The aim of this Master Thesis is to analyze the processes of human resource management in non-profit organization USE-IT Prague. The theoretical part is an introduction into the topic of non-profit organization's management in general, volunteerism and specifics of human resource management in non-profit organization's practice. The practical part introduces the background of USE-IT Prague non-profit organization and analyzes each activity of its human resource management, especially recruitment of volunteers, their motivation, development, team-work and communication. The support of the analysis are results of a survey among USE-IT Prague's volunteers. In the last part those activities are evaluated, compared with the theoretical knowledge acquired and, if necessary, are provided recommendations for improvement.

The topic of high performance workplace practices and their impact on organizational performance has been extensively researched in US and UK. Increasingly evidence with regard to diffusion of high performance workplace practices is emerging from fast developing Asian economies. However, very little is known about the state of diffusion of high performance workplace practices in Pakistan, a South Asian economy on route to industrialization. This study attempts to explore the diffusion of high performance workplace practices among the multinational and local firms in the important industrial sectors of banking, information technology and pharmaceutical in Pakistan that are characterized by high level of inward foreign direct investment. Recently the Pakistani Government has passed laws to encourage greater use of HPWS practices amongst domestic firms. This study compares the prevalence of HPWS practices in domestic firms to that in multinationals. MNCs are chosen as a competitor because they have been seen as being at forefront of HPWS use. First of all, the study explored an overall diffusion of high performance workplace practices in Pakistan and determined the state of differences with regard to diffusion of the practices between the establishments of multinational and local firms. Secondly, the study further explored the differences by taking into account the role of control variables such as age, size, percentage of non-managerial employees and nature of business at the establishment. The most important argument underpinning the high performance paradigm is that practices have substantial impact on human resource and performance outcomes of a firm. Thus the third objective of the study was to test and report the association of individual practices with various performance outcomes for a sample of local firms in Pakistan. The study observed whether such claims are valid for the local Pakistani establishments that implement such practices in hope of achieving better performance outcomes. The study found that a number of practices had a consistent and significant association with various performance outcomes across the industrial sectors in Pakistan. The results of the study suggest that latest innovations in human resource management in advanced industrial economies have fast spread among establishments in Pakistan. Moreover the results also suggest that arguments of high performance theory, in particular the universalistic/ best practice model hold ground when it comes to the diffusion of such practices in developing economies such as Pakistan with some caveats.

In the wake of the recent and prolonged economic crisis, corporate governance in large corporations has come under increasing scrutiny. Employment is said to be precarious, and some commentators talk of how the social contract is being shredded. Against this backdrop, more nurturing approaches to employment and human resource management have an intrinsic appeal. With its stakeholder capitalism, Japan provides one such model. This thesis examines that model through the prism of a qualitative study of business repatriates and their careers. Using six career stories, it gives us a window on to contemporary Japanese HRM practices as they impact ‘core’ employees working with the assumption of lifetime employment at large Japanese companies. As a result, we learn about the ongoing strengths and weaknesses of Japanese HRM, and see how practices may change. The study’s longitudinal research design allows these career stories to unfold dynamically as the participants reflect reiteratively on their experiences and hopes, while interviews with two other repatriates, four HR managers, one mid-career job-changer, and a European administrator with long experience in multinationals add further depth and perspective. The repatriates express support for the HR systems in their companies, while also reporting frustration related to issues such as the opacity of the job assignment system. Their time abroad has changed how they think about their work and their employers, yet they are less vectors for change and more an internationalised old guard. Overall, this study gives us a detailed and nuanced picture of how Japanese repatriates experience their careers and think about their futures. It shows the value of an in-depth grounded approach to understanding contemporary attitudes in Japan related to the ongoing debate about HRM practices. The narratives of these Japanese business people, who have been exposed to what is alleged to be better practice overseas, demonstrate the importance of the continuity and stability of the Japanese employment model. Moreover, the traditional model emerges as logical and effective, suggesting that the considerable criticism of that model over the past two decades is misplaced. In addition, interpretation of the data suggests future avenues of research into how we understand change and continuity in Japanese HRM practices.

