Drug and alcohol addiction is a nationwide epidemic with an increasing number of Americans being affected. Individuals who seek treatment for their addiction often face barriers, such as costs, waiting time, and available support, and those who are able to receive treatment are likely to experience or anticipate stigma from others. Existing literature has found that many employers have negative perceptions of individuals in addiction recovery. However, there is limited research that has analyzed whether these negative perceptions affect hiring decisions. We predicted that employers would have negative perceptions of those in recovery, would be less likely to hire individuals in recovery, and that those with previous substance misuse would perceive stigma from employers. A survey was completed by 53 employers using the REDCap web platform. There were 23 respondents who had a history of substance misuse. The survey contained items from the Addiction Attitudes and Beliefs Scale (AABS) and the Tobacco, Alcohol, Prescription medication, and other Substance use Tool (TAPS). The AABS contained modified items from the Substance Use Stigma Mechanisms Scale (SU-SMS) and the Perceived Stigma Addiction Scale (PSAS). Results indicated that the majority of employers had negative perceptions of people in addiction recovery, but employers were willing to hire those individuals. Results suggested that those with a history of addiction perceived stigma from their employers. Limitations of this study include lack of generalizability due to the small sample size and limited geographic area. Participants may have reported in a way that would make them appear socially desirable.

El presente estudio se ha desarrollado tomando como base investigaciones realizadas respecto a las medidas de satisfacción laboral que se aplican en empresas de diversos sectores, para retener al talento Millennial. Además, para entender cómo evolucionó esta problemática en el tiempo, se han analizado teorías acerca de la gestión de recursos humanos e inclusive se comparó cuán relevante es cada uno de estos factores para los Millennials y para las personas de otras generaciones. Luego, se aplicó un estudio mixto cualitativo y cuantitativo cuyos resultados indican que algunas medidas aplicadas por empresas de otros sectores, no tienen el mismo impacto en los Millennials que trabajan en Empresas Mayoristas Privadas del Sector Hidrocarburos Downstream – Combustibles Líquidos en Lima Metropolitana. En este sentido, se evidenció un problema recurrente para el departamento de RRHH, que es la alta rotación de Millennials; por ello se ha realizado una descripción de generaciones y su perspectiva laboral, para crear un modelo de factores que ellos valoran y que son influyentes en su permanencia en sus actuales centros laborales y se presentó información acerca de la importancia que ha adquirido la línea de negocios Downstream respecto a las demás. Con este fundamento, se indicó la relevancia y justificación del tema elegido, se plantearon hipótesis y objetivos que fueron validados mediante un estudio cuantitativo y cualitativo. El presente estudio demuestra que los factores de satisfacción laboral sí influyen en la permanencia de los Millennials del sector analizado pero cada uno en diferente medida. / This study was developed based on the investigation of job satisfaction measures applied by many companies from different sectors, for the retention of Millenials talents.For understand the evolution of this problem over time, many theories about Human Resources management were analyzed and the relevance of each satisfaction factor for Millenials and people of others generations was compared, then a qualitative and quantitative mixed study was applied, the result was that some factors that apply to companies in others sectors, don’t have the same impact on Millenials working in companies of Private Wholesale Companies of the Downstream Hydrocarbons Sector-Liquid Fuels in Metropolitan Lima. Due to this, we can show a recurring problem in the Human Resources area, which is the high rotation of Millenials, for this reason we made the description of the generations, to create a model of factors that they value and are influential in its permanence in the companies. Information was presented on the importance that the Downstream business line has acquired with respect to the others. On this basis, the relevance and justification of the chosen theme was specified, hypotheses and objectives were raised that were validated through a quantitative and qualitative study. This study shows that job satisfaction factors do influence the permanence of Millennials in the sector analyzed but each one to a different extent. / Tesis

(AJ): The topic of this diploma thesis is the strategic management of human resources in a selected company. The theoretical part is focusing on areas including strategic human resource management and individual HR activities. The practical part introduces the company, its human resource management strategy, evaluation of the current situation and suggestions for improving HR activities.

