Problem background: The voluntary turnover of employees is increasing, the baby boomer generation is retiring and the remaining jobs are to be filled with the workforce left behind, a workforce that is smaller in size. These younger generations (generation Y and Z) have different values and attitudes towards work, and they tend to switch jobs more frequently. This means that companies needs to focus on retaining their personnel. This is particularly true for SMEs since they do not have the same resources to spend on attracting potential workers as larger corporations. Purpose: The purpose of this study is to gain a better understanding of how SMEs use employer branding to retain young employees (18-30 years old) in their organization and how it is perceived. Theoretical framework: Consists of theories regarding employer branding and organizational behaviour. These include signaling theory, functional and symbolic attributes, the seven brand value propositions and organizational reputation. Methodology: The authors has used a deductive qualitative approach where a total of 14 semi structured interviews has been conducted. Seven of the interviews were performed on employees between the age of 18-30 years old from three different companies. The remaining seven were performed on management personnel from the same three companies. The respondents answered a questionnaire at the end of each interview. Empirical results: Contains a summary of each company that were involved as well as what was discussed and uncovered in the interviews. Analysis: It connects the empirical results and the theoretical framework. The found discrepancies and similarities are discussed and analyzed with the seven brand value propositions based on the theoretical framework. Conclusion: It was concluded that there exists a discrepancy between Workers and Management when it comes to the time the Workers are willing to stay. It was also uncovered that development was an important aspect when it came to the young employees turnover intention as well as flexible schedules, support from management, salaries and varying work tasks. The reputation of the companies was also not accurate which in turn could affect the matching potential between organization and individual.

O ambiente organizacional, marcado, principalmente, pela competitividade acirrada, vem sofrendo constantes transformações. A resposta adequada a esse ambiente passa pelas pessoas, por isso, desenvolvê-las nas competências humanas que suportem as competências organizacionais torna-se um imperativo. Assim, surge a Educação Corporativa para alinhar a capacitação das pessoas aos objetivos da organização, desse modo, a educação adquire caráter estratégico nas organizações. Entretanto, para averiguar se ela está contribuindo para o alcance desses objetivos é preciso avaliá-la e, com esse intuito, este estudo foi desenvolvido. Desse modo, a presente pesquisa buscou investigar \"como as organizações que se destacam em gestão de pessoas avaliam os resultados em educação corporativa\". Para alcançar esse objetivo geral, foram estabelecidos os seguintes objetivos específicos: descrever o sistema de educação corporativa empregado pelas Melhores Empresas para Você Trabalhar (MEPT) e suas práticas de avaliação de resultados; descrever a organização alvo do estudo de caso e seu sistema de educação corporativa; levantar as práticas e os procedimentos de avaliação de resultados em EC no caso estudado; analisar as limitações, vantagens e tendências de avaliação de resultados em EC na organização investigada. Para a condução da pesquisa, adotou-se a abordagem qualitativa, por meio da realização de estudo junto às MEPT, empregando o método de análise de conteúdo; e da condução de um estudo de caso único junto ao Itaú Unibanco, este último contou com a entrevista semiestruturada como instrumento de coleta de dados. Como principais resultados deste estudo, propôs-se um modelo teórico de avaliação de resultados em educação corporativa e identificou-se uma das principais barreiras à implantação da avaliação em educação corporativa: a criação de uma cultura de avaliação. Por isso, possivelmente, haja poucas organizações que realizam avaliação de suas ações educacionais. Este estudo atingiu o objetivo geral a que se propôs, visto que descreveu o modo de avaliação empregado nas organizações estudadas, identificando um fator contextual que pode interferir nesse processo: a maturidade do sistema de educação corporativa. Uma das principais vantagens apontadas pelos entrevistados no modelo de avaliação de educação corporativa adotado no estudo de caso foi o estabelecimento de parceria com áreas internas especializadas em algum aspecto/etapa da avaliação, o que dá mais credibilidade aos resultados. Por fim, as limitações deste estudo referem-se, principalmente, à forma de generalização de seus achados, pois, ao utilizar o estudo de caso, não é possível generalizar os resultados para outras organizações, mas sim realizar generalizações teóricas. Como estudos