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Dissertations / Theses on the topic 'Recruitment and selection hiring process'
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Lin, Yu-Hsin. "Principal hiring practices: stories the principals tell." Diss., University of Iowa, 2013. https://ir.uiowa.edu/etd/4677.
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In an era in which school principals' jobs are much more complex and demanding than they were a few decades ago, the increasing challenges of the position have affected principal recruitment and selection efforts by school districts nationwide. Moreover, the rapidly increasing rate of principal retirements has exacerbated the problem of a shortage of qualified candidates for principal positions. As a result, it is important to explore current principals' perspectives on how best to attract and retain qualified prospective applicants during the hiring process.
In this case study, 16 principals and associate principals from both public and independent schools in three states described their experiences, their reasons for applying for a principalship, their perspectives on the application process. They also gave advice and recommendations for both administrators of hiring processes and for future applicants. One-on-one qualitative interviews with a pre-established interview protocol were conducted as the sole data collection method.
Three primary research questions were investigated: How do school principals perceive the existing principal recruitment processes? How do school principals perceive the processes used by the school districts to select them? To what extent do job descriptions, as currently written, systematically cover the realities of the duties of incumbent principals?
From analysis of the interviews, the researcher chose to focus on four main topics that emerged from principals' perspectives on the hiring process: (a) the decision to pursue a principalship and searching for openings, (b) going through the process, (c) personal reactions to the process, and (d) recommendations. These topics were compared and contrasted with relevant research reported in the literature to generate the following four major results of the present study.
First, standardized and structured interviews not only helped decision making but also won applicants' trust. Second, hiring processes were generally similar to what previous research suggested. Third, deficiencies in hiring processes that were first identified a number of years ago continue to persist. Finally, whether applicant pools are shrinking appeared to be an open question.
These findings contribute to the very limited research that has thus far examined principal hiring practices from the perspectives of school principals, and have allowed suggestions to be made for possible areas of improvement in principal hiring processes.
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Bhaur, Amer, and Jakub Mulač. "Dimensions of Enterprise Hypocrisy with Specifics to Recruitment & Selection." Thesis, Umeå University, Umeå School of Business, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1222.
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The increase in white-collar crimes has become a common feature around the globe and
its impact has left many conglomerates despaired affecting businesses, economies,
employees and families that are somehow related to these organizations. The famous
money laundering and accounting scandals such as; Parmalat, Adelphia, Yukos Oil
Company, Qwest Communications International, Tyco, and WorldCom, are true bitter
realities of the corporate world. The dilemma is costing enterprises great amounts of
money to set the image right that keeps on getting wrong. People are hired on loads of
relevant work experience with excellent academic backgrounds, yet the strain of
dishonesty lurks within the individual worker of an organization.
The purpose of the research is to investigate the dismal realities that occur within the
recruiters’ conscious or subconscious mind during a recruitment and selection process
(the gateway to an organization). Our objective is to identify the dimensions of enterprise
hypocrisy and to understand and explain the scenarios and the ways professionals are
trying to cope with the matter.
The recruiters see the white collar crimes as a potential rising concern and are using
personality test such as the OPQ 32 (Occupational Personality Questionnaire) together
with other methods (interviews, references, intuition, education, etc.) in hiring the right
candidate for the job, which hopefully would be potentially harmless to the organization.
The findings are not based on a systematic comparative study and can therefore only be
interpreted as indicative.
3
Ehlová, Martina. "Proces recruitmentu v ČSOB." Master's thesis, Vysoká škola ekonomická v Praze, 2008. http://www.nusl.cz/ntk/nusl-11096.
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The target of the master thesis is to examine and judge a process of recruiting, selection and hiring employees in the ČSOB. There are theoretical knowledge and recommendations about the process summarized in the theoretical part of the thesis. The theoretical part is written on the basis of books and internet resources. The thesis follows on with a practical part. There is examined and judged the process of recruiting, selection and hiring employees in the ČSOB in the practical part of the thesis. The segment RET/SME (segment with Retail / Small and Medium Enterprises clients) is accented. The segment is characterized by huge amount of employees and huge amout of new employees needed. The practical part is written on the basis of the ČSOB documents, internet resources, interviewing ČSOB employees and participation in Assessment Centrum and Selection Interview with candidates. There are also recommendations how to improve the process of recruiting, selection and hiring employees in the ČSOB in the thesis.
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Roome, Edward Steven. "Hiring by knowledge-intensive firms in China." Thesis, University of Manchester, 2012. https://www.research.manchester.ac.uk/portal/en/theses/hiring-by-knowledgeintensive-firms-in-china(5a47a0d5-d7ca-49ca-b464-2fefc5613f29).html.
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Knowledge-intensive firms (KIFs) depend on their workers’ knowledge assets more than capital- and labour-intensive firms. Knowledge assets, such as human and social capital, enable KIFs to innovate, solve problems, and build relationships. But managing a highly skilled and well-connected workforce presents several HRM challenges – perhaps none more so than hiring. In tight labour markets, workers’ knowledge assets are strategically valuable and rare. To attract knowledge workers, KIFs must signal significant value from entering into employment relationships. They must use hiring strategies that communicate positive organisational attributes (employer branding), as well as HRM practices that entice job seekers (employment inducements).Previous studies on KIFs have focused largely on Western contexts. Few studies have considered HRM by KIFs in developing economies. In China, the focus of this study, KIFs are an emerging organisational form that have grown from privately owned start-ups in high-tech sectors. Such firms encounter hiring challenges at both organisational and external environmental levels. For example, privately owned KIFs face intense labour market competition from state-owned and foreign-invested enterprises for highly skilled workers. This has fuelled upsurges in wages and high turnover. Most private firms are small and vulnerable to market forces, yet scholars know little about their hiring and HRM approaches. Almost no studies have systematically examined hiring as a ‘single’ HRM issue within privately owned Chinese KIFs. By synthesising Western and Chinese HRM literatures, this study developed an analytical framework to explore organisational and external factors that explain variations in KIFs’ hiring strategies and practices. The study conducted interviews with managers and HR workers in seven privately owned KIFs and one state-funded training school.Several case firms had implemented sophisticated strategies that linked hiring with business objectives. Managers and HR workers acquired HRM knowledge from several sources including the Internet and HRM texts, management consultancies, in-house training, the state’s HR qualification, and informal HR clubs. However, firm size and reputation, as well as managers’ tacit beliefs still limited some KIFs’ abilities to attract talented individuals. Firms generally used a wide range of inducements to attract knowledge workers, including competitive salaries, career development, and ‘paternalistic cultures’. Most participants perceived worker referrals, headhunting, and universities to be effective hiring sources. Thus, some firms had developed strategic hiring approaches that enabled them to compete with state-owned and foreign-invested firms. But small KIFs, in particular, must still strengthen their employer branding to offset competition and labour market ‘invisibility’. KIFs must also deliver on their employment inducements, lest they risk high turnover and a loss of valuable human and social capital.
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Winn, Takesha LaShun. "Culturally Relevant Recruitment and Hiring in an Urban District." Thesis, University of North Texas, 2018. https://digital.library.unt.edu/ark:/67531/metadc1157582/.
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This qualitative case study examined the recruitment and hiring practices of an urban district. Participants in this study included five district-level, human resource staff members and six campus principals. Data collected and analyzed including audio recordings of semi-structured interviews of each participant and documents at the district and campus levels used during the recruitment and hiring processes. The findings suggested that there is evidence of the district's use of the fit theory and culturally relevant pedagogy, and there is potential value in uniting and using both theories to identify and hire culturally responsive teachers. Findings also suggested that some tenets of both theories overlap, and some were more evident and more valued in the district processes than others. Since urban schools tend to experience significant staffing challenges and require teachers who are more culturally responsive, this study has the potential to help district and campus leaders examine their current hiring practices and establish stronger connections to the fit theory and culturally relevant pedagogy tenets.
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Atha, John Fitzgerald. "Teacher hiring practices a study of the teacher hiring process used by Indiana public school principals /." Muncie, Ind. : Ball State University, 2009. http://cardinalscholar.bsu.edu/829.
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Siřínková, Nela. "Hodnocení systému získávání, výběru a přijímání zaměstnanců." Master's thesis, Vysoká škola ekonomická v Praze, 2016. http://www.nusl.cz/ntk/nusl-262016.
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The thesis is focused on the process of recruitment, selection and hiring employees in to the company. The main goal of the thesis is to analyse and evaluate the process of recruitment, selection and hiring employees in selected company and determine conclusions and recommendations which can improve the whole process. The thesis is devided into theoretical and practical part. The theoretical part includes the description of the theoretical bases and background of the topic. The practical part focuses on the selected company, the presentation of its structure, business field and the current processes. The aim is to analyse the process of recruitment, selection and hiring employees, evaluate this processes and suggest particular recommendations.
