To see the other types of publications on this topic, follow the link: Job-seeker.
Dissertations / Theses on the topic 'Job-seeker'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 18 dissertations / theses for your research on the topic 'Job-seeker.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse dissertations / theses on a wide variety of disciplines and organise your bibliography correctly.
1
Vest, Jusanne Meltzer. "The relationship of job seeker work experience and gender to the importance placed on work-related attributes." Diss., Virginia Polytechnic Institute and State University, 1989. http://hdl.handle.net/10919/54801.
Full textAbstract:
This study investigates individual perceptions of work related attributes during the employment search process. Specifically, the purpose of this study was to investigate: 1) the relationship of job seeker work experience to the importance placed on work-related attributes, and 2) the relationship of job seeker gender to the importance placed on work-related attributes.
Six hundred and ninety-four graduating baccalaureate hospitality students from eleven nationwide universities with accredited hotel-restaurant programs participated in this study. Hypotheses proposed in this study were largely unsupported. Methodological difficulties associated with survey instrumentation and administration rendered the findings of this study inconclusive.Ph. D.
2
Palmer, Julie Dougherty Thomas W. "The relationships of organizational web site information and job seeker characteristics with perceptions of and attraction to the organization." Diss., Columbia, Mo. : University of Missouri--Columbia, 2008. http://hdl.handle.net/10355/6615.
Full textAbstract:
Title from PDF of title page (University of Missouri--Columbia, viewed on Feb 25, 2010). The entire thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file; a non-technical public abstract appears in the public.pdf file. Dissertation advisor: Dr. Thomas Dougherty. Vita. Includes bibliographical references.
3
Skogholm, Elin, and Selma Sigmarsdóttir. "Vägledning inom arbetsförmedlingen." Thesis, Stockholms universitet, Institutionen för pedagogik och didaktik, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-77254.
Full textAbstract:
The purpose of this study was to examine guidance activities in an employment office and to explain the significance these activities have for the job seekers' way towards an occupation. The method used was literature studies and qualitative interviews with respondents in three categories: a manager, two workingmediators and three job seekers, all at the same employment service office. The results that emerged was that there are different kinds of guidance in the employment service, both in the narrow sense and broad sense. The different categories of respondents describe and define the guidance activities in different ways and have different descriptions of how these activities can help job seekers into employment. The conclusions drawn where that the manager sees everything on the employment service as guidance, workingmediators differ in their roles as advisers and counselors. The job seekers does not see the activities they had access to as guidance. The employees at the employment office considers that the guidance are more helpful in the process towards finding an occupation than job seekers think.Syftet med studien var att undersöka vägledningsaktiviteter på ett arbetsförmedlingskontor samt att redogöra för vilken betydelse dessa aktiviteter har för de arbetssökandes process mot en sysselsättning. Metoden som använts var litteraturstudier samt kvalitativa intervjuer med intervjupersoner av tre olika kategorier: en chef på arbetsförmedlingen två arbetsförmedlare samt tre arbetssökande, alla vid samma arbetsförmedlingskontor. Resultaten som framkom var att de finns olika slags vägledning inom arbetsförmedling, både i snäv bemärkelse och vid bemärkelse. De olika kategorierna av intervjupersoner beskriver och definierar vägledningsaktiviteterna på olika sätt och de har olika beskrivningar på hur dessa aktiviteter kan hjälpa arbetssökande till sysselsättning. Slutsatser som dragits är att chefen ser allt på arbetsförmedlingen som vägledning, arbetsförmedlarna skiljer på sina roller som arbetsförmedlare och vägledare. De arbetssökande ser inte de aktiviteter de fått ta del av som vägledning. De anställda på arbetsförmedlingen anser att insatserna och aktiviteterna som finns är till större hjälp i processen mot en sysselsättning än vad de arbetssökande tycker.
4
VIEIRA, Daianne Rafael. "Do Congo para o Brasil: as perspectivas de vida e trabalho de refugiados e solicitantes de refúgio congoleses no Rio de Janeiro." Universidade Federal de Pernambuco, 2015. https://repositorio.ufpe.br/handle/123456789/16277.
