Dissertations / Theses on the topic 'Assessment center – recruitment – selection'

The aim of my work is to analyze students' awareness of assessment centers (AC). In the theoretical part, I explain the concept of AC and describe AC techniques. The practical part consists of two questionnaires. The first one was filled in by students of Czech universities and my goal was to determine whether they know what the term AC means and what the main tasks are. The second questionnaire was sent among JOSZEF program graduates who had participated in a two-day AC in Austria. In this case my intention was to get opinions on specific tasks that we performed, and the overall impression of the AC.

The thesis focuses on the issues of job interviews for ICT positions and related aspects of this matter. It includes the set of procedures that serve as an assistant for a graduate who will apply for a job in this field. The main objective of this thesis is to determine the process and requirements for admission for the positions in ICT companies in the Czech Republic. The theoretical part focuses on the individual components of the process that leads to employment. The curriculum vitae, cover letter, preparation for a job interview, the interview itself, assessment center and internet portals that are used for finding work or employees are also included. The practical part is mainly devoted to the questionnaire which I sent to companies in our country. Its evaluation is illustrated with graphs and tables. I consulted the results with human resources specialist, who gave me more detailed information on the individual issues. The thesis is concluded in chapter which summarizes the requirements for IT roles and positions. The benefit of this work is summarized overview that can help graduates to find some job. This is a set of requirements, which may be required for interviews in Czech companies.

The aim of this research was to assess the recruitment and selection strategies used in the sales department of Old Mutual Group Schemes (OMGS) in the Eastern Cape. The company hopes to stem the high labour turn over in OMGS. After the Labour Relations Act 66 of 1995 (LRA) and Employment Equity Act 55 of 1998 (EEA) were promulgated, organisations in this country introduced new recruitment and selection policies. The challenge to most organisations is the implementation of these policies by managers. The requirements of these two legislations create problems for small companies because of the high costs involved especially in the implementation stages. The organisation incurs costs in the development of the new processes and the training of staff. Even after the new processes, labour turnover did not improve in OMGS. Senior management is trying any means possible to rectify the situation. The company policy was examined against the literature available and the recruitment and selection processes of different authors were investigated. The findings indicated that some steps in the recruitment and selection processes were not followed. It was recommended that the organisation use more recruitment sources to broaden the scope of accessing more suitable applicants.

Det finns ett flertal studier som beskriver och diskuterar olika aspekter av standardiserade arbetsmetoder och personbedömning i arbetslivet. Till vår kännedom finns dock ingen studie som belyser möjliga effekter av den nyligen lanserade bedömningsstandarden ISO 10667 i förhållande till rekrytering och urval, vilket var ambitionen med denna studie. En ökad förståelse för hur standardiserade bedömningstjänster i arbetslivet kan påverka och motivera organisationer är viktigt ur så väl ett teoretiskt som ett praktiskt perspektiv. På en teoretisk nivå kan forskningsresultat bidra till den allmänna förståelsen om fenomenet standardisering, och på en praktisk nivå hjälpa företagare att bedöma och utvärdera standardens betydelse för den enskilda verksamheten. Syftet med denna studie var att undersöka och förklara hur standardiserade bedömningstjänster i arbetslivet kan påverka risken för felrekrytering, diskriminering och subjektiva bedömningar vid rekrytering och urval. För att uppfylla syftet genomfördes kvalitativa intervjuer med representanter från två företag som medverkar i nätverket för ISO 10667 samt representanter från två rekryteringsbolag som i dagsläget står utanför nätverket. Resultatet av denna studie visar att ISO 10667 i viss mån kan minska risken för felrekrytering, diskriminering och subjektiva bedömningar vid rekrytering och urval. Vi fann även att en strävan efter ökad status och legitimitet är ett viktigt incitament för tillämpning av bedömningsstandarder.<br>There are several studies that describe and discuss various aspects of standardized approaches and personality assessment in the workplace. To our knowledge, there is no study that illustrates the possible effects of the recently released assessment standard ISO 10667 in relation to recruitment and selection, which was the aim of this study. A better understanding of how standardized assessment services in the workplace can influence and motivate organizations is important from a theoretical as well as a practical perspective. At a theoretical level, the research result may contribute to the overall understanding of the phenomenon of standardization, and at a practical level, help business owners to assess and evaluate the standard's impact on the particular business. The purpose of this study was to examine and explain how standardized assessment services in the workplace may influence the risk of failed recruitment, discrimination and subjective assessments in recruitment and selection. To fulfill this purpose, qualitative interviews were conducted with representatives from two companies involved in the network of ISO 10667 as well as representatives from two recruitment companies that are not involved in the network. The results of this study show that ISO 10667, to some extent can reduce the risk of failed recruitment, discrimination and subjective assessments in the process of recruitment and selection. We also found that a desire for greater status and legitimacy is an important incentive for the application of assessment standards.

