The aim of this dissertation is to study the relationship between the management of human resources of nonprofit organizations and the organizational transformations, using ¡¥Institution of Tainan Home of Philanthropy of Taiwan¡¦ as a model. Institution of Tainan Home of Philanthropy belongs to one of the nonprofit social welfare organizations in Taiwan, and its history can be traced back to as early as Qing Dynasty at 23 Kangxi Age (in 1684). In the early years, it certainly played a governmental role as in carrying the burdens and responsibilities to support welfares and help the minorities, and that is how it could gain its renowned title. After several integrations and expansions, it develops into the largest and the most well-developed and fully-established charity in Taiwan, which is truly a classic model representing the nonprofit organization. Because its fame and influential status in the national welfare society, many focuses have been concentrated on whether this organization can maintain its competitiveness and long-lasting operation. This study investigates the management of human resources, the organizational transformation, and the achievement and performance by the nonprofit institutions, and it also discusses if implementation of reorganization can result in an improved performance by the Institution of Tainan Home of Philanthropy so that the institution can keep on existing in the society and continue running to provide unlimited supply of high quality services to the public. The case study method is used as a tool, and extensive literatures are collected as references and resources for later analysis and examination in this study. Moreover, five volunteers are chosen to be interviewed in great detail, and the information gathered from the interview is then subject to SWOT analysis, which is beneficial to the discussion of the research questions. The major conclusions are drawn as following: 1.Extrinsic environmental impacts result in increased level of competitions between nonprofit organizations; therefore, intrinsic environments of these organizations require to have very robust committee boards to function and to strengthen the management of the human resources. Moreover, obsolete facilities need to be replaced in order to elevate competitiveness; as a result, reorganization is necessarily to be conducted. 2.The committee board is the foundation and the key to direct the policy development; consequently, it plays as the most important catalyst to promote transformation of nonprofit organizations. 3.Practicing human resource evaluations, monitoring achievements of the staff, printing out the employee¡¦s manuals for them to be aware of their work contents and duties, and fairly conducting performance reviews of workers annually can help increase productivity and maintain high performance of the workforce. 4.Developing an institutionalized environment, fulfilling legal administrations and conducts, and always following rules from the manuals can greatly eliminate too much of self-consciousness and any legal discrimination. 5.Establishing employee assessment allows the staff to be on the same competition platform and to have the courage to face challenges so that any resistance for organizational transformation can be prevented and a close relationship between human resources and reorganization can be developed.

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.

