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. 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.

There is a pressing need for better assessment of bone strength as current clinical tools do not directly measure bone mechanical properties, but offer only surrogate measures of bone strength. We conducted an ex-vivo study of emu bones to examine how two investigative devices, hr-pQCT and MRTA, compare to current clinical tools (DXA and QUS) in predicting true bone mechanical properties. We found that hr-pQCT parameters were able to assess bone strength as well as DXA and better than QUS, while MRTA was able to predict bone strength well in low-density but not high-density bones. Our results suggest that both hr-pQCT, which has the unique ability to specifically assess the various determinants of bone strength, and MRTA, which measures a bone mechanical property (stiffness), have great potential for use as clinical tools that can assess various components of bone strength not measured by current devices.

The objective of this research was to perform an explorative study to identify the position of Human Resources (HR) departments in companies in South Africa as custodians of the King III code; their knowledge and understanding of the King III code; and their role within corporate governance. The HR department has the responsibility to manage corporate governance by using the King III code as guideline. The main research questions were: Does HR management know, understand, apply and have the ability to use the King III code in terms of ethical decision making and what role does the HR department play within corporate governance? A random sample of available HR managers, senior HR consultants and HR directors was taken and semi-structured interviews were conducted. The results indicated that the respondents did not know, understand or use the King III code. / MCom (Industrial Psychology), North-West University, Vaal Triangle Campus, 2013

In this thesis we have studied equality and equity from an HR perspective in South Africa. The study is partly made from an inductive approach and an analytical interpretation in line with hermeneutic has been used. The data is mainly contracted from interviews with HR professionals within various South African organizations. A mix of snowball and convenience sample has been used and among our respondents there are a variety and mix of the following variables: gender, position (manager/practitioner), race (blacks/white) and organization sector(public/parastatal/private). Our main findings are that equality and equity are highly debated topics and that the laws regulating them have a major effect on the HR professionals’ dailywork. The study gives us various perspectives of employment equity but a majority of our respondents do believe that the regulation of employment equity is needed. We find that there are obstacles for achieving equality in South African workplaces and our respondents have given us examples of different ways of how to tackle them. Many of our respondents are also of the opinion that there is a lack of implementation of the regulations and that it is time to rewrite several Acts.

There is a pressing need for better assessment of bone strength as current clinical tools do not directly measure bone mechanical properties, but offer only surrogate measures of bone strength. We conducted an ex-vivo study of emu bones to examine how two investigative devices, hr-pQCT and MRTA, compare to current clinical tools (DXA and QUS) in predicting true bone mechanical properties. We found that hr-pQCT parameters were able to assess bone strength as well as DXA and better than QUS, while MRTA was able to predict bone strength well in low-density but not high-density bones. Our results suggest that both hr-pQCT, which has the unique ability to specifically assess the various determinants of bone strength, and MRTA, which measures a bone mechanical property (stiffness), have great potential for use as clinical tools that can assess various components of bone strength not measured by current devices.

Turismutbildningar på högskolenivå har växt fram som ett resultat av att förstärka kompetensförsörjningen och konkurrenskraften inom turistbranschen. Studien undersöker hur HR chefer inom turismrelaterade företag värderar högskoleutbildning i sin rekryteringsprocess. Utifrån en hermeneutisk analysmetod är målet med studien även att få inblick i chefernas uppfattning kring utbildnings och kompetensbehovet i deras bransch idag. Uppsatsens empiriska resultat utgörs av fyra kvalitativa intervjuer med HR chefer från resebranschen respektive mötesbranschen. En femte intervju utfördes även med en forskare från Etour som ett viktigt kunskapsbidrag. Resultatet som styr värderingen av en akademisk examen i rekryteringsprocessen avgörs av tjänst och position. Inom nyckelpositioner med spetskompetenser krävs en högskoleutbildning. Resultatet visade även att yrkesutbildningar och arbetslivserfarenhet värderas samtidigt som möjligheten att arbeta sig upp från vissa positioner genom internrekrytering är vanligt förekommande. / Higher education related to tourism has emerged as a result of strengthening human resource management and the competitiveness in the tourism industry. The objective of this study is to examine how HR managers value an academic degree in their recruitment process. From a hermeneutic analysis, the goal of the study is also to gain insight into managers' perception of educational and skills needs in their industry today. The empirical result of this study consists of four interviews with HR executives from the travel industry and the meeting industry. A fifth interview was also made with a senior university lecturer from Etour as an important contribution of knowledge. The result showed that the valuation of an academic degree in the recruitment process is determined by the kind of tourism employment and location or position. In key positions with core competencies it’s required an academic degree. The results also showed that vocational training and work experience is valued, while the ability to work their way up from certain positions through internal recruitment also is common

Thesis (M.P.H.)--University of Michigan, 1945.

Thesis (M.P.H.)--University of Michigan, 1945.

