Dissertations / Theses: 'Employee selection'

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Chirico, Kristina Eva Lewis Philip M. "Predicting objective measures of performance." Auburn, Ala., 2005. http://hdl.handle.net/10415/1286.

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Chang, Christopher S. "Indecision in Employee Selection." Bowling Green State University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1381750837.

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Ramsay, Mark J. "Comparing Five Empirical Biodata Scoring Methods for Personnel Selection." Thesis, University of North Texas, 2002. https://digital.library.unt.edu/ark:/67531/metadc3220/.

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A biodata based personnel selection measure was created to improve the retention rate of Catalog Telemarketing Representatives at a major U.S. retail company. Five separate empirical biodata scoring methods were compared to examine their usefulness in predicting retention and reducing adverse impact. The Mean Standardized Criterion Method, the Option Criterion Correlation Method, Horizontal Percentage Method, Vertical Percentage Method, and Weighted Application Blank Method using England's (1971) Assigned Weights were employed. The study showed that when using generalizable biodata items, all methods, except the Weighted Application Blank Method, were similar in their ability to discriminate between low and high retention employees and produced similar low adverse impact effects. The Weighted Application Blank Method did not discriminate between the low and high retention employees.

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Becton, J. Bret Feild Hubert S. "Candidate reactions to three assessment center exercises a field study /." Auburn, Ala., 2005. http://repo.lib.auburn.edu/2005%20Summer/doctoral/BECTON_J._14.pdf.

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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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Ward, Sandy. "The impact of selection : applicant and work attitudes." Thesis, Queensland University of Technology, 2000.

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Quartetti, Douglas A. "A Monte Carlo assessment of estimation in utility analysis." Diss., Georgia Institute of Technology, 1996. http://hdl.handle.net/1853/29371.

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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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Racey, Tim. "Employee Selection Strategies in Casual Dining Restaurants." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3317.

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Annual turnover for hourly employees in the hospitality industry averages 102%. The costs associated with hiring and training new employees are estimated at 150% of an employee's salary for businesses with more than 30 employees. The purpose of this case study was to examine the personnel selection strategies used in the casual dining sector. The sample for this study was 6 casual dining restaurant managers in the central Georgia area. Three of the participants used online selection strategies and 3 participants used intuition-based strategies. The objective of this study was to compare the similarities and differences between each respective personnel selection strategy. The conceptual framework employed is a resource-based view of the firm. Data were collected through semi structured face-to-face interviews. Data analysis occurred through coding and theming and revealed common themes between both groups. These themes were related to assessment of the application, applicant experience, applicant skills, traits, and abilities (online), and interviewing of the applicant. By implementing the recommendations from this study, managers in casual dining restaurants could affect social change whereby selecting employees who fit the restaurant environment and would demonstrate a higher self-efficacy and a better work-life balance. Promoting traits of self-efficacy and work-life balance would also create retention among hourly employees, saving restaurant organizations millions of dollars.

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Shikongo, Johanna Nelago. "Staff attraction and retention : a model for a Namibian state-owned enterprise." Thesis, Cape Peninsula University of Technology, 2011. http://hdl.handle.net/20.500.11838/1739.

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Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2011
In order for any organisation to achieve its goals, a committed workforce is essential. It has, however, become a great challenge for organisations to attract and retain employees as the power of success has shifted from organisations to employees. The organisation that is committed to attraction and retention of staff is likely to gain a competitive advantage, as staff members are satisfied and give optimum production levels. The purpose of the study was to determine and investigate factors that affect attraction and retention of staff at NIP in order to suggest possible interventions that could be employed to attract and retain staff in future. In order to obtain desired results, the researcher used a mixed-method approach. Questionnaires were distributed to all non-management NIP employees and semi-structured interviews were conducted with four (4) purposively selected NIP managers. Statistical analysis was used to analyse data, which was obtained by means of questionnaires, and content analysis was used for data that was obtained by means of semi-structured interviews. The study revealed that NIP staff members are dissatisfied with the company policies and practices, as the company does not always pay effective attention to them. Some of them indicated that they only worked as a means of survival; because of passion for their jobs; to save lives; and owing to the scarcity of jobs, since the industry is small. It is, therefore, necessary to pay attention to factors that this study has produced as obstacles in the way of NIP to employ an effective recruitment and retention strategy for its employees.

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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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Gibbs, Travis Ralph. "The effect of attention to irrelevant information on personnel selection." CSUSB ScholarWorks, 1990. https://scholarworks.lib.csusb.edu/etd-project/776.

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Elam, Michelle. "The Importance of Grit in Employee Selection Decisions." Thesis, Southern Illinois University at Edwardsville, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10009329.

