The target of this dissertation work is the process of analysis of recruitment and selection of employees for a manufacturing company. The strength and weakness of this process depends on acquired information and knowledge. The contribution of this work consists of specific improvements and recommendations in this domain which can help increase the effectiveness in recruitment and selection of employees. The basis for the empirical part of this work consists of consultations with employees of the HR department and the analysis of internal materials. This system is compared with theoretical and generally valid principles. Questionnaire enquiry, with cooperation of new employees and employees of HR department, are used in the second phase. Respondents are asked about the satisfaction of the processes applied in hiring. Employees of HR department are questioned regarding the procedure used in hiring of new employees.

The aim of the thesis is to analyse the recruitment process and selection of employees at ExxonMobil Business Support Center, identify its strengths and weaknesses and recommend actions to improve its efficiency. The theoretical part of this thesis defines basic terms and activities connected to the area of recruitment and selection of employees, including its historical evolution. The practical part analyses the recruitment process and selection of employees at ExxonMobil Business Support Center using the results of the own questionnaire that was distributed to the employees that had participated in this process. Based on the identification of strengths and weakness of this system, there are proposed several recommendations in order to increase its effectiveness and satisfaction of candidates that is connected to it.

An attempt is made in this thesis to study the optimization and estimation of stochastic models of manpower systems incorporating one or more of the following aspects: (i) recruitment, (ii) promotion, (iii) training and (iv) wastage The thesis contains eight chapters and brief summaries of which are given below: Chapter 1 is introductory in nature and gives review of the literature. The techniques used in the analysis of manpower systems are also provided. Two models are studied in chapter 2. Model 1 is the extension of Ragavendra (1991) where maintainability of grade is considered. In model 2 we give importance to efficiency and skills of the employees by allowing multiple promotions. That is, an employee has been promoted to the next higher grade due to seniority and efficiency, whereas he is promoted to other higher grades due to efficiency only. The promotional probabilities and recruitment vectors and cut-off levels of seniority and efficiency for promotions are found. The study of intermittently busy manpower system is studied in chapter 3. By identifying the important random variables, busy and lean periods, the amount of crisis has been obtained in the stationary case. The asymptotic confidence limits are also obtained for the crisis. A non-Markovain model is also studied by assuming that some of the distributions are arbitrary. Various system measures have been obtained using the correlated alternating renewal process. In chapter 4, an attempt is made to analyze impact of category and grade dependent promotion probabilities on the grade structure of hierarchical manpower systems. To be specific, we consider a multi-grade manpower system in which each grade is subdivided into several categories according to length of service in that grade. The last category of each lower grade consists of persons who have completed a specified period of service in that grade and do not get promotion. An employee in a lower grade is eligible for promotion to the most junior category of the next higher grade and the probability of promotion is dependent on the grade and category of the employee. Un-promoted employee of a category of a lower grade will move to the next higher category of the grade in the next unit of time until he reaches the last category of the grade from where he is either promoted or leaves the system. The unit of time may be taken as a year. The movement of an employee from one category to another category is called transition. New entrants to the system are allowed in the lowest category of the lowest grade. Wastages are allowed from any category of any grade and no demotions take place. The probability distribution of the state of the system is derived. The recurrence relation for the moments of the grade sizes is derived and the expected time to reach the top-most grade by a new entrant in the lowest grade is found. A numerical example is provided to highlight the impact of category and grade dependency on the grade structure of a particular organization. Analysis of optimal promotion policy using queuing approach is studied in chapter 5. Queuing approach is used for the first time in Manpower systems. Various system measures have been studied and cost analysis is also studied. Numerical example illustrates the results obtained. The wastage and attrition rates in various manpower categories of higher educational institutions are analyzed using life tables technique in chapter 6. It is justified that persons with higher qualifications can get better jobs. Numerical example is shown to illustrate the results obtained. In some situations the optimal period of training for the newly recruited persons should be found out. In such cases the cost of training should be considered and incorporated into the model in order to obtain the optimal period of training. This aspect has been introduced in chapter 7. In chapter 8, voluntary retirement schemes have been introduced so as to reduce the grade size to avoid surplus staff strength. The optimal time intervals for introducing such schemes have been worked out taking cost into considerations. In brief, the present work is an attempt to provide the optimal policy for recruitment, training, promotion and wastage in manpower planning models, with special provisions such as intermittently busy, efficiency and seniority, introduction of queuing approach, attrition in manpower systems etc. / Thesis (PhD (Mathematical Statistics))--University of Pretoria, 2007. / Statistics / unrestricted

This thesis elaborates on the relationship between work and time and how it relates to quality architecture. Quality is a degree of excellence. The project proposed is aimed at promoting quality in the built environment through workmanship. Pretoria, in the Tswane Metropolitan area, is in Gauteng, the province responsible for most trade in South Africa. Hatfield in Pretoria is home to many students of various institutions, including the University of Pretoria. Many workers live in Pretoria and commutes daily between Pretoria and Johannesburg. The world is characterized by ever-changing aspects today, and especially in South Africa uncertainty prevails. Fluctuations in the economy have resulted in a feeling of insecurity. An unemployment rate of approximately 40% has caused many South Africans to become temporary, and often migrant, workers. This uncertainty also reflects in the built environment, where buildings have become "temporary", displaying a lack of workmanship in the planning and construction. The project discussed in this thesis is a result of intensive planning on the site, in collaboration with the proposed Hatfield Gautrans Station by Bernard Roccon (thesis proposal for MArch(Prof) degree, 2003), implemented to provide an efficient public transport link between Pretoria and Johannesburg. The functions of the project; a stable centre acting as a datum point and haven for temporary workers, is a result of this planning process. This thesis aims at re-establishing a trust in the built environment through quality architecture, by promoting work and workmanship. / Dissertation (MArch (Prof))--University of Pretoria, 2005. / Architecture / unrestricted

