A Gestão de Recursos Humanos por Competências é considerada uma abordagem moderna tanto no contexto acadêmico como empresarial. A noção de competências aparece como uma prática inserida nas empresas brasileiras, no entanto o que se percebe, a partir da observação de publicações e de discussões de educadores, administradores e empresários, é que esse é um conceito complexo e em construção. Nesse sentido, esta Dissertação apresenta um estudo sobre as principais percepções de profissionais com experiência na implementação da Gestão de Recursos Humanos por Competência quanto à aplicação e contribuição da noção de competências na função de Recursos Humanos; abrangência de aplicação da noção de competências nas organizações, bem como contribuições e dificuldades na implementação dessa nova abordagem. Para tanto, este trabalho utilizou uma pesquisa qualitativa e exploratória que teve como método um estudo de casos múltiplos, realizado com oito profissionais. A coleta de dados contou com quatro procedimentos, os quais foram as pesquisas bibliográficas, a pesquisa documental e os contatos indiretos e diretos. A pesquisa bibliográfica foi realizada no conjunto de referenciais teóricos, a pesquisa documental utilizou material de fontes primárias e secundárias de dados que foram obtidos junto aos participantes. Os contatos indiretos foram feitos através da utilização de um questionário e os contatos diretos a partir de entrevistas semi-estruturadas e observação direta. As entrevistas em profundidade foram do tipo semi-estruturadas, a fim de coletar o máximo possível de dados. O estudo demonstra que a noção de competência é considerada uma nova abordagem para a Gestão de Recursos Humanos. Foi a partir dos anos 80 que ela passou a ser mais disseminada no contexto das organizações. Na atualidade aparece como um conceito integrador e dinâmico, que possibilita um olhar mais direcionado ao indivíduo e não mais ao cargo, base esse da abordagem tradicional de Recursos Humanos. Desse modo, identificou-se que em grande parte das respostas obtidas na pesquisa, a noção de competências é aplicada como um conjunto de conhecimentos, habilidades e atitudes, que afetam uma parte considerável do trabalho (responsabilidade ou papel) que se relaciona com o desempenho e pode ser medido e melhorado, através de ações de treinamento e desenvolvimento e que a inserção da noção de competências nas atividades de Recursos Humanos, de uma certa maneira faz do funcionário o ”ator principal” do processo e não mais o cargo. / The Administration of Human resources for Competences is considered a modern approach so much in the academic context as in business. The notion of competences appears as a practice inserted in Brazilian companies, however what is noticed, starting from the observation of publications and of educators' discussions, administrators and entrepreneurs, it is that that is a complex concept and in construction. In that sense, this Dissertation presents a study about the main perceptions of professionals with experience in the implementation of the Administration of Human resources for Competence as for the application and contribution of the notion of competences in the function of Human resources; range of application of the notion of competences in the organizations, as well as contributions and difficulties in the implementation of that new approach. For so much, this work used a qualitative and exploratory research that had as a method a study of multiple cases, accomplished with eight professionals. The data collection counted on four procedures, which were the bibliographical researches, the document retrieval and the indirect and direct contacts. The bibliographical research was accomplished in the set of theoretical references, the document retrieval used material of primary and secondary sources of data that were obtained along with the participants. The indirect contacts were made through the use of a questionnaire and the direct contacts starting from semi-structured interviews and direct observation. The interviews in depth were of the semi-structured type, in order to collect the maximum possible amount of data. The study demonstrates that the competence notion is considered a new approach for the Administration of Human resources. It was started from the eighties that it began to be more disseminated in the context of the organizations. At the present time it appears as an integrating and dynamic concept, that makes possible a more focused glance at the individual and not anymore at the position, base that of the traditional approach of Human resources. This way, it was identified that in a large part of the answers obtained in the research, the notion of competences is applied as a group of knowledge, abilities and attitudes, that affect a considerable part of the work (responsibility or paper) that links with performance and it can be measured and gotten better, through training and development actions and that the insertion of the notion of competences in the activities of Human resources, in a certain way renders the employee the ”main actor” of the process and no more the position.

