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Rozprawy doktorskie na temat „Interview Selections”

Autor: Grafiati

Data publikacji: 3 czerwca 2025

Data aktualizacji: 31 lipca 2025

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1

Marzuki, Najib Ahmad. "Perceived interviewer characteristics, personality, justice and suitability in selection interview." Thesis, University of Nottingham, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.285595.

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Hindman, Jennifer Lilliston. "The connection between qualities of effective teachers and selection interviews: The development of a teacher selection interview protocol." W&M ScholarWorks, 2004. https://scholarworks.wm.edu/etd/1550154089.

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Anderson, Neil R. "Interviewer impression formation and decision making in the graduate selection interview: a theoretical and empirical analysis." Thesis, Aston University, 1988. http://publications.aston.ac.uk/12224/.

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Levine, Anne B. "The Structured Employment Interview: An Examination of Construct and Criterion Validity." The University of Waikato, 2006. http://hdl.handle.net/10289/2288.

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This study extends the literature on interview validity by attempting to create a structured employment interview with both construct- and criterion-related validity. For this study, a situational interview was developed with the specific purpose of enhancing the interview's construct validity while retaining the interview's predictive power. To enhance the construct validity, two guidelines were applied to the creation of the interview based on previous research in interview and assessment center literature limit the number of applicant characteristics to be rated to 3; and (2) ensure that

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5

Mondak, Michael Joseph. "Infuences on Teacher Selection." Diss., Virginia Tech, 2004. http://hdl.handle.net/10919/29543.

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With increasing emphasis being placed on the selection of highly qualified teachers as mandated by the No Child Left Behind legislation (NCLB) of 2001, growing numbers of student populations, and the decreasing numbers of teachers entering the profession, it is evident that the teacher selection process must assume a more scientific path. In order to improve the selection process it is necessary to look at many aspects of this procedure. Specifically, what characteristics do teacher candidates possess that would qualify them for a particular position and, to what degree do the school identifie

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6

Rubin, Jennifer. "Selecting gender : women, management and the corporate interview." Thesis, University of Cambridge, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.363103.

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7

Stonkutė, Dovilė. "Pedagogų atrankos palyginimas ir analizė Vilniaus gimnazijoje X ir vidurinėje mokykloje Y." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2012. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120703_140212-29975.

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Žmogiškųjų išteklių vadybos magistro baigiamojo darbo tema yra aktuali, nes pagrindinis dėmesys yra skiriamas švietimo įstaigoms – gimnazijai X ir vidurinei mokyklai Y. Tarp šių institucijų egzistuoja esminis skirtumas - gimnazijose mokymas yra labiau pagilintas, moksleiviams keliami aukštesni išsilavinimo reikalavimai, suteikiamos platesnės mokymosi galimybės ir perspektyvos nei vidurinėse mokyklose. Pedagogų atrankos lyginimas ir analizė dviejose skirtingose vidurinio mokslo institucijose yra aktualus būdas palyginti ir nustatyti, kaip darbuotojų atrankos procesas skiriasi šiuose dviejuose į

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Callwood, Alison. "Developing and evaluating the multiple mini interview in student midwife selection." Thesis, University of Surrey, 2015. http://epubs.surrey.ac.uk/808262/.

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The multiple mini interview (MMI) is an admissions instrument designed to replace the personal interview in health care student selection. Its effectiveness has been evaluated in medical student recruitment processes (Eva et al., 2004a, Roberts et al., 2014). At the commencement of this research no reliability, validity, or acceptability studies had been published specifically in relation to student midwife selection. Study objectives: to develop, pilot and evaluate the reliability, validity and acceptability of MMIs in student midwife selection in a Higher Education Institution (HEI) in the U

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9

Lortie, Brendan Christopher. "Investigating the Predictors and Outcomes of Interview Faking Behavior." Bowling Green State University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1498040125111839.

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Schalm, Rebecca L. "Sex bias in the selection interview, does evaluation structure make a difference?" Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp03/NQ51046.pdf.