futuros recomendam-se a replicação deste estudo em outros casos e o aprofundamento da análise quantitativa, por meio da análise de conteúdo, utilizando técnicas estatísticas avançadas. / The organizational environment, marked mainly by the fierce competitiveness, has been undergoing constant changes. The proper response to this environment is the people, so develop them in human competences that support organizational competences becomes imperative. Thus arises the Corporate Education (EC) to align the capacity of people to the goals of the organization, thus education acquires strategic character. However, to ascertain if it is contributing to the achievement of these goals we must evaluate it and, to this end, this study was designed. Thus, the present study aimed to investigate \"how organizations that excel in people management evaluates the results in corporate education.\" To achieve this overall objective, was established the following specific objectives: to describe the system used by corporate education As Melhores Empresas para Você Trabalhar (MEPT) and their evaluation practices; describe the target organization of the case study and its education corporate system; raising practices and procedures for evaluating results in EC in the case study, analyze the limitations, advantages and trends of evaluation results in EC in the organization investigated. To conduct the research, was adopted a qualitative approach by conducting the study at MEPT, employing the method of content analysis, and conducting a single case study with Itaú Unibanco, the latter had the semi-structured interview as a tool for data collection. The main results of this study, was proposed a theoretical model for evaluating results in corporate education and identified one of the main barriers to the implementation of evaluation in corporate education: creating a culture of evaluation. So possibly there are few organizations that perform evaluation of their educational activities. This study achieved the overall objective to which it has since proposed, because described the method of valuation used in the organizations studied, identifying a contextual factor that can interfere with this process: the system maturity of corporate education. One of the main advantages cited by respondents in the evaluation model of corporate education adopted in the case study was the establishment of partnerships with internal areas specialized in some aspect/stage of the evaluation, which gives more credibility to the results. Finally, the limitations of this study relate mainly to how to generalize their findings, therefore, to use the case study, it is not possible to generalize the results to other organizations, but make theoretical generalizations. As future studies are recommended replication of this study in other cases and further quantitative analysis, through content analysis, using advanced statistical techniques.

Made available in DSpace on 2016-04-25T16:44:53Z (GMT). No. of bitstreams: 1 Maria F Silva.pdf: 809554 bytes, checksum: 80422605344e4376d8b3606d0fd7e09a (MD5) Previous issue date: 2007-04-04 / This present Dissertation analyzes the human resources practices in Call centre and their impacts in an unit of business. The understanding of this Call centre Industry it wakes up national and international researcher s interest, for being a sector in great expansion in the last decade, besides being one of the sectors of services that employs most of professional. Therefore, the dimensions of the organizational practices are discussed, indicating that the section deserves a study to explain their characteristics and specificities, in the extent of the practices of people's administration, and their reflexes in the operational result of a unit of business. This discussion is made starting from of the analysis of the data companies subcontracted and own Call centre registered in ABT - Brazilian Association of Telesserviços. Finally, in the part of the study accomplished with base in the fulfilling of a questionnaire in which 103 companies took part, it was verified that for statistical significance shows that there is relation among monitoring and involvement in the sales and performance intensity of the monitoring the operator is associated with the involvement in the products and services sale. However, the study shows that the performance low relation of Call centre with the practices interactions of HR with the market segment and with the market strategy. Then, the study also concluded that, Call's Industry in Brazil has growth great possibilities for the nearby years of 2006, besides evidencing that training actions increase the skills of the professional / A presente Dissertação analisa as práticas de recursos humanos em call center e seus impactos em uma unidade de negócio. O entendimento da indústria de call center, desperta o interesse de pesquisadores nacionais e internacionais, por ser um setor em grande expansão na última década, além de ser um dos setores de serviços que mais