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Relevant bibliographies by topics / Organizational Recruitment / Dissertations / Theses

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Dissertations / Theses on the topic 'Organizational Recruitment'

Author: Grafiati

Published: 3 June 2025

Last updated: 1 August 2025

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1

Eskew, Don E. "Fairness in recruitment : applying a framework of organizational justice to recruitment perceptions." The Ohio State University, 1993. http://rave.ohiolink.edu/etdc/view?acc_num=osu1272294607.

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2

Hawkins, Beverley. "Recruitment agents : how to self-managed teams of recruitment consultants negotiate gendered organizational culture." Thesis, Keele University, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.496329.

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This thesis contributes to scholarship by providing an account of what it is like to work in the private recruitment industry, a sector which has previously been neglected by researchers. I offer a series of ethnographically-derived insights which explore the frenetic efforts of those working in two self-managed teams, a branch of an international recruitment organization here given the pseudonym 'Strongstaff'.

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3

Mohammed, Salifu Dauda. "THE IMPACT OF RECRUITMENT SOURCES ON BRAND IMAGE PERCEPTIONS AND ORGANIZATIONAL ATTRACTION: LEVERAGING ORGANIZATIONAL BRAND IMAGE PERCEPTIONS TO ENHANCE RECRUITMENT ATTRACTION." Diss., Temple University Libraries, 2019. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/567577.

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Business Administration/Human Resource Management<br>D.B.A.<br>In today’s competitive labor markets, successfully recruiting a large pool of skilled and qualified job applicants is a prime concern of many organizations. In Study 1, I focused on how organizations can successfully employ four traditional recruitment practices (sponsorships, job fair activities, word-of mouth endorsements and corporate advertisements) simultaneously to disseminate information about their positive recruitment brand images to job seekers to enhance organizational attraction. The results which supported all my hypot

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4

Kroustalis, Christina Marie. "Investigating the Portrayal of Organizational Culture in Internet Recruitment: Can Applicants Gain a Sense of Person-Organization Fit through a Recruitment Website?" NCSU, 2006. http://www.lib.ncsu.edu/theses/available/etd-03052006-204558/.

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This study found that culture-specific pictures on a recruitment website allowed individuals to more accurately assess an organization?s culture, while employee testimonials had no such effect. Additionally, results indicated that when individuals expressed higher preferences for a specific culture dimension, they had a higher dimension-level P-O fit after viewing websites designed to portray the specific culture dimension. Lastly, this study confirmed results of previous studies (e.g., Cable & Judge, 1996; Judge & Cable, 1997), that when individuals report higher levels of P-O fit with an org

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5

Macioschek, Andreas, and Robin Katoen. "Employer Branding and Talent-Relationship-Management : Improving the Organizational Recruitment Approach." Thesis, Umeå University, Umeå School of Business, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1177.

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<p>In todays business environment there is an increasing recognition that human resources are a valuable asset to distinguish a company from its competitors. This tendency, in combination with increasing job mobility among employees and an ongoing demographic change, has turned the labour market into a competitive arena.</p><p>Employer Branding and Talent-Relationship-Management are two fairly new concepts in the area of Human Resource Management, which have the aim to differentiate companies on the labour market and to support them effectively in their endeavour to approach, acquire and retai

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6

Hoisington, Edward H. Jr. "Police Recruitment| Best Practices to Ensure a Competent, Skilled Workforce." Thesis, University of Phoenix, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10811880.

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<p> This researcher examined the recruitment process to identify best practices for law enforcement leaders to populate vacant positions with a competent and skilled workforce. The purpose of this qualitative exploratory case study was to identify best practices for law enforcement agencies to recruit and maintain trustworthy officers to protect local communities. The conceptual framework for this study was based on the historical evolution of recruitment practices. The researcher used a review of past and present police-recruitment practices to help identify best practices by which law enforc

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7

Ostrowski, Joseph. "Applicant Reactions to the Use of LinkedIn in Recruitment and Selection." Xavier University Psychology / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=xupsy1598375484747537.

