The aim of the research is about the evaluation of the management of the selection for educators at a primary school in the North West, Klerksdorp District and to consider theoretical and practical implications. Questionnaires were used as the main measuring instrument. The findings of the research revealed that some of the role players lack necessary skills and expertise to be part of the selection process. Policy implications were found to have an effect on the process. Nepotism, poor communication, selection of correct candidates, roles played by different role players, information dissemination during the process, effectiveness of the selection process, lack of preparations before the selection process begin and composition of the selection panel, were found to be present. The conclusions from the findings indicated that, selection should be considered as a serious process and stakeholders should ensure that they play their roles according to the policy that governs the process. Recommendations included the following: training of the stakeholders should be taken into consideration, nepotism and other unfair practices should be avoided, information distribution and communication should be improved, and effectiveness during the process should be emphasized as well as the composition of the selection panel. Future research should be on further enhancement of the selection process to be effective and efficient taking into consideration the needs of different societies and the nation as a whole. / (MBA) North-West University, Mafikeng Campus, 2006

Canada's volunteer military faces a major manning problem. High attrition rates reflect youth indifference to military service, and research indicates that the manpower pool from which recruits are drawn will shrink significantly in the next two decades, exacerbating an already difficult situation. / This thesis reports on the first part of a two phase study investigating some of the variables and the dynamics underlying training attrition. In this phase three personality inventories, Holland's Vocational Preference Inventory (VPI), Levenson's Locus of Control Scale (LCS), and Super's Work Values Inventory (WVI) were related to four discrete categories of attrition and to several composite attrition criteria. In addition, Holland's personality-environment congruence hypothesis was tested. / Two distinct samples were used: military recruits, and their supervising Non-Commissioned Officers (NCOs). The recruit sample consisted of 795, 17-25 year old, males who successfully completed Canadian Forces Basic Training without being recoursed, as well as 185 recruits grouped into four discrete and three composite attrition categories. The NCO sample consisted of the 30 Squad NCOs in charge of training the recruit sample. / Both recruit and NCO samples were administered questionnaires prior to the start of training. The questionnaires, contained the personality inventories indicated, as well as measures of variables to be analyzed in the second phase of this study. / Statistical analysis was carried out using (chi)('2), ANOVA, and point biserial corrrelations. Since this was a field study, the level of significance utilized was p < .05. / Three of four hypotheses were supported: (a) Recruits who share congruent LCS personality types with their Squad NCO and the modal squad personality type had lower attrition rates, supporting Holland's congruency hypothesis. (b) As a group, recruits with Realistic, Investigative and Conventional personality types, were more congruent with the squad environments, and exhibited significantly less attrition than Artistic, Social and Enterprising types, supporting the congruency hypothesis, and the use of Holland's theory in the analysis of vocational change. (c) A postulated difference in attrition between LCS personality types, Internals, Externals-Chance and External-Powerful Others, was not supported by the data. However, recruits in one of the composite attrition categories scored significantly higher on the External-Chance sub-scale of Levenson's LCS, suggesting poorer adaptation among those who believe that chance has a controlling effect on their lives. (d) Several work values were negatively correlated with the various attrition categories, possibly an outcome of the modal "blue collar" orientation of the sample. However, the "life style" value correlated positively with those who were passing and requested release and the "surroundings" value correlated positively with those who were failing and requested release, suggesting a consistent relationship between certain work values and attrition categories. / Overall results confirm the usefulness of utilizing multiple, discrete, and composite attrition criteria and of investigating attrition from a micro-environmental perspective. The study also supports Holland's personality-environment congruence hypothesis, and suggests a consistent relationship between personality variables and attrition.

