Bakgrund & problem: CSR, Corporate Social Responsibility, är sedan länge ett väl utforskat område, både i Sverige och internationellt, där många tidigare studier behandlar dess koppling till finansiell prestation, framförallt inom stora företag. Ett område som är relativt outforskat är CSR inom idrottsvärlden och vidare inom fotboll, framförallt ur en svensk kontext. I vilken utsträckning engagerar sig svenska fotbollsföreningar i CSR-relaterade aktiviteter och vilken effekt har det för deras prestation? Syfte: Syftet med studien är att testa och förklara CSR-engagemangs påverkan på svenska fotbollsföreningars HR- och sociala prestation samt om organisationsstruktur i termer av formaliserings-, centraliserings- och komplexitetsgrad påverkar detta samband. Vidare är det praktiska syftet att bidra med vägledning för hur svenska fotbollsföreningar kan arbeta med CSR-engagemang för att uppnå en högre prestation. Avsikten är att belysa och förklara kopplingarna mellan CSR-engagemang, prestation och organisationsstruktur och på så sätt fylla det gap som existerar inom forskningsområdet. Metod: Studien utgår från en kvantitativ forskningsstrategi med en deduktiv forskningsansats och tvärsnittsdesign. Insamlande av data har skett genom utskick av en enkät och studiens urval består av 223 fotbollsföreningar från Allsvenskan till Division 2. Slutsatser: Studiens resultat visar tydligt att CSR-engagemang påverkar såväl HR- som social prestation positivt inom svenska fotbollsföreningar. Vidare tyder resultatet på att organisationsstruktur i termer av formaliserings- och centraliseringsgrad samt komplexitet hierarki inte påverkar detta samband. Däremot finns det, trots viss osäkerhet i resultaten, en påverkan av komplexitet socialt kapital i relationen mellan CSR-engagemang och HR- prestation. / Background & problem: CSR, Corporate Social Responsibility, is since long ago a well explored area, both in Sweden and internationally, where many previous studies deal with the connection to financial performance, especially in large companies. An area which is relatively unexplored is CSR within the sports industry and further on within football, especially from a swedish context. To which extent do swedish football clubs engage in CSR-related activities and what effect does it have on their performance? Purpose: The purpose of the thesis is to test and explain the impact of CSR-engagement onswedish football clubs’ HR- and social performance and if organizational structure in terms of formalization, centralization and complexity affects this relationship. Furthermore, the practical purpose is to contribute with guidance on how swedish football clubs can work with CSR- engagement in order to accomplish a higher performance. The intent is to highlight and explain the connections between CSR-engagement, performance and organizational structure and thus fill the gap that exists within the research area. Method: The thesis is based on a quantitative research strategy with a deductive research approach and cross-sectional design. Data collection has been done by sending out a survey and the selection of the thesis consists of 223 football clubs from Allsvenskan to Division 2. Conclusions: The result of the study clearly shows that CSR-engagement positively affects both HR- and social performance in Swedish football clubs. Furthermore, the result indicates that organizational structure in terms of formalization, centralization and complexity hierarchy does not affect this relationship. However, despite some uncertainty in the results, there is an impact of complexity social capital in the relationship between CSR-engagement and HR- performance.

