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Dissertations / Theses on the topic 'Employee recruitment'
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Karas, Melissa M. "Recruitment and retention from a to z variables for all organizations to consider /." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 2005. http://www.kutztown.edu/library/services/remote_access.asp.
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Thesis (M.P.A. )--Kutztown University of Pennsylvania, 2005.Source: Masters Abstracts International, Volume: 45-06, page: 2945. Typescript. Abstract precedes thesis as 1 leaf ( iii ). Includes bibliographical references (leaves 70-72 ).
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Frye, N. Kathleen. "Pre-employment knowledge measurement and relationship to recruitment methods and previous job and organizational exposure /." Diss., St. Louis, Mo. : University of Missouri--St. Louis, 2007. http://etd.umsl.edu/r2421.
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Mokoditoa, Jocelyn Molly. "Academic staff recruitment and retention strategies at the University of Limpopo." Thesis, University of Limpopo (Turfloop Campus), 2011. http://hdl.handle.net/10386/393.
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Thesis (MPA)--University of Limpopo, 2011The paper examines the causes of the high turn-over rate and the non-retention of the academic staff at the University, and come up with possible solutions to curb the problem. The study addresses the factors that affect the academic staff recruitment and retention strategies. The paper further address identification of factors contributing to the high turnover rate of the academic staff at the University of Limpopo, analyze causes of the problems, work on the feedback obtained from interviewees, and make recommendations that will enable the University to come up with possible and implementable strategies for the recruitment and retention of the academic staff. This was evident by the results of the study through the literature review and the interviews held that academic staff recruitment and retention is a problem. It is therefore advisable for the University to take note of the results of this study, and that there should be a turn-around strategy that could be implemented and monitored. The Human Resource department should have a database that tracks the career path of all academic staff, and notify all appointees who are coming up for tenure. This notice could go out at the start of the last but one year before the appointees become eligible for appointment with tenure. The university must develop a culture of reasonable, clearly articulated, and enforced deadlines for processing applications for promotion. Human Resources department have a role to play in the promotion process as well. Access to information about the promotion process can be enhanced by revamping the websites for some of the institutions which are not really helpful in this respect. Relevant documents (e.g., conditions of service, appointment and promotion guidelines, benefits) can then be made accessible via institutional websites in a very organized manner than is currently the case in many universities
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Snyders, Curtis. "Evaluating recruitment practices at the auditor general of South Africa." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1021189.
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This research study evaluated recruitment practices at the Auditor-General of South Africa (AGSA). The AGSA recruit highly skilled talented individuals in a country with a problem with a shortage of skills. Recruitment at the organisation is therefore an important function and key to the success of the AGSA. There is no clear indication that the AGSA, when filling vacancies, should recruit from its internal resources or recruit externally. This research looked to establish an ideal ratio between the recruitment from internal and external employees. To achieve the objectives, a literature review was conducted to determine the various combinations of recruitment. The literature was divided into talent management, internal and external recruitment, as well as succession management. The research took the form of a case study, looking at recruitment practices within the AGSA. A questionnaire was developed to gather information from employees in the AGSA, around their assessment of recruitment and their opinion on internal and external recruitment. The questionnaire was distributed online and various levels of employees within the organisation participated in responding to the questionnaire. The most recent recruitment reports were presented and analysed. Information was gathered from literature on recruitment and the AGSA employee’s by means of an online questionnaire. Recommendations were made to the AGSA taking into consideration the current practices within the organisation and the research undertaken for this dissertation.
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Derenia, Colleen Marie. "The relationship between recruitment source and employee performance." CSUSB ScholarWorks, 1992. https://scholarworks.lib.csusb.edu/etd-project/757.
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Relationships between recruitment referral sources and performance, work skills, inter-personal skills, attendance, retention, gender, ethnicity, age, etc. -- Formal recruiting (radio, tv, newspaper, employment/placement office) -- Informal recruiting (employee referrals, walk-ins, etc.).
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Williams, David M. "The identification of leadership capabilities prior to the recruitment and selection of individuals for leadership roles." Graduate School of Business, Faculty of Commerce, 2008. http://ro.uow.edu.au/theses/117.
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Writing and research in the field of leadership has reached voluminous proportions resulting in many perceptions of the leadership concept. Rather than attempting to reach consensus on what leadership is, it is posited that what matters, is what leadership is required to do. Knowing what is required of leadership assists in the identification of the leadership capabilities necessary to support a leader in delivering a leadership outcome. In the recruitment and selection of leaders it is crucial that the most appropriate leadership capabilities be identified prior to commencement of the process so that the person with the most suitable leadership capabilities is appointed. This thesis addresses the problem of the identification of leadership capabilities prior to the recruitment and selection of leaders through the development of a conceptual model that links the intent of the leadership role with performance outcomes and the context in which the leadership role resides.
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Makeleni, Xolani. "A review of the Lukhanji Local Municipality's recruitment and retention policy." Thesis, University of Fort Hare, 2016. http://hdl.handle.net/10353/1808.
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Richards, Debra L. "Recruitment and retention of women in the steamfitter/refrigeration apprenticeships of Madison and southeastern Wisconsin." Online version, 2008. http://www.uwstout.edu/lib/thesis/2008/2008richardsd.pdf.
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Joubert, Carolien. "The role of talent management in the recruitment and retention of a high performance workforce." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53682.
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Thesis (MBA)--Stellenbosch University, 2003.ENGLISH ABSTRACT: The purpose of this research is firstly to theoretically describe the concept of talent management and determine the role thereof in the recruitment and retention of a high performance workforce. Secondly the experience of organisations and Recruitment Practitioners in the Cape Peninsula towards talent management is described through the utilisation of phenomenological research principles. The theoretical concepts determined are compared to the actual status quo that presently exists in the marketplace to determine the gaps that resides. The literature investigation concentrated on the central aspects pertaining to this study namely a clear definition of talent management principals, recruitment trends that currently influences the world of work. talent retention practises and the development of an integrated talent management system. The phenomenological investigation was conducted through interviews with selected Human Resource professionals and Recruitment Practitioners in the Cape Peninsula. Carefully constructed open-ended questionnaires were utilised in the interviews. Four themes emerged from the investigation centring on the general principles of talent management, the understanding versus application of talent management, organisational recruitment, retentions practises and the role of the Recruitment Practitioner. From the study it is clear that talent management principles are still not entrenched in organisation especially regarding the retention of their workforce as well as the establishment of an integrated approach towards talent management. An emerging realisation of the importance of talent management existed among the respondents interviewed, however true application is still within a development phase. The role of Recruitment Practitioners and their relationship towards organisations in the recruitment and selection of talent is also scrutinised. It becomes evident that Recruitment Practitioners operate within a highly competitive and volatile market necessitating certain survival techniques that is in contrast to the principals pertaining to proper talent management practises.