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Retention is increasingly important in today?s workforce as millennials and future generations are entering the workplace (Kantrowitz, 2014; Lyons, Schweitzer, & Ng, 2015). A recently identified personality characteristic, grit, may be a good predictor of retention (Robertson-Kraft and Duckworth, 2014). The current study explored the importance of grit on the hiring decisions, predicted task and contextual performance for a hypothetical candidate for a sales position. The level of participant grit was also explored to examine potential similar-to-me effects. Participants viewed a job description, resume, and assessment results (grit and cognitive ability scores) of a hypothetical job applicant and were asked to complete hiring decision, predicted task and contextual performance and grit measures. The results of the current study indicated that a candidate?s cognitive ability and grit level were viewed as significant factors in the hiring decision. Participant grit level also had a significant positive effect on predicted task and contextual performance. Candidates with a higher grit score were given a higher hiring decision score and were rated higher for predicted task and contextual performance. Candidates with a higher cognitive ability were given a higher hiring decision score when compared to those with a lower cognitive ability score. Implications from the current study apply to selection decision makers, job applicants and researchers.

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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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Meyer, Kevin D. "Refinements to ASA research : shifting the focus to focal traits /." Access abstract and link to full text, 2008. http://0-wwwlib.umi.com.library.utulsa.edu/dissertations/fullcit/3305717.

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Jindráková, Šárka. "Metody používané při výběru učitelů na středních odborných školách." Master's thesis, Vysoká škola ekonomická v Praze, 2013. http://www.nusl.cz/ntk/nusl-197630.

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The main goal of this thesis is to analyze the forms of utilizing teacher selection methods used by public high schools in the Czech Republic and in the case that shortcomings are identified, propose solutions which lead to higher validity of the selection process and to a selection of an employee, who best fulfills requirements of the specific job. The issue of employee selection is firstly defined from the theoretic perspective, further off an analysis of teacher selection methods in the Czech Republic public high school system is performed. Findings from the analysis are afterwards used for a compilation of a teacher competence model. In the conclusion an evaluation and recommendations are made in order to increase the quality of the teacher selection process on the selected school type.

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Langhammer, Kristina. "Employee selection : Mechanisms behind practitioners’ preference for hiring practices." Doctoral thesis, Stockholms universitet, Psykologiska institutionen, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-95890.

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Despite the great advances science has made in developing selection decision aids practitioners’ generally remain reluctant to adopt them. This phenomenon is considered today one of the greatest gaps in industrial, work and organizational psychology. This thesis adopts a psychological approach to practitioners’ resistance toward hiring procedures with high predictive validity of work performance. Consequently, three specific research questions were examined, two of which highlighted aspects of self-regulation, and one focused on agency relation in order to study outcomes in terms of actual use of hiring procedures and intention to change hiring procedures. The present thesis comprises three studies. Questionnaire data is used in two studies (Study I and II) to study how 1) prototype beliefs and ability to evaluate the quality of own performance is related to use of selection decision methods; and also how 2) behavioral intention to change hiring practice is related to self-efficacy beliefs, causal attribution and past behavior. Data collected with semi-structured interviews is used in Study III in order to study practitioners’ experiences in collaborative contexts in employee selection. Study I found that prototype beliefs and task quality ambiguity perceptions varied across various hiring practices. The results from Study II showed that self-efficacy beliefs, external attributions of success and internal attributions of failure were related to intention to change hiring practices. Study III highlighted the prevalence of separate self-interests over more general organizational interests in the agentic relation between practitioners. In conclusion, the present thesis has implication for theory as well as practice when it concludes that conscious steered cognitive mechanisms are important for understanding practitioners’ resistance towards high standardized hiring practices.

At the time of the doctoral defense, the following papers were unpublished and had a status as follows: Paper 1: Manuscript. Paper 3: Manuscript.

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Quader, Kazi, and Sisi Jin. "Managing Selection and Retention of Employees : A Case Study on Länsförsäkringar Bergslagen." Thesis, Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-12939.

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Research Question: How can a firm such as Länsförsäkringar Bergslagen utilize selection and retention methods to find and keep employees that add value to the organisation? Purpose: The purpose of this thesis is to describe and analyse the process of selection and retention and how it can affect organisations’ ability to select and retain staff that perform well and are an asset to the organisation. Method: Primary information was gathered from a face-to-face interview with the chief of personnel at LFB, as well as from a follow-up e-mail interview. Secondary information was gathered from books, journals and the web. The research is designed as a case study and the approach to analyzing data is qualitative. Conclusion: From the findings the authors conclude that by using selection methods with high predictive validity such as structured interviews, cognitive and personality tests, work samples and assessment centres, while at the same time considering how these methods affect the candidates attitudes and how well they allow for the candidate and employer to exchange views, values and goals, is the way firms can utilize selection methods in order to find staff that will add value to the organisation. LFB is using all these methods, except for work samples. Of the others remaining, structured interviews is the most common in LFB. On the perspective of retention, Länsförsäkringar Bergslagen has developed a performance-based system which takes an essential role on employee motivation, where recognition by offering growth opportunities is most significant in retaining key employees but is also most difficult to be conducted in LFB as growth opportunities are limited.

