Research indicates that effective talent management is essential in achieving organisational excellence and is a driving force for business success. This study focused on investigating VWSA Group Service division’s employee talent management process as seen or perceived by employees. The employee attitude and understanding of the 2010 strategy was also evaluated. In achieving this objective a literature review on talent management was conducted and questions formulated which formed part of the survey. The questionnaire was self-administered and sent to the stratified random sample of individuals who were eligible for survey. The main findings of this research are that the 2010 strategy was well received by the employees and that seventy seven percent of the respondents who took part in the study do understand the 2010 strategy and what it is all about. The study also highlighted that employees believe Project 1 in the 2010 strategy will be achieved. Employees were uncertain that compensation and leadership style are variables that influence or promote talent management. From the literature review it is explained that in order for talent management to be effective it must be aligned to organisational strategy. Various recommendations were made, for example conducting of skills gap analysis with a view to identify skills employees need to possess in order to meet the objectives of the 2010 strategy. Another recommendation was the formation of talent pools from which to recruit high talented staff and whose skills will be required to meet the objectives of the organisational strategy. A final point emanating from the study, is that when it comes to talent management and achieving organisational strategy it is not business as usual. Companies need to be aware of brand profiles most desired by highly talented individuals; they also need to be aware of various recruiting strategies as well as acknowledge that different employees are at different levels of the motivational hierarchy.

High rates of turnover among truck drivers in the United States limit the abilities of organizations to effectively move freight if organizational leaders cannot efficiently and economically replace drivers. The purpose of this correlational study was to examine the relationship among compensation, benefits, intrinsic motivators, and potential referral recruiting in transportation organizations. Herzberg’s 2-factor theory was the theoretical framework for this study. Secondary data were collected for 566 Class A truck drivers from an Illinois-based partner organization’s 2018 employee satisfaction survey. The results of the multiple linear regression analyses indicated a significant relationship exists, F(3,562) = 258.323, p < .001, R2 = .580, among compensation (β = .231, p < .001), benefits (β = .101, p < .002), intrinsic motivators (β = .554, p < .001), and potential referral recruiting in transportation organizations. Overall, the independent variables accounted for 58% of the variance in the dependent variable with intrinsic motivators having the largest effect. The implication of these findings for positive social change includes equipping business leaders with information about motivational factors for recruiting drivers through referrals, which might increase community employment levels to improve the standard of living.

No description available.

Although federal laws prohibit employment discrimination, potential discrimination against Muslim women wearing the hijab is possible. The purpose of this study was to describe how religious stereotypes and religious artifacts may influence hiring and what the origin of this phenomenon is. A phenomenological perspective was used in this research focusing on the participant's perceptions in comprehending the meaning of having a Muslim woman wearing the hijab in a job interview and how/why this meaning is constructed. The phenomenon studied was the nature and range of stereotypes that recruiters hold about Muslim women wearing the hijab. Qualitative interviews with nine participants were conducted in the states of Illinois and Missouri in 2010. These participants were in charge of hiring in the educational and healthcare sectors. Five main themes from the interviews data were identified: (a) fear of Muslims, (b) hijab appearance vs.hijab functionality, (c) impact of cultural and religious differences, (d) stereotypes, and (e) discrimination in the United States. The findings have offered an opportunity to investigate, illustrate and document stereotypes on Muslim women wearing the hijab that could intervene during a hiring process. They have provided a glimpse into the stereotypes that recruiters hold about Muslim women wearing the hijab and the Muslim community as well. In particular, this study confirmed that there is a need to educate people in charge of hiring on how stereotypes may shape their decisions. The most distinctive finding of this study is the aesthetic aspect of the hijab. All the participants explicitly acknowledged the beauty of the hijab. This finding showed how complex the research participants' perceptions were about the hijab. How the appearance of the hijab could be viewed so positively and how its function was perceived negatively by them.

No description available.

Effective substitute teachers are needed in classrooms across the United States; however, little attention is given to the policies and practices that school districts use to recruit, train, and evaluate them. The challenge of finding quality substitute teachers, despite the absence of definitive policies and practices to guide them, continues to be a problem nationwide. The purpose of this study was to identify, using a three-round Delphi technique (Linstone & Turoff, 1975), policies and practices school districts could use to recruit, train, and evaluate substitute teachers. Data were gathered from a panel of experts who represent a variety of independent thinking on school district policies and practices for recruiting, training, and evaluating substitute teachers. The Delphi had three rounds of questions. During each round the panel members did not meet as a group (Tam & Mills, 2006). Data were collected in 2008-2009. The nationwide panel of experts included writers and researchers, human resources directors, developers of programs for training substitute teachers, and participants at a national conference who managed programs for substitute teachers. The panel represented all six regions of the American Association of School Personnel Administrators, even though all were not active members of the association. The findings provided information about substitute teachers on policies and practices to assist school districts in providing high-quality substitute teachers in classrooms when the regular teachers are absent and intended to affect policies and practices regarding the manner in which substitute teachers are recruited, trained, and evaluated. By the end of the third round of the Delphi, the panel identified 27 policies and 51 practices school boards could enact and employ, respectively, to recruit, train, and evaluate substitute teachers. The panelists recommended policies on compensation, district support, strategies and processes, and performance expectations. They recommended specific performance criteria and evaluation practices, content and methods of training, and procedures for recruitment of high-quality substitutes. An instrument for evaluating the policies and practices covering substitute teachers is a product of the study. / Ed. D.

M. Tech. Business Administration / The South African National Department of Environment Affairs (DEA) in Pretoria has been experiencing a high vacancy rate of 20%, 18% and 26% in the financial years 2008/9, 2009/10, and 2010/11 respectively against a target of 16% . The vacancy rate for 2013/14 financial year has increased to 24.5% against a target of 10%. The Department is struggling to meet its own set target by end of financial year. The current recruitment method utilised by DEA is too slow and tedious, takes time to appoint and has human elements as some documents get lost and does not promote efficiency and value for money. The study was aimed at assessing the degree to which e-recruitment methods were used in the Department of Environmental Affairs. The study was conducted in line with the objective of the DEA to reduce the existing vacancy rate at the DEA to at least 10% by 31 March 2014. This study assessed and evaluated the impact of implementing the online recruitment process in the Department and the contributing factors to a high vacancy rate such as the long waiting process.

published_or_final_version / Public Administration / Master / Master of Social Sciences

Approved for public release, distribution is unlimited / The Recruiter Assessment Battery (RAB) is a predictive test being developed by Navy Personnel Research Studies and Technology (NPRST) to aid in the selection of U.S. Navy recruiters. This thesis analyzes the predictive accuracy of the RAB. Data were gathered from Commander, Navy Recruiting Command (CNRC) and the Defense Manpower Data Center (DMDC) for a sample of recruiters on duty in 2003. Data on the recruiters' RAB score, monthly production, and Naval Recruiting District (NRD) characteristics were obtained from Commander, Navy Recruiting Command (CNRC). Demographic information on the recruiters was obtained from DMDC. Multivariate models were estimated to determine the effects of the RAB score on the average monthly production of recruiters. The results of the models showed that the RAB score is positively correlated with recruiter productivity. The models also indicated that neither NRD characteristics nor personal demographic characteristics affected the relationship between the RAB score and recruiter production. The results of the study suggest that the RAB can be used to predict recruiter productivity. Further research should be conducted on implementing the RAB in the recruiter selection process. Additionally, the relationship of RAB score to recruiter productivity and personal demographic characteristics should be investigated more extensively. / Lieutenant, United States Navy

by Wilkie Wong Wing-Gay. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1980. / Bibliography: l. 26.