Under common law an employer enjoyed complete freedom of choice when recruiting and selecting employees. An employer had unfettered discretion in recruiting and selecting employees. There were no legal restrictions on the prerogative of the employer to appoint employees. Developments in labour law have, however, gradually diminished the employer's freedom of choice during the recruitment and selection process. The Employment Equity Act No. 55 of 1998 and the Code of Good Practice on the Integration of Employment equity into Human Resource Policies and Practices, 2005 as· well as impending labour legislation impose limitations on the employer's freedom of choice during the recruitment and selection process. The remaining problem therefore is: What is the extent of the limitations on the employer's freedom of choice in the recruitment and selection of employees? The study will be conducted by means of a literature study of relevant books, journal articles, statutes, case law and internet sources relating to restrictions which are placed by legislation and case law on the employer's freedom to choose employees during recruitment and selection. This research therefore investigates the extent to which developments in labour law have eroded the prerogative of an employer to appoint employees. This investigation will help clarify the limits within which an employer has to exercise its choice of an employee during recruitment and selection. / LLM (Labour Law), North-West University, Potchefstroom Campus, 2014

Under common law an employer enjoyed complete freedom of choice when recruiting and selecting employees. An employer had unfettered discretion in recruiting and selecting employees. There were no legal restrictions on the prerogative of the employer to appoint employees. Developments in labour law have, however, gradually diminished the employer's freedom of choice during the recruitment and selection process. The Employment Equity Act No. 55 of 1998 and the Code of Good Practice on the Integration of Employment equity into Human Resource Policies and Practices, 2005 as· well as impending labour legislation impose limitations on the employer's freedom of choice during the recruitment and selection process. The remaining problem therefore is: What is the extent of the limitations on the employer's freedom of choice in the recruitment and selection of employees? The study will be conducted by means of a literature study of relevant books, journal articles, statutes, case law and internet sources relating to restrictions which are placed by legislation and case law on the employer's freedom to choose employees during recruitment and selection. This research therefore investigates the extent to which developments in labour law have eroded the prerogative of an employer to appoint employees. This investigation will help clarify the limits within which an employer has to exercise its choice of an employee during recruitment and selection. / LLM (Labour Law), North-West University, Potchefstroom Campus, 2014

The aim of this thesis is to compare the scoring models of banking and non-banking institutions when using specific outcomes of the request for a loan of CZK 100 000,- of several natural persons with varying credibility (the credibility of credit). The theoretical part is divided into two chapters, the first deals with the explanation of basic terms (credit, the applicant, bank and non-bank institutions, credit scoring, rating, review on the software used and legislation in the CR). The second chapter is devoted to describe the process of credit scoring, scoring models and a scoring function. The practical part is dedicated to the comparison of two methods for approval of applicants for the loan at the non-bank and bank institutions. The final chapter presents a summary of both methods used for approval and the authoress' subjective evaluation and recommendations for improving both used methods.

The diploma thesis deals with used aspects of admission of new staff. Czech labour market is described in brief , including the recent trends in the unemployment rate. The work attends to the process of admission of new staff, variety of methods, mode of choosing and the steps of selection new staff. There is a chapter that deals with strategy and instruments of staff selection, especially CV and interview. The final chapter is dedicated to the question of discrimination in respect to staff selection.

This thesis is focused on the European Social Fund (ESF) and on the administration of this fund in the Czech Republic. The European Social Fund is one of two structural funds which act as financial resources for co-financing, in conjunction with national and private resources, activities that reduce economic disparities between regions. Resources from structural funds allocated to the Czech Republic are, by their character, classified and administered in accordance with particular Operational Programmes, which stem from a national strategic reference framework. Standard documents, approved by the European Commission, always accompany a programme period. In the thesis apriori are described and the administration procedures of selected Operational Programmes financed by the European Social Fund, are collated. Some problems that occurred during the first programme period from 2004-2006 are then highlighted.

