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Lisa, Aysha Khatun, and Simo Valerie Rostan Talla. "An in-depth study on the stages of AI in recruitment process of HRM and attitudes of recruiters and recruitees towards AI in Sweden." Thesis, Umeå universitet, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-184521.
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With the constant technological changes globally, organizations are now at the forefront of changing their business processes to be more competitive. These technological developments have brought in several shifts within business processes. Human resource management (HRM) has been dramatically affected by such changes more than ever, especially the recruitment process. As such, there is rising concern to shift from a traditional to an AI recruitment process. The adoption of AI in the recruitment process has remained relatively unexplored, especially within Swedish organizations. Despite its great discussion within academia and organizations, the limited amount of literature on the subject makes it interesting and current. Therefore, the main aims of this research are: (1) to analyze in which stages till date organizations are using AI in recruitment practices in Sweden and (2) to ascertain the attitudes of recruiters and recruitees towards the use of AI in the recruitment process in Sweden organizational context. This research adopted a qualitative approach with semi-structured approach interviews conducted with three recruiters and five recruitees in Sweden. The empirical findings of the study reveal that organizations have not fully implemented AI in the recruitment process. Factors such as timeframe, recruitment cost, work efficiency, and human biases were considered the top challenges of the traditional recruitment process. AI in the recruitment process can help reduce the lengthy time while increasing work efficiency with faster-recruiting methods. Organizations can share recruitment costs. Human biases can significantly be reduced with the use of AI at the pre-screening and selection stages. It was also discovered that the attitudes of recruiters and recruiters were seemingly positive towards the acceptance of AI in the recruitment process. Furthermore, AI was not seen as a threat to human jobs instead as a complementary role. This leads to the conclusion that AI can complement the recruitment process and AI cannot take human jobs since humans will still be needed for software development. This research provides contributions towards theoretical, practical, and social. This research offers an extent of the existing knowledge on the subject matter. It will help recruiters understand the importance of AI in the recruitment process. Furthermore, recruitees will be more accustomed to the idea of AI. In addition, the findings of this research can assist in the curriculum adjustment of educational institutions to best serve the needs of the changing business climate. At the government level, the findings can be used to encourage continuous innovation and learning. Furthermore, this research can be a starting point for other future research.
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Hillion, Mélina. "Teacher recruitment and management : current practices and future challenges." Thesis, Paris Sciences et Lettres (ComUE), 2018. http://www.theses.fr/2018PSLEH118/document.
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L'organisation de la fonction publique française connait de profondes mutations depuis le début des années 2000. Cette thèse examine la capacité du système de recrutement et de gestion des enseignants à répondre aux enjeux d'attractivité, d'efficacité et de diversité au cœur des projets actuels de modernisation du système éducatif. Le premier chapitre examine la neutralité du processus de recrutement des enseignants du secondaire vis-à-vis du genre. Il révèle que des biais d'évaluation existent et tendent à favoriser le genre minoritaire, contribuant ainsi à renforcer la mixité au sein des disciplines universitaires. Les deuxième et troisième chapitres examinent la capacité des incitations monétaires, de la demande d'enseignants et des exigences en matière de diplômes à attirer davantage et potentiellement de meilleurs candidats aux postes d'enseignant. Une hausse du niveau de diplôme requis pour enseigner (réforme de la "masterisation") ne semble pas améliorer l'efficacité du recrutement en termes d'attractivité, de profils de compétences et de diversité. Le quatrième chapitre examine la relation entre absentéisme, mobilité et conditions de travail des enseignants. Il montre que les écoles et les directeurs d'école influencent significativement les absences, les départs et le bien-être psychologique des enseignants. Le manque de soutien hiérarchique, les comportements hostiles et l'intensité du travail semblent jouer un rôle particulièrement importantThe organization of the French civil service has undergone profound changes since the early 2000s. This thesis examines the capacity of the teacher recruitment and management system to meet the challenges of attractiveness, efficiency and diversity at the heart of current projects to modernize the education system. The first chapter examines the gender neutrality of the recruitment process for secondary school teachers. It reveals that evaluation biases tend to favor the minority gender and contribute to strengthening the gender diversity within university disciplines. The second and third chapters examine the ability of monetary incentives, teacher demand and degree requirements to attract more and potentially better candidates for teaching positions. An increase in the level of qualification required to teach (from bachelor's to master's level) does not seem to improve the effectiveness of recruitment in terms of attractiveness, skills profiles and diversity. The fourth chapter examines the relationship between absenteeism, mobility and working conditions of teachers. It shows that schools and school principals significantly influence teacher absences, turnover and psychological well-being. Lack of hierarchical support, hostile behaviors and work intensity seem to play a critical role
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Chatfield, Kate. "Traditional and complementary medicine : analysing ethical challenges." Thesis, University of Central Lancashire, 2016. http://clok.uclan.ac.uk/16600/.
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The use of traditional and complementary medicines (T&CMs) is both ubiquitous in low and middle income countries and highly contested in some sections of high income countries. Whilst T&CMs are promoted as an accessible and affordable health care system by high level health policy makers (for example, the Director General of the World Health Organization), their use is simultaneously indicted as a waste of resources, non-scientific, and unethical. The aim of this thesis is to provide a calm, considered and well researched view on a highly emotional topic: What is the nature of the ethical challenges for the use and practice of TCMs and how might they be addressed? The methodology chosen for the ambitious topic of this thesis is the Ethical Matrix as developed by Ben Mepham in the UK in the 1990s. It is founded upon a principlist approach to ethical analysis and has been used widely in decision-making for new technologies. It requires the consideration of interests of stakeholders including, but also beyond, human beings. For the purpose of this thesis four groups were selected: human users of T&CM, the environment, animals, and low and middle income countries (LMICs). Ethical analysis reveals that: • Most ethical concerns associated with T&CMs are related to safety issues for human users; • there are also serious concerns about the way in which animals are routinely harmed through use in T&CM products and T&CM research; • the production and use of some T&CMs does have damaging impacts upon the environment and, • the ethical challenges associated with the use of T&CM in LMICs are different from those in high income countries. Based on the analysis, the thesis provides clear steps to be taken to reduce the potential for harm from both adverse drug reactions and adverse events for humans as well as recommendations to reduce the harm to animals and the environment from use of T&CMs.
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Egholt, Martin, and Hanna Haglund. "Inter-organisational collaboration for large scale recruitment : Investigating the collaborative challenges and opportunities." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-264072.
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Together with the EU2020 goals, set in order to increase sustainability, there is an oncoming storm of electrification. The need of Batteries is growing, but Europe is lacking both production and competence in the area. Unrestricted new establishments, so-called “greenfield” ventures are a growing trend, which are often placed in rural areas where recruitment can be difficult. What follows is the necessary collaboration between the greenfield venture itself and local as well as national government to consolidate enough power and competence so that the parties can complete the task at hand. Collaborating between such different organisations are bound to spark conflict and shed light on organisational differences all the while exploring the benefits of the collaborative venture itself. The aim of this research is to investigate which challenges and opportunities arise during the initial phase of an inter-organisational collaboration for a large-scale recruitment effort. Where the main questions to answer were; What challenges can be identified throughout the collaboration? And, what opportunities arise during this collaboration? In order to investigate this, the case of Northvolt-Västerbotten was selected which is the collaborative project that has been established between the Region Västerbotten (RV, regional government of Västerbotten), Skellefteå Municipality, local employment service and Northvolt. This collaboration was studied through continuous observations of 16 project participants, close day-to-day work with the project manager as well as two rounds of interviews with 5 participants. All of which performed through the eyes of a participating researcher. The research concludes, that entering an inter-organisational collaboration means that resources and knowledge from each actor can be shared. When this collaboration takes part between organisations in the public and private sector it can be of further advantage. Differences, while sometimes hard to manage, can if done so successfully be avoided and turned into opportunities. If you manage to combine private and public actors to create a team with clear communication, established trust and aligned goals you can instead utilise the differences and by doing so save money, time and resources.Tillsammans med EU’s 2020-mål, satta för att öka focus på hållbarhet, finner vi en ankommande storm utav elektrifiering. Behovet av batterier ökar, men Europa saknar både kompetensen och produktionen utav dem. Obehindrade nyetableringar, eller “greenfield”-satsingar är en ökande trend, dessa är ofta placerade i icke-urbana områden där rekrytering kan vara svår. Vad som följer är det nödvändiga samarbetet mellan nyetableringen och lokala så väl som nationella myndigheter för att samla tillräcklig makt och kompetens för att kunna utföra uppgiften. Samarbete mellan sådana olika organisationer kommer allra troligast att föda konflikter och belysa organisationella skillnader allt samtidigt som de utforskar fördelarna med samarbetet. Syftet med denna studie är att undersöka vilka utmaning och möjligheter som uppstår i uppstartsfasen utav ett inter-organisationellt samarbete för en storskalig rekrytering. Varvid huvudfrågorna att besvara var: • Vilka utmaningar kan identifieras? • Vilka möjligheter uppstår? För att undersöka detta valdes fallet Northvolt-Region Västerbotten ut. Detta är ett samarbetsprojekt som har etablerats mellan Region Västerbotten, Skellefteå kommun, Arbetsförmedlingen och Northvolt. Detta samarbete har studerats genom kontinuerliga observationer utav de 16 deltagande personer, dagligt arbete med projektledaren så väl som två rundor utav intervjuer med 5 deltagare i projektet. Allt genomfört som deltagande forskare. Vi drar slutsatserna att ett inter-organisationellt samarbete innebär att alla medverkande organisationers interna resurser och kunskaper kan utnyttjas gemensamt. När ett sådant samarbete äger rum mellan privata och statligt ägda organisationer kan dessa fördelar bli av extra värde. Skillnader mellan organisationerna, som ibland kan vara svåra att hantera, kan om de hanteras korrekt istället bli till fördelar. Om man kan lyckas att kombinera privata och offentliga organisationer för att skapa ett team med en tydlig kommunikation, etablerat tillförlitlighet och sammanstrålade mål kan man istället utnyttja skillnaderna och på så sätt spara pengar, tid och resurser.
