This current study investigated a possible extension to existing transformational leadership models used during organisational change programs. Researching the literature provided some preliminary evidence there was a need to include a potential extension to transformational leadership models. The original models of transformational leadership involved looking at the staff members from an organisational perspective, whereas the potential extension, concerns the human aspects of organisational change. The potential new extension consists of four components: communication, team building, stress and coping and inter-group conflict. This possible extension to the transformational leadership models appeared to be an exciting addition as it addresses important human resource issues experienced during organisational change. The present study sought to further investigate whether these four components indeed were warranted and whether its components actually contributed to successful organisational change. The research methodology was exploratory, qualitative and based on a grounded theory approach (Glaser & Strauss 1967). Using an embedded case study method, in-depth convergent interviews were undertaken in four hospitals undergoing considerable organisational change. Twenty-six managers, executives and staff were interviewed. It was found that the change managers themselves were enthusiastic about implementing change but were unable to offer effective support for staff. Staff and managers said that communication within the hospitals during the period of change was poor. Similarly there was a paucity of accurate information being disseminated. Managers and staff also revealed that they had experienced considerable stress during the period of change and they needed help in order to cope effectively. Varying levels of inter-group conflict were reported in all the hospitals studied and managers reported that changes were not being implemented appropriately. However, efforts at team building were non-existent in two of the hospitals studied. These findings provide strong support for managers and leaders to pay increased attention to communication, team building, dealing with conflict and managing stress during times of increased change. This study suggests that a potential extension of the four components could be added to, and thereby strengthen, the transformational leadership models of organisational change.

This paper provides a comprehensive analysis of Millennials' beliefs and attitudes and how that will affect their conception of the employer-employee psychological contract. This analysis should provide a greater understanding of how the childhoods of Millennials have affected their attitudes for life and career aspirations. Further, it explores retention strategies for workplace culture, management style, and growth and advancement.

This study focuses on how the presence or absence of an overall rating item on a performance evaluation form affects levels of halo error and satisfaction with the form. Participants included undergraduate college students who were randomly assigned to groups receiving a form with or without an overall rating item at the beginning of the form. A satisfaction item was included on both forms. The analyses included a z-test for correlations from independent samples to determine the difference between the two evaluation forms and a t-test to determine the difference between the satisfaction scores of the two forms. The analyses indicated that the differences between the groups were not significant for levels of halo error or satisfaction.

Abstract Operation and Management of Learning Organization¡XA case study of the Central Personnel Administration, the Executive Yuan. The twenty-first century is the era that economy takes command. Under this situation, knowledge management is the major measure to obtain, share and transfer knowledge. On the other hand, learning society concept, promoted in advanced countries, makes many organizations work towards becoming ¡§learning organizations.¡¨ Knowledge management and learning organizations are gradually influencing the department functions and personnel roles within organizations. In human resources management, education, training and development functions, etc will still be emphasized. However, being impacted by these two tendencies, human resources management will have to merge the organization learning and knowledge management into the organization mechanism, it with result in innovative learning ideas in order to mold the learning culture of organizations and improve employee¡¦s capability and organizational effectiveness. This case study will explore the procedures and achievements from the learning organization promoted by Central Personnel Administration, the Executive Yuan with the basis of strategic human resources management of learning organizations. The research will find out current issues of human resources system of central government and what can be done to correct the issues. From the issues discovered, suggestions will be offered to central government institutes to serve the reference planning and promoting the learning organizations. Key words¡GKnowledge management, Organization learning, Learning organizations, Strategic human resources management, Case study, Central Personnel Administration of the Executive Yuan.