The significance of volunteerism is marked by the declaration of the year 2001 as an International Year of the Volunteers. The purpose of the declaration is to facilitate, network, promote, and recognize volunteers and their efforts. The recognition of volunteers in social welfare services is also proposed in the White Paper for Social Welfare (1997:5) as a new approach. The White Paper highlights that volunteers are a significant human resource, which is being utilized by welfare organizations and development programmes. This study was an exploration of the motivational factors for the retainment of volunteers for CANS A in African communities. The focus of the study was on current volunteers for CANS A in the African communities of Mamelodi, Atteridgeville and Soshanguve. In 1995, the Pretoria branch of the Cancer Association appointed three social workers to extend its services to the referenced African communities. The social workers recruited volunteers to assist in service rendering, however, whilst it was easy to recruit the volunteers, it was not easy to retain them. The assumption for the study therefore was that CANS A would be able to retain volunteers, if the reasons and motivational factors for the retainment of volunteers can be realized. From the research findings, it became clear that in order to retain volunteers, there are processes and factors that need to be taken into account before and after the recruitment. Conclusions drawn from the study is that a solid foundation is necessary in order to retain the volunteers recruited. It is the researcher's view that a successful volunteer programme will emerge within the organization if the volunteers are recruited properly and for a specific purpose. In this way it will be easier to render an effective and efficient services to the volunteers recruited, thus enhancing their stay within the organization. / Dissertation (MA)--University of Pretoria, 2013. / Social Work and Criminology / unrestricted

As of 1999, high school teachers without majors in their subject areas number 37% of biology teachers, 59% of physical science teachers, and 60% of mathematics teachers. These discouraging statistics grow more extreme in middle schools and high poverty public high schools, especially regarding mathematics and physical sciences instruction. The statistics are especially worrisome given the strong correlation between thorough teacher subject matter preparation and higher student performance. Unfortunately, the literature is limited in terms of a direct comparison between mathematics and science majors and individuals who become mathematics and science teachers. This study was undertaken to add to the body of literature in hopes of informing universities and school districts of the characteristics of individuals who enter the mathematics and science teacher pipeline. The purpose of this study was to determine whether predictive relationships exist among the independent variables and the dependent variable, and whether certain attributes account for significant differences between mathematics and science degree earners who choose to enter the mathematics and science teacher pipeline and those who show no interest in mathematics and science teaching. This study provided a snapshot of the characteristics of both groups of individuals. The sample for this investigation came from the Baccalaureate and Beyond Longitudinal Study (B&B: 08/09) cohort of approximately 19,000. B&B:08/09 examined information on students’ educational and work experiences after they completed a bachelor’s degree, with a special emphasis on the experiences of new elementary and secondary teachers. In the present study, the sample consisted of 2,400 individuals majoring in mathematics and science fields including mathematics and science education. The research design that was used is the analytical cross sectional design. The analytical cross sectional design investigates associations and measures differences between groups. In this study, deep descriptions were used to describe the sample. A logistic regression analysis was used to assess the degree to which the dependent (outcome) variable, teacher pipeline status, is related to the independent (predictor) variables (persistence, academic performance, selected demographics).

The theoretical part describes the field of personnel policy, focusing on the issue of finding employees. The Master´s thesis is focused on the work headhunting companies in comparison with the work of employment agencies. The aim of my work is verify possibility to determine the situations in which it is more efficient to use the method of direct systematic search and when the classical method of recruitment. In my work I analyze not only the management of human resources but also the functioning of the personnel departments of companies with reference to personal marketing. The Master´s thesis is also supplemented with practical knowledge and the final section describe the outcome of the survey

Human resourses are more and more frequently regarded as the most precious company treasure. Any organisation is not able to achieve its goals without capable and educated employees. Recruitments have to be doing with all due carefulness in order to reckruite the best possible employee. Acquisition of new people has to be well planned and done because capable employees are one of the most important competitive advantages.

The thesis focuses on employee recruitment in japanese environment. Among others, the discussed topics include interview process, experiences of recruitment agences with japanese companies on the Czech market and recommendations of specific steps for the analysed company. The hypothesis of the thesis is that japanese compnanies are unsuccessful regarding employee recruitment in the Czech Republic, suffer from insufficient interest of potencial candidates . All these factors combined with general underestimating of HR policies lead to high employee fluctuation in japanese branch offices.

This thesis is focused on personnel marketing, its goals and its importance to employers. The application of personnel marketing in business practice should be based on good knowledge of potential employees' interests and expectations. The goal of this thesis is to identify specific factors of recruitment of fresh graduates on the Czech labour market and to find out some specifics in their expectations in comparison with other applicants for a job.