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Coetzee, Stephen Arthur. "Contemporary challenges facing the South African accounting profession : issues of selection, recruitment and transformation." Thesis, Robert Gordon University, 2016. http://hdl.handle.net/10059/1568.
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This thesis aims to illuminate, through the lens of Murphy’s interpretation of Weber’s theory of social exclusion, contemporary challenges faced by the South African accounting profession pertaining to the shortage of professional accountants. In particular, increasing the throughput of students to the profession (Paper 1), member recruitment (Paper 2) and racial transformation of the profession (Paper 3) are considered. Paper 1 provides additional validity for the technique of biodata-based selection through the use thereof to differentiate between students in a dual medium university who will, or will not, complete their accounting education programmes in a society exhibiting tacit exclusionary closure. The models development suggested that education and language remains a tacit form of social exclusion of Blacks in the South African accounting profession. Paper 2 suggests that SAICA is the students’ preferred choice of professiona l accounting association, regardless of demographic group. The students appear to hold a collective view of the accounting profession. Consequently, in an environment characterized by the significant exclusionary closure achieved by a particular association, competing associations may need to look beyond marketing the attributes of the association to students and perhaps consider challenging the colonization of higher education by the dominant association. Competing associations, with their less onerous education requirements, should additionally consider promoting the alternate pathways to the profession they may offer to the Black students tacitly excluded from the dominant association, SAICA, on the basis of their inability to access to a quality education. An ideological challenge facing professional accounting associations in post-Apartheid South Africa, is racial transformation of the profession. Paper 3 explored the success or otherwise of the transformation projects implemented by SAICA through the lens of impression management and the use of voluntary disclosure. Given the disconnect between the slow pace of racial transformation achieved and the perceived ‘success’ of the profession transformation initiatives both in South Africa and abroad, it is suggested that the projects may have served more as a tool to manage the state’s impression of transformation, rather than achieving sufficient student outputs to redress the racial imbalances in the profession. Consequently, significant expansion and / or revision of these projects are encouraged.
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Calissendorff, Philip, and Niklas Lögdal. "Digital platforms challenges and opportunities : Evidence from a traditional market sector." Thesis, Umeå universitet, Institutionen för informatik, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-149506.
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Digital platforms are becoming more and more established in the current digital age and with it come many new business ideas, models and more. This has lead to several disciplines and industries taking an interest in them and sought to build one themselves. However, little is known about how the context of a digital platform can affect its launch. Existing research todays focuses on general strategies for launching a platform but we argue that context matters and that it changes the challenges and opportunities for the platform. This thesis aims to fill this gap for traditional industries that faces different kinds of challenges compared to more IT established areas. To achieve this, we took part of a case study and conducted a qualitative data collection process consisting of interviews with project members of The Omega project. We were able to identify a set of challenges and opportunities presented to the project: diversity, organizational, and culture to name a few. Based on our findings we could conclude that digital platforms for traditional industries comes with its own set of challenges and opportunities but that these can be used to find similarities to other industries to help tackle them. Therefore, we suggest further research to be done on how the context affects the challenges and opportunities in other industries.
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Nyimi, Modeste Malu. "Traditional Religions and Reconciliation in Africa: Responding to the Challenges of Globalisation." Bulletin of Ecumenical Theology, 2009. http://digital.library.duq.edu/u?/bet,3318.
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Razali, Siti Katizah. "Women in educational management in Sarawak : a study of traditional and professional challenges." Thesis, University of Bristol, 1998. http://hdl.handle.net/1983/07df9f34-8dbb-4eb1-8e71-12c865c14a68.
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This exploratory study examined how women managers in education in Sarawak combine their traditional and professional roles and deal with potential role conflict. The study is set in the context of an increasing number of women managers in education in Sarawak and the issues this raises for their support, if they are to harmonise their roles and advance professionally. The aim of the study is to furnish policy makers at the national and state level with information to formulate a policy document which could be adopted in preparing a strategy for the advancement of women managers, taking into account their dual roles. Both quantitative and qualitative paradigms are employed to provide depth and breadth. The postal survey questionnaire was sent to all the 109 women in the target population: all women heads and deputies in schools, teacher training colleges and the State Education Department. There was a 91.7% response rate. Additionally, eight women managers were interviewed in-depth, together with seven spouses and three other senior women in education, who are influential nationally. The eight women managers also completed time-log diaries for a week. Respondents in the survey questionnaire included managers who, at one time, had rejected promotion. This enabled the perceptions of those who had experienced difficulties in relation to promotion to be analysed, as well as those who had not. Combining the quantitative and qualitative approaches meant that they complemented, supplemented and illuminated each other. The study did not aim, initially, to explore the cultural dimension but it emerged during the interviews that their specific cultural origins (Malay, Iban and Chinese) were a significant determinant of the women managers' perceptions of their dual roles. Indigenous culture was not found to be a barrier to advancement but the research has revealed that when studying women in educational management consideration of individual cultural contexts gives additional insights into their perceptions of their two roles. Interviews with the spouses revealed corresponding views to those of their wives pertaining to women's traditional roles; they also saw complementary roles in the partnership. The close support of the extended family is a significant factor in the study. For the women studied, the boundaries between their personal and professional roles were not clear-cut. Work invaded their personal lives and family needs were perceived as paramount when considering promotion. Values relating to caring and nurturing imbued their professional and personal lives. The different cultural and environmental experiences of the women managers contributed to their varied perceptions of role conflict. Many had developed coping strategies which reduced such conflict and supported their successful performance as workers, wives, mothers and daughters. Impediments to the advancement of women managers are identified and possible courses of future action suggested. Implications for policy makers at the Ministry of Education and State Education Department as well as for future research are highlighted
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Maier-Knapp, Naila. "EU Actorness with and within Southeast Asia in light of Non-traditional Security Challenges." Thesis, University of Canterbury. National Centre for Research on Europe, 2013. http://hdl.handle.net/10092/8015.
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Nearly four decades of the Association of Southeast Asian Nations (ASEAN)-European Union (EU) relationship have witnessed the importance of ideas and identity alongside the economic interests in shaping the behaviour of the two sides. The study takes interest in understanding the EU’s actorness and the EU as a normative actor with and within Southeast Asia through a reflectivist lens. The thesis is an attempt to provide a new perspective on a relationship commonly assessed from an economic angle. It outlines the opportunity of non-traditional security (NTS) challenges to enhance EU actorness and normative influence in Southeast Asia.
Against this backdrop, the study explores the dialogue and cooperative initiatives of two regions, which attach relatively little salience to each other. The study employs a NTS lens and draws upon the case of the Asian Financial Crisis of 1997-98, the haze in relation to forest governance, the Bali bombings of 2002 and the political conflict in Aceh. The study assumes that these NTS issues can stimulate processes of threat convergence as well as threat ‘othering’. It argues that these processes enhance European engagement in Southeast Asia and contribute to shaping regional stability in Southeast Asia. Furthermore, NTS crises present situations, where norms can become unstable, contested and substituted. This allows us to better examine the EU as a normative actor.
To establish an understanding of the EU’s actorness and the EU as a normative actor, the empirical evidence will focus on the threat perceptions, motivations of action and activities of the EU and its member states. For the purpose of differentiating the EU as a normative actor, the study will also include the discussion of the normative objectives and behaviours of the EU and its member states and apply a reflectivist theoretical framework.
Hypothetically, NTS crises trigger external assistance and normative influence and thus, they offer an opportunity to establish a more nuanced picture of the EU in the region. At the same time, the study acknowledges that there are a variety of constraints and variables that complicate the EU’s actorness. The thesis seeks to identify and discuss these. So far, scholarly publications have failed to apply the NTS perspective systematically. This thesis provides the first monograph-length treatment of the EU in Southeast Asia through a NTS and reflectivist lens.
