This study focussed on the development and pilot testing of a research based preemployment core skills programme for young adults in order to equip them for the open labour market, to improve the young adults’ knowledge and application of employment core skills, which in turn could increase the likelihood of securing employment. This programme can also help to alleviate unemployment and poverty by contributing to the social development of young adults, enhancing human capital development, increasing opportunities to reach full educational potential, enhancing economic development and increasing the opportunity to be self-sufficient and raising the quality of life. The motivation for this study is based on the high unemployment amongst young adults, the lack of intervention programmes that address core skills for employment for young adults that are making the transition from school to work in South Africa and the apparent lack of core skills support for young adults at places of employment. The study was conducted from an ecological systems perspective which is relevant for the social work profession and to the “help professional” who engages with young adults. The applied research was used and a quantitative research approach was undertaken by using self-administered and group-administered questionnaires to collect data in a standardised way under controlled circumstances with procedures planned prior to the commencement of the study in order to test a hypothesis. The study was conducted in two phases namely (A) an exploration of core employment skills needed by young adults by using a quantitative descriptive survey research design and (B) the development and pilot testing of a pre-employment core skills programme for young adults by using a one-group pretest-posttest design to assess the change in knowledge of core skills of young adults through the deployment of an intervention of the programme. The discussion of young adulthood as a life phase highlighted the nature of human development. The discussion of the different development theories gave a good indication of what development tasks are of importance during young adulthood and especially in terms of preparation for entering into the labour market (career). Unemployment has various impacts on the young adult who in turn has an effect on the social system and the economy of South Africa. From the empirical findings of phase A and combining the literature study it became apparent that young adults who can communicate well, solve problems and work with others are more employable as they can assume an active, adaptive and responsible role in the workplace and society. This information was used to develop a pre-employment core skills programme for young adults. The conceptual programme model, the experiential learning approach and problem-based learning were used for the basis of the core skills programme. The aim of the core skills programme was to enhance the young adults’ knowledge and application of core skills necessary for employment and their employment opportunities. The findings from phase B indicate that the developed programme did enhance the young adults’ knowledge of core skills necessary for employment and that the developed programme can be implemented with young adults between the ages of 18-25 years. / Dissertation (MSW)--University of Pretoria, 2014. / tm2015 / Social Work and Criminology / MSW / Unrestricted

Thesis (M.P.A.)--University of Hong Kong, 2001. / Includes bibliographical references.

Thesis (M.P.A.)--University of Hong Kong, 2001. / Includes bibliographical references. Also available in print.

A snapshot of the current state of the business world is given, followed by the proposition that people are the root cause of the problems therein. Mutual influence between individual and organisation is depicted. The corporate psychopath is identified as being especially problematic. Therefore measures to prevent the recruitment of psychopaths into organisations will be studied. The objectives of this research report are: • To establish whether South African organisations are aware of the problems caused by psychopaths. • To establish what screening processes are in place in South African organisations to identify psychopaths. • To suggest additional measures that would prevent the recruitment of psychopaths into organisations.

Master of Agribusiness / Department of Agricultural Economics / Allen M. Featherstone / This thesis analyzes the hiring and selection processes of five Farm Credit Services (FCS) Associations within U.S. AgBank to determine the effectiveness of potential employee testing and profiling practices as a predictor of success (defined as tenure and retention) within the organization. The data provided by the five FCS Associations were used to analyze whether that the results are a successful tool in predicting the success of a potential employee. Firm managers are acutely aware of the high cost of onboarding a new employee regardless of the industry in which the firm operates. Since employee training and education often takes months, and in some cases, years, it is critical that organizations select qualified, driven, and success oriented employees so that they can minimize the cost of hiring of new employees. To select the best candidates, many firms use personality profiling examinations to determine the candidate’s fit, not only for the job, but also for the company culture. Analyzing past results can assist managers in evaluating the outcomes of the time and cost spent seeking the best employee possible. Analysis was conducted by estimating a binomial logistic regression model using the test scores for loan officer hires from five Farm Credit Associations for the time period of 1999-2009. Each of the examined character traits was an independent variable, along with variables for gender and whether the candidate was a recommended-hire. The dependent variable is whether the employee is still employed with the Farm Credit Association. Results show that while some of the independent variables are statistically significant in predicting the success of an employee, others are not. The implications therein justify the value of the predictive index as an asset to hiring managers, and also provides direction on which traits are most highly correlated with one another and with the overall composite score.

A snapshot of the current state of the business world is given, followed by the proposition that people are the root cause of the problems therein. Mutual influence between individual and organisation is depicted. The corporate psychopath is identified as being especially problematic. Therefore measures to prevent the recruitment of psychopaths into organisations will be studied. The objectives of this research report are: • To establish whether South African organisations are aware of the problems caused by psychopaths. • To establish what screening processes are in place in South African organisations to identify psychopaths. • To suggest additional measures that would prevent the recruitment of psychopaths into organisations.

