In eukaryotes, translation initiation is guided by up to twelve protein initiation factors (eIFs) and begins with the formation of the 43S pre-initiation complex (PIC) composed of the small ribosomal subunit (40S), eIF2.GTP/Met-tRNAi Met ternary complex, and eIFs 1, 1A, 3 and 5. The 43S PIC subsequently interacts with the 5'end of an mRNA (an mRNA recruitment step) and thus formed 48S PIC travels in 5' to 3' direction along the mRNA leader sequence to locate the AUG start codon (this presumably linear movement is generally known as scanning). Start site selection results in the dissociation of the initiation factors and joining of the large (60S) ribosomal subunit to form the 80S initiation complex poised for elongation. Eukaryotic initiation factor 3 (eIF3) plays a critical role in most of these events; however, the molecular details of most of its contributions are still unknown to us. Previous in vivo studies generated numerous mutations in all eIF3 subunits with specific defects either in the PICs assembly or in the following steps such as scanning, AUG recognition, etc. To understand the exact role of eIF3 in this intriguing process at the molecular level, we have embarked on a study that aims to dissect the individual functions of each eIF3 subunit in translation initiation using the purified...

Title: Motoneuron excitability depending on the level of muscle stretch Aim: The aim of this thesis is to evaluate if passive muscle lenght change may influence parameters of H - reflex of soleus muscle Method: Tibial nerve stimulation in the fossa poplitea area was performed on 6 persons while passive stretching or lengthening of the muscle. Action potentials were captured on soleus muscle. Stimulation was performed in three different time periods - 4s, 2s, 1s. Each period was performed twice. First in passive muscle stretching then the passive shortening. The Hmax and Mmax values during passive muscle stretching and shortening were evaluated and compared. Results: The measurment results showed that there was a significant decrease in the Hmax values during passive muscle stretching. Mmax values were evaluated as passive muscle length change independent. Keywords: EMG, recruitment curve, H-reflex, M-wave, m.soleus, excitability

5 Abstract This diploma thesis titled as Attraction and recruitment of university graduates: different perspectives of interested parties discusses the possible implementation of graduate recruitment within different organization. The text is divided into a theoretical part, which outlines the basic terminology and describes human resource activities connected with graduate recruitment and possible psychological profile and characteristics of graduates. The following chapters discuss situations that affect the perception of graduates in the labour market. The last chapter describes the available studies and investigations related to the evaluation of processes by participants. The empirical part focuses on the recruitment and selection of graduates in five different companies. The qualitative approach was used and semi-structured interviews were held with recruiters and graduates. The empirical part includes a comparison of processes in different companies, evaluate websites in the context of graduate recruitment and discuss the aspects of these processes, such as the perceived length of selection procedures, salary expectations of graduates and among other findings, what was most important to graduates when considering job offers. Keywords: Recruitment process, graduate, perception, candidate experience,...

Title: Recruitment curve of H-reflex in diagnostics of non-radicular syndroms Objectives: The main objective of this work is to verify the conductivity of nerve structures examination recruitment curves H-reflex and M-wave in the EMG examination in probands with non-radicular syndrome L5/S1. Methods: We tested 12 probands clinical trial diagnosed with non-radicular syndrome L5/S1. The test sample was compared with an equally large group of control probands. H-reflex of m.soleus was examined by bipolar stimulation in the fossa poplitea of tibial nerve. The results of an electromyographic examination was evaluated to asymptomatic and symptomatic side. Amplitude of H-reflex and M-wave, slope of recruitment curve, peaks of recruitment curves for the H-reflex and M-wave and the ratio Hmax / Mmax were evaluated and statistically compared. Results: Results of non-radicular syndrome L5/S1showed no significant change in the H-reflex. Due to this result we can suggests that there is no damage in nerve fibres in patients with non-radicular syndrome. Keywords: non-radicular syndrome, H-reflex, M-wave, recruitment curve

The diploma thesis deals with recruitment process in organizations and its perception by graduate candidates. The aim of the diploma thesis is to identify factors in recruitment process that graduate candidates perceive as relevant for making judgments about the organization. Firstly, the thesis introduces a framework of knowledge in the area of recruitment process, its strategy and methods complemented by ethical standards and employer branding conception. Characteristics of the target group of candidates are also introduced with emphasis on Generation Y specification, as graduate candidates are part of this group. Significant part of the work is represented by current findings on the topic of candidates' perception of the recruitment process and factors that are positively or negatively influencing their perception of the organization. Empirical research with mixed research design is also a part of this thesis, and its aim is to investigate the recruitment process in relation to both candidates and HR professionals, to get a holistic view on the topic. Key words Recruitment process, candidates, graduate candidates, organization, employer branding.

Although there is an increasing interest in social sciences amongst policy makers in financial services and investment organisations, not enough is known about the way financial organisations and activities interact with their social environments. In particular, there is a need for more research into the way financial activities are integrated into broader social structures. This thesis will report on a comparative study analysing the practices of financial organisations and their employees in two very different social environments: the UK and Chile. From 38 in-depth interviews with financial practitioners in London, Edinburgh and Santiago de Chile about their job trajectories and experiences, it was possible to analyse the practices of financial organisations in the UK and Chile, with an emphasis on the way they interact with global financial trends and local distributions of power and resources. A sociological account of organisational processes such as recruitment, socialisation, staff allocation, promotion and organisation of work within firms in these countries allowed for description and analysis of the way firms’ practices are related to their social (structural, symbolic and institutional) contexts. The research shows that Chile’s position in the global financial market and local distribution of resources encourage more traditional organisational practices, especially in terms of recruitment, socialisation, staff allocation and promotion, as well as activities performed and the way services are provided. In the UK, on the other hand, all of the above-mentioned processes are more technical, formally designed and competitive.

