Este estudo se propôs a identificar os paradoxos existentes entre a intenção manifesta pelas empresas de preocupação com a saúde, bem-estar e qualidade de vida dos trabalhadores e a realidade praticada pelas mesmas através da gestão de Recursos Humanos. Os dados foram obtidos com pesquisa documental e tiveram como fonte os seguintes materiais que foram submetidos ao meu enfoque de pesquisa: publicações das melhores empresas para trabalhar de 2007, VII Congresso de stress da ISMA-BR/IX Fórum Internacional de Qualidade de Vida no trabalho, realizado em 2007 e resultados de pesquisas de dissertações da UFRGS publicadas no período de 31/12/01 à 15/05/07 envolvendo o tema saúde e trabalho. A técnica utilizada para análise dos dados foi o Discurso do Sujeito Coletivo – DSC (LEFÉVRE e LEFÉVRE, 2003) e a Análise de Conteúdo (BARDIN, 1979). Os pressupostos teóricos que fundamentaram o estudo foram constituídos por um conjunto bastante extenso e diversificado de autores, caracterizando a abrangência e interdisciplinaridade do estudo nas seguintes áreas: psicodinâmica do trabalho, psicologia social, sociologia do trabalho, sociologia da educação e administração de RH. Os resultados obtidos apontam para quinze paradoxos em relação à saúde do trabalhador nas práticas de gestão de RH, que em suma evidenciam que a questão da saúde no trabalho está subordinada à necessidade prioritária de produtividade das empresas. Assim entre a intenção e a prática há uma série de limitações, aqui identificadas como paradoxos, que fazem com que o discurso das empresas de preocupação com a saúde do trabalhador, longe de ser uma realidade, possa ser compreendido como mais uma prática de gestão que visa além de auxiliar na boa imagem da empresa, a submissão do trabalhador à organização. / The purpose of this study is to identify the paradox between company’s manifest intention in health concerning, well being and life quality of labors and the reality practiced through human resource management. The datum were obtained from document research and had wellspring of information the following materials how were submitted to my search: Best companies to work 2007, VII Stress Congress of ISMABR and IX International Forum of Life Quality at work, on 2007 and result of dissertation at UFRGS published between dec/31/2001 and mai/15/2007 involving health and work subject. The technique used to analysis the datum were the Discourse of Collective Subject – DSC (LEFÉVRE and LEFÉVRE, 2003) and the Content Analysis (BARDIN, 1979). The theoretical underpinting to base this study are constitute for one combined very extent and diversify of authors characteristic the range and interdisciplinary of study in the next field of study: work psychodynamics, social psychology, work sociology, education sociology and human resource management. The results indicate for fifteen paradox in respecting to health of labors in the practices of human resource management, so that summary evidence the question of health in the work it’s depend of need for priority of productive the company’s. Like this between intention and the practice have many limited, here identify how paradox, what do the speech of company’s health concerning of labor, far away to be reality, actually to understand how one more practice of management with objective apart from to aid in the good opinion company’s, the submissive of the labor to company’s.

