The need for the identification and appropriate development of talent in organisations has led to a renewed interest in the accuracy of tools used in this context. The objectives of the study were to: (1) determine whether there is a significant difference in the growth in theoretical capability as predicted by Career Path Appreciation (CPA) 1 and CPA 2 among the sample population, (2) determine whether there is a significant difference in Mode as predicted by CPA 1 and CPA 2 among the sample population, and (3) formulate recommendations for Talent Management and Industrial and Organisational Psychology practices and future research. The CPA is a tool used for the selection and development of talent nationally and internationally. Limited recent test-retest research has been done regarding the utilisation of the CPA in this context. Scholars in the field of industrial psychology could therefore benefit from follow-up research regarding the validity and reliability of the CPA. The research design is an ex post facto correlational design using longitudinal data of a sample of convenience (N=527). Overall, the results indicated a significant correlation between CLC for CPA 1 and CPA 2 as well as between Mode for CPA 1 and CPA 2. The CPA as a measure of theoretical capability is consistently accurate between measures and can be used with confidence for the identification and development of talent within organisations. / Industrial and Organisational Psychology / M. Admin. (Industrial and Organisational Psychology)

[ES] La digitalización de los procesos de RRHH en soluciones basadas en la nube progresa continuamente. Esta tesis examina tales transformaciones, deriva un modelo de proceso concreto e identifica los factores críticos de éxito. La metodología utilizada para la investigación es de carácter cualitativo. Como base y medida preparatoria para abordar las cuestiones de investigación, se llevó a cabo un amplio estudio bibliográfico en el ámbito de los recursos humanos, con especial atención a las publicaciones sobre la gestión electrónica de los recursos humanos (en adelante, "e-HRM"). Basándose en este conocimiento y en la combinación de una amplia experiencia práctica con proyectos de transformación de RRHH, se publicó un estudio que presenta el desarrollo histórico de e-HRM y que ha derivado en un modelo de procesos optimizado que tiene en cuenta los requisitos técnicos de RRHH así como las limitaciones de la nueva tecnología de la nube. Posteriormente, se entrevistó a varios expertos en RRHH que ya habían adquirido experiencia de primera mano con los procesos de RRHH en un entorno de nube para averiguar qué factores de éxito eran relevantes para dicha transformación de RRHH. Las principales conclusiones de esta tesis son la derivación de un modelo de procedimiento de proyecto de mejores prácticas para la transformación de los procesos de RRHH en una solución basada en la nube y la identificación de obstáculos potenciales en la implementación de dichos proyectos. Además, se elaboran los motivos de dicha transformación, los factores que impulsan el proceso dentro de una organización, el grado actual de digitalización de los recursos humanos, los parámetros operativos y estratégicos necesarios y, en última instancia, el impacto en los métodos de trabajo. Como resultado, se realiza una evaluación del uso de las métricas de HR y se derivan nuevas ratios potenciales. / [CAT] La digitalització dels processos de RRHH en solucions basades en el núvol progressa contínuament. Aquesta tesi examina tals transformacions, deriva un model de procés concret i identifica els factors crítics d'èxit. La metodologia utilitzada per a la investigació és de caràcter qualitatiu. Com a base i mesura preparatòria per a abordar les qüestions d'investigació, es va dur a terme un ampli estudi bibliogràfic en l'àmbit dels recursos humans, amb especial atenció a les publicacions sobre la gestió electrònica dels recursos humans (en endavant, "e-HRM "). Basant-se en aquest coneixement i en la combinació d'una àmplia experiència pràctica amb projectes de transformació de RRHH, es va publicar un estudi que presenta el desenvolupament històric d'e-HRM i que ha derivat en un model de processos optimitzat que té en compte els requisits tècnics de RRHH així com les limitacions de la nova tecnologia del núvol. Posteriorment, es va entrevistar a diversos experts en RRHH que ja havien adquirit experiència de primera mà amb els processos de RRHH en un entorn de núvol per esbrinar quins factors d'èxit eren rellevants per a aquesta transformació de RRHH. Les principals conclusions d'aquesta tesi són la derivació d'un model de procediment de projecte de millors pràctiques per a la transformació dels processos de RRHH en una solució basada en el núvol i la identificació d'obstacles potencials en la implementació d'aquests projectes. A més, s'elaboren els motius de la transformació, els factors que impulsen el procés dins d'una organització, el grau actual de digitalització dels recursos humans, els paràmetres operatius i estratègics necessaris i, en última instància, l'impacte en els mètodes de treball . Com a resultat, es realitza una avaluació de l'ús de les mètriques de HR i es deriven nous ràtios potencials. / [EN] The digitisation of HR processes into cloud-based solutions is progressing continuously. This thesis examines such transformations, derives a concrete process model and identifies the critical success factors. The methodology used for the investigation is of a qualitative nature. As a basis and preparatory measure to address the research questions, an extensive literature study in the HR field was carried out, with a special focus on publications on electronic human resources management (hereinafter e-HRM). Based on this knowledge and the combination of extensive practical experience with HR transformation projects, a study was published which presents the historical development of e-HRM and derived an optimised process model taking into account the technical HR requirements as well as the limitations of the new cloud technology. Subsequently, several HR experts who had already gained first-hand experience with HR processes in a cloud environment were interviewed to find out which success factors were relevant for such an HR transformation. Main findings of this thesis are the derivation of a best-practice project procedure model for the transformation of HR processes into a cloud-based solution and the identification of potential obstacles in the implementation of such projects. In addition, the motives for such a transformation, the drivers within an organisation, the current degree of HR digitisation, the necessary operational and strategic parameters and ultimately the impact on working methods are worked out. As a further result, an assessment of the use of HR metrics is given and potential new key figures are derived. / Ziebell, R. (2019). Digital transformation of HR - History, implementation approach and success factors - Cumulative PhD Thesis [Tesis doctoral no publicada]. Universitat Politècnica de València. https://doi.org/10.4995/Thesis/10251/117608 / TESIS