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LeCompte, Angela D. "Cost analysis of the University of Wisconsin-Stout unclassified recruitment and selection process." Online version, 2003. http://www.uwstout.edu/lib/thesis/2003/2003lecomptea.pdf.
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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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Seemannová, Lenka. "Obsazování pracovních míst v organizaci." Master's thesis, Vysoká škola ekonomická v Praze, 2012. http://www.nusl.cz/ntk/nusl-149969.
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This thesis analyzes the process of filling vacancies, which means human resources planning, recruitment, selection, hiring and adaptation of employees in the company Infinit, s. r. o. The thesis has a two parts: theoretical part and practical part. In the theoretical part, we learn about the general process of staffing, while the practical part describes and solves the whole process of filling vacancies in the company Infinit, s. r. o. The practical part is also inform about results of own research that solves level of the interview and adaptation employees. Finally, the practical part tables a proposal of solution that will lead to a better process of filling vacancies in the company.
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Löv, Michelle, Tinne Lestrin, and Josefine Uppfeldt. "Föredrar arbetsgivaren festprissen eller kontorsnissen? : En kvalitativ studie om rekryterares granskning av arbetssökandes sociala medier inom IT-branschen." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-105042.
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The purpose of the study is to create an understanding of whether, and in such cases how, employers in IT-firms examine jobseekers' social media as a part of the company's recruitment process. The study has been limited to recruiters in the IT-industry as it was considered extra interesting to examine the recruitment process related to social media due to the technical skills that are required within the IT industry. The choice of industry was also based on the fact that it is estimated that 70.000 new employees will be needed until the year of 2022, to meet Sweden's demand of employees within the IT-industry. Ten respondents with various positions in different IT-firms, that are responsible for the recruitment process, have participated in the study through semi-structured interviews. The conclusions drawn from the respondents' answers in relation to the theoretical framework are that all respondents actually examine job seekers' social media. This is done regardless of whether the company has considered that this is something that should be avoided or not. It was shown that the recruiters examined the job seekers' social media by their own initiative rather than on the basis of established guidelines. It did not appear that any specific guidelines nor policies existed or was used by any company regarding the review, and neither that there exists any form of internal dialogue regarding any specific approach. The majority of the respondents performed the review of social media in the final stages of the recruitment process. It has, however, been shown that the review is not used as a decisive decision in the recruitment process, rather as a complement for the overall picture. Even so, it turned out that there is content on social media that could have been decisive, but this only applies to individual cases where the content was considered extreme. Examples of such content were strong political statements that for instance regarded racism or other statements concerning inequality.
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Peterová, Lenka. "Získávání a výběr zaměstnanců." Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-17212.
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The aim of the thesis is to analyze the recruitment and selection process of the employees in Nestlé Czech Republic and simultaneously to propose the possible steps how to improve above mentioned processes.
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Pašková, Veronika. "Obsazování volných pracovních míst." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-192403.
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The main aim of this thesis is to analyze the process of filling vacancies in the company Nestlé Czech, s.r.o., identify strengths and weaknesses of the methods applied, policies and procedures, or suggest a better solution. In the process of filling vacancies will be analyzed HR activities recruitment, selection, hiring and adaptation of employees. The thesis is divided into twelve chapters. Chapters 1-6 cover the theoretical background and the practical part of the chapter 7-12. Chapter 7 introduces the company Nestlé Czech, s.r.o., including its history, people and organizational structure of the HR department. Chapters 8-10 deal with the process of recruitment employees at Nestlé, their selection, hiring and subsequent adaptation. In the penultimate chapter, the whole process of filling vacancies in the company Nestlé is evaluated. The practical part also own research in the form of a questionnaire survey. The aim of the survey is to find out how employees perceive the company Nestlé level of the tender and adaptation. This issue is dedicated to chapter 12.
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Davis, Victor Corey. "Impact of minimum hiring requirements (AB 1725) on the recruitment and employment of community college vocational and technical teachers in California." CSUSB ScholarWorks, 1995. https://scholarworks.lib.csusb.edu/etd-project/1038.
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Paul, Maya Larissa, and Rico Kleiner. "The Recruitment Process within the Family Business Context : A Multiple Case Study." Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-35710.
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The presented master thesis is an exploratory, multiple case study that analyzes the recruitment practices and their respective processes in five family firms located in the Southern part of Germany. A strong HR function inside a company is necessary to stay competitive in the market and survive in the long-run. Hereby recruitment is an important field of research because firms depend on their employees who are ultimately the vital factor in running a successful business. Recruitment is an ongoing process in a dynamic business world and a very crucial responsibility of HRM inside the organization. Especially due to the strong family involvement, commitment to the localities, overlap between financial and nonfinancial goals, and a deeply ingrained business culture based on the family founders’ values, establishing an effective recruitment process is even more important in family than in nonfamily firms. Thus, this study aims at exploring and researching individual characteristics associated with the recruitment practices and tries to display the main influencing factors in the recruitment process of the studied firms. Through analyzing secondary and primary data collected with the help of semi-structured interviews, the authors were able to gather insightful data from CEOs and HR representatives in order to draw comprehensive conclusions regarding how suitable employees are recruited in family firms. The results show that the person-organization (P-O) fit is a main component which family firms try to assess in their applicants. Personality and the fit to the respective business culture, apart from the actual skill-set, is an additional requirement for being recruited. Through various recruitment channels, strategies, and assessments the family firms try to use the construct of familiness to their advantage and benefit.
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Rajdlová, Jana. "Získávání, výběr, přijímání a adaptace zaměstnanců." Master's thesis, Vysoká škola ekonomická v Praze, 2010. http://www.nusl.cz/ntk/nusl-75546.
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This master's thesis examines and assesses the process of recruitment, selection, hiring and adaptation of employees in the holding ROSS. The thesis is divided into two main parts - the theoretical part and the practical part. The theoretical part describes in general perspective the process of recruitment, selection, hiring and adaptation of employees. The practical part analyses these processes in the holding ROSS and based on the identified findings suggests appropriate changes to improve the process of recruitment, selection, hiring and adaptation of employees in the holding ROSS.
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Školníková, Martina. "Získávání, výběr, přijímání a adaptace zaměstnanců v malé organizaci." Master's thesis, Vysoká škola ekonomická v Praze, 2012. http://www.nusl.cz/ntk/nusl-162682.
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This diploma thesis deals with the process of recruitment, selection, hiring and adaptation of employees in the R3 group organization. As a small business, the thesis contains even specifics of this kind of business and associated differences in personnel work. The thesis is divided into two main parts, the theoretical and the practical part. In the theoretical part selected personnel activities are characterized whose knowledge forms the theoretical basis for the practical part. The second part is focused on the exploration of contemporary set of processes of recruitment, selection, hiring and adaptation in R3 group organization. The aim of this thesis is to evaluate the current system of leading to the improvement of the process.
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Akbarnejad, Navid. "Candidate workshop framework! : A tool to get better user experience in the recruitment process." Thesis, Linnéuniversitetet, Institutionen för design (DE), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-100568.
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This study is about the recruitment process. It started with a big picture of Work-life and narrowed down at the beginning of the career when candidates are applying for a job. There are different problems in the recruitment process. It is a stressful and uncertain experience for candidates. Also, the organizations will take damage by selecting an inadequate candidate. And, the recruiters have a hard time making a decent decision. This study investigates how to improve the experience of the stakeholders of candidates, organizations, and recruiters. The model of the design innovation process is the methodology of the project. The result is a candidate workshop framework that is a tool to get a deeper understanding of candidates. Designing a workshop can help to select an adequate person when there are the last few candidates. This workshop is complementary to a job interview, which can be before or after the job interview. It can be a physical or remote workshop. The workshop is about testing the abilities and soft skills that are not easy to measure by a traditional job interview. As a result, this solution can create an opportunity to gain better experience as teams and organizations meet people who are going to work with, and candidates get better feedback.
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Hebib, Dzenita, and Rebecca Lindstedt. "Sociala medier i rekryteringsprocessen." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-26080.