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8

Matamala, Alejandra. "Assessing Organizational Image: Triangulation Across Different Applicant Perceptions, Website, and Facebook Features." FIU Digital Commons, 2014. http://digitalcommons.fiu.edu/etd/1740.

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This study examined the role of corporate websites and company Facebook profiles in shaping perceptions of organizational image in the recruitment context. A primary purpose of this research was to determine whether or not perceptions of organizational image vary across different web-based recruitment methods, specifically examining corporate websites and social networking (SNW) sites, such as company Facebook profiles. A secondary goal was to determine how these perceptions of image are shaped by the objective components of websites and Facebook profiles. Finally, this study sought to determi

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9

Olsen, Jesse Eason. "The effect of organizational diversity management approach on potential applicants' perceptions of organizations." Diss., Georgia Institute of Technology, 2010. http://hdl.handle.net/1853/34846.

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Scholars suggest that organizational diversity management (DM) programs are useful not only to satisfy legal requirements or social demands, but also to further the achievement of business objectives. However, much is still to be learned about the effects of such programs on individuals' perceptions of the organization. After reviewing the relevant literature on organization-level DM programs, I present a theoretical framework using recent literature that takes a strategic perspective on DM. This research classifies organization-sponsored DM programs into qualitatively different categories. Us

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10

Hakulinen, L. (Laura). "Leading organizational culture with recruitment and personnel selection in international growth-stage companies." Master's thesis, University of Oulu, 2019. http://jultika.oulu.fi/Record/nbnfioulu-201906052464.

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Abstract. The goal of this thesis is to find out how international growth-stage companies lead their organizational culture with recruitment and personnel selection. The theoretical framework of the study consists of two main themes, organizational culture and human resource management (HRM). In HRM, the focus is on recruitment and selection functions of the organization. Empirical part of the study is a qualitative study, which was composed from three semi-structured interviews among growing, international companies. The data collected in interviews was analysed by using Gioia methodology and

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11

Altuntop, Serkan. "The Determinants of the Recruitment Practices of Police Departments: A Nation Level Analysis of Adopting A Certain Recruitment Model." [Kent, Ohio] : Kent State University, 2008. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=kent1228144350.

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Thesis (Ph.D.)--Kent State University, 2008.<br>Title from PDF t.p. (viewed Jan. 5, 2010). Advisor: David Kessler. Keywords: police; police selection; law enforcement recruitment; selection methods. Includes bibliographical references (p. 133-150).

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12

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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Amanda, Petrén, and Gustafson Linda. "Corporate Storytelling : En kvalitativ studie om Corporate Storytelling som kommunikationsverktyg för förmedlandet av intern kultur till nya medarbetare i designbyråer." Thesis, Södertörns högskola, Institutionen för samhällsvetenskaper, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-28100.

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Purpose: The purpose of this study is to examine how and if an organization is using the phenomenon Corporate Storytelling as a toll for communication to spread internal culture to new employees. Method: This paper is based on a qualitative approach where semi structured interviews together with computer-aided interviews are used for data collection. We applied theories from scholars and scientific research to form a theoretical framework, which we analysed together with the empirical data that been gathered. Conclusion: Through our analysis we have come to the conclusion that Corporate Storyt

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Netzell, Karin. "Rekryteringsstrategier inom marknadsföring och kommunikation : En kvalitativ studie avhur individer och organisationer hanterar sökandet efter medarbetare/arbetsgivare och hur rekryterare skapar matchning." Thesis, Umeå universitet, Sociologiska institutionen, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-82989.

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This paper describes and analyzes how individuals and organizations that operate in careers in communications and marketing deal with the search for employees / employers, and how recruiting managers and recruitment consultants are working to create a match between the parties. The study was conducted on behalf of a recruitment agency that offers services in recruiting and staffing for organizations in communication and marketing. The empirical material consists of ten qualitative interviews from three different perspectives on the labor market, recruitment consultants, managers and employees.

