A gestão de pessoas é fator sine qua non no mundo corporativo, o qual se encontra em constante mutação. A justificativa deste estudo de caso considera ainda que é demandado às organizações perspicácia de maneira a se despirem de antigas fórmulas de sucesso e se reinventarem na busca da sobrevivência e, quiçá, do almejado crescimento. Cativar clientes, reduzir custos, manter elevados padrões de qualidade, produtividade e segurança se tornaram condições básicas para a continuidade dos negócios e não mais considerados suficientes como diferenciais competitivos. Neste contexto, a presente dissertação objetiva a identificação de práticas de Gestão de Pessoas que podem alavancar melhorias de qualidade. Inicialmente é realizada uma revisão sistemática através da qual são arroladas 10 práticas de Gestão de Pessoas que podem influenciar a Gestão da Qualidade. A seguir, essas práticas são classificadas em conformidade com o critério de excelência Valorização das Pessoas, da Fundação Nacional da Qualidade (FNQ). Por fim, as práticas são comparadas com as existentes em uma empresa fabricante de produtos para conservação de temperatura e é elaborado um diagnóstico de oportunidades, em função das lacunas (gaps) evidenciadas. Os resultados mostraram que das 10 práticas examinadas nenhuma é integralmente aplicada na empresa, 7 são aplicadas parcialmente e 3 não são adotadas. Espera-se que estes conhecimentos possam municiar a empresa em análise na operacionalização de ações que permitam transpor os seus desafios, os quais podem impactar em sua continuidade. / People Management is sine qua non factor in the corporate world, which finds itself in constant mutation. The justification for this case study considers that it is required of the organizations, a high level of perception in a sense of getting rid of old success recipes and reinventing themselves in a quest for survival, and hopefully, the sought for growth. Captivating clients, reducing costs, keeping high quality standards, productivity and security, become basic conditions for continuity of business and are no longer considered sufficient as competitive differentials. Given this context, the present essay aims at identifying practices of People Management that can leverage improvements in quality. Initially, a systematic review is performed, through which the practices of People Management are aligned, and which can influence quality management. Next, these practices are classified in conformity with the excellence concepts of Fundação Nacional da Qualidade (FNQ). Finally, the practices are compared to the existing ones in an enterprise of products to conserve the temperature and an opportunity diagnosis is elaborated. The results showed that of the 10 practices examined none are fully implemented in the company, 7 are partially applied and 3 are not adopted. It is hoped that this knowledge may equip the company in question, based on the noticed gaps, in a way of supporting the company being analyzed in the operating of actions, that allow transposing of its challenges, of which can impact in its continuity.

Human resource outsourcing (HRO) is a strategic choice that managers implement because of a variety of anticipated benefits. The purpose of this qualitative case study was to identify HRO strategies managers used to reduce operating costs while maintaining human resource (HR) effectiveness. Data were collected from semistructured interviews using open-ended questions and a review of company documents. Study participants represented 3 midwestern firms with 50 or more employees. The participants drawn from the population consisted of a minimum of 2 participants per organization who had increased their organization's strategic value using HRO strategies. The transaction cost economics (TCE) theory was the conceptual framework for this study. Data were analyzed using methodological triangulation to identify codes from words, phrases, and sentences using multiple sources to identify recurring themes. Five key themes emerged: outsourcing strategies, outsourced functions, operational costs, organizational effectiveness, and success measurement. The findings of this study may lead to social change by supporting managers in making HRO decisions conducive to reducing operating costs while maintaining HR effectiveness, which might positively impact social change by providing core function jobs to the local community thereby decreasing unemployment rates.

