Indiana University-Purdue University Indianapolis (IUPUI) / Initial research on structuring the interview process investigated structure’s impact on the interview’s psychometric properties (e.g., reliability and validity). In contrast, the empirical literature has begun to consider the impact of increased interview structure on job applicant reactions to the interview and the companies that utilize them. Current research has studied the effects of interviewer characteristics on applicant reactions and the effects of different types of selection procedures on applicant fairness reactions. In addition, while studies have examined the impact of applicants’ perceived control on their reactions to selection procedures, few studies have examined this impact specifically for the employment interview. Given the widespread use of the interview in selection, this study adds to current research by focusing on applicant reactions to four elements of the interview identified as being salient to applicants (i.e., the degree to which the interviewee perceives that applicants are asked the same questions, the use of situational or behavioral type questions, controlling the use of ancillary information by the interviewer, and the degree to which questions from the applicant are controlled). In addition, this study focused on need for control as a moderator of the relationships between interview structure and fairness perceptions, recommendation intentions, and acceptance intentions. Participants consisted of 161 students voluntarily participating in three different interviewing scenarios: unstructured, semi-structured, and structured interviewing scenario. The participants completed post-interview measures asking them about their perceptions of fairness, their intention to recommend the company to others, and their intention of accepting an offer if one is made by the company. Although the hypothesized relationships between elements of structure and applicant evaluations of the interview were largely not supported, the results did indicate that student applicants perceived semi-structured and structured interviews to be fairer than unstructured interviews. In addition, the results suggest that more structured interviews may lead to lower behavioral intent to recommend the job to others or accept a job offer. Implications of the results are discussed in terms of how interview structure relates to the candidates’ perception of fairness, recommendation intentions, and acceptance intentions.

Under common law an employer enjoyed complete freedom of choice when recruiting and selecting employees. An employer had unfettered discretion in recruiting and selecting employees. There were no legal restrictions on the prerogative of the employer to appoint employees. Developments in labour law have, however, gradually diminished the employer's freedom of choice during the recruitment and selection process. The Employment Equity Act No. 55 of 1998 and the Code of Good Practice on the Integration of Employment equity into Human Resource Policies and Practices, 2005 as· well as impending labour legislation impose limitations on the employer's freedom of choice during the recruitment and selection process. The remaining problem therefore is: What is the extent of the limitations on the employer's freedom of choice in the recruitment and selection of employees? The study will be conducted by means of a literature study of relevant books, journal articles, statutes, case law and internet sources relating to restrictions which are placed by legislation and case law on the employer's freedom to choose employees during recruitment and selection. This research therefore investigates the extent to which developments in labour law have eroded the prerogative of an employer to appoint employees. This investigation will help clarify the limits within which an employer has to exercise its choice of an employee during recruitment and selection. / LLM (Labour Law), North-West University, Potchefstroom Campus, 2014

Under common law an employer enjoyed complete freedom of choice when recruiting and selecting employees. An employer had unfettered discretion in recruiting and selecting employees. There were no legal restrictions on the prerogative of the employer to appoint employees. Developments in labour law have, however, gradually diminished the employer's freedom of choice during the recruitment and selection process. The Employment Equity Act No. 55 of 1998 and the Code of Good Practice on the Integration of Employment equity into Human Resource Policies and Practices, 2005 as· well as impending labour legislation impose limitations on the employer's freedom of choice during the recruitment and selection process. The remaining problem therefore is: What is the extent of the limitations on the employer's freedom of choice in the recruitment and selection of employees? The study will be conducted by means of a literature study of relevant books, journal articles, statutes, case law and internet sources relating to restrictions which are placed by legislation and case law on the employer's freedom to choose employees during recruitment and selection. This research therefore investigates the extent to which developments in labour law have eroded the prerogative of an employer to appoint employees. This investigation will help clarify the limits within which an employer has to exercise its choice of an employee during recruitment and selection. / LLM (Labour Law), North-West University, Potchefstroom Campus, 2014

The aim of this thesis is to compare the scoring models of banking and non-banking institutions when using specific outcomes of the request for a loan of CZK 100 000,- of several natural persons with varying credibility (the credibility of credit). The theoretical part is divided into two chapters, the first deals with the explanation of basic terms (credit, the applicant, bank and non-bank institutions, credit scoring, rating, review on the software used and legislation in the CR). The second chapter is devoted to describe the process of credit scoring, scoring models and a scoring function. The practical part is dedicated to the comparison of two methods for approval of applicants for the loan at the non-bank and bank institutions. The final chapter presents a summary of both methods used for approval and the authoress' subjective evaluation and recommendations for improving both used methods.