Försvarsmakten har genomfört en HR-transformation enligt en modell som har fått stor spridning i såväl Sverige, som internationellt. Det finns likheter i hur andra organisationer har hanterat motsvarande förändringar, och det väcker frågor kring beslutsfattande i en organisatorisk kontext. Studien syftar till att få förståelse för beslutsprocessen inför Försvarsmaktens projekt HR-T, vilket gjorts genom att undersöka vilka faktorer som har påverkat processen och därmed det slutliga valet av alternativ.  Studien är en kvalitativ dokument- och intervjustudie, där såväl interna som officiella projektdokument analyserats tillsammans med data från intervjuer av personer knutna till projektet. Våra slutsatser är att beslutsprocessen påverkats av faktorer och ett handlande enligt institutionell teori, en homogenisering orsakad av extern jämförelse samt nyttjandet av konsulter. / The Swedish Armed Forces have completed an HR transformation in accordance with a model that has spread worldwide as well as in Sweden. There are similarities regarding how organizations have handled these changes which also raise questions on organizational decision-making. The purpose of this study is to gain an understanding of the decision-making process leading up to project HR transformation of the Swedish Armed Forces. This has been accomplished by researching factors that have affected the process and thereby the final choice of alternative. This study is a document- and interview-based qualitative study where data from both published and unpublished documents combined with data collected from interviews with respondents affiliated with the project, have been analyzed. Our conclusions are that the decision-making process has been affected by factors and actions in accordance with institutional theory, which is a conforming due to external comparison and the use of external consultants.

Made available in DSpace on 2017-07-10T18:08:10Z (GMT). No. of bitstreams: 1 Neiva Martin.pdf: 2565426 bytes, checksum: 9ed40e36b9798ff30f3a52b416d705e9 (MD5) Previous issue date: 2008-10-08 / In this work, the chromium ions bioaccumulation experiment was carried out using three species of aquatic macrophytes: Salvinia auriculata, Pistia stratiotes and Eicchornia crassipes, in order to confirm the hexavalent chromium detoxification during the biosorption process. Previously, a chromium speciation test based on chemical extraction of trivalent chromium from hexavalent chromium-doped hydroponic solutions was also performed at different pH, in order to verify if the nutritive solution pH could be responsible by the natural reduction of oxidation state on chromium before the biosorption process by the plants. No reduction from Cr(VI) to Cr(III) was observed at all solution pH. Based on the peculiar characteristics of High Resolution X-ray Fluorescence technique (HR-XRF), which allows to measure the X-ray Kß spectral line energy with good energy resolution (around 2,0 eV) for the transition metal region, the change on oxidation state of hexavalent chromium was possible to study through the Kß1,3, Kß2,5 and Kß spectral lines, which bring up information on chromium oxidation state and chemical environment. The HR-XRF measurements were performed at the XRD1 vacuum chamber available in the National Laboratory of Synchrotron Light, located near Campinas city. After collection, dry roots and chromium compound standard were prepared in compact disk by pressing. Each sample disk, spherical curved analyzer, and radiation detector were placed in a circle of Rowland within an arrangement of Johann. Another radiation detector was also used to monitoring of monochromatic X-ray beam intensity during the measurements. All the samples were irradiated by a 6.1 keV monochromatic X-ray beam. All the emission spectra were normalized to the monitor counts, and subtracted the organic matrix contribution and chromium absorption edge. Based on the spectral Kß2,5 peak intensity of roots and standard samples, the total chromium uptake concentration in plant