The research investigates individual human resource capacity building for local governance within the context of decentralised human resource management in Thailand by profoundly examining its current implementation of recruitment, selection, training and development and performance management after the decentralisation policy was enacted. The human resource capacity building process in this research includes five stages of core capabilities building: committing and engaging, performing and accomplishing, building relationships and attracting resources, learning and adapting and managing trade-offs and dilemmas. The research firstly focuses on examining the consequences of decentralised human resource practices implementation in Thai local governance. Secondly, it aims to explore the ways in which human resource practices are supportive to individual human resource capacity building. Finally it proposes the prospective implications of effective capacity building through human resource practices for potential policy formulation. This research is based on three related theories: capacity building, human resource management and decentralisation. The research was conducted by using qualitative methodologies. The case study of Thailand was selected because of the uniqueness of its paradoxical decentralised-Unitarian state. Municipal officials were chosen as the unit of analysis. The first findings have illustrated that the decentralisation initiative has certainly affected the HRM at the local level of Thailand. However, this scheme has launched some degree of re-centralisation and partially confirms the pseudo-decentralisation in Thai public administration. Secondly, the research also found that HR practices can be supportive and compatible as a capacity building strategies. However, these HR practices must be designed, conducted and evaluated for the purposes of the local government only. The aim of capacitating individual staff must be taken into account as a part of policy to develop the human side of the organisation. Therefore, there have been both challenges and opportunities for human resource capacity building through HR practices. To conclude, this research has contributed to fill the theoretical gap by examining the capacity building processes through HR practices and it provides the practical suggestion that local context is decisive. The capacity building issue has never been investigated through human resource practices, especially recruitment and selection, training and development and performance management. Moreover, in practice, the research has focused on the development of the local government unit in a country of paradoxically decentralised-Unitarian state like Thailand.

The aim of this thesis is to first evaluate the current possibilities of students and graduates of economic fields of study in the labor market and in one particular company - Československá obchodní banka, a. s., and the second to characterize the recruitment process in CSOB. It contains also several proposals to make the process more effective. The work is divided into theoretical and practical part. The theoretical part first examines the main trends in students and graduates business education and speaks about the issue of coming of graduates into the labor market. The following chapter deals with the personal work, specifically recruiting and selecting of company's staff. Practical part evaluates the options of cooperation for students and graduates with the Bank and presents a complete recruitment process of workers in the company. The part of this work is a survey of preferences of students and graduates in choosing first job. Based on survey results, compared with the actual activities of CSOB are formulated some recommendations.

This dissertation explores the underresearched topic of the motivation of non-profit organizational (NPO) workers for accepting international assignments (IAs). In the literature review, the motivation and reasons for working and living outside the home country by multinational corporate expatriates, international migrants, and long-term international volunteers are summarized. With the reasons for expatriation distilled from the literature, a self-determination theory (SDT) approach, and open-ended questions, the motivations for NPO workers to accept IAs are factor analyzed and triangulated using data from a sample of more than 140 Christian mission and humanitarian workers originating from 25 countries and representing 48 sending organizations. Four NPO worker motivation profiles are tentatively identified and described using cluster analysis of the SDT motivations and Kruskal-Wallis analysis of the reasons of accepting an IA, individual cultural values, organizational commitment, and demographic variables. The NPO worker cluster groups include the Caring Internationalist, the Self-Directed Careerist, the Obedient Soldier, and the Movement-Immersed Worker. The findings hold implications for international human resource managers toward the effective recruitment, selection, training and development, career management, and support and encouragement of NPO expatriates with the goal of an increase in the incidence of expatriation assignment success.

