The diploma thesis deals with a proposal for the development of a remuneration system in a selected company using the concept of total remuneration. In the first part, a factual research is used to describe the theory for a better understanding of the issue. The second part includes an analysis of the selected company in terms of internal and external influences. The third part presents suggestions for change, including an economic evaluation of costs and benefits.

This thesis deals with area of satisfaction and motivation of employees in selected company. The first part describes theoretical aspects of motivation and its impact on human and his work performance. The practical part analyzes the motivation and satisfaction of employees by questionnaire survey. Subsequently recommendations for improving the current situation and increasing employee satisfaction are proposed which will lead to their more effective work performance.

Cada vez más las empresas le dan mayor importancia a su capital humano, es por ello que se han generado nuevas tendencias de gestión en pro de las personas, a fin de alinearlas a la cultura, visión, misión y valores de la empresa. Sin embargo, hay empresas que no son conscientes que un trabajador feliz y motivado puede rendir mucho más de lo esperado. Más aún si la comparamos de uno que recibe un trato indiferente. No obstante, somos conscientes de que esto promueve la proactividad de ciertos trabajadores quienes se organizan y deciden celebrar ciertas fechas que consideran importantes para el resto del grupo, o que simplemente los motivan a trabajar en un entorno positivo y energético. Por otra parte, este tipo de organización no dispone de mucho tiempo ni recursos para poder desarrollar sus eventos de una manera eficiente, resultando a veces hasta un poco incómodo para alguno de los integrantes del mismo grupo. Es aquí donde nace nuestra oportunidad de negocio, partiendo inicialmente la idea para organizar la celebración ideal de los oficinistas facilitándoles la logística que implica la misma y para mejorar su eficiencia fomentando un mejor clima laboral. Muchos dirán que cada trabajador es quien determina su felicidad y permanencia en la empresa. Sin embargo, la mayor responsabilidad ante esta situación la asume el Área de Recursos Humanos. Es por ello que mediante nuestra propuesta también apuntamos a cerrar negocios con RRHH de distintas empresas, aportando valor a su gestión. Sobre la parte financiera, La box necesita una inversión total de S/ 75,515.00 soles de los cuales, el 40% es aportado por los socios y el 60% restante será financiación. El financiamiento asciende a un importe de S/ 45,309.00 soles. Se ha determinado que es un proyecto sostenible en el tiempo, con un riesgo bajo y con un COK de 26.26%. / More often, these days, companies give more importance to their human capital, which is why new management trends have been generated for people, in order to sync them with the company's culture, vision, mission and values. However, there are companies that are not aware that a happy and motivated worker can perform much more than expected. Even more, if we compare it to one who receives indifferent treatment. However, we are aware that this promotes the proactivity of certain workers who organize and decide to celebrate certain dates that they consider important for the rest of the group, or that simply motivate them to work in a positive and energetic environment. On the other hand, this type of organization does not have much time or resources to develop its events in an efficient way, sometimes resulting a little uncomfortable for any of the members of the same group. This is where our business opportunity born, initially starting the idea to organize the ideal celebration of the office workers by providing them with the logistics involved and to improve their efficiency by promoting a better working environment. Many will say that each worker is the one who determines their happiness and permanence in the company. However, the greatest responsibility for this situation is assumed by the Human Resources Area. That is why, through our proposal, we also aim to close business with HR from different companies, adding value to their management. / Trabajo de investigación

Non-formal adult education and training (NFET) in South Africa was adopted in 1990 with the aim to respond to the learning needs of adults who do not have access to formal education; to increase their employment opportunities; to reduce the high rates of poverty in the country and to enhance social inclusion (Aitchison, 2007:2-4). The study was informed by a concern that graduates from NFET centres in KwaZulu-Natal continue being unemployed and excluded from the labour market. The goal of the study was to assess the enabling environments (internal and external) of non-formal adult education and training centres in enabling trainees’ employment and poverty reduction in KwaZulu-Natal. The researcher used the mixed methods research approach in conducting the study. Quantitative data was gathered through a survey and qualitative data by means of multiple-case studies and interviews. A total sample of 472 participants was drawn from 21 centres in four districts of KwaZulu-Natal (KZN). The study’s findings indicate that at micro-level, the internal training delivery environments are significantly effective in contributing to technical and business skills acquisition. At macro-level, the policies, regulations and institutional environments create external enabling environments to foster skills utilisation in the labour market. However, at meso-level (centre level), the weak institutional centre linkages result in graduates not having access to essential post-training support, community resources, public goods and services which could enable them to access employment in KwaZulu-Natal. The study concludes that NFET programmes can foster adult trainees’ employment if the centres create adequate linkages with external enabling environments for skills utilisation in the labour market in KwaZulu-Natal. Adult centres that focus on self-employment in income-generating activities are more likely to create external enabling environments in terms of formal and informal linkages with other stakeholders who provide post-training support to graduates. The study proposes an integrated framework for NFET centres to create the internal and external enabling environments for wage-employment and/or self-employment of NFET graduates in KwaZulu-Natal. To ensure that the adult NFET programmes lead to employment, a key recommendation from the study is that centre managers should establish strong institutional linkages with community leaders, public agencies and private sectors from the beginning of the training programmes. / Thesis (PhD)--University of Pretoria, 2014. / tm2015 / Social Work and Criminology / PhD / Unrestricted