emprega profissionais. Por isso, discutem-se as dimensões das práticas organizacionais, indicando que o setor merece um estudo que explique suas características e especificidades, no âmbito das práticas de gestão de pessoas, e seus reflexos no resultado operacional de uma unidade de negócio. Esta discussão é feita a partir da análise dos dados de empresas terceirizadas de call center, e daquelas que desenvolvem outros trabalhos como atividades principais, mas possuem, dentro de suas instalações, um departamento de call center, ambos os casos, com cadastros na ABT - Associação Brasileira de Telesserviços. Finalmente, na parte do estudo, realizada com base no preenchimento de um questionário em que 103 empresas participaram, verificou-se que a significância estatística mostra que existe relação entre monitoramento e envolvimento nas vendas, e que a intensidade de monitoramento do desempenho do operador está associada com o seu envolvimento na venda de produtos e serviços. No entanto, o estudo mostra que há baixa relação do desempenho do call center com as interações das práticas de Recursos Humanos (RH) com o segmento de mercado e com a estratégia de mercado. O estudo também concluiu que, a indústria de call center no Brasil tem grandes possibilidades de crescimento para os próximos anos de 2006, além de evidenciar que ações de capacitação em treinamento aumentam a profissionalização dos operadores no atendimento

O consumo de fórmulas infantis no Brasil, utilizadas como substituto do leite materno, tem aumentado nos últimos anos de forma significativa. Tal fato é uma preocupação para os órgãos de saúde pois, o aleitamento materno exclusivo até no mínimo 6 meses, deixou de fazer parte de nutrição da maioria dos lactentes. Os produtos utilizados como substituto do leite materno contêm quantidades suficientes de vitaminas e nutrientes que ajudam no desenvolvimento normal do organismo dos lactentes. Entretanto, além de elementos essenciais, podem conter elementos potencialmente tóxicos presentes na matéria prima ou oriundos das etapas de processamento e armazenamento das mesmas. No presente trabalho foram desenvolvidos métodos analítico para determinar a presença de elementos potencialmente tóxicos (As, Cd, Pb e Tl) e essenciais (Cu e Mn) em fórmulas infantis, utilizando espectrometria de absorção atômica de alta resolução com fonte contínua e forno de grafite e análise direta de sólidos. As amostras utilizadas neste trabalho foram obtidas nos mercados da cidade de Porto Alegre, RS, Brasil, todas na forma sólida (pó) com diferentes composições e matéria prima (arroz, aveia, soja e leite). As curvas de calibração foram realizadas com soluções padrão aquosas e os métodos otimizados foram aplicados nas amostras em estudo. Em todas as amostras os elementos As, Cd, Pb e Tl apresentaram valores de concentração abaixo do limite de detecção. Das seis amostras analisadas, três apresentaram valores de concentração de Cu abaixo dos parâmetros mínimos estabelecidos pela legislação brasileira, enquanto que para o Mn todas amostras apresentaram valores de concentração dentro dos parâmetros mínimos da legislação brasileira. Os métodos desenvolvidos foram simples, exatos e precisos, podendo ser utilizados para análise de rotina. / The consumption of infant formula in Brazil, as a replacement of breast milk, has lately increased significantly. It is a major concern for health agencies because the exclusive breastfeeding up to at least 6 months is no longer part of most infants. The products used as a substitute of the breast milk contain sufficient amounts of vitamins and nutrients, which helps in the normal development of the infants. However, besides the essential elements, it may contain potentially toxic elements present in raw material or from of the processing and storage stages of the same. In the present work the presence of the essential (Cu e Mn) and potentially toxic elements (As, Cd, Pb e Tl) in infant formulas were evaluated. For this, analytical methods were developed for the determination of As, Cd, Cu, Mn, Pb and Tl using high-resolution continnum source graphite furnace atomic absorption spectrometry and direct solid sampling analysis in infant formulas. The samples were acquired in Porto Alegre’s market, RS, Brazil, all in powder form with different compositions and raw materials (rice, oats, soy and bovine milk). The calibration curves were performed with aqueous standard solutions and the optimized methods were applied in the study samples. In all samples, the concentration values of As, Pb, Cd and Tl were below of the limit of detection. For the analyzed samples, three of them present the concentration values of Cu lower than the minimum parameters established by Brazilian legislation, while for Mn, all samples present the concentration values within the minimum parameters of Brazilian legislation. The developed methods for the determination of these elements in infant formulas were simple, exacts and precise, and can be applicated for the routine analysis.