was calculated, indicating that there is approximately 1.0 % of chromium per dry biomass after 27 days of experiment. When both Cr-Kß spectra of macrophytes roots with Cr(III) and Cr(VI) treatment were compared, their spectral Kß2,5 peak were identical in energy and width for the three aquatic plants, suggesting that the chromium reduction from hexavalent to trivalent form have occurred in all cases studied. The peak width at half maximum for Kß2,5 in all root samples were slightly larger than the chromium compound samples, which can be explained by the fact that there is the possibility to have different ligands to chromium ions inside the biological structure of roots. Based on these results, the chromium detoxification from hexavalent to trivalent form have actually happened during the biosorption of chromium into the macrophytes roots. Finally, these aquatic macrophytes have a great potential to detoxificate and accumulate of chromium ions that can be very useful to the metal removal from industrial effluents. / Neste trabalho foi feito o experimento de bioacumulação do cromo trivalente e hexavalente por três espécies de macrófitas aquáticas: Salvinia auriculata, Pistia stratiotes e Eicchornia crassipes, visando verificar a ocorrência do processo de redução do Cr(VI) durante a biossorção. Previamente, um teste de especiação de cromo baseado em extração química do cromo trivalente a partir de uma solução hidropônica dopada com cromo hexavalente, foi realizado em diferentes pHs, para verificar se o pH da solução nutritiva pode ser o responsável pela redução natural do estado de oxidação do cromo antes do processo de biossorção pelas plantas. Não foi observada a redução do Cr(VI) para Cr(III) no pH da solução de cultivo. Pelas características da técnica de Fluorescência de Raios-X de Alta Resolução em Energia (HR-XRF), que permite medir a energia das linhas espectrais de raios X Kß com alta resolução em energia (em torno de 2,0 eV) para a região dos metais de transição, foi possível estudar a mudança do estado de oxidação do cromo hexavalente através das linhas espectrais Kß1,3, Kß2,5 e Kß , que traz informação sobre o estado de oxidação do metal e seu ambiente químico. As medidas de HR-XRF foram realizadas na câmara de vácuo XRD1, no Laboratório Nacional de Luz Síncrotron, em Campinas. Após a coleta, discos compactados de raízes secas e padrões de compostos de cromo foram preparados. Cada disco de amostra, o analisador esférico, e o detector de radiação foram acomodados em um círculo de Rowland com arranjo de Johann. Durante as medidas, um detector foi usado para monitorar a intensidade do feixe de raios X monocromáticos incidentes. Todas as amostras foram irradiadas com feixe monocromático de 6,1 keV. Os espectros de emissão foram normalizados pelas contagens do monitor, e subtraída as contribuições da matriz orgânica e da borda de absorção do cromo. Baseado na intensidade da linha espectral Kβ2,5 das amostras de raízes e padrões, a concentração de cromo total nas plantas foi calculada, indicando que esta é de aproximadamente 1,0% por biomassa seca após 27 dias de experimento. Os espectros de emissão Cr-Kß das raízes das macrófitas tratadas com Cr(III) ou Cr(VI) foram comparados, e as suas linhas espectrais Kβ2,5 mostraram-se idênticas em energia e largura para as três plantas aquáticas, sugerindo que a redução do cromo, de hexavalente para trivalente, ocorreu em todos os casos estudados. A largura do pico para a linha espectral Kß2,5 em todas as amostras de raízes mostrou-se maior que nas amostras de compostos de cromo, o que pode ser explicado pelo fato de que é possível haver diferentes ligantes para o íon cromo na estrutura orgânica das raízes. Baseado nesses resultados, a redução do Cr(VI) para Cr(III) ocorreu durante o processo de biossorção do cromo pelas raízes das macrófitas aquáticas. Desta forma, verifica-se que estas macrófitas têm um grande potencial para detoxificar e acumular íons cromo, podendo ser utilizada com eficiência na remoção de metais em efluentes industriais.