Η συνεχής και αλματώδης πρόοδος της τεχνολογίας και της χρήσης του διαδικτύου, φέρνουν στο προσκήνιο νέες ευκαιρίες για την προώθηση των προϊόντων και των υπηρεσιών των επιχειρήσεων, τονίζουν την αναγκαιότητα για χρήση των στρατηγικών τεχνικών του διαδικτυακού μάρκετινγκ καθώς και των αποδοτικότερων και "εξυπνότερων" μεθόδων διοίκησης. Σκοπός της παρούσας εργασίας είναι η θεωρητική και πρακτική ανάλυση του θέµατος <<Διαδικτυακά συστήματα διαχείρισης προσωπικού. Εφαρμογή διασύνδεσης επιχειρήσεων και ανέργων>>. Η θεωρητική επισκόπηση του θέµατος ,στο πρώτο μέρος, αποτελεί μια προσπάθεια κατανόησης των όρων Ηλεκτρονικό Επιχειρείν (e-Business) , Διαδικτυακό Μάρκετινγκ (e-Marketing) , Οργάνωση και Διοίκηση επιχειρήσεων (Management) και Διαχείριση Ανθρώπινων Πόρων (Human Resources Management). Σε αυτή την ενότητα, καταγράφονται οι στρατηγικές τεχνικές που μπορεί να χρησιμοποιήσει το Μάρκετινγκ στο χώρο του διαδικτύου με τη βοήθεια εργαλείων για την επίτευξη των στόχων της επιχείρησης. Παράλληλα, διαπιστώνεται ότι η ολοκλήρωση ενός έργου εξαρτάται από την πολιτική της επιχείρησης και από την πιστή εφαρμογή των κανόνων της οργάνωσης και διοίκησης. Τέλος, επισημαίνεται ο σημαντικός ρόλος του ανθρώπινου παράγοντα και δείχνεται ότι η επένδυση σ’αυτό μπορεί να προσθέσει οικονομική αξία στην επιχείρηση. Στο δεύτερο μέρος, η διατριβή εστίασε στην ανάπτυξη μιας πρότυπης εφαρμογής ηλεκτρονικής γραμματείας και e-management που αφορά τον τρόπο που μπορεί μια εταιρία να χειριστεί τους πελάτες της. Ουσιαστικά, παρουσιάζεται η λειτουργία ενός Κέντρου Δια Βίου Μάθησης (ΚΔΒΜ) το οποίο έιναι μια εταιρία που καλείται να διαχειριστεί έναν όγκο υποψηφίων για τα προγράμματα VOUCHER. Η εφαρμογή αποτελείται από δύο τμήματα: Το τμήμα του marketing (ιστοσελίδα στον πελάτη) και το τμήμα του management (ιστοσελίδα διαχείρισης) που χρησιμοποιούν την ίδια βάση δεδομένων. / The continuous and rapid advances in technology and the use of internet, bring forward new opportunities to promote products and services of enterprises, emphasize the need for use of strategic internet marketing techniques and the most efficient and intelligent methods of administration . The purpose of this paper is the theoretical and practical analysis of the issue << Online human resources mamagement systems . Application of Business and unemployed interconnection>>. The theoretical overview of the subject, in Part One, is an attempt to understand the terms Electronic Business (e-Business), Internet Marketing (e-Marketing), Business Administration (Management) and Human Resource Management . In this section, technical strategies are recorded that can be used in marketing in the space of internet with the help of tools in order to achieve business objectives. Furthermore, it is found that the completion of a project depends on the company policy and the strict application of the rules of organization and administration. Finally, the important role of the human factor is highlighted and is indicated that investment in this can add economic value to the business. In the second part the thesis focused on developing a prototype implementation of electronic literature and e-management that involves how a company can handle their customers(unemployed applicants). Essentially, it is presented the operation of the Centre for Lifelong Learning ,a company which manages a volume of candidates for VOUCHER programs. The application consists of two parts: The part of marketing (customer site) and the part of management (website management) using the same database.

Lagstiftningen som reglerar förhållandet mellan arbetsgivare och arbetstagare är arbetsrätten som regleras i lagen (1982:80) om anställningsskydd (LAS). Saklig grund måste uppfyllas för uppsägning samt avsked, för att dessa två ska vara giltiga i en rättsprocess. Detta innebär att arbetstagaren måste grovt ha åsidosatt sina åtaganden, detta kan exempelvis ske vid missbruk eller narkotikainnehav vilket framkommer i de rättsfall som behandlas i uppsatsen. Innan ett avsked eller uppsägning bör arbetsgivaren se över ett antal kriterier i valet av de två olika vägarna såsom omplacerings- och rehabiliteringsskyldigheten. En närmare granskning av de lagar samt kostnader som kan uppstå i och med den rådande lagstiftningen kommer att ses över. Uppsatsen kommer även behandlas ur ett HRM-perspektiv och se över de för och nackdelar detta innebär långsiktigt för arbetsgivaren, samt vilka andra vägar en arbetsgivare kan välja att gå vid avveckling av tillsvidareanställda, dessa kan vara mer eller mindre etiskt acceptabla. Arbetsgivare bör dock vara medvetna om de framtida konsekvenser dessa kan ge vid framtida rekrytering.En närmare granskning av ett flertal rättsfall kommer att ske för att ge läsaren en större förståelse över de kostnader som kan uppkomma vid avveckling. / The legislation governing the relationship between employers and employees is employment law in the Act (1982:80) (LAS). Factual basis must be met for dismissal and termination for any of these two to be valid in a lawsuit, this means that an employee must be in grave breach of his obligations. This may occur by misuse or possession of drugs as demonstrated in the court cases that is being cover in the essay. Before a termination or dismissal, the employer should review a number of criteria in the choice of the two different pathways such as relocation and rehabilitation obligation. A closer examination of the laws, regulations and costs that may arise from the current legislation will be reviewed. The essay will also be treated from an HRM perspective and review the pros and cons , this means long-term for the employer and which other ways an employer can choose to go for the settlement of the staff, these can be more or less ethically acceptable. Employers should be aware of the future implications these may provide in future recruitment. A close examination of a number of court cases will be done to give the reader a greater understanding of the costs that may be incurred in settlement.