Made available in DSpace on 2016-04-25T16:44:21Z (GMT). No. of bitstreams: 1 Paulo Andre Costa Cardoso.pdf: 506678 bytes, checksum: 0f0c0f9f006c2407a4417e4fb871b137 (MD5) Previous issue date: 2011-06-09 / This dissertation aims to analyse the development of leadership promoted through the Sife Experience of Team SIFE CESUPA Center University of Pará 2009/2010. The main objectives are to investigate the role of SIFE on the education of leaders and the motivations of those who participate in the SIFE Experience , having as theoretical references the studies of leadership and the management of human resources by competences. Students in Free Enterprise (SIFE) is a non-profit organization that seeks to change the reality of communities through the development of leadership, based on projects that are built under business values. In other words, such principles aim to develop the mentality of free enterprise among university students. The way to achieve the development of leaders is through an annual competition among university students, who are organized as teams. Teams are assessed by judges (business leaders) in two categories, national and worldwide. The first chapter discusses the management of human resources. The research with members of SIFE explores the development of competences related to leadership. However, the debate is over its models, and this work picks management of competences for developing competences and management subsystems, which includes recruitment and maintenance of people within organizations. Studies on the management of human resources through competences differ among three fields, American, French and Brazilian. Due to the objective of this research, the second theoretical chapter studies the subject of leadership. It shows the development of theories and the perspective of leadership and its role within organizations. This work also approaches schools of leadership such as trait, behavioral, contingency and neo-emergent theories. The second chapter finishes with the analysis of leadership concepts within the case of SIFE. In order to achieve the objective of this research, interviews were carried with leaders of Team SIFE CESUPA, helping to understand the experiences from the point of view of members. The methodology used along this study was the analysis of text and categorization over the transcribing of interviews. These interviews analyses reveal that the SIFE experience is important for students to develop competences as communication and planning, though the students are not able to measure the evolution of such competences. This research interviews also show that the motivation to join a team does not arise because of championships, but due to the benefits that appear while helping poor communities and the advantages related to the professional career / O objetivo geral da dissertação é analisar o desenvolvimento de liderança promovido pela experiência SIFE dos alunos do Time SIFE CESUPA Centro Universitário do Pará 2009/2010. Os objetivos específicos são investigar o papel da SIFE na formação de líderes e as motivações dos participantes na experiência SIFE , tendo como referências teóricas os estudos sobre liderança e gestão de pessoas por competências. A SIFE Estudantes em Livre Iniciativa é uma organização sem fins lucrativos cujo objetivo declarado é, por meio de projetos que utilizem as referências e valores do mundo dos negócios, transformar a realidade de comunidades a partir do desenvolvimento de liderança. Trata-se de desenvolver a mentalidade da livre iniciativa entre os alunos universitários. O instrumento para o desenvolvimento de líderes é um campeonato anual entre universitários, organizados em times. Os times e seus projetos são julgados por juízes (lideranças empresariais) em dois níveis, o nacional e o mundial. No primeiro capítulo o tema é a gestão de pessoas, pois a pesquisa junto aos participantes da SIFE explora o desenvolvimento de competências associadas à liderança. No entanto a discursão do tema é em cima de seus modelos, sendo o modelo de gestão por competências o escolhido por desenvolver competências e os subsistemas de gestão, o que inclui seleção, avaliação e manutenção de pessoas nas organizações. Estudos da gestão de pessoas por competências possuem três vertentes, a americana, a francesa e a brasileira. No segundo capítulo teórico o tema é liderança, para atender ao objetivo dessa pesquisa. É apresentado o desenvolvimento das teorias e a perspectiva da liderança e sua função nas organizações. Sobre as escolas da liderança o trabalho faz uma abordagem das teorias dos traços, comportamental, contingencial e da nova liderança. O capítulo é fechado com a abordagem de liderança para a SIFE. Para atingir os objetivos dessa pesquisa foram realizadas entrevistas com os líderes do time, por captar melhor as experiências vivenciadas pelos membros do time. A metodologia utilizada foi de análise de texto e categorização em cima da transcrição dessas entrevistas. As análises das entrevistas revelam que a experiência dentro do time SIFE é válida para os alunos desenvolverem suas competências, como comunicação e planejamento, todavia os alunos não conseguem mensurá-las. As entrevistam também revelam que a motivação para sua participação no time não é o campeonato, e sim os benefícios que encontram na ajuda a comunidades carentes e de carreira

The aim of the diploma thesis is the analysis of enhancing the competitiveness of small-sized enterprise applied to a particular company. The theoretical part specifies the basic characteristics of "small and medium-sized enterprises" and the factors of competitiveness, which are divided into four basic areas of business management -- management, marketing, human resource management and financial management. The practical part is related to theoretical piece of knowledge applied to the company "FCC Industrial Systems Ltd.". The result of the company analysis is suggesting of recommendations aimed for enhancing the competetiveness.

The target of this thesis was to define the concept of employer branding and its relation to campus management, the activities companies do in order to attract students and promote themselves as quality employers. The theoretical research captures the marketing essence of branding and further develops it into the employer branding framework. Further research focussed on possible campus management activities. In the practical part the popularity and effectiveness of the activities were tested through several student surveys, expert interviews and own experience of the author. The result forms a basis for a recommendation of campus management strategy adjustment.

