Due to the poor working environment, work without a certain protection and facing changes in the social structure, change the mindset of employment, a great demand in service industry, and the labor force structure changes, with low birth rate, and the level of education are generally improving. As a result, labor force willing to work for construction industry gradually reduced, causing a potential gapping crisis. The utilities industry is more difficult, dangerous and laborious work. Furthermore, the working environment is poor, the social and economic status is low and its work nature is more physique demanding and professional. In this regard, the main characteristic of the professional and technical manpower in the utilities engineering industry is mostly the male workers of 30 to 40 years old, having relevant work experience of five years or more and with education at high school or below. Under the shortage in labor force, there are structural changes in industry. In addition, under the structural change in labor force, employees are in favor of engaging in service industry, and science and technology and electronics industry and they are not willing to work in the engineering and manufacturing industry. Under this labor force situation and the unique requirement of professional and skilled manpower resources, which cannot be met with by the general labor, have made the lack of professional and skilled people in the water and electricity engineering become more critical. This research targets at a case study on manpower requirements in a large scale and representative company in the water and electricity industry in Kaohsiung. The study framework bases on the structure of labor requirements in industry, the characteristics of the utilities industry and statistical analysis of the supply and demand in technical manpower of the targeted companies of the study cases, so as to prove increasing acute shortage in professional and skilled manpower in the utilities industry, and its impact on the utilities and construction industries in future to help resolving the utilities industry business hardship.

Abstract The research of this project is to discuss the governmental enterprise¡¦s employee reaction when they are face the extremely change of the governmental company to become the privation. In this privatization process, the company have used the enterprise¡¦s re-engineering and change the human resource planning to fit the privatization. The object of this research is the Refinery Business Unit (RBU) of Chinese petroleum corp., the biggest governmental enterprise belongs to the Ministry of the Economic Affairs. In order to strengthen their competition, the Chinese Petroleum Corp. established the Refinery Business Unit at the end of the year 2000. They try to simplify and consolidate the organization and reorganize functional organization to business unit. The main purpose is hope that will be change the organizational culture, reduce the working process and revolute the employees mental. It also wish that re-engineering process which by through simplified the administrative levels and rationalized the human resources planning would produce enterprise¡¦s operation efficiently. The researcher is working in the Chinese Petroleum Corp. and have experienced in the establishment of RBU. After fully understanding the response of various levels of the employees to the human resource planning in this re-engineering process, he make the conclusion of the research is as following: 1. There is no significant difference among employees with different attributes against ¡§Manpower Transfer Planning¡¨. 2. There is no significant difference among employees with different attributes against ¡§Strengthening of Manpower Employment¡¨. 3. There is significant positive correlation between Manpower Transfer Planning and Strengthening of Manpower Employment as expressed by employees of different attributes. 4. Empirical outcomes of employees of different attributes toward the impact of Manpower Transfer Planning and Strengthening of Manpower Employment are: a. The manpower transfer and core manpower have significant positive impact. b. There is significant positive impact of human resources supply and demand adjustment and core manpower. c. There is significant positive impact of Manpower Supply and Demand Adjustment and manpower subject to transfer. d. There is significant positive impact of Manpower Supply and Demand Adjustment and Manpower to be developed.