AFRIKAANSE OPSOMMING: Die doel van hierdie navorsing is om eerstens die aspekte random talent bestuur teoreties te beskryf en sodoende die rol daarvan in terme van die werwing en behoud van 'n uitstaande arbeidsmag te bepaal. Die tweede aspek van die studie wentel rondom 'n fenomenologiese ondersoek wat die ervaring van organisasies en werwings agente in die Kaapse Skiereiland in terme van talent bestuur beskryf. Die teoretiese beginsels wat bepaal is word dan vergelyk met die werklike stand van sake en die gapings word ge"identifiseer. Die literatuurondersoek fokus op die sentrale aspekte van die studie naamlik 'n duidelike definisie van talent bestuur, werwings tendense wat huidig in die mark voorkom, talent behoud in organisasies en die ontwikkeling van 'n geintegreerde talent bestuur sisteem. In die fenomenologiese ondersoek is gebruik gemaak van onderhoude met gekose personeel beamptes as ook werwings agente in die Kaapse Skiereiland. Spesiaal ontwikkelde vraelyste is gebruik vir die onderhoude. Uit die ondersoek ontvou vier temas wat sentreer om, 'n vergelyking van die begrip en die werklike toepassing van talent bestuur, werwings beginsels in organisasies, talent behoud praktyke en die rol van werwings agente. Dit blyk duidelik dat talent bestuur praktyke nog steeds nie geintegreer is in organisasies nie spesifiek in terme van talent behoud en die ontwikkeling van 'n geintegreerde talent bestuur benadering. Respondente het wel die belangrikheid van talent bestuur besef, maar die toepassing hiervan is steeds in 'n ontwikkelings fase. Die studie het ook 'n noukeurige ondersoek gedoen in terme van die rol wat werwings agente speel in terme van die werwing van hoë kwaliteit werknemers in organisasies. Dit blyk duidelik dat werwings agente onder baie wispelturige toestande in 'n hoogs kompeterende mark werk. Dit het sekere faktore tot gevolg wat kontrasteer met die praktyke van talent bestuur.
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Wong, Yuk-king Daisy, and 黃玉琼. "An evaluation of the recruitment and selection system in Radio Television Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1986. http://hub.hku.hk/bib/B31974958.
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Sommerville, James. "Recruitment sources and employee turnover in sectors of the construction industry." Thesis, Heriot-Watt University, 1993. http://hdl.handle.net/10399/1426.
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The construction industry organisation must secure recruits who will not only serve to execute the immediate tasks, but also enable management of the organisation to adopt longer term strategic frameworks. In order for management to execute these longer term strategies the human resources employed must be perceived as being available as and when required, or else having stable tenure. Recruitment practices within the industry have ignored an important factor when seeking to secure the potential recruit i.e. which source of recruitment is the more effective in terms of securing employees who remain within the organisation for an acceptable period of time. Personnel records of construction industry organisations were analysed and from this analysis sources identified which are predictive of ' lower turnover rates and also of stable or longer employee tenure. As a control, an organisation quite distinct from those related to construction was analysed as part of the study, to ensure that the findings were not spurious nor unique to this particular industry. The procedure is applicable to all organisations within the construction industry as well as other industries. Being relatively straight-forward to setup and execute, the procedure involved affords the organisation the opportunity to focus on those sources of recruitment which are clearly shown to be the more effective thus releasing organisational resources e.g. finance, managerial expertise, for application in other areas. The research clearly shows the link between Recruitment Source and Employee Turnover.
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Degenaar, Wilna. "The development of a model that incorporates ethics in the recruitment and selection process." Diss., Pretoria: [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-08242005-112228.
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Ungemah, Joseph Michael. "Establishing and maintaining employee motivation from recruitment through Induction, Transition and Retirement." Thesis, London Metropolitan University, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.536739.
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This dissertation explores how motivation changes across the employee life cycle, from recruitment through induction, transition, and retirement. After a short prologue about why motivation is of personal interest, a literature review is conducted that identifies the key theoretical traditions of motivation, which fall into the broad categories of needs, traits, and values. By investigating how each of the three types of motivation are affected by ageing and generational cohorts, a theoretical contribution is made by identifying how motivational change occurs and where gaps in knowledge exist. Chapter 2 focuses on how employee motivators can be assessed at the time of hiring. Through a series of quantitative studies performed on a trainee population within an international merchant of building materials, a new motivation measure based upon person-environment fit is proven as a reliable and valid predictor of performance and engagement. The studies make both a practitioner contribution to the assessment of motivation and an empirical contribution with insight into the key motivators of early career employees. The third chapter investigates the management of employee expectations following a career transition. A case study of two employees from an international Human Resources consultancy illustrates how a breakdown in the psychological contract can lead to attrition, with implications for professional practice in recording employee and organisational perspectives, identifying key motivators, and fulfilling unmet obligations. Chapter 4 explores how development programmes can be used for renewing the psychological contract of long-term employees when organisational change occurs. An intervention is presented, wherein a national electric grid operator required support in establishing a new corporate culture amongst employees. The intervention makes a contribution to professional practice by demonstrating the strengths and limitations of development programmes based upon selfawareness for encouraging behavioural change. Throughout the dissertation, research implications are noted for practitioners, researchers, participating organisations, and the development of my own professional practice.
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Hartmann, Suzette. "Psychological empowerment in a recruitment company / Suzette Hartmann." Thesis, North-West University, 2003. http://hdl.handle.net/10394/2442.
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Wong, Yuk-king Daisy. "An evaluation of the recruitment and selection system in Radio Television Hong Kong." [Hong Kong : University of Hong Kong], 1986. http://sunzi.lib.hku.hk/hkuto/record.jsp?B1232338X.
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Krost, Neill G. "Social factors impacting recruitment and retention of the civilian acquisition workforce." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2002. http://library.nps.navy.mil/uhtbin/hyperion-image/02Jun%5FKrost.pdf.
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Lau, Pui Yan Flora. "Recruitment and promotion : the role of social ties in publishing." Thesis, University of Oxford, 2011. http://ora.ox.ac.uk/objects/uuid:a4063169-258b-4fb2-953c-0208d9e5f6d2.
