In 1951-58 American colleges and universities will graduate approximately two hundred thousand students, of which approximately three hundred will be graduated in Stockton, California--and will present them face to face with their prospective employers. Technically most of these students will be well qualified for their respective positions. The chemist will be qualified for further research; the doctor will be qualified to practice medicine; and the lawyer will be ready to defend his first client. But, with these technical skills mastered how will he present himself? His first interview with the employer usually tells the full story. Is his voice what it should be to take him to the top of his chosen profession? Is the pitch, the intensity, the quality, and the rhythm well integrated into the speech pattern? Does the articulation, the vocabulary, and the organization of subject matter need further work? Does he stutter? Is he hard of hearing? Does he have some personal adjustment which will hinder him in his quest for a job? For some, speech is a definite asset; but for others it becomes the sole disqualifying factor. Statement of the Problem. It was the purpose of this study (1) to find the relative extent to which certain aspects of speech influence the selection of employees; (2) to show the relation between the speech aspects studied in this work and the number of employee positions covered by the study; and (3) to present some employer attitudes with regard to speech in industry.

Immigration is a megatrend that continues to change our society. With an influx of people this means that the workforce becomes more diverse. Diversification is something that is becoming increasingly noticeable today, which has led to diversity issues gaining greater topicality, which in turn contributes to the management of diversity gaining greater importance. This is also a current issue when it comes to politics in Sweden, as one side of today’s political climate is against promoting cultural diversity in Sweden. Which is one reason why foreign-born, or immigrants are an underrepresented group in society.  Most literature in the management field regarding diversity, recruitment and diversity management has an Anglosphere perspective which is why this thesis brings in the Swedish perspective. Our purpose is to identify and describe existing phenomenon in diversity management, recruitment and how much one's ethnicity or nationality matters in the recruitment process.  In order to be able to answer the purpose, two research questions have been designed: What does a hospitality organization's diversity management look like to manage cultural diversity in the workplace? What role does the candidate’s nationality and ethnicity play in recruitment? We utilized an abductive approach which meant that we challenged existing theory with the data we collected. This research was done by a qualitative semi-structured interview with six respondents from the hospitality industry, specifically restaurants and cafes. The interview included questions about their own view on diversity, how the recruitment process is, and how they manage diversity. Through this, we were able to obtain data regarding diversity, recruitment, and diversity management, which helped us reach a conclusion. The findings indicate that one's ethnicity or nationality does not play a role in the recruitment process and that the requirements are relatively low. This was based on the manager’s or owner’s personal attitude towards diversity. The most prominent way to manage diversity is to be open to hiring people from different backgrounds. The recruitment is done with an informal or pragmatic recruitment process because of the recruiters' requirements being personality and organizational fit. Additionally, it was found that diversity management or a human resource strategy was not included in most organizations and potential conflicts and challenges were handled by communication.  Finally, this study contributes with a Swedish perspective on recruitment and shows that theories and what is done in practice differ.

This thesis is focused on the methods for selecting employees in the recruitment and selection process of employees and their using in the recruitment and selection process of teachers in kindergartens. The aim of the theoretical part of this thesis is to describe these methods for selecting employees, include context of the whole recruitment and selection process of employees and to describe the methods for selecting employees in the recruitment and selection process of teachers in kindergartens. The aim of the practical part of this thesis is to discover and describe the methods for selecting employees that are used in kindergartens in The Capital City of Prague and The Central Bohemian Region based on quantitive research of questionnaire surveys. The research reports the used methods for selecting employees, the number of combined methods for selecting employees and used knowledge and skill tests in recruitment and selection of teachers in examined kindergartens. A secondary data analysis was made by comparing research data using the following parameters: public or non-public kindergartens, location of the kindergarten in The Capital City of Prague or The Central Bohemian Region, the size of the workplace, the orientation of the kindergartens and the number of applicants. The results indicate...

<p>   </p> <p>M&A activity is significant in today’s economy, as well as the need for M&A deals to be successful. Human resourcing is a necessary component in executing M&A deals and without it, anticipated growth through expected synergies cannot be achieved. What was particularly sparse in the extant literature of human resources support for M&A was the research into developing a function supporting M&A activities. The purpose of this research was to gather data of previously completed M&A deals at a business to examine if a correlation exists between the available M&A deal data and the number of human resources that were hired for integration. This study used existing data from previous M&A deals to develop a model for predicting the ideal number of human resources required to complete integration activities for future M&A deals. In a case wise diagnostic of the resulting model, 28 of the 31 previous M&A deals were correctly predicted by the model for the needed number of contractors. These findings answered the research question posed by this study, and these resulted in the creation of a multiple regression model with statistically significant coefficients for future M&A deals. A process model was developed and may be useful for businesses, by providing a methodology to leverage its own historical data to predict human resource needs during M&A integrations. This study provided businesses pursuing M&A a quantitative process for intentional planning to ensure that there are dedicated human resources to support the business strategy and outcomes. </p> <p>  </p>