This dissertation research investigates whether merit-based principles and practices are embedded into the HRM systems of 19 Title 5-exempt federal organizations. Title 5-exempt organizations, such as government corporations, serve as a vehicle for exploring the question of what constitutes merit in more loosely regulated public environments. This research fills a void in the discussion about how we can sustain a merit foundation in deregulated and decentralized federal human resources systems. It also captures previously uncollected information about HRM in some organizations that operate fully or partially outside the general government management laws. While the research focus is specific to certain organizations, the context is the broader issue of merit in modern government. A recognition that alternative merit-based HRM systems exist under the federal umbrella without the constraints of Title 5 is important to the overall question of what constitutes merit in federal HRM and whether merit practices must be centrally determined and controlled. The larger goal is that of offering an alternative perspective for embedding the democratic values that merit represents in a more flexible, responsive, and business-like government. The dissertation is divided into three sections that include building a generic model of merit-based HRM to identify the intrinsic components of such public HRM systems, collecting HRM data from 19 organizations through multiple case methodology, and analyzing and comparing the findings to the merit model. The discussion covers six themes emerging from the research, including the institutionalization and legalization of HRM, the impact of collective bargaining on merit, and the limited formal oversight and accountability of HRM in the studied organizations. The findings suggest that even in less regulated political environments, merit-based systems do survive and serve the changing needs of the organization. The key recommendation proposes offering the traditional federal agencies the option to develop and defend their own merit-based HRM systems under a broad public policy and accountability framework. The growth of standard HRM policies and practices in all large organizations and the increased protections in the HRM systems stemming from civil rights and employment law as well as collective bargaining offer protections similar to those merit was originally intended to provide. / Ph. D.

Presenteeism is the state of being physically present but less than fully functional because of illness or other distraction. Health and Productivity Management (HPM) professionals and academics seek to quantify losses attributable to this phenomenon. The Stanford SPS-6 is selected as the most useful instrument to test for the characteristic of presenteeism as intrinsic capacity for performing while distracted. This study tests graduate students from a variety of curricula, as examples of career choice, to determine whether some groups would have greater capacity to perform under distraction. Results of the study showed differences in presenteeism scores between groups. Males scored higher than females, and more work experience may bring greater capacity. Evidence of a relationship between severity and score was found for those with psycho-emotional distractors, but not when the source was physical. For those reporting psycho-emotional sources of distraction, severity was a predictor. Similarly, correlations were found such that an increase in self-perceived severity could be associated with a reduction in capacity to perform when the source of distraction was psycho-emotional. It is possible that presenteeism can be quantifiable and associated with career-choice. This may be useful for hospitality and other industries as a test for suitable workers.

Despite repeated attempts by school administrators, policymakers and researchers to diagnose and correct rising occurrences of teacher turnover, there has been little change in the actual efforts to retain teachers in academy organizations. In response, this study was conducted to describe process constraints within the academy organization that are responsible for managing teacher turnover. To provide a description of current teacher retention efforts by school administrators, a survey instrument was administered to school teachers in the State of Florida. The population sample was dispersed throughout the entire state and closely reflected the demographics of Florida school teachers. The survey addressed two issues: Whether or not there is a consistent effort by school administrators to gauge a teacher's desire to remain in their current position and whether or not the teachers perceive related administration decisions to be fair. To describe perceptions of fairness, a two-prong model was used to measure perceptions of Voice and Equity. Of the 215 respondents, only about 25 percent were administered a survey within the last year that gauges their desire to remain in their current position. Of these respondents who were given a retention survey by their administrators, results were mixed, with only about half of all respondents leaning towards a favorable perception of fairness. The results indicate that there is a logical need for process improvement within the administration of academy organizations before teacher turnover could be managed effectively.

Yes / The remarkable evolution in the twentieth century has been a result of a new perspective in understanding the importance of investing in individuals and organizational human resources, and the implementation of capacity building strategies in various organizations and in societies. This paper explores the case of ICO, an international consultancy organization, based in the Middle East, specialized in architecture, engineering, planning, environment and economics. This qualitative study, using thirteen selected semi-structured interviews, observations, and secondary data, has been conducted in the Beirut design office of the organization. The paper aims to examine major human resource related capacity building themes in ICO which include employee involvement and motivation, recruitment and selection, in addition to performance appraisal and reward management.

The Hybrid Electric Vehicle Team of Virginia Tech is a collegiate automotive engineering design team that reengineers production vehicles to reduce environmental impact while maintaining vehicle marketability. The team Project Manager is responsible for coordinating high-level management and planning activities with the goal of better aligning the team with business and automotive industry practices. Project management responsibilities within the Hybrid Electric Vehicle Team are divided into four categories: human resource management, schedule management, cost management, and risk management. This document outlines how project management strategies were researched and adapted from industry practices for use by the Hybrid Electric Vehicle Team in achieving its goals. The human resource management strategy adopts onboarding principles that better prepare new students to become effective team members. By restructuring the organization and incorporating onboarding strategies, annual turnover is reduced from 71% to 44%. The decrease in turnover is enabled by the successful creation of an independent study program which trains newcomers to become effective team members. The program can be improved for the future by further developing the curriculum. The employed schedule management strategy develops the project schedule iteratively as technical information reveals itself through task progress. Utilizing this process makes schedule management possible in an environment with incomplete information and pressing deadlines. This strategy experienced limited success due to the lack of team and project scheduling experience on behalf of several key members of the process. The cost management strategy is designed to gather detailed financial data to perform an earned-value analysis and create improved budgets. By understanding income and expense patterns, the Project Manager can create economic forecasts to determine the economic viability of the team. The strategy was successfully implemented and allowed the team to gather valuable financial data. The risk management strategy identifies and quantifies technical risks associated with vehicle development. By focusing more resources on high-risk activities, the team can improve preparation for competition where the vehicle is judged according engineering quality and build progress. The strategy was successful because it identified critical hazards to the project schedule and scope, but can be improved by broadening the process to account for a wider variety of risks. / Master of Science

