Aim of the study. To estimate the requirement for public health (PH) specialists and to evaluate their withdrawal during the studies. Objectives. 1. To evaluate the changes in number and distribution of PH specialists in Lithuania in 1993-2002. 2. To evaluate the withdrawal of students of Faculty of PH of KUM during pre-diploma studies. 3. To evaluate the withdrawal of students of Faculty of PH of KUM during post-diploma studies. 4. To estimate the requirement for PH specialists until 2015. Methods. While estimating the number and distribution of PH specialists in Lithuania the data of LHIC were analyzed. While estimating the withdrawal of PH students during pre-diploma and post-diploma studies, cohort analysis of the matriculates of Faculty of PH of KUM was carried out. The requirement for PH specialists was evaluated by carrying out the Delphi survey. Results. In 1993-2002 the number of PH specialists per 10 thousand population decreased in Lithuania: mostly the number of PH specialists with non-university medical education. In 1994-2000 84.9 percent of 272 matriculates graduated from Faculty of PH of KUM. 2.5 percent of students graduated earlier than after 4 years, because they had moved from Faculty of Medicine to the third or the fourth course of PH studies. The number of students who left for other faculties was 2.9 percent. It was impossible to find out the outcome of studies of 1.5 percent of students. Totally, 10.7 percent of students have not graduated from the... [to full text]

abstract: Data mining is increasing in importance in solving a variety of industry problems. Our initiative involves the estimation of resource requirements by skill set for future projects by mining and analyzing actual resource consumption data from past projects in the semiconductor industry. To achieve this goal we face difficulties like data with relevant consumption information but stored in different format and insufficient data about project attributes to interpret consumption data. Our first goal is to clean the historical data and organize it into meaningful structures for analysis. Once the preprocessing on data is completed, different data mining techniques like clustering is applied to find projects which involve resources of similar skillsets and which involve similar complexities and size. This results in "resource utilization templates" for groups of related projects from a resource consumption perspective. Then project characteristics are identified which generate this diversity in headcounts and skillsets. These characteristics are not currently contained in the data base and are elicited from the managers of historical projects. This represents an opportunity to improve the usefulness of the data collection system for the future. The ultimate goal is to match the product technical features with the resource requirement for projects in the past as a model to forecast resource requirements by skill set for future projects. The forecasting model is developed using linear regression with cross validation of the training data as the past project execution are relatively few in number. Acceptable levels of forecast accuracy are achieved relative to human experts' results and the tool is applied to forecast some future projects' resource demand. / Dissertation/Thesis / M.S. Computer Science 2013

Datorspelsbranschen är en relativt ung bransch, både jämfört med andra delarav mjukvaruindustrin och nöjesbranschen. En av de stora utmaningarnaspelutvecklare står inför är planeringen av den långsiktiga kompetensförsörjningen.Dock saknas sammanställda historiska data och applicerbararesursestimeringsmetoder, vilket gör detta arbete näst intill omöjligt. Det förstadelmålet med den här studien är att samla in historiska data angående strukturenoch storleken på utvecklingsteam som utvecklat AAA-spel (professionelltutvecklade spel med en hög budget) för pc-datorer. Datan samlas in frånkreditlistor hämtade via webbsidan Mobygames.com. Det andra delmålet beståri att utreda huruvida den insamlade datan kan appliceras på modeller förestimering av framtida personalbehov. De två modellerna som används ärtrendanalys samt kvotanalys. Resultatet visar att det går att samla in och byggaupp en historisk databas samt att båda modellerna kan appliceras på databasenmed gott resultat.Trendanalysen visar att storleken på projektteamen de senaste20 åren i stort sett utvecklats linjärt och kvotanalysen att det finns klara ochtydliga relationer mellan olika yrkesgrupper samt relationer mellanprojektteamet och en yrkesgrupp. / The video-game business is relatively young in relation to the software andentertainment industries. One of the major challenges for video-gamedevelopers is long-term human resource planning. Due to missing historicaldata in combination with applicable estimations methods, it is close toimpossible to perform such planning. The first sub-goal of this study is tocollect historical data about the structures and sizes of game development teamsinvolved in developing "Triple-A" games (professionally-developed games witha large budget) for PC. The collection of data is done through the websitemobygames.com. The second sub-goal is to examine whether the collected datacould be applied to an existing model for use in the forecasting of futurestaffing needs. The two models selected for this purpose are the trend analysismodel and the ratio analysis model. The result shows it is possible to build up adatabase with historical data. Trend analysis shows that the size of projectteams over the past 20 years has evolved almost linearly and ratio analysisshows clear relationships between the sizes of different occupational groups.

