Рынок телекоммуникаций является одним из ключевых и социально-значимых секторов сферы услуг, поэтому особенно важным является достижение и сохранение высокого кадрового потенциала на предприятиях рассматриваемой отрасли, что достигается за счет реализации эффективной кадровой политики. В работе рассматривается понятие кадровой политики, телекоммуникационного предприятия, оценка эффективности кадровой политики, основные особенности кадровой политики в сфере телекоммуникационных услуг, недостатки кадровой политики в сфере телекоммуникаций. В качестве источников использовались нормативно-правовые акты, регламенты, положения, методические указания, данные предприятий, научные статьи, справочные материалы. В магистерской диссертации была предложена методика по повышению эффективности кадровой политики на предприятиях сферы телекоммуникационных услуг, включающая комплекс последовательно реализуемых мероприятий: организация системы обучения сотрудников, привлечение и адаптация молодых специалистов, совершенствование системы нематериального стимулирования сотрудников, сплочение трудового коллектива. Особенностью методики в отличие от существующих является учет следующих факторов, характерных для предприятий сферы телекоммуникационных услуг: постоянное возникновение качественно новых специализаций и, как следствие, должностей; дефицит высококвалифицированных IT-специалистов; переплетение в работе специалистов по телекоммуникациям трудовых и экономических функций. / The telecommunications market is one of the key and socially significant sectors of the service sector, therefore it is especially important to achieve and maintain a high human resources potential at the enterprises of the industry in question, which is achieved through the implementation of an effective personnel policy. The paper discusses the concept of personnel policy, telecommunications enterprise, evaluation of the effectiveness of personnel policy, the main features of personnel policy in the field of telecommunications services, shortcomings of personnel policy in the field of telecommunications. Legal acts, regulations, regulations, guidelines, data from enterprises, scientific articles, and reference materials were used as sources. In the master's thesis, methods were proposed to improve the effectiveness of personnel policy at enterprises in the telecommunications services sector, including a set of consistently implemented measures: organization of a training system for employees, attraction and adaptation of young specialists, improvement of the system of non-material incentives for employees, uniting the workforce. A feature of the methods, in contrast to the existing ones, is the consideration of the following factors typical for enterprises in the field of telecommunications services: the constant emergence of qualitatively new specializations and, as a result, positions; shortage of highly qualified IT-specialists; interweaving of labor and economic functions in the work of specialists in telecommunications.

Approved for public release; distribution in unlimited. / Our primary research interest is whether participation in the Junior Reserve Offices Training Corps (JROTC) program influences youths' propensity to enlist; and for those who subsequently enlist, the influence on retention rates and propensity to reenlist. The novelty of this thesis lies in conducting multivariate analysis of the impact of JROTC participation on enlistment, retention and reenlistment. Our data sources are (1) the 1980 High School and Beyond (HS & B) survey and (2) Defense Manpower Data Center (DMDC) enlisted personnel cohort files from Fiscal Year (FY) 1980 to 2000. We employ a number of econometric models with the HS & B data, including single equation PROBIT and LOGIT models, two-stage least squares (2SLS) with instrumental variables (IVs) and bivariate PROBIT equation. Our results show that JROTC positively influence enlistment when we treat JROTC participation as exogenous for both high school seniors and sophomores. The impact of JROTC participation on military enlistment decisions becomes negligible however, when we account for self-selection into the JROTC program of high school students. Using PROBIT and LOGIT models on the DMDC data, we find that enlisted personnel who graduated from JROTC are more likely to reenlist than non-JROTC graduates. Using the Cox proportional hazard survival analysis method, we find that JROTC graduates personnel tend to stay longer and complete their first-term than non-JROTC graduates. Synthesizing the results, we conclude that policy-makers might find it worthwhile to actively target JROTC cadets for enlistment because in the long run, it pays off in terms of higher first-term completion rates which results in cost savings in the form of enlistment bonuses and training costs. One possible extension of our study is to monetize our results for a cost-benefit analysis of the JROTC program vis--̉vis other recruitment programs. Quantifying the net benefits and costs of the JROTC program will allow policy-makers to make more informed decisions with regard to the future direction of the JROTC program. / Lieutenant, United States Navy / Civilian, Ministry of Defense Singapore

Approved for public release, distribution is unlimited / The enlisted personnel assignment process is a major part in the United States Navy's Personnel Distribution system. It ensures warfighters and supporting activities receive the right sailor with the right training to the right billet at the right time (R4) and is a critical element in meeting the challenges of Seapower 21 and Global CONOPS. In order to attain these optimal goals the ways-to-do-it need to be customer-centered and should optimize both, the Navy's needs and the sailor's interests. Recent studies and a detailing pilot in 2002 used a web-based marketplace with two-sided matching mechanisms to accomplish this vision. This research examines the introduction of an Assignment Incentive Pay (AIP) as part of the U.S. Navy's enlisted personnel assignment process in a simulation environment. It uses a previously developed simulation tool, including the Deferred Acceptance (DA) and the Linear Programming (LP) matching algorithm to simulate the assignment process. The results of the sensitivity analysis suggested that the Navy should mainly emphasize sailor quality rather than saving AIP funds in order to maximize utility and the possible matches. When adopting such an introduction policy also the percentage of unstable matches under the LP as the matching algorithm was reduced. / Commander, German Navy

