Although a pair trading is well known among South African agricultural commodity traders, there are no comprehensive documented accounts for the selection and trading of agricultural commodity pairs in South Africa. The majority of agricultural commodity pairs traders take positions based on their personal view of price movements, without testing for a statistical relationship between the paired commodities that will guarantee that their prices will move back to a common mean. To remedy this lack of method regarding the pairs selection and pairs trading processes, a comprehensive pairs selection process was developed and is documented in this thesis. During the pairs selection process, several agricultural commodities were put through a rigorous evaluation process to test for any long-run statistical relationships between them. This was done to ensure that only pairs with stable long-run statistical relationships were included in the final pair’s portfolio that was compiled. In order to test the profitability of this pair’s portfolio, several fundamental and technical indicators were used to determine entry and exit points. Although some of these indicators did not render satisfactory results, the RSI and Bollinger bands succeeded in realising an acceptable profit. / Thesis (Ph.D. (Risk Management))--North-West University, Potchefstroom Campus, 2008.

Although a pair trading is well known among South African agricultural commodity traders, there are no comprehensive documented accounts for the selection and trading of agricultural commodity pairs in South Africa. The majority of agricultural commodity pairs traders take positions based on their personal view of price movements, without testing for a statistical relationship between the paired commodities that will guarantee that their prices will move back to a common mean. To remedy this lack of method regarding the pairs selection and pairs trading processes, a comprehensive pairs selection process was developed and is documented in this thesis. During the pairs selection process, several agricultural commodities were put through a rigorous evaluation process to test for any long-run statistical relationships between them. This was done to ensure that only pairs with stable long-run statistical relationships were included in the final pair’s portfolio that was compiled. In order to test the profitability of this pair’s portfolio, several fundamental and technical indicators were used to determine entry and exit points. Although some of these indicators did not render satisfactory results, the RSI and Bollinger bands succeeded in realising an acceptable profit. / Thesis (Ph.D. (Risk Management))--North-West University, Potchefstroom Campus, 2008.

Submitted by Luana Rodrigues (luana.rodrigues@fgv.br) on 2014-06-03T20:04:04Z No. of bitstreams: 1 140412_FOppenheimer_FGV (2).pdf: 1514431 bytes, checksum: 9e46a23ba86b2d8ad56245733fe723ae (MD5) / Approved for entry into archive by Luana Rodrigues (luana.rodrigues@fgv.br) on 2014-06-03T20:04:18Z (GMT) No. of bitstreams: 1 140412_FOppenheimer_FGV (2).pdf: 1514431 bytes, checksum: 9e46a23ba86b2d8ad56245733fe723ae (MD5) / Made available in DSpace on 2014-06-04T11:19:27Z (GMT). No. of bitstreams: 1 140412_FOppenheimer_FGV (2).pdf: 1514431 bytes, checksum: 9e46a23ba86b2d8ad56245733fe723ae (MD5) Previous issue date: 2014-03-13 / The paper analyses how Impact Investors select their portfolio companies in Latin America and what criteria are assessed in the process. Since virtually no research on this has been conducted to date, and since the selection process model applied in Venture Capital is not dissimilar, that approach has been adopted. The findings reveal that Impact Investors originate and assess deals in a similar way to Venture Capitalists, but that some criteria are adjusted and others added in order to reflect the dual objective of Impact Investing. Impact Investors can originate deals passively, but they prefer searching for social ventures proactively: personal contacts, access to networks and industry events are crucial in this context. Impact Investors considering an investment in Latin America search for integer, honest and reliable social entrepreneurs committed to social impact; eligible social ventures must be profitable with potential for further scalability; the product must have a social impact, i.e. create value for the individual consumer and for the wider community; market size and market growth are crucial external factors; and the deal features depend on the investor’s risk attitude and the prospects of a successful exit in both financial and social terms. Impact Investors are also willing to provide non-financial support prior to an investment, if a social venture shows high potential for achieving their dual objective. / O documento analisa como investidores de impacto selecionar suas companhias de portfólio na América Latina e que critérios são avaliados no processo. Uma vez que praticamente ne-nhuma pesquisa sobre isso foi con conduzidos até à data, e desde que o modelo de processo de seleção aplicados em capital de risco não é dissemelhantes, foi adotado essa abordagem. Os resultados revelam que os investidores de impacto originar e avaliar negócios de uma for-ma semelhante a capitalistas de risco , mas que alguns critérios são ajustados e outros adicio-nados a fim de refletir o duplo objectivo de investimento de impacto. Os investidores de im-pacto podem originar ofertas passivamente, mas eles preferem procurar empreendimentos sociais de forma proativa: contatos pessoais, o acesso a redes e eventos do setor são cruciais neste contexto. Impacto Investidores considerando um investimento em pesquisa para a Amé-rica Latina inteira, empreendedores sociais honestos e confiáveis comprometidos com impacto social; empreendimentos sociais elegíveis devem ser rentáveis com potencial de escalabilidade; o produto deve ter um impacto social, ou seja, criar valor para o consumidor individual e para a comunidade em geral; tamanho do mercado e crescimento do mercado são fatores externos cruciais; e as características de negócio dependem de atitude de risco do investidor e as perspectivas de uma saída bem sucedida, tanto em termos financeiros e sociais. Os investi-dores de impacto também estão dispostos a dar apoio não financeiro antes de um investimen-to, se um empreendimento social, mostra alto potencial para atingir o seu objectivo dual.