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Introduktion - Vid rekrytering, tycker arbetsgivare att de traditionella metoderna är en kostsam process som tar tid och bidrar med för lite information för att göra en lyckad rekrytering. Sociala mediers framväxt, har bidragit med en annan form av information som har fått arbetsgivare att vilja använda sociala medier i rekryteringsprocessen. Det finns många fördelar med att använda sociala medier, dock finns det minst lika många nackdelar. Syfte - Syftet med denna uppsats är att öka medvetenheten hos arbetsgivare om användandet av sociala medier vid granskning av profiler i rekryteringsprocessen. Problemformulering - För att besvara vårt syfte valde vi att utgå från två problemformuleringar; hur använder arbetsgivare sociala medier vid granskning av profiler i rekryteringsprocessen samt vilka fördelar respektive nackdelar finns det med användandet av sociala medier för arbetsgivare när de granskar kandidaters profiler i rekryteringsprocessen? Metod - Vi utgick från en deduktiv ansats och kvantitativ metod. Vi började med att skapa en teoretisk modell som sedan låg till grund för vår empiriska insamling. Vi genomförde en tvärsnittsstudie då vi ville få ett generaliserat svar. Utifrån den kvantitativa metoden skapade vi en muntlig enkät och intervjuade 300 företag i Kalmar stad. Svaren vi fick under intervjuerna har analyserats med en deskriptiv analys. Resultat - Arbetsgivare som använder sociala medier i rekryteringsprocessen, ansåg att det var för att de fick tillgång till bättre, säkrare, mer sann och en större mängd information och att det var en enklare, billigare och snabbare urvalsmetod. Anledningen som dominerade bland de arbetsgivare som använder sociala medier, var att de ansåg sig kunna utläsa personligheten bättre via sociala medier och att det gjorde rekryteringen mycket mer rolig än de traditionella metoderna. Det var en mycket större andel av företagen vi intervjuade som inte använder sociala medier än de som använde det. Anledningarna varierade till att inte använda sociala medier, för att det var för osäkert, kändes oprofessionellt, var för avancerat, det fanns inga tydliga riktlinjer, det var intrång på privatlivet samt att informationen uppfattades som otrovärdig. Arbetsgivare var generellt nöjda med de traditionella metoderna. Slutsats - Det finns många fler nackdelar än fördelar med att använda sociala medier, enligt både teorin och de arbetsgivare vi intervjuade. De fördelar som finns med att använda sociala medier är dock mycket fördelaktiga men på grund av att det inte finns riktlinjer och lagar kring sociala medier, så väljer många arbetsgivare bort sociala medier och använder sig istället av de traditionella metoderna. I dagsläget verkar det som att sociala medier har en negativ klang i samhället då det anses sudda ut gränsen mellan privatliv och arbetsliv. Vi tror dock att det kommer ske en skiftning och att sociala medier kommer att utvecklas och användas mer i rekryteringsprocessen. Sociala medier kommer enligt oss, att bli en vanlig och accepterad urvalsmetod i framtiden, då fler arbetsgivare blir medvetna om sociala mediers fördelar och hur de undviker dess nackdelar.Introduction - When recruiting, employers think that the traditional methods is an expensive process that takes time and contributes too little information to make a successful recruitment. Social media's emergence, has contributed to another form of information that has made employers wanting to use social media in the recruitment process. The benefits of using social media are many, but there are just as many disadvantages. Purpose - The purpose of this paper is to raise awareness among employers about the use of social media in the examination of profiles in the recruitment process. Problem formulation - To answer our purpose, we chose to start from the two problem formulations; how are employers using social media in the examination of profiles in the recruitment process and what advantages and disadvantages are there with the use of social media for employers, when they review the candidates' profiles in the recruitment process? Method - We used a quantitative method and we had a deductive approach. We began by creating a theoretical model that was the basis for our empirical collection. We conducted a cross-sectional study because we wanted to get a generalized answer and with an oral survey, we interviewed 300 companies in Kalmar town. The responses we received during the interviews have been approached through a descriptive analysis. Results - Employers using social media in the recruitment process, felt that it was because they had access to better, safer, truer, and a greater amount of information and that it was a simpler, cheaper and faster method of selection. The reason that dominated among the employers using social media was because they felt able to deduce personality better through social media and it made recruitment much more fun than the traditional methods. It was a much larger proportion of the companies we interviewed who are not using social media than those who used it. The reasons for not using social media was that it was too unsafe, felt unprofessional, was too advanced, there were no clear guidelines, it was infringing on privacy, and information was perceived as not true. The employers were generally satisfied with the traditional methods. Conclusion - There are many more disadvantages than advantages to using social media, according to both the theory and the employers we interviewed. The benefits of using social media are very advantageous but that is because of that there are no guidelines and laws around social media, many employers choose not to use social media and use the traditional methods instead. In this current moment, it seems that social media has a negative connotation in the society, because it is considered to blur the line between private and professional life. However, we believe that there will be a shift and that social media will be developed and used more in the recruitment process, in the future. Social media will, in our opinion, become a common and accepted method of selection in the future, as more employers becomes aware of social media's benefits and how to avoid its disadvantages.
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Wilken, Jakobus Johannes. "IT recruitment : an investigation to identify a practical process and approach to evaluating software developer candidates." Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/18147.
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Thesis (MBA)--Stellenbosch University, 2008.ENGLISH ABSTRACT: The purpose of the study was to identify an effective and appropriate framework or process for evaluation of software developers. Critical review of existing literature on the subject revealed that there are various factors that influence the evaluation of software developers for employment including the impact of the skills shortage; changes in the way software developers evaluate employers; and a fresh look at expanding the resource pool where software developers can be found. In addition to the literature review opinions of 11 purposively selected participants in the Westem Cape, which deal with this issue on a daily basis were obtained. For the research an interpretivist philosophy shaped the approach to a research strategy of grounded theory and data collection that was based on semi-structured interviews without pre-conceived theories, which gave the research its inductive and qualitative character. The research results presented findings that covered the following applicable areas: recruitment policies; minimum criteria that software developer candidates must meet; skill levels; desired characteristics; market related critical success factors; resource channels; evaluation processes and techniques in practise. In keeping with the approach to grounded theory research three major categories were identified namely: finding suitable software developers; the profile of a suitable software developer; and lastly, the approach to evaluate candidates. Analysis of the relationship between these categories and associated sub-categories led to the following conclusions: • in order to effectively assess a software developer's technical skill, it is necessary to administer a practical test or assignment; • formal and recognised tests of behavioural characteristics are not essential to form an accurate assessment of a candidate's character, but is advisable; • recruitment agencies may well be most effective as a source of candidates but cannot be regarded as the most effective channel to find suitable candidates. Herein lies a comparison of quantity versus quality.
AFRIKAANSE OPSOMMING: Die doel van die studie was om 'n effektiewe en gepaste raamwerk of proses te identifiseer vir die evaluasie van sagteware programmeerders. 'n Kritiese oorsig van bestaande literatuur op die onderwerp het laat blyk dat verskeie faktore 'n invloed het op die evaluasie van programmeerders met die oog op indiensstelling. Hierdie faktare sluit in die impak van die huidige vaardigheids tekort; verandering in die wyse waarop programmeerders potentiële werkgewers evalueer; en vernuwe denke met betrekking tot bronne waar sagteware programmeerders gevind kan word. Tot aanvulling van die literatuur is opinies op die onderwerp van 11 doel-geselekteerde verteenwoordigers van organisasies in die Wes-Kaap ingewin. 'n Navorsing strategie van 'gegronde teorie' and data insameling by wyse van semi-gestruktureerde onderhoude is gevolg. Versigtigheid om nie vooropgestelde idees en teorieë te laat geld nie het aan die navorsing 'n induktiewe en kwalitatiewe karakter gegee. Die bevindinge het die volgende toepaslike areas gedek: werwings beleid ; minimum kriteria waaraan programmerings-kandidate moet voldoen; vaardigheidsvlakke; verlangde karakter eienskappe; mark-verwante kritiese sukses faktore; werwings bronne; evaluasie prosesse en tegnieke. Onder leiding van die benadering tot gegronde teorie is die volgende drie hoof kategorieë geïdentifiseer: die vind van gepaste programmeerders; die protfel van 'n gepaste programmeerder en laastens, die benadering tot evaluasie van kandidate. Analise van die verwantskappe tussen hierdie, sowel as sub-kategorieë het tot die volgende slotsom gelei: • die afneming van 'n praktiese toets of taak is noodsaaklik vir effektiewe evaluasie van 'n programmeerder se tegniese vaardigheid; • formele en erkende toetse van gedrags eienskappe is nie noodsaaklik nie, maar wel aanbevole, om 'n akkurate beeld van 'n kandidaat se karakter te vorm; • werwings-agentskappe mag 'n effektiewe bron van kandidate wees, maar kan nie beskou word as die mees effektiewe bron van gepaste kandidate nie. 'n Vergelyking tussen kwaliteit en kwantiteit is hier ter sprake.
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Vlčková, Lucie. "Rozbor procesů získávání a výběru zaměstnanců ve vybrané organizaci." Master's thesis, Vysoká škola ekonomická v Praze, 2015. http://www.nusl.cz/ntk/nusl-201790.
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The aim of this master´s thesis is to analyze the process of recruitment and selection of employees in the chosen company to identify its strengths and weaknesses and propose measures to increase the effectiveness of this process. The master´s thesis consists of theoretical and practical part. The theoretical part defines the essential terms and provides basic solutions for the issue of recruitment and selection of employees. The practical part presents the selected company, evaluates the process of recruitment and selection of employees and presents suggestions to improve the functioning of the whole process. The practical part also includes a survey, which examines employee satisfaction with recruiting and selecting new personnel.
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Kjellberg, Sandra, and Stina Jansson. "Hur globala och lokala företag kan arbeta effektivt med chefsrekrytering : En fallstudie med fokus på urvalsprocessen." Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-15237.