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11

Bühl, Anne-Kathrin [Verfasser], and Cornelius [Akademischer Betreuer] König. "Faking in selection interviews / Anne-Kathrin Bühl ; Betreuer: Cornelius König." Saarbrücken : Saarländische Universitäts- und Landesbibliothek, 2017. http://d-nb.info/1137206284/34.

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Conner, Lane A. "Correlates of a Past Behavior Interview for the Business Unit Leader: Experience, Motivation, Personality and Cognitive Ability." Thesis, University of North Texas, 2008. https://digital.library.unt.edu/ark:/67531/metadc11066/.

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This research evaluates the relationship between various individual differences constructs and performance on a past behavior interview (PBI)-one of the most popular forms of personnel selection interviews used today-within a sample of business unit leader level incumbents and applicants from organizations across the United States. Correlation analysis is conducted on the relationship between overall performance on a PBI and four work-related constructs: Experience, Motivation, Personality, and Cognitive Ability. The existing literature on PBIs and the four independent variables is critically

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13

Schmidt, Gregory F. "The effect of thin slicing on structured interview decisions." [Tampa, Fla.] : University of South Florida, 2007. http://purl.fcla.edu/usf/dc/et/SFE0002259.

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Schmidt, Greg F. "Computer Adaptive Rating Scales (CARS) for the Employment Interview." Scholar Commons, 2011. http://scholarcommons.usf.edu/etd/3334.

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This research investigates the effectiveness of computerized adaptive rating scales (CARS) in comparison to the relatively more common behavioral anchored ratings scales (BARS) format. The current study sought to extend the body of psychometric research of CARS while investigating its potential for use in the employment interview. Using 43 videotaped interviews and supervisor job performance ratings, and constructing a new task-performance based CARS, it was hypothesized that employment interview ratings produced using the CARS format would yield significantly higher predictive validity coeffi

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15

Amorim, Ana Sofia Ferreira. "Impressões e pré-impressões de consultores de recrutamento na seleção de candidatos : estudo exploratório sobre as estratégias cognitivas dos consultores." Master's thesis, Instituto Superior de Economia e Gestão, 2016. http://hdl.handle.net/10400.5/12974.

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Mestrado em Gestão de Recursos Humanos<br>Neste estudo exploratório procuramos entender as perceções dos consultores em situação de seleção de candidatos. O trabalho interessa-se particularmente pela formação da impressão e a influência destas impressões na avaliação de candidatos, ou seja, na tomada de decisão do/a consultor/a/recrutador/a. A metodologia usada é exploratória e qualitativa. Foi construído um focus group onde se organizou várias etapas de uma discussão em torno destas questões na prática dos consultores de recrutamento. Uma das ferramentas aplicadas, chamada de Histórias Cont

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16

Kutcher, Eugene James. "Assessing fit in the interview: How candidates consider content and context cues to Person Organization Fit." Diss., Virginia Tech, 2007. http://hdl.handle.net/10919/27655.

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The interview is the ideal opportunity for the job candidate to assess his/her fit with a potential employer. While much research from the recruiting literature shows that candidates' perceptions of PO Fit lead to important outcomes such as intentions to pursue a position and acceptance of job offers, fewer studies explore how such fit perceptions are formed. The current study utilized a policy capturing approach to model how individuals interpret and combine cues from the interview experience as they formulate their perceptions of PO Fit. The cues tested included interview question content an

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17

FERRANTI, KIM MERRIMAN. "THE ARCHITECT SELECTION PROCESS: HOW ARCHITECT'S COMMUNICATIONS IN BOTH PROPOSALS AND INTERVIEWS ARE PERCEIVED BY SELECTION COMMITTEE MEMBERS." Thesis, The University of Arizona, 1992. http://hdl.handle.net/10150/555385.

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18

De, La Garza Jr Mario A. "The Relationship of Counselor Education Program Applicants’ Cognitive Complexity to Other Admission Criteria." Thesis, University of North Texas, 2013. https://digital.library.unt.edu/ark:/67531/metadc500038/.

