Denna studie syftar till att få en ökad förståelse för hur arenachefer i Sverige rekryteras, vi tar även upp hur rekryteringsprocessen såg ut för respondenterna som deltog i denna studie. Vi kommer även att belysa vilka arbetsuppgifter och ansvarsområden de arenacheferna vi har intervjuat har. Arenacheferna är verksamma på arenor vars hemmahörande idrotter är på elitnivå, på dessa arenor arrangeras även allt ifrån uppträdanden med världsartister inom musikbranschen till mindre företagsevent. Ur resultatet framkommer det att rekryteringsprocessen, ansvarsområden och arbetsuppgifterna skiljer sig mellan de olika arenacheferna. Gemensamma nämnare för arenacheferna är att samtliga har ett ansvar för personal, ekonomi och säkerhet. / The aim of this study is to gain a better understanding of the recruitment of arena managers in Sweden, and also the recruitment process for the managers participating in this study. Furthermore we will highlight the job tasks and areas of responsibility of the managers interviewed in this study. The managers are employed at arenas that host everything from professional sports to music events featuring world renowned artists and minor company events. The results of this study show that the recruitment process, areas of responsibility and job tasks differ among the arena managers. What unites them is that they all have a responsibility for personnel, finances and security.

Most of previous studies done on publicity were mainly focused on the positive and negative publicity. However, for the job applicants, while it is important to consider positive and negative publicity when making career choices, it is also important to note that there are other variables of publicity that should be considered when making these decisions. According to previous studies, publicity might play an important role in helping the job seekers to choose which company to work for. Based on these studies, a study was conducted to determine whether or not publicity has an impact on the attractiveness of an organization to the job seekers. Moreover, in this study, I also tried to explore the effects of publicity¡¦s impressiveness (which can be categorized into timeliness and coverage) and publicity¡¦s relatedness (which can be categorized into the level of concern and familiarity) on the organization¡¦s attractiveness to the potential job seekers. In this study, a scenario-based experiment was conducted mainly on 240 Business graduate students; those who were enrolled in part-time master program were excluded from this study. The results of the experiment indicated that publicity has significant impact on the attractiveness of the organization to the job seekers. The results of the study also supported that the publicity¡¦s impressiveness (both the timeliness and coverage) can influence, to a certain extent, the attractiveness of the organization. Moreover, with regards to publicity¡¦s relatedness (categorized into the level of concern and familiarity), the results have revealed that the level of concern does have a significant influence on the attractiveness of the organization to the job seekers whereas familiarity doesn¡¦t.

As on-line technology advances, many colleges and educational institutes start offering e-learning courses to attract students taking classes online. E-learning is getting popular and this is an irreversible trend. The more e-learning courses offered by schools, the more competitive it becomes on student recruitment. Therefore, from marketing standpoint, how to distinguish it from others, how to offer better quality e-learning courses, and how to attract more students by recruitment marketing, have been crucial to these schools. The study was conducted by Action Research approach. The main purpose is to find out types of marketing strategies available to a school using marketing mix on offering e-learning courses. The problems and difficulties, an e-learning school will face when executing these marketing strategies, are also investigated. The study tries to address these issues and several solutions are recommended. The result will be an important guideline for any school offering e-learning courses on recruiting students.