Recruitment and selection has become a specialised industry and is competing in a global market. To remain competitive, recruitment agents have to stay ahead of their competitors, by providing an excellent service to customers and applicants, and by keeping up with technological developments in their field. The current investigation focuses on an assessment of the attitudes of recruitment agents in a selected area of the Western Cape Province to the use of computer-based management information systems as a recruitment tool. A questionnaire was distributed amongst recruitment agents in the identified area. It focused on recruiter biographical information, the services they offer, the methods and processes they use in recruitment, the knowledge and skills they need in their field, and their knowledge and attitude towards electronic-recruitment. The literature indicated a move towards using technology in the field of recruitment, and this was consistent with the findings of the study. Although the respondents were familiar with developments in technology used for recruitment, only a small number were familiar with the major business information systems, namely, SAP R/3, Oracle and PeopleSoft. Information specifically related to recruitment agents in South Africa was limited, but the study provided some insight into this field. It was found that recruitment agents disagree on what a good advertisement, as well as a good résumé, should contain, and this is problematic as these are two of the most important things that recruitment agents work with every day. The literature provided no indication of the qualifications needed by a recruitment agent, and resulting from this, a second finding of the study indicated that, according to the respondents, the qualifications needed by a recruitment agent are varied. It was found that qualifications of the sample group varied from only a school-leaving certificate to post-graduate degrees. A significant trend identified that only 24.2 per cent of recruitment agents are involved in research related to recruitment, and write articles related to their field. This contributes to the fact that so little information is available about South African recruitment agents. The study indicated that recruitment agents hold a positive attitude towards computer-based information systems, although they are accepted with caution because of various logistical problems in the South African market. The study also provided useful information to start a process of drawing up a profile of the South African recruitment agency business.

Denna avhandling handlar om hur rekryteringspro­cesser går till. Den handlar särskilt om rekryteringsprocesser där bedömning och beslutsfattande sker i grupper som består av rekryte­rare, linjechefer och blivande kollegor.   Hur hanterar dessa bedömare den mångtydiga situation som en rekrytering innebär? Hur går det till när de diskuterar kandidater och kommer överens om vem som skall rekryteras? Hur fastställer de tillsammans om en kandidat är en ”klockren stjärna” eller ett ”stolpskott”, en socialt kompetent person eller en ensamvarg, en specialist eller en generalist? Vilken roll spelar rekryteringsverktygen i detta arbete? Blir bedömningen mindre rättvis om den sker under en informell diskussion mellan erfarna kollegor än om bedömarna endast tar hänsyn till objektiva fakta?   Dessa är några av de frågor som diskuteras i denna avhandling. Den bygger på studier som omfattar intervjuer med rekryterare och observationer av beslutsmöten där olika bedömare samlas för att diskutera kandidater som sökt arbete och besluta huruvida dessa skall erbjudas anställning.<br>Diss. Stockholm : Handelshögsk., 2002

Mestrado em Ciências Empresariais<br>A adaptação ao meio envolvente é fundamental para a sustentabilidade do negócio, no que concerne à flexibilização do mesmo. Desta forma, as empresas redefinem as suas estratégias de modo a focarem os seus recursos nas atividades que lhes permitem criar vantagem competitiva, optando por externalizar as atividades nas quais não se concentra oseu core business. O processo de Recrutamento e Seleção constitui uma dessasatividades. Este processo corresponde a uma das funções mais importantes na Gestão de Pessoas, visto que o desempenho da organização irá depender da qualidade e quantidade dos seus Recursos Humanos. A Adecco apresenta-se como uma empresa especialista nesta área. O presente Trabalho Final de Mestrado consiste num Relatório de Estágio, onde é descrito oprocesso de Recrutamento e Seleção na Adecco Marketing Services, Lda,nomeadamente na Unidade de Contact Center. Tem início com a revisão da literatura quanto ao outsourcing, ao processo de recrutamento e seleção, particularmente os tipos de recrutamento utilizados, os seus métodos e técnicas de seleção, surgindo depois a apresentação da empresa. De seguida, surge o capítulo do confronto da revisão de literatura com o estágio. E por fim, são descritas as atividades desempenhadas no mesmo.<br>The adaptation to the surrounding environment is fundamental for the sustainability of the business, as far as its flexibility is concerned. In this way, companies redefine their strategies in order to focus their resources on activities that allow them to create a competitive advantage, opting to outsource activities in which their core business is not concentrated. The Recruitment and Selection process is one such activity. This process corresponds to one of the most important functions in People Management, since the performance of the organization will depend on the quality and quantity of its Human Resources. Adecco presents itself as a specialised company in this area. The present Final Master's Work consists of an Internship Report, which describes the Recruitment and Selection process in Adecco Marketing Services, Lda, namely in the Contact Center Unit. It starts with a review of the literature regarding outsourcing, the recruitment and selection process, the selection of users, their methods and selection techniques, followed by the presentation of the company. After that, comes the chapter, where the literature review and the internship are discussed. Finally, the activities performed in the internship are described.<br>info:eu-repo/semantics/publishedVersion