Les universités françaises ont fait l'objet de transformations récentes dans la continuité des réformes inspirées du New Public Management. Le déploiement d'un nouveau cadre budgétaire national (" LOLF ") puis la loi LRU (" Liberté et Responsabilité des Universités ") en 2007 ont notamment conduit à transférer aux universités de nouvelles compétences, dont la Gestion de leurs Ressources Humaines (GRH) : les enseignants-chercheurs et personnels " administratifs " (" BIATSS "). Si de nombreux travaux de recherche ont été consacrés aux premiers, les seconds ont été beaucoup plus rarement étudiés, notamment sous l'angle des politiques et pratiques de GRH qui les concernent.Réalisée dans le cadre d'une convention CIFRE avec la société Adoc Mètis, cette recherche propose d'appréhender la réalité de l'autonomie dont bénéficient les universités dans la gestion de leurs personnels BIATSS. Ce faisant, elle dresse un bilan des effets de la loi LRU en la matière, dix ans après son adoption. Plus généralement, elle peut contribuer à discuter de la réalité des transformations de la GRH publique en France, au regard du modèle promu par les réformateurs : de pratiques nationales et statutaires d'administration du personnel, il s'agit de développer une gestion locale fondée sur les métiers des agents.Menée au sein de deux universités, notre recherche s'appuie sur une étude des entretiens professionnels que passent les personnels BIATSS, au cœur des transformations voulues de la GRH publique. Aussi notre méthodologie appréhende-t-elle l'entretien professionnel comme un instrument de gestion révélateur de plusieurs processus de GRH, en lien avec les trois visées que lui confère la réglementation : appréciation d'objectifs, gestion des compétences et de la formation des agents, décisions relatives à l'avancement. Compte-tenu de telles visées, nous proposons de comprendre la perception et les utilisations de l'entretien par les personnels, à la fois à l'échelon local (au sein de quatre services) mais aussi au niveau " central " (Direction des Ressources Humaines et commissions paritaires).Nos résultats interrogent tout d'abord la cohérence de l'entretien professionnel, à la fois interne (déficit de cohérence des visées avec les modalités de l'appréciation) et externe (intégration limitée de l'entretien à la production de décisions pour lesquelles des outils spécifiques existent déjà). L'entretien apparaît comme une pince universelle de la GRH publique, ce qui contribue à expliquer ses effets parfois paradoxaux et limités vis-à-vis de ses fonctions théoriques.L'analyse des usages et utilisations de l'entretien invite à distinguer plusieurs niveaux, en commençant par un échelon national qui demeure un prescripteur fort de la GRH universitaire, par les moyens qu'il attribue aux universités et les règles qu'il produit pour organiser la gestion locale d'agents dont la plupart sont des fonctionnaires. C'est par exemple le cas s'agissant du dispositif de l'entretien professionnel en lui-même : alors que l'État entend développer l'autonomie des universités, il généralise un dispositif d'appréciation des agents, encastré dans des modalités et processus de gestion des personnels issus des règles nationales spécifiques aux corps de fonctionnaires.Au niveau local, les deux établissements développent peu de politiques et de pratiques spécifiques de GRH, y compris s'agissant de la gestion de leurs personnels contractuels. Ce constat résulte à la fois de résistances politiques internes, mais aussi des modalités complexes de production des décisions dans les organisations universitaires, où différentes logiques se confrontent quotidiennement. Ce faisant, le développement d'une gestion locale, coproduite avec les managers et fondée sur l'appréciation locale d'objectifs et de compétences, se heurte à la persistance d'une conception historique de la fonction publique. / French universities have undergone recent transformations through reforms inspired by New Public Management. The deployment of a new national budgetary framework (" LOLF ") followed by the LRU law (" Liberté et Responsabilité des Universités ") in 2007 led to the transfer of new responsibilities to universities, including Human Resources Management (HRM): researchers and "professionals" ("BIATSS"). While research work has been devoted to the