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The recruitment, growth rate and survival of every juvenile corals on artificial substrates, deployed every 2 months since September 1998, for a total of 6 times, were investigated every 2 months, from November 1998 to September 2000, at Nanwan, southern Taiwan. The influence of season and habitat (e.g., new vs. old substrate and different positions etc.) on the above life history characteristics were the foci of this study. Coral recruitment during the 2-year period was low, averaging 1.3 recruits per 15x15 cm PVC plate; it was dominated by Pocilloporidae (50.7%) and Poritidae (31.9%), with Stylocoeniella guentheri (6.2%), Anthelia flava (5.1%) and Acropora sp. (2.4%) and others as minor constituents. Seasonal variations of new recruit densities were significant on new substrates of 2-months old, but not on old substrates of 14-month old. Pocilloporidae, for example, had the highest new recruit densities in May 1999; although the survival rate in this period, cumulative survivorship and growth rate were lower than those settled in other times. New recruit densities on new substrates were significantly higher than that on old substrates, but the survival rates of new recruits in the first 2 months were not significantly different between new and old substrates. The cumulative suvivorship and the initial juvenile growth rate of Pocilloporidae were higher on new than on old substrates. New recruit density of Pocilloporidae was higher in 1999 than in 2000, with an opposite pattern found in Poritidae. Juveniles prefer to settle on new substrates higher than old substrates and recruit densities decrease as plate age in Pocilloporidae, but an opposite pattern was found in Poritidae. The Pocilloporidae had relatively higher recruit densities but lower cumulative survivorship than Acropora sp. and Stylocoeniella. guentheri. A margin effect on the PVC plates was found, with higher new recruit densities and growth rates in the margin than in the intermediate and the inner region. The survival rate and the cumulative survivorship of recruits, however, were similar among the 3 regions on the plates. Thus the pattern of margin effect on the plate is unlikely a result of active larva preference. Among the scleractinian recruits, Acropora sp. had the highest growth rate, averaging 1.8 mm/month in maximum diameter. Within Pocilloporidae, the maximum diameters of juvenile Seriatopora hystrix was significant smaller than Pocillopora damicornis from 2-12 month. Some recruits of Seriatopora hystrix did not grow for more than a year. The overall cumulative survivorship of coral recruits was low at Nanwan, with 29.2% surviving the first year, and 0.7% surviving 2 years. Within dead juveniles, 65.7% was caused by disappearance and 34.3% was caused by algae, sediment and others organism etc. The relationship between size and mortality on juvenile Pocilloporidae is significant, implying that larger colony corals have higher survivor chance than smaller colony corals.

With the coming of knowledge economy, competence of knowledge workers has become important human capital in organizations. Competence of knwoeldge workers contribute to organizations¡¦ competitiveness and performance. With the pervasion of information technology in all sorts of organizations, competence of IT professionals has become more and more critical. It is no difference in media industries. Digitalization and electronization are the trends in media industries in recent year. These trends further enhance the reliance of organizations on the competence of IT professionals. Literature about compensation is aboundant, but few addresses IT compensation issues, let along IT compensation in media industries. Therefore, this research investigates into IT comepsantion issues in a leading radio station. Specifically, this research aims to understand: First, what are the factors impacting IT recruiting and IT compensation? What are the core competence of IT professionals in media firm? Using case study approach, this research found professional skills and work experiences matter the most in recruiting, but may not reflect in compensation. This research also identified five types of competence which IT professionals should possess in media firm: professionalism, leadership, interpersonal skill, practical experience, and m motivation.

No description available.