The subject of this thesis is the issue of leadership and management of employees in the construction company employees in the construction business. The practical part is focused on exploration of the company, its structures and strategies in the planning of human resources through the questionnaire.

Submitted by Maria Migliati (mcarpi@ufscar.br) on 2017-10-09T19:51:04Z No. of bitstreams: 2 Dissertação - versão final.pdf: 2451499 bytes, checksum: 2e2ac9b07033ffd0d078ed5e0ac997fb (MD5) Carta comprovante entrega versão final digitalizada.pdf: 32642 bytes, checksum: 500830a4bf3be013148793d850b448ea (MD5) / Approved for entry into archive by Ronildo Prado (bco.producao.intelectual@gmail.com) on 2018-01-18T12:25:43Z (GMT) No. of bitstreams: 2 Dissertação - versão final.pdf: 2451499 bytes, checksum: 2e2ac9b07033ffd0d078ed5e0ac997fb (MD5) Carta comprovante entrega versão final digitalizada.pdf: 32642 bytes, checksum: 500830a4bf3be013148793d850b448ea (MD5) / Approved for entry into archive by Ronildo Prado (bco.producao.intelectual@gmail.com) on 2018-01-18T12:25:54Z (GMT) No. of bitstreams: 2 Dissertação - versão final.pdf: 2451499 bytes, checksum: 2e2ac9b07033ffd0d078ed5e0ac997fb (MD5) Carta comprovante entrega versão final digitalizada.pdf: 32642 bytes, checksum: 500830a4bf3be013148793d850b448ea (MD5) / Made available in DSpace on 2018-01-18T12:35:52Z (GMT). No. of bitstreams: 2 Dissertação - versão final.pdf: 2451499 bytes, checksum: 2e2ac9b07033ffd0d078ed5e0ac997fb (MD5) Carta comprovante entrega versão final digitalizada.pdf: 32642 bytes, checksum: 500830a4bf3be013148793d850b448ea (MD5) Previous issue date: 2017-09-15 / Não recebi financiamento / The issue of workforce sizing, as part of human resource planning, is not something new, but in the public administration, and particularly in federal universities it becomes more complex. Having a scalability model, with clear and defined parameters and criteria, that provides the foundation and support for better decision making is essential. To comply with the provisions of Law No. 11,091/2005, dated January 12, 2005, which provides for the Career Plan for Technical-Administrative Positions in Education and Decree No. 5.825 / 2006, of 06/29/2006, and establishes the guidelines for the elaboration of the Plan of Development of the Members of the Career Plan of the Technical-Administrative Positions in Education, federal universities should carry out the dimensioning of the technical-administrative servers’ workforce. However, in the face of complexity, most universities do not have a design model for the allocation of vacancies. This work presents and describes a model for designing a public higher education university, applying it as a pilot, in an administrative unit of the Federal University of São Carlos (UFSCar), identifying possible weaknesses and possibilities regarding its application. The used methodology refers to the qualitative approach, based, for the most part, on secondary data. The analyzed and applied model proved useful for the institution to know better the workforce of its technical-administrative servers; to raise the profile and competencies of the servers and the units, enabling the identification of training needs in line with the real needs of UFSCar, to verify the needs of redefinition of the units' structures, as well as to map and review processes already mapped. / A questão do dimensionamento da força de trabalho, como parte do planejamento de recursos humanos, não é algo novo, porém, na administração pública, e, em particular, nas universidades federais de ensino se torna mais complexo. Ter um modelo de dimensionamento, com parâmetros e critérios claros e definidos, que dê embasamento e suporte à tomada de decisões mais acertadas, é essencial. Para atender aos dispositivos da Lei n° 11.091/2005, de 12/01/2005, que dispõe sobre o Plano de Carreira dos Cargos Técnico-Administrativos em Educação e do Decreto n° 5.825/2006, de 29/06/2006, que estabelece as diretrizes para elaboração do Plano de Desenvolvimento dos Integrantes do Plano de Carreira dos Cargos Técnico-Administrativos em Educação, as universidades federais deveriam realizar o dimensionamento da sua força de trabalho dos servidores técnico-administrativos. Porém, diante da complexidade, a grande maioria das universidades não dispõem de um modelo de dimensionamento com vistas à alocação de vagas. Este trabalho apresenta e descreve um modelo de dimensionamento de uma universidade pública de