This diploma thesis deals with the topic of personal marketing in the area of shared services centres, mainly by its external part focusing on acquisition of university students and graduates. The main aim of the thesis is to propose improvements for personal marketing strategy of one concrete company. For this purpose, the key notions from the field of personal marketing as employer branding and employer reputation are defined as well as the terms from the area of shared services centres. After the definition of SSC, the sector of shared company services is going to be described to give reasons for the need for them to set up an effective personal marketing strategy aimed on university students and graduates. In practical part the assessment of the current approach to the personal marketing of the chosen company is to be made by analysing individual elements of its personal marketing strategy and comparing it to its competition. Then by using that and the results of the survey made amongst the target groups, the recommendation to improve current HR marketing strategy of the chosen company will be concluded.

Electron backscatter diffraction is a method that is well described and commonly used for orientation image mapping, including grain size estimation. The use of this method for measuring elastic deformation and rotations caused by plastic deformations is not so well decribed. This diploma thesis first describes the typical EBSD system. The information regarding the standard coordinate systems, grain orientation notation and system calibration is then used to create an open-source software for mapping elastic deformations and rotations inside a single grain or a monocrystal. This software uses data acquired during standard EBSD mapping on a commercial system.

This diploma thesis is focused on this topic in the engineering company. The teoretical part of thesis contain literature review, which is neccesary for treatment analytion part od thesis. In the next part is introducion of company and described their procedures, metods for remuneration and motivation. The thesis have own questionnaire survey to analyze the current situation in the company from the perspective of employees, reward system, motivation, education or conditions in a workplace. Then it subseyuentely suggests possible steps included bigger welfare of workers, better reward system and higher motivations of workers.

>Magister Scientiae - MSc / Combating antimicrobial resistant infections caused by nosocomial pathogens poses a major public health problem globally. The widespread use of broad-spectrum antibiotics for the treatment of wound infections has led to the appearance of multidrug-resistant (MDR) microbes which further exacerbates the growth of microbes amongst patients. It may result in prolonged debility of the patient and an increase in healthcare costs due to prolonged hospital stays and expensive treatment regimens to avoid patient-patient transmission. Therefore, it is imperative that alternative sources of treatment to antimicrobial use in wound infections needs to be developed in order to inhibit or kill resistant microbes and to provide point of care medical treatment to the less fortunate at an affordable cost. / 2021-08-30

Since the late 18th century, chemicals have been industrially produced, and used by consumers. Today, the number of registered chemicals are over 150 000 in North America and Europe alone, and the number is predicted to increase. Industrial or anthropogenic chemicals can, directly or indirectly, be released into the ecosystem during their lifetime, where they can cause harm to human health and the environment. Depending on their properties, chemicals can travel far away from its source, causing global contamination. Through this, the Arctic region becomes a sink for many different types of contaminants. Because of the danger certain chemicals pose, techniques to detect and identify them in environmental samples have evolved during recent years. In these cases, non-targeted screening methods are commonly used to characterise contaminants in samples.In this study, surface sediment samples were collected on three locations in the Hudson Bay (Canada). The samples were analysed using two different instruments: a comprehensive two-dimensional gas chromatograph coupled to a high resolution time-of-flight mass spectrometer (GC×GC-HR-ToF-MS) and a gas chromatograph coupled with a Orbitrap mass spectrometer (GC-Orbitrap-MS). After data acquisition and processing, certain components were identified in both datasets, and their semi-quantitative concentrations were calculated.Overall, 32 compounds were detected and identified in the Orbitrap dataset, and 17 of these were also detected in the GC×GC dataset. The concentration was determined semi-quantitively for the identified compounds and ranged from 0.005–333 ng/g dry weight (d.w.) for the Orbitrap dataset, and 0.013–278 ng/g d.w. for the GC×GC dataset, which was below, or in the lower half, of concentration ranges from previous studies. Overall, the data processing for Orbitrap data seems to be more advanced and evolved than for GC×GC data, causing differences between the results from the two instruments.