El objetivo de este artículo es explicar si es posible retener en una organización pequeña y mediana al personal talentoso. Este estudio es valioso debido a que está llenando un vacío teórico y, además de ello, contribuirá a que los puestos gerenciales de empresas pequeñas se orienten en tomar nuevas medidas para retener al personal valioso en el caso de que no lo estén haciendo correctamente. Con ello se aportará a que líderes gerenciales de pequeñas y medianas empresas tengan conocimiento de cuáles son las expectativas del personal valioso a fin de lograr la retención de personal talentoso en su organización. Asimismo, se darán a conocer los beneficios que ofrecen las grandes empresas que muchas veces incentivan a que el personal valioso migre de una organización pequeña y mediana. Para cumplir las expectativas y alcanzar el objetivo del artículo, se realizó una investigación teórica exhaustiva en diferentes artículos calificados Q1 y Q2, en su mayoría de web of Science. Con dicha información se logró establecer en qué consiste un personal talentoso, identificar sus intereses laborales y profesionales, determinar los beneficios laborales en pequeñas y medianas empresas, así como de las grandes y, finalmente, realizar un comparativo entre medianas vs grandes empresas, y los intereses del personal valioso / The objective of this article is to explain whether is possible retain talented staff in a small or medium-sized organization. This study is valuable because it is filling a theoretical gap and it contributes to the management positions of small companies to focus on taking new measures to retain valuable staff if they are not doing it properly. With this, we seek the management leaders have knowledge of what are the expectations to be met in order to retain efficient staff in their organizations. Likewise, we seek to make known the benefits offered by large companies that often encourage valuable personnel to leave a small and medium organization In order to meet the expectations and achieve the objective of the article, a comprehensive theoretical research was carried out in different articles rated Q1 and Q2 mostly from web of science. With this information it was possible to establish what a talented staff consists of, to identify their employment and professional interests, to determine the work benefits in small and medium-sized enterprises, as well as in large companies and, finally, to make a comparison between medium and large companies, and the interests of valuable personnel. / Trabajo de Suficiencia Profesional

Master thesis is performed on 124 pages (format А4, the font type Times New Roman, font size 14, interlining 1.5) excluding attachments. Number of tables – 30 (excluding attachments). Number of figures – 34 (excluding attachments). Master Thesis consists in Introduction, Three Chapters, Conclusion, Bibliography, Appendix. In the theoretical part are presented the basic concepts, objectives of the evaluations their types and forms, stages, criteria, and methods. In the practical part are analyzed the general characteristics of company research and personnel management, the analysis of human resources management, the integration of talent management strategies and the existence of a leadership development system. On the base of received results are proposed recommendation a model for the design of a strategic leadership development system for the company In conclusion to the extent that the human resources area becomes strategic aligning their talent management processes to business objectives and strategies will be able to design and develop a strategic leadership development system. / Магистерская диссертация выполнена на 124 страницах (формат А4, шрифт Times New Roman, размер шрифта 14, флизелин 1.5) без учета вложений. Количество таблиц – 30 (без учета приложений). Количество рисунков – 34 (без приложений). Магистерская диссертация состоит из введения, трех глав, заключения, списка литературы, приложения. В теоретической части представлены основные понятия, цели оценки, их разновидности и формы, этапы, критерии и методы. В практической части проведен анализ общей характеристики предприятия и управления персоналом, анализ управления человеческими ресурсами, интеграция стратегий управления персоналом и наличие системы развития лидерства. На основе полученных результатов предложены рекомендации по модели проектирования системы стратегического развития лидерства для компании. В заключение показано, что в той мере, в которой область людских ресурсов становится стратегической, выравнивая свои процессы управления талантами с бизнес-целями и стратегиями, компания сможет разработать и внедрить систему стратегического развития лидерства.