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15

Hollandsworth, Danita. "Applying an Organizational Approach to the Sociology of Leisure: A Study of Clog Dancers." Thesis, Virginia Tech, 1998. http://hdl.handle.net/10919/37037.

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The purpose of this study was to enhance understanding of leisure experiences by applying an organizational approach to the sociology of leisure. This organizational approach, used mainly to study work and occupations, consists of a conceptual framework derived from social systems theory and structural functionalism. The sensitizing concepts used from this framework were recruitment, socialization, and identity. In this study, I focused on the leisure group of clog dancers. My research questions, derived from this approach, include (1) How do clogging groups recruit their members? (2) Ho

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16

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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17

Wesley, S. Scott. "An exploratory analysis of organizational choice : the relationship between actual and perceived organizational attributes under conditions of traditional versus realistic recruitment information." Thesis, Georgia Institute of Technology, 1986. http://hdl.handle.net/1853/30352.

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18

Koumbis, Venette N. "THE EFFECTS OF ANTICIPATED JOB EMBEDDEDNESS AND SOCIAL NEEDS ON ORGANIZATIONAL ATTRACTION." University of Akron / OhioLINK, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=akron1184951571.

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19

Agard, Christine Paula. "Recruitment Strategies, Matrices, and Techniques Used in Hiring Veterans." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3133.

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Successful transition to civilian employment is a challenge for veterans. The purpose of this single case study was to explore critical aspects of hiring managers' decision-making process and to understand how these strategies and techniques affect the hiring of veterans. Tajfel and Turner's social identity theory and Lewin's organizational change model formed the conceptual framework for the study. The participants for this study were 8 hiring managers from a midsized company in the Upper Hudson Valley Region, New York. Data were collected using semistructured interviews. The data were analyz

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20

Pham, Do Dieu Thu. "Managing green recruitment to attract pro-environmental job seekers : the combined effect of green organizational process and green organizational distinctiveness of «Handicap» principle." Doctoral thesis, Université Laval, 2021. http://hdl.handle.net/20.500.11794/68754.

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L'accent mis sur la durabilité environnementale au sein des entreprises et l'engagement actif des organismes à but non lucratif globalement à trouver des solutions aux problèmes environnementaux au cours des dernières décennies ont tous deux contribué à l'essor du mouvement écologique. Parmi les facteurs explicatifs de ces tendances figurent la dégradation environnementale dans certaines régions du monde et l'augmentation de notre empreinte écologique individuelle, donnant lieu à une responsabilité socio-écologique partagée. Un autre facteur clé concerne la reconnaissance récente des nombreux

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Grindstaff, Sharron Rutledge. "A descriptive study of the organizational attributes of exemplar Tennessee hospitals." [Johnson City, Tenn. : East Tennessee State University], 2002. http://etd-submit.etsu.edu/etd/theses/available/etd-0401102-090231/unrestricted/grindstaff042302.PDF.

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22

Wills, Rebekkah Faith. "Organizational recruitment web sites the influence of web site aesthetics on initial affective reactions to the site and subsequent attraction to the organization /." Connect to this title online, 2007. http://etd.lib.clemson.edu/documents/1202499280/.

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23

Burns, Michael Edward. "Story-Selling: The Persuasive Effects of Using Stories in University Recruitment." Diss., North Dakota State University, 2012. https://hdl.handle.net/10365/26563.