Att medarbetare är av existentiell betydelse för en organisations överlevnad är sedan länge känt. Därmed är rekrytering en av de viktigaste funktionerna inom HR för att attrahera rätt kompetens till organisationen då en misslyckad rekrytering vanligen leder till bortkastad tid och dyra rekryteringsprocesser. Något som kommit att få allt större betydelse vid urvalet och bedömningen av nya medarbetare är kandidaters personlighet. Forskning visar att personlighetsdrag spelar en stor roll när det kommer till framtida arbetsprestationer och förmågan att göra rätt bedömningar av människor är därför central. Teorier om synen på personlighet, kompetens, kompetensbaserad rekrytering och urval samt bedömningsmetoder och personlighetsbedömning används för att analysera studiens resultat. Denna kvalitativa studies övergripande syfte var att öka förståelsen för hur rekryterare bedömer en kandidats personlighet vid en rekryteringsprocess inom bemanningsföretag. Bemanningsföretag är företag som ständigt arbetar med rekrytering och uthyrning av personal, varför ett proaktivt bemanningsarbete krävs för att skapa en konkurrensfördel på marknaden. Inför denna fallstudie kontaktades tre av den svenska bemanningsbranschens största aktörer varav två rekryterare på vardera företag deltog i semistrukturerade intervjuer. Personlighet ansågs generellt som något viktigt som samtliga rekryterare lade stor vikt vid under hela processens gång, från utformandet av kravprofilen till avslutande bedömning. Bedömningen skedde genom såväl test som intervju och referenstagning. Samtliga poängterade vikten av att alltid göra en helhetsbedömning av kandidaten och att det därmed var svårt att vikta exempelvis formella kompetenser mot personliga egenskaper. Resultatet visar att bemanningsbranschens arbete med personlighetsbedömning vid rekrytering utgår ifrån strukturerade bedömningsmetoder. Deras gedigna och proaktiva arbete med rekrytering lever upp till påståendet om att personalen är en organisations viktigaste resurs och vikten av att förstå innebörden av personlighetens betydelse i uttrycket ”rätt person på rätt plats”.<br>It's been long known that employees are of existential importance to an organization's survival. Thus, recruitment is one of the most important functions within HR to attract the right competence to the organization, as a failed recruitment usually leads to wasted time and expensive recruitment processes. Something that has come to play a growing role in the selection and evaluation of new employees is a candidate's personality. Research shows that personality traits play a big role when it comes to future job performance, and ability to make the right judgements of people are therefore essential. Theories about the perception of personality, competence, competency-based recruitment and selection, assessment methods and personality assessment are reviewed and used to analyze the results of this study. The aim of this qualitative study was to increase understanding of how recruiters assess a candidate's personality in a recruitment process within temporary work agencies. Temporary work agencies are companies which constantly works with recruitment and hiring of personnel, which is why a proactive work with staffing is needed to create a competitive advantage in the market. Prior to this case study three of the largest swedish temporary work agencies were contacted of whom two recruiters on each company participated in semi-structured interviews. Personality was generally considered as something important which all recruiters added great significance during the whole process, from the design of the requirements specification to the final assessment. Both tests, interview and references were a part of the personality assessment. The importance of always making an overall assessment of the candidate was emphasized and therefore difficult to weigh for example formal competences versus personal characteristics. The result shows that the temporary work agencies work with personality assessment when recruiting are based on structured methods of assessment. Their solid and proactive work with recruitment live up to the claim that the staff is an organization's most important resource and the importance of understanding the meaning of the personality significance of the expression ”right person in the right place”.