Bakalaurinio baigiamajame darbe nagrinėjama žmogiškųjų išteklių svarba organizacijai, žmogiškųjų išteklių valdymo sritys bei žmogiškųjų išteklių valdymo problemos Lietuvoje ir sprendimų galimybės. Bakalauro baigiamojo darbo tikslas – išanalizuoti žmogiškųjų išteklių valdymo aspektus Šiaulių miesto įmonėse. Tikslui įgyvendinti buvo atliktas kiekybinis tyrimas (anketa), kuris leido nustatyti žmogiškųjų išteklių valdymo tendencijas ir problemas Šiaulių miesto įmonėse. Bakalauro baigiamąjį darbą sudaro dvi dalys. Pirmojoje dalyje aptariami teoriniai žmogiškųjų išteklių valdymo aspektai. Antrojoje dalyje pateikiami gauti tyrimo rezultatai, kurie parodė, kad Šiaulių miesto įmonėse žmogiškųjų išteklių valdymo veikla nėra išplėtota.Bakalaurinio baigiamajame darbe nagrinėjama žmogiškųjų išteklių svarba organizacijai, žmogiškųjų išteklių valdymo sritys bei žmogiškųjų išteklių valdymo problemos Lietuvoje ir sprendimų galimybės. Bakalauro baigiamojo darbo tikslas – išanalizuoti žmogiškųjų išteklių valdymo aspektus Šiaulių miesto įmonėse. Tikslui įgyvendinti buvo atliktas kiekybinis tyrimas (anketa), kuris leido nustatyti žmogiškųjų išteklių valdymo tendencijas ir problemas Šiaulių miesto įmonėse. Bakalauro baigiamąjį darbą sudaro dvi dalys. Pirmojoje dalyje aptariami teoriniai žmogiškųjų išteklių valdymo aspektai. Antrojoje dalyje pateikiami gauti tyrimo rezultatai, kurie parodė, kad Šiaulių miesto įmonėse žmogiškųjų išteklių valdymo veikla nėra išplėtota. / In the bachelor’s final work the human resource importance for organization, human resource management functions and human resource management problems in Lithuania and their solution possibilities were analyzed. The goal of bachelor’s final work is to analyze human resource management aspects in companies of Šiauliai. For this reason, a quantitative research based on questionnaire was made, which allowed to find out human resource management tendencies and problems in companies of Šiauliai. Bachelor’s final contains of two parts. In the first part human resource management theoretical aspects are discussed. In the second part are given the results of research, which have shown that human resource management in companies of Šiauliai isn’t explicated.

A gestão de pessoas é fator sine qua non no mundo corporativo, o qual se encontra em constante mutação. A justificativa deste estudo de caso considera ainda que é demandado às organizações perspicácia de maneira a se despirem de antigas fórmulas de sucesso e se reinventarem na busca da sobrevivência e, quiçá, do almejado crescimento. Cativar clientes, reduzir custos, manter elevados padrões de qualidade, produtividade e segurança se tornaram condições básicas para a continuidade dos negócios e não mais considerados suficientes como diferenciais competitivos. Neste contexto, a presente dissertação objetiva a identificação de práticas de Gestão de Pessoas que podem alavancar melhorias de qualidade. Inicialmente é realizada uma revisão sistemática através da qual são arroladas 10 práticas de Gestão de Pessoas que podem influenciar a Gestão da Qualidade. A seguir, essas práticas são classificadas em conformidade com o critério de excelência Valorização das Pessoas, da Fundação Nacional da Qualidade (FNQ). Por fim, as práticas são comparadas com as existentes em uma empresa fabricante de produtos para conservação de temperatura e é elaborado um diagnóstico de oportunidades, em função das lacunas (gaps) evidenciadas. Os resultados mostraram que das 10 práticas examinadas nenhuma é integralmente aplicada na empresa, 7 são aplicadas parcialmente e 3 não são adotadas. Espera-se que estes conhecimentos possam municiar a empresa em análise na operacionalização de ações que permitam transpor os seus desafios, os quais podem impactar em sua continuidade. / People Management is sine qua non factor in the corporate world, which finds itself in constant mutation. The justification for this case study considers that it is required of the organizations, a high level of perception in a sense of getting rid of old success recipes and reinventing themselves in a quest for survival, and hopefully, the sought for growth. Captivating clients, reducing costs, keeping high quality standards, productivity and security, become basic conditions for continuity of business and are no longer considered sufficient as competitive differentials. Given this context, the present essay aims at identifying practices of People Management that can leverage improvements in quality. Initially, a systematic review is performed, through which the practices of People Management are aligned, and which can influence quality management. Next, these practices are classified in conformity with the excellence concepts of Fundação Nacional da Qualidade (FNQ). Finally, the practices are compared to the existing ones in an enterprise of products to conserve the temperature and an opportunity diagnosis is elaborated. The results showed that of the 10 practices examined none are fully implemented in the company, 7 are partially applied and 3 are not adopted. It is hoped that this knowledge may equip the company in question, based on the noticed gaps, in a way of supporting the company being analyzed in the operating of actions, that allow transposing of its challenges, of which can impact in its continuity.