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The purpose of this dissertation was to examine the persuasive effects personal stories have on the university recruitment process. Specifically, this study explored how Fisher's (1984) concepts of narrative probability and fidelity influenced Ajzen's (1991) theory of planned behavior model using a four-staged quasi-experimental study. Jablin's (1982) anticipatory socialization phase of organizational assimilation theory acted as a context for this applied dissertation. This study evolved over four stages while working with the North Dakota State University Office of Admission. The first stag

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Dinh, Cam Nhung <1996&gt. "OUTSOURCING AND INNOVATION: ORGANIZATIONAL AGILITY IN INFORMATION TECHNOLOGY INDUSTRY How Recruitment process Outsourcing impacts on the Organizational Agility of Citigo – an Information technology Company in Vietnam?" Master's Degree Thesis, Università Ca' Foscari Venezia, 2020. http://hdl.handle.net/10579/17709.

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The worldwide market are changing and updating in an unprecedented speed. With the daily emergence of new technology, the competition is getting fiercer than ever before. This fact leads to the race of company in fast responding to the market, and to the terms of organizational agility more popular within companies, especially those in Information Technology Industry. Even though Organizational agility is a familiar term in the world, the number of companies, or industries mastering in this quality is still limited. Therefore, the reasons for this phenomenon and key elements driving the organi

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Miller, Ashley Yvonne. "An Exploration of College-Related Memorable Messages." TopSCHOLAR®, 2012. http://digitalcommons.wku.edu/theses/1148.

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This research explored how memorable messages and formal (official) university messages work together to inform and influence students’ college choices. Recognizing the ways in which university-constructed and other memorable messages influence students’ choice of college could potentially help colleges improve their recruitment messages and distinguish themselves from other institutions. Semi-structured interviews were conducted to obtain data from the participants, and the data were analyzed through a thematic, constant comparative method. Within the context of higher education, findings rev

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Ferreira, José Manuel da Rocha Vidal Santiago. "Recrutamento e seleção - Departamento de RH na Loja IKEA Loures." Master's thesis, Instituto Superior de Economia e Gestão, 2013. http://hdl.handle.net/10400.5/11386.

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Mestrado em Gestão de Recursos Humanos<br>No âmbito do Mestrado em Gestão de Recursos Humanos, este relatório de estágio visa apresentar as experiências por mim vividas durante o estágio no Departamento de Recursos Humanos na loja IKEA, as participações nas tarefas ligadas à área de Recrutamento e de Selecção e sua a interligação e importância no modo de funcionamento da loja IKEA Loures. Com esse intuito analisar-se-ão as características do sistema de Recrutamento e de Selecção e os objectivos que se propõe atingir, utilizando e recorrendo, para esse efeito, a conceitos de vários autores que

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27

Fritsch, Lisa, and Joel Yderberg. "Är du en av oss? : -En kvalitativ studie om organisationskulturens påverkan på rekrytering." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-49063.

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Syfte: Syftet är att visa för- och nackdelar för organisationskulturens påverkan på rekryteringen hos organisationer som är präglade av organisationskultur, samt hur en organisation avgör vilken individ som passar in. Vi ämnar beskriva eventuella risker, möjligheter och begränsningar med dessa metoder för både organisation och individ. Metodik: En flerfallsundersökning på fem organisationer inom den privata sektorn har tillämpats som undersökningsdesign med en induktiv ansats. Genom en kvalitativ metod där semi-strukturerade intervjuer har genomförts har data producerats fram. Slutsats: Organi

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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.<br>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 gap

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Persson, Anna-Greta, and Rebekah Pearson-Nelson. "The Development of an Employer Brand for a Growing IT Company : Using organizational culture to understand retention and attraction as aspects of Employer Branding." Thesis, Linköpings universitet, Institutionen för beteendevetenskap och lärande, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-93666.

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As the market for talent becomes more competitive it is important to create a comprehensive employer brand (EB). A comprehensive EB ensures that organizations will get the most out of the resources they spend. EB can be seen in many aspects and context. Organizational culture provides an important framework as it includes the collective thoughts, ideas and assumptions within a group and was therefore chosen as the analytical context. Two important aspects within EB that is highlighted in this study is; retention and attraction. The aim of this thesis was to investigate how a company that is ab

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Joseph, Nneka. "Assessing Political Skill for Management Selection." Scholar Commons, 2015. https://scholarcommons.usf.edu/etd/5516.

