A atividade de Human Resources Analytics (HR Analytics) não é recente, mas vem ganhando importância na literatura de Recursos Humanos (RH) e no meio profissional. Contribuem para isso as pressões originadas pelos avanços de capacidade de processamento e análise que Tecnologia da Informação (TI) oferece atualmente e pela crescente exigência para que a estratégia de RH esteja mais conectada à da linha de negócios. A literatura sobre o tema aponta fatores que ainda precisam ser melhor explorados para que o desenvolvimento do tema \"HR Analytics\" possa ser melhor compreendido nos meios acadêmico e profissional, como o aporte de capacitação e conhecimento analíticos no RH, a eficiência na aplicação dos recursos de TI e a conexão da formulação estratégica de RH com as estratégias da linha de negócios e da TI. Esses fatores parecem ligados a como se desenvolve a inteligência de RH através de HR Analytics, cenário em que a criação de conhecimento e o alinhamento com TI ocupam papel central. Dado esse panorama, esta pesquisa busca identificar como é o processo de criação de conhecimento e o contexto de alinhamento entre TI e RH em empresas brasileiras que praticam o HR Analytics. Para isso, foram conduzidos estudos de caso com cinco empresas através de formulários de avaliação e entrevistas semiestruturadas. Os dados foram fornecidos por lideranças de RH e integrantes do processo de HR Analytics das empresas. Os resultados direcionam para diferenças entre como lideranças de RH e Business Partners buscam criar valor através de HR Analytics. Essa observação parece apontar para a necessidade de atenção à sinergia dos esforços para que cada campo de interações atinja seus objetivos; como as importâncias da unificação de conceitos e do direcionamento estratégico no RH. Assim, a maturidade de desenvolvimento do HR Analytics parece se encontrar ligada a esses fatores e também à influência do caminho de desenvolvimento tecnológico optado pelo RH. / Human Resources Analytics (HR Analytics) is not a recent activity, but it is getting relevance in Human Resources (HR) literature and in the professional environment. Compound this scenario pressures brought by the advances in processing and analysis capacity that Information Technology (IT) currently offers and by the increasing requirement over the HR strategy to be more connected to that of the line of business. The literature points out factors that still need to be better explored so that the development of the theme \"HR Analytics\" can be better understood in academic and professional environments, such as the contribution of analytical knowledge in HR, efficiency in the application of IT resources and the connection of strategic HR formulation with line-of-business and IT strategies. These factors seem to be related to how HR intelligence is developed through HR Analytics, a scenario in which knowledge creation and alignment with IT play a central role. Presented this scenario, this research aims to identify how the process of knowledge creation and the context of alignment between IT and HR take place in Brazilian companies that practice HR Analytics. For this, case studies were conducted with five companies through assessment forms and semi-structured interviews. The data were provided by HR leaders and members of the HR Analytics business process. The results point to differences between how HR leaders and Business Partners seek to create value through HR Analytics. This observation seems to highlight attention to the synergy of efforts, so each field of interactions could reach its objectives; such as the importance of unifying concepts and strategic direction in HR. Thus, the development of the maturity of HR Analytics seems to be connected to these factors, as well as the influence of the ways of technological development chosen by HR.

