Refine
Year of publication
- 2018 (25) (remove)
Document type
- Bachelor Thesis (25)
Language
- English (25) (remove)
Is part of the Bibliography
- No (25)
Keywords
- AI recruiting tools (1)
- Active recruiting (1)
- Active sourcing (1)
- Advertising (1)
- Apparel industry (1)
- Artificial intelligence (1)
- Banks (1)
- Business concepts (1)
- Buying behaviour (1)
- CRM (1)
Course of studies
- IBW - Internationale Betriebswirtschaft (25) (remove)
Digitalization has made business virtual. As the current workforce is slowly adapting to it, the “digital natives” come into play.
We all know, that Millennials have a different approach to media and virtuality. They are practically born with it. But how would they perform if they had to use virtual media in a professional setting? Does the experience and the technology surrounded upbringing give them a clear advantage? Or will they struggle with this entirely new dimension of communication the same way older generations do? This Thesis focusses on the challenges of virtual teams, predominantly in cross cultural situations. But especially on how Millennials tackle virtual teams in a global setting, if they did not have extensive prior preparation.
The first part tries to identify the theoretical background of this paper – the classical challenges of cross-cultural communication in virtual teams but also the willingness of Millennials to use digital work tools for their future.
The main segment then introduces data and observations collected on the GVT project - a pilot project from the Hochschule Furtwangen University, where students from Spain, Finland and Germany took part in a simulation of virtual teamwork. In groups, these students had to develop a project about Erasmus at their university – but purely virtual to experience physical borders in teams.
A pre-survey and a post survey have been carried out on this group to analyze and investigate how perception and reality differ. Furthermore, the participants left testemonials and many virtual meetings were monitored.
This Thesis will conclude with chapter 3 to show if Millennials have a valid advantage in working with virtual teams. It will also show the necessity to train young people and change our education to a more digital approach, as business will inevitably become increasingly virtual.
Experts who acquired extensive knowledge and skills through practising and studying over many years, are becoming increasingly important for companies. As in today’s world the products are getting ever more complex and technical driven. Therefore, it is important for Quality functions to have the best experts and develop them that they can actively shape the new product requirements.
The aim of this study is to investigate how to develop and design a Dual Career Ladder in the Q&R organisation in making the case for the HealthTech company Philips. The research intend is to explore the present state of the Dual Career Ladder in the HealthTech industry and recommending how to develop and design a Dual Career Ladder for the Q&R organization at Philips to increase the organisational effectiveness through winning, retain and develop Q&R experts.
The research adopted secondary data from academic journals, books, press articles and study reports. As well as primary data, interviews were undertaken with experts of companies that are operating in industries related to the health-technology industry. Through these succeeding interviews best practice examples could be evaluated. Afterwards the findings were translated into a Dual Career Ladder design for the Q&R function in Philips primary data was analysed and compared with secondary data.
A successful development and design of a Dual Career Ladder is based on a a diverse project team, clear requirements of the different levels of the Dual Career Ladder, definition of the new created roles and how the differentiate. Furthermore, it is important to have clear nomination and promotion procedure that are transparent. A well thought concept can help organizations attracting critical talents and keeping them by offering them development perspectives and attractive jobs.
The conclusion drawn describes possible outcomes for employee’s development and the organisations effectiveness to reach their desired business results. Followed by a recommendation on further action and closing with the limitation of this study
The demand for talents especially in technical jobs such as Software developers or IT experts has significantly increased within the last few years. Many companies try to face both, the challenges on the German labor market and the so called “War for Talents” for these professions through becoming more active in Recruitment.
The theoretical part shows some of the issues companies have to deal with and presents possible Active Recruiting approaches which could be implemented. In order to do so, it is necessary to gain job-specific insights directly from this target group. For this matter, data was collected from 41 IT and Software experts by means of an executed employee survey at IDS. This survey should, inter alia, find out which incentives are valued the most for selecting an employer. Furthermore it should give an overview about the activity of each respondent in Social Media and business-related platforms and whether the employees would be willing to help recruiting talents.
The objective of this empirical research is to develop recommendations for actions for IDS in order to make the Recruitment of IT and Software experts more efficient.
On the basis of the above it was identified, that the Recruiting requires the inclusion of the specialist departments. The expansion of relations- and recommendation Management from employees to potential applicants could represent a supportive tool. Furthermore, Active Sourcing applied as a strategic component should find a more intense use since many of the respondents are actively using business platforms.
Keywords:
Renewable energies play an increasingly significant role both in politics in Germany and especially in the energy market. The latter meanwhile is determined by the prices of the different energy sources in the mix of the German market. The goal of the present work is to analyse the influence of renewables on energy prices on the Spot and the Futures market and to find indicators, that help to better predict energy prices and therefore could be decisive for the time of purchase. Due to the limited scale of this thesis and because of the leading role of wind and solar energy, the main focus is on these two energy sources. Therefore, a quantitative data analysis by means of Pearson’s correlation coefficient is performed. The results are analysed to find main influencing factors on energy prices. Using the results, it can be concluded by what kind of event the resulting price changes are caused and how these events can be forecasted.