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Political skill has been described as using human resources and manipulating social exchanges to influence group outcomes (Mintzberg, 1983). Researchers have found that political skill has significant relationships with constructs such as contextual performance, career satisfaction and leadership. Based on these empirical findings it may be beneficial to include a measure of political skill as part of a selection process. In this study, different methods were explored for measuring political skill that may be appropriate for administrative purposes such as the self-rated questionnaire called t

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Cunningham, Christopher J. L. "New Applicant Decision Making: Understanding the Influence of Salary, Family-Friendly and Life-Friendly Policies, and Culture as Influential Organizational Attributes." Connect to this title online, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1127136327.

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Widjaja, Emmeline. "Motivation Behind Volunteerism." Scholarship @ Claremont, 2010. http://scholarship.claremont.edu/cmc_theses/4.

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Volunteer service accounts for a substantial percentage of America’s workforce and GDP. Numerous organizations such as Habitat for Humanity and the American Red Cross have come to rely heavily on volunteer service. Due to the recent economic downturn and resulting budgetary cuts in the government sector, non-profit organizations have had to assume greater responsibility for providing services such as health care and education. Considering the importance of volunteer service to society, this literature review seeks to identify the key functional motives for volunteers. With a particular focus o

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Grandinetti, Mónica de Vasconcelos Casqueiro. "O programa Disney Exchange : uma abordagem na perspectiva da GRH." Master's thesis, Instituto Superior de Economia e Gestão, 2019. http://hdl.handle.net/10400.5/18947.

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Mestrado em Gestão de Recursos Humanos<br>O tema deste trabalho é a formação e integração dos Brasileiros ao Disney Exchange Program na Walt Disney World e o papel dos Recursos Humanos. A metodologia seguiu por um estudo qualitativo, de forma a mostrar como a empresa estudada, que recebe brasileiros anualmente, consegue realizar a integração desses novos membros em um curto período de tempo e, ao mesmo tempo, manter o excelente padrão de qualidade que até hoje é almejado por várias empresas. Foi realizada uma analise da cultura organizacional da Walt Disney Company e como essa cultura influen

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Söderberg, Micaela, and Filippa Stjärnfeldt. "Projektledare sökes! : En kvalitativ studie kring rekryterarens reflektioner angående projektledarens kompetens i rekryteringsprocessen." Thesis, Södertörns högskola, Institutionen för samhällsvetenskaper, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-30675.

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Rollen som projektledare kräver att denne ska ha flera kompletterande kompetenser inom många olika områden för att driva projekt och att hitta rätt person till projektledartjänsten kan därför ses som en stor utmaning ur rekryterarens perspektiv. Projektledaren bör ha en kombination av både hård och mjuk kompetens, samt förståelse för organisationsmiljön som denne ska vara verksam i. Syftet med studien är att beskriva och skapa djupare förståelse kring hur ett fåtal rekryterare utvärderar, fastställer befattningskraven och värderar projektledarens kompetens i en rekryteringsprocess samt hur urv

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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.

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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 origi

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Du, Plessis Liesl. "The relationship between perceived talent management practices, perceived organizational support (POS), perceived supervisor support (PSS) and intention to quit amongst Generation Y employees in the recruitment sector." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/24080.

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Orientation: Perceived Talent Management Practices, Perceived Organizational Support and Perceived Supervisor Support are distinct but related constructs, and all of them appear to influence an employee’s intention to quit an organization. Research Purpose – The objective of this study was to investigate Generation Y’s perception of an organization’s talent management practices and to determine how it relates to their intention to quit the organization. In essence, the study aims to establish possible relationships of four constructs: Perceived Talent Management Practices, Perceived Organizati

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Dahlberg, Julia, and Anna Gustavsson. "STAY ONBOARD. : En kvalitativ studie om arbetsplatsintroduktion på ett IT-konsultbolag." Thesis, Umeå universitet, Pedagogiska institutionen, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-163021.

