HUMAN RESOURCES MANAGEMENT

Author: MUÑOZ SOLER M. DOLORES.
Year: 2003.
University: GIRONA [www.udg.es].
Place of defense: CIENCIAS ECONÓMICAS Y EMPRESARIALES.
Place of preparation: UDG.

Summary: The thesis is oabjeto analyze, women's access to business management, his style of leadership as well as the difficulties they have encountered and have to exercise the dirección.Para This has included a review of the academic literature on liderzgo and evolution of the same characteristics, to the two major styles: trasaccional and tranformacional. At that point, compiles a series of studies that analyze the distinctive characteristics and the influence of gender on leadership styles, in order to develop a conceptual model of analysis to be applied to empirical study. The empirical study refers to the reality of women managers in companies Girona.En First it is necessary to make a aproxomación to companies to identify where they are located directives and women know their profile, as well as its leadership style, access to address and overcome the difficulties they have in the exercise of misma.Se special reference to the reconciliation of working life and family life. It also discusses the motivations that have to exercise leadership and what is your vision paralas women managers. The methodology includes quantitative and qualitative analysis. For the first two questionnaires were used, the first directed alos managers and directives of a sample of companies in Girona which has been obtained 252 questionnaire valid and the second aimed at women executives of the companies, which have obtained 100 valid questionnaires . Subsequently, in the data collection phase qualitative interviews were conducted with 19 women executives, with the subsequent analysis of the speech. The data analysis shows that access to the leadership is in high percentages route family, or the fact of having created their own business. We are in an environment of small and medium enterprises familiar.El leadership style with which most identifies is the tranformacional, taking intoaccount the importance of rsultados of the company. The motivations expressed are basic self, and development personal.En problems do arise, the directives surveyed and interviewed have not found significant problems, but if you have expressed to feel that because they are women, have had to prove their ability and validity several circumstances in the exercise dela direction. Despite that recent research on the subject there is a view that women can bring carcterísticas very positive for the companies in the exercise of leadership, not yet exist in large companies enough women in senior positions to enable them have easier access to consejor administration, unless they are family members shareholder.

Author: LÓPEZ CABRALES ÁLVARO.
Year: 2003.
University: PABLO DE OLAVIDE [www.upo.es].
Place of defense: ECONOMÍA Y EMPRESA.
Place of preparation: UNIVERSIDAD DE CÁDIZ CONVALIDADO.

Summary: This dissertation seeks to assess whether the Spanish companies apply employment patterns as the characteristics of their workers, as predicted model Lepak and Snell (1999) and also what relationship exists between the configurations of Human Resources in a company, its level of capaciadades and organizational efficiency. An analysis of data already done observed two groups of firms in the sample companies such commitment and companies such as "Market Based", depending on the characteristics "value" and "specificity" of their full-time workers. Moreover, it follows a breach of the hypotheses to model Lepak and Snell: The Spanish companies fail to implement different models use different types of employees. In fact, only the frequency of use of 5 of the 32 practices of Human Resources Management was significantly different in both groups organizaciones.No however, has been obtained statistical support for the hypothesis that the configuration "Commitment" is the linking a higher level of skills organitativas and efficiency. As involvement include confirmation of the tenets of the theory of Resources and Capabilities and that the results indicate that individuals with a specific knowledge more and more difficult to imitate or replace (configuration "Commitment") are sources of competitive advantage in business at least in term of higher level of organizational capabilities and efficiency.

Author: FUENZALIDA O'SHEE DARCY ELIZARDO.
Year: 2003.
University: LLEIDA [www.udl.es].
Place of defense: DERECHO Y ECONOMÍA.
Place of preparation: UNIVERSITAT DE LLEIDA.

Author: NIEVES NIETO CARMEN DE.
Year: 2003.
University: POLITÉCNICA DE CARTAGENA [www.upct.es].
Place of defense: INGENIEROS INDUSTRIALES.
Place of preparation: UNIVERSIDAD POLITÉCNICA DE CARTAGENA.

