The Master's Thesis is focused on the process of recruitment and selection of applicants for business consultant positions in an unnamed insurance company. The position is characterized by frequently repeated demand for recruitment of new workers. Therefore the requirements for effectiveness of the process of recruitment and selections of suitable applicants increase. The goal of the Master's Thesis is to evaluate current effectiveness of partial steps of the process and uncover ineffective parts of the process. Based on uncovered ineffective sub-processes a set of recommendations which would help increase the overall effectiveness of the process will be given.

This master´s thesis deals with the analysis of recruitment and development process in company Desko, a.s. It contains the proposals for more effective implementation of current system of human ressource management, which helps company to achieve better economic results.

Thesis (M. A. Commerce (Human Resource Management)) -- University of Limpopo, 2021 / The purpose of this study was to investigate the relationship between Human Resource Management (HRM) practices and organisational commitment of employees in the Small and Medium Enterprises (SMEs) in Capricorn District in Limpopo Province. A quantitative research design was used in which self-administered questionnaires were utilised to collect data from a convenience sample of 149 participants. The sample size constituted of 149 employees from 18 SMEs. The data was collected using three structured questionnaires (Demographic section), Human Resource Management Practices Questionnaire and Organisational Commitment Questionnaire, with closed questions. Descriptive and inferential statistics, including correlation and regression analyses, were used to conduct analysis. The findings indicated that there is a positive relationship between HRM practices and Organisational Commitment. The results revealed that employees were not satisfied with the HRM practices in the workplace and had low organisational commitment. It was recommended that SMEs managers implement proper HRM practices for their employees to be committed to the organisation. The study recommends further research on other HRM practices that may have influence on employees’ organisational commitment.

The purpose of the study is to create an understanding of whether, and in such cases how, employers in IT-firms examine jobseekers' social media as a part of the company's recruitment process. The study has been limited to recruiters in the IT-industry as it was considered extra interesting to examine the recruitment process related to social media due to the technical skills that are required within the IT industry. The choice of industry was also based on the fact that it is estimated that 70.000 new employees will be needed until the year of 2022, to meet Sweden's demand of employees within the IT-industry. Ten respondents with various positions in different IT-firms, that are responsible for the recruitment process, have participated in the study through semi-structured interviews. The conclusions drawn from the respondents' answers in relation to the theoretical framework are that all respondents actually examine job seekers' social media. This is done regardless of whether the company has considered that this is something that should be avoided or not. It was shown that the recruiters examined the job seekers' social media by their own initiative rather than on the basis of established guidelines. It did not appear that any specific guidelines nor policies existed or was used by any company regarding the review, and neither that there exists any form of internal dialogue regarding any specific approach. The majority of the respondents performed the review of social media in the final stages of the recruitment process. It has, however, been shown that the review is not used as a decisive decision in the recruitment process, rather as a complement for the overall picture. Even so, it turned out that there is content on social media that could have been decisive, but this only applies to individual cases where the content was considered extreme. Examples of such content were strong political statements that for instance regarded racism or other statements concerning inequality.