Submitted by Cláudia Bueno (claudiamoura18@gmail.com) on 2016-05-18T18:20:07Z No. of bitstreams: 2 Dissertação - Carolina de Fátima Guimarães - 2015.pdf: 1274038 bytes, checksum: 6c6d540e1bd592639767a33f0b2f3f52 (MD5) license_rdf: 23148 bytes, checksum: 9da0b6dfac957114c6a7714714b86306 (MD5)<br>Approved for entry into archive by Luciana Ferreira (lucgeral@gmail.com) on 2016-05-19T13:30:25Z (GMT) No. of bitstreams: 2 Dissertação - Carolina de Fátima Guimarães - 2015.pdf: 1274038 bytes, checksum: 6c6d540e1bd592639767a33f0b2f3f52 (MD5) license_rdf: 23148 bytes, checksum: 9da0b6dfac957114c6a7714714b86306 (MD5)<br>Made available in DSpace on 2016-05-19T13:30:25Z (GMT). No. of bitstreams: 2 Dissertação - Carolina de Fátima Guimarães - 2015.pdf: 1274038 bytes, checksum: 6c6d540e1bd592639767a33f0b2f3f52 (MD5) license_rdf: 23148 bytes, checksum: 9da0b6dfac957114c6a7714714b86306 (MD5) Previous issue date: 2015-12-15<br>For an organization to have satisfactory results it needs to have on satisfied employees and with good performance. Thus, the professional of personnel selection area has sought to investigate aspects related to interpersonal relationship and personality, as these characteristics have relation to job performance and success of the selection process. The personality assessment has been a challenge for psychologists considering that there are different ways to understand and evaluate this construct. In this perspective, the present study aimed to discuss aspects of personality assessment applied in personnel selection and had 108 participants. To this end two studies were conducted. The first aimed to evaluate the circular structure of the Checklist of Interpersonal Transactions – II (CLOIT-II) when applied in the personnel selection. Therefore, an investigation of the adequacy of CLOIT-II data to quasi-circumplex model was made considering the criteria of two-dimensional and constant radius. To test structure was used confirmatory multidimensional scaling (MDS with Proxcal algorithm). Furthermore, the locations of scales have been established in Euclidean space and calculated the Phi de Tucker coefficient and normalized raw stress. In order to evaluate the constant radius criterion was applied Fisher test. The results showed the presence of a two-dimensional model and an appropriate variation the CLOIT-II replicates the quasi-circumplex structure which points to the usefulness of this measure in the context of people management, particularly in the selection process. The second study aimed to (1) map the personality characteristics and interpersonal interactions of successful and failed candidates in the personnel selection; (2) compare the groups of candidates approved and reproved as the interpersonal profile and projected personality; (3) evaluate the perception formulated by the interview about the interpersonal characteristics of the candidates; (4) relate projective and interpersonal self-report methods to assess personality. To achieve these goals we used the Checklist of Interpersonal Transactions – II and Palográfico Test. To estimate interpersonal profiles assumed and perceived by the interview and also projected personality profile were calculated means and standard deviations of the variables. In order to compare the groups approved and reproved wascalculated the U Mann Whitney Test and to verify the relationship between projected measure of personality and self-report was estimated the Spearman correlation coefficient and them there was corrected for attenuation. The results showed that the two groups of candidates had very similar characteristics, therefore differed only in relation to the isolation position. In addition, the selectors were unable to assess the candidates’ interpersonal characteristics during the job interview. Already on the relationship between the two measures of personality, we found that certain characteristics, such as aggression and insecurity, people tend to project them and not take them.<br>Para que uma organização tenha resultados satisfatórios é preciso que ela conte com funcionários satisfeitos e com bom desempenho. Com isso, os profissionais da área de seleção de pessoal tem buscado investigar aspectos relacionados ao relacionamento interpessoal e à personalidade, pois essas características apresentam relação com desempenho no trabalho e com aprovação nos processos seletivos. A investigação da personalidade tem sido um desafio para os psicólogos tendo em vista que existem diferentes maneiras de se conceber e avaliar a tal constructo. Nessa perspectiva, a presente pesquisa teve como objetivo discutir aspectos da avaliação da personalidade para a seleção de pessoal e contou com 108 participantes. Para isto foram realizados dois estudos. O primeiro objetivou avaliar a estrutura circular do Checklist de Relações Interpessoais quando aplicado no âmbito da seleção de pessoal. Logo, foi feita uma investigação da adequação dos dados do CLOIT-II ao modelo quasi-circumplexo, considerando os critérios de bidimensionalidade e raio constante. Para testar a estrutura foi utilizado o Escalonamento multidimensional confirmatório (MDS com algoritmo Proxcal). Além disso, foram estabelecidos os lugares das escalas no espaço euclidiano e calculados o coeficiente Phi de Tucker e o normalized raw stress. Com vistas a avaliar o critério de raio constante foi aplicado o teste de Fisher. Os resultados apontaram para a presença de um modelo bidimensional e uma variação adequada do tamanho dos raios das variáveis. Desse modo, quando aplicado no contexto da seleção de pessoal o CLOIT-II replica a estrutura quasi-circumplexa o que aponta para a utilidade da medida no contexto da gestão de pessoas, em especial nos processos seletivos. O segundo estudo se propôs a (1) mapear as características de personalidade e de interações interpessoais dos candidatos aprovados e reprovados na seleção; (2) comparar os grupos de candidatos aprovados e de reprovados quanto ao perfil interpessoal e de personalidade projetada (3) avaliar a percepção formulada pelo entrevistador acerca das características interpessoais dos candidatos; (5) relacionar método projetivo e de autorrelato interpessoal para avaliar a personalidade. Para atingir tais objetivos foram utilizados o Checklist de Relações Interpessoais II (CLOIT-II) e o Teste Palográfico. Para estimar os perfis interpessoais assumidos e os percebidos pelo entrevistador e também o perfil de personalidade projetada foram calculados as médias e os desvios-padrões das variáveis. Com vistas a comparar os grupos de aprovados e reprovados calculou-se o Teste U de Mann Whitney e para verificar a relação entre medidas de personalidade projetadas e de autorrelato foi estimado o coeficiente de correlação de Spearman e em seguida houve correção para atenuação. Os resultados mostraram que os dois grupos de candidatos apresentaram características bastante semelhantes, pois se diferenciaram apenas em relação à posição de isolamento. Além disso, os selecionadores não conseguiram avaliar as características interpessoais dos candidatos durante as entrevistas de emprego. Já sobre a relação entre as duas medidas de personalidade, foi possível verificar que certas características, tais como de agressividade e insegurança, os sujeitos tendem a projetá-las e não assumi-las.

