A sustentabilidade tem assumido importância nos últimos anos. Entretanto, na prática, as abordagens das organizações sobre o tema são fragmentadas. Um exemplo são a Instituições de Ensino Superior (IESs), as quais possuem dificuldades de apresentar a sustentabilidade de forma efetiva em suas unidades. Uma forma de efetivar a sustentabilidade é por meio da gestão por processos ou Business Process Management (BPM). Porém, para uma organização gerenciar seus processos, é necessário atender aos chamados Fatores Críticos de Sucesso, dos quais a elaboração da Arquitetura de Processos (AP) faz parte. Existem diversos métodos de elaboração de AP, porém, sem indícios de qual é o mais adequado para elaborar a AP no contexto da sustentabilidade. A partir desse postulado, surgiram o problema da pesquisa e o seu objetivo principal: selecionar o método de elaboração de Arquitetura de Processos mais adequado para auxiliar a promoçãoda sustentabilidade na perspectiva de processos no contexto de uma IES. Para realizar esse objetivo, a pesquisa fez uso da revisão da literatura para elaborar critérios de avaliação com foco em sustentabilidade para selecionar o método de elaboração de AP mais. Verificou-se que o método desenvolvido por Burlton (2010) é o mais adequado ao problema de pesquisa. Em seguida, o método selecionado para elaborar a AP foi aplicado em um processo priorizado de uma IES pública. O método de Burlton (2010) se mostrou o mais adequado, pois demonstra preocupação com a integração ao dar ao processo uma visão ampla sem deixar de lado a mensuraçãodo desempenho e o relacionamento com os stakeholders. Como implicações da pesquisa há a contribuição para a literatura com um novo estudo que relaciona sustentabilidade e BPM e, como contribuição empírica, o estudo pode servir como base para IES que queiram vincular a sustentabilidade em seus processos. / Sustainability has assumed importance in recent years. However, in practice, the approaches of the organizations on the topic are fragmented. One example is the Higher Education Institutions (HEIs), which have difficulties to present the sustainability effectively in their units. One way to accomplish sustainability is through Business Process Management (BPM). However, for an organization to manage its processes, you must meet the so-called Critical Factors Successes, including the development of the Process Architecture. There are several development of Process Architecture methods, but without evidence of which is best suited to prepare the Process Architecture in the context of sustainability. From that premise, emerged the research problem and its main goal: select the Process Architecture development method best suited to help the promotion of sustainability from the perspective of processes in the context of HEI. To accomplish this goal, the research made use of literature review to develop evaluation criteria focusing on sustainability to select the Process Architecture preparation method more. It was found that the method developed by Burlton (2010) is more suitable for research problem. Then, the selected method to prepare the Process Architecture was applied on a prioritized process of a public HEI. The method of Burlton (2010) proved to be the most appropriate, because it shows concern with the integration process to give a broad view without ignoring the measurement of performance and relationships with stakeholders. As implications of research for the contribution to the literature to a new study that links sustainability and BPM and as empirical contribution, the study can serve as a basis for HEI who want to link sustainability in their processes.

The psychological contract provides a framework for understanding the relationship between employees and employers. The objective of the research was to determine the type of psychological contract developed by higher education academics. In addition, the research objective was to examine the effect of employees’ perception of the human resource practices of their employers on their psychological contract. There have been a number of conceptual and empirical studies on the psychological contract of employees and its relationships to other organisational variables such as human resource practices. However, there has been minimal research on the psychological contracts of academics in higher education and the effect of human resource practices on their psychological contracts. The research was based on a cross-sectional survey that comprised the Psychological Contract Inventory (Rousseau, 2000), the Human Resource Practice Scale (Geringer et al., 2002), and questions on the demographic and job characteristics of academics as employees in the higher education sector in Canada. The research involved 405 academics from Canadian higher education institutions. The response rate was 70%. The research found that employees’ perception of the recruitment and selection, training and development and compensation and benefits HR practices had significant and positive effects on the relational and balanced psychological contracts of academics, thereby building commitment, loyalty and the desire for professional and career development. The training and development HR practices were found to have the strongest positive effect on the relational and balanced types of psychological contracts. The research indicated that the psychological contract theory should be researched using newer and a combination of approaches. The research made several theoretical and practical contributions to the psychological contract theory and human resource management in the higher education sector.