Due to employees’ reduced entitlements to the German statutory state pension on the one hand, and the challenge to employers of a skilled worker shortage on the other, employers’ contributions towards occupational pension schemes (OPS) might be an effective human-resources management tool. Thus, the overarching research question is: What is the relevance of OPS for the employment relationship in Germany? Five sub-research questions address the role of OPS in recruitment and retention management, organisational commitment, the potential differences between women and men and between young and old employees and the employees’ psychological contract. The empirical study is a single case study in the financial-services sector. Key findings: OPS are of more relevance for retaining employees than for recruiting them. Their role differs significantly between employees with different generations of the OPS and, therefore, different pension entitlements. Only minor differences can be found between women and men and between younger and older employees. Satisfaction with the occupational pension scheme has no significant impact on organisational commitment. The majority of employees perceived psychological contract fulfilment with respect to the OPS. The contribution to theory is the closure of five research gaps. As far as is known, this is the first study in Germany that analyses the role of OPS in a specified context and from multifaceted viewpoints (recruitment/retention, quantitative/qualitative, men/women, age groups). The contribution to practice comprises the provision of a transferable analysis blueprint of the role of OPS in the employment relationship and the provision of recommendations that relate, among others, to communication and information aspects, cost-benefit calculations and the usage of additional employer contributions as a possible selective reward element.

Final qualification work (master thesis) on 81 page (A4 format, font Times New Roman, font size 14, 1.5 line spacing), excluding attachments. Number of tables-1 (excluding applications). Number of figures – 15 (excluding applications). Number of formulas-0 (excluding applications). Final qualifying work consists of an introduction, three parts, conclusion, bibliography, and applications. This work begins with an introduction, which consists of the relevance of the master's thesis, problem statement, determining the purpose and objectives of the work, its object and subject, scientific novelty, research methods, practical significance and research methods. In the first Chapter of this work, the definitions, goals and objectives of the personnel reserve are considered and analyzed. In the same section, phased practices and methods of work with the personnel reserve will be presented. The second part of the work presents an assessment of the formation of the personnel reserve in the organization. It includes the analysis of relevant documentation, analysis of practice, the results of interviews and surveys of reservists. The third part contains recommendations for changes. Optimization of business processes will eliminate unproductive elements and include new regulatory and management documents, new participants in the HR-business process "formation of staff reserve". / Выпускная квалификационная работа (магистерская диссертация) выполнена на 81 листе (формат А4, шрифт Times New Roman, кегль 14, интерлиньяж 1.5) без учета приложений. Количество таблиц – 1 (без учета приложений). Количество рисунков – 15 (без учета приложений). Количество формул – 0 (без учета приложений). Выпускная квалификационная работа состоит из введения, трех частей, заключения, библиографического списка, приложений. Данная работа начинается с введения, которое состоит из актуальности магистерской диссертационной работы, постановки проблемы, определения цели и задач работы, её объекта и предмета, научной новизны, методов исследования, практической значимости и методов исследования. В первой главе данной работы рассмотрены и проанализированы определения, цели и задачи кадрового резерва. В этом же разделе будут представлены поэтапные практики и методы работы с кадровым резервом. Во второй части работы представлена оценка формирования кадрового резерва в организации. Она включает в себя анализ нормативной документации, анализ практики, результаты интервью и опроса резервистов. Третья часть содержит рекомендации по изменениям. Оптимизация бизнес-процессов позволит исключить непродуктивные элементы и включить новые нормативные и управляющие документы, новых участников в HR-бизнес-процесс «формирование кадрового резерва».

The paper analyzes the theoretical and regulatory framework for the development of professional standards, summarizes foreign experience in implementing professional standards in the field of social services. Russian requirements for the qualification of personnel in the field of social services were studied. The analysis of the legal framework and expert evaluation of the implementation of professional standards in social service institutions in the Sverdlovsk region. The identified problems allowed the authors to develop Recommendations on the implementation of professional standards in the field of social services. / В работе проведен анализ теоретических и нормативно-правовых основ разработки профессиональных стандартов, обобщен зарубежный опыт внедрения профессиональных стандартов в сфере социального обслуживания. Изучены российские требования к квалификации персонала в сфере социального обслуживания. Проведен анализ нормативно-правовой базы и экспертная оценка практики внедрения профессиональных стандартов в учреждениях социального обслуживания Свердловской области. Выявленные проблемы позволили авторам разработать Рекомендации по вопросам внедрения профессиональных стандартов в сфере социального обслуживания.