The theoretical part of the thesis deals with some areas of the personnel management, i.e. creation and analysis of job vacancies, recruitment and selection of employees, education of employees and their assessment and remuneration. In the practical part these personnel activities are analysed and assessed in the Municipal Office in Moravské Budějovice. The individual subchapters include recommendations and proposals for improvement.

The main goal of my diploma work is to analyse methods of staff recruitment in the company. Recruitment of staff is one of the key activities in a company. It is a process that deals with candidate´s competence, whether he will be able to perform a work at the given position according to specified criteria. There are a lot of methods of staff selection. The most widely used of them is an interview, an assessment centre, aptitude tests and a questionnaire. In the first part of my diploma work I deal with basic characteristics of staff recruitment and selection, methods of staff selection, especially with the interview, assessment centre and aptitude tests. In the second part of my diploma work I describe the system of staff selection in the unnamed company that offers audit, tax and advisory services, and analyse staff recruitment and selection there. On the basis of gained information I created SWOT analyse that defines strengths, weaknesses, opportunities and threats in a company.

A developed Emotional Intelligence skillset has been acclaimed as a success factor for employees. Within this ever-changing business environment, talent acquisition has grown as a way to acquire more value in the Human Resources (HR) they employ. In this study, the selection of individuals based on their emotional and social skillset is described during the interviewing process, in specific. 13 recruiters from firms located in Europe were interviewed to learn more about the value of EI in their organizations and how these competences are assessed during their acquisition process. Findings suggest that an informal measurement is used, in order to evaluate the valued personal competences. For roles which require more EI from the employee, more complex interviews are performed with the focus on personal competences, especially in leadership roles. A contextualization of Human Resource Management (HRM) functions that allow the development of EI are acknowledged and the interview method is further described, with its strengths and weaknesses. Finally, a set of questions and behavioral cues are described to identify emotional and social abilities during the recruitment interview.<br>Um conjunto desenvolvido de competências de Inteligência Emocional (IE) foi aclamado como um fator de sucesso para os colaboradores de uma empresa. Dentro deste ambiente empresarial que se encontra em constante mudança, a aquisição de talentos tem crescido como forma de adquirir mais valor pelos Recursos Humanos (RH) que a empresa emprega. Neste estudo, a seleção de indivíduos com base no seu conjunto de competências emocionais e sociais durante o processo de entrevista é descrita. 13 recrutadores de empresas que se encontram na Europa foram entrevistados para saber mais sobre o valor da IE nas suas organizações e como estas competências são avaliadas durante o processo de aquisição. Os resultados sugerem que é utilizada uma avaliação informal, a fim de analisar as competências pessoais valorizadas. Para funções que exigem mais IE do funcionário são realizadas entrevistas mais complexas com foco na avaliação destas competências pessoais, especialmente em funções de liderança. Foi feita uma contextualização das funções de Gestão de Recursos Humanos (GRH) que permitem o desenvolvimento da IE, e o método de entrevista é exposto com mais pormenor acerca dos seus pontos fortes e pontos fracos. Por fim, é descrito um conjunto de perguntas e indícios comportamentais para identificar as capacidades emocionais e sociais de um candidato, durante a entrevista de recrutamento.<br>Mestrado em Gestão

