Relationships between recruitment referral sources and performance, work skills, inter-personal skills, attendance, retention, gender, ethnicity, age, etc. -- Formal recruiting (radio, tv, newspaper, employment/placement office) -- Informal recruiting (employee referrals, walk-ins, etc.).

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<p>In the past, Human Research Development (HRD) professionals have faced barriers of gaining access to the data they need to conduct higher level evaluations. However, recent technological innovations have presented opportunities for them to obtain this data, and consequently, apply new approaches for the training evaluation process. One approach being used is the application of data analytics. Because organizations have begun to embrace its use, recent research activities in the literature have focused on the promotion of analytics versus the practical application of analytics in the organization.<b> </b>This study investigated how HRD professionals utilize data analytics in the training evaluation process. It contributes to the body of research on the practical application of analytics in determining training effectiveness. The Unified Theory of Acceptance and Use of Technology (UTAUT) and Sociomateriality served as the theoretical framework for understanding how HRD professionals use data analytics in the training evaluation process. To address the research objective, a qualitative descriptive design was employed to investigate the phenomenon of lived experience, how HRD professionals use data analytics in the training evaluation process. Data were collected through semi-structured interviews with six (6) participants who were front and center in the organization’s transition to the analytics tool, Metrics That Matter (MTM), for evaluating training initiatives. The thematic analysis approach was applied. The study findings suggest three factors that influenced HR professionals to use human resource analytics, while revealing four ways they used those analytics in the training evaluation process. More importantly, findings from this study will provide training departments and HRD professionals recommendations for expanded job role and/or function descriptions, as well as best practices for incorporating data analytics in the training evaluation process.</p>

This diploma thesis describes and analyses the proces of motivation and remuneration of employees in selected company. The theoretical part is dedicated to explanation of basic terms of this topic.In the practical part i tis focused on the concrete company mentioned above. It is analysed its methods of motivation and remuneration of employees. The aim of this diploma thesis is to detect actual motivational instruments of this company and examine its quality and utilization. The final part presents some suggestions in order to improve the actual processes that would lead to higher satisfatcion of the employees.

This diploma thesis describes problematic of increasing of personal management in Ateko a.s. company. The work consists of three main parts. The part of company culture, the part of education, development and sustenance of workers and the part of motivation. This work is getting on from assigned suppositons of problems that pertinent to personal management. Essay includes methods of recognition actual quality of human resources management. Results of questionary research will make a headstone for suggestion of file of disposals, that will lead to raising efficiency of personal work in the company.

This thesis deals with proposal of measures that may lead to risk mitigation associated with employees´aging under the terms of the Age Management application in the chosen company. The theoretical part explains the concepts of human resources management and current demographic trends are not omited either. The analytical part presents the analysis of external and internal business environment. The quantitative and qualitative research was conducted as well. Based on the obtained data initial proposals are made for the introduction of age management in the chosen company.

The aim of this master thesis is to describe and analyze motivation and remuneration process in the spin-off enterprise of Siemens, based in Mohelnice. The theoretical part includes the definitions of basic terms in this field. The practical part deals with the company mentioned above and the analysis of its motivation and remuneration process. The output of this thesis lies in the findings of examination how the current motivational tools of the company work and how much the employees are satisfied with it. I provide the list of suggestions for improvement of the process with aim to increase the employees’ satisfaction in the conclusion.

Dispositional Employability and Career Success are constructs that when brought together leads to a multitude of questions regarding their meaning. This study attempted to determine whether there is a significant relationship between the two constructs of dispositional employability and career success. The study furthermore focused on expanding on the literature by elaborating on the sample group. This was done by determining whether or not there is a difference between the groups with regards to their Dispositional Employability and Career Success based on their individual characteristics. A quantitative research approach was followed to obtain the research objectives of this study. The Dispositional Employability Measure and Career Success Orientation Measure were administered among a purposive convenience sample of HRM Practitioners in South Africa (N=155). The results of the research showed that there is a significant relationship between Dispositional Employability and Career Success with a low effect. Furthermore significant differences exist between groups with regards to both Dispositional Employability on the ground of number of years in their current organisation and Career Success on level of education, age, race and job level. The study thus contributes to the limited literature on both constructs. In addition, the results of the study make important theoretical, methodological and practical contributions. Recommendations for future research are made. / Dissertation (MCom)--University of Pretoria, 2011. / Human Resource Management / unrestricted

In contemporary organizations, managing workers’ attention is more critical to success than managing workers’ temporal location. Mindfulness, which represents an essential dimension of attention, has been associated with many important individual and work outcomes. However, we know relatively little about how mindfulness is cultivated at the individual level, and the little we know places the individual in full control of cultivating mindfulness; implicitly conceptualizing managers as relatively passive characters in the cultivation of worker mindfulness. Integrating the mindfulness literature with work design, I propose an attention-based model of work design, through which key work characteristics are linked to worker mindfulness through the mediating effects of psychological demands and job-based psychological ownership. I test portions of this model with two samples. In sample 1, I use survey data from 555 employees from a regional healthcare system to examine the relationships between key work characteristics and job-based psychological ownership. In sample 2, I use survey data from 211 individuals to test both the proposed job-based psychological ownership path to mindfulness, as well as the proposed psychological demands path to mindfulness. I end with a discussion of the findings, limitations, and opportunities for future research.

<p>Coworker friendships refer to interpersonal relationships between peers and overlap across work and personal domains of life. Prior research suggests that these relationships are beneficial in some ways and detrimental in others, and that they are characterized by divergent forms of social bonds (i.e., friendly or affective bond and work-related or instrumental bond), relational expectations, and norms. Yet, the processes through which coworker friendships influence employees’ work outcomes and well-being remains poorly understood. To illuminate the features of coworker friendships and the mechanisms through which they affect employees, I develop the Coworker Friendship-Resource (CFR) Model. Specifically, building from interaction ritual theory, I explore how features of friendship—nonwork socializing and self-disclosure with coworker along with the personal growth function (i.e., benefit or purpose) of the coworker relationship—simultaneously drain and replenish employees resources or energy by shaping work-nonwork (enrichment and conflict), affective (vitality), cognitive (psychological detachment from work), and relational (intrusion) mechanisms, and subsequent employee work behaviors, well-being, and relationship conflict. I also consider the contingencies affecting these pathways, including contextual work features and individual differences. Overall, the CFR model highlights the simultaneous benefits and burdens of coworker friendships for employees and organizations. To test the CFR model, I conducted a pilot study to validate new measures, a vignette experiment, and a two-wave field study. As a set, the results of the vignette and field studies revealed countervailing effects of the friendship features on resource gain and drain.</p>