Summary: This thesis deals with the problems existing in the various departments for the allocation of tasks to the participants in their activities in the institution negocio.La need to conduct an investigation in this field arises as a result of a literature review on issues structures Recuarsos Human businesses and the appreciation of structures obsolete for today's society. In the literature review ralizada, noted the existence of staffing structures classic and somewhat obsolete for Human Resources, to be due to each company different from the rest is not easy to create a pattern applies to both large and small companies. Based on a model of classical structure of the staff inthe business, this work presents a new approach to structuring based on the processes that realizanen the business entities may deichas entities be from a large corporation to a department. Therefore, the need for this thesis is twofold: On the one hand, provide a model Recuros Human within a framework of Enterprise Integration based on the implementation of the processes performed by entities negocio.Y also make a contribution to field management jeráquica job for the business entity, based on processes and functions developed by the participants. Therefore this dissertation follows a differentiated structure into three major first block is a block ID Framework in which the components which were subsequently utilizazán for the construction of the Model Human Resources in suegundo bloc, called Model Approach . generated Once the model, will take the Practical Application and valilación thereof to the logistical areas. The first block called ID Framework part in a first chapter of the Business Integration perspective from that point to justify the different stages that point forward integration architectures, as well as an identification of the elements common to every corporate business entity identified for those arquitecturas.Esto is done to justify what are the common elements architectures and to check what are the steps or changing them. Once identified these elements, the second chapter will describe each of the elements identified for corporate business entities and the relationships between them, justificándos not only from the perspective raised in the first chapter, but it adds a perspeciva raised in the first chapter, but it adds a perspective from the Value Chain of Porter.A Then, in the third chapter setting out the steps or life cycle of systems, and their comparison with the already gained in the first chapter to justify the existence of these etapas.Conocidas stages is a particular application of the same element or Human Resources staff to demonstrate that occur in the systems. This block ends with the fourth chapter in which once demonstrated the existence of the personal element, the plan emphasizes the importance of providing such personnel structures for their performances and improvement in the ralizaciín task. Once identified under the second section will describe through the stages of life cycle described in the third chapter a model Recuarsos Human based processes done by staff, based on the business elements presented in the second chapter . this block are called Model Approach, and is reflected in the chapter quinto.El model generated is more current, because it does not take into account only the hierarchical levels in the existing business entities, but is based on the made in each position, the specified  What?,  How?,  When?,  Who?,  Where?,  Why? The tasks of each post generated. The final part of this work up to the Implementation of everything raised and exposed at parties before, thus making an palicación mode to a particular area: logistics systems. This part will consist of the sixth chapter which describe the logistical systems because they é 8 stos are a82 frame of reference for the application of the model and its logistics department is not an isolated businesses but is related to a large number activities such as: demand management, supply management, warehouse management, stock management, management distribución.Conocido area of study that will focus on work, in the seventh chapter is passed to develop the Model Human Resources applied to logistics, due to lack of staffing structures in this area, as well as along the lines of action carried out in the second part of the work (Model Approach), generates a model applied to systems logísticos.En this chapter also includes a brief description of the positions that may include a logistics system. Finally, the eighth chapter describes the methodology used for the verification of this model in empresas.Para It realizán interviews and site visits to various companies that apply logistics, and madiante conducting a questionnaire that profiling system types is fulfilled that model, as the logistics can be applied in businesses of commercial distribution, logistics operators comoo in producing companies with logistics department. The work will end synthesizing input conseguidad and findings estraídas.Para establish polsibles lines for future work in this field but are profiled in this unfinished work. Besides, this thesis includes some annexes which brings the documentation used parala development of trabajo.El first annex (Annex I) includes full description of the logistics posts proposed in chapter seven. The second annex (Annex II) consists of a description of the different types of interview, with their advantages and incovenientes, which can be made in a research paper, as well as the methodology used for the preparation of cuetionarios, including from the first questionnaires until the final questionnaire used in site visits. Finally, the third and final Annex (Annex III) shall consist of information obtained in the questionnaires in situ visits made to businesses.

