The dimploma thesis Comparison of AC and selection interview in process of employee selection in a bank institution is focused on comparison of financial, time and organizational difficulties of these two methods. The theoretic part defines basic terms as employee selection, Assessment Centre and selection interview. The Practical part compares process of selection in a bank institution for business positions. The thesis states time frame of each of the methods, defines invovled employees in processes, evaluates the processes according to costs and in the end copares results from selection interview which took place during AC and the overall results from AC.

The aim of this master´s thesis is to analyze the process of recruitment and selection of employees in the chosen company to identify its strengths and weaknesses and propose measures to increase the effectiveness of this process. The master´s thesis consists of theoretical and practical part. The theoretical part defines the essential terms and provides basic solutions for the issue of recruitment and selection of employees. The practical part presents the selected company, evaluates the process of recruitment and selection of employees and presents suggestions to improve the functioning of the whole process. The practical part also includes a survey, which examines employee satisfaction with recruiting and selecting new personnel.

The aim of the Diploma Thesis is to analyze the recruitment and selection process of employees in the company KOVOSVIT MAS, a.s., identify its strengths and weaknesses and propose measures to improve its effectiveness. With the questionnaire survey there is also examined satisfaction of employees with the company's process of recruitment and selection of staff. This thesis is divided into two parts - theoretical and practical. The theoretical part is based on the theoretical background. The findings of this part are also applied in the practical part. In the practical part, there is introduced company KOVOSVIT MAS, a.s., the structure of its employees and the system of recruitment and selection of employees, which is established in the company. Then the questionnaire survey is evaluated, which examines the attitude and satisfaction of the workers with the system of recruitment and selection of employees in the company. In the last part there is a formulation of its strenghts and weaknesses and proposition of measures which could lead to its improvement.

The goal of my thesis is an analysis of selection and recruitment procedure for the institutions of the European Union. It will be achieved by description of basic rules and methods that are used during this process. The main part of my thesis represents a questionnaire survey that was conducted among the group of current employees of the European Union institutions. The survey aimed at confirming the two working hypothesis that have been set. In case of finding any weak points of the procedure, I will suggest appropriate measures for improvement.

Many school districts and alternative certification programs use standardized interviews such as the TeacherInsight developed by the Gallup Organization. The TeacherInsight is a Web-based interview consisting of multiple choice and Likert-style items that produces a score between 0 and 100. The Gallup Organization claims that it helps hire the best teachers. The study analyzed the relationships between the TeacherInsight scores and the eight Professional Development Appraisal System (PDAS) domain scores for 527 teachers. The TeacherInsight scores produced a statistically significant correlation with only one of the eight PDAS domain scores. However, even that correlation (r = 0.14) was weak. All eight PDAS domain scores were only able to account for an additional 1.9% of the variance of TeacherInsight scores, above and beyond what was explained by the teachers' age, gender, years of experience, and highest degree earned. Another finding was that 47.4% of the teachers hired had TeacherInsight scores below the district recommended cutoff score of 67. The findings do not support the ability of the TeacherInsight to identify more effective teachers, based on Professional Development Appraisal System scores. The findings also cast doubt on the extent of consideration that principals in this district give the TeacherInsight scores during the selection process. Recommendations for future studies are provided.

With the increased exposure to Western cultures and the transition towards modernization, Chinese society has experienced substantial social change, which has influenced marital relationships. Although recent research has documented contemporary patterns of marital interaction, less is known about what Chinese adults consider to be an ideal marital partner and what their parent' roles play in the mate selection process. What do contemporary Chinese adults value in a partner? How much parental influence is involved in choosing an ideal marital partner? These questions were addressed by conducting six focus groups in Taipei, Taiwan. The focus groups included a total of 51 participants (male = 25; female = 26) and included separate groups for middle-aged married men, middle-aged married women, younger married men, younger married women, never-married young adult men, and never-married young adult women. The results from qualitative analysis indicated three major themes in an ideal partner: family-of-origin (e.g., similar family background, good relationship with in-laws), personal qualities (e.g., financially stable, responsible), and relationship qualities (e.g., getting along, communicating well, mutual respect, gender equality). These results indicate that contemporary Chinese adults value a combination of traditional Chinese (e.g., similar family background) and Western (e.g. good communication) values. When it comes to parental approval on their marriage, most younger participants reported that they would marry a person despite their parents' disapproval, although many indicated that they would want their parents' approval because it would increase family harmony. The older participants, on the other hand, were more likely to still favor parents having significant influence on who their children marry. Overall, the young Chinese participants showed greater incorporation of Western values than the older participants. These findings suggest that modern Chinese society is being increasingly influenced by individualistic Western values.

