Submitted by Neusa Fagundes (neusa.fagundes@unioeste.br) on 2018-02-21T18:56:20Z No. of bitstreams: 2 Prescila_Sgarioni2017.pdf: 4765220 bytes, checksum: a11dc5944de8cf62bde59aa5b2ce8434 (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) / Made available in DSpace on 2018-02-21T18:56:20Z (GMT). No. of bitstreams: 2 Prescila_Sgarioni2017.pdf: 4765220 bytes, checksum: a11dc5944de8cf62bde59aa5b2ce8434 (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Previous issue date: 2017-05-19 / Accompanied by the curriculum, the textbook was established as one of the main instruments used in education institutions to approach and transpose the scientific knowledge acquired by humanity. It arises with the own school and is presente, in the course of history, in all societies. Even thought there are others teaching resources and technological advances, we understand the textbook as a precursor at the teacher and the student which measures the construction of knowledge and that is parto f the culture of many generations. Even with many transformations in society, the textbook still remains with relevant attribution in the teaching and learning process. In the Brazilian context, the public policies regarding textbooks count on the Textbook National Program - PNLD, responsible for the organization of the process of selection and distribution of textbooks to the students of the public educational institutions in the country. In doing so, with the objective of investigating which elements characterize the selection process of Science textbook for the municipal public school of Cascavel - PR. We opted for qualitative research in order to characterize the level of involvement of teachers, the guidelines and selection criteria of Science textbooks established by the responsible agencies. In the course of the study, three typs of scientific research were used: field research, bibliographical research and documentary research. The questionnaire was the data collection instrument used, applied to the teachers of the 5th grade of elementar school and to the pedagogical coordinators, responsible for organizing the selection process in municipal schools. We also used audio interviews recorded with the pedagogical coordinators responsible for organizing the selection process in Cascavel - PR. The data were organized in categories and subcategories were established based on content analysis, according to Bardin (2016), which allowed us to conclude that the process of selecting the textbook of Sciences for Elementary School, initial years in the municipality of Cascavel - PR, Occurred in a quick way, in a short period of time. This made the participation of teachers small, even though the municipality followed the guidelines passed by the Ministry of Education and have desired to involve all those the teaching and learning process. / Acompanhado do currículo o livro didático foi instituído como um dos principais instrumentos utilizados nas instituições de ensino para abordar e transpor os conhecimentos científicos acumulados pela humanidade. Surge com a própria escola e se apresenta no percurso da história, em todas as sociedades. Apesar da existência de outros recursos didáticos e dos avanços tecnológicos disponíveis, compreendemos o livro didático como recurso precursor de informações a préstimo do professor e do estudante, mediando à construção do conhecimento, fazendo parte da cultura de muitas gerações. Mesmo ao longo de tantas transformações da sociedade, o livro ainda hoje permanece com relevante atribuição no processo de ensino e aprendizagem. No contexto brasileiro, as políticas públicas referentes aos livros didáticos contam com o Programa Nacional do Livro Didático – PNLD, responsável pela organização do processo de seleção e distribuição das obras didáticas aos estudantes das instituições públicas de ensino do país. Dessa forma, com o objetivo de investigar quais elementos caracterizam o processo de seleção do livro didático de Ciências para a escola pública municipal de Cascavel-PR, optamos pela pesquisa qualitativa no intuito de realizar a caracterização tanto em nível de envolvimento dos professores, como das orientações e critérios de seleção dos livros didáticos de Ciências estabelecidos pelos órgãos responsáveis. No percurso do estudo foram utilizadas três modalidades de pesquisa científica: a pesquisa de campo, a pesquisa bibliográfica e a pesquisa documental. Como instrumento de coleta de dados utilizou o questionário com os professores regentes dos 5º anos do Ensino Fundamental e com os coordenadores pedagógicos escolares, responsáveis pela organização do processo de seleção nas escolas municipais. Também fizemos uso de entrevistas áudio gravadas com os coordenadores pedagógicos municipais responsáveis pela organização do processo de seleção no referido município. No tratamento dos dados foram estabelecidas categorias e subcategorias com base na análise de conteúdo, segundo Bardin (2016), o que permitiu concluirmos que o processo de seleção do livro didático de Ciências para o Ensino Fundamental anos iniciais no município de Cascavel-PR, transcorreu de maneira aligeirada, num curto período de tempo, acarretando uma ínfima participação dos professores, apesar do município ter seguido as orientações repassadas pelo Ministério da Educação e almejado a participação de todos os envolvidos no processo de ensino e aprendizagem.