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Arbetet med Human Resources (HR) har under de senaste årtiondena blivit allt mer uppmärksammat. HR har tilldelats en mer självklar roll i ledningen och de företag som aktivt arbetar med HR kan skapa konkurrensfördelar. Många förespråkare menar idag att människan är företagets viktigaste resurs vilket har bidragit till att rekrytering, särskilt chefsrekrytering, har hamnat högre upp på den HR-ansvariges agenda. En urvalsprocess i en chefsrekrytering består av flera moment av urval där selektering utförs genom olika metoder och verktyg. Studiens syfte är att skapa en fördjupad förståelse hur företag effektivt kan använda de olika urvalsmetoderna i sin chefsrekrytering. För att skapa en fördjupad förståelse i hur urvalsmetoder används inom chefsrekrytering och hur urvalsprocessen kan utvecklas, är studien uppbyggd med intervjuer av informanter från både globala och lokala företag. Dokumentation från företagen har tilldelats studien och information har hämtats från bolagens hemsidor. Den teoretiska referensramen bygger på tidigare forskning inom rekrytering, chefskap och Human Resources Management (HRM). Samt två teoretiska ansatser inom rekryteringsforskning som innefattar två synsätt på hur en rekryteringsprocess kan säkerställas. Studien är en fallstudie utförd med kvalitativ metod där urvalsprocessen hos fem organisationer representerar varsitt fall. Studiens författare har fått möjlighet att intervjua 1-3 anställda per företag som totalt uppgick till nio stycken informanter. Genom att ställa den insamlade empirin och dokumenten som tilldelats mot den teoretiska referensramen har en analys gjorts med resultat att urvalsmetoderna i en chefsrekrytering beror mer på vilka egenskaper som efterfrågas hos kandidaten än företagets geografiska täckningsgrad. För att få ytterligare perspektiv på urvalsprocessen används den psykometriska och den sociala ansatsen. Slutsatsen av studien, tillsammans med tidigare nämnt resultat, är att en hybrid av både lokala och globala förhållanden samt den psykometriska och den sociala ansatsen i de studerade företagen verkar vara det som gör urvalet i chefsrekryteringen effektivt.The work with Human Resource (HR) has become increasingly aware within recent decades. HR has been assigned a more obvious role in management and companies that are working actively with HR can show competitive advantages. Many scientists believe that people are the company's most important resource. This has led to the importance of recruitment and especially manage recruitment, which has reached the HR manager's agenda. A selection process in a manage recruitment consists of several instances of choices where the selection is performed through different methods and tools. The purpose of this study is to gain an in-depth understanding of how companies can effectively use the different selection methods in their managerial recruitment. In order to gain a deeper understanding of how selection methods are used in manage recruitment and how the selection process can be developed, the study is structured with interviews of informants from both global and local businesses. Documentation from the companies and from their websites is used too. The theoretical frame consists of previous research in recruitment and human resource management (HRM) as well as two theoretical approaches in recruitment research. These approaches are widespread in recruitment research, highlighting how to ensure the selection process with two different perspectives. The study is a case study conducted with qualitative method where the selection processes of five organizations represent each case. We have had the opportunity to interview 1-3 employees per company, which totaled in nine. By providing the collected empirical evidence and the documents we have studied against the theoretical frame, an analysis has been made that shows that the selection methods in a managerial recruitment depend more on the characteristics requested by the candidate than the company's geographical coverage. In order to gain further perspective on the recruitment process, the psychometric and social approach has been used. The conclusion of this study, together with the aforementioned results, is that a hybrid of both local and global conditions as well as psychometric and social theory seems to be an effective way to select in a manage recruitment in the companies studied.
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Machková, Michaela. "Obsazování volných služebních míst u Policie ČR." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-193826.
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The aim of the thesis is to analyse the process of filling vacancies with the Police of the Czech Republic, to identify the advantages of the process in use, and its disadvantages and to suggest suitable actions to solve the identified problems. The theoretical part of the thesis introduces the base for reaching the defined aim, it concerns HR activities prior to filling vacancies, filling vacancies itself, recruitment, selection and hiring the employees and their adaptation. The theoretical findings are applied to the Police of the Czech Republic in the practical part of the thesis. The system of recruitment, selection, hiring and adapting policemen is described and evaluated in the practical part. Consequently, possible suggestions to improve the current situation are presented in relevant chapters.
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Sakandumbu, Isabel Esmeralda. "Recrutamento e seleção de quadros." Master's thesis, Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais, 2018. http://hdl.handle.net/10400.26/25615.
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Relatório de Dissertação de investigação do Mestrado em Gestão Estratégica de Recursos HumanosO presente estudo tem como objetivo analisar a perceção dos profissionais de Gestão de Recursos Humanos, sobre o processo de recrutamento e seleção de quadros tendo em conta duas realidades diferentes: Portugal e Angola. Para concretizar o nosso propósito formulamos as seguintes questões de partida: Em que medida as técnicas de recrutamento e seleção, utlizadas na seleção de quadros, contribuem para a entrada de indivíduos com elevadas competências, que promovam o sucesso da organização? Existem diferenças nas técnicas utilizadas nos processos de recrutamento e seleção de quadros em Portugal e em Angola? Como objetivo geral propomo-nos compreender que práticas de recrutamento e seleção permitem atrair e selecionar quadros com elevadas competências. Deste modo, para alcançar o objetivo deste estudo, foi realizada uma pesquisa qualitativa com recurso ao estudo de caso. Com base na técnica da entrevista semiestruturada, foram realizadas entrevistas a quatro Técnicos de Recursos Humanos integrados em empresas portuguesas e dois Técnicos de Recursos Humanos integrados em empresas angolanas. Os resultados não permitem identificar diferenças significativas entre Portugal e Angola no que respeita ao processo de recrutamento e seleção de quadros, mas revelam que existe nas empresas estudadas uma tendência para planificar e organizar o processo de recrutamento e seleção bem como uma preocupação de atrair e selecionar quadros de elevadas competências seja por via do recrutamento interno seja por via do recrutamento externo. As empresas estudadas recorrem globalmente à entrevista de seleção.
The objective of this study is to analyze human resources management professionals' perceptions about the recruitment process and the selection of staff, taking into account two different realities: Portugal and Angola. In order to fulfill our purpose we formulate the following starting points: To what extent do recruitment and selection techniques, used in the selection of cadres, contribute to the entry of individuals with high competencies that promote the success of the organization? Are there differences in techniques used in recruitment and selection processes in Portugal and Angola? As a general objective we intend to understand that recruitment and selection practices allow us to attract and select cadres with high competencies. Thus, to achieve the objective of this study, a qualitative research was carried out. From the methodological point of view, the methodology of the case study using the semi-structured interview technique was used, 4 Human Resources Technicians integrated in Portuguese companies and 2 Human Resources Technicians integrated in Angolan companies. The results do not allow us to identify significant differences between Portugal and Angola regarding the recruitment and selection process, but they reveal that there is a tendency in the companies studied to plan and organize recruitment and selection processes as well as a concern to attract and select cadres of high skills either through internal recruitment or through external recruitment. The companies studied resort to the selection interview.
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Turos, Jessica M. "EMPLOYMENT RECRUITERS’ DIFFERENTIATION OF CANDIDATE CHARACTERISTICS: DOES STUDY ABROAD MAKE A DIFFERENCE?" Bowling Green State University / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1288593471.
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Kelly, Bethany Katherine. "Investigating applicants' perceptions of the recruitment and selection process of headteachers in English secondary schools : looking at headship through a leadership identity lens." Thesis, Open University, 2018. http://oro.open.ac.uk/56762/.
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Recruiting headteachers in the UK continues to be a challenge. The route to headship is often considered a mysterious and arbitrary process. It is challenging for a first time applicant to find ways to convey their leadership potential, through a selection process that has barely changed for over 20 years. This study reviews this process by drawing upon international research on principal appointments (Walker and Kwan, 2012, Blackmore et al., 2006, Browne-Ferrigno, 2003) and compares this with research on different perceptions of headship. This review is considered in light of leadership identity theory (Ibarra, 2003, Lord and Hall, 2005) and asks how this process looks from the perspective of the headship applicant. In what sense does an applicant have an understanding of their own leadership identity and are they confident that this can be communicated when applying for the headteacher role? This research examines the dual aspect of the recruitment and selection of headteachers. I have constructed a conceptual framework to map the pathway that the applicant takes and set this against the recruitment process to follow the applicant's journey through these stages. The research brings together three different investigations; an online questionnaire of headship applicants, a textual analysis of headship recruitment packs, and follow-up semi-structured interviews with applicants, to form a multiple case design. Bringing these parts together, I examine how effective this process is, particularly against an interpretivist perspective of headship. Main findings suggest that certain models of leadership are communicated more effectively to applicants through the recruitment process than others, that the level of support for aspiring headteachers is hit and miss, depending upon their school context, and that the recruitment process would benefit from an integration with the language of leadership identity. Recommendations are made for revisions to initial teacher training as well as headship preparation training. The research will contribute to the field of educational leadership in what will be practical ways, for example, helping future applicants with preparation for senior leadership.