Este estudo trata das relações entre práticas de recursos humanos, comprometimento e desempenho organizacional. Seu objetivo central é o desenvolvimento de um modelo teórico descritivo para explicar como a percepção de práticas de recursos humanos influencia o comprometimento e o desempenho organizacional. Pesquisas anteriores indicaram a existência de relacionamentos entre práticas de recursos humanos e performance empresarial, bem como relacionamentos entre práticas de recursos humanos e comprometimento organizacional sem, no entanto, estabelecer relações causais consistentes. O objetivo do estudo foi atingido através de combinação de procedimentos metodológicos qualitativos e quantitativos. Uma primeira etapa, exploratória, foi baseada em entrevistas em profundidade com executivos de empresas gaúchas de ponta em seus segmentos produtivos, e serviu para a elaboração da escala do construto ‘práticas de RH’. A segunda etapa, quantitativa, foi baseada em um estudo de caso num grupo industrial paulista com múltiplas instalações. Investigou-se, junto aos empregados, através de uma survey, a sua percepção a respeito das práticas de RH, além de mensurar o seu grau de comprometimento organizacional com a utilização da escala de Meyer e Allen (1991). As medidas de desempenho utilizadas foram objetivas, ou seja, indicadores de desempenho real foram fornecidos pela empresa objeto do estudo de caso. Para testar as relações entre os construtos da pesquisa, foi utilizada a Modelagem de Equações Estruturais. Os resultados encontrados indicam forte relacionamento entre os três construtos empregados, cujas escalas de mensuração apresentaram evidências de validade. Os parâmetros do modelo sugerem que a percepção das práticas de RH induzem a um aumento do comprometimento, contribuindo para melhor desempenho organizacional (relação entre práticas de RH e comprometimento organizacional – γ= 0,89; relação entre comprometimento e desempenho organizacional – β= 0,70). A seleção interna explica 60% da variabilidade do construto de práticas de RH, enquanto que treinamento, coaching, desenvolvimento de líderes, responsabilidade social e segurança explicam 55% dessa variabilidade. A análise das inter-relações das diversas variáveis que compõem os construtos do modelo fornece informações importantes e relevantes para a gestão de recursos humanos, contribuindo para uma linha de pesquisa que, internacionalmente, investiga o relacionamento da gestão de recursos humanos e o desempenho organizacional. / This study approaches the relations between human resource practices, commitment and organizational performance. It primarily aims at the development of a technical descriptive model to explain how the perception of human resource practices influence both the commitment and organizational performance. Previous research has indicated the existence of relation between human resources practices and enterprise performance, as well as human resources practices and organizational commitment, without, however, establishing consistent causal relations. The objective of this study was achieved through a combination of qualitative and quantitative methodological procedures. A first step, called exploratory, was based on in-depth interviews with executives of major companies in their productive segments from the State of Rio Grande do Sul, The interviews were used to elaborate the scale of the construct ‘HR Practices’. The second stage – qualitative - was based on a case study in an industrial group with multiple facilities located in the State of São Paulo. The perception of employees about HR practices was investigated through a survey. The degree of organizational commitment was measured using the Meyer and Allen (1991) scale. The performance measures were objective, meaning that real performance indicators were supplied by the company. The Structural Equation Modeling was used in order to test the relations between research constructs. The results indicate a strong association between the three constructs employed, and the measurement scales seem to be valid. The model parameters suggest that the perception of the HR practices induces an increase in commitment, contributing to a better organizational performance (relation between HR practices and organizational commitment – γ= 0.89; and between organizational commitment and performance – β = 0.70). The internal labor market explains 60% of the variability of the HR practice construct, while training, coaching, leader development, social responsibility and security explain 55% of such variability. The interrelation analysis of the variables that compose the model constructs offer relevant information to human resource management, contributing to a research line that, internationally, investigates the relation between human resource management and organizational performance.

I denna studie har platsannonser inom yrkesgruppen Human Resources analyserats för att studera hur krav, kontroll och stöd balanseras i platsannonser. Därefter diskuteras detta i förhållande till organisatorisk och social arbetsmiljö. Forskning visar att det råder stora brister inom området arbetsmiljö. Bristerna behöver förebyggas från arbetsgivarens sida då dessa vanligtvis hanteras när arbetsmiljöproblem uppstår. Denna studie har gjorts då viser en möjlighet för arbetsgivaren att arbeta förebyggande genom att tillämpa arbetet med arbetsmiljön redan i platsannonsering. Eftersökta egenskaper och kompetenser visade sig omfatta en stor del av platsannonserna medan resurser påträffades i betydligt mindre grad.Resultatet visar att det ställs högre krav på den arbetssökande än vad arbetsgivaren kan erbjuda utrymme för vilket går emot arbetsmiljöreglerna då krav, kontroll och stöd inte balanseras.

The purpose of this thesis is to evaluate the possibilities of applying virtue ethics in the HR-profession by presenting the foundation for virtue ethics and addressing how it could be transformed into virtue ethical principles for HR-practitioners in Swedish work-life. I address the questions how virtue ethics could support HR-practitioners in doing ”the right thing” and how a HR-practitioner should be. I argue that the fit between virtue ethics and the HR-profession rests on principles of moral consciousness and intellectual reflection and on the principles of practice and developing excellence. I also argue that moral institutionalization through measures of professional ethical codification could form an important practical feature. Mediated by the concept of phronesis, I define four core virtues for HR-practitioners: trustworthiness, cooperation, justice and integrity. I conclude that virtue ethics could be pivotal in promoting positive culture, forming the basis of increased trust, confidence and security within organizations.

Studiens syfte var att undersöka ett urval erfarna HR-representanter inom offentlig verksamhets upplevelser av att arbeta med stressrelaterad ohälsa. För studien valdes en kvalitativ forskningsmetod bestående av semistrukturerade intervjuer med efterföljande tematisk analys. Ett snöbollsurval ledde till åtta deltagare (n=8) fördelat på sju organisationer. Stressrelaterad ohälsa är en vanlig orsak till sjukskrivning i dagens samhälle och en del i gällande arbetsmiljölagstiftning. Analysen resulterade i fyra övergripande teman; stress, arbetsmiljö, ambitionsnivå och HR-funktionens roll. Resultatet visade att stress är ett komplext ämne. Många gånger beror stress på annat än arbetets utformning såsom till exempel privatliv eller höga ambitioner hos medarbetare. Den sociala och organisatoriska arbetsmiljön spelar också roll för den upplevda stressen och det är HR:s uppgift att ge chefer rätt förutsättningar för att bedriva arbetet mot stressrelaterad ohälsa.

