Main object of diploma thesis is to analyze HR processes in international company, finding weak and strong parts of this process and come up with new ideas to improve this process.

Following the failed Jacobite Rebellion of 1745-46 many Highlanders fought for the British Army in the Seven Years War and American Revolutionary War. Although these soldiers were primarily motivated by economic considerations, their experiences were romanticized after Waterloo and helped to create a new, unified Scottish martial identity. This militaristic narrative, reinforced throughout the nineteenth century, explains why Scots fought and died in disproportionately large numbers during the First World War.

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This research was conducted to determine the influence of recruiters' perceptions on students' demonstration of emotional and social competencies during the interview process and if employers' perceptions factor into decisions regarding advancement to second round interviews. This is a pilot study and the research investigated the importance of social and emotional competencies. This study is strengthened by the use of "real" interviews and immediate collection of employer perceptions. This is a case study using mixed methodology, specifically triangulation, to examine employers' perceptions of students' emotional/social competencies demonstrated during face to face interviews. These competencies included: ability to demonstrate meeting or exceeding goals, articulate strengths and weaknesses, demonstrate composure, demonstrate active listening skills, and build rapport. In a correlation analysis there was a significant correlation in two competencies that factored into students being invited to a second round interview. These competencies were the ability to articulate strengths and weaknesses and ability to demonstrate active listening skills. Additionally, while recruiters in this study indicated they either were aware of differences in culture or did not take cultural differences into consideration when making decisions for second round interviews, the results seem to show that culture was a factor.

For the past 25 years, many high schools have taken several different approaches to educating students. These changes have been based on the conditions that we find many of our high schools in across the nation, particularly in our high poverty, urban areas. Crime is on the rise, drop out rates are at an all-time high, students are leaving high school with test scores that quite simply embarrass our nation as a whole, and many, if not most of our students in overcrowded high schools, (some topping 5,000 students) are making it through their four years without much true contact with a meaningful adult. Many families, educators, researchers, non-profit organizations, school districts, states, and even some governmental agencies have teamed up to try to find solutions to our students not being adequately prepared for college or the work force. Several high schools across the nation have taken one of many innovative approaches to educating students. These include, but are not limited to, charter schools, Schools-within-a-school models, the Big Picture Schools model, the Coalition of Essential Schools model, the America's Choice model, alternative schools, focus or theme-based schools, and small learning communities. Statistics have shown that these types of schools are making positive strides in educating high school students as well as preparing them for the work force and making them productive members of society. This study takes an in-depth look at several small high school models of choice. In addition, the researcher looks at teachers and at some of the reasons why they chose to work at a small innovative high school. The themes that emerged from the data were used to develop a profile of those teachers. Moreover, a list of recommendations is given for administrators who may be interested in recruiting teachers for a small school of choice.

The goal underlying educational testing is to measure psychological constructs in a particular domain and to produce valid inferences about examinees’ ability. To achieve this goal of getting a precise ability evaluation, test developers construct questions with different formats, such as multiple-choice (MC) items, and open-ended questions or constructed response (CR) test items, for example, essay items. In recent years, large-scale assessments have implemented CR items in addition to MC items as an essential component of the educational assessment landscape. However, utilizing CR items in testing involves two main challenges, including rater effects and rater correlations. One challenge is the error added by human raters’ subjective judgments, such as rater severity and rater central tendency. Rater severity effect refers to the effect that raters may tend to give consistently low or high ratings that cause biased ability evaluation (Leckie & Baird, 2011). Central tendency describes when raters tend to use middle categories in the scoring rubric and avoid using extreme criteria (Saal et al., 1980). The second challenge is that multiple raters usually grade an examinee’s essay for quality control purposes; however, ratings based on the same item are correlated and need to be handled carefully by appropriate statistical procedures (Eckes, 2011; Kim, 2009). To solve these problems, DeCarlo (2010) proposed an HRM-SDT model that extended the traditional signal detection theory (SDT) model used in the first level of HRM. The HRM-SDT model not only considers the hierarchical structure of rating data but also deals with various rater effects beyond rater severity. This research examined to what extent the HRM-SDT separates rater effects (i.e., rater severity and rater central tendency) from item effects (i.e., item difficulty). Accordingly, one goal of this study was to simulate various rater effects and item effects to investigate the performance of the HRM-SDT model with respect to separating these effects. The other goal was to compare the fit of the HRM-SDT model with one commonly used model in language assessments, the Rasch model, in different simulation conditions and to examine the difference between these two models in terms of segregating rater and item effects. To answer these questions, Simulation A and Simulation B were conducted. In Simulation A, seven sets of parameters were varied in the first set of simulations. Simulation B addressed some questions of particular interest using another four sets of parameters, where both the rater and item parameters were simultaneously varied. This study found the HRM-SDT accurately recovered parameters, and clearly detected and separated changes in rater severity, rater central tendency, and item difficulty in most conditions.

High school bands are producing some of our finest musicians. These musical organizations have become an integral part of virtually every high school in the nation, and have greatly added to the cultural aspects of their curriculum. The respect from student body and faculty, development of poise, and enrichment of the students' general education have justified the band program in the school system. / Typescript. / "August, 1964." / "Submitted to the Graduate Council of Florida State University in partial fulfillment of the requirements for the degree of Master of Music Education." / Advisor: Elmer P. Magnell, Professor Directing Paper. / Includes bibliographical references (leaf 8).

Annual turnover for hourly employees in the hospitality industry averages 102%. The costs associated with hiring and training new employees are estimated at 150% of an employee's salary for businesses with more than 30 employees. The purpose of this case study was to examine the personnel selection strategies used in the casual dining sector. The sample for this study was 6 casual dining restaurant managers in the central Georgia area. Three of the participants used online selection strategies and 3 participants used intuition-based strategies. The objective of this study was to compare the similarities and differences between each respective personnel selection strategy. The conceptual framework employed is a resource-based view of the firm. Data were collected through semi structured face-to-face interviews. Data analysis occurred through coding and theming and revealed common themes between both groups. These themes were related to assessment of the application, applicant experience, applicant skills, traits, and abilities (online), and interviewing of the applicant. By implementing the recommendations from this study, managers in casual dining restaurants could affect social change whereby selecting employees who fit the restaurant environment and would demonstrate a higher self-efficacy and a better work-life balance. Promoting traits of self-efficacy and work-life balance would also create retention among hourly employees, saving restaurant organizations millions of dollars.

This study was designed to determine the predictive validity of a police officer selection program and identify the contribution made by each major selection device to the total program. Police officers employed by the Portland Police Bureau who had completed three years of post-probationary employment were randomly assigned to a validation group and a cross-validation group on a two for one basis respectively. Beta weights were computed for the written test, interview and psychological scores in the validation group. The regression formula was then applied to the data in the cross-validation group. A cross-validation R of 0.12 was obtained between the predicted performance criterion scores and the actual performance scores. When the interview variable was removed from the equation the cross-validation R increased to 0.16. Neither validity coefficient reaches statistical significance. Reasons were offered for believing that the low magnitude of the coefficients was attributable to restriction in range in the predictor variables and the unreliability of the criterion variable.

The problem considered was that many direct sales personnel do not recruit others into the sales force even though monetary rewards and recognition for achievement can be earned for successful recruitment. The purpose of this study was to identify attitudes that were characteristic of consultants who were successful recruiters within a direct sales organization.