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The purpose of this study was to provide educators with empirical information on the qualifications personnel managers expect from entry-level employees. The study also compared school officials' rankings of employment qualifications of high school graduates with qualifications found by business personnel managers when selecting entry-level workers.The data collection process involved a card sort technique utilizing two decks of cards. Surveys were mailed to Indiana public school superintendents, high school principals, public school board presidents, and business personnel managers. A total of 1924 surveys were mailed with 528 ranked surveys returned.Six null hypotheses were two-way comparisons of desired entry-level qualifications and current entry-level qualifications. Ten null hypotheses compared desired qualifications with current entry-level qualifications.There was little agreement among the respondents or respondent groups regarding the most desired or currently found entry-level qualifications. All respondent groups ranked science and technology, social and economic studies, and writing as the least found qualifications. Personnel managers ranked science and technology as the most desired entry-level qualification. School officials ranked this qualification as one of the least desired entry-level qualification.If educators are to prepare students to meet the challenges of entry-level employment, general expectations must be developed that are acceptable to a variety of employers. Only through collaborative efforts between business and school officials will entry-level qualifications be developed that have meaning to both groups. Until that collaboration occurs, educators willcontinue to rely on their own beliefs as they prepare students for entrance into the world of work. / Department of Educational Leadership

This research contributes to the employee selection literature by examining the various aspects of value creation derived from systematic approaches to selective hiring and onboarding best practices. These best practices covering the end-to-end spectrum of talent acquisition activities from pre-recruitment to post-hiring performance management are examined through the construct of employee selection bundles. A rigorous type of employee selection bundle called Topgrading is examined across six case studies. This research builds on the employee selection literature by exploring the cross section of organizational learning theory, goal setting theory, and process management theory on the employee selection bundle as a mechanism that positively impacts firm performance.

Thesis (Ed. D.)--University of Missouri-Columbia, 1997. / Typescript. Vita. Includes bibliographical references (leaves 72-76). Also available on the Internet.

Thesis (Ed. D.)--University of Missouri-Columbia, 1997. / Typescript. Vita. Includes bibliographical references (leaves 72-76). Also available on the Internet.

Thesis (Ph. D.)--University of Missouri-Columbia, 2002. / Typescript. Vita. Includes bibliographical references (leaves 89-99). Also available on the Internet.

Thesis (Ph. D.)--University of Missouri-Columbia, 2002. / Typescript. Vita. Includes bibliographical references (leaves 89-99). Also available on the Internet.

Thesis (Ph. D.)--University of California, San Diego, 2010. / Title from first page of PDF file (viewed March 29, 2010). Available via ProQuest Digital Dissertations. Vita. Includes bibliographical references.

Zugl.: Frankfurt (Main), Universiẗat, Diss., 2004.

Thesis (Ph. D.)--Georgia State University, 2006. / Title from title screen. Charles A. Gallagher, committee chair; Robert Adelman, Charles L. Jaret, committee members. Electronic text (355 p.) : digital, PDF file. Description based on contents viewed July 26, 2007. Includes bibliographical references (p. 335-350).