The study investigated how principals discharge their responsibilities with regard to educator professional development and what factors, if any, assist or hinder principals in the execution of their responsibilities for educator professional development. The following research question informs this study: "What role do principals play in educator professional development in secondary schools in Gauteng Province?" The theoretical framework used in this study is that of human capital theory. In the words of Van Loo and Rocco (2004:99), human capital theory is "an economic approach to the evaluation of the costs and benefits of the investment in skills and knowledge", and in this regard, it implies investment in people themselves in education and training with a view to enhance economic productivity and competence, in this case, educational output. The study followed a qualitative research design wherein data were collected through semi-structured interviews with principals and two educators in four secondary schools, two fee-paying and two no-fee paying schools, in Gauteng Province. The sampling method used was convenience sampling because of practical constraints, namely, time and costs, involved. This study found that principals do play a role, though not appropriately, in educator professional development in secondary schools. In some schools, it was found that proper management of professional development programmes was non-existent, and this led to educators being not clearly sure of what role their principals play exactly in their professional development. Principals indicated that most professional development activities were carried out by the district offices. Some principals were not certain of what the scope of professional development entails and in this way, they were not quite sure where exactly development was required. It became evident that the Integrated Quality Management System (IQMS), as a developmental tool, was reported not to be efficiently implemented in most schools in this study, and challenges faced were also attributed to poor management of the process by the Staff Development Team (SDT), including the principals. / Dissertation (MEd)--University of Pretoria, 2016. / Education Management and Policy Studies / MEd / Unrestricted

Business travel has become a considerable part of the daily lives of scarce human resources. Adding to the frustration is the requirement to travel with the current available modes of transport in developing countries, which effectively create a constraint in the ability of scarce human resources to apply their limited time more effectively.This study seeked to understand how and why business travel impacts the productivity of scarce human capital as well as how alternative methods of travel can contribute to increased productivity. In the study the researcher aimed to determine if an on-demand air travel service could be viable in a dynamic market such as South Africa and if so, what value a successful implementation will add to a company and the country.The research was conducted by making use of a descriptive quantitative study over two populations namely business travellers and aircraft pilots. This allowed the researcher to answer the three research questions that were identified.The study has found that not only productivity, but also the work-life balance of scarce human capital is affected negatively by the requirement to conduct business travel. It was also found that on-demand air travel could soon be a viable alternative mode of transport in dynamic markets, which would contribute to improved productivity levels of scarce human capital. This in turn will stimulate company growth and ultimately increase the overall economic growth of the country. / Dissertation (MBA)--University of Pretoria, 2012. / Gordon Institute of Business Science (GIBS) / unrestricted

This study examines the pattern of unemployment duration of African immigrants in Sweden as well as the effect of emigration origin, age, gender, level of education and family characteristics on the probability of getting a job upon arrival. The study is based on PLACE-database; the dataset is restricted to individuals born in Africa who immigrated to Sweden during the period of 1994-2008. Results from the Kaplan–Meier estimators and Proportional Hazard Models indicate that unemployment duration and the relative risk of getting a job upon arrival vary according to emigration origin and gender differences. In fact, immigrants from Somalia experience longer unemployment duration than Sub Saharan and North African immigrants. Additionally, African women are more likely to experience longer unemployment duration in comparison to men. Women from Sub Saharan Africa experience shorter unemployment duration in comparison to Somalis and North African ones. On the contrary, there are North African men who experience shorter unemployment duration than men from Sub- Saharan African and Somalia. The results also indicate that the relative risk of leaving unemployment upon arrival also differ by gender and region of emigration. In fact, men experience higher relative risk of leaving unemployment in comparison to women. In addition, the gender gap is found to be much more remarkable among the North African immigrants in comparison to Somalis and Sub Saharan ones. Furthermore, the possibility of leaving unemployment upon arrival decreases with age and childbearing, moreover holding university education increases the relative risk of leaving unemployment upon arrival.

