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Zlepšovanie business procesov budovaním ontológie / Business Process Improvement through development of ontologyElischer, Viliam January 2011 (has links)
The presented thesis offers in a wrapped form some basic information about HR procesess in an existing company and at the same time it draws new improvement options by applying an ontological solution. The aim of the thesis is based on a performed process analysis to select and resolve identified deficiencies by planed process improvements. Furthermore the author's solution enables to extend nowadays available options IT systems. The result of the diploma thesis is the description and categorisation of investigated process inefficiencies, followed by a relevant solution of ontological nature designed for elimination of the detected inefficiencies. The thesis is divided into three parts. First of them is oriented to characterise organization's environment, second part contains detailed analysis of hiring process and its subprocesses. Discussion about one of the most main uneffectivity's way, method of using IT systems in a process of process, runs on a base of knowledge contained in previous parts of the thesis.
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Mise au point et définition du positionnement de nouveaux capteurs EEG compatibles et repérables en IRM : application à la localisation de source / Development and spatial positioning of new EEG sensors compatible and localizable in MRI : application to source localizationKoessler, Laurent 19 November 2007 (has links)
La méthode de localisation de source qui permet d’identifier anatomiquement les générateurs de l’activité électrique cérébrale reste encore actuelle difficile à mettre en place et à utiliser en routine clinique. Une des étapes de cette méthode consiste à repérer spatialement les électrodes EEG positionnées sur le cuir chevelu. Ce travail de Doctorat a consisté à mettre au point de nouveaux capteurs EEG compatibles et repérables en IRM et à automatiser ce processus pour le rendre plus fiable et plus facile d’utilisation. Pour ce faire, nous avons développé et breveté de nouveaux capteurs de signaux électrophysiologiques et nous avons implémenté un algorithme informatique de détection et de labellisation automatique en IRM. Ces dispositifs ont été testés cliniquement chez des sujets sains et des patients épileptiques en comparaison avec la numérisation électromagnétique qui est la technique de référence. Nous avons montré dans un premier temps, l’efficacité de notre méthode du point de vue de la précision, de la reproductibilité et des performances. Nous avons montré ensuite que notre méthode n’engendrait pas d’erreurs de localisation anatomique des générateurs électroneurophysiologiques (PES, PEV, EPIC). Ces études cliniques ont été validées par des enregistrements d’IRM fonctionnelle et par une comparaison avec les données de la littérature. Enfin, nous avons développé un outil de projection de la position des capteurs de surface sur le cortex de façon à identifier les structures anatomiques et aires de Brodmann associées aux capteurs EEG du système international 10/10. Notre méthode de détection et de labellisation automatique des capteurs EEG grâce à l’IRM (ALLES) permet donc de limiter l’intervention humaine et de simplifier la méthode de localisation de source puisque seuls les examens d’EEG et d’IRM deviennent nécessaires. / Spatial localization of scalp EEG electrodes is a major step in dipole source localization and it must be accurate, reproducible and practical. Several methods have been proposed in the last fifteen years. The most widely used method is currently electromagnetic digitization. In this work, we introduce a new automatic method for localizing and labeling EEG sensors using MRI (ALLES). First, we designed a new scalp EEG sensor which is MR compatible and localizable. Secondly, we validated this new technique on a head phantom and then in a clinical environment with normal volunteers and epileptic patients. To do this, we compare the reproducibility, accuracy and performances of our method with electromagnetic digitization. We also demonstrate that our method provides better reproducibility with a significant difference (p < 0.01). Concerning accuracy, both methods are equally accurate with no statistical differences. We have tested our method both on normal volunteers (SEP and VEP studies) and epileptic patients (Spikes studies). Source localizations were not influenced by ALLES and we observe results consistent with the literature. Finally, we develop a method which projects the surface positions of the sensors (10-10 system) onto the cortex. This tool is helpful for visual inspection of high resolution EEG traces and for electroclinical diagnostic. To conclude, automation makes our method (ALLES) very reproducible and easy to handle in a routine clinical environment. It offers the possibility of using MRI volume for both source localization and spatial localization of EEG sensors.
