Behind the fortunes in diamonds, the great open mines and the teeming town that was early Kimberley, were African labourers. Diggers seemed scarcely to care about them unless they were "in short supply", and many historians have been interested only in the guns they carried home with them. This study is concerned with these men: where they came from, why and how they came, and their treatment while they worked in Kimberley. The initial inspiration for the study came from the chapter on diamond production in Sheila van der Horst's Native Labour in South Africa, a remarkable contribution to the history of the Diamond Fields. The later studies by G.V. Doxey and more recently by John Smalberger which have expanded on aspects of Van der Horst's work, have led me to delve more deeply into other areas upon which they have not touched. One potentially fruitful line of study which was beyond the scope of this work was an investigation into the degree to which the Griqualand West labour question affected the attempts at South African federation in the 1870's. The main sources for the work have been the Griqualand West archives in the Cape Archives, for the period 1872-1880, and the various Kimberley newspapers. Labour returns were printed monthly in the Griqualand West Government Gazette for most years, till 1880. Cape Blue Books were useful sources for the period after 1880. De Beers Consolidated Mines Ltd. hold very little material relating to the pre-amalgamation period, though the extant minute books of the De Beers and Kimberley Central Diamond Mining Companies provided valuable information. A considerable number of contemporary published works were also consulted but, though most made some reference to African labour, few contained anything worthy of mention.

M.Cur. / This study addressed the shortage of qualified nursing staff by means of an empirical research questionnaire according to the principles of the Delphi method. The study has as its objective the design of a marketing strategy for a nursing college, and also determines the contribution of marketing staff and formulates guidelines for a marketing programme and the implementation of a marketing strategy. The research consisted of three phases, being a literature survey and analysis of existing marketing models for service careers; the use of the Delphi method In three rounds, as well as critical Interviews with members Included In the sample to verify results; and the final validation with a marketing consultant and three respondents who are experienced marketing staff members. Marketing was regarded as a total system of Interactional activities, and the potential contribution of all involved persons was addressed in compiling a strategic marketing formula. A possible framework for a marketing strategy was determined with specific emphasis on the elements of such a formula, namely marketing staff, target market, products, price, promotional activities, venue and marketing research. It became clear from the research results that a marketing strategy and the guidelines for implementing such a strategy could enable marketing staff to enhance the Image of this career in an organised and planned manner, thereby contributing to the recruitment of nursing students who could resolve the shortage of qualified nursing staff.

Submitted in full compliance with the requirements for the Master of Health Sciences in Dental Technology, Durban University of Technology, Durban, South Africa, 2017. / With the transformation in Higher Education (HE), the number of Black African students entering South African universities increased significantly (72%). Black African students accounted for 77.38% of the total student population at Durban University of Technology (DUT). It has been noted that the majority Black African students in HE are first-generation students, many are under-prepared, and come from low-socioeconomic backgrounds. Students from this racial group tend to make incorrect career choices due to a lack of knowledge, experience, and adequate vocational guidance and career counselling. To add to this, many University of Technology programmes, such as Dental Technology, are vocational in nature and prepare students for unfamiliar industries. The aim of this study is to determine the factors associated with student recruitment practices and student profiles in the Dental Technology programme at the DUT. This cross-sectional study employed a mixed method approach. An online survey recruited Dental Technology students who entered the programme from 2008 to 2012. The students’ demographic information was retrieved from the Management Information System (MIS) Department. The survey generated categorical data, which was analysed using the SPSS (Statistical Package for the Social Sciences) which included frequencies, cross-tabulation, Chi-Square test, and Spearman's Rank Order Correlation. Semi-structured interviews with Dental Technology lecturers and the staff involved in student recruitment practices generated qualitative data which was analysed using QSR NVIVO 10. Common themes were classified and discussed. The findings showed that 75% of Dental Technology students were Black African. Only 28% came from urban areas and 81.4% of students attended government schools. Furthermore, 60% relied on financial aid for the payment of their tuition fees. Two categories of necessary attributes emerged i.e. general attributes for an HE student (intrinsic qualities e.g. passion, positive attitude) and the practice specific attributes for Dental Technology (e.g. good eye-hand coordination, manual dexterity). However, the academic staff indicated that the programme is not attracting its desired students. Added to this, is the fact that from the 2008 – 2012 initial intake of 157 students, 41% dropped out of the programme. According to Dental Technology staff, there are no programme-specific student recruitment practices, and they rely on the institutional recruitment practices. However, qualitative findings showed that the DUT employs a generic approach which includes branding and direct promotion with academic departments only minimally involved, reducing the likelihood of effectively recruiting desired students for specific academic programmes such as Dental Technology. About 83% of students indicated that they had not been exposed to any of the DUT’s recruitment practices while they were still in high school. With these findings, it can be concluded that the association between the profiles of the student participants and the current student recruitment practices in the Dental Technology programme is incongruent and weak. In essence when students are recruited to enrol in academic programmes in an institution there needs to be a strong relationship between academic departments and the staff members responsible for recruiting students as the academic staff members are better able to clearly explain the intricacies of their respective programmes and they have an accurate understanding of their desired students. The student recruitment personnel are equipped to sell or market the institution and its offerings to prospective students, but there is clearly a need for the Dental Technology programme to pay more attention to the manner in which their students are recruited and retained. This will help to improve the programme's pass rates and dropout rates while addressing the issues of access, equity, diversity. / M

