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Increasing numbers of mathematics teachers must be recruited in coming years, because of a growing student population, teacher attrition, calls for smaller class size, and the need to replace out-of-subject teachers. Recruitment can be made more effective and efficient, if better information on career paths is provided to decision makers. This study attempts to analyze the academic decisions which lead to the outcome "becoming a mathematics teacher". Four groups were compared and contrasted: mathematics teachers, science teachers, other teachers, and non-teachers. Science teachers were removed from the "other teachers" category because of their many similarities to mathematics teachers on the variables examined. The question of whether these groups differ in ways that could help predict the outcome of interest was examined using the NCES dataset Baccalaureate &Beyond:93/97, which provides thousands of variables on academic path, demographics, and labor market histories for over 8,000 individuals. It was analyzed using the NCES online analytic tool DAS to generate tables showing percentage distribution of the four groups on variables organized according to the concepts demographics, family environment, academic path, and academic achievement. Further examination was conducted by entering the variables into a discriminant analysis. Mathematics teachers were found to differ from teachers of other K-12 fields on all of the four conceptual categories. However, only a few such differences were statistically significant. More significant differences were observed when the analyses were conducted separately for women and men. The trend observed was that those who became mathematics teachers were more likely to have attended public high schools and to have first attended two-year colleges; to have lower GPAs, more mathematics credits, and midrange CEE scores; and to be female.

Recruitment, the addition of new individuals to a population, must be understood to make predictions about population growth of marine invertebrates. Red abalone (Haliotis rufescens) represent a former important commercial fishery in California, and until recently, supported a major recreational fishery. However, there have been statewide declines since the 1960s due to overfishing, disease, and climatic factors. Thus, understanding population dynamics to inform management and population restoration is critical. Recruitment dynamics of red abalone are poorly understood, with no prior knowledge of seasonal trends. To address this knowledge gap, I assessed monthly (July 2016-June 2017) and annual (2012-2016) settlement rates of red abalone in the Monterey Bay, which has low density abalone populations due to sea otter predation. I evaluated associations between abalone recruitment and oceanographic factors (temperature, wave forces, and upwelling index) and food availability (kelp density) to understand potential predictors of recruitment. Abalone recruitment occurred year round, with generally higher recruitment in late summer to early fall (July-October) and peaks in August and October. This is the first demonstration of year-round abalone recruitment in the field. On a monthly basis, there were no statistically significant relationships between recruitment and oceanographic factors or food availability. Annual abalone recruitment was consistent in all years, with the exception of 2015 when recruitment majorly decreased during the second year of the North Pacific marine heatwave (i.e., warm blob and El Niño Southern Oscillation (ENSO) events). The failure of recruitment during only the second year of warm temperature suggests that prolonged extreme temperatures lead to reproductive failure. The consistent annual recruitment in the Monterey Bay contrasts with sporadic recruitment observed in Sonoma and Mendocino Counties in northern California. This finding was unexpected because red abalone in northern California were twice as dense as those in Monterey Bay at the time of the study. Possible hypotheses behind the observed consistent recruitment in Monterey Bay despite low densities include that: sheltered embayments retain larvae and promote recruitment, predation by sea otters aggregates abalone in crevices and promotes fertilization success, and the perennially present Macrocystis pyrifera kelp forests better support abalone growth and fecundity than northern California forests dominated by annual Nereocystis leutkeana.