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Onboarding is the process where new employees get to know the organization, their colleagues and what rules and conditions that characterize their new workplace. The goal of onboarding is to get employees to perform, obtain work satisfaction and to feel a commitment and a loyalty to the business.This study aims to get increased understanding of the process by studying experiences from employees at an IT consulting company. The questions that are being answered are about how new employes experience their onboarding process and how managers describes the employees' onboarding process.A qualitati

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Kozaric, Edin. "Exploring the demand side of foreign rebel recruitment : a comparative case study of Al Qaeda in Iraq (2004-2008) and the Islamic State (2012-2016)." Thesis, Uppsala universitet, Institutionen för freds- och konfliktforskning, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-324977.

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While previous research on foreign recruitment has investigated how rebels manage to recruit from abroad, little attention has been given to the factors that regulate demand from the rebel point of view. This thesis suggests that the organizational complexity of a rebel group affects its range of personnel needs and capability of rendering recruits into military assets. By conducting a comparative case analysis of Al Qaeda in Iraq (2004-2008) and The Islamic State (2012-2016), the study finds that the variety in foreign recruits experienced by the groups in part can be explained by varying deg

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Luke, Jeremy B. "Charter School Policies and Teachers’ Sensemaking of the Pressures to Recruit Students to Their Schools." The Ohio State University, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=osu1555601509085359.

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Sjögren, Fredrik, and Fredrik Sällvik. "Snedrekrytering och mansdominans som organisationskulturellt fenomen." Thesis, Södertörn University College, School of Gender, Culture and History, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-970.

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<p>The purpose of this paper is to present a possible understanding of why the company Tekola is segregated according to sex. In accordance to this purpose, an understanding of how the segregation affects the employees in relation to power, values and possibilities is discussed. The theoretical understanding is that the organization of men and women within Tekola is done in close connection to creation of the meaning of gender in Tekola. This, in turn, affects and is affected by the recruitment to and within the company. Through the study of statistics from a survey, five interviews with emplo

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Eriksson, Johanna, and Sara Hedlund. "I hopp om att bota : När chefsvakanser möter få ansökningar." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-26280.

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Syfte: Syftet är att skapa en ökad förståelse för hur offentliga verksamheter i mindre kommuner uppfattar och hanterar utmaningarna vid chefsrekrytering samt vad som ligger till grund för hur de hanterar det. Metodik: En tvärsnittsstudie på offentlig sektor i Kalmar Län har använts som forskningsstrategi med en induktiv ansats. Genom en kvalitativ metod med åtta semi-strukturerade intervjuer har vi producerat fram data. Slutsats: Studien har visat att offentliga verksamheter i mindre kommuner upplever ett problem i att finna lämpliga kandidater till chefstjänster, men ser inte det som krisarta

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Chaurasia, Hema. "Exploring Recruiting Challenges of the Insurance Industry." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1840.

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Insurance companies provide financial protection to the general population, but their workforce challenges may destabilize the companies to the point of financial distress. Senior insurance company leaders lack effective strategies to recruit skilled professionals. With contingency theory and resource-based view theory as the framework, the focus in this multicase study was the exploration of the recruiting strategies of human resources (HR) managers in New York City area insurance companies. Four insurance company HR managers were recruited via a purposeful and snowball sampling method for se

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Antunes, Sofia Alexandra Rodrigo. "Estagiar durante o confinamento : a experiencia no recrutamento e seleção da EV." Master's thesis, Instituto Superior de Economia e Gestão, 2020. http://hdl.handle.net/10400.5/21776.