former, the latter has been studied much less frequently, particularly from the perspective of HRM policies and practices dedicated to them.This research, funded through a CIFRE agreement with Adoc Mètis, aims at understanding the reality of the autonomy of French universities in managing their BIATSS staff. Thus, it takes stock of the effects of the LRU law on this matter, ten years after its adoption. More generally, it can contribute to discussing the reality of public HRM transformations in France, in the light of the model promoted by the reformers: from national and statutory personnel administration practices, the aim is to develop local management based on skills.Conducted within two universities, our research relies on a study of the appraisal interviews conducted by BIATSS staff, at the heart of the desired transformations of public HRM. Our methodology therefore considers appraisal interviewing as a management tool that reveals several HRM processes, linked to the three objectives set out by law: assessment of objectives, management of staff skills and training, and decisions about promotion. Given these aims, we propose to understand the perception and uses of interviewing by staff, both at the local level (within four departments) and at the "central" level (Directorate of Human Resources and promoting committees).Our results first of all question the coherence of appraisal interviews, both internally (lack of consistency of the targets with the assessment methods) and externally (limited integration of the interview with the production of decisions for which specific tools already exist). The interview appears to be a universal clamp of public HRM, which helps explain its sometimes paradoxical and limited effects with regard to its theoretical functions.The analysis of the uses of appraisal interviews suggests that a distinction should be made between several levels, starting with a national level which remains a strong prescriber of university HRM, through its funding to universities and the rules it produces to organize the local management of agents, most of whom are national civil servants. This is the case, for example, with regard to the appraisal interview system itself: while national government intends to develop the autonomy of universities, it is generalizing a system for the appraisal of staff, embedded in procedures and processes for the management of staff stemming from national rules specific to civil servants' bodies.At the local level, both institutions have few specific HRM policies and practices, including the management of their contractual staff. This observation is the result of both internal political resistance and the complex ways in which decisions are produced within university organizations, where different logics confront each other. In so doing, the development of local management, co-produced with managers and based on the local appreciation of objectives and skills, comes up against the persistence of an historical conception of the public service.

L'ostéoporose est une maladie du squelette caractérisée par une dégradation de la qualité osseuse conduisant à une majoration du risque fracturaire. Le seul examen permettant actuellement de prédire ce risque est l'ostéodensitométrie à double rayonnement X (DXA) par la mesure de la densité minérale osseuse (DMO). Cependant, la DMO seule ne rend compte que de 40 à 70% de la variation de la résistance mécanique osseuse. Les 3 buts ce travail étaient : 1/ d'évaluer les rôles respectifs de la microarchitecture corticale et trabéculaire dans le comportement mécanique vertébral, 2/ d'évaluer le rôle propre de l'hétérogénéité de la microarchitecture trabéculaire et 3/ de décrire le comportement mécanique vertébral post-fracturaire et d'en identifier les déterminants. Nous montrons que la mesure de l'épaisseur de la corticale antérieure et de son rayon de courbure ainsi que la détermination de la variation régionale de la microarchitecture trabéculaire améliorent significativement la prédiction du risque fracturaire. Il existe une variation marquée du comportement mécanique vertébral après une fracture de grade 1 de Genant. La microarchitecture osseuse, et non la masse osseuse, explique les propriétés mécaniques vertébrales plastiques et élastiques post-fracturaires.

No description available.

