Abstract I used individual-based capture-mark-recapture data and genetic markers to gain understanding of the demographic and genetic processes operating in small and declining populations of two different species, the willow tit Parus montanus and the Siberian flying squirrel Pteromys volans. Both species have declined in Finland and the flying squirrel has been considered to be vulnerable. The willow tit study was conducted in northern Finland, near city of Oulu. The population size in the studied area has on average been stable during the past decade. Adult survival in the willow tit was high and fairly stable and was positively correlated with recruitment. Adult survival has been the most influential vital rate to the population growth rate. Local recruitment and immigration have high variation, inducing variation in the population growth rate. Female willow tits use extrapair copulations to maximise offspring heterozygosity. Heterozygous individuals are supposedly of higher quality than homozygous ones. I found weak negative association between individual homozygosity and recruitment probability. The flying squirrel populations have declined during the past ten years. Furthermore, adult survival has declined in one of the populations, most likely due to habitat loss and fragmentation that decrease the adult survival and limit dispersal. The flying squirrel populations were studied in western Finland. The flying squirrel densities in the studied areas are the highest in Finland and therefore these areas have been regarded as favourable for the flying squirrel. My results question this view. Microsatellite analyses strengthen the view of populations doing poorly, because the heterozygosities in all the populations and particularly in the most isolated one were rather low. High FST values indicate low dispersal even between adjacent populations. Following work should investigate the spatial variation in individual performance and the dispersal processes in these populations. For the flying squirrel it is vital to determine the size and quality of the patches that can support flying squirrels and the ones that apparently can not. Present estimates of survival and genetic diversity can be used to reconstruct a meaningful PVA and projections for these populations.

The purpose of this diploma thesis is to define HR Marketing strategy of GE Aviation Czech company. The objective is achieved by three conducted researches among company employees, students of technical high schools and universities and also by the monitoring of GE publicity and relevant competitors. The theoretical part is focused on the characteristics of HR Marketing background that is subsequently used in the analytical part of the thesis. The outcome of these conducted researches is the definition of such an activities and marketing channels that can significantly contribute to increasing the efficiency of the recruitment process of the company. The defined strategy includes also basic financial allocation of costs of the proposed activities. Some of the proposed actions have been already implemented; therefore the analytical part describes and evaluates the benefit of these marketing channels.

Teams have become the strategy of choice when the volume of work or task complexity exceeds the capacity of an individual. Therefore the ability for individuals to work in teams is vital in the modern workplace. Consequently a critical lever in facilitating performance of teams is the selection process used to set up teams or bring on board new team members. Teamwork and employee selection have been separately researched. No studies have examined why selection processes have not adapted to include a more formal approach to selection for teams. The information obtained from the literature served as the basis for construction of an a priori model for this study. This model shows the general approach used when selecting individuals through assessing alignment of skills and values, and it was used as a discussion framework during twenty expert interviews. The evaluation of the primary data allowed for validation and extension, for the creation of a more robust a posteriori model. The strategies and practices highlighted by this evaluation have been integrated into a model which can be used for assessing whether organisation specific selection processes are adequate for constructing teams that assist in building competitive advantage. Copyright / Dissertation (MBA)--University of Pretoria, 2012. / Gordon Institute of Business Science (GIBS) / unrestricted

A long term study of fish populations on the Bonaparte Plateau, B.C., has revealed the possibility of 2-year cyclic recruitment variation in the pygmy pikeminnow (Ptychocheilus oregonensis). This thesis reviews possible causes of the cycle, and evaluates an inexpensive and non-destructive visual survey method to estimate juvenile population numbers over short summer periods while pikeminnow juveniles are recruiting to the lakes and dying rapidly, for use in future studies of the cyclic pattern. To provide an index of the abundance of juvenile pikeminnow, strip-transect surveys were conducted from shore. Each strip transect area was a full circumference of each of three study lakes, and extended from shore to a distance of up to 3 meters offshore. The visual surveys were shown to be accurate and repeatable when estimating the number of fish and the lengths of the fish in a shoal. The strip transects provide an index of abundance for juvenile northern pikeminnow and this index of abundance can be used to calculate daily summer and interannual mortality rates, providing estimates close to those predicted from the Lorenzen model for size-dependent mortality rates of fish in general. Stationary point surveys were also conducted to investigate juvenile pikeminnow behaviour, and these point surveys reveal a link between sunlight intensity and pikeminnow activity, and provide evidence of direct agonistic interactions between age 0 and age 1 juveniles, which could result in higher mortality rates of age 0 fish when age 1 fish are abundant. Analysis of survey data collected to date over five years from three lakes supports the possibility of a recruitment cycle with lakes out of phase with each other, suggesting that ecological interactions drive the cycles. These interactions are worthy of further investigation. / Science, Faculty of / Zoology, Department of / Graduate