The rapid pace of digitalization has resulted in increased management of software development, and today a majority of startups are reliant on software. How to manage software development projects is a well-researched area and agile methods are widely adopted by companies in all industries and sizes. However, prior to working with agile methods or any other software development methodology, the founders and management of a startup have to make several technical decisions that could potentially affect the whole software development process and the company's success. Furthermore, studies show that only three programming languages are known by more than 50% of developers, suggesting that the potential effects of technical decisions stretch outside the software development process.  By performing a multiple-case study on startups with a mixed-methodology approach, the researcher has analyzed the literature, interviewed several founders and Chief Technology Officers, and quantitatively analyzed hundreds of thousand lines of code, to find how to organize to make better technical decisions in order to enhance growth and generate less technical debt. The results show that the effects of technical decisions stretch outside the software development process, having an apparent effect on a startup's ability to attract and retain talent. Furthermore, the results show that access to talent is an important but not deciding factor in technical decision-making. Additionally, it is found that in the initial stage of a startup, ease of development and speed are important factors in technical decisions as the main objective is to find product-market fit. When product-market fit has been found and the startup matures, the focus shifts and quality and durability are becoming prominent factors. It is found that scooping features only to implement the absolute core functionality is an effective approach to develop quickly and generate less technical debt while maintaining customer satisfaction. Lastly, it is found that programming language affects the number of issues generated per line of code and the time spent on building features. However, as found in the literature, there is no evidence of this being related to the type of programming language.  The findings have both practical and academic implications. In academics, this thesis lays the foundation for further studies and provides new insights into the field of startups in general, and technical decision-making in particular. For practitioners, this thesis provides a basis for discussion and execution of technical decisions in the early stages of a startup. / Den snabba digitaliseringen har resulterat i en ökad ledning av mjukvaruutveckling och idag är majoriteten av startups beroende av någon form av mjukvara. Hur man leder mjukvaruutvecklingsprojekt är ett välutforskat område och agila metoder är välanvända i företag i alla industrier och storlekar. Innan man arbetar med agila metoder eller någon annan mjukvarutvecklingsmetod så måste grundarna och ledningen ta flera tekniska beslut som potentiellt kan påverka hela mjukvaruutvecklingsprocessen och företagets framgång. Samtidigt finns det studier som visar att endast tre programmeringsspråk hanteras av mer än 50% av utvecklarna, vilket indikerar att de potentiella effekterna av tekniska beslut sträcker sig långt utanför mjukvaruutvecklingsprocessen.  Genom att utföra en flerfallsstudie på startups med både kvalitativa och kvantitativa moment, har forskaren analyserat literaturen, intervjuat flertalet grundare och tekniska chefer, och kvantitativt analyserat hundratusentals rader kod, för att undersöka hur startups kan organisera sig för att ta bättre tekniska beslut som förbättrar tillväxten samt genererar mindre teknisk skuld. Resultaten visar att effekten av tekniska beslut sträcker sig långt utanför mjukvaruutvecklingsprocessen genom att ha en direkt påverkan på startups möjlighet att attrahera och behålla talang. Tillgången till talang visar sig även vara en viktig faktor i teknisk beslutsfattande, däremot är den inte en avgörande faktor. Dessutom visar resultaten att i det initiala stadiet av en startup så är enkelhet och hastighet viktiga faktorer i tekniskt beslutsfattande eftersom fokus ligger på att hitta produkt-marknads-anpassning. När produkt-marknads-anpassning är funnen och startupen mognar, så skiftar dessa faktorerna över till kvalité och hållbarhet. Resultaten visar även att en effektiv metod för att utveckla snabbt och skapa mindre teknisk skuld är att skala ner förfrågningar till dess absolut grundfunktionalitet, samtidigt visade det sig att kundnöjdheten inte minskade. Slutligen visar resultaten att val av programmeringsspråk har en effekt på antalet issues genererade per rad kod och även tiden spenderad för att bygga features. Däremot, precis som i tidigare forskning, finns det inga bevis på att det är relaterat till typen av programmeringsspråk.  Resultaten har både praktiska och akademiska implikationer. I den akademiska världen så lägger detta arbetet en grund för framtida forskning och ger nya insikter i startupfältet generellt, och tekniskt beslutsfattande i startups i synnerhet. För utövare, lägger detta arbetet en bra bas för diskussion och verkställande av tekniska beslut i startups.

