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  • About
  • The Global ETD Search service is a free service for researchers to find electronic theses and dissertations. This service is provided by the Networked Digital Library of Theses and Dissertations.
    Our metadata is collected from universities around the world. If you manage a university/consortium/country archive and want to be added, details can be found on the NDLTD website.
1

Negotiated authorship a rhetorical analysis of professional writer job postings /

Dickerson, Jill. January 2008 (has links)
Thesis (M.A.)--University of Texas at Arlington, 2008.
2

Could recruitment advertising promote company image?.

January 1993 (has links)
by Mok Chun-hong. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1993. / Includes bibliographical references (leaves 37-38). / ABSTRACT --- p.ii / TABLE OF CONTENTS --- p.iii / LIST OF TABLES --- p.iv / ACKNOWLEDGEMENT --- p.v / Chapter / Chapter I. --- INTRODUCTION --- p.1 / Literature Review --- p.2 / Chapter II. --- METHODOLOGY --- p.9 / Manipulation: The Advertisements --- p.9 / Subjects and Procedures --- p.10 / Company Image --- p.11 / Chapter III. --- RESULTS --- p.14 / Chapter IV. --- DISCUSSION --- p.19 / Chapter V. --- LIMITATIONS --- p.27 / Chapter VI. --- CONCLUSION --- p.30 / APPENDIX --- p.32 / BIBLIOGRAPHY --- p.37
3

Information extraction for on-line job advertisements

Au, Kwok Chung 01 January 2004 (has links)
No description available.
4

A study on the print recruitment advertisement market in Hong Kong with focus on South China Morning Post, Jobmarket, Recruit and Easyfinder.

January 1993 (has links)
by Chan, Ming-chu. / Questionaire in English and Chinese. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1993. / Includes bibliographical references (leaves 109-110). / ABSTRACT --- p.ii / TABLE OF CONTENTS --- p.iii / LIST OF TABLES --- p.v / ACKNOWLEDGEMENT --- p.vi / CHAPTER / Chapter I --- INTRODUCTION --- p.1 / Why The Topic Is Chosen --- p.1 / Definitions & Abbreviations --- p.2 / Overview --- p.3 / Chapter II --- METHODOLOGY --- p.5 / Sampling Method --- p.5 / Data Collection & Analysis --- p.7 / Chapter III --- NEWSPAPER DEVELOPMENT IN HONG KONG --- p.9 / The Publishing Of Newspaper --- p.9 / Newspaper Advertisement --- p.9 / Chapter IV --- MARKET ANALYSIS --- p.12 / Industry Profile --- p.12 / Product Profile --- p.15 / Consumer Profile --- p.17 / Marketing Mix Analysis --- p.19 / Entry/Exit Barriers --- p.24 / Sources Of Competition --- p.25 / Chapter V --- SURVEY FINDINGS --- p.27 / Key Findings From Survey On Readers --- p.27 / Key Findings From Survey On Advertisers --- p.30 / Implications On Market Positioning --- p.31 / Chapter VI --- CASE STUDIES ON MAJOR MARKET PLAYERS --- p.34 / The Case Of JobFinder Of Easyfinder --- p.34 / The Case Of Recruit --- p.38 / The Case Of Classified Post Of SCMP --- p.42 / The Case Of JobMarket --- p.46 / Summary Of The Perceived Competitive Environment --- p.48 / Chapter VII --- EVALUATION & RECOMMENDATIONS --- p.51 / Positioning & Strategies Analysis --- p.51 / Critical Factors Of Success --- p.58 / Recommendations --- p.62 / Chapter VIII --- CONCLUSION --- p.65 / APPENDIX --- p.66 / Chapter 1. --- HK Adex & Media Index --- p.67 / Chapter 2. --- Recruitment Advertisement Analysis --- p.68 / Chapter 3. --- Mechanical Details --- p.70 / Chapter 4. --- Results Of Survey On Readers & Questionnaire --- p.71 / Chapter 5. --- Results Of Survey On Advertisers & Questionnaire --- p.88 / Chapter 6. --- information & Questions Sheet For Interview --- p.97 / Chapter 7. --- Sample Covers of EasyFinder --- p.100 / Chapter 8. --- Sample Cover of Recruit --- p.101 / Chapter 9. --- House Advertisement of Recruit in Offer of Premium --- p.102 / Chapter 10. --- House Advertisement of Recruit on Easy-Resume --- p.103 / Chapter 11. --- House Advertisement of Recruit on Recruit Easy --- p.104 / Chapter 12. --- sample Cover of Classified Post of SCMP --- p.105 / Chapter 13. --- House Advertisement of SCMP on Careers Post --- p.106 / Chapter 14. --- House Advertisement of SCMP on JobLine --- p.107 / Chapter 15. --- Sample Cover of JobMarket --- p.108 / BIBLIOGRAPHY
5