碩士<br>國立暨南國際大學<br>教育政策與行政研究所<br>90<br>The purpose of this study is to recognize the relevance between assessment center method (ACM) and principal selection. And identify a possible construct of applied principle selection in junior high schools. In the study, 484 valid data gathered from 774 samples from junior high school principles, educational administrates, experts, researchers, and stress group members in Taiwan. We also analyzed these data through multiple response process, chi-squared and chi-squared automatic interaction detector (CHAID). These conclusions are following： 1.Assessment center method (ACM) has better validity, reliability for a long time. And developed, applied, been multiple characters. 2.The common trends of principle selection in major nations are ”stress administration experiences, get higher records of formal schooling, more professional certificates and multiple selection methods ”. 3.There are some major examples of assessment center in schools：NASSP, ISLLC, and NPQH. 4.There are some significant differences in assessment center method of principal selection among different backgrounds. 5.There are some relevance between backgrounds and the assessment center method of principle selection. According to theses conclusions, the study provides suggestion as reference： 1.suggestion for the Educational Administration Institutions (1)To subsidize the budgets in researching. (2)Applying assessment center methods to select principals. (3)To encourage non-educational institutions join in relevant researches. 2.suggestion for the recommendations (1)To make the tools of assessment center method. (2)To promote the results of assessment center method. (3)To construct the base of assessment center method. 3.suggestion for future research (1) To discuss the effectiveness of assessment center method to applied principal selection. (2) To increase other methods, to improve the understanding of applied principal selection.

碩士<br>元智大學<br>管理研究所<br>88<br>Objective: The written paper tries to develop a selection tool for real needs of a high-tech company to achieve efficiency and effectiveness improvement in recruiting process. TTT company is a famous high tech company , the needs of expansion from volume and headcount in year 2000 are double than the past 13 years , the headcount requests expend from 7000 to 14000; except merged couple companies to meet the high volume demand , the talent increase is urgent for the company growing. Since it is a extremely famous company as most of people wish to join ; the web site or recruiting channels are full of candidates resumes. However, with limited resources on recruiters, Not all the resumes have the chances to be reviewed by recruiters. To meet the growing goal with high quality employees, a project team was formed by project manager, administrator and external consultants. Methodology: Several alternatives were considered to achieve the goal; A strategy for Y2K recruiting was made, within A selection tool was requested due to the quality hiring needs to be ensured in Quantity hiring. The tool was developed based on job profile which worked with line managers , peers and superior managers to test the skill and behavior of a candidate’s tendency. Competency model is a trend to evaluate employee’s performance, skill gap and training objective. And the job profile was determined by competency model, after defined the competency of each different job, it can be utilized into different aspects of Human resources function to minimize the gap between individual’s competency and business objectives. In this paper, the competency model development is also discussed based on written books and web site white papers. The key focus on utilizing the competency model in this paper is in selection tool. Since it is a real working project, the paper result is in final product of the tool. The paper will present the tool and how it was developed with method of project management, creativity solutions from work force team and library book, web white paper study. The group interview is to achieve the developing of the job profiling. The tool was developed by questionnaire through written test and oral interview on dimensions of Skill and Behavior, the final result was a recommendation candidate list by ranking order, the comparison is not the matter of high scoring but a competitive ranking. Result: With the new tool into the recruitment process reduces the huge amount of resumes which sent to TTT company and generate the most valid resume for Recruiters and Hiring mangers to save process time and improve the validation of hiring. Finally, the scoring system was developed through Information Technology to auto scoring and the whole tool will be install in PC and even web-site as a on-line test tool. Since the tool just developed in Feb. 2000, It still needs time for validation process after implementing a period of time.

This research examined the problem of poor retention of employees with scarce skills in the Limpopo Department of Agriculture. Employees with scarce skills were selected to participate in the research which focused on recruitment, selection and retention. Recruitment, selection and retention of line employees with valued skills are a major crises facing many institutions. The problem of poor retention and turnover of line employees with scarce skills has far reaching consequences in that dissatisfaction with working conditions causes additional turnover. To some extent, the Department can control the turnover rate of its employees with scarce skills. The research assessed recruitment, selection and retention of line employees with scarce skills in the Limpopo Department of Agriculture. The research concentrated on the reasons for poor retention of line employees with scarce skills, the extent of turnover of employees with scarce skills, what process do the Limpopo Department of Agriculture follow in filling vacant post and what interventions and measures do the Department undertakes to ensure compliance to the recruitment policy. A questionnaire was used to collect data from managers and line employees with scarce skills. A hundred (100) questionnaires were distributed and 67 were returned. The findings revealed that Limpopo Department of Agriculture can do more in retaining its valued line employees (those with scarce skills). The challenge of scarce skills in the Department is compounded by the high demand of for instance engineers, state veterinarians and researchers in South Africa. There is a war on scarce skills in South Africa, Generation Y needs resources, better working conditions and a better salary to be retained. The research findings were evaluated and possible strategies for improving recruitment, selection and retention of line employees with scarce skills are recommended. The Department should design a career progression path policy. This would assist in retaining scarce skills in the public sector.<br>Public Administration and Management<br>M.A. (Public Administration)