Aims, research questions and hypotheses: The subject of the research is to evaluate the possibilities of influencing job satisfaction of shift nurses by head nurses. Three aims were set based on the subject of this research. Aim 1 To assess the level of job satisfaction of nurses with working conditions. Aim 2 To evaluate the requirements of nurses to increase their job satisfaction. Aim 3 To identify the possibilities of influencing job satisfaction of nurses from the view of head nurses. Methodology and research sample: In this diploma thesis the qualitative and quantitative data collection methods were used. The quantitative research was carried out by using standardized HCI questionnaires. The questionnaires were given to nurses in selected organizations (Tábor Hospital, Jindřichův Hradec Hospital, Kutná Hora Hospital, Chýnov Retirement Home). The size of the research sample is 164 respondents. The qualitative method of the research was carried out by in-depth interviews with ward and head nurses of the selected organizations (Tábor Hospital, Jindřichův Hradec Hospital, Kutná Hora Hospital, Chýnov Retirement Home). We interviewed 10 head nurses. Conclusion and the results: The results suggest that the shift nurses are not satisfied with their job, 39% of nurses feel to be "not very satisfied" in their job. The overall job satisfaction of nurses increases with the good working team. Job satisfaction of nurses is also influenced by the length of practice. Job satisfaction gradually decreases with the length of practice. However, in the category "10 and more years of practice" job satisfaction increases again. Education also affects job satisfaction of nurses. The university nurses are the most satisfied, on the other hand the college nurses are the least satisfied. Job satisfaction of nurses decreases depending on physical demands of their jobs. The preferences of motivation factors of shift nurses differ in the category "Others" (meal vouchers, supplementary pension insurance). The preferences of benefits increase depending on age and the length of practice. The nurses' requirements do not change with the other benefits. The good financial evaluation would help to influence job satisfaction of nurses. Head nurses influence job satisfaction of nurses by non-financial benefits, pleasant leadership style, positive assessment and the opportunity of changing shifts. The output of this diploma thesis is the proposal of motivation program to increase job satisfaction of nurses.

Made available in DSpace on 2015-04-16T14:49:09Z (GMT). No. of bitstreams: 1 arquivototal.pdf: 680693 bytes, checksum: 6267ee861c50cf7d9af1aa8ce0a10b2b (MD5) Previous issue date: 2009-08-28 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / One of the challenges to sustainability lies upon building elements of reflection and new strategies of action that rescue basic values compatible with ethics and respect to human dignity. The area of Human Resources becomes fragile upon the compatibility of its actions with the discourse of sustainability. The objective this study is to analyze Human Resources action developed in sustainable organizations at the light of Global Reporting Initiative (GRI) and of Renewed Administration. The research strategy adopted was multiple case study. For this, three were selected financial institutions banks, and that issued the report global reporting initiative (GRI) in João Pessoa/PB. For the analysis of data, we opted for technical Collective Subject Discourse proposed by Lefèvre (2005). As results, hypotheses were raised that led to conceptualization and elaboration of 20 (twenty) sustainable Human Resources actions, on line with GRI indicators, with GRH subsystems and Renewed Administration adapting to their applicability in the internal ambiance. As to the identification of the compatibility of the actions developed in RH with the indicators of sustainability (GRI) and Renewed Action the conclusion is that financial institution develop more sustainable actions or partially sustainable than properly sustainable, revealed dissonance between the discourse and the practice of management. 38 actions were distributed in the many subsystems of GRH. Amongst these, were considered able (attending completely to the references of analysis), 13 were partially sustainable (attending both the indicators of sustainability and the spects of aspects of Renewed Administration and 11 were not considered sustainable (therefore attended to no references of analysis). As to difficulties for the actions, it was observed the complexities of changes in behavior and the work timetable being strangled because of too many bank activities, there being no time for humanization. As to facilities for the conduct of actions was found the bank's commitment to sustainability. Conclude that GRI indicators for themselves do not favour the development of RH actions in the perspective of sustainability. Its association with aspects of Renewed Administration makes possible more humanitarian action in RH administration and it s strengthening with the strategies of the organization. / Um dos desafios da sustentabilidade está em construir novas estratégias de ação que resgatem valores básicos compatíveis com a ética e o respeito à dignidade humana. E a gestão de RH torna-se fragilizada, no sentindo de compatibilidade de suas ações com o discurso da sustentabilidade. O objetivo do estudo foi analisar as ações de Recursos Humanos (RH) desenvolvidas em organizações sustentáveis, à luz do Global Reporting Initiative (GRI) e da Administração Renovada. A estratégia de pesquisa adotada foi de estudo de casos múltiplos. Para isto, foram selecionadas três instituições financeiras- bancos que emitiam relatórios Global Reporting Initiative (GRI) localizadas no município de João Pessoa/PB. Para a análise dos dados, optou-se pela técnica do Discurso do Sujeito Coletivo (DSC), proposta por Léfevre e Léfevre (2005). Como resultados, destacaram-se premissas e elaboraram-se princípios que conduziram à conceituação e elaboração de 20 ações de RH sustentável, alinhados aos indicadores do GRI, aos subsistemas de GRH e aos aspectos da Administração Renovada, adequando-as para sua aplicabilidade no ambiente interno. Com relação à identificação da compatibilidade das ações desenvolvidas pela área de RH com os indicadores de sustentabilidade (GRI) e Administração Renovada, concluiu-se que, as instituições financeiras desenvolvem mais ações não sustentáveis ou parcialmente sustentáveis do que propriamente sustentáveis, revelando dissonância do discurso com a prática de gestão. Identificou-se 38 ações distribuídas nos diversos subsistemas de GRH. Dessas, 14 foram consideradas ações de RH sustentável (atenderam completamente às referências de análise - GRI e Administração Renovada); 13 foram ações parcialmente sustentáveis (atendendo ora aos indicadores de sustentabilidade ora aos aspectos da Administração Renovada) e 11 não foram consideradas sustentáveis (ou seja: não atenderam a alguma referência de análise). Quanto às dificuldades para a condução de ações, constatou-se complexidade das mudanças de comportamento e o estrangulamento do horário de trabalho em decorrência da sobrecarga de atividades bancárias, faltando tempo para a humanização. E quanto às facilidades para a condução de ações constatou-se o compromisso do banco com a sustentabilidade. Conclui-se que os indicadores do GRI, por si só, não favorecem o desenvolvimento de ações de RH na perspectiva da sustentabilidade. Sua associação aos aspectos da Administração Renovada possibilita ações mais humanitárias na gestão de RH e seu fortalecimento junto às estratégias da organização.