This case study examines the James 1:27 Trust as an information, communication and technology response to the plight of orphans and vulnerable children within the context of an HIV and AIDS epidemic. The James 1:27 Trust demonstrates how social networks can be mobilized in support of children at risk. The use of business information and management systems to administer concepts such as “virtual adoption” is deemed an important innovative contribution. The James 1:27 Trust and its model is studied as a contributor in finding solutions to scale and multiply levels of care by community and faith-based organisations to orphans and vulnerable children. The James 1:27 Trust is located at the Innovation Hub in Pretoria, Africa’s first internationally accredited science park. / Social Work / M.A. (Social Behaviour in HIV/AIDS))

The general aim of the study was to assess the relationship between the graduateness, employability and satisfaction with retention factors of individuals and whether graduateness moderates the relationship between employability and satisfaction. The study used a quantitative, cross-sectional research design on a purposive, non-probability sample (N = 100) of predominant black (93%), male (49%) and female (51%) trainees between the ages of 17-29 years (early career). Presenting/applying information skills significantly and negatively predicted compensation while ethical/responsible behaviour significantly and positively predicted satisfaction with job characteristics and organisational commitment. Graduateness related positively to self-perceived general employability. General employability did not significantly predict the participants’ satisfaction with retention factors. Graduate skills and attributes did not significantly moderate the relationship between self-perceived employability and satisfaction with retention factors. Males had significantly stronger perceptions of employability compared to females while females had higher levels of work–life balance satisfaction compared to males. Overall, the results suggest that general self-perceived employability is more a function of graduateness than of retention, while graduateness positively relates to retention factors. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

The purpose of this study was to explore and describe the challenges that a Namibian bank faced in recruiting and retaining skilled employees. The study adopted a qualitative research approach and the data were collected through face-to-face interviews with 20 participants from the Namibian bank. The researcher used the Five-Phased Data Analysis Cycle as described by Yin (2011) to analyse the data. Ensuring trustworthiness, the researcher used Guba's Model of Trustworthiness as cited by Krefting (1990). The major findings of the study were the shortcomings in the Namibian bank remuneration structure, lack of training and no employee recognition. The recommendations of the study are that the Namibian bank needs to implement training and development for its employees, review its remuneration structure and demonstrate appreciation of staff by showing recognition, better salaries and incentives. / Business Management / M.Com. (Business Management)

This case study examines the James 1:27 Trust as an information, communication and technology response to the plight of orphans and vulnerable children within the context of an HIV and AIDS epidemic. The James 1:27 Trust demonstrates how social networks can be mobilized in support of children at risk. The use of business information and management systems to administer concepts such as “virtual adoption” is deemed an important innovative contribution. The James 1:27 Trust and its model is studied as a contributor in finding solutions to scale and multiply levels of care by community and faith-based organisations to orphans and vulnerable children. The James 1:27 Trust is located at the Innovation Hub in Pretoria, Africa’s first internationally accredited science park. / Social Work / M.A. (Social Behaviour in HIV/AIDS))

The general aim of the study was to assess the relationship between the graduateness, employability and satisfaction with retention factors of individuals and whether graduateness moderates the relationship between employability and satisfaction. The study used a quantitative, cross-sectional research design on a purposive, non-probability sample (N = 100) of predominant black (93%), male (49%) and female (51%) trainees between the ages of 17-29 years (early career). Presenting/applying information skills significantly and negatively predicted compensation while ethical/responsible behaviour significantly and positively predicted satisfaction with job characteristics and organisational commitment. Graduateness related positively to self-perceived general employability. General employability did not significantly predict the participants’ satisfaction with retention factors. Graduate skills and attributes did not significantly moderate the relationship between self-perceived employability and satisfaction with retention factors. Males had significantly stronger perceptions of employability compared to females while females had higher levels of work–life balance satisfaction compared to males. Overall, the results suggest that general self-perceived employability is more a function of graduateness than of retention, while graduateness positively relates to retention factors. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)