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  • About
  • The Global ETD Search service is a free service for researchers to find electronic theses and dissertations. This service is provided by the Networked Digital Library of Theses and Dissertations.
    Our metadata is collected from universities around the world. If you manage a university/consortium/country archive and want to be added, details can be found on the NDLTD website.
1

A RESEARCH OF HUMAN RESOURCES POLICY ON TAIWAM¡¦S TFT-LCD INDUSTRY INVESTED IN CHINA

Hsueh, Ya-Che 29 June 2007 (has links)
"none"
2

The study of strategical human resources management scorecard.

Liang, I-Fen 29 August 2006 (has links)
Abstract The globalization tendency has led the new market, the new product, the new point of view, the new ability and the new competitive advantage, the enterprise must have to be able to have the unique competitiveness, the manpower becomes one of enterprise competition most important sharp weapons, the human resources new duty will be guides the enterprise to break through the challenge, the new role must act which from the traditional bracelet. This research is for the purpose of discussing the enterprise the human resources activity situation, enterprise characteristic regarding human resources activity influence, and discusses the human resources function and the human resources potency relations. According to correlation literature discussion, of human resources management function, this research classification will adopt Dr. Bingen Wu's "the organization development","The resource management","the strategy consultation", and"the personnel administration" and so on four big construction surface make the classification. This object of study for aims at of human resources department the enterprise one artificially to execute measures the object, the grand total sends out 782 questionnaire, the returned and effective questionnaire altogether 153, the returns-ratio is 19.8%. The material analysis is take the human resources management function as from variable, as depends on variable potency of weight take the human resources, carries on the variance analysis to examine the human resources management function to the human resources potency whether has the remarkable influence, and utilizes the regression analysis inquisition human resources function to of influence the human resources potency result. These researches concludes: 1.The level of Human resources role is promoted. With the specialty human resources personnel, the human resources highest manager has Master or above school record, and participates in the enterprise operation meeting, shows the importance of the human resources for the enterprise . 2.The human resources function is more perfect, the human resources potency is better. a. The development of organization function is more perfect (make long-term development system for organization, appraisal present situation, draws up the manpower cultivation strategy, impetus organization studies, lead the organization transformation), the potency of the customer capital surface is better. b. The personnel administration function and the resource management function are more perfect (utilizes the multi-dimensional way to hire new employees, salary survey, draws up various levels training plan, result of the achievements to be the dismissal basis, and make the human resource plan for now and the future, base on this to develop education and training plan, achievements evaluation, manpower change and future development plan), the potency of the human capital surface is better. c.The strategy consultation function and the personnel administration function is more perfect (The human department is able to provide the suggestion, the strategy, and drafts the cultivation plan, and also transform the enterprise strategy to the practice of the human resource management, to develop suitable human resources motion, and in hiring, operating, training and keeping, both considering the quality and the cost), then potency of the financial capital surface is better. d.The resource management function is more perfect (draws up the plan for manpower oversupply or shortage, link it to the education and training plan, the manpower changes and the future development in the process), the potency of the structure capital surface is better. The research discovered, the organization should place importance on the investment of the capital of human resource, and coordinates the regulation revision and the human affairs flow improvement, it will conducive toward favor fast also has the system promotion organization's competitiveness
3

Návrh změn konceptu řízení lidských zdrojů v podniku / Proposal for Changes of Human Resource Management in a Company

Kamenistá, Michaela January 2019 (has links)
This diploma thesis deals with human resources management in a selected company with an emphasis on revealing deficiencies in the analyzed area of management and suggesting possible improvements. The main objective of the thesis is to analyze human resources management in a particular company, to reveal the strengths and weaknesses of this system and then to propose real improvements. The subject of this diploma thesis is the human resource management system of selected company. The object of the research is an anonymous company. The diploma thesis is divided into three main parts. In the first part of the thesis based on the theoretical backgrounds in human resources management and personnel management the basic concepts were formulated and defined as the main pillars of the research. The second analytical part is devoted to the results of research conducted in the company and, in particular, to direct interviewing methods through structured interviews, questionnaires and workshop prepared with external company. The third, final part brings suggestions and therefore presents the strengths and weaknesses of the human resources management system described in the previous section and provides recommendations on how to improve it. At the end of the thesis, the most important research findings are presented.
4

