This research explores the nature and extent of management development and training of senior and middle managers working in Palestinian telecommunication organizations using a basic trichotomous (three-stage) model: needs assessment, training development, and evaluation. A critical review of the literature is presented to identify the different approaches and key principles that make up the field of training and development. Using the survey approach, primary data were collected to answer the research question. A total of 142 questionnaires were distributed among senior and middle managers with 110 questionnaires being completed and returned (77 per cent response rate). Field work was also supported with 10 selected interviews with high ranking officials in the surveyed organizations to help corroborate the results. Thereafter, data was analysed using SPSS and spread sheets, and then compared with data available from literature. Despite the presence of a rather systematic approach to training, the findings show that the current status of training in the surveyed organizations is inadequate with heavy emphasis on traditional methods throughout the three stages; the current system does not offer a holistic perspective to training and development. This study presents an exploratory investigation into the training status in telecommunication organizations. It provides a fundamental foundation for future research aimed at expanding the available knowledge within the context of the study. In addition, specific strengths and weaknesses in the current system are identified using the trichotomous model in a more practical manner. Overall, this thesis offers both professionals and academics a fresh perspective on training in Palestinian telecommunication organizations; it not only highlights the importance of training but also stresses that future initiatives and programs are more carefully designed and implemented.

Целью работы является развитие теоретических и методических положений управления человеческими ресурсами с учетом формирования специальных компетенций персонала. По результатам работы был сформирован методический подход к менеджменту человеческих ресурсов, который связан со спецификой нефтегазового сектора и учитывает показатели оценки результативности практик управления зелеными и шельфовыми компетенциями, особенностью которого являются этапы оценки содержания программ обучения, степени их внедрения в практику и наличия оценки имиджевых и экономических эффектов для компании, что позволяет оценить достигнутые результаты в формировании зеленого человеческого капитала и развить внутреннюю систему управления персоналом и их компетенциями. / The purpose of the work is to develop the theoretical and methodical provisions of human resource management, taking into account the formation of special competencies of personnel. Based on the results of the work, a methodical approach to the management of human resources was formed, which is associated with the specifics of the oil and gas sector and takes into account the indicators for evaluating the effectiveness of green and shelf competencies management practices, a feature of which are the stages of assessing the content of training programs, the degree of their implementation in practice and the availability effects for the company, which allows assessing the results achieved in the formation of green human capital and developing an internal system for managing personnel and their competencies.

ABSTRACT Date: 2023-05-30 Level: Bachelor thesis in Business Administration, 15 cr Institution: School of Business, Society and Engineering, Mälardalen University Authors:  William Hamzehnejad (01/09/07) Isabella Mousa (98/11/24) Måns Svensson (94/05/24)                                                               Title: How will Artificial Intelligence change Human Resource Management? Supervisor: Grinbergs, Johan Keywords:  Artificial intelligence, AI, Human Resource Management, Evolutionary Theory, Episodic Change, Resistance to Change Research question: How do HR practitioners see AI as a change for their work? What are the perceptions of HR practitioners regarding the implementation of AI in their workplace? Purpose: The purpose of this study is to contribute with knowledge regarding how practitioners in HRM see the use of AI as a change for their work. This is examined from both a practical and an emotional perspective.   Method: A qualitative study in which semi-structured interviews with HR practitioners in Södermanland county were carried out based on a target-driven theoretical selection method. Conclusion: HR practitioners believe that AI will affect certain work-related tasks in the future. They consider this as a positive change. HR practitioners feel varying degrees of apprehension about implementing AI depending on their job position, where managers and specialized HR practitioners experiencing less apprehension. Implementation of AI should be done at a slow continuous pace for HR practitioners to get used to these changes. / SAMMANFATTNING Datum: 2023-05-30 Nivå: Kandidatuppsats i Företagsekonomi, 15 hp Institution: Akademin för Ekonomi, Samhälle och Teknik, Mälardalens Universitet Författare: William Hamzehnejad (01/09/07) Isabella Mousa (98/11/24) Måns Svensson (94/05/24)                                                                      Titel: Hur kommer Artificiell Intelligens att förändra Human Resource Management? Handledare: Grinbergs, Johan Nyckelord: Artificiell intelligens, AI, Human Resource Management, HRM, Evolutionary Theory, Episodic Change, Resistance to Change Forskningsfrågor: Hur ser praktiker inom HRM på AI som en förändring för deras arbete? Vilka föreställningar har praktiker inom HRM angående implementering av AI på deras arbetsplats?  Syfte: Syftet med denna undersökning är att bidra med kunskap om hur praktiker inom HRM ser på användningen av AI som en förändring för deras arbete. Detta undersöks utifrån både ett praktiskt och ett emotionellt perspektiv. Metod: En kvalitativ undersökning där semistrukturerade intervjuer med praktiker inom HRM i Södermanlands län utfördes utifrån en målstyrd teoretisk urvalsmetod. Slutsats: Praktiker inom HRM anser att AI kommer att påverka vissa arbetsuppgifter i framtiden. Detta anser dem som en positiv förändring. Praktiker inom HRM känner olika grader av oro inför implementering av AI beroende på deras arbetsposition, där chefer och specialiserade praktiker upplever mindre oro. Implementering av AI bör utföras i en långsam kontinuerlig hastighet för att praktiker inom HRM ska vänja sig med dessa förändringar.

