The thesis focuses on the issue of hiring and adaptation process of new employees in the company XY, branch Czech Republic. It is divided into two main parts theoretical and practical. The theoretical part is based on literature study defines basic terms, context and theoretical background related to the respective area. The practical part is a presentation of selected listed company and is dedicated to the analysis and evaluation of the current process of hiring and adaptation process in this company. The aim of the practical part is based on an analysis to identify the strengths and weaknesses of the current concept of hiring and adaptation process in a selected company and to provide suggestions and recommendations that could lead to the entire process improvement.

This thesis analyzes the process of filling vacancies, which means human resources planning, recruitment, selection, hiring and adaptation of employees in the company Infinit, s. r. o. The thesis has a two parts: theoretical part and practical part. In the theoretical part, we learn about the general process of staffing, while the practical part describes and solves the whole process of filling vacancies in the company Infinit, s. r. o. The practical part is also inform about results of own research that solves level of the interview and adaptation employees. Finally, the practical part tables a proposal of solution that will lead to a better process of filling vacancies in the company.

This diploma thesis deals with the process of recruitment, selection, hiring and adaptation of employees in the R3 group organization. As a small business, the thesis contains even specifics of this kind of business and associated differences in personnel work. The thesis is divided into two main parts, the theoretical and the practical part. In the theoretical part selected personnel activities are characterized whose knowledge forms the theoretical basis for the practical part. The second part is focused on the exploration of contemporary set of processes of recruitment, selection, hiring and adaptation in R3 group organization. The aim of this thesis is to evaluate the current system of leading to the improvement of the process.

The main aim of this thesis is to analyze the process of filling vacancies in the company Nestlé Czech, s.r.o., identify strengths and weaknesses of the methods applied, policies and procedures, or suggest a better solution. In the process of filling vacancies will be analyzed HR activities recruitment, selection, hiring and adaptation of employees. The thesis is divided into twelve chapters. Chapters 1-6 cover the theoretical background and the practical part of the chapter 7-12. Chapter 7 introduces the company Nestlé Czech, s.r.o., including its history, people and organizational structure of the HR department. Chapters 8-10 deal with the process of recruitment employees at Nestlé, their selection, hiring and subsequent adaptation. In the penultimate chapter, the whole process of filling vacancies in the company Nestlé is evaluated. The practical part also own research in the form of a questionnaire survey. The aim of the survey is to find out how employees perceive the company Nestlé level of the tender and adaptation. This issue is dedicated to chapter 12.

This study examined the signaling strength, or marketing power, of the most common qualifications of entry-level biomedical equipment technicians (BMETs) in Texas, based on stated hiring preferences of BMET managers, using order ranking of fictitious resumes. This study also sought to determine whether certification status, education background, military training background as a BMET, or type of employer [hospital or ISO] of the hiring manager had an effect on hiring preference for applicant qualifications of associate degree, military training as a BMET, or certified biomedical equipment technician (CBET) certification candidacy. Participants were asked to rank 16 fictitious resumes representing the most common qualifications of entry-level BMETs and to fill out a background questionnaire regarding their education, military, certification, and employer. The number of times each resume ranked in first place was tabulated and inter-rater reliability was calculated. Resumes with qualifications of associate degree versus military training as a BMET were compared at three levels of work experience. A chi-square test for independence was conducted for the comparisons to determine whether work experience influenced preference. Chi-square tests were also conducted for comparisons of associate degree with candidacy for CBET certification versus associate degree and military training with CBET candidacy versus military training. No statistically significant results were found for the chi-square tests, indicating that work experience did not significantly influence participant preferences for the compared qualifications. BMET hiring managers indicated a preference for combinations of qualifications rather than any single qualification. Correlations in hiring managers' educational background, certification status, military training as a BMET, type of employer, and preference for applicant qualifications were examined. Statistically significant correlations were found between participants' preference for associate degree or military training and level of education, military training background, and type of employer. Statistically significant correlations were also found between participants' preference of military training with CBET candidacy over military training alone and military training as a BMET background as well as certification background.

In an era in which school principals' jobs are much more complex and demanding than they were a few decades ago, the increasing challenges of the position have affected principal recruitment and selection efforts by school districts nationwide. Moreover, the rapidly increasing rate of principal retirements has exacerbated the problem of a shortage of qualified candidates for principal positions. As a result, it is important to explore current principals' perspectives on how best to attract and retain qualified prospective applicants during the hiring process. In this case study, 16 principals and associate principals from both public and independent schools in three states described their experiences, their reasons for applying for a principalship, their perspectives on the application process. They also gave advice and recommendations for both administrators of hiring processes and for future applicants. One-on-one qualitative interviews with a pre-established interview protocol were conducted as the sole data collection method. Three primary research questions were investigated: How do school principals perceive the existing principal recruitment processes? How do school principals perceive the processes used by the school districts to select them? To what extent do job descriptions, as currently written, systematically cover the realities of the duties of incumbent principals? From analysis of the interviews, the researcher chose to focus on four main topics that emerged from principals' perspectives on the hiring process: (a) the decision to pursue a principalship and searching for openings, (b) going through the process, (c) personal reactions to the process, and (d) recommendations. These topics were compared and contrasted with relevant research reported in the literature to generate the following four major results of the present study. First, standardized and structured interviews not only helped decision making but also won applicants' trust. Second, hiring processes were generally similar to what previous research suggested. Third, deficiencies in hiring processes that were first identified a number of years ago continue to persist. Finally, whether applicant pools are shrinking appeared to be an open question. These findings contribute to the very limited research that has thus far examined principal hiring practices from the perspectives of school principals, and have allowed suggestions to be made for possible areas of improvement in principal hiring processes.