The aim of thesis is the analysis of system personnel work in a chosen company, his examination and evaluation and suggestion alternations to improvement management this area. As a method of getting information fot this thesis, were used questionnaires for managers and other informations from internal documents of the company.

Submitted by Cláudia Bueno (claudiamoura18@gmail.com) on 2016-01-08T14:25:37Z No. of bitstreams: 2 Dissertação - Giane Cristina Alvarenga - 2015.pdf: 653540 bytes, checksum: 5587d9fd4fd0d44bcd30dbbf710240af (MD5) license_rdf: 23148 bytes, checksum: 9da0b6dfac957114c6a7714714b86306 (MD5) / Approved for entry into archive by Luciana Ferreira (lucgeral@gmail.com) on 2016-01-11T06:41:39Z (GMT) No. of bitstreams: 2 Dissertação - Giane Cristina Alvarenga - 2015.pdf: 653540 bytes, checksum: 5587d9fd4fd0d44bcd30dbbf710240af (MD5) license_rdf: 23148 bytes, checksum: 9da0b6dfac957114c6a7714714b86306 (MD5) / Made available in DSpace on 2016-01-11T06:41:39Z (GMT). No. of bitstreams: 2 Dissertação - Giane Cristina Alvarenga - 2015.pdf: 653540 bytes, checksum: 5587d9fd4fd0d44bcd30dbbf710240af (MD5) license_rdf: 23148 bytes, checksum: 9da0b6dfac957114c6a7714714b86306 (MD5) Previous issue date: 2015-03-11 / Transversal, descriptive, exploratory study with a quantitative approach, performed in a university hospital in the Midwest region of Brazil, involving 91 nurses gazetted by the institution. We sought to evaluate job satisfaction of these and to describe the demographic profile and professional partner thereof and to identify factors that influence job satisfaction. Two instruments for data collection were used: being a questionnaire for sociodemographic data and other professionals and to assess job satisfaction, the S20 / 23. The collection occurred during the months of November and December 2013. The study nurses are in most cases, female (90.1%); mean age, 47 years; 60.4% were married or in a stable relationship; have an average of two children; have a family income of 10 minimum wages and more (71.4%); are experts (59.3%), teachers (30.8%) and doctors (4.4%). Just over half have other employment; working on average 60 hours a week. As for job satisfaction, there is a mixture of satisfaction and professional dissatisfaction among nurses in the research institution. We conclude that nurses are fully satisfied with the opportunities to perform activities that stand out and also about the objectives and goals to achieve. A partial job satisfaction related to the act of doing things they enjoy, as well as the possibilities of decision and autonomy. Though fully satisfied with relations with positions of power, nurses are partially satisfied with the possibilities of decision and autonomy. More than half of the professionals are dissatisfied with the work environment. The variables: time of graduation, family income and other employment relations do not appear to interfere with the satisfaction of nurses in this study. With this research, there were simple interventions measures that can enhance job satisfaction, aiming to better quality of care delivered to customers, reflecting the characteristics of the institution, which is part of the Unified Health System (SUS), and strengthening the Legitimizing humanization of service to the community, extended to individuals that do so. / Estudo transversal, descritivo, exploratório, com abordagem quantitativa, realizado em um hospital universitário localizado na região Centro Oeste do Brasil, envolvendo 91 enfermeiros concursados pela instituição. Buscou-se avaliar a satisfação profissional desses, bem como descrever o perfil sócio demográfico e profissional dos mesmos e identificar fatores que influenciam na satisfação no trabalho. Foram utilizados dois instrumentos para coleta de dados: sendo um questionário para levantamento de dados sociodemográficos e profissionais e outro para avaliação da satisfação no trabalho, o S20/23. A coleta ocorreu nos meses de