新產品開發對企業的銷貨額的增加，市場佔有率的提高及利潤的確保有極大之關係，而影響新產品開發關鍵性成功因素之一，是R&D人員如何確保，如何選才、用才、留才，有關R&D人員留才之研究相當多。由實證中提出企業中實施R&D人員生涯規劃，是有助於留住人才的。經由理論瞭解，R&D人員之生涯發展是一生中之工作與發展的歷史，是會變的，但是其中心思想則不會捨棄的，稱之為生涯導向，本研究將之分為管理型導向、專案型導向、技術型導向及自由導向。R&D人員之生涯發展導向為與公司目標一致為人事政策的重要一環，組織如何透過人事政策協助R&D人員之生涯發展為本研究重點。 　　本研究乃以R&D人員之生涯發展與人事政策之關聯性來探討R&D人員在組織中對人事政策之期望及重要性程度，並調查R&D人員對人事政策對其生涯發展之重要度及滿意度。以瞭解R&D人員對現行人事政策及組織的期望及滿意度。以做為對R&D人員之需求之瞭解，及調整人事政策之依據。本研究經調查個案公司，收回116份有效問卷，經由單因子變異數分析、P檢定、及平均值比較分析，發現R&D人員之人口變項對人事政策、及R&D人員之生涯發展有顯著相關，發現現行人事政策中，教育訓練，績效考核、升遷制度、薪酬制度及新人事政策，皆對R&D人員的生涯發展，有很重要的影響。而其中R&D人員對於新人事政策中之彈性上班、工程師制度、同仁配股及住宅貸款等皆有相當高的滿意度，而對於教育訓練之滿意度亦相當高。但R&D人員對考核的公平性、升遷速度與同業薪酬的比較上滿意度較低。 　　人口統計變項對於生涯導向，雖然在平均值上有高低之差別，但未呈顯著的差異。而 R&D人員之生涯導向。在人事政策之重要度及滿意度之認知上，除了教育訓練中專業訓練的重要度及績效考核的公平性滿意度之認知上有顯著差異外，其餘各變項皆不顯著。 　　本研究提出建議，對於滿意度低之人事政策適時檢討修正，有利吸引R&D人才、留才。但要注意，R&D人員滿意度提高之後續效是否相對提高，是要再進一步研究的課題。其次如何讓R&D人員之生涯發展與公司之目標一致化，也是企業要努力的方向之一。最後建議對R&D人員高學歷的來臨，人事政策如何去因應是一個新的挑戰。

The thesis on the Recruitment problems in foreign branches of global company is described specific Prague developer company, its projects and its experience in personnel policy. The aim of this work is to define the main problems of staff recruitment and the development of measures to improve these processes. This thesis will consist of several parts. the first part describes the company, its typical projects, strategy and preparation of its expansion into Kazakhstan. The following are the main aspects of the relationship between headquarters and its branches. In the third part are mentioned and characterized approaches to management and recruitment of personnel in foreign branches. Description of the organizational structure of the company is the fourth part of this work. Followed by a description of the current human resources management process at the branch and identifying problems of staff recruitment. The last part is focused on the inventing of the measures to improve these processes.

This master thesis focuses on the HR Policies of the Company, such as the recruitment of new employees and take care of present employees. The starting point of these procedures can be found in the theoretical part. The analytical part deals with the current state of the company's procedures which are targeted at high-risk fields. Recommendations concerning the progress of changes targeted at mitigation of risk are made in the last part of this thesis.

Syfte: Syftet med detta arbete är att undersöka vilken påverkansfaktor personalpolicy och personalhandböcker har i ett medelstort företag i Sverige. Det är även av intresse att se hur dessa dokument är utformade och hur de implementeras i verksamheten. Metod: Forskningsansatsen är en kvalitativ metodtriangulering. En fallstudie med semistrukturerade intervjuer samt en dokumentstudie av policydokument och personalhandböcker från organisationen i fråga. Ett abduktivt synsätt har tillämpas i och med att vi har dragit slutsatser från vårt resultat för att applicera på koncernen, men även utgått från teori ur litteraturen för att kunna tillämpa dessa på studieobjektet. Ett hermeneutiskt perspektiv har tillämpats under den genomförda dokumentanalysen, för att se materialet både i delar och som en helhet. Empiri: Datainsamlingen har genomförts med hjälp av fem intervjuer där respondenterna representerade fem separata verksamheter inom koncernen. Respondenterna har olika roller inom organisationen men samtliga innehar en ledarposition med ett personalansvar. Slutsats: Enbart ett välarbetat dokument bidrar inte med effektivitet utan faktorer som ledarskap och organisationskultur behöver även ingå i ekvationen för att policyn ska bidra med värde till organisationen. / Purpose: The purpose of this study is to explore the impact of the documents on personnel policy and personnel manuals in a medium-sized company in Sweden. It is also of interest to see how these documents are designed and how they are implemented in the organization. Method: The research approach is a qualitative method triangulation. A case study with semistructured interviews and a text study of policy documents and personnel manuals from the organization in question. An abductive approach has been applied as we have drawn conclusions from our results to apply to the group, but also based on literature theory in order to apply these to the study object. A hermeneutic perspective has been applied during the completed text analysis, to see the material both in parts and as a whole. Empirics: The data collection was carried out by means of five interviews, in which respondents represented five separate operations within the concern. Respondents have different roles within the organization, and all of them have a personnel responsibility. Conclusion: Only a well-worked document does not contribute to efficiency. Factors such as leadership and organizational culture also need to be included in the equation for the policy to contribute value to the organization.