The overall objective of this thesis work is to highlight the general principles of TQM involvedand to point out how this approach has been and can be used to improve the quality of anacademic institution. This work has been specified for higher education of University College ofBorås, and it will cover the whole of institution, administrative structure, rather than academicarea, specific program, department, or services.This objective is conducted towards an evaluation and assessment of the current quality work ofthis university. In fact, the way in which this university is working with quality issues now, willbe compared with a TQM approach and the weaknesses and strengthens of the quality work ofthis institution will be recognized.After reviewing the current situation of this university college in the context of quality andidentifying possible existing problems, the authors will offer some recommendations andsuggestions for improvement. For this purpose, in the theoretical frame of reference, a specificTQM approach will be developed and some detail descriptions of terms involved in thisapproach will be reviewed.In order to reach to the objectives of this thesis work, researcher will use primary data in theform of interviews, and secondary data from literatures, scientific articles, and books andWebPages. In addition, the researchers will use abduction methodology within this research.In conclusion, authors are aim to provide a complete documentation in its kind in the field ofquality and Total Quality Management, which can facilitate this university college to improvethe quality of its higher education. / Uppsatsnivå: D

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Agradecemos a compreensão. on 2017-02-06T17:20:14Z (GMT) / Submitted by ANA LIDIA PENTEADO URBAN null (analidiapurb@gmail.com) on 2017-02-06T17:34:41Z No. of bitstreams: 1 ANA LIDIA PENTEADO URBAN.pdf: 1636032 bytes, checksum: 796aa287cd80749e24a250faa2e01254 (MD5) / Approved for entry into archive by LUIZA DE MENEZES ROMANETTO (luizamenezes@reitoria.unesp.br) on 2017-02-09T15:52:29Z (GMT) No. of bitstreams: 1 urban_alp_me_arafcl.pdf: 1636032 bytes, checksum: 796aa287cd80749e24a250faa2e01254 (MD5) / Made available in DSpace on 2017-02-09T15:52:29Z (GMT). No. of bitstreams: 1 urban_alp_me_arafcl.pdf: 1636032 bytes, checksum: 796aa287cd80749e24a250faa2e01254 (MD5) Previous issue date: 2016-12-08 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES) / A inclusão de pessoas com deficiência no ensino superior tem aumentado significativamente e essa realidade é recente. Os documentos legais têm apontado para o acesso e as adaptações durante o processo de ingresso nas Instituições de Ensino Superior (IES) e ações que visem à acessibilidade e permanência desses alunos. Visando conhecer como os alunos com deficiência, transtornos globais do desenvolvimento e altas habilidades/superdotação encontram suporte nessas instituições, a presente pesquisa busca analisar o acesso e a permanência no ensino superior de pessoas com deficiência, a partir de teses e dissertações defendidas nas universidades brasileiras, sob a perspectiva dos próprios alunos. Esta é uma pesquisa bibliográfica de cunho quantitativo e qualitativo, tendo como objeto de estudo 20 produções científicas, entre elas 15 dissertações e 5 teses. Buscando conhecer um panorama geral da educação superior no Brasil, os microdados do censo de 2014 foram abordados e mostraram que 0,4% dos alunos da educação superior são alunos público-alvo da educação especial, estando 63% em IES privadas, 36% em IES públicas e 1% em especiais. As teses e dissertações estudadas apresentaram o perfil dos alunos presentes nesses estudos: alunos com deficiência visual, auditiva/surdez, física e intelectual; os cursos de graduação em diversas áreas do conhecimento, destacando-se o curso de pedagogia em grande parte dos estudos, e as instituições frequentadas, que são públicas e privadas. As adaptações de acesso realizadas durante o vestibular apontaram que grande parte das IES adequam esse instrumento às necessidades dos alunos. As ações de permanência e acessibilidade foram realizadas por Instituições de Ensino Superior, Núcleos de acessibilidade, coordenação de curso e por professores que propiciaram ações que atenderam às necessidades dos educandos, buscando promover condições de permanência, assim como mencionado por documentos oficiais. Além disso, foram apresentadas as barreiras, arquitetônicas, pedagógicas, comunicacionais e atitudinais, encontradas nas IES. Diante disso, pode-se observar que os alunos com deficiência estão nas IES e necessitam de apoio durante o acesso e a permanência. As ações têm sido realizadas pelas diferentes esferas das IES, porém esses alunos ainda têm encontrado barreiras para sua efetiva permanência. / The inclusion of people with disabilities in higher education institution has increased significantly and this reality is recent. Official data was pointed to access and adaptations during the process of joining the Higher Education Institution (HEI) and actions to ensure at the accessibility and permanence of these students. Aiming to know how students with disabilities, global development disorders and highly talented children find support in these institutions, this research wanna analyze the access and permanence in graduate education of people with disabilities -based on theses and dissertations defended in Brazilian universities- from the perspective of the students themselves. This is a quantitative and qualitative bibliographical research, having as object of study 20 scientific productions, among them 15 dissertations and 5 theses. In order to get a general overview of higher education in Brazil, the microdata of the 2014 census were approached and showed that 0.4% of students in higher education are main-target students of special education, 63% in private HEIs, 36% in Public HEIs and 1% in special. The theses and dissertations studied presented the profile of the students approached in these studies: students with visual, hearing/deaf, physical and intellectual disabilities; the undergraduate courses in several areas of knowledge -mainly the pedagogy course in most of the studies- and the institutions attended, which are public and private. The access adaptations carried out during the University Entrance Test indicated that a large part of HEIs adapted this instrument to the students' needs. The actions of permanence and accessibility were carried out by Higher Education Institutions, Accessibility Centers, undergraduate course coordination and teachers who provided actions that met the needs of students, aiming to promote conditions of permanence, as mentioned by official documents. By the way, the architectural, pedagogical, communicational and attitudinal barriers found in HEIs were presented. Aware of this, it can be observed that students with disabilities are in HEI and need support during access and permanence. The actions have been carried out by different HEI scopes, but these students have still found barriers to their effective permanence. / CAPES: 1465081

