No description available.

Personalo atranka – tai planingas individo paskyrimas į darbo vietą. Personalo atrankos procesas leidžia surinkti reikiamą informaciją apie kandidatą ir apie jo galimą įtaką organizacijai. Darbo objektas – personalo atrankos metodai. Darbo tikslas – ištirti personalo atrankos metodų taikomų vykdant personalo atranką tarptautinėse įmonėse ypatumus. Darbo struktūra: Darbą sudaro įvadas, 3 dalys ir išvados. Pagrindinė darbo medžiaga aprašyta 8 – 48 puslapiuose, įskaitant 6 lenteles ir 23 paveikslus. Taip pat pateikiami 3 priedai. Panaudotos literatūros sąrašą sudaro 44 šaltiniai. Atrankos procesas turėtų apimti abipusį sprendimą: organizacija sprendžia, siūlyti darbą ar ne ir kaip maloniai tai daryti, o kandidatas į darbuotojus sprendžia, atitinka ar ne organizacija ir siūlomas darbas jo poreikius ir tikslus. Šiame darbe išskiriamos trys pagrindinės dalys. Pirmoje dalyje („Personalo atrankos organizacijose teoriniai aspektai“) siekiama atskleisti teorinius personalo atrankos aspektus. Išskirti pagrindiniai personalo atrankos etapai bei aptartos dažniausiai pasitaikančios personalo atrankos klaidos. Personalo atranką savo darbuose nagrinėjo R. Adamonienė, A. Sakalas, V. Šilingienė, N. Anderson, M. Born, N. Cunningham-Snell, P.A. Iles ir kt. Antroje dalyje („Personalo atrankos organizacijose empirinis ištyrimo lygis“) apžvelgiama kokie tyrimai personalo atrankos srityje jau yra atlikti, taip pat aptarta dabartinė situacija Lietuvoje. Efektyvią personalo atranką savo darbuose... [toliau žr. visą tekstą] / Personnel selection – is planed setting new individual to work place. The process of personnel selection allows getting all information about the candidate and about the influence which he can give to the organization. The object of master paper is methods of personnel selection. The purpose is to make a research of methods which are used in personnel selection ant to create the model of personnel selection. The structure of master paper: Master paper puts of introduction, 3 parts and conclusion. The main material is put in paged No. 8-42 including 6 tables and 23 figures. Also there are 3 additions. There are 45 sources in the list of used literature The process of selection takes both side decisions: organization makes decision whether to propose job place and how attractive it should it should do it; candidate makes decision whether the organization and job proposal satisfy his needs and proposes. There are three basic parts in this master paper. The first part of the paper is analysis of theoretical aspects. In this part are separated the most important stages in personnel selection. Also there are discussed the most frequent mistakes of personnel selection. In the second part of master paper are presented works of other scientist and the researchers they made. Also there are some facts about situation in Lithuania. In the fiord part of master paper are placed the analyses of the research which was made in international companies of Lithuanian market. The research was... [to full text]

Darbo tikslas — ištirti tarptautinių bendrovių sandėlių išdėstymo politiką, nustatyti svarbiausius veiksnius, lemiančius įmonių apsisprendimą statyti sandėlius tam tikrose vietose. Darbe nagrinėjami tarptautinių bendrovių sandėlių išdėstymą lemiantys veiksniai, bendrovėms reikalingo sandėlių skaičiaus ir dydžio nustatymas, išanalizuotos sandėlių panaudojimo efektyvumo, logistinio aptarnavimo bei logistikos informacinių sistemų panaudojimo įtakos sandėliavimo veiklai problemos. Darbe buvo atliktas tyrimas ir nustatyta, jog pagrindiniai tarptautinių bendrovių sandėlių išdėstymą lemiantys veiksniai yra darbo jėgos kiekis ir kokybė, darbo jėgos sąnaudos, pardavimo vietos bei vartotojo artumas, magistraliniai keliai, valstybės geopolitinė padėtis bei žemės kaina. Kiekvienas veiksnys atskiru atveju gali turėti daugiau ar mažiau įtakos, tad kiekvienu konkrečiu atveju juos reikia analizuoti ir pasirinkti tinkamiausią vietą sandėliui. Išnagrinėjus teorinius ir praktinius sandėlių išdėstymo aspektus, pateikiamos baigiamojo darbo išvados ir pasiūlymai. / Purpose of the work is to analyze the warehouse positioning politics of international companies, to establish the main factors which determine a decision of international companies to locate its warehouses in particular locations. There are investigated the main factors of warehouse locating, necessary number and size requirements, efficiency of warehouse utilization, logistical service and usage of logistics information systems in this paper. There are a few the most important factors such as supply and charge of the labour-force, nearness to manufacturer and purchaser, arterial roads, regional supply and demand of the warehouse, cost of the territory, legislation of each country, geopolitical location of country and some others. The importance of each factor may vary according to specific case. After analyzing theorethical and practical aspects of warehouse locating politics, the conclusion and suggestions are presented.

