This diploma thesis is focused on information systems for human resources management. These information systems represent connection of human resources management and information technologies. Information systems simplify decision-making process and make people management more efficient. An aim of the diploma thesis is evaluation of information systems for human resources management in Unicorn Systems a.s. - Unicorn Universe on basis of comparation with other chosen information systems from this area.

Employee turnover is a significant contributor to the overall loss of hundreds of billions of dollars in profitability for many business organizations in the United States and abroad combined. Grounded in Maslow's theory of human motivation, the purpose of this correlational study was to examine the relationship between employee wages, number of employee referrals, and employee turnover intentions. The population was composed of employees working in the Southeastern region of the United States. A convenience sample of 92 participants answered questions regarding their wages, number of employee referrals, and completed the Turnover Intention Scale. Results of the multiple regression analysis indicated the model as a whole was able to significantly predict turnover intentions, F(2, 89) = 5.462, p = .006, R2 = .109. Within the final model, employee wages was a statistically significant predictor (t=-2.769, p=.007) and the number of employee referrals was not a statistically significant predictor (t=-1.712, p=.090). The knowledge gained from the findings in this study could have implications for social change among employees and consumers in society. Satisfied employees in low turnover work environments can provide the foundation for a more enjoyable customer experience. Both non-profit and for-profit organizations can implement business practices that will reduce turnover and increase job satisfaction among employees.

Human resource outsourcing (HRO) is a strategic choice that managers implement because of a variety of anticipated benefits. The purpose of this qualitative case study was to identify HRO strategies managers used to reduce operating costs while maintaining human resource (HR) effectiveness. Data were collected from semistructured interviews using open-ended questions and a review of company documents. Study participants represented 3 midwestern firms with 50 or more employees. The participants drawn from the population consisted of a minimum of 2 participants per organization who had increased their organization's strategic value using HRO strategies. The transaction cost economics (TCE) theory was the conceptual framework for this study. Data were analyzed using methodological triangulation to identify codes from words, phrases, and sentences using multiple sources to identify recurring themes. Five key themes emerged: outsourcing strategies, outsourced functions, operational costs, organizational effectiveness, and success measurement. The findings of this study may lead to social change by supporting managers in making HRO decisions conducive to reducing operating costs while maintaining HR effectiveness, which might positively impact social change by providing core function jobs to the local community thereby decreasing unemployment rates.

As a business becomes dependent on knowledge and intellectual capabilities, human resource management is undoubtedly a key driver of an organization’s success. In the same vein, the importance of managing human resources for the multinational enterprise (MNE) cannot be overstated (Dowling, 1999; Hiltrop, 1999; Tung, 1984). Since a large number of MNEs depend on expatriates to run their global operations despite their relatively high costs, it is essential for MNEs to develop a better understanding of expatriate management. In this regard, the psychological contract has received recent attention as an underlying mechanism for managing expatriates. However, existing psychological contract studies have paid little heed to the unique contexts of expatriate employment relationships (Ng & Feldman, 2009; Lub, Bal, Blomme, & Schalk, 2016), which are different from domestic employment relationships. Expatriates are often exposed to more complex environments than their domestic counterparts, such as different cultures. Moreover, expatriate contracts usually involve multiple parties and are directed by various interests (Kraimer & Wayne, 2004; Mendenhall & Oddou, 1985). Therefore, the current understanding of psychological contracts in the expatriation context is not well understood. This could potentially hinder the ability to manage expatriates on international assignments. Using social exchange theory and equity theory, this dissertation seeks to explore expatriates’ psychological contracts in the multi-contextual nature of expatriation. More particularly, this dissertation aims to examine the effects of psychological contract violations on attitudinal outcomes in the expatriation context and also discover potential moderators of that relationship at the individual, organizational, and national levels. Using an expatriate sample, this dissertation employs two questionnaires within a two-week interval. The findings of this dissertation contribute to a clearer understanding of expatriate management by answering essential questions of what impact perceived psychological contract violations have on expatriate attitudes and how individual, organizational, and national factors influence the effects of perceived psychological contract violations.

