Recently the labor dispute, by the laborer requested the employer pays the retirement pension, discharges with severance pay, the wages event for the most large amount, in the human resources management reduces staff the dismissal for the employer to express on own initiative behavior of the termination labor contract, is because the employer folk remedy meaning expressed occurs, is really big rights and interests of influence regarding the laborer.Therefore, this article has the dismissal jurisdiction, gets employed the protection with the laborer the contradiction and the conflict discussion, by home four big industry practice utilization in, regarding employer and laborer during divergent interest, obtains during the suitable balance the thorough discussion. The research goal in the financial storm occurrence, the industrial structure change and the whole employment environmental variation, grows the question which the enterprise reduces staff, causes unemployed's ratio to climb.Speaking of the enterprise, reduces staff the benefit which in the cost reduces, relative also has in the management strategy negative management the influence, and remains in office the staff the intrinsic psychological concealed worry which initiates after the event.Do take the mean value difference examination ¢wt test and the mean value variation analysis ¢wANOVA concept and the statistical analytic method as the analysis tool, when organizes front to consider must pick the line to reduce staff, should consider the staff innermost feelings, the enterprise completes the properly necessary measure, assists these the laborer who reduces staff, with remains in office staff's psychology, more promotes to the organization centripetal force.

Thesis (Ph. D.)--Rutgers University, 2009. / "Graduate Program in Industrial Relations and Human Resources." Includes bibliographical references (p. 69-84).

Thesis (Ph. D.)--Rutgers University, 2009. / "Graduate Program in Industrial Relations and Human Resources." Includes bibliographical references (p. 120-131).

The economic context changes, companies adapt and recruitment evolves. As future managers and leaders, or simply new actors in the working environment, this is our duty to be aware of the demand of the market. The economic situation has a huge impact on the recruitment and this more so in a crisis period (Aswegen, 2009). In order to respond of the need of flexibility, facing crisis situation or simply facing the need of change, Interim Management seems to correspond to this request or is at least one of the tools that companies can take into consideration. During the previous phase of our thesis, we realized that only a few people were aware of this promising concept of management. It became a challenge for us, we wanted to know more about this topic and to write a paper in order to share the knowledge that we would gather through the process of depicting this emerging phenomenon called „Interim Management‟ while remaining objective. During our research and interviews, we met recruitment consultants, Interim Managers, and corporate human resources directors; all of these meetings helped us to understand companies' needs and what they expect when hiring Interim Managers. Our thesis aims at explaining and depicting the emerging concept of Interim Management in order to give our vision of the reality.

Darbo objektas: žmogiškųjų išteklių formavimas sporto klube. Darbo tikslas: išanalizuoti žmogiškųjų išteklių formavimą sporto klube „X“. Darbo uždaviniai: 1. Atskleisti žmogiškųjų išteklių sampratos teorinius aspektus nustatant žmogiškųjų išteklių svarbą organizacijai; 2. Išanalizuoti žmogiškųjų išteklių formavimo esmę ir būtinumo teoriją; 3. Ištirti žmogiškųjų išteklių formavimą sporto klube „X“. Išvados: 1. Žmogiškieji ištekliai svarbus komponentas galintis prisidėti prie organizacijos konkurencinio pranašumo kūrimo. Žmogiškieji ištekliai yra kaip vieni sunkiausiai pasiekiamų arba apskritai nepasiekiamų bet kokio verslo konkurencinių pranašumų. Žmogiškieji ištekliai laikomi pagrindiniu organizacijos ištekliu, nes atskiri asmenys pritaiko vis kitus išteklius bei turi reikšmingos įtakos organizacijos pelningumui ir efektyvumui. 2. Žmogiškųjų išteklių formavimas yra būsimojo organizacijos personalo poreikio planavimas, įvertinantis tiek vidinę organizacijos veiklą, tiek išorės aplinkos veiksnius. Žmogiškųjų išteklių formavimas šiandien yra uždavinys kylantis dėl konkurencinės, besikeičiančios aplinkos, darbo jėgos stokos, nuolat kintančios demografinės situacijos ir vyriausybės spaudimo apsaugoti darbuotojus bei jų aplinką. Tradicinio žmonių išteklių planavimo modelio paskirtis – pasiekti balansą tarp darbo jėgos poreikio ir pasiūlos prognozėse. Paklausą apsprendžia organizacijos tikslai ir strategijos, aplinka ir personalo panaudojimo būdai organizacijoje. Darbo jėgos... [toliau žr. visą tekstą] / The object: forming human resources in sports club. The objective: to analyze the formation of human resources in sports club "X". Work tasks: 1. Reveal the theoretical human resources aspects determining importance of human resources in the organization; 2. To analyze the essence of the human resources development and the need for theory; 3. To investigate the forming of human resources in sports club "X". Conclusion: • Human resources are important component of which may contribute to an organization's competitive advantage creation. Human resources are one of the most difficult to reach, or generally inaccessible to any business competitive advantages. Human resources are seen as a major resource for the organization, as individuals adjust other resources and still have a significant impact on an organization's profitability and efficiency. • Human resource formation is the personnel need for future planning, assessing both the internal activities of the organization, and external environmental factors. Human resource forming today is a task stemming from the competitive, ever-changing environment, the lack of labor, constantly changing demographic situation and the pressure on the government to protect employees and the environment. The traditional human resource planning model designation - a balance between labor demand and supply projections. Demand is determined by the organization's goals and strategies, the environment and human uses of the organization. Labour... [to full text]