The widespread proliferation (or 'encroachment') of trees and shrubs in grasslands over the past 150 years is embedded in both natural and human systems. This dissertation addressed the following ecological and ethnoecological questions. Can seedling traits help us understand why so few woody species have encroached markedly into North American desert grasslands, and the conditions likely to promote their proliferation? What is the role of informal knowledge of the environment in efforts to manage woody plant abundance? Woody seedling survival often depends on rapid taproot elongation. In glasshouse experiments, initial water supply markedly affected taproot elongation in young seedlings. Response patterns may help explain recruitment patterns in Larrea tridentata, the principal evergreen woody encroacher in Sonoran and Chihuahuan Desert grasslands, and in Prosopis velutina and Prosopis glandulosa, the principal deciduous woody encroachers in Sonoran and Chihuahuan Desert grasslands, respectively. P. velutina and P. glandulosa showed greater sensitivity to water supply levels at the seedling stage than did the similar, related non-encroachers, Acacia greggii, Parkinsonia florida and Parkinsonia aculeata . This enabled the Prosopis species to overcome lower seed and seedling biomass to achieve similar taproot length to A. greggii and the Parkinsonia species. Consequently, population level advantages of lower seed mass, such as high seed numbers, may enhance encroachment potential in the Prosopis species without being negated by corresponding seedling survivorship disadvantages. I used semi-structured interviews to document informal rangeland monitoring by ranchers in southeast Arizona. Ranchers used qualitative methods to assess forage availability, rangeland trends and responses to woody plant suppression measures. Informal rangeland assessments informed ranchers' management decisions on sub-yearly, yearly and multi-year timescales. Informal monitoring appeared largely compatible with formal monitoring and natural science, and most ranchers integrated the two systems. Informal rangeland assessments can be valuable in planning woody plant suppression measures, particularly in light of the small number of formal long-term studies of brush suppression. Ecological studies may help predict places and periods of relatively rapid encroachment, perhaps enabling early or pre-emptive brush suppression measures. Thus, both seedling ecology and informal environmental knowledge are likely to be useful in managing woody plant populations in desert grasslands.

Syftet med detta arbete var att undersöka hur stor vikt arbetsgivare lägger på en ansökandes skolbetyg, om det skiljer sig mellan olika skolbetyg och om olika branscher ser olika på betyg och vad de påvisar. För att ta reda på detta gjorde jag fem intervjuer med utvalda arbetsgivare inom olika branscher. Jag jämförde dem sedan med tidigare forskning och litteratur samt med läroplanen och vad den säger om vad betygen ska sättas på för att få en djupare förståelse för dels hur väl intervjuerna representerade det arbetsgivarna anser om skolbetyg och dels vad som skulle kunna utvecklas för att skapa en mer gynnsam användning av skolbetyg. Resultatet visade tydligt att arbetsgivare inte tittar nämnvärt på skolbetygen och görs det så handlar det om en allmän behörighet som yrkesrollen kräver. Inom mer akademiska yrken verkade arbetsgivaren ha en större medvetenhet om vad betygen visar men det använde sig ändå inte nämnvärt av dem. Ett bra betyg kunde tolkas som att man hade ett speciellt intresse vilket skulle kunna vara av nytta för arbetsgivaren. För att vara anställningsbar krävdes social kompetens mer än betyg men betygen kunde visa på om individen är ansvarstagande och slutför sina åtaganden. Arbetsgivare eftersökte bevis för att arbetssökande har de kompetenser de söker eftersom de till stor del anser att skolbetygen inte påvisar detta. Flera arbetsgivare eftersökte betyg i vad de kallar "social kompetens" och vet annars inte vad de ska ha betygen till. Mitt arbete förtydligar det som visats under flera årtionden – skolan och arbetslivet är inte matchade mot varandra i någon större omfattning och som Studie- och yrkesvägledare bör man vara medveten om detta för att kunna skapa mer gynnsamma förutsättningar.

The economic context changes, companies adapt and recruitment evolves. As future managers and leaders, or simply new actors in the working environment, this is our duty to be aware of the demand of the market. The economic situation has a huge impact on the recruitment and this more so in a crisis period (Aswegen, 2009). In order to respond of the need of flexibility, facing crisis situation or simply facing the need of change, Interim Management seems to correspond to this request or is at least one of the tools that companies can take into consideration. During the previous phase of our thesis, we realized that only a few people were aware of this promising concept of management. It became a challenge for us, we wanted to know more about this topic and to write a paper in order to share the knowledge that we would gather through the process of depicting this emerging phenomenon called „Interim Management‟ while remaining objective. During our research and interviews, we met recruitment consultants, Interim Managers, and corporate human resources directors; all of these meetings helped us to understand companies' needs and what they expect when hiring Interim Managers. Our thesis aims at explaining and depicting the emerging concept of Interim Management in order to give our vision of the reality.