Ofta hämtas forskning inom Human Resource (HR) och Human Resource Management (HRM) från företagsekonomiska institutioner. Begreppsbildningen präglas av management och organisationsteori med fokus hur funktionen skapar det bästa värdet för organisationen. Här finns som jag ser det en lucka att fylla. Det här är en uppsats i den praktiska kunskapens teori. Med utgångspunkt i främst hermeneutiken samt Dreyfus och Dreyfus inlärningssteg undersöker jag HR-partnerns yrkeskunnande och jag problematiserar handlingsutrymmets betydelse för detta yrkeskunnande. Jag har genomfört fyra djupintervjuer med två HR-partners, en HR-chef och en chef som är kund hos HR-avdelningen. Uppsatsen visar att i den kommun jag undersökt och givit det fingerade namnet Ärlanda, inte främst är de formella strukturerna som avgör hur HR-partnern handlar. Ju bättre förvaltningens förväntningar stämmer överens med HR-funktionens uppdrag och den enskilda HR-medarbetarens samlade kunskap och erfarenhet, desto större blir handlingsutrymmet. Det leder till att HR partnern kan handla och arbeta förebyggande och långsiktigt. Risken som jag ser är att HR-funktionen i sin strävan att utgöra ett professionellt HR-stöd med standardiserade rutiner som underlättar för organisationens chefer även låser fast sin egen yrkesutövning vid enklare rutinartade arbetsuppgifter. På sikt riskeras att förmågan att handla klokt i den enskilda situationen gå förlorad. / It is common, that research in the area of Human Resource (HR) and Human Resource Management (HRM),  is placed at schools of business and administration. The conceptualization is characterized by management and organization theory, focusing on how the function creates the best value for the organization. Here, as I see it, is a gap to fill. This essay, built on the theory of practical knowledge, is primarily based on hermeneutics and Dreyfus and Dreyfus's learning theory.  I investigate the professional skills of the HR-partner and I problematize about the importance of the latitude of the HR partner's professional skills. I have conducted four deep interviewers with; two HR-partners, one HR-manager, and one manager who is the customer of the services of the HR-department. The essay shows that in the municipality I have investigated, which I have given the fictive name Ärlanda, it is not primarily the formal structures that determine how the HR-partner is acting. The latitude for the HR-partner to act and use all his or her work skills is dependent upon a consistency between the expectations of the business, the mission of the HR-department and the individual HR employee's experiences. This will give a space to act in prevention and work with issues at the long range term. Otherwise, as I see it, there is a risk in the endeavor of the HR-department to provide professional HR support with standardized procedures that ease the work of the managers in the organization. This risk is that the professional skills of the HR-partner get occupied by the routine assignments. In the long run, this will be at the expense of the ability to act wisely in the specific situation.

Магистерская диссертации посвящена проектированию технологии обучения в целях развития транспрофессиональных компетенций персонала. В теоретической части рассматриваются аспекты проектирования технологии обучения персонала при переходе к тримодальной организации. В практической части описывается общая характеристика исследуемой компании, проводится анализ кадрового состава, а также анализируется HR-бизнес-процесс «Обучение персонала» в ПАО Сбербанк. На основании этих результатов был разработан проект по развитию транспрофессиональных компетенций персонала. / The master's thesis is devoted to the design of training technology for the development of personnel's TRANS-professional competencies. In the theoretical part, the aspects of designing the technology of personnel training in the transition to a trimodal organization are considered. The practical part describes the General characteristics of the company under study, analyzes the personnel structure, and analyzes the HR-business process "personnel Training" in Sberbank. Based on these results, a project was developed to develop the staff's TRANS-professional competencies.