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Figueira, Patrícia Isabel Venâncio. "Recrutamento e Seleção na Empresa Deloitte : relatório de estágio." Master's thesis, Instituto Superior de Economia e Gestão, 2013. http://hdl.handle.net/10400.5/11438.
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Mestrado em Gestão de Recursos HumanosAs práticas de recrutamento e seleção de recursos humanos estão hoje no centro das atenções das organizações, onde as pessoas se assumem como a maior fonte de vantagem competitiva das empresas. É, por isso, premente que a estratégia organizacional se apoie numa gestão de pessoas rigorosa e competitiva mediante processos de recrutamento e seleção dos melhores talentos. As linhas que se seguem dão conta das atividades desenvolvidas no âmbito do estágio curricular que decorreu na empresa Deloitte. Tendo o estágio decorrido no período de Setembro a Fevereiro, a grande maioria das atividades desenvolvidas e agora analisadas estão associadas ao processo de recrutamento e seleção World Class. Para que seja possível uma melhor compreensão das temáticas abordadas assim como das atividades do estagiário, é apresentada uma revisão de literatura que chama a atenção para os métodos e técnicas de recrutamento e seleção, com um maior enfoque para os que são mais são utilizados na Deloitte. Por último, é explanada uma reflexão acerca das atividades realizadas no estágio, norteada pelos contributos disponíveis na literatura, mas também uma apreciação pessoal da experiência de estágio.
Nowadays, human resources recruitment and selection techniques are at the center of attention of organizations, where people are the largest source of competitive advantage for companies. It is therefore important that organizational strategy relies on rigorous and competitive people management through recruitment and selection of the best talent. The following text reports on the activities developed during the internship at Deloitte. Because the internship took place between September and February, most of the developed (and now analyzed) activities are associated with the World Class recruitment and selection process. In order to make it easier to understand the addressed themes, as well as the trainee's activities, a literature review is presented that points out the recruitment and selection methods and techniques, focusing on the ones that are most used at Delloite. Finally, a reflexion on the activities performed during the internship is narrated. It is guided by the contributions available in the literature, as well as on the trainee's personal experience.
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Gustafsson, Jennifer. "Magkänsla mot matematik : Kan mekanisk rekrytering förhindra diskriminering?" Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-42188.
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The aim of this study was to investigate if a mechanical recruitment process could be a useful tool for employers to avoid discrimination. National and international law protect jobseekers from discrimination during the recruiting process. Despite this individuals frequently report that they are treated unfairly when they apply for a job. In line with this research shows that some individuals do not have the same opportunities in the labour market as the rest of the population. This study focus on discrimination based on ethnicity, age, gender or disability. Today most of the hiring decisions are based on employers professional judgement. This constitute a potential risk for discrimination since the judgement can be influenced by prejudices and stereotypes. The research shows that employers tend to measure variables which are not relevant for individuals future job performance when they make decisions in selection processes. A mechanical approach for the recruitment can broadly correct for this since it is based on standardized procedures that eliminates human judgement. The data collection of candidates strictly relate to a defined job profile which only contains criterions that are of importance for the employment. Pre-specified algorithms are later on used for combining each candidates data into an overall assessment. This regulates that the same criteria is measured for all individuals. In order to analyse the material a legal dogmatic method has been combined with a legal sociology method.
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Söderberg, Adam, and Emil Bjädefors. "Inträdet till revisionsbyråns finrum : En studie som behandlar revisionsbyråernas rekryteringsprocess till ett partnerskap." Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-95865.
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Att vara partner i de större revisionsbyråerna i Sverige innebär dels att en roll som delägare axlas och dels att individen fortsätter tjänstgöra i den operativa verksamheten. Medarbetarnas motivation till att ta klivet högst upp för karriärstrappan och anamma ett partnerskap har studerats. Däremot, en studie som ser till vad byrån letar efter hos den optimala partnern har tidigare inte genomförts. Syftet med studien är att utreda och skapa förståelse för den rekryteringsprocess som tillämpas när en ny partner ska väljas ut inom de större revisionsbyråerna i Sverige. Studien tillämpar en tvärsnittsdesign med en abduktiv ansats för att utreda hur rekryteringsprocessen genomförs i de fem största revisionsbyråerna i Sverige. Denna förståelse fångas genom kvalitativa intervjuer som genomförs med nuvarande partners. För att skapa förståelse för denna process ur ett teoretiskt perspektiv appliceras styrformerna; resultat-, beteende- och normativ styrning. Utifrån detta kan en teoretisk reflektion genomföras samt öppna för studiens abduktion genom en inducering av den empiriska informationen. Studien finner att revisionsbyråerna genomför både interna och externa rekryteringar, där interna rekryteringar förespråkas. Inom revisionsbyråerna finns tre olika partnertyper; omsättningspartners, ledarpartners samt specialister. Resultatet visar att en revisionsbyrå eftersöker individer med ett affärsmannaskap, genom en kommersiell attityd och entreprenöriella egenskaper. Dessutom är kandidatens förmåga att leda och utveckla medarbetare väsentligt. Trots ovan visar studiens resultat på att partnerrekryteringen är baserad på den aktuella situationen.Being a partner in the big audit firms in Sweden means that a role as a part-owner is shouldered and that the individual continues to serve the operational activities. Employees' motivation to climb the stairs and embrace a partnership is previously studied. However, a study that observe what the accounting firm is looking for, to find the optimal partner has not been conducted before. The purpose of this thesis is to investigate and create an understanding of the recruitment process that is applied when a new partner is to be selected within the big accounting firms in Sweden. The study applies a cross-sectional design with an abductive approach to investigate how the recruitment process is carried out in the five largest accounting firms in Sweden. This understanding is captured through qualitative interviews conducted with current partners. In order to create an understanding of this process from a theoretical perspective, some control forms where applied; result, behavior and normative control. Based on this, a theoretical reflection could be conducted as well as open to the study's abduction through an induction of the empirical information. The study finds that the accounting firms applies both internal and external recruitment, where internal recruitment is advocated. There are three different types of partners within the accounting firms; sales partners, management partners and specialists. The result shows that an accounting firm seeks individuals with a business acumen, in terms of a commercial attitude and entrepreneurial characteristics. In addition, the candidate's ability to lead and develop employees is essential. Despite the above, the study's results show that the recruitment is based on the current situation.
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Kociánová, Gabriela. "Získávání, výběr, přijímání a adaptace zaměstnanců ve společnosti KIT Digital Prague a.s." Master's thesis, Vysoká škola ekonomická v Praze, 2010. http://www.nusl.cz/ntk/nusl-113696.
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This Thesis focuses on employee recruitment, selection, hiring and adaptation, the main goal is to analyze the processes within KIT Digital Prague a.s. and propose a set of recommendations leading to significant improvements concerning those processes. The thesis is divided into three parts. The first part covers the theoretical basis of the Thesis subject. The second part describes individual HR activities and processes specific to the company. In conclusion, the thesis will make a series of proposals the objective of which is to significantly improve the aforementioned HR related activities and proceses.
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Tučková, Adéla. "Analýza systému získávání a výběru zaměstnanců ve společnosti KOVOSVIT MAS, a.s." Master's thesis, Vysoká škola ekonomická v Praze, 2015. http://www.nusl.cz/ntk/nusl-206199.
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The aim of the Diploma Thesis is to analyze the recruitment and selection process of employees in the company KOVOSVIT MAS, a.s., identify its strengths and weaknesses and propose measures to improve its effectiveness. With the questionnaire survey there is also examined satisfaction of employees with the company's process of recruitment and selection of staff. This thesis is divided into two parts - theoretical and practical. The theoretical part is based on the theoretical background. The findings of this part are also applied in the practical part. In the practical part, there is introduced company KOVOSVIT MAS, a.s., the structure of its employees and the system of recruitment and selection of employees, which is established in the company. Then the questionnaire survey is evaluated, which examines the attitude and satisfaction of the workers with the system of recruitment and selection of employees in the company. In the last part there is a formulation of its strenghts and weaknesses and proposition of measures which could lead to its improvement.
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Česnelienė, Miglė. "Lojalaus personalo ugdymas švietimo organizacijose optimizuojant verbavimo ir atrankos procesus." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2010. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2010~D_20100903_130220-84259.
