Browsing by Subject "human resources"

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  • Hoffman, Monika (2002)
    The aim of the study was to find a set of competencies for an ideal public manager in an international environment by using a competency model. The validity of the model was tested through a case study. The case study - the Management Training Piogramme (MTP) for the European Commission, was evaluated by using the framework of the new competency model. The main questions answered by the study were: did the MTP fulfil the expectations of the competence model for an 'ideal public manager' in an international environment, and how well did the new model describe the competencies of an 'ideal public manager'. There was no theoretical model directly adaptable for this study. Therefore, different theories were combined front Mintzberg, Yukl, Lucia & Lepsinger, Virtanen and Mouritzen to find a more complete set of competencies for an ideal public manager in an international environment. A new model of competencies was created, witch included roles, practises and competencies of traditional manager, public manager and international civil servant. This new model was then used to evaluate the MTP. In order to better understand and analyse the competencies set for the MTP, the setting of the European Commission and its organisational culture was described. Organisational culture is briefly introduced and how it can affect attitudes, values, ideology, behaviour and practises in the European commission. This underlying organisational culture was reflected in the MTP. After deriving a new set of competencies for the middle managers of the European Commission and testing them through the new model, the conclusion was that the MTP covered almost all of the task-oriented competencies (setting objectives, delegating, prioritising) nearly all relations-oriented competencies (feedback, motivating, team building) and lacking some of the important change oriented and substantial roles (networking, negotiation). Many of the roles and competencies that I found missing were categorised by the ethical and politic competencies (co-operation with member states, best practises, organisational values). The focus of the MTP was on general management skills. According to the TNA, this focus matched the needs of the participants. In conclusion, the MTP was successful. The most significant finding of the study based on the new model was that the theme of Service Culture in the programme became the core competence for the middle managers of the Commission. Service Culture brought light into the more significant ethical and political value based competencies. It seemed to capture the essence of values for existence and purpose for the commission. Unfortunately, the conclusion was that Service Culture was not covered in depth in the MTP. Despite the fact that MTP as a data base provided only a narrow view of all international public manager, the competency model as a method worked well. Competency model can be an effective method in finding a set of competencies for an ideal public manager in an international environment. The approach of this study to take a wide perspective by combining the different theories worked well. The need for further development of the model to be suitable in a general context is obvious. The challenge for future studies is to conduct in-depth analysis of competencies in several international organisations to design a more generic model. Furthermore, the fact that no theory exist, which would look at competencies in as wide perspective as this ease required, already proves the need for further research in the field.
  • Heinsalo, Sanna (2000)
    Computers and new information technology are used excessively in today's business world – even in the more 'softer' areas such as Human Resources. Academic research on these areas has also increased remarkably. However, in social psychology research on new technologies and user attitudes is basically non-existent. This study introduces an important current topic, the intranet, as a form of organizational communication, and discusses its use and possibilities in Human Resources Department's communication, as well as in communication in general. The study concentrates on finding out the relationships between intranet use and intranet attitudes, specifically studying use of Human Resources intranet pages and attitudes towards them. Another important factor in the research was culture. It was studied by using Hofstede's cultural dimensions, masculinity and power distance, to see whether they are related to intranet use and/or attitudes. The purpose of the study is to help the company to develop the existing HR communication systems to answer organization's needs. The study was conducted by a quantitative questionnaire in Neste Chemicals Oy, an international, Finnish-based chemicals company. The results have been analyzed statistically using mainly ANOVA and t-test, concentrating on finding out the differences between groups. The study found that intranet was used frequently among all the personnel, although significant differences between positions and locations were found. Intranet attitudes and use were found to be strongly linked to one another, both on general level and regarding HR intranet pages. Culture was also found to be related to intranet use and attitudes as well as to openness of communication. However, a concern of many respondents regarding intranet use was that it should not be forgotten that personal service is still needed - and wanted. Most important references: Hofstede, Geert. (1994). Cultures and Organizations. Software of the Mind. Intercultural Cooperation and Its Importance for Survival. London: Harper Collins Business. Hofstede, Geert. (1984). Culture's Consequences. International Differences in Work-Related Values. Beverly Hills: Sage.
  • Rekola, Mika; Nippala, Jaakko; Tynjälä, Päivi; Virtanen, Anne V. (2018)
    This explorative study examined practices of competence modelling in the forest sector organisations and how organisations anticipate changes in competence needs in the future. Semi-structured in-depth interviews (n=10) were conducted amongst forest sector experts in Finland and data was analysed by thematic analysis. The findings showed that the practices of modelling competences were diverse, most frequently used ones being superior-subordinate review discussions and quantitative competence surveys. In addition to these formal systems, informal modelling, especially on the team level and in smaller companies was also frequent. Organisations used competence modelling for several human resources functions, such as appraisal, motivation and promotion of employees. Surprisingly hiring and compensation functions were not mentioned. Perceptions related to competence modelling were generally speaking positive. The most important challenges were the lack of further actions and sometimes the extraordinary burden to the employees. When anticipating the future, the experts interviewed mentioned several commonly recognised trends, e.g., development of information technology, fragmentation of working life and structural changes in labour markets. All these require more generic competences related to information processing and personal self-management, especially respondents highlighted the importance of self-awareness skills. It is concluded that several useful practices for competence modelling already exist and that present study provides a basis for further quantitative further study.
  • Allo, Mai (2004)
    We develop a model to analyse the interaction between science, technology and social welfare. In the model, there are three types of actor: a monopolistic firm, scientists choosing to work either in the firm or in the university, and quality-demanding consumers. Peer control institution of the university affects quality of science used by the firm as an input. Peer control affects the firm's costs as well. First we show that the effort level in the university is too low. Further, we show that the firm might be willing to employ more scientists if peer control in the university became stricter. We determine the conditions for both the direct and indirect welfare effects of peer control.