educação superior, aplicando-o como piloto, em uma unidade administrativa da Universidade Federal de São Carlos (UFSCar), identificando possíveis fragilidades e possibilidades quanto à sua aplicação. A metodologia utilizada refere-se a abordagem qualitativa, com base, na sua maioria, em dados secundários. O modelo analisado e aplicado, se mostrou útil para a instituição conhecer melhor a força de trabalho dos seus servidores técnicos-administrativos; levantar o perfil e competências dos servidores e das unidades, possibilitando a identificação de necessidades de capacitação alinhadas às reais necessidades da UFSCar, verificar as necessidades de redefinição das estruturas das unidades, bem como mapear e rever processos já mapeados.

The present research investigated the challenges and problems facing the public sector institutions regarding the processes, procedures, practices, steps and methods used for human resource recruitment and selection. The South African government outlawed unfair discrimination to promote equality and equity in the labour force. This state of affairs has direct implications for employment practices such as recruitment and selection in the public service. Without a comprehensive recruitment and selection model, public service departments could contravene legislative requirements. As a result, these public service departments then may not succeed in attracting and appointing the best candidates for vacant positions. The intension of this study was to determine the extent to which functions of human resource management (HRM) reflect the spirit and stipulations of the statutory and regulatory framework. These functions include job analysis, job evaluation, job design, job profiles, and human resource planning, as well as induction and orientation. The aim is further to verify to what extent these functions influence recruitment and selection practices. A qualitative research design was used to construct a comprehensive human resource recruitment and selection model. This model is the result of a thorough analysis of comparative recruitment and selection theories, approaches, international best practice, and of existing models. A case study was undertaken within the Department of Justice and Constitutional Development (DOJ&CD). Data was collected by using a questionnaire from a representative sample. The target population comprised senior and middle managers from the National Office in Pretoria and North West Province responsible for human resource functions. They are divided into five sub-clusters. Based on the core findings of this research it was established that the DOJ&CD experiences inefficiencies as far as the following aspects of human resource management are concerned: alignment, development and implementation of appropriate human resource strategies, systems, processes, procedures and methods. This also includes the approaches for recruitment and selection. The DOJ&CD mainly utilises traditional processes of recruitment and selection that do not adequately reflect international best practice and, furthermore, do not adhere to all the stipulations of the myriad forms of legislation that are governing human resources in the public service. A comprehensive model for recruitment and selection was thus of the utmost importance to guide the Department in its recruitment and selection endeavours. The model that is designed as the main contribution of this research is aimed at addressing these challenges. The comprehensive model is intended to guide the DOJ&CD‟s human resource practitioners on recruitment and selection. This is done by means of a processmap and a flow-chart approach. Based on the literature review and empirical study, best practice is proposed that can be associated with each phase or step in the recruitment and selection process. The criteria for the development of the model was based on the theoretical relationship among elements and variables such as strategy, structure, job analysis, job description, job specification and job evaluations, and how these elements are linked to recruitment and selection processes. Such a comprehensive human resource recruitment and selection model can assist practitioners to align all human resource activities and functions within public service departments. This will help to realise their organisational objectives and to operationalise their strategic imperatives successfully. / PhD (Public Management and Governance), North-West University, Potchefstroom Campus, 2014