Full textAbstract:
Submitted by Fabio Sobreira Campos da Costa (fabio.sobreira@ufpe.br) on 2016-04-04T12:42:29Z
No. of bitstreams: 2
license_rdf: 1232 bytes, checksum: 66e71c371cc565284e70f40736c94386 (MD5)
VERSÃO DIGITAL_DISSERTAÇÃO DE DAIANNE RAFAEL VIEIRA_PPGA.pdf: 1937158 bytes, checksum: b484d5a9e66f5cdaa940d13be0e01655 (MD5)Made available in DSpace on 2016-04-04T12:42:29Z (GMT). No. of bitstreams: 2 license_rdf: 1232 bytes, checksum: 66e71c371cc565284e70f40736c94386 (MD5) VERSÃO DIGITAL_DISSERTAÇÃO DE DAIANNE RAFAEL VIEIRA_PPGA.pdf: 1937158 bytes, checksum: b484d5a9e66f5cdaa940d13be0e01655 (MD5) Previous issue date: 2015-06-30
CAPEs
Esta pesquisa aborda a inserção crescente do Brasil no acolhimento aos refugiados e solicitantes de refúgio dentro de um contexto internacional, bem como as razões que levam à migração congolesa pelo mundo. Discute também a vivência do refugiado e solicitante de refúgio congolês na cidade do Rio de Janeiro, no que implica revelar como estes indivíduos estão sendo recebidos, a formação de redes entre eles e a importância da busca por trabalho. Por meio da oferta de programas de assistência ligados ao Alto Comissariado nas Nações Unidas para Refugiados (ACNUR) e à Cáritas Arquidiocesana do Rio de Janeiro, este grupo de refugiados e solicitantes de refúgio tem revelado mecanismos de sobrevivência para se adaptar à sociedade brasileira, às falhas de acolhimento e às ofertas de trabalho, na tentativa de possibilitar um novo espaço de aceitação e morada. Assim, revela-se aqui como a concessão do refúgio aos congoleses localizados no Rio de Janeiro tem permitido a construção de novas perspectivas de vida, diferentes da vivência da fome, violência e miséria constantes na República Democrática do Congo.
This research addresses the growing insertion of Brazil within an international context as it welcomes refugees and asylum seekers as well as the reasons leading to Congolese migration around the world. It seeks to survey the day-to-day experience of Congolese refugees and asylum seekers in the city of Rio de Janeiro. Its goal is to reveal how these individuals are being accepted as well as the intricate formation of networks amongst them highlighting their job-seeking journey. It explores the topic of how, with the assistance of High Commissioner related assistance programs in the United Nations for Refugees (UNHCR) and the Archdiocesan Caritas of Rio de Janeiro, this group has developed coping mechanisms to adapt to Brazilian society. This paper also discusses the flaws encountered as Brazilian Society grants asylum to Congolese refugees, such as to provide these individuals with job opportunities as a vehicle for acceptance and residence. Thus, it is revealed here how the granting of refuge to the Congolese in Rio de Janeiro has allowed for the possibility of new perspectives of life compared to their previous experience of hunger, violence and constant misery in the Democratic Republic of Congo.
5
Wesolowski, Peter. "We Only Accept Online Applications: The Effect of HRIS E-Recruitment Technology on Job-Seeker Fairness Perceptions in the Canadian Federal Public Sector." Thesis, Université d'Ottawa / University of Ottawa, 2016. http://hdl.handle.net/10393/34321.
Full textAbstract:
Industrial-organizational psychologist Stephen S.W. Gilliland developed a model for studying job-seeker fairness perceptions in 1993 based on existing research in organizational justice. The model includes several rules which will result in job-seeker perceptions of fairness if satisfied and job-seeker perceptions of unfairness if violated. Given the prominence of this model in the literature as well as changes which have occurred in personnel selection (such as human resource information systems, or HRIS, and e-recruitment), scholars have called for a technological re-envisioning of the original model, especially the explanations/descriptions ascribed to each rule. The present study seeks to understand how HRIS e-recruitment technology impacts job-seeker fairness perceptions and in so doing update the Gilliland (1993) model using a qualitative methodology and website success measures from information systems success theory. It contributes to the literature on applicant fairness perceptions by accounting for technological change, and contributes to the field of Public Administration by studying a governmental e-recruitment portal thereby accounting for the particularities of public-sector HRM which is underrepresented in the organizational justice literature. Over the course of one (1) year, twelve (12) job-seekers participated in a series of focus group interviews where they reflected on their experiences applying for jobs in the Canadian federal civil service using the government’s e-recruitment portal. Participants completed profiles, sent applications, communicated with government personnel, and wrote internet tests, among other job-search activities, and reported on their experiences from the perspective of fairness. Results confirm the validity of all original procedural justice rules and offer insight into their application in a recruitment environment where applicants invest considerable time interacting with computerized systems. Two additional rules are also put forth including the ease with which candidates can deceive tests and privacy/trustworthiness using technology. The findings are limited insofar as data gathering took place during a time of reduced hiring activity by the employer and because participation was limited to one (1) specific geographic location.