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Diferenciação sexual de Araucaria angustifolia por RMN HR-MAS e análise multivariada / Sexual differentiation of Araucaria angustifolia by HR - MAS NMR and multivariate analysisCarvalho, Brenda Gomes 19 December 2012 (has links)
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Previous issue date: 2012-12-19 / Araucaria angustifolia is a dioecious plant, which is endangered due to their
extensive exploitation and reforestation difficulties related to its slow
development and lack of methods for determining the sex of the plant before
its reproductive age (15 to 20 years). Through analysis of 1H HR-MAS NMR
and multivariate analysis was possible to propose a method to predict the
sex of the plant still young, by assessing the metabolic profile of fresh leaves.
This analysis led to the identification of regions of spectrum with higher
influence on differentiation between males and females, although the
corresponding metabolites have not been elucidated. / Araucaria angustifolia é uma planta dióica, que se encontra ameaçada de
extinção devido à sua extensiva exploração e às dificuldades de
reflorestamento, relacionadas ao seu lento desenvolvimento e à inexistência
de métodos para a determinação do sexo da planta antes de sua idade
reprodutiva (15 a 20 anos). Através de análises de RMN HR-MAS de 1H e
análise multivariada foi possível propor um método para a predição do sexo
da planta ainda jovem, através da avaliação do perfil metabólico de folhas in
natura. Esta análise levou à identificação de regiões do espectro com maior
influência na diferenciação entre machos e fêmeas, embora os metabólitos
correspondentes não tenham sido elucidados.
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Psykologiska kontrakt och HR-yrkesverksammas karriär-förväntningar : En kvalitativ studie om upplevelsen av brutna psykologiska kontraktMurholm, Mariella, Eriksson, Linn January 2019 (has links)
Sammanfattning Vad beror det på att vissa anställda erbjuds karriärmöjligheter och andra typer av utvecklingsmöjligheter av sin arbetsgivare på en arbetsplats och andra inte? Att en anställd söker en tjänst internt och besitter en lång erfarenhet eller högre utbildning men en nyligen anställd som nyligen börjat får jobbet, eller att en anställd helt plötsligt inte får stanna kvar på sin arbetsplats utan rimlig förklaring? Dessa händelser är exempel av situationer som uppstår dagligen inom olika organisationer och arbetsplatser, där anställda och arbetsgivare har olika uppfattningar om vilka förväntningar och löften de har gentemot varandra. Syftet med denna studie är att undersöka dessa komplexa förväntningar närmare med utgångspunkt i teoretiska antaganden om så kallade psykologiska kontrakt (även kallad informella och osynliga kontrakt). Dessa kontrakt är motsatsen till formella skriftliga kontrakt där titel, befattning och lön framgår. Psykologiska kontrakt handlar om vilka outtalade löften, åtaganden och förväntningar som finns mellan arbetsgivare och anställd, vad man tror att man är överens om men som forskningen visar att vi oftast inte är. Vad får det för konsekvenser när de psykologiska kontrakten bryts? Psykologiska kontrakt finns i alla relationer, mellan familjemedlemmar, inom vänskapsrelationer, på arbetsplatsen osv. I denna studie fokuserar vi på att undersöka de psykologiska kontrakten ur en arbetstagares synvinkel gällande karriärutveckling och utvecklingsmöjligheter hen upplever sig ha på sin nuvarande, eller hade på en tidigare arbetsgivare. Med hjälp det teoretiska ramverket kring psykologiska kontrakt som utgångspunkt genomfördes åtta kvalitativa intervjuer med yrkesverksamma tjänstemän inom Human Resources (HR). Resultaten visar att flera av respondenterna har haft erfarenheter utav brutna psykologiska kontrakt genom arbetslivet, på både låg och hög nivå. Det visar sig även att våra respondenter har väldigt liknande åsikter om hur deras karriärutveckling leds i första hand personligen av dem själva som högst ansvariga men att det även måste ske med en känsla av trygghet till chefen och dess stöd i en växelverkan. Att chefen håller det hen lovar och att den anställde känner sig rättvis behandlad framhölls av respondenterna som mycket betydelsefullt för deras välbefinnande.
