M. Tech. Human Resources Management / This study is necessary to assess staff recruitment and selection at the University of Technology. When institutions merge, it is not only the cultures that merge but also the business processes. So it is necessary to study how the recruitment and selection process of a merged institution can be made effective and efficient given the combination of different cultures and business process. To what extent would assessing staff recruitment and selection enhance the recruitment and selection at said University of Technology? The following hypothesis was investigated: Employees in different positions perceive recruitment and selection as favourable and employees with different months of service perceive recruitment and selection as favourable. Quantitative research was used because participants were asked to complete a questionnaire to collect data on assessing staff recruitment and selection at the University of Technology. In the study, a purposive sample of 200 most-recently appointed employees was drawn. The findings of this study will add to the body of existing knowledge on recruitment and selection, knowledge that gives valuable insights into the type of recruitment and selection practices that are necessary to ensure a competitive university.

published_or_final_version / Public Administration / Master / Master of Social Sciences

A sample of 98 student-athletes at one southern Arizona high school completed a survey that examined their personal characteristics, athletic goals, knowledge about the college recruiting process, and the role of the school counselor in that process. Results revealed that the majority of student-athletes were not well informed about the college going process. However, there was a significant increase in recruiting knowledge of students who definitely want to participate or possibly want to participate in college athletics between 9th and 11th grade and between 9th and 12th grade. The majority of participants felt "slightly comfortable" or "very comfortable" coming to their school counselor to discuss this information. However, they would feel more comfortable if the counselor were knowledgeable about college athletics. Results show that high school counselors need to be better prepared to assist student-athletes with the college going process.

The concept of industry transferring work to academia is developed and studied using multiple cases at three different university research sites. Industry sometimes partners with academia specifically to have academia perform work with certain equipments or obtain knowledge for the purpose of process, product or knowledge development. The term "non-traditional" technology transfer is introduced to describe this activity. Case studies using research faculty and their students as well as industry partners were conducted at two Engineering Research Centers and an engineering department of a relatively smaller institution that has developed an engineering clinic approach to research. The literature drawn upon includes: historical perspectives of the academia-industry technology transfer arena (including the Bayh-Dole Act of 1980), trends, the relationship between academic capitalism and technology transfer and the role played by technology transfer in environmental research. Findings of this study indicate that industry has, in some cases, chosen to have their collaborative research team partners accomplish work for them. Access to resultant data is difficult to obtain and has implications for the concept of academic freedom. Advantages of the technology transfer process include the generation of value for each of the project partners, education of graduate and undergraduate students and benefits to the public good in terms of the environment; disadvantages are identified but considered uncertain. Technology transfer, including the non-traditional type defined herein, can be used as a tool to overcome the reality of today's austere university budget environment; the Bayh-Dole Act has served as an enabler of that approach.

The use of competency assessments for the recruitment of staff has been around for some time. The benefits of conducting competency assessments has been discussed and debated by many Human Resources professional but not so much by managers who require the placement of competent people in vacant positions. With tights costs and operation budgets, companies are starting to question the activities and work practices that do not obviously seem to be adding any value to the bottom line. One of the practices is the competency assessment for staff recruitment and placement. The purpose of this research is to determine whether competency assessments are beneficial to the placement of staff in critical managerial positions. It is aimed at demonstrating if there is value add in the time and money spent in conducting these assessments. The main aim of the study is to determine the usefulness of competency assessments in the recruitment of Senior Managers within the South African Public Service. To facilitate the research, a case study design approach was selected. This approach was selected because a single situation was selected to allow an extensive investigation into the problem statement. The case study method also allowed the use of a mixed method approach to help obtain information using multiple data collection methods. The sample of this study consisted of a total of 160 Senior Managers in the National Treasury. This sample was the total number of Senior Managers who have been appointed and placed with the aid of competency assessment processes. The information for the research was contained through a number of techniques namely, the questionnaire to the Senior Managers and their subordinates, the interview process with the Senior Managers, and secondary information from the competency assessment service providers and National Treasury employee personnel records. Data obtained through the above method and techniques was statistically analysed using the Statistical Package for the Social Sciences (SPSS). The salient findings of the study indicate strong correlation between competency assessment scores with the current performance of the Senior Managers within the National Treasury. There are also strong signals of job satisfaction amongst the Senior Managers, suggesting that the placement of these managers informed and assisted by the competency assessment process has been a success. Recruitment experts and Line Managers within the Public Service will derive major benefits in using the competency assessments techniques in recruiting and placing people in critical positions. It is recommended that further research be conducted to assess and determine the usefulness and value add of competency assessments in the recruitment and placement of managers across the broader Public Service namely at a National, Provincial and Local government level. Once this study has been conducted and the results proves and support what has been found by this study, the Government must then prescribe the use of competency assessments for recruiting and placing people in all Senior Management positions. This will aid in making sure that the Public Service recruits people who can champion excellent service delivery on behalf of government. The Public Service will benefit by employing the right person for the right job. All the elements of effective job placement will be realised. / Thesis (MBA)-University of KwaZulu-Natal, Westville, 2010.

The purpose of this study was to provide educators with empirical information on the qualifications personnel managers expect from entry-level employees. The study also compared school officials' rankings of employment qualifications of high school graduates with qualifications found by business personnel managers when selecting entry-level workers.The data collection process involved a card sort technique utilizing two decks of cards. Surveys were mailed to Indiana public school superintendents, high school principals, public school board presidents, and business personnel managers. A total of 1924 surveys were mailed with 528 ranked surveys returned.Six null hypotheses were two-way comparisons of desired entry-level qualifications and current entry-level qualifications. Ten null hypotheses compared desired qualifications with current entry-level qualifications.There was little agreement among the respondents or respondent groups regarding the most desired or currently found entry-level qualifications. All respondent groups ranked science and technology, social and economic studies, and writing as the least found qualifications. Personnel managers ranked science and technology as the most desired entry-level qualification. School officials ranked this qualification as one of the least desired entry-level qualification.If educators are to prepare students to meet the challenges of entry-level employment, general expectations must be developed that are acceptable to a variety of employers. Only through collaborative efforts between business and school officials will entry-level qualifications be developed that have meaning to both groups. Until that collaboration occurs, educators willcontinue to rely on their own beliefs as they prepare students for entrance into the world of work. / Department of Educational Leadership

Chapter 1. Introduction- analysis of the conscription referendum of 1916..... Chapter 2. Compulsory Military Training in peace-time. Chapter 3. Towards compulsion in war-time. Chapter 4. The campaign in Victoria. Chapter 5. The vote in Victoria. Chapter 6. Conclusions.

Thesis (doctoral)--Universität, Potsdam, 2003. / Includes bibliographical references (p. 538-571) and indexes.

Thesis (doctoral)--Universität, Potsdam, 2003. / Includes bibliographical references (p. 538-571) and indexes.

Thesis (M.B.A.)--University of Hong Kong, 1994. / Includes bibliographical references (leaves 111-112).