6
Moberg, Åsa, and Antonio Nicoli. ""Problematiken är mer komplex än att bara sakna inkomst" : En kvalitativ studie rörande bedömning om ekonomiskt bistånd." Thesis, Linnéuniversitetet, Institutionen för socialt arbete (SA), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-65717.
Full textAbstract:
A Social Services Act was introduced in 2016 to avoid differences concerning assessments between municipalities and to improve legal certainty and equal treatment among applicants. This study is aiming at investigating social security officers’ assessment of applications for income support in order to fulfill the legislator’s aim of the actual act. In more details, the study uncovers criteria for how the social security officers assess whether clients are actively seeking employment or not. A qualitative approach based on individual semi-structured interviews is conducted with six social security officers from three Swedish municipalities. Interviews are based on a fictional case. Lipsky’s theory of Street-level bureaucrats and Hasenfeld’s Human service organizations theory are applied to analyze collected interviews. The result shows that the amendment in the Social Service Act does not induce major changes in social security officers’ routines. There are various factors influencing these officers’ decision making regarding the clients’ activities to search for jobs. Decision-making is contextually dependent and there is room for discretion concerning the interpretation of the actual Social Service Act. Therefore this act might be improved in order to achieve equal treatment and legal certainty.
7
Šedová, Lucie. "Návrh na snížení nezaměstnanosti v okrese Třebíč." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2015. http://www.nusl.cz/ntk/nusl-224916.
Full textAbstract:
This master’s thesis deals with the problem of unemployment and its development in the district of Trebic in years 2009 – 2013. The work is focused of finding the causes of unemployment through labor market analysis, especially structure of job seeker. Some solutions that can help to reduce unemployment rate in the district of Trebic result from the conducted analysis. These are presented in the conclusion of the thesis.
8
MOCHI, FRANCESCA. "Creatività individuale e di team: Esperimenti riguardo gli effetti degli stili di leadership e delle pratiche di gestione delle risorse umane." Doctoral thesis, Università Cattolica del Sacro Cuore, 2018. http://hdl.handle.net/10280/39858.
Full textAbstract:
La tesi approfondisce alcune delle risorse strategiche che permettono la sopravvivenza e il miglioramento delle organizzazioni. Essa si divide in tre articoli, il fil rouge è l’utilizzo degli esperimenti come metodologia di ricerca. Riconoscendo la creatività dei lavoratori come una competenza strategica e una misura di performance sia a livello individuale che di gruppo, il primo articolo confronta gli effetti di tre stili di leadership – trasformazionale, transazionale e laissez-faire – sulla creatività individuale e mostra quale di essi sia più appropriato per il suo incremento. I mood positivi e negativi sono stati inclusi nel modello di ricerca come mediatori e la motivazione intrinseca è stata inclusa come moderatore. Il secondo articolo estende il primo e indaga le medesime relazioni a livello di team. Non solo i leader, ma anche i follower sono rilevanti per le organizzazioni: i talenti sono la linfa vitale delle organizzazioni e il loro comportamento deve essere indagato in modo da attrarli, trattenerli e gestirli. Il terzo articolo indaga quindi il comportamento dei talenti nella ricerca di una posizione lavorativa e nella scelta del datore di lavoro tramite l’utilizzo di social media e l’analisi delle pagine sui social network.The purpose of the thesis is to provide an in-depth understanding of some strategic resources that allow organizational survival and improvement. The thesis is divided into three papers and the fil rouge is the use of experimental design as research methodology. Recognizing creativity as a strategic competence and a measure of individual or team performance, the first paper compares the effect of three leadership styles – transformational, transactional and laissez-faire – on individual creativity, thus showing which leadership behavior is the most suitable for enhancing it. Positive and negative moods are included in the research design as mediators and individual intrinsic motivation is included as moderator. The second paper is an extension of the first one and investigates the same relationships at a team level of analysis. Furthermore, not only leaders are relevant for the organizations, but followers too. Talents are the life-bloods of organizations and their behaviours have to be detected for attracting them, but also for retaining and managing them. The third paper untangles the job seekers’ behaviors in looking for a job and choosing a company rather than another one basing their choice on the screening of social media and social network pages.
