Thesis (M.S.)--Virginia Polytechnic Institute and State University, 1993. / Vita. Abstract. Includes bibliographical references (leaves 47-51). Also available via the Internet.

Thesis (Ph. D.)--University of Texas at Austin, 2002. / Supervisor: Frank Wicker. Vita. Includes bibliographical references. Also available from UMI.

Dissertation (Ph. D.)--University of Akron, Dept. of Psychology, 2005. / "August, 2005." Title from electronic dissertation title page (viewed 12/27/2005) Advisor, Robert G. Lord; Committee members, Steven R. Ash, Rosalie J. Hall, Paul E. Levy, Aaron M. Schmidt; Department Chair, Linda M. Subich; Dean of the College, Charles B. Monroe; Dean of the Graduate School, George R. Newkome. Includes bibliographical references.

This master thesis is focused on employees evaluation system / performance management in adidas ČR s.r.o. The important part of the thesis is the description of the system's design and analysis of its current functioning. Apart from the method of description also the personal interviews (with company`s managers) and the on-line questionaire (for the employees) were used to identify the biggest areas for improvement and to propose steps leading towards it. Results of this thesis represent the guidelines and ways to make the evaluation system in adidas ČR s.r.o. better functioning and more efficient.

Enterprise Systems like customer-billing systems or financial transaction systems are required to process large volumes of data in a fixed period of time. Those systems are increasingly required to also provide near-time processing of data to support new service offerings. Common systems for data processing are either optimized for high maximum throughput or low latency. This thesis proposes the concept for an adaptive middleware, which is a new approach for designing systems for bulk data processing. The adaptive middleware is able to adapt its processing type fluently between batch processing and single-event processing. By using message aggregation, message routing and a closed feedback-loop to adjust the data granularity at runtime, the system is able to minimize the end-to-end latency for different load scenarios. The relationship of end-to-end latency and throughput of batch and message-based systems is formally analyzed and a performance evaluation of both processing types has been conducted. Additionally, the impact of message aggregation on throughput and latency is investigated. The proposed middleware concept has been implemented with a research prototype and has been evaluated. The results of the evaluation show that the concept is viable and is able to optimize the end-to-end latency of a system. The design, implementation and operation of an adaptive system for bulk data processing differs from common approaches to implement enterprise systems. A conceptual framework has been development to guide the development process of how to build an adaptive software for bulk data processing. It defines the needed roles and their skills, the necessary tasks and their relationship, artifacts that are created and required by different tasks, the tools that are needed to process the tasks and the processes, which describe the order of tasks.

The purpose of the study was to determine the developmental needs of HRD practitioners in selected departments of the South African Public Service. Developmental needs as an independent variable and the role of HRD practitioners – marketing HRD interventions, conducting training needs analyses, designing and developing HRD interventions, implementing HRD interventions, and monitoring, evaluating and giving feedback on HRD interventions - were investigated. A sample of seventy (70) HRD practitioners working in seven public service departments was drawn. The developmental needs to market HRD interventions, conduct training needs analyses, design and develop HRD interventions, implement HRD interventions, and monitor, evaluate and give feedback on HRD interventions were determined within and between HRD practitioners and public service departments to establish differences and similarities. Results averred that HRD practitioners have developmental needs to perform the abovementioned functions. However, compared to Blacks and Whites, Coloureds and Indians seem to have more developmental needs in marketing, conducting training needs analysis, implementing HRD interventions and generic HRD skills. HRD practitioners from the departments of Health and Transport seemed to have more developmental needs in conducting training needs analyses and designing and developing HRD interventions when compared to other public service departments. Females need more development in marketing and implementing HRD interventions than males. HRD practitioner developmental needs in implementing, monitoring, evaluating, and giving feedback on HRD interventions were the same for all age groups. HRD practitioners in the department of Health and Transport need more development in generic skills compared to other departments. However developmental needs on generic skills are the same for all age groups. / Dissertation (MCom)--University of Pretoria, 2012. / Human Resource Management / unrestricted

The thesis aims to analyse the content of the performance management of teachers at an elementary school. The theoretical part first defines basic terms of human resources and the latest concept of human resource management. Subsequently, the individual terms of the core area of performance management are introduced. A specification of the target organization concludes the theoretical part. The research section reveals the application of the individual components of performance management in a real environment of particular elementary schools. It was chosen the quantitative research for the research survey, particularly the technology questioning. It was used the method of semi-structured interviewing technique and the content analysis of school documents for consistency. The final section is devoted to a summary of results and the achievement of project objectives.