In this exploratory case study, I compare and contrast the self-employment experiences and hiring practices of Black, Latino, and White business owners in the Atlanta construction industry. While much of the ethnic entrepreneurship literature has explained the racialized differences between racial and ethnic groups concerning self-employment and their hiring practices, few studies have been able to provide a clear explanation of the mechanisms racial groups use to maintain an economic and social edge without being overtly racist. Furthermore, many scholars have not yet begun to compare the experiences of Whites, Blacks, and Latinos in the South and how their racial ideologies and competition spur on discrimination and racism in a supposedly “color-blind” environment. To address these gaps, I interviewed 42 White, Black, and Latino sub- and general contractors in the Atlanta metropolitan area. I also collected observational data by visiting the worksites of my respondents and attending organizational meetings. Results suggest that even though many of my respondents indicated that racial dissimilarities were due to individual effort and poor motivation, I find that these color-blind ideologies work well to solidify the racial hierarchy and privilege White contractors. I also find that these ideologies block Blacks and Latinos from obtaining better financing, building a good reputation, or having access to important social connections that introduced most contractors to more lucrative prospects. More importantly, the White “good ole’ boy” networks worked as a mechanism to exclude Blacks and Latinos from more lucrative connections, and keep any interactions to a strictly employee-employer relationship. However, these business owners’ hiring practices are the same: they want the cheapest and hardest-working employees they can get, who are usually Latino laborers. By moving beyond the black/white dichotomy, this study offers new explanations of race relations and racial inequality in a metropolitan area recently affected by immigration. Finally, I show that competition pushes these contractors to be more discriminatory, especially when Latino immigrants threaten their "hard-earned" social positions. My empirical and conceptual analyses provide a good start toward explaining how racism and discrimination is organized and continues to persist in a major U.S. industry.

The purpose of this paper is to highlight the issue of preferential rights in relation to the increased practice of hiring temporary staff. The object is illuminated from a diversity perspective by seeing what a circumvention of the preferential rights may have consequences for vulnerable groups on the Swedish labor market.   The question of preferential rights to reinstatement is controlled in  The Employment Protection Act. The preferential right is for the protection of workers made redundant due to redundancy. The use of agency workers has increased significantly in the Swedish labor market since the industry's legalization in 1993. This has created some problems in terms of preferential rights.   To a circumvention of the law, shall exist requires that the measures constitute circumvention is justified, measures should have been sought to circumvent the law and been unfair in view of the particular case. Hiring of staff is not considered as a new employment, which is the requirement to invoke preferential rights, thus causing it to staff hiring is legitimate action under the preferential time.   To reduce the abuse of the right of priority, I believe that the application of law should be changed so that it takes into account the triangular available on today's labor market.

In 1903 Karl Pearson identified the effects of censorship, or range restriction, on the correlation coefficient. The current report reviews the history and literature examining those effects, corrections for range restriction, and the limitations of previous research. A rationale for further research of the effect of range restriction on logistic regression parameter estimates is presented. / text

This dissertation follows an oral language assessment tool from initial design and implementation to validity analysis. The specialized variables of this study are the population: international teaching assistants and the purpose: spoken assessment as a hiring prerequisite. However, the process can easily be applied to other populations and assessment goals.While evaluating the TBEST (Task-Based English Speaking Test) and TAST (TOEFL Academic Speaking Test), I search for a preponderance of evidence for assessment validity that indicate the most appropriate tool for evaluating potential ITAs. The specific evidences of assessment validity that are examined are:1. Evidence of Domain (Content) Validity: Which test, the TBEST or the TAST most closely measures the actual skills needed to be an ITA?2. Evidence of Predictive Criterion Validity: Which test, the TBEST or the TAST, is more valid in predicting ITA teaching success based on end of semester student evaluation (TCEs)?Following the analyses of these points of evidence, the results of a follow-up survey of ITA impressions about the ITA training and evaluating process are reviewed. Reviewing the results of this survey places the language assessment and hiring process recommendations within its larger context, directing attention toward suggestions for improvement of ITA training and evaluating procedures.Over the course of 18 months, 335 ITAs were assessed using the TBEST. 193 ITAs took the TAST prior to taking the TBEST, and those scores are used for correlation analysis. 119 ITAs participated in a follow up survey about their ITA experience.Analysis of domain validity shows that the TBEST is better suited for assessing ITAs than the TAST due to specialized assessment content not present on the more generic TAST. The TBEST is marginally better at predicting teaching success, though the results were statistically insignificant and recommendations are made for a follow-up study. Post-hoc analysis of the discriminative utility of both tests show that the TBEST results show more useful shades of distinction between candidates while the TAST results place the majority of students in a `fair' category which requires secondary interviews to assess teaching ability.