Syftet med studien var att undersöka enhetschefernas förväntningar på HR-funktionen inom den offentliga sektorn, samt kartlägga om dessa förväntningar även stämmer överens med vad som var möjligt i en viss organisation. Studien som genomfördes var kvalitativ och semistrukturerade intervjuer tillämpades under datainsamlingen. Studien utfördes med ett bekvämlighetsurval vilket resulterade i att åtta enhetschefer inom två kommuner valdes till studien (n=8). Detta medförde att studien riktades mot fyra huvudsakliga HR-funktioner. Data från de semistrukturerade intervjuerna bearbetades med en tematisk analys. I studiens resultat framkom det fyra aspekter angående enhetschefernas förväntningar på HR. Aspekterna som framställdes var samverkan, kommunikation, problematik och HR-funktion. I studiens slutsats framkom det att enhetschefernas förväntningar på HR delvis stämde överens med vad som var möjligt inom de två utvalda organisationer.

Denna studie syftade till att undersöka sociala representationerna om personlighetstester i samband med rekrytering bland kommunalt anställda HR konsulter. Alla konsulter arbetade på småländska höglandet och arbetade helt eller delvis med rekrytering. Data samlades in via semi-strukturerade intervjuer. En kort litteraturgenomgång om aktuell forskning ger en inblick i vad man vet här och nu och fungerar som en teoretisk utgångspunkt för läsaren. Med tematisk analys delades respondenternas svar upp i olika kategorier och teman för att identifiera gemensamma sociala representationer. Tre visade sig vara gemensamma för alla sex deltagare – tillit, bekräftelse och ambivalens.

Högre utbildning har under längre tid diskuterats i relation till arbetsmarknaden, där kraven på anställningsbarhet under det senaste decenniet blivit mer uttalat. Dock ifrågasätts högskoleutbildningens utformning och dess relevans för arbetslivet, då mycket av undervisningen fokuserar på abstrakta teorier istället för konkreta metoder. Detta dilemma dyker även upp inom de utbildningar som ska forma personalvetare. Intresset i denna studie mynnade därför ut i att undersöka lärares samt studenters förväntningar och upplevelser av utbildningsinnehåll och anställningsbarhet inom ett personalvetarprogram. Vår studie baseras på åtta intervjuer, fyra stycken inom respektive grupp, och visar att studenterna i regel har ett mer kortsiktigt perspektiv på vad personalvetarutbildningen önskas resultera i, där det finns en önskan och förväntning om att undervisningen ska vara mer praktisk. Detta resultat ligger i linje med våra föreställningar och den tidigare forskning som vi tagit del av. Lärarna däremot har ett mer långsiktigt perspektiv där utbildningen genom sin teoretiska anknytning ska leda till personlig utveckling samt kritiska reflektioner. Personlig utveckling i form av ökade allmänna kunskaper framkom överraskande nog även hos studenterna, dock inte lika tydligt. Slutligen kunde en tydlig koppling mellan anställningsbarhet och högre utbildning urskiljas, där begreppen samspelar med varandra. Utbildning uttrycks vara det mest centrala i anställningsbarhet då individen därigenom erhåller viktiga kompetenser och färdigheter för det kommande arbetslivet. Andra faktorer som framkom vara viktiga för en individs anställningsbarhet sammanfattas i kategorierna arbetslivserfarenhet, relevanta kompetenser samt personliga egenskaper.

The master thesis is focused on employer branding in the company the Heineken Czech Republic. The aim of the theoretical part is to summarize and describe the main concepts and approaches concerning the employer branding on the basis of foreign and Czech scientific literature and thematic articles. The practical part will be focused on employer branding analysis at the Heineken Czech Republic. Information on building an employer's brand in the company will be identified through questionnaire survey and interviews with key actors in the company who play a vital role in creating an employer brand through both in-house and outsourced activities. Finally, I evaluate the issue of the employer branding in particular company, identify shortcomings and opportunities and at the and suggest few recommendations and possible steps to improve.

This master thesis is focused on a position and functions of personnel department in the company adidas ČR s.r.o. The important part of the thesis is analysis of the employees perception of the personnel department in the company and the analysis of feedback on personnel activities. The theoretical part describes the findings about evolution of personnel work and personnel functions, it also provides the knowledge and instructions how to change the role of human resource professionals in organizations in order to meet the competitive challenges of today and tomorrow. The practical part is dealing with the topic of perception of human resources department and it works with the output from feedback on personnel activities in the company. In the thesis, there were used methods of personal interviews with the company managers and on-line questionnaire for the employees. As an output of the thesis, there were identified the opportunities for the improvement of the current perception of the human resources department and its functions together with some recommendations and guidelines for potential changes and improvements.