A renovação da administração pública brasileira tem se caracterizado por significativas reformulações, principalmente, no que se refere aos instrumentos e às práticas de gestão. Nesse contexto, temas relacionados à gestão do desempenho têm tido papel fundamental para a modernização do setor público. No entanto, implantar um sistema que mensure os resultados frente aos objetivos e contribua na definição de ações de melhorias ainda é um grande desafio para a lógica segmentada da gestão pública. Nesta perspectiva, este trabalho buscou construir e implantar um sistema de medição, baseado em indicadores de desempenho, para os processos de gestão de pessoas de uma universidade pública federal. Para isso, baseou-se no modelo de gestão de desempenho de processos de Heckl e Moormann (2010), com o desenvolvimento das seguintes etapas: (i) identificação dos processos de gestão de pessoas, (ii) definição dos objetivos e fatores críticos de sucesso dos processos, (iii) identificação dos indicadores de desempenho dos objetivos e fatores críticos, (iv) avaliação e seleção dos indicadores, (v) definição da forma de apuração dos indicadores, (vi) definição do modelo de sistema de medição de desempenho, (vii) alimentação do sistema, e (viii) validação do sistema. Os problemas relacionados à disponibilidade e extração de dados se revelaram como a maior dificuldade para o desenvolvimento do trabalho. Apesar disso, o sistema foi avaliado positivamente quanto as suas propriedades e procedimentos, assim como quanto aos seus propósitos. / The renewal of Brazilian public management has been characterized by significant reformulation, mainly regarding management instruments and practices. In this context, themes related to performance management have played a fundamental role to modernize the public sector. However, implementing a system to measure results against objectives and contribute to define improvement actions is still a considerable challenge considering the current segmented logic observed in the public management. In this perspective, this research aimed to build and implement a measurement system, based in performance indicators, designed to support people management processes in a public federal university. For this, the study was based in the processes performance management model from Heckl and Moormann (2010), comprising the development of the following stages: (i) people management processes identification, (ii) definition of processes objectives and critical success factors, (iii) identification of performance indicators based on the objectives and critical factors, (iv) indicators evaluation and selection, (v) definition of indicators’ calculation method, (vi) definition of the performance measurement system model, (vii) system’s data feed, (viii) system’s validation. The problems related with the data availability and extraction proved to be the greatest difficulty for the development of this research. Nevertheless, the system was positively evaluated in relation to its properties and procedures, as well as its purposes.

Abstract is available to download.

<p>Globalisation has brought on dynamic markets and competition, and with that obliged companies to focus on long-term strategies and a greater focus on attracting, developing and retaining its employees. The present hunt for talent can be entitled as talent management, a concept that nowadays cannot be avoided. Talent management evidently not only affects companies, but also the newly graduates that are about to be employed. Students within business and economics are one affected group, since there is an increased competition for the most talented students within that field. Hence, it also concern different universities and Business Schools that offer education within the field as they are expected to provide students with certain skills before entering the working life. This leads us to an investigation of the following problem statement:</p><p>How could a business student become more employable and how does a Business School respond to the requirements of the companies in the view of the war for talent?</p><p>The main purpose with this study is therefore to obtain a comprehension of how newly graduates from Umeå School of Business (USBE) can become increasingly attractive among large organisations within the business world. In this qualitative study we wish to gain a deeper understanding of abovementioned issues and organisations’ talent management, and therefore we have used a hermeneutic perspective.</p><p>Consequently, we have performed telephone interviews with people that are well acquainted with recruitment and human resource related issues at large companies in Sweden. The eight interviewed companies include; Öhrlings PriceWaterHouseCoopers, Sony Ericsson, Volvo Group, Nobia and Nordea, as well as three companies who requested to be held anonymous and are thereby ficticiously named: HRCompetence, CapitalBank and Consultancy AB. In addition, we arranged group interviews with personell at USBE to get an insight of whether the Business School is focusing on facets that are valued by the organisations.</p><p>The scientific approach has been deductive, and the results from the empiricism has therefore been analysed together with recognised theories. The main theories used in this study regards Human Resource Management, Talent Management, Employment and Higher Education Institutions which leads us into Branding.</p><p>The results of the research show that students can become more employable by developing certain characteristics and competences. The most important ones are: driving force, education, work experience, activities in parallel to studies, international experience and good grades. When it comes to the Business School and in this case USBE, it can respond to companies’ requirements by most importantly increasing its corporate and community relations and increase its marketing in order to strengthen its brand. This could be done through providing internships, develop the alumni network, find alternative channels to corporate and community relations and marketing and engaging in internal marketing.</p>