A gestão de pessoas é fator sine qua non no mundo corporativo, o qual se encontra em constante mutação. A justificativa deste estudo de caso considera ainda que é demandado às organizações perspicácia de maneira a se despirem de antigas fórmulas de sucesso e se reinventarem na busca da sobrevivência e, quiçá, do almejado crescimento. Cativar clientes, reduzir custos, manter elevados padrões de qualidade, produtividade e segurança se tornaram condições básicas para a continuidade dos negócios e não mais considerados suficientes como diferenciais competitivos. Neste contexto, a presente dissertação objetiva a identificação de práticas de Gestão de Pessoas que podem alavancar melhorias de qualidade. Inicialmente é realizada uma revisão sistemática através da qual são arroladas 10 práticas de Gestão de Pessoas que podem influenciar a Gestão da Qualidade. A seguir, essas práticas são classificadas em conformidade com o critério de excelência Valorização das Pessoas, da Fundação Nacional da Qualidade (FNQ). Por fim, as práticas são comparadas com as existentes em uma empresa fabricante de produtos para conservação de temperatura e é elaborado um diagnóstico de oportunidades, em função das lacunas (gaps) evidenciadas. Os resultados mostraram que das 10 práticas examinadas nenhuma é integralmente aplicada na empresa, 7 são aplicadas parcialmente e 3 não são adotadas. Espera-se que estes conhecimentos possam municiar a empresa em análise na operacionalização de ações que permitam transpor os seus desafios, os quais podem impactar em sua continuidade. / People Management is sine qua non factor in the corporate world, which finds itself in constant mutation. The justification for this case study considers that it is required of the organizations, a high level of perception in a sense of getting rid of old success recipes and reinventing themselves in a quest for survival, and hopefully, the sought for growth. Captivating clients, reducing costs, keeping high quality standards, productivity and security, become basic conditions for continuity of business and are no longer considered sufficient as competitive differentials. Given this context, the present essay aims at identifying practices of People Management that can leverage improvements in quality. Initially, a systematic review is performed, through which the practices of People Management are aligned, and which can influence quality management. Next, these practices are classified in conformity with the excellence concepts of Fundação Nacional da Qualidade (FNQ). Finally, the practices are compared to the existing ones in an enterprise of products to conserve the temperature and an opportunity diagnosis is elaborated. The results showed that of the 10 practices examined none are fully implemented in the company, 7 are partially applied and 3 are not adopted. It is hoped that this knowledge may equip the company in question, based on the noticed gaps, in a way of supporting the company being analyzed in the operating of actions, that allow transposing of its challenges, of which can impact in its continuity.

Magister Commercii - MCom / Impact of data quality on utilisation and perceived usefulness of integrated Human Resources Information Systems (HRIS). Integrated HR Information systems have become prevalent in modern organisations. These systems promise operational efficiencies and competitive advantage. In order to deliver these benefits, the systems should be effectively utilised and perceived as a useful business tools. The utilisation and perceived usefulness of the HRIS could be influenced by quality of data it produces. The objective of this study was to investigate the impact of data quality on the utilisation and usefulness of the HRIS. The aim was to ensure that organisations realise their investments in HRIS. This would be achieved by improving qualities that ensures effective utilisation of HRIS. Moreover, the study sought to enhance the body of academic knowledge in HRIS as far data quality is concerned. Mixed research method was used to meet the objectives of the study. Survey research and qualitative interviews techniques were employed. Statistical and deductive analysis was applied to raw data in order to draw conclusions. The study found that data quality positively influence utilisation and usefulness of HRIS. Moreover, findings revealed that the HRIS was predominantly used for operational, rather than strategic tasks. HRIS data is also not generally perceived to be of poor quality. HR practitioners emphasise accuracy over other quality dimensions. Organisations that seek to maximise their investment in HRIS should implement data quality improvement initiatives. This will ensure that the system is effectively utilised and produces high quality information for decision-making. This could lead to competitive advantage. Further research could be undertaken to understand; success factors for HRIS data quality initiatives, determinants of HRIS user satisfaction, drivers for dedicated HRIS management roles and the impact of having HRIS manager among others.

The thesis characterizes controlling as a tool for measuring processes effectiveness. It explains main drivers and key assumptions of the controlling existence. It is focused on controlling possibilities to be applicable in human resource management. Moreover, it names particular human resource practices and describes methods of the human resource controlling. The objective is to find the appropriate methods of evaluating human resource management effectiveness. Key Plastics Janovice is chosen as a company that already deals with the HR controlling at some level. In the thesis, there is looking for possibilities to apply the HR controlling and to keep current processes at the same time. The model of HR Balanced Score Card is proposed as a general tool for evaluating the effectiveness of employed human resources by the company.