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Counselor cognitive complexity is a counselor’s ability to recognize and organize multiple characteristics that might affect client needs. I examined whether various admissions criteria–Graduate Record Examination (GRE) Verbal, Quantitative, and Analytical Writing scores; previous coursework grade point averages; and faculty co-leaders’ admissions group interview ratings–for 182 applicants to a southwestern U.S. CACREP-accredited master’s counseling program predicted cognitive complexity scores on a modified Counselor Cognitions Questionnaire (CCQ). Participants were predominantly ages 20 to 3

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19

Conner, Lane A. Guarnaccia Charles Anthony. "Correlates of a past behavior interview for the business unit leader experience, motivation, personality, and cognitive ability /." [Denton, Tex.] : University of North Texas, 2008. http://digital.library.unt.edu/permalink/meta-dc-11066.

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Fehr, Charles P. "The effect of perceived gender role congruence and perceived sexual orientation on the selection interview process." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ52545.pdf.

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Hays, Elizabeth J. (Elizabeth Jane). "Relationship of a Situational Interview to the Job Performance of Convenience Store Clerks." Thesis, University of North Texas, 1990. https://digital.library.unt.edu/ark:/67531/metadc503938/.

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A situational interview was developed for use in the selection of convenience store cashiers. One hundred two newly hired cashiers were interviewed using the situational interview. Ninety days later, a performance appraisal was completed for all subjects who were still employed. There was no significant difference in interview scores between those still working 90 days after hire and those who were not (t = 1.14, df = 100, n.s.). Correlations between the total interview scores and the total performance appraisal scores were generally very low or negative. Potential explanations for the failure

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22

Rowekamp, Michelle M. "They Applied with What? The Attitudes and Perceptions of Using Professional vs. Unprofessional Email Addresses." Xavier University Psychology / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=xupsy1626446725890726.

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23

Brenner, Falko [Verfasser]. "Asynchronous video interviews in selection: A systematic review and five empirical investigations / Falko Brenner." Berlin : Freie Universität Berlin, 2020. http://d-nb.info/1212031725/34.

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24

Huang, Shu-er. "Ideal and reality of textbook selection : an interview- and questionnaire- based investigation in the Taiwanese tertiary context." Thesis, University of Warwick, 2011. http://wrap.warwick.ac.uk/36807/.

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This mixed-methods study looks at the theory and practice of textbook selection, describing the criteria that teachers say they actually use when selecting textbooks in the Taiwanese tertiary context, exploring the reasons associated with these criteria, asking teachers to prioritize overall among these criteria, and finally comparing these with the suggestions for teachers which are put forward in the literature. To my knowledge, no studies have either systematically investigated teachers‟ actual criteria or, indeed, the reasons for these criteria and priorities among them. It is therefore no

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25

Hovorková, Denisa. "Komparace AC a výběrového pohovoru v procesu výběru zaměstnanců do bankovní instituce." Master's thesis, Vysoká škola ekonomická v Praze, 2013. http://www.nusl.cz/ntk/nusl-198262.

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The dimploma thesis Comparison of AC and selection interview in process of employee selection in a bank institution is focused on comparison of financial, time and organizational difficulties of these two methods. The theoretic part defines basic terms as employee selection, Assessment Centre and selection interview. The Practical part compares process of selection in a bank institution for business positions. The thesis states time frame of each of the methods, defines invovled employees in processes, evaluates the processes according to costs and in the end copares results from selection int

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26

Kirkendall, Sarah. "The Role of Joint Versus Separate Evaluation in Selection Procedure Decisions." Bowling Green State University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1352761811.

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Borges, Rui Filipe Esteves. "Características das práticas de recrutamento e seleção - estudo de caso numa PME." Master's thesis, Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais, 2018. http://hdl.handle.net/10400.26/25507.

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Dissertação de Mestrado em Gestão Estratégica de Recursos Humanos<br>Este estudo tem como foco principal o tema do recrutamento e seleção. Foi realizado durante 2018 num ambiente empresarial onde é notável a mudança permanente do mercado de trabalho; a Gestão de Recursos Humanos assume cada vez mais, uma elevada importância na criação e desenvolvimento de empresas. Através da realização de um estudo qualitativo, é pretendido dar a conhecer as características da prática de recrutamento e seleção na PME 360fit. Esta empresa serve como objeto de estudo, permitindo a constatação dos facto

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Miller, Joseph B. "A comparison of the Performance Diagnostic Checklist and an unstructured interview assessment in guiding intervention selection in an organizational setting." Scholarly Commons, 2004. https://scholarlycommons.pacific.edu/uop_etds/2652.

