a healthy control group. The activation of the crural part of the diaphragm was the same in both groups. We found in patients with GERD decreased coordination, delayed and influent activation of the crural diaphragm. The most significant increase in pressure in GERD patients occurred in the postural position of the flexed lower limbs and in standing...

Counting Carrots… as this cross-section study is entitled studied the distribution of motivation incentives in Central Stockholm’s banking sector and if it varied for different groups of bank-employees, according to bank-employees. This variation in the distribution of employee benefits was examined quantitatively in accordance to three explanatory variables: 1 – Job position, 2 – Bank size and 3 – the Gender of respondents. On account of the above variables, three hypotheses were propounded from: the concept of separating firm ownership and control, economies of scale and experience and the theory on labor market dualism. Concerning Bank size, empirical proof showed that the distribution of employee incentives in Big banks varied more than it did in Small banks thanks to cost and resource saving advantages. Nevertheless, this study was unsuccessful in producing adequate empirical evidence to indicate such variation in motivation incentives when considering employees’ Job position and Gender. This lack of empirical proof contradicted notions from relevant theoretical constructs on divorcing firm ownership from control and from the dual labor market theory. In some respects, conclusions arrived at were not consistent with what Davydenko et al. (2017) observed in Poznan, Poland on a similar topic about incentives diversity. In future, more work remains to be done which should include more features of motivation incentives such as their quality versus quantity or/and their degree of effectiveness in elevating employee engagement with the intent to improve or complement the produced findings from this study. / Denna tvärsnittsstudie har undersökt variabilitet på de verktyg som banker i Stockholm använder för att höja motivationen bland sina anställda. Studiens metod har varit kvantitativ, där respondenterna utgjorts av bankanställda i Stockholm. Studiens insamlade data har sedan granskats mot tre förklarande variabler: 1 – anställningsposition, 2 – storleken på den bank som respondenten är anställd på, och slutligen 3 – respondentens kön. Beträffande anställningsposition och kön lyckades studien inte finna några övertygande empiriska bevis på att dessa variabler hade någon tydlig effekt på hur motivationsincitamenten mottogs. Däremot förefaller storleken på banken vara av betydelse, där större banker erbjuder större incitamentvariabilitet för sina anställda, än små banker. I vissa fall har de slutsatser som dragits varken varit förenliga med den relevanta teorin eller i överensstämmelse med vad Davydenko et al. (2017) observerade när de studerade ett liknande ämne i staden Poznan. I framtiden återstår emellertid mer arbete, vilket bör utgå från en större mängd egenskaper av incitamentsverktyg. Till yttermera visso bör motivationsincitamentens kvalitet kontra kvantitet studeras med frågor såsom huruvida specifika personalförmåner verkligen uppfyller sitt tänkta syfte eller ej. Detta för att komplettera och/eller nyansera de upptäckter som gjorts i Att räkna morötter...

This diploma thesis deals with the issue of corporate social responsibility in connection with employment selection by generation Y also known as Millenials. According to the quantitative and qualitative research, suggested recommendations for companies are made on finding out how CSR is perceived by potential employees, and to what extent it affects their employment decisions. Based on the research, the author concludes that more educated respondents have a higher awareness of CSR and that corporate social responsibility is more important in the selection of employment among respondents with higher gross incomes. Also, the choice of work for a more socially responsible company at the price of a lower wage depends on the respondent's education and the respondent's gross monthly income. Research suggests that CSR is an important factor in job selection and companies should focus on the activities associated with it.

Background: Achalasia is a primary esophageal motility disorder that can be classified into three types (I-III) based on high-resolution manometry (HRM). Exact pathogenesis is unknown, but immune-mediated processes and genetic predisposition play a role, which is supported by finding of a genetic risk variant (rs28688207 insertion) in HLA-DQB1 gene that is strongly associated with achalasia. Per-oral endoscopic myotomy (POEM) has become a standard treatment for achalasia, but the long-term efficacy, safety and impact on esophageal physiology are not fully understood. The aims of our studies were to perform the first genotype-phenotype analysis investigating the frequency of rs28688207 accross three HRM types of achalasia, to evaluate the efficacy and safety of POEM and to assess the post-POEM esophageal motility patterns. Patients and methods: These were three retrospective studies of prospectively collected data. Genotyping of the rs2868827 insertion was performed using real-time PCR in 347 patients from Czech Republic (n = 163), Germany (n = 114), Greece (n = 70). The efficacy and safety of POEM were evaluated in 133 patients treated in our center. The post-POEM esophageal motility was assessed using the Chicago Classification in 237 patients in whom HRM was performed prior to and after POEM....