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Pastaruoju metu personalo paieška ir atranka yra neatsiejama įmonės vadovo darbo dalis. Prireikus naujų darbuotojų nemažai organizacijų jų ieškosi pačios arba naudojasi specialių agentūrų paslaugomis. Iš esmės, tai klausimas apie tris svarbiausius darbdavių dalykus: kaip pritraukti į laisvą darbo vietą tinkančius kandidatus, kaip susirinkti apie juos tokią informaciją, kuri leistų išsiaiškinti geriausią kandidatą ir kaip tinkamai motyvuoti darbuotoją, kad šis liktų jūsų organizacijoje lojalus. Tyrimo objektas yra personalo lojalumas švietimo organizacijoje. Tyrimo tikslas – ištirti lojalaus personalo švietimo organizacijose ugdymo galimybes optimizuojant verbavimo ir atrankos procesus. Tyrimo uždaviniai: 1. Pagrįsti darbuotojo lojalumo ugdymo veiksnius organizacijoje. 2. Išnagrinėti personalo verbavimo ir atrankos procesus. 3. Atlikti darbuotojų lojalumo anketinę apklausą. 4. Parengti rekomendacijas lojalaus personalo ugdymo tobulinimui švietimo organizacijose, optimizuojant verbavimo ir atrankos procesus. Tyrimo metodai: 1. Mokslinės literatūros analizė taikyta siekiant apibrėžti lojalaus personalo sampratą, lojalumo ugdymą ir palaikymo veiksnius. 2. Anketinė apklausa naudojant uždaro tipo klausimyną. 3. Statistinė duomenų analizė. Tyrimo imtis. Tyrimui buvo pasirinktos penkios Panevėžio bendrojo lavinimo mokyklos patogiosios atrankos būdų. Iš viso tyrime dalyvavo 109 pedagogai.Lately, searching and selection of personnel have become an inseparable part of manager’s work. As the need arises for new employees, quite many organizations either organize the searching themselves or use the services of special agencies. Essentially, this issue deals with the three key subjects for employers: how to attract suitable candidates to the vacancies, how to collect the information enabling to choose the best candidate and how to motivate the employees suitably to build their loyalty to your organization. Object of the research is the personnel loyalty in education organization. Purpose of the research is to examine the opportunities for the development of loyal personnel in education organizations by optimizing the recruitment and selection processes. Tasks of the research: 1. To substantiate the employee loyalty development factors in an organization. 2. To examine the personnel recruitment and selection processes. 3. To perform a questionnaire survey on employee loyalty. 4. To prepare the recommendations for the improvement of loyal personnel development in education organizations by optimizing the recruitment and selection processes. Methods of the research: 1. Scientific literature analysis was applied to define the conception of loyal personnel, loyalty development and supporting factors. 2. Questionnaire survey with closed type questions. 3. Statistical data analysis. Sample of the research. Five comprehensive schools of Panevėžys were chosen by way of... [to full text]
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Tatarynava, Aksana. "Moderní metody získávání a výběru zaměstnanců z pohledu personální agentury." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-192408.
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The thesis is focused on the analysis of different recruitment and selection methods of new employees; the thesis evaluates modern methods of recruitment and selection of candidates used in recruitment agency CPL Jobs and provides suggestions for improving of the process within the agency. The aim of this thesis is to examine the process of recruitment and selection of new employees as a key component of modern approaches of personnel management, to describe the tools for achieving efficient process and submit their own proposals for improving its effectiveness. The thesis is divided into two parts. The theoretical part defines the process of recruitment and selection of qualified manpower, describes different methods of recruitment and selection of employees in recruitment agency. The practical part is based on personal experience and contains the analysis of current situation of using different sources and methods of recruitment and selection of new candidates in recruitment agency CPL Jobs and submits its improvement and further enhancement of the effectiveness.
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Zelenková, Michala. "Analýza efektívnosti metód výberu zamestnancov v organizácii." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-201831.
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The diploma thesis deals with the efficiency of the methods of selection of employees in the company Tesco Stores ČR a.s. The main aim of this thesis was to analyse the methods of recruitment which were introduced to the company and evaluate if their impact on the selection process and the quality of the candidates is positive. Academic research provided a theoretical framework for solving recruitment problems and subsequently were determined performance indicators which were applied to the selection process of employees. Based on the data from internal documents, interviews and questionnaire was analysed the effectiveness of recruitment methods in the company. The obtained data allowed to identify strengths but also weaknesses in the method of selection and recruitment process. The results of the analysis led to recommendations which implementation shall lead to elimination of the identified weaknesses and to ensure full satisfaction of managers and candidates with recruitment.
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Vaverová, Lucie. "Analýza systému získávání a výběru zaměstnanců." Master's thesis, Vysoká škola ekonomická v Praze, 2013. http://www.nusl.cz/ntk/nusl-191937.
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This thesis deals with the issue of human resource management and it is focused on a general description of HR processes of recruitment and selection of staff. It also captures the essence of the recruitment and selection of employees, and identifies conditions that must be observed for making this system is effective. The thesis is divided into two parts. In the first, theoretical part, there are defined the keywords and described the processes and methods of recruitment and selection of employees. In the second, the practical part, there is introduced company X, the structure of its employees and the system of recruitment and selection of employees, which is established in the company. The system is at this place analyzed and compared with the generally accepted theoretical principles. With the questionnaire survey there is also examined satisfaction of employees with the company's process of recruitment and selection of staff. In conclusion of the thesis, the system of recruitment and selection of employees is appraised and there are highlighted its strengths and proposed measures for its improvement.
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Novotná, Petra. "Přijímací řízení ve společnosti ČSOB, a.s. v podmínkách přetlaku absolventů ekonomických škol." Master's thesis, Vysoká škola ekonomická v Praze, 2011. http://www.nusl.cz/ntk/nusl-125129.
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The aim of this thesis is to first evaluate the current possibilities of students and graduates of economic fields of study in the labor market and in one particular company - Československá obchodní banka, a. s., and the second to characterize the recruitment process in CSOB. It contains also several proposals to make the process more effective. The work is divided into theoretical and practical part. The theoretical part first examines the main trends in students and graduates business education and speaks about the issue of coming of graduates into the labor market. The following chapter deals with the personal work, specifically recruiting and selecting of company's staff. Practical part evaluates the options of cooperation for students and graduates with the Bank and presents a complete recruitment process of workers in the company. The part of this work is a survey of preferences of students and graduates in choosing first job. Based on survey results, compared with the actual activities of CSOB are formulated some recommendations.
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Matos, Carla Alexandra Gama de. "Processo de recrutamento e seleção na Expand Talent." Master's thesis, Instituto Superior de Economia e Gestão, 2015. http://hdl.handle.net/10400.5/10137.
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Mestrado em Gestão de Recursos HumanosNum ambiente cada vez mais competitivo, o Recrutamento e Seleção (R&S) é um tema crucial. As empresas devem identificar as técnicas de recrutamento e seleção mais adequadas para preencher vagas/oportunidades de trabalho. Um outro tema fulcral para as empresas são os vendedores, uma vez que têm um papel central no marketing dos produtos e até mesmo no marketing institucional. Este trabalho consiste na elaboração de um relatório de estágio realizado numa consultora nacional de Recursos Humanos (RH), focada na área do R&S de perfis comerciais. A experiência de estágio servirá para analisar de forma crítica as práticas de R&S utilizadas numa empresa específica - GoExpand. O principal objetivo do estudo é a aplicação dos conhecimentos adquiridos ao longo do Mestrado de Gestão de Recursos Humanos na prática de R&S. Mais especificamente, a experiência serviu para analisar, desempenhar e descrever as etapas inerentes ao Processo de R&S de um perfil específico, os vendedores, e respetivos fatores de sucesso e insucesso. Ao longo do relatório, a literatura será confrontada com a experiência, assim como serão enumerados os conhecimentos e competências adquiridas no primeiro contacto com o mercado de trabalho.
In an increasingly competitive environment, Recruitment and Selection (R&S) has become a crucial issue. Organizations should identify the most appropriate techniques to apply the R&S processes of job opportunities or vacancies. Another key issue for organizations are salespeople, because they are central in the marketing of products and even for institutional marketing. The present work is a report of an internship conducted in a Portuguese Resources Consultant, focused on the R&S area of commercial profiles. The internship experience will serve to analyze critically the R&S practices used in a particular company - GoExpand. The main objective of the study is the application of knowledge acquired during the Master of Human Resources Management in the practice of R&S. More specifically, the experience obtained was used to analyze, perform and describe the inherent steps to the R&S process of a specific profile, sellers, and respective factors of success and failure. Throughout the report, the literature will be confronted with the experience. The knowledge and skills acquired in this first contact with the labor market will also be identified.
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Kučerová, Andrea. "Proces a metody získávání a výběru zaměstnanců ve společnosti T-mobile." Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-17163.
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The purpose of the work is a description and analysis of the employee recruitment and selection process and of the methods used during this process in a specific company and a critical evaluation (i.e. identification of the strong and weak points) of the process and methods used during the recruitment including presentation of the proposals on how to resolve the deficiencies are outlined. In the first part is briefly introduced the company, where the respective fieldwork occurred. The following (crucial) part is divided into two chapters which are focused on the recruitment (sources, methods and process) and later selection (criterions, methods and process) of the employees and the evaluation of effectiveness of the recruitment. This work also shortly defines the impact of the financial crisis on the employee recruitment and selection process. In the conclusion are mentioned the strong and weak points of the whole process and methods used during the recruitment process and the proposals on how to resolve the deficiencies are outlined.