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Kaehler, Boris. "Rechtsprobleme betrieblicher Personalauswahl : die Zulässigkeit eignungsdiagnostischer Massnahmen im arbeitsvertraglichen Anbahnungsverhältnis /." Frankfurt am Main ; Berlin ; Bern ; Bruxelles ; New York ; Oxford ; Wien : Lang, 2005. http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&doc_number=013155418&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA.

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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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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, 2007
Since 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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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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Fialová, Pavla. "Výběr zaměstnanců a proces adaptace ve vybrané společnosti." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2021. http://www.nusl.cz/ntk/nusl-442928.

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The thesis is focused on the selection of employees and the adaptation process in the selected company. The theoretical part explains the activities related to the selection and adaptation of employees. Through the analysis of the current situation and the research conducted, suggestions for improvement are recommended in order to improve the functioning of the company.

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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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Conner, Lane A. Guarnaccia Charles Anthony. "Evaluation of the situational judgment test." [Denton, Tex.] : University of North Texas, 2007. http://digital.library.unt.edu/permalink/meta-dc-3686.

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Kyne, Noel. "Web based candidate assessment system." [Denver, Colo.] : Regis University, 2007. http://165.236.235.140/lib/NKynePartI2007.pdf.

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Stafford, Benjamin Arthur. "Recruiter consensus in judging applicant résumé content." Columbus, Ohio : Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1243361579.

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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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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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Mandelke, Amy. "Professional Opinion on the Use of Interest Inventories in Employee Selection." TopSCHOLAR®, 2014. http://digitalcommons.wku.edu/theses/1391.

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Although interest inventories have a long history in the field of career counseling, vocational interests have received limited attention in Industrial-Organizational (I-O) psychology. To assess the potential utility of interest inventories in the field of I-O psychology, 82 I-O psychologists with expertise in employee selection and equal employment opportunity law completed a survey assessing their expert opinion on the utility of interest inventories for employee selection decisions. Opinion on potential legal liability and discriminatory impact of the use of interest inventories was also assessed. Hypothesis 1, which stated a majority of respondents would indicate they have little to moderate knowledge of vocational interests, was supported. Hypothesis 2, which stated a majority of respondents would indicate agreement that interest inventories can be used for employee selection, was not supported. Hypothesis 3, which stated a majority of respondents would indicate agreement that more research into interest inventories is warranted, was supported. Hypothesis 4, which stated majority of respondents would indicate that the use of interest inventories would likely lead to legal liability for the employer, was not supported. Additional analyses were run to investigate other relationships of interest. Results of additional analyses indicated that participants indicated that interest inventories could be utilized in positive selection contexts as interest inventories likely may have incremental validity over traditional selection instruments. However, experts did not expect utility for interest inventories in negative selection contexts. Consequently, the results of this study indicate interest inventories likely have an array of useful applications in I-O psychology. Further research is warranted to determine which of these applications will provide utility and whether or not selection contexts will prove to be among those applications. Additional implications and limitations of findings are discussed, and directions for future research are considered.

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Said, Tara. "Intuitive and Analytic Decision Making in Employee Selection Process : Intuitive Decision." Thesis, Linnéuniversitetet, Institutionen för psykologi (PSY), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-80575.

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This experimental study aimed to investigate intuitive and analytic decision making approach when assessing job applicants during employee selection process, and feedback related to employee selection process. Theories used in the study to explain intuition are the dual process model and the recognition model. The population was recruiters and non-recruiters. A sample of 169 participants were included. Recruiters’ and non-recruiters’ were randomly assigned into two conditions: use of intuition or analytic thinking as assessment strategy when assessing eight real job applicants. A comparison between their decision making approaches was made. Based on previous research, three hypotheses were obtained and tested. The first hypothesis was that intuitive decision making approach, in combination of experience of employee selections, will enhance assessments of the job applicants. The second hypothesis was that there is a positive relationship between feedback related to employee selection and accuracy in assessing job applicants. The third hypothesis was that there is a positive relationship between participants’ guessed cognitive ability test scores of the job applicants, with employability of the job applicants. The last hypothesis was supported, there was a significant and strong positive relationship between the two variables for all eight job applicants. Significant and non-significant results, methodological influences and theories accounted for are discussed.