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This thesis is an in-depth study of the labour market in the UK publishing sector. The aim is to study the role of social ties in publishing in external recruitment and internal promotion. Conventional sociological studies on social ties and labour market outcomes either neglect the perspective of the recruiter and the referrer or fail to explore the mechanisms by which social ties bring about labour market outcomes. This thesis fills these gaps. I used qualitative research methods, i.e. semi-structured interviews and participant observation for this research. The semi-structured interviews were with 40 interviewees, who were working in different roles (e.g. editorial and design) and levels (e.g. senior and junior) in Oxford and London-based publishing houses. I also served as a committee member of a publishing association in Oxford for seven months. Participant observation serves to triangulate the information I obtained through semi-structured interviews. This thesis examines different aspects of the labour market process and mechanisms. Regarding recruitment methods, I found that whether recruiters use formal or informal (word of mouth) methods depend on the level of uncertainty of recruiting a wrong person and the cost of making such mistakes. The greater the uncertainty and the cost, the more likely recruiters are to use social ties. Social ties serve to provide information about the availability of suitable employees. With regard to selection processes, I found that professional skills are a must but not enough in themselves. Recruiters use informal method at the final stage of selection to ensure the recruits possess the relevant qualities. As for job-hunting methods, I found that most newcomers introduce themselves using formal methods to get into publishing but in fact informality is often embedded in formal methods. Interviewees at managerial level almost entirely got their job through informal channels. Social ties have different functions as people rise through the different levels: whereas first entrants use social ties to obtain information about job opportunities, senior level staff members and freelancers carry with them reputation of their fitness to fill a particular position. Finally, when it comes to internal promotion, employers in my sample promote staff from within the company who already possesses the relevant skills, so as to minimize training costs and get around the uncertainties in settling in new staff. From the employees’ point of view, so long as they perform well in the job and establish a cooperative link with their boss and team members, they would be able to be promoted.
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Gill, David S. "Employee selection and work engagement : do recruitment and selection practices influence work engagement?" Diss., Manhattan, Kan. : Kansas State University, 2007. http://hdl.handle.net/2097/423.
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Heynes, Nicole Alicia. "An analysis on the impact of recruitment and selection within the Department of Economic Development and Tourism in the Provincial Government of the Western Cape." Thesis, Cape Peninsula University of Technology, 2007. http://hdl.handle.net/20.500.11838/1648.
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Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2007Since 1994 government has attempted through various sets of legislation and regulations to create a policy environment, which is conducive and supportive of effective recruitment and selection and service delivery. The Public Service has currently embarked on restructuring in an attempt to improve its service delivery. An effective and efficient recruitment and selection system should facilitate achievement of that goal. The general research aim is to evaluate and measure the effectiveness of recruitment and selection and its impact on service delivery amongst staff within the Department of Economic Development and Tourism in the Provincial Government of the Western Cape. Research has shown that motivated and satisfied employees are more productive and that there is an improvement on service delivery. Factors, which influence employee motivation, are inter alia as efficient recruitment and selection methods, achievement, advancement, being treated with respect and personal growth and development. The sample group (N=121) consists of male and female employees, contract employees, permanent employees and interns within the Department of Economic Development and Tourism in the Provincial Government of the Western Cape.
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Tieu, Anna, and Christine Deppe. "Public Administration on the edge of the recruitment war : – A study about Swedish munucipalities' fight for top-management recruits." Thesis, Linnéuniversitetet, Ekonomihögskolan, ELNU, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-12407.
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“The War for talent” – the fight for talented people, that can improve an organisation’s performance – is getting tougher every day. This study focuses on the topic of employer branding, which is becoming a popular “weapon” in this battle. Private organisations, being used to applying marketing principles, have already discovered this tool. However, the public sector, with a lack of marketing experience, is perceived to have a weaker employer brand. This is why this study has been conducted with regards to public administrations. The aim of this paper has been to uncover potentials within a public organisation, that could be used to highlight the advantages of a public employer.In order to build a framework for the problem, a literature review, considering theoretical concepts about the “War for talent”, the employee value proposition and employer branding has been carried out. To gain a deeper understanding of the matter, qualitative research in the form of semi-structural interviews has been executed using the case of a Swedish municipality. Further empirical ascertainment has been achieved by reviewing recently used job advertisements.The analysis of the data has shown that the municipality’s employer brand image is perceived as rather weak, however, there are strong indicators for potential within the organisation. It is possible to say that the conveyed employer brand image is not congruent with the brand identity.Moreover the analysis of the employee value proposition has shown factors that can help to narrow the target group of applicants. One significant result considering this issue is the highlighting of social responsibility as one of the more prominent potentials.Keywords: The war for talent, employer branding, employee value proposition, public administration, recruitment
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Singanto, Nkosiyabo King. "A study of recruitment and selection policies with specific reference to the Sundays River Valley Municipality." Thesis, Port Elizabeth Technikon, 2002. http://hdl.handle.net/10948/141.
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In this dissertation, a study is undertaken of recruitment and selection policies with specific reference to the Sundays River Valley Municipality. The dissertation comprises of six chapters. The study is based on the assumptions that the Sundays River Valley Municipality does not have adequate recruitment and selection policies in place and that no clear division of duties has been made between councillors and officials with respect to the employment processes. Another assumption is that with better recruitment and selection policies in place, the Sundays River Valley Municipality will attract the best possible candidates for posts and better service delivery to communities. Further, this study is based on the assumption that in order for councillors and officials to be able to execute their duties effectively and efficiently and meet the requirements of the laws governing local government, they need to be knowledgeable and possess special skills and expertise. The primary objectives of the research included, inter alia, an investigation into theoretical processes of recruitment and selection policies with specific reference to the Sundays River Valley Municipality and motivation why the municipality needs to adopt formal guidelines to guide its recruitment and selection processes. This was followed by the constitutional and legislative measures affecting local government. The empirical survey and the research methodology are described as well as the interpretation of the research findings. This is followed by an explanation of the survey questionnaire used for the accumulation of data needed for the analysis. The research findings of the empirical survey were statistically analysed and reported. Finally, a number of conclusions are presented that were arrived at during the study, followed by specific recommendations. These are based on the findings of the empirical survey in order for Sundays River Valley Municipality councillors and officials to adopt formal guidelines to guide its recruitment and selection processes.
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Schmidt, Philip J. "The effect of agency traits on recruitment and retention for deputy sheriff positions in Wisconsin." Menomonie, WI : University of Wisconsin--Stout, 2007. http://www.uwstout.edu/lib/thesis/2007/2007schmidtp.pdf.
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Munro, N. M. "An exploration of the role of social media platforms in the employee recruitment process." Thesis, University of Salford, 2018. http://usir.salford.ac.uk/48015/.
