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The relationship between recruitment source and employee performanceDerenia, Colleen Marie 01 January 1992 (has links)
Relationships between recruitment referral sources and performance, work skills, inter-personal skills, attendance, retention, gender, ethnicity, age, etc. -- Formal recruiting (radio, tv, newspaper, employment/placement office) -- Informal recruiting (employee referrals, walk-ins, etc.).
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A Multiple Regression Analysis of the Relationships Between Application Blank Data and Job TenureNewton, Nancy W. 08 1900 (has links)
One technique being used to reduce employee turnover is the Weighted Application Blank. Data obtained from application blanks are analyzed and weights are assigned to each item. Utilizing these weights, predicted scores are derived and compared to each person's actual tenure to determine the effectiveness of the model. The present study analyzed application blank data from the files of 93 currently employed and 69 terminated female clerical workers. Twelve items were analyzed by means of a stepwise multiple linear regression procedure, with months of tenure being the dependent variable. The five most significant items yielded a multiple correlation of .54. The total sample also was divided randomly into two groups, and cross-group analyses resulted in simple correlations of .56 and .29.
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Predicting Success and Failure in Life Insurance Sales: A Comparison of Three Psychological MethodsDudley, George W. 12 1900 (has links)
The marketing of personnel assessment services by a variety of individuals and groups has developed into a highly competitive, somewhat unstable, and unusually controversial major American merchandising effort. This study contains a review of the promotional materials and activities of several commercial assessment organizations. Emphasis has been placed upon various "scientific breakthroughs" in the field, including, when possible, the descriptive as well as the predictive utilities that are claimed to result from their use. Three procedures were studied under actual industrial conditions, using tenure and productivity measures as criteria. None of the procedures was found to be significantly predictive in this instance.
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Hey girl, I just wanted to reach out with this amazing business opportunity. : A study on language used to attract people into a Multi-Level Marketing business.Bergquist, Elin January 2021 (has links)
This study examines the language used by independent distributors in Multi-Level Marketing companies (MLMs) when attempting to recruit new people into the business. Social media posts and messages were read and analysed to identify themes or categories within the data, which each detailed a means used by distributors to recruit new distributors or customers. The findings were then analysed in relation to Steven Hassan's BITE-model of authoritarian control; Robert Cialdini's principles of inlfuence; Roman Jakobson's pragmatic functions; and Roland Barthes thery of cultural. The findings showed that the most frequent tactic used by the distributors was different forms of emotional tactics. The distributors also used signifiers to evoke cultural myths regarding how one should live one's life and how their MLM could help people achieve that lifestyle. Lastly, questions were frequently used in order to prolong communication between distributor and prospective recruit or customer.
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Assessing ethical competence: the case of human resource management in South AfricaFelgate, Yendor Reginald January 2018 (has links)
An Applied Ethics for Professionals Research Report Submitted to the University of the Witwatersrand
in partial fulfilment of the requirements for the degree of Master of Art, 2018 / The role of Human Resources Management (HRM) can be characterised as “provid[ing] direction as to
how an organisation should handle people so that organisation[al] effectiveness and individual
satisfaction are maximised” (Trezise, 1996:87). Such a role inevitably creates a number of ethical
tensions. If HRM practitioners face difficult ethical challenges in organisations, then it follows that it
is important to understand what type of ethical expertise they require to address these challenges.
My first aim will be to assess whether prevailing models of ethical expertise are able to conceptualise
moral agency and the capacity that is needed to develop such agency in HRM. In this regard, I shall
argue that the prevailing models are insufficient for their purposes. My second aim will be to develop
a more satisfactory account. I will argue that a broader notion of ethical expertise is required: one,
which includes not only virtue but also the process of deliberation and the application of moral agency;
which is effectively able to deal with a multitude of situations; and which has a chance of identifying
the best alternatives in complex HRM ethical situations. Such an expanded notion of ethical expertise
potentially strengthens the ability of HRM practitioners to be more effective as ethical stewards. / XL2019
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How Did I Do? Does Feedback Feed the Candidate Pool?Ely, Sarah 28 March 2022 (has links)
No description available.
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A Qualitative and Evaluative Study on Recruiting and Retaining Students in College Computer Science ProgramsGardner, Matthew 01 May 2013 (has links)
Computer science is a discipline that is increasing in importance and value in our society, yet we are still failing to graduate a sufficient number of students to keep up with the demand required in the United States economy. We research several ways to retain students. We also discuss ways to increase students’ interest in the major, i.e., those who normally would not know about computer science. We discuss ways to increase female participation as well as overall participation in the major.
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Winning the Recruiting Game: The Student-Athlete PerspectiveJanuary 2019 (has links)
abstract: College sports in America represent a multibillion dollar industry. Recruiting collegiate student-athletes not only is costly for university teams, but is integral for their long-term success. Universities spend substantial amounts of money to recruit student-athletes, yet relatively little academic work has focused on understanding the athletic recruiting process. While NCAA policy regulates when communication is allowed between coaches and student-athletes, there is a lack of literature investigating what the communicative aspects of athletic recruiting entail. Thus, the purpose of this dissertation is to unpack the student-athlete experience of collegiate athletic recruitment. It builds on theoretical work from organizational and interpersonal communication, as well as management and marketing, to extend existing knowledge of student-athletes’ college choice. Specifically, a conceptual model is presented that includes how student-athletes’ expectations and relationships during athletic recruitment contribute to an overall affinity for the university that, in turn, influences choice.
Thirty Division I student-athletes from six different sports participated in focus groups to discuss their recruitment experiences. Taking a grounded theory approach to the focus group transcripts, thematic analysis illuminated what was most memorable for student-athletes about their recruitment, what expectations they had for the process, and what relational benefits they sought when making their college choice decision. Findings reinforced the prominence of communication in the recruitment process, and indicated the importance of interpersonal relationships, authentic communication, and a customized recruiting experience. This work represents the start of a scholarly trajectory which will further conceptualize and test the relational elements of athletic recruiting. Future directions, as well as theoretical and practical implications, are discussed. / Dissertation/Thesis / Doctoral Dissertation Communication 2019
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School Resources, Social Media Capabilities, and Recruiting Effectiveness in the National Collegiate Athletic Association Division I Football Bowl SubdivisionEvans, James O. 23 October 2019 (has links)
No description available.
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The Role of the Rhamnose Conjugate as an Antibody Recruiting Molecule (ARM) to Enhance the Immune Response to a VaccineAl huniti, Tasneem 15 June 2023 (has links)
No description available.
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