The aim of this study is to explore the perceptions that job recruitment organisations in Gävlehave about unemployed international social work graduates in Sweden and to explain the factorsthat affect unemployed international social work graduates’ integration into the labour market inSweden. To achieve this aim, a qualitative research design was used. In-depth interviews wereconducted with two professionals from two different job recruitment organisations in Gävle. Theinterviews were transcribed and analysed through thematic analysis. The results suggest that forthe first research question that explored the perceptions that job recruitment professionals inGävle have about unemployed international social work graduates in Sweden, five sub-themesemerged: “Expanded opportunities for integration”, “innovation and globalization”, “Equitable,transparent, and non-discriminatory policies”, “permanence and non-permanence”, and“financial power”. Meanwhile, the results indicate that for the second research question whichsought to explain the factors that affect unemployed international social work graduates’integration into the labour market in Sweden, five sub-themes emerged: “language”, “theory vs.practice debate”, “experience”, “networking and social contacts”, and “belonging”. Werecommend that international social work graduates make use of these results so that they canincrease their chances of access to jobs and integration into the labour market in Sweden.

no / Implicit in the current dialogue on community policing in Australia and New Zealand, is the assumption that the people who comprise our policing organisations need to respond efficiently and competently to changing demographics, crime, terrorism, increasing community and government expectations. It is timely for Australian and New Zealand police jurisdictions to take a lead role in policy and practice of policing in a culturally, linguistically, politically and religiously diverse environment. In order to facilitate this, focus and organisational commitment must be given to developing leadership and recruitment and retention initiatives which enhance the internal diversity of our workforces.

The interaction between pollinators and flowers affects the fitness of both pollinators and flowering plants, which can result in the co-evolution of pollinator and floral traits. Some pollination systems contain flower-dwelling ambush predators that attack visiting pollinators. This interaction could result in co-evolution of predator and pollinator traits as is typical in predator-prey systems. The presence of these predators could also have indirect negative fitness effects on flowering plants by killing or deterring pollinators. This raises the possibility that predator and floral traits also co-evolve. Furthermore, it is possible that this system is best described as a three-species game where predator, pollinator, and floral traits all co-evolve. The ultimate goal of my thesis is to explore this possibility. This is achieved in Chapter 5, which consists of a game theory model of the co-evolution of floral colour with predator and pollinator behavioural strategies. This model is novel, both within the pollination context described here and within a wider context. Furthermore this model is the first to propose that the evolution of floral colour might be affected by the presence of flower-dwelling ambush predators. This is particularly significant given that there has been little discussion about what floral traits might be adaptations to the presence of these predators. A secondary goal of this thesis is to explore how pollinators detect and respond to the presence of flower-dwelling ambush predators as an important subcomponent of predator-pollinator-flower co-evolutionary dynamic. Chapter 2 demonstrates that bumblebees avoid evidence of past predation events, and Chapter 3 demonstrates that the honeybee recruitment dance is affected by exposure to cues of predation risk in a way that should reduce the colony's exposure to predators. Chapter 4 is a model that suggests novel factors that might affect how a population of pollinators distributes itself between predator-free and predator-containing flowers. / Thesis / Doctor of Philosophy (PhD)

Final qualification work (master thesis) on 81 page (A4 format, font Times New Roman, font size 14, 1.5 line spacing), excluding attachments. Number of tables – 6 (excluding annexes). Number of figures – 16 (excluding applications). Number of formulas-0 (excluding applications). Final qualifying work consists of an introduction, three parts, conclusion, bibliography, applications. This work begins with an introduction that describes the relevance of the master's thesis, problem statement, definition of the purpose and objectives of the work, its object and subject, scientific novelty, research methods, practical significance and research methods. In the first Chapter of this work, recruitment as a key element of the human resources management system, as well as the features of recruitment in Russia and abroad are considered and analyzed. The second part of the work presents the characteristics of the organization as an object of management, analysis and evaluation of recruitment system in a large regional Bank, monitoring and evaluation of recruitment quality. The third part contains recommendations for changes, the introduction of agile-technology in the HR-business process "recruiting" is proposed, a list of necessary activities is developed. / Выпускная квалификационная работа (магистерская диссертация) выполнена на 81 листе (формат А4, шрифт Times New Roman, кегль 14, интерлиньяж 1.5) без учета приложений. Количество таблиц – 6 (без учета приложений). Количество рисунков – 16 (без учета приложений). Количество формул – 0 (без учета приложений). Выпускная квалификационная работа состоит из введения, трех частей, заключения, библиографического списка, приложений. Данная работа начинается с введения, которое описывает актуальность магистерской диссертационной работы, постановку проблемы, определение цели и задач работы, её объекта и предмета, научной новизны, методов исследования, практической значимости и методов исследования. в первой главе данной работы рассмотрены и проанализированы рекрутинг как ключевой элемент системы управления человеческими ресурсами, а также особенности подбора персонала в России и за рубежом. во второй части работы представлены характеристика организации как объекта управления. анализ и оценка системы подбора персонала в крупном региональном банке, мониторинг и оценка качества рекрутинга. третья часть содержит рекомендации по изменениям. предложено внедрение agile-технологии в HR-бизнес-процесс «рекрутинг персонала», разработан перечень необходимых для этого мероприятий.

