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Human resources strategies for China operations /Ng, Kwai-kuen, Eric. January 1995 (has links)
Thesis (M.B.A.)--University of Hong Kong, 1995. / Includes bibliographical references (leaves 63-66).
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The construct validity of the First View for selection purposes in South AfricaVan der Merwe, Gerda. January 2005 (has links)
Thesis (M.Com.(Human Resources Management)) - University of Pretoria, 2005. / Abstract in English and Afrikaans. Includes bibliographical references. Available on the Internet via the World Wide Web.
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Effect of applicant overqualification on employment selection decision. / OverqualificationJanuary 2005 (has links)
Lam Yuen Yan Sharon. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2005. / Includes bibliographical references (leaves 65-71). / Abstracts in English and Chinese. / List of Tables --- p.vii / List of Figures --- p.viii / List of Appendices --- p.ix / Chapter Chapter 1: --- Introduction --- p.1 / Chapter Chapter 2: --- Method --- p.18 / Chapter Chapter 3: --- Results --- p.26 / Chapter Chapter 4: --- Discussion --- p.46 / References --- p.65
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Metody používané při výběru učitelů na středních odborných školách / Teacher selection methods used by high schoolsJindráková, Šárka January 2013 (has links)
The main goal of this thesis is to analyze the forms of utilizing teacher selection methods used by public high schools in the Czech Republic and in the case that shortcomings are identified, propose solutions which lead to higher validity of the selection process and to a selection of an employee, who best fulfills requirements of the specific job. The issue of employee selection is firstly defined from the theoretic perspective, further off an analysis of teacher selection methods in the Czech Republic public high school system is performed. Findings from the analysis are afterwards used for a compilation of a teacher competence model. In the conclusion an evaluation and recommendations are made in order to increase the quality of the teacher selection process on the selected school type.
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Selection-socialization control in auditing firms: A test of Ouchi's model of control.Davidson, Ronald Allan. January 1988 (has links)
This research tests the descriptive validity of Ouchi's model of organizational control when it is applied to auditing firms. An analysis of Ouchi's model and other writings indicates that the selection-socialization type of control (or clan control or control by a strong organizational culture) would be expected to be used in auditing firms and that it would he evidenced by similarities in values perceived to be held by clan members. Empirical evidence is gathered from graduating students who are accounting majors and from professional staff in auditing firms using SYMLOG to measure perceived values. This evidence provided some support for the descriptive validity of Ouchi's model, but the evidence is mixed. The sets of perceived values found in staff of auditing firms do not appear to come from a single set, but the perceived values of each firm are different. Offers do appear to be made to individuals who have different sets of perceived values when compared to people who did not receive offers. No evidence was found to indicate that length of association within firm results in more similar sets of perceived values being held by firm members.
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The Effects of a Realistic Job Preview on an Applicant's Ability to Self-select into OrganizationsBurton, Melissa Lynn 07 June 1995 (has links)
In typical selection processes organizations gather information about an applicant. Rarely, however, do applicants collect equal information about the job or organization. This unequal exchange can inhibit an applicant's participation in the selection process. Studies have shown that realistic job previews (RJPs) positively influence applicants' job expectations, job satisfaction, turnover, selfselection, etc. Applicant self-selection can benefit both the organization and the applicant in terms of time, money, and energy required during the selection process and after organizational entry. The purpose of the present study was to explore the relationship between RJPs and self-selection. The study assessed the influence of a content valid RJP on applicants' job expectations. It also measured the degree of fit between applicants' ideal job ratings and the job in question. This measure of fit was then related to the applicant's propensity to self-select. Twenty six applicants for an emergency 911 position participated. Each participant completed a Job Profile Measure consisting of three scales. These scales included ratings of job tasks (based on a job analysis), job characteristics (the Job Diagnostic Survey by Hackman & Oldham, 1980), and organizational characteristics (the Organizational Culture Profile by O'Reilly, Chatman & Caldwell, 1991 ). Applicants completed the measure before and after viewing the RJP and as a measure of ideal job requirements. Dispatch job incumbents also completed the measure to provide actual job ratings. Results were limited by a small sample size, but several trends were found. T-tests showed that the RJP did not significantly alter applicants' job expectations. However, chi-square analyses indicated that applicant job task ratings were more consistent with incumbent ratings post RJP than pre RJP. MANOVA analyses indicated that applicant Job Profile ratings and incumbent ratings did not significantly converge after viewing the RJP. Self-selection ratings were also not significantly correlated with fit scores, but they were in the predicted direction. Applicant's with lower fit scores were more likely to self-select out of the hiring process. The trends in the data are encouraging, but more research is needed to be conclusive.