The aim of the thesis is to analyse the process of filling vacancies with the Police of the Czech Republic, to identify the advantages of the process in use, and its disadvantages and to suggest suitable actions to solve the identified problems. The theoretical part of the thesis introduces the base for reaching the defined aim, it concerns HR activities prior to filling vacancies, filling vacancies itself, recruitment, selection and hiring the employees and their adaptation. The theoretical findings are applied to the Police of the Czech Republic in the practical part of the thesis. The system of recruitment, selection, hiring and adapting policemen is described and evaluated in the practical part. Consequently, possible suggestions to improve the current situation are presented in relevant chapters.

This diploma thesis deals with the recruitment and it´s legal framework. It specifies certain activities of the HR process. The aim of the thesis is to familiarize the reader with the practices in human resources management in the organization, together with the restrictions that are stipulated by law. The first chapter deals with the legislative regulation of the issue. Firstly are described the basic concepts related to the topic concept. Following is a list of the legislation of the Czech Republic. The creation and termination of the labour relations is also described. These relations may occur at the labour market regulated by the state in support of the employment in the country. The Czech market is also affected by the European legislation and programmes aimed at productivity growth and unification of the social security of the Member States. The second part is devoted to the development of human resources work and the formation of the new types of employment which arise depending on the needs of the market. The third chapter describes theoretically correct procedure of the recruitment in the company. The recruitment doesn´t end with the signing of the employment contract. It is necessary to establish a plan for the adaptation of the new comers to the company. One of the subheads is dedicated to the principles of the motivation and building loyalty to the company. These activities could help to reduce the risk of increased employee turnover. The last part consists of the research. It looks for the cause of the increased staff turnover in the multinational company based in Prague. Possible mistakes in the HR process might be the cause. The hypothesis were consequently refused or confirmed on the basis of the information gained during the interviews with the HR manager and Senior Account Manager, study of the documents and observation in the office. Conclusion of the project describes proposed solutions which could lead to more effective management of human resources in the company.

The diploma thesis is devoted to problems of recruitment and selection of employees and is divided into two parts. The first part is theoretical and it explains the topics of recruitment and selection of employees, including the methods and procedures by scientific literature and articles. In the second part the reader is introduced to a group Czech Aeroholding and ways, methods, and procedures of recruitment and selection of employees in the company. Information is obtained through personal interviews with a specialist recruitment group Czech Aeroholding. The practical part continues with questionnaire survey aimed to find out if the company Czech Aeroholding is an attractive and important employer for the public. The aim of this thesis is a description and analysis of methods of recruitment and selection of employees in Czech Aeroholding group and determine the relationship of candidates to the company as an employer.

Thesis (MPA.) -- University of Limpopo, 2017 / In the pre-democratic era, recruitment and selection practices in South Africa were generally based on segregationist policies and legislation that reserved most skilled jobs for white employees. The post 1994 Constitution brought a new dimension by introducing principles that promote fair, non-bias, objective and equitable recruitment. The motivation is derived from section 195 1 (i) of the Constitution of Republic of South Africa of 1996 which states that employment of personnel should be fair, without prejudice, objective and should represent the demographics of South Africa. Section 195 (i) stipulates that the employment of personnel should be “…based on ability, objectivity, fairness, and the need to redress the imbalance of the past…”. The Public Service Act 103 of 1994, section 11 stipulates that in the filling of posts in the public service due consideration must be given to democratic values and principles, and appointments should be based on qualifications, skills and competencies. Furthermore, the Public Service Regulation 2001 states that the persons who are recommended for appointment in a position must have the necessary skills and competencies, and that the process must be fair and unbiased. Equally, the Employment Equity Act (1998) prohibits discrimination in employment that is based on race, gender, religion, nationality, disability, etc. Within this context, the aim of the study was to determine if the Mpumalanga Department of Human Settlements adheres to ethics in its recruitment and selection processes as stipulated by various legislations. The ethics would include recruiting and selecting people with relevant qualifications, skills, and competencies in a fair and unbiased manner by following the right procedures. Relying on a mixed methods research design, the study used interviews and questionnaires to elicit data from 50 employees in the Mpumalanga Department of Human Settlements. The study found that the MDHS had policies and strategies to promote ethics in its recruitment and selection processes; although these were hampered by weak implementation efforts. Incidents of favouritism, nepotism, political interference and lack of confidentiality were experienced in recruitment and selection of employees. In some cases, appointed candidates lacked the necessary skills and qualifications. Given this, it was recommended, inter alia, that implementation of ethics policies and strategies should be improved to ensure integrity and compliance in recruitment and selection processes within the MDHS environment.