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Stephens, Jeffrey F. "Actual and desirable qualifications for entry-level workers as preceived by high school principals, business personnel managers, school board presidents, and school superintendents." Virtual Press, 1990. http://liblink.bsu.edu/uhtbin/catkey/720396.

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The purpose of this study was to provide educators with empirical information on the qualifications personnel managers expect from entry-level employees. The study also compared school officials' rankings of employment qualifications of high school graduates with qualifications found by business personnel managers when selecting entry-level workers.The data collection process involved a card sort technique utilizing two decks of cards. Surveys were mailed to Indiana public school superintendents, high school principals, public school board presidents, and business personnel managers. A total of 1924 surveys were mailed with 528 ranked surveys returned.Six null hypotheses were two-way comparisons of desired entry-level qualifications and current entry-level qualifications. Ten null hypotheses compared desired qualifications with current entry-level qualifications.There was little agreement among the respondents or respondent groups regarding the most desired or currently found entry-level qualifications. All respondent groups ranked science and technology, social and economic studies, and writing as the least found qualifications. Personnel managers ranked science and technology as the most desired entry-level qualification. School officials ranked this qualification as one of the least desired entry-level qualification.If educators are to prepare students to meet the challenges of entry-level employment, general expectations must be developed that are acceptable to a variety of employers. Only through collaborative efforts between business and school officials will entry-level qualifications be developed that have meaning to both groups. Until that collaboration occurs, educators willcontinue to rely on their own beliefs as they prepare students for entrance into the world of work.
Department of Educational Leadership

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Švandová, Zuzana. "Výběr a adaptace zaměstnanců ve vybraném podniku." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2016. http://www.nusl.cz/ntk/nusl-241455.

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The main subject of this thesis is the choice and the adaptation of employees in the chosen company. It is found out how it is possible to reach improvement in selection process and adaptation of employees, based on the analysis and the questionnaire survey. The result of the thesis is the recommendation changes to these processes leading to the better functioning of the company.

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Davidson, Ronald Allan. "Selection-socialization control in auditing firms: A test of Ouchi's model of control." Diss., The University of Arizona, 1988. http://hdl.handle.net/10150/184571.

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This research tests the descriptive validity of Ouchi's model of organizational control when it is applied to auditing firms. An analysis of Ouchi's model and other writings indicates that the selection-socialization type of control (or clan control or control by a strong organizational culture) would be expected to be used in auditing firms and that it would he evidenced by similarities in values perceived to be held by clan members. Empirical evidence is gathered from graduating students who are accounting majors and from professional staff in auditing firms using SYMLOG to measure perceived values. This evidence provided some support for the descriptive validity of Ouchi's model, but the evidence is mixed. The sets of perceived values found in staff of auditing firms do not appear to come from a single set, but the perceived values of each firm are different. Offers do appear to be made to individuals who have different sets of perceived values when compared to people who did not receive offers. No evidence was found to indicate that length of association within firm results in more similar sets of perceived values being held by firm members.

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Blackburn, Jessica L. "MOTIVATED REASONING: A FRAMEWORK FOR UNDERSTANDING HIRING MANAGERS' INTENTIONS TO USE PERSONNEL SELECTION INSTRUMENTS." Connect to this title online, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1156188913.

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Persson, Johanna. "Strukturerad- kontra beteendeintervju : Skillnad i mängd och kvalitet på den information som erhålls vid anställningsintervjuer." Thesis, Mälardalen University, School of Sustainable Development of Society and Technology, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-1007.

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According to Barclay (2001), behavioral interviews yield higher quality information, than other interview techniques. This study focused on whether the quality and quantity of information differ between structured interview and behavioral interviewing. Two headhunters held 16 job interviews with the two techniques, 9 behavioral interviews and 7 structured interviews. Both headhunters and candidates have evaluated the interviews quantitatively. Initial and concluding interviews have, as well, been held with the headhunters. No definitive answers were found in the quantitative analysis, but the qualitative results suggest that behavioral interviews give, because of the headhunters opinions, more and higher quality information. Continued development of the technique and themselves are the headhunters next steps in order to improve their recruitment process.