För nästan hundra år sedan, lades grunden för det som senare kom att benämnas som human relations. HR-perspektivet med Mayos “Hawthornsstudie” i spetsen, innebar ett skifte i hanterandet och synsättet av människor i organisationer. Taylorismens organisatoriska kontroll och effektivitet byttes ut mot människors behov och välmående. Numera är HR-diskursen mångfacetterat och dess nuvarande existens ses som relativt självklar i många sammanhang. Men i och med den nya teknologiska eran, som numera innefattar artificiella intelligenta (AI)-enheter, gör att HR-perspektivet inte bör negligera dessa nya aktanters involvering. Med hänsyn till AI-enheternas ökade inkludering i organisationers och individers vardagliga leverne, räcker det nuvarande HR-perspektivet inte till. Förbiseendet av en AI-enhets inflytande på individer och organisationer i kombination med att det nuvarande HR-perspektivet inte beaktar eller kan hantera en ny “aktör” i sammanhanget, ansåg vi vara högst problematiskt. Problematiken synliggörs inte minst i våra två exemplifierande fall Trelleborg och Kungsbacka kommun, där AI-enheter skapat oro och medfört konsekvenser för både organisationen och individen. Uppsatsens huvudsakliga syfte har varit att bidra till en ökad förståelse för hur en AI-aktant bör inkluderas och beaktas i det nuvarande HR-perspektivet. Uppsatsens bidrag till HR-området gjordes genom att presentera ett nytt HR-AI perspektiv, som inkluderar AI-enheter på ett högst medvetet sätt. Det befintliga HR-områdets breda spektrum, gjorde att vi valde att utgå från särskilda HR-grundantaganden, som i sin tur underbyggdes av en redogörelse för HR-områdets vitala delar. Genom inkluderandet av Latours Actor Network Theory (ANT) i kombination med en kvalitativ metod med en hermeneutisk ansats, möjliggjordes därmed en resa in i rhizomatiska resonemang, som i slutändan ledde fram till det nya perspektivet, HR-AI.  Vårt nya HR-AI perspektiv belyser därmed AI-enheter som centrala aktanter i sammanhanget, vilket gör att det nya perspektivet betraktar och behandlar AI-enheter som komplexa samt unika aktanter med nio unika behov. AI-enheternas behov bör i sin tur matchas med organisationens och individens behov, för att därigenom uppnå en “win-win-win” situation. Exemplifierande av fallen i kombination med uppsatsens analys, visar därmed att AI:s behov bör tillgodoses och beaktas som vitala för en organisation och individ. HR-AI perspektivet innehåller även flertalet praktiska “goda idéer”, för hur aktörer kan hantera och inkludera den nya medarbetaren.

The Diploma thesis "Survey of the Validity of the Methods of Employee Selection" deals with analysis of methods validity that is used for the company employees'selection. On the basis of literature studied, author identifies following keywords related to the subject of the diploma thesis: Human Resources Management, Vision, Business strategy, HR strategy, Human Resources planning, Employees' selection and recruitment, Fluctuation and Evaluation of Work performance. Author further focuses on the research of validity of personal selection methods that have already been published earlier. Author performed particular research solution that took place in three phases. The first stage explored an optimal mix of selection methods for recruitment according to particular positions. Respondents were experts specializing on issues of Human Resources issues. The second phase focused on research of validity of personal selection methods. Validity of selection methods was examined by correlation coefficient between predicted work performance estimated by the given method, and the measured real work performance of the recruited employee in the evaluation system of the work performance. HR staff was questioned. The third phase examined the appropriateness of using selection methods, which were determined by...

This study tested the hypothesis that coronary artery disease (CAD) patients with high depressed mood scores differ in sympatho-vagal balance during mental stress compared to patients with low depressed mood scores. Using electrocardiographic monitoring, heart variability data from spectral analysis and hemodynamic parameters were obtained prior to and during mental stress from 34 men and 7 women. A public speaking task was used as the mental stressor. Patients were grouped by a median split of their Minnesota Multiphasic Personality Inventory-Depression score. During mental stress, patients with higher depression scores had greater changes in peak heart rate (p < .05) and low frequency to high frequency power ratio (p < 0.05) than patients with lower scores suggesting a shift toward more sympathetic activity during mental stress. These findings may be related to the reported relation between depression and survival risk in patients with CAD.