This thesis focuses on the company organization from the global point of view. It defines models of possible organizational schemes and factors which influence the company's strategy. It shows us the types of development strategy, describes the trends in organizational structures and talks about the legal aspects connected with organizational process.

<p>In this essay we map and evaluate obstacles and problems that can occur during the establishment of international companies in Russia. This is done by investigating Swedish companies, which are established in Moscow and Saint Petersburg. We used secondary and primary data from books, previous surveys, reports, articles and the Internet. We also interviewed the following companies: Alfa Laval, Kockum Sonics AB, Höganäs Keramik, Skanska, Assa Abloy, Advakom, AnoxKaldnes, Lindab, Delovoj Peterburg, HL-Display and also a journalist from the Swedish Radio.</p><p>Most of the problems named by the interviewees were similar, but some differences were also found. The differences were primarily found in the ranking of importance between the different problems. As a conclusion we can say that the most important factors were:</p><p>· crime such as bribery</p><p>· administrative problems such as licensing</p><p>· tax laws and political system</p><p>· culture and language.</p><p>These problems can however be avoided to some point by hiring Russian consultants to manage the contacts and agreement.</p>

In this essay we map and evaluate obstacles and problems that can occur during the establishment of international companies in Russia. This is done by investigating Swedish companies, which are established in Moscow and Saint Petersburg. We used secondary and primary data from books, previous surveys, reports, articles and the Internet. We also interviewed the following companies: Alfa Laval, Kockum Sonics AB, Höganäs Keramik, Skanska, Assa Abloy, Advakom, AnoxKaldnes, Lindab, Delovoj Peterburg, HL-Display and also a journalist from the Swedish Radio. Most of the problems named by the interviewees were similar, but some differences were also found. The differences were primarily found in the ranking of importance between the different problems. As a conclusion we can say that the most important factors were: · crime such as bribery · administrative problems such as licensing · tax laws and political system · culture and language. These problems can however be avoided to some point by hiring Russian consultants to manage the contacts and agreement.

A large number of changes in the world of business has led to increased attention directed towards business-to-business (B2B) branding. Companies have gradually shifted their marketing efforts to the Internet and social media in order to create brand awareness when entering new international markets. Existing research and literature on how content creation can be used when entering a new market is, however, scarce. This thesis therefore identifies and describes how digital content creation has been, and can be, used when entering a new foreign market in order to create brand awareness. To achieve this, interviews with marketing directors in internationally operating companies were conducted in a qualitative manner. The results reveal that all the companies use digital content marketing when entering a new market, confirming pre-existing theories. It was also revealed that creating brand awareness is the most challenging part when entering a foreign market. It became evident that engaging the target audience and encouraging user generated content using DCM is both beneficial and effective when entering new foreign markets.

Organizations are today working actively with diversity management in alignment with the regulations from Riksdagen to reduce discrimination against employees based on their "Gender, transgender identity or expression, ethnicity, disability, sexual orientation and age". Previously most focus has been put on the surface-level attributes of diversity such as age, gender and ethnicity but more emphasis and concern should be put on the deeper-level diversities such as personality. Scholars have stressed the importance of conducting qualitative studies that examine the deeper-level diversities in relation to diversity management. Moreover, there is an explicit need for investigating the effect that such a linkage between personality and diversity management can have on employee engagement levels. The purpose of this study is to investigate whether diversity management can be developed by looking at people’s personalities. This is achieved by answering the research question: How could an understanding of diverse personalities improve employee engagement? By examining this question, this study will give insight to whether personality is an aspect companies should consider in their diversity management when trying to understand and enhance employee engagement. By analyzing seven individuals at two international companies, located in Sweden, we were able to investigate a single case deeply and collect their subjective realities. Further, the study has taken a qualitative research approach in which seven semi-structured interviews were held and the empirical data was later derived through the use of a thematic analysis. It has been found with the application of the Five Factor Model (FFM) that the employees' personalities have a connection to their engagement levels. The analysis implied that the employees' personalities rather than surface-level diversities had an impact on their engagement. This makes it in turn reasonable to suggest that companies' diversity management practices can be further developed if looking at their employees' personalities. Ultimately this thesis has derived salient conclusions about the fact that FFM could be used to develop the understanding of diversity and diversity management. In turn this contributes with insight on how workplaces and the well-being of employees can be enhanced.