Outsourcing refers enterprises to take advantage of external resources for their own professional services, so as to achieve lower costs, improve efficiency and give core competencies to enhance their own ability as well as a management model. The term of service outsourcing is the production and management services of owners, who utilize commercial activities to the owners of the service providers. Within the low-profit time, enterprises pursue growth to some scale and, due to the restriction of the market can not break through, the use of outsourcing is able to save costs and enhance operating efficiency immediately. Service outsourcing is the most fashionable in today's global services sector, and the service outsourcing industry will become the new essential trend of economic growth. This study surveyed by the outsourcing theory of McHugh et al. (1995) conducts research on small passenger car rental industry; on the analysis of elements of cost, service, responsibility with competitiveness, the theater theory of Goffman (1959) delves into the relationship between performance of employees, customer performance and service entities and the impact of the relationship for satisfaction degree. At the same time reviewing the quality relationship literature and the adoption of Crosby et al. (1990), it researches the two dimensions of trust and satisfied to see the quality relationship to explore the public and private institutions, enterprise organization units within the public service reform with a small bus to outsourcing. As a result, through contact with the service quality experience, it will explore the effectiveness of service outsourcing. For this study, it sent out 350 questionnaires including 307 valid questionnaires using data analysis and simple regression analysis on the false description of the research to verify the results of discovery; Services outsourcing and relationship quality have some significant positive relationship; The contact experience and the quality relationship have a positive correlation. From the factor analysis of "cost", "professional", "quality", and "efficiency" in service outsourcing, and followed by Goffman (1959) theory of theater management to analysis of the "performance drivers", "customer performance", "vehicle equipment", and "field service". Furthermore, on the basis of the quality relationship, it researches the factors for the "trust" or "satisfied" and the finding result are as follows; Both of contact experience and service quality relationship have some significant positive impact, and the result implies that the public and private business organizations can go along with outsourcing and services providers ¡V such as minibus and driver leasing industry, and then the better relationship will enhance the effectiveness of service outsourcing, and achieve cost savings.

Thesis--Freie Universität Berlin. / Vita. Includes bibliographical references (p. i-xxxix (3d group)).

Thesis (M.B.A.)--Naval Postgraduate School, March 2004. / Thesis advisor(s): Anke Richter, Stephen Mehay. Includes bibliographical references (p. 91). Also available online.

Thesis (M. Soc. Sc.)--University of Hong Kong, 1982.

Norėdami išvengti nuolatinės darbuotojų kaitos, įmonių vadovai privalo išsiaiškinti, kokie motyvaciniai faktoriai labiausiai skatina darbuotojus palikti organizaciją. Tyrimo metu, įvertinus motyvacinių faktorių grupių pagrindinius trūkumus ir atlikus darbuotojų kaitą skatinančių motyvacinių faktorių analizę UAB „Drogas“, nustatyta, jog svarbiausios įmonės darbuotojų motyvavimo sistemos problemos yra nepakankamas gaunamo darbo užmokesčio lygis, galimybė kelti kvalifikaciją, nepakankamas papildomos skatinimo sistemos buvimas įmonėje ir nepatenkinami santykiai su vadovybe. Siekiant išspręsti šias darbuotojų skatinimo problemas įmonės vadovybė turi pasirinkti optimaliausius įmonės darbuotojų valdymo metodus, atsižvelgiant į darbuotojų materialinius ir moralinius poreikius bei individualias jų savybes. / The main purpose of managers to avoid of constantly infuence over the fluctuation to manpower is to find out what the main motivation factors has influence on the employees decision to leave the organization. During the research, upon evaluation of main weakness of groups of motivation factors and upon accomplishment of analysis of factors infuence over the fluctuation to manpower of UAB „Drogas“, it was determined that the main problems of the system of employees motivation are insufficient level of available wages, insufficient possibilities to raise qualification, insufficient additional motivation system in the enterprise and not satisfied relations with management of the enterprise. In order to solve the problems of stimulation of employees, the management of the enterprise has to choose the most optimal methods of management of employees, considering material and moral needs of the employees and individual their characteristics.

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No description available.

This thesis investigated the distribution of Comprehensive Employment and Training Act (CETA) Public Service Employment (PSE) funds to counties in Indiana from a rural-urban perspective. A four-prong approach was employed to determine if nonmetropolitan areas in Indiana had received an equitable share of the total Public Service Employment funds, Titles II and VI, allocated in Indiana. Relative need, as indicated by shares of population, unemployment, and disadvantaged, was calculated; the severity of barriers to employment opportunity were assessed; the efficiency and costs of program operation were examined; and, population growth and migration was reviewed.In addition, this thesis attempted to ascertain if alternative distribution mechanisms (formulas) might allocate the manpower funds in a more equitable fashion. / Department of Urban Planning