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Al-Ammaj, Bader H. "Administration in traditional society : the case of recruitment and selection in public sector employment in Saudi Arabia." Thesis, University of Southampton, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.239419.
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Enocksson, Alexandra, and Sinem Sezer. "Rekrytering i praktiken : Rekryterarens beslutsfattande och bedömning av kandidater i rekryteringsarbetet." Thesis, Södertörns högskola, Institutionen för samhällsvetenskaper, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-34948.
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Today, employees are considered as the company's largest assets. Recruiting and attracting employees with the right competence provides competitive advantages. However, a recruitment can be quite costly. According to Langhammer (2013) there is a correlation between recruitment in research and how recruitment takes place in practice. The aim of this study is to investigate how recruitment takes place in practice, the recruiters approach to objectivity and subjectivity, and if recruitment to the own group are managed differently. Intotal, eight respondents have been interviewed through semi-structured interviews and all respondents are working with recruitment as their main task. Interview material were analysed from psychometric and social approaches, Kahneman's systems 1 and 2, wheresystem 1 is linked to the recruiter's gut feeling (Kahnemans, 2013) while recruitment into their own workgroup, is analysed from a principal agent perspective. The results showed that respondents strive to work based on a standardized recruitment process in line with the psychometric approach. However, factors that belong to the social approach are being practiced. Seven out of eight respondents indicated an awareness of subjectivity and that feeling of power could affect the assessment of the candidates. The impact on subjectivity could derive from the recruiter but also from the contracting company. The interview itself was raised by several respondents as a situation influenced by the recruiter. Among otherthings, the recruiter's communicative qualities were of importance for the interview and thereby, for the overall assessment of the candidate. Regarding recruitment to the own group, the respondents answered that subjective values such as personality and whether the candidate would fit to the team, weighed more than recruiting to an external company.
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Horner, Chris. "Talkin' proper : the challenges facing students from non-traditional pathways on Initial Teacher Training courses." Thesis, n.p, 2001. http://oro.open.ac.uk/18839.
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Chaurasia, Hema. "Exploring Recruiting Challenges of the Insurance Industry." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1840.
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Insurance companies provide financial protection to the general population, but their workforce challenges may destabilize the companies to the point of financial distress. Senior insurance company leaders lack effective strategies to recruit skilled professionals. With contingency theory and resource-based view theory as the framework, the focus in this multicase study was the exploration of the recruiting strategies of human resources (HR) managers in New York City area insurance companies. Four insurance company HR managers were recruited via a purposeful and snowball sampling method for semistructured interviews. These interviews were analyzed through a reflective interpretation process, which was guided by the van Manen method. Additional data were gathered through document analysis of the managers' companies' job postings. Participants reviewed the transcription of the interview by member checking and verifying the commonly identified patterns. The findings included themes such as applying strategy vs. tactics to job postings, building the pipeline before the need arises, and target marketing for the multigenerational workforce. By implementing executive support for strategic management of the recruitment process, insurance companies can overcome the barriers to recruiting qualified candidates. The findings from this study may influence social change by reducing the literature gap, enhancing the learning amongst companies in the insurance industry, and creating jobs in local communities.
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Milestad, Rebecka. "Building farm resilience : prospects and challenges for organic farming /." Uppsala : Dept. of Rural Development Studies, Swedish Univ. of Agricultural Sciences, 2003. http://epsilon.slu.se/a375.pdf.
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Makgopa, Matome Samuel. "Human resource challenges facing Maruleng Municipality, on service delivery in Mopani District Limpopo Province (South Africa)." Thesis, University of Limpopo (Turfloop Campus), 2011. http://hdl.handle.net/10386/521.
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Zenani, Vuyisile John. "Understanding the nature of sacred space from the African traditional religious perspective : challenges of spatial management." Master's thesis, University of Cape Town, 2005. http://hdl.handle.net/11427/8053.
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This study aims to explore the challenges that face land use and land management in the context of the new South Africa. Approached from the African traditional religious angle the study will propose, among others, a new approach to land management and land designation. The study draws insights from literature on religious meaning of land and interviews conducted with two African traditional healers from two different black communities. The study introduces a new concept in land management, the concept of sacred space.
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Sant'Anna, Michele de Aguiar. "Intellectual property rights and protection of traditional knowledge : emerging challenges and the role of international legal order." Thesis, University of Macau, 2011. http://umaclib3.umac.mo/record=b2291720.
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Sana, Nancy [Verfasser]. "Changing market conditions and the Brexit - Challenges for the traditional and the shadow banking systems / Nancy Sana." Kassel : Universitätsbibliothek Kassel, 2018. http://d-nb.info/1170363784/34.
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Scherger, Steven Patrick. "Challenges to the Understanding of God among Traditional Age College Students of Monotheistic Faiths: A Phenomenological Study." Kent State University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=kent1427670334.
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Joelle, Dountio Ofimboudem. "The protection of traditional knowledge: challenges and possibilities arising from the protection of biodiversity in South Africa." University of the Western Cape, 2011. http://hdl.handle.net/11394/2887.
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Magister Legum - LLMTraditional Knowledge (TK) is the long standing wisdom, teachings and practices of indigenous communities which have been passed on orally, in the majority of cases, from generation to generation. TK is expressed in the form, medicine, agriculture, understanding of the ecology, music, dance, stories, folklore, poetry, spiritual, cultural and artistic expressions, and knowledge relating to bio-diversity. This thesis focuses on plant bio-diversity, as part of TK, and the problem of bio-piracy. We attempt a definition of TK; its characteristics; possible measures that can be taken to ensure its protection; and challenges that are likely to be faced in seeking to ensure its protection, first at the global level, then with particular attention to South Africa. Some of the suggested measures include the enactment of sui generis laws to protect plant biodiversity, rather that the adaptation of the existing IP regime. Some of the challenges include unwillingness of some countries to participate in international initiatives, like the US, which is not even a signatory of the CBD, and the difficulty of identifying the persons in whom ownership of the TK should be vested when it is possessed by many communities. This issue is a very sensitive one because there have been numerous cases of bio-piracy in developing countries perpetrated by corporations from industrialised countries. Some of the notable examples of bio-piracy include; The Neem tree from India whose products are used in medicine, toiletries and cosmetics; the Ayahuasca a vine used in India for religious and healing ceremonies; the Asian Turmeric plant used in cooking, cosmetics and medicine, the Hoodia Cactus plant in the Kalahari Desert of southern Africa used by the San people to stave off hunger. These instances have given rise to increased talks about the necessity of a law on the protection of TK relating to bio-diversity in general at the international, regional and national levels. The World Intellectual Property Organisation (WIPO) is working on enacting measures to ensure the protection and conservation of TK at the international level; in 2002 it created nine fact finding commissions on TK in general. These fact finding missions on TK innovation and creativity were undertaken with the intention of seeking possibilities of protecting the intellectual property rights of TK holders. In 2002, The WIPO Intergovernmental Committee on Intellectual Property and Genetic Resources, Traditional Knowledge and Folklore (IGC) was created to continue with this task. The 1993 Convention on Biodiversity (CBD) encourages States to enact measures to implement its provisions on the protection of knowledge, innovations and practices of indigenous and local communities. This trend in protection of TK relating to biological resources has been followed by the Nagoya Protocol of October 2010. The World Trade Organisation (WTO) also makes mention of protecting plant varieties. The research suggests that one could use both Intellectual Property Rights and Sui Generis measures to address and secure protection of TK, and provide compensation to holders for the use of the intellectual property.
South Africa
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Jiarou, Huang, and Ye Sigewei. "The management differences between self-organizing team and traditional team: Focus on communication and coordination." Thesis, Blekinge Tekniska Högskola, Institutionen för programvaruteknik, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-18867.
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Zywina, Cameron Richard. "Martyrdom in Latin America, Gustavo Gutiérrez challenges the traditional concept of authenticated martyrdom in the Roman Catholic Church." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1996. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp04/mq23574.pdf.
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Wesley, S. Scott. "An exploratory analysis of organizational choice : the relationship between actual and perceived organizational attributes under conditions of traditional versus realistic recruitment information." Thesis, Georgia Institute of Technology, 1986. http://hdl.handle.net/1853/30352.
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Johansson, Jennifer, and Senja Herranen. "The application of Artificial Intelligence (AI) in Human Resource Management: Current state of AI and its impact on the traditional recruitment process." Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-44323.