Recruitment, selection and transfer of educators were decentralized after South Africa became a democratic state in 1994 and shifted to School Governing Bodies. The legislation promoted a shared governance and participation of parents in issues that are related to recruitment, selection and transfer of educators, but parents are struggling and facing challenges in performing these tasks as School Governing Body members especially in the Butterworth district, as a result of that Butterworth district is experiencing problems with increasing number of disputes resulting from the appointment of educators after they have been recommended by the School Governing Bodies. This study focuses on the recruitment, selection and transfer of educators in the Butterworth district of the Eastern Cape Province of South Africa. The study sought to reveal the thinking behind government insistence on giving the School Governing Bodies a responsibility to recruit, select and transfer educators knowing fully well that they do not perform this responsibility. A qualitative approach was used to explore and challenge this phenomenon. This approach is concerned with understanding social phenomenon from the participant’s perspective. In depth semi – structured interviews with open ended questions were used to bring the researcher more closer to a more plausible perspective of this phenomenon. Moreover, they were used because they are the most appropriate method to capture the data. The findings revealed that School Governing Bodies are faced with challenges such as: high level of illiteracy, manipulation of School Governing Bodies by school management, unions and candidates, the issue of regionalism and kickbacks, capacity building and empowerment and role played by the Departmental Officials. By conducting this study, we hope that the findings might contribute in identifying the disjuncture between the policy and the practice in issues pertaining to educator recruitment, selection and transfers.

This descriptive survey research aimed to describe what agriculture educators found to be the most effective recruitment topics in urban programs in Arizona, as well as describe demographic data to provide educators with a baseline of information to evaluate their recruitment efforts. All urban agriculture teachers were given a web-based questionnaire and instructed to select the topics used during recruitment activities, then rank their effectiveness using a five-point Likert scale. Results indicate that a wide range of topics are utilized during recruitment and that McClelland's Acquired Needs serves as a strong framework for recruitment with all topics being ranked at moderately effective or higher. Achievement is perceived as more effective than power or affiliation. It is recommended that agriculture educators continue to use topics under all three needs, but be sure to emphasize achievement based topics.

The purpose of this study was to examine how recruitment and selection processes are conducted at the Robben Island Museum and the challenges associated with it. Correct implementation of the recruitment and selection practices is crucial in order for the organisation to fill the right positions with the right people who are experienced and competent. In other words, organisations should strive for excellence in ensuring that there is conformity to legal prescripts whenever the recruitment and selection of employees commence. A qualitative research design was applied in order to achieve the primary aim of this study. Data collection techniques that were utilised to collect information comprised interviews and document analysis. A group of fourteen (14) purposively selected participants, namely seven operational staff members and seven managers were chosen for interviews. Data that was obtained was analysed through qualitative content analysis. The major findings of the study indicate that the Robben Island Museum recruits potential candidates through various means such as newspaper advertisements, employment agencies, headhunting, job posting and online recruitment. The study found that although qualifications are seen to be necessary during the recruitment and selection processes but do not seem to be seriously considered as part of the selection criteria. Essentially, the study identified some inconsistencies and failure to adhere to the recruitment and selection policy during recruitment and selection processes. Therefore, the processes of recruiting and selecting potential employment candidates should be undertaken in accordance with organisational policies and in a professional manner. / Public Administration and Management

