Presenteeism is the state of being physically present but less than fully functional because of illness or other distraction. Health and Productivity Management (HPM) professionals and academics seek to quantify losses attributable to this phenomenon. The Stanford SPS-6 is selected as the most useful instrument to test for the characteristic of presenteeism as intrinsic capacity for performing while distracted. This study tests graduate students from a variety of curricula, as examples of career choice, to determine whether some groups would have greater capacity to perform under distraction. Results of the study showed differences in presenteeism scores between groups. Males scored higher than females, and more work experience may bring greater capacity. Evidence of a relationship between severity and score was found for those with psycho-emotional distractors, but not when the source was physical. For those reporting psycho-emotional sources of distraction, severity was a predictor. Similarly, correlations were found such that an increase in self-perceived severity could be associated with a reduction in capacity to perform when the source of distraction was psycho-emotional. It is possible that presenteeism can be quantifiable and associated with career-choice. This may be useful for hospitality and other industries as a test for suitable workers.

Despite repeated attempts by school administrators, policymakers and researchers to diagnose and correct rising occurrences of teacher turnover, there has been little change in the actual efforts to retain teachers in academy organizations. In response, this study was conducted to describe process constraints within the academy organization that are responsible for managing teacher turnover. To provide a description of current teacher retention efforts by school administrators, a survey instrument was administered to school teachers in the State of Florida. The population sample was dispersed throughout the entire state and closely reflected the demographics of Florida school teachers. The survey addressed two issues: Whether or not there is a consistent effort by school administrators to gauge a teacher's desire to remain in their current position and whether or not the teachers perceive related administration decisions to be fair. To describe perceptions of fairness, a two-prong model was used to measure perceptions of Voice and Equity. Of the 215 respondents, only about 25 percent were administered a survey within the last year that gauges their desire to remain in their current position. Of these respondents who were given a retention survey by their administrators, results were mixed, with only about half of all respondents leaning towards a favorable perception of fairness. The results indicate that there is a logical need for process improvement within the administration of academy organizations before teacher turnover could be managed effectively.

Yes / The remarkable evolution in the twentieth century has been a result of a new perspective in understanding the importance of investing in individuals and organizational human resources, and the implementation of capacity building strategies in various organizations and in societies. This paper explores the case of ICO, an international consultancy organization, based in the Middle East, specialized in architecture, engineering, planning, environment and economics. This qualitative study, using thirteen selected semi-structured interviews, observations, and secondary data, has been conducted in the Beirut design office of the organization. The paper aims to examine major human resource related capacity building themes in ICO which include employee involvement and motivation, recruitment and selection, in addition to performance appraisal and reward management.

The Hybrid Electric Vehicle Team of Virginia Tech is a collegiate automotive engineering design team that reengineers production vehicles to reduce environmental impact while maintaining vehicle marketability. The team Project Manager is responsible for coordinating high-level management and planning activities with the goal of better aligning the team with business and automotive industry practices. Project management responsibilities within the Hybrid Electric Vehicle Team are divided into four categories: human resource management, schedule management, cost management, and risk management. This document outlines how project management strategies were researched and adapted from industry practices for use by the Hybrid Electric Vehicle Team in achieving its goals. The human resource management strategy adopts onboarding principles that better prepare new students to become effective team members. By restructuring the organization and incorporating onboarding strategies, annual turnover is reduced from 71% to 44%. The decrease in turnover is enabled by the successful creation of an independent study program which trains newcomers to become effective team members. The program can be improved for the future by further developing the curriculum. The employed schedule management strategy develops the project schedule iteratively as technical information reveals itself through task progress. Utilizing this process makes schedule management possible in an environment with incomplete information and pressing deadlines. This strategy experienced limited success due to the lack of team and project scheduling experience on behalf of several key members of the process. The cost management strategy is designed to gather detailed financial data to perform an earned-value analysis and create improved budgets. By understanding income and expense patterns, the Project Manager can create economic forecasts to determine the economic viability of the team. The strategy was successfully implemented and allowed the team to gather valuable financial data. The risk management strategy identifies and quantifies technical risks associated with vehicle development. By focusing more resources on high-risk activities, the team can improve preparation for competition where the vehicle is judged according engineering quality and build progress. The strategy was successful because it identified critical hazards to the project schedule and scope, but can be improved by broadening the process to account for a wider variety of risks. / Master of Science