At the time this study was conducted, Queensland police officers were offered a five year age range in which retirement was possible. These officers were permitted to retire from age 55 and were forced to retire at age 60. The Queensland Police Service had previously identified that only 13% of all police officers were staying in their employment until the mandatory retirement age of 60. Retirement of these officers at the earliest possible opportunity presented a considerable loss of human resource investment. This study was undertaken to investigate some possible triggers influencing the decision to retire. Three specific research questions associated with the retirement intentions of Queensland police officers of the baby-boomer generation were formulated and subsequently investigated. These questions were: * How do the demographic characteristics of individual police officers relate to their retirement intentions? * What are the triggers that are associated with the retirement age intentions of baby-boomer police officers in Queensland? and, * How are these triggers associated with officers' intentions to retire earlier or later? While considerable work had been previously done on retirement triggers, the issue of police retirement triggers is under-researched. The situation was further compounded by the fact that the major study of police retirement was American, with retirement in that system based on years of service, and not age as in Australia. A list of possible retirement triggers was compiled from the literature and then focus groups of Queensland police officers were used to discuss some aspects of these possible retirement triggers and generate others that were specific to the Queensland Police Service. The study obtained the views of 641 members of the cohort through a questionnaire and utilised a quantitative research methodology to achieve findings. Demographic aspects showed little overall influence on an officer's retirement age decision. The demographic items that did have a direct association with retirement intentions were gender, length of service, and the method of admission to the organisation. Female officers, officers with the greatest length of service and those admitted to the organisation as Cadets were more likely to seek earlier retirement, that is retirement at or soon after age fifty-five. Whilst not conclusive, the education level of the individual indicated a trend towards later retirement for those with higher levels of education. Importantly, operational status, shift worker status, rank, and qualification for promotion had no association with the retirement decision. A factor analysis of the questionnaire items used in the study identified five factors, of which four contributed significantly to a police officer's retirement timing decision at the later end of the retirement window spectrum. These factors were 'appropriateness', 'worth and belonging', 'influences and relationships' and 'financial' issues. A fifth factor 'flexibility' was also determined but found to have no statistical significance. Three recommendations were made from this study: the formation of a Queensland Police Service alumni; the adoption of a n employment re-engagement policy called 'procruiting'; and the introduction of an assisted retirement education package for exiting members.

Thesis (Master').

Thesis (M.S.W.)--Smith College School for Social Work, 2008. / Typescript. Includes bibliographical references (leaves 78-80).

Thesis (M.Soc.Sc.)--University of Hong Kong, 1983. / Also available in print.

Thesis (M.Soc.Sc.)--University of Hong Kong, 1985. / Also available in print.

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

Thesis (M.Soc.Sc.)--University of Hong Kong, 1986. / Also available in print.