The technical communication industry : a study of today's job requirements in the United States /

Conte, Maria, 2003 January 1900 (has links)
Thesis (M.S.)--New Jersey Institute of Technology, Dept. of Humanities and Social Sciences, 2003. / Includes bibliographical references (p. 42-43). Also available via the World Wide Web.
6

An analysis of 'banking and finance' job advertisements in newspapers for different targeted readers: 'trainees' and 'professionals’

Leung, Sau Ping Norris 01 January 2007 (has links)
No description available.
7

An audit of online recruitment : a South African perspective

Swart, Lani 03 1900 (has links)
Thesis (MA (Industrial Psychology))--University of Stellenbosch, 2008. / The survival of an organisation in a global competitive business environment depends on its survival skills (e.g. adaptability, flexibility and innovativeness), which is situated within its human resources. Hence, the recruitment function’s role is critical, since it is responsible for the procurement of key intellectual capital that could equip the organisation with a competitive advantage. However, against the accelerated growth of the Internet combined with global competition, traditional recruitment methods are increasingly failing to rise to the challenge of securing key intellectual capital, due to being too time consuming and expensive. Consequently, organisations are progressively turning to online recruitment (which does not refer to one specific technique, but rather several different Internet tools that can be employed as a recruitment method, such as organisational websites, specialised job sites, media websites or newsgroups). However, the presence of an organisational website that advertises vacancies is not sufficient to guarantee its success as a recruitment method. Hence, it is vital to gain an understanding of website recruitment, as well as how to maximise the website’s effectiveness and ability to facilitate successful online applicant behaviour (SOAB), in order to harness its full potential as a recruitment method, able to secure key intellectual capital. For the purpose of this study, SOAB refers to potential applicants (i.e. job seekers entering an organisational website in search of employment opportunities) being able to browse the website without any difficulty and obtain relevant and sufficient information concerning the organisation and its listed vacancies. In addition to enabling potential applicants to assess whether he/she will be able to fit, perform and accelerate in the work climate and culture of the organisation (i.e. decide whether he/she would like to work for the organisation), a website that facilitates SOAB, should also enable potential applicants to contact the organisation to address additional information needs. In essence, this study comprises of three phases and centres on the identification of website content- and usability design benchmarks that should contribute to a website’s ability to facilitate SOAB. By means of a comprehensive literature review, it is argued that the content- and usability design are vital contributing factors to a website’s ability to facilitate SOAB. It is also proposed that the effectiveness of the website as a recruitment method is, to a certain degree, linked to the effectiveness of the alignment of an organisation’s online recruitment strategy with the five stages of potential applicants’ job decision-making process (i.e. the recognition of an employment need, search for career related information, evaluation of career alternatives, identification and acceptance of employment and post-choice evaluation). Phase one, entails the identification of website content- and usability design benchmarks and culminates with the development of the Website Benchmarks Checklist. Phase two, which constitutes the overall purpose of this study, entails an audit of the sample of the ‘best’ SA employers’ (drawn from a survey conducted by the Corporate Research Foundation, 2005) websites. The primary aim is to determine the extent to which the sample’s website design incorporates the identified benchmarks. However, the quality of potential applicants’ interaction with a website (i.e. informative content being communicated in an effective, efficient and satisfactory manner), greatly influences their perception of the organisation’s image, its attractiveness as an employer, as well as their intention to pursue employment within the organisation. Hence, the third phase of the study entails the subjective evaluation of three websites (selected from the audited sample), by a sample of potential applicants. Throughout the study, the empirical tests conducted were descriptive in nature and utilised survey research methods to acquire the required data, related to the specified goals and objectives that encapsulate the aim and purpose of this study. The results obtained provided valuable insight into website design benchmarks that should assist potential applicants in their job decision-making process, increase a website’s ability to facilitate SOAB and maximise its effectiveness as a recruitment method responsible for securing key intellectual capital. In addition to revealing that the majority of the sample employs its website as a recruitment method, the audit results also indicated that although a high level of adherence existed concerning the sample’s incorporation of the usability design benchmarks. However, a notable difference that ranged from very little to relatively high existed with regards to the extent to which the sample’s website design adhered to the content design benchmarks. The subjective evaluation of the three websites by potential applicants revealed that in addition to being critical contributors to the quality of their interaction with a website, the content- and usability design also had a profound impact on their assessment of the websites. Finally, the results also showed that a similarity existed between potential applicants’ subjective evaluation and the extent to which the design of the three websites adhered to the recommended benchmarks (audit results).

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