Thesis PlanB (M.S.)--University of Wisconsin--Stout, 2007. / Includes bibliographical references.

Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2007 / Since 1994 government has attempted through various sets of legislation and regulations to create a policy environment, which is conducive and supportive of effective recruitment and selection and service delivery. The Public Service has currently embarked on restructuring in an attempt to improve its service delivery. An effective and efficient recruitment and selection system should facilitate achievement of that goal. The general research aim is to evaluate and measure the effectiveness of recruitment and selection and its impact on service delivery amongst staff within the Department of Economic Development and Tourism in the Provincial Government of the Western Cape. Research has shown that motivated and satisfied employees are more productive and that there is an improvement on service delivery. Factors, which influence employee motivation, are inter alia as efficient recruitment and selection methods, achievement, advancement, being treated with respect and personal growth and development. The sample group (N=121) consists of male and female employees, contract employees, permanent employees and interns within the Department of Economic Development and Tourism in the Provincial Government of the Western Cape.

Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2011 / In order for any organisation to achieve its goals, a committed workforce is essential. It has, however, become a great challenge for organisations to attract and retain employees as the power of success has shifted from organisations to employees. The organisation that is committed to attraction and retention of staff is likely to gain a competitive advantage, as staff members are satisfied and give optimum production levels. The purpose of the study was to determine and investigate factors that affect attraction and retention of staff at NIP in order to suggest possible interventions that could be employed to attract and retain staff in future. In order to obtain desired results, the researcher used a mixed-method approach. Questionnaires were distributed to all non-management NIP employees and semi-structured interviews were conducted with four (4) purposively selected NIP managers. Statistical analysis was used to analyse data, which was obtained by means of questionnaires, and content analysis was used for data that was obtained by means of semi-structured interviews. The study revealed that NIP staff members are dissatisfied with the company policies and practices, as the company does not always pay effective attention to them. Some of them indicated that they only worked as a means of survival; because of passion for their jobs; to save lives; and owing to the scarcity of jobs, since the industry is small. It is, therefore, necessary to pay attention to factors that this study has produced as obstacles in the way of NIP to employ an effective recruitment and retention strategy for its employees.

Doctor of Philosophy / Department of Psychology / Ronald G. Downey / Work engagement has received increased attention by both practitioners and academicians. Researchers and practitioners have focused on the antecedents of employee engagement and the positive outcomes of an employee being engaged. This study served to expand the literature on antecedents and outcomes of work engagement to include human resources practices, such as Realistic Job Previews (RJP) and selection tests, as antecedents. A sample of 161 Information Technology help desk support representatives, who were grouped by receiving or not receiving an RJP and a selection test, were assessed on the Utrecht Work Engagement Scale (Schaufeli, Salanova, Gonzalez-Roma, and Bakker, 2002). Significant differences were found for individuals who recalled receiving an RJP on work engagement. Significant differences were not found for the selection test group on work engagement. Additional analyses were conducted to determine the predictability of engagement on individual (e.g., personal health and job satisfaction) and organizational outcomes (e.g., turnover intentions and performance). Overall, results suggest that human resources practices should be included in the work engagement model. Additional research directions and organizational implications were discussed.

This research study evaluated recruitment practices at the Auditor-General of South Africa (AGSA). The AGSA recruit highly skilled talented individuals in a country with a problem with a shortage of skills. Recruitment at the organisation is therefore an important function and key to the success of the AGSA. There is no clear indication that the AGSA, when filling vacancies, should recruit from its internal resources or recruit externally. This research looked to establish an ideal ratio between the recruitment from internal and external employees. To achieve the objectives, a literature review was conducted to determine the various combinations of recruitment. The literature was divided into talent management, internal and external recruitment, as well as succession management. The research took the form of a case study, looking at recruitment practices within the AGSA. A questionnaire was developed to gather information from employees in the AGSA, around their assessment of recruitment and their opinion on internal and external recruitment. The questionnaire was distributed online and various levels of employees within the organisation participated in responding to the questionnaire. The most recent recruitment reports were presented and analysed. Information was gathered from literature on recruitment and the AGSA employee’s by means of an online questionnaire. Recommendations were made to the AGSA taking into consideration the current practices within the organisation and the research undertaken for this dissertation.

This study considers the predictive power of gender in the perceived job suitability of male and female applicants seeking employment as knowledge workers. Four research questions were generated in order to address the problem statement of identifying if suitability for job fit in the knowledge economy is influenced more by gender or qualification: • Do managers differentiate between the perceived job suitability of male and female potential employees? • Do managers differentiate between the perceived job suitability of less-qualified male and more-qualified female potential employees? • Do managers differentiate between the perceived job suitability of equally morequalified male and female potential employees? • Do managers differentiate between the perceived job suitability of equally lessqualified male and female potential employees? In this simple study, respondents were asked to rank eight candidates’ suitability for a knowledge worker job. The results were collated, cleaned and validated before being subjected to a Wilcoxon matched pairs signed ranks test (for non-parametric variables). The results demonstrated that overall, gender is the better predictor of job suitability, however, the more qualified a candidate is, the less gender can be relied upon as an accurate predictor for job suitability. All the results from this study have been discussed in terms of their suggestions for future research in selection bias in hiring and gender bias. / Dissertation (MBA)--University of Pretoria, 2014. / zkgibs2015 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

No description available.

The purpose of this study was to explore the processes by which K-12 music teachers are hired when the hiring process is led by a supervisor of music. As defined in this study, supervisors of music are school administrators with a specialization in music education. School districts employing persons in this role rely on them to establish and implement a departmental vision. It is with this vision that they lead the hiring of music teachers in their district. Extant research relating to those traits which school districts seek when hiringteachers is centered around school principals and their views on hiring teachers in general terms, without regard for specific content areas. A subset of school administrators with music teaching experience, “music supervisors,” have been previously un-represented in research relating to hiring music teachers. This descriptive, mixed-method study focused on music supervisors and their role in and preferences for hiring music teachers. A survey was administered to music supervisors throughout Long Island and the responses of 62 music supervisors were analyzed. These data were triangulated through follow-up interviews of six music supervisors representing districts of varying sizes and financial need categories. The results indicated that music supervisors had high expectations for candidates to show excellent musicianship, content, and pedagogy knowledge in their candidates, but that candidates demonstrating exceptional soft skills were more likely to be awarded a teaching job. Though a significant amount of time is devoted to assessing candidate musicianship and pedagogical skills, music supervisors were in high agreement that “caring for students” was the most important trait that should be demonstrated by a candidate. Further results shed light on hiring processes and the way school districts each develop their own protocols which align with their community needs and culture to find the right teacher candidate.

No description available.

No description available.