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Framtidens rekrytering, i en allt mer digitaliserad värld : - En kvalitativ studie om hur LinkedIn används i rekryteringsprocessenGlas, Sebastian, Lidén, Josefine January 2019 (has links)
HR-arbetet är under ständig utveckling i en allt mer globaliserad värld, genom digitala lösningar förändras också rekryteringsarbetet. Plattformar så som LinkedIn ger möjligheten att finna kandidater i Australien så som i grannbyar. Denna kvalitativa studie syftar till att få en ökad förståelse för hur HR-personal använder sig av LinkedIn i rekryteringsprocessen, samt vilka möjligheter och utmaningar det kan föra med sig. Informationen i denna studie ligger till grund från tidigare forskning på området samt från tre semistrukturerade intervjuer med fyra deltagande respondenter, som samtliga arbetar aktivt med LinkedIn i rekryteringsprocessen.Resultaten visar att LinkedIn är användarvänligt och verktyget är en tillgång för rekryterare att enkelt nå ut till potentiella kandidater. Det finns en del utmaningar med plattformen att ha med i beaktning, då tillförlitligheten av vad personer skriver om sig själva kan variera. Trots de möjligheter och utmaningar som finns inom forskningsområdet, ställer studiens respondenter sig positiva till den digitala utvecklingen i rekryteringsarbetet.
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A strategic analysis of the performance of the telephone banking channelDevenish-Meares, Peter January 2003 (has links)
The telephone-banking channel, delivered through call centres, has become an integral part of the distribution mix of retail financial institutions. To get the greatest competitive advantage from this channel, the strategic orientation, structural and behavioural aspects of the call centre must be aligned with its operational-service and sales-performance objectives. Unfortunately, while considerable managerial effort is expended developing call centres, often their performance results remain uncertain or uncommunicated. There are indications also that financial institutions should not underestimate active market orientation benefits; innovative, strategic-thinking and progressive structures; flexible, empathic leadership, and, valuing supportive human resource strategies. Our survey of Australian deposit-taking institutions investigates the extent to which strategic and behavioural aspects are aligned with its operational-service and sales-performance objectives. Specifically, managerial approaches to IT development, competitive positioning, leadership delegation, market research attitudes and product orientation were considered. Approaches to trust, conflict, morale and reward, and, key performance indicator (KPI) choices were sought also. Results show sales performance is positively related to more externally focussed strategic orientations. Reinforcing the importance of innovative human resource practices, performance is also related positively to psychosocial climate in general and employee reward and morale, in particular. This extension of management theory urges financial service leaders to actively contemplate one of its most important resources, people. Further, the survey itself indicated that while the majority of institutions continue to use operationally based key performance indicators, such as minimum call duration, the ability of the call centre to generate sales revenue is also being recognised. In summary, given the size and potential of the telephone-banking channel, this research encourages further, urgent exploration of strategic relationships among the channel, its market, performance measures and comprehensive people-centred HR strategies aimed at developing high employee trust, and satisfaction.