A gestão estratégica de recursos humanos (GERH) tem como objetivo elevar o desempenho individual para alcançar as estratégias organizacionais, e o gestor de linha é considerado pelos estudiosos do tema um dos mais importantes agentes na sua implementação. Esta pesquisa busca entender o papel desse agente nos modelos de gestão estratégica de RH por meio de estudos de caso múltiplos realizados em três organizações de destaque nos seus setores de atividade no Brasil. Neste estudo foram utilizadas a análise de documentos e 32 entrevistas semiestruturadas com os dirigentes de RH, especialistas de RH e gestores de linha no nível estratégico, tático e operacional. Os resultados do presente estudo mostram que as empresas que adotam em maior extensão a GERH, atribuem ao gestor de linha maior responsabilidade na implementação das práticas de gestão de pessoas, sendo o especialista de RH um parceiro e facilitador desse processo, constatações coerentes com o que é recomendado pela literatura normativa em gestão de RH. Além disso, identificou-se a importância de que as decisões referentes às práticas de GERH sejam compartilhadas entre o gestor de linha e o profissional de RH para que a implementação ocorra de forma efetiva, sendo que a transferência da tomada de decisão para o gestor de linha ocorre com mais frequência e intensidade nas práticas de recrutamento e de seleção e de treinamento e desenvolvimento. Constatou-se que as empresas que apresentam a GERH mais estruturada, demonstram ter maior preocupação com os processos de atribuição do papel do gestor de linha, sendo que os fatores contingenciais da empresa é que definem as características específicas destes papéis e responsabilidades. Como consequência, existe maior concordância quanto a estas atribuições, tanto na perspectiva dele próprio como dos especialistas de RH. Outra contribuição relevante do presente estudo, foi identificar os fatores relativos à organização, ao indivíduo gestor de linha e ao profissional de RH que facilitam o desempenho do papel do gestor de linha na GERH. A pesquisa demonstrou que o processo de implementação da GERH pelo gestor de linha se constitui como um alvo móvel, um processo permanente que, para se manter, deve estar sempre no foco das atenções dos dirigentes da empresa. / Strategic Human Resource Management (SHRM) aims to raise individual performance to achieve organizational strategies, and the line manager is considered by the scholars to be one of the most important agents in its implementation. This research seeks to understand the role of this agent in strategic HR management models through multiple case studies carried out in three prominent organizations in their sectors of activity in Brazil. The study used document analysis and 32 semi-structured interviews with HR managers, HR specialists and line managers at the strategic, tactical and operational levels. The results of the present study show that companies that adopt the GERH to a greater extent, give the line manager greater responsibility in the implementation of human resources management practices, being the HR specialist a partner and facilitator of this process, findings consistent with what is recommended by normative literature in HR management. In addition, it was identified the importance of the decisions regarding the HR practices being shared between the line manager and the HR professional so that the implementation takes place in an effective way. The transference of the decision making to the manager is most frequently and intensely in recruitment and selection practices and in training and development. It was verified that the companies that present a more structured SHRM, show that they are more concerned with the processes of assigning the role of the line manager, and the contingent factors of the company define the specific characteristics of these roles and responsibilities. Therefore, there is greater agreement on these assignments, both from his own perspective and from the HR specialists. Another relevant contribution of the present study was to identify the factors related to the organization, the individual line manager and the professional of HR that facilitate the performance of the role of the line manager in the implementation of SHRM. The research has shown that the process of implementing the SHRM by the line manager is a moving target, a permanent process that, in order to maintain itself, must always be the focus of attention of the company\'s managers

As the baby boomer generation approaches retirement, the transportation workforce is increasingly under strain. Employees are exiting the industry in larger volumes than incoming hires; which is creating a need to reevaluate and revamp work processes. In addition, the industry is transitioning into the 21st century and that is requiring the adaptation of new technologies. The gap between old and new employee skills is growing and seen throughout the industry. There is a growing need and opportunity to develop a new set of job competencies which create job specifications and job postings, which support the organization’s strategic plan. In this thesis existing DOT job specifications and job postings for Civil Engineers were gathered and reviewed. Current industry standard competencies from the Bureau of Labor Statistics (BLS) were also gathered and used to summarize existing specifications. Results evaluated how Departments of Transportation in New England compare to their counterparts.

Phasing out of existing qualifications and phasing in new ones on a large scale is a costly exercise. This research sought to determine how the implementation of the Higher Education Qualification Sub-Framework (HEQSF) would affect human and financial resources at Universities of Technology and to develop a tool to manage the phasing in and phasing out of qualifications on a large scale in a sustainable way. The Faculty of Engineering and the Built Environment (FEBE) at a University of Technology (UoT) was used as a case study. The study utilised existing Higher Education Management Information System (HEMIS) data to develop a model to conduct a needs analysis and to predict future requirements. The model takes into consideration the programme qualification mix, the number of students enrolled in each programme, the estimated throughput and graduation figures based on historical data of similar qualifications. The primary contribution of this study is the development of a model that predicts how the phasing in/phasing out of programmes of a faculty affects the workload of academic staff and the subsequent financial implications for the institution. The purpose of the developed model is to enable the faculty to predict accurately the quantity of additional human resources needed during this process of phasing in and phasing out new and old programmes. This will enable the faculty to determine human resource requirements and student enrolments to align them with the university’s targeted budget allocation. / Dissertation (MEd)--University of Pretoria, 2019. / Education Management and Policy Studies / MEd / Unrestricted

The thesis deals with the issue of employee benefits, the reward system and evaluation of employees in the selected company. The thesis is divided into three parts. The first part describes the theoretical background, concepts related to motivation and current surveys on employee benefits. In the second part, the thesis focuses on the selected company, the current state is analyzed by means of a questionnaire survey and interviews with company employees. In the last part, based on the results of the analysis, the optimal solution is proposed to improve the motivation of employees.