This study explores employee welfare and working conditions in relation to ethical HRM practices from the employees’ perspective in the Bangladeshi Ready-Made Garment (RMG) sector. This research is inspired by the need to understand the challenges that employees face in their practical work settings and the unfair Human Resource Management (HRM) process that they experience in their work. The interpretivist philosophical approach and the qualitative research approach have been adopted in this research study, while the semi-structured interview method has been applied for primary-data collection. A total of 25 semi-structured interviews with General Employees, Informal Representative Leaders, Employees, Middle and Senior Managers have been undertaken in this process. Five focus-group discussions have also been applied to corroborate the data generated from the 25 semi-structured interviews. The case-study strategy has also been implemented as a research strategy and thematic analysis has been applied to the data-analysis process. The findings of this research study show the need for deeper understanding and application of ethical HRM practices in particular national and sectoral contexts, specifically in the Bangladeshi RMG sector. These ethical HRM practices include, but are not limited to, the initiation of rights-based understanding and respect-based perception, the inclusion of welfare facilities, the implementation of a fair payment policy, the equitable recruitment and selection policy, and the initiation and equality of training and development facilities. These new ethical understandings contribute to the field of ethical HRM in the context of the development of employee welfare and decent working conditions in this sector.

With advancements in AI technology, its application in recruitment has gained prominence due to potential benefits such as increased efficiency, improved candidate selection, and reduced bias. This thesis aims to explore the factors that influence the utilization of Artificial Intelligence (AI) in the recruitment process and provides insights on how organizations can leverage these factors to optimize recruitment outcomes. However, several factors impact the successful utilization of AI in recruitment processes. By examining these factors through a comprehensive literature review and empirical analysis, this research emphasize to identify the challenges and opportunities associated with AI implementation in recruitment. Moreover, this study seeks to provide insights for organizations to effectively leverage these factors to optimize recruitment outcomes. The findings highlights the impact of AI adoption in recruitment and identifies strategies and practices that organizations can employ to optimize recruitment outcomes through AI utilization. This study emphasised to combine these strategies to build trust and ensuring transparency and explainability of AI algorithms, and addressing potential biases and discrimination. By examining the factors that influence AI adoption in recruitment, this research provides valuable insights for HR professionals and organizational leaders to leverage AI effectively in the recruitment process. This thesis emphasizes the importance AI adoption in recruitment and taking measures to maximize benefits and minimize risks. It contributes to the expanding knowledge on AI in recruitment, enabling organizations to make informed decisions and optimize recruitment outcomes in the digital transformation era.