Human resources are the most important assets of any health system. In recent years it has been increasingly recognised that improving the performance of health personnel should be at the core of any sustainable solution to health system performance. However, it is widely acknowledged that health systems are not producing the desired output of health interventions due to factors such as insufficient skilled and experienced health personnel, demotivated health personnel, lack of management skills, poor working conditions and environment, and inadequate remuneration. This study explores the factors that affect performance of nurses in Namibia with the aim of providing a management framework for improving the performance of professional nurses. The study followed a quantitative research approach using an explorative descriptive design. A survey method using questionnaires was applied. The reaction to the study was positive as a response rate of 75.8% was obtained. Data analysis included identifying and comparing existence or absence of factors using the SSPS package. The target population included all professional nurses in Oshana, Otjozondjupa and Khomas regions. Baseline results revealed various factors which affect performance. The study revealed that hospitals currently have deficiencies in human resource management aspects such as recognition of employees who perform well, working conditions, implementation of performance appraisal systems, feedback on performance outcomes and management skills. These aspects are strongly associated with level of performance of health personnel. Based on the results, a management framework was proposed. The framework consists of activities for enhancing the nursing profession; strengthening knowledge and expertise, including management skills; improving performance; and generating knowledge through research. / Health Studies / D. Litt. et Phil.(Health Studies)

I examine individual innovation in organizations from a social network perspective. I employ two theoretical lenses to examine innovation outcomes in three separate empirical studies. First, I use a sociopolitical framework to examine how political skill and social network structure interact to predict successful innovation initiation and, ultimately, career success. I find that innovation initiation mediates the relationship between political skill and career success. Moreover, structural holes in employees’ social networks moderate the mediated relationship between political skill and career success such that the relationship is stronger for employees with many structural holes in their social network. Second, I use social resources theory to examine how the characteristics of employees’ social network contacts affect individual innovation behavior. Results suggest that there is a positive relationship between the average amount of professional experience of one’s social network contacts and individual innovation behavior. Similarly, there is a positive relationship between the average creativity level of one’s social network contacts and individual innovation behavior. Each of these relationships is moderated by social structure such that the relationships are stronger for those with fewer structural holes in their social networks. Third, I develop and validate a scale to assess employee behavioral orientations toward brokering disconnected social network contacts. The scale is found to demonstrate convergent, discriminant, and criterion-related validity based on data from two field sites and one student sample. Results indicate that the scale is positively related to innovation support behavior.

Cette recherche porte sur l’usage de l’altérité par le management des ressources humaines(MRH) dans les filiales de groupes multinationaux implantées en Chine. Elle s’intéresseautant à l’usage discursif de la prise en compte de l’Autre qu’à son effectivité. Elle recherchele sens des pratiques de management à partir d’entretiens menés sur six années entre 2005 et2010. La réflexion est complétée par une approche historique et des regards disciplinairescroisés sur les modes d’organisation des entreprises en Europe et en Amérique du Nordd’une part et en Chine d’autre part. Les résultats de l’analyse mettent en évidence les incohérences observées dans les pratiques de gestion : entre l’approche discursive sur l’altérité et la création d’une culture-fiction sur laChine, entre l’idéologie affichée d’un management interculturel éthique soucieux des différences culturelles et des pratiques de MRH élitistes et discriminatoires, entre un modèle de management universaliste exporté par les sièges et des organisations parallèles qui s’accompagnent de stratégies de dissimulation mises en place par les filiales, entreomniscience des sièges et volonté d’autonomie des filiales. La question centrale est celle des incohérences : sont-elles inhérentes au management ? La thèse montre une refondation possible du modèle managérial occidental par la confrontation des cultures. / This research concerns the use of alterity by Human Resources Management (HRM) in subsidiaries of multinational groups implanted in China. It is as interested in the discursive use of consideration of others as in its effectiveness. It looks for a sense of management practices from interviews carried out over six years between 2005 and 2010, and is completedby an historic approach and crossed disciplinary scrutiny of organization patterns of companies in Europe and in North America on the one hand and in China on the other hand. The results of these analysis bring certain incoherencies, observed in management practices, to light: between the discursive approach on alterity and the creation of a fictional cultureabout China; between the ideology displayed by an ethical and cross-cultural management worried about cultural differences and elitist, discriminatory MRH practices; between a model of universalist management imposed by headquarters and parallel organizations which carry with them dissimulation strategies organized by subsidiaries; and between the omniscience of headquarter and the desire of autonomy from subsidiaries. The main questionis the one of incoherencies: are they inherent to management? The thesis shows a possible refondation of a Western management model through this confrontation of cultures.