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American companies' criteria and values for hiring or placing expatriate employees in ChinaHabiger, Sheldon 06 September 2000 (has links)
This thesis examines the values and criteria American companies use in
hiring or placing expatriate employees in China. These values and criteria affect
the success or failure of expatriate employees and a company's bottom line -
profitability.
Investigating this topic required an examination of the history of the
political, economic, and social philosophies that have shaped contemporary
China. It was also necessary to examine expatriates and their role, and to
define an American company. Cultural comparisons are made between the
United States and China using Hofstede's Four Dimensions, Ronen and
Shenkar's Country Clusters, and Hsu's analysis of internal versus external
motivation.
I explored the relationship between two primary personnel parties in an
effort to define how success and failure are measured in overseas assignments.
To this end, I interviewed 42 Americans working in China categorized into two
groups - the Management Group and the Employee Group. AU participants were
located in either Shanghai or Beijing. Based on the interviews, an analytic
distinction was made between expatriates hired locally and those employees
who were transferred from the United States to China.
The results of this study found that local hires tended to be younger and
have linguistic and cultural skills, while the expatriates sent from the United
States tended to be older and have managerial and technical skills. Challenges
confronting both managers and employees will be shown to primarily stem from:
1) External motivations, such lucrative compensation packages, not
guaranteeing a successful assignment in China; 2) the focus of companies when
hiring or placing an expatriate employee being based on technical and
management expertise; 3) cultural and linguistic skills being important for
successful expatriate assignments; and, 4) cultural and linguistic training
positioning an expatriate to have a successful assignment.
These findings lead to the following recommendations: 1) Top managers
should be provided with cross-cultural training to understand the importance of
cultural and linguistic skills; 2) companies in China should hire local expatriates
who have linguistic, cultural, and adaptability skills; and, 3) an investment should
be made in technical skills training for local hires rather than linguistic and
cultural training for technical expatriate employees. / Graduation date: 2001
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Anonymous screening process for selecting the most qualified finalists in administrative employment searchesGroll, Bruce Jeffrey 07 May 1992 (has links)
The purpose of this study was to design an objective-based
Anonymous Screening Process (ASP) for selecting the
most qualified finalists for non-tenured administrative
employment searches in public higher education. The intent
was to design a viable employment process that substantially
meets equal opportunity mandates, the dual aim of the
Federal government's affirmative action efforts to eliminate
the discriminatory effects of the past and to bar future
discrimination, and the goal of the U.S. Congress of
improving the economic status of disabled individuals by
removing discriminatory barriers to full employment.
An anonymous screening process is part of a
comprehensive employment process, including recruitment,
application, evaluation, and selection, wherein an
applicant's name, race, religion, color, sex, age, handicap,
and institutional identify are unknown to all persons
involved in the process through selection of the most
qualified finalists.
An anonymous applicant screening process will minimize
evaluator bias, effectively eliminate the interjection of
non-objective criteria from external sources in selecting
the most qualified finalists, and provide a defensible basis
for using protected class status in the final selection as
an additional criterion in situations of
underrepresentation. / Graduation date: 1992
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Selection from a social distance theory perspective : superintendents' perceptions of equally qualified candidates /De La Torre, Guadalupe Xavier. 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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Hiring practices for graphic designers in Utah County, Utah /Densley, Landon T., January 2004 (has links) (PDF)
Thesis (M.S.)--Brigham Young University. Dept. of Teacher Education, 2004. / Includes bibliographical references (p. 61-63).
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