In Saccharomyces cerevisiae DNA postreplication repair (PRR) functions to bypass replication-blocking lesions to prevent damage-induced cell death. PRR employs two different mechanisms to bypass damaged DNA. While translesion synthesis (TLS) has been well characterized, little is known about the molecular events involved in error-free bypass although it has been assumed that homologous recombination (HR) is required for such a mode of lesion bypass. We undertook a genome-wide, synthetic genetic array (SGA) screen for novel genes involved in PRR and observed evidence of genetic interactions between error-free PRR and HR. We were screening for synthetic lethality which occurs when the combination of two mutations leads to an inviable organism, however, either single mutation allows for cell viability. In addition, we screened for conditionally synthetic lethal interaction which occurs when the combination of two mutations is inviable only in the presence of a DNA-damaging agent. This screen identified and assigned four genes, CSM2, PSY3, SHU1 and SHU2, whose products form a stable Shu complex, to the error-free PRR pathway. Previous studies have indicated that the Shu complex is required for efficient HR and that inactivation of any one of these genes is able to suppress the severe phenotypes of top3 and sgs1. We confirmed and further extended some of the reported observations and demonstrated that error-free PRR mutations are also epistatic to sgs1. Based on the above analyses, we propose a model in which error-free PRR utilizes the Shu complex to recruit HR to facilitate template switching, followed by double-Holliday junction resolution by Sgs1-Top3. Null mutations of HR genes including rad51, 52, 54, 55 and 57 are known to confer characteristic synergistic interactions with TLS mutations. To our surprise, null mutations of genes encoding the Mre11-Rad50-Xrs2 (MRX) complex, which is also required for HR, are epistatic to TLS mutations. The MRX complex confers an endo/exonuclease activity required for the detection and processing of DNA double-strand breaks (DSBs). Our results suggest that the MRX complex functions in both TLS and error-free PRR and that this function requires the nuclease activity of Mre11. This is in sharp contrast to other known HR genes that only function downstream of error-free PRR. Furthermore, we found that inactivation of SGS1 significantly inhibits proliferating cell nuclear antigen (PCNA) monoubiquitination and is epistatic to mutations in TLS, suggesting that Sgs1 also functions at earlier steps in DNA lesion bypass. We also examined the roles of Sae2 and Exo1, two accessory nucleases involved in DSB resection, in PRR. We found that while Sae2 is primarily required for TLS, Exo1 is exclusively involved in error-free PRR. In light of the distinct and overlapping activities of the above nucleases in the resection of DSBs, we propose that the distinct single-strand nuclease activities of MRX, Sae2 and Exo1 dictate the preference between TLS and error-free PRR for lesion bypass. While both PRR pathways are dependent on the ubiquitination of PCNA, error-free PRR utilizes non-canonical Lys63-linked polyubiquitinated PCNA to signal lesion bypass. This mechanism is dependent on the Mms2-Ubc13 complex being in close proximity to PCNA, a process thought to be dependent on Rad5. Rad5 is a member of the SWI/SNF family of ATPases that contains a RING finger motif characteristic of an E3 Ub ligase. Previous in vitro experiments demonstrated the ability of Rad5 to promote replication fork regression, a function dependent on its helicase/ATPase activity. We therefore created site-specific mutants defective in either Rad5 RING finger or helicase/ATPase activity, or both, in order to examine their genetic interactions with known TLS and error-free PRR genes. Our results indicate that both the Rad5 RING finger motif and the helicase/ATPase activity are exclusively involved in error-free PRR. To our surprise, like the Rad5 RING finger, lack of the helicase/ATPase activity also abolishes the Lys63-linked PCNA polyubiquitin chain formation, suggesting that either the Rad5 helicase/ATPase-promoted replication fork regression signals PCNA polyubiquitination or this domain has a yet unidentified activity. In summary, results obtained from this thesis dissertation have revealed novel mechanisms of yeast PRR in S. cerevisiae, a mechanism that appears to be evolutionarily conserved throughout eukaryotes, from yeast to humans.