Education in South Africa faces many challenges; among them is the betterment of teaching and learning in order to improve the performance in schools, particularly in township schools where the results of learners are still not up to the required standard. For schools to function effectively, the School Management Teams (Principal, Deputy Principal, HODs), need to understand the importance of the effective management of human resources. The proper and effective management of people cannot be neglected if the schools as organisations want to attain their goals. School Management Teams as managers of schools are accountable for the effective running of the schools and the task of proper management of human resources rest on their shoulders. In this study an investigation into human recource management in selected township schools in the Gert Sibande Region (Mpumalanga Province) was done. Central to the study is the School Management Team's (SMTs) understanding of the concepts management and leadership, human resource management and related aspects. An investigation was also done regarding the knowledge, skills and strategies needed to improve education in township schools. With regard to the proper training of SMTs, various recommendations are made to expose them to more rigorous training, especially in Human Resource Management as this is the cornerstones of effective school management. / Thesis (M.Ed.)--North-West University, Vaal Triangle Campus, 2009.

I denna avhandling presenteras resultaten från en empirisk undersökning med syfte att granska effekterna av decentralisering. Hur påverkas organisationen – "bakom fasaden av ord"? Vilka positiva och negativa effekter kan urskiljas? Boken innehåller också en genomgång av tidigare teorier om decentralisering. I undersökningsresultaten kan ett flertal faktorer urskiljas, med möjliga effekter för arbetsliv och konkurrenskraft. Decentralisering påverkar inte bara de formella strukturerna utan också den grundläggande organisationslogiken. Den lokala affärsverksamheten prioriteras vad gäller utveckling, resursuppbyggnad och handlingsutrymme, ofta på bekostnad av mellanchefs- och stabsnivåer. Breddade ansvarsområden prioriteras och specialiseringen i arbetet minskar. En ny syn på kunskapsutveckling kan skönjas, mer marknadsbaserad och verksamhetsnära. Flexibilitet prioriteras framför stordrift – eller handlar det om att vinna "småskalefördelar"? Decentraliseringen ger också upphov till förändrade kunskapsmönster och yrkesroller genom hela organisationen. Arbetet förändras, inte bara för personalen utan kanske framför allt för chefer och specialister. Decentralisering ställer också nya krav på ledarskapet. Hur leder man en organisation som egentligen klarar sig själv? / <p>Diss. Stockholm : Handelshögskolan, 1992</p>

Authors: JoAnna Caster &amp; Dana Linnes Tutor: Setayesh Sattari Title: Internal Branding in Multinational Firms- A Gap Analysis of Internal Stakeholder Perceptions Background: As globalization increases, the topic of internal branding has grown in popularity, particularly as a way for firms to secure a competitive advantage in the global marketplace. The topic is quite new however, and there are many aspects that have not been fully explored, including the influence of internal stakeholder perceptions on a firm’s internal brand and related support activities. Purpose: The purpose of this research study is to 1) identify whether a gap exists between employee and manager perceptions of a firm’s internal brand and internal branding activities and 2) investigate the influence of a firm’s country of origin on those perceptions. Delimitations: The study was limited to only medium and large sized firms that have international operations. Additionally, only internal stakeholders were included in the study and the research was limited to respondent’s perceptions, and not necessarily the actual internal brand and related supporting processes or structures. Method: The research was qualitative and data was collected via 24 in-depth interviews of managerial and non-managerial employees at 10 medium and large sized firms. The data was then analyzed using a pattern-matching technique. Conclusions: Perceptions of both managerial and non-managerial employees did not indicate significant gaps, however there seemed to be an unclear understanding of what an internal brand is and what respondent’s firm’s internal brand represents. Also, the country of origin did not have a significant influence on those perceptions, as most respondents indicated that they perceived their firm’s internal brand as primarily “global.” Keywords: internal branding, internal brand, international marketing, marketing strategy, stakeholder perceptions, internal marketing orientation, human resource management, country of origin