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 aim of this thesis is to first evaluate the current possibilities of students and graduates of economic fields of study in the labor market and in one particular company - Československá obchodní banka, a. s., and the second to characterize the recruitment process in CSOB. It contains also several proposals to make the process more effective. The work is divided into theoretical and practical part. The theoretical part first examines the main trends in students and graduates business education and speaks about the issue of coming of graduates into the labor market. The following chapter deals with the personal work, specifically recruiting and selecting of company's staff. Practical part evaluates the options of cooperation for students and graduates with the Bank and presents a complete recruitment process of workers in the company. The part of this work is a survey of preferences of students and graduates in choosing first job. Based on survey results, compared with the actual activities of CSOB are formulated some recommendations.

In this diploma thesis I describe the instruments of recruiting and selection of the candidates which include the classic format of the curriculum vitae and also social networks like LinkedIn and Facebook The thesis is divided into theoretical part, which is based on books and other online sources, where you can find the definitions of personnel work and management, but also the definition of a worker his working performance and his motivation. The important part explains different ways of recruiting the candidates and the description of instruments which are used, especially the CV and social networks. Analytical part is based on the questionnaire research about the structure and content of the CV according to the point of view of the recruiters. The second part is based in the interviews with recruiters about the usage of the social networks. In the conclusion, there is a summary of the results from the analytical part.

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.

My diploma thesis I have divided on two parts – theoretical and practical. The goal of my work is to show the method how to project in construction and demonstrate it in a particular construction company and illustrate a solution to a specific order. I would like to describe and handle two different contracts, focus on the selection process, form of processing some data, contractual arrangements or necessary resources.

International borders are dissolving as a result of globalization, and cross-cultural interactions are becoming a regular part of modern business. Many firms are expanding internationally, necessitating the need to send workers, known as expatriates, abroad. Being able to operate and adjust in a foreign country requires certain skills and traits. Not being able to adjust well in the host country has many times led expatriates to fail their international mission, which negatively affects the expatriate as well as the firm. Previous studies suggest that by selecting and offering a proper cross-cultural training (CCT), expatriates should have an easier time adjusting in the country they move to. Thus, leading to a successful international assignment.  Research on selection and CCTs has predominantly focused on creating frameworks and finding variables that contribute to expatriates’ adjustment. However, there are still unclarities and disagreements regarding the effects of selection and CCT on the expatriates’ in-country adjustment. Therefore, it is important to understand whether expatriates perceive these processes helpful for their adjustment. Moreover, studies that have implemented these frameworks and variables into practicality for Asian or African host countries, thus leaving a gap in Europe and its emerging countries. As such, this study will contribute to this gap to further understand how selection and CCT affect the expatriate’s adjustment in Greece.   A literature is presented with the relevant theories that exist in the field of expatriate selection, cross-cultural training and adjustment, and additionally cultural shock theories. With the aim of collecting data for this study, a qualitative method was approached, where 12 in-depth interviews were conducted on expatriates working in Greece. The interview covered topics of how they perceive their selection process, the CCT they received before their mission and their adjustment in the host country. General findings were that the classical selection and CCT theories and processes are still applicable up to this day. An additional finding to these theories was that the expatriates do not favor CCT processes. Moreover, it was observed that the perceived cultural differences between the home and host country of the expatriate is the main factor that is affected by the selection and CCT. Finally, the researchers suggest further research to be conducted for several factors concerning the in-country adjustment.