In Saccharomyces cerevisiae DNA postreplication repair (PRR) functions to bypass replication-blocking lesions to prevent damage-induced cell death. PRR employs two different mechanisms to bypass damaged DNA. While translesion synthesis (TLS) has been well characterized, little is known about the molecular events involved in error-free bypass although it has been assumed that homologous recombination (HR) is required for such a mode of lesion bypass. We undertook a genome-wide, synthetic genetic array (SGA) screen for novel genes involved in PRR and observed evidence of genetic interactions between error-free PRR and HR. We were screening for synthetic lethality which occurs when the combination of two mutations leads to an inviable organism, however, either single mutation allows for cell viability. In addition, we screened for conditionally synthetic lethal interaction which occurs when the combination of two mutations is inviable only in the presence of a DNA-damaging agent. This screen identified and assigned four genes, CSM2, PSY3, SHU1 and SHU2, whose products form a stable Shu complex, to the error-free PRR pathway. Previous studies have indicated that the Shu complex is required for efficient HR and that inactivation of any one of these genes is able to suppress the severe phenotypes of top3 and sgs1. We confirmed and further extended some of the reported observations and demonstrated that error-free PRR mutations are also epistatic to sgs1. Based on the above analyses, we propose a model in which error-free PRR utilizes the Shu complex to recruit HR to facilitate template switching, followed by double-Holliday junction resolution by Sgs1-Top3. Null mutations of HR genes including rad51, 52, 54, 55 and 57 are known to confer characteristic synergistic interactions with TLS mutations. To our surprise, null mutations of genes encoding the Mre11-Rad50-Xrs2 (MRX) complex, which is also required for HR, are epistatic to TLS mutations. The MRX complex confers an endo/exonuclease activity required for the detection and processing of DNA double-strand breaks (DSBs). Our results suggest that the MRX complex functions in both TLS and error-free PRR and that this function requires the nuclease activity of Mre11. This is in sharp contrast to other known HR genes that only function downstream of error-free PRR. Furthermore, we found that inactivation of SGS1 significantly inhibits proliferating cell nuclear antigen (PCNA) monoubiquitination and is epistatic to mutations in TLS, suggesting that Sgs1 also functions at earlier steps in DNA lesion bypass. We also examined the roles of Sae2 and Exo1, two accessory nucleases involved in DSB resection, in PRR. We found that while Sae2 is primarily required for TLS, Exo1 is exclusively involved in error-free PRR. In light of the distinct and overlapping activities of the above nucleases in the resection of DSBs, we propose that the distinct single-strand nuclease activities of MRX, Sae2 and Exo1 dictate the preference between TLS and error-free PRR for lesion bypass. While both PRR pathways are dependent on the ubiquitination of PCNA, error-free PRR utilizes non-canonical Lys63-linked polyubiquitinated PCNA to signal lesion bypass. This mechanism is dependent on the Mms2-Ubc13 complex being in close proximity to PCNA, a process thought to be dependent on Rad5. Rad5 is a member of the SWI/SNF family of ATPases that contains a RING finger motif characteristic of an E3 Ub ligase. Previous in vitro experiments demonstrated the ability of Rad5 to promote replication fork regression, a function dependent on its helicase/ATPase activity. We therefore created site-specific mutants defective in either Rad5 RING finger or helicase/ATPase activity, or both, in order to examine their genetic interactions with known TLS and error-free PRR genes. Our results indicate that both the Rad5 RING finger motif and the helicase/ATPase activity are exclusively involved in error-free PRR. To our surprise, like the Rad5 RING finger, lack of the helicase/ATPase activity also abolishes the Lys63-linked PCNA polyubiquitin chain formation, suggesting that either the Rad5 helicase/ATPase-promoted replication fork regression signals PCNA polyubiquitination or this domain has a yet unidentified activity. In summary, results obtained from this thesis dissertation have revealed novel mechanisms of yeast PRR in S. cerevisiae, a mechanism that appears to be evolutionarily conserved throughout eukaryotes, from yeast to humans.

Business functions and processes of all industries are under intense pressure to increase their efficiency and effectiveness which means to deliver better services for less money. HR is no exception. Human Resources transformation aligns with business transformation by facing productivity, reengineering, globalization, services and technology changes. Under the review cost, processes, administration, strategy and expertise in accordance with HR¡¦s transformation, HR shared services is became a HR transactional and administrative to handle standard processes oriented center. By taking Hewlett-Packard APJ as an example, this research seeks for the implementation of HR shared services in Chennai/India to handle all APJ HR transactions by tiers-supporting model. With the ability of technology and self-services, HR shared services can be achieved and located in low-labor rate with high potential labor. There are 14 processes for HP HR shared services to be standardized and reengineered. Moreover, to implement in 14 countries, internal portal, customer relationship management tool, and self-services tools are key to the objective and goal. By observing a whole picture of HR shared services set up, it will be helpful to leave more experiences to other companies to learn and to avoid errors.