Skönmålning i personlighetstest, vilka ofta används som urvalsmetod vid rekrytering är ett stort problem. Skönmålade svar och orealistiska resultat kan leda till felaktiga beslut och misslyckade rekryteringar. Detta examensarbete var skrivet inom ramen för ett forskningsprojekt "Studier avseende ett nytt svenskt arbetspsykologiskt test Understanding Personal Potential (UPP)". UPP-testets konstruktör hävdar att testet reducerar över 90% av effekten av skönmålning (Sjöberg, 2015). Syftet med den föreliggande studien var att undersöka om UPP-testet kan genomskåda skönmålning. Studien hade en experimentell design och genomfördes 2011-2012. Av 60 personer som rekryterades till studien genomförde 48 UPP-testet vid två tillfällen; majoriteten var studenter i kursen Human Factors ur ett individperspektiv vid Högskolan Väst. Vid första testtillfället uppmanades deltagarna att svara ärligt på testets frågor. Vid andra testtillfället var uppgiften att försöka framställa sig själva så bra som möjligt för att kunna få sitt drömjobb. Ett beroende t-test användes för att mäta medelvärdesskillnader i samtliga skalor mellan dessa två tillfällen. Resultatet visade att UPP-testet inte klarade av att korrigera skönmålning på ett effektivt sätt. I 15 av 24 skalor hade medelvärdesskillnader mellan poängvärdena från det första och det andra tillfället en stor eller måttlig effekt d. Resultaten är svåra att diskutera i förhållande till tidigare forskning, eftersom tidigare studier om UPP-testet inte har genomgått en kollegial granskning (eng. peer review) och ofta är svårtolkade. Resultaten diskuteras i relation till tidigare forskning om alternativa sätt att "komma åt" skönmålningsproblemet. / Social desirability in personality tests which are often used as the selection method for recruitment is a big problem. Faked responses and unrealistic results can lead to wrong decisions and unsuccessful recruitment. This thesis was written in the context of a research project "Studies on a new Swedish labor psychological test Understanding Human Potential (UPP)". The author of the UPP test claims that the test reduces over 90% of the effect of social desirability (Sjöberg, 2015). The purpose of the present study was to investigate whether the UPP test can detect social desirability. The study had an experimental design and was conducted in 2011-2012. Out of the 60 people who were recruited to the study, 48 took the UPP test on two occasions; the majority were students in the course Human Factors from an individual perspective at University West. At the first test session the participants were asked to honestly answer the test questions. At the second test session they were asked to try to portray themselves as good as possible in order to get their dream job. A paired samples t-test was used to measure the mean difference in all scales between these two occasions. The results showed that the UPP test was not able to correct for social desirability effectively. In 15 of the 24 scales the mean difference between the scores from the first and the second rounds had a large or moderate effect (d). The results are difficult to discuss in relation to previous research because previous studies on the UPP test are not peer reviewed and are often difficult to interpret. The results are discussed in relation to previous research on alternative ways to "get at" the problem of social desirability.

Background: Internet has brought radical changes in the recruitment industry where individuals are increasingly turning to the Internet when seeking jobs. The increased use of e-recruitment is partly because it is considered to be the most effective way to reach the target group of applicants, and partly because of the cost savings and competitive pressure in the market. Therefore, is the brand a crucial factor for online companies such as e-recruitment websites thus having a strong brand can lead to competitive advantage in the market. The role of branding in e-marketing is increasingly getting more important. Previous research has used intention to purchase as an outcome of brand equity. However, this research studies brand equity towards intention to use as most e-recruitment websites offer free services. Purpose: To describe the determinants of brand equity of e-recruitment websites and how they affect individuals’ intention to use such websites. Methodology: A quantitative research was chosen to collect the data using an online questionnaire to be able to describe the variables relationship in this research. Conclusion: The findings of this research suggests that brand equity as a whole increases individuals’ intention to use an e-recruitment website. The determinant of brand equity; brand awareness, perceived quality and brand loyalty gave a positive and significant relationship towards individuals’ intention to use. The findings involving the moderator were found to be significant when using brand equity as whole, while being rejected when involving the determinants of brand equity.

Final thesis concentrates on the issues of recruitment and selection of employees with emphasis on the method Assessment Centre. It consists of a description of this process in ČSOB and moreover it examines the differences between internal and external form of AC. A fluctuation of employees who are chosen by this way is used as an evaluation criterion of propriety of a selection method.

The thesis describes main aspects of human resources marketing, its objectives, tasks, tools and significance for employers. It focuses on the latest trends and approaches which are currently applied in human resources marketing. In the practical part the author describes the operation of human resources marketing in a selected company -- Tesco Stores ČR a.s.. It presents results of the research that focused on opinions and attitudes of pharmacists and students of pharmacy on selecting their employer. The aim of the thesis is to evaluate human resources marketing in Tesco Stores ČR a.s. and on the basis of the research results, to suggest suitable strategies to help the company to recruit employees for their chemist's.