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Background: The world is constantly becoming more prone to technology due to globalization which implies organizations have to stay up to date in order to be competitive. Human Resource Management (HRM) is more important than ever, especially with a focus on the recruitment of new employees which will bring skills and knowledge to an organization. With technological advances also comes the opportunity to streamline activities that previously have had to be carried out by humans. Therefore, it is of the highest importance to consider and evaluate the impact technology might have on the area of HRM and specifically the recruitment process. Purpose: The purpose of this thesis is to research the implications that technological advancements, in particular Artificial Intelligence (AI), have for the recruitment process. It aims to investigate where AI can be implemented in the traditional recruitment process and possibly make the process more effective, as well as what the implications would be of having AI within recruitment. Method: This thesis uses a qualitative study with semi-structured interviews conducted with eight international companies from all over the world. It is viewed through an interpretivism research philosophy with an inductive research approach. Conclusion: The results show that the area of AI in recruitment is relatively new and there are not many companies that utilize AI in all parts of their recruitment process. The most suitable parts to implement AI in traditional recruitment include recruitment activities such as pre-selection and communication with candidates and sending out recruitment results for applicants. The main benefits of AI were seen as the speeded quality and elimination of routine tasks, while the major challenge was seen as the companies’ overall readiness towards new technologies.
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Zupanoska, Biljana. "Social Networking and the Potential Challenges for Marketing." Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-18017.
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Today, marketers and media companies face a changed environment, affected mostly by the rise of the Internet era. The emergence of various technology applications, combined with the global change of customers is affecting the communication between marketers and consumers. Consumers and marketers are changing their roles; consumers are now media producers, programmers, and distributors, through the use of the social networking applications. The aim of the thesis is to analyze this trend, to predict its lifetime and to provide useful insights for the parties that are involved in it. Main point of evaluation are; the structure of the social media marketing ecosystem; the impact that social networking has on the business environment; the relationship of social media and the conventional media, and the legal and ethical concerns of the use of social media. Social networking is a new, experimental trend that has been accepted by many companies, as a part of their communication strategy. The trend has introduced many challenges for businesses, both positive and negative. To seize the positive challenges, marketers need to invest further in learning the rules of the new marketing trend, and in improving their social networking strategies.
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Keller, Derek R. "A clash of military traditions meritocracy, modernization, and neo-traditional challenges to United States Foreign Internal Defense (FID) policy." Thesis, Monterey, California : Naval Postgraduate School, 2009. http://edocs.nps.edu/npspubs/scholarly/theses/2009/Dec/09Dec%5FKeller.pdf.
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Thesis (M.S. in Defense Analysis)--Naval Postgraduate School, December 2009.Thesis Advisor(s): Berger, Marcos (Mark T.) ; Sepp, Kalev I. "December 2009." Description based on title screen as viewed on January 27, 2010. Author(s) subject terms: Foreign Internal Defense (FID); Military Traditions; Meritocracy; Nation-building; State-Building; Vietnam; El Salvador; Colombia. Includes bibliographical references (p. 57-59). Also available in print.
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Sulaiman, Mohd Sabere. "Challenges in the conservation of the Negeri Sembilan Traditional Malay House (NSTMH) and establishment of a conservation principles framework." Thesis, University of Edinburgh, 2017. http://hdl.handle.net/1842/23552.
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The survival of vernacular architecture in the world, and particularly in Negeri Sembilan, Malaysia, is under threat due to rapid modernization, urbanization, socioeconomic transformation, loss of its characteristics resulting from changes and development, and misinterpretation of its typology as well as serious issues of abandonment. Most Negeri Sembilan traditional Malay houses (NSTMH), in some cases over one hundred years old, are unprotected and are becoming derelict. The vernacular value of these houses and their preservation for future generations are therefore threatened. To date, little research has been undertaken into the challenges posed in the conservation of NSTMH from the perspectives of house owners and professionals, and how the changing patterns of their form, fabric, and function have shaped the challenges of preserving them. To explore this from a more holistic approach, existing local heritage legislation that protects traditional Malay houses in particular or timber vernacular architecture in general, and international charters were reviewed, as also successful cases of preservation of similar heritage. This research employs a multi-method qualitative approach by examining as a purposive sample selected 19th-century long-roof-type NSTMHs. The research methods consisted of semi-structured interviews with house owners and conservation experts, on-site survey of the houses’ changing patterns of form, fabric, and function, as well as reviews of the conservation heritage legislation context (national/ local) and international charters. Interview data were analysed using thematic analysis, while the accepted concept model of cultural heritage was used for analysis of the patterns of changes in the cases examined. Documents were reviewed using template analysis. Findings from the research outline the main challenges that include a lack of appreciation and understanding of heritage among house owners, lack of traditional building skills, lack of government support as well as insufficient documentation. Nonetheless, there is no legislation in place at either a national or local level to protect the traditional Malay house. All of the findings were triangulated prior to the development of the initial framework and further expert validation was obtained to establish the final framework. This research makes a significant contribution in expanding the existing body of knowledge, through exploration of how the house owners understand, value, and appreciate heritage within their environment, in addition to including conservation experts’ perspectives in this regard. Moreover, the main contribution of this study is the provision of a Conservation Principles Framework for the NSTMH that may be used by house owners, conservation experts, officials, the Village Security & Development Committee, academics, and students as a form of guidance to the implementation of conservation works. It is also hoped that it may act as a starting point for the Negeri Sembilan state government to develop guidance aimed to safeguard this valuable Malaysian heritage.
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Gellejah, Richard S. "The opportunities and challenges for cooperation between contemporary and traditional health practices under the National Health System in Tanzania." Thesis, University of Hull, 2016. http://hydra.hull.ac.uk/resources/hull:16474.
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In response to the increased popularity and use of Traditional/Complementary Alternative Medicine, not only in less-developed countries where it is a first line of contact for the majority of people but also in developed countries, initiation of Integrative Medicine Clinics has been triggered particularly in Western countries. In addition, there are increased opportunities of research and associated criticism on the subject. Whereas such investigations have provided some interesting understandings on how the integrative clinics are managed, surprisingly, many of the investigations have been carried out in developed countries where biomedicine is affordable and accessible for the majority of people. There is a dearth of information about the opportunities and challenges for contemporary and traditional health practices to work together in less-developed countries where accessibility and affordability of modern medicine is a huge challenge. The objective of this thesis then was to offer some exploratory perceptions into how key stakeholders of health in Tanzania recognize the opportunities and challenges that are there for the two health practices to integrate under the National Health System. An ethnographic stance was utilised to explore the views of 35 participants from four regions in Tanzania, among whom were biomedical and traditional practitioners, policy-makers, and religious leaders; researchers of traditional medicine from two national research institutes, participants with multiple roles and clients of the two practices. In-depth, semi-structured interview was the main method of data generation. Data was analysed thematically, from which the study revealed that despite the potential opportunities for the two practices to work together, integration of the two practices cannot take place due to emergence of two schools of thought of traditionalism and modernity that were irreconcilable. Instead cooperation is possible under the framework of Negotiated Order Theory that feeds three processes of Integration and Differentiation, Hybridization of Traditional Medicine and Negotiating Modernity.
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Hounguevou, Barnabé. ""Mi Na Kpa Glagla Nu Aklunon: We will Lend a Hand To God”: Challenges and Opportunities of Double Religious Belonging in Benin and Nigeria." Thesis, Boston College, 2021. http://hdl.handle.net/2345/bc-ir:109187.
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Thesis advisor: Catherine CornilleThesis advisor: Margaret Guider
Thesis (STL) — Boston College, 2021
Submitted to: Boston College. School of Theology and Ministry
Discipline: Sacred Theology
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Madjila, Deisy. "Desafios no recrutamento e seleção no mercado de trabalho moçambicano : o caso do Millennium Bim." Master's thesis, Instituto Superior de Economia e Gestão, 2020. http://hdl.handle.net/10400.5/20807.
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Mestrado em Gestão de Recursos HumanosO Recrutamento e seleção foi sempre um tema crucial para as organizações sejam elas micro ou macro e a sua evolução é bastante influenciada pela sociedade na qual a organização esta inserida. Com as mudanças constantes e exigentes das gerações ao longo do tempo, muitas organizações têm vindo a buscar cada vez mais técnicas para melhor responder a sua estratégia corporativa. Assim sendo, optou-se por realizar um estudo exploratório que tem por objectivo apresentar a percepção dos candidatos e dos funcionários do Banco Millennium bim sobre o processo de Recrutamento e seleção, esta pesquisa baseou-se numa revisão da literatura seguida de um estudo de caso, cujo carácter exploratório se consolidou com a aplicação de um questionário respondido por 105 funcionários e pela submissão de 5 funcionários no grupo focal, totalizando 110 participantes. A análise dos dados possibilitou elaborar um diagnóstico do processo de recrutamento e seleção realizados na instituição. Os principais aspectos investigados foram a composição cada etapa, a eficácia da comunicação, a interacção entre recrutador e candidatos e a satisfação com os serviços prestados. Diante das percepções levantadas, pode-se inferir que o processo de recrutamento e seleção desenvolvidos, na organização pesquisada, são bem estruturados, embora se possa sugerir a adequação das técnicas de recrutamento e seleção ao perfil dos candidatos da organização
Recruitment and selection has always been a crucial issue for associations, whether micro or macro, and its evolution is highly influenced by the society in which the organization is inserted. With the constant and demanding changes of generations over time, many associations have been seeking more and more techniques to better respond to their corporate strategy. Therefore, it was decided to conduct an exploratory study that aims to present the perception of candidates and employees of Banco Millennium bim on the Recruitment and Selection process, this research was based on a literature review followed by a case study, whose exploratory character was consolidated with the application of a questionnaire answered by 105 employees and the submission of 5 employees in the focus group, totaling 110 participants. Data analysis made it possible to elaborate a diagnosis of the recruitment and selection process carried out at the institution. The main aspects investigated were the composition of each stage, the effectiveness of communication, the interaction between recruiter and candidates and satisfaction with the services provided. In view of the raised perceptions, it can be inferred that the recruitment and selection process developed in the researched organization are well structured, although it is possible to suggest the adequacy of the recruitment and selection techniques to the profile of the organization's candidates.
info:eu-repo/semantics/publishedVersion
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Yang, Yang. "The challenges inherent in promoting traditional folk song performance and pedagogy in Chinese higher education : a case study of Hua'er." Thesis, Institute of Education (University of London), 2011. http://eprints.ioe.ac.uk/7504/.