Globalisation has brought on dynamic markets and competition, and with that obliged companies to focus on long-term strategies and a greater focus on attracting, developing and retaining its employees. The present hunt for talent can be entitled as talent management, a concept that nowadays cannot be avoided. Talent management evidently not only affects companies, but also the newly graduates that are about to be employed. Students within business and economics are one affected group, since there is an increased competition for the most talented students within that field. Hence, it also concern different universities and Business Schools that offer education within the field as they are expected to provide students with certain skills before entering the working life. This leads us to an investigation of the following problem statement: How could a business student become more employable and how does a Business School respond to the requirements of the companies in the view of the war for talent? The main purpose with this study is therefore to obtain a comprehension of how newly graduates from Umeå School of Business (USBE) can become increasingly attractive among large organisations within the business world. In this qualitative study we wish to gain a deeper understanding of abovementioned issues and organisations’ talent management, and therefore we have used a hermeneutic perspective. Consequently, we have performed telephone interviews with people that are well acquainted with recruitment and human resource related issues at large companies in Sweden. The eight interviewed companies include; Öhrlings PriceWaterHouseCoopers, Sony Ericsson, Volvo Group, Nobia and Nordea, as well as three companies who requested to be held anonymous and are thereby ficticiously named: HRCompetence, CapitalBank and Consultancy AB. In addition, we arranged group interviews with personell at USBE to get an insight of whether the Business School is focusing on facets that are valued by the organisations. The scientific approach has been deductive, and the results from the empiricism has therefore been analysed together with recognised theories. The main theories used in this study regards Human Resource Management, Talent Management, Employment and Higher Education Institutions which leads us into Branding. The results of the research show that students can become more employable by developing certain characteristics and competences. The most important ones are: driving force, education, work experience, activities in parallel to studies, international experience and good grades. When it comes to the Business School and in this case USBE, it can respond to companies’ requirements by most importantly increasing its corporate and community relations and increase its marketing in order to strengthen its brand. This could be done through providing internships, develop the alumni network, find alternative channels to corporate and community relations and marketing and engaging in internal marketing.

Problem and Purpose – Diversity management, a subject of increasing interest over the last three decades in the business context, is even more relevant to higher education institutions, where diversity is present both in the supplier and customer side. In addition to general organisational improvements, most of the benefits arguably derived would have a direct impact on the cognitive processes such as problem-solving, creativity and learning, which are the core of the university reason for existence, being a centre for knowledge creation and transfer. However, the existing research covering diversity and its management in this particular organisational setting is very scarce. This paper aims to fill some of this gap. The purpose of this study is to identify the key motivators for ethnic diversity management in higher education institutions and the perceived benefits derived. Method – The investigation took the form of in-depth structured interviews conducted through e-mail, policy document analysis and website reviews of four selected higher education institutions. Pattern matching (Yin, 1994) was employed as the mode for data analysis. Findings – Ethnic Diversity Management was present in all units, however, it went beyond just the business case to include social justice view and other aspects. The HEIs studied were found to either manage diversity for purely ethical reasons, be motivated by a combination of moral considerations and perceived performance improvements, or completely culturally embrace diversity in the environment with less designated initiatives of diversity management, dependent on a range of variables present in each institutions related to their perceptions, goals and environment. Hence, both the social justice case and business case were concluded to be strong motivators for diversity management in the higher education context. Originality/value – The paper highlights various DM initiatives, strategies as well as observed effects, hence solidifying the arguments for recognizing and managing diversity and the link between well managed diversity and performance in various aspects, both in business and higher education context. The study is expected to make a contribution  to knowledge by assisting in providing information on key motivators for DM in HEIs and is intended  to be  an elementary supplement  for scholarly discourse in management science, and particularly DM in the HEI context.

Diss. Helsinki : Univ.