Studien är skriven på uppdrag av den studerade organisationen och är en del i det förbättringsarbete som organisationens HR-funktion genomför. Uppdraget har syftat till att undersöka avdelningschefers uppfattning gällande behovet av HR-stöd i deras arbete. Syftet specificeras utifrån studiens tre forskningsfrågor; (1) Vilka HR-uppgifter ansvarar avdelningscheferna över i deras arbete? (2) Inom vilka HR-uppgifter anser sig avdelningscheferna ha behov av stöd? (3) Hur kan behovet av stöd bemötas enligt avdelningscheferna? Vi har genomfört 10 semistrukturerade intervjuer med organisationens avdelningschefer. Resultatet av vår studie har visat att av de sex HR-uppgifter som avdelningschefer utför önskas stöd i fyra av dessa. Behovet av stöd varierar mellan och inom specifik HR-uppgift och bemötandet av detta behov önskas enligt avdelningscheferna ske via tydliggörande av rollerna och utifrån tre former av stöd; rådgivnings-, kunskaps- och avlastningsstöd. En organisering av HR bör därför bottna i vilket behov linjecheferna har utifrån vardera stödform och hur dessa kan variera. En förutsättning för detta är att  goda relationer skapas så att HR upplevs som tillgängliga där rollerna och förväntningarna är uttalade.

Tjugofemte maj 2018 träder EU:s nya dataskyddsförordning, GDPR, i kraft vars syfte är att stärka individers skydd av personuppgifter, vilket kan innebära förändringar för hur organisationer hanterar personuppgifter. I Sverige ersätter GDPR den nu gällande Personuppgiftslagen, PuL, och innebär skärpta krav exempelvis genom att personuppgifter som samlas in, sparas och behandlas ska med ett tydligt syfte ha förankring i en av de sex rättsliga grunderna för att vara lagliga att behandla. Inom HR-funktioner behandlas personuppgifter i hög grad och studien syftar därför till att undersöka hur HR-medarbetare upplever att deras arbete kommer påverkas och hur de förbereder sig. Resultaten har studerats i förhållande till Kotters (1998) åttastegsprocess för att genomföra en större förändring, Löfgrens (2012) tankar om implementering av EU-lagar samt implementeringens faser beskrivna av Bertram, Blase och Fixsen (2015). Studien bygger på sex intervjuer med individer som aktivt arbetar med HR inom respektive organisation. Studien visar att HR-medarbetarna i studien upplever att de kommer påverkas i hög grad av GDPR, men att de nått olika långt i förberedelsearbetet på grund av skillnader i organisationerna och bristande information från officiellt håll. Deltagarna i studien är alla överens om att GDPR påverkar HR i allra högsta grad och att den stora skillnaden mot andra införda lagar är att GDPR går in i alla HR-processer. Då studien fokuserat på hur HR-medarbetares upplevelser inför GDPR föreslås en framtida studie om GDPR:s faktiska påverkan när den trätt ikraft.

As empresas têm observado as mudanças no ambiente externo e têm notado a necessidade de se adaptarem a essas mudanças para se manterem no mercado, criarem vantagem competitiva e buscarem a excelência dos seus serviços. Para a área de recursos humanos as mudanças também são necessárias, pois ela congrega as pessoas na organização e determina as políticas e práticas condizentes ao negócio da empresa. Assim, as empresas se reestruturam frente às alterações vindas do seu ambiente de atuação e para isso, elas contam com a área de RH para que os funcionários desempenhem suas funções adequando-as aos objetivos estratégicos propostos por elas. Este trabalho buscou pesquisar empresas brasileiras classificadas entre as 150 melhores para se trabalhar segundo a revista VOCÊ S/A EXAME (2007) com a finalidade de identificar e descrever o papel que a área de RH das empresas brasileiras tem adotado diante dos desafios organizacionais e da evolução da função de RH e de suas políticas e práticas. Por meio de um questionário baseado no estudo americano de Lawler et al. (2006), aplicou-se a pesquisa e com a contribuição de 21 responsáveis da área de RH, pode-se concluir que as mudanças estão sendo trabalhadas na busca de atribuir ao RH o papel de parceiro estratégico, porém o papel identificado nos resultados da pesquisa como o mais forte, das áreas de RH das empresas, foi o papel de parceiro de negócios. / Companies have seen the changes in the external environment and have noted the need to adapt to these changes to stay in the market, creating competitive advantage and to pursue excellence of its services. In the area of human resources changes are also necessary because it brings people together in the organization and determines the policies and practices consistent to the business of the company. Thus, companies restructure its ahead of the coming changes to their environment of work and for this, they hope that HR area contribute with employees perform their duties adapting them to the strategic objectives proposed by them. This study aimed searching Brazilian companies classified among the 150 best to work according to the magazine VOCÊ S/A EXAME (2007) in order to identify and describe the role that the area of HR of Brazilian companies have adopted before the organizational challenges and the evolution of the function of HR and their policies and practices. By means of a questionnaire based on the american study of Lawler et al. (2006), applied to research and with the contribution of 21 responsible people of HR area, we can conclude that the changes are being worked in seeking to give the role of the HR strategic partner, but the paper identified in the results of search as the strongest, that human resources areas of enterprises have the role of business partner.