Knowledge-intensive firms (KIFs) depend on their workers’ knowledge assets more than capital- and labour-intensive firms. Knowledge assets, such as human and social capital, enable KIFs to innovate, solve problems, and build relationships. But managing a highly skilled and well-connected workforce presents several HRM challenges – perhaps none more so than hiring. In tight labour markets, workers’ knowledge assets are strategically valuable and rare. To attract knowledge workers, KIFs must signal significant value from entering into employment relationships. They must use hiring strategies that communicate positive organisational attributes (employer branding), as well as HRM practices that entice job seekers (employment inducements).Previous studies on KIFs have focused largely on Western contexts. Few studies have considered HRM by KIFs in developing economies. In China, the focus of this study, KIFs are an emerging organisational form that have grown from privately owned start-ups in high-tech sectors. Such firms encounter hiring challenges at both organisational and external environmental levels. For example, privately owned KIFs face intense labour market competition from state-owned and foreign-invested enterprises for highly skilled workers. This has fuelled upsurges in wages and high turnover. Most private firms are small and vulnerable to market forces, yet scholars know little about their hiring and HRM approaches. Almost no studies have systematically examined hiring as a ‘single’ HRM issue within privately owned Chinese KIFs. By synthesising Western and Chinese HRM literatures, this study developed an analytical framework to explore organisational and external factors that explain variations in KIFs’ hiring strategies and practices. The study conducted interviews with managers and HR workers in seven privately owned KIFs and one state-funded training school.Several case firms had implemented sophisticated strategies that linked hiring with business objectives. Managers and HR workers acquired HRM knowledge from several sources including the Internet and HRM texts, management consultancies, in-house training, the state’s HR qualification, and informal HR clubs. However, firm size and reputation, as well as managers’ tacit beliefs still limited some KIFs’ abilities to attract talented individuals. Firms generally used a wide range of inducements to attract knowledge workers, including competitive salaries, career development, and ‘paternalistic cultures’. Most participants perceived worker referrals, headhunting, and universities to be effective hiring sources. Thus, some firms had developed strategic hiring approaches that enabled them to compete with state-owned and foreign-invested firms. But small KIFs, in particular, must still strengthen their employer branding to offset competition and labour market ‘invisibility’. KIFs must also deliver on their employment inducements, lest they risk high turnover and a loss of valuable human and social capital.

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Bakgrund: De senaste tjugo åren har HR-rollen fått en mer strategisk inriktning men inte haft en stark position i ledningsgruppsmöten. HR-chefer, framförallt inom den privata sektorn, kan känna sig marginaliserade i ledningsgruppsmöten. Deras deltagande i dessa möten kan vara utmanande eftersom de inte alltid får lika stort utrymme som de andra medlemmarna. Det kan bero på att det finns en okunskap och ett ointresse hos de övriga medlemmarna i ledningsgruppen om hur HR-chefen kan bidra strategiskt. Även om HR-chefen blivit tilldelad en stol vid ledningsgruppsmöten kan deltagandet ändå vara tufft. En stol vid ledningsgruppsmöten behöver inte betyda att funktionens frågor blir prioriterade.  Syfte: Studiens syfte är att skapa en förståelse om hur HR-chefen kan stärka sin strategiska roll i ledningsgruppsmöten. Studien riktar främst in sig på HR-chefer inom privat sektor som arbetar i olika branscher. Metod: I studien användes en kvalitativ metod där studiens författare genomförde åtta semistrukturerade intervjuer med olika HR-chefer inom den privata sektorn. HR-cheferna som intervjuades arbetar inom olika branscher och har flera års erfarenhet av HR-arbete. Samtliga HR-chefer som deltagit i studien är medlemmar i verksamhetsledningen och har varit det sedan flera år. En abduktiv ansats användes för att hitta kopplingar mellan det teoretiska och det empiriska materialet.  Slutsats: Studiens slutsats blev att HR-chefers strategiska roll kan stärkas på flera olika sätt. Dels kan HR-chefen själv stärka rollens position och dels kan den stärkas beroende påandras uppfattning och inställning till rollen. Den kan också stärkas av faktorer som HR-chefen inte kan kontrollera, som exempelvis digitaliseringen / Background: For the past twenty years, the HR role has taken a more strategic focus but has not had a strong position in management team meetings. HR managers, especially in the private sector, can feel marginalized in management team meetings. Their participation in this kind of meetings can be challenging since they do not always get as much space as the other members. This may be because there is an ignorance and a lack of interest on the part of the other members of the management team about how the HR manager can contribute strategically. Even if the HR manager has been assigned a chair at management team meetings, participation can still be tough. A chair at the management team meetings does not mean that the function's issues are given priority. Purpose: The purpose of this study is to create an understanding of how the HR manager can strengthen their strategic role in management team meetings. The study mainly focuses on HR managers in the private sector who work in different industries. Method: The study used a qualitative method where the study's authors conducted eight semi-structured interviews with various HR managers in the private sector. The HR managers who were interviewed work in different industries and have several years of experience in the HR function. All HR managers who participated in the study are members of the management team and have been for several years. An abductive approach was used to find connections between the theoretical and the empirical material. Conclusion: The study concluded that the strategic role of HR managers can be strengthened in several different ways. On the one hand, the HR manager themselves can strengthen the role's position and on the other hand, it can be strengthened depending on others' perception and attitude to the role. It can also be strengthened by factors that the HR manager cannot control, such as digitalisation.