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If the explosion of professional and social networking media has radically changed the way in which people interact and communicate with each other both personally and within the workplace (McFarland and Ployhart 2015), what does this mean for the business and practice of HRM and more definitively what is its role in the recruitment process? There has been a relative paucity of empirical research exploring the processes and procedures individuals and their organisations utilise with respect to employing social media in the workplace, and specifically within the recruitment process. This gives rise to a critical gap in knowledge and understanding about social media in HRM practice. Utilising Jeske and Holland’s (2017) conceptual framework which explores the legal moral and ethical tensions and dilemmas associated with the use of social media within the HRM context, this inquiry explores what the role of social media is within the recruitment process, and more specifically its use during the attraction campaign. It also addresses how individuals and their organisations use social media for the purposes of recruitment in the context of HRM practice? It questions whether individuals/organisations consider the use of social media in the selection process to be morally or ethically unfair? Finally it explores what meaning do those responsible for recruitment attach to their experiences when using social media for recruitment purposes and whether there are perceived as a consequences. Utilising an exploratory interpretivist methodology, the research analyses the meanings those individuals/organisations directly involved with the use of social media in recruitment, attach to their experiences. The findings confirm a dual use of social media by employers, connected with a belief that strengthened connections with potential applicants are possible, alongside the original intended use as an attraction tool. This research uncovered a haphazard approach by employers in controlling employee’s use of corporate social media accounts and a blurring of the boundary between what is public and private. The thesis concludes by highlighting a need for further research and recommendations for HRM practice.
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Nilsson, Isabella, and Mikaela Löjdqvist. "Recruiting Through the Grapevine : The relevance of employee referral programs within the field of employer branding." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-32061.
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Abstract Title: Recruiting Through the Grapevine - The relevance of employee referral programs within the field of employer branding Date: 2016-06-03 Authors: Mikaela Löjdqvist & Isabella Nilsson Course: Bachelor Thesis in Business Administration (FOA214), 15 HP University: Mälardalen University Academia: School of Business, Society and Engineering Supervisor: Magnus Hoppe Examiner: Eva Maaninen-Olsson Co-assessor: Konstantin Lampou ____________________________________________________________________________ Research question: How do employee referral programs, as a part of the recruitment process, connect to the employer brand of a company? Purpose: Understanding the correlation and connection between the two concepts, employer branding and employee referral programs, may help companies recognize the importance of using such programs as a stable foundation of their recruitment process. Thus concurrently, identifying the consequences that the employer brand presents, has on the employees and their willingness to recommend. This leads to the purpose of this thesis, which is to examine the connection between employee referral programs and a company's employer brand. Methodology: Answering the purpose and research question was approached by using a mixed method, based on the qualitative and quantitative approaches. The qualitative method was used in the two semi-structured in-depth interviews, while the quantitative approach was used in construction and analysis of the survey. Both methods provide a foundation to strengthen the arguments not only for the results of the survey, but also for drawing conclusions when trying to answer the research question. By using a case company, a real-life understanding of how the connection between employer branding and the employee referral program correlates. Conclusion: A connection between employee referral programs and the employer brand can be denoted from the conducted research within the chosen case company. However, if this connection is true for all companies, needs to be further investigated. Keywords: employer branding, employee referral programs (ERP), employee value proposition (EVP), recruitment, staff-word-of-mouth (SWOM), word-of-mouth (WOM)
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Pierre, Markey W. "Recruitment Strategies for Manufacturers in Northwest Louisiana." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3362.
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Acquiring information about successful human resources strategies that help to effectively recruit skilled labor is critical for manufacturers. Manufacturing is the backbone of the United States, yet 6 of 10 skilled labor jobs are unfilled because traditional methods and strategies used by human resource leaders to recruit are inadequate. Guided through the lens of strategic human resource management and using the concepts and views of resource-based theory, the purpose of this multiple case study was to explore strategies that manufacturing human resource professionals use to successfully recruit skilled labor in Northwest Louisiana. The data collection for this case study was performed through face-to-face semistructured interviews via purposeful sampling and company documents that included planning materials, corporate hiring strategy documents, and the company website. Data were coded and analyzed to obtain the development of a set of recurring themes. The 4 relevant themes that emerged from the coded data included the following: recruitment methods, external pressures of the region/marketplace, outreach and education partnerships, and leadership support. By implementing strategies supported by senior leadership, human resource professionals have greater levels of success in hiring skilled labor. Implications for positive social change include providing an opportunity for human resource professionals in the manufacturing industry to develop innovative ideas and solutions to respond to the nascent recruitment challenges for skilled labor positions, thereby reducing unemployment and contributing to the local economy.
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Kanyemba, Marta Hambelela. "Employee perceptions of the relationship between recruitment and selection processes and organisational productivity at a university in the Western Cape province of South Africa." Thesis, Cape Peninsula University of Technology, 2014. http://hdl.handle.net/20.500.11838/1754.
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Thesis submitted in fulfilment of the requirements for the degree
Master of Technology: Human Resource Management
in the Faculty of Business
at the Cape Peninsula University of TechnologyThis research examines staff perceptions of the recruitment and selection processes in a tertiary education setting in South Africa. It aims to determine if there is a correlation between these perceptions and the productivity of staff. The benefit of this research lies in the fact that tertiary education institutions are at the last rung of the ladder of any nation’s human capacity development initiatives. Thus, if the processes by which they recruit and select their staff are perceived to be flawed, the consequences in the fulfilment of their afore-mentioned mandate would be compromised. There are many tertiary educational institutions in the Western Cape province of South Africa. These include traditional universities, comprehensive universities, a university of technology and FET colleges. This study focuses on one particular tertiary institution in the Western Cape. Due to the position taken by the institute in the current study on privacy issues, the said institution will be referred to as “Institution X”. The research adopted a quantitative data collection and analysis approach because it was deemed to be the most effective, objective and unobtrusive in the circumstance. Data was collected from the population of academic and non-academic staff of an identified faculty within a campus of the institution. The population of this study was 370 staff and the actual sample size represented 30% of the population. Unfortunately the final actual sample size was 106 and not 111 as originally planned. The sample technique that was used for this study was a systematic sample. Therefore, every tenth name on the list that represented the population was selected. The data collection instrument was a researcher-developed, self-administered questionnaire (a Likert-type attitude scale). Ethical clearance was obtained from the institution. Furthermore, a clear statement of informed consent was contained in the questionnaire that was distributed to participants, in addition to clear instructions on how to complete the questionnaire with assurances of strict anonymity and confidentiality of the process. The research revealed that there is a relationship between employee perceptions of recruitment and selection and organisational productivity. Further studies can be initiated to investigate what strategies may be used for recruitment and selection in order to increase productivity, ways in which tertiary educational institutions can increase productivity using recruitment and selection processes and identify challenges and benefits of recruitment and selection processes with regard to productivity. Further studies can also evaluate the impact of recruitment and selection processes on an institution of higher learning.
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Van, Dongen Bram, and Hela Galvis. "How we belong : A qualitative study of 19 journeys to talent recruitment and beyond." Thesis, Linköpings universitet, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-177555.
