Thesis (M.S.)--Massachusetts Institute of Technology, Alfred P. Sloan School of Management, 1982. / MICROFICHE COPY AVAILABLE IN ARCHIVES AND DEWEY. / Bibliography: leaves 83-84. / by Yale Martin Zussman. / M.S.

by Chow Ho Kong, Tang Ying Cheung, Eric. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1997. / Includes bibliographical references (leaves [35-37]). / ABSTRACT --- p.ii / TABLE OF CONTENTS --- p.iii / Chapter / Chapter I. --- INTRODUCTION --- p.1 / Significance of Managerial Selection --- p.1 / Environmental Context --- p.2 / Banking Industry --- p.2 / Recruitment Environment --- p.3 / Problem Identification: Imperfect Selection Process --- p.4 / Chapter II. --- SCOPE OF STUDY --- p.6 / Objectives of This Study --- p.6 / Methodology --- p.7 / Chapter III. --- OVERVIEW ON THE MANAGERIAL SELECTION PROCESS --- p.8 / Functions and Success Factors of Selection --- p.8 / Stages of Selection Process --- p.10 / Chapter IV. --- STAGES OF MANAGERIAL SELECTION PROCESS --- p.12 / Stage One: Pre-Selection --- p.12 / Internal Manpower Needs --- p.13 / Job Analysis --- p.14 / Managerial Competencies --- p.16 / Stage Two: Selection --- p.19 / Stage Three: Post-Selection --- p.25 / Chapter V. --- CURRENT PRACTICES OF MANAGERIAL SELECTION IN BANKS --- p.28 / The Interviews with Banks --- p.28 / Pre-Selection Stage --- p.29 / Communication of Job Opening --- p.29 / Job Analysis --- p.30 / Managerial Competencies --- p.31 / Sourcing of Potential Candidates --- p.31 / Chapter V. --- CURRENT PRACTICES OF MANAGERIAL SELECTION IN BANKS (Continued) / Selection Stage --- p.32 / Application Letter / Resume and Written Test --- p.32 / Job Interview --- p.33 / Validity of Selection Methods --- p.33 / Selection Decision --- p.35 / Post-Selection Stage --- p.35 / Induction Programme --- p.35 / Probationary Period --- p.36 / Chapter VI. --- CONCLUSION AND RECOMMENDATIONS --- p.38 / Recommendations on Banks' Managerial Selection Process --- p.38 / Proactive Role of Human Resources Managers --- p.38 / In-depth Job Analysis to Identify Job-Specific Competencies --- p.39 / Well Documented Records in Each Stage of Selection Process --- p.40 / Cost Effective Use of Managerial Competencies Model --- p.41 / Use of Structured Interview for Testing --- p.41 / Selection Decision Made According to Pre-Determined Criteria --- p.42 / Induction Programme to Socialize New Manager --- p.42 / Evaluation after Probationary Period as Feedback --- p.42 / Implications on the Designed Framework of Managerial Selection Process --- p.43 / Conclusion --- p.45 / APPENDIX / BIBLIOGRAPHY

The purpose of this study was to investigate recruitment practices used .in industrial arts education programs and to identify factors which influence students in deciding to prepare for teaching industrial arts. Findings led to these conclusions: 1. Teacher-respondents were mostly unaware of or apathetic to the -problem of recruiting for the future. 2. Teachers used three types of recruitment practices: (a) presentations about industrial arts teacher education; (b) motion pictures and slides on industrial arts; and (3) articles in periodicals written about teaching and college activities.

This dissertation examines the experience of former collegiate football hostesses and presents an autoethnographic narrative from my viewpoint as a female researcher enmeshed in the culture of athletics. The exploration reveals the experience of gender, race, and power as told through my own stories as well as those of former hostesses. My exploratory study reveals the contradiction and conflict between and amongst women’s experiences as well as brings to light the aspects of hostess experience that the media rarely highlights. I wrote this for readers to witness and understand the complexity of the hostess experience, its privileges and challenges.