Network management systems (NMS) monitor, configure and maintain computer networks. Network operators providing networking services are responding to the evolving bandwidth, availability, and latency requirements by upgrading from legacy management systems to alternatives utilizing modern technologies. This paper addresses the trends and challenges of transitioning from legacy NMS to modern management systems. The academic research on network management systems is limited, and we aim to provide a knowledge base on the subject matter by conducting a literature review. The literature review consisted of 43 primary studies from which eight themes were identified by conducting thematic analysis. An NMS’s typical upgrade and selection process is largely unsystematic and based on anecdotal requirements. We utilize the discovered trends and challenges as the basis for the network management system selection process. The selection process was developed via the design science research methodology. The proposed selection process combines the business problems perceived by network service providers with state-of-the-art network research. The results of the review and the process development outline practical implications in the subject area of NMS and introduce potential future research areas in the field of network management.

Många forskare har tidigare betonat att anställda är en av organisationens viktigaste resurser, vilket innebär att det är viktigt för rekryterare att välja ut och anställa "rätt" medarbetare. Rekryteringsprocessen och urvalet av nya medarbetare är kärnverksamheten för personlig hantering och är mycket viktig i en organisation. Ju större potentiell påverkan en viss roll har, desto mer tid bör läggas på att rätt individ väljs ut till vald position. Detta innebär att organisationen behöver se vem som är mest kvalificerad för jobbet, motiverad till att göra ett bra jobb, duktig på att samarbeta med kollegor samt med hög sannolikhet kommer vilja stanna inom organisationen under en längre period. Rekryterare har ofta två angreppssätt vid rekrytering, den informella och den formella vägen. Syftet med denna studie är att undersöka hur synen på intern och informell rekrytering samt hur deras urvalsprocess kan se ut i Sverige. Tidigare forskning har visat på att de olika rekryteringsformerna besitter olika för- och nackdelar. Bland annat är en fördel med internrekrytering möjligheten att känna till kandidaternas styrkor och svagheter på förhand, samt att ledningen vet hur denna individ kommer fungera i en specifik grupp. Nackdelarna med denna rekryteringsform är bland annat bristen på nya idéer och tankesätt. Detta är något som vid en långsiktig användning kan leda till en hämmad innovation och kreativitet. Tidigare forskning visar därtill att fördelarna med informell rekrytering bland annat är de låga ekonomiska kostnader som är förknippade med rekryteringsformen. Vidare tar ett flertal studier upp aspekten kring att mottagandet av referenser från tillförlitliga anställda leder till högkvalitativa kandidater som en fördel med formen. Däremot är det ingen tidigare studie som tar upp hur rekryteringsformerna ser ut i Sverige och därmed finns det en kunskapslucka, vilken denna studie ämnar fylla. Den kontroversiella synen på denna rekryteringsform bör anses som en nackdel, samt att de inte når ut till alla de potentiella kandidater som kunde passat rollen bäst. Den teoretiska referensram som studien grundar sig på baseras på vetenskapliga artiklar, som är ett hjälpmedel för att kunna besvara syftet med studien. Teorin utgörs av: Rekryteringsprocessen, för- och nackdelarna med internrekrytering samt för- och nackdelarna med informell rekrytering. Studiens empiri samlades in genom användandet av en kvalitativ metod i form av direktintervjuer med sju anställda med en ledande roll på företaget. Studien har belyst att båda rekryteringsformerna har sina för- och nackdelar, och att mycket beror på given situation. Studiens slutsats blev således att i de flesta situationer föredrar ett övervägande antal av respondenterna internrekrytering framför informell rekrytering, på grund av att de vet vad de får i form av individens kompetens och personlighet. Dock fanns det vissa undantag där de behöver kompetens som organisationen inte innehar, varför det inte går att rekrytera internt. Samtidigt var det flera respondenter som nämnde att även om det görs en internrekrytering kommer de behöva anställa någon på en annan position vilket gör att de inte löser alla problem med enbart internrekrytering. En fördel med internrekrytering var den så kallade retention-faktorn, vilken innebar möjligheten att behålla sina anställda inom organisationen. / As many researchers have previously emphasized, employees are one of the organization's most important resources, which means that it is important for recruiters to select and hire the "right" employee. The recruitment process and the selection of new employees is the core business for personal management and is especially important for an organization. The greater the potential impact a certain role has, the more should be spent on providing people who perform well, aremotivated in doing an excellent job, are good at collaborating and want to stay in the organization. for a long time. Recruiters often have two approaches to recruitment, the informal and the formal way. The purpose of this study is to investigate what the view of internal and informal recruitment, and how their selection processes can look like in Sweden. Previous research has shown that the different forms of recruitment have different advantages and disadvantages. Among other things, an advantage of internal recruitment is the opportunity to know the candidates' strengths and weaknesses in advance, and that the management knows how this individual will function in a specific group. The disadvantages of this form of recruitment include the lack of innovative ideas and ways of thinking. This is something that when used long-term can lead to decreased innovation and creativity. Previous research also shows that the benefits of informal recruitment include the low financial costs associated with the form of recruitment. Furthermore, studies address the aspect that references from trusted employees leads to high quality candidates. The controversial view of this form of recruitment should be considered a disadvantage, as well as not reaching all potential candidates for the post, which might havesuited the role best. The theoretical frame of reference on which the study is based on consist ofscientific articles, which are a tool for answering the purpose of the study. The theory consists of the recruitment process, the advantages and disadvantages of internal recruitment, and the advantages and disadvantages of informal recruitment. The empirical data of the study was collected using a qualitative method in the form of direct interviews with seven employees with a leading role in the company. The study has highlighted that both forms of recruitment have their advantages and disadvantages, and much depends on the given situation. The study concluded that in most situations, most respondents prefer internal recruitment to informal recruitment, because they know what they are getting. However, there were exceptions when needingskills not available in the organization and recruiting internally is not an option. At the same time, there were several respondents who mentioned that when an internal recruitment is successful, you will still need to hire someone for their former position, which means that you do not solve all your problems with only the internal recruitment. An advantage of internal recruitment was the so-called retention factor.