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Background: There is a talent mismatch in Sweden. Companies are limited by a labour shortage, especially in the digital sector, and available talent has a low rate of hiring. Therefore, this study is focused on understanding the underlying reasons for this talent mismatch understanding it from an absorptive capacity process of knowledge and diversity in the digital sector. This research structure approaches this study by investigating the attraction, recruitment, development, and retention of talent in companies through an absorptive capacity lens. Aim: Broadening the understanding of why there is a mismatch between available talent and firms in Sweden. Methodology: A qualitative study method was done for the data collection and data analysis. Two clusters were created to explore the research process divided into companies and students. A proposed model was utilised to analyse the data and provide the results that confirmed different factors of the absorptive capacity process and the influence of diversity that serve to identify new findings. The thesis demonstrates that the absorptive capacity process can positively or negatively affect the influence of diversity in organisations. The factors that lead to these different outcomes are described in the various phases portrayed by the proposed model. However, the absorptive capacity process describes how people, in general, are retained in organisations and how the sense of belonging to the organisations is fundamental for a positive absorptive capacity process that leads to talent retention. Findings: Diversity related mechanisms that influence a match or mismatch between available talent and organisations. Keywords: Absorptive capacity process · Diversity · Employee life cycle · Knowledge integration· Science Parks
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Kociánová, Gabriela. "Získávání, výběr, přijímání a adaptace zaměstnanců ve společnosti KIT Digital Prague a.s." Master's thesis, Vysoká škola ekonomická v Praze, 2010. http://www.nusl.cz/ntk/nusl-113696.
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This Thesis focuses on employee recruitment, selection, hiring and adaptation, the main goal is to analyze the processes within KIT Digital Prague a.s. and propose a set of recommendations leading to significant improvements concerning those processes. The thesis is divided into three parts. The first part covers the theoretical basis of the Thesis subject. The second part describes individual HR activities and processes specific to the company. In conclusion, the thesis will make a series of proposals the objective of which is to significantly improve the aforementioned HR related activities and proceses.
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Akbarnejad, Navid. "Candidate workshop framework! : A tool to get better user experience in the recruitment process." Thesis, Linnéuniversitetet, Institutionen för design (DE), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-100568.
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This study is about the recruitment process. It started with a big picture of Work-life and narrowed down at the beginning of the career when candidates are applying for a job. There are different problems in the recruitment process. It is a stressful and uncertain experience for candidates. Also, the organizations will take damage by selecting an inadequate candidate. And, the recruiters have a hard time making a decent decision. This study investigates how to improve the experience of the stakeholders of candidates, organizations, and recruiters. The model of the design innovation process is the methodology of the project. The result is a candidate workshop framework that is a tool to get a deeper understanding of candidates. Designing a workshop can help to select an adequate person when there are the last few candidates. This workshop is complementary to a job interview, which can be before or after the job interview. It can be a physical or remote workshop. The workshop is about testing the abilities and soft skills that are not easy to measure by a traditional job interview. As a result, this solution can create an opportunity to gain better experience as teams and organizations meet people who are going to work with, and candidates get better feedback.
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Sapáková, Iva. "Získávání, výběr a stabilizace zaměstnanců v obchodní organizaci." Master's thesis, Vysoká škola ekonomická v Praze, 2013. http://www.nusl.cz/ntk/nusl-166039.
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The thesis focused on the characteristics fields of personnel service namely recruitment, selection and retention of employees. The main goal of the thesis is to analyse and evaluate the state of recruiting, selecting and retaining in a domestic trade company in the context of internal and external influence and subsequently, to formulate conclusions and recommendations for reducing employee turnover in the trade company. The theoretical part of the thesis is focused on current theoretical knowledge regarding employee recruitment, selection, retention and turnover. The practical part analyses the state of HR activities in the studied trade company, with an emphasis on two different groups of employees, according to the type of their occupation. Following the analysis, we evaluate the assessed facts while maintaining a differentiated approach to different work positions. Finally we recommend which changes and activities should be implemented to improve unsatisfactory personnel processes and to eliminate the undesirable progress of employee turnover in the trade company.
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Pátková, Markéta. "Proces získávání a výběru zaměstnanců ve výrobní společnosti." Master's thesis, Vysoká škola ekonomická v Praze, 2017. http://www.nusl.cz/ntk/nusl-359139.
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The target of this dissertation work is the process of analysis of recruitment and selection of employees for a manufacturing company. The strength and weakness of this process depends on acquired information and knowledge. The contribution of this work consists of specific improvements and recommendations in this domain which can help increase the effectiveness in recruitment and selection of employees. The basis for the empirical part of this work consists of consultations with employees of the HR department and the analysis of internal materials. This system is compared with theoretical and generally valid principles. Questionnaire enquiry, with cooperation of new employees and employees of HR department, are used in the second phase. Respondents are asked about the satisfaction of the processes applied in hiring. Employees of HR department are questioned regarding the procedure used in hiring of new employees.
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Hayes, Gloria. "The teacher shortage factors that influence the recruitment, retention, and attrition of teachers in selected Mississippi teacher shortage areas /." Diss., Mississippi State : Mississippi State University, 2008. http://library.msstate.edu/etd/show.asp?etd=etd-08132008-101558.
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Schenck, Keonda Schenck. "Strategies for Addressing Workplace Incivility and Retention in a Healthcare System." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3959.
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Workplace incivility is increasing in prevalence in healthcare organizations. Despite the adverse effects of workplace incivility on employee engagement and voluntary employee turnover, some organizations do not have policies to address workplace incivility among employees. The purpose of this descriptive, single case study was to explore successful strategies leaders at healthcare organizations with 50 or more employees used to reduce workplace incivility and improve employee retention. The spiral theory provided the conceptual framework for the study. Semistructured interviews were held with 2 human resources (HR) professionals and 1 department manager with experience dealing with employee relations and success in retaining healthcare employees within Greenville, South Carolina. Interviews and policies were reviewed, analyzed, and coded for themes and subthemes. To assure the credibility and trustworthiness of the findings, member checking and methodological triangulation were used to verify and compare the interpretations from the interviews and the organization's policies and processes. Among the key themes that emerged were the uniform use of strategies and processes for addressing workplace incivility including consistently communicating and enforcing policies for addressing workplace incivility, using one-on-one communication techniques between managers and employees, and addressing key implementation barriers such as resistance to change. To effect positive social change, HR professionals and department managers in similar organizations can assess the findings' relevance for reducing workplace incivility, reducing employee turnover, and increasing retention for improving the quality of patient care to benefit patients, families, and communities.
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Kučerová, Andrea. "Proces a metody získávání a výběru zaměstnanců ve společnosti T-mobile." Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-17163.
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The purpose of the work is a description and analysis of the employee recruitment and selection process and of the methods used during this process in a specific company and a critical evaluation (i.e. identification of the strong and weak points) of the process and methods used during the recruitment including presentation of the proposals on how to resolve the deficiencies are outlined. In the first part is briefly introduced the company, where the respective fieldwork occurred. The following (crucial) part is divided into two chapters which are focused on the recruitment (sources, methods and process) and later selection (criterions, methods and process) of the employees and the evaluation of effectiveness of the recruitment. This work also shortly defines the impact of the financial crisis on the employee recruitment and selection process. In the conclusion are mentioned the strong and weak points of the whole process and methods used during the recruitment process and the proposals on how to resolve the deficiencies are outlined.
