My thesis is focused on the personnel management in public administration at local self-government units, which currently gains importance due to the ongoing reform. Human resources form the basis for quality and efficient work of offices. The aim of thesis is to analyze and evaluate personnel management in selected offices of Prague including recommendations for its improvement. The theoretical part, mainly focused on role of official in public administration and activities of personnel management, in addition to scientific literature is based mainly on Act No. 312/2002 Coll., on Officials of local self-government units. The practical part is based on the results of empirical research on which the current evaluation is made and provided recommendations.

The thesis is focused on personal activities in local government units. First, the thesis outlines the theoretical foundations of public administration in the context of its reforms. Then there is described the theoretical basis of personal activities. The aim is through analytical methods to evaluate the recruitment, adaptation and education of employees in local government units. The theoretical part is followed by empirical research that is concerned with the level and the quality of the personnel activities in practice. From empirical research are drawn recommendations to improve the current state of human resource management in local government units.

The purpose of this study was to explore and gain insight into the current purpose of contracting and, in the main, the future of contracting in emerging markets. The study aimed to explore the nature of contracting in emerging markets in order to understand what the future of contracting will be in emerging markets. The study was a qualitative study and a sample of ten participants was interviewed. Findings of the study indicated that the emerging market environment is risky due to unfamiliar local nuances; and local laws are preferred over international law. Technology and innovation are not a strong focus in emerging markets but relationship frameworks allow for some degree of flexibility and innovation. Relationships and their importance were the biggest finding of this research prompting an exploration of the Confucian concept of guanxi highlighting relational networks within social settings. The research further identified that contract professionals need to firstly be both competent and globally literate. Relationships and links between skills, knowledge and the operating environment are intertwined in determining the future of contracting. The research concluded by making recommendations to Chief Executive Officers of multinationals, lawyers, contract professionals and consultants in emerging market firms in light of the findings of this research. The research highlights the legal and both internal and external contextual considerations of contracting and also suggests variables for further research that are crucial for a deeper understanding of contracting in emerging markets. / Dissertation (MBA)--University of Pretoria, 2014. / zkgibs2015 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

Employee engagement is trending as major concern among business globally as business look for innovative ways to be sustainable and remain competitive. Identifying and investigating the various work contexts that influence employee commitment and retention is a priority that directly impacts business bottom line. In the context of employee engagement, the exploratory research study investigates the barriers to employee engagement and in what way performance management systems can be leveraged to motivate enhance employee engagement. The study was conducted in Gauteng with senior management and Human Resource experts from the largest four banks in South Africa. Data for the study was gathered through eighteen semi-structured interviews conducted by the researcher and all interviews were recorded on audio disc. The subjects of the study were selected using a non-probability purposive sampling technique. The results suggest that business acknowledge employee engagement as a key component of business strategy and performance management systems is a critical organisational process, which may be used tap into the discretionary efforts of employees. The results reveal that the barriers to performance management are shared with employee engagement, and when these are conquered, employee engagement improves. The results recommend that to improve employee engagement the right leaders must be selected and trained and the environment must be one of trust, accountability and transparency. The results reveal that leaders must set out clear expectations to drive performance management and employee engagement to actively influence employees to participate and engage. / Dissertation(MBA)--University of Pretoria, 2014. / zkgibs2015 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

The purposes of this study were to determine whether directors and the senior student affairs officers who supervise them perceive the formal performance evaluation process to be accurate, fair, and meaningful, and whether they perceive the process to be influenced by the politics involved in the position.