This thesis presents three novel contributions to the application as well as development of ranking and selection procedures. Ranking and selection is an important topic in the discrete event simulation literature concerned with the use of statistical approaches to select the best or set of best systems from a set of simulated alternatives. Ranking and selection is comprised of three different approaches: subset selection, indifference zone selection, and multiple comparisons. The methodology addressed in this thesis focuses primarily on the first two approaches: subset selection and indifference zone selection. Our first contribution regards the application of existing ranking and selection procedures to an important body of literature known as system reliability design. If we are capable of modeling a system via a network of arcs and nodes, then the difficult problem of determining the most reliable network configuration, given a set of design constraints, is an optimization problem that we refer to as the network reliability design problem. In this thesis, we first present a novel solution approach for one type of network reliability design optimization problem where total enumeration of the solution space is feasible and desirable. This approach focuses on improving the efficiency of the evaluation of system reliabilities as well as quantifying the probability of correctly selecting the true best design based on the estimation of the expected system reliabilities through the use of ranking and selection procedures, both of which are novel ideas in the system reliability design literature. Altogether, this method eliminates the guess work that was previously associated with this design problem and maintains significant runtime improvements over the existing methodology. Our second contribution regards the development of a new optimization framework for the network reliability design problem that is applicable to any topological and terminal configuration as well as solution sets of any sizes. This framework focuses on improving the efficiency of the evaluation and comparison of system reliabilities, while providing a more robust performance and user-friendly procedure in terms of the input parameter level selection. This is accomplished through the introduction of two novel statistical sampling procedures based on the concepts of ranking and selection: Sequential Selection of the Best Subset and Duplicate Generation. Altogether, this framework achieves the same convergence and solution quality as the baseline cross-entropy approach, but achieves runtime and sample size improvements on the order of 450% to 1500% over the example networks tested. Our final contribution regards the development and extension of the general ranking and selection literature with novel procedures for the problem concerned with the selection of the -best systems, where system means and variances are unknown and potentially unequal. We present three new ranking and selection procedures: a subset selection procedure, an indifference zone selection procedure, and a combined two stage subset selection and indifference zone selection procedure. All procedures are backed by proofs of the theoretical guarantees as well as empirical results on the probability of correct selection. We also investigate the effect of various parameters on each procedure's overall performance.

The purpose of this dissertation is to explore the influences of industry dynamic factors (e.g., peer selections) on a client’s subsequent decision to select the type of auditor (e.g., Big N versus non-Big N), following auditor turnover. More specifically, drawing on social norms and social learning theories, I develop testable implications and investigate whether and how industry dynamics have an incremental power in explaining auditor choice beyond traditional firm-specific variables documented in prior research. Using a large sample from years 1988 – 2012, I find that clients are more likely to imitate their industry peers’ prior selections to select the type of their succeeding auditors, consistent with the implications of social learning theory. I also find that clients in industries with stronger industry norms, as measured by a greater proportion of clients audited by Big N auditors in an industry, are more likely to select Big N auditors as their succeeding auditors, consistent with the implications of social norms theory. To my best knowledge, this is the first study to explore the impact of social dynamics measured at the industry level on auditor selection and provide large-sample evidence on the relations between industry dynamics and auditor selection at the firm level. Findings of this study provide insights into the dynamic process of auditor selection in which companies do not make auditor-selection decisions in isolation of one another as often posited in existing literature, contribute to the research on the determinants of auditor choice by incorporating industry dynamics into an agent-principal model, and provide a more comprehensive view of the phenomenon of auditor selection.

This master´s thesis deals with the management of the purchasing strategy in the selected business company. This company sells products to final customers. The purpose of the thesis is to monitor purchasing processes mainly focusing on the supplier selection process. Thesis contains suggestion for a systematic selection process of prospective business partners, which is divided into four phases. Proposed suggestion contributes to higher productivity of the company´s purchasing strategy and considerably eliminates risk of high dependence on the sole supplier.

The thesis is focused on the selection of employees and the adaptation process in the selected company. The theoretical part explains the activities related to the selection and adaptation of employees. Through the analysis of the current situation and the research conducted, suggestions for improvement are recommended in order to improve the functioning of the company.