The diploma thesis deals with used aspects of admission of new staff. Czech labour market is described in brief , including the recent trends in the unemployment rate. The work attends to the process of admission of new staff, variety of methods, mode of choosing and the steps of selection new staff. There is a chapter that deals with strategy and instruments of staff selection, especially CV and interview. The final chapter is dedicated to the question of discrimination in respect to staff selection.

This thesis is focused on the European Social Fund (ESF) and on the administration of this fund in the Czech Republic. The European Social Fund is one of two structural funds which act as financial resources for co-financing, in conjunction with national and private resources, activities that reduce economic disparities between regions. Resources from structural funds allocated to the Czech Republic are, by their character, classified and administered in accordance with particular Operational Programmes, which stem from a national strategic reference framework. Standard documents, approved by the European Commission, always accompany a programme period. In the thesis apriori are described and the administration procedures of selected Operational Programmes financed by the European Social Fund, are collated. Some problems that occurred during the first programme period from 2004-2006 are then highlighted.

This research explored the thesis that organizational personality is related to applicants’ attraction to an organization through a process which involves need motivation, expectancy beliefs, and applicants’ perceptions of person-organization fit. Organizational personality may be defined as a collection of trait-like characteristics that individuals use to describe organizational practices, policies, values, and culture. Specifically, this research investigated the hypothesis that organizational personality information is useful to applicants because it helps individuals to determine their perceptions of fit. A sample of students (N = 198) and working adults (N = 198) participated in an online experiment. Findings indicated that individuals’ beliefs about the instrumentality of desirable work related outcomes are essential to determining their perceptions of fit and organizational attraction. Additionally, organizational personality perceptions interacted with need motivation to affect perceptions of fit and organizational attraction. For instance, perceptions of fit mediated the influence of the interaction between need for achievement and perceptions of innovativeness on organizational attraction. The interaction of need motivation and perceptions of organizational personality helped individuals to better determine their perceptions of fit and subsequent attraction toward organizations.

This thesis deals with some specifics of communication in the construction industry. Specific area of thesis is a communicating with the building authorities in the Czech Republic. The theoretical part is focused on defining characteristic of public administration, activities and building authorities. The thesis is also aimed on determination of communication concepts and principles of right form communication. There are basic types of requests, through which citizens communicate with the authorities. The practical part is a questionnaire survey of building offices throughout the Czech Republic. The research deals with communication between authorities and citizens. The result of the research is a proposal to improve communication and efficient work of building offices. Especially in the form of recommended changes in current Building Act, to improve the negative view of citizens to manage, search for objective information rather than misleading reports in the media or delegate representation to communicate with authorities by professionals.

This study analyzed and evaluate the locating structures according to the building Act. The theoretical part comprises the building Act, forms of the territorial decisions with their detailed structure, general requirements of plots use and zoning permit process. In the practical section, examples about the placing of building with subsequent evaluation are included. Objectives and the result of the work are summarized in the end of this dissertation.

The thesis is focused on the issue of care allowance. The theoretical part contains basic information about this social benefit. There are described various forms of administrative proceedings. It is imperative that you know the social services that you can turn to if necessary, so they are also mentioned in the work. Attention is paid to the characteristics of the social worker. The practical part aims to give the reader an insight into this issue. There are actual stories of people here to see where difficult people can be. The questionnaire survey found that the respondents had a negative experience with the care allowance, as the proceedings took several months. Furthermore, it was found that the primary information about this social benefit is learned from the doctor. Research has shown that they most often need help with shopping, household cleaning, or hygiene. These are tasks that are physically demanding for the respondents and often helped by family members.