Thesis (Ph.D.)(Technology Management)--University of Pretoria, 2006. / Includes summary. Includes bibliographical references. Available on the Internet via the World Wide Web.

Thesis (Ph. D.)--University of Texas at Austin, 2005. / Supervisors: Andrew D. Henderson and Alison Davis-Blake. Vita. Includes bibliographical references.

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La direzione Risorse Umane, data la confermata centralità delle persone per il raggiungimento degli obiettivi di business, si trova a rispondere a istanze di creazione efficiente di valore, le quali hanno portato a intraprendere un percorso verso un modello organizzativo orientato alla business partnership, comune anche altre funzioni di staff. Ad oggi tuttavia nessuno studio indaga gli effetti relativi all’implementazione del modello emergente in chiave olistica. Il presente contributo vuole far fronte a queste carenze, indagando longitudinalmente sia l’efficienza sia l’efficacia della funzione così come percepite sia dagli stessi dipendenti HR sia da parte dei clienti interni. Ciò diviene particolarmente interessante nel momento in cui sempre più organizzazioni e funzioni aziendali si avvicinano al modello emergente. Applicando le più recenti indicazioni di progettazione di ricerca sul tema vengono pertanto analizzate in maniera longitudinale le unità HR di 42 paesi di un’azienda multinazionale di servizi finanziari, prima, durante e dopo l’implementazione del nuovo modello organizzativo. Dallo studio emerge che l’adozione della nuova struttura, permette di ridurre i costi e di aumentare le attività a valore aggiunto, ma allo stesso tempo fa affiorare alcune criticità sulle tematiche di sviluppo interno con particolare riferimento alla mobilità. Si evince tuttavia che questa non risulta essere associata all’implementazione della nuova struttura. Mediante l’utilizzo di diverse tecniche e applicando il modello ad una realtà concreta, sono esaminate le soluzioni adottate con l’obiettivo di contribuire a comprendere empiricamente come la Direzione HR possa implementare al meglio il nuovo modello, discutendo le implicazioni per la teoria e la pratica aziendale. / Given the emerging importance of people as a contributor to business success, HR function has reorganized itself to deliver more value in efficient way. the business partner model is not unique to HR as all staff functions are trying to find ways to deliver more value to either top-line growth and to bottom-line profitability. However, currently are missing studies that shows impact of the emerging blueprint in an holistic way. With a longitudinal study we analyse the efficiency and effectiveness of the new model on the wider organization and on HR people and this is particularly interesting in moment where several organisation and functions are focusing attention on this blueprint. Using the most recent suggestions on research design are analysed longitudinally HR unit of 42 countries of multinational financial services firm, before, during and after the HR transformation. Outcomes shows that new blueprint implementation is linked to cost reduction and increase the delivery of value, but some issues pop up in terms of perception of internal mobility, that actually is not linked to the implementation of the new model. Using a multi methodology, model is tested in order to understand impact of the new blueprint and its implication for theory and practitioners.

This thesis focuses on the HR Business Partnership Model, as introduced and continuously updated by David Ulrich. The goal of the thesis is to show the development and transformation of HR roles, and the transformation of the HR Business Partner's role. In the practical part, I attempt to answer the question of how HR fulfills the roles of HR Business Partnership in its recently defined form. Evaluators are themselves employees, managers and HR professionals.

As organisations try to emerge from the recent economic downturn, they attempt to enter different markets to decrease their dependency on their core market. Due to high costs in R&D and the risk of failure, organisations try to sell the core components of their products to business partners who can incorporate these components into their own offering. Using a qualitative research method, we studied the case of TACHI as a player in the construction equipment industry. The purpose of the research was to find factors for maintaining successful business partnerships within this industry and also the role of co- branding in these business partnerships. After analysing the results of our study and reflecting on the theoretical framework, we concluded that operational compatibility, and commitment and trust were considered as the key factors that were most important in making business partnerships work successfully. Interestingly, players in the construction equipment industry do not consider co-branding as a strategy for entering new markets. However, we discovered a new phenomenon, which is informal branding, and we recommend this as a topic for future research.

This study aims to investigate how cross-sector collaborations facilitate social development stemming from weapon destruction programmes that address peacebuilding and the enhancing of human security (socio-economic and political security) in regions afflicted with armed violence. The authors aim to contribute to the literature by demonstrating the viability of previous theoretical methods on designing and implementing a cross-sector collaboration. The research entails a case-study of the HM initiative, a combined effort between three NGO’s from Sweden and El Salvador that involves melting down seized illegal weapons and repurposing them into valuable products for consumers, to ultimately bring about social development in the conflict-prone communities in El Salvador. Through interviews with the involved actors of the NGO’s and documentation of the initiative, this study focuses on the formation of a cross-sector collaboration, the building of internal and external legitimacy by NGO-business partnerships, and the practices that aim to assess public value creation. This study provides insights on antecedent and linking conditions for the formation of a cross-sector collaboration, collaborative processes and structures that foster trusting relationships with both partners and stakeholders, and an implemented accountability framework for the measurement of public value creation. The researchers close with a discussion of further suggestions for relevant research.

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The graduation thesis deals with the use of logistics in the brewery Pivovar Protivín a. s. The paper presents a view of the current situation of Czech breweries in the Czech Republic as well as in the world. It maps the trends of recent years in the brewing industry and shows how Czech breweries have faced up the economic crisis. The results of Pivovar Protivín are presented and compared with the results of Svijany brewery. The distribution of Protivín brewery products is analyzed. Based on the analysis, the time frame of beer delivery to customers is made. Further on, the questions of the packaging management in Protivín brewery are dealt with. Breweries are specific for complex and expensive reverse logistics of returnable packaging. The question whether producing beer in PET bottles would be appropriate for Protivín brewery is studied. Determining the level of services provided for brewery customers is examined. According to the results presented here, the greatest demands on services provided by breweries appeared to be those by the customers in gastronomy sphere. Based on the questionnaire investigation, the standards in providing brewing services were set together. Finally, I suggested possible improvements that should lead to cost savings, greater flexibility of operations and competitive advantages for the Protivín brewery as well as for the whole K Brewery Group.