The present research investigated the challenges and problems facing the public sector institutions regarding the processes, procedures, practices, steps and methods used for human resource recruitment and selection. The South African government outlawed unfair discrimination to promote equality and equity in the labour force. This state of affairs has direct implications for employment practices such as recruitment and selection in the public service. Without a comprehensive recruitment and selection model, public service departments could contravene legislative requirements. As a result, these public service departments then may not succeed in attracting and appointing the best candidates for vacant positions. The intension of this study was to determine the extent to which functions of human resource management (HRM) reflect the spirit and stipulations of the statutory and regulatory framework. These functions include job analysis, job evaluation, job design, job profiles, and human resource planning, as well as induction and orientation. The aim is further to verify to what extent these functions influence recruitment and selection practices. A qualitative research design was used to construct a comprehensive human resource recruitment and selection model. This model is the result of a thorough analysis of comparative recruitment and selection theories, approaches, international best practice, and of existing models. A case study was undertaken within the Department of Justice and Constitutional Development (DOJ&CD). Data was collected by using a questionnaire from a representative sample. The target population comprised senior and middle managers from the National Office in Pretoria and North West Province responsible for human resource functions. They are divided into five sub-clusters. Based on the core findings of this research it was established that the DOJ&CD experiences inefficiencies as far as the following aspects of human resource management are concerned: alignment, development and implementation of appropriate human resource strategies, systems, processes, procedures and methods. This also includes the approaches for recruitment and selection. The DOJ&CD mainly utilises traditional processes of recruitment and selection that do not adequately reflect international best practice and, furthermore, do not adhere to all the stipulations of the myriad forms of legislation that are governing human resources in the public service. A comprehensive model for recruitment and selection was thus of the utmost importance to guide the Department in its recruitment and selection endeavours. The model that is designed as the main contribution of this research is aimed at addressing these challenges. The comprehensive model is intended to guide the DOJ&CD‟s human resource practitioners on recruitment and selection. This is done by means of a processmap and a flow-chart approach. Based on the literature review and empirical study, best practice is proposed that can be associated with each phase or step in the recruitment and selection process. The criteria for the development of the model was based on the theoretical relationship among elements and variables such as strategy, structure, job analysis, job description, job specification and job evaluations, and how these elements are linked to recruitment and selection processes. Such a comprehensive human resource recruitment and selection model can assist practitioners to align all human resource activities and functions within public service departments. This will help to realise their organisational objectives and to operationalise their strategic imperatives successfully. / PhD (Public Management and Governance), North-West University, Potchefstroom Campus, 2014

Cette thèse porte sur la planification du personnel en accordant une attention particulière à l'aspect humain et aux facteurs ergonomiques dans le domaine de la production. Un certain nombre de modèles mathématiques sont présentés pour formuler les problèmes d'ordonnancement et de planification du personnel étudié. Concernant les modèles de planification, la productivité du système de fabrication et le bien-être des travailleurs sont ciblés. De cette manière, une méthode d'affectation des travailleurs est présentée pour réduire le temps de production et une méthode d'ordonnancement pour la rotation des tâches est présentée afin d’équilibrer la charge de travail des opérateurs. À cet effet, une