This study explores how warmth and competence perceptions affect hireability of a female job candidate. The mixed model of stereotype content identifies warmth and competence as the two basic dimensions of person-perception, and research has shown a compensatory relationship between these two dimensions, especially for women. This study explores this compensatory effect for women in a hiring situation. Two samples, one of college students (n = 301) and another of MTurk participants (n = 256), read a description of a female job candidate of either high or low competence and either high, low, or no mention of warmth, and then rated her hireability. Candidates had the greatest hireability when high in competence, and competence had a greater effect on hireability than warmth. Warmth and competence perceptions were positively related, reflecting a halo effect, such that higher warmth was inferred from higher competence. Implications for hiring decisions of female professionals are discussed.

ARAÚJO, Beatriz Duarte Lima de. Gestão do conhecimento no planejamento de contratações de soluções de TI em Instituições Federais de Ensino Superior do Brasil: um diagnóstico usando análise envoltória de dados. 2016. 138f. – Dissertação (Mestrado) – Universidade Federal do Ceará, Programa de Pós-Graduação em Políticas Públicas e Gestão da Educação Superior, Fortaleza (CE), 2016. / Submitted by Gustavo Daher (gdaherufc@hotmail.com) on 2017-01-04T12:58:04Z No. of bitstreams: 1 Dissertacao de Beatriz Duarte Lima de Araujo.pdf: 2385598 bytes, checksum: 8fed8a642c00e864186adff7c1d450f2 (MD5) / Rejected by Maria Josineide Góis (josineide@ufc.br), reason: on 2017-01-06T12:02:45Z (GMT) / Submitted by Gustavo Daher (gdaherufc@hotmail.com) on 2017-01-06T14:05:59Z No. of bitstreams: 1 2016_dis_bdlaraujo.pdf: 2385598 bytes, checksum: 8fed8a642c00e864186adff7c1d450f2 (MD5) / Rejected by Maria Josineide Góis (josineide@ufc.br), reason: on 2017-01-06T16:14:19Z (GMT) / Submitted by Gustavo Daher (gdaherufc@hotmail.com) on 2017-01-06T16:28:20Z No. of bitstreams: 1 2016_dis_bdlaraujo.pdf: 2385598 bytes, checksum: 8fed8a642c00e864186adff7c1d450f2 (MD5) / Approved for entry into archive by Márcia Araújo (marcia_m_bezerra@yahoo.com.br) on 2017-01-25T12:28:35Z (GMT) No. of bitstreams: 1 2016_dis_bdlaraujo.pdf: 2385598 bytes, checksum: 8fed8a642c00e864186adff7c1d450f2 (MD5) / Made available in DSpace on 2017-01-25T12:28:35Z (GMT). No. of bitstreams: 1 2016_dis_bdlaraujo.pdf: 2385598 bytes, checksum: 8fed8a642c00e864186adff7c1d450f2 (MD5) Previous issue date: 2016 / In the present social conjuncture, with fast transformations in all areas, is important that the knowledge and the business tactics work together in the organization. Federal institutions of higher education need a special view about the implantation and use of knowledge management, because of their peculiarities of teaching and governance. The acquisition planning of information technology lacks the support that woud enable a great improvement in the activities. This study has as general goal analyze the efficiency of IFES in Brazil concerning the knowledge management in information technology hiring, using for this purpose the method Data Envelopment Analysis (DEA), and Charnes, Cooper e Rhodes (CCR) model results-oriented. Moreover are presented the notion of KM, the leading theorists models about the theme, some types of diagnosis of KM related for public administration, as well as the notion of DEA. The study is the kind survey with quantitative approach. Regarding the goals is a descriptive research, applying a questionnaire based in the model created for Batista (2006). The questionnaire was applied to the managers of IT of 103 organizations of higher education in Brazil. Among the institutions to whom the questionnaire were sent, 86 responded. In the descriptive analysis are presented the results of the research showing the characterization of the IFES, like how the process hiring of technology solutions works, and how the initiatives of knowledge management are used to give suport to them. Among the 86 institutions analyzed according the Software Frontier Analyst, 57 were regarded efficient and 29 were regarded as not efficient. Are presented the benchmarkings, wich the inefficients IFES must consider for the improvement of their planning in IT, as well as they ought to evaluate the factors of entry and output analyzeds always with the goal of advance in the use of knowledge of management as suport for the hiring of IT solutions. / Para a atual conjuntura social, com rápidas transformações em todas as áreas, é importante que o conhecimento esteja integrado aos processos de negócios da organização. As instituições federais de ensino