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Machková, Michaela. "Obsazování volných služebních míst u Policie ČR." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-193826.
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The aim of the thesis is to analyse the process of filling vacancies with the Police of the Czech Republic, to identify the advantages of the process in use, and its disadvantages and to suggest suitable actions to solve the identified problems. The theoretical part of the thesis introduces the base for reaching the defined aim, it concerns HR activities prior to filling vacancies, filling vacancies itself, recruitment, selection and hiring the employees and their adaptation. The theoretical findings are applied to the Police of the Czech Republic in the practical part of the thesis. The system of recruitment, selection, hiring and adapting policemen is described and evaluated in the practical part. Consequently, possible suggestions to improve the current situation are presented in relevant chapters.
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Váňa, Jan. "Optimalizace metod výběru zaměstnanců do IT společnosti." Master's thesis, Vysoká škola ekonomická v Praze, 2011. http://www.nusl.cz/ntk/nusl-162492.
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This thesis deals with the analysis of the recruitment process in a company, specialized in IT. The theoretical part deals in detail with each step of the recruitment process, and the practical part compares them. There are descriptions of the individual steps of the process in IT companies, and suggestions on how to increase the effectiveness of the recruitment. It also introduces an entirely new strategy for using social networks like LinkedIn. HR staff and employees throughout the company are familiar with this new strategy thanks to a manual and a company profile in this network. The HR department establishes the steps of the recruitment of new staff. The aim is to determine whether the proposed method is effective for the company and if it can continue to be applied.
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Victor, Louana. "The use of computer-based management information systems as a recruitment tool an assessment of the attitudes of recruitment agents in a selected area of the Western Cape on 10 February 2004." Thesis, University of Port Elizabeth, 2004. http://hdl.handle.net/10948/342.
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Recruitment and selection has become a specialised industry and is competing in a global market. To remain competitive, recruitment agents have to stay ahead of their competitors, by providing an excellent service to customers and applicants, and by keeping up with technological developments in their field. The current investigation focuses on an assessment of the attitudes of recruitment agents in a selected area of the Western Cape Province to the use of computer-based management information systems as a recruitment tool. A questionnaire was distributed amongst recruitment agents in the identified area. It focused on recruiter biographical information, the services they offer, the methods and processes they use in recruitment, the knowledge and skills they need in their field, and their knowledge and attitude towards electronic-recruitment. The literature indicated a move towards using technology in the field of recruitment, and this was consistent with the findings of the study. Although the respondents were familiar with developments in technology used for recruitment, only a small number were familiar with the major business information systems, namely, SAP R/3, Oracle and PeopleSoft. Information specifically related to recruitment agents in South Africa was limited, but the study provided some insight into this field. It was found that recruitment agents disagree on what a good advertisement, as well as a good résumé, should contain, and this is problematic as these are two of the most important things that recruitment agents work with every day. The literature provided no indication of the qualifications needed by a recruitment agent, and resulting from this, a second finding of the study indicated that, according to the respondents, the qualifications needed by a recruitment agent are varied. It was found that qualifications of the sample group varied from only a school-leaving certificate to post-graduate degrees. A significant trend identified that only 24.2 per cent of recruitment agents are involved in research related to recruitment, and write articles related to their field. This contributes to the fact that so little information is available about South African recruitment agents. The study indicated that recruitment agents hold a positive attitude towards computer-based information systems, although they are accepted with caution because of various logistical problems in the South African market. The study also provided useful information to start a process of drawing up a profile of the South African recruitment agency business.
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Tatarynava, Aksana. "Moderní metody získávání a výběru zaměstnanců z pohledu personální agentury." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-192408.
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The thesis is focused on the analysis of different recruitment and selection methods of new employees; the thesis evaluates modern methods of recruitment and selection of candidates used in recruitment agency CPL Jobs and provides suggestions for improving of the process within the agency. The aim of this thesis is to examine the process of recruitment and selection of new employees as a key component of modern approaches of personnel management, to describe the tools for achieving efficient process and submit their own proposals for improving its effectiveness. The thesis is divided into two parts. The theoretical part defines the process of recruitment and selection of qualified manpower, describes different methods of recruitment and selection of employees in recruitment agency. The practical part is based on personal experience and contains the analysis of current situation of using different sources and methods of recruitment and selection of new candidates in recruitment agency CPL Jobs and submits its improvement and further enhancement of the effectiveness.
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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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Varnaitė, Evelina. "Organizacijos aprūpinimo darbuotojais veiklų gerinimas gamybinės įmonės pavyzdžiu." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2008. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2008~D_20080820_113312-49257.
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Darbas sudarytas iš trijų dalių. Pirmoje dalyje analizuojama Lietuvos ir užsienio mokslininkų suformuluota organizacijos aprūpinimo darbuotojais veiklų samprata, turinys, metodai, subjektai bei veiksniai, įtakojantys šias veiklas. Antrojoje dalyje pateikiami ir analizuojami tyrimo metu surinkti duomenys apie gamybinėje įmonėje atliekamas aprūpinimo darbuotojais veiklas. Analizė leido padaryti išvadą, kad įmonėje atliekamos aprūpinimo darbuotojais veiklos turi trūkumų. Todėl trečioje dalyje yra pateikiami projektiniai pasiūlymai, kaip gerinti aprūpinimo darbuotojais veiklas nagrinėjamoje įmonėje. Personalo planavimą siūloma atlikti pagal „Soft planning“ modelį. Atliekant personalo verbavimą si��loma darbo skelbimą paversti verbavimo reklama, didesnį dėmesį skirti intensyvesniam bendradarbiavimui su mokslo įstaigomis, numatyti ir įvertinti „galvų medžioklės“ verbavimo metodo panaudojimą. Atliekant personalo atranką, pateikiami pasiūlymai kaip paruošti ir pravesti rezultatyvų interviu su atrinktais kandidatais, kaip pasirinkti labiausiai įmonės poreikius atitinkantį kandidatą.This diploma paper consists of three parts. The conception of employee staffing, it‘s purport, methods and subjects from scientists point are analyzing in the first part. In the second part is analyzing employee staffing performance in industrial company. Analysis pointed up that employee staffing in industrial company is not well done and has some limitations. And in the third part is offered how the industrial company personnel department can improve employee staffing activities. Employee planning is offering to be done by „Soft planning“ model. For recruitment is offering the announcement of work transform into recruitment advertisement, to use “head counting” method, also to make better collaboration with the universities and other scholastic institutions, which helps to bring the best applicants to the organization. And for the employee selection performance is offering how to make and perform useful interview, also how to choose most suitable applicant of all.