9
MOCHI, FRANCESCA. "Creatività individuale e di team: Esperimenti riguardo gli effetti degli stili di leadership e delle pratiche di gestione delle risorse umane." Doctoral thesis, Università Cattolica del Sacro Cuore, 2018. http://hdl.handle.net/10280/39858.
Full textAbstract:
La tesi approfondisce alcune delle risorse strategiche che permettono la sopravvivenza e il miglioramento delle organizzazioni. Essa si divide in tre articoli, il fil rouge è l’utilizzo degli esperimenti come metodologia di ricerca. Riconoscendo la creatività dei lavoratori come una competenza strategica e una misura di performance sia a livello individuale che di gruppo, il primo articolo confronta gli effetti di tre stili di leadership – trasformazionale, transazionale e laissez-faire – sulla creatività individuale e mostra quale di essi sia più appropriato per il suo incremento. I mood positivi e negativi sono stati inclusi nel modello di ricerca come mediatori e la motivazione intrinseca è stata inclusa come moderatore. Il secondo articolo estende il primo e indaga le medesime relazioni a livello di team. Non solo i leader, ma anche i follower sono rilevanti per le organizzazioni: i talenti sono la linfa vitale delle organizzazioni e il loro comportamento deve essere indagato in modo da attrarli, trattenerli e gestirli. Il terzo articolo indaga quindi il comportamento dei talenti nella ricerca di una posizione lavorativa e nella scelta del datore di lavoro tramite l’utilizzo di social media e l’analisi delle pagine sui social network.The purpose of the thesis is to provide an in-depth understanding of some strategic resources that allow organizational survival and improvement. The thesis is divided into three papers and the fil rouge is the use of experimental design as research methodology. Recognizing creativity as a strategic competence and a measure of individual or team performance, the first paper compares the effect of three leadership styles – transformational, transactional and laissez-faire – on individual creativity, thus showing which leadership behavior is the most suitable for enhancing it. Positive and negative moods are included in the research design as mediators and individual intrinsic motivation is included as moderator. The second paper is an extension of the first one and investigates the same relationships at a team level of analysis. Furthermore, not only leaders are relevant for the organizations, but followers too. Talents are the life-bloods of organizations and their behaviours have to be detected for attracting them, but also for retaining and managing them. The third paper untangles the job seekers’ behaviors in looking for a job and choosing a company rather than another one basing their choice on the screening of social media and social network pages.
10
Tseng, Su-ching, and 曾素菁. "Research for Job Seeker Values of Generation Y." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/81917937022496880619.
Full textAbstract:
碩士國立中山大學
高階經營碩士班
100
This study to explore Generation Y seekers values, the purpose of the study of Generation Y in the process of choosing a business consideration, and explore the different Generation Y has a different seek values. Sampling object of this study, the 30-year-old Generation Y seek seekers, conducted survey questionnaire scale way of their seek search intention, seek values is divided into the industry, company culture, organizational performance, organizational characteristics, seek characteristics, reward systems, learning and development and social responsibility. The results showed that the image of the organization does send a message on the internal staff to seekers, If the organization''s message is strong severe or obvious, seek seekers may be easier to notice this company, and more a reality check on the company the content of the message, and then to measure the organization through the assessment of values and similarity.
11
LU, TING-YI, and 魯亭儀. "A Hybrid Feedback Recommender System for Job Seeker." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/zdcf59.
Full textAbstract:
碩士銘傳大學
電腦與通訊工程學系碩士班
106
Recommender systems have been widely used in many fields, but most of them have high dependency on user's feedbacks to revise recommended options. To job seeker, the recommended mechanism of Job Bank is various, the results of matching profile and corporate recruitment conditions are usually unable to meet both job seeker's preferences and corporate’s requirement. The large database usually waste job seekers much time to search the ideal jobs. Therefore, we proposed a Hybrid Feedback Recommender System for a job seeker. Using Hybrid Feedback Technique to analyze user's preferences by portfolio and a new data mining technique for job bank websites called JSS-Tree (Job Seeking Searching Tree) to find the correlation about job searching of different users and active user. By Hybrid Feedback Recommender System can reduce the time of users searching ideal jobs and the system could have better recommendation results provide the user selects.
12
Rejchrtová, Aneta. "Výběr uchazečů o zaměstnání." Master's thesis, 2018. http://www.nusl.cz/ntk/nusl-372972.