Orientation: The job inherent requirements for Human Resource (HR) professionals, as is for any role, are constantly undergoing change due to the dynamic environment that we work and exist in. With the transition from traditional Personnel Management to more contemporary and strategic HR Management, these adjustments required for the role and of the incumbents have become more and more pronounced. It is important that, as HR professionals, one frequently reassesses and clarifies the inherent requirements for the role, based on the needs and demands from the broader world of work and its roleplayers. The concern is however whether HR professionals realise and understand which behavioural competencies they should display in order to meet the changing demands and whether they actually are ‘living’ these. Research Purpose: The aim of this paper is to determine the relevant behavioural competencies for HR professionals based on the analysis of various views gathered from current HR professionals. Research Results: It was found that competencies such as ‘Planning and Organising’, ‘Problem Solving and Analysis’, ‘Specialist and Technical Knowledge’, ‘Strategic Thinking’ as well as ‘Interpersonal Sensitivity’ are all important in order to ensure effective service delivery for HR professionals. An additional competency, ‘Leading and Supervising’ was also identified as important, although related more to managerial HR functions. From these results it is however also evident that competencies relating to adapting and responding to change in the workplace, and the importance of being able to deliver and achieve results, were omitted from the ideal profile. This, in comparison to various articles and research presented by authors on the exact importance of such competencies in order for the HR discipline to add value to the organisation, makes it evident that many HR professionals have still not completed the transition from the traditional Personnel Management to the more strategic HR Management. / Mini Dissertation (MCom)--University of Pretoria, 2004. / Human Resource Management / MCom / Unrestricted

The study was designed to explore how nurses at a non-union pediatric hospital make meaning of the feedback they receive during their career from their annual appraisals. The qualitative study design used a survey, and from the survey participants, 21 interviewees were selected. Based on the survey responses and categorizing those responses by standard deviation from the mean, three groups were determined. It was expected that there would be differentiated patterns by group. The study identified seven findings that were consistent with the literature. However, there was one surprise. The recipients’ appraisal rating/score on their most recent appraisal was expected to impact their view of their experience, but this was not found to be the case. In fact, those with the lowest survey response scores (least favorable sentiment about appraisals) had the same or higher appraisal ratings when compared to the other two survey groups. With few exceptions, the interviewees expressed a wide variety of responses to interview questions, which is a sign of the dysfunction and lack of alignment of the appraisal tool, its administration, and recipients’ expectations. As a result, there was a lack of a common experience among the interviewees in total as well as within each of the three groups. What was confirmed was that appraisal recipients placed different priorities on multiple variables (experiential learning, coaching, process, power, bias, motivation, learning environment, feedback) that can interfere with the feedback between the leader and the recipient. This can limit the effectiveness of the appraisal and the meaning the recipients make from the feedback. The Introduction chapter highlighted that many employers are struggling with appraisals, as evidenced by the number of major companies over the last few years looking for new ways of providing feedback and casting the traditional appraisal aside. Appraisals are widely used, and much of the research has been completed by researchers in Psychology or Human Resources. Most often, the recipient has not been the focus of the research, or an Adult Learning lens was used. Understanding how an appraisal recipient makes meaning is complex and likely beyond the training and ability of most leaders. As a result, a principal recommendation of this study is that an intermediary who is a highly trained coach be integrated into the appraisal process for all employees. This would allow a personalized approach to be developed for each employee within a standard process.

Bibliography: pages 42-44. / Research designed to add to the body of knowledge facilitating the effective management of the human resource in industry has become critical in South Africa at a time when the country is experiencing a shortage of skilled manpower. Assessment centres have long been in use in South Africa as a means of assessing managerial potential. Notwithstanding reports of their predictive validity the process is costly and research pertaining to how managerial potential could be identified at an early stage by less costly means is thus potentially valuable. One such means is biodata, or biographical information, upon which basis the selection of staff has traditionally occurred, in line with the truism that past behaviour is predictive of future success. This study was thus designed to identify the biographical characteristics which distinguish a high managerial potential group from a low managerial potential group, as assessed by an assessment centre.

Thesis: M.S., Massachusetts Institute of Technology, Sloan School of Management, 1980 / Bibliography: leaves 110-111. / by Katherine Ann Overskei. / M.S. / M.S. Massachusetts Institute of Technology, Sloan School of Management

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