Title: Green Human Resource Management in a Swedish Context Subtitle: An exploration into the translation of literature to practice in self-proclaimedsustainability-focused companies The purpose of this study is to investigate the implementation of green human resourcesmanagement practices within Swedish companies by applying a qualitative contentanalysis on a series of semi-structured interviews. The literature review gives a short introduction to the emerging research field of GHRM by presenting it in contrast with human resources management, highlighting the fiveareas mentioned in the research questions. The qualitative content analysis shows that the companies included in the study, with aself-proclaimed sustainability focus, do implement and utilize GHRM practices withinsome of the studied areas. The analysis concludes that the area of employee relations isheavily influenced by GHRM practices, whereas it only partly influences the area ofrecruitment and selection as well as the area of training and development. When itcomes to the areas of performance management and reward management the studyshows that, at this point, GHRM practices are negligible. The theoretical contributions very much coincides with the results of the analysis,whereas the practical contributions lie in the uncovering of actual practices regardingGHRM in Swedish companies. The research questions for the study are: How (if they do) Swedish organizations with a self-proclaimed sustainability focus,implement and utilize ‘green’ practices within the area of recruitment and selection? How (if they do) Swedish organizations with a self-proclaimed sustainability focus,implement and utilize ‘green’ practices within the area of performance management? How (if they do) Swedish organizations with a self-proclaimed sustainability focus,implement and utilize ‘green’ practices within the area of training and development? How (if they do) Swedish organizations with a self-proclaimed sustainability focus,implement and utilize ‘green’ practices within the area of reward management? How (if they do) do Swedish organizations with a self-proclaimed sustainability focus,implement and utilize ‘green’ practices within the area of employee relations?

Although Talent Management is an area of research that has captured the attention of many as organizations around the world compete for talent, it is a relatively new area of research. Sweden is a country where the shortage of skilled workforce is significant and demand is high, especially in the knowledge-intensive industry. Hence, the aim of the thesis is to contribute to the understanding of how organizations in Sweden in the knowledge-intensive industries, attract and retain talents through talent management practices. This study is based on a qualitative methodology where the data collection was conducted through eight semi-structured interviews with ten respondents. The results show that talent can be defined both as something that all employees can become and develop into, and as personal qualities, but also depending on the context and situation. Talent attraction is achieved through employer branding and reputation building. A good reputation can be achieved through honesty and openness, through partnerships with other actors that are beneficial to the organization and through personal encounters both outside and inside the organization. In addition to the obvious benefits, an organization can develop methods to develop and enable career goals. Organizational culture can have an impact on the work of Talent Management and thus can set norms and influence perceptions of talent within an organization.

Aim ~ The aim of the study is to explore the phenomenon of external international recruitment and examine how the international recruitment and selection process is designed in practice. Regarding this aim, the study’s focus is on standardization and customization of the international recruitment process in terms of cultural and institutional aspects. Method ~ The study is based on a qualitative research method and a thematic template analysis of 11 semi-structured interviews. The sampling technique is a non-probabilistic and purposive method, resulting in respondents who are recruiters or managers which in their work participate in full-cycle or parts of the external international recruitment process. The,interviews were conducted during the time period of April - May 2022, through digital meetings or by phone. Results ~ The methods used in external international recruitment were found to be online interviewing, tests, and sourcing. Findings disclose that the international recruitment processis affected by culture in terms of three features: national, global, and generational. Additionally, institutional aspects were found to affect the recruitment sources and thus influence the process by regional divisions. As well, corporate institutions such as company size and degree of centrality were found to influence the process design. Conclusion ~ The external international recruitment process is characterized by high standardization in the preliminary phases, while a higher degree of customization according to institutional differences and cultural individuality of candidates is undertaken towards these lection phase. Thus, results are explained by institutional theory and the concepts of legitimacy and isomorphism, as the international recruitment and selection process is adapted to constraints in turn to create legitimate practices. As well, organizations are seemingly taking on the presented international recruitment process and becoming similar in their actions.