Full textAbstract:
The thesis deals with selected legal aspects of the process of selection of job seekers. Through the study of professional literature and other sources, legal regulations and also own small research, the author deals mainly with the issue of the principle of equal treatment and the prohibition of discrimination and protection of personal data. The thesis also describes the job position of the job seeker, the pre-contractual liability and the dishonest behavior of the potential employee and the employer, the ways of getting employees and other connections, because the theme of the thesis is more extensive than it might seem at first sight. The possibilites of the defence are also mentioned. The process of selection of job seekers can not be considered as a purely personalist discipline. The thesis works with legislation such as the Labor Code, the Employment Act, the Anti-Discrimination Act on the Personal Data Protection Act. Although the selection of a prospective employee is the employer's responsibility, employers have to observe the legal requirements, for example, they can not discriminate the job seekers or infringe the privacy of the job seeker unwarranted. Therefore, for example, a potential employer can require only information directly related to the conclusion of an employment contract. The...
13
TUYET, LE THI, and LE THI TUYET. "Effect of Corporate Social Responsibility Information in a Recruitment Brochure on Job Seeker`s Intention to Organizations." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/97163771013280592240.
Full textAbstract:
碩士國立臺灣科技大學
企業管理系
105
Corporate social responsibility (CSR) becomes a source of competitive advantages of enterprises in attracting high quality human resources as well as job applicants. Understanding a relationship between CSR and applicant intention is vital for companies in releasing effective recruitment strategies. This empirical study explores influences of level of CSR information provided in a job advertisement on job seekers` intention to organizations through multiple aspects. Three levels of without CSR information, implicit CSR information, and explicit CSR information were designed in three experiments to collect data from participants via questionnaire survey. The collected sample of 225 data were then analyzed to test the proposed hypotheses. The analytical results supported the hypotheses that (1) perceived CSR is higher when CSR information posted in the recruitment brochure; (2) perceptions of organizational attractiveness is higher when CSR information posted in the recruitment brochure; (3) a relationship between a level of CSR information and intention of applying for job is mediated by perceptions of organizational attractiveness; (4) a relationship between a level of CSR information and intention of applying for job is mediated by perceived CSR; and (5) perceived CSR is positively related to perceptions of organizational attractiveness and intention of applying for job. Findings of this study suggest that CSR information should be provided in recruitment brochure as much as possible. In practice implementation, findings of this study provide company managers with comprehensive references in choosing an effective human resource strategy policy.
14
Tseng, Ling-Ling, and 曾甯甯. "Exploring the Relationship between Job Seeker΄s Social Capital and the Use of Employment Promotion Programs：The Moderating Effects of Locus of Control and Achievement Motivation." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/52351125208261319648.
Full textAbstract:
碩士國立高雄應用科技大學
人力資源發展系
99
The public employment patterns ease the unemployment problem in the short term, reduce the pressure on the unemployed life, develop and maintain the employability of the unemployed, and assist rapid re-employment through large-scale publics sectors’ job creation programs. Therefore, this study explored the relationship between the social capital which is accumulated during the programs’ social capital and the use of public employment programs. The samples were collected by the people who had used the public employment programs in the Employment Service Centre of Kaohsiung-Pingtung-Penghu-Taitung Region. A total of 520 questionnaires, were used and 407 valid questionnaires were completed. The effective rate was 78%. The results indicated： 1、There has a significant positive relationship between the social capital and the times of using the public employment programs. 2、There has a positive relationship between age and the times of using the public employment programs. Besides, there has a negative relationship between education and the times of using the public employment programs. In addition, married use more times of the public employment programs than singles. 3、There has a positive relationship between internal control and the times of using the public employment programs. Besides, there has a negative relationship between external control and the times of using the public employment programs. 4、There has no signification relationship between achievement motivation and the times of using the public employment programs. 5、Internal control increases the positive relationship between social capital and the times of using the public employment programs. 6、External control and achievement motivation have no moderating effect between social capital and the times of using the public employment programs.
15
Doušová, Jana. "Uchazeč o zaměstnání a Úřad práce České republiky." Doctoral thesis, 2020. http://www.nusl.cz/ntk/nusl-436310.