superior necessitam de uma visão especial quanto à implantação dos processos e práticas de Gestão do Conhecimento (GC), devido às suas particularidades em seu ambiente de ensino e também em sua área administrativa. O planejamento de aquisições de Tecnologia da Informação (TI) na IFES carece de ferramentas de apoio, que possibilitem a otimização e melhoria de suas atividades. Assim sendo, este estudo tem como objetivo geral analisar a eficiência relativa das IFES do Brasil quanto ao uso da gestão do conhecimento no planejamento das contratações de soluções de TI, utilizando o método de Análise Envoltória de Dados (DEA), e o modelo Charnes, Cooper e Rhodes (CCR), orientados aos resultados. Ademais, são apresentados os conceitos de GC, os principais modelos teóricos acerca do tema, alguns modelos de diagnóstico de GC voltados para a Administração pública e suas principais práticas, a relação com a Tecnologia Informação, uma contextualização acerca do planejamento das contratações de TI e a GC, bem como os principais conceitos relacionados ao método DEA. O estudo, por ser de levantamento, caracteriza-se como sendo do tipo survey, com abordagem quantitativa. No tocante aos objetivos é uma pesquisa descritiva, no qual foi aplicado questionário baseado no Instrumento para Avaliação da Gestão do Conhecimento na Administração Pública, modelo este criado por Batista (2006). O instrumento foi aplicado aos gestores das áreas de TI das 103 instituições Federais de Ensino Superior do Brasil. Das instituições às quais o questionário foi enviado, 86 enviaram as informações solicitadas. Na análise descritiva são apresentados os resultados da pesquisa mostrando a caracterização das IFES respondentes, como funciona o processo de planejamento das contratações de soluções de TI nas IFES pesquisadas, as iniciativas de gestão do conhecimento e práticas de gestão do conhecimento usadas como suporte ao planejamento das contratações de TI das IFES que responderam à pesquisa. Dentre as 86 instituições analisadas, de acordo com o software Frontier Analyst, 57 foram consideradas eficientes e 29 IFES foram classificadas como ineficientes. São também apresentados os benchmarkings, os quais as 29 IFES consideradas ineficientes devem tomar como referência para melhorar sua eficiência no planejamento das contratações de TI, bem como as potenciais melhorias que as IFES devem avaliar nos fatores de entrada e saída analisados, para que possam melhorar sua eficiência relativa no que diz respeito ao uso da gestão do conhecimento como suporte ao planejamento das contratações de soluções de TI.

abstract: This study uses a sequential, mixed method, action research, quantitative to qualitative research design. The purpose of this study was to develop a useful standardized hiring process at a state medical college that brings clarity to the hiring process and policies. Two conceptual frameworks guided the innovations in this study – communities of practice and Kotter’s change theory. To implement a standardized hiring process, a web-based intranet site was created through collaboration between the Academic Affairs and the Human Resources Departments of the medical college. The web-based intranet was built to be a hiring resource directed at training hiring managers and hiring committees. The hiring resource assists the departments hiring by bringing clarity to the hiring process, assisting in creating a standardized process for posting, recruiting, hiring, and on-boarding new employees, and allowing managers quick access to hiring tools. Three sources provided data for this study: (1) Pre/Post Hiring Manager/Committee Questionnaire, (2) Interviews with key hiring managers, and (3) Google Analytics. The study found that all participants found the overall hiring resource “useful” and “effective.” All measured components of the hiring resource were also found to be “useful” and “effective.” The site continues to increase in new users and returning users weekly. The hiring resource is used regularly by the college’s Human Resources Department and is sent to all hiring managers when they begin their hiring process and is introduced in “Managing the UA Way” which is a professional development program for new managers at the college. This study shows that web-based resources are a useful and effective instrument for training staff in a medical school context. More research needs to be conducted to measure the full potential of training higher education staff via web-based and online programs. This research project hopes to inspire other higher education institutions to create, measure, and implement training programs for staff. / Dissertation/Thesis / Doctoral Dissertation Educational Leadership and Policy Studies 2017