La majorité des méthodes d’analyse et de contrôle actuelles dans l’agroalimentaire sont basées sur une approche ciblée, c'est-à-dire avec une définition en amont des contaminants recherchés, et présentent ainsi le risque de ne pas détecter certaines fraudes ou sources potentielles de contaminations de produits authentiques. C’est autour de cette problématique que le projet Agrifood GPS (Global Protection System), dont fait partie cette thèse, a été initié. Celui-ci a pour objectif principal la mise en place de nouvelles méthodes analytiques de criblage (non-ciblées) afin de garantir l’intégrité des produits analysés. Cette thèse regroupe ainsi les différents résultats obtenus sur des matrices semi-solides (poisson principalement), par RMN Haute Résolution en Rotation à l’Angle Magique (HR-MAS), et sur des extraits de caviar par RMN liquide haute résolution (HR). Ce manuscrit présente, tout d’abord, une méthode de détermination rapide de la fraîcheur et la qualité du poisson basée sur la mesure de deux indicateurs chimiques (le TMA-N et la valeur K) ainsi que les résultats portant sur l’évaluation de la texture du poisson à travers l’étude du temps de relaxation transversale (T2) de l’eau contenue dans les tissus musculaires, ces deux études étant réalisées par RMN HR-MAS. Puis, les résultats des travaux réalisés sur la détermination de l’origine géographique du caviar à l’aide du profil métabolique enregistré par spectroscopie RMN liquide haute résolution et d’analyses statistiques multivariées, dans le cadre de la démarche d’obtention d’une IGP (Indication Géographique Protégée) des producteurs de l’Aquitaine, et sur l’étude de la dégradation du caviar au cours de sa conservation au réfrigérateur sont alors présentés. / Most of the current analytical and quality control methods in the food industry are based on a targeted approach, with an upstream definition of the intended contaminants, and may fail to detect some frauds or contaminations of genuine products. It is around this issue that the Agrifood GPS (Global Protection System), of which this thesis is part of, has been initiated. This project aims at developing new holistic analytical methods (untargeted) in order to ensure the integrity of the foodstuff analyzed. This thesis manuscript gathers the results obtained on semi-solid foodstuffs (mainly fish), by High Resolution Magic Angle Spinning NMR, and on caviar extracts by high resolution liquid-state NMR (HR NMR). First of all, it presents a rapid method to evaluate fish freshness and quality based on the determination of two chemical indicators (the TMA-N and the K-value) and the results of a fish texture study through the measurement of the transverse relaxation time (T2) of water in muscle tissues, both by HR-MAS NMR spectroscopy. Thereafter, are presented the results of the work carried out on the determination of the geographical origin of caviar using the metabolic profile acquired by liquid-state NMR spectroscopy and multivariate statistical analysis in the context of the PGI (Protected Geographical Indication) status for the Aquitaine producers, and on the degradation study of caviar during its storage in a fridge.

The aim of the Master Thesis is to describe how to build Employer Brand a company. It is based on the description of Employer Branding project of a particular company and the evaluation its process. The thesis is a case study and consists of theoretical and practical part. The theoretical part focuses on trends and changes in leadership approach, definition of Employer Branding and HR Marketing. The practical part deals with the brand building process itself, describes the outputs of the project and evaluates the project. The final chapter is devoted to the general applicability of the Employer Branding Strategy and its weaknesses.