Author: CEJAS MARTINEZ MAGDA FRANCISCA.
Year: 2003.
University: BARCELONA [www.ub.es].
Place of defense: CIENCIAS ECONOMICAS Y EMPRESARIALES.
Place of preparation: UNIVERSIDAD DE BARCELONA.

Summary: The study is intended to analyze how the Strategic Training as a factor, in order to emphasize the Role protagonist who has both the skills development of the worker as in the development of competitiveness empresarial.El study addresses through 8 chapters entails the development of the subject. was anlizo in Valencia Venezuela trasujo emperico.Es type Quantitative and cualitativo.Se determines the conelusiones that training is key pocna the organization and for the trasujador their development.

Author: RIMBAU QILABERT EVA.
Year: 2003.
University: BARCELONA [www.ub.es].
Place of defense: CIENCIAS ECONÓMICAS Y EMPRESARIALES.
Place of preparation: FAC.CIENCIAS ECONÓMICAS Y EMPRESARIALES .UB.

Summary: In organizations today, employment relations of the traditional kind, based on a permanent labor contract full-time, have combined in a growing relationship with other flexible employment or peripheral. The workforce possible, which focuses this research provides numerical flexibility extreme or contractual the organizaciones.En this thesis, casual workers are defined as those who are integrated in some way in the organization, but which it does not maintain an explicit link in the long term, regardless of whether they had been hired by him or not. This research addresses, in particular, the determinants and consequences of any job for organizaciones.Estos aspects have been studied since distantas prospects and by various authors, paero few have taken into consideration in a systematic way the strategic aspects of these ralciones of tabajo.Esta thesis proposes a model estatégicodel employment, which takes as fundmentos theoretical inputs from the Directorate Estrategiacas Human Resources, the resource-based approach and capabilities and the types of competitive strategies proposed by Porter (1982). With the basis of these theoretical foundations, assumptions of the model relate 1) the characteristics that are conducive to a job will be filled by workers evenruales, 2) to influence the strategy qu dela organization can exercise both in the characteristics of their jobs and employment work and casual 3) the moderating effect that the strategy can have on the relationship between employment and labor possible organizational performance. To contrast these scenarios were conducted structured interviews in the area of fitness and practice sports in the Barcelona area, obteniéndose empirical data on 44 organizations and 299 jobs. According to the results of this investigation, casual workers tend to occupy those posts 1) requiring knowledge and skill abundant in the labor market, 2) require a little time learning by the worker once incorporated into the organization, and 3) have a low level of social complexity within the organization. The study of these data has not been proven, however, that significant relationships exist between the rate of eventuality of a job and social complexity external its strategic significance, or the normalization of work at the site. It should be stressed, moreover, that the organizations surveyed had no vínvulo whatsoever between its strategic direction on the one hand and the nature of their jobs or their employment levels of employment, by otro.A spite deeste result, it was found that strategy to the cost but negatively ralacionado under a strategy of differentiation. In view of these findings, we can say that this research helps to explain the nature delas relations that bind the main alternatives to recruit workers with the strategic direction of the organización.Se proporcina, well, a range of the organizaciones.Se shows, therefore, that research can not assume that the working relationship is always refer to a single type of appointment: domestic employment and permanent. In this sense, resultdos obtained lainvestigación show that the different types of ralción job withthe workers may not be equally suitable for the entire 8 s or 374 ganizaciones, porlo that it is necessary to consider in each case the coherence between forms, possible working and impertivos strategic to which it is subjected the organización.De Thus, the thesis quese presents highlights on the one hand, the theoretical interest to investigate the relationship between these variables, and on the other hand can assist line managers to manage human capital decidri on ways to better employment appropriate to their needs estrategícas.