The purpose of this study was to determine whether College of Education graduates who sought and secured employment as teachers differed on the academic variables of grade point average, student teaching evaluation, and professional recommendations from those who were not successful at securing such employment. A comprehensive review of related literature was conducted, focusing on three aspects of the employment situation: (1) teacher supply and demand, (2) the selection process, and (3) the role played by academic criteria in the selection process. A study was conducted in which students who were successful in finding teaching positions were compared with those who were not successful, on the academic variables of grade point average, student teaching evaluation, and professional recommendations. Demographic data were also collected and analyzed. The subjects were sixty-three randomly selected students from the May 19 80 graduating class of the College of Education, North Texas State University, Denton, Texas. For purposes of statistical analysis, the students were divided into the following three groups: Group A (those who successfully sought employment as teachers), Group B (those who sought such employment but were not successful), and Group C (those who did not seek employment as teachers).

Submitted by Renata Lopes (renatasil82@gmail.com) on 2017-03-13T14:36:26Z No. of bitstreams: 1 janitorres.pdf: 2701889 bytes, checksum: b99ea32f1f066c832b88484b2b2927b6 (MD5) / Approved for entry into archive by Adriana Oliveira (adriana.oliveira@ufjf.edu.br) on 2017-03-13T19:30:08Z (GMT) No. of bitstreams: 1 janitorres.pdf: 2701889 bytes, checksum: b99ea32f1f066c832b88484b2b2927b6 (MD5) / Made available in DSpace on 2017-03-13T19:30:08Z (GMT). No. of bitstreams: 1 janitorres.pdf: 2701889 bytes, checksum: b99ea32f1f066c832b88484b2b2927b6 (MD5) Previous issue date: 2015-12-15 / Esta pesquisa, desenvolvida no Programa de Pós-graduação Profissional em Gestão e Avaliação da Educação Pública da Universidade Federal de Juiz de Fora, apresenta como objeto de estudo a formação recebida no Processo Seletivo Interno (PSI) 2014 da Secretaria de Estado de Educação do Rio de Janeiro (SEEDUC/RJ), tendo como caminho a eficiência ou não no preparo do servidor para assumir a gestão de uma unidade escolar. Serão pormenorizados a descrição do contexto de mudanças na rede estadual de educação do Rio de Janeiro, bem como o processo de seleção e a formação básica do gestor escolar na rede como estudo de caso na Regional Serrana II que serve como recorte da Secretaria. A pesquisa, de abordagem qualitativa, vale-se de um questionário como instrumento de coleta de dados, aplicado aos servidores participantes. Para avaliação dos fatos em estudo, algumas teorias explanadas como as de Brandão (2012), Brandão e Bahry (2005), Burgos e Canegal (2013), Godoy (2009), Lück (1996, 2000, 2005, 2010, 2011, 2012), Machado (2011, 2013), Machado e Miranda (2012), Mintzberg (2010), dentre outros, deão suporte à discussão sobre a formação de gestores escolares e as dimensões de competências exigidas desses profissionais. Giram em torno da análise questões como: perfil, trajetória acadêmica e profissional, participação da formação no Processo Seletivo Interno de 2014, conteúdos estudados na formação e realização do estágio pós PSI. Quanto às conclusões da pesquisa de campo, após exame mais detalhado, os dados apontam que ainda são necessários ajustes que se coadunem com as expectativas pretendidas tanto pela própria Secretaria de Educação quanto pelos próprios servidores. Um Plano de Ação Educacional propõe, de forma colaborativa, contribuições que sejam executadas por um grupo de trabalho da Regional Serrana II, sendo acompanhado pela Diretoria de Formação e Desenvolvimento de Pessoas da SEEDUC/RJ, para melhor orientação aos novos diretores. / This research, developed in the Professional Graduate Program in Management and Public Education Evaluation of the Federal University of Juiz de Fora, has as object of study the training received in the process Internal Selection (PSI) 2014 state of Rio's Secretary of Education January (SEEDUC / RJ), with the way the efficiency or not in the server's preparation to take over the management of a school unit. They will be detailed description of the context of changes in the state education network in Rio de Janeiro, as well as the selection process and basic training of school managers in the network as a case study in the Regional Serrana II serving as clipping of the Secretariat. The research, qualitative approach makes use of a questionnaire as a data collection instrument, applied to the participating servers. For evaluation of the facts under study, some theories esplanades such as Brandão (2012), Brandão and Bahry (2005), Burgos and Canegal (2013), Godoy (2009), Lück (1996, 2000, 2005, 2010, 2011, 2012 ), Machado (2011, 2013), Machado and Miranda (2012), Mintzberg (2010), among others, dean support the discussion on the formation of school managers and dimensions of skills required of these professionals. Revolve around analyzing issues such as: profile, academic and professional career, participation in training in Internal Selection Process 2014 contents studied in the formation and realization of post PSI stage. On the conclusions of the field research, after closer examination, the data show that they are still necessary adjustments that are consistent with the desired expectations both for their own Department of Education as the servers themselves. An Educational Action Plan proposes collaboratively, contributions that are executed by a Regional Working Group Serrana II, accompanied by the Directorate of Training and Personnel Development of SEEDUC / RJ, for better guidance to new directors.