This thesis is focused on the methods for selecting employees in the recruitment and selection process of employees and their using in the recruitment and selection process of teachers in kindergartens. The aim of the theoretical part of this thesis is to describe these methods for selecting employees, include context of the whole recruitment and selection process of employees and to describe the methods for selecting employees in the recruitment and selection process of teachers in kindergartens. The aim of the practical part of this thesis is to discover and describe the methods for selecting employees that are used in kindergartens in The Capital City of Prague and The Central Bohemian Region based on quantitive research of questionnaire surveys. The research reports the used methods for selecting employees, the number of combined methods for selecting employees and used knowledge and skill tests in recruitment and selection of teachers in examined kindergartens. A secondary data analysis was made by comparing research data using the following parameters: public or non-public kindergartens, location of the kindergarten in The Capital City of Prague or The Central Bohemian Region, the size of the workplace, the orientation of the kindergartens and the number of applicants. The results indicate...

Title: Green Human Resource Management in a Swedish Context Subtitle: An exploration into the translation of literature to practice in self-proclaimedsustainability-focused companies The purpose of this study is to investigate the implementation of green human resourcesmanagement practices within Swedish companies by applying a qualitative contentanalysis on a series of semi-structured interviews. The literature review gives a short introduction to the emerging research field of GHRM by presenting it in contrast with human resources management, highlighting the fiveareas mentioned in the research questions. The qualitative content analysis shows that the companies included in the study, with aself-proclaimed sustainability focus, do implement and utilize GHRM practices withinsome of the studied areas. The analysis concludes that the area of employee relations isheavily influenced by GHRM practices, whereas it only partly influences the area ofrecruitment and selection as well as the area of training and development. When itcomes to the areas of performance management and reward management the studyshows that, at this point, GHRM practices are negligible. The theoretical contributions very much coincides with the results of the analysis,whereas the practical contributions lie in the uncovering of actual practices regardingGHRM in Swedish companies. The research questions for the study are: How (if they do) Swedish organizations with a self-proclaimed sustainability focus,implement and utilize ‘green’ practices within the area of recruitment and selection? How (if they do) Swedish organizations with a self-proclaimed sustainability focus,implement and utilize ‘green’ practices within the area of performance management? How (if they do) Swedish organizations with a self-proclaimed sustainability focus,implement and utilize ‘green’ practices within the area of training and development? How (if they do) Swedish organizations with a self-proclaimed sustainability focus,implement and utilize ‘green’ practices within the area of reward management? How (if they do) do Swedish organizations with a self-proclaimed sustainability focus,implement and utilize ‘green’ practices within the area of employee relations?

The aim of the thesis is analysed a choiced parts of personal work: planning, recruitment and selection of human resources for a possible increase in efficiency of exploitage of human resources. Human resource planning is based on an analysis of labor market conditions and human resources of company, continue with flexibility in the use of employee time and stabilization of the staff. Recruitment and selection process builds on previous work and focuses on identifying sources of labor, defining the requirements for candidates, analysis of strengths and weaknesses of the company to attract suitable candidates and methods of staff selection. On the basis developed theoretical principles of HR planning, recruitment and selection of human resources are analyzed the particular activities, identified potential problem areas and developed proposals for their improvement.