Syfte: Syftet med denna studie är att undersöka och utveckla förståelse för uppfattningen avden moderna HR-rollens strategiska arbete samt undersöka hur och om den involveras. Dettagörs genom att analysera både HR-personal och chefers uppfattningar.Metod: Studien utgår från en forskningsansats med induktiva inslag och en kvalitativforskningsdesign. Det empiriska materialet har samlats in genom sju semistruktureradeintervjuer med HR-personal och chefer, på en mindre högskola i Sverige.Slutsats: Studiens slutsats är att det finns en positiv uppfattning av involvering av strategisktHR-arbete, av både chefer och HR-personal.Trots detta involveras strategiskt HR-arbete iliten utsträckning inom högskolan. I de områden som ett visst strategiskt HR-arbeteidentifierades är rekrytering, kompetensutveckling och arbetsmiljö. Vi författare har kunnatidentifiera att anledningen till den mindre involvering av strategiskt HR-arbete beror delvispå ekonomin, men också på chefernas varierande vilja att involvera HR.

En tant que levier de pouvoir du capitalisme contemporain, la gestion des ressources humaines est un paradigme polymorphe, omniprésent et en constante expansion dans les organisations nord-américaines. À la fois métier pratique d’assistance du monde des affaires, fonction de contrôle thérapeutique du travail et champ de savoirs psycho-administratifs, la gestion des ressources humaines façonne depuis plus d’un siècle un humain travailleur conforme aux exigences du capitalisme libéral. La présente thèse cherche à comprendre le pouvoir et la pérennité du paradigme ressources humaines en pénétrant par l’ethnographie dans l’expérience des professionnels, experts et managers qui en sont les protagonistes. À travers le sens que ces derniers donnent à leur rôle, à travers leurs aspirations et leurs rationalisations, c’est la nature politique du phénomène managérial qui se rend visible. Cette nature consiste en l’utilisation paradoxale de la force du conflit : les gestionnaires de ressources humaines se positionnent comme les spécialistes de l’élimination de la conflictualité dans l’espace du travail, tout en entretenant dans leurs discours, savoirs, légitimations, pratiques et logiques les formes mêmes de dissonances qu’ils proposent d’éliminer. « Humanisateur » du travail autant que gardien de l’ordre en place, le paradigme ressources humaines sert le capitalisme contemporain en en absorbant, brouillant et finalement estompant les contradictions fondamentales. Et parce que la puissance du dispositif gestionnaire réside précisément dans sa capacité à dissoudre ses oppositions, la présente thèse se veut aussi une réflexion sur les conditions, limites et possibilités de la critique en anthropologie des subjectivations contemporaines. / As a device of power for contemporary capitalism, human resources management is a multifaceted paradigm: it is omnipresent and in constant expansion within North American organizations. For over a century, in its triple capacity as provider of practical assistance to the business world, font of therapeutic workplace control and body of psycho-administrative knowledge, human resources management has been busy reshaping the human worker to conform to liberal capitalistic imperatives. The goal of this dissertation is to further comprehend the power and durability of the human resources paradigm, using ethnography to delve into the experience of the professionals, experts and managers who are its protagonists. The political nature of the managerial phenomenon can be discerned in the meaning these players give to their roles, in their aspirations and rationalizations. Its political stance is embodied in human resources managers' paradoxical use of the power of conflict: at the same time as they position themselves as experts in eliminating conflictuality in the workplace, their discourses, knowledge, legitimations, practices and logics fan the flames of the dissonances they propose to eliminate. As a "humanizing" force in the workplace, and as a guardian of the established order, the human resources paradigm serves contemporary capitalism by absorbing, confusing and blurring the outlines of its fundamental contradictions. And, because the managerial apparatus's power resides precisely in its capacity to dissolve opposition to itself, this dissertation also becomes a reflection on the conditions, limits and possibilities of critique in the anthropology of contemporary subjectivations.