This diploma thesis deals with the process of recruiting and selecting staff from the personnel management point of view. The thesis describes the Czech Republic and New Zealand, characterizes their banking systems, analyses the process of recruiting and selecting for the position of Customer Service Representative, Phone Assist and Cards Inbound into the Call Centre Group at two international banks operated on the different parts of the world and on the different labour markets. At the end, it indicates strengths and weaknesses and suggests some recommendation for more efficient process by using the theoretical knowledge.

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Biographical data inventories (biodata) have one of the best predictors of job performance criteria for over 100 hundred years. Similarly, CommonFormat Biodata (CFB) inventories have also demonstrated their ability to predict certain performance criteria. There are two common themes and tow common sub-themes typically associated with CFB intruments, Education, experience, time, and specificity respectively. The major purpose of this paper was to employ a confirmatory factor analysis strategy to construct and validate a CFB inventory.

In the following essay, we examine how recruitment consultants avoid and prevent recruiting toxic leadership. To investigate this topic, a qualitative study was applied, where five recruitment consultants were interviewed in order to tell us about their experiences on the subject. These experiences were discussed and we noted that it is in certain parts of the recruitment process, where characteristics and behaviours are being dealt with, that are essential for our recruitment consultants to help them avoid toxic leadership. We compiled the empirical material in tables and could establish that some traits and behaviours that were repeated during the interviews are linked to toxic leadership. For example, when leaders are outspoken, mean and unsympathetic. These characteristics and behaviours can be distinguished by the recruitment consultants during the parts of the recruitment process called interviews, reference taking and testing. Furthermore, we discuss the recruitment consultants' perception regarding whether a leader is toxic or whether something toxic can be created depending on the context. From this discussion, we conclude that recruiters in the recruitment process find it easier to avoid something that is toxic rather than something that could possibly be toxic.

During the late 1960s and early 1970s, many predominantly white colleges began admitting larger numbers of black students. According to a 1974-1975 University of Michigan study, these schools shared similar predisposing factors and went through the same precipitating events on their journeys toward increased black enrollment. In addition, after the new students arrived, all of the schools experienced tension as they encountered similar problems and worked to find solutions. Moorhead State College (MSC), in Moorhead, Minnesota, was a white school that began trying to attract more minority students with a recruitment program called Project E-Quality. The program enrolled over 120 minority students, many of them black, between 1968 and 1974. The influx of black students at MSC had a significant impact on the school population as well as on the surrounding white community. The program helped break down racial barriers and stereotypes, as many whites and some blacks encountered people of a different race for the first time. By voicing grievances, forming their own groups, expressing cultural pride, and fighting for change, MSC black students left a lasting impact on the college.

Předmětem diplomové práce je získávání, výběr, adaptace a hodnocení zaměstnanců v cestovní kanceláři. Teoretická část práce bude vycházet z dostupné literatury se zaměřením na problematiku lidských zdrojů. V praktické části práce je na základě analýzy práce s lidskými zdroji v dané firmě, budou provedeny návrhy v rovině organizační a metodické pro kvalitní a efektivní řízení lidských, které bude směřovat ke zvýšení konkurenční pozice firmy.

This thesis deals with processes of recruitment and selection of employees in cultural non-profit organizations. The main goal is to describe the methods used for recruitment and selection in these organizations, compare these methods with theoretical methods and identify the specifics of recruitment and selection, which are recognized by key actors in the process. The theoretical part describes the main aprroaches to the recruitment and selection of employees, defines NGOs in general and the part of NGOs that mediate cultural activities to the public. The research uses qualitative design and depth interviews with leaders of cultural NGOs, in order to describe a method of recruiting and selecting employees and to reveal the specifics of cultural NGOs in these processes.