The purpose of this study was to make an inventory of how small businesses work with HRM. The study is based on a qualitative research strategy with a deductive research approach. Data collection was conducted through five interviews with managers or HRM practitioners in small businesses. The results of the study show that small businesses work with HRM even though most do not have a specific HRM-manager. How HRM work is organized and carried out is adapted to needs, operations and business strategy. We can distinguish common working methods for HRM in small companies, but we can also state that the working methods differ to some extent between the companies. Clear common denominators are that well-being, participation and family feeling permeate the companies' HRM strategies and how they work with different HRM methods. While some parts of HRM work are more strategic, large parts are of a more informal nature. Our results also show that small businesses can gain benefits by adopting more strategic approaches. / Syfte: Syftet med studien är att inventera på vilka sätt småföretag arbetar med HRM.  Metod: Studien utgår från en kvalitativ forskningsstrategi med en deduktiv forskningsansats. Datainsamlingen har erhållits via fem semistrukturerade intervjuer med HRM-ansvariga från småföretag.  Teori: Studiens teoretiska referensram består av det resursbaserade synsättet, eftersom det är ett synsätt vilket ligger till grund för teorier om HRM. Det följs av en redogörelse för teorier om HRM och dess strategiska utveckling SHRM. För att presentera mer ingående vad tidigare forskning föreslår kring hur organisationer kan arbeta effektivt med HRM, presenteras AMO-modellen följt av identifierade ur HRM-litteraturen, viktiga HRM-metoder. Löpande redogörs för tidigare forskning i småföretag.  Empiri och analys: Respondenter från fem intervjuade småföretag har fått berätta om företagens HRM-arbete. Frågor som ställts har utgått från den teoretiska referensramen och behandlat HRM-arbetets organisering, aktiviteter och utmaningar. Genom att analysera empirin har studiens resultat framkommit.  Resultat: Studiens resultat visar att småföretag arbetar med HRM trots att de flesta saknar specifik HRM-ansvarig. Hur HRM-arbetet organiseras och utövas anpassas efter behov, verksamhet och affärsstrategi. Vi kan urskilja gemensamma arbetssätt för HRM i småföretag, men kan även konstatera att arbetssätten till viss del skiljer sig åt mellan företagen. Tydliga gemensamma nämnare är dock att trivsel, delaktighet och familjekänsla genomsyrar företagens HRM-strategier och hur de arbetar med olika HRM-metoder. Medan vissa delar av HRM-arbetet är mer strategiskt, är stora delar av mer informell karaktär. Resultatet visar att småföretag kan erhålla fördelar genom att anta mer strategiska tillvägagångssätt.