Syfte: Syftet med denna studie är att undersöka och utveckla förståelse för uppfattningen avden moderna HR-rollens strategiska arbete samt undersöka hur och om den involveras. Dettagörs genom att analysera både HR-personal och chefers uppfattningar.Metod: Studien utgår från en forskningsansats med induktiva inslag och en kvalitativforskningsdesign. Det empiriska materialet har samlats in genom sju semistruktureradeintervjuer med HR-personal och chefer, på en mindre högskola i Sverige.Slutsats: Studiens slutsats är att det finns en positiv uppfattning av involvering av strategisktHR-arbete, av både chefer och HR-personal.Trots detta involveras strategiskt HR-arbete iliten utsträckning inom högskolan. I de områden som ett visst strategiskt HR-arbeteidentifierades är rekrytering, kompetensutveckling och arbetsmiljö. Vi författare har kunnatidentifiera att anledningen till den mindre involvering av strategiskt HR-arbete beror delvispå ekonomin, men också på chefernas varierande vilja att involvera HR.

En tant que levier de pouvoir du capitalisme contemporain, la gestion des ressources humaines est un paradigme polymorphe, omniprésent et en constante expansion dans les organisations nord-américaines. À la fois métier pratique d’assistance du monde des affaires, fonction de contrôle thérapeutique du travail et champ de savoirs psycho-administratifs, la gestion des ressources humaines façonne depuis plus d’un siècle un humain travailleur conforme aux exigences du capitalisme libéral. La présente thèse cherche à comprendre le pouvoir et la pérennité du paradigme ressources humaines en pénétrant par l’ethnographie dans l’expérience des professionnels, experts et managers qui en sont les protagonistes. À travers le sens que ces derniers donnent à leur rôle, à travers leurs aspirations et leurs rationalisations, c’est la nature politique du phénomène managérial qui se rend visible. Cette nature consiste en l’utilisation paradoxale de la force du conflit : les gestionnaires de ressources humaines se positionnent comme les spécialistes de l’élimination de la conflictualité dans l’espace du travail, tout en entretenant dans leurs discours, savoirs, légitimations, pratiques et logiques les formes mêmes de dissonances qu’ils proposent d’éliminer. « Humanisateur » du travail autant que gardien de l’ordre en place, le paradigme ressources humaines sert le capitalisme contemporain en en absorbant, brouillant et finalement estompant les contradictions fondamentales. Et parce que la puissance du dispositif gestionnaire réside précisément dans sa capacité à dissoudre ses oppositions, la présente thèse se veut aussi une réflexion sur les conditions, limites et possibilités de la critique en anthropologie des subjectivations contemporaines. / As a device of power for contemporary capitalism, human resources management is a multifaceted paradigm: it is omnipresent and in constant expansion within North American organizations. For over a century, in its triple capacity as provider of practical assistance to the business world, font of therapeutic workplace control and body of psycho-administrative knowledge, human resources management has been busy reshaping the human worker to conform to liberal capitalistic imperatives. The goal of this dissertation is to further comprehend the power and durability of the human resources paradigm, using ethnography to delve into the experience of the professionals, experts and managers who are its protagonists. The political nature of the managerial phenomenon can be discerned in the meaning these players give to their roles, in their aspirations and rationalizations. Its political stance is embodied in human resources managers' paradoxical use of the power of conflict: at the same time as they position themselves as experts in eliminating conflictuality in the workplace, their discourses, knowledge, legitimations, practices and logics fan the flames of the dissonances they propose to eliminate. As a "humanizing" force in the workplace, and as a guardian of the established order, the human resources paradigm serves contemporary capitalism by absorbing, confusing and blurring the outlines of its fundamental contradictions. And, because the managerial apparatus's power resides precisely in its capacity to dissolve opposition to itself, this dissertation also becomes a reflection on the conditions, limits and possibilities of critique in the anthropology of contemporary subjectivations.