Ledarskapsteori är ett viktigt ämne inom forskning, för att göra det möjligt att optimera prestation och trivsel hos medarbetare i organisationer. Det skapar även möjligheter för ledare att anpassa sig efter sina medarbetare och skapa trivsamma och produktiva arbetsplatser.   Denna studie undersöker sambandet mellan ålder och ledarskapspreferenser hos HR-anställda i Sverige. HR-anställda ansågs vara relevanta att studera då de har stor påverkan på hälsan hos alla anställda på en arbetsplats. Studien utfördes i form av en enkät som besvarades av 221 respondenter, där 21 frågor från instrumentet Multifactor Leadership Questionnaire, MLQ, besvarades. Frågorna mätte ledarstilarna Transformativt ledarskap, Transaktionellt ledarskap samt Laissez faire-ledarskap. Dessutom togs hänsyn till fyra olika generationsindelningar i studien; Baby Boomers, Generation X, Generation Y och Generation Z. Dessa representerar åldern på den arbetskraft som befinner sig på arbetsmarknaden idag.   Resultatet visade på ett negativt samband mellan ålder och preferens för transformativt ledarskap, vilket indikerar att yngre personer föredrar ledare som är mer transformativa i sitt ledarskap. Det fanns även samband mellan preferens för olika ledarstilar, vilket tyder på att en ökad preferens för en av ledarstilarna indikerar en högre preferens för ytterligare en ledarstil. Studien ställer sig kritisk till generationsindelningar, då det inte fanns några signifikanta skillnader mellan preferenserna hos individer från olika generationer. / Leadership theory is an important subject within research, to create information and knowledge of how leadership preferences can differ between individuals. It also creates an opportunity for leaders to adapt their leadership to different co-workers and create healthy workplaces.   The purpose of this study was to investigate the correlation between age and leadership preference in HR-employees in Sweden. HR-employees was considered to be relevant since they are accountable for the health of all employees at a workplace. A survey was conduced, where the 221 respondents answered 21 questions from the questionnaire Multifactor Leadership Questionnare, MLQ. The questions measured the leadership types Transformative leadership, Transactional leadership and Laissez-faire leadership. Four generations were also considered; Baby Boomers, Generation X, Generation Y and Generation Z, which represent the age of the workforce in Sweden at the time the study was conducted.   The study found a negative correlation between age and preference for Transformative leadership, which indicated that younger people prefer leaders who are transformative in their leadership. There were also correlations between preferences for different leadership types, where a higher preference for one leadership type also indicated a higher preference for another leadership type. The study is critical to dividing and judging people based on generation, since there were no differences between the preferences in individuals from different generations.

Im ersten Teil wurde Probenvorbereitungs-Methoden und instrumentelle Methoden zur Organofluor-Bestimmung verglichen, um Vor- und Nachteile bei der Summenparameter-Analytik von per- und polyfluorierten Alkylverbindungen (PFAS) zu identifizieren. Daher wurden Oberflächenwasserproben aus der Spree in Berlin und Industrieabwasserproben mit zwei PFAS-Summenparametern analysiert – dem extrahierbaren (EOF) und dem adsorbierbaren organisch gebundenen Fluor (AOF). Beide PFAS-Summenparameter wurden mit zwei fluorsensitiven Detektionssystemen analysiert – Hochauflösender Kontinuumstrahler-Graphitofen Molekülabsorptionsspektrometrie (HR-CS-GFMAS) und combustion Ionenchromatographie (CIC). HR-CS-GFMAS erwies sich im Vergleich zu CIC als der empfindlichere und schnellere Ansatz mit höherer Präzision. Im zweiten Teil wurde eine neue Methode zur PFAS-Summenparameteranalyse und EOF-Bestimmung in Bodenproben auf Basis von HR-CS-GFMAS entwickelt und optimiert. EOF-Massenanteile wurden