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The focus of this doctoral research is on understanding the challenges inherent in bringing authentic' folk singing into mainstream higher education music curricula in China. The research fieldwork adopted a multi-methods approach in three stages, with experienced folk musicians, music tutors and undergraduate students in local higher education colleges in Gansu, China. The initial observation was on identifying and quantifying distinctive musical features of videoed, case study folk song performances within the oral culture and to note their social context within this particular region of China. The chosen music was Hua'er, which is a musical art form that was inscribed on the Representative List of the Intangible Cultural Heritage of Humanity in 2009 by the Educational, Scientific and Cultural Organization, United Nations (UNESCO). Quantitative data from eighteen, field-based authentic folk song recordings from five contemporary folk practitioners were subjected to psychoacoustic analyses in order to search for common performance features. Subsequent qualitative analyses embraced interview and observational data from two follow-up interviews of the recorded case study performers. In the final fieldwork phase, teaching and learning approaches were observed in higher education based lessons by a folk song master and a music tutor with one music student in a college. Implications are drawn for the enrichment of music education in Chinese universities, which is dominated by non-indigenous musics at present, by providing research-based insights into indigenous folk song and performance as well as suggestions for related successful pedagogical strategies.
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Gijana, Andile Patrick. "Assessing challenges in public appointments and recruitment processes in Chris Hani District Municipality: a case study of human resource department in Lukhanji Local Municipality." Thesis, University of Fort Hare, 2011. http://hdl.handle.net/10353/325.
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The aim of this study was to assess challenges in Public Appointments and Recruitment Processes in Chris Hani District Municipality: A case study of Human Resource Department in Lukhanji Local Municipality (2008-2010) of the Eastern Cape Province. There has never been a detailed research study conducted in the Chris Hani Human Resource Department, regarding the subject in question. The Constitution of the Republic of South Africa in Section 195(i) directs that Public Administration must be broadly representative of the South African people, with employment and personnel management practices based on ability, objectivity, fairness and the need to redress the imbalances of the past to achieve broad representation. The literature review explored extensively the models used in implementing recruitment and appointment processes globally. From those tested models elsewhere, it was evident that South Africa has a great Constitution and good policies regarding Local Government Human Resource Department recruitment and appointment processes not withstanding some challenges cited in the study. This assessment of challenges in the public appointments and recruitment processes in Chris Hani District Municipality assisted in the establishment of the real facts about effective and fair recruitment and appointment processes in the Local Government Human Resource Management Department to deserving communities. It became clear from the study that providing efficient and fair recruitment and appointments processes to the Local Government Human Resource Department in South Africa requires a broader advocacy agenda encompassing the development of Human Resource systems and the generation of numerous skills and expertise to deliver services to the poor people of our country.
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Noordie, Ilhaam. "A cross - sectional profile of male students registered for the Bachelor of Nursing at a nursing training institution in the Western Cape." University of the Western Cape, 2020. http://hdl.handle.net/11394/7569.
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Master of Public Health - MPHMen comprise about 10% of the nursing population globally and approximately 15% of the nursing workforce according to the South African Nursing Council. There has been an increase noted in the number of males entering the nursing profession. However, it is reported that male nurses experience discriminatory encounters related to gender bias, nursing culture, lack of equity in learning opportunities, and the stigmatisation of male nurses by the media. Although figures indicate that men remain a minority within this female dominated profession, a university in the Western Cape reported an increased enrolment of males in the nursing programme. However, little is known about what motivates them to enter this female-dominated profession and the challenges they face within the nursing profession. Therefore, the aim of this study was to compile a profile of the current male student nursing population at his school of nursing. The objectives were to identify factors motivating male students to choose nursing as a profession; identify the perceived challenges of male students in the nursing programme; and determine any associations. A quantitative, descriptive study design was used to collect data from the study population, 218 male students registered for the undergraduate nursing programmes in 2018. Stratified sampling was used to select male students for participation in the cross- sectional survey and 143 completed the self-administered questionnaire. The tool in this study was adapted from studies conducted by Bartfay et al (2010) and from O’Lynn (2003, 2013). The Cronbach’s Alpha coefficient for the Likert scale questions to determine the motivation for choosing nursing was 0.700 -and 0.905 for the perceived challenges. The Statistical Package for the Social Sciences (SPSS) version 25 was used to calculate descriptive and inferential statistics. Spearman’s correlations to calculate the strength of the relationship between the dependent variables. Mann-Whitney U test and the Kruskal- Wallis tests were used to determine the associations between the different variables. A response rate of 65.5% (143) was obtained. The majority of the male students, 84% (120) were aged between 18-25 years and 13% (18) between 26 and 33 years. The majority, 77% (110) were Blacks, 19% (27) Coloureds and 1% (2) White. Forty four percent (63) resides in the Eastern Cape, whilst 39% (56) is from the Western Cape. The spread across the different year levels from 1st to 4th year of the B. Nursing programme are 25% (35), 27(39), 21% (29) and 20% (28) respectively. The majority, 88% (126) had no previous nursing experience before commencing the nursing programme but 53% (76) were studying. The majority, 95% (137) were single and 79% (114) indicating no dependents. The desire to make a difference in society (97%, n=137) and always wanted to be a nurse (38%, n=54) were identified respectively as the most and least important intrinsic factor for entering the nursing profession. The highest rated extrinsic factors for choosing nursing ranging from 92% -76% included having a stable career; variety of career paths; travelling abroad; career mobility and using nursing as a steppingstone to other careers. However, 39% (56) were encouraged by family to do nursing. In terms of perceivedchallenges, the majority of male students indicated that media portrayed nursing as a female profession, 86% (122) and male nurses as gay or effeminate, 71% (102). Challenges in the clinical settings reveal that 71% (102) of the respondents fear being accused of inappropriate touching of female patients, 82% (118) indicated that female patients were reluctant to receive care from male nurses, and 78% (112) perceive that female colleagues utilize male nurses primarily to lift heavy objects or heavy patients. Finally, the results indicate that extrinsic motivations were significantly associated with the respondents’ race (p = 0.004) and province (p = 0.047). A significant association was found between intrinsic motivation and the age of those respondents who considered nursing as a profession (p = 0.000). There was a significant association between extrinsic motivations and the age when the respondents considered nursing (p = 0.016). The main recommendation that nurse educators and clinical staff be informed of the challenges and gender-based issues that male student nurses face and implement remedial actions in both the classroom and clinical areas.
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Zimba, Zibonele France. "Challenges faced by traditional healers when treating people living with HIV and AIDS: the case of Intsika Municipality, Eastern Cape province." Thesis, University of Fort Hare, 2014. http://hdl.handle.net/10353/d1015357.
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The aim of the study was to examine the procedures followed by traditional healers treating people living with HIV and AIDS in the Instika Municipality and the challenges faced by them in this endeavour. Using the qualitative research method, in-depth interviews and focus group discussions were conducted with twenty traditional healers. Among the significant findings of this study were the hardships encountered by traditional healers in terms of finance, the transport needed to collect medicinal plants, the shortage of medicinal plants, the lack of co-operation from the formal health care sector and the discrimination and abuse suffered at the hands of members of the community, with Christians and members of the SAPS being among the chief antagonists. It is also acknowledged in this study that traditional healers have been trained by the Department of Health concerning issues of hygiene and that traditional healers have knowledge of the symptoms of HIV and AIDS. It can therefore be concluded that traditional healers have a significant role to play in preventing the spread of HIV and AIDS if they employ preventative measures such as the use of protective gloves and limiting the use of a blade to one patient only. However, traditional healers are not supplied with safety kits or condoms to distribute to patients who consult them for treatment of STIs.