Enligt Barclay (2001) erhålls bättre kvalitet på informationen som insamlas genom beteendeintervjuer, än genom andra intervjutekniker. Denna studie fokuserar på att se om kvaliteten och mängden information skiljer sig mellan strukturerad intervju och beteendeintervju. Två rekryterare har hållit 16 anställningsintervjuer med de två intervjuteknikerna, nio med beteendeintervju och sju med strukturerad intervju. Både rekryterare och kandidater har efteråt utvärderat intervjuerna kvantitativt, inledande och avslutande intervjuer har även hållits med rekryterarna. Inga tydliga svar kunde utläsas utav den kvantitativa analysen, men de kvalitativa resultaten tyder på att beteendeintervju var bättre gällande att rekryterarna totalt sett ansåg sig få mer och säkrare information om kandidaterna genom den tekniken. Att utveckla beteendeintervjumallen och sig själva är rekryterarnas nästa steg i att förbättra sin rekryteringsprocess.

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Ng, Kwai-kuen Eric. "Human resources strategies for China operations /." Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B14040268.

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Oto, Todd. "Effects of national origin, chronological age, and locus of decision on teacher selection decisions : a social distance and person-organization fit perspective /." For electronic version search Digital dissertations database. Restricted to UC campuses. Access is free to UC campus dissertations, 2003. http://uclibs.org/PID/11984.

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Thesis (Ph. D.)--Joint Doctoral Program in Educational Leadership (California State University, Fresno and University of California, Davis).
Typescript. Includes bibliographical references. Also available via the World Wide Web. (Restricted to UC campuses).

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Bradley, Kevin Michael. "Personality Test Validation Research: Present-employee and job applicant samples." Diss., Virginia Tech, 2003. http://hdl.handle.net/10919/11052.

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In an effort to demonstrate the usefulness of personality tests as predictors of job performance, it is common practice to draw a validation sample consisting of individuals who are currently employed on the job in question. It has long been assumed that the results of such a study are appropriately generalized to the setting wherein job candidates respond to personality inventories as an application requirement. The purpose of this manuscript was to critically evaluate the evidence supporting the presumed interchangeability of present-employees and job applicants. Existing research on the use of personality tests in occupational settings is reviewed. Theoretical reasons to anticipate differential response processes and self-report personality profiles according to test-taking status (present employees versus job applicants) are reviewed, as is empirical research examining relevant issues. The question of sample type substitutability is further probed via a quantitative review (meta-analysis) of the criterion-related validity of seven personality constructs (Neuroticism, Extraversion, Openness to Experience, Agreeableness, Conscientiousness, Optimism, and Ambition). Further, the meta-analytic correlations among these personality constructs are estimated. Test-taking status is examined as a moderator of the criterion-related validities as well as the personality construct inter-correlations. Meta-analytic correlation matrices are then constructed on the basis of the job incumbent and the job applicant subgroup results. These correlation matrices are utilized in a simulation study designed to estimate the potential degree of error when job incumbents are used in place of job applicants in a validation study for personality tests. The results of the meta-analyses and the subsequent simulation study suggest that the moderating effect of sample type on criterion-related validity estimates is generally small. Sample type does appear to moderate the criterion-related validity of some personality constructs, but the direction of the effect is inconsistent: in some cases, incumbent validities are larger than applicant validities. Alternatively, incumbent validities sometimes are smaller than applicant validities. Personality construct inter-correlations yield almost no evidence of moderation by sample type. Further, where there are between group differences in the personality construct inter-correlations, these differences have little bearing on the regression equation relating personality to job performance. Despite a few caveats that are discussed, the results are supportive of the use of incumbent samples in personality-test validation research.
Ph. D.

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Slanařová, Michala. "Nábor, výběr a adaptace pracovníků podniku Chotěbořské strojírny služby, a.s." Master's thesis, Vysoká škola ekonomická v Praze, 2008. http://www.nusl.cz/ntk/nusl-4939.

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The thesis is focused on recruitment, selection and adaptation of employees in Chotěbořské strojírny služby, a.s. company. At first I defined theoretical principles and methodology and then I characterized company that I have chosen. The empirical part is a key section of the thesis. I described contemporary system of recruitment, selection and adaptation of employees in this part. I found positives and negatives as a result of the analysis of the processes. I tried to eliminate these negatives in order to find optimal situation in the processes of recruitment, selection and adaptation of employees of Chotěbořské strojírny služby, a.s. company.

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Bradfield, Claire Caroline. "An analysis of group adverse impact in selection strategies of a communications company." Thesis, University of Port Elizabeth, 2004. http://hdl.handle.net/10948/361.