The present research investigated the challenges and problems facing the public sector institutions regarding the processes, procedures, practices, steps and methods used for human resource recruitment and selection. The South African government outlawed unfair discrimination to promote equality and equity in the labour force. This state of affairs has direct implications for employment practices such as recruitment and selection in the public service. Without a comprehensive recruitment and selection model, public service departments could contravene legislative requirements. As a result, these public service departments then may not succeed in attracting and appointing the best candidates for vacant positions. The intension of this study was to determine the extent to which functions of human resource management (HRM) reflect the spirit and stipulations of the statutory and regulatory framework. These functions include job analysis, job evaluation, job design, job profiles, and human resource planning, as well as induction and orientation. The aim is further to verify to what extent these functions influence recruitment and selection practices. A qualitative research design was used to construct a comprehensive human resource recruitment and selection model. This model is the result of a thorough analysis of comparative recruitment and selection theories, approaches, international best practice, and of existing models. A case study was undertaken within the Department of Justice and Constitutional Development (DOJ&CD). Data was collected by using a questionnaire from a representative sample. The target population comprised senior and middle managers from the National Office in Pretoria and North West Province responsible for human resource functions. They are divided into five sub-clusters. Based on the core findings of this research it was established that the DOJ&CD experiences inefficiencies as far as the following aspects of human resource management are concerned: alignment, development and implementation of appropriate human resource strategies, systems, processes, procedures and methods. This also includes the approaches for recruitment and selection. The DOJ&CD mainly utilises traditional processes of recruitment and selection that do not adequately reflect international best practice and, furthermore, do not adhere to all the stipulations of the myriad forms of legislation that are governing human resources in the public service. A comprehensive model for recruitment and selection was thus of the utmost importance to guide the Department in its recruitment and selection endeavours. The model that is designed as the main contribution of this research is aimed at addressing these challenges. The comprehensive model is intended to guide the DOJ&CD‟s human resource practitioners on recruitment and selection. This is done by means of a processmap and a flow-chart approach. Based on the literature review and empirical study, best practice is proposed that can be associated with each phase or step in the recruitment and selection process. The criteria for the development of the model was based on the theoretical relationship among elements and variables such as strategy, structure, job analysis, job description, job specification and job evaluations, and how these elements are linked to recruitment and selection processes. Such a comprehensive human resource recruitment and selection model can assist practitioners to align all human resource activities and functions within public service departments. This will help to realise their organisational objectives and to operationalise their strategic imperatives successfully. / PhD (Public Management and Governance), North-West University, Potchefstroom Campus, 2014

The present research investigated the challenges and problems facing the public sector institutions regarding the processes, procedures, practices, steps and methods used for human resource recruitment and selection. The South African government outlawed unfair discrimination to promote equality and equity in the labour force. This state of affairs has direct implications for employment practices such as recruitment and selection in the public service. Without a comprehensive recruitment and selection model, public service departments could contravene legislative requirements. As a result, these public service departments then may not succeed in attracting and appointing the best candidates for vacant positions. The intension of this study was to determine the extent to which functions of human resource management (HRM) reflect the spirit and stipulations of the statutory and regulatory framework. These functions include job analysis, job evaluation, job design, job profiles, and human resource planning, as well as induction and orientation. The aim is further to verify to what extent these functions influence recruitment and selection practices. A qualitative research design was used to construct a comprehensive human resource recruitment and selection model. This model is the result of a thorough analysis of comparative recruitment and selection theories, approaches, international best practice, and of existing models. A case study was undertaken within the Department of Justice and Constitutional Development (DOJ&CD). Data was collected by using a questionnaire from a representative sample. The target population comprised senior and middle managers from the National Office in Pretoria and North West Province responsible for human resource functions. They are divided into five sub-clusters. Based on the core findings of this research it was established that the DOJ&CD experiences inefficiencies as far as the following aspects of human resource management are concerned: alignment, development and implementation of appropriate human resource strategies, systems, processes, procedures and methods. This also includes the approaches for recruitment and selection. The DOJ&CD mainly utilises traditional processes of recruitment and selection that do not adequately reflect international best practice and, furthermore, do not adhere to all the stipulations of the myriad forms of legislation that are governing human resources in the public service. A comprehensive model for recruitment and selection was thus of the utmost importance to guide the Department in its recruitment and selection endeavours. The model that is designed as the main contribution of this research is aimed at addressing these challenges. The comprehensive model is intended to guide the DOJ&CD‟s human resource practitioners on recruitment and selection. This is done by means of a processmap and a flow-chart approach. Based on the literature review and empirical study, best practice is proposed that can be associated with each phase or step in the recruitment and selection process. The criteria for the development of the model was based on the theoretical relationship among elements and variables such as strategy, structure, job analysis, job description, job specification and job evaluations, and how these elements are linked to recruitment and selection processes. Such a comprehensive human resource recruitment and selection model can assist practitioners to align all human resource activities and functions within public service departments. This will help to realise their organisational objectives and to operationalise their strategic imperatives successfully. / PhD (Public Management and Governance), North-West University, Potchefstroom Campus, 2014

Human factor creates the greatest risk when working with people. Above all, to give a good example for future generations, it is necessary to select preschool teachers carefully. However, the role teachers play is not only to present a good example for children but to be also a colleague and team worker. Pre-school teachers are required to possess professional and personality competences. Therefore the process of recruitment and selection of teaching staff (followed by their adaptation in preschools) is one of the most important and difficult things in personnel management. Key staff, mangers and personnel officers are in charge of this process. It is highly important to be able to identify, evaluate and eliminate possible risks in the course of all recruitment process. To eliminate such risks is fundamental not only for key staff in education system. The aim of the paper is to define particular measures of prevention arising form identification and evaluation of possible risks during recruitment and selection of teaching staff school education, taking into account their future incorporation into the process of education. This papers reviews ways, procedures and experience of key staff in pre-schools creating background for successful recruitment and selection of useful team members. KEY WORDS:...