Present study deals with training and development strategies in IT service industry in Kolkata region. This study highlighted present trends and common practices in training and development activities in specific and in human resources management in general. InfoTech sector is a thrust area of economic development in developing economies, like in India. Government and private joint initiatives make this sector a sunshine industry sector. Potentials of human resources explore in the professionally managed IT service companies. The training and development activities strengthen capabilities of IT service companies and help them to achieve excellence. Present study evaluated the heart of this knowledge industry, which centered on knowledge workers. Present study briefly elaborated the training and development practices of two top-ranked companies in Kolkata and found some unique modes of delivery of training. This study also pointed out that companies placed in higher value-chain have long-term vision as compared to ones in lower in value-chain.

Выпускная квалификационная работа состоит из введения, трех частей, заключения, библиографического списка и приложений. В теоретической части представлены предпосылки и значение повышения вовлеченности сотрудников путем оптимизации механизмов стимулирования, с акцентом на малые и средние компании в сфере недвижимости в Китае. В нем рассматриваются концепции, теории и модели, связанные с вовлеченностью в работу и механизмами стимулирования, а также теоретическое значение вовлеченности сотрудников и ее измерение. В практической части анализируются существующие механизмы стимулирования в CJ Company, малом и среднем предприятии в сфере недвижимости в Китае. Она включает обзор компании, статистический и аналитический анализ персонала, а также оценку действующих в компании механизмов стимулирования. Практическая часть направлена на выявление проблем в рамках существующей системы и оценку вовлеченности сотрудников в соответствии с действующей системой. В содержательной части проекта предлагается стратегия оптимизации механизмов стимулирования компании CJ. В нем излагаются принципы и идеи по оптимизации системы, представлена комплексная схема оптимизации механизма стимулирования и даны рекомендации по повышению вовлеченности сотрудников. Этот раздел посвящен внедрению научно обоснованных и практических стратегий для повышения мотивации сотрудников и эффективности работы компании в целом. В заключение подводятся итоги в соответствии с поставленными задачами, путем оптимизации схемы механизма стимулирования для повышения вовлеченности сотрудников, с тем, чтобы повысить экономические выгоды малых и средних компаний, занимающихся недвижимостью. Ожидается, что эта оптимизированная схема механизма стимулирования может повысить эффективность управления человеческими ресурсами и вовлеченности сотрудников малых и средних компаний в сфере недвижимости, а также послужить ориентиром для предприятий в разработке эффективных способов улучшения управления человеческими ресурсами. / The final qualifying work consists of an introduction, three parts, a conclusion, a bibliographic list, and appendixes. The theoretical part presents the background and significance of improving employee engagement by optimizing incentive mechanisms, focusing on small and medium-sized real estate companies in China. It covers concepts, theories, and models related to work engagement and incentive mechanisms, as well as the theoretical significance of employee engagement and its measurement. The practical part analyzes the existing incentive mechanisms at CJ Company, a small to medium-sized real estate enterprise in China. It includes an overview of the company, statistical and analytical analyses of staff, and an evaluation of the company's current incentive mechanisms. The practical part aims to identify issues within the existing system and assess employee engagement under the current framework. Project part contents propose an optimization strategy for CJ Company's incentive mechanisms. It outlines the principles and ideas for optimizing the system, presents a comprehensive incentive mechanism optimization scheme, and provides recommendations to enhance employee engagement. This section aims to implement scientifically robust and practical strategies to improve employee motivation and overall company performance. In conclusion, the results are summed up in accordance with the tasks set, through optimizing the incentive mechanism scheme to improve employee engagement, so as to improve the economic benefits of small and medium-sized real estate companies. It is expected that this optimized incentive mechanism scheme can improve the efficiency of human resource management and employee engagement of small and medium-sized real estate companies, and provide a reference for enterprises to develop effective ways to improve human resource management.