In den vergangenen Jahren gewannen in der Personalwirtschaft Begriffe wie War for Talent und Fachkräftemangel immer mehr an Bedeutung. Unternehmen der Privatwirtschaft betreiben daher gezielt Personalmarketing - öffentliche Verwaltungen bisher kaum. Obwohl die Kombination aus einer überalterten Belegschaft, sinkenden Schulabsolventenzahlen und einem weitgehend unattraktiven Arbeitgeberimage insbesondere für öffentliche Verwaltungen die Gefahr eines eklatanten Mangels qualifizierter Nachwuchskräfte birgt. Die vorliegende Arbeit geht der Frage nach wie Personalmarketing in öffentlichen Verwaltungen bereits erfolgreich betrieben wird und welche Erfolgsfaktoren sich daraus für den Einsatz in anderen Verwaltungen ableiten lassen. Mit Hilfe der Analyse eines Best Practice-Ansatzes und auf der Basis der für die Privatwirtschaft bereits identifizierten Erfolgsfaktoren werden diese für den erfolgreichen Einsatz von Personalmarketing in der öffentlichen Verwal-tung herausgearbeitet. Der Fokus des Praxisbeispiels liegt dabei auf der Rekrutierung von Nachwuchskräften für den mittleren und gehobenen allgemeinen nicht-technischen Verwaltungsdienst. Als Best Practice-Beispiel dient das Ausbildungsmarketing der Freien und Hansestadt Hamburg. Im Ergebnis decken sich die grundsätzlichen Erfolgsfaktoren mit denen der Privatwirtschaft. Dazu gehören u. a. das Vorhandensein eines strategischen Konzepts, die Formulierung klarer und messbarer Ziele sowie das systematische Überprüfen der Effektivität und Effizienz des Personalmarketing sowie einzelner Instrumente. Für öffentliche Verwaltungen ist es zudem besonders wichtig das Arbeitgeberimage zu verbessern. Dies sollte bei der Ansprache von Nachwuchskräften mit Hilfe moderner Medien, durch Einblicke in Verwaltungsaufgaben und die Einbindung von Eltern und Schulen geschehen. / Within the last years keywords as war for talents and skills shortage constantly gained in importance. That is why private sector entities take actions to attract talents - meanwhile public sector entities hardly do so. Even though the combination of an over aged workforce, the decline of school graduates and their widely unattractive employer image carry the danger of a striking deficit of young talents for public sector entities. The following thesis therefore tries to answer the question how public sector entities already attract talents successfully and which critical success factors can be deduced from that. By the analysis of a best practice approach and based on the factors of success identified for the private sector the thesis develops the critical success factors for the attraction of talents for the public sector. The best practice approach is focused on the recruitment of school graduates for the apprenticeships of the public sector in Germany. It presents the activities of the city of Hamburg. The critical success factors basically comply with those identified for the private sector. That includes amongst others the existence of a strategic concept, the formulation of explicit and measurable goals and the systematic testing of the effectiveness and efficiency of both the attraction program in general and every single instrument. For public sector entities in addition it is indispensible to improve their employer image. When attracting young talents this should be done by the use of modern media, by providing an insight into public sector tasks and by involving parents and schools.