The diploma thesis deals with the topic of contemporary trends in the recruitment and selection of workers and employer branding in organizations. Related to low unemployment rate, changes in individual's values and the dynamic development of technology, these personal activities are keys to ensure organization's prosperity. Firstly, the work focuses on the development of personal management and department up to the current situation. It follows a description of the specific factors of the external and internal environment of the organization. Attention is also paid to the methods and tools used in the recruitment and selection of new workers as well as to the employer branding. The target of the diploma thesis is to identify the most frequently used methods and tools in these fields. The quantitative research is focuses on medium sized and large sized organizations operating in Prague. An electronically distributed questionnaire was used for collecting the data.

Submitted by Talles Henrique Pereira (talleshbr@yahoo.com.br) on 2016-11-21T15:48:06Z No. of bitstreams: 1 Dissertação Talles Henrique Pereira.pdf: 1160248 bytes, checksum: 9af184f95d83c740c65f55a77a7f313e (MD5) / Approved for entry into archive by Janete de Oliveira Feitosa (janete.feitosa@fgv.br) on 2016-11-22T18:15:58Z (GMT) No. of bitstreams: 1 Dissertação Talles Henrique Pereira.pdf: 1160248 bytes, checksum: 9af184f95d83c740c65f55a77a7f313e (MD5) / Made available in DSpace on 2016-12-06T17:44:32Z (GMT). No. of bitstreams: 1 Dissertação Talles Henrique Pereira.pdf: 1160248 bytes, checksum: 9af184f95d83c740c65f55a77a7f313e (MD5) Previous issue date: 2016-11-16 / O presente trabalho tem o objetivo de analisar a efetividade dos programas de movimentação interna, sob perspectiva dos empregados, em uma empresa de energia brasileira. Foram analisados os programas divulgados nos anos de 2014 e 2015. Entenda-se por efetividade um conceito integrado cujos pilares são os interesses e necessidades da empresa e dos empregados, aderentes à estratégia corporativa. Foi realizada uma extensa análise documental, através de relatórios gerenciais, pesquisa de clima organizacional e normas e procedimentos de recursos humanos. A partir desta, foram conduzidas entrevistas semiestruturadas aos empregados selecionados pelo programa, cujo perfil é composto por profissionais de nível superior, das carreiras de Análise de Sistemas e Engenharia de Telecomunicações. Os depoimentos foram avaliados em relação aos construtos carreira, dimensão organizacional, dimensão pessoal e movimentação interna à luz da teoria dos contratos, âncoras de carreira, motivação e carreira proteana. A pesquisa traz insumos relevantes à gestão de carreira nas organizações e ao recrutamento e seleção interna, considerando as especificidades e complexidade do arranjo da organização pesquisada. / This dissertation aims at analyzing the effectiveness of internal hiring programs at a large energy company in Brazil, considering the employee´s perspective. The programs considered comprised the period of two years: 2014/2015. Effectiveness was meant to be an integrated concept, which basic elements are the company and employee needs, aligned to the company main strategic plans. The methodology included an extensive documentary research, through managerial reports, organizational climate surveys and current human resources rules and procedures adopted by the company. From these sources, semi structured interviews were conducted to the selected employees by the internal hiring programs, whose professional profiles are comprised of IT and Telecommunication college graduates. Statements taken during the interviews were then analyzed through career, organization and personal perspectives. In order to analyze the interview results, academic research regarding contract theory, anchor of careers, motivation and protean careers were reviewed. The current research brings valuable resources to career management and to internal hiring programs, considering the complex organizational arrangement of the specific organization.

The theoretical part of the thesis deals with some areas of the personnel management, i.e. creation and analysis of job vacancies, recruitment and selection of employees, education of employees and their assessment and remuneration. In the practical part these personnel activities are analysed and assessed in the Municipal Office in Moravské Budějovice. The individual subchapters include recommendations and proposals for improvement.