The main aim of the thesis is to create a complete overview of particular activities of the human resources politics from the perspective of a modern corporate management. On the basis of theoretical principles developed by the HR management to assess the individual activities in the example of selected company and propose improvements in areas, in which seems deficiencies. The thesis is divided into four chapters. The first part of the thesis summarizes the theoretical principles of HR management, which constitute the basis for the evaluation of the HR management in the selected company, referred in the practical part. The second chapter is devoted to the characteristics of the company, which is next featured under the fictitious name of Chemická, a.s.. The third part of the thesis presents a comprehensive view of HR management practice in the watched company. The structure of this part of the most deliberately corresponds theoretical part. Fourth part of the thesis evaluate on the basis of theoretical knowledge the real HR management in the selected company. The HR management is showing no sign of any serious failure. The activities are carried out professionally and secured by sophisticated company directives. The HR management seeks to meet both, corporate and the personal needs and goals. Chemická, a.s. respects in managing their human resources the modern approaches and strengthens so the strongest of the four pillars of business, the human resources.

This master thesis analyzes the way of human resources management in a public service, specifically at the Police of the Czech republic. Specifies area of the human resource management with a focus on selected parts and compares the theoretical knowledge with reality. It contains design measures that will lead to the improvement of the human resources management and thus the successful development of the organization.

Цифровая экономика является современным этапом развития хозяйствующих субъектов, который формирует принципиально новый набор ценностей и факторов поддержания конкурентоспособности, основанных на знаниях и интеллектуальном капитале. Развитие информационных и компьютерных технологий в последние годы в значительной степени усилило турбулентность внешней среды предприятий, поскольку конкуренты получают возможность быстрее и грамотнее принимать решения в масштабах всей цепочки поставок. Цифровизация рассматривается как практическое внедрение кибер-физических систем и систем интеллектуального анализа данных для трансформации и поддержания высокого уровня эффективности основных и вспомогательных бизнес-процессов. В таких условиях человеческий капитал становится одним из основных ресурсов поддержания цифровой трансформации, соответственно предприятиям необходимо формировать адекватную и эффективную кадровую политику, которая позволяет управлять талантами на заре рождения новой конкурентной среды. Кадровая политика представляет собой систему руководящих принципов, которые разумно учитывают сигналы внешней среды и позволяют сформировать приемлемые кадровые стратегии по каждому из ключевых направлений, касающихся отбора персонала, оценки результативности, проведения обучения и развития социально-культурных аспектов внутренней среды. В свою очередь отдельная стратегия должна учитывать интенсивность технологического обновления и возможность преобразования рабочих мест, что требует соответствующих управленческих решенийОсновная научная идея исследования заключается в разработке теоретических и методических положений управления кадровой политикой предприятия в условиях цифровой трансформации экономики, основанных на преобразующей роли отдельных кадровых стратегий и подходе к оценке потенциала трансформации профессиональных задач работников предприятий. / The digital economy is a modern stage in the development of economic entities, which forms a fundamentally new set of values and factors for maintaining competitiveness based on knowledge and intellectual capital. The development of information and computer technology in recent years has greatly increased the turbulence of the external environment of enterprises, as competitors are able to make faster and more intelligent decisions throughout the supply chain. Digitalization is seen as the practical implementation of cyber-physical systems and data mining systems to transform and maintain a high level of efficiency of the main and auxiliary business processes. Under such conditions, human capital is becoming one of the main resources for supporting digital transformation; accordingly, enterprises need to form an adequate and effective personnel policy that allows them to manage talents at the dawn of a new competitive environment. HR policy is a system of guidelines that reasonably take into account the signals of the external environment and allow the formation of acceptable personnel strategies in each of the key areas related to personnel selection, performance evaluation, training and development of socio-cultural aspects of the internal environment. In turn, a separate strategy should take into account the intensity of technological renewal and the possibility of transforming jobs, which requires appropriate management decisions. The purpose of the study is to develop theoretical and methodological issues of managing the personnel policy of an enterprise in the context of the transformation of enterprises under the influence of the digital economy.