Author: CEJAS MARTÍNEZ MAGDA F..
Year: 2003.
University: BARCELONA [www.ub.es].
Place of defense: FACULTAD DE ECONÓMICAS.
Place of preparation: UNIVERSIDAD DE BARCELONA.

Summary: The study aims to analyze training as a strategic factor, in order to emphasize the Role protagonist who has both the skills development of the worker as in the development of business competitiveness. The study is addressed through 8 chapters associated with the development of the item. Venezuela was conducted in Valencia empirical work. It is a quantitative and qualitative. It is determined in the conclusions that training is key for organizations and for the worker and his development.

Author: REDONDO LÓPEZ M. CARMEN.
Year: 2004.
University: SANTIAGO DE COMPOSTELA [www.usc.es].
Place of defense: FACULTAD DE ADMINISTRACIÓN Y DIRECCIÓN DE EMPRESAS DE LUGO.
Place of preparation: FACULTAD DE ADMINISTRACIÓN Y DIRECCIÓN DE EMPRESAS DE LUGO.

Summary: The labor market is flexible in different grados.Esto has led to ways to link a person to a job today are much more extensive in terms of both quantity and intensity of use, which a few decades ago. The development of atypical forms of work is a hallmark of a relaxation of the conditions empleo.En thesis is done two análisis.El first is based on a longitudinal analysis of data provided in the survey of force trabajo.El second consists of a survey among teachers in the three Galician universities to determine the profile of teachers and the specific conditions of teachers working part-time.

Author: VILLEGAS PERIÑAN M. MAR.
Year: 2004.
University: SEVILLA [www.us.es].
Place of defense: FACULTAD CC.ECONÓMICAS Y EMPRESARIALES.
Place of preparation: FACULTAD CIENCIAS ECONOMICAS Y EMPRESARIALES.

Summary: The purpose of the research is to advance the understanding of the processes through which leaders exert their influence changes in the desempleño and in the attitudes of their seguidores.Para have been defined two mediating variables: the empowerment or psychological sense power by the followers, approached from the point of view motivicional and culture they find in the work teams, or more specifically the perception of certain cultural norms guiding the achievement and autorralización. The research work has been carried cabao in a multinational company leader in the field of food and beverages in España.La study population consists of the collective of directors, managers and technical staff dela company, the sample obtained covers 249 individuals, mostly (62.2%) team leaders, with a representaciónimportante of directors (19.3%). For data analysis, we opted for the use of the structural equation model. Results from the research we can summarized as follows:. The transformational leadership exerts a positive effect on the performance of his followers. . Positive effect of liderezgo transformcional on the perception of empowerment of his followers, albeit modest. . Fort inpacto of transformational leadership on the individual perception of the standards of achievement and self-orientation in the work teams. . The emowerment psicologíco and individual perception of normative beliefs orientation to the achievement and autorrelización not actuán as mediators of the relationship leadership transformacional-desempeñó. . Relations between transformational leadership and attitudes of their followers (general satisfaction and emotional commitment to the organization) explained it come through empowerment. We finished the investigation noting the need to:. Identify other mediating variables that help explain the impact of transformational leadership on the execution of its followers. . Adopt other levels besides the individual analysis. . Give greater attention to the followers as part of the relationship líder-seguidor. . Incorporate context variables that can act as moderators in the effectiveness of transformational leaders.

Author: DURAN JUVE DUNIA.
Year: 2004.
University: BARCELONA [www.ub.es].
Place of defense: FACULTAD D'ECONÓMICAS.
Place of preparation: FACULTAD DE ECONÓMICAS Y EMPRESARIALES.

Summary: Study of the main models on knowledge management ylos most important aspects to consider in their growth and estudando emotional problems that may affect the staff of the modern enterprise as a result of their work and rias solution to overcome them, in order to maximize the full potential of knowledge capital humano.Como empirical analysis of determína within a system of strategic management of human capital based on the knowledge, skills and requísitos that concerned are regarded as more important for the staff of the companies tosdos sectors, in general, and textile and garment is particular with a view to determining the level of knowledge and skills of managers and middle management of this sector.