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An overview of the literature indicates that there is a real and pressing need to explore the concept of adverse impact in more detail. The Employment Equity Act of 1998 prioritises the issue of group representivity in staff selection and although there are merits in enforcing an Affirmative Action policy, an objective assessment of the inherent requirements of job applicants is still a constitutional and procedural outcome. There is no simple mechanism that can be used to determine the manifestation of adverse impact. However, evidence thereof can be most useful in securing fairness in selection and employment decisions. There is a distinct need to examine the matter of adverse impact and its implications in the South African context. South Africa is confronted with a labour force that is growing dramatically and changing significantly. The demographic trends in our dynamically changing labour markets are likely to amplify skill and ability differences between the resulting contradictory goals of equal opportunity based on individual merit and equal employment results for subgroups of populations. Three selection strategies of a communications company were used as a basis for the assessment of adverse impact. The total population of the Call Centre selection strategy was 150. Seven instruments and measures were utilised in the study, namely, a job analysis, pre-screening exercise, psychometric ability tests, role-play simulation, structured interview, job compatibility questionnaire and a performance evaluation. The total population of the Operator Services selection strategy was 139. Five psychometric instruments were utilised in the study. The total population of the Female Leadership Development Programme selection strategy was 471. Three psychometric instruments were utilised in the study. The Adverse Impact Model was applied to each of the aforementioned strategies. In terms of the definition, adverse impact exists if the selection ratio associated with a particular passing score on a test for one sub-group of job applicants is less than 4/5th’s or 80% of the selection ration for the largest sub-group of applicants. 13 The results of the study indicate that adverse impact occurred in the following instances. In the Call Centre selection strategy, there was evidence of adverse impact in the racial analysis in the ability testing stage. There was also evidence of adverse impact in the gender analysis during this stage. There was no evidence of adverse impact in either the racial or gender analyses during the interview stage. There was no evidence of adverse impact in the racial analysis during the appointment stage. There was however evidence of adverse impact in the gender analysis during the appointment stage. The Female Leadership Development Programme selection strategy revealed evidence of adverse impact in the racial analysis during the appointment stage. The Operator Services selection strategy revealed an adverse impact in both the racial and gender analyses during the testing stage. The issue of adverse impact is obviously controversial. However, data obtained from this process will provide for informative analysis.

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Nesnidol, Samantha A. "Public Sector Perceptions of Unproctored Internet Testing." Bowling Green State University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1478170694534844.

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Jakob, Birgit. "A comprehensive psychometric audit of an existing selection procedure." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52066.