This bachelor thesis explores the opportunities of Talent Scouting at ZF Friedrichshafen AG in terms of a cross-divisional internal talent management measure in line with future requirements and the frame of a CoE function. It deals with the definition of talent within the scope of Talent Scouting, ZF specific demands with regard to matching internal talents with key positions and the general framework that must exist in order for Talent Scouting to be successful.
The thesis is supported with primary and secondary research data. A theoretical framework is set up through a comprehensive literature review and used as a foundation for a qualitative data research approach. The literature review comprises the talent definition within the business scope, the frameworks of TM and a first look at Talent Scouting. Furthermore, relevant internal TM measures at ZF are examined. The research includes expert interviews conducted with ZF internal employees. The gained insights are then discussed and concluded into recommended actions for a Talent Scouting process at ZF.
Major findings include a new understanding of talent and the need for a transparent process to encourage and enforce internal mobility division-wide. Additionally, the requirement for an overall coherent TM strategy is accentuated. This is emphasized with demands for a cultural and organizational mindset change. Additionally, a talent life cycle is established and the concept of a Talent Conference is considered. Further topics discussed include the use of big data, staffing rules in placement processes and possibilities on increasing visibility of talents.
Finally, the thesis provides a brief outlook on the potential of people analytics and system-aided processes for HRM in the future.
The present work illustrates the challenges non-profit organizations are facing, especially in regard to marketing measures. Rapid technical advancements and the continuous development of digital assets opens new creative possibilities, which organizations must recognize in order to operate successfully.
Future philanthropists’ charitable contributions are shaped by generational characteristics. The new generation forces organizations to implement new strategies and to revise its approach in order to address given needs and to satisfy all participants. Social platforms, permanent internet access and specifically mobile phones influence promotional activities which emphasizes the great importance of a digital marketing concept. Furthermore, charity organizations need to adapt new ways of engaging with their donor base in order to build a sustainable and lasting relationship.
This paper aims to reveal generational impacts on charitable contributions. It focuses mainly on marketing measures and the upcoming challenges and specifically aims to examine existing evidence for the effectiveness of Video Marketing. Hence, the key question to be answered is if video illustrates the new sales tool to approach future philanthropists. Therefore, an interview with the expert Dennis van Dijk, the COO of MSSG B.V., is being conducted to support the possible result.
Through the worldwide changing world where the availability and accessibility of data becomes more and more important, companies have to take advantage of these new trends and embrace the change. The thesis aims to explore the evolution of the human resources department in organizations especially focusing on people analytics.
The objective of the presented study is to analyze the development of the human resources organization towards a more data-driven function. In addition to that, a practical study in cooperation with the corporate people analytics team at Nestlé was conducted. As the HR function of Nestlé goes through its global transformation between 2018 and 2020, one result is the changing role of the HR business partner. In the future, they will have to apply analytical skills such as sourcing data and analyzing data, and generating people and organization insights to enable high quality decision making. In order develop and train the HR business partner in these additional competencies, a training program on people analytics has been elaborated through this study. The research concludes with strategic recommendations how to incorporate the training within Nestlé.
Matured markets and rising global competition lead to new challenges for the
manufacturing industry. Lean Production provides an approach to meet those challenges,
even more, to gain competitive advantage by improving the efficiency of processes. As
implementation of Lean Production is associated with high investments in form of time
and money, there is a high demand to measure these improvements. But standardized
Balanced Scorecards (BSCs) and classical Key Performance Indicators (KPIs) are not
designed to show those occurring changes.
This thesis reviews current literature researches and elaborates possible indicators to make
Lean efforts measurable. This approach is further analyzed based on the example of the
implementation of Shop Floor Management in a medium-sized, international automotive
supplier. The thesis results in a proposal of a concrete set of indicators.
The demand and supply for clean label trend have been growing continuously during the last years. Consumers are increasingly choosing to buy products that contain health and sustainability information. The negative perception of additives, colorants, palm oil, gluten and Monosodium Glutamate has been discussed and has put the food industry for challenging and expensive product adaptations such as recipe changes and design rejuvenation. A literature review based on academic journals and books provides an understanding of the consumer action’s and the food industry’s reactions related to the clean label trend. Furthermore, factors that influence the rise of the clean label trend are discussed. Health and nutritional claims are defined. Additionally, the motivators of a food choice for German consumers are examined. Lastly, an eye-tracking study was conducted to gain insights into consumers visual attention to areas of interest on a stimulus.
Coworking spaces are known for providing the opportunity to network with the members of a coworking space and with the outside world. In order for this networking to happen, there must be a third person facilitating the relationship creation, which in this case is a Community Manager. As a result of this, this study aims to apply the concept of being a superconnector to the Community Managers in coworking spaces.
In order to prove this theory, the author of this paper carried out a qualitative research with eleven in-depth interviews. Seven of them were addressed to coworking members, while the other four to the Community Managers of four different coworking spaces. The coworking members were chosen through referral or through snowball sampling in order to acquire diverse results. Amongst these coworking members there were freelancers, start-up builders and employees from bigger companies. This variety provided the researcher with valuable information to understand how the different types of coworkers may benefit differently from the role of a Community Manager whilst networking. This research might also be helpful for other researchers since it provides information about the different sizes and populations of the coworking spaces.
The results of this study demonstrate the importance of the presence of a Community Manager in coworking spaces. This impacts mostly coworking spaces that focus on freelancers and start-up entrepreneurs that place a high value on networking.