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Manpower selection criteria in Florida clinical laboratoriesRodgers, Anne Townsley. January 1984 (has links)
Thesis (Ph. D.)--University of Florida, 1984. / Description based on print version record. Typescript. Vita. Includes bibliographical references (leaves 63-65).
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Motivated reasoning a framework for understanding hiring managers' intentions to use personnel selection instruments /Blackburn, Jessica L. January 2006 (has links)
Thesis (Ph.D.)--Bowling Green State University, 2006. / Document formatted into pages; contains vii, 52 p. Includes bibliographical references.
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Evaluation of the situational judgment testConner, Lane A. Guarnaccia, Charles Anthony, January 2007 (has links)
Thesis (M.S.)--University of North Texas, May, 2007. / Title from title page display. Includes bibliographical references.
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A study of recruitment and selection policies with specific reference to the Sundays River Valley MunicipalitySinganto, Nkosiyabo King January 2002 (has links)
In this dissertation, a study is undertaken of recruitment and selection policies with specific reference to the Sundays River Valley Municipality. The dissertation comprises of six chapters. The study is based on the assumptions that the Sundays River Valley Municipality does not have adequate recruitment and selection policies in place and that no clear division of duties has been made between councillors and officials with respect to the employment processes. Another assumption is that with better recruitment and selection policies in place, the Sundays River Valley Municipality will attract the best possible candidates for posts and better service delivery to communities. Further, this study is based on the assumption that in order for councillors and officials to be able to execute their duties effectively and efficiently and meet the requirements of the laws governing local government, they need to be knowledgeable and possess special skills and expertise. The primary objectives of the research included, inter alia, an investigation into theoretical processes of recruitment and selection policies with specific reference to the Sundays River Valley Municipality and motivation why the municipality needs to adopt formal guidelines to guide its recruitment and selection processes. This was followed by the constitutional and legislative measures affecting local government. The empirical survey and the research methodology are described as well as the interpretation of the research findings. This is followed by an explanation of the survey questionnaire used for the accumulation of data needed for the analysis. The research findings of the empirical survey were statistically analysed and reported. Finally, a number of conclusions are presented that were arrived at during the study, followed by specific recommendations. These are based on the findings of the empirical survey in order for Sundays River Valley Municipality councillors and officials to adopt formal guidelines to guide its recruitment and selection processes.
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Opposing models of employee selection data : a structural equation analysis /Wilson, Mark Alan January 1983 (has links)
No description available.
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Strukturerad- kontra beteendeintervju : Skillnad i mängd och kvalitet på den information som erhålls vid anställningsintervjuer / Structured- versus behavioral interview : Differences in amount and quality on the information selected during job interviewsPersson, Johanna January 2008 (has links)
<p>According to Barclay (2001), behavioral interviews yield higher quality information, than other interview techniques. This study focused on whether the quality and quantity of information differ between structured interview and behavioral interviewing. Two headhunters held 16 job interviews with the two techniques, 9 behavioral interviews and 7 structured interviews. Both headhunters and candidates have evaluated the interviews quantitatively. Initial and concluding interviews have, as well, been held with the headhunters. No definitive answers were found in the quantitative analysis, but the qualitative results suggest that behavioral interviews give, because of the headhunters opinions, more and higher quality information. Continued development of the technique and themselves are the headhunters next steps in order to improve their recruitment process.</p> / <p><p>Enligt Barclay (2001) erhålls bättre kvalitet på informationen som insamlas genom beteendeintervjuer, än genom andra intervjutekniker. Denna studie fokuserar på att se om kvaliteten och mängden information skiljer sig mellan strukturerad intervju och beteendeintervju. Två rekryterare har hållit 16 anställningsintervjuer med de två intervjuteknikerna, nio med beteendeintervju och sju med strukturerad intervju. Både rekryterare och kandidater har efteråt utvärderat intervjuerna kvantitativt, inledande och avslutande intervjuer har även hållits med rekryterarna. Inga tydliga svar kunde utläsas utav den kvantitativa analysen, men de kvalitativa resultaten tyder på att beteendeintervju var bättre gällande att rekryterarna totalt sett ansåg sig få mer och säkrare information om kandidaterna genom den tekniken. Att utveckla beteendeintervjumallen och sig själva är rekryterarnas nästa steg i att förbättra sin rekryteringsprocess.</p></p>
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Situational judgment test a measurement of judgment? /Pui, Shuang-Yueh. January 2007 (has links)
Thesis (M.A.)--Bowling Green State University, 2007. / Document formatted into pages; contains vii, 57 p. Includes bibliographical references.
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Strukturerad- kontra beteendeintervju : Skillnad i mängd och kvalitet på den information som erhålls vid anställningsintervjuer / Structured- versus behavioral interview : Differences in amount and quality on the information selected during job interviewsPersson, Johanna January 2008 (has links)
According to Barclay (2001), behavioral interviews yield higher quality information, than other interview techniques. This study focused on whether the quality and quantity of information differ between structured interview and behavioral interviewing. Two headhunters held 16 job interviews with the two techniques, 9 behavioral interviews and 7 structured interviews. Both headhunters and candidates have evaluated the interviews quantitatively. Initial and concluding interviews have, as well, been held with the headhunters. No definitive answers were found in the quantitative analysis, but the qualitative results suggest that behavioral interviews give, because of the headhunters opinions, more and higher quality information. Continued development of the technique and themselves are the headhunters next steps in order to improve their recruitment process. / Enligt Barclay (2001) erhålls bättre kvalitet på informationen som insamlas genom beteendeintervjuer, än genom andra intervjutekniker. Denna studie fokuserar på att se om kvaliteten och mängden information skiljer sig mellan strukturerad intervju och beteendeintervju. Två rekryterare har hållit 16 anställningsintervjuer med de två intervjuteknikerna, nio med beteendeintervju och sju med strukturerad intervju. Både rekryterare och kandidater har efteråt utvärderat intervjuerna kvantitativt, inledande och avslutande intervjuer har även hållits med rekryterarna. Inga tydliga svar kunde utläsas utav den kvantitativa analysen, men de kvalitativa resultaten tyder på att beteendeintervju var bättre gällande att rekryterarna totalt sett ansåg sig få mer och säkrare information om kandidaterna genom den tekniken. Att utveckla beteendeintervjumallen och sig själva är rekryterarnas nästa steg i att förbättra sin rekryteringsprocess.
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Effects of national origin, chronological age, and locus of decision on teacher selection decisions : a social distance and person-organization fit perspective /Oto, Todd. January 2003 (has links)
Thesis (Ph. D.)--Joint Doctoral Program in Educational Leadership (California State University, Fresno and University of California, Davis). / Typescript. Includes bibliographical references. Also available via the World Wide Web. (Restricted to UC campuses).
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Candidate reactions to three assessment center exercises a field study /Becton, J. Bret, Feild, Hubert S. January 2005 (has links) (PDF)
Dissertation (Ph.D.)--Auburn University, 2005. / Abstract. Vita. Includes bibliographic references.
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