Cette thèse est un condensé de différentes irrégularités ou violations des droits dont sont victimes les travailleurs africains par leurs employeurs, en dépit des diverses législations en matière du travail qui existent dans tous les Etats parties. Au point où ils paraissent vivre une autre exploitation après l’esclavage et le colonialisme, cette fois-ci par leurs propres compatriotes. Ces maux sont constatés à la fois dans les rapports individuels de travail comme dans les rapports collectifs. C’est ainsi que certains salariés sont recrutés à la suite des tests de complaisance, sinon par la corruption, sans un document de travail ; d’autres travaillent pendant des années pour percevoir des salaires de misère, dans des conditions de travail affreuses. Quant aux irrégularités relatives aux rapports collectifs, pour mieux les duper, ces travailleurs sont exclus de la gestion de l’entreprise, ne bénéficiant ni du droit d’expression, ni du droit de participer aux performances de l’entreprise ; encore moins d’une représentation collective exemplaire par les délégués du personnel et les syndicalistes. En cas de litige, ils n’ont pratiquement pas une bonne protection étatique par les inspecteurs du travail et les magistrats. Ainsi pour sortir de cette crise aigüe dans le secteur du travail privé qui fait des ravages depuis plusieurs années après les indépendances, bien qu’il existe une réforme en vue à travers l’OHADA, les autorités nationales et internationales doivent veiller à la bonne application du droit du travail en prenant les mesures qui s’imposent. A défaut, la réforme du droit du travail envisagée par l’OHADA sera elle aussi vouée à l’échec. / This thesis is a compendium of various of rights which are currently victims of African workers by their employers despite various legislations in the work that exist in all states parties ; to the point where they appear to live another operation after slavery and colonialism. They live poverty on a daily basis. These evils are recognized both in the individual employment relationship as in public reports. This is how some employees are recruited following tests of complacency, if not corruptly there, without a working document ; others work for years to collect wages, without bonus, without leave, in terrible working conditions. As for collective reporting irregularities, to better trick these workers are excluded from the management company born with the right of expression or of the right to participate in the performance of the company still less than exemplary collective representation by the staff representatives and trade unionists. In case of dispute they have virtually no state protection by labor inspectors and judges. So out of this acute crisis in the sector private work that wreaks havoc for many years after independance, well there is a view through the OHADA reform, national and international authorities to ensure the correct application of the right to work by taking the measures that are necessary. Otherwise the reform of the labour law envisaged by the OHADA of the Right Business is also doomed to failure.

<p></p><p>A significant body of work has demonstrated the importance of diversity and representation in racial and ethnic minority jobseekers’ organizational judgements. While representation is often conceptualized as the general percentage or count of underrepresented minorities (URM) within an organization, a broader definition has been proposed that distinguishes this general or numerical representation from hierarchical representation which considers the placement of those URM employees within an organization. Although the separate effects of these two forms of representation have been evaluated, the present study extends on earlier work by considering the interactive effect. Additionally, the current research considered a potential mechanism to explain the influence of these forms of representation on URM’s organizational judgements. As expected, results showed that an organization depicting more URM employees (high numerical representation) and including Black leadership personnel (hierarchical representation) increased URM’s identity-safety relative to those which had low numerical representation and only White leadership. Moreover, and importantly, both representation effects could be explained indirectly via feelings of anticipated tokenism. </p><br><p></p>

With the constant technological changes globally, organizations are now at the forefront of changing their business processes to be more competitive. These technological developments have brought in several shifts within business processes. Human resource management (HRM) has been dramatically affected by such changes more than ever, especially the recruitment process. As such, there is rising concern to shift from a traditional to an AI recruitment process. The adoption of AI in the recruitment process has remained relatively unexplored, especially within Swedish organizations. Despite its great discussion within academia and organizations, the limited amount of literature on the subject makes it interesting and current. Therefore, the main aims of this research are: (1) to analyze in which stages till date organizations are using AI in recruitment practices in Sweden and (2) to ascertain the attitudes of recruiters and recruitees towards the use of AI in the recruitment process in Sweden organizational context. This research adopted a qualitative approach with semi-structured approach interviews conducted with three recruiters and five recruitees in Sweden. The empirical findings of the study reveal that organizations have not fully implemented AI in the recruitment process. Factors such as timeframe, recruitment cost, work efficiency, and human biases were considered the top challenges of the traditional recruitment process. AI in the recruitment process can help reduce the lengthy time while increasing work efficiency with faster-recruiting methods. Organizations can share recruitment costs. Human biases can significantly be reduced with the use of AI at the pre-screening and selection stages. It was also discovered that the attitudes of recruiters and recruiters were seemingly positive towards the acceptance of AI in the recruitment process. Furthermore, AI was not seen as a threat to human jobs instead as a complementary role. This leads to the conclusion that AI can complement the recruitment process and AI cannot take human jobs since humans will still be needed for software development. This research provides contributions towards theoretical, practical, and social. This research offers an extent of the existing knowledge on the subject matter. It will help recruiters understand the importance of AI in the recruitment process. Furthermore, recruitees will be more accustomed to the idea of AI. In addition, the findings of this research can assist in the curriculum adjustment of educational institutions to best serve the needs of the changing business climate. At the government level, the findings can be used to encourage continuous innovation and learning. Furthermore, this research can be a starting point for other future research.