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This study analyzed the efficacy of the Performance Diagnostic Checklist (PDC) as a tool used for developing interventions for performance improvement by comparing the intervention choice rankings of a group that used it to one that did not. This comparison was made by providing professional organizational consultants or university professors and undergraduate students enrolled in related courses with a written scenario concerning an organization in need of performance improvement. These consultants and students were randomly assigned into two groups: (a) one in which the scenario was accompan

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O'Neill, John. "COMPUTERIZED BEHAVIORAL SKILLS TRAINING, SELECTION-BASED INSTRUCTION, LAG REINFORCEMENT SCHEDULES, AND THE EMERGENCE OF TOPOGRAPHY-BASED RESPONSES TO INTERVIEW QUESTIONS." OpenSIUC, 2015. https://opensiuc.lib.siu.edu/dissertations/1099.

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This investigation evaluated a computerized behavioral skills training package for teaching responses to interview skills by adolescents and young adults with learning disabilities. The package consisted of instructional videos, video-modeling, rehearsal, feedback, and selection-based instruction. Experiment 1 replicated and extended recent research which has suggested that a selection-based protocol operating on a lag schedule of reinforcement is an effective and efficient method for teaching responses to interview questions (O’Neill, Blowers, Henson, & Rehfeldt, 2015; O’Neill & Rehfeldt, 201

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30

Koerner, Robert Jacob. "The relationship between the TeacherInsight interview scores and student performance as measured by the Texas Growth Index." Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc3952/.

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In their efforts to make the selection and hiring process more efficient, school administrators utilize teacher selection instruments such as the Web-based TeacherInsight assessment tool (The Gallup Organization, Princeton, NJ). Tools such as these instruments are now used regularly by school systems across the nation to assess teachers regarding their knowledge, talents, skills, attitudes, and values. According to Gallup, the TeacherInsight is a predictor of teacher talent and is based on 12 themes. This study utilized 132 elementary and secondary teachers and approximately 4,500 students cu

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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 Humanos<br>O 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

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32

UMEMOTO, Takatoyo, та 貴豊梅本. "CAMI (Control, Agency, and Means-Ends Interview) による期待信念と授業選択, 学習行動の関連". 名古屋大学大学院教育発達科学研究科, 2010. http://hdl.handle.net/2237/16150.

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Macková, Petra. "Přijímací řízení v odvětví ICT." Master's thesis, Vysoká škola ekonomická v Praze, 2011. http://www.nusl.cz/ntk/nusl-114257.

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The thesis focuses on the issues of job interviews for ICT positions and related aspects of this matter. It includes the set of procedures that serve as an assistant for a graduate who will apply for a job in this field. The main objective of this thesis is to determine the process and requirements for admission for the positions in ICT companies in the Czech Republic. The theoretical part focuses on the individual components of the process that leads to employment. The curriculum vitae, cover letter, preparation for a job interview, the interview itself, assessment center and internet portals

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Strobel, Anja. "Das Diagnoseinstrument zur Erfassung der Interviewerkompetenz in der Personalauswahl (DIPA) - Entwicklung, empirische Prüfungen und Akzeptanz in der Praxis." Doctoral thesis, Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2005. http://nbn-resolving.de/urn:nbn:de:swb:14-1113897309086-89129.

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Trotz vorhandener umfangreicher Erkenntnisse und Gestaltungsempfehlungen zum Eignungsinterview zeigen sich nach wie vor gravierende Mängel beim Transfer in die Praxis. Der Interviewer selbst stellt dabei einen entscheidenden Einflussfaktor auf die Güte des Interviews dar. Gerade der Aspekt der Erfahrung, der weithin als förderlich für die Qualität betrachtet wird, hat sich häufig als problematisch erwiesen. Das Wissen über die Einflüsse auf Interviews oder eine einmalige Schulung reichen nicht aus, um die Qualität des Interviewervorgehens zu sichern. Es fehlt ein kontinuierliches Feedback für

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35

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

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36

Šmídová, Zuzana. "Analýza získávání a výběru pracovníků ve společnosti VIGOUR a.s." Master's thesis, Vysoká škola ekonomická v Praze, 2011. http://www.nusl.cz/ntk/nusl-85320.