"Green Acres" or "Gotham"? : rural job selection by UBC Pharmacy graduates

Pearson, Marion Louise 11 1900 (has links)
There is a pharmacist shortage in British Columbia that is considered particularly acute in rural and remote locations. As a result, the Faculty of Pharmaceutical Sciences at the University of British Columbia has increased enrolment from certain geographic areas, assuming that students will return to these areas on graduation. The main objectives of this study are to determine where pharmacy graduates take their first jobs and the factors that influence their selection of job location. Survey methodology was used, with a written questionnaire being administered to the Class of 2007 after a validation process involving volunteers from the Class of 2006. Mean values of responses on rating scales were compared to assess for statistically significant (p≤O.O5) effects of location size and the demographic variables of age, sex, marital status, and ethnicity. Of 93 respondents who reported both a primary home town and ajob location, only 33(35%) planned to take jobs where they grew up and only 42 (45%) were taking jobs in the same area of the province. The most common migration patterns were from smaller to larger communities and from all over the province into Metro Vancouver. Those who grew up in Metro Vancouver did not leave. However, the majority of those who did take jobs in other areas of the province had lived there previously. The strongest influences on job location were familiarity with the location, ability to get an enjoyable job, pace of life, proximity to significant others, and career and relationship plans. Smaller community size, ability to practice in the manner desired, and pace of work were more important, and access to cultural, entertainment, and/or social activities were less important to those taking jobs in rural rather than urban areas. There were no findings of practical significance associated with the demographic variables examined. The selective admission into 12 specially funded seats in the program of students from geographic areas other than the province’s one large urban centre is modestly effective in ensuring a supply of pharmacists for these areas. However, the use of geography as a criterion for all seats and an increase in the total number of seats would ensure that the student body is more representative of the provincial population and would address both supply and demand aspects of the pharmacist shortage.
5

"Green Acres" or "Gotham"? : rural job selection by UBC Pharmacy graduates

Pearson, Marion Louise 11 1900 (has links)
There is a pharmacist shortage in British Columbia that is considered particularly acute in rural and remote locations. As a result, the Faculty of Pharmaceutical Sciences at the University of British Columbia has increased enrolment from certain geographic areas, assuming that students will return to these areas on graduation. The main objectives of this study are to determine where pharmacy graduates take their first jobs and the factors that influence their selection of job location. Survey methodology was used, with a written questionnaire being administered to the Class of 2007 after a validation process involving volunteers from the Class of 2006. Mean values of responses on rating scales were compared to assess for statistically significant (p≤O.O5) effects of location size and the demographic variables of age, sex, marital status, and ethnicity. Of 93 respondents who reported both a primary home town and ajob location, only 33(35%) planned to take jobs where they grew up and only 42 (45%) were taking jobs in the same area of the province. The most common migration patterns were from smaller to larger communities and from all over the province into Metro Vancouver. Those who grew up in Metro Vancouver did not leave. However, the majority of those who did take jobs in other areas of the province had lived there previously. The strongest influences on job location were familiarity with the location, ability to get an enjoyable job, pace of life, proximity to significant others, and career and relationship plans. Smaller community size, ability to practice in the manner desired, and pace of work were more important, and access to cultural, entertainment, and/or social activities were less important to those taking jobs in rural rather than urban areas. There were no findings of practical significance associated with the demographic variables examined. The selective admission into 12 specially funded seats in the program of students from geographic areas other than the province’s one large urban centre is modestly effective in ensuring a supply of pharmacists for these areas. However, the use of geography as a criterion for all seats and an increase in the total number of seats would ensure that the student body is more representative of the provincial population and would address both supply and demand aspects of the pharmacist shortage.
6

Professional Ideology and the Psychological Contract

O'Donohue, W Unknown Date (has links)
No description available.
7

Heritage and transformation : the effect of traditional Chinese thinking on human resource practice in mainland China

