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Browsing by Subject "Human Resources"

Now showing 1 - 3 of 3
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    Internal Capacity Building for Health, Resilience and Racial Equity in Ramsey County
    (Resilient Communities Project (RCP), University of Minnesota, 2023) Luo, Abigail; Sepehr, Sara; Stamp, Shannon; Tryggestad, Andrea
    This project was completed as part of a partnership between Ramsey County and the University of Minnesota’s Resilient Communities Project (https://rcp.umn.edu/). The goal of this project was to identify County employee staffing and training needs, and develop appropriate training resources to better promote health, resilience, and racial equity in County efforts to prepare for and address climate change impacts. Ramsey County project lead Abigail Phillips collaborated with a team of students in Dr. Stacy Doepner-Hove’s course HRIR 6801 to convert the County's existing climate action framework to a user-friendly Excel spreadsheet that can be used to track goals and progress, identify existing and additional staff capacity needed to achieve the goals in the framework, develop job descriptions for proposed new staff positions, explore Ramsey County's organizational structure and how existing and proposed new positions relate to each other, and develop a case to leadership within the County for the staffing and other recommendations included in the report. A final student report, PowerPoint presentation slides, and final framework Excel spreadsheet from the project are available.
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    Internationalization of small business: multiple case studies of successful small business managers in Sri Lanka.
    (2009-09) Hewapathirana, Gertrude Iranganie
    Internationalization of small business through relationships was the focus of this research. The purpose was to identify how international business relationships were initiated, built, and maintained and what values and competencies were practiced by successful and award-winning small business owner-managers in Sri Lanka. The multiple case study method was used with a phenomenological approach to analyze in-depth qualitative data collected from face-to-face interviews. The three research questions were: 1) How were international business relationships initiated, built, and maintained by Sri Lankan SB owner-managers?, 2) What business relationship competencies did Sri Lankan SB owner-managers demonstrate as they engaged in international business relationships? and 3) What did Sri Lankan SB owner-managers value as they engaged in international business relationships? The data were triangulated using documents and interviews with business experts in selecting information-rich cases. Sri Lankan SB managers experienced that close friendships have many benefits in expanding their markets, products, technological innovations, and knowledge of business partners and markets. They initiated friendships through family and friends. Later such friendships were expanded to new clients with the help of their business dyads. Their lived experience is painted through the major theme that "relationships in business are like a family." Within this theme, there were three major essences: "profit is not the only motive," "do the best, give the best, and tell the truth," and "continuity of friendship means continuity of business." These findings show positive impacts of friendships on international business. Acquiring and using appropriate knowledge, personalities that made them like families, skills, behaviors, and mutually beneficial relational strategies in international business were the relational competencies. The research participants value establishing and continuing mutually beneficial relationships as an essential part of their businesses to avoid conflicts on issues in internationalization of their SBs. This research witnessed that SB managers have the capability to be sustained in international markets. Building family-like relationships took a long time because there were no educational programs designed to develop relational competencies. I argue that relationships in business bring many benefits. Identifying positive and negative factors of relationships is an important topic for further research.
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    Outsourcing Human Resource activities: measuring the hidden costs and benefits.
    (2009-04) Norman, Thomas James
    This thesis contributes to the literature on human resource management (HRM) and business process outsourcing (BPO) in three important ways. First, this is the first study to report on the level of human resource outsourcing (HRO) for 34 distinct human resource management activities. Currently, the vast majority of the information available on HRO comes from consultant reports (Aberdeen Group, 2006; Equaterra, 2008; Towers Perrin, 2008) and articles in the popular press (Engardio, et al., 2006). Only a handful of academic studies (Gilly, Greer and Rasheed, 2004; Lawler, Boundreau and Mohrman, 2006) have systematically measured HRO. Second, this study examines the impact of HRO on organizational outcomes by attempting to detect an association between levels of outsourcing different types of HRM activities and three dependent variables: employee turnover, employee satisfaction, and customer satisfaction. Third, this study reports the assessments of several dozen expert raters as to the attributes of the 34 measured HRM activities and their suitability for outsourcing. The data set contains organizational data collected from multiple sources, including HR vice-presidents, CFOs, HR professionals, managers, organizational archives and publically available financial records. The evidence suggests that HRO levels vary along with the predictions of transaction cost economics and that outsourcing certain HRM activities may be associated with employee retention.