analyse ergonomique est effectuée sur les postes de travail du système de production étudié. Cette analyse aboutit à l'évaluation des postes du travail suivant la convention dite des feux de circulation, c'est-à-dire que les postes sont classés dans les niveaux de charge faible, moyen et élevé qui sont représentés respectivement par les couleurs verte, jaune et rouge. Une approche mathématique est développée pour convertir ces résultats en valeurs numériques, car les paramètres quantitatifs sont plus applicables pour l'optimisation de la planification. Une programmation multi-objectifs est proposée pour optimiser les deux objectifs mentionnés du problème d'ordonnancement de tournée du personnel étudié. Les méthodes d'agrégation linéaire et de ε-contrainte sont appliquées pour résoudre ce modèle d'optimisation. En outre, cette thèse présente une nouvelle variante du problème d'affectation appelé problème d'affectation généralisée par séquence qui est défini pour la planification du personnel dans un système combiné constitué des postes de travail en série et en parallèle. Il est prouvé que ce problème d'optimisation combinatoire est NP-difficile et les méthodes exactes ne sont pas capables de résoudre les instances de grande taille. Ainsi, trois méthodes approchées composées de deux approches matheuristiques et une heuristique hybride sont développées pour résoudre ce problème. Les méthodes matheuristiques sont basées sur la décomposition de la formulation pour simplifier le modèle principal en deux ou plusieurs modèles plus petits. La troisième méthode est une heuristique gloutonne combinée à une recherche locale. En outre, dans la dernière étape de cette thèse, la planification des ressources humaines pour un système de soins à domicile est formulée mathématiquement. Selon la structure du système, une intégration des problèmes d'affectation et de tournées de véhicules est présentée. Enfin, une approche matheuristique en trois étapes est proposée pour résoudre ce problème d'optimisation combinatoire. / This thesis concerns the human resource planning by paying a special attention to the human aspect and ergonomic factors in the manufacturing domain. A number of mathematical models are presented to formulate the studied workforce scheduling and planning problems. In the planning models, the productivity of the manufacturing system and the well-being of the workers are targeted. In this way, a worker assignment approach is presented to reduce the production time and a job rotation scheduling approach is presented to balance the workloads on the operators. For this purpose, an ergonomic analysis is carried out on the jobs of the studied production system. This analysis results in the traffic light evaluation for the jobs, i.e., the jobs are categorized into the low, medium and high workload levels which are presented respectively by the green, yellow and red colors. A mathematical approach is developed to convert these outputs to the numerical values, because the quantitative parameters are more applicable for the optimization of the planning. A multi-objective programming is proposed to optimize two mentioned objectives of the studied workforce scheduling problem. Both linear aggregation and epsilon-constraint methods are applied to solve this optimization model. Furthermore, this thesis presents a novel variant of the assignment problem called sequencing generalized assignment problem which is defined for workforce scheduling in a combined system consisting of the jobs in series and in parallel. It is proved that this combinatorial optimization problem is NP-hard and the exact methods are not able to solve the large-scale instances. Hence, three approximate methods consisting of two matheuristic and a hybrid heuristic approaches are developed to solve it. The matheuristic methods are based on the decomposition of the formulation to break down and simplify the main model into two or more smaller models. The third method is a greedy heuristic combined with a local search. The efficiency of the three mentioned methods is evaluated by various instances of different sizes. Moreover, in the last step of this thesis, the human resource planning for a home healthcare system is formulated mathematically. According to the structure of the system, an integration of the worker assignment and vehicle routing problems is presented. Finally, a three-steps matheuristic approach is proposed to solve this combinatorial optimization problem.