Magistro baigiamajame darbe analizuojame personalo vadybos procesų – personalo poreikio planavimo, verbavimo, atrankos, veiklos vertinimo, mokymo ir kvalifikacijos kėlimo, motyvavimo ir atleidimo – vykdymą Lietuvos savivaldybėse (Ukmergės rajono savivaldybės atvejis). Atlikdami kokybinį tyrimą, siekiame įvertinti personalo vadybos situaciją savivaldybėje, nustatyti esmines problemas. Darbe siūlome galimus personalo vadybos problemų savivaldybėse sprendimo būdus. / Staff management in Lithuania's municipalities is a department which has been given little attention. There are a lot of literary sources and treatises about staff management in business management department; however it is hard to find both theoretical and practical analysis about the peculiarities of staff administration in municipalities. The tradition of staff management has not yet been established. The goal of this thesis is to explore the staff management situation in Lithuania's municipalities (as in the case of Municipality of Ukmerge District), to define main problems and to suggest trends of development. To reach this goal a qualitative research has been applied – half structured interview with the employees of Ukmerge District Municipality and with experts of the public sector. The results of the research suggest that the most problematic staff management issues in municipalities are motivation, planning of staff demand, and evaluation of official duties. Staff training and raising qualification are the best organized staff management elements in municipalities. The most effective means of staff recruitment is within the organization. Applying recruitment in higher educational institutions is a method least used in staff management in municipalities practice. Career opportunities, objective results evaluation of competence and official duties are the main motives stimulating municipalities' employees to raise qualifications; however individual employees'... [to full text]

Darbo tikslas: ištirti žmogiškųjų išteklių valdymo politikos sveikatos apsaugos organizacijose tendencijas, probleminę situaciją, potencialias ateities žmogiškųjų išteklių valdymo galimybes, Kupiškio pirminės asmens sveikatos priežiūros centro pavyzdžiu. Žmogiškųjų išteklių valdymui tenka svarbus uždavinys – užtikrinti, kad organizacijoje dirbtų pakankamas, reikiamos kvalifikacijos darbuotojų skaičius ir kad jų darbas būtų efektyvus. Svarbiausias dėmesys turi būti skiriamas darbuotojų kompetencijos ugdymui, kvalifikacijos kėlimui, tinkamų darbo sąlygų sudarymui. Tyrimas rodo, kad įstaiga taikosi prie vykstančių pokyčių žmogiškųjų išteklių valdymo srityje, tačiau dar daugeliu atvejų valdymo procesuose vyrauja konservatyvus požiūris, menkai taikomos šalies ir užsienio mokslininkų rekomendacijos. Tai lemia menkos administravimo žinios, kvalifikuotų sveikatos priežiūros vadybininkų trūkumas, ir to pasekoje žmogiškųjų išteklių valdymo teorijos atotrūkis nuo praktikos. Pagrindinės žmogiškųjų išteklių tobulinimo kryptys įstaigoje yra atlyginimų metodikos tobulinimas, kvalifikacijos kėlimo programų tobulinimas, besimokančiųjų rėmimas, naujų technologijų diegimas, organizacijos kultūros gerinimas. Svarbu didinti darbuotojų motyvaciją, įtraukiant juos į įstaigai svarbių sprendimų priėmimą. / The aim of the thesis: to analyze the tendencies of human resources management policy in health care institutions, i.e. the problematic situation and the potential opportunities for future human resources management on the basis of Kupiškis primary human health care centre example. The management of human resources carries on a very important task – to ensure that the organization would include sufficient number of the employees with the right qualification and to ensure the effectiveness of their work. The most important attention must be drawn to the improvement of the competence of employees, increase of the qualification and the creation of the suitable working conditions. The research shows that the institution adapts the changes which arise in the area of the human resources management, however, the conservative attitude towards management processes still overrules and we evidence a very rare application of both national and foreign scientists‘ recommendations. This is determined by the poor knowledge of administration, the insufficiency of the qualified health care institutions‘ managers and as a consequence – the gap between the human resources management theory and practice. The major streamlines for the human resources development within the health care institutions are as follows – the improvement of the remuneration methodology, the development of the qualification increase programs, the financing of the specialists who are undergoing the qualification improvement... [to full text]

Mémoire numérisé par la Division de la gestion de documents et des archives de l'Université de Montréal

Mémoire numérisé par la Division de la gestion de documents et des archives de l'Université de Montréal