La valoración del capital humano contrasta la manera habitual de evaluar el rendimiento de las personas en las organizaciones, tomando en cuenta las diversas opiniones de los autores que han realizado estudios referentes al tema. Por ello, se propone un mínimo de criterios, generalmente aceptados, para calificar al capital humano a nivel corporativo según las necesidades de información requeridas por las empresas. De esta manera, se pretende generar una ventaja competitiva en un contexto altamente dinámico que, en la actualidad, prioriza el conocimiento y habilidades blandas, sustentándolas a través de indicadores que permitan tomar las mejores decisiones de gestión. Este estudio contiene una amplia investigación que analiza los factores más importantes que repercuten en el desempeño de las personas dentro de las organizaciones. Se estableció seis criterios que sirvieron como guía del desarrollo de este trabajo, tomando en cuenta que el entorno laboral es muy competitivo y requiere que las empresas revisen permanentemente sus procesos mediante el desarrollo de metodologías adecuadas, favoreciendo la capacidad creativa de las personas y, en consecuencia, su aprendizaje. La literatura indica que no hay un acuerdo universal para determinar los factores que evalúen íntegramente la capacidad productiva de las personas, es decir, existen diversas propuestas para medir el capital humano según el sector del mercado en el que compite la organización, por lo que no es posible calificar la gestión del capital humano con un solo criterio. En términos generales, esta investigación está orientada a buscar aquellos aspectos en común que conlleven a evaluar de manera unánime el rendimiento humano, ya que permite identificar a aquellos colaboradores que poseen un alto potencial como próximos generadores de valor, independientemente de la organización en la que se encuentren. Asimismo, estas cualidades pueden potenciarse permanentemente a través de capacitaciones que incluyan diversos programas formativos con la finalidad de contar con un personal debidamente calificado. / The valuation of human capital is based on the usual way of evaluating the performance of people in organizations. Therefore, a minimum of criteria, generally accepted, is proposed to qualify human capital at corporate level according to the information needs required by companies. In this way, it is intended to generate a competitive advantage in a highly dynamic context that, at present, prioritizes knowledge and soft skills, supporting them through indicators that respond to the best management decisions. This study contains an extensive research that analyzes the most important factors that affect the performance of people within organizations. Six criteria were established that served as a guide for the development of this work, taking into account that the work environment is very competitive and requires companies to permanently review their processes through the development of appropriate methodologies, favoring the creative capacity of people and, consequently, their learning. The literature indicates that there is no universal agreement to determine the factors that are fully evaluated the production capacity of people, that is, there are many possibilities to measure human capital according to the sector of the market in which the organization competes, so that it is not possible to qualify the management of human capital with only one criterion. In general terms, this research is oriented to look for those aspects in common that lead to universally evaluate the performance of human resources, since it allows to identify those collaborators with high potential that will be generators of value, independently of their organizations. Also, these qualities can be permanently enhanced through skills that include various training programs in order to have a qualified staff. / Trabajo de Suficiencia Profesional

En este trabajo se exponen investigaciones relevantes que discuten los efectos que las Fusiones y Adquisiciones (F&A) tienen sobre las variables empresariales, con particular énfasis sobre la construcción y destrucción de valor. Para este fin, se analizan las variables de estrategia gerencial, creación de valor, función comercial, capital humano, aspectos operativos y tecnológicos y gobierno corporativo. Finalmente, a la luz de la información bibliográfica revisada, y con la finalidad de que pueda servir de apoyo a las empresas para la toma de decisiones en relación a los procesos de F&A, se recomienda llevar a cabo un estudio empírico que permita cuantificar los efectos sobre las variables empresariales e identificar cuáles son las condiciones que favorecen el éxito de las F&A. / This paper presents relevant research that discusses the effects that Mergers and Acquisitions (M&A) have on business variables, with particular emphasis on the construction and destruction of value. For this purpose, the variables of management strategy, value creation, commercial function, human capital, operational and technological aspects, and corporate governance are analyzed. Finally, in light of the bibliographic information reviewed, and with the objective that it can serve to companies as a support for decision making in relation to M & A processes, it is recommended to carry out an empirical study to quantify the effects on the business variables and identify which are the conditions that favor the success of the M & A. / Trabajo de Suficiencia Profesional

Conferencia realizada el 6 de setiembre de 2018 en el Auditorio Bancalari del Campus Monterrico en la Universidad Peruana de Ciencias Aplicadas (UPC). / Webinar realizado por Dave Ulrich respecto como se puede crear valor de valor a través de los Recursos Humanos. Además contó con la participación de los expertos Bret Rogers, José Ascarza y Alejandra D'Agostino.