Maritime pilots provide a vital service in facilitating the safe and efficient passage of vessels into and out of ports and waterways worldwide. Lack of effective selection of maritime pilots can jeopardize the welfare of people, property, and marine ecosystems. Based on Edwards' conceptualization of person-job fit theory, this quantitative, ex post facto study was an examination of whether personality traits, as measured by the Personality Research Form E (PRF-E), could predict maritime pilot selection. The research questions were: (a) Is there a significant relationship between respondents' PRF-E scale ratings and selection for a maritime pilot job and (b) How significant is the relationship between each of the 22 PRF-E scale ratings and selection for a maritime pilot job. Using a sample of 328 maritime pilot applicants, binary logistic regression was conducted to determine if any of the PRF-E variables were significant predictors of pilot selection. The results of the logistic regression analysis illustrated a significant predictive relationship between 9 of the 22 PRF-E scales and maritime pilot selection, specifically the traits of abasement, achievement, change, cognitive structure, dominance, harmavoidance, sentience, desirability, and infrequency. Future research should examine the relationship between selected maritime pilots' personality traits and job performance. Potential contributions to positive social change include improving the capability of maritime pilot commissions and associations to make more informed and effective selection decisions. The continued assessment of maritime pilot candidates' personality traits could support the prevention of future vessel accidents, ecological damage, human injuries, and fatalities.

Thesis (Ph.D. (Human Movement Science))--North-West University, Potchefstroom Campus, 2008.

In the higher education environment today, lack of agreement about background checks between campus community members, fueled by unresolved tensions between security and privacy, has led many universities to adopt a patchwork of fragmented background check policies. Many of these policies have been created and accepted without careful consideration of the wide array of risks and complexities involved with background checks. This policy analysis examined the experiences and history behind Georgia Institute of Technology’s adoption of background check policy. This was achieved through interviewing relevant constituents and analyzing of all available/related official policy documents associated with Georgia Tech’s Pre-employment Background Check Policy and Program. This dissertation presents a chronological account of the events and influences associated with Georgia Tech’s adoption and revision of background check policy. Results of this study offer valuable insights and recommendations for further study in order to assist higher education policy makers and HR professionals at other universities in making more informed decisions regarding the challenges involved with background check, and similar, policy. Some of these insights include an awareness of societal tensions that exist between privacy and security policy; the importance of understanding how national, local, and organizational level triggering events have shaped and contributed to higher education background check policy that is based on a general concern for security; and my recommendation for further study into background check policy as it will relate to the higher matriculation process.

1. The problem and objective of study Workers in physically demanding jobs have, over the last decade, shown a high incidence of work-related injuries as well as other related physical disorders (Dempsey & Hashemi, 1999:183; Mital & Ramakrishnan, 1999:74; WHO, 1999:1; Weir & Nielson, 2001:128; Cox et al, 2003:6). This has been shown to lead to absenteeism, lost work time and poor work quality which in turn give rise to increased costs of yearly worker compensation claims, medical treatment and general loss of production (Ciriello & Snook, 1999:149; Mital, 1999:246-247; Cox et al., 2003:6). For example, the World Health Organization indicates that work related injuries and illness kill an estimated 1.1 million people worldwide every year. This is roughly equal to the number of worldwide deaths due to malaria each year (WHO, 1999:1). Research indicates that these types of injuries and/or work disability usually occur when the physical demands of the work tasks exceed the physical work capacity of the worker (Chaffin, 1974:251-254; Fraser, 1992:24; Shrey, 1997a:8). Two types of workers are usually pointed out by management in this regard, namely the older workers and females that are exposed to tasks with a high physical demand (Ayoub & Mital, 1989:9; Smith & Mustard, 2004:755; Sluiter, 2006:438). The above-mentioned problem seems to be a global concern (Mital, 1999:246; WHO, 1999:1) and forces companies to better manage the physical incapacity of workers in physical demanding jobs. The management of the electricity supply company in South Africa (hereafter the company) who realised that this problem was also prevalent in their workforce, developed minimum physical ability task requirements, that represent the physical work demands, for all the physically demanding jobs (Lubbe, 2003b:4). These minimum requirements enable the company to determine which workers do not have the physical work capacity to perform their physical work demands and to implement the necessary management process, such as a worksite wellness program, to address the problem. Hence the objective of the study were to determine the: a) role of gender on the physical work capacity profile of workers in the company based on the minimum physical ability task requirements of their job; b) role of age on the physical work capacity profile of workers in the company based on the minimum physical ability task requirements of their job; c) effect of a worksite wellness program on the physical work capacity profile of workers in the company based on the minimum physical ability task requirements of their job. 2. Summary of results a) The physical work capacity of male workers in this population are practically significant greater than that of female workers with the same job-related minimum physical ability task requirements. b) Practically significant more female workers do not have the minimum physical work capacity required by their job, than male workers. c) The physical work capacity of workers in physically demanding jobs within this company declines with aging. d) The age-related decline in physical work capacity for male workers is to such an extent that from the age of 60, the physical work demands of their job exceed their physical work capacity. e) The age-related decline in physical work capacity for female workers is to such an extent that, in general, the indication is that they will never have the required physical work capacity based on the minimum physical ability task requirements of their job, for it is predicted that from the age of 18, the physical work demands of their job exceed their physical work capacity. f) A worksite wellness program assists workers whose physical work capacity profile does not meet the minimum physical ability task requirements of their job, to regain the required physical work capacity. g) A worksite wellness program provide an alternative option to managing the physical work capacity of their workers, other than ill-health retirement, retrenchments or prolonged sick-leave. / Thesis (Ph.D. (Human Movement Science))--North-West University, Potchefstroom Campus, 2008.