The Master’s thesis consists of introduction, two chapters, conclusion, bibliographic list, annexes. The basic concepts and the theory of the recruitment development are represented in the theoretical part. The general characteristics of the organization under study and results of the research of the improving the technology of the recruitment development in the enterprise are described in the practical part. The recommendations for improving the efficiency of the improving the technology of the recruitment development were suggested based on the obtained data. In conclusion, the results are summarized in accordance with the tasks set. / Магистерская диссертация состоит из введения, двух глав, заключения, библиографического списка, приложений. В теоретической части представлены основные понятия, теории развития рекрутмента. В практической части описывается общая характеристика исследуемой организации, проведено исследование по совершенствованию технологии развития рекрутмента на предприятии. На основе полученных данных разработаны рекомендации по повышению эффективности технологии развития рекрутмента. В заключении подведены итоги в соответствии с поставленными задачами.

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Current research show challenges in teacher recruitment as well as challenges in schooloperations with regard to high staff turnover. Part of the development work of the schools isprimarily to ensure that the organization is doing well. Not least in order to be able to conductsuccessful development work, but also to get teachers to appreciate their work, be motivatedin it and want to stay for a long time in their profession. The study aims to analyze how theprovision of skills is conducted with the aim of reducing staff turnover in the teachingprofession. The method used is of a qualitative nature with emphasis on interviews. The resultshows that all respondents emphasize the importance of good leadership and that managerswithin the profession bear the main responsibility for creating inclusive learning environmentsthat provide the right conditions for well-being and organizational development. The study'sconclusion is that the opportunities for knowledge and skills development within the schoolcontribute to less staff turnover it would therefore, be interesting to compare the two differenttypes of resources, the knowledge and competence that is needed to create an inclusivelearning environment along with good leadership, that enable this development / Tidigare forskning pekar på utmaningar i lärarrekryteringen samt utmaningar inomskolverksamheter med avseende till hög personalomsättning. En del i skolornasutvecklingsarbete är framförallt att se till att organisationen mår bra. Inte minst för att kunnabedriva ett framgångsrikt utvecklingsarbete men också för att få lärare att uppskatta sitt arbete,motiveras i det samt vilja stanna länge inom professionen. Studien avser undersöka hurkunskap samt kompetensförsörjningen bedrivs med syfte att minska personalomsättningeninom läraryrket i grundskolan. Metoden som används är av kvalitativ natur med tonvikt påintervjuer. Resultatet visar att samtliga respondenter betonar vikten av ett gott ledarskap ochatt chefer inom verksamheten bär huvudansvaret för att skapa inkluderande lärmiljöer som gerrätt förutsättningar för trivsel och organisationsutveckling. Studiens slutsats visar attmöjligheterna till kunskap och kompetensutveckling inom skolan bidrar till mindrepersonalomsättning. För vidare forskning vore det av intresse att jämföra de två olika typernaav resurser, dvs. den kompetens som krävs för att skapa inkluderande lärandemiljöer samt detgoda ledarskapet, som möjliggör denna utveckling