Bakgrunden till denna studie bygger på vårt intresse för arbetet med rekrytering och dendigitala teknikutvecklingen som följt vår generation födda på 1990-talet fram till där vi äridag. Studiens syfte grundar sig därför i att få en djupare förståelse för hur digitaliseringenoch den digitala tekniken påverkar yrkesverksamma inom rekrytering. Studien tar avstamp iden tid där digitaliseringen av samhället har nått den nivån där teknologin både medför storafördelar men även nackdelar i hur människan implementeras och anpassas till de digitalaverktygen i arbetet. Digitaliseringen har påverkat samhället dramatiskt vad gäller tillgångenpå information och har således inneburit en stor omställning för organisationer, arbete ochindivider. Digitaliseringen liknas ofta med en tsunami och den nya tekniken medför att närahälften av alla arbetsuppgifter kommer att tas över av tekniska system och automation denärmaste 20 åren vilket innebär en stor omställning för individer och organisationer. Studien använder sig av kvalitativa intervjuer med åtta olika rekryterare från två olikasektorer. Forskningsansatsen är kvalitativ och vi vill försöka skapa en förståelse för hur det äratt arbeta mitt i det digitalt omfattande rekryteringsyrket. Studiens teoretiska referensrambygger främst på Karasek och Theorells traditionella krav-, kontroll- och stödmodell därbegreppen krav, kontroll och stöd används för att undersöka hur rekryterare påverkas avdigitaliseringen. Till detta adderas det mer moderna begreppet Technostress som kretsar kringhur teknik och tekniska system kan utlösa stress i arbetet. Studien försöker även fånga in dentrend som sker inom flera sektorer där historiens vingslag från Taylorismen återkommer iform av digital Taylorism där automation, övervakning, effektivisering och kraftiguppdelning av arbetsuppgifter skapar ensamma och tråkiga arbeten. Resultatet av studienvisar bland annat på att rekryterar ställs inför allt högre krav på arbetstakt och tillgänglighetgenom digitaliseringen. Den digitala tekniken frigör tid och effektiviserar arbetet men densparade tiden resulterar i fler arbetsuppgifter. Vidare framgår det att väl fungerande IT-stödoch stöd från kollegor avhjälper dem och trots att arbetet har blivit mer effektiviserat ochuppdelat finns det flera fördelar med digitaliseringen av rekryteringsprocessen. Resultatetpåvisar att en avsaknad av mänsklig kontakt och möjligheten att träffas ansikte-mot-ansikteupplevs som en av de mer negativa sidorna med den digitala tekniken.

The purpose of this research is to provide a better understanding of the relationship between human resource management (HRM) practices and innovation. This research responds to calls in the literature on HRM and innovation to consider a wider number of HRM practices that have previously been neglected and are likely to produce a positive impact on innovation awareness and commitment (Shipton et al., 2006; Zhao et al., 2012). Therefore, the research is concerned with a wide number of HRM practices and their impact on innovation awareness and commitment. The underpinning rationale is that while previous studies have revealed that HRM practices can be significant for innovation, these studies are not inclusive, and the research is still scant and in its early stages as there has been a lack of consideration of a comprehensive range of HRM practices (Shipton et al., 2006). In simple terms, previous studies have looked at the relationship between HRM practices and innovation based on a limited number of practices and at the macro or inter-organisational level. Therefore, the fundamental contribution of this thesis is the shift in perspective. While previous research has looked at a limited number of HRM practices that largely appear to be borrowed from high-performance work systems (HPWs), this thesis considers a wider range of practices that can impact on innovation at the intra-organisational level – more specifically, to study employees’ perceptions of HRM practices that may promote innovation awareness and commitment. Innovation awareness and commitment refers to the extent to which the organisation is engaged in innovation. Degree of innovativeness and the open innovation approach are studied in this research, to determine whether HRM practices can impact on radical or incremental open innovation. Additionally, departmental differences are considered in this thesis: that is whether employees in different departments have different perceptions of the extent to which HRM practices promote innovation’. To this end, the data set was obtained from two research phases. A quantitative survey was distributed to 280 employees in a Jordanian telecommunications company. Findings from the first phase of the research indicated a number of new HRM practices that were not recognised by previous studies. This research found a positive impact of HRM practices in promoting innovation, as perceived by employees. HPWs, HRM hygiene factors, motivation and communication were perceived by employees to promote innovation in their organisation. The results show that the relationship between HRM practices and innovation is perceived by employees to promote the origins of innovation, specifically open innovation and radical innovation. No support was found for expectations and sharing information to promote innovation. Phase two of the research consisted of semi-structured interviews conducted with senior managers and employees in the same company that participated in phase one. In phase two of the research, the interviews provided better insights and explanations of the results and findings from the survey questionnaire. The results from phase two confirmed the findings from the statistical analysis, and a distinctive finding was the differences between managers’ and employees’ perceptions of HRM practices. Employees identified or perceived practices that are related to their performance and that enable them to develop their levels of motivation and commitment. Managers identified practices that work in the favour of the organisation, with less focus on employee needs. This was clear when comparing which practices and indications were mentioned by managers and employees. It is worth mentioning here that, given the relatively close conceptualisation in the literature that innovation is a form of organisational performance, this thesis does not intend to rebrand ‘performance’ as ‘innovation’ per se. This is especially in this research as it seeks to understand the relationship between HRM practices and innovation by looking at employees’ perceptions of HRM practices that may promote innovation and cause their company to be perceived as an innovative workplace. This research is probably the first attempt to study the role of a comprehensive list of HRM practices in influencing innovation by considering employees’ perceptions of HRM practices that may promote innovation. Moreover, the intra-organisational level was considered, along with departments, degree of innovativeness (radical-incremental innovation) and types of innovation approach (open vs closed).