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Thesis (MA)--University of Stellenbosch, 2001.
ENGLISH ABSTRACT: Selection represents a critical human resource intervention by virtue of its ability to regulate the movement of employees into, through and out of the organisation. Selection thus represents a relatively visible mechanism through which access to employment opportunities can be regulated. From the perspectives of both affirmative action and fairness, as well as utility, selection has therefore been under intense scrutiny. This implies that there are two substantial criteria in terms of which selection procedures need to be evaluated, namely equity and efficiency. Should the human resource function be challenged to defend its selection procedure, it should be able to assemble credible evidence to show the efficiency and equity of the disputed intervention by means of a reasoned justification. The problem is, however, that most selection procedures being operated in South Africa would probably not be able to successfully meet this burden of persuasion. The search for equitable and efficient selection procedures thus necessitates the need for psychometric audits to provide the feedback required to adjust selection procedures towards greater efficiency and equity, and to provide the evidence required for the vindication of organisations should they be challenged in terms of the South African anti-discriminatory labour legislation. The Guidelines for the Validation and Use of Selection Procedures developed by the Society for Industrial Psychology (1998) represents an attempt to illustrate the ideal process according to which selection procedures should be developed and validated. Conditional on the acceptance that the Guidelines (1998) set out the most justifiable methodology for the development and justification of selection procedures, it becomes a necessity for organisations to periodically evaluate (i.e. periodically psychometrically audit) their current selection procedures and its developmental history to determine whether the human resource function can convincingly demonstrate: .:. The business necessity of the selection procedure; .:. The validity of the performance theory on which the selection procedure is based; and .:. That the selection strategy combines applicant information fairly. A checklist was developed from relevant psychometric literature for the purpose of the psychometric audit representing a structured list of activities required to justify the use of a selection procedure. A psychometric audit was conducted on a selection procedure for call centre staff of a large SA insurance company. The audit uncovered a number of deficiencies in the call center selection procedure and its developmental history. The performance hypothesis, in which the choice of operational predictor measures is grounded, was neither developed, nor argued, nor documented with sufficient clarity to indicate unambiguously the presumed nature of the nomological network of performance determinants and performance constructs. Problems were found with the external validity of the validation design. No reliability, validity, fairness or utility analyses had been performed at the time of the audit. Subsequent correlation analysis indicates low statistically insignificant correlations between the majority of the chosen predictors and the developed criteria. Nonetheless, linear combinations of predictors were found for each of the three call center positions that significantly explain moderate proportions of criterion variance. The fairness of the use of the CSR multiple regression equation across black and white applicants was examined and found to be acceptable. Due to practical constraints, the utility of the selection procedure has not been evaluated. It is recommended that the current selection procedure be re-examined in detail by the company to bring about positive changes in the performance hypothesis and the operational criterion measures. Thereafter, concrete evidence of reliably generated methodological research needs to be obtained again in order to verify the appropriateness, reliability and the meaningfulness of the inferences made from predictor assessments, thereby limiting, ifnot eliminating, possible cases oflitigation.
AFRIKAANSE OPSOMMING: Seleksie verteenwoordig 'n kritieke menslikehulpbronintervensie omdat dit die vermoë het om die beweging van werknemers in, deur en uit 'n organisasie te reguleer. Seleksie verteenwoordig dus 'n relatief sigbare meganisme waarmee toegang tot werksgeleenthede gereguleer word. Uit die oogpunt van sowel regstellende aksie as regverdigheid, en ook bruikbaarheid, is seleksie tans geweldig onder die vergrootglas. Hiermee word geïmpliseer dat die twee substansiële kriteria waarvolgens seleksieprosedures geëvalueer moet word, billikheid en doeltreffendheid is. Sou die menslikehulpbronfunksie uitgedaag word om sy seleksieprosedure te verdedig, sal dit met geloofwaardige bewyse voor 'n dag moet kan kom om die regverdigheid en doeltreffendheid van die intervensie onder bespreking deur middel van logiese argumente te regverdig. Die probleem is egter dat die meeste seleksieprosedures wat in Suid Afrika gebruik word, waarskynlik nie aan hierdie vereiste sal kan voldoen nie. Die soeke na regverdige en doeltreffende seleksieprosedures noodsaak dus dat die behoefte aan psigometriese oudits. aangespreek word vir die terugvoer wat nodig -is om die seleksieprosedures meer doeltreffend en regverdig te maak. Dit salook terselfdertyd die bewyse verskaf waardeur organisasies hul keuringsprosedures kan regverdig indien teen organisasies opgetree sou word in terme van Suid Afrika se antidiskriminerende arbeidswetgewing. Die "Guidelines for the Validation and Use of Selection Procedures" wat deur die Vereniging vir Bedryfsielkunde (1998) ontwikkel is, is 'n poging om die ideale proses waarvolgens seleksieprosedures ontwikkel en gevalideer behoort te word, te illustreer. Op voorwaarde dat hierdie Riglyne (1998) aanvaar word as die mees regverdigbare metodologie wat betref die ontwikkeling en regverdiging van seleksieprosedures, word dit noodsaaklik dat organisasies hulle seleksieprosedures en die ontwikkelingsgeskiedenis daarvan van tyd tot tyd evalueer (d.i. 'n periodieke psigometriese oudit) ten einde vas te stelof die menslikehulpbronfunksie die volgende oortuigend kan demonstreer: .:. die noodsaaklikheid van die seleksieprosedure uit 'n besigheidsoogpunt; .:. die geldigheid van die prestasieteorie waarop die seleksieprosedure gebaseer is; en .:. dat die seleksiestrategie die inligting van die aansoeker regverdig kombineer. 'n Kontrolelys is ontwikkel uit relevante psigometriese bronne sodat die psigometriese oudit 'n gestruktureerde lys van aktiwiteite bevat wat die gebruik van 'n seleksieprosedure sal kan regverdig. 'n Psigometriese oudit is gedoen op 'n seleksieprosedure vir die inbelpersoneel van 'n groot Suid Afrikaanse versekeringsfirma. Die oudit het 'n aantal gebreke in hierdie seleksieprosedure en sy ontwikkelingsgeskiedenis uitgewys. Die prestasiehipotese waarop die keuse van operasionele voorspellers gegrond is, was nie met voldoende helderheid ontwikkel, beredeneer of gedokumenteer om 'n onomwonde aanduiding te gee van die nomologiese netwerk van prestasiedeterminante en prestasiekonstrukte nie. Die eksterne geldigheid van die valideringsontwerp was ook problematies. Geen betroubaarheids-, geldigheids-, billikheids- of nutanalises is ten tyde van die oudit uitgevoer nie. 'n Daaropvolgende korrelasie-analise dui op lae, statisties onbeduidende korrelasies tussen die meerderheid van die gekose voorspellers en die ontwikkelde kriteria. Daar is desnieteenstaande lineêre kombinasies van voorspellers gevind vir elk van die drie inbelsentrumposte wat beduidend matige proporsies kriteriumvariansie verklaar. Die billikheid van die gebruik van die CSR meervoudige regressievergelyking vir wit en swart aansoekers is ondersoek en aanvaarbaar gevind. As gevolg van praktiese beperkinge is die nut van die seleksieprosedure nie geëvalueer nie. Daar word aanbeveel dat die huidige seleksieprosedure weer noukeurig deur die maatskappy ondersoek sal word om positiewe veranderinge aan die prestasiehipotese en die operasionele kriteriumtellings aan te bring. Daarna moet konkrete bewyse uit betroubaar gegenereerde, metodologiese navorsing weereens verkry word om die relevansie, betroubaarheid en betekenisvolheid van die afleidings wat gemaak is op grond van voorspellerevaluerings te verifieer, om op dié manier moontlike regsgedinge te beperk, indien nie uit te skakel nie.