novembro e dezembro de 2013. Os enfermeiros do estudo são na grande maioria, do sexo feminino (90,1%); com idade média, de 47 anos; 60,4% casados ou em união estável; possuem, em média, dois filhos; apresentam renda familiar de 10 salários mínimos e mais (71,4%); são especialistas (59,3%), mestres (30,8%) e doutores (4,4%). Pouco mais da metade possuem outro vínculo empregatício; trabalham, em média, 60h semanais. Quanto à satisfação no trabalho, há um misto de satisfação e insatisfação profissional entre os enfermeiros da instituição pesquisada. Conclui-se que os enfermeiros estão totalmente satisfeitos com as oportunidades de executarem atividades nas quais se destacam e também quanto aos objetivos e metas que devem alcançar. Há satisfação parcial no trabalho relacionado com o ato de fazer coisas que gostam, assim como com as possibilidades de decisão e autonomia. Apesar de totalmente satisfeitos com as relações com instâncias de poder, os enfermeiros encontram-se parcialmente satisfeitos com as possibilidades de decisão e autonomia. Mais da metade dos profissionais estão insatisfeitos com o ambiente de trabalho. As variáveis: tempo de graduação, renda familiar e outro vínculo de trabalho parecem não interferir na satisfação dos enfermeiros deste estudo. Com a presente investigação, surgiram medidas de intervenções simples, que podem reforçar a satisfação profissional, almejando melhor qualidade da assistência prestada aos clientes, com reflexo nas características da instituição, que está inserida no Sistema Único de Saúde (SUS), reforçando e Legitimando a humanização dos serviços prestados à comunidade, extensiva aos indivíduos que os prestam.

The thesis is looking into the rebranding process of the non-profit organization. The work describes the project according to its particular stages, which are common in the commercial world and the examples given are showing the differences when developing similar project in the non-profit organization People Management Forum. The author is using his work experience as a marketing specialist, who handles the company's communication, maintains corporate identity, mini-project of creating presentations on the web and the analysis and the draft of the new structural diabase fulfilling the need fot objektive informations of transformation part sof newly propřed organizational structure. The main aim is to show the importance of setting partial goals in order to fulfill the vision that the company outlined before the whole process. First, the author explains the relationship of the non-profit organization with its key stakeholders in the micro and macro environment. Lately he explains how this relationship influences the company's communication and public relations. In the fourth chapter, he describes rebranding as a process and clarifies the importance and key factors of its particular stages. In the fifth and sixth chapter, the author outlines the relationship of the organization People Management Forum and its daughter company HR Forum, s.r.o., which is crucial for the practical part of the work. He shows the main activities of People Management Forum and the way how the organization presents them among its target groups. The chapter seven is finally the principal part of the work and the practical demonstration of the rebranding project. According to the theory mentioned in the beginning, he is explaining the key success factors of this kind of project and making recommendations to the stages, which he demonstrates with practical examples how it was applied in the organization People Management Forum. In the eight chapter, the author gives a detailed description of his mini-project of the draft and the implementation of the new website and structural database, including the way how were metrics for the success measurement set and were they evaluated. He recommends how the strategy could be more effective and how the project will adapt to the new trend in that particular area.