In most road infrastructure networks, the two prevalent types of pavements considered during the pavement type selection (PTS) process are flexible and rigid. Thus, these two structures are the most commonly constructed in the road industry. A consideration of a different pavement alternative is proposed in this study. Composite pavements, which are in essence a combination of a rigid base overlaid with a hot-mix asphalt (HMA) surface course, have the potential to meet the technical and economic requirements that are sought in the PTS process. For that reason, technical and economic evaluations were performed to justify the consideration of composite pavement systems in the PTS process. At the technical level, composite pavement design guidelines from various transportation agencies were obtained and followed to design their respective composite pavement structures. A mechanistic analysis based on the multi-layer linear elastic theory was performed on different composite structures to understand the behavior they present when compared to traditional pavements. In addition, distresses affecting composite pavements such as fatigue (bottom-up and top-down) cracking, rutting, and reflective cracking were modeled and investigated using sensitivity analyses. At the economic level, a deterministic life cycle cost analysis (LCCA) based on Virginia Department of Transportation (VDOT) guidelines was performed. This LCCA compared two proposed composite pavements (one with a cement-treated base [CTB] and the other with a continuously reinforced concrete pavement [CRCP] base) to traditional flexible and rigid pavement structures. Furthermore, sensitivity analyses involving discount rates and traffic volumes were performed to investigate their effect on the present worth (PW) computation of the four pavement alternatives. Results from this study suggest that composite pavements have both the technical and economic potential to be considered during the PTS process. / Master of Science