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Lodato, Michael A. "Going With Your Gut: An Investigation of Why Managers Prefer Intuitive Employee Selection." Bowling Green, Ohio : Bowling Green State University, 2008. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1206311034.

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Sampson, Mary Elizabeth. "A study of the affirmative action employee selection process in California community colleges." CSUSB ScholarWorks, 1994. https://scholarworks.lib.csusb.edu/etd-project/926.

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De, La Torre Guadalupe Xavier. "Selection from a social distance theory perspective : superintendents' perceptions of equally qualified candidates /." For electronic version search Digital dissertations database. Restricted to UC campuses. Access is free to UC campus dissertations, 2003. http://uclibs.org/PID/11984.

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Thesis (Ph. D.)--Joint Doctoral Program in Educational Leadership (California State University, Fresno and University of California, Davis).
Typescript. Includes bibliographical references. Also available via the World Wide Web. (Restricted to UC campuses).

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Cabrera, Elizabeth Fraser. "Development and application of a new utility model for dichotomized criterion." Diss., Georgia Institute of Technology, 1995. http://hdl.handle.net/1853/29392.

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Gupta, Dipti Marshall Linda L. "Proctored versus unproctored online testing using a personality measure are there any differences? /." [Denton, Tex.] : University of North Texas, 2007. http://digital.library.unt.edu/permalink/meta-dc-3967.

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Cross, Edwin. "n Psigometriese oudit van 'n bestaande keuringsprosedure." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52366.

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Study project (MComm) -- University of Stellenbosch, 2001.
ENGLISH ABSTRACT: A psychometric audit of an existing selection procedure: The validity and credibility of assertions made about the effectiveness and faimess of selection procedures is dependent on the methodology with which the procedure was developed and justified. Thus the process of evaluating a selection procedure in practice entails comparing the developmental history of the procedure to the ideal approach of developing and justifying a selection procedure, derived from standard guidelines, to identify and rectify any procedural and substantial shortcomings. Such a process could be described as a psychometric audit. The actuarial approach to selection is proposed as the ideal approach, whereby a mechanical decision rule is derived from historical data and justified in terms of the faimess and utility of the decisions made. A psychometric audit on the developmental history of the selection procedure for the selection of commission advisers is undertaken and various shortcomings are identified and rectified or at least recommendations are made on rectifying them. The audit finds that the selection procedure has zero validity and negative utility and discriminates unfairly.
AFRIKAANSE OPSOMMING: Die geldigheid en geloofwaardigheid van utsprake oor die effektiwiteit en billikheid van In keuringsprosedure is 'n funksie van die metodologie waarmee die prosedure ontwikkel en regverdig is. Dus geskied die evaluasie van In keuringsprosedure in wese deur die ontwikkelingsgeskiedenis van die prosedure te vergelyk met die ideale benadering tot die ontwikkeling en regverdiging van In keuringsprosedure, afgelei uit standaard riglyne, om enige proseduriele en substantiewe tekortkominge te identifiseer en reg te stel So 'n proses sou beskryf kon word as 'n psigometriese oudit. Die aktuariele benadering tot keuring word voorgestel as die ideale benadering, waarvolgens In meganiese beslu~emingsreel afgelei word u~ historiese data en regverdig word in terme van die billikheid en nut van die besluitneming wat in gevolge die reel geskied. In Psigometriese oudit is onderneem op die ontwikkelingsgeskiedenis van die keuringsprosedure vir die keuring van kommissie adviseurs en verskeie tekortkominge is ge"identifiseer en reg gestel of ten minste aanbevelings ten opsigte van regstelling gemaak. Die oudit vind dat die keuringsprosedure oor zero geldigheid en negatiewe nutwaarde beskik en onbillik diskrimineer.

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Kaiser, Sally Allene. "Job applicants' age, gender, and exercise lifestyle as determinants of evaluations of hiring application forms." CSUSB ScholarWorks, 1993. https://scholarworks.lib.csusb.edu/etd-project/696.

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Dissertations / Theses on the topic 'Employee selection'

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