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Kajuna, Dezidery. "THE INFLUENCE OF GAP BETWEEN TRADITIONAL HEALER PRACTIONERS(THP's) AND BIOMEDICAL HEALER PRACTIONERS(BHP'S) IN TANZANIA : A CASE OF MKINGA DISTRICT." Thesis, Mittuniversitetet, Institutionen för samhällsvetenskap, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:miun:diva-14004.
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ABSTRACT Better health and the general medicalisation process is important for human being to survive and therefore any attempt to deal with human body maintenance, safe and secure measures are highly required by any human. In trying to improve human health, different approaches have been applied; one of them is to incorporate different medical system in order to ensure effectiveness of treatments. However, it has been not easy to incorporate two different medical patterns in some regions due to different reasons. Eventually the situation has created the gap between traditional healer and biomedical healer. This study was intentionally conducted to examine and explore factors behind the gap that has been the main barriers to many people in the health sector in Tanzania. In attempting to investigate, a case study design was applied, and quantitative approach was taken into consideration where a questionnaire was the main tool that was used for data collection from a sample of 200 people of Mkinga districts in Tanzania. Ultimately, the study came up with results that can be used in this thesis to argue that the gap between THPs and BHPs can be due to less recognition of THPs by government and BHPs, but also poor organization among THPs themselves. Hence it advices the government to recognize THPs and their work officially in the region, training to be provided to THPs as well encouraging and fostering cooperation among healers.This thesis can be used by any of authorised user from any univeristy for academic use only.
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Sithavhakhomu, Thilivhali Simon. "Challenges facing local communities in utilising and sustaining indigenous medicinal plants in the Thengwe village of Limpopo Province." Thesis, University of Limpopo (Turfloop Campus), 2012. http://hdl.handle.net/10386/827.
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Thesis (M.Dev.) --University of Limpopo, 2012The main aim or purpose of this study was to look at the ways and the strategies of minimizing\ mitigating the over-harvesting of indigenous medicinal plants in order to use them sustainably. The task of identifying and assessing challenges facing local communities in utilizing and sustaining indigenous medicinal plants in Thengwe village and their implications on environmental conservation and management of natural resources was done during the pilot survey. The environmental field survey was conducted after gaining permission to enter into the identified study areas including the Mutavhatsindi Nature Reserve. The result revealed that most of the indigenous medicinal plants are used for healing, religious, economical and for protection purposes. Most of the indigenous medicinal plants in the study area are depleted and many of them are facing extinction. The study was qualitative in design. Semi-structured interviews and a questionnaire were used. The questionnaire had both open-ended and closed questions. The study area was Thengwe Village in the Mutale Municipality. The existence of medicinal plants is threatened by people `s perceptions and attitudes towards them. For some indigenous medicinal plants, depletion is at a high rate due to over-harvesting and because the plants when traded by herbalists they have a premium price attached to them. Interestingly, perhaps surprisingly, the majority of young people hold negative attitudes towards the indigenous medicinal plants due to poor knowledge of the value of indigenous medicinal plants, in contrast to the elders who appreciate their role and consider them as part of their culture, economy and religion. One of the findings is that medicinal plants were found to be important to the community members as the source of income and creation of jobs for the medicinal collectors who sell the species to traditional healers. For the reason of preserving indigenous medicinal plants and others as the environmental resources, this study recommends that there should be strong intergovernmental relationships between the National, Provincial and Local governments in order to prevent over-harvesting of the medicinal plants. The indigenous medicinal plants are equally important to biodiversity students and researchers who want to study and research indigenous medicinal plants which play an important role in the improvement of the livelihoods of community members. Furthermore, education campaigns within the communities and school learners are recommended to encourage the prevention, sustainability and utilization of the indigenous medicinal plants. Additionally, the legal authorities should be empowered to prosecute all people who may be found illegally in possession of indigenous medicinal plants, as well as endangered and protected species. Heavy fines and charges should be imposed on such culprits. Of importance is the fact that the results and recommendations of this study may facilitate the teaching of environmental education and management of natural resources as well as boost the local economy of the Vhembe district Municipality by showing that medicinal plants in the area can be seen as a viable tourist attraction.
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Greilinger, Andrea [Verfasser], Gunther [Akademischer Betreuer] Friedl, and Alwine [Akademischer Betreuer] Mohnen. "Challenges of SMEs in Apprentices’ Recruitment and Employment: Empirical Studies to Overcome the Skilled Labor Shortage / Andrea Greilinger. Gutachter: Alwine Mohnen ; Gunther Friedl. Betreuer: Gunther Friedl." München : Universitätsbibliothek der TU München, 2015. http://d-nb.info/1070372404/34.
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Golovko, Dimitri [Verfasser], Prof Dr Jan Hendrik [Akademischer Betreuer] Schumann, and Prof Dr Dirk [Akademischer Betreuer] Totzek. "Three Essays on the influence of company Facebook and traditional channel activities on recruitment success / Dimitri Golovko ; Prof Dr. Jan Hendrik Schumann, Prof Dr. Dirk Totzek." Passau : Universität Passau, 2020. http://d-nb.info/1203371527/34.
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Stempel, Malin, and Gunnarsson Helen Tånghed. "Headhunting som strategiskt kompetensförsörjningsverktyg." Thesis, Högskolan Väst, Avd för företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-15539.
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Forskningen har visat kunskapsbrister när det gäller användningen och nyttan av headhunting som strategiskt kompetensförsörjningsverktyg. Studiens syfte var att undersöka vilka strategiska verksamhetsmål, behov och förutsättningar som utgör grunden för beslutet att framgångsrikt rekrytera chefer och andra affärskritiska roller via metoden headhunting. För att besvara forskningsfrågorna samlades data in med hjälp av kvalitativa semi-strukturerade intervjuer där fem respondenter var delaktiga. Studiens resultat tydde på att den strategiska kompetensförsörjningens omfattning samvarierar med företagens storlek. Studien visade även på att rationella, situationsberoende beslut är ytterligare en parameter som styr valet av rekryteringsmetod. De förutsättningar som studien visade ligger till grund för valet av headhunting som rekryteringsmetod är brist på intern kompetens, behov av specifika, komplexa kompetenser, affärskritisk roll samt riskminimering. Identifierade framgångsfaktorer är en tydlig kravprofil, ett gediget förarbete, intern rekryteringskompetens och god kommunikation.The research has shown deficiencies in the use and utility of headhunting as a strategic competence tool. The purpose of the study was to investigate which strategic business goals, needs and conditions form the basis for the decision to successfully recruit managers and other business-critical roles via the headhunting method. In order to answer our research questions, data were collected by using qualitative semi-structured interviews in which five respondents participated. The results of the study indicated that the scope of strategic competence supply varies with the size of the companies. The study also showed that rational, situation-dependent decisions are another parameter that governs the choice of recruiting method. The prerequisites that the study shows are the basis for the choice of headhunting as a recruitment method is a lack of internal competence, need for specific, complex skills, business-critical role and risk minimization. Identified success factors are a clear requirement profile, solid preliminary work, internal recruitment skills and good communication.
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Howenstine, Julie Anne. "Recruitment Strategies Aiming to Attract Females into Undergraduate Engineering Programs: Examining Their Role and Use." University of Toledo / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=toledo1365083563.
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Naseem, Junaid, and Wasim Tahir. "Study and analysis of the challenges and guidelines of transitioning from waterfall development model to Scrum." Thesis, Blekinge Tekniska Högskola, Avdelningen för programvarusystem, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-2679.
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Software engineering practices have experienced significant changes over the period of past two decades. Keeping in view the competitive market trends, now is the high time for many organizations to shift from traditional waterfall models to more agile technologies like Scrum [22][23]. A change of this magnitude is often not easy to undertake. The reason that both software engineering techniques are different in many respects, organizations require considerable amount of analysis of the whole transitioning process and possible scenarios that may occur along the way. Small and medium organizations are normally very skeptical to the change of this magnitude. The scale of change is not limited to only software processes, in fact, difficult part is to deal with old attitudes and thinking processes and mold them for the new agile based Scrum development. The process of change therefore need to be understood in the first place and then carefully forwarded to the implementation phase.
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Falk, Sabrina [Verfasser], Alwine [Akademischer Betreuer] Mohnen, and Arndt [Akademischer Betreuer] Werner. "Challenges in Recruitment and Incentive Management – Empirical Studies on the Effects of Informational Asymmetries, Monetary and Non-Monetary Job Characteristics / Sabrina Falk. Gutachter: Alwine Mohnen ; Arndt Werner. Betreuer: Alwine Mohnen." München : Universitätsbibliothek der TU München, 2014. http://d-nb.info/1059237679/34.
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Olivier, Lennox Edward. "Rastafari bushdoctors and the challenges of transforming nature conservation in the Boland area." Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/20162.