The topic of this thesis are selected legal aspects of the hiring of employees. During the lifetime, possibly every one of us experiences the selection process and therefore it is worth knowing all the rights and duties of both parties to the process, either rights and duties of an employer or a job applicant. Particular aspects chosen are the equal treatment and the prohibition of discrimination and the protection of personal data and especially related to the proceedings before the commencement of the employment relationship. Both aspects are closely related to each other and therefore they are described in one work, so it is easier to understand the whole content and meaning of them. The thesis is divided into five chapters, including the introduction and the conclusion. The second chapter of this work is dedicated firstly to the selection of employees in general. At the beginning it brings a description of the development of the human resource management, then it describes the process of the selection, what comes before it, what are the possible methods of selection and what principles ought to be adhered. The third chapter is about equal treatment and the prohibition of discrimination during the selection process. Firstly, the fundamental terms are described such as equality and especially the...

The target of the master thesis is to examine and judge a process of recruiting, selection and hiring employees in the ČSOB. There are theoretical knowledge and recommendations about the process summarized in the theoretical part of the thesis. The theoretical part is written on the basis of books and internet resources. The thesis follows on with a practical part. There is examined and judged the process of recruiting, selection and hiring employees in the ČSOB in the practical part of the thesis. The segment RET/SME (segment with Retail / Small and Medium Enterprises clients) is accented. The segment is characterized by huge amount of employees and huge amout of new employees needed. The practical part is written on the basis of the ČSOB documents, internet resources, interviewing ČSOB employees and participation in Assessment Centrum and Selection Interview with candidates. There are also recommendations how to improve the process of recruiting, selection and hiring employees in the ČSOB in the thesis.

The auditing profession is a popular career choice among business graduates, and the Big N firms hire large cohorts of audit assistants every year. The auditing profession is special in the way that it has a defined career ladder, as well as a high employee turnover rate. The hiring process involves contact both with the HR department and auditors from the operating business. Since the audit assistants are not expected to have great technical knowledge at the beginning of their employment, other things than the actual auditing skills must be tested during the hiring process.   In prior research, studies have been conducted from the perspective of the applicant, rather than the organizational perspective. There has been relatively little research on the recruitment of auditors, and most research has been conducted in another context than a Swedish one. The research question used for this thesis is: How do audit firms hire entry-level audit assistants, and what profile is desired by the HR department and the operating business?   The main purposes of this study are to explore the hiring process and what profile is desired, from both the HR department’s perspective and the operating business’ perspective. The study is qualitative, and the data was collected through semi-structured interviews with delegates from the largest audit firms in Sweden. The sample consisted of eleven informants including seven auditors and four recruiters.  The empirical findings suggest that the Big N firms in Sweden hire through a centralized HR-department, with a standardized process that is similar among all the firms. A lot of responsibility lies with the HR-department, but the auditors make the final determination if the applicant will fit into the group. The most important characteristics desired of an audit assistant are found to be social skills, team ability, and dedication, and these are assessed at the different steps of the hiring process. Finally, the findings suggest that the HR department and the delegates from the operating business of the HR firms agree on what profile they are looking for, however, there is no formal way of evaluating the hiring process in any of the firms. The contributions of this thesis can be of use for various actors, for example audit firms when developing their hiring strategies, regulatory authorities when discussing the development of the industry and educational bodies and students when preparing for a career within auditing. From an academic perspective, this study can be used as a point of departure for future research.