bei mehrfacher Extraktion und Nutzung der Festphasenextraktion (SPE) zur Entfernung anorganischen Fluors untersucht. Bei einem Vergleich der optimierten Methode mit und ohne SPE zeigte sich eine drastische Diskriminierung von Organofluor-Verbindungen mittels SPE. Im dritten Teil wurden Organofluor-Massenbilanzen in aquatischen Systemen anhand von Oberflächenwasser- und Schwebstoffproben (SPM) untersucht. SPM-Proben wurden mit vier komplementären Analysemethoden analysiert – target und non-target, direct total oxidizable precursor assay (dTOPA) und EOF. Daher wurden drei Organofluor-Massenbilanzansätze für die räumlich und zeitaufgelöste SPM-Probenanalyse verwendet: (I) Identifizierung von oxidierbaren PFAS-Vorläufer, (II) Identifizierung des Anteils der identifizierten und nicht identifiziertes EOF und (III) PFAS-target, PFAS dTOPA, non-target-Screening und EOF-Analyse, um das nicht identifizierte EOF aus Ansatz (II) weiter zu entschlüsseln. / In the first part, a comparison of sample preparation and instrumental methods for organofluorine determination was used to identify advantages and disadvantages in sum parameter analysis of per- and polyfluoroalkyl substances (PFASs). Therefore, surface water samples from the Spree River in Berlin, Germany and industrial effluent samples were analyzed using two PFAS sum parameters – the extractable (EOF) and adsorbable organically bound fluorine (AOF). Both PFAS sum parameters were analyzed using two fluorine sensitive detection systems – high-resolution-continuum source-graphite furnace molecular absorption spectrometry (HR-CS-GFMAS) and combustion ion chromatography (CIC). HR-CS-GFMAS turned out to be the more sensitive and faster approach accompanied with higher precision compared to CIC. In the second part, a new method for PFAS sum parameter analysis and EOF determination in soil samples based on HR-CS-GFMAS was developed and optimized. EOF mass fractions were investigated upon multiple extraction and utilization of solid phase extraction (SPE) for inorganic fluorine removal. In a comparison of the optimized method with and without SPE, a highly biased discrimination of organofluorines using SPE was shown. In the third part, organofluorine mass balances were investigated in aquatic systems using surface water and suspended particulate matter (SPM) samples. SPM samples were analyzed using 4 complementary analytical methods – target and non-target HRMS, direct total oxidizable precursor assay (dTOPA) and EOF. Therefore, 3 organofluorine mass balance approaches were used for SPM sample analysis in spatial and time resolved manner: (I) Identification of oxidizable PFAS precursors, (II) Identification of the proportion of identified and unidentified EOF and (III) PFAS target, PFAS dTOPA, non-target screening and EOF analysis to further unravel the unidentified EOF from approach (II).

The research entailed an exploration of the design of job descriptions (JDs) in the South African Police Service (SAPS). A JD represents an official document that defines general duties, tasks, and related job responsibilities. It details the job features and the essential abilities required to perform the job. JDs are fundamental and vital to outline the job duties harmonised with the relevant organisation’s policy, ethos, goals, mission, and vision. Participants in this study were purposefully chosen to conduct semi-structured interviews and focus groups with information-rich SAPS Human Resource (HR) practitioners from both the support and operational career streams, to gain their insights into and viewpoints on the JD processes in the SAPS. The National Head Office: Divisions: Human Resource Utilisation (HRU) and Operational Response Service (ORS) and the information-rich provincial HR practitioners who support and monitor the implementation of JDs in the SAPS were included in this study. The participants were asked to answer open-ended questions that aimed to explore the design of JDs in the SAPS. The interviews were recorded with the participants’ permission. The recorded information was translated verbatim and analysed. The six fundamental themes that emerged