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Vuik, Fabian, and den broeck Ro Van. "Low-Skilled Employee RetentionPractices in the Fast Food Industry : A study of retention practices within the Verhage FastFood franchise." Thesis, Umeå universitet, Företagsekonomi, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-76208.
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Employee turnover can cost an organization a significant amount of money. In addition, retention of employees can beneficial towards to an organization as it e.g. allows to save costs related torecruitment and training of new employees. The fast food industry is recognized as an industry which employs low-skilled employees and is especially in the United States known to be prone to high employee turnover. With regards to Europe, only little information is available in the field of low-skilled employee retention in the fast food industry. Looking towards the Netherlands, there has been no conducted research concerning this topic from a manager’s perspective allowing to identify the best HR practices to limit employee turnover in the organization. Our purpose of this thesis is to increase the understanding of the practices on employee retention of low-skilled employees in the Dutch fast food industry. To be able to meet this purpose, the following research question was developed “How do managers address retention of low-skilled employees in the Dutch fast food industry?” To be able to answer this research question, a multiple case study was conducted to study several franchises of the Dutch fast food organization “Verhage fast food”. We chose to conduct a qualitative study by developing semi-structured interviews. The empirical material was collected by interviewing an HR manager and the CEO of Verhage to develop an overview of the organization. Furthermore, we conducted five interviews with franchisees of Verhage. These franchisees were chosen based on four criteria being location, variety in experience, amount of employees, and amount of franchises owned. These four criteria ensured that the chosen franchisees in our study are active in different environmental settings. These interviews were conducted with the aim to find out how these franchisees perceive low-skilled employee retention and to identify how these franchisees address retention through the implementation of HR practices. Our study provided a contribution that shows the most effective HR practices in the fields of recruitment and selection, training and development, career development, and recognition and rewards are depending on the situational factors. Whereas one franchisee needs to pay well above minimum wage to attract low-skilled employees, another franchisee can easily pay the employees minimum wages without the need to worry for job applicants. Another contribution based on the outcome of our study is that the provision of training and responsibilities besides being done to benefit the company in e.g. productivity it also results in more engaging employees with a higher intention to stay.
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Andersson, Caroline, and Fanny Schmidinger. "Employee Referral Vad driver anställda att rekommendera potentiella medarbetare till en tjänst? : - För företag med rekryteringsbehov." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-25689.
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Problem: För att skapa ett starkt employer brand ska arbetsgivaren inneha positiva associationer hos potentiella medarbetare, vilket bidrar till att mindre resurser krävs för att finna den efterfrågade kompetensen. Då en rekommendation handlar om att yttra sig förmånligt blir betydelsen av medarbetares rekommendationer viktig för företagets employer brand. Resultaten av att använda sig av medarbetares rekommendationer i rekryteringsprocessen är känt inom forskningen. Däremot har underliggande faktorer och motiv som ligger till grund för att medarbetare rekommenderar personer i deras sociala nätverk inte adresserats i samma utsträckning. Syfte: Syftet med studien är att undersöka vilka underliggande faktorer och motiv som finns hos anställda vid rekommendationer av personer i deras sociala nätverk. Studien ska analysera hur företag med rekryteringsbehov kan utveckla deras employer brand som i sin tur gynnar rekryteringsprocessen. Studien kan fungera som vägledning i utvecklingen av företags employee referral program, då en allmän förståelse kring rekommendationer saknas. Utifrån resultatet kommer förslag att ges om vad som bör tas hänsyn till vid en utveckling av ett employee referral program. Metod: Den insamlade data är av kvantitativ karaktär och samlades in genom en enkät som skickades ut till anställda på ABB. Resultat: Studien visar att respondenterna i undersökningen motiverades av en prosocial motivation då de rekommenderar någon till att söka anställning hos arbetsgivaren främst för att hjälpa en bekant följt av att hjälpa organisationen. Respondenterna motiverades minst av yttre motivation i form av belöningar samt att rekommendationen ska bistå med ett stärkande av deras position. Hinder och osäkerhet upplevdes till viss del hos respondenterna vid en rekommendation, men i de flesta fall var detta inte en orsak till att inte rekommendera. Det främsta hindret som upplevdes var att respondenterna inte har kunskap om hur de rekommenderar via digitala hjälpmedel och den främsta osäkerheten grundades i att personen som rekommenderas inte ska passa ihop med ABB. De flesta respondenter svarade däremot att inget hinder eller osäkerhet fanns vid en rekommendation.Problem: In order to create a strong employer brand it requires that the potential employees hold positive associations towards the employer. When this exists, fewer resources are required in order to find the right expertise. A recommendation could be defined as: to speak favourably about something or someone. The importance of employee referrals is vital for the company's employer brand. The results of the use of these types of referral programs in the recruitment process are already known in research. However, the underlying factors and motives for employee referrals and why the employees recommend people in their social networks is not addressed to the same extent in research. Purpose: The purpose of this thesis is to examine the underlying factors and motivations held by employees when they recommend people in their social network. The study will analyze how companies employer brand and employee referral program can be developed. Based on the results, suggestions will be given on what should be reviewed in a development of an employee referral program. Method: The collected data is of quantitative characteristic and was extracted from a survey, which was sent to ABB employees. Results: The study shows that most of the respondents were motivated by a prosocial motivation, as they mainly recommended someone to help an acquaintance, followed by helping the organization. The external motivation was the motivation the respondents were least motivated by, in regards to rewards and that a referral would assist with a strengthening of their position. Barriers and uncertainties among respondents were perceived to some extent when making a referral. For some respondents this was perceived as a factor for not making a referral, however not for most of them. The main barrier experienced was a lack of knowledge about how to make a referral by using digital tools. The main uncertainty was found in the perception that the person who is recommended make a suitable organisation fit. Most respondents experienced that barriers or uncertainties would not prevent them from making a referral.
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Doxanská, Kateřina. "Optimalizace procesu získávání a výběru zaměstnanců." Master's thesis, Vysoká škola ekonomická v Praze, 2016. http://www.nusl.cz/ntk/nusl-262012.
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The aim of the thesis is based on the comparison and evaluation of the selection process and recruitment in three selected companies find the optimum process. The paper compares these HR processes with IT developer JetBrains s.r.o., a pharmaceutical company Shire Czech s.r.o. and company providing services in the field of facility management. The thesis is divided into four chapters. The first chapter is devoted to basic theoretical knowledge concerning the chosen topic. In the second chapter describes the process of recruitment and selection of employees in individual companies. The third chapter contains a comparison of selected companies, their processes and are given recommendations for individual companies, which will help improve these processes. The fourth chapter is devoted to a number of possibilities to improve individual aforementioned processes to be more efficient and lead to optimal process of recruitment and selection of employees.