Author: BASCO RODRIGO JUAN TADEO.
Year: 2004.
University: COMPLUTENSE DE MADRID [www.ucm.es].
Place of defense: FACULTAD DE CIENCIAS ECONOMICAS Y EMPRESARIALES.
Place of preparation: FACULTAD CIENCIAS ECONOMICAS Y EMPRESARIALES.

Summary: The professionalization of the family firm is now one of the main arguments that from the academic field and from the business community complained to explain and justify the success of the family business from the existence of an address family. Due to the lack of an overall view of the parameters on which the family business governs and manages its resources and capacities tend to genrar competitive advantages, the idea arose to know how much a family business is professional and what are the dimensions of family firm professional, from the consideration of three key objectives. . To develop a theoretical framework on the investigation into the family business, focusing the analysis on the evolution of thought, within the limits with other disciplines and the problematic concept of phenomenon under study. . To analyze, organize and classify the existing literature related to intellectual continuity and professionalization of the family firm in a theoretical framework to understand that progress in knowledge and gaps. . Identify potential demensiones the family business professional, creating a model study from which to bringing together family businesses according delas dimensions of the professionalization identify eficacía of groups formed depending on the objectives and delos results actually achieved, analyze and explain how they operate the different components of professionalization in the family business to shape an approach that values the contrasts between the different groups, and lay the theoretical groundwork for a leadership style that includes family the various elements, we believe so far in isolation.

Author: FINOL TOVAR OCTAVIO JOSE.
Year: 2004.
University: MÁLAGA [www.uma.es].
Place of defense: FACULTAD DE ECONÓMICAS Y EMPRESARIALES.
Place of preparation: UNELLEZ (VENEZUELA) - UMA.

Summary: The dissertation investigates about the organizational culture of SMEs manufacturing the municipality Barinas state of Barinas, Venezuela, from the identification of core values that managers have implemented in their companies. Similarly, information is obtained about the values of workers who contribute to sustaining organizational culture marked by employers. Additionally presents an approach to a kind of culture organzacional SMEs studied. The empirical study consisted of the implementation of two surveys, one directed at employers and other workers employed by companies selected as a random sample. The core values common to all companies, which were found in the empirical study were: the value of quality, the customer satisfaction, in technology and innovation and the values associated with the conception of resources human corresponding to the Theory X McGregor. The organizational cultures of the companies are among the reactive culture and the culture of foresight in the types of Ansoff.

Author: PÉREZ RAMIREZ JOSE ANTONIO.
Year: 2004.
University: MÁLAGA [www.uma.es].
Place of defense: FACULTAD DE CIENCIAS ECONÓMICAS Y EMPRESARIALES.
Place of preparation: FACULTAD CC. ECONOMÍCAS Y EMPRESARIALES.

Summary: The specialized training maintains, modifies and enhances knowledge and skills associated with the work and enterprise. They also often improves the motivation of employees who receive it, as they find them useful and valuable, and have the opportunity to apply what they have learned, improving skills to the environment in which they work. The generation of intangible assets in the enterprise is powered by specialized training, so that each day grows in intellectual capital, reaching create organizational talent, companies with a special art, as the one who knows painting, singing or dancing. The key to this is in the methodology that we ensure that our training plans impact on performance, attitudes and behaviors, marking competitive advantages remain so over time, through training model for managers.

Author: SIMÓN DE BLAS ÁLVARO.
Year: 2004.
University: MÁLAGA [www.uma.es].
Place of defense: FACULTAD DE CIENCIAS ECONÓMICAS Y EMPRESARIALES.
Place of preparation: FACULTAD DE CC EE Y EE U. MÁLAGA.