Yuan, Li January 2011 (has links)
This thesis seeks to address not only <i>what </i>and <i>how </i>but also the <i>why</i> issues that accounts for the HR practices with Chinese characteristics through both inside-out and outside-in approaches.  This thesis also aim to find out whether there are any lessons western firms can learn from the Chinese approach to people management which is deeply embedded in Chinese traditional thinking and its core values. Semi-structured personal interviews were conducted with 21 senior and middle/top-level Chinese male and female managers.  Findings are presented in narrative form through in-depth direct statements of interviewees to provide authentic examples of how Chinese managers conceptualize and practice Chinese traditional thinking and core values in HR management.  Results demonstrate that Chinese traditional thinking comprise unique features that might be described as <i>holistic </i>and <i>naïve, fuzzy </i>and <i>processual, indirect </i>and <i>long-term, </i>and that this approach translates into an adherence to five core values, which are <i>He </i>(harmony «!»), <i>Zhong Yong </i>(the Doctrine of Mean «!»), Hierarchy, Superiority and Loyalty («!»), <i>Guanxi </i>and <i>Renqing </i>(personal connections, relationship and human sympathy/favour «!») and <i>Face </i>(<i>Mianzi </i>and <i>Lian </i>«!») which have significantly affected contemporary Chinese HR practices. The research shows that the penchant for harmony is responsible for the steady and smooth development strategies of Chinese organisations; a relatively mild approach to personnel reforms; harmonious interpersonal relationships; nominal performance appraisal systems; and the importance of leaders as the role model.  The principle of <i>Zhongyong </i>accounts for the preference for modest and reserved people in recruitment and selection; the harmonious and balanced relationships between superiors and subordinates; a relatively mild, lenient and gentle leadership style; and the soft, flexible and conflict-free way of communication and negotiation in Chinese HRM practices.
8

A resource-based approach to the business start-up process : a longitudinal investigation

Rotefoss, Beate January 2001 (has links)
No description available.
9

Multinational subsidiaries' learning and development systems : the case of R and D employees in UK based subsidiaries

Tregaskis, Olga January 2000 (has links)
No description available.
10

A reconstructive study of HR practitioners' enactment of equality : the discourses of 'legal guardianship'

Mortimore, Helen January 2016 (has links)
The thesis examines the enactment of workplace equality through an analysis of HR generalist talk. The primary data is contextualised by a review of the literature on HR, equality and diversity, and the regulatory terrain. The study is based on interviews with HR practitioners from 40 UK organisations of different sizes/sectors in 2014. The methodology underpinning the analysis is informed by a form of critical discourse analysis which considers lived experiences in their broader contexts (Edley, 2001). The findings indicate that operational HR practice in respect of equality and diversity is constituted mainly of compliance to the equality legislation. HR practitioners enact a ‘legal guardian’ (Wright & Snell, 2005) role, seeking first and foremost to protect their organisations from the threat of litigation. Legal guardianship is delegitimised by the dominant discourses of strategic HRM and diversity management. Nonetheless, the legal guardian role is orientated to mainstream HRM expectations of ‘contribution’ whilst also incorporating a more covert employee advocacy role, which is accomplished through various proxies. The level of complexity and breadth of HR practices associated with the achievement of equality compliance challenges perspectives of equality law as providing a low threshold of rights in the employment relationship. The findings and discussion further challenge the neat demarcation of HR from personnel management in the literature, presenting a perspective of HR practice that is both nuanced and relatively consistent across sectors. The thesis considers the means by which a regulatory role for HR is unintentionally ensured by the dominant HRM discourse. Talk of the HR/line manager relationship in the enactment of equality highlights that roles are relatively stable and that the HR function retains considerable control of processes and outcomes whilst demonstrating a commitment in talk to the principle of devolution. The thesis thereby problematizes the ongoing predication of ‘successful’ HRM on the devolution of operational people management to line managers, and the perspective that continuing devolution is the trajectory of practice. HR practitioner talk indicates the processes by which the equality legislation is given meaning and highlights the significance of the (thus far under-acknowledged) employment lawyer/HR practitioner relationship to understandings of HR and the enactment of equality.

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