This research examined the problem of poor retention of employees with scarce skills in the Limpopo Department of Agriculture. Employees with scarce skills were selected to participate in the research which focused on recruitment, selection and retention. Recruitment, selection and retention of line employees with valued skills are a major crises facing many institutions. The problem of poor retention and turnover of line employees with scarce skills has far reaching consequences in that dissatisfaction with working conditions causes additional turnover. To some extent, the Department can control the turnover rate of its employees with scarce skills. The research assessed recruitment, selection and retention of line employees with scarce skills in the Limpopo Department of Agriculture. The research concentrated on the reasons for poor retention of line employees with scarce skills, the extent of turnover of employees with scarce skills, what process do the Limpopo Department of Agriculture follow in filling vacant post and what interventions and measures do the Department undertakes to ensure compliance to the recruitment policy. A questionnaire was used to collect data from managers and line employees with scarce skills. A hundred (100) questionnaires were distributed and 67 were returned. The findings revealed that Limpopo Department of Agriculture can do more in retaining its valued line employees (those with scarce skills). The challenge of scarce skills in the Department is compounded by the high demand of for instance engineers, state veterinarians and researchers in South Africa. There is a war on scarce skills in South Africa, Generation Y needs resources, better working conditions and a better salary to be retained. The research findings were evaluated and possible strategies for improving recruitment, selection and retention of line employees with scarce skills are recommended. The Department should design a career progression path policy. This would assist in retaining scarce skills in the public sector.<br>Public Administration and Management<br>M.A. (Public Administration)

In many of today’s work setting, workers are required to spend a considerable part of their day engaged in social interactions and managing social relationships with customers (Schneider, 1994), and with teams (Kozlowski & Ilgen, 2006). Furthermore, increases in globalization (Javidan, Dorfman, de Luque, & House, 2006), boundaryless organizational structures (Macy & Izumi, 1993), and workplace diversity (Mahoney, 2005) have increased the ambiguity and complexity of workplace interpersonal interactions. As a result, in today’s workplace there is a great need for employees to be interpersonally adaptable (Klein, DeRouin, & Salas, 2006). Though many assessment practices and measures intended to assess individual effectiveness in social situations exist, many of these measures and practices do not assess the situationally-specific and goal-oriented aspects of interpersonal adaptability. There were two primary purposes for the dissertation. First, this dissertation introduces a framework of interpersonal adaptability. In doing so, this framework was meant to highlight three opportunities to improve the assessment of interpersonal adaptability. Specifically, in order to conduct construct-valid ratings of interpersonal adaptability there is a need to design more contextualized assessments, improve the match between construct and method, and incorporate dynamic aspects. The second key purpose was to apply some of these opportunities to current assessment practices. Two empirical studies were included in this dissertation. For the first empirical study, role play assessment exercises were revised to account for context created by role players’ portrayed disposition. It was found that the portrayed disposition of the role player accounted for a significant amount of the between-exercise variance in participants’ demonstrated interpersonal behaviors and performance. For the second empirical paper, a validation study was conducted with measures from a multi-mini interview (MMI), which is a multi-stationed interview used to assess non-cognitive skills of applicants to health professional schools. An analysis of the MMI measures’ convergent and discriminant validity suggested that it continues to be unclear whether MMI measures assess participants’ interpersonal behaviors or interpersonal processing. Implications for future research and practice are discussed.<br>My dissertation is comprised of three separate, but conceptually related, manuscripts. The first manuscript is a conceptual paper that draws upon sections of my introduction from my proposal. It is targeted to be included as a chapter in an upcoming book. The second and third manuscripts are empirical studies that draw upon some of the findings from my dissertation research. A general discussion was also prepared in order to highlight the key conceptual, empirical, and practical implications from my dissertation research.

The first purpose of this study was to map the field of psychodiagnostic methods in the selection process for the position of Air traffic controller in selected countries in Central Europe. The second one was to see how differs the results of FEAST and psychological testing among different groups of candidates in relation to their success in training. This is a quantitative research. The method used in collecting data was the analysis of results of selected tests for individual candidates. The research was realized at 93 candidates who successfully completed the selection procedure for the position of the Air traffic controller at ŘLP Čr from 2005 - 2009. The data were analyzed using SPSS statistical program. In the vast majority of performance or personality tests did any statistically significant difference was not found between the group of successful and unsuccessful candidates in training. A statistically significant difference was detected in the scale "Noticed matches" in the FEAST test battery, where unsuccessful candidates scored above. Another one was discovered in the test CAQ in factor Q1: Radicalism, where successful candidates achieved lower scores than the unsuccessful. We believe that candidates who manage the selection procedure are so good that it is not possible their further...