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Mestrado em Gestão de Recursos Humanos<br>O presente relatório é fruto do estágio realizado em regime de teletrabalho na área de Recrutamento & Seleção na EQUIVALENTVICTORY, empresa portuguesa sediada em Setúbal, especializada no outsourcing de Recursos Humanos O principal objetivo édescrever e refletir sobre as atividades desenvolvidas durante o período de duração do estágio. De uma forma resumida, o presente relatório pretende refletir sobre o desafio organizacional que foi desenvolver todas as atividades relacionadas com o recrutamento e seleção através dos meios digitais, numa situação de

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Teimourzadeh, Aria. "L'impact des réseaux sociaux numériques professionnels sur l’attractivité organisationnelle : une approche par la théorie du capital social." Thesis, Université Grenoble Alpes (ComUE), 2018. http://www.theses.fr/2018GREAG006.

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Ce travail de recherche aborde la question de l’impact des réseaux sociaux numériques professionnels sur l’attractivité organisationnelle. Malgré la complexité et la diversité des études théorique et pratique portant sur la manière avec laquelle les membres des réseaux sociaux professionnels interagissent, les études portant sur l’attractivité organisationnelle et l’identification des membres dans le contexte d’e-recrutement demeurent limitées. Dans ce travail, le champ théorique qui a été mobilisé est la théorie du capital social. Il s’agit de mieux comprendre l'impact de l'identité sociale,

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Anderson, Craig Graham. "Framing employment research using behavioural science." Thesis, University of Stirling, 2017. http://hdl.handle.net/1893/26373.

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The main aim of this thesis is to explore the structured use of behavioural science in helping to frame employment research. This structured framing intended to help stimulate more interdisciplinary interaction between sub-disciplines that study employment and behavioural science, setting out new empirical and theoretical applications to the study of employment decision-making. Firstly, the application of specific behavioural science concepts to employment scenarios, structured around the core facets of behavioural science, introducing the types of bias studied in behavioural science in turn.

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Yen, Chih-Lun. "The Influence of Context Orientation on Recruitment in the Hospitality Industry." Diss., Virginia Tech, 2011. http://hdl.handle.net/10919/26804.

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The hospitality industry continuously seeks to recruit available talents from a variety of sources in order to provide uniquely satisfying services to customers. This has become a more challenging task with companies expanding their business into markets where cultures are dissimilar to those of the US, and the customers are more diversified. Although various studies have discussed different aspects of recruitment, they have not examined the relationship between recruitment messages and cultural difference extensively. Additionally, the current understanding with regard to person-organizatio

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Altheimer, Octavia I. "A study of successful methods for minority leadership recruitment in healthcare organizations." Thesis, Central Michigan University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3712021.

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<p> This study examines methods and barriers to minority leadership recruitment in healthcare organizations. Minorities are underrepresented in healthcare organizations at the executive level, even though staff and patient demographics are becoming increasingly diverse. This disparity in minority representation presents the potential for staff and patient needs, interests, and values to be overlooked by senior management and the strategies, policies, and programs they implement. This study conducted interviews with human resources personnel at healthcare organizations identified as top perform

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Wade, Jonathon Andrew. "Initial and Long-Term Homeless Shelter Volunteerism: An Interpretative Phenomenological Analysis Study." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3012.

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This interpretative phenomenological analysis (IPA) study was implemented to explore and describe the initial and long-term motivations of community volunteers within a selected homeless shelter in central Indiana. The settlement house movement of human service delivery was the conceptual framework, which provided guidance and understanding concerning why and how community members provide human services through volunteerism. The research question examined the ways in which long-term volunteers thought about and made sense of their motivations to volunteer initially and over the long term at a

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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.<br>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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Magdová, Lenka. "Řízení lidských zdrojů v Dopravním podniku města Brna a. s." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2011. http://www.nusl.cz/ntk/nusl-223095.

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This master’s thesis " Human Resource Management at DPMB, Inc.“, is focuses on the theoretical basis and subsequently compared with the analysis of the actual state of human resource management in the enterprise, with emphasis on 2007-2009. Analysis results are processed in own proposal to increase work efficiency in business. The results of analysis are offered to management for possible use.

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