ABSTRACT It is unfortunate that many graduates have difficulty in finding employment after completing their studies. Although graduates typically have academic and technical skills, they often lack some basic skills, also referred to as employability, or work readiness skills. Work Readiness Programmes, such as the Fasset Work Readiness Programme, have been introduced to bridge the gap between studies and work and aim at equipping graduates with the skills required in order to secure employment. The question was raised whether the skills that are advanced by means of the Fasset Work Readiness Programme, are in accordance with the skills that employers require from graduates for entry level positions. The objective of the research is to conceptualise the skills and competencies required from graduates for entry level positions and to determine if the skills and competencies that are advanced by means of the Fasset Work Readiness Programme and deemed important by graduates, are in accordance with the skills and competencies sought by employers in the Fasset sector. The specific aims of the study are as follows: (a) to conceptualize work readiness and the skills and competencies required from graduates for entry level positions; (b) to determine if the skills and competencies that are required from graduates for entry level positions in the Fasset sector are in accordance with the skills advanced by means of the Fasset Work Readiness Programme and (c) to determine which skills graduates regard as important for the world of work. Two quantitative research questionnaires (one for graduates and one for organisations) were developed for the purpose of the research. Both questionnaires consisted of two sections - a section containing biographical information that was used to compare differences between the groups and a section referring to the research aims. Descriptive statistics was one of the methods employed to analyze the data. The questionnaires proved to be reliable (Cronbach alpha coefficients and inter-item correlations were calculated). A preliminary investigation into the validity of the questionnaire was done. The research was successful in achieving the research aims. The skills and competencies required from graduates for entry level positions were conceptualized by means of an extensive literature review (including South African as well as international research). The research indicated that although Fasset registered employers regard some of the skills/competencies that are advanced by means of the Fasset Work Readiness Programme (i.e. oral communication, interpersonal skills and teamwork) as important, they value other work readiness skills that are not directly addressed by the Fasset Work Readiness Programme (i.e. mature attitude, innovation, positive work ethic) just as much. Graduates regard the skills/competencies that are included in the Fasset Work Readiness Programme (such as oral communication, written communication, interpersonal skills and teamwork and occupation skills) as more important than other work readiness skills that are not addressed by the programme (i.e. self-discipline, confidence, self-reliance, leadership, mature attitude and motivation). Graduates in general agreed that self-discipline, career development, the effective use of physical resources, independent time management, understanding an organisation's functioning in relation to its competitors and effective team work are important skills/competencies in the world of work. Recommendations are made for work readiness programmes in general, and for the Fasset Work Readiness Programme, as well as for future research. OPSOMMING Dit is ongelukkig die geval dat talle graduandi (mense wie grade of diplomas voltooi het) sukkel om werk te kry nadat hulle hulle studies voltooi het. Alhoewel graduandi gewoonlik die akademiese en tegniese vaardighede het wat verwag word, het hulle dikwels nie die basiese werkgereedheidsvaardighede nie. Werkgereedheidsprogramme, soos die Fasset Werkgereedheidsprogram, is ingestel om die gaping tussen studies en werk te oorbrug. Die doel van die program is om leerders bloot te stel aan die vaardighede wat vereis word om sodoende werk te kry. Die vraag het ontstaan of die vaardighede wat deur die Fasset Werkgereedheidsprogram aangespreek word ooreenstem met die vaardighede wat werkgewers in die Fasset sektor van graduandi verwag vir intreevlak posisies. Die doel van die navorsing is om die vaardighede wat van graduandi verwag word vir intreevlak posisies te konseptualiseer en om te bepaal of die vaardighede wat deur die Fasset Werkgereedsheidsprogram aangespreek word en deur graduandi as belangrik geag word, ooreenstem met die vaardighede wat werkgewers in die Fasset sektor van graduandi verwag vir intreevlak poste. Die spesifieke doelstellings van die navorsing is om (a) die werkgereedsheid en die vaardighede wat van graduandi verwag word vir intreevlak posisies te konseptualiseer; (b) om te bepaal of die vaardighede wat van graduandi verwag word vir intreevlak posisies in die Fasset sektor ooreenstem met die vaardighede wat deur die Fasset Werkgereedheidsprogram aangespreek word en (c) om te bepaal watter vaardighede graduandi as belangrik ag in die werkswêreld. Twee kwantitatiewe navorsingsvraelyste (een vir graduandi en een vir organsiasies) was ontwikkel vir navorsingsdoeleindes. Beide vraelyste het uit twee afdelings bestaan - `n afdeling vir biografiese besonderhede wat gebruik is om verskille tussen sub-groepe te bepaal, en `n afdeling wat verwys het na die navorsingsdoelwitte. Beskrywende statistiek is een van die metodes wat gebruik was om die die data te analiseer. Volgens die Cronbach alpha koëffisiënte en inter-item korrelasies wat bereken was, is die vraelyste betroubaar. `n Voorlopige ondersoek m.b.t die geldigheid van die vraelys is ook gedoen. Die navorsingsdoelwitte was suksesvol deur die navorsing aangespreek. Die vaardighede wat van graduandi verwag word vir intreevlak posisies is gekonseptualiseer d.m.v. `n intensiewe literatuurstudie, wat Suid-Afrikaanse sowel as internasionale navorsing insluit. Die navorsingresultate het aangedui dat alhoewel werkgewers in die Fasset sektor sommige van die vaardighede wat deur die Fasset Werkgereedheidsprogram aangespreek word (bv. verbale kommunikasie, interpersoonlike vaardighede en spanwerk) as belangrik ag, daar ander werkgereedheidsvaardighede is wat nie deur die program aangespreek word nie (bv. volwasse houding, innovering, en positiewe werksetiek) wat ook as belangrik geag word. Graduandi het die vaardighede wat deur die Fasset Werkgereedheidsprogram aangespreek word as meer belangrik geag as ander werkgereedheidsvaardighede wat nie direk deur die program aangespreek word nie. Verder het graduandi in die algemeen aangedui dat self-dissipline, loopbaanbestuur, effektiewe gebruik van fisiese hulpbronne, spanwerk en `n begrip van die organisasie se werking met betrekking tot kompeteerders, belangrikke werkgereedsheidsvaardighede is. Aanbevelings vir werkgereedheidsprogramme in die algemeen, vir die Fasset Werkgereedheidsprogram en vir verdere navorsing is gemaak. / Industrial and Organisational Psychology / M.A. (Industrial Psychology)