This research explored the thesis that organizational personality is related to applicants’ attraction to an organization through a process which involves need motivation, expectancy beliefs, and applicants’ perceptions of person-organization fit. Organizational personality may be defined as a collection of trait-like characteristics that individuals use to describe organizational practices, policies, values, and culture. Specifically, this research investigated the hypothesis that organizational personality information is useful to applicants because it helps individuals to determine their perceptions of fit. A sample of students (N = 198) and working adults (N = 198) participated in an online experiment. Findings indicated that individuals’ beliefs about the instrumentality of desirable work related outcomes are essential to determining their perceptions of fit and organizational attraction. Additionally, organizational personality perceptions interacted with need motivation to affect perceptions of fit and organizational attraction. For instance, perceptions of fit mediated the influence of the interaction between need for achievement and perceptions of innovativeness on organizational attraction. The interaction of need motivation and perceptions of organizational personality helped individuals to better determine their perceptions of fit and subsequent attraction toward organizations.

This thesis deals with some specifics of communication in the construction industry. Specific area of thesis is a communicating with the building authorities in the Czech Republic. The theoretical part is focused on defining characteristic of public administration, activities and building authorities. The thesis is also aimed on determination of communication concepts and principles of right form communication. There are basic types of requests, through which citizens communicate with the authorities. The practical part is a questionnaire survey of building offices throughout the Czech Republic. The research deals with communication between authorities and citizens. The result of the research is a proposal to improve communication and efficient work of building offices. Especially in the form of recommended changes in current Building Act, to improve the negative view of citizens to manage, search for objective information rather than misleading reports in the media or delegate representation to communicate with authorities by professionals.

This study analyzed and evaluate the locating structures according to the building Act. The theoretical part comprises the building Act, forms of the territorial decisions with their detailed structure, general requirements of plots use and zoning permit process. In the practical section, examples about the placing of building with subsequent evaluation are included. Objectives and the result of the work are summarized in the end of this dissertation.

The thesis is focused on the issue of care allowance. The theoretical part contains basic information about this social benefit. There are described various forms of administrative proceedings. It is imperative that you know the social services that you can turn to if necessary, so they are also mentioned in the work. Attention is paid to the characteristics of the social worker. The practical part aims to give the reader an insight into this issue. There are actual stories of people here to see where difficult people can be. The questionnaire survey found that the respondents had a negative experience with the care allowance, as the proceedings took several months. Furthermore, it was found that the primary information about this social benefit is learned from the doctor. Research has shown that they most often need help with shopping, household cleaning, or hygiene. These are tasks that are physically demanding for the respondents and often helped by family members.

This dissertation explores applicant reactions to Internet-based selection procedures in order to advance theory and practice related to the use modern employee selection tools. Previous authors have explored this topic area (e.g., Harris et al., 2003). However, this dissertation goes beyond previous research by proposing and testing a model that incorporates the measurement of multiple constructs that are highly relevant to organizations when utilizing Internet-based selection procedures. Such constructs include privacy concerns, explanations, control, fairness perceptions, litigation intentions, organizational intentions, and test-taking motivation. Current organizational justice theory, previous findings from studies on applicant reactions to selection procedures, and research on Internet privacy concerns provided the foundation on which this research is based. This dissertation also pulls from theory in the legal, information sciences, and psychology literatures. A model of applicant reactions that included privacy concerns and multiple outcomes relevant to organizations was proposed. Hypotheses examining this model were tested via a high-fidelity laboratory study with student participants. One-third of the participants in this study were seeking jobs at the time of participation. Findings indicated that privacy concerns are an important predictor of both proximal (i.e., fairness perceptions) and distal (i.e., organizational intentions, test-taking motivation) applicant reaction outcomes. Results also demonstrated support for a mediating role of fairness perceptions in the relationships between privacy concerns and organizational intentions as well as between privacy concerns and test-taking motivation. Providing applicants with control and explanations were found to have no moderating effect on the relationship between privacy concerns and fairness perceptions. However, post-hoc analyses indicated that excuse explanations moderated the effect of privacy concerns on test-taking motivation. Theoretical implications of this dissertation include support for a one-factor model of organizational justice as well as a call for more integration of research from outside of industrial-organizational psychology. Additionally, areas for future research, including opportunities for improvement of study design involving timing of measures, are presented. Finally, implications for practice are discussed in regard to the possible impact of privacy concerns to large numbers of applicants participating in Internet-based selection processes, including a discussion on the importance of applicant privacy concerns to organizations and the use of multiple, inexpensive methods that may aid organizations in increasing fairness perceptions among applicants.