The aim of the study is to understand the significance and the impact of the careerdevelopment and counseling with consideration of cultural aspects in an internationalcompany in Shanghai, the People’s Republic of China. The aim has been achievedthrough three research questions. What experiences do employees have from careerdevelopment and counseling in an international company in Shanghai? Whatcontributions from the company do employees perceive to be necessary inexperiencing an ongoing upward trend in their career development? What kind ofcultural aspects influence employees’ career development in an internationalcompany? The field study is conducted through the Cultural Intelligence Theory. Aqualitative approach has been used in the study. Six in-depth interviews wereconducted with employees and one in-depth interview with a HR manager in aninternational company in Shanghai.The experiences that the interviewed employees at the international company havehad from career development and counseling, which is defined as a professionalguidance of the individuals and a process of helping an individual discover anddevelop his/her vocational and professional potentialities, are quite positive. Formaintaining constant progress in their career development, employees have suggestedsome practical actions that can be taken by the company. The interviewed employees’viewpoints are that managers in international companies give them freedom ofactions, which leads to more responsibility and creativity, allow them to makemistakes and learn from them, support them in their career development, provideregular feedbacks on their performance.

I denna studie undersöks chefers uppfattning om vad som attraherar, behåller och utvecklar dem med deras arbete. Syftet är att analysera deras uppfattning av IKEA som arbetsgivarvarumärke samt se hur uppfattningen förändras under deras anställningstid. Bakgrunden till studien baseras på samspelet mellan individ och organisation samt forskning om begreppet arbetsgivarvarumärke. Studien genomförs med en kvalitativ metod och en konstruktionistisk ontologisk utgångspunkt. Empiri samlades in genom sex semistrukturerade intervjuer med chefer på IKEA Jönköping. Vilken sedan analyserades med inspiration av en fenomenografisk utgångspunkt för att finna variationer av uppfattningar. I resultatet urskiljs skillnader i hur cheferna uppfattar arbetsgivarvarumärket i de tre faserna attrahera, behålla och utveckla. Cheferna attraherades av försörjning, anställningstrygghet och personlig utveckling. Deras uppfattning om arbetsgivarvarumärket är i dag mer samstämmig där fokus ligger på organisationskultur och utveckling. Inför framtiden uppfattar respondenterna möjligheten till utveckling som en viktig del av arbetsgivarvarumärket. Genom att samla arbetet kring attrahera, behålla och utveckla personal stärks arbetsgivarvarumärket. Detta är något som kan förtydliga Human Resource avdelningens roll i organisationen.

Problemformulering: Hur arbetar företagen i studien strategiskt med att attrahera arbetskraft via sitt arbetsgivarvarumärke – Employer Branding? Syfte: Uppsatsens syfte är att beskriva samt undersöka hur företag arbetar strategiskt för att attrahera potentiell arbetskraft. Uppsatsen kommer även att jämföra om strategierna skiljer sig åt mellan företag som är verksamma inom olika branscher. Metod: För att genomföra uppsatsen används en kvalitativ undersökningsstrategi. Empiri samlades in genom kvalitativa intervjuer som genomförts utifrån en semistrukturerad intervjuguide. Empiri: Empiri har samlats in genom intervjuer som kategoriserats under fyra olika teman internt perspektiv, extern perspektiv, kommunikation och mål. De deltagande företagen i denna studie är företag X, Hi3G Access och Systembolaget. Där intervjuer genomfördes med ansvariga för företagets employer branding arbete. Slutsats: Det finns likheter och skillnader i de deltagande företagens strategiska employer branding arbete gällande kommunikation, segmentering samt mål. Studien visar inga empiriska bevis för att strategierna skiljer sig åt på grund av att företagen är verksamma inom olika branscher. Skillnaderna i företagets strategier kan bero på att de befinner sig i olika stadier med sitt employer branding arbete. Oavsett vilken bransch företag är verksamma i visar studien på att företagen upplever ett ökat behov av att arbeta med employer branding.

Employee engagement is a relatively new construct in academic literature and an increasingly popular idea in practice. Proponents of employee engagement claim a strong positive relationship between engagement and business success, both at the firm and individual levels, and outcomes including retention, productivity, profitability, and customer loyalty and satisfaction. Despite numerous academic and practitioner publications on employee engagement, no consistently-accepted conceptualization of the construct or its sub-dimensions exists, and there is an ongoing debate regarding whether the employee engagement construct is a new idea or a re-hashing of old ideas. Similarly, no consistently-accepted tool to measure employee engagement exists. In the absence of consistent conceptualization and measurement, relationships between employee engagement and its antecedents and outcomes cannot be empirically tested. Drawing on prior literature and practitioner interviews, the present study defines employee engagement as an attitude towards one’s work at one’s company, comprising feelings of vigor, dedication, and absorption; cognitive appraisals of psychological empowerment; and motivation to act, both within role and extra role, in the service of the organization’s goals. In addition, the present study validates a self-report instrument to measure this conceptualization of employee engagement, using construct and scale validation procedures accepted in marketing and information systems literature.

Employee engagement has taken over the corporate world. Whether it is the media, consulting firms, business leaders or human resources, everyone is talking about it. Despite the buzz in the corporate world and millions of dollars pumped into the industry, employee engagement has remained relatively unchanged and our comprehension of it is hazy. Examining the concept of employee engagement from conceptualization to present day helps provide a solid understanding of its foundation and where major evolutionary failings occurred. Prompted by Gallup’s takeover of the concept – from packaging, selling, measuring and intervening – the essence of employee engagement has been lost in overdrive and is now focused on statistics rather than people. The purpose of this paper is to identify the major flaws in the current state of employee engagement using its past as a basis of restoring viability to the concept.