No description available.

Submitted by Nadir Basilio (nadirsb@uninove.br) on 2015-11-03T20:00:10Z No. of bitstreams: 1 Andre Luiz Spinelli Schelini.pdf: 3106922 bytes, checksum: 850f251e3ff6e168bed2787804516a04 (MD5) / Made available in DSpace on 2015-11-03T20:00:10Z (GMT). No. of bitstreams: 1 Andre Luiz Spinelli Schelini.pdf: 3106922 bytes, checksum: 850f251e3ff6e168bed2787804516a04 (MD5) Previous issue date: 2015-03-12 / Firms face challenges of various natures in different competitive environments, depending on the target market, the business model and corporate strategies. Operate in international markets is a constant challenge on the schedule of firms in the global environment to start their internationalization process. Are challenges since the capitalization of resources, new markets and customers, development of competencies and capabilities, directed to the strategic formation of the company's internationalization, among others. This study focuses on three theoretical areas: project management, internationalization of companies and the resource-based view (RBV). Thus defined the following research question: "How the project management maturity contributes to internationalization of Brazilian companies from the perspective of resource-based view?” Particularly analyzed the contributions of mature project management for internationalization features in international Brazilian companies from the RBV-VRIO analysis, ie, examined whether the mature nature of the management of projects adopted by the selected companies are considered strategic resources, with implications competitive, sustainable competitive advantage for the company. The research strategy adopted was a multiple case study of descriptive exploratory approach within-case analysis and cross-case method, in internationalized Brazilian companies from different business segments. As a result, the study found that the project management features: sustainability of the project, involvement of stakeholders, defining objectives and strategies, change management and risk management, have the greatest contribution to the internationalization of selected companies, with implication of competitive advantage sustainable, considering the RBV-VRIO analysis. Thus, the research presents contributions for companies that are or intend to initiate a process of internationalization, so the process is clearer and driven to a better use of market opportunities. / As empresas enfrentam desafios de diversas naturezas em diferentes ambientes competitivos, dependendo do mercado-alvo, do modelo do negócio e das estratégias corporativas. Atuar em mercados internacionais é um desafio constante na pauta das empresas no ambiente globalizado ao iniciar seu processo de internacionalização. São desafios desde a capitalização de recursos, conquista de novos mercados e clientes, desenvolvimento de competências e capacidades, instruídas para a formação estratégica de internacionalização da empresa, entre outros. Este estudo concentra-se em três eixos teóricos: a gestão de projetos, a internacionalização de empresas e a visão baseada em recursos (RBV). Assim, definiu-se a seguinte questão de pesquisa: “Como a maturidade em gestão de projetos contribui para internacionalização de empresas brasileiras sob a ótica da visão baseada em recursos?”. Particularmente foram analisadas as contribuições das características da gestão madura de projetos para internacionalização em empresas brasileiras internacionais a partir da análise RBV-VRIO, ou seja, analisou se as características maduras da gestão de projetos adotados pelas empresas selecionadas são consideradas como recursos estratégicos, com implicação competitiva, de uma vantagem competitiva sustentável para empresa. A estratégia de pesquisa adotada foi de estudo de múltiplos casos, de abordagem exploratória descritiva com método de análise inter-caso e intra-caso, em empresas brasileiras internacionalizadas de diferentes segmentos empresariais. Como resultado, o estudo identificou que as características da gestão de projetos: sustentabilidade do projeto, envolvimento dos stakeholders, definição de objetivos e estratégias, gerenciamento da mudança e gerenciamento de riscos, possuem alta contribuição para internacionalização das empresas selecionadas, com implicação de vantagem competitiva sustentável, considerando a análise RBV-VRIO. Com isso, a pesquisa apresenta contribuições para as empresas que estão ou pretendem iniciar um processo de internacionalização, de forma que o processa seja mais claro e orientado para um melhor aproveitamento das oportunidades de mercado.