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Budišová, Martina. "Získavanie a výber zamestnancov A.T. Kearney." Master's thesis, Vysoká škola ekonomická v Praze, 2010. http://www.nusl.cz/ntk/nusl-74397.
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The aim of this thesis is to describe the recruitment and selection process at A.T. Kearney. Thesis is focused on a description of current practices and methods of recruitment and selection process in the company, recommendations how to improve the process are part of the thesis as well. This thesis is divided into two parts. In theoretical part, reader is informed about particular phases and methods of recruitment and selection process. Practical part consists of A.T. Kearney introduction, selection and recruiting process characteristics and analysis and survey. Survey investigates the students' preferences and factors relevant when selecting future employer as representatives of the youngest generation in the working age, Generation Y. At the end, there are the recommendations for improvement of current practices of A.T. Kearney recruitment and selection process.
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Santos, Lígia Cristina da Silva dos. "A perceção dos gerentes, como cliente interno, sobre o processo de recrutamento e seleção numa empresa do setor da restauração." Master's thesis, Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais, 2017. http://hdl.handle.net/10400.26/17771.
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Dissertação apresentada para cumprimento dos requisitos necessários à obtenção do
grau de
Mestre em Gestão Estratégica de Recursos HumanosO objetivo deste estudo foi analisar a perceção dos Gerentes, como cliente interno, sobre o processo de recrutamento e seleção numa empresa do setor da restauração. Pretende-se em concreto conhecer a perceção sobre o conhecimento, a participação e a satisfação que estes profissionais têm em relação ao processo de recrutamento e seleção prestado pelo Departamento de Recrutamento e Seleção da empresa. Os resultados obtidos neste estudo indicam que os Gerentes dos restaurantes apresentam níveis diferenciados em relação ao conhecimento, à participação e à satisfação. As perceções mais baixas verificam-se na participação no processo de recrutamento e seleção, no que concerne à satisfação estes profissionais têm níveis médios nesta categoria e no que respeita ao conhecimento, verificaram-se os níveis mais altos. Os resultados sugerem que em relação ao conhecimento, a empresa deve melhorar quanto ao fornecimento de informação que concede aos Gerentes dos restaurantes sobre os candidatos selecionados, na categoria participação, a empresa deve envolver os Gerentes no processo de seleção desde o início e em todas as etapas, e na categoria satisfação, deve melhorar na seleção dos candidatos, para que estes se adaptem às suas novas funções e deverá facilitar a carga burocrática do processo.
The objective of this study was analyze the perception of the managers, as internal customer, about the process of recruiting and selecting a company in the catering sector. It is intended in particular to know the perception about the knowledge, participation and satisfaction that these professionals have in relation to the recruitment and selection process provided by the Department of Human Resource Management. The results obtained in this study indicate that the restaurant managers present differentiated levels in the three analyzed aspects, knowledge, participation and satisfaction about the personnel selection process. The lowest perceptions occurring in the participation, as far as satisfaction is concerned, these professionals have average levels in this category and in terms of knowledge, the highest levels were found. The results suggest that in the knowledge the company should improve in relation to the information provided to the restaurant managers on the selected candidates, in the participation, the company should involve the managers in the selection process from the beginning and in all. The stages in the satisfaction should improve the selection of candidates so that they adapt to their new roles and should facilitate the bureaucratic burden of the process.
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Hauk, Patrik. "Optimalizace náborových procesů a adaptace zaměstnanců ve vybrané společnosti." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2019. http://www.nusl.cz/ntk/nusl-399886.
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The thesis deals with the human resources in chosen hospital facility. The aim of the thesis is to give proposals to optimize recruitment process and the subsequent adaptation of new employees in the organization and to make them more efficient. The research will be carried out through a questionnaire survey with in-house staff and a structured interview with superiors and management. Based on the results found, changes will be proposed to improve the aforementioned business processes.
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Fallon, Marie M. "Quantitative Study of the Appointment Process of Local Board of Health Members in Ohio and the Relationship to Board Effectiveness." Bowling Green State University / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1245267197.
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Trtíková, Eva. "Získávání, výběr a proces adaptace pracovníků ve firmě." Master's thesis, Vysoká škola ekonomická v Praze, 2010. http://www.nusl.cz/ntk/nusl-71739.
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This thesis deals with very important and essential activities of enterprises. It deals with the process of acquisition, selection and subsequent adaptation of the employees of Zentiva. Examines and analyzes the methods and practices specified in society and confronts them with the theoretical recommendations. The work is divided into three parts. The first represents the theoretical part, which gives the basis for the application and the last part deals with the questionnaire, which was designed so that the thesis has brought to the opinion of staff researched the issue. The aim of the whole work is to evaluate this process in society and to propose recommendations for streamlining the issues examined.
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Preto, Marta Salema Garção de Matos Pires Ramos. "Proposta de processos de gestão de recursos humanos para cumprimento da norma ISO 9001." Master's thesis, Instituto Superior de Economia e Gestão, 2016. http://hdl.handle.net/10400.5/13082.
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Mestrado em Ciências EmpresariaisEste projeto tem como objetivo perceber o funcionamento de uma empresa que se propõe à certificação ISO, com o propósito de desenhar os seus processos e consequentemente aumentar a sua eficiência. Foi levantada a informação necessária in loco através de observação e entrevista por forma a compreender o funcionamento da empresa e como é entendida a gestão da qualidade. Procurou-se responder à questão sobre quais as aspetos fundamentais a considerar nos processos de recrutamento, seleção e formação dos colaboradores da empresa “ABC”, de modo a cumprir os requisitos apresentados pela Norma NP EN ISO 9001:2008. Devido à limitação temporal que este projeto impõe, focámo-nos no desenvolvimento dos processos de recrutamento e seleção, e de formação dos colaboradores. Foram desenhadas duas propostas de possíveis processos de recrutamento e seleção, e de formação a adotar pela empresa, tendo por base as orientações da norma ISO 9001:2008, sendo essencial para o sucesso da implementação dos mesmos que a empresa se certifique que todos os colaboradores envolvidos conhecem e compreendem esses processos e o seu papel na utilização dos mesmos, para que estes decorram sem falhas. Finalmente, constatou-se também que a empresa deve aproveitar a implementação dos novos processos acima referidos, e atualizar algumas das ferramentas/métodos que utiliza, de forma a atualizar-se face ao desenvolvimento do mercado, i.e., atualizar a forma como trata (por exemplo) a documentação de trabalho ou como aplica a avaliação de desempenho servindo-se do processo de formação a implementar para facilitar a aprendizagem/desenvolvimento das competências técnicas dos seus recursos humanos.
The purpose of this project is to understand how a company looking to obtain the ISO certification, with the purpose of designing its processes, improve its efficiency. The information was gathered by in loco observation and a semi-structured interview in order to understand how the company works and quality management is perceived. Our purpose was to answer the question of which are the main aspects to be considered in the processes of selection and recruitment, and training of the company, in order to be consistent with the ISO 9001:2008 guidelines. Due to temporal limitation, this project focused essentially in the process of employee selection, recruitment and training. Two proposals of the selection and recruitment, and training processes were designed, having as reference the ISO 9001:2008 guidelines, and it was determined that involving all integrated parts and making sure they can fully understand the process and their part in it, is essential to guaranteeing the correct implementation of the processes. Finally, it was also determined that the company may take hold of this new developed processes to update some of its methods/tools in order to follow up with the market development, i.e., update the way of dealing with (for example) working papers and the performance appraisal tool, with the help of the suggested training process, in order to facilitate its HR development.
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Nevolová, Markéta. "Analýza procesu získávání a výběru obchodních poradců v pojišťovací společnosti." Master's thesis, Vysoká škola ekonomická v Praze, 2013. http://www.nusl.cz/ntk/nusl-192492.
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The Master's Thesis is focused on the process of recruitment and selection of applicants for business consultant positions in an unnamed insurance company. The position is characterized by frequently repeated demand for recruitment of new workers. Therefore the requirements for effectiveness of the process of recruitment and selections of suitable applicants increase. The goal of the Master's Thesis is to evaluate current effectiveness of partial steps of the process and uncover ineffective parts of the process. Based on uncovered ineffective sub-processes a set of recommendations which would help increase the overall effectiveness of the process will be given.
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Špatenková, Jana. "Assessment centre and its use in the corporate practice." Master's thesis, Vysoká škola ekonomická v Praze, 2010. http://www.nusl.cz/ntk/nusl-75270.