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Bachelor Thesis Music &amp; Event Management School of Economics at Linneaus University of Kalmar, Economics, 2FE40E, Spring 2013 Author: Johan Hagelberg, Sofia Prins &amp; Oskar Sjögren Supervisor: Petter Boye Examinator: Thomas Karlsson Titel: Det svåraste som finns är att tänka i nya banor - En studie kring personalhantering och effektivisering av arbetet på svenska musikfestivaler. Purpose: The purpose of this study is to investigate how different music festivals in Sweden can work to increase the efficiency by managing the workforce and internal knowledge. Method: The study was based on a qualitativ method with an abductive approach. The majority of the data comes from qualitativ interviews with persons in the industry. Conclusion: The music festivals in Sweden are acting under a constant economic pressure which leads to an experienced need for a larger workforce - mosty non-profit. The result of this study shows that the larger workforces are both unmotivated and decreases the effeciency of the work. The study aims to highlight the diffrenses between non-profit and commersial festivals and the way they work with human resource management and personal in different levels of the organization.

The overall topics within the research are Human Capital and Leadership and my aim has been to examine two knowledge-intensive companies and scrutinize in what way these companies practise leadership. The purpose has among other things been to examine which challenges arises when manage/lead the employees within knowledge-intensive companies, how the knowledge-intensive companies can develop and retain their employees and which needs and requirements exists regarding leadership within these. The empirical data has been collected through interviews, both personal interviews and telephone interviews; therefore, I have interviewed one manager and seven employees from two knowledge-intensive companies. The companies which have been scrutinized are two knowledge-intensive companies; accordingly two case studies have been conducted. The thesis partly consists of two cases and these two companies will be presented within the appendix of the thesis. Besides, the introduction chapter, the methodology chapter, the chapter which is called the Frame of Reference and a conclusion chapter, a fourth chapter consists of the empirical study, analysis and renderings. The empirical study is presented in a flowing text connected with the analysis and renderings.   My aim has also been to study literature and theory regarding knowledge-intensive companies since knowledge-intensive companies constitute a major part of my study. Moreover, the organisational structure called adhocracy has been examined as Alvesson (1995) portray, that it is a characteristic of knowledge-intensive companies and which seems to play a big role for how leadership is executed within these. Knowledge Management, Human Resources Management, Human Capital Management, Talent Management and some criticism towards Talent Management are four concepts as well as one important part regarding critique towards one of the concepts that has been scrutinized. Why I have chosen to write about these concepts is because I think these are suitable for my study regarding knowledge-intensive companies and leadership. Another concept that has been examined is whether there is a new trend within leadership according to what some authors promote. I have examined the issue and I have made a comparison between my collected empirical material and the studied theory. A figure that I have used is the figure illustrated at page 18, by Alvesson (2000) and by implementing the figure a comprehension and illustration can be set forth based on where the examined knowledge-intensive companies turn out to be positioned.   A fifth chapter contains the conclusions and the empirical findings reveal that a knowledge-intensive company might encounter varying challenges as well as I state which leadership style is convenient within knowledge-intensive companies. The concepts of Knowledge Management, Human Resource Management, Human Capital Management and Talent Management are utilized within knowledge-intensive companies as the employees within these are rather autonomous. Social features as well as the outcome of knowledge-intensive companies are reflected, to sum up.            Knowledge-intensive companies are considerable in our society today as Seo et al. (2011) explain. Thus, I think it is crucial for potential leaders as today’s leaders and managers to gain an insight in what way leadership is practised within knowledge-intensive companies as these companies are composed of or made up by an immense part Human Capital. I, as well as many other people, hold competencies in the form of for example experiences and education and although these are valuable resources for a company, especially for a knowledge-intensive company, these companies can never own this kind of resources. This is consequently a fundamental issue within companies. Hence, my thesis aim is to support people with deep knowledge and interesting aspects regarding the research question, consequently I have endeavoured at creating a valuable thesis which can be of significance for me and for others. I want individuals to gain a deep knowledge and thereby enhance their knowledge about knowledge-intensive companies and leadership within these by reading my thesis, as I have.