are: value and benefits of JDs; processes to coordinate and monitor JDs to ensure effective management; the potential of JDs to enhance police performance; knowledge and skills for designing JDs; attitudes, experiences, and challenges of JDs; and recommendations of electronic JD systems. The topics were delineated using direct quotations from the participants as gained during the interviews. Opinions, experiences, administrative aspects, and criticism of the various features of JDs in the SAPS was explored. In summary, the research recommendations and conclusion were given. The results of this study show there are several factors that can enable and optimise inclusion in the effective designing process of JDs in the SAPS. / Ucwaningo lubandakanya ukuhlolisiswa komdwebo wezincazelo zemisebenzi (JDs) eNingizimu Afrika Amaphoyisa (SAPS). I-JD imelela idokhumenti esemthethweni echaza imisebenzi ejwayelekile, imisebenzi, kanye nemithwalo yemisebenzi ehlobene. It ichaza izici zomsebenzi kanye namakhono abalulekile adingekayo ukuze enze lo msebenzi. I-JDs iyigugu futhi ibalulekile ukuchaza imisebenzi ehambisana nomgomo wenhlangano efanele, izinhloso, izinhloso, umsebenzi kanye nombono. Abahlanganyeli kulolu cwaningo babekhethwe ngenhloso yokuqhuba izingxoxo ezihleliwe kanye namaqembu okugxila abasebenza nge-SAPS Human Resource (HR) abaqeqeshiwe abavela kuzo zombili ukusekela nokusebenza kwemifudlana yomsebenzi, ukuze bathole ukuqonda kwabo kanye nokubukwa kwizinhlelo ze-JD kuma-SAPS. I-Ofisi Eyinhloko Kazwelonke: Izigaba: Ukusetshenziswa Kwemithombo Yabantu (HRU) kanye ne-Operational Response Service (ORS) kanye nabasebenzi abacebile be-HR esifundazweni abanolwazi abaxhasa futhi baqaphe ukuqaliswa kwe-JDs kuma-SAPS bafakiwe kulolu cwaningo. Abahlanganyeli babuzwa ukuthi baphendule imibuzo evulekile ehlose ukuhlola ukuklama kwama-JD ku-SAPS. Lezi zincwadi zabhalwa nemvume yabahlanganyeli. Ulwazi olurekhodiwe luhunyushwe ngokucacile futhi luhlaziywe. Izingqikithi eziyisithupha eziyisisekelo ezivela ziyizi: inani nenzuzo ye-JDs; izinqubo zokuxhumanisa nokuqapha i-JDs ukuqinisekisa ukuphathwa okuphumelelayo; ikhono lama-JDs ukuthuthukisa ukusebenza kwamaphoyisa; ulwazi namakhono wokwakha i-JDs; isimo sengqondo, okuhlangenwe nakho, nezinselelo ze-JDs; kanye nezincomo zezinhlelo ze-JD zobuchwepheshe. Izihloko zachazwa ngokucaphuno okuqondile kusuka kubahlanganyeli njengoba zitholakale ngesikhathi sokuxoxisana. Imibono, okuhlangenwe nakho, izici zokuphatha, nokugxeka izici ezihlukahlukene ze-JDs ku-SAPS kuhlolwe. Ngamafuphi, izincomo zocwaningo nesiphetho zanikezwa. Imiphumela yalolu cwaningo ibonisa ukuthi kunezici eziningana ezingasiza futhi zenzeke ukufakwa ekusebenzeni okuphumelelayo kwe-JDs kuma-SAPS. / Phuputso e kenyeletsa ho hlahloba moralo oa litlhaloso tsa mosebetsi (JDs) Lefapheng la Mapolesa a Afrika Boroa (SAPS). JD e emela tokomane ea molao e hlalosang mesebetsi e tloaelehileng, mesebetsi le mesebetsi e amanang le mosebetsi. E hlalosa lintlha tsa mosebetsi le bokhoni ba bohlokoa bo hlokahalang bakeng sa ho etsa mosebetsi. Li-JDs ke tsa motheo le tsa bohlokoa ho hlalosang mesebetsi e lumellanang le leano la mokhatlo o hlophisitsoeng, litokelo, lipakane, mosebetsi le pono. Barupeluoa thutong ena ba ne ba khethiloe ka boomo ho etsa lipuisano tse hlophisitsoeng hantle le lihlopha tse tsepamisisang maikutlo le basebeletsi ba ruileng ba SAPS Human Resource (HR) ba tšehetso le litšebeletso tsa mesebetsi e le hore ba fumane litlhaloso tsa bona le maikutlo a bona ka ts'ebetso ea JD SAPS. Lekala la Sechaba: Likarohano: Tšebeliso ea Lisebelisoa tsa Botho (HRU) le Tšebeletso ea Likarabo tsa Ts'ebetso (ORS) le basebetsi ba ruileng ba profinseng ba HR ba tšehetsang le ho shebella ts'ebetsong ea JDs ho SAPS ba kenyelelitsoe thuputsong ena. Barupeluoa ba ile ba botsoa hore ba arabe lipotso tse bulehileng tse neng li reretsoe ho hlahloba moralo oa JDs ho SAPS. Lipuisano li ngotsoe ka tumello ea barupeluoa. Boitsebiso bo tlalehiloeng bo fetoletsoe ka mantsoe le ho hlahlojoa. Lihlooho tse tšeletseng tsa bohlokoa tse hlahang ke: boleng le melemo ea JDs; e sebetsana le ho hokahanya le ho hlahloba li-JD ho