Title: the impact of telework on employees’ perceived productivity – A qualitative study with a Swedish university at the center Level: Student thesis, final assignment for bachelor’s degree in business administration Authors: Rasmus Meller and Elin Sjöberg Supervisor: Jean Claude Mutiganda Date: 2022 - January Background and Purpose: Working from home has not been a widespread phenomenon, but in the spring of 2020 it became increasingly common as the covid-19 pandemic spread around the world. On March 17, 2020, the recommendation came that those who can, should work from home. Many companies then had to change, and employees were forced to work from home. The development of information and telecommunications technology has made teleworking on this scale possible. There are already many studies on how teleworking affects the productivity of employees. However, many of these studies have been carried out under different conditions, which leads to our purpose, which is about how employees' perceived productivity was affected by the shift from office work to telework during the Covid-19 pandemic. Method: The study uses qualitative research that follows an inductive starting point. The data collection method is based on interviews which are then compiled into a result and a subsequent analysis. The interviews were conducted via digital tools with employees at a Swedish university. Results & conclusion: The study shows that employees' perceived productivity is generally the same when they work remotely as when they work in the office. However, the study highlights various factors that have an impact on productivity. The contribution of the degree project: The study contributes to an increased understanding of how employees' perceived productivity is affected by telework and which factors affect. The study also provides advice to organizations on how a strategy or policy can be designed for future work at a distance. Suggestions for further research: We have produced three different proposals for further research in the subject that we think may be interesting. The first is to carry out a multi-case study at several different organizations, the second proposal is to carry out a quantitative study and the third proposal is research that examines the perceived productivity in the long term. Keywords: productivity, Human Resource Management, working from home. / Titel: Distansarbetets påverkan på medarbetares upplevda produktivitet - En kvalitativ studie med en svensk högskola i centrum Nivå: Examensarbete på Grundnivå (kandidatexamen) i ämnet företagsekonomi Författare: Rasmus Meller och Elin Sjöberg Handledare: Jean Claude Mutiganda Datum: 2022 - januari Bakgrund och Syfte: Att arbeta hemifrån har inte varit något utbrett fenomen, under våren 2020 blev det dock allt vanligare då Covid-19 pandemin spred sig över världen. Den 17 mars 2020 kom rekommendationen om att de som kan ska arbeta hemifrån. Det var då många företag som fick ställa om och anställda tvingades arbeta hemifrån. Utvecklingen av informations- och telekommunikationsteknik har gjort att distansarbete i denna skala möjlig. Det finns sedan tidigare många studier på hur distansarbete påverkar produktiviteten hos medarbetare. Många av dessa studier har dock utförts under andra förutsättningen vilket leder till vårt syfte som handlar om hur medarbetarnas upplevda produktivitet påverkats av skiftet från kontorsarbete till distansarbete under Covid-19 pandemin. Metod: Studien använder sig av kvalitativ forskning som följer en induktiv utgångspunkt. Datainsamlingsmetoden bygger på intervjuer som sedan sammanställs till ett resultat och en efterföljande analys. Intervjuerna genomfördes via digitala verktyg med medarbetare vid en svensk högskola. Resultat & slutsats: Studien visar att medarbetares upplevda produktivitet överlag är den samma när de arbetar på distans som när de arbetar på kontoret. Studien belyser dock olika faktorer som har en påverkan på produktiviteten. Examensarbetets bidrag: Studien bidrar till en förståelse ökad förståelse för hur medarbetares upplevda produktivitet påverkas vid distansarbete samt vilka faktorer som påverkar. Studien bidrar även med råd till organisationer kring hur en strategi eller policy kan utformas för framtida arbete på distans. Förslag till fortsatt forskning: Vi har tagit fram tre olika förslag på vidare forskning inom ämnet som vi tror kan vara intressant. Det första är att genomföra en flerfallstudie på flera olika organisationer, det andra förslaget är att genomföra en kvantitativ studie och det tredje förslaget är forskning som undersöker den upplevda produktiviteten på lång sikt. Nyckelord: productivity, Human Resource Management, working from home.

This study, relying on a survey of managers on international assignments in Turkey, examines the relationships between expatriate managers satisfaction and commitment to their companies and assignments. The study furthermore seeks to identify the factors which relate to expatriate managers satisfaction. The article discusses these results and proffers strategies to enhance expatriate satisfaction and to mitigate dissatisfaction.