「國民中小學組織再造及人力規劃試辦方案」政策主要是為了配合九年一貫 課程實施，重視學校本位課程，期透過總量員額管制、調整國民小學組織與人力架構，促進教學與行政責任，期能減輕教師教學及行政負擔，並發揮教育經費使用效益。本研究旨在瞭解臺北市國民小學參與國民小學組織再造與人力試辦規劃方案實施情形與成效、探討臺北市國民小學教師對於國民中小學組織再造與人力規劃試辦方案之認知程度與支持度、瞭解臺北市國民小學教師對於學校滿意度與學校組織規劃之意見。採用文件分析法與問卷調查法二種研究方法。研究者蒐集臺北市國民小學參與「中小學組織再造及人力規劃試辦方案」之相關文件資料，並自編「臺北市國民小學學校組織再造調查問卷」，受試者包括臺北市92至95學年度參與試辦方案之9所國民小學及未參與試辦方案之9所國民小學，普查該18所國民小學之1,000名教師，可用問卷回收率達70.6﹪。茲根據研究所得，做成結論如下。 壹、臺北市參與試辦方案之國民小學為提升學校效能等因素參與試辦後，由試辦小組進行宣導、規劃試辦與檢討，雖面臨配套措施尚未健全等困難，但以各種組織再造策略，期許達成預定目標。 貳、臺北市參與試辦方案之國民小學教師對於試辦成果普遍表示肯定滿意與支持，除達成教育部與臺北市政府教育局之四項預期目標外，並獲得學校成員、家長與學生之高度肯定。 參、臺北市國民小學教師對於國民中小學組織再造與人力規劃試辦方案認知情形屬中等程度。 肆、不同性別、年齡、服務年資、最高學歷、現任職務、學校規模、學校地區、學校校齡、參與方案與否之臺北市國民小學教師對試辦方案認知情形達顯著差異。 伍、臺北市國民小學教師對於國民中小學組織再造與人力規劃試辦方案支持度屬中上程度，且最支持「總量員額管制，彈性調整處室編制」。 陸、不同性別、服務年資、學歷、現任職務與學校地區的臺北市國民小學教師對國民中小學組織再造與人力規劃試辦方案支持度達顯著差異。 柒、臺北市國民小學教師對於組織再造試辦方案整體認知程度與支持度相關情形 達顯著。 捌、臺北市國民小學教師對於「學校整體滿意度」屬中上程度。 玖、不同職務、學校規模、學校地區、學校校齡、參與試辦方案與否之臺北市國民小學教師對學校現況滿意度達顯著差異。 拾、臺北市國民小學教師強烈贊同「部分行政工作可視性質改由『一般行政』或『教育行政』專長之職員擔任，如總務處主任與組長」；同時贊成「學校控留部分教師員額改聘兼任人員」，並相當支持「與教學無關之行政工作採勞務外包」等組織員額彈性規劃之作法。 拾壹、五成以上臺北市國民小學教師同意小幅度調整學校組織架構。 茲根據以上結論，提出教育行政機關與學校執行「國民中小學組織再造與人力規劃試辦方案」之建議如下。 壹、參與試辦方案學校實施成效良好，參與試辦學校數量值得逐年增加，教育部可考慮持續擴大試辦。 貳、安排訪視活動、舉辦成果發表會或成立校際策略聯盟，以瞭解學校試辦情形並分享交流經驗，以利檢討改進。 參、採取漸進式的學校組織再造，小幅度調整行政組織結構。 肆、調整不同學校規模之人員編制或擴大學校行政人員編制。 伍、妥適善用校內外人力資源並控留部分教師員額改聘兼任、代課、教學支援人員。 陸、非屬教學專業之固定項目委外辦理，由教育行政機關統一發包。 柒、依據學校特色與需求，彈性規劃整體組織再造及人力調整，並持續檢討改進。 捌、持續宣導與溝通組織再造與人力規劃試辦方案，並加強特定族群之宣傳，由下而上建立共識，擴大組織再造參與層面。 玖、教育行政機關在法令與經費上提供相關配套措施，增加學校的執行力與行動力。 拾、組織再造與人力規劃試辦方案的推動應由組織結構的調整邁向組織文化的 重塑。 拾壹、對未來研究的建議。 / “The Organization Restructuring and Human Resource Planning Project of the Elementary and Secondary School” policy is a complement to the implementation of Grade 1-9 Curriculum. It emphasizes school-based curriculum and hopes to expand the responsibility of teaching and administration, to alleviate the loads of teaching and administration, and to improves the costs-benefits of educational budgets through total personnel control and adjustment of elementary and secondary schools’ organization and human resource structure. The purposes of this study were to realize the implementation and effectiveness of the organization restructuring and human resource planning project of elementary and secondary schools in Taipei, to investigate the level of cognition and support of this project from the teachers of elementary schools in Taipei, and to understand their satisfaction levels toward school and their opinion regarding organization planning of schools. The research methods used in this study were document analysis and questionnaires. The researcher collected relevant documents regarding this project from elementary schools in Taipei and designed “The Organization Restructuring Questionnaire of Elementary Schools in Taipei”. The participants included 9 participating elementary schools and 9 non-participating elementary schools in Taipei from the academic year of 92 to 95. The questionnaires were sent to 1000 teachers from this 18 elementary schools. The valid rate of return is 70.6 %. The results of this study were as follows: 1.Due to the reasons of being appointed from the educational department, considering the needs of the schools, improving school effectiveness, and activizing school human resources, the elementary schools in Taipei which participating in this project first formed a committee to promote, plan, and evaluate.Although facing the difficulties of immature conceptualization and the void of corresponding interventions, five restructuring strategies including adjusting organization structure, re-designing job duties, re-allocating human resources, teaming the task forces ,and simplifying operation process were used. In addition to attain the four expected goals of the Ministry of Education, it was also hoped that certain goals regarding administration management, organization structure, teaching , learning, and parents’ service were be achieved. 