etsa bonnete ba hore tsamaiso e nepahetseng; bokhoni ba JDs ho ntlafatsa ts'ebetso ea mapolesa; tsebo le bokhoni ba ho theha JDs; boikutlo, liphihlelo le mathata a JDs; le litlhahiso tsa mekhoa ea JD ea elektronike. Lihlooho li hlalositsoe ka litlhaloso tse tobileng ho tsoa ho barupeluoa tse fumanoang nakong ea lipuisano. Maikutlo, liphihlelo, likarolo tsa tsamaiso, le ho nyatsa likarolo tse sa tšoaneng tsa JDs li SAPS li ile tsa hlahlojoa. Ka kakaretso, liphuputso le liphello li ile tsa fanoa. Liphello tsa phuputso ena li bonts'a hore ho na le lintlha tse 'maloa tse ka khonang le ho ntlafatsa ho kenngoa tshebetsong e sebetsang ea ho qapa li-JDs ho SAPS. / Police Practice / D. Litt. et Phil. (Police Science)

The diploma thesis is focused on the Investors in People standard which is the only internationally recognized system for managing and developing human resources. It deals with the IIP characteristics, advantages, situation in the Czech Republic and its comparation with other models. In the practical part of the thesis the IPP influence is shown in the OLHO-Technik Czech, s.r.o. firm and the implementation process is described. The analysis was focused on the selected personnel processes and documentation in the firm based on the IPP principles. Finally the discussion with employees was made as a part of a qualitative research. The aim of the thesis is to approach the IIP standard to the Czech firms, support its diffusion and offer solution for improvement in the OLHO-Technik Czech, s.r.o. company in the HR field for consequential IIP recertification.

Made available in DSpace on 2016-04-25T16:45:03Z (GMT). No. of bitstreams: 1 Mestrado_PUC_SP_Decio_Forni_2005.pdf: 2631852 bytes, checksum: a3771d261c48405ed26df7aae4e6979b (MD5) Previous issue date: 2005-05-16 / The research explores the Innovation opportunity that Human and Organizational Development areas HOD ( that brings the space of traditional Human Resources HR with the emergence of Corporative Universities, among other Organizational Development politics) becomes to having with de demand of information of non-financial assets from the several external and internal clients of the organizations. The Corporative Governance practices start to demanding more internal information also. Meanwhile, the research brings evidences that the People Management areas have been having difficulties to obtain fastly relevant information from the non-financial capital, enabling to evaluate that an innovative phocus to develop platforms with flexible technologies would turn easyer these tasks. Exploratory researches contribute with the theorycal revision in Governance and Strategic Management and a Case Study of the area of Software shows, from the perspective of a large Brazilian corporation client, that the search for innovation for HOD strengthen its role among the leaders, growing its chances to competing in the future for positions in the top management. Human and competitive management that can bring good consequences also to society in Brazil. / A pesquisa explora a oportunidade de Inovação que as áreas de Desenvolvimento Humano e Organizacional DHO - (que tomam espaço do RH, dentro de políticas de Universidades Corporativas, entre outras de Desenvolvimento) passam a ter com a demanda de informações sobre ativos intangíveis pelos diversos clientes externos e internos. As práticas de Governança Corporativa passam a exigir mais informações. Entretanto, a pesquisa traz evidências de que as áreas de Gestão de Pessoas têm dificuldade em ter com rapidez informações relevantes dos capitais intangíveis, possibilitando avaliar que um enfoque inovador para desenvolver plataformas com tecnologias flexíveis facilitariam estas tarefas. Pesquisas Exploratórias corroboram a revisão teórica sobre Governança e Gestão Estratégica e um Estudo de Caso da área de software mostra, a partir de uma corporação brasileira que a busca de Inovação por parte do DHO fortalece mais a sua atuação junto aos líderes, aumentando as chances de concorrer futuramente ao alto comando. Gestão competitiva e humana que podem trazer melhores reflexos para a sociedade no Brasil.