When management sets performance goals the expectation is that employees should strive to reach them, they are used to drive motivation and increase performance. However, the task of instituting performance goals should not be taken lightly. The goals need to fair, measurable, and accepted by the employees who are to adopt them. There are pitfalls to avoid when setting up performance management systems. If goals are not fair, they can breed resentment against the performance management system. If goals are not easily measurable, their validity in the view of the employees can fade as they cannot tell if their work impacts the goals. This thesis examines the deployment of a performance management application to bolster an already existing performance management system. The thesis involves both the construction of the application, using theory from the field of performance management to inspire its functions, and the investigation into how the application affects increased performance and job satisfaction for the employees who uses it. Thus, the thesis takes theories from performance management, some with their genesis before the digital age; and applied them in a digital format, investigating how well they apply within the space of a web application. The analysis concludes that employing a web application as part of a performance management system can increase engagement with that system. However, if that system is poorly implemented, the positive effects sought from a performance management system, increased performance and job satisfaction, can turn into negative effects such as increased negative stress for the employees. In the studied case, the existing performance management system was poorly fit for some employees, and well fit for others. The result of deploying the web application was increased engagement and a high affect for the web application by those for whom the system fit well, and low engagement and negative affect for the web application by those for whom the system fit poorly. Additionally, implementing competitions made the application more appealing and caused employees to actively use it. Thus, making employees seek to engage more with the underlying performance management system. / När chefer sätter mål för arbetare finns en förväntan att arbetarna ska jobba för att uppnå dem, målen används för att driva motivation och att få arbetarna att uppnå högre produktivitet. Men, innan mål sätts bör dessa tänkas igenom grundligt. Målen måste vara rättvisa, mätbara, och accepteras av arbetarna som komma att arbeta under dem. Om målen inte år rättvisa kan dem leda till negativt anseende av förtaget från arbetarna. Om målen inte är mätbara kan deras validitet ifrågasättas då arbetarna inte kan se om deras arbete tar dem närmare att uppfylla målen. Detta examensarbete undersöker vad som händer när en performance managementwebbapplikation används för att förstärka ett existerande performance management-system. Examensarbetet innefattar både konstruktionen av applikationen, och undersökningen av hur applikationen påverkar produktivitet och jobbnöjdhet för arbetarna som använder applikationen. Därav tar examensarbetet teorier från fältet performance management, vissa uttänkta innan digitaliseringens ålder, och undersöker hur dessa fungerar inom ramarna för en webbapplikation. Analysens slutsats är att en webbapplikation med syftet att komplettera ett underliggande performance management-system kan öka arbetarnas engagemang gentemot det underliggande systemet. Dock, om det underliggande systemet lider av brister kan de önskade positiva effekterna av systemet, ökad produktivitet och jobbnöjdhet, vändas till negativa effekter som ökad stress för arbetarna. I det studerade fallet var det underliggande performance management-systemet välanpassat för de flesta arbetare, men dåligt anpassat för en mindre grupp. Resultatet av att införa applikationen var ökat engagemang och uppskattning för performance management-systemet och webbapplikationen från de arbetare för vilka systemet var välanpassat, men lågt engagemang och låg uppskattning för de arbetare för vilka systemet passade dåligt. Ytterligare, implementationen av tävlingar i applikationen gjorde applikationen mer attraktiv och rolig att använda för arbetarna. Detta ledde till att arbetarna sökte sig till applikationen, och därmed sökte sig till att engagera mer med det underliggande performance management-systemet.

Work-related stress is a hindrance to the quality of working life. Stressful circumstances occur when individuals are no more able to handle, manage and cope with difficult situations. Events and situations are themselves not inherently stressful; it is the capability of people to face these situations and handle these effectively which will cause less or more stress. Hotel operations have to compete by constantly offering an increasingly better comparative product and service. Being at the centre stage, hotel managers, therefore, have to respond to this challenge. The exigencies of the tourists and of the industry are exerting additional pressures on hotel managers. The main findings of this study carried out from the human resource management perspective indicate the following: pressure from work and from both occupation-home and home-occupation interfaces do not have a positive influence on hotel managers’ psychological health. However, there is a positive effect of work on both the occupation-home and home-occupation interfaces and of manager interests and hobbies on the health and home-occupation interface. Potential areas of future research are identified and new research directions are proposed.