Summary: The choice of the research was motivated by the desire to know the management, efficiency and control of public sector business in the autonomous region of Andalusia developed from the entry into force of the Statute of Autonomy in 1981. After an introductory part where it says the object and the state of research on the subject, the sources and structure of the investigation, the second part of the work deepens in the theoretical analysis and addresses the state of the art of public company in the twentieth century, their status in the Spanish Autonomous Communities, analyzes the current model of gesión the company evaluation of public policies as increasing application of discipline in the civil service and techniques for measuring efficiency in the delivery of public services . The third part is confined to the area of Andalusia and extends over the policy of PEs practiced by governments Andalusians from 1982 to 2002, the analysis, classification, evaluation and control of the public sector enterprise andaluz.Se include numerous statistics, ratios profitability of public enterprises, participation in production in the region and its geographical and sectoral. The fourth part of the job is empirical research has revealed, in depth, aspects of the management and control of all public companies that are part of the public sector enterprise Andalusian, which have drawn conclusions about its performance and potential improvements to constrastar empirical reality with the theoretical foundations exposed. Finally the main conclusions and recommendations contained some future lines of inquiry open to the resolution of some of the questions raised in the wake of work.

Author: CANÓS DARÓS LOURDES.
Year: 2004.
University: VALENCIA [www.uv.es].
Place of defense: FACULTAD D'ECONOMIA.
Place of preparation: FACULTADD'ECONOMIA.

Summary: IN THIS MEMORY TRATAMOS POLICY FOR SELECTING AND THE FEASIBILITY OF STAFF'S LABOR. Firstly, INTRODUCIMOS SOME TECHNICAL BORROSAS PERSONNEL SELECTION BASED IN COMPARISON WITH AN IDEAL CANDIDATE IN THE USE OF OWA OPERATORS AND WEIGHTS IN THE USE OF THAT ARE OF A PARAMETER. ALL METHODS ARE ILUSTRAN WITH THESE TESTS COMPUTACIONALES. Secondly, ANALIZAMOS PROBLEMS OF A MERGER, ACQUISITION OR ABSORPTION AND SEVERAL METHODS TO PROPOSE HEREBY DECIDE THE INFACTIBILIDAD OF PROGRAMS MATHEMATICAL COEFFICIENTS BORROSAS OR USING BOTH AT A TIME.

Author: ARANZABAL MINGUEZ ALEXANDER OIER.
Year: 2004.
University: DEUSTO [www.deusto.es].
Place of defense: FACULTAD DE CIENCIAS ECONÓMICAS Y EMPRESARIALES.
Place of preparation: FACULTAD DE CIENCIAS ECONOMICAS Y EMPRESARIALES.

Summary: This dissertation deals with the study of personal values, also known as human values, in the context of corporate governance. To that end, the work begins by analyzing the notion of human value at the theoretical level. Thus, we review the study of values from the point of view of philosophy, sociology, psychology, economics and business management. Then we study the theory of measurement practice of the values and the problems that this entails, with a look at various paradigms, methods, scales and some developments on the systematic practice of measurement values. As a result of the dispersion in the concept of human value and the difficulty of measuring its empirical, we opted for a model of concrete values. The model chosen is developed by BP Hall with the help of Benjamin Tonna, which solves many of the problems associated with the study of values. First, it provides a clear, structured and practice of the concept of value. Secondly, the values linked with a wide range of concepts such as personal development, leadership and competence. Thirdly, it allows the possibility of measuring values through the tool "Inventory Securities." Finally, we developed an exercise empirical measurement and analysis values. The collective aim of the study is composed of top-level executives of the various cooperative ventures fall within Mondragon Cooperative Corporation. Among the many interests that this group presents, we will highlight here two key ideas. On the one hand, these are people with lofty responsibilities of managing an enterprise. On the other hand, there are people who belong to a cooperative organizational fabric that makes explicit their philosophical differences and value in respect of ordinary business. The empirical findings of the study are satisfactory in relation to the proposed objectives. First, we know and describe the personal values of the managers. At the same time, the vast majority of the assumptions made are accepted, showing significant differences in the directors on the basis of their values. Both the analysis of main components such as discriminant corroborate the consistency and applicability of the model. In parallel, using the technique of trees segmentation propose a very limited version of the questionnaire of Hall-Tonna. Finally, we were able to compare the values embodied by the Corporation with those of managers, detected a high degree of overlap, especially with regard to the Securities Sense.

