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Fenomenet Artificiell intelligens (AI) är en högaktuell teknik som appliceras på flera olika områden inom samhället. Inom HR-arbetet kan rekryteringsprocessen baseras på AI-teknik och stora delar kan komma att automatiseras. Tidigare forskning har visat på att både urvalssökning och kandidatmatchning har varit användbara områden där företag kan automatisera för att tidseffektivisera. AI-teknik är ännu inte ett väletablerat fenomen på den svenska arbetsmarknaden och därför har rekryterares perception kring användandet undersökts. Syftet med studien är att öka förståelse om användning av AI-teknik i rekryteringsprocessen hos bemanningsföretag då det är stora volymer av arbetssökande inom bemanningsbranschen och deras huvudsysslor är att arbeta med bemanning och rekrytering. Den teoretiska referensramen baseras på två olika ansatser till rekrytering. De utgörs av den psykometriska ansatsen, som är en objektiv ansats, och den sociala ansatsen, som är en subjektiv ansats, för rekryteringsprocessens utformning. Den teoretiska referensramen baseras även på en forskningssammanställning om AI-teknik för att i analysen kunna göra en jämförelse mellan tidigare forskning och rekryterares insikter. Författarna har tagit fram en egen analysmodell för att använda den teoretiska referensramen till att analysera det empiriska materialet. För att skapa en djupare förståelse för rekryterares perception av användandet av AI i rekryteringsprocessen baseras studien på kvalitativa intervjuer med rekryterare på bemanningsföretag. För att skapa en variation bland respondenterna har studiens författare utfört intervjuer med nio olika respondenter på sju olika bemanningsföretag. Den insamlande empirin har analyserats genom författarnas analysmodell. Resultatet tyder på att rekryteringsprocessen idag inte är anpassad för att använda AI och framförallt arbetet med kravprofilen behöver utvecklas för att AI ska nå maximal utdelning. Studiens slutsats är att det kommer krävas en utveckling av de två tidigare presenterade ansatserna till rekryteringsprocessen. Författarna föreslår den automatiserade ansatsen till rekrytering som en tredje ansats, där den inledande processen objektiviseras och anpassas för AI och de mänskliga faktorerna bibehålls i subjektiva intervjuprocesser och mänskliga beslut. / The phenomenon of Artificial Intelligence (AI) is a trending technology that is applied in several different areas of society. In HR work, the recruitment process can be based on AI technology and large parts can be automated. Previous research has shown that both selection and matching of candidates have been useful areas where companies can automate in order to make more efficient use of their time. AI technology is not yet a well-established phenomenon in Swedish companies and therefore, the recruiters' perception of use has been studied. The purpose of the study is to increase understanding of the use of AI technology in the recruitment process of staffing agencies, as there are large volumes of job seekers in the staffing industry and their main job is to work with staffing and recruitment. The theoretical frame is based on two different approaches to recruitment. They consist of the psychometric approach, which is an objective approach, and the social approach, which is a subjective approach to the recruitment process. The theoretical framework is also based on a research summary on AI technology in order to make a comparison between previous research and the recruiters' insights in the analysis. The authors have developed their own analysis model to use the theoretical frame to analyze the empirical material. To create a deeper understanding of recruiters perception of the use of AI in the recruitment process, the study is based on qualitative interviews with recruiters at staffing companies. In order to create a variation among the respondents, the authors the study have conducted interviews with nine different respondents at seven different staffing companies. The empirical data has been analyzed by the authors' analysis model. The result suggests that the recruitment process today is not adapted to use AI and, above all, the work with the requirement profile needs to be developed in order for AI to reach the maximum usage. The conclusion of the study is that a development of the two previously presented approaches to the recruitment process will be required. The authors propose the automated approach to recruitment as a third approach, where the initial process is objectified and adapted for AI but the human factors are maintained in subjective interview processes with human decisions.