This diploma thesis deals with recruitment and selection of the teaching staff in alternative nursery schools. The theoretical part defines personnel management and characterizes its main tasks. Furthermore, it focuses on recruitment and selection of staff. It describes ways of implementations, methods and sources, which are frequently used for recruitment and selection of the teaching staff. It defines selected types of alternative nursery schools, the role of the headmaster and the teacher. The practical part is based on quantitative survey. The results of the survey describe methods and ways of implementations, which are most frequently used by headmasters or human resources officers when recruiting the teaching staff. Furthermore, the results are used for creating a general comprehensive personnel plan for recruitment and selection the teaching staff in alternative nursery schools, which can be used by headmasters of nursery schools (especially the alternative ones) or as a study material in the area of human resources.

Submitted by Cláudia Bueno (claudiamoura18@gmail.com) on 2016-05-18T18:20:07Z No. of bitstreams: 2 Dissertação - Carolina de Fátima Guimarães - 2015.pdf: 1274038 bytes, checksum: 6c6d540e1bd592639767a33f0b2f3f52 (MD5) license_rdf: 23148 bytes, checksum: 9da0b6dfac957114c6a7714714b86306 (MD5) / Approved for entry into archive by Luciana Ferreira (lucgeral@gmail.com) on 2016-05-19T13:30:25Z (GMT) No. of bitstreams: 2 Dissertação - Carolina de Fátima Guimarães - 2015.pdf: 1274038 bytes, checksum: 6c6d540e1bd592639767a33f0b2f3f52 (MD5) license_rdf: 23148 bytes, checksum: 9da0b6dfac957114c6a7714714b86306 (MD5) / Made available in DSpace on 2016-05-19T13:30:25Z (GMT). No. of bitstreams: 2 Dissertação - Carolina de Fátima Guimarães - 2015.pdf: 1274038 bytes, checksum: 6c6d540e1bd592639767a33f0b2f3f52 (MD5) license_rdf: 23148 bytes, checksum: 9da0b6dfac957114c6a7714714b86306 (MD5) Previous issue date: 2015-12-15 / For an organization to have satisfactory results it needs to have on satisfied employees and with good performance. Thus, the professional of personnel selection area has sought to investigate aspects related to interpersonal relationship and personality, as these characteristics have relation to job performance and success of the selection process. The personality assessment has been a challenge for psychologists considering that there are different ways to understand and evaluate this construct. In this perspective, the present study aimed to discuss aspects of personality assessment applied in personnel selection and had 108 participants. To this end two studies were conducted. The first aimed to evaluate the circular structure of the Checklist of Interpersonal Transactions – II (CLOIT-II) when applied in the personnel selection. Therefore, an investigation of the adequacy of CLOIT-II data to quasi-circumplex model was made considering the criteria of two-dimensional and constant radius. To test structure was used confirmatory multidimensional scaling (MDS with Proxcal algorithm). Furthermore, the locations of scales have been established in Euclidean space and calculated the Phi de Tucker coefficient and normalized raw stress. In order to evaluate the constant radius criterion was applied Fisher test. The results showed the presence of a two-dimensional model and an appropriate variation the CLOIT-II replicates the quasi-circumplex structure which points to the usefulness of this measure in the context of people management, particularly in the selection process. The second study aimed to (1) map the personality characteristics and interpersonal interactions of successful and failed candidates in the personnel selection; (2) compare the groups of candidates approved and reproved as the interpersonal profile and projected personality; (3) evaluate the perception formulated by the interview about the interpersonal characteristics of the candidates; (4) relate projective and interpersonal self-report methods to assess personality. To achieve these goals we used the Checklist of Interpersonal Transactions – II and Palográfico Test. To estimate interpersonal profiles assumed and perceived by