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Talacová, Markéta. "Rozdíly v náboru, odměňování a hodnocení zaměstnanců v soukromém a veřejném sektoru." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-205786.
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This thesis is focused on the theme of Personnel Management, which currently, due to a growing economy, is becoming increasingly important. The aim of this thesis is to analyze and assess the differences between the private-sector approach to personnel management and the public sector approach, especially in the areas of recruitment, remuneration, and evaluation of employees. If there are differences between the sectors, the aim is to find out what differences are, and suggest solutions. The thesis is divided into two parts, theoretical and practical. In the first part, theoretical, the process of recruitment and selection of employees is described in detail, in terms of their remuneration and evaluation. The second part, practical, includes and analysis of staffing activities in organizations that willingly provide information for the preparation of this thesis. It also evaluates the differences between private companies and public organizations.
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Koláčková, Jana. "Fluktuace a retence zaměstnanců ve vybrané společnosti." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2020. http://www.nusl.cz/ntk/nusl-416808.
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The diploma thesis is focused on employee turnover and retention in a selected company. The theoretical part defines terms that are related to this issue. This part focuses on the causes and consequences of employee turnover, on people resourcing and retention of current employees. This theoretical knowledge is used in the analytical part during analyzing and evaluating the current state of the company. Based on the findings, recommendations that would support effective recruitment and selection process of suitable employees, support retention and reduce employee turnover in the company are provided.
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Pokorný, Michal. "Řízení procesu náboru, výběru a pracovní adaptace zaměstnanců ve společnosti Zentiva,k.s." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2011. http://www.nusl.cz/ntk/nusl-222892.
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This diploma thesis focuses on managing process of recruitment, selection and adaptation of workers in a pharmaceutical company Zentiva. The main goal of this diploma thesis is based on the theoretical background and obtained information about the company, which was used for improving suggestions in selected areas. This diploma thesis describes and specifies following steps in the recruitment and subsequent area – employee adaptation.
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Bednář, Jan. "Řízení procesu náboru, výběru a pracovní adaptace zaměstnanců ve vybrané společnosti." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2018. http://www.nusl.cz/ntk/nusl-377551.
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This diploma thesis focuses on managing process of recruitment, selection and adaptation of workers in a pharmaceutical company DixonsCarphone. The main goal of this diploma thesis is based on the theoretical background and obtained information about the company, which was used for improving suggestions in selected areas. This diploma thesis describes and specifies following steps in the recruitment and subsequent area – employee adaptation.
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Adolfsson, Ida, and Matilda Broberg. "It Takes Two to Tango : En studie om organisationer i finans och försäkringsbranschen och deras syn på att behålla medarbetare." Thesis, Högskolan Väst, Avd för företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-9652.
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"Hur arbetar organisationers ledning med att behålla sina medarbetare? -Vad har motivationsfaktorer för betydelse?" Idag har många organisationer hög personalomsättning vilket oftast ses som ett problem. När en organisation har lagt ner tid och resurser på rekrytering så krävs det fortfarande arbete kring personalfrågor. För att behålla medarbetare inom organisationer, för att inte bli av med dem, så krävs ytterligare arbete vilket organisationer bör vara medvetna om. Syftet med den här studien är att ta reda på ledningens arbete kring motivation för att behålla befintliga medarbetare. Studien ämnar till att ta reda på hur de motiverar medarbetare för att ge en ökad arbetstillfredsställelse och därmed få medarbetare att inte vilja lämna organisationen. För att kunna uppnå syftet med studien har vi med en kvalitativ metod genomfört fem djupgående intervjuer. Dessa intervjuer har gjorts på personer med en ledningsposition inom finans och försäkringsbranschen. Empirin visar de olika ledarnas arbetssätt gällande rekrytering och hur de själva motivera individer. Alla respondenter har fått möjligheten att med egna ord själva berätta vad som är motivation för dom. Empirin visar även vilka belöningssystem dessa organisationer har och vad ledningen anser dessa har för effekt. Bland annat resonerar tidigare forskning kring personalomsättningskostnader samt vad som krävs för att behålla befintliga medarbetare inom organisationen. Tidigare forskning visar även att det råder delade meningar om vad motivation är, hur det uppfylls och vem som bär ansvaret för att upprätthålla motivation. Resultatet visar att det finns specifika motivationsfaktorer som kan vara avgörande för om medarbetare stannar eller väljer att avsluta sin tjänst. Rekrytering visar sig också spela roll vid arbetet kring att behålla medarbetare."How does organizational management keep their employees?" -Of what significance are motivational factors? Today, many organizations have high employee turnover which is often seen as a problem. When an organization has invested time and resources in recruitment, it still requires work on personnel matters. In order to retain employees within organizations further work is needed which organizations should be aware of. The purpose of this study is to find out how the management work with motivation as a factor to keep existing employees. The study aims to find out how they motivate employees to give greater job satisfaction and thus get people not wanting to leave the organization. In order to achieve the purpose of the study, we have with a qualitative approach conducted five in-depth interviews. The respondents of these interviews did all have a leadership position in the financial or insurance business. The empirical data shows how the various leaders complete their recruitments and how they motivate individuals. All respondents got the opportunity to, with their own words, describe what motivation is for them. The empirical data also shows which reward systems these organizations use and what kind of effect it has. Earlier research shows what kind of employee costs there are and what it takes to retain existing employees within the organization. Previous research also shows that there is a disagreement between authors about what motivation is, how it is fulfilled and whom that is responsible for maintaining motivation. The result shows that there are specific motivational factors that can determine whether employees stay or choose to give their notice. Recruitment is also shown to be significant in the work on retaining employees.
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Škorpilová, Andrea. "Uplatnění personálního marketingu v obchodní společnosti." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2018. http://www.nusl.cz/ntk/nusl-377366.
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This master’s thesis deal with assertion personal marketing in company. Theoretical part of this work is focused on the knowledge of assertion of marketing in HR sphere. In the second, practical part of this master thesis analysis the current state of company, which should help in the identification of problematic areas of personal marketing in the company. This analysis part of this work is enriched by the views of employees. The aim of this thesis is to evaluate the current situation of the company’s personal marketing in order to improve the areas identified as problematic.
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Němcová, Veronika. "Návrh změn konceptu personálního řízení ve zvolené společnosti." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2017. http://www.nusl.cz/ntk/nusl-319394.
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The main goal of this diploma thesis is to propose, on the basis of realized analysis of the current state, desirable changes in the concept of personnel management, which will lead to the successful development of the company. The first part is devoted into the theoretical background in human resources. The second part of the thesis analyzes the current state of personnel management in the company. In the final part is proposed the concept of new personnel management.