Author: MELERO MARTÍN EDUARDO.
Year: 2004.
University: POMPEU FABRA [www.upf.edu].
Place of defense: FACULTAD DE ECONOMÍA Y EMPRESA.
Place of preparation: UNIVERSITAT POMPEU FABRA.

Author: FERNÁNDEZ SÁNCHEZ JOSÉ ANTONIO.
Year: 2004.
University: ALICANTE [www.ua.es].
Place of defense: FACULTAD DE CIENCIAS ECONÓMICAS Y EMPRESARIALES.
Place of preparation: FACULTAD DE CIENCIAS ECONÓMICAS Y EMPRESARIALES.

Summary: Within the complexity of enterprise system, this study focuses on the area of human resources (HR) because of its crucial importance in the organizations. Let us not forget that a company is created by people, is made up of people and their work is done for people. The enormous changes in the environment in recent years have found to companies that identifying and distinguishing element is its human capital, and that should motivate them to generate attractive and challenging business projects that will attract and retain the best. In addition, these changes are causing a global phenomenon curious, companies are cutting back drastically on the one hand staff y. However, on the other are hiring new workers. According to several authors, never before had produced a situation of this kind with this scale. This has led us to concentrate our interest in the two subjects at the same time, the recruitment process and the process of redundancies. We have tried to check a whole range of issues that, according to the peer-reviewed literature, seem to be most relevant. We have analyzed the results of the two processes with respect to companies localizadasen Spain more than two hundred trabajadores.Comopuntode partidapara address these two issues, we have raised the influence of the Strategy and Information Systems as success factors. The strategic choices HR Those alternatives are available which has a company in the design of its system RR.HH.Son strategic to the extent that affect favorablementeo adversely the results of the company in the long plazo.La proper management of human component is thus an element the key to achieving a sustainable competitive advantage. Knowing how to manage RR.HH.y what is the most appropriate way to do so is the challenge that all organizations enfrentan.Además.resulta intuitivam.entelógico and almost arguably even obvious. The importance of being well informed, you need to know what is happening around us to be able to respond appropriately, ie take appropriate decisions. For this reason, we include a section devoted specifically to the use of Information Systems (S.!.), And their results. In Section 2. Explain the relationship between the three basic concepts of our study (HR, Strategy and 5.1.) According to the peer-reviewed literature. We briefly review on its historical evolution to the present, its various classifications and laid the theoretical basis of what will be the actual development of this work. For the latter, we have relied on classifications strategic Valley Cabrera (1995) and Gómez-Mejía, Balkiny Cardy (1998), with respect to strategies reclutamientointemo / extemoy those of desafectación.Además we utilizadouna combination of classification Gómez-Mejía et al. (1998), Porter (1985) and Miles and Snow (1984) to define the following business groups and strategic HR practices Associated with them. In Sections 3 and 4, we briefly explore the process of Directors of RR. HH. Yconcentramos our study, as already mentioned, in the recruitment and redundancies, analyzing the various strategies and information systems that can be used to carry out a proper valuation of the people, identify and maximize their potential and introduce them (or delete them, as the case may be) in the structure of the company so that the performance is optimal. Furthermore, in these two paragraphs set the basic assumptions of research, as discussed in linking them with the theoretical approaches outlined in point 2.En point 5 explain the empirical study we have done.