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Införandet av New Public Management i den offentliga sektorn har för första linjens chefer,benämnda som enhetschefer i denna studie, inneburit en ökad byråkrati och minskad kunskap inom hantering av olika arbetsuppgifter. Detta bland annat inom arbetet kopplat till personalärenden. På så sätt ökar värdet av ett gott samarbete och en god relation med HR-avdelningen och dess HR-partners. Studiens syfte avser att skapa förståelse kring enhetschefers upplevelse av relationen till sin HR-partner och vilka faktorer som ligger till grund för en högkvalitativ arbetsrelation. Studien ämnar att ta reda på vilka kriterier enhetschefer anser bör finnas i en högkvalitativ arbetsrelation samt på vilket sätt relationen mellan enhetschefer och deras HR-partners kan definieras som en högkvalitativ arbetsrelation. Alternativt vad som behöver utvecklas för att relationen skall definieras som en högkvalitativ relation. Genom en kvalitativ metod intervjuades enhetschefer inom en offentlig verksamhet. Semi-struktureradeintervjuer användes för att undersöka deras upplevelser av relationen till deras HR-partners. Genom en tematisk analys kunde ett resultat presenteras. Resultat visade att relationen idag ärgod, men är inte av en högkvalitativ karaktär. Relationen innehåller ömsesidig respekt ochempati som ger psykologisk trygghet till medlemmarna i den men det finns hinder för utvecklingen av relationen. Det handlar om att fylla ett behov för ett individ- och verksamhetsanpassat arbete som i dag saknas i relationen. Då relationer är dynamiska och en uppfattning om vad god kvalité innebär är individuellt kan relationer lätt få fel förutsättningar för att fungera. Genom att arbeta mot en tydligare målbild för vad arbetet skall bidra till samt vad relationen betyder för de olika parterna kan en högkvalitativ relation lättare uppnås. / The introduction of New Public Management in the public sector has meant increased bureaucracy and reduced knowledge in handling various tasks for first-line managers referred to as unit managers in this study. This, among other things, in work linked to personnel matters. In this way, the value of good collaboration and a good relationship with the HR department and its HR partners increases. The purpose of the study is to create an understanding of unit managers' experience of the relationship with their HR partner and the factors that form the basis for a high-quality working relationship. The study aims to find out what criteria unit managers believe should exist in a high-quality working relationship and in what way the relationship between unit managers and their HR partners can be defined as a high-quality working relationship. Alternatively, what needs to be developed for the relationship to be defined as a high-quality relationship. Through a qualitative method, unit managers in thepublic sector were interviewed. Semi-structured interviews were used to examine their experiences of the relationship with their HR partners. Through a thematic analysis, a result could be presented. Results showed that the relationship today is good, but is not of high-quality nature. The relationship contains mutual respect and empathy that gives psychological security to its member. There are obstacles to the development of the relationship that is about filling a need for individual and business-adapted work that is currently lacking in the relationship. As relationships are dynamic and perception of what good quality means is individual, relationships can easily have the wrong conditions to function. By working towards a clearer goal picture for what the work is to contribute to and what the relationship means for the various parties, a high-quality relationship can be more easily achieved.

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.

<p><strong>Background.</strong> The nursing profession has a long tradition of migration. The migration of nurses from Canada has received little attention.</p> <p><strong>Objective.</strong> The purpose of this sandwich thesis was to understand the migration intentions of nurse graduates in a Canadian border city, their intention to become commuter migrants, and to explore the factors influencing these intentions.</p> <p><strong>Methods.</strong> Two qualitative studies of the migration literature included an analysis of the concept of migration and an integrative review of case study methodology in the study of nurse migration. A mixed methods study, guided by the Value-Expectancy framework, explored the migration intentions of nurse graduates in a Canadian border city and the factors influencing these intentions.</p> <p><strong>Results.</strong> The concept of nurse migration was found to be multifaceted. Its attributes, antecedents and consequences were defined. The mixed methods study provided insights into the migration intentions of recently graduated Canadian nurses. The majority preferred to work in Canada, but because of a perceived absence of valued jobs factors, were willing to migrate. Two thirds considered migrating and sixteen percent were interested in becoming commuter migrants. The findings supported the hypothesis that nurses weigh employment values (goals) against the expectation of achieving them, thus influencing intentions to migrate or stay.</p> <p><strong>Conclusion.</strong> The value-expectancy framework offered a novel approach for identifying the job factors that were driving migration intentions. There is a need for more primary research employing different methodologies to explore the characteristics, causes, and consequences of nurse migration that were identified through this research.</p> / Doctor of Philosophy (PhD)