Full textAbstract:
A Job Seeker and the Labour Office of the Czech Republic Abstract The PhD thesis focuses primarily on the legal regulation of the Employment Act affecting the issue of job seekers within the activities of the Labour office, especially in the process of employment intermediation and in receiving unemployment benefits. The introductory theoretical interpretation of the fundamental social right guaranteed by the Charter of Fundamental Rights and Freedoms, i.e. the right to work, is followed by a treatise on unemployment and its development. A compact overview of this issue is given by a summary of the concept of employment policy in the Czech Republic and within the European Union and its state management within the Czech Republic. The main part of the thesis presents an analysis of individual provisions of the Employment Act from the practical point of view of the job seeker. It defines his rights and obligations starting by submitting an application for mediation of suitable employment to the Labor office register. These are discussed in detail in relation to the main instruments that the job seeker may encounter during registration, such as "appropriate employment", "serious reasons", "temporary incapacity to work", "non- conflicting employment", "illegal work", etc. The thesis contains a detailed analysis...
16
Nová, Karolína. "Ochrana osobních údajů při vzniku pracovního poměru." Master's thesis, 2020. http://www.nusl.cz/ntk/nusl-437194.
Full textAbstract:
Protection of Personal Data Prior to Employment Abstract The development of new technologies has completely changed the view on how personal data is being processed in labor relations. Screening job seekers on social networks or using artificial intelligence to analyze a candidate's predispositions are, at first sight, much less intense and conspicuous forms of invasion of privacy than traditional surveillance methods such as the use of security cameras. Employees and job seekers are therefore in a very disadvantageous position, which has not yet been reflected on the level of EU legislation. The legal regulation of personal data protection is very specific in its abstraction. When processing personal data, it is necessary to keep in mind the basic principles of data handling, and each processing should therefore be (among other things) purposefully limited, minimized, transparent and correct. However, these concepts are so abstract that their interpretation is the subject to countless debates even among personal data protection experts. In view of the above, it is understandable that it may be very difficult for many employers to know what specific measures of data protection are to be applied. For this reason, in practice, there is considerable formalism in the application of some institutes which stems...
17
Mornet, Martin Pierre. "Recruitment consultants: a unique resource for job seekers." Master's thesis, 2017. http://hdl.handle.net/10071/14624.
Full textAbstract:
The main purpose of this research is to highlight the value added by recruitment consultants
to the recruitment process. The focus is oriented towards the relationship between recruitment
consultants and job seekers, becoming candidates once they have applied to a job offer. After
reviewing what the literature offers on this topic, we will conduct a qualitative research,
including an exploratory study by interviewing two groups of six and seven people,
representing both sides of the relationship. The findings of these interviews will show that
several views are brought to this topic. It will mainly be understood that the relationship
between a recruitment consultant and a candidate is quite different from the relationship a
candidate and the potential employer would have. Interview responses will also examine the
advantages job seekers have to use a recruitment agency in their job search.O objetivo principal desta pesquisa é destacar o valor agregado dos consultores de recrutamento no processo de recrutamento. O foco é orientado na relação entre estes consultores e as pessoas à procura de um emprego, que se tornam candidatos quando respondem as propostas de trabalho. Depois de verificar o que a literatura especializada neste tema propõe, iremos conduzir uma pesquisa qualitativa, na qual será incluido um estudo sobre a relação entre consultores e candidatos a partir de entrevistas a dois grupos um constituido por seis pessoas e outro com sete pessoas. Os resultados destas entrevistas indicam que existem varios pontos de vistas neste assunto. A principal constactaçao é que a relação entre os consultores de recrutamento e o candidato é diferente da relação que existe entre o candidato e o potential empregador. As respostas das entrevistas também examinaram as vantagens que o candidato tem ao passar por uma agência de recrutamento na sua procura de emprego
18
Stádník, Jaroslav. "Porušování zákona o zaměstnanosti." Doctoral thesis, 2019. http://www.nusl.cz/ntk/nusl-408848.
Full textAbstract:
Violation of the Employment Act Abstract The purpose and aim of this dissertation work was compactly and coherently to describe the individual types of violations of legal regulations in relation to their consequences for individual entities against whom the negative impacts are directed. The work, based on the current legal regulation of employment, divides the violations of obligations into individual areas, which can be further broken down by entities violating obligations and (by) the seriousness of individual violations. The issue of violation of the Employment Act includes two fundamental areas. The first area, which forms an inherent part of most substantive regulations, is the area of administrative offenses, responding primarily to violations of obligations imposed upon employers. Especially the third, fhe fifth and the sixth chapter focus on this field. The second area of the Employment Act, which is vital for the topic at hand, regulates and sets obligations for individuals, persons interested in the job and especially job seekers who, through the Labour Office, exercise their basic social rights guaranteed by the Charter of Fundamental Rights and Freedoms, i.e. the right to work. The second and partly the fourth and the sixth chapter deal with this topic. In the light of the potential impacts...