2.The elementary teachers participating in this project expressed general satisfaction and support toward the results. Besides the four expected goals from The Ministry of Education and Taipei City Government Educational Department, highly recognition from the staff, parents and students were acquired. 3.The elementary school teachers in Taipei expressed medium cognition level toward this project. 4.There were significant differences in the cognition level toward this project between gender, age, seniority, education background, position, school scale, school area, and participation or not of the elementary school teachers in Taipei. 5.The elementary school teachers in Taipei expressed medium to high support level toward this project and support “total personnel control and flexibly adjust the organization of units” the most. 6.There were significant differences in the support level toward this project between different gender, seniority educational background, position, and school areas of the elementary school teachers in Taipei. 7.There was significant positive correlation between the cognition level and support level toward this project of the elementary school teachers in Taipei. 8.The elementary school teachers in Taipei expressed a medium to high satisfaction level toward “the general satisfaction of school”. 9.There were significant differences in the satisfaction level toward the present status of school between different position, school scale, school area, school history, and participation or not of the elementary school teachers in Taipei. 10.The elementary school teachers in Taipei strongly agreed that: (1)Some of the administration work can be took by staffs with normal administration specialty or educational administration specialty ; (2)School maintained certain personnel quatos and hire part-time employees . (3)Outsourcing the non-teaching relevant administration work. 11.Half of the elementary school teachers in Taipei agreed small-scale school organization restructuring. According to the above results, suggestions were provided to the administration institutions and schools which participated in the project: 1.The school participating in the project had good performance. Therefore, the Ministry of Education could consider expanding the participation to more schools gradually. 2.In order to share the experience and to benefit improvement, it is suggested to arrange visiting activities, to hold a results presentation, or to establish strategic alliances between schools. 3.Proceed school restructuring gradually and have small-scale administrative organization restructure. 4.Adjust the staffing of different school scales and expand the staffing of school administration personnel. 5.Using the human resources outside from the school more properly and maintain the teacher quotas to employ part-time, substitute teacher or teaching-supportive staff. 6.Outsourcing the non-teaching items through educational administration institutions. 7.According to the characteristics and demands of the schools, plan organization structure and human resources adjustment flexibly and evaluation continuously. 8.Promote and communicate the project continuously and reinforce the advertising to specific audience in order to expand the scope of organization restructuring. 9.In order to increase the execution of schools, educational administration institutions should provide corresponding interventions in laws and budgets. 10.The promotion of the organization restructuring and human resource planning project should move from the adjustment of organization structure to the re-shaping of organizational culture. 11.The recommendation to future research.

The aim of diploma thesis is to describe and analyze organization of construction contract at the specific construction company. Introduction contains summary of theoretical knowledge, followed by construction order preparation on general level. The practical part contains application on specific construction contract.