The purpose of this diploma thesis is to define HR Marketing strategy of GE Aviation Czech company. The objective is achieved by three conducted researches among company employees, students of technical high schools and universities and also by the monitoring of GE publicity and relevant competitors. The theoretical part is focused on the characteristics of HR Marketing background that is subsequently used in the analytical part of the thesis. The outcome of these conducted researches is the definition of such an activities and marketing channels that can significantly contribute to increasing the efficiency of the recruitment process of the company. The defined strategy includes also basic financial allocation of costs of the proposed activities. Some of the proposed actions have been already implemented; therefore the analytical part describes and evaluates the benefit of these marketing channels.

1 Introduction The 2004 drafting and the 2006 revision of a proposed Bill (“The Human Resource Professions Act”) by the South African Board for Personnel Practice (SABPP) has initiated much discussion on the merits of regulating the Human Resource (HR) profession. One of the key points raised in these debates, is whether in fact HR can be regarded as a profession. This is, in essence, the problem being addressed in this study. Losey (1997:147) unequivocally states that “human resource management is a profession”. Ulrich&Eichinger (1998:1) point out that “HR must become more professional”. Leading authors in the HR field (Armstrong 2000:23; Losey, Meisinger&Ulrich 2005:xix; Ulrich&Brockbank 2005:243) and various institutions (Harvard, Cornell, American Business Association) use the term “HR professionals” in their writings as a matter of course. 2 Purpose of the study For the purpose of establishing whether human resources can be regarded as a profession, the following goals have been set: 2.1 The goal of the study is to firstly describe and document the historic development of professional human resources in South Africa with specific reference to the history of the establishment of the SABPP, as a contribution to professionalization of HR in South Africa. 2.2 To identify, secondly, the foundational principles or pillars of professionalism and the ethical professional conduct issues (including values) which are embraced by internationally recognised professions. 3 Research questions The following research questions were considered: o How did professionalism within HR emerge historically in the South African context? o What are the foundational principles or pillars on which professionalism stand? o What are the ethical professional conduct issues (including values) which are embraced by internationally recognised professions? o What are the ethical professional conduct issues (including values) that should drive HR in South Africa? To achieve these objectives the study progresses as follows: o The study will firstly focus on the South African human resource (HR) environment. The history of the establishment of the South African Board for Personnel Practice (SABPP) as the standards body for HR in South Africa will be documented for the first time. The writer is in a unique position, having been the Registrar and CEO of the Board since 1989, to do this work. Permission has been obtained to access documents such as the minutes of meetings, newsletters and correspondence files. Interviews will be undertaken with some of the founding members who still recall the events. The Board was established in 1982 and recording this history from documents not in the public domain presents an opportunity to safeguard information that may otherwise be lost to the HR community. The current functions and focus of the SABPP are also recorded. o Four professions, the legal, the engineering, the medical and the accounting professions were selected for more detailed examination, as they are internationally recognised and have been practised for millennia. Background information on current burning issues within these professions will be looked at and also their value systems and how their regulating bodies operate, both locally and internationally. Their recognition of a specified body of knowledge as appropriate subject matter will be confirmed. The important elements of their professional values and ethics will be identified and will form the basis of the questionnaire that will be sent out. o The next step will be to examine the way in which HR is positioned internationally in order to establish to what extent HR has been professionalised globally or may be moving towards professionalism. The history, levels and criteria, recognised body of knowledge and codes of conduct of HR in three countries will be examined, by looking at their main HR bodies. The Chartered Institute of Personnel and Development (CIPD) in the UK, the Human Resource Certification Institute (HRCI) in the United States and the Canadian Council of HR Associations (CCHRA) have been selected for this purpose. The conduct issues and values addressed in their codes of conduct will be used in the questionnaire. It is hoped that this study will support the process of professionalising human resources in South Africa and indeed, the regulation of the profession. While this study covers many aspects of professionalism, its core focus is on the values and attitudes lying at the very heart of all major professions. Emerson once said (1917:96) “What you are stands over you the while, and thunders so that I cannot hear what you say to the contrary.” (own emphasis). Or a more contemporary quote from Elvis Presley: “Values are like fingerprints. Nobody’s are the same, but you leave ‘em all over everything you do” (Meisinger 2005:4). Copyright / Dissertation (MPhil)--University of Pretoria, 2009. / Human Resource Management / unrestricted