Author: HOLSCHUH KAI.
Year: 2004.
University: RAMÓN LLULL [www.url.edu].
Place of defense: ESCUELA SUPERIOR DE ADMINISTRACIÓN Y DIRECCIÓN DE EMPRESAS ESADE.
Place of preparation: ESCUELA SUPERIOR DE ADMINISTRACIÓN Y DIRECCIÓN DE EMPRESAS ESADE.

Summary: This study investigates such as e-mail affects the ability of managers and executives to promote various organizational objectives. In recent years, e-mail has become one of the main forms of communication within organizations. Recent studies indicate that it is one of the longest deals with industry leaders. As a normal environment to educate, guide, supervise and motivate subordinates, the effective use of e-mail is one of the fundamental responsibilities of the people who send in organizations. However, to date no studies have been conducted to indicate the type of organizational goals to email could promote better. On the other hand, the literature on communication through computers assigned roles contradictory. Some researchers suggest that e-mail is a tool to foster innovation, because it helps them overcome barriers hierarchical and logistics, as well as to increase the general level of communication. Others explained that email is the traditional organizational memorandum simply conveyed otherwise, and therefore, a basic tool to maintain and enhance stability, methods and existing values of the organization. This study, based on a quasi-experimento using a coded survey explores the perception of subordinates on the usefulness of e-mails received from his superiors depending on the type of overall objective organizational managers seek to promote. The categorization of organizational objectives is based on previous research on organizational leadership. Trice and Beyer (1991, 1993) distinguish their styles of leadership and organizational implications as a kind of "maintenance" or "innovation". They listed a series of criteria for distinguishing leadership drawn from several sources of research in organizational leadership. The process of communication through computer managers and their impact on subordinates are specified with the help of concepts developed in previous studies on leadership and communication through the use of computers, including the theory of structure adapted from DeSanctis and Poole (1994) and the communication model organizational Te'eni et al. (2001). The survey results are based on individual messages between managers and subordinates, linking the evaluation of the directors of the type of organizational goals of their own messages with the reaction of subordinates at the time they receive the messages. The research was conducted for three months. The data reflect the communication via e-mail of 26 people working in four different units of two large organizations. The results indicate that the managers of their subordinates receive more messages maintenance type of innovation, that the subordinates feel kind of maintenance messages that the most appropriate type of innovation, and are inclined to agree with the objectives of maintaining type when they are sent by e-mail. Moreover, if the message is clear and sent to a pluralistic audience, the ability of managers to achieve positive reactions to their electronic messages increases. According to the theories on leadership, messages sent to most types of maintenance, however, the difference was not statistically significant. Surprisingly maintenance type messages were no longer clear that the type in 8 novation 6ba. Consequently, the type of maintenance messages written in a clear and more than one person at a time could be particularly effective when they are transmitted by e-mail. The multidisciplinary approach of the investigation, as well as the level of analysis of the data will allow better understanding of the ability of e-mail to facilitate communication of objectives by managers. The resutlados indicate the type of target indicating better to transmit via email, that combination of factors could reinforce the appropriate use of electronic mail by managers, and what combination of factors could strengthen the provision of its agreement with the objectives of messages by subordinates. The research suggests that managers can reduce the number of messages they send ineffective subordinates with a better understanding of the effect of the factors of communication under their control at the time of designing the messages.

Author: SANCHEZ VIDAL M. EUGENIA.
Year: 2004.
University: POLITÉCNICA DE CARTAGENA [www.upct.es].
Place of defense: FACULTAD DE CIENCIAS DE LA EMPRESA.
Place of preparation: FACULTAD DE CIENCIAS DE LA EMPRESA.

Summary: This dissertation examines the challenges facing human resource management as a result of the internationalization of the company and in particular those resulting from sending workers abroad and their subsequent distribution. The goal marked the beginning of this investigation was to ascertain all the factors affecting the successful repatriation, ie the retention of a worker in his job performance and in the same satisfactory. With a sample of 122 returnees Spaniards have been identified these factors, which include several human resources practices, and useful models have been proposed for improving the management of repatriation international companies located in Spain.