Physiological indicators like heart rate (HR) and its variability (HRV) from ECG (electrocardiograms), and frontal lobe alpha power asymmetry (AA) and frontoparietal connectivity from EEG (electroencephalograms), can elucidate the role of the nervous system and other visceral organs and their effects on behavioral measures of cognitive and emotional self-regulation. Knowledge of the intergenerational transmission of cardiac and cerebral physiology can provide insight as to the developmental patterns of the organization and stabilization of these physiological processes in children and their mothers. The current study addresses a key question: Is there a developmental shift from 3-9 years of age in the overall pattern of EEG and ECG similarity between children and their mothers? The hypothesis was that there would be increasing child-mother similarity with age. EEG and ECG physiology was examined during a resting-state baseline period, during completion of cognitive tasks, and as baseline-to-task changes in EEG AA and frontoparietal coherence, and ECG HR and HRV in children and their mothers. A socioeconomically diverse longitudinal sample of 171 mothers with their children at ages 3, 6, and 9 years completed questionnaires and laboratory visits. Results indicated that there was some evidence to suggest the presence of mother-child similarity. Twenty of the seventy-two estimated intraclass correlations were significant. Furthermore, of the 20 significant correlations overall, none were present at child age 3 years, 6 were significant at child age 6 years, and 14 were significant at child age 9 years. Thus, overall, there was evidence that by age 6 years, child-mother similarity in physiological indicators of SR had begun to emerge. Additionally, consistent with the study hypothesis, there was some evidence of a pattern of increasing similarity for certain physiological indicators. Of the 72 estimated age-difference Fisher tests for increasing similarity, 17 were significant and in the hypothesized direction. The greatest number were seen during the task condition for ages 6 and 9, and particularly for the frontoparietal EEG variables. Findings are interpreted in light of social learning and behavioral genetics theories.

Uppsatsen intresserar sig för jämställdhetsarbete samt hur HR-konsulter och chefer upplever relevans, hinder och möjligheter. Vidare så utgår uppsatsen från en fallstudie inom energibranschen. För den teoretiska referensramen har vi använt Joan Ackers teori om könade organisationer och intersektionella perspektiv, samt Moss Kanters forskning inom området kön och organisering. Uppsatsen syftar till att få en ökad förståelse för hur HR-konsulter och chefer inom en manligt dominerad verksamhet upplever relevansen av jämställdhetsarbete. Syftet resulterade i följande frågeställningar. Hur definieras begreppet jämställdhet av respondenterna? Vilka uppfattningar har respondenterna kring jämställdhetsarbete? Vilka hinder och möjligheter upplever HR och chefer kan vara kopplat till jämställdhetsarbetet i deras verksamhet? Uppsatsen har valt att använda sig av en kvalitativ metod med semistrukturerade intervjuer. För studien genomfördes sju semistrukturerade intervjuer med två olika yrkesgrupper där urvalet bestod av ett målstyrt urval samt snöbollsurval. För utgångspunkten i studiens analys användes tematisk analys och för kodningen användes marginalmetoden. I resultatet har citat från de olika intervjuerna lyfts fram och det förs en narrativ dialog kring respondenternas upplevelser. Analysen utgår från en resultatdiskussion och kopplas till den teoretiska referensramen och den tidigare forskningen. I det avslutande kapitlet presenteras flera slutsatser, bland annat att mångfald är ett begrepp som gärna används före begreppet jämställdhet, samt att det löpande arbetet är en nyckel för framgång i jämställdhetsarbete. Däremot upplevs brist på tid och resurser, samt brist på ett balanserat urval i rekryteringsbasen som hinder för jämställdhetsarbetet.