<p>Every living cell faces a multitude of DNA threats in its lifetime because damage to DNA is intrinsic to life itself. A double-strand break (DSB) is the most cytotoxic type of DNA damage and is a potent inducer of chromosomal aberrations. Defects in DSB repair are a major driver of tumorigenesis and are associated with numerous developmental, neurological and immunological disorders. To counteract the deleterious effects of DSBs, organisms have evolved a homologous repair (HR) mechanism that is highly precise. The key to its error-free nature lies in its use of a homologous template in restoring the DSB and its preferential occurrence during late S and G2 phase of the cell cycle when identical sister chromatids are available as templates for repair. However, HR can also engage homologous chromosomes and ectopic substrates that share homology, resulting in mitotic loss-of-heterozygosity (LOH) and unwanted chromosomal aberrations. In this case, understanding of the underlying mechanisms and molecular factors that influence accurate sequence transfer and exchange between two homologous substrates becomes crucial. </p><p>The focus of this dissertation is examination of the genetic factors and molecular processes occurring at early intermediate steps (DNA end resection and DNA synthesis) of mitotic recombination in Saccharomyces cerevisiae. To model DSB repair, we established a unique plasmid-based assay with a small 8-base pair (bp) gap in the middle of an 800-bp plasmid substrate. To delineate the molecular structures of strand exchange intermediates during HR, we used a 2% diverged plasmid substrate relative to a chromosomal repair template to generate mismatch-containing heteroduplex DNA (hetDNA) intermediates. The assay was performed in a mismatch repair (MMR)-defective background allowing hetDNA to persist and to segregate into daughter cells at the next round of replication. Unexpectedly, even when MMR was inactivated, sequence analysis of the recombinants revealed patches of gene conversion and restoration reflecting mismatch correction within hetDNA tracts. We showed that, in this system, MMR and nucleotide excision repair (NER) correct mismatches via two different mechanisms. While mispairing of nucleotides triggers MMR, NER is recruited by the subtle 6-methyladenine mark on the plasmid substrate, leading to coincident correction of mismatches. The methylation marks on the plasmid were acquired from the bacterial host’s native restriction-modification system during plasmid propagation. </p><p>Formation of hetDNA occurs when a plasmid substrate engages the chromosomal template for repair, forming a D-loop intermediate. D-loop extension requires DNA synthesis by DNA polymerase/s. Translesion synthesis (TLS) polymerases have been implicated in HR in both chicken DT40 cells and fruit fly, but not in yeast. This class of polymerases is known for its low fidelity due to a lack of exonuclease domain and is commonly used for lesion bypass and in extending ends with mismatches. We reported for the first time a requirement of Polζ-Rev1 and Polη (TLS polymerases in S. cerevisiae) for completing gap repair. Moreover, gap-repair efficiency suggested that these two polymerases function independently. We concluded that TLS polymerases are involved in either extending the invading 3’ end and/or in the gap-filling process that completes recombination. </p><p>DNA resection of a DSB serves as a primary step to generate a 3’ single-stranded DNA (ssDNA) for subsequent homologous template invasion, but this process has mostly been studied in the absence of a repair template or when downstream HR steps are disabled. To analyze the individual contributions of identified nucleases to DSB resection in the context of repair, we established a chromosomal assay; the substrate size was increased to 4 kilobases (kb) and 85 SNPs were present at ~50 bp intervals. In this chromosomal assay, resection and DNA synthesis influence the length of hetDNA tracts in the final recombinants, allowing these two steps to be analyzed. We specifically focused on synthesis-dependent strand annealing (SDSA) events, where hetDNA reflects DNA synthesis and extent of resection. Our main conclusions are as follows. DNA end resection on the annealing end of NCO products generated by SDSA is not as extensive as one might expect from resection measured in single-strand annealing (SSA) assays. In addition, although the two long-range resection pathways (Sgs1-Dna2 and Exo1) can support recombination in a redundant manner, hetDNA was significantly reduced upon loss of either. End processing of DSBs is predominantly 5’ to 3’, but we also observed loss of sequences (greater than 8 nt but less than 40 nt) at the 3’ termini. We have tested and ruled out the involvement of Mre11 and Polε proofreading activity. Lastly, Pol32 functions as a subunit of Polδ to promote extensive repair synthesis during SDSA. hetDNA tract lengths were significantly shorter in the absence of the Pol32 subunit of Polδ, providing direct evidence that Polδ extends the invading end during HR. Together, this work advances our understanding of how resection nucleases and DNA polymerase/s function to regulate mitotic recombination outcome and influence the molecular patterns of NCOs.</p> / Dissertation

Syftet med denna studie var att kvalitativt undersöka vilka förväntningar som finns på HR-funktionen utifrån chefernas perspektiv på en mindre kommun i Sverige. Studien baserades på elva intervjuer och analyserades genom induktiv tematisk analys. Resultatet visade att respondenterna saknade stöd från HR-funktionen samt en tydlig ansvarsfördelning i arbetsuppgifter. Respondenterna upplevde dessutom en otydlighet i vad de kunde förvänta sig av HR-funktionen. Resultatet visade även att respondenterna saknade en grundlig arbetsplatsintroduktion för att klara av sitt arbete som chef inom organisationen. Dessutom upplevde respondenterna att HR-funktionen var underbemannad då de inte upplevde att de fick det stöd de behövde. Förslag till förbättringsområden är att förtydliga vilket stöd som erbjuds från HR-funktionen, förtydliga ansvarsfördelningen mellan HR-funktion och chef samt skapa en välfungerande arbetsplatsintroduktion. Dessutom behöver HR-funktionen förtydliga riktlinjer och policys samt utforma dokument om vad HR-funktionen faktiskt erbjuder inom organisationen.