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Master's thesis deals with theoretical analysis of tools and methods for staffing employees. It also describes the use of these methods in practice. For this purpose was chosen the company Vigour, which employs specialists working in the field of information technology. The presented methods and tools used in practice are confronted with the described theoretical knowledge and the results of the survey. This was done within the company at two levels - between employees and managers. The aim of confrontation is to identify weaknesses, including proposals for mitigation or elimination.

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Strobel, Anja. "Das Diagnoseinstrument zur Erfassung der Interviewerkompetenz in der Personalauswahl (DIPA) - Entwicklung, empirische Prüfungen und Akzeptanz in der Praxis." Doctoral thesis, Technische Universität Dresden, 2004. https://tud.qucosa.de/id/qucosa%3A24481.

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Trotz vorhandener umfangreicher Erkenntnisse und Gestaltungsempfehlungen zum Eignungsinterview zeigen sich nach wie vor gravierende Mängel beim Transfer in die Praxis. Der Interviewer selbst stellt dabei einen entscheidenden Einflussfaktor auf die Güte des Interviews dar. Gerade der Aspekt der Erfahrung, der weithin als förderlich für die Qualität betrachtet wird, hat sich häufig als problematisch erwiesen. Das Wissen über die Einflüsse auf Interviews oder eine einmalige Schulung reichen nicht aus, um die Qualität des Interviewervorgehens zu sichern. Es fehlt ein kontinuierliches Feedback für

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Gulba, Astrid. "Zur strukturierten Auswertung von Tiefeninterviews in der Personalauswahl." Doctoral thesis, Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2004. http://nbn-resolving.de/urn:nbn:de:swb:14-1092055280359-39038.

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In der vorliegenden Arbeit wird ein strukturiertes Vorgehen bei der Auswertung von Tiefeninterviews in der Personalauswahl vorgeschlagen. Ausgewählte Arbeitsschritte dieses strukturierten Vorgehens werden evaluiert: Identifikation relevanter Informationen, Zuordnung der Informationen zu Arbeitsanforderungen, Beurteilung des Bewerbers hinsichtlich der einzelnen Arbeitsanforderung und der Gesamteignung. Es wurden drei Interviewtranskripte von Tiefeninterviews konstruiert, zwei davon anhand eines simulierten, aber real durchgeführten Rollenspiels, eines anhand einer Modellperson. Die Untersuchung

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39

Tolley, Rebecca, and Wendy Doucette. "Actions Speak Louder Than Resumes: How Performance-Based Interviews Facilitate Hiring the Best Library Candidates." Digital Commons @ East Tennessee State University, 2020. https://dc.etsu.edu/etsu-works/7659.

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This case study describes an academic library search committee's decision-making, practice, and assessment of using performance-based interviews as part of a national search for lecturer-level positions with a primary focus of reference and research services and minimal expectations of teaching information literacy in the classroom. The search committee determined performance-based interviews were successful in establishing candidates’ depth of skill in simulated reference transactions. The authors recommend incorporating an element of unscripted job simulation to employment interviews in libr

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40

Persson, Helen. "Ansökningshandlingar : Vilka blir intressanta för en anställningsintervju?" Thesis, Karlstad University, Faculty of Economic Sciences, Communication and IT, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-330.

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<p>Den här studien syftar till att undersöka vad det är i en persons ansökningshandlingar som är attraktivt för en arbetsgivare samt vad som skiljer dessa åt från dem som inte blir kallade till en anställningsintervju.</p><p>Undersökningen genomfördes genom ett tillfällighets urval där tio personer med kunskap inom området intervjuades. Data transkriberades sedan från ljudfilerna och en tematisering skedde därefter av det utskrivna materialet.</p><p>Resultatet av undersökningen blev att den sökande allra först måste uppfylla de grundläggande krav som ställs på tjänsten men därutöver är det en

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41

Briks, Jeffrey Edward. "The Influence of Emotions on Interviewers’ Information Search Behaviors: A Test of an Information Processing Model." University of Akron / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=akron1258051753.