SammanfattningTitel:Förvaltning i förändring - en studie i hur ett fastighetsföretag arbetar kundfokuseratÄmne/Kurs:Fastighetsvetenskap, 10 poäng, FF7630Författare:Anna Alvemo & Kristina HolmHandledare:Anna von Krusenstjerna & Karin Staffansson PauliNyckelord:Fastighetsvetenskap, Kundvård, Service management, Human resource management, Företagskultur.Bakgrund:Vart eftersom utbudet på lokaler de senaste åren har ökat, har fastighetsföretagen börjat konkurrera om hyresgästerna. Förändringen på marknaden har lett till att fastighetsförvaltning gått ifrån att enbart fokuseras på fastighetens driftkostnader till att bli allt mer kundfokuserad.Syfte:Syftet med uppsatsen är att beskriva hur Aspholmen Fastigheter AB anpassat sig till de nya kraven på fastighetsmarknaden. Det sker genom att fördjupa sig i hur de tre lokalkontoren arbetar för att stärka sina kundrelationer samt att åskådliggöra hur företagskulturen ser ut.Metod:Undersökningen är en beskrivande studie som utgår från en kvalitativ metod. Det empiriska materialet är till största del inhämtat via personliga intervjuer med personal och ledning på företaget. Det teoretiska materialet består av sekundärdata och är hämtad ur litteratur och rapporter.Teoretiskaperspektiv:Kapitlet inleds med en generell presentation av lokalhyresmarknaden. Sedan sker en fördjupning i teorierna kring Service management och Human resource management ur ett fastighetsvetenskapligt perspektiv. Empiri &analys:Intervjuerna med Aspholmen Fastigheter AB visar att företaget arbetar på flera olika sätt för att stärka sina kundrelationer. Företagskulturen på lokalkontoren skiljer sig till viss del åt, eftersom de tre fastighetscheferna i sin tur präglar klimatet på kontoren.Slutsats:Aspholmen Fastigheter AB har till stor del anpassat sig till de nya krav som ställts på fastighetsmarknaden. Det finns dock vissa delar som skulle behöva utvecklas ytterligare. Servicekulturen behöver rota sig hos alla medarbetare på företaget. Dessutom skulle företaget tjäna på att utveckla en lärande organisation och arbeta mer med kunskapsutbyte mellan kontoren. / AbstractTitle:A changing administration – an examination of how a real estate company works with customer orientationCourse:Real Estate Science, 10 Credits, FF7630Authors:Anna Alvemo & Kristina HolmAdvisors:Anna von Krusenstjerna & Karin Staffansson PauliKey Words:Real Estate, Customer Care, Service management, Human Resource management, Business CultureBackground:A recent rise in the supply of rental space has forced real estate companies to compete about tenants. The development in market structure has shifted attention of real estate administration from concentrating predominantly on maintenance costs to a heavy increase in customer orientation. Aim:The aim of this essay is to describe how the company Aspholmen Fastigheter AB has adapted to the new demands of the real estate market. This is accomplished with an analysis of the overall business culture and of practices to increase customer orientation at the three local offices.Method:The investigation is a descriptive study originating in a qualitative method. The empirical data is primarily obtained from personal interviews with company employees and management. The theory consists of secondary data taken from relevant literature and reports.Theoretical Perspectives:An introductory presentation of the rental market is followed by an in depth survey of the theory on service management and human resource management from a scientific perspective on real estate development.Empirical & Analytical Perspectives:The interviews with Aspholmen Fastigheter AB reveal that the company works in several different ways to strengthen its customer relations. Differences in business culture exist amongst the local offices since the three managers influence the working climate in their respective office.Conclusions:Aspholmen Fastigheter AB has by large adapted to the new demands that exist in the real estate market. There are however some aspects which require further improvement. The service culture needs to fully root itself in all employees. In addition the company would gain from development of a learning organization and from increased information exchange between offices.