the interview and also projected personality profile were calculated means and standard deviations of the variables. In order to compare the groups approved and reproved wascalculated the U Mann Whitney Test and to verify the relationship between projected measure of personality and self-report was estimated the Spearman correlation coefficient and them there was corrected for attenuation. The results showed that the two groups of candidates had very similar characteristics, therefore differed only in relation to the isolation position. In addition, the selectors were unable to assess the candidates’ interpersonal characteristics during the job interview. Already on the relationship between the two measures of personality, we found that certain characteristics, such as aggression and insecurity, people tend to project them and not take them. / Para que uma organização tenha resultados satisfatórios é preciso que ela conte com funcionários satisfeitos e com bom desempenho. Com isso, os profissionais da área de seleção de pessoal tem buscado investigar aspectos relacionados ao relacionamento interpessoal e à personalidade, pois essas características apresentam relação com desempenho no trabalho e com aprovação nos processos seletivos. A investigação da personalidade tem sido um desafio para os psicólogos tendo em vista que existem diferentes maneiras de se conceber e avaliar a tal constructo. Nessa perspectiva, a presente pesquisa teve como objetivo discutir aspectos da avaliação da personalidade para a seleção de pessoal e contou com 108 participantes. Para isto foram realizados dois estudos. O primeiro objetivou avaliar a estrutura circular do Checklist de Relações Interpessoais quando aplicado no âmbito da seleção de pessoal. Logo, foi feita uma investigação da adequação dos dados do CLOIT-II ao modelo quasi-circumplexo, considerando os critérios de bidimensionalidade e raio constante. Para testar a estrutura foi utilizado o Escalonamento multidimensional confirmatório (MDS com algoritmo Proxcal). Além disso, foram estabelecidos os lugares das escalas no espaço euclidiano e calculados o coeficiente Phi de Tucker e o normalized raw stress. Com vistas a avaliar o critério de raio constante foi aplicado o teste de Fisher. Os resultados apontaram para a presença de um modelo bidimensional e uma variação adequada do tamanho dos raios das variáveis. Desse modo, quando aplicado no contexto da seleção de pessoal o CLOIT-II replica a estrutura quasi-circumplexa o que aponta para a utilidade da medida no contexto da gestão de pessoas, em especial nos processos seletivos. O segundo estudo se propôs a (1) mapear as características de personalidade e de interações interpessoais dos candidatos aprovados e reprovados na seleção; (2) comparar os grupos de candidatos aprovados e de reprovados quanto ao perfil interpessoal e de personalidade projetada (3) avaliar a percepção formulada pelo entrevistador acerca das características interpessoais dos candidatos; (5) relacionar método projetivo e de autorrelato interpessoal para avaliar a personalidade. Para atingir tais objetivos foram utilizados o Checklist de Relações Interpessoais II (CLOIT-II) e o Teste Palográfico. Para estimar os perfis interpessoais assumidos e os percebidos pelo entrevistador e também o perfil de personalidade projetada foram calculados as médias e os desvios-padrões das variáveis. Com vistas a comparar os grupos de aprovados e reprovados calculou-se o Teste U de Mann Whitney e para verificar a relação entre medidas de personalidade projetadas e de autorrelato foi estimado o coeficiente de correlação de Spearman e em seguida houve correção para atenuação. Os resultados mostraram que os dois grupos de candidatos apresentaram características bastante semelhantes, pois se diferenciaram apenas em relação à posição de isolamento. Além disso, os selecionadores não conseguiram avaliar as características interpessoais dos candidatos durante as entrevistas de emprego. Já sobre a relação entre as duas medidas de personalidade, foi possível verificar que certas características, tais como de agressividade e insegurança, os sujeitos tendem a projetá-las e não assumi-las.