This study investigated the legislation (the Education Laws Amendment Act, Act 24 of 2005) dealing with teacher selection and appointment. It focused specifically on the principles equity, redress and representivity changes in legislation. Not only do these principles encourage the equal advancement of everybody’s interests but they also serve as a means of establishing an appropriate balance between conflicting interests. The primary purpose of the study was to determine whether or not the racial group to which the school governing body members belong had an effect on the way in which they interpreted and implemented legislation, and if so, to what these could be ascribed. Five schools’ governing bodies in the Tshwane South District of the Gauteng Province were interviewed using semi structured, open-ended interviews to investigate the extent to which their staff composition has changed as a result of the new legislation. A qualitative research paradigm allowed me to adopt a constructivist/interpretivist approach to data collection and analysis. Indications from data were that the understanding and interpretation of SGBs across racial divides are influenced by their different cultural and linguistic preferences, their different political and educational histories and the contexts in which they work. These differences indicated that deeply entrenched racial stereotypes and strong attachments to a specific school culture, language or ethnic traditions could be influencing the final decision on short listing taken by the SGBs represented in my study. Suggestions are that legislation implementation should be addressed at all stages; that is, reviewing performance, considering reasons for governance difficulty or failure, designing alternative interventions, and interpreting evaluation results as an intervention practice for legislation success. Based on my research findings I would therefore suggest that the key reason for the lack of transformation in the staff composition of public schools is the short period of time that has elapsed since the promulgation of the Education Laws Amendment Act of 2005. Given that transformation is a social process and that stereotypes are key obstacles to transformation, I believe that, as far as the schools in my sample are concerned, their staff compositions will eventually change. / Thesis (PhD)--University of Pretoria, 2008. / Education Management and Policy Studies / unrestricted

No description available.

With advancements in AI technology, its application in recruitment has gained prominence due to potential benefits such as increased efficiency, improved candidate selection, and reduced bias. This thesis aims to explore the factors that influence the utilization of Artificial Intelligence (AI) in the recruitment process and provides insights on how organizations can leverage these factors to optimize recruitment outcomes. However, several factors impact the successful utilization of AI in recruitment processes. By examining these factors through a comprehensive literature review and empirical analysis, this research emphasize to identify the challenges and opportunities associated with AI implementation in recruitment. Moreover, this study seeks to provide insights for organizations to effectively leverage these factors to optimize recruitment outcomes. The findings highlights the impact of AI adoption in recruitment and identifies strategies and practices that organizations can employ to optimize recruitment outcomes through AI utilization. This study emphasised to combine these strategies to build trust and ensuring transparency and explainability of AI algorithms, and addressing potential biases and discrimination. By examining the factors that influence AI adoption in recruitment, this research provides valuable insights for HR professionals and organizational leaders to leverage AI effectively in the recruitment process. This thesis emphasizes the importance AI adoption in recruitment and taking measures to maximize benefits and minimize risks. It contributes to the expanding knowledge on AI in recruitment, enabling organizations to make informed decisions and optimize recruitment outcomes in the digital transformation era.

No description available.

No description available.