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Text mining is an enabling technology that will come to change the process for how businesses derive insights & knowledge from the textual data available to them. The current literature has its focus set on the text mining algorithms and techniques, whereas the practical aspects of text mining are lacking. The efforts of this study aims at helping companies understand what the business value of text mining is with the help of a case study. Subsequently, an SMS-survey method was used to identify additional business areas where text mining could be used to derive business value from. A literature review was conducted to conceptualize the business value of text mining, thus a concept matrix was established. Here a business category and its relative: derived insights & knowledge, domain, and data source are specified. The concept matrix was from then on used to decide when information was of business value, to prove that text mining could be used to derive information of business value.Text mining analyses was conducted on traffic school data of survey feedback. The results were several patterns, where the business value was derived mainly for the categories of Quality Control & Quality Assurance. After comparing the results of the SMS-survey with the case study empiricism, some difficulties emerged in the categorization of derived information, implying the categories are required to become more specific and distinct. Furthermore, the concept matrix does not comprise all of the business categories that are sure to exist.

As the globalisation process accelerates there is a growing need for individual countries to understand the bases for effective performance in international trade. Because it makes up such a large share of world trade, it is especially important to understand what determines effectiveness in exporting. Despite much empirical research, especially over recent decades, the state of knowledge on this topic remains fragmented, unclear and unsatisfactory. The motivation for the present study was therefore twofold: dissatisfaction with the present state of knowledge in this vital area and the importance to the UK economy of improving its export performance in a world of increasing competition. Its aim was to contribute to the resolution of both. In addition to finding what appeared to be quite serious methodological problems in a group of earlier studies, our review of the literature indicated that the best prospects for identifying the determinants of effective exporting were to be found, not at national or sectoral level but at that of the individual firm. Accordingly, an empirical survey research project was developed. To minimise unquantifiable inter-sectoral variability, it was focused on a single sector of industry. For a range of reasons, including the limited amount of information available about its current export activity and prospects, the UK knitted apparel industry was chosen. Special care having been taken to assemble the fullest possible sampling frame and to develop a suitable instrument (which included an export performance model), a mail survey in the form of a stratified random sample of exporting UK manufacturers of knitted apparel was carried through from late 2000. Persistent follow-up by mail and telephone generated a response rate of 70 per cent, comprising close to half of the sampling frame, that was representative of all company size bands, levels of exporting and products. The overall quality of the responses was good; tests of non-response did not find any indications of non-response bias. Data analysis, designed to test thoroughly our 10 export-determinants hypotheses, relied primarily on Pearsonian correlation at the bivariate level then sequentially on Multiple Regression Analysis, Canonical Correlation Analysis and Partial Least Squares. A perhaps slightly novel aspect of the research was that it was not solely cross-sectional in format; a longitudinal element was provided by drawing on the researcher's earlier surveys ; and a panel element by following-up, in 2007, the main 2000 field survey. Where possible, these data were drawn upon in the analysis and interpretation. There did not appear to be any conflict between the three multivariate techniques employed and indeed their findings were not dissimilar. The outcome of the data analysis was to uphold, to varying degrees, most of our hypotheses about the determinants of effective or successful exporting. Those that did not find support were three: firm size, product adaptation, and price determination method. Most strongly supported as determinants were promotional intensity, serving many markets and visits to trade fairs/exhibitions; others which were statistically significant, included management commitment, special staff skills and the use of Commission Agents. While the conclusions must remain a bit tentative they are encouraging.

В этой исследовательской работе мы исследуем влияние человеческих ресурсов (HR) на управление удовлетворенностью работой сотрудников в компании Арама Раха Курдистан (АРК), и важные факторы, включая корреляцию, и прогнозирование влияния факторов на удовлетворенность работой, производительность компании на основе стратегий управления человеческими ресурсами и эмпирических исследований. В первой главе мы рассмотрели некоторую существующую литературу, необходимую для этой исследовательской работы. Мы определили концепцию управления человеческими ресурсами как процесс найма, отбора и введения в должность сотрудников, а также обеспечения ориентации, обучения и развития, оценки эффективности работы сотрудников. Мы определили роль отдела кадров как связанную с администрированием и улучшением отдельных лиц в ассоциациях или организациях. Мы рассмотрели концепцию работы, удовлетворенность и выявленные факторы, определяющие эффективность работы сотрудников. Мы также рассказали, как измерить удовлетворенность работой и производительность. Во второй главе мы анализируем использование управления персоналом для повышения удовлетворенности работой в гражданской компании "Арам Рах-и-Курдистан". У нас есть краткий обзор компании. С помощью SWOT-анализа мы смогли проанализировать сила, слабость, возможности и угрозы компании. У нас также есть анализ персонала компании. Мы выяснили, что наши результаты свидетельствуют о том, что в системе оплаты труда n=100 сотрудников, продвижении по службе и оценка работы (в данном случае каждые 6 лет) влияет на удовлетворенность работой, а также на производительность компании, основываясь на нашей модели с точностью ~ 90%, эти элементы являются наиболее проблемными моментами, с которыми приходится сталкиваться компании. С другой стороны, мы обнаружили отрицательную корреляцию между образованием, многолетним стажем и уровнем стресса, что показывает, что текущая работа основана на опыте, уровне образования и доверии среди сотрудников. В третьей главе мы дали рекомендации по повышению удовлетворенности работой в Компании, используя инструменты HR-менеджмента. Улучшение работы и удовлетворенность, используя HR-инструменты, предполагает необходимость того, чтобы компания была гибкой, позволяла представителям самостоятельно формировать свои рабочие места, прекращать миниатюрное администрирование, воспринимать и компенсировать – вне денежной компенсации и т.д. / The final qualifying work consists of an introduction, three parts, a conclusion, a bibliographic list, and appendixes. The theoretical part presents: the reviewed some existing literature necessary for this research work. We defined the concept of Human resource management as the process of hiring, selecting, and inducting employees, as well as providing orientation, training, and development, evaluating employee performance. We identified the role of the HR as being concerned with the administration and improvement of individuals in associations or organization. We reviewed the concept of Job Satisfaction and identified factors that determine the effectiveness of job satisfaction on Employees. We also stated how to measure job satisfaction and productivity The practical part presents: the Analyses the use of HR-Management for improving the Job satisfaction in the Aram Rah-e-Kurdistan Civil Company. We have a brief overview of the company. Through SWOT analysis we were able to analyses the strength, weakness, opportunity and threat of the company. We equally have analysis of the company staffs. We found out that ... Based on the data obtained, proposals have been developed I gave recommendations for improving Job Satisfaction in the Company, using instruments of HR-Management. Improving the Job Satisfaction using HR-instruments, we suggested the need for the company to be adaptable, Permit representatives to shape their own jobs, stop miniature administration, Perceive and compensate – outside monetary compensation, etc. Finally, the outcomes are summarized in accordance with the responsibilities assigned.

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