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Thesis (MA)--Stellenbosch University, 2012.ENGLISH ABSTRACT: In 2007 the National People and Parks Programme was rolled out as a platform for co-management between successful land claimants, indigenous natural resource user groups and conservation authorities. It aimed to promote social ‘transformation’ in conservation management by responding to the needs of all South Africans. This thesis engages with the efforts made by CapeNature Conservation Board and RasTafari bushdoctors in the Boland area to resolve a conflict around the illegal harvesting of indigenous medicinal flora from protected areas. An investigation into the discursive and material practices of the RasTafari bushdoctors reveal what they present as a substantially different way of being-with-nature in comparison to the historically produced dominant conception of nature. This difference cannot be understood outside the complex relations from which they emerge and allows a better understanding of the social condition for the possibility of Bossiedokters’ voices to be heard today. This thesis culminates with a critical analysis of recent dialogues between Bossiedokters and CapeNature around co-management platforms. These I argue reveal that the inequalities voiced by the healers are once again silenced by government practices ostensibly designed to uplift them. Conceptualising this conflict through the lens of ‘environmentality’ suggests its usefulness as well as its limitations in grasping contemporary South African dilemmas about transformation of nature. While RasTafari bushdoctors want to reclaim their social authority, the question remains how and whether they will be able to transform conservation practice before conservation practice transforms them.
AFRIKAANSE OPSOMMING: Die Nasionale ‘People and Parks’ program was in 2007 aangekondig as die platform vir mede-bestuur tussen suksesvolle land eisers, inheemse natuurlike hulpbron gebruikersgroepe en natuurbewaringsowerhede. Dit het ten doel gestel om sosiale "transformasie" in natuurbewaring te bewerkstelling deur gehoor te gee aan die behoeftes van alle Suid-Afrikaners. Hierdie tesis vertolk die pogings aangewend deur CapeNature Conservation Board en RasTafari Bossiedokters in die Boland ten einde die konflik te oorkom rondom die onwettige oes van inheemse medisinale flora vaniut beskermde gebiede. Die ontleding van die diskursiewe en materiële praktyke van die RasTafari Bossiedokters openbaar hoe hul vertolking van hul unieke wyse van omgang-met-natuur staan in kontras met die dominante histories-geproduseerde opvatting van die natuur. Hierdie verskil kan nie verstaan word buite die komplekse sosiale verhoudinge waaruit dit materialiseer nie, en kan bydra tot 'n beter begrip van die sosiale toestande benodig om te verseker dat die Bossiedokters se stemme meer helder gehoor kan word. Hierdie tesis ontwikkel as 'n kritiese ontleding van onlangse dialoë tussen Bossiedokters en CapeNature soos gevoer rondom mede-bestuur platforms. Die dialoë openbaar dat aanklagtes van sosiale ongelykheid gemaak deur die Bossiedokters, bloot stilgemaak word deur die regering se strukture, ten spyte daarvan dat die strukture oënskynlik ontwerp was om hierdie ongelykhede aan te spreek. My konseptualisering van hierdie konflik as ‘n voorbeeld van 'environmentality’, toets die toepaslikheid sowel as die tekortkominge van hierdie konsep om sin te maak van kontemporêre Suid-Afrikaanse dilemmas aangaande die transformasie van die natuur. Die RasTafari Bossiedokters poog steeds om hul sosiale aansien te herwin, maar die vraag bly staan of hulle in staat sal wees en hoe hulle tewerk moet gaan ten einde natuurbewaring se praktyke te verander voordat natuurbewaringspraktyke hulle verander.
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Rudolph, Godfrey. "Instructional technology for the teaching of novice programmers at a university of technology." Thesis, Cape Peninsula University of Technology, 2015. http://hdl.handle.net/20.500.11838/1401.
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Dissertation submitted in fulfilment of the requirements for the degree of Master of Information Technologyin the Department of Information Technology in the Faculty of Informatics and Design Cape Peninsula University of TechnologyLearning computer programming can be fun, challenging and improve problem solving which is a useful ability in general. A teaching-learning environment with a strong emphasis on problem solving promotes social behaviour and discloses the personal benefits that individuals working in almost any Information Technology position can get from programming knowledge. This research project is looking at the challenges experienced by novice programmers and the negative effect it has on the student and the university. This study will address the knowledge and skills needs of programming students and the challenges for students and educators to evolve from traditional to technology-supported teaching and learning. Computer programming is a cognitively challenging subject and good instructional strategies are important in providing the student with optimal learner support. Novice programmers often struggle to understand how a computer executes a program, which impacts negatively on the delivery of the subject and throughput rates. The majority of first year Information Technology students at Cape Peninsula University of Technology are novice programmers and lack strong logic and reasoning as well as other Information Technology skills that can facilitate their interpretation and application of key concepts in programming. These challenges and negative impact on the academic development of programming students have therefore forced the researcher to investigate innovative teaching strategies and/or instructional technologies that can facilitate novice programmers in learning the basic programming concepts. The purpose of this on-going study is to enhance the traditional method of teaching and the understanding of the problems experienced by novice programmers. This study attempts to respond to the question of what the tentative design principles of instructional technology are that can be used to facilitate novice programmers’ understanding of programming concepts. A mix methodology was considered but at the end a qualitative approach was employed. Multiple sources of data gathering, which include participant observations, video recording, a questionnaire, and document analysis, were used as research instruments. The findings, relative to providing a basis for finding a mechanism to help our first year students to cope with the abstract concepts of programming, reflected the literature review. Other key findings included: Students have little or no prior computer or programming experience Student population is diverse in terms of computer skills and programming knowledge Visualization will help reduce the difficulties in writing programs The overall outcomes of this study suggest that: Good programming examples that include games should be used Students must be given the opportunity to be more active in their learning. Computerized assistants should be provided for novice programmers A visualization tool similar to Scratch should be considered A basic background in Mathematics is recommended
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Willis, Jenny. "Supporting the gastronomic use of underutilised species to promote social and ecological resilience: motivations and challenges in the Cape Town area." University of Western Cape, 2020. http://hdl.handle.net/11394/7917.
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Magister Artium (Development Studies) - MA(DVS)It is well established that the modern global food system is highly unsustainable, distorted by industrialisation and corporate consolidation, with negative repercussions on the environment and biodiversity as well as human health. Innovative approaches are necessary to push food systems to be more sustainable, equitable, and healthy for all people regardless of income and wealth. In the Cape Town area, the food system is failing to adequately nourish the poor, while climate change poses increasing challenges to the region’s agricultural system. Conceptualising food systems as complex adaptive social ecological systems and utilising the Multilevel Perspective (MLP) framework, this thesis looks at the burgeoning economy in neglected and underutilised species (NUS) in the Cape Town area as a potential innovation that could make the local food system more socially and ecologically resilient. Though at present NUS are only marginally included in the local food system and policy debates, they are increasingly appearing in the food service industry, driven by international gastronomic trends. They hold potential as climate resilient, nutritionally dense, and socially and culturally significant foods in the region, but also carry ecological and social risks. This thesis critically examines the fledgling NUS economy in the Cape Town area, using participant observation and semistructured interviews to unpack its primary motivations and challenges, and ultimately contributes towards a better understanding of the NUS economy as it develops locally. This research shows that the main risks associated with NUS are negative ecological repercussions, privatisation of the NUS economy, and the reproduction and further entrenchment of unequal power dynamics in the region. In order to mitigate these risks and actualise the related benefits associated with NUS, engagement with the ecological, social, and political context of NUS needs to be significantly deepened. This is particularly true for those working in food service, who appear to be driving the NUS economy, and will require education around sustainability and TEK as well as a foregrounding of power-awareness.
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Haraldsson, Bengt. "From Slow and Heavy to Agile and Lean : An empirically based theory of how managers ease the transition from traditional to lean-agile approaches to product development." Thesis, Blekinge Tekniska Högskola, Institutionen för industriell ekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-21251.
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Background Lean and agile approaches to product development impose a paradigm shift in the way organizations are structured, lead, affect the core culture of the firms that use them. As more and more organizations attempt the move from traditional to lean-agile ways of working a large number of challenges and success factors from these transitions are reported in the scientific literature. Many of these challenges can be mitigated, and the success factors boosted, by the traditional line-manager. Objectives The objective of this study is to provide an empirically grounded theory of what managers can and should do in order to ease the transition to lean-agile ways of developing products and services. Methods This study uses constructivist grounded theory in order to obtain an empirically based theory for how managers ease the transition. This is achieved by combining the results from an online survey, a series of interviews, and field observations. The collected data is then analyzed, categorized and continuously tested against new data, resulting in an emergent theory that can be put into the context of the available scientific literature. Results This thesis presents the results from a yearlong study of a Swedish organization in the middle of transitioning from a traditional plan-driven to a scaled lean-agile approach to product development. The resulting theory states that managers can greatly ease the transition by being the manager teachers for their organizations and committedly leading the way in adopting the lean-agile values, principles and methods, in a value-based manner – making sure the new ways are adapted to fit the context of the company and its goals as an organization. Conclusions The conclusion of the study is that not only are managers needed in organizations adopting lean-agile values, principles and methods, they are central to a successful adoption. However, when not being knowledgeable of lean-agile, not staying committed, and not engaging with the teams and practitioners the managers may on the contrary end up costing the company the opportunities offered by the new approach to product development. The resulting theory is grounded both in empirical data and the scientific literature.