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Briggs, Lorie Plyler. "Factors Prospective Students Consider When Selecting an MBA Program." Scholar Commons, 2013. http://scholarcommons.usf.edu/etd/4446.

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This paper adds to existing literature regarding MBA selection processes and helps identify and better understand the needs that motivate consumers to pursue an MBA degree. Through a series of qualitative, one-on-one interviews with 17 brand-new MBA students or prospective students, this research found that while many people have "always wanted" to earn the advanced degree, most have toyed with the idea of a graduate business degree for many years. The most frequent reasons that people cite regarding their decision to seriously consider an MBA at a large southern university centers around f

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Hornungová, Jana. "Návrh na zvýšení efektivity přijímacího řízení." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2009. http://www.nusl.cz/ntk/nusl-264859.

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Diploma thesis is oriented for intake and selection of employees. Right selected worker can increase effectiveness of company and in that way he is one of the pivot elements of the organization. That’s why is necessary do not downgrade selection procedure and find perfect worker and then try to create conditions for two-sided satisfaction. Diploma thesis contains theoretic and practical part, which will be processed on base obtained from Center for leisure time Lužánky. The point is to design a new way of in taking employees which would lead to elevation of effectiveness and would get specific

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

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

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Hitt, Peter D. P. "Teacher perceptions of management in schools : a qualitative study involving interviews with a selection of primary, secondary and independent school teachers in Lothian Region." Thesis, University of Edinburgh, 1991. http://hdl.handle.net/1842/19850.

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Drewry, Robert Stephen. "Selecting Vocabulary for Interactive Read-Alouds: Six Intermediate Literacy Collaborative Teachers' Choices." The Ohio State University, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=osu1435579591.

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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

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Doleželová, Kateřina. "Návrh na zvýšení efektivity výběrového řízení." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2011. http://www.nusl.cz/ntk/nusl-223071.

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This diploma thesis discusses the selection process and increasing its efficiency. It deals with selection of employees in manufacturing positions at Lear Corporation Czech Republic s. r. o. It includes analysis of the current situation of recruitment and selection of employees in that company and proposals for changes to increase the efficiency of HR assistants work and help to select appropriate personnel.

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Diniz, Cristiano 1974. "Paris era bom quando eu @§#!$... = uma seleção de entrevistas e depoimentos de Hilda Hilst = Paris was good when I @§#!$...: a selection of Hilda Hilst's interviews and testimony." [s.n.], 2012. http://repositorio.unicamp.br/jspui/handle/REPOSIP/269958.

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Orientador: Eric Mitchell Sabinson<br>Dissertação (mestrado) - Universidade Estadual de Campinas, Instituto de Estudos da Linguagem<br>Made available in DSpace on 2018-08-21T14:58:23Z (GMT). No. of bitstreams: 1 Diniz_Cristiano_M.pdf: 2308544 bytes, checksum: a738dacf8717ff4931c92a90408ac489 (MD5) Previous issue date: 2012<br>Resumo: Hilda Hilst (1930-2004) é considerada pela crítica uma das maiores expressões da literatura brasileira contemporânea. São quase cinco décadas de produção poética e três de prosa de ficção, além de oito peças teatrais e um conjunto de crônicas publicadas no jorna

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Carmo, Fátima da Conceição Almeida do. "Recrutamento e seleção na Portugal Telecom." Master's thesis, Instituto Superior de Economia e Gestão, 2014. http://hdl.handle.net/10400.5/7628.

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Mestrado em Gestão de Recursos Humanos<br>Este estudo resulta de um estágio realizado na Portugal Telecom, no departamento de atração, desenvolvimento e retenção. O estágio consistiu na integração nas equipas dos Programas TraineesPT e AcademiaPT e na participação ativa em todas as fases do processo de recrutamento e seleção. São analisados os métodos e técnicas de recrutamento e seleção usados nestes programas. Começa por fazer-se uma revisão de literatura, com relevância para a utilização do estágio como técnica de seleção. Segue-se uma descrição da Portugal Telecom e dos processos de recrut

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