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The goal of this master thesis is to summarise the theoretical knowledge and subsequently analyse the so-called Assessment Centre, a modern methodology used for recruitment of employees out of a larger pool of applicants. A unified approach to the recruitment process has been developed based on the results of this analysis The analysis includes a detailed insight into the preparation and the course of the Assessment Centre, a competency assessment of the committee members, assessment of the job description, job requirements and selection criteria and an analysis of satisfaction of the applicants themselves. The analysis was conducted on two workplaces of the Insurance Company "XY", with each of them having a different approach towards the assessment centre. Free as well as partially standardised observations were used as a methodological background for the assessment centre analysis. The assessment of satisfaction of the AC participants was conducted with the help of questionnaires.
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Jirásková, Eliška. "Získávání, výběr a adaptace pracovníků." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-193829.
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The theme of this thesis focuses on the area of personnel management, which is an indispensable part of the functioning of organizations. This theme includes recruitment, selection and adaptation process of employees at NAPA TRUCKS, spol. s.r.o. It focuses on analyzing the procedures and practices of the company and based on theoretical knowledge by designing practices to improve recruitment, selection and adaptation process of employees. The thesis is divided into two parts. The first part is theoretical. The second part contains the description of current practices and for each section makes recommendations for improvement. The aim is to analyze current processes and propose recommendations for streamlining and improving the processes in the company.
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Carreira, Lígia Jorge. "Formação, recrutamento e selecção no Grupo Lena." Master's thesis, Instituto Superior de Economia e Gestão, 2014. http://hdl.handle.net/10400.5/7720.
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Mestrado em Gestão de Recursos HumanosNo âmbito do Mestrado de Gestão de Recursos Humanos, apresenta-se o seguinte relatório de estágio como Trabalho Final de Mestrado, contendo dois grandes objetivos: em primeiro lugar, descrever as atividades desenvolvidas ao longo de três meses, no que diz respeito ao processo de formação, recrutamento e seleção do Grupo Lena (tendo maior enfâse a área da formação) e posteriormente, analisar e refletir sobre essas mesmas atividades com base na revisão bibliográfica. A formação tem vindo a ganhar uma crescente importância ao longo dos últimos anos, devido ao facto do capital humano ser o único meio que pode ser trabalhado e consequentemente, oferecer vantagens competitivas sustentáveis às empresas. A formação pretende assim responder às exigências de um mercado cada vez mais competitivo e em constante mudança, possibilitando o aumento de conhecimentos, técnicas ou atitudes às pessoas que usufruem da mesma. Assim com base nas atividades realizadas no estágio propõe-se a revisão bibliográfica relativa aos fundamentos destes três processos, em que são abordadas definições, contextos e técnicas atualmente praticadas nas empresas, sendo que na segunda parte além da apresentação do Grupo é feita a comparação entre a literatura pesquisada e o processo de formação utilizado no Grupo incluindo as atividades desenvolvidas no estágio. Procura-se também analisar e perceber se o processo de formação que se encontra em vigor no Grupo Lena é o mesmo retratado pelos autores referidos na revisão bibliográfica.
In the context of the Master's degree of Human Resource Management, the following report of traineeship is presented as Final Work of the Master's degree, containing two major objectives: firstly, describe the activities developed over three months, with regard to the process of training, recruitment and selection of the Grupo Lena (having greater emphasis to the training area) and secondly, analyse and reflect on these same activities based on literature review. Training has gained an increasing importance over the past few years, due to the fact that human capital is the only mean which can be worked and consequently offer sustainable competitive advantages to companies. This way, training aims to answer the demands of an increasingly competitive constantly changing market and making it possible to increase knowledge, skills or attitudes to people who benefit from the same. Therefore, on the basis of the activities carried out on traineeship, literature review is proposed concerning fundamentals of these three processes, in which definitions, contexts and techniques currently used in companies are covered, and in the second part, besides the presentation of the Group, it is made the comparison between the literature review and the training process used in the Group, including the activities developed during the traineeship. Thus, the aim is to analyse and understand whether the training process which is in force on the Grupo Lena is the same as depicted by the authors mentioned in the literature review.
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Andrade, Gonçalo Fernandes Pereira. "Os processos de recrutamento e seleção de auxiliares de ação médica e de enfermeiros no Grupo Lusíadas Saúde." Master's thesis, Instituto Superior de Economia e Gestão, 2017. http://hdl.handle.net/10400.5/14322.
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Mestrado em Gestão de Recursos HumanosFoi realizado um estágio curricular de três meses entre vinte e dois de fevereiro a vinte e dois de maio de 2017, que decorreu em Lisboa, na Direção de Recursos Humanos da organização Lusíadas Saúde. O estagiário desempenhou funções principalmente na área do Recrutamento e Seleção, tendo observado algumas etapas do Processo de Recrutamento, como é o caso da publicação de anúncios e participado em várias etapas do Processo de Seleção, como por exemplo, nos testes psicológicos. Com este estudo pretende-se entender, como é que se estruturaram e se desenvolveram os Processos de Recrutamento e Seleção dos auxiliares de ação de médica e dos enfermeiros, ou seja, como é que os novos candidatos eram atraídos e selecionados. Neste estudo encontra-se descrito um método quantitativo, como é o caso, do questionário relativo à avaliação dos Processos de Recrutamento e Seleção de auxiliares de ação médica e de enfermeiros, respondido por estes profissionais dentro do Hospital Lusíadas Lisboa. Concluiu-se então, que a partir desta avaliação, as etapas foram bastante eficazes e eficientes na Seleção dos candidatos essenciais para desempenhar as funções da organização. Assim o Grupo Lusíadas Saúde ganhou novos colaboradores.
A three-month curricular internship was undertaken between February 22 and May 22 of 2017. This internship took place in Lisbon, at the Human Resources Direction of the organization Lusíadas Saúde, headquarter of the Lusíadas Saúde Group. The trainee functions were mainly performed in the Recruitment and Selection area, where he observed, some stages of the Recruitment Process, such as the publication of job advertisements and the participation in several stages of the Selection Process, such as psychological tests. This study intends to analyse, how the Recruitment and Selection Processes of medical assistants and nurses were structed and developed, that is, how the new candidates were attracted and selected. This study also describes a quantitative method, more specifically a questionnaire, related to the evaluation of the Recruitment and Selection Processes of medical assistants and nurses within the Lusíadas Lisboa Hospital. From this evaluation, it was concluded that the stages of these two Processes were very effective and efficient in the attraction and selection of the candidates. Therefore the Lusíadas Saúde Group has won new workers.
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Santos, Daniela Coelho. "Recrutamento, seleção e processo de integração na AXA Portugal." Master's thesis, Instituto Superior de Economia e Gestão, 2015. http://hdl.handle.net/10400.5/10964.
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Mestrado em Gestão de Recursos HumanosO tema do Trabalho Final de Mestrado incide sobre o Recrutamento & Seleção e o Processo de Integração na AXA Portugal, multinacional de referência no setor segurador. O objetivo deste trabalho consiste na descrição das atividades desenvolvidas ao longo do período de estágio, mais precisamente nas tarefas inerentes a todo o processo de R&S, socialização, acolhimento e integração de colaboradores/as. Estes processos são imprescindíveis no crescimento e desenvolvimento das empresas, pois dizem respeito a todas as tomadas de decisão e ações de gestão que afetam a relação entre as empresas e os/as seus/suas colaboradores/as. Os recursos humanos, fator de diferenciação em relação à concorrência, por serem únicos, raros e insubstituíveis, são considerados fonte de vantagem competitiva. O presente Trabalho Final de Mestrado resulta de um estágio curricular realizado no departamento de Recursos Humanos da AXA Portugal, mais especificamente na área de Human Resources Business Partners, abraçando todo o processo de Recrutamento & Seleção e de Integração. Deste modo, o relatório inicia-se com uma revisão de literatura, seguindo-se uma descrição da AXA e das atividades desenvolvidas referentes aos métodos de R&S e de Integração praticados pela empresa. Por fim, são analisadas e interpretadas as atividades desenvolvidas e a revisão da literatura, sendo no final identificadas algumas limitações encontradas e oportunidades de melhoria do ponto de vista da empresa, bem como sugestões para trabalhos futuros.
This master thesis focuses on Recruitment, Selection and Integration Process in AXA Portugal, a multinational reference in the insurance sector. The main purpose consists on describing the activities developed throughout the internship period, more precisely in the tasks concerning all of the R&S process, like socialization, welcoming and integrating new employees. These processes are essential for the growth and development of enterprises, because they refer to all decision-making and management actions that affect the relationship between companies and their employees. The human resources, because they are unique, become a differentiating factor from the competition, by being rare and irreplaceable, are considered an asset of great competitive advantage. This traineeship was held at the Human Resources department of AXA Portugal, specifically in the area of Human Resources Business Partners, where the student embraced the whole process of R&S and Integration. Therefore, the report begins with a literature review, followed by a description of AXA and of the activities related to methods of R&S and Integration practiced by the company. Finally, the activities and review of the literature are analyzed and interpreted, and in the end some constraints and opportunities for improvement were found and identified, from the company's point of view as well as suggestions for future work.