University of Macau / Faculty of Social Sciences. / Department of Government and Public Administration

This essay is about EURES functionality and efficiency with a particular focus on tourism. By using a number of research methods, the efficiency of EURES is studied and compared to the Swedish public employment service website. By using the research results, EURES strengths and weaknesses have been carefully analyzed and suggestions for improvements of the network are presented. In the introduction, the company and network EURES and the Swedish public employment service are presented. Their background information and functions in society are further explained in this section. The purpose and the key questions are also included here. The key questions are the questions, which the researchers aim to answer to the best of their knowledge by the end of this study. The methods, which the researchers have used in this study, are described and examples of past studies are then introduced in the theory. The researchers have used information from past studies and applied it to EURES and the Swedish public employment services. After collecting and analyzing an array of empirical data the researchers finally yet most importantly, reveal the answers to the key questions in the conclusion of the essay. EURES= European Employment Services,Arbetsförmedlingen = The Swedish public employment service / Uppsatsen handlar om EURES funktionalitet samt effektivitet med särskilt fokus på turism. Genom ett antal forskningsmetoder undersöks EURES effektivitet och jämförs med Arbetsförmedlingens databas som är platsbanken. Med hjälp av de forskningsresultaten analyseras svagheter inom EURES och därefter presenteras förslag på förbättringar. I introduktionen presenteras nätverket EURES och myndigheten Arbetsförmedlingen. Bakgrundsinformation samt deras roll i samhället förklaras i denna sektionen. Frågeställningarna är de frågor i detta arbete som ska besvaras vid slutet av undersökningen. Metoderna som har tillämpats i detta arbete förklaras och därefter introduceras relevanta teoribildningar. Materialet har baserats på olika teorier och tidigare forskning som tillämpas i analysen av EURES och Arbetsförmedlingen. Genom sammanställningen och analysen av empiriska data besvarar vi i slutsatsen dem centrala frågeställningarna om EURES effektivitet. EURES= European Employment Services

Black men make up roughly 2% of the national teaching corps, and as Brockenbrough (2012) reminds us, there are recurring themes within Black Masculinity Studies that are central to bear in mind when looking at the lived and teaching experiences of these Black male teachers. The major one is to recognize and acknowledge the unique psychological, emotional, and spiritual toll of Black male marginality on Black men. “Oft-cited statistics on incarceration, homicide, unemployment, high school dropout, and HIV infection rates, among other chronic blights (Dyson, 1993; Noguera, 2003), illustrate not only the systemic marginality of Black men in American society, but also their distance from patriarchal definitions of manhood that rely on White supremacist and capitalist power to reinforce male domination” (p.5). The intention of this study was to engage with these Black male teachers’ narratives, stories, and commentaries and learn from their life and teaching experiences as Black men. The aim was to gain insight into how they were recruited, how they were supported, and also what their understandings and thoughts are around retaining Black male teachers in the classrooms. This is a small qualitative study is a sample of four Black Male teachers within the 2013 Teach for America Corps in NYC. As Lewis (2006) suggests, many of these Black male teachers consider their role bound to some form of social justice. This inquiry aimed to talk across the struggles and challenges of Black men in the NYC corps of the TFA program and to reach an understanding of their lived and teaching experience, and of the ways ideologies and narratives are negotiated and navigated in schools and classrooms. The questions of inquiry were aimed to provide insight into the recruitment, retention, and professional support of the Black male teacher, both in TFA and outside this program. Participation in this study was limited to Black male educators with one year of elementary or middle school teaching experience, in order to draw on and speak to the greater presence of male teachers at those levels to help teacher preparation programs navigate toward better recruitment processes, and supporting and sustaining more Black males in the classroom.

O objetivo desta pesquisa é verificar ao lógicas que orientam o recrutamento para as Comissões Permanentes da Câmara de Deputados nas Legislaturas de 1991/1994 e 1995/1999. A hipótese principal é a de que o pertencimento à aliança eleitoral do Presidente da República induz os partidos políticos a realizarem um recrutamento baseado em critérios de lealdade política para as comissões estratégicas para a agenda do executivo. Já os partidos de oposição, segundo a hipótese, são obrigados a buscarem no próprio legislativo, ou nos governos estaduais, as fontes de recursos para suas bases eleitorais, implicando assim, num recrutamento baseado em critérios de especialização ou auto-seletivo. O quadro teórico utilizado combina elementos do neoinstitucionalismo e teoria dos jogos, e visa compreender, a partir do conjunto das instituições políticas brasileiras, as estratégias utilizadas por partidos e parlamentares no recrutamento para as comissões. / The objective of this research is to verify to the logics that you guide the recruitment for the Permanent Committees of the Camera of Deputies in the Legislatures of 1991/1994 and 1995/1999. The main hypothesis is the that the participation in the President electoral alliance induces the political parties accomplish it a recruitment based on criteria of political loyalty for the strategic committees for the executive's agenda. Already the opposition parties, according to the hypothesis, they are forced her look for in the own legislative, or in the state governments, the sources of resources for their electoral bases, implicating like this, in a recruitment based on specialization criteria, or selfselective. The used theoretical structure combines elements of the newinstitutionalism and theory of the games, and he seeks to understand, starting from the group of the Brazilian political institutions, the strategies used by parties and parliamentary in the recruitment for the committees.

Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2018. / Organisations spend large sums of money on staff after they have been recruited in order to make them proficient in their jobs. It is therefore important to ensure that staff remain with the organisation for as long as possible, allowing the organisation to reap the benefit from its investment in the form of good performance by staff. Work performance can however, be affected negatively when labour turnover is high. This research project reflects on staff turnover amongst professional nurses, posing the question, “What can be done to alleviate high staff turnover?” A quantitative approach to research was followed within a Western Cape Metropolitan Municipality. The significance of the research is reflected in the recommendations made to the management of the municipality to address staff turnover in the specified category of employees.

Thesis (M. A. (Administration)) -- University of the North, 1982 / Refer to the document

The latest research shows over 2.8 million higher education students or one-in-seven are enrolled in fully online programs. In fields such as accounting, students are able to complete their degree, pass a standardized exam, and enter the workforce with little to no work experience. Accounting firm human resources managers are primarily responsible for the recruitment and selection of candidates. Prior studies conducted show that these hiring gatekeepers prefer candidates with earned degrees in a traditional classroom environment when holding constant for all other factors. While many students invest in online degrees as an ideal pathway to employment, career advancement, and increased earnings, the perception of their degree by hiring gatekeepers may limit these aspirations. Existing research is limited in descriptive analysis as to why these perceptions are held and what can be done to change them. The purpose of this qualitative study was to investigate the perception of the online degree by accounting hiring gatekeepers of mid-size firms in the northwestern U.S. and their recommendations for changes to online programs. Findings support prior research with a disinclination by hiring gatekeepers for candidates with earned online degrees and identified several reasons including a diminished view of interpersonal skills, ability to work as part of a team, faculty interaction and professional mentorship, and negative institutional perceptions. Additionally, gatekeepers recommended changes to online programs that included a focus on technical skills, soft skills, required internships, increasing in-person or hybrid structures, and revising institutional marketing strategies.

The study is to explore the opinion of Kaohsiung private senior high educators toward the policy of localization of senior high schools, the four main purposes are: 1. To probe into the coordination condition. 2. To probe into the carrying out of the policy. 3. To probe into the educator¡¦s evaluation and prospect for the policy of localization. 4. To provide the high positions with the necessary practical information in assistance to the carrying out of the policy of localization. The study is based on individual Kaohsiung private high school, from ten schools and 996 educators (include principal, administrators and teachers), then select around 30% of the subjects from each school, which total up to 337 research subjects. The study used questionnaire to collect data, and the main results and conclusions as shown in below: 1¡BMain results: (1) The lack of confidence the educators have towards the statistics of suspended students, transferred students and the drop offs. (2) Compare to the pressure of recruiting, the principal has less pressure than the most educators, such as superintendent, the head of the department, student recruiters and the teachers. (3) The educator¡¦s dissatisfaction towards the carrying out of the policy of the connection with their communities. (4) The educator¡¦s adaptation as for the knowledge of ¡§Fit for learning and the recognition of communities¡¨ varies; all depend on the seniority of individual personnel, and obviously subject teachers who have entered the force less than five years has lower adaptability. (5) The adaptation of ¡§Fit for learning and the recognition of communities¡¨ study is divided into north, center and south sectors; center sector scores the lowest for it. 2¡BConclusion: (1) A good relationship establishment between the private high school sector and the junior high school sector has shown positive effects in regard of the students recruiting. (2) To recruit quality junior high school students, the use of attractive scholarship is imperative. If the tuition system follows the one of public high schools, teachers¡¦ incentive for students recruiting will be reduced. (3) The attentiveness of the private high school teachers has definitely made some great improvements on teaching programs, such as the use of internet, has given the students a great opportunity in explore the benefit of multimedia study. (4) Amongst the private high sector, all seniority level show similar opinion towards the policy of communities¡¦ connection, all personnel must work together in carrying out policy. (5) The result of the opinion on the policy of localization questionnaire show, the average statistic against the adaptation of the policy of localization is the highest, almost in favor of approval.