Världen står inför stora klimatutmaningar och det finns idag många verksamheter som har en negativ inverkan på miljö och klimat. Detta har lett till att FN har satt upp nya klimatmål som har inspirerat den svenska regeringen till en lagändring som medfört en ny hållbarhetslag i Sverige som syftar till att öka ansvarstagandet hos svenska företag. Syftet med den här studien var att undersöka hur HR-funktionen i några branscher på den svenska marknaden arbetar med miljömässig hållbarhet och arbetets övergripande frågor handlar om vilken roll HR har i miljömässigt hållbarhetsarbete samt hur de arbetar för att säkerställa kompetensen inom området. Arbetet har genomförts med en kvalitativ metod och fem semistrukturerade intervjuer. Av studien framkom att HR:s främsta roll i miljömässigt hållbarhetsarbete är som kommunikatör och avsändare samt att utbildning togs upp som en av de främsta bitarna där HR är med och bidrar till organisationens miljöprestationer.

This thesis deals with theme of Human Resources information systems, sub domain of information systems. Focus of theoretical part of this work is to familiarize reader with term HRIS, its history and evolution, define importance for organization and its environment. Define and critically evaluate its benefits for organization, typical users of HRIS and architecture models, find, evaluate and discus present and future trends. Practical part is focused on solving present situation in real organization that has issues with its HRIS and IT/IS support of HR processes. Main goal of thesis is critically evaluate status of firm and recommend best solution. Findings from theoretical part are applied to analyze and evaluate needs of organization. At the end, recommendation is stated.

Följande studie, författad av Emma Heldring och Ida Vestlin med titeln Digitala verktyg inom Human Resources, ämnar undersöka HR-anställdas inställningar till digitala verktyg i HR-arbetet. Personliga inställningar till digitala verktyg inom HR-arbetet undersökts utifrån insamlat material från åtta semistrukturerade kvalitativa intervjuer. Tidigare studier på området har främst undersökt de digitala verktygens bidrag ur ett managementperspektiv med fokus på effektivitet och produktivitet, mindre forskning har gjorts om hur de anställda som arbetar med verktygen känner inför dem. Robert Blauners (1964) teoretiska begrepp powerlessness samt delfaktorer ut Bosse Angelöws (2010) modell för en lyckad organisationsförändring utgör, tillsammans med tidigare forskning om digitala verktyg, studiens teoretiska ramverk.   Studiens resultat går i viss linje med tidigare forskning om digitala verktygs bidrag till effektivare arbetssätt och visar att användningen samt behovet av dessa är omfattande. Vidare antyder resultatet att nya digitala verktyg som rekryteringsrobotar och chatbots medför risker men att fördelarna med dem tenderar att överväga nackdelarna, vilket resulterat i en generellt positiv inställning till digitala verktyg inom HR-arbetet. Den mer ingående analysen visar den återkommande reflektionen över fördelar och nackdelar med digitala verktyg, vilket frambringat den ambivalenta inställning som präglar resultatet. Sammantaget har studien bidragit med kunskap om HR-anställdas inställningar till digitala verktyg. / The following study, written by Emma Heldring and Ida Vestlin with the title Digital tools within Human Resources investigates HR-employees attitudes towards digital tools within HR-work. Personal attitudes towards digital tools within HR are intended to be identified with eight semi-structured qualitative interviews. Earlier studies in the field has a management perspective with a focus on increased efficiency and productivity, less research has been done on how the employees working with the tools feel about them. Robert Blauner’s (1964) theoretical concept powerlessness and parts from Bosse Angelöws (2010) reorganizational model, together with previous research about digital tools, constitutes the theoretical framework.   The study's results are in accordance with previous research about digital tools impact on efficiency and show that the use and need of them are comprehensive. The results suggest that new digital tools such as recruitment robots and chatbots entail risks, but their benefits tend to outweigh the disadvantages, which has resulted in a generally positive attitude to digital tools in HR-work. A thorough analysis shows the reoccurring reflection on the advantages and disadvantages of digital tools, which has created the ambivalent attitude that characterizes the result. The study contributes with knowledge of HR-employees attitudes for digital tools.