This diploma thesis deals with a type of efficiency improvement of the hiring process in a company, where agile methods are used for the development of its software products. The theoretical part describes specification of traditional and agile methods, and a profound description of the Scrum and Kanban methods and the use of agile methods for hiring activities. In the following part, there is issued an analysis of the current situation in the company oriented to HR department and suggesting possible solutions for discovered problems.

Evidence is presented to support the notion that US regional accents influence decisions in the hiring process. Fifty-six people who hire for a variety of corporations participated in a computerized survey, during which they listened to speakers from regions of the US reading the same passage. Respondents judged the speakers on personal characteristics commonly considered in hiring decisions, attempted to identify the speakers' regions, and selected job categories for each speaker, in addition to providing information about their own linguistic security. Results indicate: 1) judgments based on regional accents strongly correlate to selection of job categories, 2) respondents were not able to identify regional accents correctly, and 3) negative judgments were assigned to the speakers of accents that were correctly identified.

Los riesgos son eventos inciertos que pueden configurarse en amenaza u oportunidades, cuya probabilidad e impacto dependerá de su identificación y las acciones a tomar, para poder aprovecharlos, transferirlos, mitigarlos o eliminarlos. El presente trabajo de investigación busca plantear un proceso de gestión de riesgos que pueda adaptarse a los procesos de elaboración de propuestas técnico-económicas de empresa constructoras viales, con la finalidad de incrementar las probabilidades de terminar los proyectos dentro del plazo y costo estimados. Los procesos propuestos tratan de evitar que las empresas constructoras estén inmersas en penalidades que posteriormente serán llevadas a arbitrajes generando gastos para ambas partes (contratista y entidad). Además, que se eviten los problemas sociales ya que se cumplen los proyectos en el tiempo esperado evitando afectación de los usuarios y de los stakeholders. En el capítulo 2 se hace un resumen de las metodologías de gestión de riesgos más ampliamente difundidas, las cuales son ISO 31000: 2018, modelo de Gestión de Riesgos del PMI - Project Management Institute (PMBOK 2013), modelo de gestión riesgo del PRINCE 2, modelo de gestión de riesgo según AACE (American Association of Cost Engineering). En cuanto al capítulo 3, se expone los escenarios internos y externos de la organización, con la finalidad de entender el impacto que tienen los riesgos identificados en el capítulo 4, en este ítem, mostramos la propuesta de valor del presente estudio de investigación exponiendo el proceso de gestión planteado aplicado en un proceso elaboración de una propuesta económica de un servicio de conservación, reposición y/o recuperación de infraestructura vial. Como consecuencia de la aplicación de los procesos planteados se espera que los contratistas puedan plantear propuestas técnico – económicas cuya variabilidad este controlada, asegurando el adecuado desempeño de la organización reflejada en márgenes de utilidad esperadas. / Risks are uncertain events that can be configured as threats or opportunities, the probability and impact of which will depend on their identification and the actions to be taken, in order to take advantage of, transfer, mitigate or eliminate them. This research work seeks to propose a risk management process that can be adapted to the processes of preparing technical-economic proposals of road construction companies, in order to increase the probability of completing the projects within the estimated time and cost. The proposed processes try to avoid that the construction companies are immersed in penalties that will later be taken to arbitration generating expenses for both parties (contractor and entity). In addition, that social problems are avoided since projects are fulfilled in the expected time avoiding affecting users and Stakeholders. Chapter 2 summarizes the most widely disseminated risk management methodologies, which are ISO 31000: 2018, Risk Management model of the PMI - Project Management Institute (PMBOK 2013), risk management model of PRINCE 2, risk management model according to AACE (American Association of Cost Engineering). Regarding chapter 3, the internal and external scenarios of the organization are exposed, in order to understand the impact of the risks identified in chapter 4, in this item, we show the value proposition of this research study exposing the proposed management process applied in a process of preparing an economic proposal for a service for the conservation, replacement and / or recovery of road infrastructure. As a consequence of the application of the proposed processes, it is expected that the contractors will be able to propose technical - economic proposals whose variability is controlled, ensuring the adequate performance of the organization reflected in expected profit margins. / Trabajo de investigación

Firms lose strategic business opportunities to create sustainable growth because leaders do not establish talent pipelines. The purpose of this multiple case study was to explore strategies used by the leaders of Saudi firms to develop talent pipelines. The conceptual framework for this study was the resource-based view. The overarching question that guided this study explored strategies business leaders in small and medium-sized enterprises in Saudi Arabia used to establish talent pipelines to create sustainable growth. Data were collected from semistructured interviews with 8 business leaders of 4 firms operating in western Saudi Arabia and a review of company documents. The business leaders had successful experience and knowledge in talent and performance management. Data were analyzed using inductive and deductive content analysis. The results revealed 4 strategies business leaders in small and medium-sized enterprises in Saudi Arabia used: hiring the right people, establishing a performance management system, differentiating employees based on performance, and implementing employee retention strategies. The implications of this study for positive social change include reducing unemployment rates among Saudi nationals, growing Saudi workers' capabilities, and increasing Saudi families' standard of living.