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Work to live, don’t live to work! : A cross-sectional study of the work-life balance of higher managersKorpunen, Päivi, Nápravníková, Andrea January 2007 (has links)
<p>The work-life balance is currently in vogue among governments, organizations as well as researchers. Higher managers in organizations all over the world are exposed to significant pressures in their jobs, which further influence the balance between their work and private lives, job satisfaction and overall well-being. In this thesis, we apply a different perspective on the topic of work-life balance than most of the previous scientific research. We have focused on the governmental, organizational and individual factors that affect the work-life balance of higher managers and the consequent influence on their job satisfaction and overall well-being.</p><p>The objective of this study is to contribute to the work-life balance research by exploring the fit between companies’ human resource practices and higher managers’ actual perceptions and needs. In order to gain different perspectives, our empirical research consists of a series of interviews with both HR managers and members of higher management.</p><p>The key findings in terms of the factors influencing higher managers are reported. They suggest that the individuals are influenced by several aspects. The responsibility for personal work-life balance does not only lie on individuals themselves, but the organizations and governments play an important role in treating this issue as well.</p>
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Hur många kan klona sig varje måndag? : en studie av hur HRM påverkas av projektifiering / Is it possible to duplicate yourself every Monday? : a study of the impact projectification has on HRMBredin, Karin, Forsström, Carl-Fredrik January 2003 (has links)
<p>Bakgrund: Projektifiering innebär att företag går från en stark linjeorganisation mot att betona projektdimensionen. Denna förändring skapar nya förutsättningar för medarbetare och torde även ha samband med företagets syn på sin personal som strategisk resurs. </p><p>Syfte: Syftet med denna studie är att kartlägga och analysera de förändringar som sker inom Human Resource Management i samband med företags projektifiering. </p><p>Genomförande: Det empiriska materialet består huvudsakligen av intervjuer med nyckelpersoner på Posten och Saab Aerospace. </p><p>Resultat: HR-funktionen har en viktig roll i projektifieringsprocessen. Två sätt att organisera HR-funktionen har identifierats, vilka påverkar möjligheten att anta denna roll. HR-relaterade problem får olika proportioner beroende på hur företag väljer att organisera projektverksamheten.</p>
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Human Resource Management in Project-Based Organisations : Challenges and ChangesBredin, Karin January 2006 (has links)
<p>This thesis is about human resource management (HRM) in project-based organisations. Firms have over the last decades tended to rely increasingly on project-based structures. This process of projectification implies a changed work situation for individuals in modern organisations. Researchers from the project field of research as well as from the HRM field of research have pointed to possible implications that projectification might have for HRM. This thesis explores this area through a combination of multiple, comparative, and single case studies of project-based organisations. The studies aim at identifying and analysing the changes and challenges for HRM in this particular context.</p><p>The studies are presented in four separate papers. The findings suggest a number of important and empirically nested challenges related to Competence, Trust, Change, and Individuals. Moreover, the changing roles of HR departments and line managers in the overall HR organisation are discussed and analysed. The thesis proposes alternative roles for line managers, depending on the organisational context, and it also proposes two ’ideal types’ of HR-departmental structures.</p>
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Is recession fuel for the staffing industry? : Corporate views on staffing in times of recessionJohansson, Katarina, Olsson, Erik January 2010 (has links)
<p>At the time of writing, the business world is currently recovering from a recession that struck globally in the late 2008. The financial crisis brought many consequences, not least in the labor market. In meantime, media is reporting of the increasing trends of companies outsourcing their employment needs, by using staffing companies. Could it be that there is a correlation between the recession and the companies’ choices to do so?</p><p>By revising literature on the topic we have found that the companies need for flexibility seem to be their main reason for using staffing companies. We have also come to review the first reports on the current increase of staffing company use in the US claimed to be caused by the current recession. Regarding the recession, we have come to find that it does have a structural impact on the labor market according to literature. An impact, that many claims is not temporary, but is here to stay.</p><p>We have departed from retroduction with a touch of abduction when investigating our research problem. In practice, we have conducted a study based on surveys where we have asked 37 people in managerial positions at the top 100 largest employers in Sweden about their views on the recession and their attitudes towards the staffing industry. In addition, we have conducted an interview with a manager from a staffing company in Sweden to get another view on the use of staffing companies.</p><p>The findings of this study include; even though several references in this paper forecast rapid growth during times of expansion for the staffing companies, this is not reflected within the responses in our sample. The companies perceive the situation of temporary staff as being better than what some theory suggests. There is reason to suggest that large companies that use staffing companies are moving towards a permanent need of temporary labor, and the respondent of such companies generally perceive staffing companies as a good option for mitigating labor-associated risks.</p><p>It is difficult to draw definite conclusions based on our findings. We have opted to give the reader some insight as to how the companies perceive the staffing industry, and how a manager of a staffing company perceives its current state. We would like to encourage further research to use the questions and suggestions raised in our paper to conduct tests in the area of temporary staffing from a corporate perspective to nourish the debate in the society with a scientific point of view.</p>
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