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Liljedahl, Emma, and Alexandra Gabriel. "Self-selection in Software Development Teams : A Case Study Regarding Challenges and Possibilities with Reorganization through Self-selection." Thesis, Linköpings universitet, Informatik, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-158417.
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The software development business today is a land of constant change. The change requires the organizations who operate within this business to be flexible and quick to respond. This has led to multiple agile organization methods being developed, one of them is DevOps. A cornerstone in DevOps is self-selection - a method for assembling teams. This method gives hope of less administration, autonomy in teams and increased performance. In this essay we investigate the promises - the challenges and the possibilities - of self-selection. The case in this essay is IFS - a big software development company, implementing self-selection department by department also facing the challenges of combining traditional project values with the short iterations of an agile method. Our qualitative study investigates which the main challenges and possibilities are. We also investigate how these findings should be managed. How could the diversity, team size and autonomy be enhanced or diminished? We found that some parts of the case, and practice, were like our prior literature - but some were not. For example, the feeling of being in homogeneous teams were not always negative, and the majority of those taking part of the self-selection at IFS said they chose team by assignment - not social network as the prior literature said. Our conclusion reveals that there are several different factors to consider when having selfselection implemented in a traditional project environment. The main areas where we have found possible improvements are Team Choice, Team Diversity, Overlapping Assignments, Experienced Ownership, Management Influence and Performance.
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Bergman, Louise, and Sara Hansson. "Digitaliseringen av den traditionella rekryteringsprocessen : En kvalitativ studie om digitala arbetspsykologiska tester." Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-18577.
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Bakgrund: Den traditionella rekryteringsprocessen har i takt med digitaliseringens utveckling både utmanats och kompletterats. En önskan från organisationer att skapa en mer kompetensbaserad matchning till en specifik position har bidragit till implementeringen av digitala arbetspsykologiska tester i samband med rekryteringsprocessen. Digitala tester kan ge en indikation på en kandidats arbetsprestanda, vilket kan bidra till bättre anställningsbeslut samt att undvika kostsamma felrekryteringar. Vidare berör studien huruvida digitala tester bidrar till mångfald på en arbetsplats samt belysa den kritik mot digitala tester som finns i dagsläget. Det är av intresse att studera de styrkor som digitala tester bidrar med för att komplettera den traditionella rekryteringsprocessen samt reducera eller eliminera dess svagheter. Syfte: Syftet med studien är att skapa en större förståelse för hur digitala arbetspsykologiska tester kompletterar samt utmanar den traditionella rekryteringsprocessen utifrån ett organisatoriskt perspektiv. Vidare är syftet med studien att belysa huruvida digitala arbetspsykologiska tester bidrar till mångfald på arbetsplatsen. Metod: Vi har genomfört en fallstudie då detta gett oss en möjlighet att upprätta en realistisk beskrivning av organisationens utveckling samt möjligheten att studera vårt fall och dess specifika förutsättningar på djupet. Vi har valt att använda oss av en kvalitativ metod i form av sju intervjuer samt fyra datakällor som komplement. Slutsats: Studiens resultat indikerar att implementeringen av digitala arbetspsykologiska tester har bidragit till en positiv påverkan på organisationens rekryteringsprocess. De svagheter som den traditionella rekryteringsprocessen besitter skapar ett större behov för organisationer att komplettera med ett digitalt verktyg som kan skapa en mer kompetensbaserad rekrytering. Digitala tester möjliggör även till objektivitet vid ett urvalsbeslut då beslut grundas på de egenskaper samt kvaliteter som är av värde, istället för rekryterarens personliga åsikter och intressen. Det empiriska resultatet indikerar att digitala tester bidrar till mångfald på arbetsplatsen då dessa medför att rekryteringsprocessen blir mer objektiv, oavsett i vilket stadie testerna utförs. Komplementet bidrar till att rekryterare kan fokusera på att hitta den mest passande kandidaten för positionen och inte påverkas av medvetna eller omedvetna personliga värderingar.Background: The traditional recruitment process, in association with the development of digitalisation, has been both challenged and complemented. A desire by organizations to create a more competency-based match for a specific position has contributed to the implement of digital work psychological tests in connection with the recruitment process. Digital tests can give an indication of a candidate's work performance, which can contribute to better hiring decisions and to avoid expensive cost of restarting the recruitment process. Furthermore, the study focus on whether digital testing can contribute to diversity in the workplace and highlight the criticism of digital testing. It is of interest to study the strengths of digital testing that can complement and, in some cases, eliminate the weaknesses of the traditional recruitment process. Purpose: The purpose of the study is to create a bigger understanding of how digital work psychological tests complement and challenge the traditional recruitment process from an organizational perspective. Furthermore, the purpose of the study is to clarify whether digital tests contribute to diversity in the workplace. Method: This study is a case study because it gives us an opportunity to create a realistic description of the development of the organization. This also gives us a opportunity to study our case in depth and its specific conditions. We have chosen to use a qualitative method in the form of seven interviews and four data sources as a complement. Conclusion: The study results show that the implementation of digital work psychological tests has contributed to a positive impact on the organisation's recruitment process. The weaknesses of the traditional recruitment process create a greater need for organizations to complement with a digital tool that can create a more competency-based recruitment. Digital testing also allows for objectivity in a selection decision when decisions are based on the characteristics and qualities that are of value, rather than the recruiter's personal opinions and interests. The empirical result shows that digital tests contribute to diversity in the workplace as the tests generates that the recruitment process becomes more objective, regardless of when the test takes place. The complement helps recruiters to focus on finding the most suitable candidate for the position and not being affected by conscious or unconscious personal values.
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Bartone, Christopher A. "News Media Narrative and the Iraq War, 2001-2003: How the Classical Hollywood Narrative Style Dictates Storytelling Techniques in Mainstream Digital News Media and Challenges Traditional Ethics in Journalism." Ohio : Ohio University, 2006. http://www.ohiolink.edu/etd/view.cgi?ohiou1149531650.
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Ekman, Felicia, and Sofia Blonde. "Evaluating the agile transformation process from an HR’s perspective : A study to investigate challenges arising for HR and their role in an agile transformation." Thesis, Linköpings universitet, Institutionen för ekonomisk och industriell utveckling, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-167351.
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Today many organisations are transforming from a traditional structure to an agile structure to be able to work more efficiently, meet the fast changes that are continuously happening and make sure not be outperformed by competitors. Agile was from the beginning a set of values and principles designed for software development but it has scaled and today it includes the whole organisation. To avoid imbalance within the organization ,it is crucial that the whole organisation applies an agile mindset. However, the transformation may imply a lot of obstacles and challenges on the way. For some departments within an organisation, it is a lot easier to keep up with the changes and be a part of the transformation process while other departments lag behind or are forgotten, which is common for the HR department. HR ́s traditional responsibilities are performance appraisal, learning and development, compensation and recruiting and they are commonly viewed as an administrative function rather than a strategic function. However, it is important for HR to be a part of the agile transformation to be able to support the business. Applying agile can be a challenging task for HR since the requirements are many and the goal is clear which makes it hard to have an agile approach. On the other hand, HR can apply “agile lite” to their responsibilities and in that way fit the new organisation structure. In an agile transformation process it is highlighted that HR could function as a change agent, since they have a direct impact on the effectiveness of an organisation’s change and development. However, HR usually takes on a reactive role and are not the ones leading the transformation. This thesis examines two aspects for HR in an agile transformation process. First of all, the roles of HR in an agile transformation is investigated followed by identification of the challenges arising for HR during a transformation. How these challenges impact each other and the role of HR is also covered in the thesis. The study is based on qualitative research methods combined with a literature review. For the data collection, a total of seven semi-structured interviews with people from selected organisations were made. Further, a focus group session was conducted to discuss the findings and get a deeper understanding of the topic. To be able to analyze the aspects, theories concerning traditional HR, agile, agile applied to HR and the change process are covered in the thesis. Further, the chapter Cases of HR in agile transformations is categorized under HR’s role in an agile transformation and challenges with HR in an agile transformation. Regarding HR ́s role in an agile transformation there are different opinions. Concluded from this research, HR could act as a change agent. Further, what affects what role HR ends up with is mainly based on their reputation and if they understand and work close to the organisation, which is two identified challenges. Other main challenges identified for HR in an agile transformation are: Understand and work agile, HR’s traditional responsibilities, Experiment, Competence, Attitude and awareness of change, Understand the “why” and communicate continuously, Time and capacity, Behavioral knowledge and External factors.