Human resource accounting is a concept that was created to deal with the problem of the measurement of the value of human capital. This concept can be very influential for many different human resource practices. This concept is of the utmost importance as it deals with one of the biggest problems within the sectors of accounting and human resources, the constant seeking of an acceptable way of acknowledging human capital in the financial statements as an asset and not as an expense. The skills and knowledge that people can bring into a company are vital for its prosperity and yet no realized. Hereby identifying the similarities and differences in the decision-making factors of HR managers between traditional accounting and human resources accounting (HRA) focused organizations, we want to examine the perceptions of managers who work under both types of organizations. Therefore, the research question we have formulated is the following: What are the similarities and differences between the decision-making processes of HR managers of Traditional accounting and Human Resource Accounting focused organizations? The field of HRA is not new. It is approximately 70 years old, but progress in it has stopped for a while now. The problem besides that is that it is not accepted by international accounting principles. However, nowadays more and more companies try to find a way to allow them to use HRA. In this paper, we have managed to interview HR managers that are currently working under HRA or traditional accounting practices. We selected HR practices in which HRA can have a strong influence so that we can understand and examine how it influences the decision-making process of the managers. The choice of Patterson´s model was based on the fact that it contains four HR practices (recruitment and selection, training and development, retention and turnover, and performance management), in which HRA has a strong influence. Overall, our findings showed us that when it comes to recruitment & selection, and retention & turnover there are more differences between HRA-focused and traditional accounting-focused organizations than in the practices of training & development and performance management. The main difference in recruitment and selection is that HRA-focused organizations make decisions based on measuring the total cost and value of their resources; in training and development the main difference is that HRA-focused organizations calculate the cost of learning by HRA; in retention and turnover, the main difference is that HRA focused organizations can calculate and forecast all cost have already spent and need to spend for replacement an employee, and finally in the performance management the main difference is that HRA focused organizations take into serious consideration the job level of their employees in contrast to traditional accounting focused ones. This offered us the chance to develop a suggested framework. It is based on Patterson’s model but also includes our findings. Finally, we believe that this paper has the possibility to contribute in many different ways. For example, it can be used as a manual from HR managers in order to help them see and understand the differences and similarities between HRA and traditional accounting and extensively manage to focus on the important factors for each respective practice. Moreover, the findings could contribute to the general evolution of HRA, as this paper is one of the few that have approached the HRA concept via qualitative research.

The aim of this thesis is to study the influence that the human resource allocation process carried out at ALLEGION has over the employee satisfaction level of its employees. ALLEGION is an international manufacturing project-oriented company based in Ensenada, Baja California, Mexico, which operates with over 8,500 employees. Up until the development of this thesis, ALLEGION had never contemplated the job satisfaction level of its employees as a result of the human resource allocation process carried out in the company. Some studies have previously paid attention to the impact that best practices in human resource management have in employee performance, however, to our knowledge, it has never been discussed how the allocation of the human resources in a company can influence job satisfaction. For this reason, we believe is pertinent to conduct a study focusing on this topic. This thesis is presented as a case study of ALLEGION which follows a qualitative method and an inductive approach, where we as researchers, explored the influence that the current method followed by the company to allocate its human resources to projects has over the job satisfaction level of its employees. The first section of this thesis is dedicated to discuss the background of our research topic and to examine relevant literature focused in the subjects of human resource allocation and employee satisfaction. As part of this section, we encountered that four factors are consistently mentioned in the literature related to these core topics having an intrinsic relationship among them. We found that these factors were utilised by some scholars in the development of models to optimise the human resource allocation process and also during the measurement of employee satisfaction in different contexts. The four factors are: personal qualifications –referring to skills utilisation and expertise–, personal aspirations –referring to career development and personal growth–, group relationships –referring to personal relationships with co-workers and managers–, and finally, personal motivations –referring to job motivations–. At the end of this section we present a theoretical model that summarises our findings and highlights the correlations of the factors we identified from the literature. The central part of this thesis focuses on our practical method which comprised nine interviews with employees and project managers of ALLEGION. Our interviews were aimed to discover the relationship and influence that the human resource allocation process implemented in the company had over the job satisfaction level in its employees respectively. As part of our findings we discovered that four elements were contributors to such influence and simultaneously were related to the findings obtained during our literature review. Based upon these four factors, we drew our conclusions for the study. As a conclusion of this thesis, we found that the human resource allocation process conducted at ALLEGION holds a significant influence in the job satisfaction of its employees working in projects, and that four distinct factors should be taken into consideration during the process that functional managers carry out when they have to allocate their human resources to a certain project. These factors are: skills utilisation, career development, individual relationships of the employees with their co-workers and managers, and finally, job motivations. We concluded that the extent to which these elements are considered as part of the decision-making involved in the human resource allocation process will bring as a result a positive or negative outcome in terms of employee satisfaction among the projects of the organisation.

As the public sector continues to face competitive challenges from the general public, the need for better service delivery and increased productivity has become extremely important. The increased need for optimum service delivery in public sector institutions like the Ministry for Home Affairs has had significant impact on its operations. However, little is known about the challenges faced by the Ministry for Home Affairs regarding the causes of the inefficiency. A range of organizational factors can affect the nature, effectiveness, excellence and novelty of service provision to members of the public.