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Corporate Universities als Middel voor Strategisch Human Resource Development

Held, Hanna E. (2010) Corporate Universities als Middel voor Strategisch Human Resource Development.

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Abstract:The economy of the 21st century has changed as technologies play an increasing role in communication and managerial discourses have changed, such as the emergence into a “knowledge economy”. Companies contribute to their competitive advantage through realizing that employees are their “human capital” and thus stressing the employee’s education and development. This results in the view that human resource development should be at the top of the strategic agenda. Developing employees strategically is the concept of strategic human recourse development (SHRD). A solution to support organizations in creating, developing and distributing knowledge to their employees are corporate universities (CUs). A CU is an educational institute that is run by a company and functions as a strategic umbrella for a firm’s total educational requirements for all employees and also external stakeholders. In the health care sector it is especially important to educate employees, because it is a very service intensive sector. The services that are provided by doctors or nurses are responsible for the satisfaction and loyalty of the patients. The research question is thus whether it is possible to generate a corporate university model for strategic human resource development in the health care sector. In order to answer this question the sub-question has to be answered first: what characteristics describe corporate universities that implement strategic human resource development in the health care sector. Further, a theoretical framework was created which comprised of requirements for CUs that implement SHRD. It is used to evaluate whether specific characteristics describe CUs that implement SHRD. In the first study four theoretical models for CUs of four different authors were summarized and the characteristics that described these CUs were identified. Those characteristics were evaluated at the hand of the theoretical framework. In the second study five semi-structured interviews were conducted with five Dutch CUs of hospitals. Here, the characteristics were identified that are important for CUs in practice and these were also evaluated by the theoretical framework to see whether they meet the requirements. The result was that some characteristics from study one and two overlapped, some uniquely resulted from study two and some characteristics had to be eliminated because they were not important for CUs in practice. Finally, a model resulted with dimensions that CUs must have in order to be a model for SHRD in the health care sector. The dimensions in the model are related to each other and do not stand on their own.
Item Type:Essay (Bachelor)
Faculty:BMS: Behavioural, Management and Social Sciences
Subject:77 psychology
Programme:Psychology BSc (56604)
Link to this item:http://purl.utwente.nl/essays/59873
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