The purpose of this study was to determine if certain mean T scores on the MMPI would vary significantly for careerists in National Guard Units when compared to typical non-clinical scores. It was also an attempt to observe differences between certain MMPI scales to determine whether further study of these scales as gross predictors of candidates more likely to succeed in a military environment appears appropriate.Eleven scales of the MMPI were selected for this purpose and this study attempted to evaluate the scales which might be used. Among the scales studied were: L (Lie); 3 (Conversion Hysteria); 4 (Psychopathic Deviate); 5 (Masculinity-Femininity); Es (Ego Strength); Re (Social Responsibility); A (Conscious Anxiety); and Dy (Dependency). Three directional hypotheses were developed: (1) careerists, in general, will score lower on the 3, 4, 5 (males only), 8, A and Dy scales while they will score higher on the L, 5 (females only) 9, Es Re and Cn than will a typical non-clinical population. (2) Certain personality characteristics, measured by the MMPI, have a significant correlation to the proclivity of an individual to enter and continue in part- or full-time military service. (3) The identified scales can then be considered for further study to determine the feasibility of their use in a screening program to predict success or failure of enlistees as reported by their intention to remain in service upon completion of their initial enlistment obligation.Participants were volunteers from Indiana National Guard Units in both rural and urban areas. Each participant was provided a copy of the self-administered MMPI and requested to complete it in accordance with the written instructions. In addition, they were provided an informed consent form containing a written explanation of the purpose for their participation and delineating the scope of the study.To analyze the data an analysis of variance was used which demonstrated significant differences between male and female careerists and their "civilian" counterparts on seven of the 11 scales, supporting the first hypothesis. After completing correlation matrices for the eleven scales and an analysis of variance, using age as the covariate for the respondents, the data were reviewed. This revealed that, for the limited female population seven of the 11 scales supported the third hypothesis but only three scales were found significant for males suggesting the need for further study to clarify this disparity.

The rise of e-recruiting has change the way of traditional style of recruiting greatly, not only enhancing the efficiency of recruiting , lowering the cost of recruiting and broadening the scope of recruiting market for industries, but also saving more mental and physical efforts getting information about job opening for job seekers .According to a market research conducted by ORC in 2005 , the percentage of industries using internet to recruit people is rising from 56%(2004) to 75%. The statistics released by Insightxplorer company also points out that 80.9% of job seekers is using the internet to seek for employment more than using other tools. Job boards is especially showing its importance as a way of recruiting and applying for a post in Taiwan. This research targets job board that has highest market share in Taiwan, gaining experience and evaluation from job seekers and recruiters viewpoints through case study, in order to obtain a diversified angles of vision and give a thorough description and interpretation of job boards¡¦ using.

With the changes of time and the advancement of technology, the Internet increasingly popular in recent years, to the end of September 2007 only China's capital has reached 10 million online population, Internet penetration rate has increased to 44%, but also because Internet penetration, the development of different areas and the diversification of the network activities, and in the areas of human resources management, recruitment and selection activities have begun to use to the Internet, as a message transmission and the importance of screening candidates Media, Peters (2001) think that employers and candidates, the Internet has already caused the employment process (hiring process) of the revolution, Anderson (2003) also pointed out that over the past 10 years, many multinational companies have been shifting the focus of recruitment Mainly to the Internet to recruit. Therefore, this study of Internet recruitment organizations in the contents of the brand and recruiting candidates and influence the organization attractive to the Internet to recruit candidates for the attitude of intermediary variables. This research explores the relationships among organizational brand, recruiting contents, applicant attitudes to e-recruiting and organization attractive. Research has 161 effective samples. This research use kinds of statistical analysis includes description analysis, factor analysis, effective analysis, regression analysis, AVOVA and multiple mediating analysis. The main findings are: 1. The organizational brand has positive influence with organizational attractive in e-recruiting. 2. The recruiting contents has positive influence with organizational attractive in e-recruiting. 3. The organizational brand has positive influence with applicant attitudes in e-recruiting. 4. The recruiting contents has positive influence with applicant attitudes in e-recruiting. 5. The applicant attitudes has positive influence with organizational attractive in e-recruiting. 6. The organizational brand has not affect organizational attractive via mediating variable of applicant attitude in e-recruiting. 7. The recruiting contents has not affect organizational attractive via mediating variable of applicant attitude in e-recruiting. Key Words: Organizational brand, Recruiting contents, Applicant attitude, Organizational attractive

Thesis (M. Soc. Sc.)--University of Hong Kong, 1985.

Thesis (M. Soc. Sc.)--University of Hong Kong, 1985.