Dissertação de Mestrado, Gestão de Recursos Humanos, Escola Superior de Gestão, Hotelaria e Turismo, Faculdade de Ciências Humanas e Sociais, Universidade do Algarve, 2016<br>As reformas administrativas nem sempre contribuem de maneira positiva para o desempenho do indivíduo. Os recursos humanos devem distribuir as pessoas de uma organização, de modo a que estas executem a sua função com um elevado grau de desempenho, sendo este um capital humano que deve ser utilizado de forma eficaz na organização. Neste relatório, procura-se apresentar as atividades realizadas durante o estágio curricular na Câmara Municipal de Faro, identificando algumas tarefas desenvolvidas na divisão de administração e recursos humanos, descrevendo as atividades de recrutamento e seleção e de avaliação de desempenho dos colaboradores, bem como sugestões relacionadas com possíveis áreas de melhoria. Fez-se uma proposta de um plano e de um manual de acolhimento, com o objetivo de facilitar a integração e a socialização dos novos colaboradores. O recrutamento e a seleção de pessoas realizam-se de acordo com as competências e habilidades funcionais para que se cumpram os requisitos da organização. As pessoas são a imagem da instituição e estas são contempladas por crenças e comportamentos que influenciam e diferenciam a sua atuação. Perspetiva-se que as organizações demonstrem um processo de acolhimento e integração aos novos colaboradores para que estes se sintam elementos da empresa.<br>Executive improvements have not always had a positive impact on the individual’s performance. Human resources should allocate personnel in an organization, so that they carry out their role with high standards of commitment. This is an asset that should be implemented efficiently within the organization. This study shall showcase the activities that took place during the internship at Faro’s City Council by identifying some tasks developed in the human resource department, by describing the recruitment and selection duties, by evaluating the personnel’s performance and by suggesting possible improvements in problem-solving areas. A plan and a welcoming manual were drawn up in order to facilitate the integration and socialization of new personnel members. Recruitment and selection of workers take into account their competences and functional skills so that they fulfill the organization’s requirements. People stand for the organization with their own beliefs and behaviours that certainly influence and set their performance apart. Organistions need to introduce reception and integration procedures for new personnel members so that they feel integrated in the company.

O presente estudo visa analisar o comportamento da versão portuguesa do Personality Research Form (PRF; Teixeira, 2007) no contexto de Recrutamento e Selecção. Ainda, pretendeu-se averiguar o efeito das variáveis sexo, idade (até 25 anos, 25-29 anos e igual ou superior a 30) e habilitações literárias (ensino secundário/frequência universitária e ensino superior). Para esse efeito, o inventário foi aplicado a um total de 291 indivíduos que se encontravam em situação de recrutamento numa empresa da área. Após a exclusão de alguns itens por apresentarem respostas com variabilidade muito reduzida, os resultados obtidos revelaram que são as escalas Dominância, Resistência, Exibição, Evitar Riscos, Impulsividade, Ordem e Reconhecimento Social as que apresentam bons níveis de consistência interna. Observou-se, ainda, um efeito de interacção significativo entre as variáveis sexo e idade na escala Evitar Riscos, evidenciando que são as mulheres têm uma maior tendência para evitar riscos do que os homens, sendo que as diferenças maiores se registam nos indivíduos com idade igual ou superior a 30 anos. Os resultados indicam igualmente um efeito de interacção entre a idade e as habilitações nas escalas Realização e Dominância. Na Realização, encontram-se diferenças nos indivíduos com idades entre os 25 e os 29 anos, em que os que têm formação secundária são mais realizados do que os que têm formação superior. Para a escala Dominância, salientam-se as diferenças significativas encontradas nos indivíduos com idade até 25 anos, em que os que têm habilitações superiores indicam ser mais dominantes que os que têm habilitações secundárias.<br>This study aims to analyze the behavior of portuguese version of Personality Research Form (PRF; Teixeira, 2007) in Recruitment and Selection context. Still, we intended to investigate the effect of gender, age (until 25 years old, 25-29 years and 30 or more years old) and educational levels (secondary education/ university attendance or higher education). For this propose, the inventory was administered to a total of 291 individuals who were searching for a new job opportunity in a human resources company. After the exclusion of some items for having very low variability in responses, the results revealed that the scales Dominance, Endurance, Exhibition, Harmavoidance, Impulsivity, Order and Social Recognition have good levels of internal consistency. We also observed a significant interaction effect between gender and age in Harmavoidance, showing that women have a greater tendency to avoid risks than men, and the major differences are registered in persons aged 30 years or more. The results also indicate an interaction effect between age and educational levels in Achievement and Dominance scales. In Achievement, there are differences in individuals aged 25 to 29 years in which those with secondary education are more accomplished than those with higher education. For the Dominance scale, we highlight the significant differences found among individuals aged 25 years, of which those with higher qualifications indicate that they are more dominant than those with secondary qualifications.